@thesis{thesis,
		author={GIANNI JEKLIN  NATARIDA SEMBIRING},
		title ={TINGKAT KEPUASAN KERJA KARYAWAN DI PT GAGE INTERNATIONAL KOTA SEMARANG},
		year={2022},
		url={http://repository.stp-bandung.ac.id/1452/},
		abstract={The company's lack of attention to maintaining the level of job satisfaction of 
employees of PT Gage International Semarang City, this can be seen from the high 
level of employee absenteeism and the process of employee turnover of PT Gage 
International Semarang City. Whereas employee job satisfaction is an important 
part to support the movement of the organization in achieving company goals. 
Employee job satisfaction is directly proportional to employee performance, 
affecting work motivation and employee commitment to the company. This study is 
intended to provide an overview of the level of job satisfaction of employees at PT 
Gage International Semarang City, in this case employee job satisfaction can be 
assessed from two different conditions, namely motivators factors and hygiene 
factors based on the two-factor theory proposed by Herzberg. With a descriptive 
quantitative research approach, the author uses a questionnaire to be distributed 
to 13 permanent employees. Then the results are processed using frequency 
tabulation and entered into a continuum line to determine the category. The results 
of this study indicate that the dimensions of motivators factors and hygiene factors 
are stated to be both in the "enough" category. In the motivator factors, employees 
are dissatisfied with the opportunity for advancement/promotion factor, while the 
hygiene factors dimension employees are dissatisfied with the salary factor. So from 
these factors, companies should pay attention to aspects that fall into the "bad" and 
"enough" categories. On the other factors, it is in the category of quite satisfied to 
very satisfied. However, it should be underlined that the dimensions of hygiene 
factors have a more dominant influence in supporting employee job satisfaction, 
compared to the dimensions of motivator factors.}
		}