1) The study examined the influence of supervision and job satisfaction on discipline and work performance of employees at PT Truba Jaya Engineering.
2) Job satisfaction was found to have a partial significant effect on work discipline, explaining 49% of its variation, while supervision explained 36.5% of the variation in discipline.
3) Job satisfaction had a significant influence on employee performance, explaining 87.1% of its variation, but supervision did not significantly affect performance.
1) The study examined the influence of supervision and job satisfaction on discipline and work performance of employees at PT Truba Jaya Engineering.
2) Job satisfaction was found to have a partial significant effect on work discipline, explaining 49% of its variation, while supervision explained 36.5% of the variation in discipline.
3) Job satisfaction had a significant influence on employee performance, explaining 87.1% of its variation, but supervision did not significantly affect performance.
1) The study examined the influence of supervision and job satisfaction on discipline and work performance of employees at PT Truba Jaya Engineering.
2) Job satisfaction was found to have a partial significant effect on work discipline, explaining 49% of its variation, while supervision explained 36.5% of the variation in discipline.
3) Job satisfaction had a significant influence on employee performance, explaining 87.1% of its variation, but supervision did not significantly affect performance.
Rininta Amriani, Influence of Supervision and Job Satisfaction on Work
Performance with Discipline as Intervening Variable at PT Truba Jaya Engineering. The research studied the Influence of Supervision and Job Satisfaction against Discipline and Work Performance of PT Truba Jaya Engineering's Employee. The samples taken are 167 samples out of 285 population using Slovin Formula. Data analysis technique is using descriptive analysis by Structural Equation Modelling (SEM) with LISREL 8.7 processing program. Main Data were acquired by questionnaire survey with Likert Scale Model. Through validity and reliability test on the questionnaire, it is concluded that all questions in the questionnaire are valid and reliable, so the questionnaire can be used as research instrument. Job satisfaction has partially significant effect on employment Discipline. The influence of job satisfaction on discipline is at 0.49. Thus, job satisfaction is able to explain the variation of discipline by 49% while the rest is influenced by other factors. Supervision has significant effect on work discipline. Effect of supervision on work discipline amounted to 0.365.Thus, supervision is able to explain the variation of discipline by 36.5% while the rest is influenced by other factors. Job satisfaction significantly influences employee performance. The influence of job satisfaction on the employee performance is equal to 0.871. Thus, the satisfaction is able to explain variations in performance by 87.10%, while the rest is influenced by other factors. Supervision does not affect the employee performance. The coefficient of surveillance to track the performance is equal to 0.0220. Thus, surveillance can only explain the variation of discipline by 2% while the rest is influenced by other factors.
Work discipline influences negatively and having significant impact on
employee performance. The coefficient of labor discipline is -0.561. Thus, work discipline capable of explaining variations in the performance with negative 56% while the rest is influenced by other factors. Indirect effect through labor discipline. The indirect effect of job satisfaction on performance through the discipline of work is equal to 0492 x -0561 = - 0276, while the indirect effect through disciplinary supervision over the performance of work is equal to 0356 x - 0561 = 0.199. ABSTRAKSI Rininta Amriani, Pengaruh Pengawasan dan Kepuasan Kerja Terhadap Kinerja Dengan Disiplin Kerja Sebagai Variabel antara Studi di PT. Truba Jaya Enggineering. Kajian penelitian ini yaitu Pengaruh Pengawasan dan Kepuasan Kerja Terhadap Disiplin dan Kinerja Karyawan PT. Truba Jaya Enggineering. Jumlah sampel dengan jumlah 167 dari pada populasi 285 orang yag diambil berdasarkan menggunakan formulasi Slovin. Teknis analisis data secara analisis deskripsi dan teknik statistik yang digunakan Structural equation modeling (SEM) yang pengolahnya untuk menghasilkan keakuratan data maka diakukan Program LISREL 8.70 sedangkan data utama diperoleh malalui pemberian kuesioner tertutup dengan model skala likert. Kelayakan instrument penelitian melalui uji validitas dan reliabilitas, hasilnya dinyatakan bahwa setiap peryataan dalam kuesioner adalah valid dan reliable, sehingga kuesioner yang digunakan dinyatakan layak sebagai instrument penelitian. Secara parsial Kepuasan kerja berpengaruh signifikan terhadap Disiplin kerja. Pengaruh kepuasan kerja terhadap disiplin adalah sebesar 0.49. Dengan demikian, kepuasan kerja mampu menjelaskan variasi disiplin sebesar 49% sementara sisanya dipengaruhi oleh factor lainnya. Pengawasan berpengaruh signifikan terhadap disiplin kerja. Pengaruh pengawasan terhadap disiplin kerja adalah sebesar 0,365. Dengan demikian, pengawasan mampu menjelaskan variasi disiplin sebesar 36.5% sementara sisanya dipengaruhi oleh factor lainnya. Kepuasan kerja Berpengaruh signifikan terhadap Kinerja Karyawan. Pengaruh kepuasan kerja terhadap kinerja adalah sebesar 0,871. Dengan demikian, kepuasan
mampu menjelaskan variasi kinerja sebesar 87.10% sementara sisanya
dipengaruhi oleh faktor lainnya. Pengawasan tidak berpengaruh terhadap Kinerja Karyawan. Nilai koefisien jalur pengawasan ke kinerja adalah sebesar 0.0220. Dengan demikian, pengawasan hanya mampu menjelaskan variasi disiplin sebesar 2% sementara sisanya dipengaruhi oleh faktor lainnya. Disiplin kerja Berpengaruh negative dan signifikan terhadap Kinerja Karyawan. Nilai koefisien jalur disiplin kerja -0.561 ke kinerja adalah sebesar 56%. Dengan demikian, disiplin kerja mampu menjelaskan variasi kinerja sebesar negatif 56% sementara sisanya dipengaruhi oleh factor lainnya. Pengaruh tidak langsung melalui disiplin kerja. Pengaruh tidak langsung kepuasan kerja terhadap kinerja melalui disiplin kerja adalah sebesar 0.492 x -0.561 = 0.276, sedangkan pengaruh tidak langsung pengawasan terhadap kinerja melalui disiplin kerja adalah sebesar 0.356 x 0.561 = - 0.199.
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