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All Journal International Journal of Educational Review, Law And Social Sciences (IJERLAS) Manajemen dan Bisnis
Nelson Pinem
Universitas Islam Sumatera Utara
Religion Humanities Economics, Econometrics & Finance Environmental Science Languange, Linguistic, Communication & Media Law, Crime, Criminology & Criminal Justice Library & Information Science Social Sciences Other

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PENGARUH TINGKAT KECERDASAN EMOSI, KEPUASAN KERJA DAN BUDAYA ORGANISASI TERHADAP ORGANIZATIONAL CITIZENSHIP BEHAVIOR (OCB) PEGAWAI SEKRETARIAT DEWAN PERWAKILAN RAKYAT DAERAH (DPRD) KABUPATEN SERDANG BEDAGAI Nelson Pinem
Manajemen dan Bisnis Vol 1, No 1 (2019): Agustus
Publisher : Jurnal Prodi Fakultas Ekonomi-UISU

Show Abstract | Download Original | Original Source | Check in Google Scholar | Full PDF (605.856 KB) | DOI: 10.30743/magister.v1i1.1610

Abstract

The formulation of the problem in this research is how the effect of emotional intelligence level, job satisfaction and organizational culture partially or simultaneously toward Organizational Citizenship Behavior (OCB) of Staff Sekretariat Dewan Perwakilan Rakyat Daerah (DPRD) Kabupaten Serdang Bedagai. This research aims to determine and analyze the effect of emotional intelligence level, job satisfaction and organizational culture on Organizational Citizenship Behavior (OCB) of Staff Sekretariat Dewan Perwakilan Rakyat Daerah (DPRD) Kabupaten Serdang Bedagai either partially or simultaneously.The method of analysis used in this research is descriptive data analysis  and then analyzed by using multiple linier regression. The variables in this research are the  emotional intelligence level, job satisfaction and organizational culture as independent variables and organizational citizenship behavior (OCB) as dependent variable. The sample used in this research is 30 people. The results showed partially variable emotional intelligence level have a positive and significant effect on Organizational Citizenship Behavior (OCB), variable of job satisfaction have a positive and significant effect on Organizational Citizenship Behavior (OCB) and variable of organizational culture have  a positive and significant effect on Organizational Citizenship Behavior (OCB). Simultaneously variables emotional inteligence level, job satisfaction and organizational culture have an effect on on Organizational Citizenship Behavior (OCB) equel 11,176 and significance value 0,000. The value of R Square is 0,563. This shows that 56,3% organizational citizenship behavior (OCB)  of Staff Sekretariat Dewan Perwakilan Rakyat Daerah (DPRD) Kabupaten Serdang Bedagai can be explained by the variables level emotional intelligence, job satisfaction and organizational culture, while the rest 43,7% not done research. Keywords : Emotional Intelligence, Job Satisfaction, Organizational Culture, OCB
THE EFFECT OF COMPENSATION AND SHIFT WORK SYSTEM ONJOB SATISFACTION AMONG EMPLOYEES OF THE REGIONAL DISASTER MANAGEMENT AGENCY (BPBD) OF NORTH LABUHAN BATU REGENCY Dosmatahi Sagala; Nilawati Nasti; Nelson Pinem
International Journal of Educational Review, Law And Social Sciences (IJERLAS) Vol. 5 No. 5 (2025)
Publisher : CV. RADJA PUBLIKA

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.54443/ijerlas.v5i5.3718

Abstract

This study aims to analyze the effect of compensation and shift work systems on employee job satisfaction at the Regional Disaster Management Agency (BPBD) of North Labuhan Batu Regency. Fair compensation and an effective work system are important factors in increasing job satisfaction, especially for employees who work in emergency and stressful conditions. This study used a quantitative method with a survey approach, where data were collected through questionnaires distributed to BPBD employees. The data analysis technique used multiple linear regression to test the relationship between the independent variables (compensation and shift work systems) and the dependent variable (job satisfaction). The results showed that compensation did not have a significant effect on employee job satisfaction. Similarly, the shift work system had a significant effect, although in some aspects it could reduce the level of job satisfaction due to changes in work rhythm and personal life balance. These findings indicate that to improve BPBD employee job satisfaction, a more optimal compensation policy is needed, along with a shift work system that considers employee welfare aspects. This study is expected to serve as a reference for policy makers in improving the welfare and work effectiveness of BPBD employees. The implications of this research are expected to serve as considerations for BPBD management and leaders in designing better compensation policies and work systems to improve employee well-being and performance. Suggestions for further research are also provided to explore other factors that may influence job satisfaction in greater depth.
Co-Authors Dosmatahi Sagala Oddie Babudilla, Nilawati Nasti