Exploring the Role of Leader Member Exchange on Job Satisfaction and Employee Performance: an Empirical Study in Indonesian MSMEs

Tahir, M. Irwan; Martini, Ani; Yayuningsih, Siti; Khuan, Hendri; Prasetyarini, Lilik; Jumintono,; Ambarwati, Retnoning; Utomo, Sasongko Tri

doi:10.55908/sdgs.v11i3.771

Cited by 7 publications

(3 citation statements)

References 6 publications

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“…This study supports some of the results of previous studies and is consistent with the results of research conducted (Dirga & Arfah, 2019) where job satisfaction has a positive and significant effect on employee performance at PT Bumi Jaya Abadi Makassar, which means that the better job satisfaction, the better employee performance will be 22 . Similar research conducted by Tahir et al (2023) also found that job satisfaction has a positive and significant effect on employee performance. 23…”

Section: The Effect Of Job Satisfaction On Employee Performancesupporting

confidence: 76%

The Effects of Work Stress and Workload on Job Satisfaction With its Impact on Employee Performance at PT. Industrial Kapal Indonesia (Persero)

Siswadi,

Muis,

Thamrin

et al. 2024

J. of Law and Sust. Develop.

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Objective: Performance is necessary to increase one's capacity to handle competition. Several reasons, such as time constraints, physical and mental exhaustion, and taking on several duties, can lead to excessive workloads, which in turn can cause stress in some employees and lower performance. This study attempts to ascertain the impact of work stress and workload on job satisfaction with its impact on employee performance at PT Industri Kapal Indonesia (Persero). Method: Cross-sectional study design in quantitative research. 104 employees who were chosen by simple random sampling participated in the study. A questionnaire and the Pulse Oximeter Tool were used to measure the variables related to physical workload. Path analysis was used to examine the data using Analysis Moment of Structural (AMOS) software. Results: The results showed that there is an effect of work stress on job satisfaction (p=0.002), work period affects job satisfaction (p=0.000), mental workload affects job satisfaction (p=0.026), physical workload does not affect on job satisfaction (p=0.649), there is no direct effect of work stress on employee performance (p=0.666), work period affects employee performance (p=0.002), mental workload affects employee performance (p=0.014), physical workload affects employee performance (p=0,000), work stress has an indirect effect on employee performance through job satisfaction (p=0.005), work period has an indirect effect on employee performance through job satisfaction (p=0.002), mental workload has an indirect effect on employee performance through job satisfaction (p=0.035), physical workload has no indirect effect on employee performance through job satisfaction (p=0.539). Conclusion: Furthermore, there is a significant impact on workload and work exhaustion. More investigation is being done on additional variables that may impact output at work. Implication of the research: This research can contribute to increasing employee’s awareness of work stress and workload that can have an impact on performance. In the workplace. The results of this study can help companies to reduce the level of stress and workload experienced by employees and can increase employee job satisfaction so that employee performance continues to increase. Originality: This journal presents a study of work stress and workload with its impact on employee performance considering that previous studies have not discussed work stress and physical and mental loads together. These findings explain the importance of maintaining stress levels and physical and mental health in determining the increase and decrease in employee performance.

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Section: The Effect Of Job Satisfaction On Employee Performancesupporting

confidence: 76%

The Effects of Work Stress and Workload on Job Satisfaction With its Impact on Employee Performance at PT. Industrial Kapal Indonesia (Persero)

Siswadi,

Muis,

Thamrin

et al. 2024

J. of Law and Sust. Develop.

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“…James et al, (2012) performance leads to success in carrying out tasks and achieving planned goals. Thus in general it can be interpreted, that the performance of employee responsibilities which is the end result of work productivity both in quality and quantity, (Abdelhay et al, 2023;Popov, 2023;Tahir et al, 2023). Employee performance is feedback and is an important factor for the sustainability and development of the organization in the future.…”

Section: Employee Performancementioning

confidence: 99%

The Role of Organizational Compatibility in Mediating and Moderating Knowledge-Oriented Leadership on Employee Performance

Putra,

Aima,

Yulasmi

2023

J. of Law and Sust. Develop.

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Purpose: This study aims to identify and analyze the role of organizational fit in mediating and moderating knowledge-oriented leadership on employee performance. Theoretical framework: Research on the factors that influence employee performance has been carried out a lot. Organizations need to seek the application of knowledge-oriented leadership and organizational compatibility as important factors affecting employee performance. This leadership encourages innovation, creativity, and continuous learning, so that it can improve employee performance in the long term, (Ismail Al‐Alawi, Yousif Al‐Marzooqi and Fraidoon Mohammed, 2007; Hermastho, 2021). Furthermore, organizations that have a high level of compatibility tend to have employees who are more satisfied and motivated in doing their jobs, (Kristof, 1996; Hidayat, Tjahjono and Fauziyah, 2017). Design/methodology/approach: The object of this research is the Padang City Regional Secretariat Office with a total of 222 respondents. The research data is primary data collected through questionnaires relating to all research variables. The research model is Structural Equation Modeling (SEM) by processing data using smart pls 3. Findings: The results of the hypothesis conclude, knowledge-oriented leadership has a strong and significant effect on organizational suitability and employee performance at the Padang City Regional Secretariat. The mediating effect of organizational fit is a factor that strengthens employee performance. However, organizational compability does not moderate the influence of Knowledge Oriented Leadership on employee performance. Research, Practical & Social implications: Research findings can be useful for organizations to maximize knowledge-oriented leadership and organizational compatibility to improve employee performance, both directly and indirectly. Originality/value: Organizational Compatibility is an important factor in strengthening or mediating knowledge-oriented leadership to improve employee performance. However, Organizational Compatibility does not moderate knowledge-oriented leadership to improve performance. This is due to the suitability of the characteristics between the organization and employees is not fulfilled either in quantity or quality.

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“…The performance of employees is very important to be maximized, so that it is beneficial for the company (Basir, et al, 2023). Good employee performance from each individual will not be separated from several factors that influence it (Tahir, et al, 2023). In this respect, some studies have focused on the employee's experience as a way to achieve greater performance.…”

Section: Introductionmentioning

confidence: 99%

The Impact of Training on Improving Employee Performance: A Case Study on Employees in the Directorate of Education of Ma'an District

Khawaldeh

2023

J. Professional Business Review

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Purpose: The aim of this study is to determine the impact of training on improving the performance of workers in Maan's Directorate of Education. Theoretical framework: This study will focus on finding a cognitive dimension that contributes to clarifying the concept of training and its dimensions (type of training, training period, trainers) and its impact on the job performance of employees. Design/Methodology/Approach: The descriptive analytical approach was used in the study. The study sample included 34 male and female employees; 40% of the study population. The data was collected using a questionnaire designed by the researcher after its validity and reliability have been tested. The questionnaire contained (27) items distributed across the following dimensions: training quality (7) items, training duration (6) items, trainers (7) items, and performance (7) items. Findings: The results of the simple regression analysis revealed that overall training has a moderate effect on improving worker performance. Furthermore, the results of the multiple regression analysis revealed that there is a statistically significant effect in improving worker job performance due to the trainers’ dimension, but no effect in improving performance through the other two dimensions (quality training, duration of training). The results also revealed that there were no statistically significant differences in the responses of the study sample based on gender. Research, Practical & Social implications: The study helps the directorate of education of Ma’an District to understandthe impact of training on improving employee performance. It will also help the employees realize the effect of training on their performance. Originality/Value: The value of the study is represented in being the first study to be applied on the employees of Ma’an District. Therefore, it is a contribution to to the Human Resource/Training Department to understand the impact of training on improving employee performance.

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Exploring the Role of Leader Member Exchange on Job Satisfaction and Employee Performance: an Empirical Study in Indonesian MSMEs

Cited by 7 publications

References 6 publications

The Effects of Work Stress and Workload on Job Satisfaction With its Impact on Employee Performance at PT. Industrial Kapal Indonesia (Persero)

The Effects of Work Stress and Workload on Job Satisfaction With its Impact on Employee Performance at PT. Industrial Kapal Indonesia (Persero)

The Role of Organizational Compatibility in Mediating and Moderating Knowledge-Oriented Leadership on Employee Performance

The Impact of Training on Improving Employee Performance: A Case Study on Employees in the Directorate of Education of Ma'an District

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