scholarly journals Organizational commitment of employees as a result of job satisfaction

2021 ◽  
Vol 9 (1) ◽  
pp. 16-24
Author(s):  
Đurđijana Ilić-Koderman
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Human Resources ◽  
Organizational Behavior ◽  
Valuable Resource ◽  
Organizational Goals ◽  
Modern Business ◽  
Business Conditions ◽  
To Come ◽  
Relationship Of

In modern business conditions, human resources are the most valuable resource that enables the realization and maintenance of the competitive advantage of the organization. Given this statement, it is not surprising why in recent decades in professional and academic circles there is a growing interest in researching issues of how to improve, retain and motivate employees to invest their maximum efforts in achieving organizational goals. As companies are both capital and labor intensive, it is easy to come to the conclusion that depending on the degree of motivation and commitment of employees to the realization of organizational goals, the realization of the above-mentioned imperative also depends on it. In other words, the degree to which employees identify with their organization depends on how motivated they will be to achieve its goals and to participate in improving its efficiency. This means that organizational commitment is becoming one of the key determinants of the success of 21st century organizations. Generally speaking, job satisfaction is an attitude that manifests in the workplace as individual behavior of the employee and can have an impact on the organization and organizational behavior. Job satisfaction encourages employees to increase performance and commitment to the organization, while reducing absenteeism and increasing interest in the profession, and it is of immeasurable importance to pay attention to the cause-and-effect relationship of job satisfaction and organizational commitment.

scholarly journals Transformational Leadership, Organizational Culture and Organizational Commitment in Forming Performance in Secretariat Employees DPRD Surakarta

2018 ◽  
Vol 3 (1) ◽  
pp. 1
Author(s):  
Yuneth Tahapary ◽  
Marjam Desma Rahadhini ◽  
Suprayitno Suprayitno
Keyword(s):  
Transformational Leadership ◽  
Organizational Culture ◽  
Organizational Commitment ◽  
Human Resources ◽  
Employee Performance ◽  
Psychological State ◽  
Organizational Goals ◽  
Relationship Of ◽  
The Relationship ◽  
Rules Set

Abstract : Human resource management is one of the functions of the organization, and when the function is running well, the organization is expected to strive for employees to provide optimal performance in accordance with the expected. Factors that may affect employee performance are transformational leadership, organizational culture and organizational commitment. Transformational leadership is a state in which employees feel trust, admiration, loyalty, and respect for their leaders. Organizational culture is the norm, belief, attitude and philosophy that embraced someone in achieving organizational goals. Organizational commitment is a psychological state that characterizes the relationship of employees with the organization and that affects employees will remain in the organization or not. The object of this research is Secretariat Staff of DPRD Surakarta. Based on presurvey in Secretariat DPRD Surakarta has a phenomenon of human resources problems, namely: the leader can not be a good example for employees, there are leaders who often come late, not obey the rules set. Employees have difficulty completing tasks on time, so the job becomes ineffective. Employees are also less confident about the organization, because of the lack of rewards for employees who have good performance.Abstraksi : Manajemen sumber daya manusia adalah salah satu fungsi organisasi, dan ketika fungsinya berjalan dengan baik, organisasi diharapkan berusaha agar karyawan dapat memberikan kinerja yang optimal sesuai dengan yang diharapkan. Faktor-faktor yang dapat mempengaruhi kinerja karyawan adalah kepemimpinan transformasional, budaya organisasi dan komitmen organisasi. Kepemimpinan transformasional adalah keadaan di mana karyawan merasa percaya, mengagumi, kesetiaan, dan menghormati pemimpin mereka. Budaya organisasi adalah norma, keyakinan, sikap dan filosofi yang merangkul seseorang dalam mencapai tujuan organisasi. Komitmen organisasi adalah keadaan psikologis yang mencirikan hubungan karyawan dan organisasi yang mempengaruhi karyawan akan tetap berada di organisasi atau tidak. Objek penelitian ini adalah Staf Sekretariat DPRD Surakarta. Berdasarkan presurvey di Sekretariat DPRD Kota Surakarta, ada sejumlah masalah sumber daya manusia, yaitu: pemimpin yang tidak memiliki contoh yang baik untuk karyawan, ada pemimpin yang sering datang terlambat, tidak mematuhi aturan yang ditetapkan. Karyawan mengalami kesulitan menyelesaikan tugas tepat waktu, sehingga pekerjaan menjadi tidak efektif. Karyawan juga kurang yakin tentang organisasi, karena kurangnya penghargaan untuk karyawan yang memiliki kinerja yang baik.

EFFECT OF ASN COMPETENCY, ORGANIZATIONAL COMMITMENT, WORK ENVIRONMENT TO THE SATISFACTION OF ASN AND PERFORMANCE IN THE ENVIRONMENT OF THE HOUSING OF THE HOUSING AND SETTLEMENT AREAS OF BANGKALAN REGENCY

2021 ◽  
Vol 8 (12) ◽  
pp. 133-141
Author(s):  
Murgianto Murgianto
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Human Resources ◽  
Work Environment ◽  
Employee Performance ◽  
Organizational Goals ◽  
Improved Performance ◽  
And Performance ◽  
Level Of Significance ◽  
The Relationship

This research is to examine and analyze the competence of the work environment commitment of ASN Job Satisfaction. The demands of organizations to obtain, develop and maintain quality human resources are increasingly pressing in accordance with the dynamics of an ever-changing environment. In the context of efforts to achieve organizational goals. Improved employee performance individually will encourage the overall performance of human resources, which is reflected in improved performance This research. Using research models (jobfunction). Data extracted from the target or research subject is data about individual orientation, in the form of competency, commitment, work environment and performance, identified as many as 4 (four) variables to be examined, including: 1) ASN Competency, 2) Organizational Commitment, (3) Environment Work, (4) ASN Job Satisfaction and (4) ASN Performance. Respondents used as a sample of 77 respondents using the Smart PLS Algorithm Boostrapping report. The results of the study came to the conclusion of the Algorithm Boostrapping report is a test to prove the level of significance of the hypothesis proposed by researchers. Output Boostrapping Algorithm shows that the effect of ASN job satisfaction on ASN performance is influential with a T-statistic of 9,531> 1.96. The original sample estimate value is 1,058, which shows that the direction of the relationship between ASN job satisfaction and ASN performance is positive.

scholarly journals Pengaruh Pemberdayaan Karyawan, Kecerdasan Emosional, dan Kepuasan Kerja Karyawan terhadap Komitmen Organisasional pada Plan A di Perusahaan Industri Suku Cadang dan Aksesoris Kendaraan Bermotor Kota Cimahi

2021 ◽  
Vol 1 (2) ◽  
pp. 180-195
Author(s):  
Ghina Nur Amalia ◽  
Arjuna Rizaldi
Keyword(s):  
Job Satisfaction ◽  
Emotional Intelligence ◽  
Organizational Commitment ◽  
Strong Relationship ◽  
Employee Empowerment ◽  
Primary Data ◽  
Manufacturing Companies ◽  
Positive Direction ◽  
Employee Job Satisfaction ◽  
Relationship Of

This study aims to determine the effect of Employee Empowerment, Emotional Intelligence, and Employee Job Satisfaction in Plan A in one of the automotive parts and accessories manufacturing companies in Cimahi City, either partially or simultaneously. Considering that in the activities of industrial companies in this study, employees are required to achieve production targets with a predetermined processing time as an effort to meet company targets in order to achieve company goals. So, it is very necessary to have employee commitment in this research company. Descriptive verification is the method that researchers use. Primary data in this study were obtaind from the results of statements (questionnaires) which were distributed directly to 174 respondents, while secondary data were obtained from employee data in this study. SPSS v.25 software is used in this study to analyze multiple linear regression and to test hypotheses. The results obtained are that there is a partially significant effect of employee empowerment on organizational commitment with a positive direction relationship of 0.523; Emotional Intelligence has a significant effect on partial organizational commitment with a positive direction relationship of 0.627; Then on employee job satisfaction as the third independent variable found the results that have a partially significant effect on organizational commitment with a positive direction relationship of 0.063; Employee Empowerment, Emotional Intelligence, and employee job satisfaction can simultaneously affect organizational commitment. In addition, there are results obtained that this research is in the category of a fairly strong relationship with a positive correlation, so it can be concludeid that if the independent variables of employe empowerment, emotional intelligence, and employee job satisfaction are high, the organizational commitment is also higher.

scholarly journals Recruitment and selection of human resources and organizational creativity in small and medium-sized enterprises

2020 ◽  
Vol 12 (1) ◽  
pp. 11-34
Author(s):  
Iva Klepić ◽  
Mirela Mabić ◽  
Danijela Madžar
Keyword(s):  
Human Resources ◽  
Global Competition ◽  
Organizational Creativity ◽  
Top Managers ◽  
Survival And Development ◽  
Modern Business ◽  
Basic Objective ◽  
Business Conditions ◽  
Recruitment And Selection ◽  
Selection Of

In modern business conditions, human resources have become the most important resource of enterprises, and many authors point out that this is especially true for SMEs, in which, due to their specificity, human resources create a competitive advantage of the company and affect its survival and development. SMEs are faced with a strong, global competition of large enterprises and in order to survive and grow in the market, they must find specific strengths within themselves, develop and use them. Creativity is one of the most powerful tools that enable SMEs competitiveness, survival and development in the market. The basic objective of this research is to determine whether there is a correlation between recruitment and selection of human resources and organizational creativity in SMEs. The survey was conducted in SMEs in the Federation of B&H in 2019. An original questionnaire was created for the research, which collected the opinion of top managers on the recruitment and selection of human resources and organizational creativity in small and medium-sized enterprises. Data have been analysed using IBM SPSS Statistic 25.0. From the statistical procedures, the following were used: Shapiro-Wilk's test, Pearson's coefficient of correlation, Mann-Whitney U test and t-test for independent samples. The results of the survey showed that there is a correlation between the recruitment and selection of human resources and organizational creativity in SMEs and that there are differences in the correlation between the recruitment and selection of human resources and organizational creativity in the enterprises in terms of their size.

Examining the Roles of Job Satisfaction and Organizational Commitment in the Global Workplace

2017 ◽  
pp. 148-176 ◽  
Author(s):  
Kijpokin Kasemsap
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Competitive Advantage ◽  
Organizational Performance ◽  
Essential Role ◽  
Sustainable Competitive Advantage ◽  
Organizational Goals ◽  
The Relationship

This chapter describes the concepts of job satisfaction and organizational commitment; the relationship between job satisfaction and organizational commitment; the significance of job satisfaction in the global workplace; and the significance of organizational commitment in the global workplace. Job satisfaction is important from the perspective of maintaining appropriate employees within the organization. Organizational commitment plays an essential role in determining whether employees will stay with the organization and enthusiastically work toward organizational goals. Retention of employees is one of the most significant outcomes of organizational commitment. The chapter argues that encouraging job satisfaction and organizational commitment has the potential to increase organizational performance and gain sustainable competitive advantage in the global workplace.

scholarly journals PENGARUH KEPEMIMPINAN, PEMBERDAYAAN KARYAWAN DAN KEPUASAN KERJA TERHADAP KOMITMEN ORGANISASI PADA HOTEL KLAPA RESORT PECATU

2018 ◽  
Vol 7 (11) ◽  
pp. 6269
Author(s):  
Bagus Indra Dwi Putra ◽  
I Wayan Suana
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Census Data ◽  
Analytical Techniques ◽  
Employee Empowerment ◽  
Primary Data ◽  
Linear Regression Method ◽  
Organizational Goals ◽  
Independent Variables ◽  
Multiple Linear Regression Method

The purpose of this study is to determine the influence of leadership, employee empowerment, and job satisfaction of organizational commitment. This research was conducted at Hotel Klapa Resort Pecatu. The number of population taken as many as 60 people, in this study the method of determining the sample used is the census. Data collection is done through primary data in the form of questionnaires and interviews. Analytical techniques conducted in this study using multiple linear regression method using independent variables of leadership, employee empowerment, and job satisfaction. Based on the results of research can be concluded that leadership has a positive and significant effect. Employee empowerment has positive and significant impact to organizational commitment. And job satisfaction has a positive and significant impact on organizational commitment. Based on the results of management research Hotel Klapa Resort Pecatu need to create leadership with an exemplary attitude. If the leader has become an exemplary figure for his employees in leading the company, then the employee will follow the exemplary attitude of the leader. Increased leadership attitudes are expected to increase organizational commitment for the achievement of organizational goals.

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.

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