The Effects of Family Issues and Supervisor Support on Work Satisfaction and Work Innovation: A Driver Intention to Remain?

Wulandari, Fitri

doi:10.18196/mb.11186

Cited by 3 publications

(7 citation statements)

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“…That is the conclusion of the sixth hypothesis of this research. Thus, this study's results do not support [27], which states that the Quality of Work Life directly or indirectly affects employee performance. The indirect effect in Husnawati's study is through intervening variables Job Satisfaction and Organizational Commitment.…”

Section: Job Satisfaction Mediates the Influence Of The Quality Of Wocontrasting

confidence: 92%

“…Most of the employees assess that the Quality of Work Life's improvement gives a sense of satisfaction. The results of this study are in line with the research of [27], [28], [19]…”

Section: Effect Of Quality Of Work Life On Job Satisfactionsupporting

confidence: 91%

“…Other studies suggest that Quality of Work-Life has a significant positive effect on performance, such as Husnawati's analysis [27]. However, in this study, where the research subjects were the Statistic Bureau of Yogyakarta Special Province employees, there has no significant effect between the Quality of Work-Life to Performance.…”

Section: Effect Of Quality Of Work Life On Performancecontrasting

confidence: 67%

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Effect of Quality of Work Life on Performance: The Role of Satisfaction and Work Discipline

Haryono¹,

Pamungkas²

2021

Proceedings of the 4th International Conference on Sustainable Innovation 2020-Accounting and Management (ICoSIAMS 2020)

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This research aims to study the influence of the Quality of Work Life on Job Performance of Statistic Bureau of Yogyakarta Special Province with Job Satisfaction and Work Discipline as an intervening variable. The data collection is by distributing questionnaires to all Statistic Bureau of Yogyakarta Special Province employees as respondents. The analysis used is descriptive and inferential. The descriptive analysis provides information on the characteristics of useful research data on demographic data. Meanwhile, the inferential study examines the research hypothesis by using Structural Equation Model (SEM) Partial Least Square (PLS) using Smart PLS 3 software. Seventy-six employees of the Statistics Bureau of Yogyakarta Special Province could be as many as 74 respondents because one person is Task Learning. One more person has to move the region assignments. The results showed a significant positive effect of Quality of Work Life on employees' Job Satisfaction and Work Discipline. However, it turns out that the impact of job satisfaction on employee performance is not significant. The influence of Work Discipline on Performance is significantly positive. Thus Work Discipline is an intervening variable on the effect of Quality of Work Life on Performance. Job Satisfaction is not an intervening variable on the impact of Quality of Work Life on employee performance.

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Section: Job Satisfaction Mediates the Influence Of The Quality Of Wocontrasting

confidence: 92%

“…Most of the employees assess that the Quality of Work Life's improvement gives a sense of satisfaction. The results of this study are in line with the research of [27], [28], [19]…”

Section: Effect Of Quality Of Work Life On Job Satisfactionsupporting

confidence: 91%

Section: Effect Of Quality Of Work Life On Performancecontrasting

confidence: 67%

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Effect of Quality of Work Life on Performance: The Role of Satisfaction and Work Discipline

Haryono¹,

Pamungkas²

2021

Proceedings of the 4th International Conference on Sustainable Innovation 2020-Accounting and Management (ICoSIAMS 2020)

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“…In a study conducted by Smithikrai & Phetkham (2019), it is assumed that work-life balance, psychological empowerment, and job satisfaction are critical situational factors that can encourage intention to stay. This is also supported by Wulandari (2020) that there are many supporting factors including job satisfaction, external role behavior, organizational support, teamwork support, and superior support. H1: Job autonomy has a positive effect on psychological empowerment H2: Supervisor support has a positive effect on psychological empowerment…”

Section: Introductionmentioning

confidence: 76%

“…Supervisor support can affect the intention to stay (Ramdhani et all., 2017). A study carried out by Wulandari, (2020) adds that supervisor support has the highest impact in developing and increasing satisfaction and the desire to stay in the organization. H4: Job autonomy has a positive effect on the intention to stay H5: Supervisor support has a positive effect on the intention to stay…”

Section: The Effect Of Job Autonomy and Supervisor Support On The Intention To Staymentioning

confidence: 99%

The Effect of Work-Life Balance on Intention to Stay Mediated by Psychological Empowerment

Sofia¹,

Walyoto²

2021

JMIF

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This study was intended to analyze the effect of supervisor support and job autonomy on the intention to stay. This study also examines the effect of psychological empowerment on the intention to stay. The sampling method used was non- probability sampling with the samples of female nurses in all hospitals in the Sragen Regency. The analysis used the Structural Equation Model (SEM) Software using AMOS 22 to test and estimate the causal relationship of a combination of statistical data and qualitative causal assumption data. The results of the SEM analysis of 187 respondents showed that there was a significant effect of psychological empowerment on supervisor support and intention to stay. However, psychological empowerment cannot bridge the effect of job autonomy and the intention to stay. Furthermore, this study also shows that variable of the supervisor support is the most significant variable in affecting psychological empowerment compared to job autonomy. Thus, the best strategy in increasing the desire of employees to stay in the company is to increase supervisor support and psychological empowerment.

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Effect Positive of Learning Agility on Salespeople Turnover Intention in The Automotive Sector

Aulia Khoirunnisa,

Usman

2024

NEJESH

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This research aims to examine and analyze the influence of job satisfaction, learning agility and work engagement on salespeople turnover intention in the automotive sector. This study uses a quantitative approach, collecting data from 113 respondents in a sample using questionnaires. Structural Equation Modeling - Partial Least Square (SEM-PLS) with SmartPLS 3.0 software was used for data analysis and hypothesis testing in this research.. The findings of research on turnover intention show that job satisfaction and learning agility have a direct and significant influence on turnover intention. Meanwhile, the results of research on employee engagement do not have a significant direct influence on turnover intention, and work engagement cannot mediate between job satisfaction and learning agility on sales force turnover intention in the automotive sector.

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The Effects of Family Issues and Supervisor Support on Work Satisfaction and Work Innovation: A Driver Intention to Remain?

Cited by 3 publications

References 0 publications

Effect of Quality of Work Life on Performance: The Role of Satisfaction and Work Discipline

Effect of Quality of Work Life on Performance: The Role of Satisfaction and Work Discipline

The Effect of Work-Life Balance on Intention to Stay Mediated by Psychological Empowerment

Effect Positive of Learning Agility on Salespeople Turnover Intention in The Automotive Sector

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