impact of compensation on employee motivation
only 12.54% of employees of PT. Furthermore, according to As'ad (2004) the factors that affect job satisfaction are: (1) Psychological factors, is a factor associated with the psychiatric employees that include interest, work comfortability, attitudes toward work, talents and skills; (2) Social factors are factors related to social interaction both among employees, with employers, or employees of different types of work; (3) Physical factors are factors related to the physical condition of the work environment and the physical condition of the employee, including the type of work, the working time and the rest period, work equipment, the condition of the room, temperature, lighting, air exchange, employee health conditions, etc. So there are 6 pairs of hypotheses to be tested. High motivation if effort produces something that exceeds expectations, on the contrary motivation is low if the effort produces less than expected (Widodo, 2014). Calculation of the number of samples in this study will use the Slovin formula. Bank XYZ (Persero) Tbk is positive and significant. (�{�_���I�㏓�5~��0t�T�3�n乜�h�8��A�;6v1��R��=�?Q������M`����Y#��|�[� Hꧦ����6ӣ9#��eƕ"�=�����z��e����c��uXL7}��Lw�5@�s��&83��������u|������i^ԷX���� �Z�2ח��?���9��������5�@�Ϯ!�\����HA�P#{uq�d|�__! Bank XYZ (Persero) Tbk in the working area of Regional Office I located in DKI Jakarta, West Java and Banten, includes 24 Branch Offices consisting of 7 Main KC, 4 KC Class I, 8 KC Class II and 5 Class III KC. ERG motivation theory by Clayton Alderfer. Maintenance factors or hygienic is factors that cause dissatisfaction in the work and are extrinsic. Indrus Gramedia Group. Jakarta, Ghalia Indonesia. Validity and reliability test results for the compensation variable show all statements used in this compensation indicator have validity value greater than 0.300 and declared valid. This is in accordance with the explanation Marihot Tua Hariadja suggests that “Job satisfaction is the extent to which individuals feel positively or negatively various factors or dimensions of the tasks in their work”. The value of the loading factor (standard error) of 0.56 and the path coefficient γ1 (gamma) of 10.13 (>1.96), indicates the effect of compensation on employee motivation PT. Bank XYZ (Persero) Tbk. 3. & Donnely (2006). Provision of compensation can be either financial compensation or non-financial compensation other than in the form of money. 4. Bank XYZ (Persero) Tbk. Mathis, R.L. Performance has diverse insights from various experts, but still has common ground. The motivation of work has a positive and significant impact on employee performance at PT Bank XYZ (Persero) Tbk. Vivin Andhika Translation, Yogyakarta. 3. 3. The results of hypothesis testing as complete as follows: Table 2 shows that, motivation variable significantly influence employee performance, with value T-Value 7.53 bigger than t-table. (4) Effectiveness; (a) Use of resources, (b) Maximize results. According to the theory of justice (equity theory) developed by Adam, it is said that “There are four main components in this theory, namely input, outcome, comparison person and equity-inequity”. Ghalia Indonesia. Based on the above results, it is concluded that the variable compensation, work motivation, job satisfaction and employee performance have met the requirements of validity and reliability. This research can provide valuable information, but larger numbers of samples from different employees and or organizations can provide different empirical facts. Ivancevich, J.M., Robert, K. & Mitchael, T.M. The results of this study in line with the results of research conducted Dewi Adnyani and research by Sudarno et al. Bank XYZ (Persero) Tbk period 2013 s.d 2014 showed less than optimal performance. This means that a fair and acceptable compensation amount, both financial and non-financial compensation will increase employee motivation, but employee work motivation will decrease if the compensation received by employees is not sufficient to meet the needs of employees. Allied Business Academies publishing a total of 14 different journals in various fields of business. Robbins, S.P. Based on the above coefficient values that meet the fit requirements of a model, it can be concluded that in general, the model obtained has a good level of compatibility. Personnel and human resource management. This theory is an improvement of Maslow's hierarchy of needs (Wukir, 2013) according to this theory humans have 3 (three) levels of need, namely: E (Existence: existence), refers to the need for the existence of basic materials, such as shelter, healthy physical and psychological safety. The role of human resources in a company is very important. This means that if the motivation of work increases it will increase employee job satisfaction. endobj Yogyakarta, Multi Presindo.
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