EFFECT OF REMEDY AND MOTIVATION TO PERFORMANCE OF EMPLOYEES

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1 International Journal of Business, Accounting and Management ISSN : Volume 1, Issue 2 EFFECT OF REMED AND MOTIVATION TO PERFORMANCE OF EMPLOEES Pupung Purnamasari POLITEKNIK Agrobisnis Sang Hyang Sri pupung.purnamasari@pertiwi.ac.id Abstract: The objective of the research is to get the empirical and to study the influence compensation and motivation toward employee performance. The purpose of this study was to obtain information, if any influence Compensation and Motivation of Employee Performance. The survey method used in this study is to use the method Random Sampling of 52 employees and is then performed by means of computer analysis / SPSS program. The results showed that there is a positive influence on the performance of compensation expressed by regression equations = 14, ,757X1 and the coefficient of determination R 2 X1 = 0,553. Similarly for Motivation is also a positive effect on employee performance is expressed by the regression equation = 14, ,755 X2 and the coefficient of determination r 2 X2 and the coefficient of determination 0,453, While on Compensation and Motivation Working together there is a positive influence on employee performance with regression equations = 4, ,540X1 + 0,390X2 with a coefficient of determination r2x1x2 = 0,629 where the rest influenced by other variable. Based on the research analysis concluded that performance can be improved through improving compensation and work motivation. Keywords: Compensation Expressed, Motivation, Performance I. Introduction To encourage more employee performance increases, organizations should be able to meet the needs of employees, which in this case is the factor labor compensation. As it is expressed by Susilo Martoyo (2000: 117), that compensation is setting the overall provision of remuneration for "employers" and "employees" either in the form of money (financial) or indirect (non-financial). If his needs are met then the employee will work at optimum performance levels. As the reciprocal of the fulfillment of the needs of employees, they must be willing to devote all their energy, thoughts, talents and skills to the company with the hope of getting remuneration in commensurate with the sacrifice of employees. Polytechnic Agribusiness Sang Hyang Sri programs of employee compensation on granting Allowance, this shows that the management of the Polytechnic Agribusiness Sang Hyang Sri has a program to improve employee performance by providing compensation to employees, in addition to THR there is also compensation of employees with bonuses from the results of employee performance, the bonus as a stimulus to make employees work harder to improve their performance, making a positive impact on the willingness Polytechnic Agribusiness Sang Hyang Sri. Agribusiness Sang Hyang Sri Polytechnic is in a phase of re-vision and mission, culture and values of the work done in accordance with the change in technology with the development and education and the world of work. Focused on this, the author is interested in conducting further research on the influence of the compensation and work motivation on employee performance Polytechnic Agribusiness Sang Hyang Sri. II. Research Methodology 2.1 Methods Data analysis method used is descriptive and verification methods. Elucidation of these methods: a. Descriptive method is done to put forward the incoming data in a manner classified and tabulated, then given an explanation. Descriptive method used to determine the implementation of a leadership role. Preliminary survey methods, descriptive survey and methods explanatory. The method seeks to find the relationship, dependency or influence of one variable to another. Information collected directly from the respondents of a study site through questionnaires, with the aim to find out the opinion of respondents to the object being studied. b. The method of verification was conducted to measure a phenomenon research using statistical tools. The statistical methods used to analyze the relationship between variables studied were using path analysis (path analysis) to test the effect partial / individual and the whole of the independent variable (Independent) on the dependent variable (Dependent). 2.2 Research design The design study is an explanatory survey, in the form of analyzing the effect that occurs between a leadership role (X1) and variable organizational culture (X2) with employee performance (). 1

2 Survey research as expressed Kerlinger quoted Sugiyono (2002: 3) is the research conducted in populations large and small, but the data studied are data from a sample taken from the population, so the found events relative, distribution and relationships between variables, sociological. Figure 1. Diagram Box Design Research 2.3 Operationalization Variable The principal problem is investigated for Compensating and (X1), motive Work (X2) as free variable and employee performance () as the dependent variable. Based on the approach used in this study, the research variables can be identified as in Table Operational variables as follows: Table 1. Variable Operational Employee Performance Variable Dimension Indicator Scale Item Statement Compensation (X1) Direct financial compensation Indirect financial compensation Non-financial compensation 1. Salary/wage 2. Giving bonuses to employees 3. The salary adjustments based on the necessities of life 4. Determination of salaries/ wages based on attendance 5. Allowance feast 6. Health Insurance 7. Help the cost of education 8. Additional Wages 9. Praise from the boss 10. Status of the employment 11. Prize for the achievement 12. Evaluate the work 1. Jobs personally accountable 2. Desiring to achieve excellence 3. The objective of the fair and Ordinal 1-4 Ordinal 5.8 Ordinal

3 Work motivation (X2) Employee performance () Need for Achievement Need for Affiliation Need for Power Quantity of Work Quantity of work Job Knowledge attention to risk 4. Want feedback on their work 5. Creative and innovative Ordinal The desire for friendly 7. Looking for the approval of others 8. Looking for the approval of others 9. Effective work in groups 10. Want influence over others 11. Prestige 12. Actively implement policies 13. Helping people walou unsolicited 14. Mastering others 15. Make impress others 16. Maintain reputation and position 1. Implementation of a job well done 2. Implementation of the tasks on time 3. Satisfaction leadership 4. Satisfaction community 5. Knowledge tasks and work procedures Ordinal Ordinal 1-2 Ordinal 3-4 Ordinal 5 kreativiness 6. Provide ideas / suggestions Ordinal 6 Coopration 7. Working with colleagues Ordinal Cooperation with leaders Initiative 9. Know and understand the Ordianl 9 problem Dependability 10. Trust leadership Ordianal 10 Personal qualities 11. Relationship with leaders 12. Relationships with colleagues Ordinal Data source: Simamora (2001: 541), Mc Clellands (in T. Handoko: 2006) and Gomes (2003: 134) 2.4 Sources of Data and Method of Determining Data a. Source Data 1) Primary data is data collected and if their own organizations or individuals from the survey in the field. This data was obtained directly from observation, interviews, and the results of questionnaires. 2) Secondary data is data obtained in the form of ready-made, have been collected and processed by the organization is usually in the form of publications. Secondary data were obtained from documents, literature, and journals related to the matter to be investigated. b. How to Determine the Data / Information 1) Sources of data in this study primary data sources and secondary data. The primary data sourced from the original data directly from a polytechnic of the sample taken in agro-hyang sri, while secondary data such as documents related to the study. 2) The sampling technique used in this study is probability sampling, the sampling techniques that provide equal opportunities for every element (member) of the population to be selected as a sample. While the sampling method used simple random sampling, for taking the sample members of the population was randomly without regard to strata that exist in this population. c. Population The study population studied are the employees of the polytechnic agribusiness hyang sri 12 people. 3

4 d. Samples Based on the total sample population employees and an employee at the polytechnic agribusiness hyang sri many as 12 people, with the formulation of Isaac and Michael of 24 people with an error rate of 5%, then can the total sample of 152 people, the table of samples on the book by Sugiyono (2007: 99), with the following formula: by dk = 1, level error 5% P = Q = 0,5 d = 0,05 S = number of Samples N S S 1% 5% 10% N 1% 5% 10% Data Collection Techniques The data collection was done by field research (field research), through a structured questionnaire. a. Method of Testing Instrument 1) Validity, the level of ability of an instrument to express something that is becoming the fundamental objective measurements made with this instrument. The instrument is said to be valid if the instrument is capable of measuring what you want disclosed. R The amount of each item statement SPSS analytical results can be seen in the column corrected items Total correlation. Criterion validity test briefly what if the value of r count> 0.3. If the correlation r count is already bigger than r table, statements made valid categorized (Santoso, 2000). 2) Reliability is a measure of a research instrument to measure a variable can be repeated and is able to produce the information or data that is the same or very little varied. In other words, the instrument is able to show the accuracy, stability and consistency in generating the data measured variables (Arikunto, 2006: 171). Decomposition is done by using a questionnaire which consisted of awarding variable compensation (9 items), motivation (12 items) and employee performance (15 items). Based on the results of testing the reliability of the technique of split half appears that each instrument is a reliable measurement of the coefficient of internal Spearman Brown as recommended (Sugiyono) which declares that the minimum acceptable reliability coefficient is positive. Mechanical reliability testing using Cronbach alpha coefficient tables with numbers r product moment. 4

5 To see the level of reliability of data, SPSS gave the facility to measure reliabilities, if Cronbach Alpha (α)> 0.6, the reliability of the usual questions received (Setiaji, 2004). b. Measurement Scale The scale of measurement used in the questionnaire is Likert scale. According to Ridwan and Kuncoro (2009) Likert scale is a scale used to measure attitudes, opinions and perceptions of a person or a people person or group of people about events or social phenomena. By using a Likert scale, then the variable to be measured are translated into dimensional, then dimensions are translated into the sub-variables and sub-variables then translated again into indicators that can be measured. Measurable indicators that can be used as a point tolek to make instruments (questionnaires). Table 2. Likert Scale Granting compensation Motivation Employee performance Answer Quality Answer Quality Answer Quality Strongly agree 5 Strongly agree 5 Strongly agree 5 (SS) (SS) (SS) Agree (S) 4 Agree (S) 4 Agree (S) 4 Less Agree (KS) 3 Less Agree 3 Less Agree 3 (KS) (KS) Disagree (TS) 2 Disagree (TS) 2 Disagree (TS) 2 Strongly Disagree (STS) 1 Strongly Disagree (STS) 1 Strongly Disagree (STS) 1 Data source: Sugiono (2010:107) 2.6 Draft Analysis a. Descriptive Analysis In describing the state of the remuneration, motivation and performance of employees in the agro-hyang polytechnic sri used a range of scales. The steps are the following: 1) Looking at the frequency tabulation 2) The results of the questionnaire answers of respondents then inserted into the frequency tabulation table as in table 3.4 below. Table 3. Frequency Tabulation Bobot Responden Responden x bobot Presentase % Jumlah 3) Viewing on a scale Specify a range by using the following formula: = 121,6 Lowest scale = lowest score x number of samples = 1x 152 = 152 The highest scale = highest score x number of samples = 5 x 36 = 760 Table 4. Criteria in Range Scale Scale scores Range of scale Criteria 1 152,0 273,6 Very Not Good 5

6 2 273,7 395,2 Not good 3 395,3 516,8 poorly 4 516,9 638,4 Good 5 638,5 760,0 Very good Data source: Husen Umar 2003 b. Transformation of ordinal interval of data into the data Data were collected through questionnaires variable in this study is ordinal data, whereas path analysis to analyze the necessary data with the least interval scale. Therefore, the data is called into interval data by the method of successive interval (MSI). Changing the ordinal data into interval scale sequence (Method of Successive Interval). The stages are: 1) To determine the frequency of each response 2) Determining the proportion of each respondent to divide the frequency by the number of samples. 3) Sum proportion sequentially to each respondent in order to obtain the cumulative proportion. 4) Determining Z for each cumulative proportion that is considered to spread following the standard normal distribution. Z value obtained from The distribution Table Normal Normative. 5) Counting Scale value (SV) for each respondent. 6) Change the scale value (SV), the smallest becomes equal to one (1) and transform each scale with the smallest scale changes in order to obtain tranformedscale value (TSV). Transform the scale value using the formula = SV + / SV min / c. Verification Analysis 1) Product Moment Correlation Analysis In this study using product moment correlation analysis (correlation product moment) is one approach to determine the closeness of one variable with another variable, with the formula: Where: r = correlation coefficient x = Independent Variables n = Number of Samples y = the dependent variable Sumber : Sugiyono (2010 :212) With the provision when rs = +1 or close to 1, the correlation between the two variables is said to be positive and very strong at all are unidirectional. When rs = -1, the correlation between the two variables is negative so that the increase in the values of y otherwise. According Sugiyono on administrative research methods book: the correlation coefficient is a value to measure the strength of the influence between x and y. The value of r between - 1 to 1, if the value of r <0.5 weak influence of x and y (+) or (-). 0.5 <0.75 influence of x and y moderate or strong enough (+) or (-) 0.75 <0.90 strong influence of x and y (+) or (-) r = 1 the influence of x and y is perfect (+) or (-) r = 0x and y have no effect or pengaruhnyasangat weak. Testing a significant correlation can be calculated by t test, with calculation formula as follows: Further use t distribution with df = (n - 2). Testing criteria is by Ho if t calculated is greater than t table if t is smaller than t table then ho h1 accepted and rejected. Test criteria is price correlation coefficient obtained before 6

7 implementing the decision, it should be tested first. This test is intended to see whether among the variables in the sample are statistically meaningful correlations or not. d. Path Analysis Technique (Path Analysis) Path analysis (path analysis) was used to analyze the patterns of relationships between variables in order to determine the effect of directly or indirectly, a set of independent variables (exogenous) to the dependent variable (endogenous). Model analysis path in question is a pattern of causality. 1) Formulate a hypothesis 2) Formulate structural equation = pyx1 X + pyx2x2 + pyε1 3) Calculation based on the path coefficient regression coefficient. 4) Describing the full path diagram, determine the sub-structure and formulate appropriate structural similarities with the proposed hipotesia. 5) Calculate the regression coefficients for structures that have been formulated using multiple regression equation. 6) Calculate path coefficients simultaneously (throughout), through the overall test statistical hypothesis formulated as follows: H0 : pyx1 = pyx2 = 0 Ha : pyx1 = pyx2 0 e. Coefficient of Determination ( ) Determination coefficient analysis was used to determine the magnitude of the variation between the to X. The coefficient of determination is between 0 (zero) and 1 (one) means the variable -independent variable provide almost all the information needed to predict the independent variables. The draft analysis for this study can be seen in Figure 3.2. Pyx1 X1 ε R x1 x2 P y x2 X2 Figure 2. Path Analysis = pyx1x1 + pyx2 +pyε1 Where: X1 : Compensating X2 : Work motivation : Employee performance rx1x2 : Correlation x1 and x2 Pyx1 : Koefisien jalur yang menggambarkan besarnya pengaruh langsung x1 terhadap y pyx2 : The path coefficients that describe the magnitude of the direct effect of x2 to y Pyε1 : Other variables not measured, but affects Based on the picture further 3.2 authors divide into 3 sub structure as follows: 1) Sub structure 1 X 1 Pyx1 Figure 3. Effect of X1 to 2) Sub structure 2 X2 Pyx2 7

8 Figure 4. Effects Against X2 3) Sub structure 3 X1 PX1+ PX2 ε X2 2.7 Hypothesis Hypothesis 1 H0 H1 Hypothesis 2 H0 H1 Hypothesis 3 H0 H1 Figure 5. Five (5) Effects of X1 and X2 to : The provision of compensation to the significant influence on employee performance : pyx1 = 0 (no influence) : pyx 1 h0 (no influence) : significant effect of work motivation on employee performance : pyx2 0 (no influence) : pyx2 h0 (no influence) : there is a significant effect of the compensation and motivation to work simultaneously on employee performance : pyx1 = pyx2 = 0 (no influence) : pyx2 pyx1 = h0 (no influence) III. Conclusion The results showed that there is a positive influence on the performance of compensation expressed by regression equations = 14, ,757X1 and the coefficient of determination R 2 X1 = 0,553. Similarly for Motivation is also a positive effect on employee performance is expressed by the regression equation = 14, ,755 X2 and the coefficient of determination r 2 X2 and the coefficient of determination 0,453, While on Compensation and Motivation Working together there is a positive influence on employee performance with regression equations = 4, ,540X1 + 0,390X2 with a coefficient of determination r2x1x2 = 0,629 where the rest influenced by other variable. Reference Handoko, T. Hani Personnel Management and Human Resources. ogyakarta.bpfe ogyakarta harun Al Rasyid, 1999, Statistika Sosial, Analisis Jalur (Path Analysis) Hand Out, Bandung. Susilo Maryono Human Resource Management. ogyakarta.bpfe Universitas Gajah Mada. Sadarmayanti Human Resources and Work Productivity. Bandung: Mandar Maju. Siagian, Sondang P Tips Improve Work Productivity. Akarta: Rineka Cipta. Edy Sutrisno, Organizational culture. Jakarta: Kencana Prenada media Group. Heryanto Influence of Organizational Communication on Employee Performance Swarna Dwipa Hotel Palembang. Palembang. Taliziduhu Ndraha Organizational Culture Theory. Akarta : Rineka Cipta. J. Winardi Organizational Behavior Management. Jakarta:Kencana prenada Media Group. Suharto & Cahyo Influence of Organizational Culture, Leadership and motivation on the performance of human resources at the secretariat of the Central Java Provincial Councils. Jurnal JBRI, 1-12 Riani. Asri Lakmini Organizational culture. ogyakarta Graha Ilmu. Efendi Effect of Organizational factors and individual factors of the impact on the Job Stress Job satisfaction. Thesis. Bandung. Univ. Padjajaran. 8