The Influence of Work Culture, Work Stress to the Job Satisfaction and Employees Performance in the State Treasury Service Office in Jakarta, Indonesia

Khuzaeni, Khuzaeni

doi:10.9790/487x-0924954

Cited by 16 publications

(17 citation statements)

References 9 publications

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“…All Khuzaeni et al (2013), which states that work culture is: "... was practically contained some definitions of the pattern of values, attitudes, behaviour, intentions, and results of the work, including any instruments, work systems, technology, and the language it is used. According to Federman (2009), engaged employees will have the character: always focus when completing their work and in subsequent work assignments, be aware of the part of a larger team, be able to organize work, and have mature behaviour in working.…”

Section: Discussionmentioning

confidence: 99%

Influence of Leadership Style, Work Culture and Work Satisfaction on Employee Engagement in The Ministry of Defense of The Republic of Indonesia

2020

JRDM

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This study aims to describe the Management of Human Resources, especially the Management of the State Civil Apparatus (ASN) in the Ministry of Defense of the Republic of Indonesia, through a description of the influence of leadership style, work culture, and work satisfaction on employee engagement. Lack of discipline and employee work ethic, which can be seen from the number of employees who are late and skipping work, are still less concerned with their performance, thus showing an indication of low employee engagement. This research used explanative research with a quantitative approach. Data collection was carried out by survey using a questionnaire with a proportional sampling technique. This research worked together with 37 people from the Directorate General of Defense Forces, and 38 of them taken from the Directorate General of Defense Strategy (57.4%). The results of this study indicate (1) the leadership style has a direct positive effect on employee engagement. (2) Work culture has an immediate positive effect on Employee Engagement. (3) Work satisfaction has a direct positive effect on Employee Engagement. (4) Leadership style has a direct positive effect on work satisfaction. (5) Work culture has a direct positive effect on work satisfaction. (6) Leadership style has a direct positive effect on work culture. (7) Leadership style has a positive indirect effect on Employee Engagement through work culture. (8) Leadership style has an indirect effect on Employee Engagement through work satisfaction and (9) Work culture has a positive indirect effect on employee engagement through work satisfaction. Based on the results of the study concluded that leaders in the Ministry of Defense are advised to promote transformational leadership styles that are able to foster a positive work culture and increase work satisfaction of subordinates (State Civil Apparatus and Military). Also, implement them at various levels of leadership positions within the Ministry of Defense so that employee engagement can grow in all units and organizational levels of the Ministry of Defense.

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Section: Discussionmentioning

confidence: 99%

Influence of Leadership Style, Work Culture and Work Satisfaction on Employee Engagement in The Ministry of Defense of The Republic of Indonesia

2020

JRDM

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“…Work-family conflict may also trigger various pressure which may lead to work stress (Nart and Batur [16], Li et al [34], Khuzaeni et al [42]). Stress in the workplace is a natural occurrence as it is a form of employee response, physically or mentally, towards the change in the environment they perceive as disturbing, resulting in the feelings of being threatened.…”

Section: Discussionmentioning

confidence: 99%

Managing Work Family Conflict and Work Stress through Job Satisfaction and Its Impact on Employee Performance

Riana

2019

jti

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Work satisfaction has an important role in reducing work stress and work family conflict. This research aims to analyze the influence of work family conflict and work stress on the work satisfaction and performance of employees. The sample in this research is 46 married female employees. The data analysis technique used is the Partial Least Square (PLS) by using WarpPLS. The research results show that; work family conflict has a significant and negative influence on job satisfaction. Work family conflict has a significant and negative influence on employee performance. Work stress has a negative and significant influence on job satisfaction. Work stress has a negative and insignificant influence on employee performance. The analysis results provide information that work family conflict and work stress has an indirect influence on employee performance through job satisfaction. Furthermore, the indirect influence of work-family conflict on employee performance through job satisfaction is a full mediation. This means that job satisfaction has a strategic role in reducing the work stress and work family conflict so that it does not have a significant impact on employee performance. Job satisfaction can be improved by providing the feelings of fairness so that women can be satisfied with their job, conducting promotions, and supervisions. Finally, the social support of co-workers and management in the form of implementing family friendly policies is greatly needed to maintain the job satisfaction.

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“…The results of this study are not in line with previous studies which say a poor work culture increases work stress. (Khuzaeni et al, 2013). At the place of this study, namely in SETDA, Purbalingga district illustrates that work culture does not affect work stress.…”

Section: Effect Of Work Culture On Work Stressmentioning

confidence: 83%

The Impact of Generational Characteristic, Workload Work Conflict, Leadership on Job Stress

Salamah¹

2018

JORIM

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The purpose of this study is to determine the effects of generational characteristic, workload,work conflict, leadership, and work culture on work stress. Respondents in this study areSETDA employees including two criteria. First, those born in 1965-1979 and 1980-1994.Secondly, those who work in the SETDA office. Based on the results of research and dataanalysis using multiple regression with dummy variables, the results of this study shows thatgenerational characteristic, leadership and work culture have no effect on work stress.Thus, workload and work conflict has a positive effect on work stress. The implication of theresults of this study, that SETDA needs to strengthen the work culture and maintain goodvalues such as giving support from fellow employees and leaders. Because with strongculture can to reduce work stress among employees. In addition, SETDA needs to improvethe work system like felt by some employees there

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The Influence of Work Culture, Work Stress to the Job Satisfaction and Employees Performance in the State Treasury Service Office in Jakarta, Indonesia

Cited by 16 publications

References 9 publications

Influence of Leadership Style, Work Culture and Work Satisfaction on Employee Engagement in The Ministry of Defense of The Republic of Indonesia

Influence of Leadership Style, Work Culture and Work Satisfaction on Employee Engagement in The Ministry of Defense of The Republic of Indonesia

Managing Work Family Conflict and Work Stress through Job Satisfaction and Its Impact on Employee Performance

The Impact of Generational Characteristic, Workload Work Conflict, Leadership on Job Stress

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