Peran job satisfaction pada hubungan compensation dan organizational citizenship behaviour: Studi empirik

Muzakki, Muzakki; Saptoadji, Tantri Gunarni; Yogatama, Gandi Aswaja

doi:10.32528/jmbi.v6i2.3352

Cited by 3 publications

(6 citation statements)

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“…Pada sebuah kajian empiris disebutkan bahwa tingginya tingkat work-family conflict secara negatif dan signifikan berpengaruh pada job satisfaction karyawan (Asbari et al, 2020;Dodanwala & Shrestha, 2021) yang tidak valid dengan perolehan nilai factor loading sebesar 0.398 di bawah nilai rujukan 0,5. Dengan demikian, nilai di bawah 0,5 dapat dihilangkan dari konstruk penelitian atau juga dapat dikatakan bahwa item tersebut tidak valid dalam menyusun konstruk laten (Herdyanti et al, 2020;Muzakki & Hutabarat, 2022;Muzakki & Pratiwi, 2019;Muzakki et al, 2021). Kemudian, apabila item yang tidak valid tersebut telah dihilangkan, langkah berikutnya yaitu melakukan pengolahan kembali terhadap data hasil survey.…”

Section: Percieved Organizational Support Workfamily Conflict Dan Job...unclassified

“…Kemudian, apabila item yang tidak valid tersebut telah dihilangkan, langkah berikutnya yaitu melakukan pengolahan kembali terhadap data hasil survey. Setelah dilakukan pengolahan kembali ditemukan bahwa semua item yang digunakan untuk mengukur variabel laten telah memenuhi kriteria yang dibutuhkan dan dapat dikatakan valid secara statistik, serta bisa digunakan untuk mengukur dalam variabel penelitian (Muzakki & Hutabarat, 2022;Muzakki et al, 2021).…”

Section: Percieved Organizational Support Workfamily Conflict Dan Job...unclassified

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Perceived Organizational Support, Work-Family Conflict, and Job Satisfaction: A Serial Mediation Model

Muzakki

Heryyanto

2022

mahardhika

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This study aims to examine the influence of perceived organizational support on work-family conflict and job satisfaction, and the influence of work-family conflict on job satisfaction. This study also aims to examine the role of work-family conflict mediation in the relationship between perceived organizational support and job satisfaction. The method used is quantitative, and the sample technique used is random sampling using the distribution of questionnaires to collect data from the research object. The data analysis technique used is Structural Equation Modeling Partial Least Square (SEM-PLS). Furthermore, the findings of this study reveal that percieved organizational support has a positive and significant effect on job satisfaction. Percieved organizational support also negatively affects work-family conflict. Meanwhile, work-family conflict has a positive and significant effect on job satisfaction. The latest finding is work-family conflict is able to negatively mediate the relationship of percieved organizational support to job satisfaction.

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Section: Percieved Organizational Support Workfamily Conflict Dan Job...unclassified

Perceived Organizational Support, Work-Family Conflict, and Job Satisfaction: A Serial Mediation Model

Muzakki

Heryyanto

2022

mahardhika

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“…Dalam beberapa penelitian terdahulu membuktikan bahwa peningkatan kinerja terjadi akibat pemberian tunjangan diluar gaji. Hal ini sejalan dengan beberapa hasil studi sebelumnya yang dilakukan oleh (Batubara et al, 2015;Harahap & Hasibuan, 2021;Karmanto, 2021;Muzakki et al, 2020;Pratama et al, 2015;R. Rahmawati, 2019;Tjahjono & Riniarti, 2015) mereka mempresentasikan bahwa tunjangan memiliki peranan penting dalam penciptaan kinerja karyawan.…”

Section: Pendahuluanunclassified

“…Pada beberapa penelitian seperti penelitian (Aristy et al, 2019;Pioh & Tawas, 2016;Surono & Rozak, 2017) mengungkapkan bahwa tunjangan (kompensasi) tidak memiliki pengaruh yang signifikan terhadap kinerja. Pada penelitian lain (Batubara et al, 2015;Harahap & Hasibuan, 2021;Karmanto, 2021;Muzakki et al, 2020;Pratama et al, 2015;R. Rahmawati, 2019;Tjahjono & Riniarti, 2015) mereka membuktikan bahwa tunjangan (kompensasi) berpengaruh positif dan signifikan terhadap kinerja.…”

Section: Pendahuluanunclassified

“…Di satu sisi, pegawai juga beranggapan bahwa besaran nilai tambahan penghasilan pegawai (TPP) yang mereka terima dapat membantu dan layak dalam menambah penghasilan sebagai ASN. Hasil penelitian ini relevan dengan temuan penelitian terdahulu yang mengungkapkan bahwa menjaga tingkat kesejahteraan pegawai dengan memberikan tunjangan tambahan penghasilan yang layak dan adil maka hal ini dapat menjadi stimulus bagi pegawai dalam meningkatkan kinerja mereka (Muzakki et al, 2020), bahkan dalam penelitian yang lain disebutkan bahwa tunjangan ini berpengaruh positif dan signifikan dalam meningkatkan kinerja pegawai (Sitopu et al, 2021). Kemudian, hasil studi ini juga menentang hasil penelitian yang dilakukan Lakoy (2013) dan Aromega et al, (2019) yang menyatakan bahwa tunjangan tidak berpengaruh terhadap kinerja pegawai.…”

Section: Pengaruh Tunjangan Terhadap Kinerja Pegawaiunclassified

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Peran mediasi job satisfaction pada pengaruh tunjangan dan kepemimpinan terhadap kinerja pegawai

Fitriyawati¹

2022

IMKA

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This study aims to analyze the effect of benefits and leadership on job satisfaction and employee performance and the role of job satisfaction mediation in the two relationships. This study used quantitative methods to test the models and hypotheses stated in the test. The sample used was the State Civil Apparatus (ASN) in Situbondo Regency, with a total sample of 175 respondents. The findings of this study state that benefits and leadership have a positive and significant effect on job satisfaction and employee performance. Then, in this study, job satisfaction could mediate the influence of benefits and leadership on employee performance. In addition, we also examined the discussion in depth in this study.

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Does job satisfaction mediate the effect of a reward system on organizational citizenship behavior? Evidence from the public sector

Siregar

Nasution

Ende

et al. 2023

Problems and Perspectives in Management

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Employees with organizational citizenship behavior are characterized by the attitude of people who show employees’ willingness to exceed the minimum targets set by the organization. Thus, employees will work voluntarily even outside their duties and responsibilities. This study aims to investigate the interactions between reward systems and organizational citizenship behavior, considering work satisfaction as a mediating factor. This paper employs a quantitative methodology. Thirty-eight agricultural extension employees from the Agricultural Office in Labuhanbatu Regency, Indonesia, served as the samples. SEM (SmartPLS) approach was utilized to analyze the data. The findings discovered that the reward system has a favorable and considerable impact on job satisfaction. The results also boosted that the increase in employee job satisfaction has a positive and significant effect on increasing organizational citizenship behavior. The relationship between the reward system and organizational citizenship behavior is positive but insignificant. Moreover, the study also demonstrates that job satisfaction significantly and favorably mediates the impact of the reward system on organizational citizenship behavior. Therefore, a reward policy must be implemented to satisfy employees because job satisfaction is crucial in increasing organizational citizenship behavior.

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Peran job satisfaction pada hubungan compensation dan organizational citizenship behaviour: Studi empirik

Cited by 3 publications

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Perceived Organizational Support, Work-Family Conflict, and Job Satisfaction: A Serial Mediation Model

Perceived Organizational Support, Work-Family Conflict, and Job Satisfaction: A Serial Mediation Model

Peran mediasi job satisfaction pada pengaruh tunjangan dan kepemimpinan terhadap kinerja pegawai

Does job satisfaction mediate the effect of a reward system on organizational citizenship behavior? Evidence from the public sector

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