Leadership Style, Motivation, and Work Environment on Job Satisfaction and Employee Performance at the Environment and Hygiene Department of Pekanbaru City

Wahyudi, Langgeng; Panjaitan, Harry Patuan; Junaedi, Achmad Tavip

doi:10.35145/jabt.v4i1.119

Cited by 5 publications

(4 citation statements)

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“…It is proven that there a relationship between motivation and job performance among public sector employees, which the employee has a good motivation, the job performance can be increase. The studies such as (Syamsir, 2020;Stefurak et al, 2020;Uka & Prendi, 2021;Schwarz et al, 2020;Maryani et al, 2021;Anisya et al, 2021;Almawali et al, 2021;Amha & Brhane, 2020;Mariana, 2020;Wahyudi et al, 2023;Sunarsi et al, 2021;Alam et al, 2021;Widarko & Anwarodin, 2022;Kurniasih et al, 2022;Adetola et al, 2022;Dharmanegara et al, 2021;Tenrisanna et al, 2021;Sudha et al, 2023;Kuswati, 2020;Riwukore et al, 2022;Riwukore et al, 2021: Ratnawati et al, 2020Niati et al, 2021;Suriyanti, 2020;Rivaldo, 2021;Sumaiti, 2021;Virgiawan et al, 2021;Sukhumvito et al, 2020;Noor et al, 2020;Al-Jedaia & Mehrez, 2020;Guo et al, 2021;Syaharudin et al, 2022;Andika & Darmanto, 2020). These findings may have consequences for the government, which has to recognise the value of employee motivation to boost output and enhance performance.…”

Section: Discussion Discussionmentioning

confidence: 99%

“…However, study by Jufrizen et al (2021) found motivation is not a moderator in relationship between organizational culture and job performance. Most of studies shown that there a significantly positive relationship between motivation and job performance such as studies by (Syamsir, 2020;Schwarz et al, 2020;Stefurak et al, 2020;Uka & Prendi, 2021;Maryani et al, 2021;Anisya et al, 2021;Almawali et al, 2021;Amha & Brhane., 2020;Mariana, 2020;Wahyudi et al, 2023;Sunarsi et al, 2021;Alam et al, 2021;Widarko & Anwarodin, 2022;Kurniasih et al, 2022;Adetola et al, 2022;Dharmanegara et al, 2021;Tenrisanna et al, 2021;Sudha et al, 2023;Kuswati, 2020;Riwukore et al, 2022;Riwukore et al, 2021;Ratnawati et al, 2020: Niati et al, 2021Suriyanti, 2020;Rivaldo, 2021;Sumaiti, 2021;Virgiawan et al, 2021;Sukhumvito et al, 2020;Noor et al, 2020;Al-Jedaia & Mehrez, 2020;Guo et al, 2021;Syaharudin et al, 2022;Andika & Darmanto, 2020). Some studies such as Apex-Apeh et al (2020); Andika and Darmanto (2020); Sultana et al (2021); Noviani (2021) found that intrinsic motivation has significant influence on job performance, however extrinsic motivation does not have significant with job performance (Apex-Apeh et al, 2020).…”

Section: Research Objective 2 -Relationship Motivation and Job Perfor...mentioning

confidence: 99%

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Relationship Motivation and Job Performance among Public Sector Employee: A Systematic Literature Review

Hasan,

Halim,

Abdullah

2023

IJARBSS

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A key factor in how well employees perform is motivation. Organizations are concerned with the motivation of their employees, but they are not always aware of what motivates an individual. Job performance and motivation are intimately linked, and a person's level of motivation will have an impact on their level of performance, both positively and negatively. Thus, the goal of this article is to conduct a systematic literature review of the relationship between motivation and job performance among public sector employees. After searching the databases Web of Science, Scopus, and Google scholar, 46 articles were selected. The findings revealed a favourable and statistically significant association between motivation and job performance, as well as motivation's role as a mediator and moderator. The discovery adds to the limited prior research on this collaborative interaction.

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Section: Discussion Discussionmentioning

confidence: 99%

Section: Research Objective 2 -Relationship Motivation and Job Perfor...mentioning

confidence: 99%

Relationship Motivation and Job Performance among Public Sector Employee: A Systematic Literature Review

Hasan,

Halim,

Abdullah

2023

IJARBSS

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“…Kepuasan kerja berpengaruh terhadap kinerja karyawan (Mahardika et al, 2021). Kepuasan kerja berpengaruh positif dan signifikan terhadap kinerja karyawan (Wahyudi et al, 2023). Kurangnya peranan kepimpinan dalam mewujudkan komunikasi harmoni dan menyediakan panduan pekerja akan membawa kepada tahap prestasi pekerja yang rendah.…”

Section: Pendahuluanunclassified

Pengaruh Kepemimpinan,motivasi Dan Lingkungan Kerja Terhadap Kepuasan Kerja

Riyono,

Hidayat,

Irvan

et al. 2023

JRKTL

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Gaya kepemimpinan merupakan pendekatan atau metode yang dipilih untukmengarahkan dan mempengaruhi karyawan agar tingkat produktifitas perusahaan,efektifitas, profitabilitas, kinerja dapat tercapai sesuai dengan tujuan yangdiinginkan. Tujuan penelitian adalah untuk mengemukakan pengaruhkepemiminan, motivasi, dan lingkungan kerja terhadap kepuasan kerja. Penelitianmenggunakan pendekatan kualitatif deskriptif dengan jenis penelitian kepustakaan(library research), yaitu serangkaian penelitian yang berkenaan denganmetode pengumpulan data pustaka. Menganalisis teori dan keterkaitan antarvariabel melalui buku maupun jurnal secara luring di perpustakaan maupundaring yang diperoleh melalui Mendeley, Scholar Google maupun mediadaring lain. Hasil penelitian menunjukkan gaya kepemimpinan yang efektif dalammengelola sumber daya perusahaannya akan berpengaruh pada perilaku parakaryawannya dengan indikasi terciptanya semangat kerja yang akan mempengaruhikinerja perusahaan secara keseluruhan.

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“…When employees are happy in their careers, they are more likely to be motivated, engaged and committed to their work, leading to better job performance. Therefore, it is crucial for employers to create a work environment that fosters career happiness, which can ultimately lead to better business outcomes (Kumar & Pansari, 2016;Wahyudi et al, 2023;Yousuf & Saqib, 2021). this dependence, the Government of Oman has set a goal to achieve significant diversification through its Vision 2040 (Oman Government, 2020).…”

Section: Introductionmentioning

confidence: 99%

Factors determinant of career happiness in Oman banking sector

Awashreh,

Omri

2024

SA Journal of Human Resource Management

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Although, the effect of career happiness on employee performance has been widely explored in various industries, limited studies however, have focussed on the banking sector (Mishra et al., 2020;Singh & Banerji, 2022;Yousuf & Saqib, 2021). This sector is particularly important as it plays a vital role in the economies of every country. About 20 banks are operating in Oman. The banking system in Oman can be divided into two particular sectors. The first sector is the local commercial sector, under which most of the banks in Oman fall. The second sector is the foreign bank sector, where branches of different foreign banks have opened offices in Oman Central Bank of Oman, 2023).Oman's economy heavily relies on oil and gas (Al-Sarihi & Cherni, 2022), with approximately 78% of the revenue coming from this sector (The International Trade Administration, 2023). To reduce Orientation: The concept of happiness at work has attracted increasing interest, and research shows that employee performance does not only depend on skills and abilities. Job satisfaction or career happiness also plays an important role. When employees are satisfied with their careers, they are more likely to be motivated, engaged and committed to their work, which leads to better performance. Research purpose:To investigate the factors that determine the career happiness of employees who are working in the banking sector in Oman, and identify the factors that influence career happiness.Motivation for the study: Career happiness in Oman's banking sector is a crucial and new topic. This study aims to identify causes and improve performance for researchers and practitioners. Research approach/design and method:The study relies on quantitative methods, using a survey gathered electronically from 144 respondents from different banks operating in Oman. The survey has eight major aspects with questions for each aspect. Data are analysed using various statistical methods, including descriptive analysis, independent sample tests, Analysis of Variance (ANOVA) and multiple comparisons. Main findings:The study found that line manager and colleagues are the top factors influencing career happiness, followed by working days, work environment, job security and financial incentives. No differences were found on gender or educational level.Practical/managerial implications: This research explores factors influencing career happiness in the banking sector, providing insights for managers to create a positive work environment, boosting employee performance and contributing to the growth and success of the Oman banking sector. Contribution/Value-add:This study provides specific determinant factors affecting the career happiness of employees working in banking sectors in Oman. Both human resources researchers and practitioners could benefit from the research findings.

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Leadership Style, Motivation, and Work Environment on Job Satisfaction and Employee Performance at the Environment and Hygiene Department of Pekanbaru City

Cited by 5 publications

References 12 publications

Relationship Motivation and Job Performance among Public Sector Employee: A Systematic Literature Review

Relationship Motivation and Job Performance among Public Sector Employee: A Systematic Literature Review

Pengaruh Kepemimpinan,motivasi Dan Lingkungan Kerja Terhadap Kepuasan Kerja

Factors determinant of career happiness in Oman banking sector

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