Basic Concept Of Employee Job Satisfaction

BASIC CONCEPT OF EMPLOYEE JOB SATISFACTION A. Employee Loyalty According to Allen and Grisaffe in Saghier et al. (2015:66), "loyalty is a psychological state and it characterizes the relationship of an employee with the organization for which they work and that has implications for their decision to remain with the organization." Based on this understanding, loyalty can be understood as a psychological state and characteristics of the employee's relationship with the organization where the employee works, this loyalty has involvement in every decision made by the employee for the organization. Loyalty is often referred to as commitment. According to Saydam quoted in Riyanti (2015:6), "Work loyalty is the determination and ability to follow, implement and practice something that is obeyed with full awareness and responsibility, determination and ability that must be proven in daily attitudes and behavior and in carrying out tasks". This opinion is understood that employee loyalty arises from within the employee to remain loyal to the company, where he works because of responsibility and ability. In measuring the level of employee loyalty, there are several Loyalty Indicators according to Saydam quoted in Riyanti (2015:7), namely: 1. Obedience or compliance, namely the ability of an employee to obey all applicable official regulations and obey official orders given by authorized superiors, and be able not to violate the specified prohibitions. Characteristics of obedience, namely: a) Obey all applicable laws and regulations. b) Obey official orders given by authorized superiors. c) Always obey the specified working hours. 2. Responsibility, namely the ability of an employee to complete the work assigned to him well, on time, and dare to take risks for decisions made or actions taken. Characteristics of responsibility, namely: a) Can complete tasks well and on time. b) Always store or maintain official goods as well as possible. c) Prioritize official interests over group interests. d) Never try to throw mistakes he makes to others. 3. Devotion is a sincere contribution of thoughts and energy to the company. 4. Honesty is the harmony between what is said or done with reality. The characteristics of honesty are: a) Always carry out tasks with full sincerity. b) Do not abuse the authority that is in him. c) Report the results of work to superiors as they are. B. Employee Motivation Motivation is defined as a process that explains the strength, direction, and persistence of a person in an effort to achieve a goal. (Robbins and Judge, 2015: 127). Kast and Rosenzweig define Motive as something that moves a person to act in a certain way or at least to develop a typical behavioral tendency (Kast and Rosenzweig, 2005: 296). Motivation can be defined as a force within a person that drives or moves him to fulfill his basic needs and desires (Yorks, 2001: 21). The level of need will determine what kind of reward will satisfy a worker. Based on the motivation hygiene theory proposed by Herzberg, it is also called the two-factor theory and is focused on sources of motivation related to work completion. Herzberg concluded that job satisfaction and dissatisfaction are the result of two different factors (Herzberg, Mousner and Snyderman, 2005: 59), namely motivating factors (satisfiers) and hygiene factors (dissatisfaction factors). In motivating employees, there are several principles that must be considered by leaders in order to motivate their employees, namely: 1) Participation Principle; in motivating employee work, employees need to be given the opportunity to participate in determining the goals to be achieved by the leader. 2) Communication principle; leaders communicate everything related to efforts to achieve tasks using clear information so that employees will be more easily motivated. 3) The principle of recognizing the role of subordinates; leaders acknowledge that subordinates (employees) have a role in efforts to achieve goals. 4) The principle of delegation of authority; leaders who give authority or authority to subordinate employees to be able to make decisions at any time regarding the work they do so that with this principle employees will feel motivated because they have been trusted by their superiors to carry out tasks that should not be their responsibility. 5) The principle of giving attention; leaders pay attention to what subordinate employees want. In measuring work motivation, there are several indicators that are the benchmarks for employee work motivation according to Anwar Prabu Mangkunegara (2009:93) in Bayu Fadilah, et al (2013:5) as follows: 1. Responsibility Having a high personal responsibility for their work. 2. Work Achievement Doing something/work as well as possible. 3. Opportunity to Advance The desire to get fair wages according to the work. 4. Recognition of Performance The desire to get higher wages than usual. 5. Challenging Work The desire to learn to master work in their field. C. Work Environment The work environment or workplace environment according to Haynes quoted in Samson et al. (2015:78), "Workplace environment is a concept, which has been operationalized by analyzing the extent to which employees perceive the immediate surroundings' as fulfilling their intrinsic, extrinsic and social needs and their reason for staying with the organization." Based on the above understanding, the work environment is a concept that is applied by analyzing the breadth of the employee's surroundings that can be felt as fulfilling the intrinsic, extrinsic and social needs of employees and the reasons why employees remain in the organization where they work. According to Alex S. Nitisemito (2000:183) the work environment is everything that is around the workers that plays a very important role and can influence the workers in carrying out the tasks given by the company. In general, the work environment is the physical, social and psychological life in a company that affects employee performance and productivity. According to Sedarmayanti (2009) the work environment is broadly divided into two, namely: a. Physical work environment The physical work environment is all physical conditions that exist around the workplace that can affect employees either directly or indirectly. The physical work environment itself is divided into two categories, namely: • Environments that are directly related to employees such as offices, chairs, tables, computers, and so on • Intermediate environments or general environments can also be called work environments that affect human conditions such as air temperature, humidity, air circulation, lighting, noise, vibration, and others. b. Non-physical work environment The non-physical work environment is all conditions that occur and are related to work relationships with both superiors and subordinates to fellow co-workers. The nonphysical work environment is the state of the employee's work environment in the form of a harmonious work atmosphere where there is a relationship or communication between subordinates and superiors (vertical relationships) and relationships between fellow employees (horizontal relationships). The implementation of good work relationships between employees will be seen in the following work atmosphere: a) Every employee is enthusiastic and passionate in completing the work that is their job. b) There is no conflict between employees c) Every problem can be resolved in a family manner. d) The implementation of work is filled with a relaxed and friendly atmosphere, not a tense atmosphere full of threats. e) There is mutual respect and trust between employees