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<![CDATA[Pengaruh Kepemimpinan Yang Melayani Dan Karakteristik Pekerjaan Terhadap Kepuasan Kerja Karyawan PT. Supralita Mandiri Cabang Semarang ]]>
<![CDATA[Nismaya Fathillah Sugiarto]]>;
<![CDATA[Bambang Suko Priyono]]>
<![CDATA[ Syntax Idea 1655-1660 ]]>
Publisher : <![CDATA[Ridwan Institute ]]>
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DOI: 10.46799/syntax-idea.v6i4.3159
<![CDATA[Tujuan penelitian ini adalah untuk mengetahui pengaruh kepemimpinan yang melayani dan karakteristik pekerjaan terhadap kepuasan kerja di PT Supralita Mandiri Cabang Semarang. Metode penelitian yang dilakukan dalam penelitian menggunakan metode kuantitatif dengan jumlah sample 105 karyawan. analisis yang digunakan adalah regresi linier berganda. Hasil penelitian menunjukkan adanya pengaruh yang positif dan signifikan pada kepemimpinan yang melayani terhadap kepuasan kerja dengan menunjukkan nilai signifikan sebesar 0,000 < 0,05. Pada hasil penelitian variabel karakteristik pekerjaan juga menunjukkan adanya pengaruh yang positif dan signifikan terhadap kepuasan kerja dibuktikan dengan nilai signifikan 0,000 < 0,05. Hasil studi menunjukkan bahwa kepuasan kerja karyawan di PT Supralita Mandiri Cabang Semarang dipengaruhi oleh kepemimpinan yang melayani dan karakterstik pekerjaan dengan persentase sebesar 59.8%.]]>
<![CDATA[Pengaruh Pemberdayaan dan Motivasi Terhadap Kepuasan Kerja dengan Iklim Organisasi Sebagai Variabel Moderasi ]]>
<![CDATA[Iskandar, Joni]]>;
<![CDATA[Priyono, Bambang Suko]]>
<![CDATA[ Jurnal Studi Manajemen dan Bisnis Vol 10, No 2 (2023): Desember ]]>
Publisher : <![CDATA[Trunojoyo University of Madura ]]>
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DOI: 10.21107/jsmb.v10i2.21891
<![CDATA[Dalam sebuah instansi, ketidakpuasan kerja pegawai menjadi hambatan tersendiri. Salah satu instansi yang mengalami hambatan tersebut adalah UIN Walisongo Semarang. Penelitian ini bermasud guna menganalisa pengaruh pemberdayaan dan motivasi terhadap kepuasan kerja pegawai UIN Walisongo Semarang dengan iklim organisasi sebagai variabel moderasi. Instrumen pengumpulan data yaitu kuesioner. Penentuan responden dilakukan menggunakan simple random sampling. Dari perhitungan diperoleh responden sejumlah 112 pada pegawai UIN Walisongo Semarang. Sedangkan analisis data memanfaatkan analisis regresi moderasi dengan berbantuan SPSS. Hasil analisis data diperoleh bahwa pemberdayaan mempunyai pengaruh terhadap kepuasan kerja pegawai sedangkan motivasi tidak mempunyai pengaruh terhadap kepuasan kerja. Iklim organisasi mampu memoderasi pengaruh pemberdayaan terhadap kepuasan kerja, akan tetapi adanya iklim organisasi melemahkan pengaruh pemberdayaan terhadap kepuasan kerja. Sedangkan untuk variabel motivasi, iklim organisasi memoderasi pengaruh motivasi terhadap kepuasan kerja dan adanya iklim organisasi mampu menguatkan pengaruh motivasi terhadap kepuasan kerja.]]>
<![CDATA[Pengaruh modal psikologi dan pemberdayaan terhadap kinerja guru dengan mediasi kepuasan kerja ]]>
<![CDATA[Novitasari, Dyah Pitaloka]]>;
<![CDATA[Bambang Suko Priyono]]>
<![CDATA[ Fair Value: Jurnal Ilmiah Akuntansi dan Keuangan Vol. 4 No. 8 (2022): Fair Value: Jurnal Ilmiah Akuntansi dan Keuangan ]]>
Publisher : <![CDATA[Departement Of Accounting, Indonesian Cooperative Institute, Indonesia ]]>
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DOI: 10.32670/fairvalue.v4i8.1288
<![CDATA[Performance is a determinant of achieving the goals of an organization's success. Organizational performance will be maximized when the organization is able to manage employees within the organization. This research aims to find out the psychological capital’s influence and empowerment on performance of teacher by mediating job satisfaction. The study was conducted on 112 teachers at SMK Negeri 1 Bawen Semarang Regency with total sampling method. The variables studied were independent variables, namely psychological capital and empowerment, the mediating variable was job satisfaction and the dependent variable was teacher performance. This study used multiple regression analysis in analizing data. Results of the study are obtained: 1) Psychological capital has a positive and significant effect on teacher job satisfaction (2) Empowerment has a positive and significant effect on teacher job satisfaction. (3) Psychological capital has a positive and significant effect on performance of teacher (4) Empowerment has a positive and significant effect on performance of teacher. (5) Job satisfaction has a positive and significant effect on performance of teacher. (6) Empowerment has the greatest influence compared to psychological capital on performance of teacher. (7) Job satisfaction mediates the effect of psychological capital on performance of teacher.(8) Job satisfaction mediates the effect of empowerment on performance of teacher.]]>
<![CDATA[Pengaruh person organization fit dan modal psikologi terhadap komitmen organisasional melalui kepuasan kerja ]]>
<![CDATA[Wijiati, Wahyu]]>;
<![CDATA[Priyono, Bambang Suko]]>
<![CDATA[ Fair Value: Jurnal Ilmiah Akuntansi dan Keuangan Vol. 4 No. 10 (2022): Fair Value: Jurnal Ilmiah Akuntansi dan Keuangan ]]>
Publisher : <![CDATA[Departement Of Accounting, Indonesian Cooperative Institute, Indonesia ]]>
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DOI: 10.32670/fairvalue.v4i10.1740
<![CDATA[This study aims to determine the effect of person organization fit and psychological capital on organizational commitment through job satisfaction. Indications of the problem found a decline in the community satisfaction survey at the end of 2020 with good conditions showing the performance of the Class III Port Management Unit Office of Batang Regency is still experiencing instability since the survey was conducted with the online system. The data collection technique was done through purposive sampling with a sample size of 97 employees. The analysis was performed using multiple linear regression to measure the influence of person organization fit and psychological capital on organizational commitment through job satisfaction. In knowing the indirect effect, the Sobel test was carried out. The results showed that Person organizational fit had no effet on organizational commitment, Person organizational fit had an effect on job satisfaction, Psychological Capital had an effect on Organizational Commitment, Psychological Capital had an effect on Organizational Commitment, Job Satisfaction had an effect on Organizational Commitment, Person Organizational Fit on Organizational Commitment through Job Satisfaction. and Psychological Capital has an effect on Organizational Commitment through Job Satisfaction.]]>
<![CDATA[Pengaruh Karakteristik Pekerjaan Dan Kompetensi Terhadap Kinerja Guru Dengan Moderasi Modal Sosial(Studi pada Guru SD Korwil Bidang Pendidikan Tegal Timur Dinas Pendidikan dan Kebudayaan Kota Tegal) ]]>
<![CDATA[Adayat]]>;
<![CDATA[Ign. Bambang Suko Priyono B.S]]>
<![CDATA[ Jurnal Ekonomika dan Bisnis Vol. 10 No. 1 (2023): Volume 10 Nomor 1 April 2023 ]]>
Publisher : <![CDATA[Fakultas Ekonomika dan Bisnis Universitas Selamat Sri ]]>
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<![CDATA[Penelitian ini bertujuan untuk menganalisis Pengaruh Karakteristik Pekerjaan Dan Kompetensi Terhadap Kinerja Guru Dengan Moderasi Modal Sosial. Dalam penelitian ini populasinya adalah Guru Sekolah Dasar di wilayah Koordinator Wilayah Pendidikan Tegal Timur Kota Tegal sejumlah 277 guru yang tersebarpada 45 Sekolah Dasar. Teknik pengambilan sampel dalam penelitian ini adalah purposive proportional random sampling. Sampel ini diambil dari 45 Sekolah Dasar, Setiap Sekolah Dasar diambil 3 sampel. Pengukuran menggunakan skala likert 7 (tujuh) alternatif jawaban. Uji instrumen yang digunakan adalah uji validitas dan reliabilitas. Sedangkan uji model yang digunakan adalah koefisien determinasi dan uji F (Goodnes of Fit). Uji hipotesis dalam penelitian ini menggunakan analisis regresi. Berdasarkan hasil penelitian dapat disimpulkan sebagai berikut: (i) Karakteristik Pekerjaan berpengaruh positif dan signifikan terhadap Kinerja Guru, (ii) Kompetensi berpengaruh positif dan signifikan terhadap Kinerja Guru, (iii) Modal Sosialmemoderasi pengaruh Karakteristik Pekerjaan terhadap Kinerja Guru, dan (iv) Modal Sosialmemoderasi pengaruh Kompetensi terhadap Kinerja Guru]]>
<![CDATA[Pengaruh Kepemimpinan Yang Melayani Dan Pengembangan karir Terhadap Kinerja Pegawai Dengan Dimediasi Organizational Citizenship Behavior (OCB) ]]>
<![CDATA[Donny Agus Kurnianto]]>;
<![CDATA[Bambang Suko Priyono]]>
<![CDATA[ Jurnal Ekonomika dan Bisnis Vol. 10 No. 1 (2023): Volume 10 Nomor 1 April 2023 ]]>
Publisher : <![CDATA[Fakultas Ekonomika dan Bisnis Universitas Selamat Sri ]]>
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<![CDATA[The purpose of this research is to analyze the influence of servant leadership and career development on Organizational Citizenship Behavior (OCB). Analyzing the influence of servant leadership and Organizational Citizenship Behavior (OCB) on employee performance. Analyzing Organizational Citizenship Behavior (OCB) mediates the influence of servant leadership and career development on employee performance. The population in this study were employees of the Center for Textile and Footwear Products Industry (BIPTAK) of the Department of Industry and Trade of Central Java Province, amounting to 105 people. The sample in this study were employees of the Center for Textile and Footwear Products Industry (BIPTAK) of the Department of Industry and Trade of Central Java Province. Sampling by census sampling technique of 105 employees. Methods of data collection using a questionnaire. Data analysis used linear regression analysis. Based on the results of the study, it can be concluded that servant leadership and career development have a positive and significant effect on Organizational Citizenship Behavior (OCB). Servant leadership, career development and Organizational Citizenship Behavior (OCB) have a positive and significant effect on employee performance. Organizational Citizenship Behavior (OCB) mediates the influence between leadership and does not mediate the influence between career development on employee performance. ]]>
<![CDATA[Pengaruh Kepemimpinan Yang Melayani Dan Karakteristik Pekerjaan Terhadap Kepuasan Kerja Karyawan ]]>
<![CDATA[Fathillah Sugiarto, Nismaya]]>;
<![CDATA[Suko Priyono, Bambang]]>
<![CDATA[ GEMA EKONOMI Vol 12 No 2 (2023): GEMA EKONOMI ]]>
Publisher : <![CDATA[Fakultas Ekonomi Universitas Gresik ]]>
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DOI: 10.55129/https://doi.org/10.55129/.v12i4.2927
<![CDATA[This study aimed to determine the influence of servant leadership and job characteristics on job satisfaction at PT Supralita Mandiri Semarang. The research method used in this research uses quantitative methods with a sample of 105 employees. The analysis used is multiple linear regression. The results of the study indicate a positive and significant influence of servant leadership on job satisfaction by showing a significant value of 0.000 <0.05. In the research results, the variable of job characteristics also shows a positive and significant influence on job satisfaction as evidenced by a significant value of 0.000 <0.05. The study results show that employee job satisfaction at PT Supralita Mandiri Semarang Branch is influenced by serving leadership and job characteristics with a percentage of 59.8%.]]>
<![CDATA[PENGARUH KOMPETENSI DAN QUALITY OF WORK LIFE TERHADAP KINERJA MELALUI KEPUASAN KERJA ]]>
<![CDATA[Kusumastuti, Erna]]>;
<![CDATA[Priyono, Bambang Suko]]>
<![CDATA[ MANAJEMEN DEWANTARA Vol 8 No 2 (2024): MANAJEMEN DEWANTARA ]]>
Publisher : <![CDATA[Universitas Sarjanawiyata Tamansiswa ]]>
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<![CDATA[The purpose of this study was to test and analyze the effect of competence and QWL on performance by mediating job satisfaction (Study on Employees of the Kendal Education and Culture Office). The sample in this study were 101 respondents. This research test consists of descriptive statistics, instrument test (validity test with KMO>0.5 and Loading Factor>0.4 and reliability test with Cronbach alpha>0.7), model test (Adj R2 Test (Coefficient of Determination) and F Test (Goodness of Fit) with sig level <0.05), hypothesis testing using regression analysis with sig level <0.05 and test mediation effect with sobel test. The results of this study indicate that competence and QWL affect job satisfaction both partially and simultaneously. Furthermore, competence, QWL and job satisfaction have a positive and significant relationship to performance.]]>
<![CDATA[Pengaruh Kepemimpinan Yang Melayani Dan Karakteristik Pekerjaan Terhadap Kepuasan Kerja Karyawan ]]>
<![CDATA[Fathillah Sugiarto, Nismaya]]>;
<![CDATA[Suko Priyono, Bambang]]>
<![CDATA[ GEMA EKONOMI Vol 12 No 2 (2023): GEMA EKONOMI ]]>
Publisher : <![CDATA[Fakultas Ekonomi Universitas Gresik ]]>
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DOI: 10.55129/https://doi.org/10.55129/.v12i4.2927
<![CDATA[This study aimed to determine the influence of servant leadership and job characteristics on job satisfaction at PT Supralita Mandiri Semarang. The research method used in this research uses quantitative methods with a sample of 105 employees. The analysis used is multiple linear regression. The results of the study indicate a positive and significant influence of servant leadership on job satisfaction by showing a significant value of 0.000 <0.05. In the research results, the variable of job characteristics also shows a positive and significant influence on job satisfaction as evidenced by a significant value of 0.000 <0.05. The study results show that employee job satisfaction at PT Supralita Mandiri Semarang Branch is influenced by serving leadership and job characteristics with a percentage of 59.8%.]]>
<![CDATA[Peran moderasi organizational citizenship behavior (OCB) pada pengaruh kompetensi dan knowlegde sharing terhadap kinerja ]]>
<![CDATA[Rijanti, Tristiana]]>;
<![CDATA[Liana, Lie]]>;
<![CDATA[Priyono, Bambang Suko]]>;
<![CDATA[Ainun Nadiroh, Lisa Khoridatul]]>
<![CDATA[ JPPI (Jurnal Penelitian Pendidikan Indonesia) Vol. 9 No. 4 (2023): JPPI (Jurnal Penelitian Pendidikan Indonesia) ]]>
Publisher : <![CDATA[Indonesian Institute for Counseling, Education and Theraphy (IICET) ]]>
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DOI: 10.29210/020232347
<![CDATA[Perusahaan membutuhkan sumber daya manusia yang berkualitas untuk menjalankan operasi perusahaan dan memenuhi tujuan yang telah ditetapkan. Penelitian ini bertujuan untuk menganalisis peran moderasi Organizational Citizenship Behavior (OCB) padaPengaruh Kompetensi dan Knowledge Sharing terhadap Kinerja di BPR BKK Pati (Perseroda). Penelitian ini menggunakan metode kuantitatif. Populasi dalam penelitian ini adalah pegawai BPR BKK Pati (Perseroda) sejumlah 150 pegawai. Teknik sampling menggunakan random sampling dengan jumlah sampel 60 pegawai. Pengumpulan data dilakukan menggunakan kuesioner dengan lima skala Likert. Data diolah menggunakan SPSS. Analisis regresi diugnakan untuk menguji pengaruh variabel tergantung terhadap variabel bebas. Uji modersai dilakukan dengan melihat interaksi variabel moderasi dengan variabel tergantung terhadap variabel bebas. Hasil uji penelitian menunjukkan bahwa variabel kompetensi dan knowlegde sharing secara parsial berpengaruh positif dan signifikan terhadap kinerja, sedangkan variabel Organizational Citizenship Behavior (OCB)bukan variabel yang memoderasi pengaruh kompetensi terhadap kinerja namun merupakan variabel moderasi yang memperkuat pengaruh knowledge sharing terhadap kinerja. Sehingga dengan adanya knowledge sharing dapat dapat membantu karyawan memiliki kinerja diatas tuntunan yang diharapkan oleh perusahaan.]]>
