Articles

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.

Impact Analysis of Work Environment Mediated by Job Satisfaction on Employee Performance (Case Study Asuransi Siap)

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Individual and organizational performance are substantially influenced by the work environment. This paper aims to investigate the impact of the work environment on employee performance at PT. Asuransi Siap, as mediated by job satisfaction. This research aimed to determine which elements of the physical or non-physical work environment had the greatest influence on Employee Performance and to establish the relationship between Work Environment, Job Satisfaction, and Employee Performance. On the other hand, Job Satisfaction as a mediator variable has four dimensions consists Compensation, Working Conditions, Relation Within the Company, and Promotion and Development. Employee Performance dimensions consist of Quantity, Quality, Timeliness, Presence, and Ability to Cooperate.

This study uses quantitative and qualitative research methods to collect primary data from companies using questionnaires sent to 110 respondents at the head office of PT. Asuransi Siap, and the author interviews company employees who are considered to be able to provide an overview for the author. In addition, secondary data are obtained from literature reviews from previous studies.

According to research finding, the non-physical work environment has a considerable influence on employee performance. Employees agree that elements such as positive company relations, positive interaction with supervisors or executive management, and recognition from superiors have a greater impact on employee performance than physical aspects like as lighting, temperature, etc. Although it is indisputable that the physical work environment can also influence employee performance.

The Effect of Supervision and Job Satisfaction on Employee Performance through Organizational Citizenship Behavior at The Body District Region Revenue Labuhan Batu

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Human resources are one of the most determining factors for the success or failure of an organization in achieving its goals, both public and private organizations. Every company needs employees who have high performance in achieving goals. To make employees have high performance, companies must pay attention to the expectations and needs of employees in order to make optimal contributions to the company. This study aims to determine whether supervision and job satisfaction affect employee performance through ocb as an intervening variable at the Regional Revenue Agency of Labuhanbatu Regency. The study was conducted on 52 employees using a saturated sampling technique. The data collection technique used was primary data in the form of questionnaires and secondary data obtained through documentation studies. Data analysis techniques used quantitative data processed with the SPSS version 25 program. The results obtained in this study show 1) there is an insignificant effect between supervision on ocb 2) there is an insignificant effect between job satisfaction variables on ocb 3) there is an insignificant effect between monitoring variables on performance, 4) there is a significant effect between job satisfaction variables on performance, 5) there is no significant effect between the ocb variable on performance, 6) the ocb variable can affect monitoring variables on performance, 7) the ocb variable can affect job satisfaction variables on performance.

The Influence of Situational Leadership, Work Environment, Competence, and Motivation on Employee Job Satisfaction at the National Library of Indonesia

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This study aims to determine the effect of situational leadership, work environment, competence, and motivation on employee satisfaction at the National Library. The research population is the National Library employees who work in the Deputy for Library Material Development and Information Services, with a total sample of 195 people. The design of this research is quantitative research with a data analysis method using multiple linear regression. The results of the study state that situational leadership has a positive and significant effect on employee job satisfaction, the work environment has a positive and significant impact on employee job satisfaction, competence has a positive and significant impact on employee job satisfaction, and motivation has a positive and significant impact on employee job satisfaction. Situational leadership, work environment, competence and motivation together have a positive and significant effect on employee job satisfaction.

Do the Transformation Leadership Style have a Massive Influence on Teacher Job Satisfaction?

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In school organizations, principals and teachers have a very important role. This study aims to determine the effect of the principal’s transformational leadership style on teacher job satisfaction. The population in this study was a junior high school teacher in Lampung province, Indonesia. The research sample was determined randomly. Data collection uses questionnaires distributed to teachers. Data were analyzed using normality, homogeneity, simple linear regression and T-test. Based on the results of the analysis, it is known that the transformational leadership style does not affect teacher job satisfaction with a 95% confidence level. Then, based on the results of the T-test, there was no difference in the satisfaction of teacher job between male and female teachers.