scholarly journals PENGARUH MOTIVASI KERJA TERHADAP KINERJA KARYAWAN DALAM ISLAM (STUDI PADA PT BOSOWA BERLIAN MOTOR KOTA PALOPO)

2020 ◽  
Vol 3 (1) ◽  
pp. 125-146
Author(s):  
.... ......
Keyword(s):  
Work Motivation ◽  
Regression Coefficient ◽  
Employee Performance ◽  
Sampling Technique ◽  
Survey Method ◽  
Good Work ◽  
Work Skills ◽  
Positive Direction ◽  
The World ◽  
Simple Regression Analysis

Abstract: In this study the formulation of the problem is is there an influence of work motivation on performanceemployees in Islam, simultaneously and partially on the performance of employees at PT. Bosowa Berlian Motor Palopo City. The hypothesis proposed there is the effect of work motivation simultaneously and partially on employee performance at PT. Bosowa Berlian Motor Palopo City. This study aims to determine the effect of work motivation on employee performance at PT Bosowa Berlian Motor. This study uses a direct survey method to the company by going directly to the field accompanied by distributing questionnaires that have been prepared. And the analytical method used in this study is simple regression analysis. The sampling technique used is saturated sampling technique, which is the technique of determining the sample when all members of the population are used samples. this is often done if the population is relatively small, less than 30 (thirty) people. The population used is 26 employees. Based on the results of this study motivation has a significant effect on employee performance at PT Bosowa Berlian Motor, indicated by a significant value of p = 0.012 less than α = 0.05 (0.012 <0.05) with a regression coefficient amounted to 0.490. In connection with the results of hypothesis testing, the results of this study indicate the influence of work motivation and work ability both simultaneously and partially. The influence arising from the results of the study shows a positive direction, which means that better work motivation and good work skills will improve employee performance. Motivation to work in Islam solely expects the blessing of Allah SWT, by giving thanks, giving thanks for the blessings that have been given, and doing pious practices, Motivation works to get pious practices in the world. working in Islam is only pursuing "worldly bonuses" but also as a pious practice of humans to go to eternity.Keywords: Work motivation; Employee performance Abstrak: Dalam  penelitian  ini  rumusan  masalah  adalah  adakah  pengaruh  motivasi  kerja  terhadap  kinerjakaryawan dalam Islam, secara simultan dan parsial terhadap kinerja karyawan pada PT. Bosowa Berlian Motor Kota Palopo. Hipotesis yang diajukan ada pengaruh motivasi kerja secara simultan dan parsial terhadap kinerja karyawan pada PT. Bosowa Berlian Motor Kota Palopo.Penelitian ini bertujuan untuk mengetahui pengaruh motivasi kerja terhadap kinerja karyawan pada PT Bosowa Berlian Motor. Penelitian ini menggunakan metode survey langsung ke perusahaan melalui cara mendatangi langsung ke lapangan dengan disertai menyebarkan kuesioner yang telah disusun. Dan Metode analisis yang digunakan dalam penelitian ini yakni analisis regresi sederhana, Adapun teknik sampling yang digunakan adalah teknik sampling jenuh yaitu teknik penentuan sampel bila semua anggota populasi digunakan sampel. hal ini sering dilakukan bila jumlah populasi relatif kecil, kurang dari 30 (tiga puluh) orang. Jumlah populasi yang digunakan sebanyak 26 karyawan.. Berdasarkan hasil penelitian ini motivasi berpengaruh signifikan terhadap kinerja karyawan pada PT Bosowa Berlian Motor, ditunjukkan dengan nilai signifikan p=0,012 lebih kecil dari α =0,05 (0,012<0,05) dengan koefisien regresi sebesar  0,490.  Berkaitan  dengan  hasil  pengujian  hipotesis,  maka  hasil  penelitian  ini  menunjukan adanya pengaruh dari motivasi kerja dan kemampuan kerja baik secara serempak maupun secara parsial. Pengaruh yang ditimbulkan dari hasil penelitian menunjukan arah yang positif , yang berarti bahwa motivasi kerja yang lebih baik dan adanya kemampuan kerja yang baik akan meningkatkan kinerja karyawan. Motivasi kerja dalam islam semata-mata mengharapkan ridho dari Allah SWT, dengan cara berusha, mensyukuri nikmat yang telah diberikan, dan melakukan amalan-amalan shaleh, Motivasi bekerja untuk mendapatkan amalan saleh di dunia. bekerja dalam Islam itu hanya mengejar “bonus duniawi” namun juga sebagai amalan saleh manusia untuk menuju kepada kekekalan.Kata Kunci: Motivasi kerja; Kinerja Karyawan Daftar Pustaka Arikuntono Suharsimi, Prosedur Penelitian, Suatu Pendekatan Praktek, PT. Rineka, Cipta Jakarta:2011 Departemen Agama RI,  Al-Qur’an daqn Terjemahannya  Jakarta: CV, DIponegoro, 2005 Mahmud  Hilal,  Model  Pengembangan  Kinerja  Guru  Pada  Sma  Negri  Di  Kota  Palopo, Pascasarjana Uin Alauddin Makassar: 2015), h. 53Mifta Thoha, PerilakuOrganisasi, Konsep Dasar Dan Aplikasinya, Ed, 1.Cet. 23, Jakarta : Rajawali Pers, 2014Mursi Abdul Hamid, SDM Yang Produktif, “Pendekatan AL-QUR’AN dan Sains”, Cet.1, Jakarta: Gema Insani Press Musliani, Hubungan Motivasi Kerja dan Pengalaman Kerja Terhadap Kinerja karyawan PT. Citra Sarana Sejahtera Palopo, Skripsi Program Studi Ekonomi Islam Jurusan Syariah STAIN : Palopo, 2013 Nanasudjana, Tuntunan Penyusunan Karya Ilmiah Makalah-Skripsi-disertasi, Bandung: Sinar Baru Argasindo, 2007 Nasution S, Metode Research, Jakarta: bumi aksara, 2001 Pramandhika  Ananto,  Motivasi  Kerja  Dalam  Islam,  Studi  Kasus  pada  Guru  TPQ  di Kecamatan Semarang Selatan, Semarang: 2011 Setiadi Nugroho J., Perilaku Konsumen konsep dan implikasi untuk strategi dan penelitian pemasaran,cet. Pertama, Jakarta: kencana, ed. 1, 2003Sule Erni Tisnawati dan Kurniawan Saefullah, Pengantar Manajemen, Ed. 1, Cet. 1; Jakarta: kencana, 2005 Sugiono, Metode Penelitian Bisnis, Bandung: Alfabeta, 2005 Tim Penyusun Kamus Pusat Pembinaan dan pengembangan Bahasa. Kamus Besar Bahas Indosnesia, Cet. 9, Jakarta Balai Pustaka 1997 Tim Penyusun, Pedoman Penyusunan Skripsi, Tulungagung: IAIN Tulungagung, 2014 wibowo, Manajemen kinerja, Ed,3-5, Jakarta, Rajawali Pers: 2011Wirawan, Evaluasi Kinerja Sumber Daya Manusia, Jakarta, Salemba empat

scholarly journals PENGARUH MOTIVASI KERJA DAN KEMAMPUAN KERJA TERHADAP KINERJA KARYAWAN STBA

2019 ◽  
Vol 8 (1) ◽  
pp. 95
Author(s):  
Susilo Wulandari
Keyword(s):  
Work Ability ◽  
Equal Opportunity ◽  
Work Motivation ◽  
Employee Performance ◽  
Sampling Technique ◽  
Simple Random Sampling ◽  
Problem Formulation ◽  
Research Problem ◽  
Working Ability ◽  
Positive Direction

<p>In this research, Problem formulation is any influence of work motivation and work ability simultaneously and partially to employee performance at STBA. The hypothesis proposed is the influence of work motivation and work ability simultaneously and partially on employee performance at STBA. Type of descriptive research with questionnaire as data source. The population in this study is all employees STBA, totaling 71 employees. The sample in this research is 42 employees, using Slovin formula with sampling technique used.  Probability sampling is sampling technique that gives equal opportunity for each population to be selected as a member of the sample and the method used is simple random sampling. Tool of analysis in this research is doubled linear regression. Based on simultaneous test (F test) obtained value of F count equal to 19,104 bigger than F table value (3,252) so that its decision reject Ho and accept Ha. This means that simultaneously the independent variables (work motivation and work ability) affect Employee Performance. Based on the partial test results (t test) calculate the work motivation variable of 3.735. By looking at the position of t arithmetic (3.735) is greater than t table (2.026) then t arithmetic is the rejection of Ho and acceptance of Ha so that his decision reject Ho and accept Ha. This means that partially Work Motivation variables affect employee performance. The value of t arithmetic working ability variable of 3.328. By looking at the position of t arithmetic (3.328) greater than t table (2.026) then t arithmetic is in the rejection region Ho and acceptance of Ha so that his decision reject Ho and accept Ha. This means that partially Work Ability variables affect Employee Performance. Associated with the results of hypothesis testing, then the results of this study showed the influence of work motivation and work ability either simultaneously or partially. The effect of the research results showed a positive direction, which means that better work motivation and the ability of good work will improve employee performance. Therefore it is expected that the management of STBA to review the efforts to improve motivation factors and employee work skills so as to achieve maximum employee performance.</p><p><strong>Key words : </strong>Work  Motivation, Working Ability, Employee Performance</p>

PENGARUH KOMITMEN TUGAS PIMPINAN PERUSAHAAN DAN BUDAYA ORGANISASI KARYAWAN TERHADAP EFEKTIVITAS KERJA KARYAWAN PADA CV TRIKARSA UTAMA

2020 ◽  
Vol 2 (1) ◽  
pp. 41-66
Author(s):  
Agung Prasetyo
Keyword(s):  
Organizational Culture ◽  
Random Sampling ◽  
Research Method ◽  
Work Motivation ◽  
Regression Coefficient ◽  
Sampling Technique ◽  
Positive Influence ◽  
Survey Method ◽  
Corporate Leadership ◽  
Work Effectiveness

ABSTRACT   This study aims to reveal the influence of the Commitment of Corporate Leadership (X1) and organizational culture (X2) to the effectiveness of employee work (Y). The research method used was a survey method. The sampling technique uses stratified random sampling. The research sample amounted to 48 respondents. The trial results of the research instruments show that the reliability of the Likert scale instrument of organizational culture is 0.917, work motivation is 0.792, and work effectiveness is 0.854. Analysis of the data used is regression analysis. The conclusion of the research results revealed: (1) There is an influence of the Commitment of the Leadership of the Company to the effectiveness of the work of employees. From the analysis results obtained a regression coefficient of 3,336 means that the influence of the Commitment of the Leadership of the Company amounted to 33.36%. (2) There is a positive influence of organizational culture on work effectiveness. From the analysis results obtained a correlation coefficient of 3742 means that there is a positive influence of organizational culture on work effectiveness by 37.42%. (3) There is a positive influence of the Commitment of the Company's Leadership Tasks and organizational culture together on work effectiveness. From the results of the analysis obtained a regression value of 14.58 means that there is a positive influence on the Commitment of the Leadership of the Company and organizational culture together on work effectiveness is 14.58%. Keywords: leadership commitment, organizational culture, work effectiveness, employees

scholarly journals Pengaruh Kemampuan dan Motivasi Kerja Terhadap Kinerja Karyawan di Hotel Isola Resort & Meeting Services

2018 ◽  
Vol 8 (1) ◽  
pp. 15
Author(s):  
Lu’luwatin Rosdiana Aprilia
Keyword(s):  
Work Ability ◽  
Hospitality Industry ◽  
Work Motivation ◽  
Employee Performance ◽  
Survey Method ◽  
Frontline Employees ◽  
Economic Community ◽  
The World ◽  
Asean Economic Community

ASEAN Economic Community (AEC) is a major issue in the world of tourism, especially for the hospitality industry. The quality of human resources becomes essential aspects in order to face the AEC, therefore employee performance is very important to note the suitability those performance low can be influenced by some issues ability and motivation work employees. The aim of this research is to find out how the work ability and motivation give or affect the performance of employees di Hotel Isola. The method used in this research is explanatory survey method. Samples were frontline employees as much as 40 respondents by stratified random sampling. Data were analyzed by by using path analysis with SPSS V.22.0 The results showed that there is influence between the variables of work ability and variable work motivation on employee performance.

scholarly journals The Role of Work Environment and Work Motivation in Increasing Employee Performance

2020 ◽  
Vol 4 (1) ◽  
pp. 70-75
Author(s):  
Suwarsito Suwarsito
Keyword(s):  
Data Collection ◽  
Work Environment ◽  
Work Motivation ◽  
Regression Coefficient ◽  
Employee Performance ◽  
T Test ◽  
Survey Method ◽  
Performance Variable

This study aims to explain the influence of environment of work variables and motivation of work on the performance of Wahana Visi Indonesia (WVI) employees. The methods of data collection in this study used a survey method through a questionnaire. The results of this study show that the work environment significantly influences the work motivation of WVI's employees. These results are shown from the significance value of the t test = 0.000 smaller than α = 0.05 with the regression coefficient = 3.69. The work environment significantly influences the performance of WVI's employees as shown by the significance value of the t test = 0.000 less than α = 0.05. Work environment and work motivation simultaneously have a significant effect on the performance of WVI's employees, as indicated by the significance value of the F = 0,000 test smaller than α = 0.05 and being able to affect to the performance variable of 0.585 or 58.5%. The remaining 41.5% is influenced by other variables not analyzed in this study.

scholarly journals THE EFFECT OF COMPETENCE AND COMPENSATION TO MOTIVATION OF EMPLOYEES AND ITS IMPACT ON EMPLOYEE PERFORMANCE IN THE PERSONNEL AND TRAINING BOARD OF KARAWANG REGENCY

2018 ◽  
Vol 3 (1) ◽  
pp. 52
Author(s):  
Yanti Dwi Indarti
Keyword(s):  
Compensation Effect ◽  
Work Motivation ◽  
Employee Performance ◽  
Descriptive Analysis ◽  
Sampling Technique ◽  
Test Reliability ◽  
Survey Method ◽  
Path Coefficient ◽  
Personnel Staffing ◽  
And Training

<p><span class="fontstyle0">The performance level of the Personnel and Training Board of Karawang<br />Regency in 2016 is less than 100%. This is thought to be influenced by various factors such as Competence, Compensation and Work Motivation. Because of interest in the problem, this study has a purpose to find out, analyze and explain about the influence of Competence and Compensation for Work Motivation and its Impact on Employee Performance at the Personnel Staffing and Training of Karawang regency. To analyze the problem, we had 58 respondents answer through the Nonprobability Sampling technique with the saturated sampling method. The data<br />collection technique used the survey method with a questionnaire tool. Data<br />analysis was done by validity test, reliability test, descriptive analysis and verified analysis with a multiple linear regression. Data processing used the SPSS Version 17.00 software application. The results of the research conducted at the Personnel and Training Board Karawang regency shows that 1) Employee competence has a very good criteria, Compensation has a good criterion, Motivation Work and Employee Performance has a very high criteria; 2) Competence with Compensation has a positive and<br />significant correlation at a low correlation level with a correlation coefficient of 0.329; 3) Competence has a positive and significant effect of 11% to Work.Motivation with a path coefficient of 0,255 and Compensation has a positive and significant effect of 33.8% to Work Motivation with a path coefficient of 0.541; 4) Competence and Compensation effect simultaneously positive and significant equal to 44,8% to Work Motivation; 5) Competence has a positive and significant effect of 14.7% to Employee Performance with a path coefficient of 0.298 and Compensation has a positive and significant effect of 41% to Employee Performance with a path coefficient of 0.593; 6) Competence and Compensation effect simultaneously positive and significant equal to 55,7% to Employee<br />Performance; 7) Work Motivation has a positive and significant effect of 66.4% on Employee Performance with a path coefficient of 0.815; 8) Competence Through Work Motivation has a positive and significant effect of 29.8% to Employee Performance and Compensation Through Work Motivation has a positive and significant effect of 59.3% to Employee Performance; 9) Competence and Compensation Through Work Motivation influence simultaneously positive and significant equal to 89,1% to Employee Performance. The influence of other variables are not examined outside the Competence and Compensation through the Job Motivation to Employee Performance of 10,9%, so there needs to be further research on other variables to obtain comprehensive information in order to improve the Performance of Employees in the Personnel Board and Training Board Karawang regency.</span></p><p><span class="fontstyle2">Keywords: </span><span class="fontstyle0">Competence, Compensation, Employee Performance, Work Motivation.</span></p>

THE INFLUENCE OF TRANSFORMATIONAL LEADERSHIP , ORGANIZATIONAL SUPPORT, AND JOB SATISFACTION ON MOTIVATION AND EMPLOYEE PERFORMANCE

2020 ◽  
Vol 7 (01) ◽  
Author(s):  
Achmat Maskurochman ◽  
Mulyanto Nugroho ◽  
Slamet Riyadi
Keyword(s):  
Job Satisfaction ◽  
Transformational Leadership ◽  
Data Collection ◽  
Organizational Support ◽  
Work Motivation ◽  
Employee Performance ◽  
Sampling Technique ◽  
Study Data ◽  
Survey Method ◽  
Descriptive Research

The purpose of this study was to analyze the effect of transformational leadership, organizational support, and job satisfaction on work motivation in improving employee performance. Descriptive research verification using the approach quantitative surveys and data collection by survey method with instrument of questionnaire with Likert scale of 1 to 5. The population of this research was the employees of in branch quarter of the Scout Movement in East Java obtained, while the sampling technique used is census method, so all population become a respondents in this study. Data analizing is performed using SEM AMOS 24 software. The results of this study where the transformational leadership, organizational support, and job satisfaction has a significant effect on work motivation, garthermoretransformational leadership, organizational support and job satisfaction has a significant effect on employee performance, lastly that work motivation has a significant effect on employee performance. 

scholarly journals THE INFLUENCE OF TRANSFORMATIONAL LEADERSHIP , ORGANIZATIONAL SUPPORT, AND JOB SATISFACTION ON MOTIVATION AND EMPLOYEE PERFORMANCE

2020 ◽  
Vol 7 (01) ◽  
Author(s):  
Achmat Maskurochman ◽  
Mulyanto Nugroho ◽  
Slamet Riyadi
Keyword(s):  
Job Satisfaction ◽  
Transformational Leadership ◽  
Data Collection ◽  
Organizational Support ◽  
Work Motivation ◽  
Employee Performance ◽  
Sampling Technique ◽  
Study Data ◽  
Survey Method ◽  
Descriptive Research

The purpose of this study was to analyze the effect of transformational leadership, organizational support, and job satisfaction on work motivation in improving employee performance. Descriptive research verification using the approach quantitative surveys and data collection by survey method with instrument of questionnaire with Likert scale of 1 to 5. The population of this research was the employees of in branch quarter of the Scout Movement in East Java obtained, while the sampling technique used is census method, so all population become a respondents in this study. Data analizing is performed using SEM AMOS 24 software. The results of this study where the transformational leadership, organizational support, and job satisfaction has a significant effect on work motivation, garthermoretransformational leadership, organizational support and job satisfaction has a significant effect on employee performance, lastly that work motivation has a significant effect on employee performance. 

scholarly journals THE EFFECT OF COMPETENCE AND COMPENSATION TO MOTIVATION OF EMPLOYEES AND ITS IMPACT ON EMPLOYEE PERFORMANCE IN THE PERSONNEL AND TRAINING BOARD OF KARAWANG REGENCY

2018 ◽  
Vol 3 (01) ◽  
pp. 52
Author(s):  
Yanti Dwi Indarti
Keyword(s):  
Compensation Effect ◽  
Work Motivation ◽  
Employee Performance ◽  
Descriptive Analysis ◽  
Sampling Technique ◽  
Test Reliability ◽  
Survey Method ◽  
Path Coefficient ◽  
Personnel Staffing ◽  
And Training

<p><span class="fontstyle0">The performance level of the Personnel and Training Board of Karawang<br />Regency in 2016 is less than 100%. This is thought to be influenced by various factors such as Competence, Compensation and Work Motivation. Because of interest in the problem, this study has a purpose to find out, analyze and explain about the influence of Competence and Compensation for Work Motivation and its Impact on Employee Performance at the Personnel Staffing and Training of Karawang regency. To analyze the problem, we had 58 respondents answer through the Nonprobability Sampling technique with the saturated sampling method. The data<br />collection technique used the survey method with a questionnaire tool. Data<br />analysis was done by validity test, reliability test, descriptive analysis and verified analysis with a multiple linear regression. Data processing used the SPSS Version 17.00 software application. The results of the research conducted at the Personnel and Training Board Karawang regency shows that 1) Employee competence has a very good criteria, Compensation has a good criterion, Motivation Work and Employee Performance has a very high criteria; 2) Competence with Compensation has a positive and<br />significant correlation at a low correlation level with a correlation coefficient of 0.329; 3) Competence has a positive and significant effect of 11% to Work.Motivation with a path coefficient of 0,255 and Compensation has a positive and significant effect of 33.8% to Work Motivation with a path coefficient of 0.541; 4) Competence and Compensation effect simultaneously positive and significant equal to 44,8% to Work Motivation; 5) Competence has a positive and significant effect of 14.7% to Employee Performance with a path coefficient of 0.298 and Compensation has a positive and significant effect of 41% to Employee Performance with a path coefficient of 0.593; 6) Competence and Compensation effect simultaneously positive and significant equal to 55,7% to Employee<br />Performance; 7) Work Motivation has a positive and significant effect of 66.4% on Employee Performance with a path coefficient of 0.815; 8) Competence Through Work Motivation has a positive and significant effect of 29.8% to Employee Performance and Compensation Through Work Motivation has a positive and significant effect of 59.3% to Employee Performance; 9) Competence and Compensation Through Work Motivation influence simultaneously positive and significant equal to 89,1% to Employee Performance. The influence of other variables are not examined outside the Competence and Compensation through the Job Motivation to Employee Performance of 10,9%, so there needs to be further research on other variables to obtain comprehensive information in order to improve the Performance of Employees in the Personnel Board and Training Board Karawang regency.</span></p><p><span class="fontstyle2">Keywords: </span><span class="fontstyle0">Competence, Compensation, Employee Performance, Work Motivation.</span></p>

PENGARUH BUDAYA, MOTIVASI KERJA DAN KOMPETENSI TERHADAP KINERJA KARYAWAN

2019 ◽  
Vol 5 (1) ◽  
pp. 11-21
Author(s):  
Riza Faizal ◽  
Maman Sulaeman ◽  
Ismayudin Yulizar
Keyword(s):  
Work Motivation ◽  
Employee Performance ◽  
Sampling Technique ◽  
Work Culture ◽  
Work Time ◽  
Work Quality ◽  
Service Excellence ◽  
Positive Effect ◽  
External Motivation ◽  
Culture Work

The aim of this research is to know and to analyze the influence of work culture, work motivation and competency on employee's performance. The Objects are employees of  BJB bank at Ciamis, Garut and Tasikmalaya). The method used is descriptive. The sample was taken by using total sampling technique with total of the samples 89 people. By path analysis, the research found that work motivation with indicators internal and external motivation; work culture with indicators of Service excellence, Professionalism, Integrity, Respect, Intelligence, Trust included in the high category. Work motivation with indicators of internal motivation and external motivation is included in the sufficient category. Competencies with indicators of Work Quality, Cooperation, Responsibility and Quantity of work are included in the sufficient category. Employee performance with indicators of Work Quality, Discipline Behavior, Use of work time and Attendance are included in the sufficient category. There is a partial positive effect and simultaneous work culture, work motivation and competence on employee performance so that the hypothesis is verified. This means that if the strategy which includes work culture, work motivation and competence is increased, the performance of bank employees to Tasikmalaya, Garut and Ciamis will be better.

PENGARUH MOTIVASI KERJA, KOMPETENSI, DAN KOMPENSASI TERHADAP KINERJA KARYAWAN RUMAH SAKIT UMUM DAERAH (RSUD) KABUPATEN KEPULAUAN MENTAWAI

2020 ◽  
Author(s):  
Syofrinal
Keyword(s):  
Linear Regression ◽  
Work Motivation ◽  
Regression Coefficient ◽  
Employee Performance ◽  
Primary Data ◽  
Coefficient Of Determination ◽  
Reliability Test ◽  
Mentawai Islands ◽  
Regression Test ◽  
Analytical Tools

The purpose of this study is to test the Influence of Work Motivation, Competence, and Compensation Against Performance Employees Regional General Hospital (RSUD) Mentawai Islands District. This study is a census. The data used are primary data by taking sample of 79 (seventy nine) respondents. This research uses analytical tools such as validity, reliability test, multiple linear regression test, t test, F test and coefficient of determination (R2). The results of this study illustrate that all variables have an effect on employee performance except the compensation variable. The results can be described by the equation Y = 12.752 + 0.248X1 + 0.396X2 + 0.051 X3, where X1 = Work Motivation, X2 = Competence, and X3 = Compensation. This means that the constant of 12.752 states that factors other than the variables X1, X2, and X3 that affect employee performance of 12,752. Work Motivation coefficient of 0.248 states that if the variable X1 added one unit will add the effect of employee performance of 0.248 with the assumption that the competence and compensation variables are constant. The regression coefficient X2 of 0.396 is that if the variable X2 increases one unit will increase the employee performance by 0.396 with the assumption that the variable of work motivation and compensation is constant. Furthermore, with X3 regression coefficient of 0.051. This means that with other factors considered constant, the effect of compensation is less than that of work motivation and competence.

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