scholarly journals Pengaruh Komunikasi Dan Hubungan Industrial Terhadap Kepuasan Kerja Karyawan Pada Hotel Fave Petitenget Kabupaten Badung Bali

2020 ◽  
Vol 1 (2) ◽  
pp. 23-44
Author(s):  
I Ketut Merta ◽  
Anak Agung Elik Astari ◽  
Ni Kadek Ernawati Kertagam
Keyword(s):  
Job Satisfaction ◽  
Industrial Relations ◽  
Research Result ◽  
Positive Influence ◽  
Significant Positive Effect ◽  
Significance Level ◽  
Employee Job Satisfaction ◽  
Result Analysis ◽  
Positive Effect

In the research result, analysis and discussion about the problem of influence between independent variable and dependent by using methodology of multiple regression analysis, the number of respondents 78 people from the total population, can be explained as follows: Communication Variables (X1) partially significant effect on variable Satisfaction employee work (Y). With the t test on the Communication variable produces: t count of 3.202 and significance of 0.002. t arithmetic 3.202 t table whose value is 1.663 with significance level 0.173 0.05, it can be seen that the hypothesis that Communications have a significant positive effect on employee job satisfaction. So that communication take the role of doniman in employee job satisfaction. Variable of Industrial Relations (X2) partially significant result t count equal to 5,349 and significance equal to 0,000. t count 5.349 t table whose value is 1.663 with significance level 0.173 0.05, it can be seen that the hypothesis expressing industrial relations have a significant positive effect on employee job satisfaction, this proves industrial relations run harmonious .. Hypothesis accepted by t arithmetic 1.377 t table 0.663, then the hypothesis which states that there is a significant positive influence between communication and industrial relations with employee job satisfaction. With the good relationship to the two variables so that employee job satisfaction can run well, further research can be done on other occasions with variables outside this research.

scholarly journals Daya Inovasi Pada Kinerja Karyawan

2021 ◽  
Vol 1 ◽  
pp. 143-152
Author(s):  
Ferri Kuswantoro
Keyword(s):  
Job Satisfaction ◽  
Employee Performance ◽  
Team Work ◽  
Significant Positive Effect ◽  
Employee Job Satisfaction ◽  
Managerial Training ◽  
Main Support ◽  
The Relationship ◽  
Positive Effect

Innovation is the main support especially in improving employee performance. Many studies had explained the importance of managerial training and team work in pursuing growth. However, studies that explained how the role of innovation in driving the relationship between training and teamwork on employee job satisfaction are rare. The purpose of this research is to examine the role of innovativeness in driving the relationship between training and team work on employee job satisfaction. Using a sample of 165 respondents with questionnaire from employees in general supported by AMOS version 24 the results of the study showed that there was a significant positive effect between teamwork on the innovativeness and employee job satisfaction. There was a significant positive effect between the relationship of innovativeness on employee job satisfaction but there was no significant positive effect between managerial training on the innovativeness and employee job satisfaction. The final result indicated that the innovativeness partially mediated a significant positive relationship between teamwork and employee job satisfaction.

scholarly journals Job satisfaction moderate in self-leadership on job performance

2019 ◽  
Vol 6 (6) ◽  
pp. 270-277
Author(s):  
I Nyoman Adi Setya Darma ◽  
Ida Bagus Ketut Surya ◽  
I Gusti Made Suwandana
Keyword(s):  
Job Satisfaction ◽  
Job Performance ◽  
Significant Positive Effect ◽  
Employee Job Satisfaction ◽  
Research Relationship ◽  
Analysis Technique ◽  
Relationship Of ◽  
Positive Effect ◽  
Research Analysis

The purpose of this study is to analyze the effect of self-leadership on employee job satisfaction and to analyze the role of job satisfaction in moderating the effect of self-leadership on job performance. This study was classified as associative research (relationship) of self-leadership, job performance and job satisfaction at Tjendana Villa Seminyak with 56 respondents. This research analysis technique uses the Moderated Regression Analysis (MRA) Test. The implication of this research can be a company reference to design regulations and policies to improve job satisfaction by taking the Leadership and Job performance that may occur. Based on the results of the research analysis and the results of the discussion, the conclusions of this study are as follows, Self-leadership has a significant positive effect on job performance. Job satisfaction has a significant positive effect on job performance. Job satisfaction strengthens the effect of leadership on job performance.

scholarly journals The Influence of Job Satisfaction on Loyalty of Tourism Buses’ Drivers and Their Assistants in Malang through Organizational Commitment

2018 ◽  
Vol 23 (2) ◽  
pp. 63
Author(s):  
Luthfi Jauharotun Nisa'
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Human Resources ◽  
Sampling Method ◽  
Positive Influence ◽  
Significant Positive Effect ◽  
The Relationship ◽  
Positive Effect ◽  
Significant Positive Influence ◽  
Collection Methods

A person’s loyalty is a form of loyalty to an object, both people and tasks. But in fact in the current era, loyalty is a difficult thing to find. Human resources who born in 1983-1997 or called Y generation have lower loyalty than X generation (1963-1982). So that studying loyalty of tourism buses’ drivers and their assistants is an interesting thing in order to know what cause the loyalty of drivers and their assistants. The purpose of this study are (1) to find out the description of job satisfaction, organizational commitmen and driver and kernet loyalty, (2) to find out whether there is a significant positive influence on job satisfaction on the driver's and kernet's organizational commitment, (3) to find out whether there is a positive influence significant organizational commitment to driver and kernet loyalty, (4) to determine whether there is a significant positive influence on job satisfaction on driver and kernet loyalty, (5) and to find out whether there is a significant positive effect on job satisfaction on driver loyalty and kernet through organizational commitment. This research is quantitative and using path analysis to determine the relationship between variables. The sampling method uses purposive sampling in the form of judment sampling. Population in this research is 125 driver and kernet in Malang with sample 105 driver and kernet. Data collection methods use a closed questionnaire. The research results show that: (1) Job satisfaction has a positive and significant effect on the driver's and kernet's organizational commitment; (2) Organizational commitment has a positive and significant influence on driver and kernet loyalty; (3) Job satisfaction has a positive and significant impact on driver and kernet loyalty; (4) Job satisfaction affects the loyalty of driver and kernet through organizational commitment.

scholarly journals PERAN KOMITMEN ORGANISASIONAL DALAM MEMEDIASI PENGARUH KEPUASAN KERJA TERHADAP KINERJA KARYAWAN KRISNA OLEH - OLEH

2019 ◽  
Vol 8 (11) ◽  
pp. 6825
Author(s):  
I Ketut Edy Mardyana ◽  
I Gede Riana
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Employee Performance ◽  
Mediating Role ◽  
Employee Job Satisfaction ◽  
Saturated Sample ◽  
And Performance ◽  
Sample Method ◽  
Positive Effect

Job satisfaction and organizational commitment can increase employee performance which affects achievement of company goals. The purpose of this study to determine mediating role of organizational commitment on work satisfaction and performance of employees of Krisna by Typical Bali I. The population of this study were 55 people, with a saturated sample method. Data collection through questionnaires and interviews, analyzed by SEM - PLS. The test results shows job satisfaction has significant positive effect on employee performance, job satisfaction has positive significant effect on organizational commitment, organizational commitment has negative significant effect on employee performance, organizational commitment has  positive significant effect in mediating the effect of job satisfaction on employee performance. The company is expected to increase employee job satisfaction in order to increase employee commitment to the company so that employee performance will increase. This can be realized by treating employees well, giving awards to employees with good performance Keywords: job satisfaction, organizational commitment, employee performance

scholarly journals PERAN PEMBERDAYAAN KARYAWAN DALAM MEMEDIASI HUBUNGAN ANTARA GAYA KEPEMIMPINAN TRANSFORMASIONAL TERHADAP KEPUASAN KERJA KARYAWAN

2019 ◽  
Vol 8 (9) ◽  
pp. 5549
Author(s):  
Putu Tera Paradisani ◽  
Made Surya Putra
Keyword(s):  
Job Satisfaction ◽  
Transformational Leadership ◽  
Leadership Style ◽  
Sampling Technique ◽  
Partial Least Square ◽  
Employee Empowerment ◽  
Significant Positive Effect ◽  
Employee Job Satisfaction ◽  
Transformational Leadership Style ◽  
Positive Effect

The purpose of this study is to examine the effect of transformational leadership style on employee job satisfaction through employee empowerment as a mediating variable. The number of samples taken were 52 employees of DevinSky Hotel Seminyak who had worked for at least 3 years. The sampling technique used in this study is a saturated sampling technique. Data was collected through questionnaires. The analysis technique used is Partial Least Square (PLS). On the results of the analysis it was found that the transformational leadership style variable had a significant positive effect on employee satisfaction at DevinSky Hotel Seminyak, the transformational leadership style variable had a significant positive effect on employee empowerment, the employee empowerment variable had a significant positive effect on employee job satisfaction, employee empowerment mediated the effect of transformational leadership style to the job satisfaction of DevinSky Hotel Seminyak employees. Keywords: transformational leadership style, employee empowerment, job satisfaction.  

scholarly journals The Effect of Teacher’s Verbal Communication and Non-verbal Communication on Students’ English Achievement

2018 ◽  
Vol 9 (2) ◽  
pp. 430 ◽  
Author(s):  
Sukris Sutiyatno
Keyword(s):  
Nonverbal Communication ◽  
Learning Process ◽  
Teaching And Learning ◽  
Research Result ◽  
Verbal Communication ◽  
Significant Positive Effect ◽  
Central Java ◽  
English Achievement ◽  
Positive Effect

The research aimed to reveal the effects of verbal communication and non-verbal communication on students’ English achievement of Informatics department of  STMIK Bina Patria Magelang, Central Java-Indonesia. The research employed a quantitative approach with survey research.The data was collected by using questionnaire and score of final English test.The data was analyzed by using regression. The results of the research, verbal communication gives a significant positive effect on the students’ English achievement. Non-verbal communication gives a significant positive effect on the students’ English achievement. Both verbal and nonverbal communication together give a significant effect on the students’ achievement. Based on the conclusion of research result which shows the significant role of verbal communication and nonverbal communication  in teaching and learning process, teachers need to maintain and develop effective communication in order to successfully transmit learning materials to students. One alternative to developing it is with a combination of the use of verbal and nonverbal communication.

the Effect of Ability to Adjust Self, Work Achievement, and Work Satisfaction

2019 ◽  
Vol 2 (1) ◽  
pp. 290-297
Author(s):  
Savani Kartika ◽  
Sucihatiningsih Dian Wisika Prajanti
Keyword(s):  
Job Satisfaction ◽  
Work Performance ◽  
Analytical Tool ◽  
Significant Positive Effect ◽  
Employee Job Satisfaction ◽  
Central Java ◽  
Routine Tasks ◽  
Positive Effect ◽  
Simultaneous Influence

The high quality of employee resources will result in strong commitment in completing routine tasks according to their respective responsibilities and functions more efficiently, effectively and productively. The extent of the authority possessed by the Province in the field of human resource management has resulted in the relevant agencies not carrying out their duties effectively. So that in this study research was conducted for; (1) analyze the ability of employees to adjust to colleagues; (2) analyzing employee work performance; (3) analyzing the level of employee job satisfaction and partial and simultaneous influence. The analytical tool used is Multiple Regression with classical assumption tests. The population in this study were 116 employees of Dispermadesdukcapil, Central Java Province, with a sample of 54 employees. The results of this study that variable adaptability and work performance have a significant positive effect, it is known from the tsatistic value of each of 4.458 and 3.853 which shows a number greater than the ttable number. While the variable job satisfaction has a positive and insignificant effect, it is known from the value of the statistic <t table of 1.698. If calculated together, the three variables have a significant positive effect known from the calculated f value> f-table by 58.548. The suggestions in this study need to be done to improve employees' work, or performance with difficulty behind education. Sumber daya karyawan yang berkualitas tinggi akan menghasilkan komitmen yang kuat dalam menyelesaikan tugas rutin sesuai dengan tanggungjawab dan fungsinya masing-masing secara lebih efisien, efektif dan produktif. Luasnya kewenangan yang dimiliki oleh Provinsi di bidang manajemen sumber daya manusia telah mengakibatkan instansi terkait tidak melaksanakan tugasnya secara efektif. Sehingga dalam penelitian ini dilakukan penelitian untuk; (1) menganalisis kemampuan karyawan untuk menyesuaikan diri dengan rekan kerja; (2) menganalisis kinerja karyawan; (3) menganalisis tingkat kepuasan kerja karyawan dan pengaruh parsial dan simultan. Alat analisis yang digunakan adalah Regresi Berganda dengan tes asumsi klasik. Populasi dalam penelitian ini adalah 116 karyawan Dispermadesdukcapil, Provinsi Jawa Tengah, dengan sampel 54 karyawan. Hasil penelitian ini bahwa variable kemampuan beradaptasi dan kinerja memiliki pengaruh positif yang signifikan, hal ini diketahui dari nilai t satistic masing – masing sebesar 4,458 dan 3,853 yang menunjukkan angka lebih besar dari angkat tabel. Sementara variable kepuasan kerja memiliki efek positif dan tidak signifikan, hal ini diketahui dari nilai statistic <t table sebesar 1,698. Jika dihitung bersama, ketiga variable tersebut memiliki efek positif signifikan yang diketahui dari nilai f hitung > f-tabel sebesar 58,548. Saran dalam penelitian ini perlu dilakukan untuk meningkatkan pekerjaan karyawan, atau kinerja dengan kesulitan di belakang pendidikan.

scholarly journals The Effects of the Intrinsic Motivation and Extrinsic Motivation on Employee Performance with Job Satisfaction as an Intervening Variable at PT. Alwi Assegaf Palembang

MBIA ◽  
2021 ◽  
Vol 20 (1) ◽  
pp. 18-31
Author(s):  
Muhammad Yusuf
Keyword(s):  
Job Satisfaction ◽  
Intrinsic Motivation ◽  
Extrinsic Motivation ◽  
Employee Performance ◽  
Positive Influence ◽  
Partial Least Square ◽  
Least Square ◽  
Employee Job Satisfaction ◽  
Questionnaire Method ◽  
Positive Effect

This study aimed to examine and analyze the effects of intrinsic motivation and extrinsic motivation on the performance of employees with job satisfaction as an intervening variable at PT. Alwi Assegaf Palembang. The number of respondents was 51 people. The data were collected using a questionnaire method with a Likert scale. They were examined and analyzed using the Smart-partial least square. Furthermore, the intrinsic motivation variable showed a significant positive influence on employee performance, but the extrinsic motivation variable did not have a significant influence on the performance of the employees. Job satisfaction was not an intervening influence between intrinsic motivation and employee performance and between extrinsic motivation and employee performance. The results showed that intrinsic motivation and extrinsic motivation had a significant positive effect on employee job satisfaction. The effect of the intrinsic motivation on the performance was significantly positive, while the extrinsic motivation was not significantly positive on the performance. In this study, job satisfaction was not an intervening variable between the intrinsic and extrinsic motivations on the performance.   Abstrak Penelitian ini bertujuan untuk menguji dan menganalisis pengaruh motivasi intrinsik dan motivasi ekstrinsik terhadap kinerja karyawan dengan kepuasan kerja sebagai variable intervening pada PT. Alwi Assegaf Palembang. Responden dalam penelitian ini berjumlah 51 orang. Data dalam penelitian ini diperoleh dengan menyebarkan kuisioner berupa pertanyaan dengan menggunakan skala Likert. Data dianalisis dengan smart-partial least square. Hasil penelitian menunjukkan bahwa motivasi intrinsic dan motivasi ekstrinsik berpengaruh positif signifikan terhadap kepuasan kerja karyawan. Pengaruh motivasi intrinsik terhadap kinerja adalah positif signifikan, sedangkan motivasi ekstrinsik menunjukkan tidak ada pengaruh signifikan positif terhadap kinerja. Kepuasan kerja bukan merupakan variabel intervening antara motivasi intrinsik dan ekstrinsik terhadap kinerja dalam penelitian ini. Kata kunci: Motivasi Intrinsik, Motivasi Ekstrinsik, Kepuasan Kerja, Kinerja

scholarly journals KOMPENSASI, LINGKUNGAN KERJA, DAN PROMOSI JABATAN SEBAGAI PREDIKTOR TERHADAP KEPUASAN KERJA KARYAWAN

2021 ◽  
pp. 1049
Author(s):  
Hannes Widjaya ◽  
Herlina Budiono ◽  
Hendra Wiyanto ◽  
Frederica Dharmawan
Keyword(s):  
Job Satisfaction ◽  
Human Resources ◽  
Work Environment ◽  
Quantitative Methods ◽  
Sampling Technique ◽  
Positive Influence ◽  
Employee Job Satisfaction ◽  
Environment Variable ◽  
Job Promotion ◽  
Positive Effect

This study is to detect the effect of compensation, work environment and promotion on employee job satisfaction, where human resources are assets that must be continuosly considered to obtain human resources who have good performance. Human resources in an organization are important and must be managed properly and correctly. Job satisfaction is important because it can affect employee behavior and loyalty to the company. This research was conducted with quantitative methods and the population taken was all employees of the Outbound American division as many as 83 respondents. The sampling technique used was purposive sampling method, and the data testing technique used was PLS. The results of the analysis and discussion showed that compensation, work environment and job promotion had an effect on employee job satisfaction. The compensation variable has a positive effect on employee job satisfaction, The work environment variable has a positive influence on job satisfaction. And lastly, the variable of the job rpomotion has a positive effect oh job satisfaction but is not significant.Penelitian ini adalah untuk meneliti kompensasi, lingkungan kerja dan promosi sebagai predictor terhadap kepuasan kerja karyawan. Sumber daya manusia di dalam suatu organisasi menjadi penting dan harus dikelola dengan baik dan benar. Kepuasan kerja menjadi penting karena dapat mempengaruhi perilaku dan loyalitas karyawan pada perusahaan. Dalam penelitian ini dilakukan menggunakan metode kuantitatif. Penelitian ini menggunakan  populasi seluruh karyawan bagian Outbound divisi Amerika yang berjumlah 83 responden. Teknik pengambilan sampel yang dipakai metode purposivesampling, dan teknik pengujian data yang digunakan adalah PLS. Hasil dari analisis dan pembahasan diketahui bahwa kompensasi, lingkungan kerja dan promosi jabatan berpengaruh terhadap kepuasan kerja karyawan. Variabel kompensasi memiliki pengaruh positif terhadap kepuasan kerja karyawan. Variabel lingkungan kerja memiliki pengaruh positif terhadap kepuasan kerja. Dan terakhir variabel promosi jabatan juga berpengaruh positif terhadap kepuasan kerja namun tidak signifikan.

scholarly journals Leadership Effect and Work Motivation to Employee's Performance with Work Satisfaction as a Mediation Variable (Study in the Denpasar City Regional Agency)

2019 ◽  
Vol 10 (02) ◽  
pp. 21385-21394
Author(s):  
Wayan Gede Wijaya ◽  
I Ketut Setia Sapta ◽  
Anak Agung Putu Agung ◽  
I Nengah Sudja
Keyword(s):  
Job Satisfaction ◽  
Work Motivation ◽  
Employee Performance ◽  
Work Satisfaction ◽  
Significant Positive Effect ◽  
Research Results ◽  
Employee Job Satisfaction ◽  
Insignificant Effect ◽  
Positive Effect ◽  
Validation Testing

This study aims to analyze the influence of leadership, work motivation, on performance mediated job satisfaction. The increase in job satisfaction for employees certainly has an impact on the performance shown. There are differences between employees who have satisfaction with those who don't. Employees who feel satisfaction in their work tend to have a better record of attendance and adherence to regulations. These employees also usually have better achievements than employees who do not have satisfaction in their jobs. Employees who feel satisfied with their work have a greater chance to talk about positive things about their organization, help others and make their performance exceed normal estimates. The sample in this study were 58 employees of the Denpasar City Revenue Agency. Testing of model suitability through validation testing on PLS. Research results show leadership has a positive and significant effect on employee job satisfaction. Work motivation has a positive and significant effect on employee job satisfaction. Leadership has a positive and insignificant effect on employee performance. Work motivation has a positive and significant effect on employee performance. Job satisfaction has a significant positive effect on employee performance.

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