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All Journal Journal Of Management Science (JMAS) Management Studies and Entrepreneurship Journal (MSEJ) Jurnal Ekonomi Bisnis, Manajemen dan Akuntansi (JEBMA) Jurnal Stia Bengkulu : Committe To Administration For Education Quality
Kiki Sarianti
Universitas Adzkia
Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Education Social Sciences Other

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Organizational commitment to mediate workload and compensation on work productivity at Madina Bukittinggi Hospital Ramadhi Ramadhi; Kiki Sarianti; Yolanda Desti
Junal Ilmu Manajemen Vol 6 No 3 (2023): July: Management Science and Field
Publisher : Institute of Computer Science (IOCS)

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.35335/jmas.v6i3.298

Abstract

Observations by researchers in the field found that there were employee complaints regarding the workload and compensation carried out at Madina Bukittinggi Hospital and a lack of organizational commitment, causing a decrease in employee work productivity at Madina Bukittinggi Hospital, so it is necessary to conduct research on the effect of workload and compensation on work productivity through employee commitment as a mediating variable. This study consists of three independent variables, namely workload and compensation and one variable of work productivity and job satisfaction as an intervening variable. The analytical method used is path analysis. The method of data collection in this study was to use a questionnaire filled out by respondents, namely employees of the Madina Bukittinggi Hospital. The results obtained based on the Partial Test (t test) obtained: there is a significant effect of workload on organizational commitment, there is a significant effect of compensation on organizational commitment, there is a significant effect of workload on work productivity, there is a significant effect compensation on work productivity, there is a significant effect of organizational commitment on work productivity, organizational commitment cannot mediate the effect of workload on work productivity, organizational commitment cannot mediate the effect of compensation on work productivity.
Pengaruh Iklim Organisasi dan Komitmen Organisasi terhadap Organizational Citizenship Behavior (OCB) Dimediasi Kepuasan Kerja Karyawan Kiki Sarianti; Ramadhi Ramadhi
Jurnal STIA Bengkulu Vol 9 No 2 (2023): Juli
Publisher : STIA Bengkulu

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.56135/jsb.v9i2.117

Abstract

Tujuan Penelitian untuk mengetahui pengaruh Iklim organisasi dan komitmen organisasi Terhadap Organizational Citizenship Behavior (OCB) Dimediasi Kepuasan Kerja Sebagai variabel Intervening Pada Dinas Pariwisata dan Kebudayaan Kabupaten Kerinci. Metode yang digunakan dalam penelitian ini adalah dengan menggunakan dengan analisis regresi linear berganda dan analisis jalur. Hasil penelitian yang didapatkan berdasarkan Uji Parsial (Uji t) model 1 diperoleh: (a) Terdapat pengaruh positif dan signifikan Iklim organisasi terhadap kepuasan kerja, 2,677 > t-tabel 1,669. (b) Terdapat pengaruh positif dan signifikan komitmen organisasi terhadap kepuasan kerja, 5,054 > t-tabel 1,669. Hasil penelitian yang didapatkan berdasarkan Uji Parsial (Uji t) model 2 diperoleh: (a) Terdapat pengaruh signifikan Iklim organisasi terhadap Organizational Citizenship Behavior (OCB), 3,842 > t-tabel 1,669.(b) Terdapat pengaruh signifikan komitmen organisasi terhadap Organizational Citizenship Behavior (OCB), 2,093 > t-tabel 1,669 (c) Terdapat pengaruh tidak signifikan kepuasan kerja terhadap Organizational Citizenship Behavior (OCB), 0,325 < t-tabel 1,669. Dengen demikian pengaruh Iklim organisasi dan komitmen organisasi Terhadap Organizational Citizenship Behavior (OCB) Dimediasi Kepuasan Kerja Sebagai variabel Intervening tersebut sudah layak dan benar.
Pengaruh Kemampuan Kerja, Lingkungan Kerja dan Disiplin Kerja terhadap Kinerja Karyawan yang Berampak pada Kepuasan Kerja Ramadhi Ramadhi; Yolanda Desti; Edo Andrefson; Kiki Sarianti; Nora Damayanti
Jurnal Ekonomi Bisnis, Manajemen dan Akuntansi (JEBMA) Vol. 4 No. 2 (2024): Artikel Periode Juli 2024
Publisher : ITScience (Information Technology and Science)

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.47709/jebma.v4i2.4190

Abstract

Abstrak: Penelitian ini bertujuan untuk mengetahui seberapa besar pengaruh kemampuan kerja, lingkungan kerja dan disiplin kerja terhadap kinerja karyawan dengan kepuasan kerja sebagai variabel intervening pada PT. Andalan Mitra Prestasi Padang. Penelitian ini menggunakan pendekatan kuantitatif. Sampel penelitian ini menggunakan metode sensus sampling dengan jumlah sampel sebanyak 37 orang responden. Hasil penelitian yang didapatkan berdasarkan Uji Parsial (Uji t) diperoleh: terdapat pengaruh signifikan kemampuan kerja terhadap kepuasan kerja, terdapat pengaruh signifikan lingkungan kerja terhadap kepuasan kerja, terdapat pengaruh signifikan disiplin kerja terhadap kepuasan kerja, terdapat pengaruh signifikan kemampuan kerja terhadap kinerja karyawan, terdapat pengaruh signifikan lingkungan kerja terhadap kinerja karyawan, tidak terdapat pengaruh signifikan penempatan terhadap semangat kerja, kepuasan kerja tidak dapat memediasi pengaruh kemampuan kerja terhadap kinerja karyawan, kepuasan kerja dapat memediasi pengaruh lingkungan kerja terhadap kinerja karyawan, kepuasan kerja tidak dapat memediasi pengaruh disiplin kerja terhadap kinerja karyawan Kata kunci: Kemampuan, Lingkungan, Disiplin, Kinerja, Kepuasan
Pengaruh Kepemimpinan Dan Motivasi Kerja Terhadap Kinerja Perangkat Desa Dengan Komitmen Organisasi Sebagai Variabel Mediasi Di Ranah Batahan Kabupaten Pasaman Barat Kiki Sarianti
Management Studies and Entrepreneurship Journal (MSEJ) Vol. 7 No. 1 (2026): Management Studies and Entrepreneurship Journal (MSEJ)
Publisher : Yayasan Pendidikan Riset dan Pengembangan Intelektual (YRPI)

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.37385/msej.v7i1.10350

Abstract

This study aims to determine the influence of leadership and work motivation on the performance of village apparatus mediated by organizational commitment as a mediating variable in Ranah Batahan District, West Pasaman Regency. The method used in this study is to use multiple linear regression analysis and path analysis. The results of the research obtained based on the Partial Test (t-test) model 1 were obtained: (a) there was no positive and significant influence of leadership on organizational commitment, as evidenced by the t-calculated value for the leadership variable (X1) 1.642 < t-table 1.661. (b) There is a positive and significant influence of work motivation on organizational commitment, as evidenced by the t-calculated value of the work motivation variable (X2) 54,497 > t-table 1,661. The results of the research obtained based on the Partial Test (t-test) model 2 were obtained: (a) There is a significant influence of leadership on employee performance, as evidenced by the t-calculated value for the leadership variable (X1) 2.979 > t-table 1.661.(b) There is a significant influence of work motivation on employee performance as evidenced by the t-calculated value for the work motivation variable (X2) 2.478 > t-table 1.661. (c) There is a positive and significant influence of organizational commitment on employee performance, as evidenced by the t-calculated value for the organizational commitment variable (Z) 3.081 > t-table 1.661. Thus, the influence of leadership and work motivation on employee performance Mediated by organizational commitment as an intervening variable in Ranah Batahan District, West Pasaman Regency is feasible and correct. And based on the Determination coefficient (R2) test of model 1, the value is 0.490 or 49%, this shows that the percentage of contribution of independent variables of leadership and work motivation is 0.490 or 49%. While the remaining 51% was influenced by other variables outside this study. And based on the Determination coefficient (R2) test of model II, the value is 0.525 or 52.5%, this shows that the percentage of contributions of independent variables of leadership, work motivation and organizational commitment to employee performance is 0.525 or 52.5%, while the remaining 47.5 is influenced by other variables outside of this study.
Co-Authors Desi Rosalina Edo Andrefson Nora Damayanti Nora Damayanti RAMADHI RAMADHI Yolanda Desti