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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.

The Influence of Work-Family Conflict and Job Satisfaction on Turnover Intention with Organizational Commitment as a Mediation Variable in Bebek Tepi Sawah Employees Restaurant Ubud

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This research aims to determine the influence of work-family conflict and job satisfaction on turnover intention with organizational commitment as a mediating variable in Bebek Tepi Sawah Restaurant Ubud employees. The sample in this study included all employees of Bebek Tepi Sawah Restaurant Ubud. The number of samples in this study was 62 people. Testing the research hypothesis uses the Partial Least Square (PLS) application. The results of this research show that: (1) Work family conflict has a positive and significant effect on turnover intention. (2) Job satisfaction has a positive and significant effect on turnover intention. (3) Work family conflict has a positive and insignificant effect on organizational commitment. (4) Job satisfaction has a negative and significant effect on organizational commitment. (5) Organizational commitment has a negative and significant effect on turnover intention. (6) Organizational commitment does not mediate the relationship between work family conflict and turnover intention. (7) Organizational commitment partially mediates the relationship between job satisfaction and turnover intention.

The Influence of Teamwork and Work Environment on Service Quality through Job Satisfaction

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Optimal service for public service users is a necessity for increasing citizen satisfaction. The determinant of service quality lies in employee performance. There are several factors that influence service quality, including team work, work environment and job satisfaction. This research aims to: examine the influence of team work and the work environment on job satisfaction; examine the influence of team work, work environment and job satisfaction on service quality; and examine the influence of teamwork and work environment on service quality through job satisfaction.

The population of this study was 49 Civil Servants (PNS) of the Investment and One-Stop Integrated Services Service, Mojokerto Regency, East Java. Meanwhile, determining the sample size uses a saturated sampling technique, that is, the entire population is taken as a sample. Meanwhile, data collection uses a questionnaire distributed to respondents. The data analysis technique uses SEM PLS.

The research results show that: (1) teamwork and the work environment have a significant effect on job satisfaction; (2) team work, work environment, and job satisfaction have a significant effect on service quality; and (3) teamwork and the work environment influence service quality through job satisfaction but are not significant. For this reason, if the management of the Mojokerto Regency One Stop Investment and Integrated Services Department seeks to improve the quality of service to citizens, this can be done by strengthening teamwork and creating a conducive work environment for employees.

Key Factors influencing Organizational Commitment

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Research on organizational commitment is widely conducted worldwide and is regarded as one of the most significant factors. This is due to research showing that organizational commitment, in both business and government settings, significantly affects organizational success indicators. This study aimed to investigate significant variables influencing organizational commitment through a review of relevant literature and research. The study’s conclusions indicate that job satisfaction, job experience, work environment, and management team leadership are the four key variables that have a significant impact on organizational commitment. Consequently, in order to foster employee commitment to the organization, management of the company should focus on these four factors. Because it has an impact on both the employees and the organization itself, developing organizational commitment in employees is crucial. Making employees happy at work and wanting to work for the company for a long time is one way that organizational commitment affects employees. There will be a decline in the turnover rate. Organizational commitment will have a direct impact on the organization itself in the form of lower human resource management expenses, ongoing employee development, higher employee skill levels, and the ability for the organization to grow steadily and more sustainably.

Work-Family Conflict among Police Personnel’s Job Satisfaction in Special Region of Yogyakarta with Gender as a Moderating Variable (Study in Police Administrative Unit at the County Level)

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Research has shown that both men and women experience work-family conflict, but the nature of the conflict differs based on gender. Women often face conflicting demands between their work and family roles, which can lead to role overload and stress. Men, on the other hand, may experience conflict when their work responsibilities interfere with their family responsibilities, but they may also experience pressure to prioritize work over family due to traditional gender norms and expectations. It is important to recognize and address these gender differences in work-family conflict in order to promote greater work-life balance and job satisfaction for all individuals.

This study aims to examine and analyze the effect of work-family conflict among police personnel’s job satisfaction in Special Region of Yogyakarta, especially at police administrative unit at county level. Moreover, this study focuses on exploring the moderating effect of gender on relationship of work-family conflict with job satisfaction. This quantitative study designed to test the hypothesis. The data for the present study were primary cross-sectional data collected from total of 193 police personnel in Yogyakarta. The result of the study show that work family-conflict have a significant negative effect on job satisfaction. Moreover, gender has no impact significantly on the relationship between work-family conflict with job satisfaction.