Leadership and Motivation to Performance through Job Satisfaction of Hotel Employees at D'Merlion Batam
DOI:
https://doi.org/10.21512/tw.v22i1.7039Keywords:
leadership performance, motivation performance, job satisfaction, employee performance, hotel employeesAbstract
The research aimed to confirm the theory with empirical evidence focusing on leadership, employee motivation, employee job satisfaction, and employee performance. The research applied a causal model survey method with path analysis techniques. The population were 45 employees of the D'Merlion Hotel Batam, and the sample was taken by using a census method. The significance value of leadership on job satisfaction is 0,082 > 0,05, it is concluded that direct leadership has no significant effect on job satisfaction. The significance value of motivation on job satisfaction is 0,000 < 0,05, which implies that motivation has a significant direct effect on job satisfaction. With similar significance value of 0,000 < 0,05, leadership has a significant direct effect on employee performance. Motivation has a significant direct effect on employee performance with significance value of 0,009 < 0,05. Lastly, with the significance value of 0,008 < 0,05, job satisfaction directly has a significant effect on employee performance.
Plum Analytics
References
Barnett, D. (2017). Leadership and job satisfaction: Adjunct faculty at a for-profit university. International Journal of Psychology and Educational Studies, 4(3), 53-63. https://doi.org/10.17220/ijpes.2017.03.006.
Ghozali, I. (2017). Aplikasi Analisis Multivariate dengan Program SPSS. Semarang: Badan Penerbit Universitas Diponegoro
Irwandy. (2017). The effect of leadership style, work climate and work motivation on job performance at State University of Medan. International Journal of Education and Research, 5(8), 103-112. https://www.ijern.com/journal/2017/August-2017/10.pdf.
Krstic, M., Obradovic, V., Terzic-Supic, Z., Stanisavljevic, D., & Todorovic, J. (2018). Motivational factors of employees in health-care institutions in Serbia. Management: Journal of Sustainable Business and Management Solutions in Emerging Economies, 24(1), 33-43. https://doi.org/10.7595/management.fon.2018.0022.
Lily, Ginting, P., Lumbanraja, P., & Siahaan, E. (2017). The antecedent of work motivation and the effect on the performance of civil servants with job satisfaction as moderating variable (A study of civil servants on West Coast, North Sumatra - Indonesia). International Journal of Economic Research, 14(8), 161-176. https://www.researchgate.net/publication/319007690_The_antecedent_of_work_motivation_and_the_effect_on_the_performance_of_civil_servants_with_job_satisfaction_as_moderating_variable_A_study_of_civil_servants_on_West_Coast_North_Sumatra_-_Indonesia.
Muafi & Azim, M. (2019). The effect of servant leadership, organizational culture in employee performance mediated by job satisfaction (Study case of Al-Kahfi Islamic Boarding School, Somalangun, Kebumen). Proceedings on Engineering Sciences, 1(2), 143-162. https://doi.org/10.24874/pes01.02.014.
Muizu, W. O. Z. & Sari, D. (2019). Improving employee performance through organizational culture, leadership, and work motivation: Survey on banking organizations in Southeast Sulawesi. Jurnal Bisnis dan Manajemen, 20(1), 71-88. https://doi.org/10.24198/jbm.v20i1.266.
Nizamuddin, Sagala, S., & Napitupulu, E. (2018). Effect of leadership, organizational structure, compensation, and motivation toward performance of aggregat data control on the statistics centre of North Sumatra province. International Journal of Education and Research, 6(1), 167-180. https://www.ijern.com/journal/2018/January-2018/15.pdf.
Palinggi, Y. & Mawardi. (2020). The effect of headmaster leadership style towards vocational high school teachers’ work satisfaction, work motivation and performance in East Kalimantan, Indonesia. Russian Journal of Agricultural and Socio-Economic Sciences, 102(6), 117-124. https://doi.org/10.18551/rjoas.2020-06.14.
Purwadi, Darma, D. C., Febrianti, W., & Mirwansyah, D. (2020). Exploration of leadership, organizational culture, job satisfaction, and employee performance. Technium Social Sciences Journal, 6(1), 116-130. https://doi.org/10.47577/tssj.v6i1.242.
Saragih, R., Luturlean, B. S., & Hadiyanto, F. (2020). Employee job satisfaction in mediating the relationship between work motivation and affective commitment in roof tile industry. Jurnal Bisnis dan Manajemen, 21(1), 16-26. https://doi.org/10.24198/jbm.v21i1.346.
Sugiyono. (2017). Metode Penelitian Bisnis. Bandung: CV Alfabeta.
Syaleh, H. (2019). Pengaruh kepemimpinan dan motivasi terhadap kinerja pegawai Dinas Prasarana Jalan dan Jembatan Wilayah Bukittinggi. Jurnal Benefita, 4(2), 221-232. http://doi.org/10.22216/jbe.v4i2.2697.
Utama, M. D. P. & Sari, M. M. R. (2019). Pengaruh kepemimpinan, kompensasi dan laba pada kepuasan kerja karyawan PT. Bank Bukopin Tbk. Cabang Denpasar. E-Jurnal Akuntansi, 29(1), 437-450. https://doi.org/10.24843/eja.2019.v29.i01.p28.
Widodo, P., Sulisno, M., & Suryawati, C. (2020). Pengaruh penerapan perilaku syariah dalam pelayanan keperawatan, beban kerja, dan kepemimpinan terhadap kepuasan kerja perawat di rumah sakit. LINK, 16(2), 23-30. https://doi.org/10.31983/link.v16i1.5596.
Winarsih, S., Bachri, A. A., & Yulianto, A. (2019). Pengaruh motivasi dan kepuasan kerja terhadap kinerja karyawan (Studi pada Bank Kalsel Syariah Kandangan). JWM (Jurnal Wawasan Manajemen), 6(2), 197-208. https://doi.org/10.20527/jwm.v6i2.153.
Downloads
Published
Issue
Section
License
Copyright (c) 2021 Yandra Rivaldo
This work is licensed under a Creative Commons Attribution-ShareAlike 4.0 International License.
Authors who publish with this journal agree to the following terms:
a. Authors retain copyright and grant the journal right of first publication with the work simultaneously licensed under a Creative Commons Attribution License - Share Alike that allows others to share the work with an acknowledgment of the work's authorship and initial publication in this journal.
b. Authors are able to enter into separate, additional contractual arrangements for the non-exclusive distribution of the journal's published version of the work (e.g., post it to an institutional repository or publish it in a book), with an acknowledgment of its initial publication in this journal.
c. Authors are permitted and encouraged to post their work online (e.g., in institutional repositories or on their website) prior to and during the submission process, as it can lead to productive exchanges, as well as earlier and greater citation of published work.
USER RIGHTS
All articles published Open Access will be immediately and permanently free for everyone to read and download. We are continuously working with our author communities to select the best choice of license options, currently being defined for this journal as follows: Creative Commons Attribution-Share Alike (CC BY-SA)
