Factors Affecting Job Satisfaction and Its Effect on Employee Resignation in the Mulia Health and Dental Care (MHDC) Clinic Group

Setiorini, Amanda; Rachmarwi, Wiwik

doi:10.32924/ijbs.v4i3.159

Cited by 2 publications

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“…Many studies have been conducted to measure the work performance of an employee or employee. Many research results indicate that motivation, self-ef�icacy, professionalism, competence, leadership style and other variables can affect employee work performance (Ramaditya, & Prihantoro, 2020;Wibowo & Bhinekawati, 2021;Setiorini & Rachmarwi, 2020). However, this research is the �irst to be conducted in all villages in the Percut Sei Tuan sub-district to measure the work performance of ASN with leadership style as an intervening variable.…”

Section: Introductionmentioning

confidence: 98%

Improving the Work Achievement of Employees Through the Leadership Style

Syahrial

Miftahuddin²,

Sunaryo³

2021

IJBS

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The purpose of this study was to analyze the factors that influence the work performance of employees in the Percut Sei Tuan sub-district. The sample in this study was 123 employees, using Structure Equation Modeling (SEM) as a data analysis technique. This study concludes that motivation, self-efficacy, and professionalism have a significant effect on leadership style, while competence does not significantly affect leadership style. Leadership style and motivation do not significantly affect work performance, while self-efficacy, professionalism and competence significantly affect work performance. This study provides information that in order to improve employees' work performance, strong leadership is needed and can provide motivation that increases confidence in the ability of employees and also increases professionalism in carrying out duties and responsibilities as a civil servant. Competence is a necessity that must be owned by all employees (civil servants) who are given responsibility by the leadership.

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Section: Introductionmentioning

confidence: 98%

Improving the Work Achievement of Employees Through the Leadership Style

Syahrial

Miftahuddin²,

Sunaryo³

2021

IJBS

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“…Besides, because of the fierce market competition among the service industry, employees often work under great psychological pressure, and some of them may suffer mental health problems. Attention to the sources of employees' psychological pressure and improvement on their mental health status has become the common goals of the government, enterprises, and employees [ 3 ].…”

Section: Introductionmentioning

confidence: 99%

Factor Analysis and Mental Health Prevention of Employee Turnover under the Profit-Centered Development of Modern Service Industry

Zhong

Zhang

Xiao-ling

2022

Occupational Therapy International

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Recently, the employee turnover rate of the modern service industry has continued to increase, leading to a decline in the service quality, customer turnover, and an increase in human costs. Meanwhile, fierce competition and enterprises’ internal pressure have brought great psychological trauma to employees and affected their mental health. Understanding and finding out the factors that affect employees’ resignations are the solutions to employees’ mental health problems. The research innovation lies in building a relationship model between turnover intention, psychological contract, and job satisfaction; analyzing the influence mechanism and interaction of various variables in the model; and providing reference and thinking for the service industry to solve the problem of excessive turnover of employees. Besides, the questionnaire design and investigation are carried out, and 60 front-line employees of a service company are selected as the research objects. The results show that the overall internal consistency coefficient of SCL-90 is 0.96, and the overall consistency coefficient is directly proportional to the scale’s reliability. The validity coefficient of SCL-90 is 0.79, which has good compatibility validity. Moreover, the correlation coefficient between the psychological contract and turnover intention is 0.621, and the Sig value is 0.00. The correlation coefficient between job satisfaction and turnover intention is −0.663, and the Sig value is 0.00. The psychological contract is positively correlated with turnover intention, and job satisfaction is negatively correlated with turnover intention. After the standard dance experiment, the P values of psychological indicators such as somatization, interpersonal relationship, depression, anxiety, and psychosis factors of employees in the control and experimental groups are all less than 0.05, indicating a significant correlation. Therefore, through 12 weeks of standard dance practice, all psychological indicators of the experimental group are significantly improved. However, the change results of the terror factor and paranoia factor are P > 0.05 , showing no significant difference. After the standard dance experiment, there is a significant difference between the control and experimental groups in mental health factors, but no significant difference in terror and paranoia factors. This study has significant reference value for the prevention of employee turnover and mental health.

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Factors Affecting Job Satisfaction and Its Effect on Employee Resignation in the Mulia Health and Dental Care (MHDC) Clinic Group

Cited by 2 publications

References 1 publication

Improving the Work Achievement of Employees Through the Leadership Style

Improving the Work Achievement of Employees Through the Leadership Style

Factor Analysis and Mental Health Prevention of Employee Turnover under the Profit-Centered Development of Modern Service Industry

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