Quantitative Analysis of Employee Job Satisfaction: A Case Study in PT. XYZ

Employee job satisfaction is an important factor in supporting employee performance and organizational effectiveness. This study quantitatively analyzes employee job satisfaction in a case study of PT. XYZ using ten indicators: Quality of Work, Knowledge of Job, Productivity, Adaptability, Dependability, Judgment, Initiative and Resourcefulness, Leadership Qualities, Interpersonal Relations, and Performance. Eight respondents rated each indicator on a five-point scale, giving 80 ratings. The analysis comprised descriptive statistics, classification into five satisfaction categories, a satisfaction index, item validity (corrected item-total correlation), reliability (Cronbach's alpha), a one-sample test against the neutral midpoint, and a Friedman test across indicators. The overall mean score was 3,80 (SD = 0,93; satisfaction index 76,0%), which falls in the high category, and 70,0% of the ratings were 4 or 5. Knowledge of Job had the highest mean (4,25) and Interpersonal Relations the lowest (3,50). Respondent means ranged from 2,10 to 4,70, so satisfaction was not uniform. All ten indicators met the item-total criterion (r = 0,849-0,966 > 0,707) and the instrument was highly consistent (alpha = 0,978). Respondent scores exceeded the neutral midpoint (t(7) = 2,58, p = 0,037; Wilcoxon p = 0,047), although a sign-flip permutation test on the mean gave p = 0,063, so this evidence is borderline. The indicators differed significantly (Friedman chi-square(9) = 21,18, p = 0,012; Kendall's W = 0,29). Because the sample is very small and the sampling procedure is not documented, the findings are a descriptive baseline and should not be generalized.