KONTRIBUSI KOMPENSASI DAN JOB DESKRIPSI  TERHADAP KINERJA KARYAWAN

One effort that is deemed necessary is to always provide compensation and provide a clear job description so that it will improve employee performance which in turn can increase competitive advantage. The purpose of this study is to analyze and explain the contribution of giving compensation and determining the job description of employee performance. The location of the research was conducted at the Kusuma Agrowisata Hotel, where the selection was based on a study that in the field of tourism industry, the provision of compensation and the preparation of clear job descriptions greatly determine employee performance in particular and company performance in general. Statistical test results between compensation and employee performance obtained a significant value of 0,000. The significant value is still below 0.05, so the variable giving compensation affects the performance of employees. The positive regression coefficient value indicates that if compensation increases, the performance of Kusuma Agrowisata Hotel employees also increases. The level of compensation has a contribution to the value of the decline in employee performance by 0.488 with a proven strong / significant influence between providing compensation to employee performance, so of course this compensation must receive attention from both employees and the company. Job descriptions are a good means of combining talent and can provide innovative solutions to an established approach. Keyword: Compensation, Job Description, Employee Performance

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PENGARUH KOMPETENSI DAN KOMPENSASI TERHADAP KINERJA KARYAWAN

Jurnal Ilmiah Bina Manajemen ◽

10.33557/jibm.v3i1.829 ◽

2020 ◽

Vol 3 (1) ◽

pp. 58-67

Author(s):

Yadi Maryadi ◽

Yulia Misrania

Keyword(s):

Regression Coefficient ◽

Employee Performance ◽

Regression Equation ◽

Least Square ◽

Ordinary Least Square ◽

Independent Variables ◽

Hotel Employees ◽

Independent Variable ◽

The City

This study aims to determine the effect of Competence and Compensation on Employee Performance (Case Study on Hotel Employees in the city of Pagar Alam). By using primary data and secondary data, this research uses the Ordinary Least Square method. The results of this study are the findings of the influence of Compensation and Compensation on Employee Performance (Case Study on Hotel Employees in the City of Pagar Alam) can be explained as follows. Based on the Regression analysis in the table above, the constant value α = 38,868 and coefficient b1 =. 083 and b2 = .396, so that the multiple linear regression equation is: Y = 38.868+ 0.083X1 + 0.396X2. The regression equation that has been obtained can be used to predict the value of the independent variable and the dependent variable, as follows: A constant value of 38,868 means that if all independent variables are zero, then the performance of hotel clerks in the city of Pagar Alam is valued at 38,868. Competence (X1) has a regression coefficient of .083 meaning that each increase in Competency by 1 unit then the performance of hotel employees increases by .083 assuming the other factors remain. Compensation (X2) has a regression coefficient of .396 meaning that each increase in compensation is 1 unit, the performance of hotel employees increases by .396. From the determination coefficient table above, it can be seen that the R Square figure is 0.931. This means that the influence between the independent variables with the dependent variable is 93.1% while the remaining 6.9% is influenced by other factors outside the regression model analyzed. From these figures it can be concluded that the influence of the independent variable with the dependent variable is very strong. Penelitian ini bertujuan untuk mengetahui pengaruh Kompetensi dan Kompensasi terhadap Kinerja Karyawan (Studi Kasus pada Karyawan hotel di Kota Pagar Alam). Dengan menggunakan data primer dan data skunder penelitian ini menggunakan metode Regresi Linear Sederhana (Ordinary Least Square). Adapun hasil Penelitian ini adalah Hasil temuan mengenai pengaruh Komptensi dan Kompensasi terhadap Kinerja Karyawan (Studi Kasus pada Karyawan hotel di Kota Pagar Alam) dapat dijelaskan sebagai berikut. Berdasarkan analisis Regresi pada tabel diatas didapatkan nilai konstanta α = 38.868 dan koefisien b1 = . 083 dan b2 = .396, sehingga persamaan regresi linier berganda adalah : Y = 38.868+ 0.083X1 + 0.396X2. Persamaan regresi yang telah diperoleh dapat dipergunakan untuk memprediksi nilai variabel independen dan variabel dependen yaitu sebagai berikut : Nilai konstanta sebesar 38.868 artinya bahwa jika semua variabel independen benilai nol, maka kinerja kayawan hotel di kota Pagar Alam bernilai sebesar 38.868. Kompetensi (X1) mempunyai koefisien regresi sebesar .083 artinya setiap kenaikan Kompetensi sebesar 1 satuan maka kinerja karyawan hotel naik sebesar .083 dengan asumsi faktor-faktor yang lain tetap. Kompensasi (X2) mempunyai koefisien regresi sebesar .396 artinya setiap kenaikan kompensasi sebesar 1 satuan maka kinerja karyawan hotel naik sebesar .396. Dari tabel koefisien determinasi di atas, dapat dilihat bahwa angka R Square sebesar 0.931. Hal ini berarti pengaruh antar variabel independen dengan variabel dependen sebesar 93,1% sedangkan sisanya sebesar 6,9% dipengaruhi oleh faktor-faktor lain di luar model regresi yang dianalisis. Dari angka tersebut dapat diambil kesimpulan bahwa pengaruh antara variabel independen dengan variabel dependen sangat kuat.

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PENGARUH GAYA KEPEMIMPINAN, SKILL DAN ATTITUDE TERHADAP KINERJA KARYAWAN (Studi pada karyawan Hotel Indah Palace di Tipes Surakarta)

JURNAL ILMIAH EDUNOMIKA ◽

10.29040/jie.v4i01.826 ◽

2020 ◽

Vol 4 (01) ◽

Author(s):

Putri Ayu Adika ◽

Ida Aryati ◽

Istiqomah Istiqomah

Keyword(s):

Leadership Style ◽

Employee Performance ◽

Sampling Technique ◽

Coefficient Of Determination ◽

Test Results ◽

Performance Study ◽

Study Program ◽

Hotel Employees ◽

Analysis Technique ◽

Dominant Influence

The Influence of Leadership Style, Skill, and Attitude on Employee Performance (Study of Indah Palace Hotel Employees in Tipes Surakarta). Thesis Management Study Program (S1). Surakarta Islamic Muslim University 2020. The purpose of this study wes to determine the effect of Leadership Style, Skill, and Attitude on Employee Performance (Study of Indah Palace Hotel Employees in Tipes Surakarta). This research uses quantitateve research. The population is all 40 employees of the Indah Palace Hotel Surakarta. The number of samples used was 40 respondents. The sampling technique uses non probability sampling method with saturated sampling approach. The data analysis technique used for this study is using multiple linear regression. The results of the study show that the F test influences the Leadership Style, Skill, and Attitude simultaneously and significantly influences the performance of employees at the Indah Place Hotel in Tipes Surakarta. T test results showed that the Leadership Style had a positive and significant effect on employee performance at the Indah Palace Hotel Surakarta, Skills had a positive and significant effect on employee performance at the Indah Palace Hotel Surakarta, and Attitude had a positive and significant effect on employee performance at the Indah Palace Hotel Surakarta. The coefficient of determination shows the variables of Leadership Style, Skill, and Attitude have an influence of 72,9% on the variable Employee Performance in the Indah Palace Hotel Surakarta, the rest of 27,1%. The most dominant influence on the performance of employees of the Indah Palace Hotel Surakarta is that the Leadership Style variable has the biggest t count, which is 4,287.

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Pengaruh Kreativitas dan Inovasi terhadap Kinerja Karyawan pada PT. Tohpati Grafika Utama Denpasar

Widya Amrita ◽

10.32795/widyaamrita.v1i1.1142 ◽

2021 ◽

Vol 1 (1) ◽

pp. 1-13

Author(s):

I Komang Indrajita ◽

A.A Ngr. Gede Sadiartha ◽

I Gede Aryana Mahayasa

Keyword(s):

Data Analysis ◽

Linear Regression ◽

Human Resources ◽

Regression Coefficient ◽

Employee Performance ◽

Coefficient Of Determination ◽

Company Performance ◽

Linear Regression Coefficient ◽

Analysis Techniques ◽

Creativity And Innovation

Employee performance is needed by the company to improve company performance. Therefore, to make it happen, it requires skilled and reliable human resources in their fields. This study aims to determine the effect of creativity and innovation partially and simultaneously on the performance of employees of PT. Tohpati Grafika Utama Denpasar. This research was conducted at PT. Tohpati Grafika Utama Denpasar. The sample used is the employees of PT. Tohpati Grafika Utama as many as 40 respondents. The data analysis techniques used in this study were validity, reliability, classical assumptions, multiple linear regression, coefficient of determination, t-test, and F-test. The results of the analysis show that creativity and innovation have a positive and significant effect partially and simultaneously on the performance of the employees of PT. Tohpati Grafika Utama Denpasar.

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Analisis Faktor-Faktor yang Mempengaruhi Kinerja Karyawan

JUPIIS JURNAL PENDIDIKAN ILMU-ILMU SOSIAL ◽

10.24114/jupiis.v10i2.11137 ◽

2018 ◽

Vol 10 (2) ◽

pp. 167

Author(s):

Abdul Latief ◽

Koko Pribadi ◽

Mummah Rizqi Zati

Keyword(s):

Occupational Health ◽

Occupational Safety ◽

Regression Coefficient ◽

Employee Performance ◽

Health And Safety ◽

T Test ◽

Coefficient Of Determination ◽

Test Results ◽

Safety And Health ◽

Positive Effect

This study aims to determine the effect of occupational safety and health on employee performance. The sample in this study amounted to 86 respondents. The data used are primary data analyzed using multiple linear regression equations, hypothesis testing (t test and F test) and the coefficient of determination (R2). The results of the study obtained Y = 2,247 + 0,443X1 + 0,445X2. Constants of 2,247 were performance before being influenced by occupational safety and health variables. The regression coefficient is 0.443X1, indicating that work safety has a positive effect on performance. The regression coefficient is 0.445X2, indicating that occupational health has a positive effect on performance. The result of the safety t test is tcount> ttable (2.086> 1.988), it can be stated that statistically the safety variable has a significant effect on performance. The results of the health t test tcount> t table (2.106> 1.988), it can be stated that statistically the health variables have a significant effect on performance. F test results, Fcount> Ftable (62,043> 3,11), it can be stated statistically the variables of occupational health and safety have a significant effect on performance. The test results of the coefficient of determination (R2) of 0.599 or 59.9% of the variables of occupational health and safety affect employee performance and the remaining 40.1% is influenced by other variables not examined.

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PENGARUH KEBIJAKAN AREA TERHADAP KINERJA KARYAWAN PADA BANK BTPN MITRA USAHA RAKYAT AREA BOGOR

Jurnal Ilmiah Binaniaga ◽

10.33062/jib.v9i2b.345 ◽

2019 ◽

Vol 9 (2B) ◽

pp. 31

Author(s):

Jeffry .

Keyword(s):

Employee Performance ◽

Test Validity ◽

Variable Coefficients ◽

Company Performance ◽

Test Results ◽

Simple Linear Regression ◽

The Real ◽

Key Word ◽

Regression Test ◽

And Performance

Employee performance is crucial in any company to achieve what was to become the main purpose of the company. Performance within an organization should be done by all human resources in the organization either as a leader or as a worker. The performance of an employee would be good in having a high expertise, working in accordance with salaries and had good expectations in the future.The author does observation by using a questionnaire, which first performed testing of 20 respondents in Micro BTPN area, staff of 20 samples of respondents, conducted the test validity and reabilitas, there are four questions that are invalid on the policy factor, whereas in the performance factor, there is one question that is not valid. Invalid question, omitted from the questionnaire will be distributed back to all employees. Total overall received questionnaires and data processing is conducted as many as 118 respondents.The test results with the use of SPPS, the data from the 118 respondents, data is distributed normally, it can be seen from the results of testing against policy on a real level of 5% (0.486) and performance (0.094), test value is larger than the real extent, so that data is distributed normally. The correlation between test results policy (X) on performance (Y), showing the significance of the value 0.000 is smaller on the real extent of 1%, which means that there is a positive and significant relationship between policy and performance of employees. The better the policies that are applied, then the better the performance generated by the employees. The resulting Simple Linear Regression test the equation Y = 49.151 + 0.444 X factor, meaning that policy has a positive relationship with respect to employee performance, shown with variable coefficients marked a positive policy. Key Word : Wisdom, Performance

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THE INFLUENCE OF ORGANIZATIONAL CULTURE AND REWARDS SYSTEM ON THE PERFORMANCE EMPLOYEES OF HOTEL IN BATAM CITY WITH ORGANIZATIONAL COMMITMENT AS INTERVENING VARIABLES

Jurnal Apresiasi Ekonomi ◽

10.31846/jae.v6i3.95 ◽

2018 ◽

Vol 6 (3) ◽

pp. 305-313

Author(s):

Wasiman Wasiman

Keyword(s):

Organizational Culture ◽

Data Analysis ◽

Organizational Commitment ◽

Employee Performance ◽

Reward System ◽

Performance Validity ◽

Test Results ◽

Hotel Employees ◽

Field Data Collection ◽

Intervening Variables

The purpose of this study was to determine the Influence of Organizational Culture and Rewards System, on the Performance of Hotel Employees in Batam City with Organizational Commitment as Intervening Variables. Respondents used in this study were employees of four-star hotels in Batam City with a total of 205 respondents. The method used in this research is observation, field, data collection by distributing questionnaires to employees of four-star hotels in Batam city. Data analysis uses multiple linear data analysis using SEM Amos program. Validi test results for organizational culture variables with seven indicators are valid. Results Test the validity of the reward system with six indicators declared valid. The results of the validity of organizational commitment test with three indicators are declared valid. The results of the employee performance validity test with five indicators are declared valid, declared valid because the results of the data processing are above 0.60. The results of the study conclude that (1). Organizational culture influences employee performance, the better the organizational culture turns out to be able to have a large impact on improving employee performance. (2). Organizational culture influences organizational commitment, the better the organizational culture, the stronger the organizational commitment of employees. (3) The reward system influences organizational commitment, the better the Rewards System, the stronger the organizational commitment of employees. (4). Rewards system influences employee performance. The better the reward system increases employee performance (5) Organizational commitment affects employee performance, the better organizational commitment, the better employee performance Keywords: Organizational Culture, Rewards System, and Organizational Commitment Employee performance

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Determinants of Interrater Reliability of Job Analysis: A Meta-analysis

European Journal of Psychological Assessment ◽

10.1027//1015-5759.18.1.52 ◽

2002 ◽

Vol 18 (1) ◽

pp. 52-62 ◽

Cited By ~ 40

Author(s):

Olga F. Voskuijl ◽

Tjarda van Sliedregt

Keyword(s):

Data Collection ◽

Interrater Reliability ◽

Meta Analysis ◽

Job Analysis ◽

Job Descriptions ◽

Job Description ◽

Research And Practice ◽

Descriptive Information ◽

Interrater Reliability Coefficients ◽

Reliability Coefficients

Summary: This paper presents a meta-analysis of published job analysis interrater reliability data in order to predict the expected levels of interrater reliability within specific combinations of moderators, such as rater source, experience of the rater, and type of job descriptive information. The overall mean interrater reliability of 91 reliability coefficients reported in the literature was .59. The results of experienced professionals (job analysts) showed the highest reliability coefficients (.76). The method of data collection (job contact versus job description) only affected the results of experienced job analysts. For this group higher interrater reliability coefficients were obtained for analyses based on job contact (.87) than for those based on job descriptions (.71). For other rater categories (e.g., students, organization members) neither the method of data collection nor training had a significant effect on the interrater reliability. Analyses based on scales with defined levels resulted in significantly higher interrater reliability coefficients than analyses based on scales with undefined levels. Behavior and job worth dimensions were rated more reliable (.62 and .60, respectively) than attributes and tasks (.49 and .29, respectively). Furthermore, the results indicated that if nonprofessional raters are used (e.g., incumbents or students), at least two to four raters are required to obtain a reliability coefficient of .80. These findings have implications for research and practice.

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PENGARUH GAYA KEPEMIMPINAN, MOTIVASI KERJA DAN KOMPETENSI TERHADAP KINERJA PEGAWAI PADA DINAS PEMBERDAYAAN MASYARAKAT DAN DESA PROVINSI SUMATERA BARAT

10.31219/osf.io/sqm5k ◽

2020 ◽

Author(s):

Mafral

Keyword(s):

Regression Analysis ◽

Leadership Style ◽

Work Motivation ◽

Employee Performance ◽

High Reliability ◽

Test Results ◽

Eligibility Criteria ◽

Validity Test ◽

Negative Effect ◽

Independent Variable

The independent independent variables in this study as many as 89 respondents are determined by using saturated samples. To know the influence of independent variable to dependent variable partially, used t test. While to know the effect of independent variable to dependent variable simultaneously, used F test. The assumption used in the validity test is if R-count> R-table item is declared valid. The R-arithmetic shown in the table above, from each item indicates that R-arithmetic> R- table so the item is declared valid. Based on the validity test of the instrument of Leadership Style, Work Motivation, and Competence on Employee Performance, all items are declared valid and reliability test results indicate that the instrument has high reliability. This means that the eligibility criteria of the Instrument of Leadership Style, Work Motivation, Competency and Employee Performance have met the criteria of good instrument requirements, that is valid and reliable. The result of regression analysis of Leadership Style obtained by tcount = 20,91 while ttable value = 1,988 tcount> ttable proved variable of Leadership Style influence to Employee Performance. Work Motivation regression analysis obtained tcount = 17.62 while the value ttable = 1.988 tcount> ttabel proven Motivational Work variables influence on Employee Performance. Regression analysis Competence obtained value tcount = - 06.85 while ttable =1.988 so thitung> ttable and proven variable Competence have a negative effect on Employee Performance.

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

10.31219/osf.io/rsgm5 ◽

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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ANALISIS PENGARUH MOTIVASI DAN KEDISIPLINAN TERHADAP PRESTASI KERJA PEGAWAI MELALUI PERILAKU KERJA PADA DKIPS PROVINSI SULAWESI BARAT

Indonesian Journal of Business and Management ◽

10.35965/jbm.v2i1.165 ◽

2020 ◽

Vol 2 (1) ◽

pp. 5-8

Author(s):

Arnas A.M Patonangi ◽

Cahyono Cahyono ◽

Muhlis Ruslan

Keyword(s):

Statistical Analysis ◽

Work Performance ◽

Work Motivation ◽

Employee Performance ◽

Partial Least Square ◽

Least Square ◽

Work Behavior ◽

Test Results ◽

Analysis Technique ◽

Descriptive Statistical Analysis

Penelitian ini bertujuan untuk mengetahui apakah motivasi, kedisiplinan berpengaruh terhadap perilaku kerja, apakah motivasi dan kedisiplinan berpengaruh terhadap prestasi kerja, apakah perilaku kerja berpengaruh terhadap prestasi kerja, apakah motivasi berpengaruh terhadap prestasi kerja pegawai melalui perilaku kerja, serta apakah kedisiplinan berpengaruh terhadap prestasi kerja pegawai melalui perilaku kerja pada DKIPS Provinsi Sulawesi Barat. Teknik pengumpulan data melalui observasi, interview dan dokumentasi serta kuesioner. Sedangkan teknik analisis data yang digunakan adalah analisis statistic deskriptif, statistik infe-rensial, PLS (Partial Least Square), pengujian hipotesis. Hasil penelitian menemukan bahwa motivasi kerja berpengaruh positif dan signifikan terhadap perilaku kerja, Kedisiplinan berpengaruh positif dan signifikan terhadap perilaku kerja, Motivasi kerja berpengaruh positif dan signifikan terhadap prestasi kerja, Kedisiplinan berpengaruh positif dan signifikan terhadap prestasi kerja pegawai, Perilaku kerja berpengaruh positif dan signifikan terhadap prestasi kerja pegawai, hasil uji mediasi menunjukkan bahwa perilaku kerja dapat memediasi motivasi kerja terhadap prestasi kerja pegawai pada DKIPS Provinsi Sulawesi Barat, serta hasil uji mediasi menunjukkan bahwa perilaku kerja dapat memediasi disiplin kerja terhadap prestasi kerja pegawai pada DKIPS Provinsi Sulawesi Barat. This study aims to determine whether motivation, discipline affect work behavior, do motivation and discipline affect work performance, does work behavior affect work performance, does motivation affect employee performance through work behavior, and does discipline affect work performance through work behavior in West Sulawesi Province DKIPS. Data collection techniques through observation, interviews and documentation and questionnaires. While the data analysis technique used is descriptive statistical analysis, inferential statistics, PLS (Partial Least Square), hypothesis testing. The results found that work motivation has a positive and significant effect on work behavior, the discipline has a positive and significant effect on work behavior, work motivation has a positive and significant effect on work performance, the discipline has a positive and significant effect on employee work performance, work behavior has a positive and significant effect on employee work performance, mediation test results indicate that work behavior can mediate work motivation on employee work performance in DKIPS Province of West Sulawesi, and mediation test results indicate that work behavior can mediate work discipline towards employee work performance at DKIPS Province of West Sulawesi.

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