Keywords
Konsep Diri
Lingkungan Kerja
Kepuasan Kerja
Mix Method
Communication
Self-Concept
Work Environment
Job Satisfaction
How to Cite
Abstract
This research is motivated by the importance of employee performance because employees are the driving force for the company's success. Aims to test and analyze the effect of communication, self-concept, and work environment on job satisfaction of employees of Bank Syariah Indonesia KCP Tulungagung Sudirman. The method used is a mix method with the type of research that combines quantitative and qualitative analysis (Sequantial Explanatory). The sample in this study were 27 employees of BSI KCP Tulungagung. Quantitative data multiple linear analysis test and hypothesis test. Qualitative data analysis using triangulation. Based on the research, partial results were obtained and communication stimulants, self-concept, and work environment had a positive effect on job satisfaction of employees of Bank Syariah Indonesia KCP Tulungagung Sudirman. To strengthen quantitative research, qualitative analysis was carried out by interviewing 6 informants whose results supported the results of quantitative data. Practical implications apart from developing research with mixed methods in human resource management, the research results can be used as recommendation materials to assess employee performance.
References
Hakim, A. (2020). Effect Of Compensation, Career Development, Work Environment On Job Satisfaction And Its Impact On Organizational Commitments In PT Jakarta Tourisindo. Journal of Critical Reviews:ISSN- 2394-5125 Vol 7., 538-548
Handayani, E. S. (2017). Pengaruh Motivasi Dan Konsep Diri Terhadap Kepuasan Kerja Guru Smp Negeri Kecamatan Samarinda Utara. Jurnal Pendas Mahakam. Vol 2 (2), 123-137.
Harahap, R. (2017). Analisa Kepuasan Kerja Karyawan Di CV. Rezeki Medan. Jurnal Manajemen Tools: Vol. 8 No. 2, 97-102.
Harahap, Z dan Mahadewi (2017). Pengaruh Komunikasi Terhadap Kepuasan Kerja Karyawan Hotel (Studi Kasus Hotel Bintang 4 dan 5 di Destinasi Wisata Jawa Barat). Jurnal (Harahap & Mahadewi, 2017)KEPARIWISATAAN: Volume 16 Nomor 1, 35-46.
Kaswan. (2012). Manajemen Sumber Daya Manusia Untuk Keunggulan Bersaing Organisasi. Yogyakarta: Graha Ilmu.
Mawarni, I. (2018). Influence of Organizational Communication on Employee Satisfaction at PT. Perkebunan Nusantara III). (Journal of Management Science (JMAS): Volume 1 No 2. e-ISSN: 2684-974., 54-57.
Nitisemito, A. S. (1998). Manajemen Personalia. Jakarta: Ghalia Indonesia.
Pincus. (1977). Research in Brief. InPharma.
Ramdani, M., & Sopian, Y. (2021). Pengaruh Konsep Diri Karyawan dan Motivasi Kerja Terhadap Kepuasan Kerja Karyawan Pada PT. Nusantara Agri Sejati Sukabumi. Jurnal Mahasiswa Manajemen: Volume 2 No.1, 23-47.
Robbins, S. P. (2015). Perilaku Organisasi. Jakarta: Salemba Empat.
Sadiartha, A. A. (2018). Organizational Culture, Communication and Leadership Style on Job Satisfaction. Business and Social Science IJRBS: Vol 7 No 4, 1-9.
Sariani, N. L. (2019). Strategi Komunikasi Dalam Meningkatkan Kinerja Karyawan Di BHR Law Office. Jurnal Ilmiah Manajemen & Bisnis: Volume 4, No. 2, 115-124.
Sugiyono. (2015). Metode Penelitian Kuantitatif, Kualitatif, dan R&D. Bandung: ALFABETA.
Suyono, J., Eliyana, A., Ratmawati, D., & Elisabeth, D. R. (2021). Organization Commitment and Work Environment on Job Satisfaction: The Mediating Role of Work Motivation. Systematic Reviews in Pharmacy: Vol 12, Issue 02, 681-688.
Thoha, M. (2008). Perilaku Organisasi Konsep Dasar dan Aplikasinya. Jakarta:. Jakarta: PT Raja Grafindo Persada.
Wawancara Karyawan Bank Syariah Indonesia KCP Tulungagung Sudirman
Wibowo. (2018). Perilaku Dalam Organisasi. Depok: PT RajaGrafindo Persada.
Zahara, S., & Wijaya, C. (2019). Relationship of Self-Concept and Work Satisfaction with Teachers’ Performance of Islamic Elementary School in Tebing Tinggi, Indonesia. Budapest International Research and Critics in Linguistics and Education (BirLE), 123-136.
All articles published in Reinforce: Journal of Sharia Management are licensed under a Creative Commons Attribution-ShareAlike 4.0 International (CC BY-SA) license. This means anyone is free to copy, transform, or redistribute articles for any lawful purpose in any medium, provided they give appropriate attribution to the original author(s) and Reinforce, link to the license, indicate if changes were made, and redistribute any derivative work under the same license.
Copyright on articles is retained by the respective author(s), without restrictions. A non-exclusive license is granted to Reinforce to publish the article and identify itself as its original publisher, along with the commercial right to include the article in a hardcopy issue for sale to libraries and individuals.
Although the conditions of the CC BY-SA license don't apply to authors (as the copyright holder of your article, you have no restrictions on your rights), by submitting to Reinforce, authors recognize the rights of readers, and must grant any third party the right to use their article to the extent provided by the license.