| dc.description.abstract | This study explains the effect of work family conflict (WFC) and religiosity towards organizational commitment and employee performance with job satisfaction as an intervening variable at the Shariah Banking in Yogyakarta. The aim of this study is to find out about the effects of WFC and religiousity on organizational commitment and employee performance through job satisfaction.This was a quantitative study using 138 people with status is a permanent employee as the sample, selected from the population of 360 employees at Shariah Banking in Yogyakarta that is Bank Muamalat, Bank Syariah Mandiri, Bank Syari’ah Bukopin, BTN Syariah, BPRS Madina dan BPRS Bangun Drajat Warga. The sample was selected by using purposive sampling technique, but only 130 questionnaires (94,2%) returned. The data were in the form of primary data and secondary data. The data analysis used descriptive and quantitative analysis. The data colletion was done using questionnaires. The quantitative analysis techniques used in this study were t-test, F-test, and multiple regression analysis, and path analysis by software SPSS version 23 as an analytical tool.
The results showed that WFC has significant effect on job satisfaction and organizational commitment, religiousity has significant effect on job satisfaction and employee performance, while WFC and religiousity have significant effect on job satisfaction, commitment organization and employee performance, but religiousity has no significant impact on the organizational commitment, and also WFC has no significant effect on employees performance, Job satisfaction has significant effect on organizational commitment and employee performance. The indirect effect of each variable WFC and religiousity on organizational commitment through job satisfaction is less significant compared to the direct effect of WFC on commitment organization and also religiousity on commitment organization. The indirect effect of WFC on employees performance through job satisfaction is more significant compared to the direct effect of WFC on employees performance. The indirect effect of religiousity on employee performance through job satisfaction is less significant compared to the direct effect of religiousity on employee performance. | id |
