Influence of Job Characteristics and Job Satisfaction on Employee Performance
The purpose of this study is to examine the relationship between job satisfaction and job characteristic on job performance. Therefore, a correlational study is engaged. The populations of this study are the employees of PT. Bukaka, Indonesia. Total populations of the study are 853 (N) employees. A...
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2011
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| institution |
Universiti Utara Malaysia |
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UUM ETD |
| language |
eng eng |
| advisor |
Johari, Husna |
| topic |
HF5549-5549.5 Personnel Management Employment |
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HF5549-5549.5 Personnel Management Employment Arfanda, Audita Influence of Job Characteristics and Job Satisfaction on Employee Performance |
| description |
The purpose of this study is to examine the relationship between job satisfaction and job characteristic on job performance. Therefore, a correlational study is engaged.
The populations of this study are the employees of PT. Bukaka, Indonesia. Total populations of the study are 853 (N) employees. According to the sample determination table provided by Sekaran (2003), the appropriate sample size for population of 853 is 265 (n). Thus, these 265 sample size would draw conclusions about the entire population of PT. Bukaka.
The results indicated that job autonomy, job variety and job feedback have a strong positive influence on employee job performance. Contrast with job satisfaction has no influence on performance. The findings were discussed and recommendations for further research were also addressed.
Future research, to be conducted in more than one organization, would strengthen the generalization of the present findings. The validity of supervisors’ ratings as performance indicators has been widely criticized. If alternative objective indicators for some performance measures such as productivity ratio, percentage of products that was rejected (quality), and the number of suggestions acquired from company record are used for assessments, much reliable results can be produced. |
| format |
Thesis |
| qualification_name |
masters |
| qualification_level |
Master's degree |
| author |
Arfanda, Audita |
| author_facet |
Arfanda, Audita |
| author_sort |
Arfanda, Audita |
| title |
Influence of Job Characteristics and Job Satisfaction on Employee Performance |
| title_short |
Influence of Job Characteristics and Job Satisfaction on Employee Performance |
| title_full |
Influence of Job Characteristics and Job Satisfaction on Employee Performance |
| title_fullStr |
Influence of Job Characteristics and Job Satisfaction on Employee Performance |
| title_full_unstemmed |
Influence of Job Characteristics and Job Satisfaction on Employee Performance |
| title_sort |
influence of job characteristics and job satisfaction on employee performance |
| granting_institution |
Universiti Utara Malaysia |
| granting_department |
Othman Yeop Abdullah Graduate School of Business |
| publishDate |
2011 |
| url |
https://etd.uum.edu.my/2846/1/Audita_Arfanda.pdf https://etd.uum.edu.my/2846/2/1.Audita_Arfanda.pdf |
| _version_ |
1747827443460210688 |
| spelling |
my-uum-etd.28462022-04-12T07:46:25Z Influence of Job Characteristics and Job Satisfaction on Employee Performance 2011-06 Arfanda, Audita Johari, Husna Othman Yeop Abdullah Graduate School of Business Othman Yeop Abdullah Graduate School of Business HF5549-5549.5 Personnel Management. Employment The purpose of this study is to examine the relationship between job satisfaction and job characteristic on job performance. Therefore, a correlational study is engaged. The populations of this study are the employees of PT. Bukaka, Indonesia. Total populations of the study are 853 (N) employees. According to the sample determination table provided by Sekaran (2003), the appropriate sample size for population of 853 is 265 (n). Thus, these 265 sample size would draw conclusions about the entire population of PT. Bukaka. The results indicated that job autonomy, job variety and job feedback have a strong positive influence on employee job performance. Contrast with job satisfaction has no influence on performance. The findings were discussed and recommendations for further research were also addressed. Future research, to be conducted in more than one organization, would strengthen the generalization of the present findings. The validity of supervisors’ ratings as performance indicators has been widely criticized. If alternative objective indicators for some performance measures such as productivity ratio, percentage of products that was rejected (quality), and the number of suggestions acquired from company record are used for assessments, much reliable results can be produced. 2011-06 Thesis https://etd.uum.edu.my/2846/ https://etd.uum.edu.my/2846/1/Audita_Arfanda.pdf text eng public https://etd.uum.edu.my/2846/2/1.Audita_Arfanda.pdf text eng public masters masters Universiti Utara Malaysia Borman, W., & Motowidlo, S. (1997). Task performance and contextual performance: The meaning for personnel selection research. 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Parker, S.K., Williams, H.M., & Turner, N. 2006. Modeling the antecedents of proactive behaviour at work. Journal of applied psychology, 91: 636-652. Pulakos, E., Arad, S., Donovan, M., & Plamondon, K. (2000). Adaptability in the workplace: Development of a taxonomy of adaptive performance. Journal of Applied Psychology, 85, 612-624. Tesluk, PE and Jacobs, R. R. (1998), Toward integrated model of work experience, personnel psychology, 51, 321-355 Wageman, R., & Baker, G. 1997. Incentives and cooperation: the joint effects of task and reward interdependence on group performance. Journal of Organizational behaviour, 18: 139-158 |