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

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.

The Influence Of Work Life Balance On Job Satisfaction Of Housekeeping Employee At Renaissance Bali Uluwatu Resort & Spa

Human resources are the main capital to achieve company’s goals in hospitality industry. One important thing that company should consider in maintaining employee performance is a job satisfaction. Employee that does not have a job satisfaction while working will gradually decrease the employee performance. Many factors influence job satisfaction one of them is work life balance. The low work life balance resulted a low job satisfaction. This research aims at investigating the influence of work life balance on employee job satisfaction to housekeeping employee at Renaissance Bali Uluwatu Resort & Spa. Respondents in this research were 35 housekeeping employees with saturated sampling. The data collection was done by distributing the questionnaire using a Likert scale that use 5 points to measure 30 item statements. The data analysis techniques used was simple linear regression, t-test, and determination coefficient test which was assisted by SPSS version 23 for Windows. The results of this research indicated that work life balance (X) partially has a positive and significant effect on housekeeping employee job satisfaction (Y) at Renaissance Bali Uluwatu Resort & Spa with a value of tcount > ttable = 9,840 > 2,032. Work life balance contributes to influence Employee job satisfaction of 74,6% in strong catagories, while the remaining 25,4% is influenced by other factors outside of this research. This research is expected to be used as a consideration to pay more attention of employee work life balance to increase employee job satisfaction.

The Role of Mediation on Work Practices and Employee Involvement

Organizations face many challenges regarding employee engagement and employee job satisfaction. To increase the level of employee job satisfaction, HIWP must be implemented in order to have an impact on employee performance satisfaction. The purpose of this study was to examine the relationship between high-involvement work practices (HIWP) and job satisfaction with the mediating effect of employee engagement; HIWPs consist of four main attributes: (a) power (b) information (c) reward (d) knowledge. This study investigates the relationship between the three variables. Here, convenience sampling was used and data were collected through questionnaires from 185 organizational respondents in the banking sector. Regression analysis was used to test the hypothesis and Andrew F. Hayes model 4 was used to examine the mediating effect. The results showed that there was a significant relationship between the mediating variables and the effect of employee engagement. This study expands on HIWP employment and job satisfaction. The practical implication of this research is to measure the level of job satisfaction of employees by using HIWP can be implemented for managers and employees.

Workplace Environment, Leader Communication and Hotel Employee Retention: Job Satisfaction as a Mediator

Every organisation has invested its time, effort and resources to recruit, train and pay employees’ salaries. These investments are important to ensure that the organisation can produce high-quality employees who will remain with the organisation for a long period of time and be part of the successful members of the service team. Although a lot has been done to ensure that employees remain with the organisation, research has found that employee retention remains to be a problem to most organisations. In validating whether the findings from past studies are still consistent with the present situation, the present research aims to further investigate whether work environment, leader communication and job satisfaction still present significant relationships with hotel employee retention. In total, 550 self-administered questionnaires were distributed to hotel employees attached to 3-star and 4-star hotels located in Klang Valley, Malaysia. Of the total being distributed, 329 were returned and considered usable for data analysis. The hypothesised relationships between variables were tested using the multiple regression analysis. The findings reveal that workplace environment, leader communication and job satisfaction are significantly related to hotel employee retention. The results also demonstrate that job satisfaction mediates the relationship between workplace environment, leader communication and employee retention. The findings of this research advance the understanding of employee retention and create awareness among hotel management to better appreciate the dimensions of transformation which are essential towards ensuring employee job satisfaction. This will consequently lead to a long-term employee retention. Apart from the findings, the paper also highlights the limitations and suggestions for future research. Keywords: Workplace environment, leader communication, job satisfaction, employee retention, hotel industry.

Employee Job Satisfaction in Higher Educational Institutes: A Review of Theories

Employee Job satisfaction is an indication of how happy you are with your job. A person will feel confident and enthused about their work if they adhere to this value of job satisfaction. Teachers play a crucial role in the delivery of knowledge in higher educational institutes, As a result, it is no wonder that the subject of their job satisfaction frequently comes up in conversation. Job-satisfaction theories from Maslow to Lock have all been proposed to try to explain or understand the phenomenon of job satisfaction and motivation. Factors that contribute to employee job satisfaction change over time and cultural aspects are very important very analyzing these theories. In this study, a descriptive research design is used, and conclusions are drawn using a theory-based approach. According to the findings, job satisfaction of academic staff can be improved by implementing theories of satisfaction/motivation in higher educational institutes. Job satisfaction of academic staff leads towards the delivery of quality education resulting in student satisfaction and better university performance. This study has several implications for researchers and policymakers that it makes no difference whether theories are correct or incorrect; rather, it is determined by the environment in which they are used. Theories must be redesigned to incorporate the most recent results in human psychology.

ANALISIS MOTIVASI, DISIPLIN KERJA DAN SARANA PRASARANA TERHADAP KINERJA PEGAWAI MELALUI KEPUASAN KERJA DI KANTOR BADAN KEPEGAWAIAN DAN PENGEMBANGAN SUMBER DAYA MANUSIA KABUPATEN BANTAENG PROVINSI SULAWESI SELATAN

Penelitian ini bertujuan untuk mengetahui dan menganalisis pengaruh motivasi kerja, disiplin kerja, sarana dan prasarana terhadap kepuasan dan kinerja pegawai, menganalisis pengaruh kepuasan kerja terhadap kinerja pegawai, menganalisis pengaruh motivasi kerja, disiplin kerja, sarana dan prasarana terhadap kinerja pegawai melalui kepuasan kerja. Untuk mencapai tujuan tersebut maka digunakan teknik pengumpulan data melalui penyebaran kuesioner, dengan teknik analisis data menggunakan analisis regresi berganda dan uji sobel test. Hasil penelitian menemukan bahwa motivasi kerja memberikan pengaruh yang bermakna dalam meningkatkan kepuasan kerja. Disiplin kerja dapat memberikan pengaruh yang bermakna dalam meningkatkan kepuasan kerja pegawai. Sarana dan prasarana memberikan pengaruh yang bermakna dalam meningkatkan kepuasan kerja pegawai. Kepuasan pegawai memberikan pengaruh yang bermakna dalam meningkatkan kinerja pegawai. Kepuasan kerja dapat memediasi secara parsial pengaruh motivasi kerja terhadap kinerja pegawai. Kepuasan kerja dapat memediasi secara parsial pengaruh disiplin kerja terhadap kinerja pegawai. Kepuasan kerja dapat memediasi secara parsial pengaruh sarana dan prasarana terhadap kinerja pegawai pada BKPSDM Kabupaten Bantaeng Provinsi Sulawesi Selatan. This study aims to determine and analyze the effect of work motivation, work discipline, facilities and infrastructure on employee satisfaction and performance, analyze the effect of job satisfaction on employee performance, analyze the effect of work motivation, work discipline, facilities and infrastructure on employee performance through job satisfaction. To achieve this goal, data collection techniques were used through the distribution of questionnaires, with data analysis techniques using multiple regression analysis and Sobel test. The results of the study found that work motivation had a significant effect on increasing job satisfaction. Work discipline can have a significant effect in increasing employee job satisfaction. Facilities and infrastructure have a significant influence in increasing employee job satisfaction. Employee satisfaction has a significant effect in improving employee performance. Job satisfaction can partially mediate the effect of work motivation on employee performance. Job satisfaction can partially mediate the effect of work discipline on employee performance. Job satisfaction can partially mediate the effect of facilities and infrastructure on employee performance at BKPSDM Bantaeng Regency, South Sulawesi Province.

Efek Kepuasan Kerja Dalam Mempengaruhi Komitmen Organisasi Karyawan

Karyawan sebagai sumber daya satu-satunya yang memiliki pengetahuan, kreativitas, dan logika, menjadikan karyawan sebagai sumber daya yang memiliki peran utama dalam menjalankan suatu perusahaan serta mengelola organisasi tersebut agar dapat mencapai tujuan-tujuannya. Sayangnya, di masa ini jika dihitung secara kuantitas maka karyawan dengan tingkat komitmen organisasi yang rendah masih banyak. Hal ini dapat mengakibatkan berbagai kerugian terhadap perusahaan seperti kurangnya motivasi kerja, sering absen serta tingkat turnover yang tinggi. Salah satu faktor yang dapat memberi pengaruh atau influence terhadap tingkat komitmen organisasi adalah dengan meningkatkan kepuasan kerja karyawan. Untuk membuktikan sendiri korelasi antara kedua variabel tersebut, penelitian ini mengandalkan data yang didapatkan dari 102 karyawan PT. Leomas Anugerah Bersaudara dengan metodologi kuantitatif. Penelitian ini bertekad untuk mengetahui hubungan dan sebesar apakah dampak dari kepuasan kerja dalam mempengaruhi komitmen organisasi. Data yang didapatkan dari skala, kemudian dites dengan memanfaatkan korelasi Pearson Product Moment yang dibarengi dengan bantuan dari IBM SPSS Statistics 23 sebagai akomodasi pengujian hipotesis dimana hasil membuktikan terdapat korelasi yang positif antara kepuasan kerja terhadap komitmen organisasi. Employees as the only resources equipped with knowledge, creativity, and logic, make employees had a major role in running a company and managing the organization in ordered to achieve its goals. Unfortunately, many employees had low organizational commitment. This could result in various losses to the company such as lack of motivation, absent and high turnover rates. There were several factors that could affect organizational commitment, one of which was by increasing employee job satisfaction. To attest the correlation between the two variables, this study relied on data obtained from 102 employees of PT. Leomas Anugerah Bersaudara with quantitative methodology. This study was determined to prove the relationship and how big the impact of job satisfaction in influencing organizational commitment. The data acquired from the scale, then tested using the Pearson Product Moment correlation accompanied by assistance from IBM SPSS Statistics 23 as an accommodation for hypothesis testing where the results prove that there was a positive correlation between job satisfaction and organizational commitment.

Transformational Leadership and Employee Job Satisfaction: The Mediating Role of Employee Relations Climate and the Moderating Role of Subordinate Gender

Scholars have paid extensive attention to transformational leadership for decades. However, existing studies still lack ample discussions on the underlying mechanism and boundary conditions of its influence on employee job satisfaction. This study proposed a moderated mediation model based on social exchange theory. We collected survey data from 211 frontline employees to verify our hypotheses. The results showed that transformational leadership was positively associated with employee job satisfaction via the mediation role of the perceived employee relations climate. Furthermore, the relationship between transformational leadership and the employee relations climate, as well as the indirect relationship between the two, was demonstrated to be more significant for male employees. This study offered a new account of the mechanisms of transformational leadership and clarified a boundary condition for its effectiveness.

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

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%.