Pengaruh Motivasi Kerja Dan Kepuasan Kerja Terhadap Peningkatan Kinerja Karyawan Melalui Komitmen Organisasi Pada Umkm (Studi Pada Umkm Paguyuban Keripik Tempe Sanan Kota Malang)

Abstract

Pengusaha di Asosiasi Keripik Tempe Sanan Kota Malang perlu memperhatikan kebahagiaan kerja, motivasi kerja, dedikasi organisasi, dan kinerja karyawan. Proses peningkatan kinerja pekerja sangat penting. Prosedur ini sangat penting bagi reputasi perusahaan, yang sama pentingnya dengan kepentingan keuangan perusahaan. Karena kepuasan kerja terkait dengan keterlibatan dan retensi karyawan, ini merupakan faktor penting bagi bisnis untuk dipertimbangkan. Dedikasi organisasi pada UMKM Paguyuban Keripik Tempe Sanan Kota Malang telah meningkatkan kinerja pegawai dan kepuasan kerja. Populasi pada riset ini yaitu pengrajin keripik tempe di Jl. Sanan gang III. Jumlah sampel sekitar 80 orang responden dengan memakai metode pengambilan sampel jenuh. Analisis data menggunakan path analysis dengan program Partial Least Square (PLS) 3.00. Temuan riset membuktikan motivasi kerja dan kepuasan kerja berdampak langsung maupun tak langsung pada kinerja karyawan melalui komitmen organisasi.

Exploring the Linkages between Engagement, Motivation, Satisfaction, and Employee Retention in Entrepreneurial Enterprises: Beverage MSME Industry in Bogor City

“…In contrast, job resources such as autonomy and feedback positively correlated with employee engagement. Employee Motivation is critical to employee performance and organizational success [33]. Motivated employees are more likely to be productive, innovative, and committed to achieving organizational goals.…”

“…Research has identified several factors that influence employee satisfaction, including job characteristics, organizational culture, leadership, and social support [12], [22], [23], [29], [52], [53]. Job characteristics, such as task variation, autonomy, and feedback, were found to have a positive relationship with employee satisfaction [28], [33], [54], [55]. Organizational culture, including values, norms, and beliefs, was also found to have a positive relationship with employee satisfaction [29], [44], [56].…”

“…Employee engagement is positively related to maintaining employees because engaged employees are more committed to their work and are more likely to stay in their organization [23]- [25], [30]. In addition, employee motivation is critical to retaining employees because motivated employees are more productive, innovative, and committed to their work [13], [28], [31]- [33]. Finally, job satisfaction is also essential for retaining employees because satisfied employees are more likely to stay in their current organizations [22], [23], [29], [33].…”

“…In addition, employee motivation is critical to retaining employees because motivated employees are more productive, innovative, and committed to their work [13], [28], [31]- [33]. Finally, job satisfaction is also essential for retaining employees because satisfied employees are more likely to stay in their current organizations [22], [23], [29], [33].…”

The Effect of Organizational Culture, Job Satisfaction on Entrepreneurship and Innovativeness in SMEs in Bogor City

“…In their opinion, they are more important in coming up with novel ideas and accomplishing organizational objectives [23]. Effective teamwork and creativity are essential components in an entrepreneurial business setting for adapting to shifting consumer needs and market shifts [24]- [26].…”