This research aims to find out and complement information about the influence of green marketing and service quality on customer's perceived satisfaction mediated by brand image. The research used ...quantitative methods and survey through online questionnaires towards 712 inpatiens population of private hospitals in East Bekasi in September – November 2023. From 357 respondents, 293 filled out the questionnaire and 257 of them were taken as samples. This research has done through the validity and reliability tests, factor analysis KMO-MSA and Bartlett Test, and path analysis to answer the hypothesis and determine the structural equation model with SmartPLS 3.3.9. The results show that the five hypotheses have been proven positive and significant, namely the direct influence of green marketing on brand image; service quality on brand image; green marketing on customer's perceived satisfaction; service quality on customer's perceived satisfaction; and brand image on customer's perceived satisfaction. Indirectly, brand image acts as a partial mediator that mediates the positive and significant influence of green marketing on customer's perceived satisfaction; and the influence of service quality on customer's perceived satisfaction.
The purpose of this research is to analyze the influence of transformational leadership, job satisfaction and organizational commitment on employee performance through work motivation in shipping ...companies. The research used a questionnaire distributed online to collect data. Determining the research sample using a purposive sampling method, namely employees who work in shipping in the West Indonesia Region and Central Indonesia Time, namely 87 employees. To assess the strength of direct and indirect relationships between various variables, SEM and Partial Least Square (PLS) models were used. The results of this research indicate that transformational leadership has a significant effect on job satisfaction and organizational commitment. Job satisfaction has a positive and significant effect on work motivation. Organizational commitment has a positive and significant effect on work motivation and employee performance. Work motivation has a positive and significant effect on employee performance. Transformational Leadership has a positive and insignificant relationship to employee performance in a direct relationship and through an indirect relationship. Transformational Leadership has a significant relationship to work performance, mediated by organizational commitment and intervened by work motivation. Job satisfaction has an insignificant positive relationship with employee performance in a direct relationship, but job satisfaction has a positive and significant relationship with employee performance when intervened by work motivation.
Employee performance is an important factor for companies operating in the public service sector, especially in water treatment companies, where their services cover the interests of many people. ...This research was conducted to see the influence of job satisfaction, work life balance, work environment, employee commitment and employee competency on employee performance in water treatment companies in Bekasi Regency, where there are still few researchers who have conducted research in water treatment companies, so we hoped that this research can become an additional reference for researchers who will choose similiar companies as the object of their research. The research was carried out using a survey method and using questionnaires as its tool, questionnaires were distributed online and face to face to employees within the Water Treatment Companies in Bekasi Regency. The distribution of the questionnaire was carried out in December 2023 with a total of 151 respondents. To test the hypothesis, the data obtained from the questionnaire was then analyzed using the SEM-PLS method. The research results show that the work environment, work life balance and employee competency have positive influence toward employee performance at Water Treatment Companies in Bekasi Regency.
Aspects of human resources is one of the important factors that must be considered in the company. In order for companies to survive in the face of increasingly fierce business competition, ...management needs to make changes within the company with the aim of being able to further improve employee performance so that it is more optimal. The problem that is often faced by every company is regarding employee performance which tends to decline. One of the factors is the work stress experienced by employees. This study aims to explore the effect of job stress and extrinsic and intrinsic motivation on employee performance through the mediation of job satisfaction at the financing company PT BFI Finance Indonesia Tbk. This study uses data collection methods survey and distribution of questionnaires online, respondents were selected by the method purpose sampling. The sample of this research are employees Head Office working in parts Project Management Office, Asset Management and Human Capital at the staff level with a working period of more than 6 months. Data analysis techniques using Structural Equation Modeling (SEM) with LISREL. The results of this study explain that the variables that influence job satisfaction and employee performance are low levels of stress and intrinsic motivation. There are findings where extrinsic motivation has no positive effect on job satisfaction and employee performance.
This study aims to determine the competence and work environment on job engagement and job satisfaction of employees for PT. Yamaha Music Manufacturing Indonesia. The sample in this study was 100 ...contract employees, using purposive sampling technique. The analysis used is SEM PLS research to test the Inner model, outer model and hypotheses. The results of the study stated: (1) Competence has an effect on work engagement by 55.2%. (2) The work environment has an effect on work engagement by 39.1%. (3) Competence has an effect on job satisfaction by 36.2%. (4) The work environment has an effect on job satisfaction by 35.2%. (5) Work engagement has no significant effect on job satisfaction. (6) Work engagement does not mediate competence in influencing job satisfaction. (7). Work engagement does not mediate the work environment in influencing job satisfaction.
The achievement of the vision, mission and also the target of a military institution is strongly influenced by soldiers or personnel who are human resource capital. In terms of human resources or ...personnel, of course, they have work motivation that must be maintained in order to survive in military organizations. Potential human resources and in accordance with their field of work will support the achievement of the organization if they are utilized optimally. This study aims to find answers about how the influence of organizational culture (X1) and job satisfaction (X2) on the work motivation of military personnel (Y) with work facilities as moderating variables (X3). The scientific method used in this research is survey research using a quantitative approach, the data analysis carried out in this study by analysis using statistical model tests. The results obtained in this study are (a) Organizational culture (X1) has a significant effect on work motivation (Y) in Institutions or Military Organizations, (b) Job satisfaction (X2) has a significant effect on work motivation (Y) in Institutions or Organizations. Military, and (c) Work facilities (X3) have a significant effect on work motivation (Y) in Military Institutions or Organizations. Based on the test results, it is also known that there is an effect of these variables after interacting with the work facilities variable as a moderating variable, the results obtained that have a significant effect on the work motivation of personnel. So it can be concluded that work facilities moderate organizational culture and job satisfaction so that it affects the increase in work motivation in military institutions or organizations.
The development of the Indonesian Navy's strength is carried out through a strategic planning process manifested in four activity programs, namely (1) the Marine Readiness Support Program; (2) ...Modernization Program for Alutsista and Non-Alutsista as well as the Development of Facilities and Infrastructure for the National Defense for Marine; (3) Professionalism Enhancement Program for Marine Personnel; (4) Marine Management and Operation Implementation Program. The Indonesian Navy realizes that the main strength of all force-building programs lies in the quality of the human resources (HR) possessed by the Indonesian Navy. However, the existing reality reveals various kinds of problems and obstacles that hinder the process of improving the quality of existing human resources. For this reason, the Indonesian Navy seeks to improve the pattern of training for personnel by issuing policies that spur the performance of the personnel development system within the Indonesian Navy. From these problems, a research or modeling is needed that can represent how the influence of the Indonesian Naval Personnel Development Pattern and Indonesian Navy Policy on Officer Professionalism to create superior navy personnel in line with the Indonesian Navy development program towards the World Maritime Axis. The method used in this research is Structural Equation Modeling (SEM). There are 27 indicators consisting of 5 indicators of Angkatan Laut policy variables, 13 indicators of personnel development variables and 9 indicators of professionalism. The results showed that there was a significant direct influence between the Angkatan Laut policy variables on personnel development, personnel development on professionalism and Angkatan Laut policies on professionalism. In addition, there is an indirect influence between Angkatan Laut policies on professionalism through personnel development as a mediating variable.
Purpose: This study aims to find out how the effect of compensation (X1), labor insurance (X2), and old-age insurance (X3) on employee job satisfaction (Y) in a government institution. Nowadays ...Government Institutions are trying to continuously manage the existence of their employees so that they can work better and can show good work performance so that the organizational goals can be achieved optimally. One of the steps that can be taken is by providing compensation to employees, as well as providing labor insurance and old-age insurance, all of which aim to make employees feel satisfied in working in an organization.
Theoretical framework: This study discusses several theoretical frameworks which include Work Compensation, Labor Insurance, Old Age Guarantee, Job Satisfaction and Government Institutions
Design/methodology/approach: The method used is survey research, which is a research method that takes samples from a population and uses a questionnaire as a means of collecting and processing data. This type of research is explanatory research, which is a study that explains the causal relationship between research variables through reliable hypothesis testing.
Findings: Based on the results of multiple linear regression analysis, the regression model equation Y = 30.458 + 0.430X1 + 0.270X2 + 0.262X3, meaning that compensation (X1), labor insurance (X2), and old-age insurance (X3) partially and simultaneously have an effect which is significant to employee job satisfaction (Y). The factor that has the most dominant influence on employee job satisfaction (Y) in government institutions is the compensation factor (X1), this indicates that the compensation factor (X1) is a factor of urgent need that must be provided by the government institutions to increase employee job satisfaction.
Research, Practical & Social implications: The results are useful for decision makers in Government Institutions and other organizations on work culture in Indonesia because they show that the proposed practices have an important impact on organizational excellence.
Originality/value: The value of this study stems from its handling of one of the important sectors, namely the Old Age Guarantee on Employee Satisfaction in companies, because this sector is considered the most important and effective in the process of corporate government development.
Purpose: This study aims to determine the performance of a company by comparing the targets and company achievements to produce the final score of the balanced scorecard achieved.
Theoretical ...framework: This study discusses several theoretical frameworks which include Target Achievement, Company Performance and Balanced Scorecard theory along with company key performance indicators
Design/methodology/approach: This research is a descriptive study with quantitative and qualitative approaches using the calculation through the balanced scorecard concept for each key performance indicator in the four balanced scorecard business perspectives by comparing the targets and their achievements to produce the final score of the balanced scorecard achieved by the company.
Findings: The results of this study indicate that (1) The balanced scorecard achievement at Company A in 2020 is 4.15. This value indicates that the target achievement achieved by the company is slightly higher than the predetermined target. (2) Key Performance Indicators (KPI) determined by Company A in 2020 are (a) Financial perspective consisting of Profitability index, Return on Capital Employed, Return on Investment, Current Ratio reaching a cumulative Balanced Scorecard score of 1, 58. (b) Customer Perspective which is carried out by analyzing customer satisfaction which consists of physical evidence, reliability, responsiveness, assurance, and care to achieve a BSC cumulative score of 1.00. (c) Internal Business Process Perspective which consists of the innovation ratio and the compliance level ratio reaching the BSC cumulative score of 0.70. (d) Growth and learning perspective consisting of employee satisfaction, the number of employees attending education and training, education and training costs, the implementation time of 0.87.
Research, Practical & Social implications: The results are useful for decision makers in finance companies and other organizations on work culture in Indonesia because they show that the proposed practices have an important impact on organizational excellence.
Originality/value: The value of this study stems from its handling of one of the important sectors, namely the financial industry sector in companies, because this sector is considered the most important and effective in the process of corporate economic development.
Purpose: This study aims to obtain a strategic model for the arrangement of the Indonesian plywood industry after the monetary crisis with high uncertainty.
Theoretical framework: This study ...discusses several theoretical frameworks which include Strategic Policy, Plywood Industry, and System Dynamic Modeling.
Design/methodology/approach: This study was conducted covering the stages of collecting data and information, as well as the stages of Dynamic System Modeling.
Findings: The result of the study is the preparation of dynamic systems through formulation into dynamic sub-models, namely: plywood industrial production, sawn timber industry, chip mill industrial production, log raw material production for the wood industry, log economic contribution to the center and the region, illegal export logs, domestic and exports of the wood industry as well as financial feasibility of the plywood industry.
Research, Practical & Social implications: The results of the study are useful for decision makers in Plywood Industry Management on work culture of Indonesia fabricaton because they show that the proposed practices have an important impact on organizational company excellence.
Originality/value: The policies carried out in the plywood industry structuring strategy include a national plywood production limitation policy, a national sawn wood production limitation policy, and a cutting restriction policy in the form of the Annual Allowable Cutting in various combinations which are outlined in eight main policies scenarios and translated into 28 scenarios.
