How does millennial employee job satisfaction affect performance?

Indrayani, Indrayani; Nurhatisyah, Nurhatisyah; Damsar, Damsar; Wibisono, Chablullah

doi:10.1108/heswbl-01-2023-0004

Cited by 5 publications

(1 citation statement)

References 58 publications

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“…Many researchers define job satisfaction as an employee's need for work environment and evaluation, management style, and job opportunities that lead to commitment to the organization (Zhao et al, 2007). This is based on a person's concern about losing something that has been obtained so far in the organization, such as salary, facilities and others (Indrayani et al, 2023) Job satisfaction is a combination of attitudes during work, feelings towards work and experiences that affect performance. Job satisfaction is very important for employees in the service industry because employees who are satisfied with their jobs can provide good quality service to customers to achieve customer satisfaction (Koutsimani et al, 2019).…”

Section: Job Satisfactionmentioning

confidence: 99%

Effect of Participation in General Skills Training, Job Satisfication, and Perceived Organizational Support and Job Burn Out on Turnover Intention : Financial Technology Employees in Jakarta

Oka Triani,

Emilisia,

Puspa

2023

J. Ecoment Glob.

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Objective: This study aims to find the influence between Participation in General Skills Training, Job Satisfaction, and Perceived Organizational Support and Job Burn Out on Turnover Intention in Financial Technology Employees in Jakarta. Design/Methods/Approach: Data were analyzed using structural equation models and SPSS model-21. This research focuses on a number of Financial Technology workers in Jakarta, with a total sample of 165 respondents obtained by questionnaire with purposive sampling technique. The data obtained was processed using SPSS software to test validity, reliability and hypotheses. Findings: The results showed that there was a significant positive influence between Participation in General Skills Training, Job Satisfaction, and Perceived Organizational Support and Job Burn Out on Turnover Intention. Originality/Value: This research design was conducted with quantitative survey methods used on a sample of 147 early career graduate trainees in China. The data were analyzed using structural equation models and model-21 in the PROCESS macro for SPSS. Practical/Policy implication: This research is expected to provide input for company managers to maximize effectiveness by modifying or designing work to work more effectively.

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Section: Job Satisfactionmentioning

confidence: 99%

Effect of Participation in General Skills Training, Job Satisfication, and Perceived Organizational Support and Job Burn Out on Turnover Intention : Financial Technology Employees in Jakarta

Oka Triani,

Emilisia,

Puspa

2023

J. Ecoment Glob.

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Exploring job satisfaction’s impact on turnover tendency among employees in Kosova’s microfinance institutions

Aliu,

Kutllovci

2024

IJOA

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Purpose The purpose of this paper is to delve into the intricate link between job satisfaction and employees’ turnover intentions. To accomplish this, a detailed structural model was constructed, incorporating five essential constructs: job satisfaction, turnover intention, satisfaction with financial factors, satisfaction with non-financial factors and external factors. Design/methodology/approach The research used a questionnaire with 28 items based on established tools, focusing on five different constructs. The model’s validation involved applying structural equation modelling to 147 non-managerial employees in microfinance institutions. Findings The findings reveal a significant negative correlation between job satisfaction and turnover intention. Satisfaction with financial factors significantly outweighs satisfaction with non-financial factors in shaping job satisfaction. In addition, the impact of external factors on turnover intention was observed to be minimal and inconsequential. Research limitations/implications This review highlights the importance of investigating the moderating factors in the job satisfaction–turnover relationship, distinguishing between types of satisfaction and conducting longitudinal studies across diverse contexts. It notably presents a diverse range of recent findings in this field, emphasising the breadth of the results that have emerged in this area of research. Practical implications Understanding job satisfaction and turnover intention is crucial for microfinance institutions. By prioritising efforts to enhance job satisfaction through improved financial offerings and non-financial factors like a supportive work environment and opportunities for growth, organisations can effectively mitigate turnover rates and foster success. Social implications The study underscores the societal value of supportive work environments beyond just benefits and career opportunities. By understanding the external influences on employee satisfaction, organisations can contribute to building more decent workplaces and promote social well-being, while advocating for social considerations in organisational practices. Originality/value This paper uses a novel integrated model comprising five distinct constructs not previously used together. It stands among the pioneering works that not only elucidate the correlation between job satisfaction and turnover intention but also delineate the constituents of job satisfaction itself.

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With Job Satisfaction or Not? The Role of Job Satisfaction in the Relationship Between Training and Rewards on Employee Productivity

Ariani,

Tamara,

Malik

et al. 2024

Economics

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With a harmonious pattern between the workforce and the company, job satisfaction will result. East Kalimantan is very popular for its abundant natural resources, including mining. Referring to the terminology above, this paper focuses on the causality between training and rewards on employee productivity by involving job satisfaction as a mediator. The focus of this paper is one of the largest companies operating in the mining sector located in the Balikapan area. The assessment was carried out by distributing an open questionnaire to 346 employees who worked at the company. The quantitative approach is implemented in Smart-PLS, where the output is two schemes (outer model and inner model). In general, the statistic analysis finds that training and rewards have direct implications for employee job satisfaction and productivity. At the same time, job satisfaction does not have direct implications for employee productivity. Unfortunately, job satisfaction is unable to mediate the relationship between training and rewards on employee productivity. In essence, although training and rewards function in stimulating job satisfaction and employee productivity, they have not been proven optimal in encouraging employee productivity which is mediated by job satisfaction. Therefore, companies need to prioritize job satisfaction with more comprehensive proportions.

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How does millennial employee job satisfaction affect performance?

Cited by 5 publications

References 58 publications

Effect of Participation in General Skills Training, Job Satisfication, and Perceived Organizational Support and Job Burn Out on Turnover Intention : Financial Technology Employees in Jakarta

Effect of Participation in General Skills Training, Job Satisfication, and Perceived Organizational Support and Job Burn Out on Turnover Intention : Financial Technology Employees in Jakarta

Exploring job satisfaction’s impact on turnover tendency among employees in Kosova’s microfinance institutions

With Job Satisfaction or Not? The Role of Job Satisfaction in the Relationship Between Training and Rewards on Employee Productivity

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