c. Promotion, the availability of opportunities for growth in employment and occupation.
d. Recognition, the awards and recognition for work performance through the feedback received.
e. Responsibilities, obligations carry out the functions and duties of office according to his ability and directives received.
2. Factors maintenance or also known as hygiene factors, are all factors related
job dissatisfaction and an extrinsic factors, relating to the state of the job. These factors include:
a. Co-workers, question is whether the work colleagues can be invited to
cooperate, competent, friendly, and mutual mutual help. b. Style of supervision, supervision style is meant here is the quality and form
of supervision, direction and guidance received from superiors. c. Employee relations, the cooperation between subordinates and superiors in
terms of mutual help and mutual encouragement. d. Physical environmental conditions of work, including good environmental
conditions of employment, such as lighting, temperature, air quality, as well as working equipment.
e. The companys policy, including the administration, and procedures applied by the company, corporate policy rules, and actions taken by the company for
the benefit of employees. f. Salary, fee in question is a form of money brought in by the employees in
accordance with the type and amount of work performed.
g. Job security, such as the clarity of the jobs held, job security, pension,
allowances, rank level, and position in the organization. 2.4 Previous Research
Table 6 identifies previous research will be used as reference for researcher in the writing of this research.
Table 6. Previous Research No. Researchers Name
Title Results
1. Kumar 2014.
Impact of organizational climate
on job satisfaction: a study of Bharti Airtel
India in Shimala Zonal Area.
The company has weak organizational climate which is
clearly evident from the dissatisfaction of the junior
management. There is a negative effect found of the
organizational policies. Senior employees are more satisfied
with the work environment provided to the employees. The
organization is less capable of providing balance work-life.
No. Researchers Name Title
Result
2. Ayudiarini 2010. Influence of
Organizational Climate and Job
Satisfaction Career Development
In a multiple regression test known to the organizational
climate and career development together it
will have a significant influence. As for the climate of
the organization itself have a significant influence on
employee job satisfaction. As for the career development of
the satisfaction also have a
significant effect on job satisfaction.
3. Bianca and Wahyu
2012. Influence of
Organizational Climate and Career
Development Employee Satisfaction
The results showed that significantly influence the
organizational climate job satisfaction, as well as the
development of careers significant effect on job
satisfaction. The regression model showed that the
organizational climate influence
negatively to job satisfaction, career development while
giving a positive influence.
4. Kanten and Ulker
2013 The Effect of
Organizational Climate on
Counterproductive Behaviors: An
Empirical Study on the Employees of
Manufacturing Enterprises
Significant findings have been collected as a result of a
research conducted on 204 employees of two enterprises in
the field of metal and solar energy. Based on the findings,
significant and negative relationships have been
observed between counterproductive behaviors
and dimensions of organizational climate found
out to have effect on counterproductive behaviors.
No. Researchers Name Title
Result
5. Adekola 2011
Career Planning and Career Management
as Correlates For Career Development
and Job Satisfaction: A Case Study of
Nigerian Bank Employees
Regression analysis shows a stronger relationship between
career planning and career development as compared to
the relationship between career management and career
development. The second finding supports the hypothesis
that career development has an influence on job satisfaction
and career commitment. The results show that career
development had a stronger linkage with job satisfaction
than career commitment.
6 Tan and Waheed
2011 Herzberg’s motivation
– Hygiene Theory and Job Satisfaction in
The Malaysian Retail Sector: The Mediating
Effect of Love of Money.
The results have showed that hygiene factors dominated
motivators in terms of job satisfaction of sales personnel
in Malaysia. The working condition was the most
significant factor in motivating sales personnel. Recognition
was second, followed by company policy, and salary.
There is a need to dwell deeper into the reasons behind why
salespeople placed such high importance on salary.
7 Kaya and Ceylan
2014 An Empirical Study
on the Role of Career Development
Programs in Organizations and
Organizational Commitment on Job
satisfaction of Employees.
Career development programs and organizational commitment
have a partial effect on job satisfaction, organizational
commitment affects job satisfaction directly and
positively, career development programs do not affect the
level of employees’ job satisfaction.
