Employee Job Satisfaction and Organizational Vision

THE RELATIONSHIP TO EMPLOYEE JOB SATISFACTION VISION AND MISSION OF THE ORGANIZATION In an institution or organization it can be said to be successful if the organization can achieve its goals, especially in realizing the vision and mission of the organization. The thing that is very influential in achieving these goals is the role and quality of existing human resources. Organizations have various kinds of resources as 'input' to be converted into 'output' in the form of goods or services. These resources include capital or money, technology to support the production process, methods or strategies used to operate, people and so on. Among the various kinds of resources, humans or human resources (HR) are the most important element. (Marnis, Priyono 2008 p. 3). Human Resource Management/HRM is a recognition of the importance of an organization's workforce as human resources which are very important in contributing to organizational goals, and the use of several functions and activities to ensure that human resources are used effectively and fairly for the interests of individuals and the organization. and society. (Marnis, Priyono 2008 p. 4). An organization must create an organizational atmosphere that can provide or make the organization run optimally by paying attention to the conditions of employees in order to increase employee job satisfaction, one of which is by continuously developing human resources in order to produce quality human resources and at work can produce results. the optimal one. In organizations, employee job satisfaction is very important because if employees do not reach the level of satisfaction in their work, negative attitudes towards their work will arise. An interesting thing that can be studied related to HR in this research is the high and low levels of employee job satisfaction in the Bandung City Education Office. Quoted from (Cepi Teriatna (2015, p. 110) in his book entitled "Organizational Behavior in Education" states that job satisfaction can always be related to how employees respond to what they receive from the organization because they have carried out their work/role. In line with the above phenomenon, the concept of employee workload here is divided into three conditions that influence job satisfaction, namely (1) the workload given exceeds the employee's capacity; (2) the workload given is lower compared to the employee's capacity; and (3) the workload given is balanced with the employee's capacity. A workload that is appropriate or balanced with employee capacity is a good workload, because if it is exceeded and/or lower it will have an impact on optimizing employees in carrying out their work. In simple terms, it can be concluded that the level of workload balance given to employees will influence the level of employee job satisfaction. Clients don't come first. Employees come first. If you take care of your employees, they will take care of the clients. — William Arthur Ward in (Suyatno, Agus 2020 p. 57). Organizations, both profit and non-profit, always try to win the hearts of their clients/customers. Many studies show that employee job satisfaction is a determinant of customer satisfaction. Job satisfaction is one of the most complex issues facing organizations today in terms of managing their human resources. Therefore, job satisfaction is basically an individual thing, where each individual has a different level of job satisfaction according to his desires and the value system he adheres to, the higher the level of satisfaction obtained by that individual. On the other hand, if the work done is not in accordance with the satisfaction and aspects of the values they adhere to, then the individual's level of satisfaction is low. The Bandung City Education Office is one of the government institutions with the main task of carrying out government affairs in the education sector based on the principle of autonomy with the aim of providing educational facility services and is responsible for implementing development in the education sector organized by formal and non-formal education units in the City area. Bandung. At this time, employee job satisfaction at the Bandung City Education Department is an important thing that must be achieved. More specifically, job satisfaction is subjectively perceived by each employee as their continuity in carrying out their duties optimally by achieving a positive level of employee job satisfaction which is the most important for owned by each employee to carry out their work in accordance with the distribution of workload for each employee in the Bandung City Education Office. Referring to the many definitions, it can be concluded that workload is a worker's perception of activities that must be completed within a certain time period as well as efforts to deal with problems at work. Workload can be measured by the total time required to complete certain tasks (Akob, 2016) in (Budiasa, Komang 2021 pp. 30-31). If a worker is able to complete and adapt to a number of tasks given, then this does not become a workload. However, if the worker is unsuccessful then these tasks and activities become a workload. Workload is something that is felt to be beyond the employee's ability to do the job. A person's capacity required to carry out a task according to expectations is different from the capacity available at that time. The difference between the two shows the level of task difficulty which reflects the workload. Meanwhile Lestari and Ratnasari (2018) in (Budiasa, Komang 2021 pp. 3031). in his research, he differentiated workload into quantitative, referring to too much to be done and qualitative, referring to work that was too difficult to do. Previous research with a similar discussion by Melati and Bagus (2015) concluded that workload had a significant effect on job satisfaction. Another finding is the results of research by Andri Wijaya (2018) which proves that workload has a significant influence with a positive relationship on employee job satisfaction. This shows that if employee workload is high, employee satisfaction decreases. The research also states that strategies that can be used to overcome the problem of excessive workload are counseling with and/or superiors, strategies for distributing work tasks proportionally based on each employee's abilities. 8 Furthermore, in Gina Awalia's (2014) research, discussing the relationship between workload and job satisfaction and intention to quit work, found weak and significant positive results between workload and job satisfaction and employees' intention to quit work, that the higher the workload felt by employees, the higher There is also a high employee desire to stop working with a contribution of 4.16%.