<p><em>This study aims to examine and analyze the influence of leadership style on job satisfaction with organizational commitment as the intervening variable. The object of this research is the staff of general administration and finance of Islam Hospital, Banjannasin. In accordance with the above objectives, in this study four hypotheses have been formulated.</em></p><p><em>The sampling of this research used saturated sample method by using the entire population as the samples. This study used 50 respondents, and all respondents were the staff of general administration and finance of Islam Hospital, Banjarmasin. To facilitate the problem solving, this research was conducted by using regression analysis, path analysis and Sobel Test with the help ofSPSS V.23</em></p><p><em>The results of this study indicated that leadership style had a positive and significant impact on organizational commitment. Leadership style has a positive and significant effect onjob satisfaction. Organizational commitment had a positive and significant effect on job satisfaction and organizational commitment had positive and significant effect as the intervening variable/mediation between leadership style and job satisfaction .</em></p>
Penelitian ini bertujuan untuk mengetahui pengaruh dari LDR, NPLdanUkuran Perusahaan terhadap Profitabilitas Perbankan yang Terdaftar di Otoritas Jasa Keuangan (OJK). Metode penelitian yang digunakan dalam penelitian ini adalah metode penelitian kuantitatif dengan menggunakan jenis data sekunder yang berasal dari laporan keuangan tahunan selama periode 2015- 2019. Sampel didalam penelitian ini berjumlah 72 bank yang terdaftar di Otoritas Jasa Keuangan dengan teknik pengambilan sampel purposive sampling. Teknik analisis data yang digunakan didalam penelitian ini adalah statistik deskriptif, analisis linear berganda, uji persyaratan analisis, uji asumsi klasik, dan uji hipotesis. Hasil dari penelitian ini secara simultan menunjukkan bahwa LDR, NPL, dan Ukuran perusahaan berpengaruh signifikan terhadap profitabilitas. Secara parsial menunjukkan bahwa LDRberpengaruh negatif dan signifikan terhadap profitabilitas, NPLtidak berpengaruh signifikan terhadap profitabilitas dan Ukuran perusahaan berpengaruh positif dan signifikan terhadap profitabilitas.
Jumlah kasus kekerasan terhadap perempuan di Indonesia meningkat setiap tahun. P2TP2A merupakan salah satu lembaga inisiasi pemerintah pusat dan daerah untuk menangani masalah korban kekerasan terhadap perempuan. Keterampilan komunikasi persuasif penting bagi konselor dalam melakukan layanan konseling. Penelitian ini bertujuan untuk mengkaji keterkaitan antara komunikasi persuasif dan kemampuan pribadi konselor P2TP2A dalam melakukan layanan konseling terhadap perempuan korban kekerasan di Kota Bogor. Metode penelitian menggunakan deskriptif kualitatif. Teknik pengumpulan data berupa observasi partisipatif, wawancara mendalam dengan responden, korban dab analisis dokumen. Hasil penelitian menunjukan konselor P2TP2A telah melakukan komunikasi persuasif dalam kegiatan sosialisasi, memberi dukungan, bersikap empatik dan positif saat melakukan konseling. Layanan konseling untuk korban menunjukkan sepuluh kemampuan pribadi konselor P2TP2A masih memerlukan perbaikan terutama dalam aspek totalitas, kepercayaan atas kemampuan pribadi, pengetahuan dan stabilitas emosi. Keterkaitan antara komunikasi persuasif dan kemampuan pribadi konselor telah ada dalam proses konseling terutama dalam pemberian dukungan, sikap empathi dan sikap positif. Penelitian ini juga menemukan kesepuluh kemampuan pribadi konselor memiliki dua peran, mendukung komunikasi persuasif dan kemampuan dasar yang perlu dimiliki konselor sebelum melakukan komunikasi. Penelitian ini mengajukan komunikasi persuasif merupakan teknik komunikasi yang penting untuk konselor P2TP2A.
This study aims to analyze the effect of resources on dynamic capabilities consisting of service and manajemen pengetahuan, as well as the effect of resources on company performance at Municipal Waterworks in Jember Regency. Resources are measured by indicators of production efficiency and distribution efficiency; service aspect is measured by technical service and consumer growth; manajemen pengetahuan is measured by the ratio of employees to consumers, the ratio of education and training, and the ratio of the cost of training and education. Meanwhile, company performance is measured by ROE, ROA, R, and billing effectiveness indicators. The period of this research is 2011-2019, which is the period when all Municipal Waterworks in Indonesia were experiencing debt restructuring. Data were analyzed using SEM-PLS. The results of the study indicated that resources had a significant effect on the aspect of service, manajemen pengetahuan, and company performance. Dynamic capabilities that consist of aspects of service and manajemen pengetahuan had a significant effect on company performance. The results also showed that dynamic capabilities were critical as the basis for adapting to changes after debt restructuring. Keywords: company performance, manajemen pengetahuan, resources, service aspect
This study aims to analyze the influence of the quality of work life and work environment on organizational citizenship behavior (OCB) with job satisfaction as mediation in the state civil apparatus in Hulu Sungai Selatan district. The population in this study was 15,017 people with a sample of 220 people in government agencies. The sampling technique used purposive sampling with the criteria of employees having a structural position of more than 3 years. This type of research is quantitative and data collection uses a questionnaire. The data analysis technique used in this study is Structural Equation Modeling (SEM). The novelty of this research is that the object of research is government employees, so it is different from previous research conducted on non-government employees. The results of this study indicate that the quality of work life and work environment have a significant effect on organizational citizenship behavior (OCB) with job satisfaction as mediation. Employees who are satisfied with what they have done are supported by a good work environment and quality of work life will be able to create organizational citizenship behavior (OCB), namely doing work outside their job description according to the job description without having to be forced or coerced. do it voluntarily.
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