Analisis Pengaruh Kepuasan Kerja, Komitmen Organisasi, dan Keterlibatan Kerja  Pada Kinerja Karyawan Bank Muamalat Surakarta

Marimin, Agus; Santoso, Harun

doi:10.29040/jiei.v6i3.1467

Cited by 8 publications

(5 citation statements)

References 3 publications

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“…Rogelberg [9] states that work engagement refers to the identification of psychological states at work or the extent to which employees make work the center of identity. According to Marimin & Santoso [10], work engagement is a form of individual involvement that seeks to achieve a high level of commitment to the organization.…”

Section: Work Engagement and Employee Performancementioning

confidence: 99%

Perceived Organizational Support as Mediation of Work Engagement and Self-efficacy on Employee Performance

Nugraha,

Kharismasyah

2024

AJEBA

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Objective: Employee performance in the context of the government agency sector is a significant concern, considering their vital role in providing public services and achieving development goals. The understanding of how perceived organizational support (POS) functions as mediation in the context of an agency still needs to be improved. Therefore, this research aims to fill the gap in previous research and explain the role of POS as a mediator that facilitates the influence of work engagement and self-efficacy on employee performance in the agency environment. Study Design: In this research, perceived organizational support (POS) is considered a mediating mechanism that can explain the relationship between work engagement, self-efficacy, and employee performance. Place and Duration of Study: Water Resources Management Center of Serayu Citanduy, Indonesia, between November 2023 and January 2024. Methodology: This research involved 105 respondents who were employees at the Serayu Citanduy Water Resources Management Center. Data was collected through questionnaires, and data analysis was carried out using SmartPLS 4.0 software. Results: There is a significant positive effect of work engagement on employee performance (β= .228, P value= .011), self-efficacy on employee performance (β= .238, P value= .017), POS on employee performance (β= .366, P value= .001), work engagement on employee performance through POS (β= .154, P value= .016), and self-efficacy on employee performance through POS (β= .122, P value= .004). Conclusion: Partially, work engagement, self-efficacy, and POS have a positive and significant relationship with employee performance. Employees who feel involved in work will easily be used as capital by the organization or company to increase productivity. Employee who feels confident in their abilities will find it easier to develop themselves and later perform well. In addition, this research found that POS acts as a mediator, connecting work engagement and self-efficacy with employee performance indirectly.

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Section: Work Engagement and Employee Performancementioning

confidence: 99%

Perceived Organizational Support as Mediation of Work Engagement and Self-efficacy on Employee Performance

Nugraha,

Kharismasyah

2024

AJEBA

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“…Mereka cenderung bekerja dengan lebih antusias dan bersemangat. Kepuasan kerja juga dapat meningkatkan tingkat keterlibatan pegawai terhadap pekerjaan dan organisasi (Marimin & Santoso, 2020). Karyawan yang merasa puas dengan pekerjaan mereka cenderung lebih terikat pada tugas-tugas yang mereka lakukan.…”

Section: Hasil Dan Pembahasanunclassified

Kepuasan Kerja, Motivasi Kerja, dan Disiplin Kerja Dalam Meningkatkan Kinerja Pegawai

Angelina,

Supriadi

2023

JIMAB

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Employees are an important element that determines the progress of an organization or company. The success of the company is very dependent on the performance of its employees. Therefore, companies must create human resources capable of producing optimal performance. Research seeks to reveal the performance of employees of a company which is determined by several factors, including job satisfaction, work motivation and work discipline. This study aims to determine the effect of job satisfaction, work motivation and work discipline on the performance of employees of a company. This research is a quantitative research. This research was conducted at PT. Borwita Citra Prima Surabaya with a sample of 80 respondents. The research instrument used a questionnaire with a Likert scale of 1-6. This study shows that job satisfaction, work motivation, and work discipline simultaneously affect employee performance. The three independent variables together are able to influence the dependent variable. If an agency can provide job satisfaction supported by good work motivation and work discipline, then all three will affect employee performance together. Thus job satisfaction with the support of work motivation and good work discipline will affect employee performance.

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“…Menurut Tobing, pegawai dengan keterlibatan kerja tinggi mampu mengidentifikasi diri atas pekerjaan yang dilakukannya dan sangat bertanggung jawab atas pekerjaannya. Pegawai yang mempunyai keterlibatan kerja belum tentu merasa senang dengan pekerjaannya karena faktanya pegawai yang tidak senang pun juga dapat mempunyai derajat keterlibatan yang sama dengan individu yang menyukai pekerjaannya [12]. Keterlibatan kerja yang tinggi akan mengarah pada peningkatan kinerja pegawai begitu sebaliknya, apabila keterlibatan kerja pegawai rendah maka kinerja pegawai akan menurun.…”

Section: Responden = 30 Orangunclassified

Kontribusi Keterlibatan Kerja terhadap Kinerja Pegawai: Peran Mediasi Kepuasan Kerja

Fitriadi

Susanto²,

Irdam³

et al. 2022

ekobistek

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Saat ini, instansi pemerintah daerah terus mengoptimalkan kinerja pegawai agar produktivitas organisasi tetap terjaga. Sorotan masyarakat terhadap kualitas kinerja pegawai yang rendah perlu direspon secara efektif oleh setiap instansi sehingga perubahan dapat dilakukan dengan cepat. Oleh karena itu, mengetahui faktor-faktor yang berpengaruh pada kinerja pegawai penting dilakukan dalam penelitian ini. Tujuan penelitian adalah untuk mengetahui dan menganalisis pengaruh keterlibatan kerja terhadap kinerja pegawai di Dinas Pendidikan dan Kebudayaan Kota Padang berjumlah 111 orang pegawai melalui melalui mediasi kepuasan kerja. Teknik sampel penelitian adalah proportional simple random sampling dengan rumus Slovin (tingkat kesalahan 5%) sehingga sampel penelitian berjumlah 87 orang pegawai. Instrumen penelitian berupa kuesioner berbentuk skala likert. Pengujian data melalui teknik analisis data kuantitatif model persamaan struktural yaitu Structural Equation Modeling – SEM berbasis PLS. Temuan penelitian dari hasil olah data SmartPLS v. 3 menunjukkan bahwa seluruh hipotesis yang diajukan terbukti terdukung. Keterlibatan kerja mempunyai pengaruh positif signifikan terhadap kepuasan kerja. keterlibatan kerja mempunyai pengaruh positif signifikan terhadap kinerja pegawai, kepuasan kerja mempunyai pengaruh positif signifikan terhadap kinerja pegawai. Kepuasan kerja memediasi pengaruh keterlibatan kerja terhadap kinerja pegawai.

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Analisis Pengaruh Kepuasan Kerja, Komitmen Organisasi, dan Keterlibatan Kerja Pada Kinerja Karyawan Bank Muamalat Surakarta

Cited by 8 publications

References 3 publications

Perceived Organizational Support as Mediation of Work Engagement and Self-efficacy on Employee Performance

Perceived Organizational Support as Mediation of Work Engagement and Self-efficacy on Employee Performance

Kepuasan Kerja, Motivasi Kerja, dan Disiplin Kerja Dalam Meningkatkan Kinerja Pegawai

Kontribusi Keterlibatan Kerja terhadap Kinerja Pegawai: Peran Mediasi Kepuasan Kerja

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