Pengaruh kompensasi dan komitmen organisasional terhadap kinerja karyawan serta peran motivasi kerja dalam memediasi pengaruh kompensasi terhadap kinerja karyawan
Article Sidebar
Main Article Content
Abstract
The purpose of this study was to examine and analyze the effect of compensation, organizational commitment on employee performance and the role of work motivation variables in mediating the effect of compensation relationship on employee performance at PT Midi Utama Indonesia Tbk Ambon branch, Maluku, Indonesia. The sampling technique used is the census technique with a total of 45 respondents who are employees of PT Midi Utama Indonesia Tbk Ambon branch located in the sub-district of Nusaniwe. The analytical test tool used is SmartPLS v.3.2.7 with SEM (Structural EquationModeling) analysis method. The results of this study indicate that compensation has a positive but not significant effect on employee performance, organizational commitment has a positive but not significant effect on organizational commitment, compensation has a positive and significant effect on work motivation, work motivation is proven to mediate the effect of compensation on employee performance.
Article Details
References
Dewi, L. P. S. K. (2021). Evaluasi penerapan insentif tenaga kesehatan covid-19 (Studi pada UPTD Puskesmas Blahbatuh I). Accounting and Business Information Systems Journal, 10(1).
Hair, J. F., Risher, J. J., Sarstedt, M., & Ringle, C. M. (2019). When to use and how to report the results of PLS-SEM. European Business Review, 31(1), 2–24.
Homburg, V. (2018). ICT, e-government and e-governance: bits & bytes for public administration. The Palgrave Handbook of Public Administration and Management in Europe, 347–361.
Hoque, A., Awang, Z., & Siddiqui, B. A. (2017). Technopreneurial intention among university students of business courses in Malaysia: A structural equation modeling. International Journal of Entrepreneurship and Small & Medium Enterprise (IJESME), 4(7), 1–16.
Kayode, O. J., Adeyinka, A. J., & Abiodun, A. J. (2019). Employees’ remuneration and performance in Nigerian breweries plc. International Journal of Business and Management Future, 3(1), 1–18.
Kuranchie-Mensah, E. B., & Amponsah-Tawiah, K. (2016). Employee motivation and work performance: A comparative study of mining companies in Ghana. Journal of Industrial Engineering and Management (JIEM), 9(2), 255–309.
Meithiana, I. (2017). Kepuasan kerja dan kinerja karyawan tinjauan dari dimensi iklim organisasi, kreativitas individu, dan karakteristik pekerjaan. Indomedia Pustaka.
Minor, A. C. (2013). Compensation as a construct for employee motivation in healthcare. American Journal of Management, 13(1), 108–111.
Rahardjo, M. (2017). The effects of compensation on work motivation: Evidence from Universities in Jakarta. International Journal of Economic Perspectives, 11(1).
Rasyid, M. H. D. (2019). Pengaruh kompensasi, lingkungan kerja dan motivasi terhadap kepuasan kerja guru pada SMA swasta perkumpulan amal bakti 4 sampali Medan.
Sharma, P., Kong, T. T. C., & Kingshott, R. P. J. (2016). Internal service quality as a driver of employee satisfaction, commitment and performance: Exploring the focal role of employee well-being. Journal of Service Management.
Syaifuddin, S. A. (2016). The influence of work stress and transformational leadership on work motivation and implication of employee’s performance (case study). Academy of Strategic Management Journal, 15(3), 42–48.
Tania, Y. (2017). Pengaruh gaya kepemimpinan transformasional dan motivasi kerja terhadap kinerja karyawan pada PT. Premier Management Consulting. Agora, 5(1).
Triyaningsih, S. L. (2014). Analisis pengaruh disiplin kerja, motivasi kerja dan komitmen organisasi terhadap kinerja karyawan Universitas Slamet Riyadi Surakarta. Informatika, 1(2).
Yarie, E. (2016). An assessment of the influence of extrinsic rewards on intrinsic motivation and performance of senior non-teaching staff of federal college of education Zaria (2005-2010). Kuwait Chapter of the Arabian Journal of Business and Management Review, 6(4), 43.