scholarly journals PENGARUH KEPEMIMPINAN, LINGKUNGAN KERJA, KOMPETENSI DAN BUDAYA ORGANISASI TERHADAP KEPUASAN KERJA YANG BERDAMPAK PADA KINERJA DOSEN POLITEKNIK ATMI SURAKARTA

2020 ◽  
Vol 30 (01) ◽  
pp. 015-030
Author(s):  
Dewi Kartikasari
Keyword(s):  
Job Satisfaction ◽  
Organizational Culture ◽  
Path Analysis ◽  
Work Environment ◽  
Direct Effect ◽  
Indirect Effect ◽  
Working Environment ◽  
Primary Data ◽  
Coefficient Of Determination ◽  
Test Results

The purpose of this study are to examine and analyze the influence of Leadership, Work Environment, Competence And Organizational Culture To Job Satisfaction That Impact Lecturer Performance At Polytechnic ATMI Surakarta.This study is a survey research. The data used are primary data by sampling of lecturer at Polytechnic ATMI Surakarta as many as 57 respondents. The data analysis method was tested by validity, reliability test, t-test, F, coefficient of determination (R2) and path analysis test.T test results as follows: leadership not significant effect on job satisfaction, work environment significant effect on job satisfaction, competence significant effect on job satisfaction, organizational culture not significant effect on job satisfaction, leadership not significant effect on performance, the working environment have a significant effect on performance, competence significantly influence the performance, organizational culture not significant effect on the performance, satisfaction significant effect on the performance of work. F test results showed simultaneous variables of leadership, work environment, competence, organizational culture and job satisfaction have a significant effect on the performance of lecturers. Results Analysis The coefficient of determination (R2) shows that 77.7% of faculty performance variation can be explained by the leadership, work environment, competence, organizational culture and job satisfaction while the remaining 22.3% is explained by other factors outside the model. The result of path analysis showed a direct influence on the performance of greater competence than the indirect effect on performance competence through job satisfaction. The direct effect on the performance of the work environment is greater than the indirect effect on the performance of the work environment through job satisfaction. The direct effect on the performance leadership is smaller than the indirect effect of leadership on performance through job satisfaction. The direct effect on the performance organizational culture is smaller than the indirect effect of organizational culture on performance through job satisfaction. Based on the results of total leverage to improve performance would be more effective if through increased competence.

scholarly journals ANALYSIS OF INDIVIDUAL CAPABILITIES AND WORK ENVIRONMENT TO JOB SATISFACTION THROUGH MOTIVATION: A CASE STUDY OF ACADEMY X JAKARTA

2019 ◽  
pp. 10-23
Author(s):  
Setyo Widiarto ◽  
P. Eddy Sanusi Silitonga ◽  
Imam Wibowo
Keyword(s):  
Job Satisfaction ◽  
Path Analysis ◽  
Work Environment ◽  
Direct Effect ◽  
Sampling Technique ◽  
Working Environment ◽  
Analysis Techniques ◽  
Working Environments ◽  
Saturated Sample

This study aimed to analyze the influence of individual skills and the working environment of the gratification of working through motivation Academy X in Jakarta). These survey respondents amounted to 52 employees of the Academy X Jakarta. The sampling technique using a saturated sample, and analysis techniques using path analysis. The results showed that the ability of individual positive and significant effects directly on job satisfaction. Work environment positive and significant effect directly on job satisfaction of employees. Motivation positive and significant impact on job satisfaction of employees. The direct effect of individual skills and working environments on job satisfaction is greater than the effect of indirectly through motivation. This suggests that the motivation is not a variable intervening for individual skills and working environments on job satisfaction of employees at the Academy X in Jakarta.

scholarly journals PENGARUH GAYA KEPEMIMPINAN, LINGKUNGAN KERJA, DAN HARAPAN DOSEN TERHADAP KEPUASAN KERJA

2010 ◽  
Vol 1 (2) ◽  
pp. 111
Author(s):  
Saur Mangapul Tampubolon
Keyword(s):  
Job Satisfaction ◽  
Work Environment ◽  
Direct Effect ◽  
Leadership Style ◽  
Indirect Effect ◽  
Research Finding ◽  
Working Environment ◽  
Teaching Staff ◽  
Staff Satisfaction ◽  
The University

The objectives of this research is to find out the effects of leadership style, work environment, and the lecturers or teaching staff satisfaction. The research has been conducted at Pakuan University, Bogor. The method used was a survey with data analysis of path analysis. The respondents were 72 out of 264 total teaching staff in the university. They were selected at random. The research finding are as the followings: (1) leadership style has a direct effect on the lecturer’s satisfaction, (2) and also on the work environment has a direct effect on the job satisfaction, (3) the expectation gives a direct effect on job satisfaction, but the leadership style gives and indirect effect on job satisfaction, but the leadership style gives an indirect effect on job satisfaction through expectation, and (4) the working environment has also indirect effect on the job satisfaction through expectation. The conclusion is that the lecturer’s satisfaction is affected by the leadership style, work environment and the lecturer’s expectation.

Effect of Occupational Health and Safety, and Work Environment on Employee Performance with Working Satisfaction as Mediation Variable

2021 ◽  
Vol 6 (2) ◽  
pp. 117-124
Author(s):  
Setyani Dwi Lestari ◽  
Nafiana Putri ◽  
Yuwono Yuwono ◽  
Indrabudiman Amir
Keyword(s):  
Job Satisfaction ◽  
Occupational Health ◽  
Work Environment ◽  
Structural Equation ◽  
Employee Performance ◽  
Health And Safety ◽  
Occupational Health And Safety ◽  
Working Environment ◽  
Coefficient Of Determination ◽  
Safety Work

Objective - This study aims to determine and analyze the influence of Occupational Health and Safety, and the Working Environment on Employee Performance with Job Satisfaction as a mediating variable in PT. Kereta Api Indonesia (Persero) with sample on DAOP I Jakarta. Methodology/Technique - The study population numbered 292 employees and 75 respondents be adopted as a sample of the study. Techniques of analysis using a statistical test structural equation model-based variance (SmartPLS). Findings – The results showed that, (1) Occupational Health and Safety had no effect on Job Satisfaction and Employee Performance, (2) the Work Environment had a positive and significant effect on Job Satisfaction and Employee Performance (3) Job Satisfaction has a positive and significant effect on Employee Performance, (4) Occupational Health and Safety has no effect on Employee Performance even though through Job Satisfaction mediation, (5) the Work Environment has a positive and significant effect on Employee Performance through mediation of Job Satisfaction, (6) Occupational Health and Safety, and the Work Environment simultaneously have a positive and significant effect on Job Satisfaction with the coefficient of determination, which is equal to 0,533, (7) Occupational Health and Safety, Work Environment, and Job Satisfaction simultaneously have a positive effect and significant to Employee Performance with coefficient of determination, which is equal to 0,890. Novelty - The company is expected to provide adequate rest periods, maintain the nutritional intake of its employees by providing healthy food, provide educational scholarships for further levels for employees, safeguard the work environment from chemical hazards and other hazards, and give positive motivation to the employees. Type of Paper: Empirical. JEL Classification: J20, J24, J28. Keywords: Occupational Health and Safety, Work Environment, Job Satisfaction, Employee Performance Reference to this paper should be made as follows: Dwi, L.S; Putri, N; Yuwono; Amir, I. (2021). Effect of Occupational Health and Safety, and Work Environment on Employee Performance with Working Satisfaction as Mediation Variable, Journal of Management and Marketing Review, 6(2) 117 – 124. https://doi.org/10.35609/jmmr.2021.6.2(3)

scholarly journals EFFECT OF MOTIVATION AND JOB SATISFACTION ON EMPLOYEE PERFORMANCE THROUGH WORKING DISCIPLINE AT PT. BAMBOO TIRTA ENGINEERING

2020 ◽  
pp. 28-35
Author(s):  
Munawaroh Munawaroh ◽  
Suharto Suharto ◽  
Dr. Iwan Kurniawan Subagja
Keyword(s):  
Job Satisfaction ◽  
Data Analysis ◽  
Quantitative Analysis ◽  
Path Analysis ◽  
Direct Effect ◽  
Indirect Effect ◽  
Employee Performance ◽  
Descriptive Analysis ◽  
Sampling Technique

This study aims to: 1) To determine and analyze the effect of motivation and job satisfaction on work discipline, 2) To determine and analyze the effect of motivation and job satisfaction on employee performance, 3) To determine and analyze the effect of work discipline on employee performance, 4) To find out and analyze the influence of motivation and job satisfaction on employee performance through work discipline PT. Bambu Tirta Engineering. The research was conducted at PT. Bambu Tirta Engineering with a research sample of 64 respondents. The sampling technique uses saturated samples. Methods of data analysis using descriptive analysis and quantitative analysis with path analysis. The results showed that: 1) there is an effect of motivation and job satisfaction on work discipline, 2) there is an effect of motivation and job satisfaction on employee performance, 3) there is an effect of work discipline on the performance of employees of PT. Bambu Tirta Engineering and 4) there is no influence between motivation and job satisfaction on employee performance through work discipline PT. Bambu Tirta Engineering. This means that the direct effect is greater than the indirect effect, the work discipline variable cannot mediate between motivation and job satisfaction on employee performance at PT. Bambu Tirta Engineering.

scholarly journals ANALISIS PERBANDINGAN PENGARUH LANGSUNG DAN TAK LANGSUNG FAKTOR BUDAYA ORGANISASI DAN KOMITMEN TERHADAP KINERJA KARYAWAN PADA UPTD PARKIR KOTA SURABAYA

2017 ◽  
Vol 13 (2) ◽  
pp. 241
Author(s):  
Lilis Ardini
Keyword(s):  
Organizational Culture ◽  
Path Analysis ◽  
Direct Effect ◽  
Indirect Effect ◽  
Employee Performance ◽  
Employee Commitment ◽  
Organization Culture ◽  
Direct Influence ◽  
Managerial Work ◽  
Indirect Influence

UPTD  Public Parking DISHUB Surabaya intends  to run its working durability which one of them is caused by customer’s high loyalty. Service and post-service are factors that are important to create organizational culture towards managerial work and commitment. Therefore, we should examine the role of service variable to commitment variable as intervening variable.Respondents of this study are 87 samples by using purposive sampling method. Questionnaire consists of 3 variables, those are organizational culture with 26 indicators, then commitment with 15 indicators, and managerial work  with 10 indicators .Suitable method to answer above problem is Path Analysis. The result is that path analysis shows that managerial work  may have direct influence to commitment  and have indirect influence that is from organizational culture to commitment as a new intervening to managerial work. Direct influence of organizational culture  to managerial work  that is  is 0,232. Indirect influence of organizational culture  to commitment  that is 0,810, meanwhile from commitment to managerial work, that is 0,617. Therefore, indirect influence, that (0,810)*(0,617)=0,4997.Hypothesis stating that assumption of organization culture direct effect on performance be higher than organization culture indirect effect via employee performance commitment in UPTD Parkir of Surabaya City are refused. Cause organization culture indirect effect through employee performance are 0,49977 while organization culture direct effect on employee performance are 0,232. This result proving that Organization Culture which created the company as conducive will emerging Employee Commitment. Through this Employee Commitment. Will be effected on Employee Performance then furthermore effecting Organization Performance. Based on those results, it can be suggested that a company should give more emphasize to organizational culture  and commitment  because there is evidence that it may cause customer’s managerial work because organizational culture is a very important factor in guaranteeing UPTD  Public Parking DISHUB Surabaya.

scholarly journals EFFECT OF MOTIVATION AND JOB SATISFACTION ON EMPLOYEE PERFORMANCE THROUGH WORKING DISCIPLINE AT PT. BAMBOO TIRTA ENGINEERING

2020 ◽  
pp. 28-35
Author(s):  
Munawaroh Munawaroh ◽  
Suharto Suharto ◽  
Dr. Iwan Kurniawan Subagja
Keyword(s):  
Job Satisfaction ◽  
Data Analysis ◽  
Quantitative Analysis ◽  
Path Analysis ◽  
Direct Effect ◽  
Indirect Effect ◽  
Employee Performance ◽  
Descriptive Analysis ◽  
Sampling Technique

This study aims to: 1) To determine and analyze the effect of motivation and job satisfaction on work discipline, 2) To determine and analyze the effect of motivation and job satisfaction on employee performance, 3) To determine and analyze the effect of work discipline on employee performance, 4) To find out and analyze the influence of motivation and job satisfaction on employee performance through work discipline PT. Bambu Tirta Engineering. The research was conducted at PT. Bambu Tirta Engineering with a research sample of 64 respondents. The sampling technique uses saturated samples. Methods of data analysis using descriptive analysis and quantitative analysis with path analysis. The results showed that: 1) there is an effect of motivation and job satisfaction on work discipline, 2) there is an effect of motivation and job satisfaction on employee performance, 3) there is an effect of work discipline on the performance of employees of PT. Bambu Tirta Engineering and 4) there is no influence between motivation and job satisfaction on employee performance through work discipline PT. Bambu Tirta Engineering. This means that the direct effect is greater than the indirect effect, the work discipline variable cannot mediate between motivation and job satisfaction on employee performance at PT. Bambu Tirta Engineering.

scholarly journals Pengaruh Budaya K3 dan Gaya Kepemimpinan terhadap Kepuasan Kerja dan Kinerja Karyawan pada Divisi Operasi Tambang Di PT Newmont Nusa Tenggara

2013 ◽  
Vol 9 (1) ◽  
Author(s):  
Kasan Mulyono
Keyword(s):  
Job Satisfaction ◽  
Organizational Culture ◽  
Path Analysis ◽  
Leadership Styles ◽  
Leadership Style ◽  
Safety Culture ◽  
Employee Performance ◽  
Primary Data ◽  
Mining Operations ◽  
Heavy Equipment

There have been many studies on organizational culture. However, there have been not many studies on safety culture especially in Indonesia. Furthermore, the studies of safety culture in its relations to leadership styles, job satisfaction and employee performance have been little. This study examines the impacts of safety culture and leadership styles on employee performance with job satisfaction as an intervening variable. Primary data was obtained from the perception of employees who worked at Mining Operations Division of PT Newmont Nusa Tenggara, copper/gold mine in West Sumbawa, West Nusa Tenggara province. Data was collected through questionnaires sent to 150 employees, mostly heavy equipment operators and several field foremen. 131 were completed and returned however only 119 were valid for analysis. Statistical method used to test each hyphotesis was path analysis. The results showed that most hypothesis were confirmed. From five hypothesis, only one (H2) that had to be rejected. While four hypothesis i.e. H1, H3, H4 and H5were accepted. These results indicated that safety culture has a significant impact on job satisfaction (H1) but has no significant impact on performance (H2). Whilst leadership style has a significant impact on both job satisfaction (H3) and employee performance (H4). Finally, job satisfaction has a significant impact on employee performance (H5). Key words: Organizational culture, safety culture, leadership style, job satisfaction, performance, path analysis.

scholarly journals The Effect Of Transformational Leadership Style, Organizational Culture, And Competence On Job Satisfaction With Compensation As An Intervening Variable

Academia Open ◽  
2021 ◽  
Vol 5 ◽  
Author(s):  
Risky Andrianto ◽  
Slamet Harjatno
Keyword(s):  
Job Satisfaction ◽  
Transformational Leadership ◽  
Organizational Culture ◽  
Direct Effect ◽  
Leadership Style ◽  
Quantitative Methods ◽  
Sem Analysis ◽  
Test Results ◽  
Transformational Leadership Style ◽  
Data Collection Technique

This study aims to examine the effect of transformational leadership style, organizational culture, and competence on job satisfaction with compensation as an intervening variable. This research is a descriptive study using quantitative methods. The sample used in this study amounted to 95 respondents using a saturated sampling method. The data collection technique used a questionnaire with a Likert scale. This study uses SEM analysis. Based on the results of research with a hypothesis testing variables transformational leadership style, organizational culture, and competence on job satisfaction with compensation as an intervening variable. From the PLS test results, it is known that transformational leadership style has a direct effect on job satisfaction, Organizational Culture has a direct effect on job satisfaction, Competence has a direct effect on job satisfaction, Transformational leadership style has a direct effect on Compensation, Organizational Culture has a direct effect on Compensation, Competence has a direct effect on Compensation and Transformational leadership style, organizational culture and competence have an effect on job satisfaction through compensation.

scholarly journals The Effect Of Organization Culture, Rewards, Job Satisfaction And Job Stress On Lecturer’s Performance At UIN Ar-Raniry anda Aceh

2021 ◽  
Vol 2 (3) ◽  
pp. 685-691
Author(s):  
Iis Marsithah ◽  
Benyamin ◽  
Nasrun
Keyword(s):  
Job Satisfaction ◽  
Organizational Culture ◽  
Job Stress ◽  
Direct Effect ◽  
Indirect Effect ◽  
Performance Model ◽  
The Other ◽  
Causal Relationships ◽  
Positive Direct ◽  
Banda Aceh

The purpose of this study was to find out and examine: (1) the lecturer’s performance model built on associative causal relationships between exogenous variables and endogenous variables, (2) the effect of organizational culture to job satisfaction, (3) the effect of rewards to job satisfaction, (4) the effect of organizational culture to job stress, (5) the effect of rewards to job stress,(6) the effect of organizational culture to lecturer’s performance, (7) the effect of rewards to lecturer’s performance, (8) the effect of job satisfaction to lecturers performance, and, (9) the effect of job stress to lecturers performance. The population is all lecturer as many as 486 people. The research sample of 219 people was determined by the Slovin formula. Data collection is done by using a questionnaire with five answer choices. The sampling technique were used proportional random sampling. The instruments were used first tried out to respondent outside the sample to obtain validity and reliability instruments. Validity test uses Product Moment correlation, while to test its reliability with Alpha formula from Cronbach. Before testing the hypothesis, especially before the test is calculated, the requirements of the analysis include: normality data test and regression linearity test.The results showed (1) Obtained the lecturer’s performance model UIN Ar-Raniry Banda Aceh, (2) there is positive direct effect of organizational culture to job satisfaction 1,9%, (3) there is positive direct effect of rewards to job satisfaction 1,9%, (4) there is negative direct effect of organizational culture to job stres11,2%, (5) there is negative direct effect of rewards to job stress 2%, (6) there is positive direct effect of organizational culture to lecturer’s performance 7,9% include indirect effect through job satisfaction 0,6% and job stress 1,8%, (7) there is positive direct effect of rewards to lecturer’s performance 2,8%  include indirect effect through job satisfaction 0,4% and job stress 0,7%,(8) there is positive direct effect of job satisfaction to lecturer’s performance 1,5%, and (9) there is positive direct effect of job stress to lecturer’s performance 3%.Based on the acceptance of the research hypothesis, it is found a fixed model that describes the structure of causal relationships between organizational culture, rewards, job satisfaction, job stress and lecturer’s performance at UIN Ar-Raniry Banda Aceh. The organizational behavior has bigger influence than the other variable to lecturer’s performance. The next variable was job stress, rewards, and job satisfaction has lowest influence than the other variable to lecturer’s performance.

scholarly journals Pengaruh Motivasi dan Lingkungan Kerja terhadap Kepuasan Kerja di UKM Nahla Toys Cikampek

2021 ◽  
Vol 5 (1) ◽  
pp. 31-38
Author(s):  
Firman Hidayat ◽  
Maman Suryaman ◽  
Risma Fitriani ◽  
Billy Nugraha
Keyword(s):  
Job Satisfaction ◽  
Data Analysis ◽  
Linear Regression ◽  
Multiple Linear Regression ◽  
Work Environment ◽  
Work Motivation ◽  
Primary Data ◽  
Coefficient Of Determination ◽  
Environment Variables ◽  
Program Software

This study contained two variables, namely X1 as Work Motivation and X2 as the Work Environment. This study aims to determine the influence of motivation and work environment on job satisfaction in SMEs Nahla Toys Cikampek.  The Data used is primary data collected through observation, interview, distributing questionnaires and documentation. The hypothesis in this research is the influence of motivation and work environment on job satisfaction in SMEs Nahla Toys Cikampek. To measure the magnitude of influence of these variables using multiple linear regression and the help of the program software IBM SPSS 25. Based on the results of the data analysis, obtained value of the coefficient of determination amounted to 5.05%. In addition to the value of the correlation coefficient amounted to 0.711. While the results of partial test (t test) indicated that work environment variables have a significant effect on job satisfaction. It is obtained that the results of t count bigger than t table. Then based on these results it can be concluded that the work environment influence the job satisfaction of employees in SMES Nahla Toys Cikampek.

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