WITH JOB SATISFACTION OR NOT? THE ROLE OF JOB SATISFACTION IN THE RELATIONSHIP BETWEEN TRAINING AND REWARDS ON EMPLOYEE PRODUCTIVITY
DOI:
https://doi.org/10.2478/eoik-2024-0035Keywords:
training; reward; job satisfaction; employee productivity, SmartPLSAbstract
With a harmonious pattern between the workforce and the company,
job satisfaction will result. East Kalimantan is very popular for its
abundant natural resources, including mining. Referring to the ter-
minology above, this paper focuses on the causality between training
and rewards on employee productivity by involving job satisfaction
as a mediator. The focus of this paper is one of the largest companies
operating in the mining sector located in the Balikapan area. The as-
sessment was carried out by distributing an open questionnaire to 346
employees who worked at the company. The quantitative approach is
implemented in Smart-PLS, where the output is two schemes (outer
model and inner model). In general, the statistic analysis finds that
training and rewards have direct implications for employee job satis-
faction and productivity. At the same time, job satisfaction does not
have direct implications for employee productivity. Unfortunately, job
satisfaction is unable to mediate the relationship between training and
rewards on employee productivity. In essence, although training and
rewards function in stimulating job satisfaction and employee produc-
tivity, they have not been proven optimal in encouraging employee
productivity which is mediated by job satisfaction. Therefore, com-
panies need to prioritize job satisfaction with more comprehensive
proportions.
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