DETERMINATION OF WORK DISCIPLINE, WORKING ENVIRONMENT, WORKING FACILITIES WITH JOB SATISFACTION AS A VARIABLE OF MEDIATOR ON ORGANIZATIONAL COMMITMENTS OFFICE CLERK OF CAMAT TEMBELAN

Penulis

  • Rama Agustian Batam University
  • Muhammad Tammy Ikbal Rumengan Batam University

DOI:

https://doi.org/10.37776/jzm.v10i3.579

Abstrak

In this study, researchers used data respondents, such as gender, age and long working respondents to provide information on the characteristics of respondents. The questionnaire was spread over 40. The discussion in this chapter is the result of field studies to obtain data on the questionnaire responses that measure five key variables in the study, namely the discipline, work environment, work facilities, job satisfaction and the commitment of the employee's organization. Analysis of data with parametric and non parametrics statistics using SEM-PLS (structural Equation Modelling-Partial Least Square) on the research variables, instrument test, normality test, hypothesis test, as well as discussion of the hypothesis test results and path analysis Path. This research uses path analysis to test relationship patterns that reveal the influence of variables or a set of variables against other variables, both direct influences and indirect influences. Calculation of line coefficient in this study assisted with Smart PLS Ver 3.0. To find out the direct and indirect influences between variables then be seen from the calculation result of the line coefficient and to know the significance. The effect of the X3 variable against X4 has a P-Values value of 0.005 < 0.05, so it can be stated that the effect between X3 against X4 is significant. The effect of the variable X3 against Y has a P-Values value of 0.008 < 0.05, so it can be stated that the influence between X3 to Y is significant. The effect of X4 to Y variables has a P-Values value of 0.010 < 0.05, so it can be stated that the effect between X4 to Y is significant. The effect of the X1 variable against X4 has a P-Values value of 0.006 < 0.05, so it can be stated that the effect between X1 against X4 is significant. The effect of a X1 variable against Y has a P-Values value of 0.034 < 0.05, so it can be stated that the effect between X1 to Y is significant. The effect of a variable X2 against X4 has a P-Values value of 0.001 < 0.05, so it can be stated that the effect of X2 against X4 is significant. The effect of a variable X2 against Y has a P-Values value of 0.008 < 0.05, so it can be stated that the effect of the X2 against Y is significant.

Biografi Penulis

Rama Agustian, Batam University

Department of Management, Faculty of Economics

Muhammad Tammy Ikbal Rumengan, Batam University

Department of Management, Faculty of Economics

Referensi

Arianto, D. A. (2013). Pengaruh Kedisiplinan, Lingkungan Kerja dan Budaya Kerja Terhadap Kinerja Tenaga Pengajar. Jurnal Economia.

AA. Anwar Prabu Mangkunegara, 2010. Manajemen Sumber Daya Manusia. Bandung: PT.Remaja Rosdakarya.

Dharma, Surya, 2010. Manajemen Kinerja, Falsafah Teori dan Penerapannya. Yogyakarta: Pustaka Pelajar.

Handoko, TH. 2010. Manajemen Personalia dan Sumber Daya Manusia. Yogjakarta : BPFE.

Handoko, T. Hani. (2011). Manajemen Personalia dan Sumber Daya Manusia. Yogyakarta: BPFE. Cetakan Kesebelas, PT. Bumi Aksara, Jakarta.

Humairoh, & Wardoyo. (2017). Analisis Pengaruh Budaya Organisasi Terhadap Employee Engagement Dengan Kepuasan Kerja Sebagai Variabel Intervening (Studi Kasus: Perusahaan Jasa Layanan Pelabuhan). jurnal Ultima Management.

Hasibuan, Malayu. 2010. Manjemen Sumber Daya Manusia Edisi Revisi Cetakan

Keenam. Jakarta: PT.Bumi Aksara.

Jain, R. (2014). Impact of Work Environment on Job Satisfaction. International Journal of Scientific and Research Publications.

Luthans, F. (2011). Organizational Behavior, Twelfth Edition. New York: McGraw-Hill.

Meyer, J. P., dan Allen, N. J. (2012), Commitment in The Workplace: Theory, Research, and Application. London: Sage Publication Inc.

Meyer, J. P., Stanley, D. J., Herscovitch, L., dan Topolnytsky, L. (2013), "Affective, continuance, and normative commitment to the organization: Ameta-analysis of antecedents, correlates, and consequences." Journal of Vocational Behavior 61, no. 1: 20-52.

Mondy, R. W. (2016). Human Resource Management. Harlow: Pearson Education Limited.

Muhammad, S. R., Adolfina, & Lumintang, G. (2016). Pengaruh Lingkungan Kerja, Kompensasi Dan Beban Kerja Terhadap Kinerja Karyawan Pada Dinas Pendapatan Daerah Kota Manado. Jurnal EMBA.

Muliana, Y., Makmur, & Aida, W. (2015). Pengaruh Keterlibatan Kerja Dan Kepuasan Kerja Terhadap Turnover Intention Karyawan Pada Pasar Modern Pasir Pengaraian Kabupaten Rokan Hulu. e-jurnal UPP. http://e-journal.upp.ac.id/index.php/fekon/article/view/531/542

Nitisemito, Alexs. (2011). Manajemen Suatu Dasar dan Pengantar. Jakarta : Ghalia Indonesia.

Nuridin, & Pratiwi, I. (2016). Pengaruh Lingkungan Kerja Dan Motivasi Terhadap Kinerja Karyawan PT Kubik Madani. Jurnal Manajemen Bisnis Krisnadwipayana.

Rivai, Veithzal (2010). Manajemen Sumber Daya Manusia Untuk Perusahaan. Jakarta : Raja Grafindo Persada.

Metodologi Penelitian dengan SPSS. Edisi Kedua. Batam: Uniba Press.

Ridwan. (2011). Metode & Teknik Menyusun Proposal Penelitian. Edisi I. Alfabeta. Bandung

Rumengan Jemmy. 2010. Research Methodology with SPSS. BATAM: UNIBA Press.

Rumengan Jemmy / Satriawan, Bambang / Juliandi, Azuar / Irfan, (2011), Path Analysis with SPSS, Diktat lectures and training. BATAM: UNIBA

Rumengan Jemmy, Suhardis Adnan, Rumengan Tommy 2020. Health Research Methodology. Sefa Bumi Persada ISBN-978-623-7648-49-9.

Rumengan Jemmy, Juliandi Azuar, Khaddafi Muammar, Rumengan Eleonora Angelina 2019. Research Methods. Sefa Bumi Persada ISBN-978-602-0768-85-4.

Rumengan Jemmy, Khaddafi Muammar, Syarif Arman, Yanti Sri 2020. Research Methodology. Sefa Bumi Persada. ISBN-978-623-7648-57-4.

Sedarmayanti, 2010, Manajemen Sumber Daya Manusia, edisi I, Refika Aditama,

Bandung.

Sedarmayanti (2011). Sumber Daya Manusia dan Produktivitas Kerja. Bandung : Mandar Maju.

Diterbitkan

2021-05-09