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Mediation Effect of Job Satisfaction between Transactional Leadership and Employee Performance

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The basis for conducting this study was to investigate the effect of transactional leadership behaviour on employee performance as well as the role job satisfaction played as a mediating variable in the relationship between transactional leadership style and employee performance. Evidence of previous studies that investigated how transactional leadership affected employee performance were contained in the literature. However, studies that indicated the role job satisfaction played in the transactional leadership-employee performance relationship were scanty. This necessitated conducting the study to determine the mediating effect of job satisfaction between predictor and outcome variables.

A survey research design was the basis for carrying out the study. Data were collect on a scale that ranged from strongly disagree 1, to strongly agree, 4. Data collection was from a random sample of 226 employees of a food and beverage manufacturing company in Lagos State, Nigeria. Inferential statistics involving simple and multiple regression was the basis for data analyses.

The findings indicated that job satisfaction partially mediated the relationship between transactional leadership style and employee performance; the effect of transactional leadership on employee performance was positive as well as the effect of transactional leadership on job satisfaction. However, there was insignificant positive effect of job satisfaction on performance.

The conclusion of the study stated that transactional leadership was a good predictor of employee performance. It was also indicated that the management of the studied company should ensure the availability of factors that promote job satisfaction and give more attention to ensuring the adequacy of rewards for attaining goals in a transactional relationship with employees as a means of boosting performance.

Engagement Analytics and Employee Retention: Challenges and Opportunities

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Employee retention is one of the major challenges for organizations, especially in IT sector, where high turnover rates can impact performance and increase costs. This study explores the role of engagement analytics in mediating the relationship between overtime, Job Satisfaction, and employee attrition. Utilizing secondary data from Kaggle and with the help of python’s libraries like Numpy, Pandas, Seaborn, Scipy stats, matplotlib and Networkx for analysis and visualizations, the study conducts correlation analysis to determine whether Job Satisfaction affects employee engagement to find that Job satisfaction is positively associated with engagement levels and mediation analysis among Overtime and employee attrition keeping engagement as a mediating variable to find that engagement has a minimal mediating effect on attrition whereas overtime highly positively affect attrition. The study leaves scope for further research governing unexplored factors affecting engagement and retention through primary data. The study also informs about the opportunities and challenges of integrating engagement analytics in driving employee retention.

The Effect of Organizational Support and Work Stress on Employee Performance with Satisfaction as a Mediating Variable

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The hospitality industry in Bali has great potential in line with the growth of new tourist destinations and changes in global tourism trends. This study aims to examine the theoretical and practical implications related to organizational support and employee performance in 3-star hotels in Badung, Bali. Data collection was conducted by distributing questionnaires to 110 employees of 3-star hotels in Badung Regency, Bali. Data analysis used inferential analysis using SEM PLS. Based on the results of the study, it was found that organizational support had a positive and significant effect on employee job satisfaction and performance. Job stress had a significant negative effect on employee job satisfaction and performance. In addition, job satisfaction was able to partially mediate the relationship between organizational support and job stress on the resulting performance. The theoretical implications of this study contribute to equity theory and social exchange theory, which show that a reciprocal relationship between organizations and employees based on fair support will increase employee motivation and performance. Conversely, high job stress can decrease satisfaction and performance, due to an imbalance in the relationship.

Impact of Transformational Leadership on Employee Performance in Startups: Mediating Role of Job Satisfaction and Commitment

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Human resources are a valuable asset for any organization. In human resource management, the issue of employee performance is very important because performance has a major impact on the success of an organization. Therefore, researchers want to conduct research by linking the variables of transformational leadership, job satisfaction, and organizational commitment because these variables are considered to be very instrumental in efforts to improve employee performance at company.

The purpose of this study was to determine the effect of transformational leadership on employee performance with job satisfaction and organizational commitment as mediation at company. This research was conducted on employees at company. The sampling method used simple random sampling. Data collection was carried out by distributing questionnaires to 100 respondents. This type of research is a type of quantitative research and uses an analysis method with the Smart PLS 3.0 programmed.

The results indicate that transformational leadership does not have a significant positive impact on job satisfaction or employee performance within the company. However, it positively and significantly influences organizational commitment. Additionally, job satisfaction shows no effect on employee performance, whereas organizational commitment demonstrates a positive and significant impact on employee performance. Furthermore, transformational leadership indirectly and significantly affects employee performance.

The Impact of Burnout and Compensation on Turnover Intention Mediated by Job Satisfaction in a Private Hospital in Tangerang

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The purpose of this study was to find that burnout and compensation have a significant effect on job satisfaction and turnover intention, and job satisfaction can function as a mediator between burnout, compensation, and turnover intention in health workers and health support staff at One of the Private Hospitals in Tangerang. This study uses a descriptive quantitative approach with a cross-sectional study design. The accessible population in this study were health workers and health support staff from January to May 2024 with a total accessible population of 1,030 health workers and health support staff. This study uses a non-probability purposive sample, the selected subjects meet the inclusion and exclusion requirements, so that based on the formula and requirements, 288 samples were obtained. The data analysis technique uses path analysis with testing and data analysis in this study assisted by using SMART PLS 3.0 software. The results of the analysis show that burnout has a negative and significant effect on job satisfaction. and a positive and significant effect on turnover intention. Compensation has a positive and significant effect on job satisfaction, and a negative and significant effect on turnover intention. Job satisfaction has a negative and significant effect on turnover intention. In addition, burnout negatively and significantly affects turnover intention through the mediation of job satisfaction, while compensation also negatively and significantly affects turnover intention through the mediation of job satisfaction.

The Effect of Job Stress and Job Satisfaction on Organizational Commitment Mediated by Work Life Balance

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This study aims to analyze whether the influence of job stress and job satisfaction on organizational commitment mediated by work-life balance on employees at PT Pos Indonesia. The population consists of all Pos Indonesia employees at the Solo, Sukoharjo, and Sragen branch offices. By using simple random sampling technique, the number of respondents obtained was 215 to 430 respondents. Validity and reliability tests were used in this study, model suitability using the goodness of fit test and the t-test to test the hypothesis. Data analysis used Structural Equation Model (SEM) analysis and the software used was Smart PLS. The results of the study showed that job satisfaction had a significant effect on work-life balance, job stress had a significant effect on work-life balance, and work-life balance had a significant effect on organizational commitment. Then for the mediation role, the results showed that job satisfaction had an effect on organizational commitment moderated by work-life balance and work stress had an effect on organizational commitment moderated by work-life balance.

The Influence of Job Satisfaction and Employee Engagement on Turnover Intention at PT. Dayamitra Telekomunikasi, Tbk. (Study of Mitratel Employees)

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The rapid advancement of business in the seamless technology era has disrupted nearly every industry. Amidst this disruption, PT. Dayamitra Telekomunikasi (also known as/abbreviated as “Mitratel”) has encountered challenges, particularly an increasing rate of employee turnover. This turnover is thought to be driven by employee dissatisfaction with various internal and external company factors, along with low engagement levels.

Previous research suggests that poor job satisfaction often results in higher turnover intentions, whereas strong employee engagement can help reduce turnover. This study explores the relationship between job satisfaction, employee engagement, and turnover intention at PT Dayamitra Telekomunikasi.

The study employed a questionnaire based on an ordinal Likert scale, with data analyzed using the Partial Least Square (PLS) model, which doesn’t require a normal distribution and uses bootstrap techniques to examine correlations between latent variables.

The results show that job satisfaction significantly impacts turnover intention, with 76.1% of job satisfaction indicators negatively influencing turnover intentions. However, employee engagement has minimal influence, with only 3.2% of engagement indicators affecting turnover intention. Therefore, while higher job satisfaction reduces turnover, employee engagement does not substantially affect turnover intentions.

In summary, the study confirms that job satisfaction is crucial in lowering turnover intention, consistent with previous research, while employee engagement has a negligible effect on turnover rates.

An Analysis of the Role of Work Motivation and Work Discipline in Improving Employee Performance: Job Satisfaction as a Mediating Factor (Case study on PT Prima Sejati Sejahtera I)

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This study analyzes how worker motivation and discipline affect performance through job satisfaction. Using primary data, this study is quantitative. This study took a sample of all workers totaling 48 people because the population was below 100. Path analysis and multiple linear regression are used. The hypothesis of this study produces the following conclusions: work motivation, discipline, and job satisfaction improve employee performance at PT Prima Sejati Sejahtera I. Work motivation and discipline increase job satisfaction in employees. PT Prima Sejati Sejahtera I workers will be more productive when job satisfaction is high, because they can moderate the relationship between work motivation and work discipline.

Analysis of Turnover Intention in terms of Job Satisfaction, Job Stress, and Social Work Environment PT XYZ

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This study aims to examine the contributions of job satisfaction, work stress, and social work environment towards employee turnover intentions at PT XYZ in Justus Area. The research method employed is quantitative, utilizing    questionnaires for data collection. This research is of the descriptive analysis type, depicting the existing characteristic phenomena. The sampling technique used is a saturated sample, meaning the entire population was sampled, totaling 62 employees    of PT XYZ in Justus Area. Multiple linear regression analysis was utilized. The findings indicate that job satisfaction has a positive and significant partial contribution towards turnover intentions, work stress has a positive and significant partial contribution towards turnover intentions, and the social work environment has a negative and significant partial contribution towards turnover intentions. Collectively, job satisfaction, work stress, and the social work environment significantly contribute to the turnover intentions of employees at PT XYZ.

The Influence of Organizational Culture and Work Motivation on Employee Performance with Job Satisfaction as Mediation Variables (Case Study PT. BPR Eka Ayu Artha Bhuwana)

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This research aims to analyze the influence of organizational culture and work motivation on employee performance with job satisfaction as a mediating variable. The independent variables in this research are organizational culture and work motivation. The dependent variable in this research is employee performance and the mediating variable in this research is job satisfaction. The data collection techniques used in this research were observation, interviews and questionnaires. The data used is primary data and secondary data, with a research sample of 32 people who are employees of PT. BPR Eka Ayu Artha Bhuwana. Hypothesis testing is carried out using a variance-based Structural Equation Model (SEM) or what is called Partial Least Square (PLS). The results of the research show that organizational culture has a positive but not significant effect on job satisfaction, work motivation has a significant positive effect on job satisfaction, organizational culture has a significant positive effect on employee performance, work motivation has a positive and not significant effect on employee performance, job satisfaction has a positive and not significant effect on performance employees, job satisfaction is not a mediation of the relationship between organizational culture and employee performance and job satisfaction is not a mediation of work motivation on employee performance.