scholarly journals COMPETENCE OR COMMUNICATION: FROM HR PROFESSIONALS TO EMPLOYEE PERFORMANCE VIA EMPLOYEE SATISFACTION

2020 ◽  
Vol 22 (1) ◽  
pp. 33-44
Author(s):  
Fredson Kotamena ◽  
Pierre Senjaya ◽  
Ratna Setyowati Putri ◽  
Carter Bing Andika
Keyword(s):  
Data Collection ◽  
Human Resources ◽  
Communication Skills ◽  
Employee Satisfaction ◽  
Direct Relationship ◽  
Employee Performance ◽  
Senior Manager ◽  
Significant Relation ◽  
Competence Level ◽  
The Relationship

The motivation behind this investigation was to find out the relationship between competence and communication skills of human resources professionals and employee satisfaction, as mediating variables, to improve employee performance. This study also aimed to examine the direct relationship between competence and communication skills of human resources professionals and employee performance. For data collection, a questionnaire was sent to 60 employees from the level of Section Head to Senior Manager or those directly involved in the production process and other supporting functions. The result of this study showed that the competence level of human resources professionals did not have any significant relation with employee satisfaction and employee performance. In contrast, the communication skills of human resources professionals had a significant impact on employee satisfaction and indirect correlation with employee performance; employee performance increases if employee satisfaction increases. Consequently, to be able to increase employee satisfaction, HR professionals must improve their communication skills

scholarly journals The relationship between employee and customer satisfaction in the balanced scorecard

2014 ◽  
Vol 9 (3) ◽  
pp. 285-298 ◽  
Author(s):  
DG Gouws ◽  
A Habtezion ◽  
FNS Vermaak ◽  
H P Wolmarans
Keyword(s):  
Customer Satisfaction ◽  
Empirical Study ◽  
Performance Measures ◽  
Balanced Scorecard ◽  
Employee Satisfaction ◽  
Direct Relationship ◽  
Preliminary Testing ◽  
The Balanced Scorecard ◽  
Key Drivers ◽  
The Relationship

This paper reports evidence of a direct relationship between employee satisfaction and customer satisfaction as they are linked in the balanced scorecard. The objective was to propose a framework that shows the linkage between employee satisfaction and customer satisfaction and to undertake some preliminary testing of this framework. An empirical study was undertaken in an airline business which investigated these relationships between employee and customer satisfaction and the correlations between these performance measures. The relationship between the key drivers of employee satisfaction and the key drivers of customer satisfaction was also investigated. The study provides empirical evidence supporting several linkages.

scholarly journals The Relationship between Training and Employee Performance: The Case of Mutare City Council, Zimbabwe

2014 ◽  
Vol 4 (4) ◽  
pp. 61 ◽  
Author(s):  
Wehnam Peter Dabale ◽  
Nelson Jagero ◽  
Mentline Nyauchi
Keyword(s):  
Human Resources ◽  
Business Strategy ◽  
Employee Performance ◽  
Human Resources Management ◽  
Sampling Technique ◽  
City Council ◽  
And Performance ◽  
Degree Of Association ◽  
The Relationship ◽  
And Training

The Success of failure of an organization depends on the quality of its human resources and training being an integral part of the strategy to integrate human resources management with an organizations business strategy, coming at the age where employees are beginning to realize that employers have the potential to be much more dynamic and beneficial to the organization. Hence, this study was aimed to determine the relationship between training and employee performance in Mutare City Council, Zimbabwe. Correlational research design was used in this study, with an attempt describe and measure the degree of association between performance and training. A total of one hundred and thirty two (132) respondents (91 males and 41 females) were selected from the employees (population), purposive sampling technique and structured questionnaire were used in data collection. Data was analyzed using quantitative techniques, including inferential statistics. It was established that there was strong positive relationship between training and performance of employees.  It was recommended that all stakeholders, be involved in one way or the other in training to enhance employee knowledge, skills, ability, competencies and behaviour. 

scholarly journals THE MEDIATING EFFECT OF PROACTIVE KNOWLEDGE SHARING AMONG TRANSFORMATIONAL LEADERSHIP, COHESION, AND LEARNING GOAL ORIENTATION ON EMPLOYEE PERFORMANCE

2021 ◽  
Vol 22 (2) ◽  
pp. 470-481
Author(s):  
Layaman Layaman ◽  
Pahlawansjah Harahap ◽  
Indi Djastuti ◽  
Aan Jaelani ◽  
Diana Djuwita
Keyword(s):  
Transformational Leadership ◽  
Data Collection ◽  
Knowledge Sharing ◽  
Goal Orientation ◽  
Employee Performance ◽  
Theoretical Models ◽  
Mediating Effect ◽  
Learning Goal ◽  
Learning Goal Orientation ◽  
The Relationship

The background of this study is based on the controversial relationship between transformational leadership and employee performance. Empirical and theoretical models resolve the controversy by building a new concept based on proactive knowledge sharing. The study established the influence of transformational leadership, cohesion and learning goal orientation on proactive knowledge sharing and employee performance. A total of 7 hypotheses were developed to solve the study problem, while purposive sampling was used in data collection. The respondents consisted of 6 employees of Sharia Banking in Indonesia. The SEM results indicate that five hypotheses were significant, while 2 were insignificant. Furthermore, proactive knowledge sharing strongly mediates the relationship between the studied variables. These results confirm the withdrawal of the new concept in improving employee performance.

scholarly journals The Influence Of Leadership And Reward Style On Employee Performance (Case Study: DPRD Offices Seluma District)

2021 ◽  
Vol 2 (1) ◽  
pp. 13-22
Author(s):  
Eska Prima Monique Damarsiwi ◽  
Nurzam Nurzam ◽  
Suswati Nasution
Keyword(s):  
Data Collection ◽  
Human Resources ◽  
Leadership Style ◽  
Employee Performance ◽  
Independent Variables ◽  
Regression Test ◽  
Individual Ability ◽  
Readability Test

Human resources are an important factor in globalization to face competition among organizations. Leadership style can be defined as an individual ability to be able to organize, direct, motivate employees to be able to help run an organization. The quality of a leader can be recognized if he can influence, direct and improve employee performance in carrying out all assigned tasks. Rewards will usually be given to employees who have contributed to advancing the company in accordance with the standards set by management. The sample used in this research is 34 employees who have become Civil Servants at the DPRD Office of Seluma Regency. Data collection using a questionnaire and the method of analysis used is multiple regression. Before the regression test was carried out, the validity and readability test would be carried out on the data used in the study. From the hypothesis testing, it is found that the leadership style variable (X1) and the reward variable (X2) have a partially significant relationship to employee performance (Y). The amount of the determinant coefficient is 0.590, which means that the independent variables X1 and X2 will be able to influence the dependent variable Y by 59% while the remaining 41% is influenced by other variables outside of this study. While simultaneously the variables X1 and X2 have a simultaneous effect on variable Y

scholarly journals THE INFLUENCE OF MOTIVATION AND JOB SATISFACTION ON EMPLOYEE PERFORMANCE IN PT. SON KARELLA MARE

2020 ◽  
Vol 3 (2) ◽  
pp. 20-32
Author(s):  
Muhammad Pananrangi ◽  
Osman Lewangka ◽  
Indrianty Sudirman
Keyword(s):  
Job Satisfaction ◽  
Human Resources ◽  
Path Analysis ◽  
Hypothesis Testing ◽  
Causal Relationship ◽  
Employee Performance ◽  
Analysis Method ◽  
High Performing ◽  
The Relationship ◽  
Positive Effect

Every company wants high-performing human resources. This study aims to determine the effect of motivation and job satisfaction on employee performance at PT. Putra Karella Mare directly and mediation. This study uses a quantitative approach that aims to explain the position of the variables studied as well as the relationship between one variable with another with the intention to test hypotheses that have been formulated previously. This study will explain the causal relationship between variables through hypothesis testing. In this study, the analysis method used is path analysis (PATH) using the help of the SmartPLS 3.2.8 program. The results found that motivation has a positive and significant effect on job satisfaction, motivation has a positive effect not significant on performance, job satisfaction has a positive and significant effect on performance, motivation has a positive and significant effect on performance if mediated by job satisfaction

scholarly journals Code Of Ethics & Code Of Conduct And Employee Satisfaction In Order To Improve Employee Performance At The KANWIL DJP Jawa Barat I

2019 ◽  
Vol 1 (2) ◽  
pp. 95
Author(s):  
Tedy Ginanjar K.I ◽  
Welly Surjono ◽  
Saepudin .
Keyword(s):  
Data Processing ◽  
Employee Satisfaction ◽  
Work Performance ◽  
Code Of Ethics ◽  
Employee Performance ◽  
Code Of Conduct ◽  
Simultaneous Testing ◽  
Ethics Code ◽  
The Relationship ◽  
Descriptive Method

Human resources is one of the assets that has an important role for the organization, namely its ability to contribute and optimal work performance such as the development or improvement of the code of ethics, professional ability, dedication, initiative, sense of responsibility, and employee performance.This research was conducted to find out, describe and analyze the code of ethics & code of behavior and employee satisfaction in order to improve employee performance in Kanwil DJP Jabar I.The method used is an associative descriptive method. The sample taken was 94 respondents. Data processing and analysis is  using statistical methods.Based on data processing, it is obtained that R = 0.769 means that the relationship between the code of conduct & the code of conduct and employee satisfaction with employee performance is strong. While kd = 0.591, it means that the code of ethics & code of conduct (X1) contribute 0.270 and employee satisfaction (X2) contribute 0.321 to employee performance (Y) and the rest of 0.409 is influenced by other factors not examined. With simultaneous testing results obtained F count = 65,813> F table = 3,099. Thus the hypothesis is rejected and accepted, this means that the code of ethics & code of behavior and employee satisfaction can improve employee performance in the Kanwil DJP Jabar I.

scholarly journals The Role of the Employee in Hungarian Hospital Performance Appraisal Systems

2021 ◽  
Vol 16 (2) ◽  
pp. 210-225
Author(s):  
Norbert Zétény Sárga ◽  
Richard Kása
Keyword(s):  
Performance Appraisal ◽  
Employee Engagement ◽  
Employee Satisfaction ◽  
Employee Performance ◽  
Hospital Performance ◽  
Appraisal System ◽  
Appraisal Systems ◽  
Hungarian State ◽  
The Relationship

In this paper, we examined the employee Performance Appraisal System (PAS) of hospitals and gave a description of the role and significance of employees in the PAS covering 27% of the population of Hungarian state-run hospitals. In the research, we also examined the relationship between performance appraisal and employee engagement, as well as the practice of measuring employee satisfaction. We created a scale called Employee participation in the employee performance appraisal scale. Based on our findings, we can state that the employee is an active participant in the Hungarian performance appraisal systems of hospitals, as they are involved in the appraisal and their views are taken into account. It has been found that where employee satisfaction is measured, there is an opportunity for the employees to formulate reflections on their evaluations. Although not outstanding, the employee is considered a partner in the evaluation of his work.

scholarly journals PENGARUH BUDAYA ORGANISASI DAN PENGEMBANGAN KARIER TERHADAP KEPUASAN KERJA SERTA DAMPAKNYA TERHADAP KINERJA KARYAWAN

2017 ◽  
Vol 19 (2) ◽  
pp. 170
Author(s):  
FX. Suwarto
Keyword(s):  
Job Satisfaction ◽  
Career Development ◽  
Human Resources ◽  
Path Analysis ◽  
Employee Satisfaction ◽  
Employee Performance ◽  
Department Store ◽  
Work Culture ◽  
Development Patterns ◽  
Retail Services

Penelitian ini dilakukan dengan untuk mempelajari dan menguji pengaruh budaya organisasi dan  pengembangan karier, terhadap kepuasan kerja karyawan serta dampaknya terhadap kinerja karyawan sehingga untuk mengetahui hal tersebut,maka peneliti menganalisis data dan melakukan pengujian hipotesis secara spesifik tentang pengaruh  budaya kerja dan pengembangan karier terhadap tingkat kepuasan kerja karyawan serta dampaknya terhadap kinerja karyawan. Objek penelitian dilakukan pada perusahaan jasa ritail Departement Store di Kab.Klaten. Untuk dapat mengakomodasi semua hal terbut di atas peneliti menggunakan jenis penelitian diskriptif analitis, dengan tujuan untuk menguji hipotesis dengan metode penelitian survei, sedangkan teknik pengambilan sampel dengan menerapkan probability sampling, sedankan untuk analisis data menggunakan analisis jalur/path analysis. Hasil penelitian menunjukkan bahwa budaya kerja dan pola pengembangan karier berpengaruh terhadap tingkat kepuasan kerja, selanjutnya budaya kerja dan pola pengembangan karier juga berpengaruh terhadap kinerja pegawai, serta kepuasan kerja pegawai berpengaruh terhadap kinerja pegawai. Spesifikasi keluaran/Outcome specifikation hasil penelitian ini diharapkan akan menjadi masukkan bagi pengusaha jasa ritail departemen store di daerah Kab. Klaten dengan harapan para pimpinan departemen store di daerah Kab. Klaten dapat merumuskan strategi pengembangan sumber daya manusia yang tepat/sesuai dengan perkembangan bisnis dalam menghasilkan program pengembangan dan kualitas sumber daya manusia yang memiliki nilai tinggi. Disamping itu penelitian ini juga dapat memberikan informasi yang berguna bagi pihak manajemen/pelaku jasa retail, serta sebagai bahan masukan dalam mengoptimalkan kinerja pegawai. Implikasi Jika pengusaha/pelaku jasa retail tidak memprioritaskan dalam  membina, mengelola dan mengembangkan SDM yang lebih terarah/terprogram, maka pengembangan SDM dalam organisasi tidak dapat mempunyai competitif advanted seiring dengan perkembangan  dunia bisnis usaha jasa retail departement store. Perkembangan dan keberlanjutan usaha jasa retail departement store didaerah kota Klaten akhirnya dapat menyumbang peningkatkan PAD di kabupaten Klaten.This research was conducted to study and examine the influence of organizational culture and career development, job satisfaction and its impact on the performance of employees so as to know this, the researchers analyzed the data and test hypotheses specifically about the effect of work culture and career development to the level of employee satisfaction and its impact on employee performance. The object of research is done in service companies ritail Department Store in Kab.Klaten. To be able to accommodate all of the above terbut researchers used a descriptive analytical type of research, in order to test hypotheses with survey research methods, while the sampling technique by applying probability sampling, Sedankan for data analysis using path analysis/path analysis. The results showed that the work culture and career development patterns affect the level of job satisfaction, further work culture and career development patterns also affect the performance of employees, as well as employee satisfaction influence on employee performance. Specifications output/outcome specifikation results of this study are expected to be entered for entrepreneurs ritail services department store in the district. Klaten with the expectations of the leadership of the department store in the area Kab.Klaten can formulate a human resource development strategy right/in accordance with the development of business in generating program development and quality of human resources which have high value. Besides, this research also can provide useful information to management/offender retail services, as well as an input in optimizing the performance of employees. Implications If the employer/principal retail services are not prioritized in developing, managing and developing human resources more targeted/programmed, the development of human resources in the organization can not have competitif advanted line with developments in the business world department store retail services business. Development and sustainability of the business services department store retail area of Klaten city can eventually contribute increasing revenue in Klaten district.

scholarly journals Pengaruh Penggunaan Teknologi Informasi Dan Kemampuan Berkomunikasi Interpersonal Terhadap Kinerja Karyawan

2021 ◽  
Vol 12 (3) ◽  
pp. 429
Author(s):  
Fransiska Vandela ◽  
Agus Sugiarto
Keyword(s):  
Information Technology ◽  
Interpersonal Communication ◽  
Communication Skills ◽  
Communication Technology ◽  
Employee Performance ◽  
Human Life ◽  
Utilization Of Technology ◽  
The Relationship ◽  
A Company ◽  
Positive Effect

<div><p class="1eAbstract-text"><em>I</em><em>nformation and communication technology is used in all areas of human life, including in a company. Utilization of technology aims to improve employee performance. In addition, employee performance is believed to be related to their ability to carry out interpersonal communication activities. The main purpose of this research is to analyze the influence of the use of information technology and interpersonal communication skills on employee performance . This analysis is used to test the relationship between independent variables namely the use of information technology (X1), interpersonal communication skills (X2) with the dependent variable namely employee performance (Y). Likert scale as the assessment scale used. The number of samples used was 58 respondents with saturated sampling techniques. This research method uses multiple regression analysis.</em><em> Data obtained by distributing questionnaires. Based on the results of this study indicate that the variable use of information technology and interpersonal communication skills have a positive  effect on employee performance.</em></p></div>

Sign in / Sign up

Export Citation Format

Share Document