Employee performance model through job satisfaction in health office in north sumatra
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Autores: Letnan Dalimunthe, Nandan Limakrisna
, Karrar Saleem Hameedi
- Localización: International Journal of Professional Business Review: Int. J. Prof.Bus. Rev., ISSN 2525-3654, ISSN-e 2525-3654, Vol. 9, Nº. 3, 2024 (Ejemplar dedicado a: Continuous publication; e04252)
- Idioma: inglés
- Enlaces
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Resumen
Purpose: The aim of this study is to examine for This research was conducted to analyze and explain Employee Performance Model Through Job Satisfaction: Distributive Justice, Procedural Justice, Interactional Justice, Organizational Culture And Work Discipline in Padang Sidempuan City Health Office in North Sumatra Theoretical Framework: The collecting data using a questionnaire of as many as 285 respondents in health office.
Design/Methodology/Approach: The research method used in this study is descriptive analysis and SEM (structural equation modeling) analysis with the help of the SmartPLS program Findings: The Results showed that there was an important positive direct effect of Interactional Justice on job satisfaction, Distributive Justice on job satisfaction, Procedural Justice on job satisfaction, Interactional Justice on Job Satisfaction, Organizational Culture on job satisfaction, Work Discipline on job satisfaction and job satisfaction on employee performanceon Research, Practical & Social Implications: The study in this research is a positive and important indirect effect of Distributive Justice on Employee Performance through Job Satisfaction, Procedural Justice on Employee Performance through Job Satisfaction, Interactional Justice on Employee Performance through Job Satisfaction, Organizational Culture on Employee Performance through Job Satisfaction, Work Discipline on Employee Performance through Job Satisfaction Originality/Value: The value of the study is most important positive direct effect of Interactional Justice on job satisfaction, important positive direct effect of Interactional Justice on Employee Performance and important positive indirect effect of Interactional Justice on Employee Performance through Job Satisfaction.
