ANALYSIS OF THE INFLUENCE OF JOB SATISFACTION ON EMPLOYEE PERFORMANCE AT PT MY REPUBLIC JAKARTA

Abstract

Background: Baground Specific Problem at PT My Republic Jakarta: The company faces significant
challenges related to employee retention. A high employee turnover rate is a primary concern, which
indicates potential problems with job satisfaction and performance. Furthermore, the company has
received customer complaints regarding service quality, which may be related to employee
performance. General Business Context: The research is set against the backdrop of intense
business competition, which requires companies to have a competitive advantage. Human
resources (HR) are a critical factor in a company's success, as the quality of HR is directly
correlated with the company's overall performance. Theoretical Basis: Job satisfaction is identified
as a key factor in building employee loyalty. Employees who are satisfied tend to show higher
commitment and contribute more to achieving company goals. This optimal employee performance
positively impacts the organization's overall performance. Given these issues, the research
aims to measure the levels of job satisfaction and performance at PT My Republic Jakarta and
to analyze the specific influence of job satisfaction on employee performance within the company.

Purpose: the purpose of this research is: To measure the level of job satisfaction and employee
performance at PT My Republic Jakarta. To analyze the influence of job satisfaction on employee
performance at the company. To provide insights for the company's management to help identify
factors that need to be improved to achieve optimal employee performance.

Methodology: the methodology used in this research is as follows: Research Approach: The study
employed a quantitative approach, where data was collected and analyzed in numerical form to
produce measurable conclusions. Data Collection: Primary Data: Collected by distributing
questionnaires to 100 respondents who were employees at the company. Secondary Data:
Obtained from company documentation, journals, and other sources. Variables: Independent
Variable: Job satisfaction, which was measured using indicators like compensation, promotion, and
working conditions. Dependent Variable: Employee performance, measured through work quality
and quantity, initiative, and teamwork ability. Measurement Tool: A Likert scale was used in the
questionnaires to measure the respondents' level of agreement with various statements. Instrument
Testing: Validity Test: Performed to ensure the questionnaire measured what it was intended to
measure. The test, involving 100 respondents, confirmed all statements were valid as their
significance values were below 0.05. Reliability Test: Conducted using Cronbach's Alpha. All
variables were deemed reliable, with Cronbach's Alpha values greater than the 0.6 threshold. Data
Analysis: Simple linear regression was used to test and measure the relationship and influence of
job satisfaction (the independent variable) on employee performance (the dependent variable).

Finding: the key findings: Respondent Demographics: The majority of the 100 respondents were
male (61%), over 35 years old (40%), had an S1/S2 (Bachelor's/Master's) degree (55%), and worked
in the Sales division (39%). Instrument Validity and Reliability: All statements in the questionnaire
were found to be valid, with significance values ranging from 0.000 to 0.048 (all < 0.05). All variables
were also found to be reliable, with Cronbach's Alpha values exceeding the 0.6 threshold (0.636 for Job Satisfaction and 0.654 for Employee Performance). Level of Job Satisfaction: The average level
of employee job satisfaction was found to be in the "moderate" category, with an average value of
3.17. This suggests employees are fairly satisfied, but there is still room for improvement. Level of
Employee Performance: The average level of employee performance was also in the "moderate"
category, with an average value of 3.10. This indicates that performance is productive but can be
enhanced with more strategic measures. Influence of Satisfaction on Performance: The study found
a significant positive influence of job satisfaction on employee performance. Regression Equation:
The relationship is represented by the equation Y = 29.268 + 0.303X_1. Coefficient: For every one-
unit increase in job satisfaction (X1), employee performance (Y) increases by 0.303 units.
Significance: The t-test confirmed this relationship is statistically significant, with a t-count (3.870)
greater than the t-table (1.984) and a significance value of 0.000 (which is < 0.05). Strength of the
Relationship: While the influence is significant, it is not the only factor. The R- Square (R^2) value
was 0.133. This means that job satisfaction explains only 13.3% of the variation in employee
performance. The remaining 86.7% is influenced by other factors not examined in this study.
The R value of 0.364 suggests the overall correlation is "weak".

Limitation: the main limitation is that job satisfaction, while a significant factor, explains only a small
portion of employee performance. Here are the specific details: The coefficient of determination
(R^2) was 0.133. This means that job satisfaction accounts for only 13.3% of the variation in
employee performance. Consequently, the remaining 86.7% of the variation in performance is
influenced by other factors that were not analyzed in this particular study. The article explicitly states
that other factors need to be considered, such as intrinsic motivation, managerial support, career
development opportunities, and work-life balance, which can also influence performance.

Originality: the originality of this article stems from its specific application of established
human resource theories to a unique, contemporary case study: PT My Republic Jakarta. While the
relationship between job satisfaction and employee performance is a well-studied topic, this article's
originality lies in: Investigating a Specific Corporate Problem: The research is not just theoretical; it
is grounded in addressing significant, documented challenges at PT My Republic Jakarta, namely a
high employee turnover rate and customer complaints about service quality. Providing Company-
Specific Data: The article contributes new empirical data by quantitatively measuring the precise
levels of job satisfaction (average 3.17) and employee performance (average 3.10) among 100
employees at this specific company. Quantifying the Local Impact: It calculates the specific statistical
relationship between these two factors within PT My Republic Jakarta, finding that job satisfaction
significantly predicts performance (regression coefficient of 0.303). In summary, the originality is
not in creating a new theory, but in the specific, localized, and data-driven analysis of how a general
theory applies to a particular company facing documented business problems.