Human Resource Management is getting more important in the business nowadays, because
people and their knowledge are the most important aspects affecting the productivity of the company. One of the main aspects of Human Resource Management is the measurement of employee satisfaction. Companies have to make sure that employee satisfaction is high among the workers, which is a precondition for increasing productivity, responsiveness, quality, and recognition service. The aim of this thesis is to analyze the level of employee satisfaction and work motivation. It also deals with the effect the culture has on employee satisfaction. The theoretical framework of this thesis includes such concepts as, job satisfaction, motivation, and rewards differences. One of the biggest strength of the organization is the relationship and communication between the employees and the managers.

An Empirical Study of Employees’ Motivation and its Influence Job Satisfaction

Recognizing the vital role of employees in achieving optimal performance and sustainable competitive advantage as expected, organizations need to facilitate high support for employees, implement appropriate leadership styles, and increase affective commitment within the organization. Therefore, the objective of this study is to analyze and explore: (1) the effect of perceived organizational support (POS) on employee performance and affective commitment; (2) the effect of transformational leadership on employee performance and affective commitment; and (3) the effect of affective commitment on employee performance. The covered population in this study were all employees (including managers, supervisors, and functional staff) who worked in the stone milling companies in Central Java, Indonesia. Data obtained in this study were processed statistically employing structural equation modeling (SEM) with the SmartPLS 3 software package. Based on the data analysis results on 103 respondents, this study concluded that POS had a significant effect on affective commitment and employee performance as well as transformational leadership on affective commitment and employee performance. Furthermore, affective commitment also had a significant effect on employee performance. Thus, the results of this study, theoretically and practically, can be used by all parties concerned to improve employee performance and maintain a sustainable competitive advantage.

https://www.koreascience.or.kr:443/article/JAKO202029062616487.pdf

The Effect of Perceived Organizational Support and Transformational Leadership on Affective Commitment and Employee Performance

The research process begins by identifying problems in the Ministry of Public Works and Public Housing (PUPR) of the Republic of Indonesia. These several targets were not achieved by the end of 2019, sorting and conducting problem formulation, data collection, and preliminary studies. This process starts from January 2020 to May 2020. Following the research objectives, the research design used was a descriptive causal study with the variable Motivation, Transformational Leadership, and Organizational Culture as the independent variable and the Employee Performance variable as the dependent variable. The study population was all PUPR civil servants who had duties and directly related to planning activities and reporting systems. Respondents were selected using a purposive sampling technique. Using the sample size technique from Slovin, the number of respondents in this study was 120 respondents. Field data collection was carried out by survey method using questionnaires, which were processed using Structural Equation Modeling (SEM) using the Partial Least Square (SmartPLS) version 3.0 program. The results show that the performance of the state civil servants at the Ministry of PUPR of the Republic of Indonesia is positively and significantly influenced by work culture, especially in the use of working time effectively and efficiently, and is closely related to how well a superior is as a role model who gives an example to subordinates in implementing time management well.
 
Received: 4 January 2021 / Accepted: 22 March 2021 / Published: 10 May 2021

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Organizational Culture as a Mediator Motivation and Transformational Leadership on Employee Performance

The research objective was to analyze the effect of work behavior on organizational citizenship behavior (OCB) and organizational commitment. For this, we analyze the effect of organizational commitment on OCB and analyze organizational commitment as a mediating variable in the relationship between workplace behavior and OCB. This study employed survey data for 80 employees of 12 village credit institutions in the Badung Regency. Observation is one way to obtain primary data. It is done by observing the object, which is the primary source of data, and conducting direct observations of the research location to determine the circumstances and problems. This research uses data collection techniques: 1) interviews conducted with employees working in Badung Regency both in managers and staff positions. 2) Questionnaire, namely, by using several closed questions given to the Badung Regency employees regarding workplace spirituality, organizational commitment, and OCB. The analysis technique used the partial least squares (PLS) approach and the Sobel test. The results show that workplace spirituality does not affect OCB but positively affects organizational commitment. Also, organizational commitment has a positive effect on OCB. The major findings are organizational commitment acts as a mediating variable in the relationship between workplace spirituality and OCB.

https://koreascience.or.kr:443/article/JAKO202100569424324.pdf

Relationship between Workplace Spirituality, Organizational Commitment and Organizational Citizenship Behavior

This study aims to examine the influence of Islamic leadership and Islamic work culture on employee performance through work motivation and job satisfaction. This study was conducted at Universitas Islam Negeri (UIN) Walisongo Semarang, Indonesia, because so far, there is still very limited research on the relationships between Islamic leadership, work culture, and work motivation in educational personnel performance. The educational personnel performance is expected to increase at UIN Walisongo Semarang with continuous efforts to improve to survive and develop as much as possible. The population of this study was all educational personnel at UIN Walisongo Semarang, Indonesia. Of 186 people, only 127 people were involved in this study. The research method used was a survey method using primary data collected through questionnaires. This study’s analysis technique employed multiple linear regression. The results uncovered that, out of the eight hypotheses proposed, six hypotheses were accepted. Islamic leadership and Islamic work culture were found to have no direct effect on employee performance. Besides, work motivation and job satisfaction became essential factors mediating Islamic leadership and Islamic work culture on employee performance. Spiritual values in leadership inspire employees to build the organization’s vision and create job satisfaction, which in turn impacted employees’ performance.

https://www.koreascience.or.kr:443/article/JAKO202032462597237.pdf

Islamic Leadership, Islamic Work Culture, and Employee Performance: The Mediating Role of Work Motivation and Job Satisfaction

The purpose of this study is to determine the effect of work motivation and leadership on job satisfaction and its implications on employee performance. A total of 355 samples of Bukit Asam Coal Mining Company Ltd. in Indonesia were selected proportionally with random sampling. Data were obtained through questionnaires. Data analysis technique employed structural equation modeling (SEM) with AMOS 22. The results of the study show that leadership and work motivation have a positive and significant effect on job satisfaction. Leadership has a more considerable influence (0.263) than work motivation (0.171) toward employee job satisfaction. The influence of leadership towards job performance is 0.175. The influence of work motivation towards job performance is 0.166. Job satisfaction has the most dominant influence (0.363) towards employee performance. The direct effect of leadership on employee performance is 0.175 greater than the indirect influence of leadership on employee performance through employee job satisfaction, which is only 0.096. Likewise, the direct effect of work motivation towards employee performance is 0.166 greater than the indirect effect of work motivation towards employee performance through employee job satisfaction, which is only 0.062. Thus, job satisfaction does not mediate the effects of leadership and work motivation toward employee performance.

https://koreascience.or.kr:443/article/JAKO202017764018192.pdf

Effects of Work Motivation and Leadership toward Work Satisfaction and Employee Performance: Evidence from Indonesia

This study aims to investigate the effect of leadership, business motivation, and compensation during the Covid-19 pandemic on business existence. This study was conducted in a traditional market in Lubuklinggau City, South Sumatra, Indonesia, with a population of 120 respondents from 1200 micro-enterprises. The validity and reliability tests of 36 samples were conducted using SPSS statistics and inferential analysis using the Amos 8.8 Structural Equation Model (SEM). It was found that leadership has a significant effect on business existence by 0.83, compensation has an effect on business existence by 0.17, and business motivation also affects business existence by 0.24. An important finding from this study is that these three variables together affect the existence of businesses during the Covid-19 pandemic. However, the leadership factor of microbusiness actors is more dominant in influencing the business's existence. Implementing awareness-based health protocols will also have a positive impact on tackling the Covid-19 pandemic. In addition, entrepreneurs can also continue to run their businesses and can foster economic stability, especially in traditional markets. Doi: 10.28991/esj-2022-SPER-020 Full Text: PDF

Sustainability of Micro Business Actors during the COVID-19 Pandemic

Although many studies have shown that Working from home (WFH) has a positive impact on the organization, the consequent covid-19 outbreak shows an important disadvantage associated with increasing levels of WFH. This research intends to look into the possibilities for improving employee performance from working at home, we examine how increasing WFH affects the work environment, workload, organizational culture. Our study is based on data from an online survey of 68 employees at the Land Agency of Musirawas Regency, South Sumatra, Indonesia. The results show that the predominant level of WFH during civid-19 isolation causes more workload, and less organizational culture. In addition, The study's findings demonstrate the strong interconnectedness of tasks between the work environment, workload and organizational culture to realize good employee performance. In such a way that Our research adds to the literature on the potential detrimental organizational impacts brought on by the rising requirement for WFH. Organizations should design remedies to better incorporate WFH personnel into daily operations to lessen their sense of social isolation and increase organizational identification.

Irwan Pancasila

Papers

Effects of Work Motivation and Leadership toward Work Satisfaction and Employee Performance: Evidence from Indonesia

Sustainability of Micro Business Actors during the COVID-19 Pandemic

Quantitative Analysis of Working at Home During The Covid-19 Pandemic