Remuneration Of Employee Performance (Work Satisfaction and Motivation as a Variable of Mediation)

Islam, Hayatul; Purnamasari, Femei

doi:10.4108/eai.10-9-2019.2289386

Cited by 3 publications

(3 citation statements)

References 7 publications

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“…This satisfaction was relative and subjective, which it was referred that every individual has satisfaction level and this satisfaction might be increased due to the individual need. Islam and Purnamasari (2019) in their article have explained another perspective which the researcher with economic psychology background argued that the practice of remuneration scheme relating to performance at a public sector could ruin individual performance when it was faced to job satisfaction. Moreover, the job satisfaction was also affected by other variables outside of remuneration.…”

Section: Moderation Of Job Satisfaction In the Effects Of Remuneratio...mentioning

confidence: 99%

Remuneration, Organizational Commitment, and Job Satisfaction: The Effects on Lecturer Performance A Study at UPN Veteran Jawa Timur

Kustini¹,

Sulistyaningsih²,

Rosyanti³

2022

Preprint

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Tri Dharma Perguruan Tinggi (Three Pillars of Higher Education) is an obligatory outline that must be obeyed by lecturer as an academician in university range in Indonesia. The lecturer is not only charged on three main duties, but the lecturer is also assigned to handle a variety of other supporting activities, therefore the lecturer profession may have a high work complexity and enable the decrease of performance level periodically. One of strategies to improve the lecturer performance is to set up remuneration to them each semester. Based on the survey conducted at University of Pembangunan Nasional Veteran, East Java which has involved about 210 lecturers as the research samples and adopted quantitative method by using SmartPLS refers that remuneration and job satisfaction can affect lecturer performance, while organizational commitment is not proven to affect the lecturer performance. Furthermore, the job satisfaction mediates a relation between remuneration and performance, but the commitment does not refer as a mediation variable between remuneration and performance.

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Section: Moderation Of Job Satisfaction In the Effects Of Remuneratio...mentioning

confidence: 99%

Remuneration, Organizational Commitment, and Job Satisfaction: The Effects on Lecturer Performance A Study at UPN Veteran Jawa Timur

Kustini¹,

Sulistyaningsih²,

Rosyanti³

2022

Preprint

View full text Add to dashboard Cite

show abstract

“…Interestingly, while compensation was ranked highly in terms of its influence on job satisfaction, the mean satisfaction scores revealed that faculty members were relatively satisfied with their current packages. This apparent contradiction might reflect a subtle reality where faculty members, despite acknowledging their contentment with the existing packages, still consider improved compensation a priority for enhancing job satisfaction 23,24 . This indicates a broader context where even satisfactory aspects of employment are seen as areas for potential enhancement to achieve higher satisfaction levels.…”

Section: P R O V I S I O N a L L Y A C C E P T E D F O R P U B L I C ...mentioning

confidence: 99%

Factors influencing faculty job satisfaction: a quantitative study of private medical colleges in Karachi

Asad Ali Khan,

Shamsul Arfin Qasmi,

Muhammad Abid

et al. 2024

J Pak Med Assoc

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Objective: To identify key factors influencing academic job satisfaction among faculty members of private medical colleges in an urban setting. Method: The cross-sectional, quantitative study was conducted from October to November 2021 at the Department of Community Health Sciences, Fazaia Ruth Pfau Medical College, Karachi, and comprised faculty members associated with 13 private medical colleges in Karachi. Data was collected using a 32-item questionnaire that was scored on a 5-point Likert scale. Key predictors of job satisfaction were identified and evaluated. Data was analysed using SPSS version 23. Results: Of the 200 subjects surveyed, 106(52.7%) were males. The overall mean age was 29.4±5.2 years. There were 145(72.5%) respondents who were married, 106(53%) had employed spouses, 102(551%) were either professors or associate professors, and 93(46.5%) had professional experience of 1-5 years. Three principal factors were identified; career growth opportunities, working conditions and compensatory packages (p<0.001). The lowest mean satisfaction score was observed for compensatory packages (1.74±0.84), followed by working conditions (2.28±1.41) and career growth (2.38±1.39). Conclusion: Improving compensatory packages, working conditions and career growth opportunities were found to be crucial for enhancing job satisfaction among faculty members in Karachi-based private medical colleges. Key Words: Job satisfaction, Faculty, Private medical colleges, Karachi, Factor analysis.

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“…Performance cannot be achieved optimally if remuneration is not given proportionally (Davidescu et al, 2020;Simmonds et al, 2020). Remuneration is an employment benefit that can be in the form of salary, honorarium, fixed allowance, incentive, bonus or achievement, severance or pension (Islam and Purnamasari, 2019). According to the Rector Regulation of University of Padjadjaran Number 6 of 2020, performance incentives of the University of Padjadjaran are incentives given to lecturers as an appreciation for performance or contribution to University of Padjadjaran.…”

Section: Introductionmentioning

confidence: 99%

The impact of remuneration to performance in public university in Indonesia

Rohida,

Irawati,

Abdoellah

et al. 2024

J. Infras. Policy. Dev.

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The aim of this research is to explore the relationship between remuneration, job satisfaction, and employee performance. Remuneration, in this context, refer to a system synchronization that is based on performance appraisal result. In this, regard, the research employed a descriptive quantitative method, with a population comprising all University of Padjadjaran lecturers which were a total of 2,090. Furthermore, in order to gather the research sample, a probability sampling technique was employed. This technique was selected because of its reputation as the most general strategic sampling technique in quantitative research to achieve representativeness (1). The obtained result showed that there was a positive and significant relationship between the remuneration and job satisfaction of lecturers in University of Padjadjaran. Accordingly, a significant value of 0.000 < 0.05 and a t-count value of 19.330 > 1.95 was observed, meaning the H1 hypothesis in this research was accepted. It is also expedient to acknowledge that a positive and significant relationship was found between job satisfaction and the performance of the lecturers in study area. For this relationship, a significant value of 0.010 < 0.05 and a t-count value of 5.676 > 1.95 was found. These findings led to the acceptance of the H2 hypothesis proposed in this research. Similarly, the relationship between remuneration and the performance of the observed lecturers was found to be positive and significant. The observed significant value in this regard was 0.000 < 0.05 and the t-count value was 4.057 > 1.95, indicating that H3 hypothesis was also accepted. Lastly, the relationship between remuneration and employee performance mediated by job satisfaction of lecturer in University of Padjadjaran was explored, and it was found to also be positive and significant, with a significant value of 0.000 < 0.05 and a t-count value of 5.429 > 1.95. This indicated that the H4 hypothesis proposed in the research was accepted.

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Remuneration Of Employee Performance (Work Satisfaction and Motivation as a Variable of Mediation)

Cited by 3 publications

References 7 publications

Remuneration, Organizational Commitment, and Job Satisfaction: The Effects on Lecturer Performance A Study at UPN Veteran Jawa Timur

Remuneration, Organizational Commitment, and Job Satisfaction: The Effects on Lecturer Performance A Study at UPN Veteran Jawa Timur

Factors influencing faculty job satisfaction: a quantitative study of private medical colleges in Karachi

The impact of remuneration to performance in public university in Indonesia

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