It is with great pleasure that we welcome you to our naturally beautiful rural city of Banda Aceh for the 20th edition of the Malaysia-Indonesia International Conference on Economics, Management and Accounting – MiiCEMA 2019. In the current edition of the Miicema, we are proud to have 245 papers submitted and 200 are reviewed by internal and external reviewers, and all the abstracts recorded in the book of abstract and hopefully will be published soon once our proposal of publication is accepted by Scopus indexed publisher. On behalf of the Universitas Malikussaleh, it is an honor for me to welcome you all to our University and participate in the 20th Malaysia-Indonesia International Conference on Economics, Management and Accounting–.
My deep appreciation to the Dean of Faculty of Economics and Business of MIICEMA member from universities in Indonesia and Malaysia. There is no doubt that the development of management economics and accounting leads to more challenges for our students, and therefore, I believe that the keynote sessions and guest speakers as well as parallel presentations will result in fruitful discussions and exchange of knowledge, which in return it can promote the best practice of research development for the benefit of economics, management and accounting. It is with great pleasure that I welcome the participants of the 20th edition of the Malaysia-Indonesia International Conference on Economics, Management and Accounting – MiiCEMA 2019 Prophet Muhammad (peace be upon him) said: 'Acquire knowledge and impart it to people.' (Al-Tirmidhi).
Yudi, Sri Rahayu Asset Management as a moderator of the effect of good governance and internal control on optimizing the utilization of regional fixed assets. Diana, Anis Eliyana, Mukhtadi Overcoming the National Health Insurance Implementation Agency Budget Deficit to Improve Service, Management and Financial Efficiency. Explores the quality of working life in the hotel and restaurant with employee cruise ship Fanny Nailufar, Fadhilah,.
Analyzing the Implementation of Financial Ratios to Control Debt and Receivables: Evidence at Regional Public Services Agency (BLUD) General Hospital Sigli Sri Mulyati, Maulida The Effect of Sticky Cost to. The effect of the government's internal control system and the implementation of the regional financial accounting information system on the performance of the government agencies in the southern district of Bengkulu Iswadi, Nasir, Said Musnadi. Analyzing the Role of Leadership in Employee Performance at the Office of Agriculture and Plantation in Aceh Besar District.
Motivation and Leadership Styles in the Performance of Employees of Aceh Besar District Office of Education and Culture Suryadi, Ari Yuliastuti,. The population in this study was all the employees of Indosat cooperative, which was 100 people. Given the importance of the role of the HR department, it must be encouraged and directed in accordance with the goals of the cooperative itself, so that it achieves the goals of the cooperative as expected.
An employee who is aware of his obligations will try to prioritize his work for the benefit of the organization. Employees who have a high level of commitment to their work will always look out for the best interests of the organization in achieving its goals. Sandyha Sridevi, Employee engagement is a broad construction that touches almost all parts of human resource management.
Porter (2015), a person will feel satisfied if there is no difference between what is desired and his perception of the existing reality, because the desired minimum threshold has been reached.
Work Engagement on Job Satisfaction
Based on the above statement, it is necessary to examine the factors influencing job satisfaction, in this case job demands and work engagement for Kopindosat employees. Job satisfaction is defined as an individual's general attitude towards work, the difference between the amount of compensation an employee receives and the amount an employee believes should be received (Robbins, 2003). Another definition states that job satisfaction is the result of different attitudes of employees (Church, 1995).
In this case, job satisfaction refers to things related to work together with specific factors such as supervision or supervision, pay and benefits, opportunities for promotion and promotion, working conditions, skill experience, evaluation of right and not harmful to work, good. social relations at work, quick resolution of complaints and good treatment by managers towards employees. According to Karasek, job demands are defined as too much work and not enough time to complete the work (Patrick, 2012). Job demands refer to the physical, psychological, social or organizational aspects of a job that require certain physical and/or psychological effort or skills.
Examples are high work pressure, unsupportive physical working environment conditions and emotional interactions with stakeholders (Demerouti et al., 2001). Employee engagement, ownership, engagement and commitment to the organization are the main roles in the organizational structure. Employees with a strong work engagement in the organization, tasks and work environment will find it easier to handle work relationships, handle stress over work pressure and handle change (Meyer, 2011).
Work engagement is defined as the opposite of burnout, where engagement as a permanent emotional state is characterized by a high level of activation and enjoyment (Maslach, et al., 2001). If all parts of human resources are not handled in the right way, employees will be reluctant to involve themselves in the work (Markos & Sridevi, 2010). Job demands and human resources have a significant effect on work engagement, while job resources are the highest predictor of work engagement.
Locke (1994), Individuals will be satisfied with institutions that have policies and procedures that are designed so that individuals who are able to achieve rewards in accordance with the results achieved in the tasks or works entrusted to him. Schaufeli (2004) job engagement, job engagement is formed by two main factors namely job demands and job summaries, job demands do not always cause negative effects, but job demands can turn into job stress if they are accompanied by demanding demands , which can cause negative effects. Van Den Broeck (2008), Employee burnout will affect low morale, commitment and understanding, resulting in low work engagement.
Job Demands on Job Satisfaction through Work Engagement
Data analysis techniques using: descriptive analysis, test requirement analysis such as normality and linearity tests, and path analysis similarity search. The aim is to determine the direct or indirect effect or through intermediate variables (Sugiyono, 2013). In this study, Pearson's correlation namely Product Moment correlation was used to determine the relationship between the variables of job demands (X1), work engagement (X2) and job satisfaction (Y).
The table above shows that job demands have a negative correlation with job satisfaction, job demands have a negative correlation with job engagement, and job engagement has a positive correlation with job satisfaction.
Effect of Job Demands on Job Satisfaction
This finding is also confirmed by the previous research conducted by R. Zirwatul Aida R. Ibrahim who conducted a research by examining the relationship between the psychological work environment called job demand, job control, social support and job satisfaction in manufacturing companies, designed to test Job Demand Control (JDC). ) of the Karasek model and the Job Demand Control Support (JDCS) model (Ibrahim, 2013).
Effect of Job demands (X1) on Work Engagement (X2) Table III
Effect of Job Engagement (X2) on Job Satisfaction (Y) Table IV
Effect of Job Demands on Job Satisfaction Through Employment
This means that the higher the job demands of employees, the lower the job satisfaction of employees or employee engagement decreases. This means that the higher the employee engagement, the employee's job satisfaction will increase. There is an influence on job satisfaction through work engagement, but not significantly, or have no significant influence.
Job demands affect job satisfaction, with the right job demands, job satisfaction will increase, high demands will make employees feel tired, while low demands will make employees lose motivation at work. For the results and the analysis of the respondents' answers about job demands have a strong effect on work engagement. However, the high work commitment means that job demands do not have a great influence on the performance of responsibilities at work.
Sedangkan hasil analisis responden dengan variabel yang dirasakan responden terikat secara positif oleh karyawan Kopindosat. Faktor-Faktor Yang Mempengaruhi Kepuasan Kerja (Studi Pada Karyawan Sekolah Tinggi Farmasi “YYASAN PHARMASI” Semarang).
