Job satisfaction in compensation, environment, discipline, and performance: evidence from Indonesia higher education

Saputra, Pramana Yoga; Sudiro, Achmad; Irawanto, Dodi Wirawan

doi:10.18860/mec-j.v0i0.5611

Cited by 8 publications

(10 citation statements)

References 5 publications

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“…Waringin is wellcreated. This research is contrary to research conducted by (Saputra et al, 2018), which declares the work environment significantly affects employee performance at the Banjarmasin State Polytechnic. ( POLYBAN).…”

Section: The Relationship Of Work Environment With Employee Performancecontrasting

confidence: 99%

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Work Environment, Work Discipline, and Interpersonal Communication to Improve Hotel Employee Performance: The Mediating Role of Sustainable Collaboration Sebagai Mediator

Mulyaningsih,

Riyanto,

Silitonga

2024

bijak

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This research aims to find out and obtain empirical evidence regarding the influence of Capital Structure, Business Growth, and Tax Planning on company value. This research is included in the type of associative quantitative research. The population in this research is properties & real estate sector companies listed on the Indonesia Stock Exchange for the 2017-2022 observation period. Sampling was carried out using purposive sampling technique. The data obtained was analyzed using multiple linear regression using E-views 12 software. The results of this research show that simultaneously Capital Structure, Business Growth and Tax Planning have an influence on Company Value. Partially, Capital Structure and Tax Planning have no effect on Company Value. Meanwhile, business growth partially has an influence on company value.

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Section: The Relationship Of Work Environment With Employee Performancecontrasting

confidence: 99%

“…Waringin Group. The results of this study are in accordance with previous research (Saputra et al, 2018).…”

Section: The Relationship Of Work Discipline With Continuous Collabor...supporting

confidence: 93%

Work Environment, Work Discipline, and Interpersonal Communication to Improve Hotel Employee Performance: The Mediating Role of Sustainable Collaboration Sebagai Mediator

Mulyaningsih,

Riyanto,

Silitonga

2024

bijak

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“…With a huge number of students to manage, train and graduate, tertiary institutions require an equally large number of staff of different categories with varied skills set to be able to fulfill their key objectives of imparting knowledge to students (Dixit & Dean, 2020;Iwu, Chapano & Twum-Darko, 2018). This makes job performance of the employees in tertiary institutions really important since that determines failure and success (Saputra, Sudiro & Irawanto, 2018). Similarly, Shen and Zhang (2019) observed that managing employee attitude is the most important factor in improving job performance.…”

Section: Introductionmentioning

confidence: 98%

Employees’ Attitude and Their Performance: A Study of Senior Staff University of Cape Coast

Soale¹,

Akudugu²

2021

int.jour.sci.res.mana.

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How employees feel and behave in an organisation is very important in determining how they will perform any assigned task. As such, employee attitude has been at the centre stage of human resource management strategies as a means to improving their performance and commitment to their job and by extension the performance of the organisation. In this regard, this study examined the causality between the attitude and job performance of senior staff of University of Cape Coast. Due to the large number of staff and demands of the research objectives, a quantitative approach was adopted using a descriptive research design. A sample size of 308 was derived from a population of 1,532 using Krejcie and Morgan (1970). Questionnaire was used to randomly collect data from 308 senior staff. SPSS was used to code and capture the data besides performing factors analysis on the challenges that impede management’s ability to improve the attitude of senior staff. Smart PLS 3 was used to perform partial least square regression analysis on the link between attitude and performance of the staff. The results show that about 43% of changes in senior staff’s job performance can be attributed to changes in their attitude. Also, the attitude of the senior staff can predict about 26% of how they will perform their job. Stimulating innovations and change, improving ethical behaviour and total quality management are the main challenges that impedes management’s ability to improve the attitude of the senior staff in relation to their job performance. For policy implications management should also dedicate resources to mitigating jealousy among staff.

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“…Compensation is a very important factor in a company, giving compensation can be used to motivate employees in a company (Saputra, Sudiro, and Irawanto, 2018). Compensation is very important in improving employee performance.…”

Section: Introductionmentioning

confidence: 99%

The Mediating Role of Compensation to the Effect of Work Competency and Workload on Organizational Commitments’ Civil Servant: The Study of Regional Civil Service Agency in East Java Province

Handoko

2020

ADJ

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One important aspect of the organization was maintaining employee presence and reviewing the organizational commitments held by each individual. High commitment made individuals concerned with the future of the organization and tried to make the organization a better direction, on the contrary, individuals with low commitment would prioritize themselves or their groups and did not have the desire to make the organization towards a better direction. High work competency, an employee would be able to do much for the organization, conversely with low competency an employee would not be able to complete his duties as well as possible, which ultimately hamper the achievement of organizational goals. The distribution of employee workload that had not appropriate can make employees not have less than optimal performance. Compensation could be an incentive for someone to do an activity to get the best results, compensation needed to be raised so that employees could carry out maximum performance. The purpose of this study was to analyzing and testing the effect of work competence and workload on organizational commitment through compensation to Civil Servants in the Regional Civil Service Agency of East Java Province. This research used a quantitative approach with an explanative design. The results of this study provided several conclusions, including: 1.) Work competence had a significant positive effect on compensation; 2.) Workload had a significant effect on compensation; 3.) Work competence had a significant positive effect on organizational commitment; 4.) Workload had a significant positive effect on organizational commitment; 5.) Compensation had a significant positive effect on organizational commitment; 6.) Compensation became an intervening variable on the effect of work competence and workload on organizational commitment.

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Job satisfaction in compensation, environment, discipline, and performance: evidence from Indonesia higher education

Cited by 8 publications

References 5 publications

Work Environment, Work Discipline, and Interpersonal Communication to Improve Hotel Employee Performance: The Mediating Role of Sustainable Collaboration Sebagai Mediator

Work Environment, Work Discipline, and Interpersonal Communication to Improve Hotel Employee Performance: The Mediating Role of Sustainable Collaboration Sebagai Mediator

Employees’ Attitude and Their Performance: A Study of Senior Staff University of Cape Coast

The Mediating Role of Compensation to the Effect of Work Competency and Workload on Organizational Commitments’ Civil Servant: The Study of Regional Civil Service Agency in East Java Province

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