The Role of Job Satisfaction in Mediating Factors Affecting Employee Performance
DOI:
https://doi.org/10.32493/JJSDM.v6i2.27585Keywords:
Work Environment, Compensation, Employee Performance And Job SatisfactionAbstract
This study will look at and write about these things: how the work environment and pay affect job satisfaction; how the work environment and pay affect employee performance; and how job satisfaction affects employee performance. People who work for the Department of Manpower and Transmigration in the province of Central Java are part of the sample in this study. In this method, descriptive analysis is used with instruments that are tested for validity, reliability, and hypotheses that are tested. There is a link between job satisfaction and the way people work. This study shows that this is true. People who get paid are happier at work. Because of the way people work, their performance can be affected by the way they work. Compensation has an effect on how well employees work. Employees who are happy at work do a better job. Satisfaction acts as a buffer between the work environment and how well employees do their jobs. Satisfaction acts as a buffer between the effects of pay and the performance of employees.
References
Abdullah, H. (2017). Peranan Manajemen Sumberdaya Manusia Dalam Organisasi. Jurnal Warta, 51.
Alif, A. (2015). Pengaruh Motivasi Kerja, Pengembangan Karir Dan Lingkungan Kerja Terhadap Organizational Citizenship Behavior (Ocb) Dengan Kepuasan Kerja Sebagai Variabel Intervening Pada Perusahaan Terminal Lpg. MIX: Jurnal Ilmiah Manajemen, 6(2), 152573.
Bratama, A., & Erianjoni, E. (2020). The Influence of Organizational Culture, Compensation, and Work Environment on Employee Performance in Class II B Bangko Correctional Institutions. Jurnal Ilmiah Ilmu Administrasi Publik, 10(2), 416. https://doi.org/10.26858/jiap.v10i2.15626
Dewi, A., Th, M., Aryaningtyas, A. T., & Octafian, R. (2021). Kinerja Karyawan Hotel Graha Santika Semarang ditinjau dari Kepuasan Kerja, Kemampuan Kerja, dan Motivasi. JIIP-Jurnal Ilmiah Ilmu Pendidikan, 4(3), 175–179.
Dhania, F. F., & Susanti, F. (2019). Pengaruh Kompensasi Terhadap Kinerja Karyawan Dengan Kepuasan Kerja Sebagai Variabel Intervening (Studi pada kantor dinas sosial provinsi sumatera barat). Academic Conference For Management I, 1(1), 642–655. https://doi.org/10.6084/m9.figshare.8346218
Nabawi, R. (2019). Pengaruh Lingkungan Kerja, Kepuasan Kerja dan Beban Kerja Terhadap Kinerja Pegawai. Maneggio: Jurnal Ilmiah Magister Manajemen, 2(2), 170–183. https://doi.org/10.30596/maneggio.v2i2.3667
Nurcahyani, N. M., & Adnyani, I. G. A. D. (2016). Pengaruh Kompensasi Terhadap Kinerja Karyawan Dengan Motivasi Sebagai Variabel Intervening. E-Jurnal Manajemen Unud, 5(2), 500–532. https://doi.org/10.31937/akuntansi.v4i2.131
Nurmawati, R., Wardiningsih, S. S., & Sutarno. (2017). Pengaruh Lingkungan Kerja Dan Kompensasi Terhadap Kinerja Karyawan Dengan Kepuasan Kerja Sebagai Variabel Moderasi (Survei pada Karyawan Bodypaint PT Nasmoco Abadi Motor Cabang Ringroad Karanganyar). Ekonomi Dan Kewirausahaan, 17(1), 71–79.
Octafian, R., & Nugraheni, K. S. (2020). Employee Performance Analysis Through Motivation and the Work Environment at Patra Semarang Hotel & Convention. Nusantara Journal of Social Sciences and Humanities, 100–105.
Pioh, N. L., & Tawas, H. N. (2016). Pengaruh Kompensasi dan Lingkungan Kerja terhadap Kepuasan Kerja dan Kinerja Pegawai (Studi Pada PNS Di Kantor Kecamatan Sonder Kabupaten Minahasa ). Jurnal EMBA, 4(2), 838–848.
Prasetyo, A., & Triastity, R. (2017). Pengaruh Lingkungan Kerja Dan Kompensasi Terhadap Kinerja Pegawai Dinas Kehutanan Dan Perkebunan Kabupaten Sragen Dengan Kepuasan Kerja Sebagai Variabel Moderasi. Jurnal Manajemen Sumber Daya Manusia, 11(1), 64–79.
Ratnasari, S. L., Buulolo, M., & Nasrul, H. W. (2020). Analisis Karakteristik Individu, Lingkungan Kerja, Iklim Organisasi, Motivasi, Dan Kompensasi Terhadap Kinerja Karyawan Sri. Jurnal Manajemen Dan Organisasi Review, 2(1), 15–25. http://journal.unifa.ac.id/index.php/manor/index
Sahlan, N. I., Mekel, P., & Trang, I. (2015). Pengaruh Lingkungan Kerja, Kepuasan Kerja Dan Kompensasi Terhadap Kinerja Karyawan Pada Pt. Bank Sulut Cabang Airmadidi. Jurnal Riset Ekonomi, Manajemen, Bisnis Dan Akuntansi, 3(1), 52–62.
Sajudinnoor. (2014). Analisis Pengaruh Kompensasi terhadap Kinerja Pegawai dengan Kepuasan sebagi Variabel Moderasi. Jurnal Manajemne Dan Akuntansi, 3(1996), 31–40.
Sebastian, J., & Andani, K. W. (2020). Pengaruh Kompensasi Dan Lingkungan Kerja Terhadap Kinerja Karyawan PT. Bank QNB Indonesia. Jurnal Manajerial Dan Kewirausahaan, 2(2), 461–468. https://doi.org/10.32493/jjsdm.v2i2.2232
Suhardi, S. (2019). Pengaruh Motivasi Kerja, Kompetensi, Lingkungan Kerja dan Kompensasi Terhadap Kinerja Karyawan PT. Asuransi Jiwa di Kota Batam Dengan Organizational Citizenship Behavior Sebagai Variabel Intervening. Jurnal Benefita, 4(2), 296. https://doi.org/10.22216/jbe.v4i2.3670
Unggul Adi Purnama. (2017). 1(1), 27–37.
Yuliawan, E., & Nurrohman, F. (2021). Pengaruh Lingkungan Kerja, Budaya Organisasi Dan Kompensasi Terhadap Kinerja Karyawan Dengan Kepuasan Kerja Sebagai Variabel Intervening Pada Pt. Orion Cyber Internet. Jurnal Wira Ekonomi Mikroskil, 11(1), 37–50.
Downloads
Published
Issue
Section
License
Authors who publish in this journal agree to the following terms:
The author owns the copyright of the article and assigns to the journal the right of first publication with the work simultaneously licensed under the terms Atribusi 4.0 Internasional (CC BY 4.0)
which allows others to share the work with acknowledgment of the work's authorship and initial publication in this journal.Authors may enter into separate additional contractual arrangements for the non-exclusive distribution of the published journal version of the work (for example, posting it to an institutional repository or publishing it in a book), with acknowledgment of the work's original publication in this journal.
Authors are permitted and encouraged to post their work online (for example, in institutional repositories or on their websites) before and during the submission process, as this can lead to productive exchanges, as well as earlier and larger citations of published work (See The Effect of Open Access).
.png)
