The Effect of Job Demands and Work Engagement on Job
Satisfaction of KOPINDOSAT
Employees in Jakarta
Tuty Sariwulan, I. Ketut R. Sudiarditha, Dewi Susita, and Alif Aditya Banu Raharjo
Programme of Study in Economics Education, State University of Jakarta, Indonesia
Abstract. The purpose of this study is to find out how the influence of job
demands and work engagement on job satisfaction among KOPINDOSAT
employees in Jakarta. This research uses survey method with ex post facto
approach. The data used is quantitative data using technical path analysis. The
population in this study were all employees of the Indosat Cooperative,
amounting to 100 people. All members of the population were used as a
sample of 100 people. The results obtained: 1) There is a negative and
significant effect of job demands on job satisfaction. 2) There is a negative and
significant influence of job demands on work engagement. 3) There is an
influence and positive and significant work engagement to job satisfaction.
4) There is a negative influence of job demands on job satisfaction through
work engagement.
Keywords: Job Demands ꞏ Employment Engagement ꞏ Job Satisfaction
1 Introduction
Saved by cooperatives in the economic crisis in 1998 resulted trust in a stronger public
cooperatives
followed by growth in the number of cooperatives increasing each year,
althou
gh growth in each year was still volatile. However, in terms of quality, there are
not many changes that occur, the cooperative still seems not professional in carrying out
its economic activities, partly because of unprofessional human resources, technology,
and capital.
The role of human resources in cooperatives is very important, because it functions
as a support for cooperative success. Technology and capital, supported by HR. Given
the importance of the role of HR, it must be fostered and directed in accordance with
the goals of the cooperative itself so that the cooperative's goals can be achieved as
expected. One important means of human resource management in an organization is
the creation of job satisfaction of employees (Melani, 2017).
Variables that affect employee job satisfaction directly and indirectly include:
compensation or wages / salary. Wages are considered fair if based on job demands,
individual skill levels, community wage standards are likely to produce satisfaction. The
fairer the employee gets the reward he gets, the higher the job satisfaction the employee
has.
Workers who feel (engaged) with thei
r work also tend to have high job satisfaction,
Sariwulan, T., Sudiarditha, I., Susita, D. and Raharjo, A.
The Effect of Job Demands and Work Engagement on Job Satisfaction of KOPINDOSAT Employees in Jakarta.
DOI: 10.5220/0010608500002900
In Proceedings of the 20th Malaysia Indonesia International Conference on Economics, Management and Accounting (MIICEMA 2019), pages 881-891
ISBN: 978-989-758-582-1; ISSN: 2655-9064
Copyright
c
 2022 by SCITEPRESS – Science and Technology Publications, Lda. All rights reserved
881

because work engagement is a positive attitude held by employees towards the
organization and its values. An employee who is aware of his engagements will try
to prioritize his work for the benefit of the organization. Employees who have a high
sense of e
ngagement to their work will always provide the best for the interests of the
organization in achieving its goals. Therefore job satisfaction of an employee is also
influenced by the variable work engagement, the better the engagement the higher job
satisfaction they have.
High job demands can make employees vulnerable to experiencing stress at work or
fatigue. If this happens, then the cooperative is in trouble because efforts to achieve its
objectives are hampered where HR as the mainstay in achieving the goals does not work as
expected so work motivation will be reduced. Employees who work optimally, should
be given an engagement. A sense of engagement is a connection, engagement,
commitment, desire to contribute. Thus will arise sense of belonging, loyalty, and pride
in work. According to previous research, if a company has employees with a high sense
of engagement, it will make employees feel at home working there as well as their
satisfaction will increase (Koesoemaningsih, 2013). So, no matter how high the job
demands carried out by an employee, it will not have a negative impact if the employee
has a high sense of engagement to his work. Job demands are an employee's
responsibility to the organization/ company. Employees will try their hardest to resolve
their job demands. Various studies have been conducted related to the effect of job
demand on job satisfaction, such as Sigit Jatmika found that job demand has a negative
effect on job satisfaction (Nugraha, 2018), but Yurasti said that job demand has a
positive effect on job satisfaction (Yurasti, 2016).
Based on the statement above, it is necessary to examine the factors that influence
job satisfaction which in this case is job demands and work engagement to Kopindosat
employees.
2 Literature Review
Job satisfaction is defined as the general attitude of an individual to his work, the
difference between the amount of reward received by a worker and the amount that a
worker believes should be received (Robbins, 2003). Another definition states that job
satisfaction is the result of various attitudes (attitudes) held by employees (Church,
1995). In this case, meant by job satisfaction are things related to work along with
specific factors such as supervision or supervision, salary and benefits, opportunities to
get promotions and promotions, working conditions, experience of skills, fair and non-
detrimental work assessment , good social relations in work, fast resolution of
complaints and good treatment from leaders towards employees.
According to Karasek job demands are defined as working very hard, and not
having enough time to complete work (Patrick, 2012). Job demands refer to the
physical, psychological, social or organizational aspects of a job that requires certain
physical and / or psychological efforts or abilities. Examples are high work pressure,
unsupportive physical working environment conditions, and emotional interactions
with stakeholders (Demerouti et al., 2001).
Employee engagement, ownership, commitment and engagement in the
organization are the main roles in the organizational structure. Workers with a strong
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work engagement to the organization, tasks and work environment will be easier to
manage work relationships, manage stress over work pressure and manage change
(Meyer, 2011). Work engagement is defined as the opposite of burnout, where
engagement as a permanent emotional state is characterized by a high level of activation
and pleasure (Maslach, et al., 2001).
Some relevant research has been carried out by previous researchers, among others:
research conducted by Solomon Markos Kompaso and M. Sandyha Sridevi, Employee
engagement is a broad construction that touches almost all parts of the aspects of human
resource management. If every part of human resources is not handled in the right
way, then employees will be reluctant to involve themselves in work (Markos &
Sridevi, 2010). Another study was by Diah Restu Ayu, Syamsul Maarif and Angraini
Sukmawati, at a company that PT Goodyear Indonesial Tbk. The results showed that
job demands directly affect work engagement. Job demands and human resources have
a significant effect on work engagement, while job resources are the highest predictor
of work engagement. Work engagement has a negative and significant effect on
turnover intentions (Ayu, 2015).
3 Theoretical Framework
3.1 Job Demands on Job Satisfaction
Locke (1994), Individuals will be satisfied with institutions that have policies and
procedures that are designed so that individuals who are able to achieve awards in
accordance with the results achieved in the tasks or jobs entrusted to him.
Porter (2015), a person will feel satisfied if there is no difference between what is
desired with his perception of the existing reality, because the desired minimum
threshold has been met.
Sigit Jatmika Nugraha (2018), High volume of work must be completed in a limited
time and with maximum quality. Obstacles in carrying out the mandatory work in their
implementation often occ
ur. The biased conditions in the field have the effect of
reducing job satisfaction.
3.2 Work Engagement on Job Satisfaction
Solomon Markos (2010), Employees who are actively involved in the organization
indicate that the company has a positive work climate. This is because there are
employees who have a good engagement to the organization where they work, so
they will have a great enthusiasm to work.
Cendani (2017), Job satisfaction can be influenced by work engagement. Work
engagement is a degree of willingness to unite himself with work, invest time, abilities
and energy for work and consider his work as part of his life.
Mishra and Kumar (2017), The higher the work engagement of employees, the
higher the job satisfaction obtained by employees because employees feel more
involved by the company in completing their work.
The Effect of Job Demands and Work Engagement on Job Satisfaction of KOPINDOSAT Employees in Jakarta
883

3.3 Job Demands on Work Engagement
Wilmar B. Schaufeli (2004) work engagement, work engagement is formed by two
main factors, namely job demands and job summaries, job demands do not always
produce negative effects, but j
ob demands can turn into work stress when
accompanied by demands requires a lot of effort, which in turn can cause negative
effects.
Upaydayda (2016), High workload, in turn, is positively associated with
symptoms of fatigue and depression and negatively related to work.
Van Den Broeck (2008), Fatigue experienced by employees will have an impact
on low morale, dedication and u
nderstanding which results in low work engagement.
3.4 Job Demands on Job Satisfaction through Work Engagement
Joseph Tiffin (1958), job satisfaction is closely related to the attitudes of employees
towards their own work, work situations, cooperation between leaders and employees.
Stephen P. Robbins (2007), Work requires interaction with coworkers and
superiors, follows organizational rules and policies, meets performance standards, lives
in working conditions that are often less than ideal, and other similar things.
Kreitner (2001), Functional relations reflect the extent to which superiors help the
workforce to satisfy work values that are important to the workforce. The overall
relationship is based on interpersonal interests that reflect basic attitudes and similar
values, for example both have the same outlook on life. A pleasant work environment
and good coworkers can increase employee job satisfaction.
Based on the conceptual description and theoretical framework on which this
research is based, a research hypothesis can be formulated as follows:
a. There is a negative influence of job demands on job satisfaction
b. There is a negative effect of job demands on work engagement
c. There is a positive effect on job engagement and job satisfaction
d. There is a negative influence on job demands on job satisfaction through work
engagement
4 Research Methodology
This research was conducted at the Indosat Cooperative, in Jakarta. When the research
was conducted for 9 (nine) months from February-October 2019. The method used in
this study was a survey method with an ex post facto approach. The survey method is
used for data collection, distributing questionnaires, interviews and so on.
The population in this study were all Kopindosat employees totaling 100 people.
Researchers used saturated or census sampling techniques, where all members of the
population were used as samples (Arikunto, 2013).
Data collection techniques both on the variable Job Satisfaction, job demands and
work engagement, using the instrument lattice. The grid is used to measure variables
and to illustrate the extent to which this instrument reflects indicators and sub-
indicators.
To provide direction or an overview of the research conducted, where there is a
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relationship between the independent variable (X), namely the demands of work and
work engagement with the dependent variable (Y), namely job satisfaction, the
Influence of Variables is used. Below is presented a picture of
the constellation of
influences between variables:
Fig. 1. Constellation of Influences between Variables.
Information:
X
I
= Independent Variable
X
2
= Independent Variable
Y
Y = Bound Variable
= Direction of Influence
Data Analysis Techniques using: Descriptive analysis, Test requirements Analysis such
as normality and linearity tests, and looking for path analysis similarity. Path analysis
was used to determine the relationship between variables. The aim is to determine the
direct, or indirect effect or through intervening variables (Sugiyono, 2013). Path
analysis is also used to formulate or answer the proposed hypothesis.
5 Results and Discussion
The analysis used by researchers is path analysist to answer hypotheses in research. to
determine the direct effect of the independent variables on the dependent variable,
stages are used. The first stage calculates the correlation coefficient. In this study
using Pearson correlation, namely Product Moment correlation to
determine the
relationship between the variable job demands (X1), work engagement (X2) with job
satisfaction (Y).
Table 1.
Job demands Correlation (X
1
)
,
the Working Engagement (X
2
) and job satisfaction (Y).
No
Correlation between
Variables
Job Satisfaction Job Demands Job Engagement
1. Job Satisfaction 1 -, 777 ,735 **
2. Job demands -, 777 ** 1 -, 623 ***
3. Work Engagement , 735 ** -, 623 *** 1
** Correlation is significant at the 0.01 level (2-tailed) and N = 100.
Job
demands
(X
I
)
Work
engagement
(X
2
)
Job satisfaction
(Y)
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Seen from the table above, job demands have a negative correlation with job
satisfaction, job demands have a negative correlation with work engagement and
work engagement has a positive correlation with job satisfaction. The test used is
a 5% real level and it turns out all the significance.
5.1 Effect of Job Demands on Job Satisfaction
Table 2. Relationship of Job demands (X1) with Job Satisfaction (Y).
N O
Model
Unstandardized
Coefficients
Standardized
Coefficients
t
Sig.
B Std. Erro
r
Beta
1 (Constant) 168.192 7.198 23.368 000
2 Demands of work -0,994 0,098 -0, 777 -10.179, 000
a. Dependent Variable: Job Satisfaction
Source: Primary data processed using SPSS v. 22.0
On the output results obtained Beta job demands (X1) is -0.777. This means that there
is a direct negative effect of job demands (X1) on job satisfaction (Y) of -0,777.
Furthermore, the table Coefficients
obtained t
count
of -10,179 and p-value of 0,000. P-
value is a probability that assumes that the null
hypothesis is true. The probability Sig
is smaller than 0.05, so job demands (X1) have a negative and significant effect on job
satisfaction (Y) of -0.777. T test can be seen in the table above that the output
results
obtained t
count
job demands (X1) of -10,179. For t
table
can be found in the 0.05
significance table
with df = nk-1 = 70-2-1 = 67 (n is the number of samples and k is the
number of independent variables)
then obtained t
table
of 1.667. If t
arithmetic
> T
table
is
-10,179> 1,667. This means that Job Demand (X1) has a
negative and significant effect
on job satisfaction (Y).
This finding strengthens theories which state that there is a relationship between job
demands and work engagement, as stated by Locke, according to Locke, individuals will
be satisfied with institutions that have policies and procedures designed in such a way
that individuals within them are able to win awards accordingly with the results
achieved in the tasks or work entrusted to him. Individuals in institutions will feel
dissatisfied if the institution applies unclear or conflicting rules, giving inappropriate job
demands can reduce individual satisfaction at work (Wagner, John A, 1994).
This finding is also strengthened by previous research conducted by R Zirwatul
Aida R Ibrahim who conducted research by examining the relationship between
psychological work environment named Job Demands, Job Control, Social Support and
Job Satisfaction in manufacturing companies aimed at testing the Job Demands Control
(JDC) model Karasek and Job Demands Control Support (JDCS) models (Ibrahim,
2013). The results of the study show a negative relationship between job demands and
job satisfaction.
According to the logic of researchers' thinking, Kopindosat employees have high
employment targets. High volumes of work must be completed in limited time and
with maximum quality. Obstacles in carrying out the work in its implementation often
often occurs. So that it can reduce employee job satisfaction.
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5.2 Effect of Job demands (X1) on Work Engagement (X2)
Table 3. Relationship of Job demands (X1) with Work Engagement (X2).
No Model Unstandardized
Coefficients
S
tandardize
d
C
oefficients
t Sig.
B Std. Erro
r
Beta
1 (Constant) 111.856 4.233 26.425, 000
2 Claims Work -0,337 0,057 -, 623 -6.566, 000
a. Dependent Variable: Work Engagement
Source: Primary data processed using SPSS v. 22.0
Based on table II Coefficients which are stated as Standardized Coefficients or known
as Beta. On the output results obtained, the results Beta of job demands (X1) is -0,623.
This means that there is a direct influence of job demands (X1) on work engagement
(X2) of -0,623. Furthermore, the Coefficients
table obtained t
count
of -6.566 and p-value
of 0,000. P-value is a probability that assumes that the null
hypothesis is true. The Sig
probability is smaller than 0.05, so job demands (X1) have a negative and
significant
effect on work engagement (X2) of -0, 623. In the t test, t
count
> t
table
is -6,566> 1,667.
This
means that job demands (X1) have a negative and significant effect on work
engagement (X2). This means that there is a negative and significant influence of job
demands on work engagement
This finding reinforces theories that state that there is a relationship between job
demands and work engagements, as stated by Schaufeli and Bakker that work
engagement is formed by two main factors, namely job demand and job resources. Job
demands do not always produce negative effects, but job demands can turn into work
stress when accompanied by demands that require a lot of effort, which in turn can
cause negative effects (Schaufeli & Bakker, 2004).
Job demands have a negative relationship and have a significant effect on work
engagement, which means that the greater the job demands, the lower the level of
employee work engagement. This is supported by Broeck's research that the more
job demands that must be accepted by employees, the employee will get tired easily.
Fatigue experienced by employees will have an impact on the low vigor,
dedication
and absorption resulting in low work engagement (Van Den Broeck, Vansteenkiste, De
Witte, & Lens, 2008).
This finding is also strengthened by previous research conducted by Andi
Muhammad Surya with the title Effect of Job demand and Job Resources on turnover
intentions through Work Engagement on Staff at Dr. Wahidin Sudirohusodo Hospital -
Makassar. The results obtained by the results of a probability of 0,000 with a standard
significance value of 0.5 and a t-statistic value of 5.55 with a value of two tailed 1.96
at a significance of 5%. The original sample value shows 0.481 which means that there
is a negative influence on the variable job demands on work engagement (Surya, 2018).
5.3 Effect of Job Engagement (X2) on Job Satisfaction (Y)
The same thing as the table above, explains that based on the results of the
calculation of path analysis obtained the direct effect of work engagement on job
The Effect of Job Demands and Work Engagement on Job Satisfaction of KOPINDOSAT Employees in Jakarta
887

satisfaction of 0.735. The probability value is smaller than the value of 0.05 while
the regression value is 8,942 is bigger than table t 1,667. This means that there is a
positive and significant influence of work engagement on job satisfaction.
Table 4. Relationship of Work Engagement (X2) to Job Satisfaction (Y).
N o
Model
Unstandardized
Coefficients
Standardized
Coefficients
t Sig.
B Std. Error Beta
1 (Constant) -35.344 14,698 -2.405 0,019
2, Work engagement
1,553 0,174 0,735 8.942, 000
a. Dependent Variable: Job Satisfaction
Source: Primary data processed using SPSS v. 22.0
This finding reinforces theories which state that there is a relationship between job
demands and job engagement, as stated by Solomon Kompaso, Employees who are
actively involved in the organization indicate that the company has a positive work
climate. This is because there are employees who have a good engagement to the
organization where they work, so they will have a great enthusiasm to work (Markos
& Sridevi, 2010).
This finding was also strengthened by research conducted by Lu, Alan & Dogan,
which empirically proved that work engagement consisting of vigor, dedication and
absorption, was proven to have an effect on job satisfaction, with the strongest influence
on the dedication dimension. The research proves that there is a positive relationship
between work engagement with job satisfaction .
Mishra & Kumar, in their research also found that there is a positive relationship
between work engagement and job satisfaction. The higher the work engagement
of
employees , the higher the job satisfaction obtained by employees because
employees feel more involved by the company in completing their work (Mishra, S, &
Kumar, 2017). According to the logic of thinking, researchers' enthusiasm and
commitment desire to devote/contribute and expand efforts to help organizations
achieve success/ goals, where engagement is obtained by aligning job satisfaction
and maximum work contribution from employees.
5.4 Effect of Job Demands on Job Satisfaction through Employment
Table 5. Work Path Demand Coefficient (X1) and Work Engagement (X1) to Job Satisfaction (Y).
N
o
Model
Unstandardized
Coefficients
Standardized
Coefficients
t Sig.
B Std. Erro
r
Beta
1 (Constant) 71,023 20,983 3,401 0,001
2 Job Demands -0,667 0,108 -0, 521 -6,167 0,000
3 Entanglement, 0,867 0,179 0,410 4,852 0,000
a. Dependent Variable: Work Engagement
Source: Primary data processed using SPSS v. 22.0
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Based on the calculation results, it can be seen the values of the path coefficients in the
column of
Standarized Coefficients (Beta) to obtain the following equation: Y = 71,023-
0,521 X
1
+ 0,410 X
2
+ Ɛ1. The interpretation of the equation is the coefficient value for
the job demands variable (X
1
) of -0,521. This
means that each increase in work demand
variable one unit then the work engagement variable will decrease by -0.521 with the
assumption that the other independent variables from the model above are fixed.
Based on the calculation results of the path analysis in table I above obtained the
value of job demands on job satisfaction through work engagement of -0.457, the figure is
obtained by multiplying the
direct effect of X
1
against X
2
with the direct effect of X
2
on
Y (Arikunto, 2013). This means that each
increase in one unit of job demands through
work engagement will reduce job satisfaction by -0.457. More probability values
smaller than the value of 0.05. The value of the indirect effect is smaller than the value of
the direct effect of -0.777, these results indicate that indirectly the demands of work
through work engagement do not have a significant effect on job satisfaction.
This finding is not in line with theories which state that there is a relationship between
job demands and job satisfaction through work engagement, as stated by Stephen P.
Robbins who states that work requires interaction with coworkers and superiors, follows
organizational rules and policies, meets performance standards, living in working
conditions that are often less than ideal, and other similar things (Robbins, Stephen P,
2007). Meanwhile, Joseph Tiffin also stated that job satisfaction is closely related to
the attitudes of employees towards their own work, work situations, cooperation
between leaders and employees (Tiffin, Joseph, 1958).
According to the logic of researchers' thinking, when any job demands faced by
employees will not greatly affect the job satisfaction of the employee if the employee
has a strong work engagement where the employee has understood his duties as an
employee and is fully responsible for the work he gets is not very influential
significantly, but with a sense of being bound to work can provide a better sense of work,
the results of the study strengthen the logic of thinking in which the results of the
influence of job demands on job satisfaction will be smaller if through work engagement.
6 Conclusion
There are negative and significant effects of job demands on job satisfaction. There is a
negative and significant influence of job demands on work engagement. This means that
the higher the job demands of employees, the lower job satisfaction of employees or / and
reduce employee work engagement. There is a positive and significant influence of work
engagement on job satisfaction. This means that the higher the work
engagement
the
employees have will increase the employee job satisfaction. There is influence job
demands on job satisfaction through work engagement but not significant, or have no
significant influence. Likewise, job demands have a strong effect on job satisfaction.
Job demands affect job satisfaction, with the right job demands, job satisfaction will
increase, high demands will make employees feel tired while low demands will make
employees lose motivation at work. For the results and analysis of respondents' answers
about job demands have a strong effect on work engagement. Work engagement is a
positive attitude received by Kopindosat employees. But the high work engagement
makes job demands do not have a strong influence in carrying out responsibilities in
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work. While the results of the analysis of respondents with variables felt bound
responded positively by Kopindosat employees.
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