The Effect Of Compensation, Work Discipline, Work Motivation And Organizational Commitment On Employee Performance With Job Satisfaction As An Intervening Variable On Employees Of The One-Door Integrated Investment And Service Service Office (DPMPTSP) Of East Java Province
DOI:
https://doi.org/10.52909/jbemk.v5i1.241Keywords:
compensation, work discipline, work motivation, organizational commitment, employee performance, job satisfactionAbstract
Employee performance is one of the important factors that determine the success of an organization. High employee performance will be able to support the achievement of organizational goals. Therefore, efforts are needed to improve employee performance. Employees as part of human resources (HR) are individuals who work as drivers of an organization, both institutions and companies. This study aims to determine the effect of compensation, work discipline, work motivation and organizational commitment on employee performance with job satisfaction as an intervening variable. The study population was all employees at the Investment and Integrated Services Agency (DPMTSP) of East Java Province, totaling 70 people. The research sample was taken based on saturated sampling technique, so that all populations were used as research samples. Data analysis techniques used linear regression, t-test and Sobel test. The results of the study showed that compensation did not significantly influence employee loyalty. Work discipline did not significantly influence employee loyalty. Work motivation significantly influenced employee loyalty. Organizational commitment did not significantly influence employee loyalty. Job satisfaction significantly influenced employee loyalty. Compensation did not significantly influence employee loyalty through job satisfaction. Work discipline significantly influenced employee loyalty through job satisfaction. Work motivation significantly influences employee loyalty through job satisfaction. Organizational commitment significantly influences employee loyalty through job satisfaction.
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