The Effect of Work Environment on Employee Loyalty with Work Stress as an Intervening Variable at Bella Vita Hotel - Kota Kupang (original) (raw)
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IJIEM - Indonesian Journal of Industrial Engineering and Management
This study aims to analyze the effect of style, leadership, work stress, and work motivation on employee loyalty at PT. Hartono Istana Teknologi. This study uses the variables of leadership style, work stress, and work motivation as independent variables and employee loyalty as the dependent variable.The population of this study were warehouse employees at PT. Hartono Istana Teknologi with a population of 435 employees. With a sample of 81 employees using purposive sampling method (sample with criteria). The data analysis method used in this research is multiple linear regression.The result of this study prove that the leadership style variable has a positive significant influence on employee loyalty, the work stress variable has a positive significant influence on employee loyalty, work motivation has a positive significant influence on employee loyalty.
The purpose of this study was to determine the effect of physical work environment, workload, and compensation on employee loyalty at Visesa Ubud Resort. Visesa Ubud Resort is a company that provides services to the general public with five-star lodging facilities in the Ubud area. This research is located in Visesa Ubud Resort which is located at Jl. Suweta, Bentuyung Sakti, Ubud District, Gianyar Regency, Bali, Indonesia. The population in this study were 196 employees of the Visesa Ubud Resort. The sample was selected using the Slovin formula and obtained 131 employees as respondents. The analysis technique used is multiple linear regression analysis, classical assumption test, and model feasibility test. Based on the results of the analysis, it shows that the physical work environment has a positive and significant effect on employee loyalty, this shows that if the physical work environment is getting better, employee loyalty will increase, the workload has a negative and significant effect on employee loyalty, this shows that if the workload is given to employees the higher the employee loyalty will decrease, and compensation has a positive and significant effect on employee loyalty, this shows that if the compensation is higher, the employee loyalty will increase.
The Effect of work environment and work stress on employee performance
Lisna Maelani, 2022
The purpose of this study was to determine the effect of work environment and work stress on employee performance. Which illustrates that the work environment and work stress are factors that can affect employee performance at work. As a result, if the work environment is not maximized as well as possible, it will cause work stress and reduce employee performance. While maximum performance is needed in a job, especially in the retail business sector which interacts a lot with consumers to create customer satisfaction and loyalty. The research was conducted at the Indomaret store in the Parongpong area. The sample of this research is Indomaret store employees in the Parongpong area as many as 30 employees from the entire population of 80 Indomaret store employees in the Parongpong area. Data collection techniques in this study were carried out by means of field observations, questionnaire interviews and literature studies. Data was collected by distributing questionnaires and using quantitative methods as a data analysis technique.The results show that...
International Journal of Health, Economics, and Social Sciences (IJHESS)
Employee loyalty is a picture of healthy and competent organizational management. Loyalty becomes an essential aspect in improving organizational performance and achieving goals. This study explains the influence of the work environment, which is divided into two points, namely the physical and non-physical work environment, on employee loyalty by making the compensation variable a moderating variable. The number of respondents in this study was 135 people. Data analysis used SmartPLS software by looking at moderated regression analysis (MRA) in answering the hypotheses that were built. The results of the study show that the physical and non-physical work environment has a significant influence on employee loyalty. At the same time, the compensation variable cannot moderate the relationship between the impacts of the physical work environment on loyalty. Still, on the contrary, compensation can negotiate the influence of the non-physical work environment on loyalty. Employee.
Journal Research of Social, Science, Economics, and Management, 2021
One of the determinants of a company's progress, both service and non-service, is the resources it has. The company or a business entity feels that the company's goals will not be achieved without quality resources. However, they often do not realize that companies only make employees or their resources tools/assets to achieve company goals, not as individuals who need recognition and appreciation. This study aimed to analyze How much influence the work environment and work stress have on employee performance at Arema Aremania Bersatu Berprestasi Indonesia Ltd. In this study, the independent variables are Work Stress (X1) and Work Environment (X2), while the dependent variable is Employee Performance (Y). This type of research is quantitative research analyzed using statistics. The number of samples obtained by using a saturated sample that makes the entire population of Arema Aremania Bersatu Berprestasi Indonesia Ltd. became a sample of 63 respondents. This Analysis uses m...
Determining the Influences of the Employee’s Loyalty in the Organizational Setting
Reviews of Management Sciences, 2020
The aim of the following research is to provide a brief insight into employee loyalty towards their organization and its effects on working conditions, working environment and bonuses and incentives. As employees are considered to be key strategic assets of every organization so it is essential for the organization to study the factors which produce a profound effect on loyalty. Methodology: For the progression of the research findings, the precedent research followed a T-test, F-test, ANOVA, multiple regressions, Factor analysis, Durbin Watson, correlation as the methodology Findings: The work environment, work condition, and bonus and incentives affect the employee loyalty. Conclusion: On the basis of data, it can be concluded that the determinants of the work environment, work condition, bonus and incentives of the current dissertation have a significant impact on employee loyalty. Therefore, it is feasible to suggest that the organization should focus on the work environment, work condition , bonus and incentives for enhancing the performance of the organization and driving the optimal outcome for securing the leading position in the industry.
This studyinvestigatesthe influenceofjob satisfaction, Job stress, and organizationalcommitmentonintentiontoleave. Model verificationisbasedon 77 sample data providedbyemployeesofDiscovery Kartika Plaza Hotel, Kuta Bali. The resultindicatedthatjob satisfaction, jobstressand organizationalcommitment, affectedintentiontoleavesignificantly.Amongthem the effect of organizationalcommitmentis the strongestoneon intention to leave. The second come up theeffect of job satisfaction. Management have to minimize intention to leaveitsemployee by improvingtheir job satisfaction. Low Pay satisfaction needpaypolicy to bereviewed and makeitcomplywith Labour regulation and applyPerformance BasedPayPolicyconsistently. Researchfindingsalsoindicatedthat job stress is high and the effect of job stressispositivelyand significant on intention to leave. workhours, high volume activities and insufficientworkhoursrecommendmanagementtoextendworkcapacitybyemployingdayworker in peakseasonwheredemandofserviceishigherthan normal season.
Analysis of Employee Loyalty with Job Satisfaction as Intervening Variable
Mutiara: Jurnal Ilmiah Multidisiplin Indonesia, 2024
The objective of this study is to examine the influence of factors such as work motivation, salary, work environment, and career development on employee loyalty. It also explores the role of employee job satisfaction as a mediator in this relationship. The research will be conducted at 9 coffee shops located in Semarang City. The population involved in this study consists of all employees working at 9 coffee shops in Semarang City. The sample used comprises 98 individuals who have been working for more than 1 year. Data analysis in this study was conducted using the SmartPLS 3.0 software. Testing hypotheses using the PLS method. The findings indicated that the job satisfaction of coffee shop workers in Semarang City was impacted by factors such as motivation, salary, work environment, and career growth. Enhanced work drive and remuneration will lead to heightened job contentment. Similarly, an improved work environment and opportunities for professional growth would enhance employee job satisfaction. One thing that affects loyalty is job satisfaction. This suggests that when job satisfaction grows, employee loyalty also increases. Job satisfaction acts as a mediator between salary and loyalty, work environment and loyalty, and career development and loyalty. However, it does not act as an intermediary between work motivation and loyalty.
Journal of Business on Hospitality and Tourism, 2018
The purpose of this study was to analyze the influence of the work environment towards turnover intention of 4-star hotel employees in Padang City. This type of research is quantitative descriptive with a causal associative approach. The population in this study was 796 people consisting of all 4-star hotel employees in Padang City. The sample is 251 people using proportional random sampling technique. The data analysis technique used is simple linear regression analysis. The results of the study show that F counts with sig. 0,000 <0,05, then the work environment variable has a significant influence on employee turnover intention. Next, R Square is 0.309. This means that the work environment affects employee turnover intention by 30.9% and the rest is influenced by other factors such as salary, work stress, job satisfaction. Regression coefficient value if Y = a + bX = 17,713 + 0.744 X means that every increase of 1 unit of work environment will increase 0.744 employee turnover u...