Effect of Job Satisfaction on Employee Loyalty UPTD Tresna Werdha Nirwana Social Organization, Puri Samarinda

Authors

  • Sattar Sattar Sekolah Tinggi Ilmu Manajemen Indonesia Samarinda

Keywords:

Job Satisfaction, Employee Loyalty

Abstract

ABSTRACT

This research is expected to determine the effect of job satisfaction on employee loyalty in UPTD. Tresna Werdha Nirwana Puri Social Home, Samarinda City. Using one independent variable, namely job satisfaction with one dependent variable, namely employee loyalty. After reviewing the literature and the field and formulating hypotheses, the data in this study were collected by distributing questionnaires to 30 respondents as research samples. The sampling method used is Field Work Research. The data analysis method used is quantitative analysis, namely validity test, reliability test, simple linear regression analysis, correlation coefficient t-test, and determination coefficient. Based on data analysis, the results of the study indicate that the indicators in this study are valid and reliable. In the hypothesis test, job satisfaction has a positive and significant effect on employee loyalty. Data analysis showed that the t-count (5.231) was greater than the t-table (2.048) with a significance value of 0.001 <0.05.

References

Handoko, H. (2001). Personnel Management and Human Resources. Yogyakarta: BPFE Jogja.

Martoyo, S. (2001). Human Resource Management. Yogyakarta: PT. BPFE - Yogyakarta.

Sugiyono. (2006). Quantitative, Qualitative and R&D Research Methods. Bandung: Alphabeta.

Downloads

Published

06/30/2022

How to Cite

Sattar, S. (2022). Effect of Job Satisfaction on Employee Loyalty UPTD Tresna Werdha Nirwana Social Organization, Puri Samarinda. PANRITA: Journal of Science, Technology, and Arts, 1(2), 1–9. Retrieved from https://journal.dedikasi.org/pjsta/article/view/22

Issue

Vol. 1 No. 2 (2022): PANRITA: Journal of Science, Technology, and Arts

Section

Articles

License

Copyright (c) 2022 Sattar Sattar

Creative Commons License

This work is licensed under a Creative Commons Attribution 4.0 International License.

All articles published in this journal are licensed under Creative Commons Attribution (CC BY) 4.0 International License.

You are free to:

  • Share — copy and redistribute the material in any medium or format;
  • Adapt — remix, transform, and build upon the material
    for any purpose, even commercially.

The licensor cannot revoke these freedoms as long as you follow the license terms.

  • Attribution — You must give appropriate credit, provide a link to the license, and indicate if changes were made. You may do so in any reasonable manner, but not in any way that suggests the licensor endorses you or your use.
  • No additional restrictions — You may not apply legal terms or technological measures that legally restrict others from doing anything the license permits.