PENGARUH MOTIVASI KERJA DAN REWARD TERHADAP LOYALITAS KARYAWAN MELALUI KEPUASAN KERJA (Studi kasus pada PT XYZ Sidoarjo)

This research was conducted on employees of the of PT XYZ. With the purpose of this study to determine and analyze: (1) the effect of work motivation on employee loyalty, (2) the effect of reward on employee loyalty, (3) the effect of work motivation on job satisfaction, (4) the effect of reward on job satisfaction, (5) job satisfaction on employee loyalty, (6) the effect of work motivation on employee loyalty through job satisfaction, (7) the effect of reward on employee loyalty through job satisfaction. This research uses a quantitative approach, with a path analysis method through the SPSS 25 program, by testing 45 respondents' answers. This study obtained the results: work motivation has a positive and significant effect on employee loyalty, reward has a positive and significant effect on employee loyalty, work motivation has a positive and significant effect on job satisfaction, reward has a positive and significant effect on job satisfaction, job satisfaction has a positive and significant effect on employee loyalty, job satisfaction has a mediating role in the relationship between work motivation and employee loyalty, job satisfaction has a mediating role in the relationship between reward and employee loyalty

PENGARUH WORK-LIFE BALANCE TERHADAP KEPUASAN KERJA KARYAWAN MILENIAL

Employee job satisfaction is a feeling of satisfaction or a sense of achievement that an employee gets from his job. Employee job satisfaction is individual, because each individual certainly has a different level of job satisfaction from one another. One of the factors causing the low level of employee satisfaction is not implementing a Work-life balance. Employees who apply Work-life balance in their lives will be able to share their time fairly between work life and also life outside of work. Automatically this can increase employee job satisfaction. The purpose of this study was to determine the effect of Work-life balance on Millennial Employee Job Satisfaction. This type of research is quantitative correlation. The population in this study are millennial employees with an age range of 22-42 years. The number of subjects used in this study were 248 people using the non-probability sampling technique inthe form of accidental sampling. The scale used in this research is the Work- life balance scale and the Job Satisfaction scale (JSS). The results of this study found that there was a positive effect of the Work-life balance variable on job satisfaction of 48.4% and the other 51.6% was influenced by factors outside the variables not examined. It gets better the implementation of Work-life balance carried out by employees, the higher level job satisfaction obtained

PENGARUH DISIPLIN KERJA TERHADAP KINERJA KARYAWAN DENGAN KEPUASAN KERJA SEBAGAI VARIABEL MEDIASI PADA KARYAWAN CV. EUREEKA INDONESIA

This study examines the effect of work discipline on employee performance with job satisfaction as a mediating variable. This research was conducted at CV. Eureeka Indonesia with a sample size of 31 employees. This type of research uses quantitative methods. The data collection technique in this study used questionnaires. The data analysis technique in this study is Partial least square (PLS). The result showed that there is a positive and significant effect of work discipline on employee performance, there is a positive and significant effect of work discipline on job satisfaction, there is a negative and significant effect of job satisfaction on employee performance, and the indirect effect of work discipline on employee performance through job satisfaction is negative and significan

When employer brand image aids employee satisfaction and engagement

Purpose – The purpose of this paper is to test whether employee characteristics (age, gender, role and experience) influence the effects of employer brand image, for warmth and competence, on employee satisfaction and engagement. Design/methodology/approach – Members of the public were surveyed as to their satisfaction and engagement with their employer and their view of their employer brand image. Half were asked to evaluate their employer’s “warmth” and half its “competence”. The influence of employee characteristics was tested on a “base model” linking employer image to satisfaction and engagement using a mediated moderation model. Findings – The base model proved valid; satisfaction partially mediates the influence of employer brand image on engagement. Age, experience gender, and whether the role involved customer contact moderate both the influence of the employer brand image and of satisfaction on engagement. Practical implications – Engagement varies with employee characteristics, and both segmenting employees and promoting the employer brand image differentially to specific groups are ways to counter this effect. Originality/value – The contexts in which employer brand image can influence employees in general and specific groups of employees in particular are not well understood. This is the first empirical study of the influence of employer brand image on employee engagement and one of few that considers the application of employee segmentation

PENGARUH MOTIVASI TERHADAP KEPUASAN KERJA KARYAWAN PADA CV. MITRA SEJATI KOMUNIKA MALANG

Keywords: Motivation, Employee Job Satisfaction The purpose of this study is to investigate influence of Motivation on Employee Satisfaction at CV. True Partners Malang. This influence is using his theory Herzberk consisting of two variables: Motivator factors that have indicators include achievement, recognition, work itself, and responsibility, as well as Hygiene factors which consists of wages / salaries, supervision, working conditions, and company policies. Data were collected using a questionnaire from the employees who work for a customer on the CV. True Partners KomunikaMalang. The hypothesis in this study is suspected that the motivation factor consisting of hygiene and motivator factors significantly influence job satisfaction of employees at CV. True Partners Community and suspected that hygiene factors are factors that most strongly influence employee job satisfaction on the CV. True Community Partner. The results showed that the motivation of motivators and hygiene factors have a significant impact on employee job satisfaction on CV. True Partners Community Malang. This is supported by the results of rata-rata calculation motivation factor scale range of 125.25 obtained figures that fall into the category of very high, rata-rata calculation of scale factors obtained rate of 126.5 hygiene included in the category of very good, and the calculation of average average employee satisfaction scale ranges obtained figure of 109.63 is included in the category of satisfied results. based on the coefficient of determination (R ²) obtained yield was 0.822, which means that the effect of motivating factors and hygiene factors on job satisfaction of employees in charge of finding customers at CV.Mitra True Community of 82.2% can be explained by factors motivators and hygiene factors, while the remaining the remaining approximately 17.8% explained by other variables. In multiple linear regression analysis the value of b1 or X1 (motivator factors) obtained the value 0.239 and the value of b2 or X2 (hygiene factors) obtained the value 1.187, from hasi it can be concluded that the most powerful factor or factors are the most dominant impact on job satisfaction of employees charge of looking for customers in CV.Mitra True Community is a hygiene factor (X2). The conclusion of this research is, motivation factor is to motivate employees so that the presence of motivator factors are expected to resume in order to maintain and improve employee job satisfaction for example to further motivate employees with a variety of different ways such as promotion, employee development, and expected the CV. True Partner Community to always pay attention and keep hygiene factor variables remains to be especially good for employees, it is extremely determine the level of employee satisfaction

PENGARUH PELATIHAN TERHADAP KINERJA KARYAWAN MELALUI KEPUASAN KERJA SEBAGAI VARIABEL INTERVENING (Studi Pada Karyawan Rayz UMM Hotel)

This research aims to determine the effect of training on employee performance through job satisfaction as an intervening variable. This research was conducted at the Rayz UMM Hotel with contract employees in the F&B Product, F&B Service, housekeeping, HRD/Security and front office departments with a total of 46 respondents. This type of research uses quantitative methods. The sampling technique in this research uses saturated sampling where the entire population is sampled. Data collection for this research used a questionnaire. The data analysis technique used in this research is using a range of scales and Partial Last Square (PLS) 4.0. The research results show that training has no significant effect on employee performance, training has a positive and significant effect on job satisfaction, job satisfaction has a positive and significant effect on employee performance, and job satisfaction is able to mediate the relationship between training and employee performance

High Performance HR Practices And Customer Satisfaction: Employee Process Mechanisms

This research examined organizational commitment and customer focus as mediators between HR practices and customer satisfaction of seventy-one work units from twenty-five business units from a single firm in the food service industry. Customer satisfaction was assessed by ratings from multiple customers eighteen months after HR practices and process mechanisms were assessed from unique groups of employee respondents. Results suggest that employee commitment and customer focus partially mediate the relationship between HR practices and customer satisfaction

Open Door Policies: Measuring Impact Using Attitude Surveys

This study examines employee perceptions of an Open Door Complaint System from both those who have filed claims and those who have not. Our sample includes over 4000 employees working in a Fortune 100 company. We examine these perceptions through an organization wide employee attitude survey. Analyzing situation specific perceptions, we examine their relationship with overall fairness, satisfaction and intent to remain with the organization. Results suggest that a positive Open Door incident raises both distributive and procedural justice perceptions. In turn, fairness perceptions influence satisfaction levels. Finally, results indicate that satisfaction has a strong effect on the intent to remain with the organization. Implications are discussed for both complaint systems and employee opinion surveys

Does Union Membership Really Reduce Job Satisfaction?

We investigate the effect of union membership on job satisfaction. Whilst it is common to study the effects of union status on satisfaction treating individual membership as given, in this paper, we account for the endogenous selection induced by the sorting of workers into unionised jobs. Using linked employer-employee data from the 1998 British Workplace Employee Relations Survey, we address the question of how the membership decision is related to overall job satisfaction and to satisfaction with pay. Once the endogeneity of membership is accounted for, the marked difference in job satisfaction between unionised and non-unionised workers characterising raw data disappears, indicating that a selection effect, rather than a causal effect, explains the relationship.Job satisfaction, Trade unions, Linked employer-employee data