The purpose of this study is to determine the effect of job satisfaction, organizational justice, and organizational commitment to employee turnover intention. This research was conducted at PT. BPR Bali Dananiaga Denpasar. The total population in this study is 45 employees, and obtained the target population which is a sample of 34 employees with probability sampling method. Data collection was done through interviews and questionnaires. Data analysis technique used is multiple linear regression analysis. Based on the results of the analysis found that job satisfaction has a negative effect and significant employee turnover intention. These results prove that if the higher job satisfaction perceived by employees, the lower turnover intention employees. Organizational justice has a negative and significant effect on employee turnover intention. These results prove that the higher the employees feel the fairness of the organization the lower turnover intention employees. Organizational commitment has a negative and significant effect on employee turnover intention. These results prove that the higher the commitment in the company, it will be able to reduce employee turnover intention.
Organizational commitment is greatly affecting the quality of services provided by a customer oriented organization, particularly for hotels and inns. The satisfaction and loyalty of the customer are derived from superior service quality. The innovative service of the employees' behavior can be improved by increasing knowledge-sharing among employees. The purpose of this study is to examine the relationship between work motivation and job satisfaction with knowledge-sharing behavior at 4 star hotels in Badung regency, Bali, as well as to predict the role of organizational commitment as mediation in the relationship between work motivation and job satisfaction on knowledge-sharing behavior. This study uses a quantitative approach. The population of the study is 17 four star hotels located in Badung regency of Bali. There are 123 samples taken by applying to the operational employees at the level of the rank and file as the unit for analysis. Structural Equation Model with PLS 2.0 was applied to analyze the data. The result showed that there is a significant relationship between job satisfaction and the organizational commitment. Work motivation has no significant positive relationship toward organizational commitment and knowledge-sharing behavior. The organizational commitment has the full mediation role for the relationship between job satisfaction and knowledge-sharing behavior. The novelty in this study is the examination of the relationship between work motivation and knowledge-sharing behavior and the examination of the role of organizational commitment as mediation. Organizations need to increase employees' job satisfaction as this will have an impact on improving organizational commitment. Increased organizational commitment is essential to improve employees' quality of services provided to customers. Improved quality of service, to avoid the failure of service delivery and reduce operational costs, can be improved by developing knowledge-sharing behavior.
The development of an increasingly advanced era affects the business, especially the culinary field, business competition that occurs need to be balanced with the optimal utilization of company resources. Employee retention is needed as a function and competitiveness of the company. Companies need to focus on talent management and employee engagement to engage employees who can have an effect on increasing employee retention. The purpose of this study was to examine the effect of talent management on employee retention with employee engagement as a mediation variable at the employees of Sardine Restaurant Seminyak Bali. The study used the census method in determining the sample of 60 respondents, through path analysis technique. Based on the analysis results can be seen that talent management has a positive and significant influence on employee engagement. Talent management has a positive and significant influence on employee retention. Employee engagement has a positive and significant impact on employee retention. Employee engagement is able to give positive influence in mediating talent management relationship to employee retention on Sardine Restaurant Seminyak Bali employee. Keywords: talent management, employee engagement, employee retention
Organization expects to achieve a good performance. Organizational performance can be measured if the individual or group of employees has had had success criteria or standards set by the organization. Organizational performance is often not be optimal for several reasons including a lack of support for human resources quality. Perceived job satisfaction of the employees, as well as the placement the employees in the organization and work competencies possessed may have impacts on the achievement of employee performance and organizational performance. This study was conducted to access the influence of competency and placement of employees on satisfaction and performance of employees of the Department of Education, Culture, Youth and Sports (PKPO) in Ngada Regency. 66 employees are selected. Data were collected by questionnaires and the analyzed using path analysis. The results of the analysis prove that the competency and placement have positive and significant effect on job satisfaction and that the competency and placement have positive and significant impact on employee performance. It is also proved that job satisfaction has positive and significant impact on employee performance. Validation of the model shows the value of the coefficient of determination of 0.94, which means the performance variable is explained by competence, placements and job satisfaction of 94% and the remaining 6 % is explained by other factors beyond our model instance variables such as work environment, discipline, leadership and culture organization. Competence variable is proven affects the performance through satisfaction, but in influencing the performance, direct competence affect performance is more powerful compared to the competence affect performance through job satisfaction. Placement variable is proven affects the performance through satisfaction, but in influencing the performance, direct placement affect performance is more powerful compared to the placement affect performance through job satisfaction. The analysis concluded that the variable competence, placement and job satisfaction have positive and significant impact on the performance of the officer. In an effort to achieve an optimized organizational performance, it is recommended that further enhance the performance of the officer, the officer job satisfaction in the work should always get the attention of the organization. Placement officers in acting roles and responsibilities of the organization should also base on competence, experience and interest and continue to increase the competency of officers because of the competency of personnel adequate and appropriate organization standard, the performance and the organization's goals can be achieved.
Performance is a key factor in organizational success. The better the performance produced by the employee, the faster the achievement of organizational goals. Employee performance will be maximal if it is able to manage stress, has commitment to its work and can divide the time between work roles and family roles. Performance factors are important aspects in managing human resources effectively and efficiently. This study aims to examine and analyze the effect of work-family conflict, work stress and organizational commitment on employee performance. Data collection was conducted by distributing questionnaires to 133 government employees at the DPRD Secretariat of the Province of Bali. This study uses saturated samples by distributing questionnaires to 133 employees as respondents. The data analysis technique used is path analysis. The results showed that work-family conflict directly had a significant negative effect on organizational commitment. Job stress has a significant negative direct effect on organizational commitment. Work-family conflict directly has a significant negative effect on employee performance. Job stress has a significant negative direct effect on employee performance. Whereas organizational commitment has a significant positive direct effect on organizational commitment.
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