�Volume 4, No. 5 Mei 2023
p-ISSN 2722-7782 | e-ISSN 2722-5356
DOI: https://doi.org/
THE INFLUENCE OF COMPENSATION, WORK
MOTIVATION, AND WORK DISCIPLINE
ON THE PERFORMANCE OF PT MARINAL EMPLOYEES
Widya Fatmasari,
Beureukat, Adam Nurkholik, Kumba Digdowiseiso*
Faculty of
Economics and Business, National University, Jakarta
Email : [email protected],
[email protected], [email protected],
[email protected]*
Abstract:
This study aims to find out and analyze the effect of compensation, work
motivation, and work discipline on the performance of PT Marinal's employees.
This study uses primary data through distributing questionnaires. The
population in this study is 84 employees. The sampling technique is using
saturated sampling technique in which the population of employees of PT Marinal
is used as a sample. The analytical method used is multiple linear regression
analysis using the SPSS 23 program. The results of the study show that there is
a positive and significant effect between compensation and employee
performance, work motivation has a positive and significant effect on employee
performance, and work discipline has a positive and significant effect on
employee performance.
Keywords: Compensation; Work motivation; Work Discipline; Employee performance.
INTRODUCTION
Organizational growth is influenced by
the success of human resources in developing organizational goals. Harnessing
the potential and developing existing resources is an important growth factor
and should be the top priority of every company. Especially in the current era
of globalization, businesses face fierce competition and must be able to adapt
to survive. Therefore, skilled, creative, innovative, highly competitive and
high-performance human resources are needed to overcome these challenges.
Human resources are recognized as
valuable assets in the sustainable development and growth of a company. Human
resources in the context of organizations have a very important role (Wijaya,
2018) Human Resources is the most complex business problem because it can
affect the performance of other resources, thus creating increased efficiency,
effectiveness and productivity. Therefore, human resources can be considered as
an important factor that contributes to the success of an organization or
company in achieving its goals. The success of an organization depends largely
on the ability of its employees to carry out and carry out the tasks given.
Organizations that experience success
must be greatly influenced by the performance of each of their employees. In
Performance employees have a very important role in achieving company goals.
The better the quality of human resources, the better the company's
performance. Conversely, the lower the quality of human resources owned by the
company, the lower the company's performance. Performance or work performance
defined by Mangkunegara (2018; 67) is as a result of
work in quality and quantity achieved by an employee in carrying out his duties
in accordance with the responsibilities imposed on him.
There are factors that affect the
creation of employee performance, such as compensation, work motivation, and
work discipline that must be properly accommodated and accepted by all
employees in the company. So the company must be able
to make efforts in generating employee performance in order to pocket the
company's goals and guard the company's existence in line with the vision and
mission carried.
Compensation refers to all forms of
rewards vacated by employees in return for the work they do (Bahri, 2022). Each
company has a different compensation system, which is tailored to the vision,
mission, and goals of the organization. According to Kurniawan (2020) in
(Bahri, 2022), compensation is a contribution received by employees for the
work they have done. Compensation is an important part for organizations to
track human resources, because compensation is one of the motivations of
employees at work. For employees, the amount of compensation describes the
value of their work among other employees.
According to research conducted by Fahraini & Syarif (2022),
there is a significant influence between compensation and employee performance
at PT. Nikos Distribution Indonesia. This suggests that increased compensation
can improve employee performance, while decreased compensation can decrease
employee performance.
Work motivation is a crucial factor in
increasing work effectiveness, because individuals who have high work
motivation will strive optimally to achieve optimal work results. The goals set
by the company will not be achieved if employees do not have the motivation to
work together for the benefit of the company. The high motivation of employees
is a guarantee for the company's success in achieving its goals.
Work motivation is a person's drive to
do certain activities. In the context of organizations, employee motivation is
a complex and important issue. This is supported by the results of research
conducted by (Noverhadi, 2021) showing that work
motivation has a significant influence on employee performance. Employees who
have high motivation at work tend to produce better performance and reach
maximum levels. So it is important for organizations
to understand the factors that affect employee motivation and provide
appropriate rewards to improve their performance.
One important factor in improving
performance is work discipline. Work discipline is a concept indicated by an
attitude of respect, appreciation, obedience, and compliance with established
regulations. Hasibuan (2018) provides a definition of
work discipline as a person's awareness and willingness to obey all applicable
company regulations and social norms.
In the context of human resource
management, discipline has a very important role because it is included in the
most important operational function of human resource management. Especially
employee attendance This is because the better the employee's work discipline,
the better the performance that can be achieved by the organization or company.
Without good discipline, organizations
will have difficulty in achieving optimal results. Therefore, it is important
for organizations to pay attention to and improve employee work discipline as
part of effective human resource management planning, especially regarding
employee attendance. This is supported by research conducted by Nazruddinaziz & Mulia (2022) which showed that work
discipline has a positive and significant influence on employee performance.
Table 1 of past
research
|
No |
�Researchers |
Publication Year |
Research Title |
Research Results |
|
1 |
Syamsul Bahri |
2022 |
The Effect of Compensation and Work Discipline on the Performance of� Gowa District Samsat Office Employees |
Based on
the results of the study, it can be concluded that compensation and work
discipline partially or simultaneously have a positive and significant
influence on employee performance at the Gowa District
Samsat Office. |
|
2 |
Riza Noverhadi |
2021 |
Effects of Compensation, Work Environment, �and Work Motivation �On the Performance of
Kerinci District Education Office Employees |
This study revealed that compensation variables have a
significant influence on employee performance. In addition, the variable of
work motivation also has
pengaruh yang signifikan to employee performance.Furthermore, simultaneously,
the variables of compensation, work environment, and work motivation have an
effect and are significant on employee performance. |
|
3 |
Bobbi Trypena Silalahi,
Jamaluddin Jamaluddin, Esteryani Hulu, Alfridus Tumanggor, dan Pandapotan
Tampubolon |
2022 |
The Effect of Compensation, Work Discipline and
Motivation on Employee Performance of PT.
Adira Dinamika Finance, Tbk
Medan Branch. |
This research results that compensation, work discipline and
motivation have a positive and significant influence both partially and
simultaneously. |
|
4 |
Nurliah Desi Parante, Rina, dan������������� Andi Hendra Syam |
2022 |
The Influence Of Compensation,
Work Discipline And Work Environment On Employee
Performance At The Education And Training
Personnel Board Of East Kutai Regency. |
Based on partial testing, it shows that compensation, work
discipline and work environment affect employee performance at
the East Kutai Education and Training Employee Agency. |
|
5 |
Jufrizen dan Fadilla Puspita
Hadi |
2021 |
Effect of����� Work
Facilities and �Work Discipline on
Employee Performance through Work Motivation. |
Shows that work facilities have a positive and significant
effect on employee performance; the effect of labor discipline on employee
performancepositive and significant; the effect of work motivation on
employee performance is positive and significant; the effect of work
facilities on work motivation is positive and significant; the influence of
work discipline on work motivation is positive and significant; work
motivation as a mediator variable does not play a mediating role in the
effect of work facilities on employee performance; Work motivation as a
mediator does not play a mediating role in the influence of work discipline
on employee performance |
Hipotesis
H1: Compensation has a positive and significant effect on employee
performance at PT Marinal.
H2: Work motivation has a positive and significant effect on employee
performance at PT Marinal
H3: Work discipline has a positive and significant effect on
employee performance at PT Marinal.
Based on background: 1) Does
compensation affect employee performance at PT Marinal?
2) Does work motivation affect employee performance at PT Marinal?
3) Does work discipline affect employee performance at PT Marinal?
The objectives of the benefits of this
study are expected to achieve the objectives that have been determined, which
are as follows: 1) To determine and analyze the effect of compensation on
employee performance at PT Marinal. 2) To determine
and analyze the effect of work motivation on employee performance at PT Marinal. 3) To know and analyze the effect of work
discipline on employee performance at PT Marinal.
RESEARCH METHODS
The object of
this study is employee performance as a dependent variable influenced by
compensation, work motivation, and work discipline as dependent variables. This
study used primary data sources and secondary data. Primary data is data
obtained by researchers directly from respondents by distributing
questionnaires to obtain the required data from employees at PT Marinal. Meanwhile, secondary data were obtained from
journals, books, articles, and other data related to this study.
The type of
data used in this study is quantitative data. Quantitative descriptive research
is data obtained from a sample of the study population and then tested
according to the statistical methods used. The variables used in this study are
Compensation (X1), Work Motivation (X2), Work Discipline (X3) and Employee
Performance (Y). The type of data used in this study is Cross Section data.
Cross section data is a type of data consisting of variables collected in a
number of individuals or categories at one time alias simultaneously.
According to Sugiyono in Imron (2019), population is defined as a
generalization area consisting of objects / subjects that have certain
qualities and characteristics determined by researchers to be studied and then
drawn conclusions. According to Sugiyono in Imron
(2019), part of the number and characteristics possessed by the population. The
population used in this study is all employees at PT Marinal
which amounts to 84 employees.
The sample is
defined as a representative or part of the population to be tested. The
sampling technique used in this study is a saturated sampling technique, where
the samples used in this study are all employees of PT Marinal
totaling 84 people.
The data
collection techniques and tools used in this study were questionnaires. This
questionnaire is designed and distributed to respondents in the hope of
answering all questions in accordance with what is felt and honest. This
questionnaire will use a Likert scale. Likert scale according to Sugiyono is a scale used to estimate perceptions, opinions
and attitudes of a person or group of people related to social phenomena.
Data analysis
method is a method used to analyze data from research results and then with
this data analysis method conclusions can be drawn from a study. This study
used two data analysis methods, namely descriptive analysis and multiple linear
regression analysis.
The
descriptive analysis method according to Sugiyono
(2015) in (Sabilla &; Wijayangka,
2019) is an analytical method used to describe an object tested through data or
samples obtained without intending to create conclusions that apply to the
public. In this study analyzed data related to compensation, work motivation,
and work discipline on employee performance.
This
technique is used to test hypotheses and make generalizations. Testing and
estimating the variables that are the focus of this study are compensation,
work motivation, and work discipline as independent variables and employee
performance as dependent variables.
Uji Validitas
According to Sugiyono in (Zahra &; Rina, 2018), the validity test
shows the degree of accuracy between the data that actually occurs in objects
and the data that can be collected by researchers. This validity test is needed
to determine whether or not the questionnaire used in the study is valid. In
this study, the validity test used SPSS 23.
Reliability Test
A reliability
test is a measure that shows the degree of similarity when tested many times
the measurement results remain the same, consistent, or reliable. Measurement
results are said to be reliable if the results remain the same, consistent, or
reliable even though they are measured repeatedly in different times. The
reliability test used in this study was Cronbach's alpha (α) using SPSS
23. The questionnaire is considered reliable if the alpha value (α) of a
variable is greater than 0.6. The questionnaire is said to be unreliable if the
alpa (α) is less than 0.6.
Classical Assumption Test
Classical
assumption tests are used to ensure that the regression equations obtained are
unbiased, precise, and consistent. This study used four classical assumption
tests, namely normality test, multicollinearity test, and heteroscedasticity
test.
Normality Test
This test is
carried out to find out whether the data taken is normally distributed data.
There are two ways to detect it, namely:
a)
Statistical Analysis: using non-parametric Kolmogorov-Sminov
(K-S) statistical test by hypothesizing:
H0: If the
significant value < 0.05 then the data is not normally distributed
H1: If the
significant value > 0.05 then the data is normally distributed
Multicollinearity Test
This test
aims to determine whether the regression model found a relationship or
correlation between independent variables. Multicollinearity can be seen from
the value of tolerance and variance inflation factor (VIF). The values commonly
used to determine the existence of multicollinearity are tolerance values
≥ 0.10 and VIF values
≤ 0,10.
Heteroscedacity Test
To test
whether in the model there is an inequality of variance from the residual of
one observation to another, the Heteriskedacity test
is used. The way to detect it is to look at the Plot Graph between the
predicted value of the dependent variable, ZPRED, and the residual SRESID.
a) If there
is a certain pattern, such as the dots forming a certain regular pattern (wavy,
widening then narrowing), it indicates heteroscedasticity. b) If there is no
clear pattern, and the points spread above and below 0 on the Y-axis,
heteroscedasticity does not occur.
In addition
to looking at the Plot Graph, you can also use the Glejser
test. The Glejser test is performed by progressing
the independent variable with its residual absolute value (ABS_RES). If the
significance value between the independent variable and the residual absolute
is greater than 0.05, it can be concluded that there is no heteroscedasticity
problem in this study (Ghozali, 2018: 142).
RESULTS AND DISCUSSION
The Effect of Compensation on Employee
Performance.
Based on the results of the tests that
have been conducted, it is known that compensation has a unidirectional
relationship or positive and significant influence on employee performance with
a calculated value greater than ttable with a
significance value of 0.031 greater than 0.05. This shows that the compensation
received by PT Marinal employees will affect the work
performance produced. So it can be concluded that the
higher the compensation given by the company, the higher the performance that
can be produced.
Compensation is a reward for services
provided by the company to employees for contributing energy and thought for
the progress of the company in achieving its goals. Compensation can be in the
form of money or other than money that creates peace and pleasure for
employees.
PT Marinal
in providing overtime pay is still not appropriate. Overtime pay is one of the
compensations that can encourage better performance because overtime pay is one
of the motivations of employees. If the overtime pay given is appropriate and
decent, employees who work overtime will feel happy and because of the rewards
they get.
The Effect of Work Motivation on Employee
Performance.
Based on the results of the tests that
have been carried out, it is known that work motivation has a positive and
significant influence on the performance of karaywan
with a calculated value greater than ttable with a
significance value of 0.010 smaller than 0.05. This means that the work
motivation that employees have can affect the performance produced.
Motivation can be defined as the drive
that drives a person to perform a particular activity. Employee motivation at
work is the fulfillment of needs that make them enthusiastic at work so that
performance can increase. When viewed based on descriptive analysis by looking
at the mean value of work motivation variables, PT Marinal
employees are still not met with physiological needs. This can make employees
less motivated so that the resulting performance can decrease.
This research is in line with previous
research conducted by Nazaruddinaziz & Mulia
(2022); Silalahi et al., (2022); which states that
work motivation variables have a positive and significant influence on employee
performance.
The Effect of Work Discipline on Employee
Performance.
Based on the results of tests that
have been carried out, it is known that work discipline has a positive and
significant influence on the performance of karaywan
with a calculated value greater than ttabel with a
significance value of 0.000 smaller than 0.05. This means that the higher the
level of work discipline that employees have, the more increased performance
that can be produced.
Work discipline is a concept that
refers to the attitude and behavior of individuals in carrying out duties,
responsibilities, and job obligations consistently, on time, and following
established rules and procedures. This concept involves the willingness of
employees to adhere to work schedules, complete tasks conscientiously, avoid
delays, as well as comply with ethical norms and company regulations.
When viewed based on the table of
descriptive analysis results of work discipline variables, it is known that the
attendance indiactor has a low mean value. This means
that PT Marinal employees in terms of attendance
still arrive late in the camp. This delay can affect performance because the
work time owned is reduced so that work results are not optimal. This is also
supported by previous research conducted by (Bahri (2022); Jufrizen
(2021); Nazaruddinaziz &; Noble (2022); Paniran, (2021); and Silalahi et
al., (2022) who show that work discipline has a positive and significant
influence on employee performance.
CONCLUSION
Some conclusions are as follows:
Based on the results of hypothesis
testing, it shows that compensation has a positive and significant influence on
employee performance at PT Marinal. This means that
salaries, overtime pay, benefits and insurance, the work environment, and the
job itself have an influence on employee performance. The fairer and more
decent the compensation given, the resulting
performance will increase.
Based on the results of hypothesis
testing, it can be concluded that work motivation has a positive and
significant influence on employee performance at PT Marinal.
The results of the hypothesis test showed a calculated value greater than ttable (2.654 > 1.664) with a significance value of
0.010 smaller than α 0.05 (0.010< α 0.05) This finding shows that
the fulfillment of motivation for physiological, security, social, reward, and
self-actualization needs can improve employee performance.
Based on the results of hypothesis
testing, it shows that work discipline has a positive and significant influence
on the performance of PT Marinal employees. The
results of the hypothesis test showed a calculated value of 3.770 > ttable1,
with a significance value of 0.000 < α 0.05. This means that the higher
the level of work discipline that employees have, the higher the employee performance
that can be produced.
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Copyright holder: Widya Fatmasari, Beureukat, Adam Nurkholik, Kumba Digdowiseiso* (2023) |
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