FAKTOR-FAKTOR YANG MEMPENGARUHI KOMITMEN ORGANISASI KARYAWAN ALFAMART DI WILAYAH KABUPATEN KARANGANYAR

This research aims to analyses (1) effect of motivation on organizational commitment (2) effect of job satisfaction on organizational commitment (3) effect of work environment on organizational commitment. This research using samples of 84 employee of Alfamart in Karanganyar District area. To test the hypothesis using regression analysis. The result shows that (1) motivation have significance effect on organizational commitment (2) job satisfaction have significance effect on organizational commitment (3) work environment have significance effect on organizational commitment. This finding has a strategic implication for leaders, to develop organizational commitment of company employees need to increase employee motivation and job satisfaction and also support the creation of aconducive environment.

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Factors maximizing tax auditors’ performance: Study on Indonesian Directorate General of Taxes

Problems and Perspectives in Management ◽

10.21511/ppm.19(4).2021.34 ◽

2021 ◽

Vol 19 (4) ◽

pp. 422-435

Author(s):

Vince Ratnawati ◽

Nita Wahyuni ◽

Desmond Freddy ◽

Arridho Abduh

Keyword(s):

Job Satisfaction ◽

Regression Analysis ◽

Organizational Commitment ◽

Work Environment ◽

Multiple Regression Analysis ◽

Job Stress ◽

Sampling Technique ◽

P Value ◽

P Values ◽

Directorate General

The purpose of this study is to investigate factors that affect tax auditors’ performance, including the moderating role of work environment. The saturated sampling technique was employed as a sampling technique. Of the 166 tax auditors of the Directorate General of Taxes (DGT) in Riau Region as respondents, 132 questionnaires were returned, fulfilled the requirements, and were complete. Multiple regression analysis was used to test the first, second, and third hypotheses. However, moderated regression analysis was used for the fourth, fifth, and sixth hypotheses testing. The multiple regression analysis results showed that organizational commitment and job satisfaction have a positive effect on the tax auditors’ performance with a p-value for each 0.014 and 0.006. This indicates that the higher the organizational commitment and job satisfaction of the tax auditors, the better their performance. Meanwhile, job stress was found to have a negative effect on the tax auditors’ performance (p-value is 0.006); therefore, the higher the job stresses, the lower the performance. The results also found that work environment as a pure moderator strengthens the effect of organizational commitment on tax auditors’ performance (p-values of Z and X1Z each are 0.279 and 0.000). Meanwhile, work environment as a quasi-moderator also strengthens the effect of job satisfaction with p-values of Z 0.000 and X2Z 0.580. Work environment also moderates and strengthens the effect of job stress on the tax auditors’ performance with p-values of Z 0.000 and X3Z 0.597.

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Pengaruh konflik, komitmen organisasi dan kepuasan kerja terhadap loyalitas karyawan pada Rumah Sakit TK. III, dr. Reksodiwiryo padang (studi kasus pada seluruh staf non medis)

Journal of Information System, Applied, Management, Accounting and Research ◽

10.52362/jisamar.v5i3.468 ◽

2021 ◽

Vol 5 (3) ◽

pp. 566

Author(s):

Mardhatila Fitri Sopali ◽

Putri Azizi ◽

Ai Elis Karlinda

Keyword(s):

Job Satisfaction ◽

Regression Analysis ◽

Organizational Commitment ◽

Multiple Regression Analysis ◽

Multiple Regression ◽

Significant Influence ◽

Analytical Method ◽

Medical Staff ◽

T Test ◽

Employee Loyalty

This study aims to determine how big the influence of Conflict, Organizational Commitment and Job Satisfaction together on Employee Loyalty at Tk Hospital. III dr. Reksodiwiryo Padang. The method of collecting data is through surveys and distributing questionnaires, with a sample of 57 respondents. Non-medical staff at Tk Hospital. III dr. Reksodiwiryo Padang. The analytical method used is multiple regression analysis. The results obtained based on the partial test (t test) obtained: (a) partially there is a significant effect of Conflict on Employee Loyalty. Thus Ha is accepted, Ho is rejected. (b) partially there is a significant effect of Organizational Commitment on Employee Loyalty. Thus obtained Ha accepted Ho rejected. (c) partially there is no significant effect of Job Satisfaction on Performance Loyalty. Thus, Ha is rejected, Ho is accepted. (d) There is a spatially significant influence between Conflict, Organizational Commitment, and Job Satisfaction on Employee Loyalty. Thus obtained Ha accepted Ho rejected. (e) the contribution of the variables of Conflict, Organizational Commitment, and Job Satisfaction together to Employee Loyalty is 40.2% while the remaining 59.8% is influenced by other variables not examined in this study.

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SIKAP KERJA ADVOKAT PADA ORGANISASI PROFESIONAL

Fokus Ekonomi : Jurnal Ilmiah Ekonomi ◽

10.34152/fe.15.2.353-368 ◽

2020 ◽

Vol 15 (2) ◽

pp. 353-368

Author(s):

Tukinu Tukinu ◽

Istiatin Istiatin ◽

Supawi Pawenang

Keyword(s):

Job Satisfaction ◽

Regression Analysis ◽

Data Analysis ◽

Organizational Commitment ◽

Data Collection ◽

Multiple Regression Analysis ◽

Multiple Regression ◽

Survey Research ◽

Job Attitudes ◽

Data Collection Technique

The objective of the research is to analyze the effect of professionalism, job satisfaction, and organizational commitment on job attitudes among members of Indonesian Advocate Congress (Kongres Advokat Indonesia/ KAI) in Solo Raya. The type of the research is survey research. The sample of the research uses non-probability census sampling. The data collection technique was done using questionnaire. The data analysis is done using multiple regression analysis. The research concluded that professionalism, job satisfaction, and organizational commitment affect the job attitudes among advocates both simultaneously and partially

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PENGARUH KEPUASAN KERJA, KOMITMEN ORGANISASIONAL DAN MOTIVASI KERJA TERHADAP ORGANIZATIONAL CITIZENSHIP BEHAVIOR

E-Jurnal Manajemen Universitas Udayana ◽

10.24843/ejmunud.2018.v07.i08.p15 ◽

2018 ◽

Vol 7 (8) ◽

pp. 4447

Author(s):

I Putu Adi Kususma Putra ◽

I Gede Adnyana Sudibya

Keyword(s):

Job Satisfaction ◽

Regression Analysis ◽

Organizational Commitment ◽

Linear Regression ◽

Organizational Citizenship ◽

Organizational Citizenship Behavior ◽

Work Motivation ◽

Linear Regression Analysis ◽

Multiple Linear Regression Analysis ◽

Citizenship Behavior

The purpose of this study is to determine the effect of job satisfaction, organizational commitment, and work motivation of organizational citizenship behavior in LPD Tanjung Benoa. The population in this research is all employees in LPD Tanjung Benoa which amounted to 32 people. The sample used in this study is the entire population of 32 people with the participation of leaders. By the method of determining saturated sampling is the technique of determining the sample when all members of the population used as a sample. This research uses multiple linear regression analysis to test the effect of job satisfaction, organizational commitment and work motivation to OCB in LPD Tanjung Benoa. The results showed that job satisfaction, organizational commitment and work motivation had a positive and significant effect on OCB employees in LPD Tanjung Benoa. That is, the higher job satisfaction, organizational commitment and work motivation owned by employees, it will increase the OCB LPD employees Tanjung Benoa.

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DAMPAK LINGKUNGAN ORGANISASI DAN GAYA KEPEMIMPINAN TERHADAP KEPUASAN KERJA PETUGAS LAYANAN KESEHATAN (Studi Kasus Rumah Sakit Kota Cimahi)

Sains Manajemen ◽

10.30656/sm.v7i2.3333 ◽

2021 ◽

Vol 7 (2) ◽

pp. 144-154

Author(s):

Rizky Ferrari Oktavian

Keyword(s):

Job Satisfaction ◽

Regression Analysis ◽

Health Service ◽

Work Environment ◽

Leadership Style ◽

Secondary Data ◽

Primary Data ◽

Employee Job Satisfaction ◽

Environment Variables ◽

The City

This study aims to determine the effect of the work environment and leadership style on employee job satisfaction in hospitals in the city of Cimahi. This study used a descriptive verification approach, and 91 employees were sampled using multiple regression analysis assisted by SPSS 23 software. The primary data of this study were obtained from questionnaires and interviews. While secondary data is obtained through notes and publications as well as literature. The results showed that there was an influence between work environment variables and leadership style on employee job satisfaction at health service hospitals. The influence of the work environment has an influence on employee job satisfaction so that employees are committed and loyal to the organization. Meanwhile, a good leadership style can increase employee job satisfaction. This is also evidenced by the Adjusted R Square value of 0.571 or 57.1%.

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The Influence of Job Stress, Job Satisfaction and Work Environment On Organizational Commitment of Keluarga Sehat Clinic Wedoro Sidoarjo

Quantitative Economics and Management Studies ◽

10.35877/454ri.qems85 ◽

2020 ◽

Vol 1 (2) ◽

pp. 157-165

Author(s):

Safitri Nur Diana ◽

Bayu Airlangga Putra ◽

Mochammad Arif

Keyword(s):

Job Satisfaction ◽

Organizational Commitment ◽

Data Collection ◽

Work Environment ◽

Job Stress ◽

Work Stress ◽

Hypothesis Test ◽

Interval Data ◽

Test Results ◽

The Relationship

This study aims to determine the effect of work stress, job satisfaction and work environment on keluarga sehat clinic wedoro sidoarjo. This type of research is quantitative, where researchers distribute questionnaires as a medium for data collection and then processed into interval data which is then processed using SPSS18. The population and sample of this study are 36 employees of keluarga sehat clinic wedoro sidoarjo. Hypothesis test results partially work stress partially negative and significant effect on organizational commitment, job satisfaction partially has a positive and significant effect on organizational commitment, and work environment partially does not significantly influence organizational commitment. And the results of the simultaneous hypothesis test was calculated to be 11.570 and included to be greater than Ftable = 2.92. This means that H0 is rejected and H1 is accepted and the significant value is 0,000 less than 0.05. So job stress, job satisfaction and work environment simultaneously have a significant effect on organizational commitment. While the determination test obtained by the coefficient R Square 0.5202 means that the relationship between job stress, job satisfaction and work environment on organizational commitment has an effect of 52.0%, while the remaining 48.0% is explained by other variables not included in the modeling.

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PENGARUH KEPUASAN KERJA DAN KOMITMEN ORGANISASI TERHADAP ORGANIZATIONAL CITIZENSHIP BEHAVIOR PADA KARYAWAN HOTEL BERBINTANG DI BALI

National Conference of Creative Industry ◽

10.30813/ncci.v0i0.1209 ◽

2018 ◽

Author(s):

Ni Luh Ketut Sri Sulistyawati

Keyword(s):

Job Satisfaction ◽

Regression Analysis ◽

Organizational Commitment ◽

Social Behavior ◽

Organizational Citizenship ◽

Organizational Citizenship Behavior ◽

Research Data ◽

Citizenship Behavior ◽

Hotel Employees ◽

Helping Others

Organizational citizenship behavior (OCB) merupakan salah satu bentuk perilaku prososial yaitu perilaku sosial yang positif, konstruktif dan membantu. OCB ini tercermin melalui perilaku suka menolong orang lain, menjadi volunteer untuk tugas-tugas ekstra, patuh terhadap aturan-aturan dan prosedur-prosedur di tempat kerja. Perilaku tersebut akan muncul bila karyawan merasakan kepuasan dalam bekerja dan memiliki komitmen terhadap organisasi. Penelitian ini bertujuan untuk mengetahui pengaruh kepuasan kerja dan komitmen organisasi terhadap organizational citizenship behavior karyawan hotel berbintang di Bali secara parsial dan simultan. Data penelitian dikumpulkan melalui kuisioner dengan menggunakan 100 responden dan dianalisis dengan menggunakan amalisis regresi berganda. Hasil penelitian menunjukkan bahwa kepuasan kerja dan komitmen organisasi secara parsial maupun simultan berpengaruh positif dan signifikan terhadap organizational citizenship behavior karyawan. Berdasarkan uji determinasi ditemukan bahwa sumbangan variable kepuasan kerja dan komitmen organisasi sebesar 80,4 persen. Kata kunci: Kepuasan kerja, komitmen organisasi, OCB ABSTRACT:Organizational citizenship behavior (OCB) is one form of prosocial behavior that is positive social behavior, constructive and helpful. This OCB is reflected through the behavior of helping others, volunteering for extra tasks, obeying the rules and procedures at work. Such behavior will arise when employees feel satisfaction in work and have a commitment to the organization. This study aims to determine the effect of job satisfaction and organizational commitment to the organizational citizenship behavior of star hotel employees in Bali partially and simultaneously. The research data was collected through questionnaire using 100 respondents and analyzed by using multiple regression analysis. The results showed that job satisfaction and organizational commitment partially or simultaneously have a positive and significant effect on organizational citizenship behavior of employees. Based on test of determination found that contribution of job satisfaction variable and organizational commitment equal to 80,4 percent. Keywords: Job satisfaction, organizational commitment, OCB

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PENGARUH LINGKUNGAN KERJA DAN KOMPENSASI TERHADAP KEPUASAN KERJA KARYAWAN PT. CIPTA MANDIRI WIRASAKTI

Jurnal Manajemen Bisnis Krisnadwipayana ◽

10.35137/jmbk.v9i2.573 ◽

2021 ◽

Vol 9 (2) ◽

Author(s):

Rut Masna Lamminar ◽

Bongsu Saragih

Keyword(s):

Job Satisfaction ◽

Regression Analysis ◽

Linear Regression ◽

Work Environment ◽

Significant Influence ◽

Linear Regression Analysis ◽

Analysis Method ◽

Employee Job Satisfaction ◽

Independent Variable ◽

Inferential Analysis

To determine the effect of Work Environment and Compensation on Employee Job Satisfaction PT. Cipta Mandiri Wirasakti. This research uses a quantitative approach, namely through the causal type inferential analysis. This research seeks to examine the effect of the independent variable on the dependent variable. In this study the population is the employees of PT. Cipta Mandiri Wirasakti with 440 employees. Based on the Slovin formula, the sample in this study was 82 people. Collecting data in this study using a closed questionnaire. The analysis method used partially and simultaneous linear regression analysis. Based on the results of the analysis, then 1). There is a positive and significant influence between the work environment on employee job satisfaction. 2). There is a positive and significant influence between compensation on employee job satisfaction. 3). There is a significant influence between work environment and compensation on job satisfaction of employees of PT. Cipta Mandiri Wirasakti.

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Komitmen Organisasi pada Dosen Generasi Milenial

Psikohumaniora Jurnal Penelitian Psikologi ◽

10.21580/pjpp.v3i2.2791 ◽

2018 ◽

Vol 3 (2) ◽

pp. 153

Author(s):

Reza Lidia Sari

Keyword(s):

Job Satisfaction ◽

Regression Analysis ◽

Organizational Commitment ◽

Sampling Technique ◽

Professional Commitment ◽

Satisfaction Survey ◽

Analysis Method ◽

Job Satisfaction Survey ◽

Factors Influencing ◽

Research Findings

In Human Resource Management, workers from the millennial generation, including those working as lecturers in Indonesia, are often studied with regard to their low level of organizational commitment. Millennial lecturers are often faced with various challenges that can trigger them to decide to quit their jobs and leave the college. This research aimed to discover the factors influencing millennial lecturers’ organizational commitment. The instruments used were the Organizational Commitment Scale, Job Satisfaction Survey, and Professional Commitment Scale. The respondents were 123 lecturers from 10 universities in Padang, Jakarta, and Bali, who were selected using purposive sampling technique. The analysis method used was a multiple regression analysis. The research findings showed that job satisfaction and professional commitment, to be exact, their satisfaction with supervisors, professional commitment continuance and normative professional commitment had a significant impact on these lecturers’ organizational commitment. The result of this study delivers important implications to universities in managing their millennial lecturers so that they can improve their organizational commitment.

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