Publication Search

Job satisfaction is one of the important factors that affect the quality of health services, especially in the context of care provided by nurses in hospitals. High job satisfaction can have a positive impact on motivation, performance, and nurse retention, thereby contributing to improved healthcare service quality. Conversely, low job satisfaction can lead to high turnover rates, which can disrupt service continuity and negatively impact patients. This study aims to analyze the relationship between years of service, employment status, and job satisfaction among nurses at RSUD Malingping 2025. The research method used is a quantitative descriptive research method. The population in this study consists of 83 nurses at RSUD Malingping, with a total sampling method applied to collect data from all 83 nurses. The analysis used the Chi-Square test. The results of the test showed that there is a significant relationship between length of service and job satisfaction among nurses (P = 0.007), as well as a significant relationship between employment status and job satisfaction among nurses (P = 0.000). The conclusion drawn is that there is a relationship between length of service and employment status with job satisfaction among nurses at RSUD Malingping in 2025. Recommendations for the hospital include paying more attention to the job satisfaction of nurses and other staff, so that healthcare services at RSUD Malingping can be more optimal.

This study aims to analyze how work skills and work flexibility affect work productivity through job satisfaction as an intervention variable among Gojek partners in the Malang City area. This study uses a quantitative methodology with a causality design. Using simple random sampling, questionnaires were sent to 120 selected Gojek partners to obtain initial data. A Structural Equation Modeling (SEM) based on linear regression analysis was used to analyze the data. This was done using the SPSS program. The results of the study indicate that work skills and work flexibility positively and significantly affect the productivity of Gojek partners. In addition, job skills and work flexibility also have a positive and significant effect on job satisfaction. Job satisfaction is also proven to have a positive and significant effect on work productivity, and also functions as a mediating variable in the relationship between job skills and work flexibility and work productivity. The results show that job satisfaction can increase with job skills and a more flexible work environment. Ultimately, this will have an impact on increasing the productivity of Gojek partners. It is hoped that this research will help digital platform managers create more flexible and sustainable HR management strategies.

There is one problem related with source Power man that is turnover that occurred at Hospital X and is known reach more from 10%. Research aiming for analyze Job Satisfaction as an intervention in connection between compensation compensation, leadership transformational, and burden Work to turnover intention in nurses power Work contract at Hospital X. Research use approach quantitative with type explanatory. Population in study is all over Labor Nurse Contract at Hospital as many as 562 people. The sampling method used is non-probability sampling. Research data This using primary data that is done with share questionnaire in a way direct through google form with alternative answer use scale Likert. Research This use approach Structural Equation Model (SEM) with measurement model using Smart PLS program version 3.2.9. Research results This find that in a way simultaneous all over variable influential to turnover intention. In partial compensation, leadership transformational, and burden Work found own influence significant to Job Satisfaction. More carry on in a way partial satisfaction too work, compensation, leadership transformational, and burden Work own influence significant to turnover intention.

The phenomenon of burnout has evolved into a significant occupational health problem with a prevalence reaching 82% across various global work sectors, especially post-COVID-19 pandemic. This study aims to identify and analyze the causal factors of burnout through a systematic literature review approach using PRISMA 2020 guidelines. Literature search was conducted on four main electronic databases yielding 309 articles which were then selected down to 10 high-quality articles meeting inclusion criteria for the 2021-2025 publication period. Synthesis results indicate that burnout is a multidimensional phenomenon influenced by complex interactions between organizational and individual factors. Dominant organizational factors include work overload, lack of managerial support, unsafe working conditions, and resource inadequacy with burnout prevalence ranging from 17-94%. Individual factors encompass demographic characteristics, coping strategies, resilience, and internal psychological conflicts that serve as moderator variables. Job satisfaction and work meaningfulness function as mediator variables connecting organizational conditions with burnout outcomes. These findings provide theoretical contributions in understanding burnout etiology and can practically serve as a foundation for developing evidence-based preventive interventions to reduce burnout prevalence in work environments.

This study investigates the impact of intrinsic motivation, workload, and competence on job satisfaction, exploring its implications for employee performance, with job satisfaction serving as a mediating variable. A quantitative approach was employed, utilizing Partial Least Squares Structural Equation Modeling (PLS-SEM) for data analysis collected via questionnaires. The results reveal that intrinsic motivation has a positive but insignificant impact on job satisfaction and performance. Workload significantly improves job satisfaction but does not affect performance, while competence significantly enhances both job satisfaction and performance. Additionally, job satisfaction positively affects employee performance. The mediation analysis reveals that job satisfaction mediates the relationship between competence and workload on performance, but does not mediate the relationship between intrinsic motivation and performance. These findings highlight the critical roles of competence and job satisfaction in improving employee performance, suggesting that intrinsic motivation and workload may require additional factors, such as compensation and work environment, to be more effective.

This study conducts a systematic literature review (SLR) and bibliometric analysis to map and synthesize research on digital transformation in talent management and its impact on employee retention in Micro, Small, and Medium Enterprises (MSMEs). Against the backdrop of high turnover rates and intense competition for talent, this research aims to identify the key interconnections between digital technologies, talent management practices, and retention outcomes within the MSME context. The methodology involved a comprehensive analysis of reputable databases using VOSviewer software for bibliometric mapping, focusing on co-authorship, co-occurrence, and citation networks. The findings reveal a robust, interconnected model centered on three core pillars: the adoption of digital technologies (e.g., AI, cloud-based HR systems), the implementation of strategic talent practices (notably digital employer branding and work flexibility), and the critical mediating role of employee psychological factors (job satisfaction and organizational commitment). The analysis demonstrates that successful retention in MSMEs is not merely a function of technological adoption but is achieved through a synergistic integration where technology enables effective talent management, which in turn fosters commitment and reduces turnover intention. This review contributes a comprehensive conceptual model that clarifies these dynamic relationships. The practical implication for MSME managers is the necessity of a holistic strategy that simultaneously develops digital infrastructure, refines talent management, and cultivates a supportive organizational culture to secure a sustainable competitive advantage through enhanced employee retention.

The purpose of this study is to examine and explain the influence of workload on job satisfaction with job stress as a mediating variable at PT. BPR Karya Artha Sejahtera Indonesia. This research employs a quantitative causality approach with a sample of 86 respondents selected using a saturated sampling technique. Data were collected through questionnaires and analyzed using inferential analysis with the SEM-PLS (Structural Equation Modeling – Partial Least Squares) method through the SmartPLS version 4.0 software. The results indicate that workload has a positive effect on job stress and a negative effect on job satisfaction. Job stress has a negative effect on job satisfaction and is proven to mediate the relationship between workload and job satisfaction. These findings support the two-factor theory and emphasize that poorly distributed workload can cause employees to experience stress at work. Job stress can reduce employees’ satisfaction with their jobs. This study is expected to provide practical contributions to the research site in improving job satisfaction by considering workload and job stress.

The implementation of patient safety culture in hospitals remains a significant challenge, often leading to adverse events. Establishing a strong patient safety culture requires effective interprofessional collaboration among healthcare professionals to deliver patient-centered care. However, factors such as organizational distrust and job dissatisfaction continue to hinder collaborative efforts and negatively affect the quality of care and patient safety outcomes.This study aims to examine the influence of organizational trust and job satisfaction on patient safety culture, with interprofessional collaboration serving as an intervening variable at MP hospital.  This quantitative associative research used a causal approach involving 93 inpatient nurses as respondents. Primary data were obtained through questionnaires using an ordinal scale based on a 4–1 Likert scale. Data processing employed the three-box method, and data analysis was conducted using Structural Equation Modeling (SEM).The results revealed that organizational trust, job satisfaction, and interprofessional collaboration simultaneously and partially influence patient safety culture. Moreover, interprofessional collaboration was found to mediate the relationship between organizational trust, job satisfaction, and patient safety culture.The study concludes that enhancing patient safety culture can be achieved by strengthening organizational trust and job satisfaction through effective interprofessional collaboration. Hospitals should develop supportive systems that foster care and concern among staff, enhance conflict management, improve performance appraisal mechanisms, and promote open, effective communication across all professional groups involved in patient care. These strategies can create a safer, more collaborative, and high-quality healthcare environment

This research investigates the impact of the work environment and workload on job satisfaction among employees in the Operational Logistics Division at Pos Indonesia, Surabaya Main Branch. A quantitative method was applied with a total of 45 respondents selected through a saturated sampling technique. Data were obtained using interviews, questionnaires, and observations based on a Likert scale, and analyzed using Partial Least Square (PLS). The results reveal that the work environment has a positive and significant effect on job satisfaction, while workload has a negative and significant effect. These findings indicate that an improved work environment increases employee job satisfaction, whereas higher workloads tend to decrease it.

This study examines the strategic role of job satisfaction in shaping organizational commitment in the context of companies by synthesizing empirical evidence published between 2016 and 2025. Although it has been extensively researched, findings related to the consistency and determinants of the relationship between job satisfaction and organizational commitment are still scattered and have not been integrated, thus requiring comprehensive mapping. Therefore, this study aims to identify empirical patterns, conceptual issues, and theoretical foundations that explain how job satisfaction contributes to the formation of organizational commitment. Using the PRISMA based Systematic Literature Review (SLR) method, 35 articles were selected through the stages of identification, screening, quality assessment, and thematic synthesis. The review results show that job satisfaction is consistently a major predictor of organizational commitment in various corporate sectors. These findings are consistent with theories such as Social Exchange Theory, Equity Theory, Herzberg's Two Factor Theory, and Job Demands Resources Model, which explain the cognitive and affective mechanisms of commitment formation. In addition, variables such as work environment, job involvement, work life balance, internal CSR, and HR practices were identified as mediators or moderators that strengthen this relationship. This study concludes that increasing job satisfaction is an important strategy for strengthening commitment, reducing turnover intentions, and improving organizational performance. This review contributes to an integrative understanding of empirical developments and theoretical perspectives, and provides recommendations for future research to expand the data base and consider cross-cultural dynamics in organizations.

This study investigates the impact of Employee Engagement and Work-Life Balance on Job Satisfaction among employees at the Depok City Land Office. The research employed purposive sampling to select participants, and data were collected directly through questionnaires distributed to the respondents. All research instruments underwent rigorous validity and reliability testing, confirming that the items were appropriate for further statistical analysis. Using multiple linear regression analysis, the study found that both Employee Engagement and Work-Life Balance significantly and positively influence Job Satisfaction, both individually and collectively. The results suggest that employees who are highly engaged in their work and who successfully manage a balance between professional responsibilities and personal life tend to experience higher levels of job satisfaction. The coefficient of determination (R²) of 0.567 indicates that 56.7% of the variability in Job Satisfaction can be explained by these two independent variables, while the remaining variation is attributable to other factors not covered in this study. These findings provide empirical support for the importance of fostering Employee Engagement and creating a supportive work environment that promotes Work-Life Balance as effective strategies for enhancing overall employee satisfaction. Practically, this research offers valuable insights for organizational management, particularly in designing reward systems, implementing career development programs, and establishing policies that help employees balance their work and personal lives. By focusing on these strategies, organizations can sustainably improve employee productivity, commitment, and loyalty.

This study examines the role of organizational citizenship behavior (OCB) as a moderator in the relationship between employee engagement, job satisfaction, and employee performance at the Tarokan District Office in Kediri Regency. The research focuses on analyzing how these variables interact and influence each other within the organizational context. The findings indicate that employee engagement has a significant impact on employee performance. This suggests that when employees are more engaged in their work, they tend to exhibit higher levels of performance. Similarly, job satisfaction also significantly influences employee performance. Employees who are satisfied with their work environment and tasks tend to perform better in their roles. However, the study reveals that organizational citizenship behavior does not significantly influence employee performance. This implies that while OCB is often considered a valuable aspect of employee behavior, it does not directly affect how well employees perform their tasks in this particular setting. Additionally, employee engagement does not significantly affect organizational citizenship behavior, indicating that engaged employees do not necessarily engage in extra-role behaviors like helping others or going beyond job requirements. The research also shows that job satisfaction does not have a significant effect on organizational citizenship behavior, which suggests that employees’ satisfaction with their work does not automatically lead to behaviors that contribute to the broader success of the organization. Furthermore, neither employee engagement nor job satisfaction significantly influences employee performance through organizational citizenship behavior, indicating that OCB does not serve as an effective moderator in these relationships. In conclusion, the main factor in improving employee performance is organizational citizenship behavior does not play a significant moderating role in this dynamic at the Tarokan District Office.

This study aims to determine the influence of compensation, occupational safety and health, and work motivation on employee job statisfaction. Data were collected using a questionnaire distributed to employees of CV. Rizky Berdikari Mandiri. The sampling technique used was saturated sampling, with a total of 53 respondents. The analytical tool used is descriptive (primary data) by using a questionnaire which is assisted by a likert scale and given to respondents. The analytical tool used is SPSS software version 29. The results of the study show that partially Compensation and Occupational Safety and Health (K3) have a positive and significant effect on employee job statisfaction, while Work Motivation does not have a significant effect on employee job statisfaction at the CV. Rizky Berdikari Mandiri. However, the study also found that work motivation does not have a significant effect on employee job satisfaction at CV. Rizky Berdikari Mandiri. This finding suggests that while motivation is often seen as a driving factor for employee performance, other factors, such as compensation and workplace safety, may have a more direct and immediate influence on job satisfaction in this particular context. It is possible that the intrinsic and extrinsic motivators currently in place at the company may not be as effective or prominent in comparison to compensation and safety initiatives. The study concludes that while compensation and occupational safety are significant drivers of job satisfaction, work motivation should still be addressed but perhaps with more targeted strategies to ensure that employees are adequately motivated and engaged. Further research could explore how different types of motivation—intrinsic and extrinsic—affect employee satisfaction in various organizational settings.

This study examines the impact of workload and work stress on employee job satisfaction at PT Inhutani I UMI Gresik, a wood-processing company operating under Perum Perhutani. The research employed a quantitative design with an associative (causal) approach to identify the extent to which workload and stress contribute to variations in job satisfaction. Data were collected through questionnaires distributed to 48 employees selected using a simple random sampling method. The analytical process involved validity and reliability testing, classical assumption tests, multiple linear regression, as well as t-tests, F-tests, and the coefficient of determination (R²). The results indicate that workload and work stress, when considered simultaneously, have a significant influence on job satisfaction. However, partial testing revealed that workload did not exert a significant effect, while work stress had a statistically significant negative impact on satisfaction. Regression analysis further demonstrated that work stress emerged as the dominant predictor, accounting for a larger proportion of variance compared to workload, as reflected by the higher beta coefficient and partial determination value. These findings suggest that while workload may serve as a motivator when maintained within reasonable limits, unmanaged stress arising from role ambiguity, conflicting demands, and organizational pressures significantly undermines job satisfaction. The study underscores the importance of stress management strategies within organizations, particularly in high-demand industries such as forestry and wood processing. Practical implications include the need for supportive leadership, effective communication, realistic target-setting, and the implementation of employee assistance programs. By addressing stress more effectively, organizations can enhance employee well-being, foster greater job satisfaction, and ultimately improve overall organizational performance.

Because it affects teaching quality, teacher performance, and eventually the overall quality of education, teacher job satisfaction in schools is very important.  Teachers that are happy tend to be more driven, effective, and capable of fostering a supportive learning environment for their pupils.  The purpose of this research is to partly and concurrently examine the effects of competence, career growth, and normative commitment on elementary school teachers' work satisfaction in the Ayodya cluster in the Banyumanik district of Semarang City.  Using a saturation sampling strategy, the study's sample consisted of all 88 instructors in the Ayodya cluster.  A survey-based quantitative research methodology was used.  A questionnaire with a Likert scale of 1–5 was used to gather the data.  Using SPSS 23, data analysis methods included multiple regression, t-tests, F-tests, and classical assumptions.  According to the study's findings, work satisfaction is highly influenced by competence, career advancement, and normative commitment, in that order.  At the same time, primary school teachers' work satisfaction in Banyumanik, Semarang City's Ayodya cluster is greatly influenced by career growth, competence, and normative commitment.

The compensation system is an important element in human resource management, because it plays a direct role in influencing employee motivation, performance, and job satisfaction. In human resource management, the existence of human resources plays a vital role that must be considered by the company, including in terms of compensation. The ideal compensation system is one based on the principles of fairness and appropriateness, which can be directly felt by employees. The assessment of fairness and appropriateness can be seen from several dimensions, namely the internal dimension relating to the suitability of workload and rewards received, the external dimension considering company policies and market standards, and the individual dimension relating to the ability of compensation to meet employee living needs. Based on this, this study focuses on the compensation system implemented at the Double-Tree By Hilton Bintaro Jaya Hotel, specifically for banquet kitchen staff consisting of contract staff and daily workers. This study uses a descriptive qualitative approach with data collection through interviews, observations, and documentation. The results show that the compensation system for contract staff has been running optimally. From the internal side, the workload is considered commensurate with the rewards received. Externally, the compensation provided is competitive compared to competing companies. Furthermore, from an individual perspective, employees' living needs are met, even supported by a substantial service charge that exceeds their base salary. However, for daily workers, the compensation system is deemed suboptimal. Although their workload is equivalent to that of contract staff, their compensation is not the same, and they do not receive a service charge. Based on these findings, this study recommends optimizing the compensation system, particularly for daily workers, to ensure fairness and equity across all staff levels, thereby increasing work motivation, loyalty, and overall performance.

This study aims to test and analyze the influence of Leadership and Skills on Employee Performance with an understanding of Employee Job Satisfaction as a moderating variable in Brown Sugar MSMEs in Pegajahan Village, Deli Serdang. The urgency of this research is expected to provide benefits to the general public in terms of HR management in the business world, and especially the owners and employees of Brown Sugar MSMEs in Pegajahan Village, Deli Serdang. Where MSMEs are one of the means of improving the people's economic welfare and alleviating poverty. To be able to perform optimally, leadership knowledge and qualified skills are needed. To be able to improve company performance, it is necessary to pay attention to employee job satisfaction. This study uses an associative approach. The population in this study is all brown sugar MSMEs in Pegajahan Village, totaling 100 people. The sample used is a saturated sample of 100 people in Pegajahan Village MSMEs. Data collection uses observation and questionnaires. Data analysis uses a quantitative descriptive approach, using statistical analysis using the Author Model analysis test, Inner Model and Hypothesis Testing. Data processing using PLS (Partial Least Square) software. This study shows that Leadership and Work Skills have a significant effect on employee performance. Satisfaction is able to mediate the influence of Leadership and Work Skills on Employee Performance in Brown Sugar MSMEs in Pegajahan Village, Deli Serdang Regency. Leadership, Skills and Job Satisfaction affect Employee Performance with an R-Square value of 0.718. The variability of the Performance construct can be explained by the variability of the Leadership, Skills and Job Satisfaction constructs of 71.80%.

Integration between strategic human resource management practices and job satisfaction is an important factor that cannot be ignored. Organizations need to ensure that the HR management strategies implemented are not only oriented towards results, but also pay attention to the welfare and positive perceptions of employees towards their work. This study aims to analyze the effect of strategic human resource management practices and job satisfaction on employee performance at PT. Solusi Bangun Andalas in Aceh Besar. The research method used is quantitative. A sample of 150 permanent employees was taken using the Probability sampling technique. Data analysis was carried out using multiple linear regression and partial tests using IBM SPSS Statistics 25. The results showed that this study supports the proposed hypothesis, namely that strategic human resource management practices and job satisfaction have a significant positive effect on employee performance. Suggestions for PT. Solusi Bangun Andalas need to continue to strengthen strategic HR practices, including training, competency-based recruitment, and KPI-based performance evaluation. Job satisfaction must also be optimized through fair compensation, a positive work environment, and good communication. Integration between HR strategies and job satisfaction is important to be carried out synergistically in order to create a productive and sustainable HR system.

This study aims to examine the effect of work schedule flexibility on employee retention with job satisfaction as a mediating variable at Gojek Indonesia. The background of this research is based on the importance of retaining high-quality employees in the digital era, especially in technology companies that have fast-paced and highly adaptive work dynamics. This research employed a quantitative method with a causal design. Primary data were collected through questionnaires distributed to 150 Gojek Indonesia employees. The data were analyzed using simple linear regression and mediation tests to examine the proposed hypotheses. The results showed that work schedule flexibility has a positive and significant effect on employee retention. Furthermore, job satisfaction was proven to mediate the relationship between work schedule flexibility and employee retention. These findings indicate that the higher the work schedule flexibility provided by the company, the higher the job satisfaction, which in turn increases employee retention. Therefore, it is suggested that companies optimize their work schedule flexibility policies to improve employee satisfaction and loyalty.

Effective communication plays a central role in building and maintaining harmonious relationships in various aspects of life, both in family, friendship, and professional environments. This article comprehensively discusses how effective communication is not just an exchange of information, but also involves elements of active listening, clarity in delivering messages, empathy, and openness between individuals. Through effective communication, individuals can strengthen their understanding of each other, build mutual trust, and create an environment full of respect, so that the potential for conflict can be minimized and cooperation can be improved. Research and literature show that effective communication can improve the quality of interpersonal relationships by strengthening emotional bonds, fostering empathy, and strengthening mutual understanding. In an organizational context, good communication contributes to increased productivity, job satisfaction, and the creation of a positive work culture. Meanwhile, in personal relationships, effective communication is key to building trust, reducing misunderstandings, and strengthening emotional bonds between partners and family members. The effectiveness of communication is influenced by various factors, such as listening skills, openness, cultural differences, and social background. Therefore, efforts are needed to continue to develop communication skills, such as speaking politely, honing language skills, and being active in social environments. In conclusion, effective communication is the main foundation in creating harmonious and sustainable relationships, and is an important capital for individuals to make positive contributions to society.