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The Impact of Employee Job Satisfaction on Dynamic Capability: The Mediating Role of Turnover Intention Irawati, Marsha Ayunita; Hartarini, Yovita Mumpuni; Khayatun, Siti; Ahmi, Aidi
JDM (Jurnal Dinamika Manajemen) Vol 15, No 1 (2024): March 2024
Publisher : Department of Management, Faculty of Economics and Business, Universitas Negeri Semarang

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.15294/jdm.v15i1.49018

This study aims to analyze three concepts, employee job satisfaction, dynamic capability, and turnover intention, without separating these three concepts by analyzing the effect of employee job satisfaction on dynamic capability and turnover intention as mediation. This research is correlative quantitative research with a cross-sectional approach for employees in Indonesia and uses SEM-PLS to analyze the data. The study results show that employee satisfaction has a negative and significant effect on turnover intention, and turnover intention has a negative and significant effect on dynamic capability; including the mediation variable in this study shows that turnover intention could mediate between employee satisfaction and dynamic capabilities. From the result, this research could be a starting point for developing flexible work program strategies and measures, as well as the implications in the changing business environment, especially in the digital era or situations that cause rapid changes quickly, like urgent situations or even uncertainty and contribute to further research discussing these three concepts.

EMPLOYEE PERFORMANCE BASED ON LEADERSHIP STYLE, JOB PROMOTION AND WORK ENVIRONMENT Khayatun, Siti; Hartarini, Yovita Mumpuni; Ariyanti, Lisa
JURNAL STIE SEMARANG Vol 16 No 1 (2024): Jurnal STIE SEmarang
Publisher : Sekolah Tinggi Ilmu Ekonomi Semarang

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.33747/stiesmg.v16i1.769

This study aims to determine the direct or indirect effects of performance issues in a service company, namely "Toha Okky Heru & Rekan Public Appraisal Services Office," with work motivation, job satisfaction, and organizational commitment as intervening variables to demonstrate their impact on employees performance.The research employed a quantitative approach, with data collected using an online questionnaire distributed to a sample of 111 respondents. The Likert scale with a range of 1 to 10 was used, and the data were analyzed using Structural Equation Modeling (SEM) with Partial Least Square (PLS). The instruments underwent tests for validity and reliability, multicollinearity, and R-Square (goodness of fit) evaluation.The results showed that Leadership Style does not have a positive effect on Employee Performance, with an original sample value of 0.175 and at statistical value less than the t table (0.872 < 1.982), indicating that Leadership Style has no significant effect on performance. Job Promotion was proven to have a positive effect on Employee Performance, with an original sample value of 0.495 and at statistical value greater than the t table (2.740 > 1.982), indicating that Job Promotion has a significant impact on employee performance. However, the Work Environment was also found not to have a significant effect on Employee Performance, with an original sample value of 0.146 and at statistical value less than the t table (0.938 < 1.982).Based on the research results, leadership style does not have a significant impact on employee performance at KJPP Toha, Okky, Heru & Rekan. This suggests that leadership that does not actively engage with employees or communicate effectively does not significantly affect job performance. In contrast, job promotion has a positive and significant influence on employee performance. Employees who receive promotions feel appreciated and motivated to work better, thereby improving their overall performance. Furthermore, the work environment does not have a significant impact on employee performance, indicating that once the work environment is adequate, further improvements in the work environment will not greatly affect performance.

KINERJA PEGAWAI DIKAJI DARI KEPEMIMPINAN, BUDAYA ORGANISASI DAN MOTIVASI Khayatun, Siti; Hartarini, Yovita Mumpuni; Triasningrum, Frida Widyawati
JURNAL CAPITAL : Kebijakan Ekonomi, Manajemen dan Akuntansi Vol 7 No 1 (2025): jurnal capital
Publisher : Sekolah Tinggi Ilmu Ekonomi Semarang

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.33747/capital.v7i1.272

This research aims to find out how much influence Leadership, Organizational Culture and Motivation have on Employee Performance at the Education and Culture Service in Pati Regency. The population in this study were employees Performance at the Education and Culture Service in Pati Regency who were present at the time of data collection, namely 94 employees Performance at the Education and Culture Service in Pati Regency. The collection technique uses accidental sampling, which is a method of determining samples by taking respondents who happen to be present or available in a place according to the research context. The research method used is multiple linear regression analysis method, partial testing (T test), model significance testing (F test) and coefficient of determination testing (R²). The results of this research show a leadership regression coefficient value of 0.204. Meanwhile, the Tcount value is 3.638>Ttable 1.987 and the sign is 0.000, Organizational Culture is 0.553. Meanwhile, the Tcount value is 13.789>1.987 and Motivation is 0.411. Meanwhile, the T value is 6.331> 1.987 and the sign is 0.000. Based on the test results, the coefficient of determination R2 is 77.1%. This means that the relationship between leadership, organizational culture and motivation has a positive and significant influence on employee performance at the Department of Education and Culture in Pati Regency. This can be proven in the F test of F count 101.166> F table 2.70 with a significance figure = 0.000 at Department of Education and Culture in Pati Regency. Leadership is influential in maintaining optimal employee performance, so it is recommended that you continue to implement and maintain good leadership, Organizational Culture within the organization so that employees Performance at the Education and Culture Service in Pati Regency are able to be motivated when their leadership is good in all respects, because in an organization or agency the decision remains in the hands of the leader.

Enhancing Employee Performance Using Workgroup Effectiveness: Role of Member Trust Wanuri; Khayatun, Siti; Hartarini, Yovita Mumpuni
Management Analysis Journal Vol. 13 No. 1 (2024): Management Analysis Journal
Publisher : Universitas Negeri Semarang

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.15294/maj.v13i1.1802

Research aims to offer comprehensive understanding of the factors influencing organizational performance, particularly in the context of member trust, thereby contributing to broader discourse on human capital management and cooperative development. Utilizing multidimensional framework of human capital and grounded in prevailing challenges faced by cooperative businesses, research elucidates pivotal role of human capital as organizational performance. Approach research was based on descriptive research techniques, in cross-sectional survey, is to observe (collect data about) specific occurrence, often at single point in time. To address research questions, this study adopts descriptive research technique and survey measures to capture objective and social reality of employee performance. Sample included 140 respondents of Flower Market Traders Association in Kopeng, Semarang district, Central Java Province. Data gathering period lasted from January until October 2023. Researcher created questionnaire and collected data using Google Forms. Data analysis was conducted using Structural Equation Modeling (SEM) with Smart-PLS (Partial Least Square) software. Based on study's results, workgroup effectiveness directly influences employee performance and contributes to its success. Moreover, member trust as moderator in correlation between workgroup effectiveness and employee performance. Research offers theoretical and practical implications for implementing workgroup effectiveness to enhance employee performance and member trust as moderator.

PEGAWAI HEBAT LAHIR DARI LINGKUNGAN KERJA YANG MENDORONG DAN DISIPLIN YANG KUAT Aryanto, Tossy; HARTARINI, YOVITA MUMPUNI; Khayatun, Siti
JURNAL CAPITAL : Kebijakan Ekonomi, Manajemen dan Akuntansi Vol 7 No 2 (2025): jurnal capital
Publisher : Sekolah Tinggi Ilmu Ekonomi Semarang

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.33747/capital.v7i2.314

This study aims to determine (1) the effect of work motivation on employee performance, (2) the effect of work environment on employee performance, (3) the effect of work discipline on employee performance, and (4) the simultaneous effect of work motivation, work environment, and work discipline on employee performance. This research is classified as causal-associative research using a saturated sampling (census) technique. The subjects of this study were 31 employees of the National Unity and Political Agency (Badan Kesatuan Bangsa dan Politik) of Kendal Regency. Data were collected through questionnaires, and the research instruments were tested using validity and reliability tests. The classical assumption tests included normality, multicollinearity, and heteroscedasticity tests. Data analysis was carried out using multiple linear regression, the coefficient of determination (R²), and t-test and F-test. The results showed that: (1) Work motivation has a positive and significant effect on employee performance, with a t-value of 4.016 greater than the t-table value of 1.70 and a significance value of 0.000 < 0.05. This means that higher work motivation leads to higher employee performance, thus H1 is accepted. (2) The work environment has a positive and significant effect on employee performance, with a t-value of 4.428 greater than the t-table value of 1.70 and a significance value of 0.002 < 0.05. Therefore, H2 is accepted, indicating that a better work environment improves employee performance. (3) Work discipline has a positive and significant effect on employee performance, with a t-value of 2.625 greater than the t-table value of 1.70 and a significance value of 0.017 < 0.05. Thus, H3 is accepted, meaning that better work discipline increases employee performance. (4) The simultaneous test shows a significance value of 0.000 < 0.05, indicating that work motivation, work environment, and work discipline jointly have a significant effect on employee performance at the National Unity and Political Agency of Kendal Regency, and therefore H4 is accepted. Based on the research findings, management needs to pay greater attention to motivation, work environment, and work discipline to enhance employee performance, particularly in the aspect of work discipline, which showed the lowest beta value compared to motivation and work environment.

WORK LIFE BALANCE DAN PENGARUHNYA TERHADAP KEPUASAN KERJA KARYAWAN PT. NASMOCO BAHTERA MOTOR JANTI Natoil, Natoil; Ernawati, Fidyah Yuli; Linanjung, Yolanda Ardestya; Khayatun, Siti
JURNAL CAPITAL : Kebijakan Ekonomi, Manajemen dan Akuntansi Vol 7 No 2 (2025): jurnal capital
Publisher : Sekolah Tinggi Ilmu Ekonomi Semarang

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.33747/capital.v7i2.332

Companies must consider the level of satisfaction of each employee because satisfaction is a crucial factor for the company, as job satisfaction is a criterion for determining a company's success in meeting its employees' needs. This study was conducted to determine and analyze the influence of work-life balance, work environment, and leadership on employee job satisfaction at PT. Nasmoco Bahtera Motor Janti. This study used quantitative methods. The research subjects were PT. Nasmoco Bahtera Motor Janti employees. The sample size was 94. Data collection techniques used were questionnaires and literature reviews. The analytical methods used were Descriptive Statistical Analysis, Classical Assumption Testing, Model Feasibility Testing, Multiple Linear Regression, t-tests, and F-tests. . The results of the t test of the work life balance variable do not have a significant effect on employee job satisfaction at PT. Nasmoco Bahtera Motor Janti, seen from the t count on the work life balance variable, the t count value is 1.745. While the t table value (a = 0.05, dk = n-k-1, dk = 94-3-1 = 90) is 1.986. t count (1.745) < t table (1.986) (Ha is rejected and Ho is accepted).The work environment variable has a significant influence on the job satisfaction of employees of PT. Nasmoco Bahtera Motor Janti, seen from the t count on the work environment variable, the t count value is 4.382. While the t table value (a = 0.05, df = n-k-1, df = 94-3-1 = 90) is 1.986. t count (4.382) > t table (1.986) (Ho is rejected and Ha is accepted) and the leadership variable does not have a significant influence on the job satisfaction of employees of PT. Nasmoco Bahtera Motor Janti, seen from the t count on the leadership variable, the t count value is 0.012. While the t table value (a = 0.05, df = n-k-1, df = 94-3-1 = 90) is 1.986. t count (0.012) < t table (1.986) (Ha is rejected and Ho is accepted). Based on this research, the author offers several suggestions for improving employee job satisfaction: developing a work system, organizing work in accordance with standard procedures, and creating a more comfortable work environment so that employees feel more comfortable and safe in the workplace, which will ultimately increase employee job satisfaction

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