The purpose of this research is to know and test whether there is influence of the style of leadership to the job satisfaction of employees, whether there is influence the motivation of the employees job satisfaction and whether there is influence of the style of leadership and motivation of the job satisfaction of employees at PT. Garuda Milky Artha Surabaya.
This type of research used in this research is descriptive. This research uses random sampling for the sampling, and questionnaire used to retrieve the data from this study. Data analysis techniques of this study is to test the validity, reliability test, normality test, regression deviation, analysis of data using linear regression, and test hypotheses.
The results of this research are variable and variable leadership motivation apparently is affecting employee job satisfaction.
In a business organization, human resources plays a very important in achieving success and goals. In this condition the leader holds a strategic position, Effendi (2002, p. 28) states “Leadership Style is the way a leader carry out its activities in an effort to guide, guiding, directing and controlling the thoughts, feelings, or behavior of someone or some people to achieve certain goals”. A leader in a company is a person who has advantages and skills where he was a commander, a guide, pointing, and guidance, so that they can influence others to jointly perform any particular activity in order to achieve a goal, and the most important factor in determining the success or failure of an organization. The researchers always give a definition of leadership in accordance with their own perspectives and aspects of the most interesting phenomena for himself (Yuki, 1989) after a comprehensive literature review of how leadership, (Stogdill, 1974) concluded that most of The definition of leadership is the personal opinion of someone trying for defines the concept. As a result, the leadership in
definition within the limits of personal characteristics, individual behavior, interpersonal influences, situational factors, and the combination of all of them (Steers, Porter, & Brigly, 1996). Either explicitly or implicitly, most researchers assumed leadership that leadership is a critical determinant of the effectiveness of the organization (Yuki, 1989). Although until now not been able to arrive at a grand theory about leadership, but there has been a continuous progress in developing a better understanding of the characteristics of personal, individual behavior, interpersonal influences, situational factors, and the combination of all of them in the leadership (Yuki, 1989). The success of a leader in providing motivation to the staff. is one of the causes of the reasons for someone to convey the idea that can affect human behavior. Motivation is giving impetus to create excitement in one‟s work, so they want to work together, to work effectively, and integrated with all the resources and efforts to achieve its objectives. Malayu S.P. Hasibuan (2001, p. 10) states that “motivation can encourage and energize activities that lead to the attainment of the needs, give satisfaction or reducing rewards”. The application of leadership styles and the motivation to influence his subordinates, especially with respect to job satisfaction. Job satisfaction would be associated with the Association of employees in the organization. Job satisfaction is a feeling happy or not happy that relative, which is different from the behavior of desire and objective thinking. According to the Mangkunegara (2001, p. 117) “job satisfaction is a feeling of supporting or not supporting employees who relate to his work as well as to condition himself”. Employee satisfaction and retention have always been important issues for physicians. After all, high levels of
absenteeism and staff turnover can affect your bottom line, as temps, recruitment and retraining take their toll. But few practices (in fact, few organizations) have made job satisfaction a top priority, perhaps because they have failed to understand the significant opportunity that lies in front of them. Satisfied employees tend to be more productive, creative and committed to their employers, and recent studies have shown a direct correlation between staff satisfaction and patient satisfaction. Family physicians who can create work environments that attract, motivate and retain hard-working individuals will be better positioned to succeed in a competitive health care environment that demands quality and cost-efficiency. What's more, physicians may even discover that by creating a positive workplace for their employees, they've increased their own job satisfaction as well.
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