Enhanced fisher job satisfaction and loyalty for sustainable fisheries development in Bengkulu, Indonesia

Abstract

The increasing of fisher job satisfaction and loyalty is essential factor in fisheries development in Bengkulu, Indonesia. High risk because of climate change badly needs good fishing management and properly government intervention. The purpose of this paper is to determine the key factors of government policy of sustainable livelihood, on which government should focus. An Interpretive Structural Model (ISM) has been employed to the model the implementation factors of enhancing fishers job satisfaction and loyalty as an important prerequisite in sustainable development. There are two essential goal that have high driving force and independent namely: (1) An increasing of the fisher income and (2) the sustainability of fishing business. Then, political Support for Policy Making and Improved fishermen’s economic performance are two element needs must be focus by government of Indonesia in increasing fisher job satisfaction and loyalty. The handicap to do so are a partnership that benefits to all parties and the low quality of fisheries human resources. Finally, there are two government institutions that have essential role are central and provincial government.

Work-Life Balance, Job Satisfaction, and Work Environment Influences on Educators’ Loyalty

“…The findings of this study are consistent with previous research by (Phuong & Vinh, 2020), (Khuong & Linh, 2020), (Dwidjosumarno, 2021), (Kim Phuong, 2021), (Irnad et al, 2021), (Vuong et al, 2021) indicating that job satisfaction has a direct positive effect on loyalty. Employees who are happy with their jobs will exhibit loyal behavior in which they will strive to exceed the company's goals.…”

“…Job satisfaction is more than just an attitude, an internal state associated with personal feelings of accomplishment. Job satisfaction is associated with attitudes toward work and there is a strong relationship between job satisfaction and organizational commitment (Phuong & Vinh, 2020), (Khuong & Linh, 2020), (Egenius et al, 2020), (Maulana et al, 2021), (Irnad et al, 2021), (Dhir et al, 2020).…”

“…In order to produce good performance, a healthy work environment must make the lecturers feel more comfortable and safe so that the work can be completed on time. Lecturers feel more satisfied and committed to the organization, and if they have positive work environment experiences, the lecturer will stay longer in the organization, resulting in job satisfaction (Maulana et al, 2021), (Irnad et al, 2021), (Vuong et al, 2021), (Kim Phuong, 2021.…”