Employee Job Satisfaction in Mediating the Relationship Between Work Motivation and Affective Commitment in Roof Tile Industry

Saragih, Romat; Luturlean, Bachruddin Saleh; Hadiyanto, Ferry

doi:10.24198/jbm.v21i1.346

Cited by 14 publications

(16 citation statements)

References 23 publications

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“…Job satisfaction is also described as an individual expression of welfare levels related to workload and activities (Saragih, Luturlean, & Hadiyanto, 2020). Job satisfaction is a dynamic mixture of job characteristics, environment, and personal traits and feelings depending on elements such as changes in coworkers, supervision, or organizational structure (Barnett, 2017).…”

Section: Introductionmentioning

confidence: 99%

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Leadership and Motivation to Performance through Job Satisfaction of Hotel Employees at D'Merlion Batam

Rivaldo

2021

The Winners

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COVID-19 era demanded that we became productive in improving performance, involvement of leaders, high motivation and someone's satisfaction at work are measures for business continuity and able to contribute to national economic recovery. The research objective was to confirm the theory with empirical evidence that focuses on leadership, employee motivation, employee job satisfaction and employee performance. The research used a causal model survey method using path analysis techniques. The population were 45 employees of the D'Merlion Hotel Batam, the sample was taken using the census method. The significance value of leadership on job satisfaction is 0,082 > 0,05, it is concluded that direct leadership has no significant effect on job satisfaction. The significance value of motivation on job satisfaction is 0,000 < 0,05, which implies that motivation has a significant direct effect on job satisfaction. The significance value of leadership on performance is 0,000 < 0,05 which means that leadership has a significant direct effect on employee performance. The significance value of motivation on performance is 0,009 < 0,05 showing that motivation has a significant direct effect on employee performance. The significance value of job satisfaction on performance is 0,008 < 0,05, so job satisfaction directly has a significant effect on employee performance.

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Section: Introductionmentioning

confidence: 99%

“…Motivation is presented with the power that causes behavior which leads to the fulfillment of predetermined goals (Krstic et al, 2018). Saragih et al (2020) points out another benefit from motivated employees is higher job satisfaction, while Lily et al (2017) adds that the main strategy for increasing one's motivation is money.…”

Section: Introductionmentioning

confidence: 99%

Leadership and Motivation to Performance through Job Satisfaction of Hotel Employees at D'Merlion Batam

Rivaldo

2021

The Winners

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“…(Cohen, 2015) mengutarakan bahwa karyawan dan kelompok kerja yang memiliki komitmen kuat terhadap organisasinya memiliki semangat kerja yang tinggi dan sangat puas dengan pekerjaannya. Penelitian (Saragih et al, 2020) menemukan bahwa kepuasan kerja memediasi pengaruh motivasi intrinsik terhadap komitmen afektif. H7: Kepuasan kerja memediasi pengaruh motivasi intrinsik terhadap komitmen afektif.…”

Section: Pengembangan Hipotesisunclassified

“…Individu yang kebutuhan dan harapan dasarnya dipenuhi oleh organisasi cenderung memiliki komitmen afektif (Meyer et al, 1993). Hasil temuan ini mendukung penelitian terdahulu (Saragih et al, 2020) dan (Arini & Soliha, 2017.…”

Section: Pembahasanunclassified

Pengaruh Budaya Organisasi dan Motivasi Intrinsik terhadap Komitmen Afektif dengan Kepuasan Kerja sebagai Variabel Pemediasi pada Karyawan Dinas Koperasi dan UKM Kabupaten Sleman

Cahyaningrum

Prayekti

2022

ajeks

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This study aims to examine the effect of organizational culture and intrinsic motivation on affective commitment. This study also aims to examine whether job satisfaction acts as a mediating variable on the influence of organizational culture and intrinsic motivation on affective commitment to the employees of the Cooperatives and SMEs Service Office of Sleman Regency. This study uses the Associative method with a quantitative approach. The population in this study were all employees of the Department of Cooperatives and SMEs in Sleman Regency, with a sample of 45 employees. The sampling technique used saturated sampling with data collection using a questionnaire. The data analysis technique in this study used multiple linear regression, Sobel test, coefficient of determination, and standard beta. This study resulted in the findings that organizational culture has an effect on job satisfaction, and intrinsic motivation has an effect on job satisfaction. Likewise, organizational culture influences affective commitment. However, intrinsic motivation has no effect on affective commitment. Other findings show that job satisfaction has an effect on affective commitment. This study also produces findings that job satisfaction mediates the effect of organizational culture on affective commitment, and job satisfaction also mediates the effect of intrinsic motivation on affective commitment. Keywords: organizational culture, intrinsic motivation, job satisfaction, affective commitment.

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“…Ultra Medika Surabaya Article's contents are provided on a Attribution-Non Commercial 4.0 Creative commons license. To see the complete license contents, please visit http://creativecommons.org/licenses/by-nc/4.0/ Employees are valuable assets in the company so that one of the factors that must be considered to maintain good relations between employees and the company is job satisfaction Saragih (2020). Job satisfaction is defined as a person's emotional response to aspects in or on the whole job.…”

Section: Figure 1 Conceptual Frameworkmentioning

confidence: 99%

The Effect of Employee Engagement on Job Satisfaction through Affective Commitment at PT Ultra Medika Surabaya

Mauliddya

2021

JBMR

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The purpose of this study was to determine the effect of employee engagement on job satisfaction through affective commitment in employees of PT. Ultra Medika Surabaya. The type of this research is quantitative research with saturated sample technique supported by a sample of 30 employees at PT. Ultra Medika Surabaya. The results of statistical analysis of this study using PLS (Partial Least Square) with PLS 6.0 warp software prove that employee engagement and affective commitment have a significant positive effect on job satisfaction, while employee engagement has a significant positive effect on affective commitment.

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Employee Job Satisfaction in Mediating the Relationship Between Work Motivation and Affective Commitment in Roof Tile Industry

Cited by 14 publications

References 23 publications

Leadership and Motivation to Performance through Job Satisfaction of Hotel Employees at D'Merlion Batam

Leadership and Motivation to Performance through Job Satisfaction of Hotel Employees at D'Merlion Batam

Pengaruh Budaya Organisasi dan Motivasi Intrinsik terhadap Komitmen Afektif dengan Kepuasan Kerja sebagai Variabel Pemediasi pada Karyawan Dinas Koperasi dan UKM Kabupaten Sleman

The Effect of Employee Engagement on Job Satisfaction through Affective Commitment at PT Ultra Medika Surabaya

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