Coaching As Determinant of Job Performance: Co-working Support As Mediating Variable

Wijayati, Dewie Tri; Fazlurrahman, Hujjatullah; Hadi, Hafid Kholidi; Rahman, Zainur; Kautsar, Achmad

doi:10.18502/kss.v4i7.6855

Cited by 4 publications

(3 citation statements)

References 8 publications

(10 reference statements)

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“…Persaingan bisnis antar perusahaan saat ini semakin ketat sehingga mewajibkan seluruh perusahaan untuk memaksimalkan segala sumber daya yang dimiliki oleh perusahaan tersebut, termasuk sumber daya manusia (Maria et al, 2017). Hal ini dikarenakan sumber daya manusia adalah elemen fundamental untuk keberlangsungan bagi setiap kegiatan bisnis (Wijayati et al, 2020). Menurut Vrchota et al (2019), sumber daya manusia yakni angkatan kerja yang memiliki keterampilan dan dianggap sebagai suatu aset oleh perusahaan.…”

Section: Pendahuluanunclassified

Pengaruh Perceived Organizational Support, Job Demands, dan Job Satisfaction terhadap Work Engagement

Fairnandha

2021

JIM

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This study aims to determine the effect of perceived organizational support, job demands and job satisfaction on work engagement among employees of SPBU COCO PT. Pertamina Retail Ketintang and Jemursari Surabaya. This research type is causal research that uses a quantitative approach. The sampling technique is total sampling, where the entire population was used as the sample. The sample that used is 60 respondents. The statistical analysis method is multiple linear regression with the help of the SPSS version 20 application. The results show that perceived organizational support has a significant effect on work engagement. Job demands have no significant effect on work engagement. Moreover, job satisfaction has no significant effect on work engagement. The company should pay more attention to decreasing their workers' satisfaction to maintain work engagement.

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Section: Pendahuluanunclassified

Pengaruh Perceived Organizational Support, Job Demands, dan Job Satisfaction terhadap Work Engagement

Fairnandha

2021

JIM

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“…Proses membimbing individu lain tersebut harus juga dilakukan dengan efektif, dikarenakan menurut pendapat Wijayati et al (2020) Gaya kepemimpinan servant leadership sekarang hanya dipakai sebagai sebuah alternative gaya kepemimpinan dalam menciptakan motivasi kerja kepada karyawan (Handoyo, 2010).…”

Section: Pendahuluanunclassified

The Effect of Servant Leadership on Employee Performance Through Burnout at PT BPJS Ketenagakerjaan Karimunjawa Branch Office

Rizaldi

Kistyanto

2022

SSS

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The purpose of this study was to investigate and analyze the effect of servant leadership on employee performance through burnout on BPJS Ketenagakerjaan Kantor Cabang Surabaya Karimunjawa. Respondents to this study are as many as 34 enployee participated through a purposive non-probality sampling technique. Statistical analysis used in this study is Partial Least Square (PLS) with the help of smartPLS 3.0 software. The results showed that servant leadership has a positive and significant effect on employee performance. Servant leadership has a negative and significant effect on burnout and burnout had no significant effect on employee performance. Results also indicate thar burnout does not mediate the effect servant leadership on employee performance.

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“…Bahwa karyawan ialah faktor terpenting selain faktor yang lain, seperti bahan baku dan alat kerja (Arda, 2017) . Wijayati et al (2020) menjelaskan terdapat Fauzan Ali, Dewie Tri Wijayati Wardoyo. Pengaruh Self efficacy terhadap Kinerja Karyawan dengan Kepuasan Kerja sebagai Variabel Intervening (Studi PT.…”

Section: Pendahuluanunclassified

Pengaruh Self Efficacy terhadap Kinerja Karyawan dengan Kepuasan Kerja sebagai Variabel Intervening (Studi PT. Ultrajaya Milk Industry, Tbk Surabaya Bagian Marketing)

Ali

Wardoyo

2021

JIM

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The purpose of this research is to test and analyze the role of Job satisfaction as an intervening variable between self-efficacy and employee performance. Research object at PT. Ultrajaya Milk Industry, Tbk Surabaya area, is the marketing department. Several factors that can improve employee performance are the employees' sense of security and comfort in the work environment. This research is using a quantitative approach. The population in this study are 56 employees at PT. Ultrajaya Milk Industry, Tbk in Surabaya Area. The data analysis technique used Structural Equation Model Partial Least Square with software SmartPLS version 3.0. The technique of collecting data using questionnaires and interviews. The result showed that self-efficacy has no significant effect on employee performance. Self-efficacy has a positive and significant effect on job satisfaction. Job satisfaction has a positive and significant effect on employee performance. Job satisfaction as an intervening variable affects the relationship between self-efficacy and employee performance at PT. Ultrajaya Milk Industry, Tbk in Surabaya Area, is the marketing department. This study implies that if the company wants to improve employee performance, then employee job satisfaction must be realized, maintain a comfortable work environment, and provide motivation to training to maximize and increase self-efficacy.

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Coaching As Determinant of Job Performance: Co-working Support As Mediating Variable

Cited by 4 publications

References 8 publications

Pengaruh Perceived Organizational Support, Job Demands, dan Job Satisfaction terhadap Work Engagement

Pengaruh Perceived Organizational Support, Job Demands, dan Job Satisfaction terhadap Work Engagement

The Effect of Servant Leadership on Employee Performance Through Burnout at PT BPJS Ketenagakerjaan Karimunjawa Branch Office

Pengaruh Self Efficacy terhadap Kinerja Karyawan dengan Kepuasan Kerja sebagai Variabel Intervening (Studi PT. Ultrajaya Milk Industry, Tbk Surabaya Bagian Marketing)

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