Pengaruh Kompensasi, Gaya Kepemimpinan Transformasinal dan Stres Kerja terhadap Kepuasan Kerja Tenaga Kesehatan Brsu Tabanan

Job satisfaction is an assessment of the feelings of individuals, whether or not satisfied with their work in an organization. The importance of job satisfaction encourages many studies that explore the antecedent factors. The purpose of this study was to examine the effect of compensation, transformational leadership style and job stress on job satisfaction. The research was conducted at Badan Tabakit Umum (BRSU) Tabanan. The number of samples taken 87 employees, with the method of Proportional Stratified Random Sampling. Data collection is done through observation, interview and questionnaire. The analysis technique used is multiple linear regression. Based on the results of the analysis found that compensation and transformational leadership style have a positive and significant effect on job satisfaction and work stress have a negative and significant effect on job satisfaction. This research provides information that in order to increase job satisfaction on employees, the management needs to increase financial and non financial compensation to employees, place employees according to their expertise, and provide opportunities for employees in issuing opinions

Effect of Self-efficacy, Competence and Compensation in Performance of Financial Manager on Motivation as Moderation

This study aims to examine the effect of self-efficacy, competence, and compensation on the performance of financial management employees with motivation as moderating. The population in this study were all financial management employees at Udayana University in 2019. The study sample was determined by the nonprobability sampling method which obtained a total sample of 92 people. This study uses primary data and secondary data. The data analysis technique used in the study was multiple linear regression analysis and moderated regression analysis. The results showed that the variables of self-efficacy, competence, and compensation had a positive effect on the performance of financial management employees. Motivation does not moderate the effect of self-efficacy and competence on the performance of financial management employees. Motivation strengthens the effect of compensation on the performance of financial management employees