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"This study discuss about job satisfaction of managerial employee of PT. Cahaya Sakti Multi Intraco (CASMI). The reason is the current condition at CASMI shows high tumover of managerial level employee, low performance of managerial employee, and high absence level of managerial employee, that are related to job satisfaction. Author also gets Information ffom the books, joumai, and internet, which discuss about job satisfaction, the phenomena related to job satisfaction and how to measure job satisfaction. Job satisfaction has relationship to tumover, absence level, and performance, so if the company can measure and increase job satisfaction level, it can be increase the productivity.Job satisfaction is strategic issue in company related to their human resources as one of the important asset. Because of job satisfaction level related to productivity, so the company always try to increase the job satisfaction level of their employee. If the company can increase job satisfaction level, the employee will have spirit to do the job. One concept that famous to study about job satisfaction in job descriptive index, it consist of five facet of job satisfaction, that are work itself (job), pay, supervision, promotion, working relations (co-workers). Beside those five facets, it can be combined with job in general to get information about satisfaction in general.The conciusion from this study is five facets of job descriptive index significantly influence job satisfaction in general. For managers CASMI, job dimension and supervision dimension influence significantly to job satisfaction in general, that’s about 58,4 %. From this study, the author want to give information to top management about job satisfaction level of managers of CASMI, and what factors that influence job satisfaction of them, is there any difference in job satisfaction related to gender, age, education, working period, and status of managers in CASMI, so the company can do the right way to increase job satisfaction in the future to increase the productivity of company."

"Kepuasan kerja merupakan hal penting di dalam suatu perusahaan. Tujuan penelitian ini adalah untuk menganalisis kepuasan kerja karyawan dan aspek yang memiliki kontribusi paling besar dalam membentuk kepuasan kerja karyawan di Kantor Pusat PT Airindo Sakti. Penelitian ini menggunakan pendekatan kuantitatif. Sampel dalam penelitian ini adalah 55 karyawan tetap Kantor Pusat PT Airindo Sakti dengan menggunakan total sampling. Instrumen penelitian ini menggunakan kuesioner dan dianalisis menggunakan analisis deskripsi statistik. Hasil penelitian ini menunjukkan bahwa kepuasan kerja karyawan Kantor Pusat PT Airindo Sakti termasuk kategori cukup puas dan aspek yang memiliki kontribusi paling besar dalam membentuk kepuasan kerja karyawan tetap di Kantor Pusat PT Airindo Sakti adalah aspek sifat dasar pekerjaan.

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Job satisfaction is an important thing in a company. The purpose of this study is to analyze the employees job satisfaction and analyze aspects that have contributed the most that influence employees job satisfaction at Head Office PT Airindo Sakti. This study is using quantitive method. Sample of this study is 55 Employee Permanent of Head Office PT Airindo Sakti with total sampling method. The instrument of this study is using questionnaire and analyzed with descriptive statistic.

The result is that employees job satisfaction at Head Office PT Airindo Sakti including enough category and aspects that have contributed the most that influence employees permanent job satisfaction at Head Office PT Airindo Sakti is an aspect of the nature of work."

"Penelitian ini bertujuan untuk mengetahui pengaruh kepemimpinan transformasional terhadap komitmen keorganisasian pada PT Cahaya Sakti Furintraco. Dimensi yang dipakai dalam variabel kepemimpinan transformasional berdasarkan teori Bass Avolio 2004 yaitu inspirational motivation idealized influence intellectual stimulation dan individual consideration. Sedangkan dimensi komitmen keorganisasian menggunakan teori Allen Meyer 1997 yaitu affective commitment dan normative commitment. Pendekatan yang dilakukan adalah pendekatan kuantitatif dengan metode survey menggunakan teknik total sampling yaitu 48 responden dengan kriteria karyawan tetap non manajerial dengan masa kerja minimal 5 tahun pada Kantor Pusat PT Cahaya Sakti Furintraco. Analisis kuantitatif digunakan dengan menggunakan uji regresi linear sederhana Hasil penelitian menunjukkan bahwa ditemukan adanya pengaruh yang signifikan antara kepemimpinan transformasional terhadap komitmen keorganisasian.

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This study aimed ti examine the influence of transformational leadership towards organizational commitment at PT Cahaya Sakti Furintraco. In this study the inspirational motivation idealized influence intellectual stimulation and individual consideration are used as the dimension of transformational leadership Bass Avolio 2004. While the affective commitment and normative commitment are used as dimension of organizational commitment Allen Meyer 1997. This study used quantitative approach with survey method that used total sampling technique which held 48 respondent with minimum 5 years of service and non managerial at Head Office PT Cahaya Sakti Furintraco. The data were analyzed by using simple regression method. The result of this study found a significant relationship between transformational leadership and organizational commitment."

"Skripsi ini membahas mengenai bagaimana pengaruh Group Creativity dan Corporate Ethical Values terhadap Job Satisfaction dan Turnover Intention di PT Multi Utama Consultindo untuk cabang Jakarta. Penelitian ini adalah penelitian kuantitatif dengan desain deskriptif. Penelitian ini menggunakan data yang diperoleh dari 74 responden. Setiap variable diukur dengan menggunakan kuesioner dan hasilnya diolah dengan piranti lunak Structural Equation Modeling (SEM). Hasil dari penelitian ini menunjukkan antara Group Creativity dan Corporate Ethical Values, keduanya tidak saling mempengaruhi. Kemudian terkait dengan Job Satisfaction, Group Creativity dan Corporate Ethical Values di PT Multi Utama Consultindo ternyata mempengaruhi secara positif Job Satisfaction. Kemudian, terkait dengan Turnover Intention, di PT Multi Utama Consultindo cabang Jakarta, Group Creativity dan Corporate Ethical Values tidak memiliki pengaruh apapun terhadap Turnover Intention.Untuk penelitian lebih lanjut, perlu ditambahkan variabel lain yang dapat mempengaruhi Corporate Ethical Value dan Group Creativity. Selain itu, Group Creativity tidak sesuai untuk diterapkan di perusahaan dalam bidang jasa konsultan pajak.

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This study is to discuss the impact of Group Creativity and Corporate Ethical Values to Job Satisfaction and Turnover Intention at PT Multi Utama Consultindo, Jakarta Branch. This is a quantitative research using descriptive design. The data used is obtained from 74 respondents. Each variable is measured using questionnaire where the result is analyzed using Structural Equation Modeling (SEM) software.

The result shows that between Group Creativity and Corporate Ethical Values, both variables do not affect each other. Regarding Job Satisfaction, variables of Group Creativity and Corporate Ethical Values affect positively Job Satisfaction. While for Turnover Intention, it is not affected by Group Creativity and Corporate Ethical Values. For future research on the same topic, it is suggested to add another variable affecting Group Creativity and Corporate Ethical Values. Also, for Group Creativity, it is not suitable to be implemented in the tax consulting company."

"Penelitian ini bertujuan untuk menganalisis pengaruh perceived organizational support terhadap kepuasan kerja karyawan PT. X. Variabel independen dalam penelitian ini adalah perceived organizational support yang diukur menggunakan Survey Perceived Organizational Support sedangkan variabel dependen dari penelitian ini ialah kepuasan kerja yang diukur menggunakan Michigan Organizational Assessment Questionnaire Subscale. Penelitian ini adalah penelitian kuantitatif dengan kuesioner sebagai instrumen penelitian. Responden yang digunakan dalam penelitian ini berjumlah 74 karyawan tetap PT. X yang telah bekerja minimal satu tahun. Hasil penelitian ini menunjukkan bahwa perceived organizational support memiliki pengaruh positif terhadap kepuasan kerja karyawan PT. X.

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This research examines the analysis influences of perceived organizational support on job satisfaction among employees in PT. X. The independent variable is perceived organizational support which is scaled with Survey Perceived Organizational Support and the dependent variable is job satisfaction which is scaled with Michigan Organizational Assessment Questionnaire Subscale. This research is a quantitative research with the questionnaire as a research instrument. Respondent of the research was 74 permanent employees in PT. X who had working period for more than a year. The result of this research showed that perceived organizational support has positive influences on job satisfaction among employees in PT. X."

"ABSTRAKThis research is aimed to know about the employees? job satisfaction, the leadership of the managers, and the service quality condition of PT Daifuku Indonesia. The employees? job satisfaction refers to the common attitude of each individual towards his/her job. A person with high job satisfaction shows positive manner towards the job,meanwhile an employee who is not satisfied with job shows negative manner towards it. There are at least four factors involved namely: work climate, fair award, promotion opportunity and relationship among colleagues. Leadership is an ability to influence a team to reach the target. The source of this influence can be formal, like what is shown by the managerial level ownership in an organization. The influence of leadership can be seen from the leader?s attitude, the environment contingency factor and the employee contingency factor. Service quality is the output quality of an organization that focuses on the customers? satisfaction. The better the service quality produced by an organization, the better the organization is in satisfying its customers. Attributes which are hoped bycustomers from the service quality of an organization includes tangibles, reliability, responsiveness, assurance, and empathy.The method applied in this research is descriptive - qualitative method. The analysis is based on the data collected from employees and customers of PT Daifuku Indonesia as the respondents. The result of the descriptive ? qualitative analysis shows that job satisfaction, leadership and service quality are high enough. Based on the finding, it can be concluded that first, the job satisfaction of theemployees at PT Daifuku Indonesia has been high enough since in general the employees have felt satisfied with the fair and the leader?s behavior conception of the company. Second conclusion is that the leader?s role in PT Daifuku Indonesia towards job satisfaction level is effective enough because the leaders? behavior is vary basedupon neighbouring and subordinates contiguity factors. The third conclusion is that the participation of the employees and managers of PT Daifuku Indonesia in generating the service quality of the organization which was influenced by work satisfaction has beenproved high enough. The recent employees? participation has not been escorted by the communication competence and job overview so the service quality produced is not maximal yet. Service quality condition of PT Daifuku Indonesia has made the customers satisfied. The customer satisfaction is influenced by the customers? perception about the measurement of service quality and other neighbouring contiguity like the obstacles found in the custom office."

"Penelitian ini berfokus untuk meningkatkan kepuasan kerja terhadap kesiapan untuk berubah pada karyawan level manajerial di PT X. Kesiapan untuk berubah sangat terkait dengan perubahan yang akan dilakukan oleh PT X. Perubahan organisasi yang akan dilakukan, memiliki dampak besar kepada semua karyawan pada level manajerial, dan sebagai manajer mereka juga bertanggung jawab menjadi agen dari perubahan, untuk mensosialisasikan perubahan kepada bawahan. Berdasarkan diagnosa awal, kesiapan untuk berubah karyawan di PT X mungkin dipengaruhi oleh kepuasan kerja karyawan, sehingga peneliti mengukur hubungan antara kepuasan kerja dan kesiapan untuk berubah. Alat ukur kesiapan untuk berubah yang digunakan merupakan adaptasi dari Holt et al, (2007) sedangkan alat kepuasan kerja yang digunakan merupakan adaptasi dari Spector (1997).Hasil perhitungan dari 36 orang partisipan level manajerial menunjukkan bahwa terdapat pengaruh yang signifikan dari kepuasan kerja terhadap kesiapan untuk berubah (R²=0.437, p<0.05). Hasil perhitungan lebih lanjut menunjukkan bahwa aspek kepuasan terhadap komunikasi paling berpengaruh kepada kesiapan untuk berubah. Berdasarkan hasil tersebut, peneliti menetapkan program intervensi dengan memberikan workshop "effective interpersonal communication" kepada para karyawan level manajerial dengan tingkat kepuasan komunikasi yang rendah. Selanjutnya, peneliti melakukan evaluasi level pembelajaran pada workshop yang diberikan dan hasilnya yaitu terdapat peningkatan pengetahuan setelah diberikan workshop "effective interpersonal communication" pada karyawan level manajerial

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This research focuses on improving job satisfaction on readiness to change for employees in managerial level at PT X. Readiness for change is related to the changes that will be implemented by PT X. Changes in the organization that will do, have a major impact to all employees at the managerial level, and as managers, they are also responsible for being an agent of change, to promote changes to the subordinates. Based on the initial diagnosis, readiness to change employees at PT X may be influenced by employee satisfaction, so the researchers measured the relationship between job satisfaction and readiness for change. Readiness to change measurement tool used is an adaptation of Holt et al, (2007), while job satisfaction tool used is an adaptation of Spector (1997).

The results of the 36 people who participated in the managerial level indicates that there is significant influence of job satisfaction on readiness for change (R ² = 0437, p <0.05). The results also show that satisfaction to communication aspects most affect the readiness for change. Based on these results, researchers establish intervention programs by provide workshops "effective interpersonal communication" to employees at managerial level with a low level of communication satisfaction. Researchers also evaluated the level of learning of the workshop already implemented and the result is that there is an increase in knowledge after the workshop ?effective interpersonal communication" given for employees at managerial level."

"Persaingan bisnis di sektor keuangan meningkat seiring dengan adanya penurunan pertumbuhan ekonomi dan krisis global. Keterikatan kerja dan kepuasan kerja karyawan menjadi salah satu variabel penting yang dapat meningkatkan keunggulan bersaing perusahaan guna memenangkan persaingan bisnis. Skripsi ini membahas hubungan antara keterikatan kerja dan kepuasan kerja karyawan di PT. PG Asset Management. Tujuan dari penelitian ini adalah untuk mengetahui hubungan antara keterikatan kerja dan kepuasan kerja karyawan PT. PG Asset Management. Penelitian ini adalah penelitian kuantitatif dengan desain eksplanatif. Data dikumpulkan melalui survei dengan teknik total sampling pada seluruh karyawan tetap yang memiliki lama kerja minimal satu tahun di PT. PG Asset Management. Responden penelitian berjumlah 36 karyawan. Hasil Penelitian menunjukan bahwa keterikatan kerja memiliki hubungan yang positif dan signifikan, serta memiliki kekuatan hubungan yang erat dengan kepuasan kerja.

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Competition in the financial sector has increased. Work engagement and job satisfaction become an important variable that can be used by organizations to win the business competition. This research has a purpose to analyze the relationship between work engagement and job satisfaction among employees in PT. PG Asset Management. Unlike previous studies, this study only focused on analyzing the relationship between work engagement and job satisfaction without involving the intermediate variables.

This research is a quantitative research and the data consists of a questionnaire study, litelatur’s review, and interviews with relevant respondents. The data were collected by means of survey with total sampling technique to all of permanent employee who have worked for minimum of one year in PT. PG Asset Management.

The result of this research shows that there was a significant and positive relationship between work engagement and job satisfaction among employees in PT. PG Asset Management. The strength of the relationship between this two variables is classified as "strong" based on Criteria of Correlation Coefficient Guildford (Guilford's Emprirical Rule)."