Pengaruh kepuasan kerja, budaya organisasi, komitmen organisasi dan karakteristik pekerjaan terhadap organizational citizenship behavior

Saputri, Erika Ayu; Hendratmoko, Christiawan

doi:10.30872/jmmn.v14i2.11020

Cited by 4 publications

(7 citation statements)

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“…Kepemimpinan transformasional adalah kemampuan seseorang untuk mempengaruhi orang lain sedemikian rupa sehingga orang lain tersebut mau melakukan apa yang diinginkan pemimpinnya meskipun dia tidak menyukainya, Apriliana Rahmawati (2019).…”

Section: Tinjauan Literatur Kepemimpinan Transformasionalunclassified

Kepemimpinan Transformasional, Kompensasi Finansial, dan Lingkungan Kerja: Menelusuri Pengaruhnya terhadap Turnover Intention pada Klinik Dina Akupuntur & Beauty Care di Surabaya & Sidoarjo

Evan Aprillio,

Nugroho

2024

RESLAJ

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The development of technology in the digital era has significantly impacted human resource management (HRM), particularly concerning the high employee turnover that is a primary concern in HRM. This research explores the influence of factors such as transformational leadership, financial compensation, and work environment on employees' turnover intention, aiming to assist companies in designing effective strategies to retain quality employees amidst dynamic market changes. The research object is Dina Acupuncture & Beauty Care Clinic in Surabaya & Sidoarjo. This research involves the entire population of Dina Acupuncture & Beauty Care Clinic in Surabaya & Sidoarjo, totaling 60 individuals. Data collection is carried out using both primary and secondary methods, incorporating interviews, questionnaires, and literature reviews. The research methodology employed is quantitative. Data analysis employs multiple linear regression techniques, and a Likert scale is utilized for sampling. Analytical tests encompass validity, reliability, normality, multicollinearity, heteroskedasticity, F-test, and t-test. Furthermore, data processing is conducted using SPSS software version 25. The research results indicate that the t-test produces a t-value of -3.548 for transformational leadership, which is smaller than the critical t-value of -2.003. Meanwhile, for financial compensation, the t-value is 5.392, exceeding the critical t-value of 2.003. Similarly, for the work environment, the t-value is -4.538, which is smaller than the critical t-value of -2.003. All variables exhibit significance below 0.05. Partially, transformational leadership and the work environment have a significant negative influence on turnover intention. On the other hand, financial compensation has a significant positive impact on turnover intention. The F-test yields an F-value of 23.775, surpassing the critical F-value of 2.77, with a significance of 0.000 < 0.05. This indicates that collectively, transformational leadership, financial compensation, and the work environment significantly influence turnover intention. Based on the results of this research, it can be concluded that independent variables, such as transformational leadership and the work environment, partially have a significant negative impact on the dependent variable, namely employee turnover intention. Meanwhile, financial compensation partially has a significant positive influence on turnover intention. Collectively, the independent variables, including transformational leadership, financial compensation, and the work environment, significantly affect the dependent variable, namely turnover intention. This conclusion indicates that these factors play a crucial role in understanding and managing employees' tendencies to leave their jobs. Therefore, when developing company strategies and policies, it is essential to consider these aspects to enhance employee retention and achieve organizational goals more effectively.

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Section: Tinjauan Literatur Kepemimpinan Transformasionalunclassified

Kepemimpinan Transformasional, Kompensasi Finansial, dan Lingkungan Kerja: Menelusuri Pengaruhnya terhadap Turnover Intention pada Klinik Dina Akupuntur & Beauty Care di Surabaya & Sidoarjo

Evan Aprillio,

Nugroho

2024

RESLAJ

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“…Job characteristics are better able to increase employee satisfaction because they can design the job itself so that employees can recognize their own unique identity and the importance of the tasks given due to various autonomy, skills, and feedback to provide increased job satisfaction in the future. According to research conducted by Pramuditha, (2020), Herawati et al, (2022), Januardi, (2021), Rahmawati & Hudayah, (2019), and Saputra, (2021) a review of several previous studies which stated that there is an effect through testing in research. Based on these findings, propose the following hypothesis for this study: H2: Job characteristics significant and positive influence on job satisfaction.…”

Section: The Impact Of Job Characteristics On Job Satisfactionmentioning

confidence: 99%

“…Employees are likely to identify job characteristics that are consistent with their goals such as jobs that provide time for those who need it to advance themselves, require them to take on extra responsibilities for themselves or their employer, and reward good behavior by rewarding those who behave well. According to research conducted Indrawati (2019), Yustina Sapan (2019), and Rahmawati & Hudayah, (2019), a review of several previous studies that have been put forward, the following hypothesis can be developed in this research as follows:…”

Section: The Impact Of Job Characteristics On Work Motivationmentioning

confidence: 99%

Antecedents of Job Satisfaction Mediated by Work Motivation

Nurmasari,

Endratno,

Suyoto

et al. 2024

MINISTAL

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This research aims to determine the antecedents of job satisfaction mediated by work motivation. This research is quantitative using Partial Least Square version 4.0. The sample uses census techniques of 102 respondents. The results of the research individual characteristics and workload have a positive and significant effect on job satisfaction, job characteristics, and organizational culture do not affect job satisfaction, organizational culture has no significant effect on job satisfaction, job characteristics have a positive and significant effect on work motivation, organizational culture positive and significant effect on work motivation, workload has a significant effect on work motivation, work motivation does not affect job satisfaction, individual characteristics, job characteristics, organizational culture, and workload cannot mediate employee work motivation on job satisfaction.

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“…These feelings of happiness or displeasure arise because employees have a set of desires, needs, desires, and past experiences that shape their work expectations. Previous research which states that job satisfaction can influence employee performance is research conducted by Kirana et al (2022), Khair (2022), Salsabilla & Suryawan (2022), Prasetia et al (2021), Ariadi et al (2023), Nastyoko (2022 ), Suryadinata (2023), Wicaksono & Gazali (2021), Saputri & Hendratmoko (2022), Lestari & Ghaby (2018). However, there is still previous research that rejects the results of the research above, namely research conducted by Fitri & Endratno (2021), Fauziek & Yanuar (2021), and Annisa (2017.…”

Section: Introductionmentioning

confidence: 99%

The Rolef Organizational Citizenship Behavior in Mediating the Influence of Transformational Leadership and Job Satisfaction on the Performance Of PT Employees. Safari Wonder Bali in Gianyar District

WIDYAWATI,

PUTRA,

AMERTA

2024

IJESSS

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Safari Wonders Bali is one of the business units of Taman Safari Indonesia which operates in the retail sector for selling Taman Safari Indonesia souvenirs. The aim of this research is the role of organizational citizenship behavior in mediating the influence of transformational leadership and job satisfaction on employee performance. The number of samples used in this research was 51 and the hypothesis was tested using SEM-PLS inferential data analysis. The results of this research show that transformational leadership has a positive and significant effect on employee performance. Job satisfaction has a positive and significant effect on employee performance. Transformational leadership has a positive and significant effect on OCB. Job satisfaction has a positive and insignificant effect on OCB. OCB has a positive and significant effect on employee performance. OCB mediates the influence of transformational leadership on employee performance. OCB does not mediate the effect of job satisfaction on employee performance. The implication of this research is that the relationship between transformational leadership and employee performance, the relationship between job satisfaction and employee performance, the relationship between transformational leadership and OCB and the relationship between OCB and employee performance are real.

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Pengaruh kepuasan kerja, budaya organisasi, komitmen organisasi dan karakteristik pekerjaan terhadap organizational citizenship behavior

Cited by 4 publications

References 0 publications

Kepemimpinan Transformasional, Kompensasi Finansial, dan Lingkungan Kerja: Menelusuri Pengaruhnya terhadap Turnover Intention pada Klinik Dina Akupuntur & Beauty Care di Surabaya & Sidoarjo

Kepemimpinan Transformasional, Kompensasi Finansial, dan Lingkungan Kerja: Menelusuri Pengaruhnya terhadap Turnover Intention pada Klinik Dina Akupuntur & Beauty Care di Surabaya & Sidoarjo

Antecedents of Job Satisfaction Mediated by Work Motivation

The Rolef Organizational Citizenship Behavior in Mediating the Influence of Transformational Leadership and Job Satisfaction on the Performance Of PT Employees. Safari Wonder Bali in Gianyar District

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