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"Selama ini, hubungan kepuasan kerja dan unjuk kerja dijelaskan dengan kepuasan kerja menimbulkan unjuk kerja yaitu belief pertama. Namun, bila ditelaah kembali dalam beberapa literatur seperti yang disebut oleh Robbins(2003) hubungan tersebut dapat dijelaskan dengan unjuk kerja yang baik membuat seseorang merasa puas yaitu belief kedua. Penjelasan Robbins tidaklah sepopuler belief pertama. Penelitian ini bermaksud untuk menjajaki kemungkinan adanya kebenaran dalam penjelasan Robbins. Sampel penelitian ini adalah kelompok pekerja usia 25-30 tahun. Pengumpulan data dilakukan terhadap 45 responden yang sesuai dengan karakteristik yang ditentukan peneliti. Karakteristik tersebut adalah berusia 25-30 tahun, berpendidikan minimal D3, dan telah bekerja di perusahaan tersebut minimal satu tahun. Alat ukur yang digunakan oleh peneliti adalah kuesioner kepuasan kerja, kuesioner untuk identifikasi belief dan kuesioner unjuk kerja. Penelitian ini menyimpulkan bahwa dalam penelitian ini hubungan kepuasan kerja dan unjuk kerja hanya dapat dijelaskan dengan belief pertama, tidak ada perbedaan korelasi signifikan dalam hubungan kepuasan kerja dan unjuk kerja antara responden dengan belief pertama dan belief kedua, serta pengukuran kepuasan kerja dengan faset diragukan memiliki hubungan dengan unjuk kerja.

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Up till now, the relations between job satisfaction and performance were explained with job satisfaction caused performance; in this research it is called the first belief. But, if we take a look once again in a few literature such as by Robbins (2003) the relations can be explained with a good performance caused someone to feel satisfied, in this research it is called the second belief. Robbins`s explanations are not as popular as the traditional belief. The purpose of this research is to explore the possibilities that the second belief could be true of exist. The samples in this research are the 25-30 years old workers. The data were taken from 45 respondents that are suitable according to the characteristics that the researcher has determined before. The characteristics are ages 25-30 years old, minimum a diploma holder, and have worked in the company for minimum 1 year. The instruments used in this research are the job satisfaction questionnaire, the belief identification questionnaire and the performance appraisal questionnaire. This research concluded that in this research the relations between job satisfaction and performance can only be explained by the first belief, there is no significant difference in the relations between job satisfaction and performance between the first belief and the second belief, and the last conclusion of this research is that the job satisfaction measurement by facets is doubtful have a relation with performance."

"Penelitian ini bertujuan untuk melihat apakah ada efek moderasi dari grit dalam hubungan antara kepuasan kerja dan kinerja pada karyawan milenial. Sebanyak 300 karyawan, berusia 20-39 tahun, berpartisipasi dalam penelitian ini. Alat pengukur Skala Kepuasan Kerja Umum, Skala Kinerja Peran dan Skala Grit-S digunakan untuk mengukur kepuasan kerja, kinerja dan ketabahan. Hasil analisis statistik uji moderasi menggunakan PROCESS HAYES versi 3.3 model 1 menunjukkan bahwa grit tidak memoderasi hubungan antara kepuasan kerja dan kinerja. Ini diduga disebabkan Kepuasan kerja milenial lebih banyak ditentukan oleh faktor lingkungan dan pengawasan yang bagus. Pemenuhan ini akan mengarah pada kepuasan kerja berhubungan langsung dengan tingkat kinerja, terlepas dari apakah gritnya dimiliki oleh individu yang tinggi atau tidak yang artinya variabel grit belum berperan dalam memperkuat hubungan antara kepuasan kerja dan kinerja karyawan.

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This study aims to see whether there is a moderating effect of grit in the relationship between job satisfaction and performance in millennial employees. A total of 300 employees, aged 20-39 years, participated in this study. Measuring tools for General Job Satisfaction Scale, Role Performance Scale and Grit-S Scale are used to measure job satisfaction, performance and grit.

The results of the statistical analysis of the moderation test using PROCESS HAYES version 3.3 model 1 shows that grit does not moderate the relationship between job satisfaction and performance. This is thought to be due to millennial job satisfaction determined more by environmental factors and good supervision.

This fulfillment will lead to job satisfaction which is directly related to the level of performance, regardless of whether the grit is owned by high individuals or not, which means that the grit variable has not played a role in strengthening the relationship between job satisfaction and employee performance."

"Penelitian ini bertujuan untuk melihat bagaimana pengaruh karakteristik pekerjaan dan high performance work system terhadap turnover intention, serta untuk melihat apakah kepuasan kerja memiliki peran sebagai variabel mediasi. Pengumpulan data dilakukan dengan menggunakan metode survey kuesioner. Penelitian ini dilakukan pada karyawan dengan level staff dan assistant manager pada XYZ, dengan jumlah responden sebanyak 85 responden. Analisis data dilakukan dengan menggunakan path analysis dan aplikasi LISREL 8.8 dengan adanya variabel mediasi. Hasil penelitian menunjukkan bahwa kepuasan kerja terbukti memediasi secara parsial pengaruh dari karakteristik pekerjaan dan high performance work system terhadap turnover intention.

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This study is intended to seek the effect of job characteristics and high performance work system toward turnover intention, also to test the role of job satisfaction as mediator. Data were collected using questionnaire, with total respondent is 85 staff and assistant manager from XYZ. Data analysis is conducted using path analysis and LISREL 8.8 application with the presence of mediation effect. The result of this study shows that job satisfaction partially mediated the effect of job characteristics and high performance work system to turnover intention."

"Industri manufaktur adalah penyerap tenaga kerja dan kontributor Produk Domestik Bruto (PDB) terbesar bagi Indonesia, khususnya di manufaktur Fast Moving Consumer Goods (FMCG). Tingginya jumlah tenaga kerja membuat kinerja karyawan menjadi hal penting demi keberlangsungan perusahaan, sehingga faktor-faktor yang memengaruhinya perlu untuk diidentifikasi. Penelitian ini bertujuan untuk menganalisis pengaruh training & development dan supervisor support pada job performance dengan job satisfaction sebagai mediator. Penelitian ini menggunakan analisis kuantitatif menggunakan kuesioner daring (online) dengan sampling kepada karyawan di manufaktur FMCG di Indonesia. Data diolah menggunakan metode Structural Equation Model (SEM) pada perangkat lunak LISREL 8.80. Hasil penelitian menunjukan adanya hubungan positif antara training & development dan supervisor support terhadap job performance yang dimediasi oleh job satisfaction. Penelitian ini berkontribusi dalam memperluas studi empiris terkait faktor yang dapat meningkatkan produktivitas tenaga kerja manufaktur FCMG di Indonesia.

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Manufacture industry is the largest employer and contributor to Gross Domestic Product (GDP) in Indonesia, particularly the FMCG (Fast Moving Consumer Goods). The high number of workers makes employee performance important for the sustainability of the company, so it is necessary to identify the factors that influence it. This study aims to analyze the effect of training & development and supervisor support on job performance with job satisfaction as a mediator. The study applies quantitative research using online questionnaire with purposive sampling on employees of FMCG manufacture in Indonesia. The data was processed using SEM (Structural Equation Model) method in LISREL 8.80 software. The results show that there is a positive relationship between training & development and supervisor support on job performance that mediated by job satisfaction. This research contributes to expanding empirical studies regarding factors that could increase the productivity of FMCG manufacture employees in Indonesia."

"The goal of this research is to identify the effect of competence and job satisfaction to employee's performance in Secretariat Directorate General of Oil and Gas. The characteristic of this research is descriptive. Type of method used is survey and population in this research is all employees who had bachelor degree, as many as 64 employees. Technique used to pick the sample is purposive sampling, from data collected the sample is 49 employees.Data collection method used is-questionaire. Knowledge test based on the job in each division and question about attitudes is to measure competence, and to measure job satisfaction is used question concerning with it. In addition to measure performance is used performance appraisal which spread out to all managers to evaluate their subordinates directly. Theories used in this research are theory on the topic of performance, competence, job satisfaction and individual characteristic.Research result showing that there is positive and significant relationship between competence and performance at 0.606, significance at 0.000 and determinant coefficient 0.3772. There is positive and significant relationship between job satisfaction and performance at 0.694, significance at 0.000 and determinant coefficient 0.4816. ln general, there are positive and significant relationship among variables, those are competence and job satisfaction with perfomtance at 0.7691 significance at 0.000 and determinant coefficient 0.5913, regression equation Y = 17.130 + 0.361X1+ 0.411X2."

"Badan Usaha Milik Negara (BUMN) berperan penting dalam memastikan stabilitas dan pengendalian perekonomian Indonesia, terutama sebelum dan sesudah pandemi COVID-19. Pandemi COVID-19 telah mempercepat digitalisasi kegiatan sektor publik dan swasta di Indonesia dan negara lain. Untuk beradaptasi dengan percepatan digitalisasi akibat pandemi, BUMN harus terus tumbuh dan berkembang untuk mencapai target dan tujuannya. Penelitian ini bertujuan untuk mengetahui pengaruh Technostress, Perceived Organizational Support (POS), Total Reward Systems (TRS), dan Work-Life Balance (WLB) terhadap Job Performance, dimediasi oleh Employee Wellbeing (studi pada karyawan BUMN). Pendekatan kuantitatif menggunakan Structural Equation Modeling (SEM) dengan jumlah sampel 263 responden. Hasil penelitian menunjukkan bahwa Employee Wellbeing sepenuhnya memediasi hubungan antara variabel yang diteliti dan Job Performance. Penelitian ini memberikan wawasan berharga bagi perusahaan dalam memahami faktor-faktor yang mempengaruhi Employee Wellbeing dan kinerja pekerjaan, menyoroti Perceived Organizational Support yang dirasakan sebagai pendorong utama dengan dimediasi Employee Wellbeing. Temuan ini menekankan pentingnya melibatkan semua generasi secara efektif, terutama Generasi Y dan Generasi Z, di dalam BUMN untuk mengoptimalkan kinerja dan mencapai kesuksesan organisasi.

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State-Owned Enterprises (SOEs) play a crucial role in ensuring stability and control in Indonesia's economy, especially before and after the COVID-19 pandemic. The COVID-19 pandemic has accelerated the digitization of public and private sector activities in Indonesia and other countries. To adapt to the accelerated digitization caused by the pandemic, SOEs must continue to grow and develop to achieve their targets and goals. This study aims to investigate the impact of Technostress, Perceived Organizational Support (POS), Total Reward Systems (TRS), and Work-Life Balance (WLB) on Job Performance, mediated by employee well-being (studies of SOEs employee). A quantitative approach using Structural Equation Modeling (SEM) was employed with a sample size of 263 respondents. The results show that employee well-being fully mediates the relationship between the variables studied and Job Performance. This research provides valuable insights for companies in understanding the factors that affect employee well-being and Job Performance, highlighting the role of Perceived Organizational Support as a key driver through its impact on employee well-being. The findings emphasize the significance of effectively engaging all generations, particularly Generation Y and Generation Z, within SOEs to optimize Job Performance and achieve organizational success."

"Meningkatnya tingkat partisipasi perempuan dalam dunia kerja, membuat peran yang dipegang cukup kompleks dan mendorongnya untuk berkomitmen dalam keluarga maupun pekerjaannya. Oleh karena itu, dukungan dari supervisor sebagai jembatan antara perusahaan dengan karyawan menjadi penting dalam mengarahkan serta mengontrol kinerja karyawannya agar tetap sesuai dengan tujuan perusahaan. Perusahaan lewat supervisor harus menemukan strategi untuk meningkatkan hubungan yang positif antara keluarga dengan pekerjaan dan dampaknya pada kepuasan hidup yang dirasakan. Penelitian ini bertujuan untuk mengetahui pengaruh dari supervisor support terhadap job performance dan life satisfaction dengan role conflict, role ambiguity, role overload, dan work family enrichment sebagai mediasi dengan menggunakan metode Structural Equation Modeling (SEM). Data penelitian diperoleh dari 242 karyawan perempuan yang sudah menikah dan bekerja di bank di Daerah Jabodetabek melalui kuesioner. Hasil penelitian menunjukkan bahwa supervisor support memiliki pengaruh positif terhadap job performance dan life satisfaction, dimana role ambiguity dan work family enrichment terbukti memediasi namun tidak dengan role conflict dan role overload.

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The increasing level of women's participation in the world of work makes the roles held quite complex and encourages them to be committed in their family and work. Therefore, support from supervisors as a bridge between the company and employees becomes important in directing and controlling the performance of their employees so that they remain in accordance with company goals. Companies through supervisors must find strategies to enhance positive relationships between families and work and their impact on perceived life satisfaction. This study aims to determine the effect of supervisor support on job performance and life satisfaction with role conflict, role ambiguity, role overload, and work family enrichment as mediation using the Structural Equation Modeling (SEM) method. Research data were obtained from 242 female employees who were married and worked in banks in Jabodetabek through a questionnaire. The results showed that supervisor support has a positive influence on job performance and life satisfaction, where role ambiguity and work family enrichment are proven to mediate but not with role conflict and role overload."