Syntax Literate: Jurnal
Ilmiah Indonesia p�ISSN: 2541-0849 e-ISSN: 2548-1398
Vol. 7, No. 11, November 2022
THE EFFECT OF COMMUNICATION, ORGANIZATIONAL
INNOVATION AND MOTIVATION ON EMPLOYEE JOB SATISFACTION IN THE AGRICULTURE AND
FOOD SERVICE OF NORTH MOROWALI REGENCY
Mukhtar
Hamzah, Ayu Ratna Sari, Abdul Khalik, Haeruddin Haeruddin
Institut Teknologi dan
Bisnis Nobel Indonesia Makasar
Universitas
Muslim Indonesia
Politeknik
LP3i Makassar
Email: [email protected], [email protected],
[email protected], [email protected]
Abstract
The
purpose of this study was to determine and analyze (1) the influence of
communication on employee job satisfaction at the North Morowali
Regency Agriculture and Food Service, (2) the influence of organizational
innovation on employee job satisfaction at the North Morowali
Regency Agriculture and Food Service, (3) the influence of motivation on job
satisfaction of employees at the North Morowali
Regency Agriculture and Food Service. This study uses a quantitative approach
using a population of 75 employees with sampling using a saturated sample using
all members of the population as a sample. The method of analysis used is
multiple linear regression method with hypothesis testing using the F test, T
test and the coefficient of determination. The results showed that (1)
communication has no significant effect on employee job satisfaction at the
North Morowali Regency Agriculture and Food Service,
(2) organizational innovation has no significant effect on employee job
satisfaction at the North Morowali Regency
Agriculture and Food Office, (3) motivation does not have a significant effect
on employee job satisfaction at the North Morowali
Regency Agriculture and Food Service.
Keywords: Communication, organizational
innovation, motivation, job satisfaction
Introduction
Human resource management (HRM) is the process of
hiring people, training them, compensating them, developing policies related to
them, and developing strategies to retain them. As a field, HRM has undergone
many changes over the past twenty years, providing a more important role in
today's organization. In the past, HRM meant processing payroll, sending
birthday gifts to employees, organizing company events, and making sure forms
were filled out correctly, in other words, more of an administrative role than
a strategic role critical to the success of the organization (NN, 2020). For
good organizational performance requires good individual performance and group
performance. Employee performance as the total organizational value expected by
the behavioral characteristics of employees who perform a job at a certain time
that contributes to organizational performance (Borman et al, 2003). A good
organization strives to make its employees satisfied. A satisfied employee is a
person who is very loyal to his organization and obeys it, not working because
of any coercion, but because they dream of taking his organization to a better
level. Employee satisfaction leads to a positive atmosphere in the workplace.
The first benefit of employee satisfaction is that
people hardly think about leaving their current job. Employee satisfaction in
employee retention. Organizations need to retain viable and talented employees
for long-term growth and ensure success. Satisfied employees tend to adjust
more and handle the pressure easily than those who are frustrated. Employees
who are dissatisfied with their work will find problems in everything small and
too rigid. On the other hand, employees who are happy with their work are
willing to participate in training programs and are eager to learn new
technologies, software that will ultimately help them in their professional
career. A satisfied employee accepts the challenge with a big smile and gives
even in the worst situations. Thus according to
Robbins and Judges (Robbins, 2013), everything related to job satisfaction can
better predict employee behavior.
Employee engagement is the involvement of
individuals with satisfaction, and enthusiasm for the work that employees do.
Employees who are highly involved have a passion for their work, and feel a
deep connection with the company, have deep energy or attention to their work
(Robbins, 2013). Employee performance is important for an organization both as
a whole and for working individuals (Sonnentag,
2001).
The success of the role of individuals
in contributing to the achievement of organizational goals can be seen from the
outputs produced in the form of goods or services, the comparison of inputs
with outputs (productivity), the achievement of time, speed, efficiency,
performance, and so on depending on each benchmark of success. This assessment
is to see if the input, process, or output is correct according to
expectations, whether there are obstacles or disruptions, or there are
potential opportunities and so on. Individual performance is the foundation for
organizational performance, understanding employee behavior is important to
direct management to be effective (Gibson, Ivancevich, dan Donnelly, 2012)
Motivation as the degree of readiness of the
individual to perform an action and consists of all the factors that influence,
intensify and regulate human behavior. Motivation in the context of work is
expressed as the degree of willingness of the individual to exert and maintain
efforts towards the goals of the organization. Employees have different
competing needs driven by a variety of motivators. Therefore, in order to
maximize the performance of the organization, the organization and its managers
must understand what really motivates employees.
More than 50% of healthcare workers in Benin equate
motivation with a prospective drive or retrospective compensation that is
thought to make them work better. The majority of them consider motivation as a
"motivator", that is, an incentive, and not as a state of mind. In
Kenya, a fifth understand motivation as a drive, however, there is a larger
share of healthcare workers.
Motivation and job satisfaction are both
significantly related to the intention of moving. Low motivation negatively
impacts the individual performance of health workers, facilities and the health
system as a whole. The evidence that 60.9% of nurses in Turkey reportedly have
the intention to quit the current workplace within 1 year is secondary to a lack of job satisfaction or motivation
by most of them. On the other hand, it is researched in Istanbul because
administrators are given information about the motivations of their employees
to improve employee morale. Doctors from primary health facilities in Pakistan
report that they leave the hospital if they are not motivated
The agriculture and food office of North Morowali district is a government organization that is
required to provide high Job Satisfaction by supporting the government's vision
of "prospering together". Various efforts in improving factors
related to human resource management in employees, especially those related to
motivation, communication and organizational commitment continue to be pursued.
Based on the background of the problem, it is intended to raise the title of
the study, namely "The Effect of Communication, Organizational Innovation
and Motivation on Employee Work Satisfaction at the Office of the Agriculture
and Food Service of North Morowali Regency" The
purpose of this study is to find out and analyze; (1) The Effect of
Communication on Job Satisfaction of employees in the agriculture and food
department of North Morowali Regency. (2) The Effect
of Organizational Innovation on Job Satisfaction of employees in the
agriculture and food service of North Morowali
Regency, (3) The Effect of Motivation on Job Satisfaction of employees in the
agriculture and food service of North Morowali
Regency, (4) The influence of simultaneous communication, Organizational
Innovation and Motivation on Job Satisfaction of employees in the agriculture
and food service of North Morowali Regency.
Research Methods
Research design using a quantitative research
approach which can be interpreted as a research method based on the philosophy
of positivism, used to research on certain populations or samples, data
collection using research instruments, data analysis is quantitative /
statistic, with the aim of testing the established hypothesis (Sugiyono, 2017). The jenelitian
used is survey research. The survey method is used to obtain data from certain
natural (not artificial) places, but researchers carry out treatment in data
collection, for example by circulating questionnaires, tests, structured
interviews and so on (Sugiyono, 2017). This research
is included in the explanatory research, which is a study that tests the
influence between variables, namely motivation, communication and
organizational commitment to employee Job Satisfaction both partially and
simultaneously in the agriculture and food service of the North Morowali Regency. This research was conducted at the
Regional Agriculture and Food Office of North Morowali
Regency, Jl. Dr. Sahardjo, Bahoue,
Petasia, North Morowali,
Central Sulawesi with a period of 2 months.
Population is a generalized area consisting of:
objects / subjects that have certain qualities and characteristics that are
determined by the researcher to be studied and then drawn conclusions (Sugiyono, 2017). The population in this study was employees
of the North Morowali Regional Agriculture and Food
Service, which numbered 75 employees. While the sample is part of the number
and characteristics possessed by the population and the sample taken from the
population must be truly representative, (Sugiyono,
2017). The sample in this study was employees of the Agriculture and Food
Service of North Morowali Regency, totaling 75
employees. In this study using the saturated sampling method, there is a
limited number of populations, so the population is used as a sample.
Data collection is the recording of events or
things or information or characteristics of some or all elements of the
population that will support or support research. According to Hasan in (Suhendra, 2015) There are several data collection methods
used in research, namely the questionnaire method, which is a data collection
technique by submitting or sending a list of questions for respondents to fill
out. Respondents are people who respond to or answer questions asked and in
this study the questionnaire measurement scale uses a likert
scale, Hasan, 2002 in (Suhendra, 2015). The question items in the questionnaire
outlined in the likert scale size used in this study
include: Strongly Agree is scored 5, Agree: given a score of 4, Disagree is
given a score of 3, Disagree is given a score of 2, Strongly Disagrees
: is given a score of 1. The data analysis that the authors used in this
study used quantitative analysis. Quantitative research data analysis
techniques using inferential statistics (often also called inductive statistics
or statistical probabilitias) are statistical
techniques used to analyze sample data and the results are applied to the
population.
Researchers use parametric statistics on the
grounds that the type of data is analyzed in the interval scale. Parametric
statistics meet many assumptions. The main assumption is that the data to be
analyzed must be normally distributed in regression must meet the assumption of
linearity, so that the data obtained from this study are normally distributed,
and in regression must be met the assumption of linearity, so that the data
obtained from the research results are tested for normality and linearity first
before being used to test the hypothesis of the Research Instrument Test Design
using validity and reliability tests. Hypothesis testing was analyzed using the
SPSS 22 multiple linear regression method. With partial test (T Test), Joint
test (F Test) and Coefficient of Determination (KD).
Results and Discussion
Descriptive Analysis of Research Variables Identity
of Research Respondents
Picture 1
Respondents' identities by
gender
The identity of respondents by gender consisted of
65 male genders with a percentage of 87.8% and female sex of 9 people with a
percentage of 12.2% with a total of 74 people or 100%.
Respondent's
identity by age Based on the results of the SPSS process, the identity of
respondents by age can be seen in the following table
Picture 2
Respondent's identity by age
The table above provides information that the
identity of respondents based on the age of respondents consists of respondents
with an age of < 20 years consisting of 1 person with a percentage of 1.4%,
>51 years 2 years with a percentage of 2.7%, aged 21-30 years as many as 21
people or with a percentage of 32.4%, 41-50 years with an age of 26 people or
35.1% with a total of 74 respondents based on age with a percentage of 100%.
From the table, information was obtained that the identity of respondents based
on age was dominated by the age of 41-50 years as many as 26 people or 35.1%
and the lowest frequency was the age of < 20 years. Based on this
information, it can be concluded that the average respondent is an adult and
has experience in terms of age.
Respondents' identities based on final education
Based on the results of the SPSS process, the
frequency of respondents' identities based on the last education can be seen in
the following table:
Picture 3
Respondents' identities by
Education
Based on the table above shows that the identity of
respondents by education consists of; education at the D1-D3 level as many as
10 people or 13.5% frequencies, D4 / S1 as many as 14 people, S2 (Masters) 3
people or with a percentage of 4.1%, high school equivalent as many as 47
people or 63.5%. From this information, the education level with the highest
frequency is at the high school level or with a frequency of 47 people or with
a percentage of 63.5% and the lowest frequency at the S2 (masters) level with a
frequency of 3 people or 4.1%. The total number of respondents based on age was
74 people or 100%. Respondent's identity based on respondent's length of
service Data processing with SPSS generates information about the frequency of
respondents based on the length of service of the respondents presented in the
table as follows:
Picture 4
Respondent's identity by
length of service
Based on the information presented in the table of
working periods of respondents, it can be explained that the identity of
respondents based on length of service consists of < period of work from 2
years as many as 3 people or with a percentage of 4.1%, 2-5 years as many as 10
people with a frequency of 10 people or 13.5%, 6-10 years as many as 12 people
or 16.2%, 11-15 years of service as many as 14 people or 18.9% and a period of
work of >16 years as many as 35 people or 47.3%.
Based on this information, it is stated that the
identity of respondents based on the working period with the highest frequency,
namely the >16-year service period of 35 people or 47.3% and the lowest
frequency, namely the 2-year < work period with a frequency of 3 people or
4.1%. The total respondents based on length of service were 74 people with a
percentage of 100%.
Research Variables
After describing the identity of the respondents,
the next step is to analyze the respondents' answers to the question
questionnaire from research variables consisting of (1) communication variables
(X1), (2) organizational innovation variables (X2), (3) motivation variables
(X3) and (4) job satisfaction variables (Y). Each variable will be described
based on the gains from the SPSS process.
Mean
mean of respondents' responses to the research
questionnaire
|
Variabel |
Mean Rata |
Kategori |
|
Komunikasi (X1) |
4,56 |
Sangat tinggi |
|
Inovasi organisasi (X2) |
4,68 |
Sangat tinggi |
|
Motivasi (X3) |
4,75 |
Sangat tinggi |
|
Kepuasan (Y) |
4,65 |
Sangat tinggi |
Source :�Data processing: 2020
Test
the Validity and Reliability of Research Variables
Every
research conducted using the questionnaire or questionnaire method needs to be
tested for validity. The validity test is useful for determining the validity
or suitability of the questionnaire used by researchers to obtain data from
respondents or research samples. The product moment pearson
correlation validity test uses the concept of correlating or linking between
each item score or question obtained from respondents' answers to the questionnaire.
Table 2
Summary of testing
research variables
|
Variabel |
Kreteria / Keputusan |
Kategori |
|
Komunikasi (X1) |
Sig (2 tailed) 0.000<0,005 |
Valid |
|
Inovasi organisasi
(X2) |
Sig (2 tailed 0.000<0,005) |
Valid |
|
Motivasi (X3) |
Sig (2 tailed 0,000<0,005 |
Valid |
|
Kepuasan kerja
(Y) |
Sig (2 tailed 0,000<0,005) |
Valid |
Source :�Data processing: 2020
From the SPSS output above, we already know that
all the questionnaire items used are valid.
Research Variable Reliability Testing
According to W.Sujarwati
(2014), explaining that reliability tests can be carried out jointly on all
items or question items in the research questionnair.
Picture 7
Reliability
Testing statistics
In the
output table above, it is known that there are N of Items (the number of items
or items of questionnaire questions) there are 24 items with a Cronbachs�Alpha of
0.937. Since the Cronbachs Alpha value is 0.937 >
0.60, then as the basis for decision making in the reliability test above, it
can be concluded that the 24 or all items of questionnaire questions for the
variable "The effect of communication, organizational innovation and
motivation on employee job satisfaction in the Agriculture and Food Service of
North Morowali District" are reliable or
consistent.
Multiple
Linear Regression Analysis
Multiple
linear regression analysis is a method or technique of analyzing research
hypotheses to test the presence or absence of the influence of one variable
with another variable expressed in the form of mathematical equations
(regression). Multiple or multiple linear regression analysis serves to look for the
influence of two or more independent variables (free variables or X) on depeden variables (bound variables or Y). After carrying
out the process using SPSS multiple linear regression outputs can be seen one
by one in the table which will be presented as follows:
Picture 8
Variable entered/removed
The "Variables Entered/Removed" output
table above provides information about the research variables as well as the
methods used in regression analysis. The independent variables used in this
analysis are communication variables, communication, organizational innovation. While the
dependent variable is the job satisfaction variable. Regression analysis using
the Enter method. No variables are discarded so in the variables removed column
there are no numbers or blanks. Furthermore, the next multiple linear
regression output is the Summary Model which can be explained as follows:
Picture 9
Capital Summary
The "Model Summary" table provides information
about the value of the coefficient of determination, namely the contribution or
contribution of the influence of communication variables, organizational
innovation and motivation simultaneously (together) on the variables of job
satisfaction. The third regression output is the ANOVA table which can be seen
in the following table:
ANOVA Test
In the
table " ANOVA " provides information about the presence or absence of
the influence of the variables of communication, organizational innovation and motivation together
(simultaneously) on the variables of job satisfaction. Furthermore, the last
regression output is the coeficients�variable as follows:
Table 11
Coefficients of multiple
linear regression
The "Coefficient" table provides information
about the regression equation and the presence or absence of the influence of
communication variables, organizational innovation and motivation partially
(singly) on the variables of job satisfaction. The formula of the regression
equation in this analysis or study is as follows:
Y=a+b1X1+b2X2 or Y= 5.319 + 0.173 + 0.100 + 1,257
Based on the four outputs above, a summary of
multiples regression analysis can be made as in the following table:
Table 12
Multiples (multiple)
regression analysis summary
|
Variabel |
Koefisien Regresi |
T hitung |
Sig. |
|
Konstanta |
2,612 |
|
|
|
X1 |
0,173 |
0,851 |
0,398 |
|
X2 |
0,100 |
0,291 |
0,772 |
|
X3 |
1,257 |
6,863 |
0,000 |
|
F hitung |
43,047 |
|
|
|
R Square |
0,648 |
|
|
Simultaneous
Testing (F Test) The F test aims to determine the influence of variable X
simultaneously (together) on variable Y. The basis for determining decision
making in the F test in this study is based on the Significance (Sig.) value of
the ANOVA output, namely (1) If the value of Sig. < 0.05 then the hypothesis
is accepted, then it means that the variables of communication, organizational
innovation, and motivation simultaneously affect the variables of job satisfaction,
(2) If the value of Sig>0.05 then the hypothesis is rejected, then it can be
interpreted that the variables of communication (X1), organizational innovation
(X2) and motivation (X3) simultaneously have no effect on job satisfaction (Y).
To see whether the variable X in question has an effect or not on variable Y,
it can be looked back at the ANOVA table with the hypothesis that has been
proposed that the variables of communication, organizational innovation and
motivation have a significant effect on employee job satisfaction at the Agriculture
and Food Crops Office of North Morowali Regency. To
see if the free variable (X) has a joint effect on variable Y, the results can
be seen in the following table:
Table 13
ANOVA F Test
�the variable
job satisfaction (Y), it can be seen and refers to the R Squ
Coefficient of Determination Testing (R2)
To see how much (5) influence the variables of
communication (X1), organizational innovation (X2) and motivation (X3) exert on
the variables of job satisfaction (Y), can be looked back at the ANOVA table
and in the table obtained Sig.0.000 < 0.05 and meaning that variables X
together have a significant effect on variable Y. After this requirement has
been met, then to find out what percentage (%) influence the communication
variable (X1) exerts, organizational innovation (X2) and motivation (X3)
simultaneously against are value contained in the results of multiple linear
regression analysis, namely in the following "Model Summary" table:
Table 14
Model summary (coefficient of
determination)
Based on
the output table of the SPSS "Model Summary" above, it is known that
the value of the coefficient of determination or R Square is 0.648 .�The Square R
value of 0.648 is derived from the squaring of the value of the correlation
coefficient or R, which is 0.805 X 0.805 = 0.648. The magnitude of the
coefficient of determination (R Square) is 0.648 or equal to 64.5%. This figure
means that the variables of communication (X1), organizational innovation (X2)
and motivation (X3) simultaneously (together) affect the variable job
satisfaction (Y) by 64.5%, while the rest (100%-64.5%=35.6%) are influenced by
other variables outside this regression equation or variables that are not
studied. Because R Square is 64.5% close to number 1, it can be concluded that
the communication
variable (X1), the organizational innovation variable (X2) and the motivation
variable (X3) together have an effect with a contribution of 64.5% (very
strong) to the job satisfaction variable (Y).
The
t test is one of the research hypothesis tests in multiple linear regression
analysis. The t-test aims to determine whether a free variable or an
independent variable (X) partially (singly) affects a bound variable or a
dependent variable (Y). To see the test results can be seen in the coefficients
table as follows:
Picture 15
Coofficient�for T Test
In the "Coeficients"
SPSS output table above, it is the basis for conducting tests to find out
whether the communication variables (X1), organizational innovation variables
(X2) and motivation (X3) partially affect the job satisfaction variables (Y).
The hypotheses that have been proposed in this study are:
1. H1 or first hypothesis:
there is an influence of communication (X1) on job satisfaction (Y)
2. H2 or the second
hypothesis: there is an influence of organizational innovation (X2) on job
satisfaction (Y)
3.
H3 or third hypothesis: there is an influence of
motivation (X3) on job satisfaction (Y)
The basis for making partial t test decisions in
this regression analysis using the significance value (Sig.) which means (1) If
the Significance value (Sig) < probability 0.05 then there is an influence
of the free variable (X) on the bound variable (Y) or the first hypothesis, (2)
If the Significance value (Sig) > probability 0.05 then there is no
influence of the free variable (X) on the bound variable (Y) or the hypothesis
is rejected.
Based on
the aforementioned creteria,
hypothesis testing can be carried out as follows: Communication variable (X1)
with a value of Sig. 0.398. Sig. values 0.398>0.05. Based on this creteria using the Sig. approach, the first hypothesis (H1)
was rejected and Ho was accepted which means that communication (X1) did not
have a significant effect on job satisfaction (Y) in the Agriculture and Food
Service of North Morowali Regency.
Organizational
innovation variable (X2) with a value of Sig. 0.722. Sig. values 0.722>0.05.
Based on this creteria using the Sig. approach, the
second hypothesis (H2) was rejected and Ho was accepted which means that
organizational innovation (X2) did not have a significant effect on job
satisfaction (Y) in the Agriculture and Food Service of North Morowali District. Motivation variable (X3) with a value of
Sig. 0.000 . Based on the value of Sig. 0.000<0.05
then the third hypothesis (H3) is accepted and Ho is rejected. This can be
interpreted to mean that the motivation variable (X3) has a significant effect
on the job satisfaction variable (Y) in the Agriculture and Food Service of
North Morowali Regency.
Dicussion
After the analysis is carried out using statistical tests, this section
will discuss the partial, simultaneous and coefficient of determination of
independent variables on dependent variables. Partial
influence of communication variables, organizational innovation and motivation
on job satisfaction in the Agriculture and Food Service of North Morowali Regency. Based on the results of partial hypothesis testing, it is explained that
communication does not have a significant effect on job satisfaction at a confidence
level of 0.95 or 95% with an error degree of 0.05. This happens because the
value of Sig.calculate>alpha is 0.05. It can be
explained that if the communication variable increases, it does not have a
significant effect on the increase in employee job satisfaction at the
Agriculture and Food Service of North Morowali
Regency.
Furthermore, the results of partial testing of
organizational innovations on employee job satisfaction explained that
organizational innovation did not have a significant effect on employee job
satisfaction at the Agriculture and Food Crops Office of North Morowali Regency. It can be explained that if the
organization's innovation increases, it will not have an impact on changing or
increasing employee job satisfaction at the Agriculture and Food Crops Office
of North Morowali Regency.
Furthermore, the partial effect of motivation on
employee job satisfaction, based on the results of hypothesis testing, it is
explained that the motivation variable has a significant effect on employee job
satisfaction in the Agriculture and Food Crops Office of North Morowali Regency. This indicates that if there is an
increase in motivation variables, it will affect the increase in employee job
satisfaction at the Agriculture and Food Crops Office of North Morowali
Regency. Based on the R value (correlation) of 0.801 to job satisfaction
(1,000) it can be explained that the relationship of motivation to job
satisfaction of 80.1% to job satisfaction and the R value obtained is very
strong and is supported by respondents' responses to the question items on
motivation with a mean value obtained with a score of 4.75 with very high creteria.
����������� Basically,
there are three main characteristics of motivation, namely effort, strong will
and direction or goal. Based on business characteristics, it refers to the
strength of the employee's work behavior or the amount shown by an employee in
his work. Strictly speaking, it involves a wide variety of activities or
efforts that are both real and visible. While the characteristic of strong will
refers to the willpower shown by a person when applying his efforts to his job
duties. With a strong will, all efforts will be made. Failure will not break
the charcoal to continue trying to achieve the goal. Meanwhile, the last characteristic
is the direction and goal related to the direction that the effort and
willpower of the employee is going.
From looking at the three main characteristics of
motivation above, motivation can be interpreted as a state where a person's
effort and willpower are directed towards the achievement of certain results or
goals. This then makes the motivation variable partially dominate the employee
job satisfaction variable. It can be explained further, that satisfaction is an
emotional expression that is positid or pleasant as a
result of an assessment of a job or work experience. Based on the theory that
the factors affecting job satisfaction are working conditions, regulations,
compensation of work balanced with the work he has done, work efficiency,
promotion opportunities, Co-workers or co-workers. The factors described above
that dominate the most are motivational factors consisting of compensation and
promotion opportunities as well as rewards from colleagues or work partners,
and there is a good relationship between teams or employees in the workplace
environment.
The simultaneous influence of communication variables,
organizational innovation and motivation on job satisfaction in the Agriculture
and Food Service of North Morowali Regency
Based on the results of simultaneous tests on
hypothesis testing, the results were obtained that the variables of
communication (X1), organizational innovation (X2) and motivation (X3) together
had a significant effect on employee job satisfaction at the Agriculture and
Food Crops Office of North Morowali Regency. It can
be explained that the influence of the free variable (X) on the bound variable
(Y) is very significant. This can be interpreted to mean that the increase in
free variables together will increase job satisfaction in the Agriculture and
Food Crops Office of North Morowali Regency. Based on
the results of the coefficient of determination test, the results obtained
through R2 obtained a value of 0.648 or 65% (rounded up) it can be explained
that the score obtained is very strong, meaning that the contribution of free
variables together has a significant effect on bound variables by 65% and the
remaining 35% is influenced by other factors outside this study.
Conclusion
����������� Based
on the discussion above, the results of the study can be concluded that:
communication does not have a significant effect on job satisfaction in
employees of the Agriculture and Food Crops Service of North Morowali Regency. It can be explained that the improvement
of communication has no real effect on increasing employee job satisfaction at
the Agriculture and Food Crops Office of North Morowali
Regency. Organizational innovation did not have a significant effect on job
satisfaction of employees of the Agriculture and Food Crops Service of North Morowali District. It can be explained that the
increase in organizational innovation does not have a significant effect on
employee job satisfaction at the Agriculture and Food Crops Office of North Morowali Regency.
Motivation has a significant effect on employee job
satisfaction at the Agriculture and Food Crops Office of North Morowali Regency. It can be explained that increasing
employee motivation will have an impact on increasing employee job satisfaction
at the Agriculture and Food Crops Office of North Morowali
Regency. Communication, organizational innovation and motivation simultaneously
have a significant effect on employee job satisfaction at the Agriculture and
Food Crops Office of North Morowali Regency. The role
of motivation is very influential on employee job satisfaction, this is a
consideration for the leadership to create programs that can stimulate an
increase in employee motivation, this can be by rewarding outstanding
employees, promotion of positions and other things that can motivate employees
and spur an increase in employee job satisfaction at the Agriculture and Food
Crops Office of North Morowali Regency. With high
motivation, a comfortable work atmosphere is created which will then have an impact
on employee communication with other employees including superiors, employee
creativity and innovation increase and other matters related to employee job
satisfaction will increase. With the limitations of the research that has been
carried out, researchers can continue research in the field of human resource
management can continue this research by adding factors related to employee job
satisfaction.
BIBLIOGRAFI
Tanuwibowo, M., & Setiawan, R. (2015). Pengaruh
Budaya Organisasi dan Motivasi Kerja Terhadap Kinerja karyawan Pada PT Lestari
Purnama Perkasa. jurnal AGORA, III(2), 60-69.
Afni
Can, & Yasri. (2016). Pengaruh Motivasi Kerja, Kepuasan Kerja dan Komitmen
Organisasi terhadap Kinerja Karyawan Pada Bank Nagari. Jurnal Riset
Manajemen Bisnis dan Publik, IV(1), 1-26.
Aji,
A. R. (2015). Pengaruh Motivasi Kerja dan Kepuasan Kerja Terhadap Kinerja
Pegawai Sektretariat Daerah Kabupaten Wonosobo. Yogyakarta.
Antoni:Yusak.
(2015). engaruh Orientasi Pasar, Intellectual Capital, Dan Orientasi
Pembelajaran Terhadap Inovasi Studi Kasus Pada Industri Hotel Di JawaTimur.
Jakarta: international Research Journal Of Businnes Studies.
Arikunto,
S. (2003). Dasar-Dasar Evaluasi Pendidikan (Edisi Revisi). Jakarta: PT
Bumi Aksara.
Asral
Firdaus, R. (2018). Analisis Pengaruh Motivasi Kerja Terhadap Kinerja
Pegawai Pada Sekretariat Badan Perencanaan Pembangunan Daerah Provinsi Jawa
Barat. Pasundan: [email protected].
Damayanti,
R. (2018). PENGARUH KEPUASAN KERJA TERHADAP KINERJA KARYAWAN.
Palembang: Jurnal Ilmiah Manajemen Bisnis Dan Terapan.
Darman.
(2018). Manajemen dan Organisasi. Jakarta: www.theorymanajemendanorganisasi.blogspot.com.
Darmawan,
R. (2015). Pengaruh Komunikasi,Komitmen Organisasi dan Motivasi Terhadap
Kinerja Pegawai Inspektorat Kota Palu. e-journal Katalogis, III(5),
205-214.
Dela,
& Anggun:Anggria. (2015). Analisis Pengaruh Kepemimpinan
Transformasional Disiplin Kerja, Lingkungan Kerja Dan Inovasi Terhadap Kinerja
Karyawan Studi Di Goro Assalam Surakarta. Surakarta: Universitas
Muhammadiyah Surakarta,.
Devita,
M. (2017). Faktor-faktor yang mempengaruhi kinerja karyawan di restaurant
alpha hotel Pekanbaru. JOM Fisip, 4(2).
Fahmi,
I. (2014). Perilaku Organisasi, Teori, Aplikasi dan Kasus. Jakarta:
Alfabeta.
Gani,
I., & Amalia, S. (2018). Alat Analisis Data: Aplikasi Statistik Untuk
Penelitian Bidang Ekonomi dan Sosial. Yogyakarta: CV Andi.
Ghozali,
I. (2001). Aplikasi Analisis Multivariate Dengan Program SPSS.
Semarang: Badan Penerbit Undip.
Ghozali,
I. (2012). Aplikasi Analisis Multivariate dengan Program IBM SPSS. Yogyakarta:
Universitas Diponegoro.
H. M.
(2012). Manajemen Sumber Daya Manusia, Edisi Revisi. Jakarta: Bumi
Aksara.
Hasan,
I. (2002). Pokok-Pokok Materi Metodologi Penelitian Dan Aplikasinya Edisi
Pertama. Jakarta: Ghalia Indonesia.
Hasan,
M. I. (2002). Pokok-Pokok Materi Metodologi Penelitian dan Aplikasinya.
Jakarta: Ghalia Indonesia.
https://goenable.wordpress.com/.
(2015). Tipe inovasi organisasi . jakarta: Learning Is The Jouerny
Life.
Icha,
Y. (2019, Desember 13). Komitmen Organisasi � Pengertian, Manfaat, Bentuk,
Indikator Dan Faktornya Lengkap. Retrieved from
https://www.ruangguru.co.id/pengertian-komitmen-organisasi-manfaat-bentuk-indikator-dan-faktornya-lengkap/
Istiqomah,
I. W. (2008). Pengaruh kepuasan kerja,komitmen organisasional dan komitmen
profesional terhadap keinginan berpindah auditor pada kantor akuntan publik
(KAP) di Jawa Timur. Neliti.
Jailani,
M. (2012, Desember). Kredibilitas Pemimpin Terhadap Kinerja Pegawai Dinas
Pengendalian Lahan dan Tata Ruang Kabupaten Kutai Timur. Jurnal Paradigma,
I(3), 402-419.
Kanada:Kurniawan.
(2015). Pengertian Manajemen organisasi. jakarta: www.projasa.com.
Luthan,
F. (2006). Perilaku Organisasi (Alih Bahasa V.A Yuwono, dkk),Edisi Bahasa
Indonesia. Yogyakarta: ANDI.
Mangkunegara,
A. P. (2004). Manajemen Sumber Daya Manusia cetakan pertama. Bandung:
PT Remaja Rosdakarya.
Nadapdap,
K. (2017). Pengaruh Komitmen Organisasi Terhadap KINERJA KARYAWAN. Jurnal
Ilmiah Methonomi, III(1), 1-9.
Nenny
Anggraeni. (2012). Pengaruh Kemampuan dan Motivasi Terhadap Kinerja Pegawai
Pada Skolah Tinggi Seni Indonesia (STSI) Bandung. Jurnal Universitas
Pendidikan Indonesia, XI(2), 54-74.
Oksowela,
T. (2012). Tesis Pengaruh Komunikasi Terhadap Kinerja Pegawai Di Lingkungan
Dinas Tata Kota Bandar Lampung. Lampung: Digital Repository UNILA.
P
Robbins, S., & Timothy A. (2013). Organizational Behavion15th. New
Jersey: Pearson Education,Inc. , publishing as Prentice Hall.
Pendidikan2,
D. (2020, Januari 29). Komitmen Organisasi. Retrieved from
https://www.dosenpendidikan.co.id/komitmen-organisasi/#Indikator_Komitmen_Organisasi
Pratiwi,
P. (2017). Pengaruh Komunikasi Dan Motivasi Terhadap Kinerja Karyawan Di
PT. Anugrah Utama Lestari (AUL) Bandung. Pasundan: Repositiry Univ.
Pasundan.
Prawirosentono,
S. (1999). Kebijakan Kinerja Karyawan. Yogyakarta: BPFE.
Prawitasari,
S. Y. (2011). Analisis SWOT Sebagai Dasar Perumusan Strategi Pemasaran Berdaya
Saing. Jurnal Undip.
Rahmadaningtyas,
F. (2016). Thesis Hubungan Big Five Personality dengan Komitmen Organisasi
di PT Varia Usaha Beton Waru. Surabaya: Digital Library UIN Sunan Ampel.
Ramadona,
R. (2017). Pengaruh Komunikasi dan Komitmen Karyawan terhadap Kinerja Pada
PT X Bandar Lampung. Bandar Lampung: Repository Univ. Darmajaya.
Robbins,
S. P. (2006). Perilaku Organisasi PT Indeks. Jakarta: Kelompok
Gramedia.
Rumpak, A. D.
(2016). Pengaruh Motivasi Kerja terhadap Kinerja karyawan Pada Bank Indonesia
Institute. e-journal IBM ASMI, 1-32.
|
Copyright holder: Muhtar Hamzah, Abdul Khalik, Haeruddin Haeruddin (2022) |
|
First publication right: Syntax Literate:
Jurnal Ilmiah Indonesia |
|
This article is licensed under:
|
