Peran kreativitas dan keterikatan karyawan sebagai pemediasi pada pengaruh kepuasan kerja terhadap kinerja karyawan milenial

Syahmirza, Jodi; Prawitowati, Tjahjani

doi:10.31842/jurnalinobis.v5i4.249

Cited by 3 publications

(3 citation statements)

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“…Karyawan termotivasi secara intrinsik ketika terikat dalam pekerjaan yang dianggap menantang dan mampu mengakses kreatifitas. (Syahmirza & Prawitowati, 2022).…”

Section: Motivasi Intrinsikunclassified

Faktor-Faktor Motivasi Intrinsik Karyawan PT. XYZ (Studi pada Penerapan Strategic Holding Pejabat Eselon 3)

Mustikarini

Rahmah

Wijaya

et al. 2023

inobis

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Motivasi merupakan energi atau kondisi yang dapat menggerakkan setiap individu untuk mencapai tujuan organisasi perusahaan. Motivasi dibagi menjadi dua, yaitu motivasi ekstrinsik dan motivasi intrinsik. Motivasi ekstrinsik adalah suatu motivasi yang timbul dari kondisi atau lingkungan di luar individu. Motivasi intrinsik adalah motivasi yang timbul karena adanya dorongan dari dalam diri individu. PT. XYZ merupakan perusahaan dibidang industri manufaktur yang memproduksi semen dan telah didistribusikan ke seluruh Indonesia. Setelah PT. XYZ berdiri lebih dari 50 tahun, perusahaan perlu melakukan refreshment untuk mengetahui kebutuhan motivasi para karyawan dalam kepuasan kerjanya. Tujuan dari penelitian ini yaitu untuk mengetahui apa saja faktor yang merefleksikan faktor-faktor motivasi intrinsik pada penerapan strategic holding pejabat eselon 3 PT. XYZ. Penelitian ini menggunakan metode kuantitatif guna mendapatkan hasil penelitian yang diinginkan. Peneliti menggunakan metode analisis faktor konfirmatori atau Confirmatory factor analysis (CFA). Jumlah responden pada penelitian ini berjumlah 55 orang yang merupakan pejabat eselon 3 PT. XYZ. Hasil dari penelitian ini adalah faktor-faktor yang merefleksikan motivasi intrinsik pejabat eselon 3 PT. XYZ yaitu achievement, power, dan job resources.

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“…Karyawan termotivasi secara intrinsik ketika terikat dalam pekerjaan yang dianggap menantang dan mampu mengakses kreatifitas. (Syahmirza & Prawitowati, 2022).…”

Section: Motivasi Intrinsikunclassified

Faktor-Faktor Motivasi Intrinsik Karyawan PT. XYZ (Studi pada Penerapan Strategic Holding Pejabat Eselon 3)

Mustikarini

Rahmah

Wijaya

et al. 2023

inobis

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“…(Avera & Nawawi, 2019) menjelaskan kepuasan kerja berakibat positif dan penting pada kinerja pegawai. (Syahmirza & Prawitowati, 2022) menjelaskan jika kepuasan kerja berakibat positif dan penting pada kinerja karyawan.…”

Section: Kepuasan Kerja (Y1) Memengaruhi Kinerja Karyawan (Y2)unclassified

Pengaruh Motivasi, Budaya Organisasi, dan Lingkungan Kerja terhadap Kinerja Karyawan Melalui Kepuasan Kerja sebagai Variabel Mediasi (Kajian Studi Literatur Manajemen Sumber Daya Manusia)

Daryanto,

E.H.J. FoEh,

Sia Niha

2023

JIM

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This study is aimed at finding out whether the influence of motivation, organizational culture, and work environment can influence employee performance through job satisfaction as a mediating variable. In improving the quality and productivity of the workforce, it is important for organizations to have an understanding of the aspects that can have an impact on the performance of their employees. Motivation is seen as a trigger for individual behavior and is a key factor that encourages individuals to act or carry out activities. Organizational culture is a factor that differentiates one organization from another, and the main characteristics in organizational culture are highly valued by each member. The work environment plays an important role in creating comfortable and supportive conditions for workers. An adequate work environment can form harmonious working relationships between employees. Job satisfaction is reflected in the general view a person has of his or her job. This literature review involves a review of articles, scientific journals, and related research that has been conducted previously. The results of this literature review will later be used to determine the relationship between variables in previous research, and will become the basis for further thesis research.

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“…Those that work for the firm should certainly be rewarded for their hard work and efforts. According to current trends, the business is actively seeking new hires from the millennial demographic (Syahmirza & Prawitowati, 2022). Millennials are characterized as a generation that is tech-savvy, has the intent to succeed quickly, gives up easily, and looks for momentary gratification.…”

Section: Introductionmentioning

confidence: 99%

Performance of Insurance Agent Perspective of Work-Life Balance (WLB)

Jufri

Kurniawan

Hadiwibowo

et al. 2023

JKBM

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This study explicates the aspects of work-life balance that occurred in the work environment during the Covid 19 pandemic. Covid-19 has changed the work patterns mostly carried out from home utilizing virtual media which in turn exert influence on the performances of the agent PT. BRI Cirebon Life Insurance. The quantitative method with descriptive and verification research types was applied in this study using the saturated sampling technique by employing all of the population. A total of 63 respondents of working agents at PT. BRI Cirebon Life Insurance were involved. The data analysis technique was focused on analyzing the multiple linear regression, the coefficient of determination, the simultaneous, and the partial aspects. The calculation method is supported by the use of the SPSS 25 program. The results obtained from this study pinpoint that job performances were significantly affected by each dimension of Work-Life Balance (WLB) such as the Time Balance, the Involvement Balance, and the Satisfaction Balance. In addition, those three aspects simultaneously and significantly influence the employees’ performances. At last, the findings signify that delays in awarding and the time flexibility impeded the performance of the agents. Some proposed actions are recommended to help the employees work optimally.

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Peran kreativitas dan keterikatan karyawan sebagai pemediasi pada pengaruh kepuasan kerja terhadap kinerja karyawan milenial

Cited by 3 publications

References 0 publications

Faktor-Faktor Motivasi Intrinsik Karyawan PT. XYZ (Studi pada Penerapan Strategic Holding Pejabat Eselon 3)

Faktor-Faktor Motivasi Intrinsik Karyawan PT. XYZ (Studi pada Penerapan Strategic Holding Pejabat Eselon 3)

Pengaruh Motivasi, Budaya Organisasi, dan Lingkungan Kerja terhadap Kinerja Karyawan Melalui Kepuasan Kerja sebagai Variabel Mediasi (Kajian Studi Literatur Manajemen Sumber Daya Manusia)

Performance of Insurance Agent Perspective of Work-Life Balance (WLB)

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