Employee Satisfaction and Performance as Intervening Variables of Learning Organization on Financial Performance

Hatane, Saarce Elsye

doi:10.1016/j.sbspro.2015.11.081

Cited by 49 publications

(51 citation statements)

References 23 publications

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“…Incentive as a positive impact on employee performance H5b. The incentive has a positive impact on organizational performance by employee performance 2.2.3 Employee Performance on Organizational Performance The difference in the character of the internal factor of employees have a different impact also on the performance of the employees themselves and because employees is a part of the organization then employee performance impact on organization performance (Hatane, 2015;Vosloban, 2012).…”

Section: Employee External Factors On Performancementioning

confidence: 99%

Employee and Organizational Performance: Impact of Employee Internal and External Factors, Moderated by Online Application

2019

JRDM

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The purpose of this study is analyze the internal factors impact of an employee (especially age, discipline, and motivation), and external factors of employee (especially training and incentives) on employee performance and organizational performance. The moderation impact of online application also analized at the relationship between employee performance on organizational performance. Used taxi drivers as unit analysis is an uniqueness of this study, the snowballing method with e-questionnaire used for collecting data resulted 100 taxi drivers as a sample. Using SmartPLS 3 in analyze, the results showed that the driver's motivation as a part of internal employee factors has a positive impact on employee performance directly and on organizational performance indirectly. Employee performance has a positive impact on organizational performance. The result implies that the company should always increase the driver's motivation for performance increased also. The other result showed that online application weakens the relationship between employee performance and organizational performance. Based on thus result, management needs to seek solutions.

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Section: Employee External Factors On Performancementioning

confidence: 99%

Employee and Organizational Performance: Impact of Employee Internal and External Factors, Moderated by Online Application

2019

JRDM

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“…Employees are encouraged to do more creative and innovative work, rewarded with creativity aimed at organizational success. It is this situation that increases job satisfaction (Hatane, 2015;Stoyanova & Iliev, 2017).…”

Section: Effect Of Job Satisfaction To Performancementioning

confidence: 99%

Study of Empowerment and Satisfaction to Boost Performance of Worker

Kartika¹,

Akbar²,

Rugaiyah³

2019

GUIDENA

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The objective of this research is to understand the effect of empowerment and job satisfaction toward job performance of lecturer in Majalengka University, West Java comprehensively. A survey method with path analysis techniques was used by applying a questioner as a research instrument. 80 responders were involved by sending their feedback within the questioner. Those responders were decided using simple random sampling among all lecturers that working at the Majalengka University. The data result, analysis, and interpretation reveal that (1) empowerment has a direct positive effect on job performance, (2) job satisfaction has an immediate positive impact on job performance, (3) empowerment has a direct positive impact on job satisfaction.

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“…Rounok and Parvin (2011) emphasized that skilled, qualified, and motivated workforce contributes a lot to achieve the organization's success. Hatane (2015) mentioned that organizational performance includes both financial and non-financial performance. Job performance is also considered under the subjective and objective forms or quantity and quantity forms.…”

Section: Summation Of Individual Performance Makes Organizationalmentioning

confidence: 99%

A Synthesis towards the Construct of Job Performance

Ramawickrama¹,

Opatha²,

Pushpakumari³

2017

IBR

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Job performance is highly relevant for organizations and individuals alike. Individual Job performance is the behavioural outcome of an employee which points out that the employee is showing positive attitudes towards his or her organization. Job performance is differently defined and measured in different disciplines in different ways. The main purpose of this paper is to define and to review theoretically and empirically the concept of job performance, measurement dimensions of job performance and empirical findings for measurement dimensions of job performance with reference to the various professions in service oriented organizations. As a desk research, this study reviewed literature regarding job performance and its dynamic nature, compared and analyze d dimensions (taxonomies) related to job performance, created a new definition and explained the importance of job performance adding novelty to the existing literature and provided suggestions for further studies.

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Employee Satisfaction and Performance as Intervening Variables of Learning Organization on Financial Performance

Cited by 49 publications

References 23 publications

Employee and Organizational Performance: Impact of Employee Internal and External Factors, Moderated by Online Application

Employee and Organizational Performance: Impact of Employee Internal and External Factors, Moderated by Online Application

Study of Empowerment and Satisfaction to Boost Performance of Worker

A Synthesis towards the Construct of Job Performance

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