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All Journal Global Academy of Multidisciplinary Studies Studies in Economy and Public Policy
Ngaliman NGALIMAN
Batam University, Indonesia
Economics, Econometrics & Finance Education Law, Crime, Criminology & Criminal Justice Social Sciences

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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.
Co-Authors I Wayan CATRAYASA Nike Astarina