Pengaruh Person Job-Fit Dan Stres Kerja Terhadap Kepuasan Kerja Karyawan (Studi pada Karyawan Outsource Bank BCA KCU Madiun)

Abstract

<p>PT. Bank Central Asia Tbk, branch office Madiun is a private company engaged in banking. The purpose of this study are to determine the effect of person job-fit and job stress on job satisfaction in outsourced employees of Bank BCA KCU Madiun. This research is a quantitative study with data collection techniques through questionnaires distributed to employees. Sampling of this study using a questionnaire. With a population of 50 outsourced employees. The collected data is then processed using multiple linear regression analysis. The results of the test found that: (1) There is a significant influence between job-fit person on job satisfaction; (2) There is a significant negative effect between job stress on job satisfaction on Outsourced Bank BCA KCU Madiun employees.</p><p><br />Keywords: Person Job-Fit, Job Stress and Job Satisfaction</p>

Work Engagement: Determinants and Its Effect On Organizational Citizenship Behavior

“…(Mathis and Jackson, 2016) define a person's organizational fit as an agreement between individual and organizational factors. According to (Asmike and Setiono, 2020), the factors that affect a Person's job fit include (1) Technical knowledge, special skills, and personal abilities (2) Social skills (3) Personnel needs (4) Personal nature. And the indicators of a person's job fit according to (Alfani and Hadini, 2018) are (1) Understanding and mastering the task (2) Conformity with goals (3) being able to interact (4) Conformity with characteristics (5) Suitability of work.…”

The Effect of Person-Job Fit on Turnover Intention: Mediated by Job Satisfaction

“…The effect of person-job fit on job satisfaction according to research by Widistuti, et al (2018) has a significant and positive relationship. In addition, research conducted by Asmike (2020) shows that there is a significant and positive effect between person-job fit and job satisfaction. Based on this research, the following hypothesis can be formulated: Hypothesis 1: person-job fit has a significant and positive effect on job satisfaction.…”

Pengaruh stres kerja dan social support terhadap job satisfaction pada masa transisi kembali work from office (WFO)

“…Anggota organisasi yang berkualitas memiliki tingkat produktifitas yang tinggi, hal ini dipengaruhi oleh tingkat stres, dukungan sosial, dan kepuasan kerja. David dan Newstrom (2007 : 368) berpendapat dalam (Asmike & Setiono, 2020) tentang stres kerja yaitu suatu kondisi yang mempengaruhi kondisi proses pikiran, emosi, dan bahkan kondisi fisik. Menurut Handoko (2000 : 200) dalam (Purdini et al, 2016) karyawan yang mengalami stress kerja mereka menjadi agresif, mudah gusar, mudah tersinggung, dan tidak dapat rileks.…”

“…Karyawan yang dipenuhi kebutuhannya oleh perusahaan atau instansi semakin tinggi pula tingkat kepuasan kerjanya. Handoko (2011 : 193) berpendapat dalam (Asmike & Setiono, 2020) dimana menyenangkan atau tidaknya kondisi yang dirasakan karyawan secara emosional dalam menilai pekerjaan mereka ialah salah satu bentuk kepuasan kerja (Job satisfaction). Kepuasan ini menjadi cerminan bagaimana perasaan seseorang terhadap pekerjaan mereka, dimana kondisi emosional ini dapat mempengaruhi hasil kepuasan kerja karyawan.…”