The Effect of Job Insecurity, Job Characteristics, and Workload on Employee Performance of Bank Aceh Syariah With Work Satisfaction as A Mediation

Rully Marzuli, Muhammad Adam and M. Shabri
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Rully Marzuli: Management Department, Universitas Syiah Kuala, Indonesia
Muhammad Adam: Management Department, Universitas Syiah Kuala, Indonesia
M. Shabri: Management Department, Universitas Syiah Kuala, Indonesia
Authors registered in the RePEc Author Service: M. Shabri Abd. Majid

International Journal of Research and Innovation in Social Science, 2021, vol. 05, issue 10, 586-592

Abstract: This study aimed to see the effect of job insecurity, job characteristics, and workload on employee performance mediated by work satisfaction variables. The research subject was all employees of Bank Aceh Syariah (PT. BAS) Sigli Branch, located in Sigli city, Indonesia. The population was taken as a sample, as many as 106 people. The results show that Job insecurity affects Work satisfaction, Job Characteristics affects Work satisfaction, Workload affects Work satisfaction, Job insecurity does not affect Employee Performance, Job Characteristics affects Employee Performance, Workload affects Employee Performance, Work satisfaction affects Employee Performance, and Job insecurity affects Employee Performance through work satisfaction, Job Characteristics affects Employee Performance through work satisfaction, and Workload affects Employee Performance through work satisfaction. In the indirect influence model of job insecurity on employee performance, work satisfaction functions as a full mediator, while in the indirect effect model of job characteristics on employee performance, and the indirect effect model of workload on employee performance, work satisfaction functions as a partial mediator. These findings confirm the notion that the tested employee performance improvement model can be used, although there is one direct effect model that is not significant. This means that the model for improving employee performance is an indirect function of comforting job insecurity through work satisfaction, a direct function of strengthening job characteristics, a direct function of workload adjustment, and a function of increasing work satisfaction both as full moderator and partial moderator. Further researchers can develop this tested model by adding other variables such as corporate culture and employee innovation.

Date: 2021
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