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All Journal International Journal of Environmental, Sustainability, and Social Science Global Academy of Multidisciplinary Studies Studies in Economy and Public Policy Review of Multidisciplinary Academic and Practice Studies
I Wayan CATRAYASA
Batam University, Indonesia
Economics, Econometrics & Finance Education Environmental Science Law, Crime, Criminology & Criminal Justice Social Sciences Other

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The influence of motivation, commitment and workload on job satisfaction of regional officials with competency as intervening variable in Regional Financial Agency of Riau Islands Province Ngaliman Ngaliman; Nike Astarina; I Wayan Catrayasa
Global Academy of Multidisciplinary Studies Vol. 1 No. 2 (2024): November
Publisher : Goodwood Publishing

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.35912/gams.v1i2.3379

Abstract

Purpose: This study analyzes the influence of motivation, organizational commitment, and workload on the job satisfaction of regional officials, with competence as an intervening variable at the Regional Financial and Asset Agency of Riau Islands Province. In 2023, delays occurred in 11,380 files (49.26%) from SPP to SP2D, indicating the urgency to improve employee satisfaction and performance. Research/methodology: Primary data were collected from 143 employees and analyzed using SEM-PLS. Motivation, commitment, and workload were examined as predictors of competence, while competence was tested as a mediator toward job satisfaction. Results: Motivation showed no significant direct effect on job satisfaction. However, motivation, organizational commitment, and workload significantly influenced competence, which in turn strongly mediated their impact on job satisfaction. The findings confirm that higher competence enhances employees’ satisfaction and performance, emphasizing the importance of competence development to minimize delays and strengthen service quality. Conclusions: Job satisfaction is not directly determined by motivation but is mediated by competence, organizational commitment, and workload. Competence development becomes a strategic factor in improving overall satisfaction and organizational performance. Limitations: The study was limited to one institution in Riau Islands Province, thus reducing generalizability. Comparative studies across multiple agencies and provinces are recommended. Contribution: This study enriches HRM literature by confirming the mediating role of competence in public sector organizations. Practically, it guides policymakers to improve satisfaction and performance through competency development, balanced workload distribution, and organizational commitment programs.
The influence of motivation, organizational commitment and workload on job satisfaction of regional officials with competency as an intervening variable in the Regional Financial and Asset Agency of Riau Islands Province Ngaliman Ngaliman; Nike Astarina; I Wayan Catrayasa
Studies in Economy and Public Policy Vol. 1 No. 2 (2025): November
Publisher : Goodwood Publishing

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.35912/sepp.v1i2.3715

Abstract

Purpose: This study aimed to examine the influence of work teams and work environments on organizational loyalty among employees. It specifically explored how teamwork dynamics and workplace conditions contribute to fostering employee loyalty at Hikmah Masamba General Hospital. Research Methodology: A descriptive quantitative approach was employed with a total population of 50 employees, consisting of 26 staff in nursing services and 24 staff in midwifery services. Using a saturated sampling technique, the entire population was included as respondents. Data were collected through structured procedures and analyzed with SPSS version 26, focusing on both partial and simultaneous testing of the independent variables—work team and work environment—on employee loyalty. Results: The results show that both work team and work environment significantly influence organizational loyalty, whether evaluated separately or collectively. These findings highlight that teamwork quality and a supportive environment are critical factors in shaping employee commitment and loyalty within hospital organizations. Conclusions: The study concluded that organizational loyalty is strongly determined by effective teamwork and conducive workplace conditions. Therefore, strengthening collaboration and improving work environments are essential strategies for enhancing loyalty among hospital employees. Limitations: The scope of this research was limited to a single institution, Hikmah Masamba General Hospital, thus restricting the generalizability of its findings to broader contexts. Contribution: This study enriches the literature on organizational loyalty and offers practical insights for healthcare management in developing loyalty through team collaboration and workplace improvements.
Determination of leadership style, discipline and work environment on employee performance through employee job satisfaction at the Bintan District Health Center Filya Fatriasari; Chabullah Wibisono; I Wayan Catrayasa
Review of Multidisciplinary Academic and Practice Studies Vol 1 No 1 (2024): February
Publisher : LPPM STIE KRAKATAU

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.61401/rmaps.v1i1.126

Abstract

Purpose: This study aimed to determine and analyze the determinants of leadership style, discipline, and work environment on employee performance through employee job satisfaction at the Bintan Regency Community Health Center. Research Methodology: This type of research uses associative causality design. Data were collected using a questionnaire that was distributed to 236 respondents. Statistical data analysis uses structural equation modeling partial least squares (SEM-PLS) and analysis paths to test relationship patterns that reveal the influence of variables on other variables, both direct and indirect. Results: The research results show that Leadership Style directly has a positive and significant effect on Performance with P-Values of 0.041 < 0.05. Direct discipline had a positive and significant effect on performance, with P-values of 0.002 < 0.05. The work Environment has a positive and significant effect on Performance with P-Values of 0.004 < 0.05. Job Satisfaction has a positive and significant direct effect on Performance with P-Values of 0.006 < 0.05. Leadership Style has a positive but not significant effect on Job Satisfaction with P-Values of 0.065 > 0.05. Discipline directly had a positive and significant effect on Job Satisfaction with P-Values of 0.003 < 0.05. The work Environment directly has a positive and significant effect on Job Satisfaction with P-Values of 0.010 < 0.05. Job Satisfaction did not mediate the influence of Leadership Style on performance, with a p-value of 0.553 > 0.05. The mediating effect of Discipline Job Satisfaction on performance had a p-value of 0.003 < 0.05. The mediating effect of Work Environment Job Satisfaction on performance had a p-value of 0.023 < 0.05.
The Effect of Transactional Leadership, Organizational Commitment and Career Development on Employee Job Satisfaction With Work Motivation as an Intervening Variable in the Agency Regional Finance and Asset Management Karimun Regency Riduan SIHITE; Chablullah WIBISONO; I Wayan CATRAYASA; Bambang SATRIAWAN
International Journal of Environmental, Sustainability, and Social Science Vol. 5 No. 4 (2024): International Journal of Environmental, Sustainability, and Social Science (Jul
Publisher : PT Keberlanjutan Strategis Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.38142/ijesss.v5i4.1143

Abstract

The Karimun Regional Government issued a policy to extend the contracts of 75 contract workers out of the 80 contract workers in BPKAD Karimun Regency. Contrary to this policy, thousands of ASNs in Karimun Regency have only paid their salaries, which has an impact on decreasing employee satisfaction, which results in increasing employee absences without explanation. This quantitative research analyzes the relationship between transactional leadership, organizational commitment, career development, job satisfaction, and work motivation as intervening variables. It was concluded that transactional leadership and work motivation had a significant effect on job satisfaction, and job satisfaction significantly impacted work motivation. Organizational commitment and career development do not significantly affect job satisfaction. Organizational commitment does not substantially affect work motivation, while career development has a significant effect. Then transactional leadership and career development have a significant effect on job satisfaction when intervened by work motivation, while organizational commitment does not have a significant impact on job satisfaction when intervened by work motivation. It is recommended that leaders at the Karimun Regency BPKAD agency increase employee liking for the work given, support from colleagues in achieving targets, opportunities for promotion and work monitoring systems by employee and work conditions through, among other things, providing rewards for employee performance, creating and ensuring implementing regulations that can control employee safety and comfort, optimizing the provision of employee human standards, fair treatment at work, increasing employee awareness and understanding of career opportunities in the agency.
Co-Authors Bambang SATRIAWAN Chablullah WIBISONO Chabullah Wibisono Filya Fatriasari Ngaliman NGALIMAN Nike Astarina Riduan SIHITE