JRSSEM 2023, Vol. 02 No. 8, 1666 – 1674

E-ISSN: 2807 - 6311, P-ISSN: 2807 - 6494

DOI: 10.36418/jrssem.v2i08.355 https://jrssem.publikasiindonesia.id/index.php/jrssem

JOB SATISFACTION OF VOCATIONAL HIGH SCHOOL

STUDENTS GRADUATES

Nina Kartina

1

th

th

March 2023

th

Abstract: Job satisfaction is an emotional attitude that likes and loves his work, this attitude is

reflected by enthusiasm for work. Employee job satisfaction is a factor that can provide benefits

School students in the category of environmental factors are satisfied with their work

environment. The work environment category, is quite satisfactory, meaning that the comfort

of the existing workplace makes it comfortable. For the category of salary for the alumni of

the Fashion Design Vocational School, students are very satisfied because according to them

the salary given is by the UMR. Based on the category of interaction between colleagues,

alumni of the Fashion Engineering Vocational School program stated that they were satisfied

and quite satisfied with the same number, meaning that alumni of the Fashion Engineering

Vocational School program did not feel there was a problem with their co-workers. -worker.

Finally, in the category of interaction with superiors, alumni of the Fashion Design Vocational

program are quite satisfied, meaning that communication between superiors and subordinates

INTRODUCTION

that can provide good benefits for the

interests of individuals and companies.

work. Job satisfaction shows the

relationship between human expectations

and the advantages taken from work(Dizgah

et al., 2012) The academic literature has a

long history of investigating employee job

satisfaction. According to Locke (1976), job

satisfaction is a pleasant or positive

emotional state resulting from the

assessment of one’s job or work experience.

Spector (1997) adds that employee

on job satisfaction by previous studies have

also shown different results. The results of

research conducted by (Dahmiri, 2012)

showed that the level of job satisfaction was

“satisfied” (Umaniora et al., 2012) Through

the Direct Rating analysis, a value of 78.8

was obtained, if this value is entered into

the table, this value is located in the range

of 60-80 scale, meaning that the response

of employees of Jambi University,

(Mansukra et al., 2017) obtained more male

workers, namely 78 people with a

percentage of 86.66%. In terms of age, more

people aged 25-36 years 39 people with a

Looking at the income received by

employees, it can be seen that the UMP > is

65 people, 72.22%. From the results of

measuring the Likert scale in this study, the

level of employee satisfaction was obtained

from external factors, namely salary

satisfaction obtained with the highest score

of 4.19% with the satisfied category.

Meanwhile, it is seen that satisfaction with

the work itself was obtained with the lowest

satisfaction are salary or benefits and

opportunities to develop a career.

been carried out previously on job

satisfaction, it can be seen that the

differences in these studies provide interest

for researchers to re-examine the picture of

job satisfaction, with differences using

research objects of alumni of vocational

students of fashion expertise programs who

the satisfaction of graduates of vocational

high schools in the fashion skills program.

LITERATURE REVIEW

environment, work relations, and so on

related to their work (Yusnia, 2019).

relationship with employees’ attitudes

towards their work, work situations every

day, and cooperation between employees

both with superiors and colleagues. Job

satisfaction furthermore, also shows the

compatibility between an expectation of an

existing job and the rewards obtained from

their work (Hendra and Handoyo, 2013). Job

satisfaction is a person’s feelings or

attitudes towards their work, judgment,

relationships between workmates. So it can

be said that job satisfaction is the fulfillment

of several needs through work or work

activities (Koesmono, 2005). Job satisfaction

is an employee’s positive view of their work,

environment, work relations, and so on

are the main factors that can give rise to job

satisfaction. This is indeed acceptable,

especially in developing countries, where

money is a vital need to be able to meet

employees at work (Davis, 2011).

satisfaction within the company. There are

standard measurements of job satisfaction,

including first, physical factors, namely

factors that are directly related to the work

environment and physical condition of

employees, including the type of work, work

equipment, air circulation, employee health,

and work time arrangements. The two

benefits, the payroll system, promotions,

facilities provided, and others. The four

social factors, namely factors related to

social interaction both between colleagues,

with superiors, and employees of different

types of work (As’Ad, 2004).

individual character: individual needs,

individual values,

and personality

traits

. The

second are variables of a situational nature:

and group reference. The third is the

characteristics of the job: supervision of

superiors, the job itself, the rewards/salaries

received, job security, relationships between

colleagues, and promotion opportunities

of work. The second is the ability, which is

to assess the results of work both in quality

and quantity that the employee can

produce from his job description. The third

is honesty, which is measuring honesty in

carrying out its duties of fulfilling covenants

for himself and others. The fourth is

creativity, which is to see the ability of

employees to develop their creativity to

complete their work so that they can work

must correspond to what the employee

gives to the company. The seventh is

indirect compensation, that is, a decent and

adequate repayment of services to

employees for their contribution in helping

to realize the company’s goals. Rewarding

services or rewards for the energy, time,

thoughts, and achievements someone has

given to the company. The eighth is the

work environment, that is, a good work

theories, namely the first theory of

intrapersonal comparison (Discrepancy

Theory) which means that the satisfaction

or dissatisfaction felt by individuals is the

Factor Theory) means that the principle of

this theory, namely satisfaction and job

dissatisfaction, are two different things. Job

characteristics can be grouped into two

categories, namely dissatisfier or hygiene

factors and satisfiers or motivators. The

third theory of justice (Equity Theory)

means that a person will feel satisfied or

dissatisfied depending on what they feel is

justice or not for a situation. The feeling of

author is researching related to the

conditions and situations referred to is a

theoretical framework according to As’Ad

(2004), which states that job satisfaction is

influenced by physical factors,

psychological factors, financial factors, and

social factors. namely physical factors (work

environment and working conditions

include: type of work, work equipment, air

circulation, employee health, and work time

work peace), financial factors (guarantees

and employee welfare including benefits,

payroll systems, promotions, facilities) and

social factors (social interaction between

superiors, co-workers, and employees of

the work environment. The second of the

psychological factors, researchers use the

aspect of work tranquility. The third of

financial factors, researchers use aspects of

payroll and promotion. The fourth of the

social factors, researchers use aspects of

social interaction with superiors and social

interactions with colleagues.

Environment of Purwakarta Regency,

Indonesia. This type of research uses

qualitative descriptive research, which

describes the actual situation with a

population of 20 alumni students of SMKN

2 Purwakarta Fashion Expertise Program.

The method used is saturation sampling

which means that all populations are

sampled because the population is

generated by interviews, and field notes

analysis by looking at the description of

alumni students of SMKN 2 Purwakarta

Fashion expertise program Data analysis is

a process of searching and systematically

compiling data obtained by researchers

for himself or others (Sugiyono 2013).

RESULTS AND DISCUSSION

Table 1. Profile of Respondents

that of the six categories of several existing

workplaces, most are working in garments

with a total of eleven people. As for the

other workplaces, one person and 5 people

each in the cable factory.

year 1 person, more than 1 to 3 years 10

people, 4 to 6 years 5 people, and more

than 7 years 4 people.

Table 2. Employee satisfaction with the

various aspects assessed

those who say satisfied it can be seen that

working in an environment that they think

is safe and comfortable. Of the peace

category, three alumni said they were

seen in the respondent’s profile table (4.1),

the number of alumni is more so than in

this category, judging from table 4.3

above, although alumni say they are not

satisfied, but from the number of alumni

who are there, they say they are quite

satisfied.

that it is generally said that it is not

satisfied with the salary received.

their colleagues because colleagues who

are currently working together are

considered like relatives so if there is a

problem or difference of opinion, it can be

resolved in a familial manner. As for the

latter for the superior category, said quite

satisfied. This can be interpreted as the

boss playing a fairly good role and keeping

subordinates so that they can work

comfortably they feel that the boss does

Table 4. Length of Work and Job

Satisfaction

period is more than seven years, they say

they are not satisfied, meaning that they

may have worked for a long time and have

begun to get used to the salary that is still

considered less, but they are still grateful

to seven years say they are quite satisfied,

which means it can be caused because the

among does not know their boss very well

even though they are in the category of

quite satisfied. Meanwhile, amongst whose

service period is more than seven years say

they are satisfied, which means that it

could be caused because the civil servants

have worked together with their superiors

for a long time so they have a good

regulation), psychological factors

(interests, attitudes towards work, work

feelings and work peace), financial factors

(guarantees and employee welfare

including benefits, payroll system,

promotions, facilities) and social factors

(social interaction between superiors,

colleagues and employees of different

types of work) that researchers use as a

reference for interviews. However,

conditions.

be good if the employees can carry out

work activities optimally, safely healthily,

and comfortably. A bad work environment

tranquility, it generally says “quite

satisfied” which means feeling safe, calm,

and working happily. Salary is generally a

payment for the delivery of services carried

out by employees who have a level, or

position and are paid on a fixed basis per

month. Salary is the most important thing

that must be given to employees for what

has been done. Judging by table 4. on

course, problems and differences of

opinion must often occur. However, having

good communication between colleagues

will make the work being carried out fun. If

the interaction with colleagues is good, it

brotherhood between employees. Debates

and disagreements are common in the

world of work. However, this can be

overcome in the manner of each of these

that is happening. In this case, colleagues

will equally help solve the problem.

interaction with superiors, it generally says

“quite satisfied” which means that you

subordinates. This means that the boss

himself also has a considerable influence

Bosses who can play a role like a good boss

will make employees feel at home at work.

CONCLUSIONS

be concluded that the level of job

them feel at home at work.

the category of work peace, alumni say they

are quite satisfied, which means feeling

good enough peace and safety in a place to

work. Then the third for the salary category,

feel very satisfied with the salary given. Even

so, it can be seen that although the average

person says they are quite satisfied with the

salary, alumni say that they are still grateful

category of interaction between colleagues,

have the same number, namely satisfied

and quite satisfied, which means that they

already feel good in terms of interaction

with colleagues.

Dahmiri, & M. I. (2012). Analysis of

Employee Job Satisfaction at Jambi

University, Sarolangun Campus.

Journal of Research of Jambi

University Humanities Series

, 83–92.

Davis, K., & F. W. (2011).

Behavior In The

Organization

. The seventh edition of

the second volume.

Res

2

(2), 1735–1741.

Hendra and Handoyo. (2013). The

and Work Motivation in Bank BTPN

Madiun Employees.

Industrial and Organizational

Psychology,

Basics, Understanding, and Problems.

Revised Edition. Jakarta: Earth Literacy

.

Kartika, e. w. , & S. K. t. (2010). Analysis of

the Effect of Work Motivation on Job

,

19

(1), 1–12.

Nasution, E. H., M. S. , & F. (2018). Factors

Bandung:

.

Umaniora, S. E. R. I. H., Fitriani, M. S., Henny,

Jurnal P Enelitian

.