The Effect Of Organizational Commitment And Locus Of Control On Job Satisfaction At PT Bank Syariah Mandiri Medan Branch Main Branch

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The Effect of Organizational Commitment and Locus of Control on Job Satisfaction at PT Bank Syariah Mandiri Medan Branch Main Branch

Introduction

Job satisfaction is a crucial aspect of an organization's success, as it directly affects employee performance, productivity, and overall well-being. In the banking industry, job satisfaction is particularly important, as it can impact customer satisfaction and loyalty. PT Bank Syariah Mandiri Medan Branch Main Branch, a leading Islamic bank in Indonesia, has been striving to improve job satisfaction among its employees. This study aims to investigate the effect of organizational commitment and locus of control on job satisfaction among employees of PT Bank Syariah Mandiri Medan Branch Main Branch.

Background

Organizational commitment refers to the degree to which employees identify with and are committed to their organization. It is a critical factor in determining job satisfaction, as employees who are committed to their organization tend to feel more satisfied with their work. Locus of control, on the other hand, refers to the extent to which individuals believe they have control over their lives and circumstances. It is a psychological concept that can influence job satisfaction, as employees who have a high locus of control tend to feel more in control of their work and more satisfied with their job.

Methodology

This study employed a descriptive analysis and multiple linear regression method to investigate the effect of organizational commitment and locus of control on job satisfaction among employees of PT Bank Syariah Mandiri Medan Branch Main Branch. The sample consisted of 59 employees, who were selected using a random sampling method. The data were collected using a questionnaire, which included items related to organizational commitment, locus of control, and job satisfaction.

Results

The results of the F test showed that organizational commitment and locus of control had a positive and significant influence on job satisfaction. However, the T test results showed that organizational commitment had a positive and significant influence on job satisfaction, while locus of control did not have a significant influence on job satisfaction. The value of R Adjusted Square (R2) obtained was 0.495, indicating that 49.5% of job satisfaction variables can be explained by organizational commitment and locus of control.

Discussion

The results of this study indicate that organizational commitment has an important role in increasing employee job satisfaction. Employees who have a high commitment to the organization tend to feel satisfied with their work, possibly because they feel tied to the organization, have a sense of belonging, and see a good future with the organization. On the other hand, locus of control has no significant influence on job satisfaction, possibly due to several factors, such as lack of awareness about locus of control, work environment, and other dominant factors.

Recommendations

Based on the findings of this study, several recommendations are made to increase job satisfaction among employees of PT Bank Syariah Mandiri Medan Branch Main Branch:

  1. Increasing organizational commitment: Management needs to strive to increase employee organizational commitment through various programs, such as training and development, career opportunities, and effective communication.
  2. Increased knowledge about locus of control: Management needs to provide education to employees about the concept of locus of control and how it can affect their job satisfaction.
  3. Pay attention to other factors: Management needs to pay attention to other factors that can affect job satisfaction, such as salaries, benefits, and relationships between employees.

Conclusion

This study concluded that organizational commitment has a positive and significant influence on the job satisfaction of PT Bank Syariah Mandiri Medan Branch Main Branch. Meanwhile, locus of control has no significant influence on job satisfaction. Management needs to pay attention to the results of this study and take the steps needed to increase employee job satisfaction.

Limitations

This study has several limitations, including the small sample size and the use of a single method of data collection. Future studies should aim to replicate this study with a larger sample size and multiple methods of data collection.

Future Research Directions

Future research should aim to investigate the effect of organizational commitment and locus of control on job satisfaction in other industries and contexts. Additionally, future studies should explore the relationship between locus of control and job satisfaction in more detail, including the potential mediating and moderating effects of other variables.

References

  • Allen, N. J., & Meyer, J. P. (1990). The measurement and antecedents of affective, continuance, and normative commitment to the organization. Journal of Occupational Psychology, 63(1), 1-18.
  • Bandura, A. (1997). Self-efficacy: The exercise of control. New York: Freeman.
  • Locke, E. A., & Latham, G. P. (2002). Building a practically useful theory of goal setting. American Psychologist, 57(9), 701-710.

Appendix

The questionnaire used in this study is included in the appendix. The questionnaire consisted of items related to organizational commitment, locus of control, and job satisfaction. The items were measured using a 5-point Likert scale, ranging from 1 (strongly disagree) to 5 (strongly agree).
Q&A: The Effect of Organizational Commitment and Locus of Control on Job Satisfaction

Introduction

In our previous article, we discussed the effect of organizational commitment and locus of control on job satisfaction among employees of PT Bank Syariah Mandiri Medan Branch Main Branch. In this article, we will answer some of the frequently asked questions related to this topic.

Q: What is organizational commitment?

A: Organizational commitment refers to the degree to which employees identify with and are committed to their organization. It is a critical factor in determining job satisfaction, as employees who are committed to their organization tend to feel more satisfied with their work.

Q: What is locus of control?

A: Locus of control refers to the extent to which individuals believe they have control over their lives and circumstances. It is a psychological concept that can influence job satisfaction, as employees who have a high locus of control tend to feel more in control of their work and more satisfied with their job.

Q: What are the benefits of high organizational commitment?

A: High organizational commitment can lead to several benefits, including:

  • Increased job satisfaction
  • Improved performance
  • Reduced turnover
  • Increased loyalty
  • Improved relationships with colleagues and supervisors

Q: What are the benefits of high locus of control?

A: High locus of control can lead to several benefits, including:

  • Increased job satisfaction
  • Improved performance
  • Reduced stress
  • Increased motivation
  • Improved relationships with colleagues and supervisors

Q: How can organizations increase organizational commitment?

A: Organizations can increase organizational commitment by:

  • Providing training and development opportunities
  • Offering career advancement opportunities
  • Encouraging open communication
  • Recognizing and rewarding employees
  • Fostering a positive work culture

Q: How can organizations increase locus of control?

A: Organizations can increase locus of control by:

  • Providing employees with autonomy and decision-making power
  • Encouraging employees to take ownership of their work
  • Providing employees with opportunities for growth and development
  • Fostering a positive work culture
  • Encouraging employees to take responsibility for their actions

Q: What are the limitations of this study?

A: This study has several limitations, including:

  • Small sample size
  • Single method of data collection
  • Limited generalizability to other industries and contexts

Q: What are the implications of this study for organizations?

A: The findings of this study have several implications for organizations, including:

  • The importance of organizational commitment in determining job satisfaction
  • The need for organizations to increase locus of control among employees
  • The importance of providing training and development opportunities
  • The need for organizations to foster a positive work culture

Conclusion

In conclusion, this Q&A article provides answers to some of the frequently asked questions related to the effect of organizational commitment and locus of control on job satisfaction. We hope that this article will provide valuable insights for organizations and employees alike.

References

  • Allen, N. J., & Meyer, J. P. (1990). The measurement and antecedents of affective, continuance, and normative commitment to the organization. Journal of Occupational Psychology, 63(1), 1-18.
  • Bandura, A. (1997). Self-efficacy: The exercise of control. New York: Freeman.
  • Locke, E. A., & Latham, G. P. (2002). Building a practically useful theory of goal setting. American Psychologist, 57(9), 701-710.

Appendix

The questionnaire used in this study is included in the appendix. The questionnaire consisted of items related to organizational commitment, locus of control, and job satisfaction. The items were measured using a 5-point Likert scale, ranging from 1 (strongly disagree) to 5 (strongly agree).