Garuda - Garba Rujukan Digital

Employee Job Satisfaction Rises with Motivation Compensation and Workplace Conditions: Kepuasan Kerja Karyawan Meningkat Melalui Motivasi Kompensasi dan Lingkungan Kerja Ni Kadek Putri Indira Febrianti; Gunawan Wibisono; Komang Sudarsana
Indonesian Journal of Law and Economics Review Vol. 21 No. 2 (2026): May
Publisher : Universitas Muhammadiyah Sidoarjo

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.21070/ijler.v21i2.1562

General Background: Employee job satisfaction is an important factor in maintaining productivity, loyalty, and organizational stability. Specific Background: This study examined work motivation, compensation, and work environment in an incense production company with specific workplace conditions, including production aromas, piece-rate work, and different compensation arrangements for new employees. Knowledge Gap: Previous studies have shown inconsistent findings regarding the relationship between these three factors and employee job satisfaction. Aims: This study aimed to determine the partial and simultaneous roles of work motivation, compensation, and work environment in employee job satisfaction. Results: Data from 33 purposively selected employees were analyzed using multiple linear regression, t-tests, and F-tests with IBM SPSS Statistics 22. The findings showed that work motivation, compensation, and work environment had positive and significant roles both partially and simultaneously in employee job satisfaction. Novelty: This study provides evidence from a local production context with distinctive workplace challenges. Implications: Companies should strengthen motivation, improve compensation fairness, and create safer, cleaner, and more comfortable working conditions. Highlights • Individual predictors showed positive and significant statistical results.• Combined testing confirmed a meaningful contribution to staff contentment.• The production setting presented distinct challenges, including incense aroma and piece-rate systems. Keywords Work Motivation; Compensation; Work Environment; Job Satisfaction; Human Resource Management

Consumer Satisfaction Aligns With Price Product Quality and Service Quality: Kepuasan Konsumen Selaras Dengan Harga Kualitas Produk dan Pelayanan Syafati Nadya; Komang Sudarsana; Made Dwipa Negara
Indonesian Journal of Law and Economics Review Vol. 21 No. 2 (2026): May
Publisher : Universitas Muhammadiyah Sidoarjo

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.21070/ijler.v21i2.1563

General Background: Customer satisfaction is essential for maintaining competitiveness in culinary businesses. Specific Background: This study focuses on a coastal seafood restaurant where consumer satisfaction is linked to price, product quality, and service quality. Knowledge Gap: Limited empirical attention has addressed these three factors in seafood restaurants with coastal dining characteristics and fluctuating consumer visits. Aims: This study analyzes the partial and simultaneous relationships between price, product quality, service quality, and customer satisfaction. Results: Based on data from 40 purposively selected respondents and SPSS analysis, price, product quality, and service quality showed positive and significant relationships with customer satisfaction, both partially and simultaneously. Novelty: The study offers empirical evidence from a coastal seafood culinary setting. Implications: Restaurant managers should maintain suitable pricing, fresh and consistent food quality, and responsive service to strengthen customer satisfaction. Highlights • Each predictor showed a significant positive partial relationship.• The combined statistical model produced a significant simultaneous result.• Freshness, taste, hygiene, consistency, and responsiveness require managerial priority. Keywords Consumer Satisfaction; Price; Product Quality; Service Quality; Coastal Culinary

Work Environment Compensation and Facilities Shape Employee Job Satisfaction: Lingkungan Kerja Kompensasi dan Fasilitas Membentuk Kepuasan Kerja Karyawan Siska Amalia; I Ketut Budiasa; Komang Sudarsana
Indonesian Journal of Law and Economics Review Vol. 21 No. 3 (2026): Agustus
Publisher : Universitas Muhammadiyah Sidoarjo

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.21070/ijler.v21i2.1567

General Background: Employee job satisfaction is a key concern in human resource management. Specific Background: PT Indohamafish faces challenges related to working conditions, compensation practices, and workplace facilities that may influence employee satisfaction. Knowledge Gap: Previous studies have reported inconsistent findings regarding the relationships among these variables, highlighting the need for further investigation in the context of PT Indohamafish. Aims: This study examines the relationships between work environment, compensation, work facilities, and employee job satisfaction. A quantitative associative approach was applied using questionnaire data from 43 employees. Results: The findings indicate that work environment (β=0.426; p<0.05), compensation (β=0.352; p<0.05), and work facilities (β=0.479; p<0.05) each show positive and significant relationships with employee job satisfaction. Simultaneously, the three variables are significantly associated with employee job satisfaction (F=36.258; p<0.05). Novelty: This study provides empirical evidence from PT Indohamafish by examining the combined contribution of work environment, compensation, and work facilities to employee job satisfaction. Implications: The findings suggest that improving workplace conditions, providing appropriate compensation, and maintaining adequate facilities may support employee job satisfaction. Highlights • Work environment was positively associated with employee job satisfaction.• Compensation showed a significant relationship with satisfaction levels.• Workplace facilities collectively supported favorable employee perceptions. Keywords Compensation; Employee Job Satisfaction; Human Resource Management; Work Environment; Workplace Facilities

Office Facilities Work Motivation And Discipline Determining Village Apparatus Performance: Fasilitas Kantor Motivasi Kerja Dan Disiplin Menentukan Kinerja Perangkat Desa Ni Luh Meilia Setyani; Gunawan Wibisono; Komang Sudarsana
Indonesian Journal of Law and Economics Review Vol. 21 No. 3 (2026): Agustus
Publisher : Universitas Muhammadiyah Sidoarjo

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.21070/ijler.v21i3.1577

General Background Village apparatus personnel hold a strategic role in administering local governance, public services, and rural development. Specific Background At the Blimbingsari Village office in Jembrana, administrative operations face significant challenges characterized by delayed attendance, suboptimal utilization of available workspaces, and low personnel enthusiasm. Knowledge Gap Most existing human resource literature evaluates corporate or educational environments, leaving a limited understanding regarding the simultaneous combination of physical workspaces, personal drive, and professional compliance within rural governance settings. Aims This study evaluates how office facilities, work motivation, and work discipline concurrently and partially determine the operational performance of Blimbingsari Village officials. Results Based on a quantitative analysis of 30 village officials utilizing multiple linear regression, the findings demonstrate that office facilities, work motivation, and work discipline collectively and individually yield a positive and significant role in dictating the operational output of the apparatus. Novelty This research distinctly integrates these three operational and behavioral variables simultaneously to evaluate public service delivery specifically within a rural village government context. Implications Local government leaders must actively provide adequate administrative equipment, cultivate professional enthusiasm, and enforce consistent regulatory compliance to guarantee high-quality public service delivery and optimal rural human resource management. Highlights Adequate physical workspaces significantly dictate rural administrative operational quality. Consistent professional compliance guarantees timely public service delivery. High personal enthusiasm concurrently drives local government personnel productivity. Keywords Office Facilities; Work Motivation; Work Discipline; Village Apparatus Performance; Human Resource Management

Employee Retention Aligns with Training Culture and Work Life Balance: Retensi Karyawan Selaras Dengan Pelatihan Budaya dan Work Life Balance Indah Aufiyah; Made Dwipa Negara; Komang Sudarsana
Indonesian Journal of Law and Economics Review Vol. 21 No. 2 (2026): May
Publisher : Universitas Muhammadiyah Sidoarjo

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.21070/ijler.v21i2.1559

General Background: Employee retention is essential for maintaining workforce stability and organizational sustainability. Specific Background: This study examines permanent employees in a seafood processing company with physically demanding work characteristics. Knowledge Gap: Prior studies mostly examined job training, organizational culture, and work-life balance separately or in different sectors. Aims: This study analyzes the partial and simultaneous relationships between job training, organizational culture, work-life balance, and employee retention. Results: Using questionnaires from 32 permanent employees and multiple linear regression, the findings show that job training, organizational culture, and work-life balance have positive and significant relationships with employee retention, both partially and simultaneously. Novelty: This study integrates three human resource factors in a seafood processing work context. Implications: Companies should strengthen training, supportive culture, and balanced work arrangements to maintain employee loyalty and long-term retention. Highlights• Job training supports employee loyalty through improved competence and confidence.• Organizational culture creates a comfortable workplace through teamwork and communication.• Balanced work arrangements reduce fatigue and support longer employee commitment. KeywordsEmployee Retention; Job Training; Organizational Culture; Work Life Balance; Human Resource Management

Fisherman Performance Anchored in Skills Work Environment and Culture: Kinerja Nelayan Berbasis Keterampilan Lingkungan Kerja dan Budaya Organisasi Ni Komang Intan Permata Dewi; Made Dwipa Negara; Komang Sudarsana
Indonesian Journal of Law and Economics Review Vol. 21 No. 2 (2026): May
Publisher : Universitas Muhammadiyah Sidoarjo

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.21070/ijler.v21i2.1560

General Background Fisherman performance is important in community-based fisheries because productivity depends on technical competence, workplace conditions, and shared organizational values. Specific Background This study examined Kalisari ship fishermen who faced unstable catches, fluctuating fish prices, and coordination challenges. Knowledge Gap Prior studies mainly focused on formal organizations, while traditional fishing communities remain less explored. Aims This study analyzed the relationships between skills, work environment, organizational culture, and fisherman performance. Results Data from 33 fishermen showed that skills, work environment, and organizational culture had positive and significant partial relationships with fisherman performance. Simultaneously, the three variables were significant, with an R Square value of 0.844. Novelty This study integrates three managerial factors in a community-based maritime setting. Implications The findings support training, safer work facilities, coordination, and stronger collective values. Highlights • Technical competence showed a positive and significant partial relationship with fishing outcomes.• Safe and comfortable job conditions supported higher productivity among fishing crews.• Collective values and all tested variables explained 84.4% of outcome variation. Keywords Skills; Work Environment; Organizational Culture; Fisherman Performance; Maritime Management

Title

Found 6 Documents
Search

Abstract

Abstract

Abstract

Abstract

Abstract

Abstract

Title Search

Found 6 Documents Search

Abstract

Abstract

Abstract

Abstract

Abstract

Abstract

Title

Found 6 Documents
Search