Pengaruh Kepuasan Kerja terhadap Kinerja Karyawan melalui Komitmen Afektif pada PT Cipta Nirmala

Ningsih, Lia Widya

doi:10.26740/jim.v9n1.p322-332

Cited by 5 publications

(6 citation statements)

References 12 publications

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“…This research result is supported by previous research done by Ningsih (2021) that shows a work satisfaction affects positively and significantly the officers' performance. But this is contradictory to the research result of Pratama & Pasaribu (2020) that state the work satisfaction does not affect the officers' performance.…”

Section: Graph 1 Normality Test Results P-plot Graph 2 Heteroscedasti...supporting

confidence: 89%

The Influence of Work Discipline, Motivation, Organisational Climate and Work Satisfaction of Jayapura City Educational Office Personals

Mane

Mustajab

2022

joer

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This study is aimed to determine work discipline, motivation, organizational climate and work satisfaction on the performance of the Jayapura city educational office personals. Samples were taken using saturated sampling method with a total sample of 79 respondents. The analytical method used is multiple linear regression. The results show that that the work discipline had a negative and significant effect on the performance of the Jayapura city educational office personals. Motivation has no effect and is not significant on the performance of the Jayapura city education office personals. organizational climate and job satisfaction have a positive and significant effect on the performance of Jayapura education office personals

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Section: Graph 1 Normality Test Results P-plot Graph 2 Heteroscedasti...supporting

confidence: 89%

The Influence of Work Discipline, Motivation, Organisational Climate and Work Satisfaction of Jayapura City Educational Office Personals

Mane

Mustajab

2022

joer

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“…Josephine and Faridah (2020), also stated that the mentoring program can increase selfconcept among students, while teachers can solve problems and learning difficulties experienced by students and can help solve students who are involved with the symptoms of disciplinary problems. Hanifah (2016), stated that mentoring is the best communication in a relationship that can help, give advantages and profits to two parties, that is, the party that acts as a mentor provides guidance to achieve the goals of an organization, while the party that accepts as a mentee feels comfortable with the relationship and increase efficiency and satisfaction in career.…”

Section: The Mentoring Approachmentioning

confidence: 99%

The Impact of Transformational Leadership on The Mentoring Approach of Polytechnic Lecturers in The Pahang Zone

Arrippin¹,

Wahab²

2023

IJARBSS

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Transformational leadership is a paradigm shift in administration to achieve the mission, vision and goals of an organization. The best transformational leadership is a leader who is able to implement change in achieving glory and success. Coinciding with the goal of transformational leadership, this study was conducted to identify the level of effectiveness of transformational leadership and the readiness of polytechnic lecturers in the Pahang Zone to implement the mentoring approach. The study was carried out at three polytechnics in the Pahang Zone, namely Sultan Haji Ahmad Shah Polytechnic, Muadzam Shah Polytechnic and Kuantan Metro Polytechnic using descriptive quantitative research methods. The questionnaire was used as a research instrument in the form of a google form, distributed to 234 polytechnic lecturers in the Pahang Zone. The findings of the study show that the level of effectiveness of the director's transformational leadership and the willingness of polytechnic lecturers in the Pahang Zone to implement the mentoring approach method is at a high level.The data shows a high relationship between the level of effectiveness of transformational leadership and the willingness of polytechnic lecturers in the Pahang Zone to implement the mentoring approach. The study also shows that there is a significant relationship on all four dimensions of the effectiveness of transformational leadership with the willingness of polytechnic lecturers in the Pahang Zone to implement the mentoring approach. Overall, this study concluded that the level of effectiveness of transformational leadership has a significant relationship with the willingness of polytechnic lecturers in the Pahang Zone to implement the mentoring approach.

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“…Temuan ini didukung oleh penelitian Noer Hanifah (2016) [7] hasil penelitian tersebut menyatakan bahwa komitmen afektif tidak berpengaruh signifikan terhadap kinerja karyawan.…”

Section: Pengaruh Komitmen Afektif Terhadap Kinerja Kayawanunclassified

“…Mangkunegara (2005:67) dalam Noer Hanifah, mengidentifikasikan kinerja untuk menentukan hasil yang diperoleh dari kualitas dan kuantitas pekerjaan yang dilakukan oleh seorang pegawai dalam melaksanakan tugasnya sesuai dengan tanggung jawab yang diberikan kepadanya [7]. 2.4.…”

unclassified

Peran Komitmen Afektif Dalam Memediasi Gaya Kepemimpinan Transformasional Dan Karakteristik Pekerjaan Terhadap Kinerja Karyawan Ikm Konveksi

Rifdah Abadiyah,

Ilviyah

2022

jimak

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This study aims to determine the effect of transformational leadership style on employee performance, to determine the effect of job characteristics on employee performance, to determine the effect of affective commitment on employee performance, to determine the effect of transformational leadership style on affective commitment, to determine the effect of job characteristics on affective commitment, to determine the effect of transformational leadership style on employee performance through affective commitment as an intervening variable, to determine the effect of job characteristics on employee performance through affective commitment as an intervening variable at IKM Ridzil Jaya Utama. This research is a quantitative type of research. The source of data in this study is primary data obtained through questionnaires. The research subjects used were all production employees of IKM Ridzil Jaya Utama, totaling 60 employees. Test the validity of the data in this study using Path Analysis, Hypothesis Testing. The results of the study concluded that transformational leadership style affects employee performance. Job characteristics affect employee performance. Affective commitment does not affect employee performance. Transformational leadership style affects affective commitment. Job characteristics do not affect affective commitment. Transformational leadership style has no effect on employee performance through affective commitment as an intervening variable. Job characteristics have no effect on employee performance through affective commitment as an intervening variable at IKM Ridzil Jaya Utama.

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Pengaruh Kepuasan Kerja terhadap Kinerja Karyawan melalui Komitmen Afektif pada PT Cipta Nirmala

Cited by 5 publications

References 12 publications

The Influence of Work Discipline, Motivation, Organisational Climate and Work Satisfaction of Jayapura City Educational Office Personals

The Influence of Work Discipline, Motivation, Organisational Climate and Work Satisfaction of Jayapura City Educational Office Personals

The Impact of Transformational Leadership on The Mentoring Approach of Polytechnic Lecturers in The Pahang Zone

Peran Komitmen Afektif Dalam Memediasi Gaya Kepemimpinan Transformasional Dan Karakteristik Pekerjaan Terhadap Kinerja Karyawan Ikm Konveksi

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