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Indrawan, Mohamad Gita
Batam University
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Journal : International Journal of Social Science, Educational, Economics, Agriculture Research, and Technology (IJSET)

 1 
EFFECT OF WORK ENVIRONMENT, WORK DISCIPLINE AND WORK SANCTIONS ON EMPLOYEE PERFORMANCE THROUGH JOB SATISFACTION IN PT. PERTAMINA IN BATAM CITY William Handoko Gotama; Chablullah Wibisono; Mohamad Gita Indrawan; Muammar Khaddafi
International Journal of Social Science, Educational, Economics, Agriculture Research and Technology (IJSET) Vol. 1 No. 11 (2022): OCTOBER
Publisher : RADJA PUBLIKA

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.54443/ijset.v1i11.70

Abstract

This study aims to determine the effect of work environment, work discipline and work sanctions on employee performance through job satisfaction at PT. Pertamina in Batam City. This study uses primary and secondary data obtained through respondents, where respondents will provide verbal responses and or written responses in response to the statements given. The data analysis method used is the questionnaire method, namely by providing a list of questions or questionnaires to the respondents. The results show that Work Discipline has a positive path coefficient value of 0.152 and a T-Statistics value of 1.695 <1.96 (not significant), Work Discipline has a positive path coefficient value of 0.198 and a T-Statistics value of 3.176> 1.96 (significant). , Job Satisfaction has a positive path coefficient value of 0.514 and a T-Statistics value of 5.062> 1.96 (significant), Work Environment has a positive path coefficient value of 0.139 and a T-Statistics value of 1.850 <1.96 (not significant), Work Environment has a positive path coefficient value of 0.197 and a T-Statistics value of 2.833> 1.96 (significant), Work Sanctions have a positive path coefficient value of 0.674 and a T-Statistics value of 8.257> 1.96 (significant), Work Sanctions have a path coefficient value positive value of 0.117 and the value of T-Statistics 0.934 <1.96 (not significant), Work Discipline (X2) -> Job Satisfaction (Y) -> Employee Performance (Z) is 0.078 (positive) with a probability value of 1.61 9 > 0.05 (not significant), Work Environment (X1) -> Job Satisfaction (Y) -> Employee Performance (Z) is 0.072 (positive) with a probability value of 1.756 > 0.05 (not significant), Sanctions Work (X3) -> Job Satisfaction (Y) -> Employee Performance (Z) is 0.347 (positive) with a probability value of 4.402 > 0.05 (not significant).
LEADERSHIP EFFECT, COMPENSATION AND MOTIVATION ON EMPLOYEE PERFORMANCE WITH JOB SATISFACTION AS INTERVENING VARIABLE AT PUBLIC WORKS OFFICE AND SPATIAL PLANNING OF KARIMUN DISTRICT Cahyo Prayitno; Indrayani Indrayani; I Wayan Catrayasa; Mohamad Gita Indrawan
International Journal of Social Science, Educational, Economics, Agriculture Research and Technology (IJSET) Vol. 1 No. 12 (2022): NOVEMBER
Publisher : RADJA PUBLIKA

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.54443/ijset.v1i12.72

Abstract

This study aims to determine the effect of leadership, compensation and motivation on employee performance with job satisfaction as an intervening variable. The population of this study were employees of the Public Works and Spatial Planning Office of Karimun Regency with a total sample of 80 respondents. Statistical data analysis using Structural Equation Modeling (SEM) with Smart PLS software version 3.0. The research data were collected using a questionnaire/questionnaire instrument. The results in this study found that leadership directly had a positive and significant effect on job satisfaction with a p-value of 0.022 <0.05, direct compensation had a positive and insignificant effect on job satisfaction with a p-value of 0.334> 0.05,
EFFECT OF WORK ENVIRONMENT, WORK MOTIVATION AND WORK DISCIPLINE ON EMPLOYEE PERFORMANCE WITH JOB SATISFACTION AS INTERVENING VARIABLE AT PT. NUSA MIGHTY GREAT KARIMUN REGENCY Nurul Hizam; Indrayani Indrayani; I Wayan Catrayasa; Mohamad Gita Indrawan
International Journal of Social Science, Educational, Economics, Agriculture Research and Technology (IJSET) Vol. 1 No. 12 (2022): NOVEMBER
Publisher : RADJA PUBLIKA

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.54443/ijset.v1i12.73

Abstract

This research was conducted to see the influence, environment, motivation and discipline on employee performance through job satisfaction. The research method used is descriptive quantitative which provides an explanation of the description of the research variables. Sampling using convenience sampling technique with a total sample of 90 employees of PT. Mighty Magnificent Shades. The data collection technique used an instrument in the form of a questionnaire for analysis. The instrument was calibrated using item validity and reliability coefficients. Validity was tested using SEM-PLS analysis with the help of SmartPLS software. From the results of the study, it is known that there is an environmental influence on job satisfaction. There is an influence of motivation on job satisfaction. There is no effect of discipline on job satisfaction. There is an environmental influence on performance. There is no influence of motivation on performance. There is an influence of discipline on performance. There is an effect of job satisfaction on performance.
THE INFLUENCE OF ORGANIZATIONAL CULTURE, ORGANIZATIONAL COMMITMENT AND EMPLOYEE COMPETENCY ON JOB SATISFACTION THROUGH ORGANIZATIONAL BEHAVIOR AS INTERVENING VARIABLES IN PUBLIC WORKS AND SPACE ARRANGEMENTS IN THE KARIMUN DISTRICT COVID-19 ERA Heppy Muliana; Chablullah Wibosono; I Wayan Catrayasa; Mohamad Gita Indrawan
International Journal of Social Science, Educational, Economics, Agriculture Research and Technology (IJSET) Vol. 1 No. 12 (2022): NOVEMBER
Publisher : RADJA PUBLIKA

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.54443/ijset.v1i12.74

Abstract

This research was conducted to determine the effect of organizational culture, organizational commitment and employee competence on job satisfaction through organizational behavior. The research method used is descriptive quantitative which provides an explanation of the description of organizational culture, organizational commitment and employee competence to work through organizational behavior. Sampling used proportionate random sampling technique with a sample of 80 respondents at the Public Works and Spatial Planning Office of Karimun Regency. The data collection technique used an instrument in the form of a questionnaire for analysis. The instrument was calibrated using item validity and reliability coefficients. Validity was tested using SEM-PLS analysis with the help of SmartPLS software.
THE EFFECT OF DISTRIBUTIVE JUSTICE, INTERACTIONAL JUSTICE, AND LEADERSHIP STYLE ON INNOVATIVE WORK BEHAVIOR WITH INTERVENING JOB SATISFACTION VARIABLES AT PT MEDIANUSA PERMANA, BATAM CITY Erick Santana; Bambang Satriawan; Mohamad Gita Indrawan; Muammar Khaddafi
International Journal of Social Science, Educational, Economics, Agriculture Research and Technology Vol. 2 No. 1 (2022): DECEMBER
Publisher : RADJA PUBLIKA

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.54443/ijset.v2i1.120

Abstract

The purpose of this study was to determine and analyze the effect of Distributive Justice, Interactional Justice, and Leadership Style on Innovative Work Behavior with intervening variable Job satisfaction at PT Medianusa Permana Batam City. The method used is a questionnaire and distributed to 100 respondents. Analysis of statistical data using SEM PLS (Structural Equation Modeling Partial Least Square) and using path analysis to examine the pattern of the relationship between the influence of the dependent variable on the independent, both direct and indirect effects with SMART PLS 3.0 software. The results in the study indicate that Distributive Justice has a positive and significant effect on job satisfaction with a p-value of 0.000 <0.05, Interactional Justice has a positive and significant effect on job satisfaction with a p-value of 0. 003 < 0.05. Leadership Style has a positive and significant effect on job satisfaction with a p-value of 0.040 <0.05. Job satisfaction has a positive and significant effect on Innovative Work Behavior with a p-value of 0.008 <0.05. Distributive Justice has a positive and significant effect on Innovative Work Behavior with a p-value of 0.005 <0.05. Interactional Justice has a positive and significant effect on Innovative Work Behavior with a p-value of 0.008 <0.05. Leadership Style has a positive and significant effect on Innovative Work Behavior with a p-value of 0.032 <0.05. Job Satisfaction mediates the effect of Distributive Justice and Innovative Work Behavior with a p-value of 0.005 <0.05. Job Satisfaction mediates mediates the effect of Interactional Justice and Innovative Work Behavior with a p-value of 0. 019 < 0.05. Job Satisfaction mediates the effect of Leadership Style and Innovative Work Behavior. with a p-value of 0.008 < 0.05.
THE INFLUENCE OF MANAGEMENT FUNCTIONS ON COMMUNITY SATISFACTION THROUGH SERVICE QUALITY FOR DISTRIBUTION OF 3 KG ELPIJI GAS SUBSIDIES FOR COMMUNITY MARKETS IN TANJUNG PINANG CITY Rahma; Indrayani; Bambang Satriawan; Mohamad Gita Indrawan; Muammar Khaddafi
International Journal of Social Science, Educational, Economics, Agriculture Research and Technology (IJSET) Vol. 2 No. 2 (2023): JANUARY
Publisher : RADJA PUBLIKA

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.54443/ijset.v2i2.138

Abstract

This study aims to determine the influence of planning, organizing, actuating and controlling management functions on community satisfaction and service quality. The hypothesis proposed is that Planing affects community satisfaction, Organizing influences Community satisfaction, Actuating affects Community Satisfaction, Controlling affects Community satisfaction, Planning influences Service Quality, Organizing influences Service Quality, Actuating affects Service Quality, Controlling affects Service Quality Service Quality affects Community Satisfaction, Planning influences Community Satisfaction through Service Quality, Organizing Affects Community Satisfaction through Service Quality, Actuating influences Community Satisfaction through Service Quality, Controlling affects community satisfaction through service quality. The sample in this study was all Tanjungpinang city residents who held the Puan Molek card with a total of 199 respondents. The data obtained were analyzed using data analysis techniques with PLS software tools. The results of the study show that planning has a significant positive effect on service quality. Organizing has a significant positive effect on Service Quality. Actuacting has a significant positive effect on quality. controlling influenceService qualitysignificant positive. Planning has no significant positive effect on community satisfaction. Organizingaffect Community satisfaction significantly positive. Actuating has a significant positive effect on Community Satisfaction. Controlling Affects Community Satisfaction Positively Not Significantly, Planning for Community Satisfaction through Service quality is Positively Significant. Organizing community satisfaction through significant positive service quality. Actuating community satisfaction through significant positive service quality, controlling community satisfaction through significant positive service quality.
Co-Authors Andhi Kusuma Angelina Eleonora Rumengan Anggia Dasa Putri Bambang Satriawan Bambang Satriawan Cahyo Prayitno Chablullah Wibisono Chablullah Wibosono Dian Lestari Siregar Dian Lestari Siregar Erick Santana Evan Rosiska Franto Tonggi Tampubolon Heppy Muliana I Wayan Catrayasa Indrayani Indrayani Indrayani Indrayani Indrayani Indrayani Indrayani Inggerit Paradila Putri Kuncoro Aribowo M Ilham Fathoni Malahayati Rusli Bintang Muammar Khaddafi Muhammad Yuri Khiswandi Nurul Hizam Panusunan Panusunan Rahma Raymond Raymond Raymond Rio rahmat Yusran Sri Yanti Wartono Wartono William Handoko Gotama Yuanita FD Sidabutar