How to The Impact on Transformational Leadership Style and Job Motivation On Organizational Citizenship Behaviour (OCB) With Job Satisfaction as Mediating Variables at Outsourcing Company

This study aims to analyze the effect of transformational leadership style and work motivation on employee organizational citizenship behavior (OCB) mediated by employee job satisfaction. The object of the research is employees of PT. Sumberdaya Dian Mandiri with a sample of 95 people. Methods of data collection using questionnaire data collection and library research. Data analysis method using Partial Least Square. The result of this study show that (1) transformational leadership has a positive but not significant effect on organizational citizenship behavior (OCB); (2) work motivation has a positive and significant effect on organizational citizenship behavior (OCB); (3) transformational leadership has a positive and significant effect on job satisfaction; (4) work motivation has a positive and significant effect on job satisfaction; (5) job satisfaction has a positive but not significant effect on organizational citizenship behavior (OCB); (6) job satisfaction in mediating transformational leadership on organizational citizenship behavior (OCB) has a positive but not significant effect, and (7) job satisfaction in mediating work motivation on organizational citizenship behavior (OCB) has a positive and significant effect.

Pengaruh Disiplin, Budaya Organisasi dan Motivasi Kerja terhadap Kinerja Karyawan Perum Bulog Kantor Wilayah Jawa Timur

Quality human resources are a determining factor in improving the performance of a business organization. The performance of a business organization is largely determined by the performance of its employees, and this is the main reason for this research. This study aims to determine the effect of discipline, organizational culture and work motivation on employee performance. This research approach is a descriptive research with a quantitative approach. The data used in this study are primary data obtained directly from respondents through questionnaires in the field and secondary data obtained in finished form, has been collected and processed by other parties. The number of samples taken in this study were 74 respondents. The data analysis technique used in this research is multiple linear regression. The results of the analysis show that the variables of discipline, organizational culture and work motivation have a significant effect on employee performance both simultaneously and partially. The results of this study indicate that the variables of discipline, organizational culture and work motivation are the determining variables in an effort to improve employee performance Keywords : Discipline, Organizational Culture, Work Motivation, Employee Performance.

Do Attitudes towards Work or Work Motivation Affect Productivity Loss among Academic Employees?

Work motivation and job attitudes are important for productivity levels among academic employees. In situations where employees perceive problems, for example, health-related and work environment-related problems, the ability to perform at work could be affected, which may result in fewer publications, reduced quality and less research funding. Few studies, however, have paid attention to productivity loss among academic employees in order to understand how, or if, the perceived loss is affected by the reported problems, either alone or in combination with work motivation and job attitudes. To evaluate whether attitudes towards work—measured as job satisfaction, organisational commitment and work motivation—are associated with productivity loss in the workplace, a cross-sectional study was conducted. This type of design is required as performance is highly variable and is affected by changes in health and work status. This study includes employees who reported either health-related problems, work environment problems or a combination of both (n = 1475). Linear regression analyses were used to answer the hypotheses. Higher levels of motivation, job satisfaction and organisational commitment were associated with lower levels of productivity loss among employees who experienced either health-related or work environment problems. High work motivation and high commitment were significantly associated with lower levels of productivity loss among employees who experienced a combination of problems. In summary, productivity loss among academic employees is not only affected by health-related problems or problems in the work environment but also by work motivation, job satisfaction and organisational commitment; i.e., these factors seem to buffer, or moderate, the reduction in performance levels for this group of employees.

Pengaruh Kepemimpinan Kepala Sekolah terhadap Motivasi Kerja Guru di MA Swasta Nururrodhiyah Kota Jambi

This research aims to find out the magnitude of the influence of the principal's leadership on the motivation of teacher work in the Private MA Nururrodhiyah Kota Jambi. This research is a quantitative study using correlational research design, while data analysis techniques use normality and product moment correlation tests. The results of this study found that the sample of principals in 20 teachers who were sampled obtained an average score of 70, a median of 72,625, a mode of 72 with a standard deviation of 13,265. While the results of teacher work motivation from the data obtained an average score of 77.8, median of 77.5, mode of 74.5, and standard deviation of 27.72. The product moment correlation test rxy = 0.976 is greater than rtabel so it is known that at the significance level of 5% = 0.444 and at the significance level of 1% = 0.561 then Ho was rejected and Ha accepted.

PENGARUH LINGKUNGAN KERJA, MOTIVASI, KOMPENSASI TERHADAP KINERJA KARYAWAN MELALUI JOB SATISFACTION PADA KARYAWAN PT BPR BKK TAMAN PERSERODA PEMALANG

This research was carried out to determine the effect of work environment, motivastion and compensation on performance through job satisfaction as an intervening variable PT BPR BKK TAMAN Perseroda, This study used porposive sampling technique where the selected sample was 50 respondents who were employees of PT BPR BKK TAMAN Perseroda, a financial services provider company, the date were analyzed throught Structural Equation Modeling (SEM), method and SMARTPLS 3 dfe to the small number of targeted respondent from result of the study, it was found that the environment, motivation, and compensation had a significant effect on job satisfaction and employee performance, beside job satisfaction had a significant effect on performance moreover the intervening varable namely job satisfaction could partially moderate exogenous variable Keyword: work environment, work motivation, compensation, performance, job satisfaction

Analyze of Employe’s Motivation Factor in Sekretariat Daerah in Kabupaten Bengkulu Utara

This study aims to describe the work motivation of employees at the Regional Secretariat of North Bengkulu Regency. the number of respondents/informants which includes Head of Division 2 people, Head of Subsection 10 people and Staff 13 people. The data method was carried out by interviews and questionnaires, the method of data analysis was descriptive qualitative. The research uses based on research results, the most important motivational factor is the need for prestige and actually what makes an employee feel confident to do a job / work of a business, which has been done by the employer to motivate. Employees have good communication with appropriate words.

The Influence of Competence, Cooperation and Organizational Climate on Employee Performance With Work Motivation as a Mediation Variable (Study on the Food and Agriculture Office Clump of Merauke Regency)

The purpose of the study was to determine the effect of competence, cooperation, and organizational climate on employee performance mediated by work motivation (a study in the food and agriculture office clump work unit in Merauke Regency). The research uses a quantitative research approach. The sampling technique used purposive sampling method. The research sample as many as 117 employees were selected from Civil Servants (PNS) as structural or implementing officials, not as Field Agricultural Extension Officers (PPL) or civil servants who were not on duty in the unit. The data comes from the answers to the questionnaire according to the employee's perception. The results of the questionnaire were tabulated and analyzed using Structural Equation Modeling (SEM) using the SmartPLS application. The results of the analysis prove that competence has a significant effect on performance, competence has an effect on work motivation, and motivation mediates the influence of competence on employee performance. Cooperation has no effect on performance, but has an effect on motivation and work motivation mediates the effect of cooperation on employee performance. Organizational climate does not affect employee performance but organizational climate affects work motivation and work motivation mediates the relationship between organizational climate and employee performance. Motivation has a significant effect on performance. The results of the study have implications for competence and motivation that need to be improved in order to improve employee performance. Motivation variable affects performance by 48.6% and competence affects performance by 28.2%. Increasing work motivation can be done by increasing cooperation and organizational climate.

The Effect of Turnover Intention, Locus of Control, Audit Fee, Work Motivation on the Performance Quality of Medan City Public Accountant Firm

The purpose of this study is to determine the effect of turnover intention, locus of control, audit fees, and work motivation on the quality of auditor performance at the Medan City Public Accounting Firm in 2021. The choice of the sector in this study is due to very tight competition conditions like now. In this case, the auditor must always maintain their performance so that audit quality is not compromised. Auditors must perform work by professional standards so that trust in the auditor can be maintained. The data used is sourced from quantitative data in the form of questionnaires. Using the Simple Random Sampling technique, a sample of 50 auditors was drawn from five Medan City KAPs.The results showed that locus of control, audit fees, and work motivation had a positive and significant effect on the quality of auditor performance at KAP Medan City. Meanwhile, the turnover intention has a negative effect and does not significantly affect the quality of auditor performance at KAP Medan City. But all variables are affected simultaneously.

Diagnostic Classification Model for Forced-Choice Items and Noncognitive Tests

The forced-choice (FC) item formats used for noncognitive tests typically develop a set of response options that measure different traits and instruct respondents to make judgments among these options in terms of their preference to control the response biases that are commonly observed in normative tests. Diagnostic classification models (DCMs) can provide information regarding the mastery status of test takers on latent discrete variables and are more commonly used for cognitive tests employed in educational settings than for noncognitive tests. The purpose of this study is to develop a new class of DCM for FC items under the higher-order DCM framework to meet the practical demands of simultaneously controlling for response biases and providing diagnostic classification information. By conducting a series of simulations and calibrating the model parameters with a Bayesian estimation, the study shows that, in general, the model parameters can be recovered satisfactorily with the use of long tests and large samples. More attributes improve the precision of the second-order latent trait estimation in a long test, but decrease the classification accuracy and the estimation quality of the structural parameters. When statements are allowed to load on two distinct attributes in paired comparison items, the specific-attribute condition produces better a parameter estimation than the overlap-attribute condition. Finally, an empirical analysis related to work-motivation measures is presented to demonstrate the applications and implications of the new model.

Economic Individualism and Job Engagement: Examining the Roles of Work Motivation and Growth Need Strength

Economic individualism—involving a belief that the individual should be in control of his/her own economic decisions and an increased emphasis on competition and achievement—is becoming more prominent in several areas of the world, but little is known about the implications of this characteristic for employee attitudes and behavior. Our study investigated the impact of economic individualism on job engagement. More specifically, the research developed and examined a model involving work motivation as a mediator and growth need strength as a moderator. Employees (N = 235, 58.3% male, 33.6% 20–29 years old, 53.2% with a bachelor’s degree) from several companies in South Korea completed survey measures of economic individualism, job engagement, work motivation, and growth need strength. Findings supported work motivation as a mediator and indicated that the indirect effect through work motivation was significant at high levels of growth need strength although not at low levels. These findings provide new insights regarding the individual-level engagement implications of economic individualism and when and why these implications hold, as prior research on economic individualism has focused on the organizational and societal levels.