Revisiting the Effect of Job Satisfaction and Organizational Culture on Employee Performance: The Mediating Role of Organizational Citizenship Behaviour

Setiani, Setiani; Siswanto,; Robithoh, Siti

doi:10.22515/shirkah.v8i2.532

Cited by 3 publications

(2 citation statements)

References 35 publications

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“…Performance as a person's achievement in completing the work given to him [18]. Human resource performance is one of the most important factors impacting a company's rating, particularly in the extractive, rural, industrial, manufacturing, trade, and service sectors [19,20]. Every company must want to realize good performance as a company goal.…”

Section: Employee Performancementioning

confidence: 99%

The Impact of Entrepreneurial Orientation on Performance through Competence in Rattan Handicraft SMEs

Setiani,

Sudarmiatin,

Bidin

2024

AJEBA

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This study aimed to analyze the relationship between entrepreneurial orientation to performance with competence as mediation. This quantitative study was conducted at Rattan Handicraft MSMEs in Gresik Regency, East Java, Indonesia. The sampling technique used census/full sampling with a sample of 82 MSME employees. The data analysis method uses Path analysis through several stages, including linearity assumption, measurement model test (outer model), structural model test (inner model), and hypothesis testing. The results of this study indicate an influence between entrepreneurial orientation and competence, the influence between entrepreneurial orientation on performance, and the influence between competence on performance, and competence can mediate the relationship between entrepreneurial orientation and performance. The practical contribution of this research is that it can Business development strategies as well as manpower development in MSMEs. The implications of this research can bring a deeper understanding of the dynamics involved in achieving performance excellence in the context of business and development strategies that can increase the success of MSMEs in achieving goals.

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Section: Employee Performancementioning

confidence: 99%

The Impact of Entrepreneurial Orientation on Performance through Competence in Rattan Handicraft SMEs

Setiani,

Sudarmiatin,

Bidin

2024

AJEBA

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“…Meanwhile, high organizational commitment will also have a positive and significant impact on OCB considering that the commitment of the organization will make it easier for workers to There are differences in research results found from empirical results related to the opinion above, such as the first gap in results from Setiani et al (2023) who found that job satisfaction has a positive but not significant effect on OCB in the manufacturing industrial sector, which shows that there are still many other predictors that is more dominant in influencing the OCB characteristics of employees in the manufacturing industry sector. The second discrepancy in results was also stated by Linda et al (2019) where perception organizational support has a negative but not significant effect on OCB, this is described as a field phenomenon that shows the existence of emulation between employees so that research results differ from previous theories.…”

Section: Introductionmentioning

confidence: 99%

Predictors of Organizational Commitment and its Impact on Organizational Citizenship Behavior in the Chemical Manufacturing Industry

Nuryanto,

Basrowi,

Quraysin

2023

J. Professional Business Review

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Purpose: The purpose of this research is to determine the effect of predictors of organizational commitment which consist of job satisfaction, perceived organizational support and organizational culture as well as their impact on organizational citizenship behavior in the chemical manufacturing industry sector in Indonesia. Design/Methodology/Approach: The research uses a quantitative approach through survey methods and data analysis methods using SEM PLS. The population in this study were employees at seven chemical manufacturing factories in Cilegon City, which is the largest chemical manufacturing cluster area in Indonesia. The number of samples analyzed was 223 employees who worked in middle management positions. The research results show that of the 43 indicators used to measure each latent variable, there are 3 indicators of organizational culture variables that are invalid. Meanwhile, for reliability, everything is included in the reliable criteria. Findings: The goodness of fitness index test results show that the model has a good GoF index. The magnitude of the influence of job satisfaction, perceived organizational support and organizational culture on organizational commitment is 88.10%, while the influence of job satisfaction, perceived organizational support, organizational culture and organizational commitment on organizational citizenship behavior is 93.6%. Of the seven direct hypotheses tested, it was found that all hypotheses were accepted, while of the three indirect hypotheses, one hypothesis was rejected, namely the mediating influence of organizational commitment in mediating organizational culture on OCB. Research, Practical & Social Implications: In further research, in order to conduct a broader research with other objects. The research is expected to be used for all companies. Originality/Value: This research contributes to improving human resource management in the chemical manufacturing sector so that it can increase OCB through increasing the predictor variables tested in the research, including job satisfaction, organizational support, organizational culture and organizational commitment.

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Effect of COVID-19 fear on nurse performance through insecurity and job satisfaction

Ayu Gusti,

Lukito,

Satrianto

et al. 2024

Problems and Perspectives in Management

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Apart from physical health problems, the COVID-19 outbreak also affected psychological health, causing extreme fear of this pandemic. Thus, this study aims to investigate the relationship between nurse performance and the fear of COVID-19 mediated by job insecurity and job satisfaction with conservation of resources theory as the lens. Data from 260 nurses were collected through an online structured questionnaire and analyzed using structural equation modeling-partial least squares. The direct effect findings show that COVID-19 fear influences job insecurity (p &lt; 0.05) but does not influence job satisfaction and nurse performance (p &gt; 0.05). Besides, job insecurity significantly influences job satisfaction and nurse performance (p &lt; 0.05). On the other hand, job satisfaction has no effect on nurse performance (p &gt; 0.05). Then, the indirect effect results show that job insecurity fully mediates the influence of COVID-19 fear on job satisfaction and nurse performance (p &lt; 0.05). Likewise, job satisfaction partially mediates the influence of job insecurity on nurse performance (p &lt; 0.05) but does not mediate the fear of COVID-19 on nurse performance (p &gt; 0.05). These findings provide evidence that the fear of COVID-19 plays an essential role for job insecurity, influencing job satisfaction and nurse performance. These results can develop strategies for better human resource management in nursing staff and provide pragmatic insight into the impact of the COVID-19 pandemic. AcknowledgmentThe authors thank Universitas Negeri Padang for its support in completing this article. We also thank all members for their support and cooperation.

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Revisiting the Effect of Job Satisfaction and Organizational Culture on Employee Performance: The Mediating Role of Organizational Citizenship Behaviour

Cited by 3 publications

References 35 publications

The Impact of Entrepreneurial Orientation on Performance through Competence in Rattan Handicraft SMEs

The Impact of Entrepreneurial Orientation on Performance through Competence in Rattan Handicraft SMEs

Predictors of Organizational Commitment and its Impact on Organizational Citizenship Behavior in the Chemical Manufacturing Industry

Effect of COVID-19 fear on nurse performance through insecurity and job satisfaction

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