PENGARUH KOMPENSASI TERHADAP KINERJA KARYAWAN YANG DIMEDIASI OLEH KEPUASAN KERJA DAN MOTIVASI KARYAWAN DI PERUSAHAAN MANUFAKTUR
Abstract
Penelitian ini dilakukan dengan tujuan untuk menguji pengaruh Kompensai terhadap Kinerja Karyawan yang dimediasi oleh Kepuasan kerja dan Motivasi Karyawan. Jenis penelitian yang digunakan adalah uji hipotesis dengan menggunakan data primer yang bersumber dari pengamatan, laporan dan pengisian kuesioner. Sampel penelitian adalah karyawan yang bekerja di perusahaan manufaktur dengan menggunakan metode purposive sampling sehingga di peroleh 173 responden yang menjadi sampel. Analisis data yang digunakan untuk uji hipotesis menggunakan metode analisis Structural Equation Modelling-Partial Least Square (SEM-PLS) dengan menggunakan software Smart-PLS. Hasil penelitian ini menunjukkan bahwa Kompensasi berpengaruh positif terhadap Motivasi Karyawan, Kepuasan kerjadan Kinerja karyawan. Motivasi karyawandan Kepuasan kerjaterbukti memediasi pengaruh positif dari Kompensasi terhadap Kinerja karyawan. Motivasi karyawanterbukti berpengaruh positif terhadap Kepuasan kerjadan Kinerja karyawan. Kepuasan kerjatidak terbukti berpengaruh positif terhadap Kinerja karyawan dan Kepuasan kerjajuga tidak terbukti menjadi mediasi pengaruh positif dari Motivasi karyawan terhadap Kinerja Karyawan. Implikasi bagi perusahaan adalah untuk meningkatkan Kinerja Karyawan secara optimal diperlukan Motivasi karyawan yang tinggi dan Kompensasi yang diberikan perusahaan kepada karyawan merupakan faktor yang penting dalam meningkatkan Kinerja Karyawan.
References
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Anthony PJ, & W. J. (2015). Motivation and careerdevelopment training programs: use of regulatory focus to determine program effectiveness. Higher Learning Research Communications, 5(2), 24.
Arrozak, J. R. (2021). The Effect of Work Environment, OHS, and Kepuasan kerjaon Kinerja karyawan. International Journal of Innovation in Enterprise System, 5(01), 78–89. https://doi.org/10.25124/ijies.v5i01.113
Ashraf, M. A. (2020). Demographic factors, compensation, Kepuasan kerjaand organizational commitment in private university: an analysis using SEM. Journal of Global Responsibility, 11(4), 407–436. https://doi.org/10.1108/JGR-01-2020-0010
Bashir, B. and Gani, A. (2019). Testing the effects of Kepuasan kerjaon organizational commitment. Journal of Management Development.
Biswas, B. (2013). Compensation and Benefit Design: Applying Finance and Accounting Principles to Global Human Resource Management Systems. FT Press, Upper Saddle River.
Bratton, J., & Gold, J. (2017). Human resource management: theory and practice: Palgrave.
Brislin, R. (1970). Back translation for cross-cultural research. Journal of Cross-Cultural Psychology, 1(3), 185–216.
Carvalho, A., Youssef, J. and Dunais, N. (2017). Increasing Private Sector Employment of Nationals in the GCC Labour Policy Options to the Rescue. Tri International Consulting Group, 1–15.
Che Ahmat, N. H., Arendt, S. W., & Russell, D. W. (2019). Examining work factors after Malaysia’s minimum wage implementation. International Journal of Contemporary Hospitality Management, 31(12), 4462–4481. https://doi.org/10.1108/IJCHM-10-2018-0827
Deci, E.L. and Ryan, R. M. (2000). The ‘what’ and ‘why’ of goal pursuits: human needs and the selfdetermination of behavior. Psychological Inquiry, 11(4), 227–268.
DeNisi, A.S. and Griffin, R. W. (2021). Human resource management. Dianti, Hubeis M, A. M. (2017). The Effect of Motivation of Work and Work Climate to Work Satisfaction and Implications to Performance
Performance of Education Bogor Agricultural University. Jurnal Aplikasi Bisnis Dan Manajemen, 3(3), 361–372.
Dillman, D.A., Smyth, J.D. and Christian, L. M. (2014). Internet, Mail, and Mixed-Mode Surveys: The Tailored Design Method, John Wiley and Sons, Hoboken.
Fisher, C.D., Schoenfeldt, L.F. and Shaw, J. B. (1999). Human Resources Management.
Ghozali, I. (2006). Structural equation modeling: Metode alternatif dengan partial least square. Semarang: BP Universitas Diponegoro.
Gruneberg, M. (1979). Understanding Kepuasan Kerja. Wiley, Hoboken, NJ.
Güngör, P. (2011). The relationship between the reward management system and Kinerja karyawan with the mediating role of motivation: A quantitative study on global banks. Procedia-Social and Behavioral Sciences, 24, 1510–1520.
Hair, J., Black, W., Babin, B. and Anderson, R. (2010). Multivariate Data Analysis. Prentice-Hall, NJ.
Hambali, M., & Idris, I. (2020). Transformational leadership, organizational culture, quality assurance, and organizational performance: Case study in Islamic higher education institutions (IHEIS). Journal of Applied Management, 18(3), 572–587.
Haryono, S., Supardi, S., & Udin, U. (2020). The effect of training and job promotion on work motivation and its implications on job performance: Evidence from Indonesia. Management Science Letters, 10(9), 2107–2112.
Heneman, H. and Schwab, D. (1985). Pay satisfaction: its multidimensional nature and measurement. International Journal of Psychology, 20(1), 129–141.
Hofstede, G. (1980). Culture’s Consequences: International Differences in Work-Related Values. Sage, Beverly Hills, CA.
Idris et al., (2020). The Mediating Role Of Kepuasan kerjaOn Compensation, Work Environment, And Kinerja karyawan: Evidence From Indonesia. Entrepreneurship and Sustainability Issues, 8(2).
Ismatilla Mardanov. (2020). Intrinsic and extrinsic motivation, organizational context, employee contentment, Kepuasan Kerja, performance and intention to stay. A Global Forum for Empirical Scholarship, 9(3), 223–240.
Januari Wau and Purwanto. (2021). The Effect of Career Development, Work Motivation, and Kepuasan kerjaon Kinerja karyawan. Jurnal Aplikasi Manajemen Dan Bisnis, 7(2).
Judge, T.A., Bono, J.E., Erez, A. and Locke, E. A. (2005). Core self- evaluations and job and life satisfaction: the role of self-concordance and goal attainment. Journal of Applied Psychology, 90(2), 257–268.
Khan, W., & Mufti, O. (2012). Effect of compensation on motivating employees in public and private banks of Peshawar (BOK and UBL). Journal of Basic and Applied Scientific Research, 2(5), 4616–4623.
Leftheriotis, I. and Giannakos, M. N. (2014). Using social media for work: losing your time or improving your work? Computers in Human Behavior, 31, 134–142.
Lobel Trong Thuy Tran et all. (2020). When supportive workplaces positively help work performance. Baltic Journal of Management, 16(2), 208–227.
Lussier, R. N., & Hendon, J. R. (2017). Human resource management: Functions, applications, and skill development. Sage Publications.
Martin, M.J. and Kaufman, E. K. (2013). Do Kepuasan kerjaand commitment to the organization matter when it comes to retaining employees? Journal of Extension, 51(4), 1–8.
Mardanov, I. (2020). Intrinsic and extrinsic motivation, organizational context, employee contentment, Kepuasan Kerja, performance and intention to stay. Evidence-Based HRM, 9(3), 223–240. https://doi.org/10.1108/EBHRM-02-2020-0018
Mohammad Ali. (2020). Demographic factors, compensation, Kepuasan kerjaand organizational commitment in private university: an analysis using SEM. Journal of Global Responsibility, 11(4), 407– 436.
Mohammed Laid Ouakouak and Michel Georges Zaitouni. (2020). Ethical leadership, emotional leadership, and quitting intentions in public organizations Does Motivasi karyawanplay a role? Leadership & Organization Development Journal, 41(2), 257–279.
Mohd Nasurdin, A., Tan, C. L., & Naseer Khan, S. (2020). Can high performance work practices and satisfaction predict job performance? An examination of the Malaysian private health-care sector. International Journal of Quality and Service Sciences, 12(4), 521–540. https://doi.org/10.1108/IJQSS-06-2019-0090
Negash, R., Zewude, S., & Megersa, R. (2014). The effect of compensation on employees motivation: In Jimma University academic staff. Basic Research Journal of Business Management and Accounts, 3(2), 17– 27.
Njoroge, S. W., & Kwasira, J. (2015). Influence of compensation and reward on the performance of employees at Nakuru County Government. Journal of Business and Management, 17(11), 87–93.
Ouakouak, M. L., Zaitouni, M. G., & Arya, B. (2020). Ethical leadership, emotional leadership, and quitting intentions in public organizations: Does Motivasi karyawanplay a role? Leadership and Organization Development Journal, 41(2), 257–279. https://doi.org/10.1108/LODJ-
05-2019-0206
Pink, D. H. (2011). Drive: The Surprising Truth about what Motivates Us, Penguin, Riverhead Hardcover.
Rizal, M., Idrus, M. S., & Djumahir, M. R. (2014). Effect of compensation on motivation, organizational commitment and Kinerja karyawan (studies at local revenue management in Kendari city). International Journal of Business and Management Invention, 3(2), 64–79.
Roodt, G. (2004). Turnover intentions”, Unpublished Manuscript. University of Johannesburg, Johannesburg.
Shin-Rong, S.H. and Cheng, W. (2012). Outside director experience, compensation, and performance. Managerial Finance, 38(10), 914– 938.
Soetjipto, B. E., & Supriyanto, A. S. (2020). http://jssidoi.org/esc/home. 8(2), 735–751.
Steers, R.M., Mowday, R.T. and Shapiro, D. L. (2004). The future of work motivation theory. Academy of Management Review, 28(3), 379–387.
Susanto, Y., Haryono, S., & Management, in. (2439). The effect of leadership and compensation on employee performance: evaluating the role of work motivation. Talent Development & Excellence, 12(2s), 2439– 2449. http://www.iratde.com
Tran, L. T. T., Thi Vinh Hien, H., & Baker, J. (2021). When supportive workplaces positively help work performance. Baltic Journal of Management, 16(2), 208–227. https://doi.org/10.1108/BJM-06-2020-0220
Uen, J.F. and Chien, S. H. (2004). Compensation structure, perceived equity, and individual performance of R&D professionals: the moderating effects of achievement orientation. Journal American Academy of Business, 4(1), 401–405.
Upadhyaya, C. (2014). Application of the Maslow’s hierarchy of need theory: Impacts and implications on organizational culture, human resource and employees’ performance. International Journal of Education and Management, 4(4), 353–356.
Vansteenkiste, M., Neyrinck, B., Niemiec, C.P., Soenens, B., De Witte, H. and Van den Broeck, A. (2007). On the relations among work value orientations, psychological need satisfaction and job outcomes: a self- determination theory approach. Journal of Occupational and Organizational Psychology, 80(2), 251–277.
Wright, B.E. and Kim, S. (2004). Participation’s influence on Kepuasan Kerja: the importance of job characteristics. Review of Public Personnel Administration, 24(1), 18–40.
Yohanes Susanto. (2020). The Effect of Leadership and Compensation on Kinerja karyawan: Evaluating the Role of Work Motivation). International Research Association for Talent Development and Excellence.
Zhang, Y., Cai, D., Jia, F., & Li, G. (2018). The Bounded Incentive Effect of Informal Institution: An Empirical Study of Executive Compensation Incentive Based on the Regional Trust Enviroment. Nankai Business Review International.
Zulkarnaen, W., & Herlina, R. 2018. Pengaruh Kompensasi Langsung dan Kompensasi Tidak Langsung terhadap Kinerja Karyawan Bagian Staff Operasional PT Pranata Jaya Abadi Banjaran. Jurnal Manajemen, Ekonomi dan Akuntansi, 2(2), 90-114. DOI: https://doi.org/10.31955/jimea.vol2.iss2.pp90-114.
Aizzat Mohd Nasurdin. (2020). Can high performance work practices and satisfaction predict job performance? International Journal of Quality and Service Sciences, 12(4), 521–540.
Anthony PJ, & W. J. (2015). Motivation and careerdevelopment training programs: use of regulatory focus to determine program effectiveness. Higher Learning Research Communications, 5(2), 24.
Arrozak, J. R. (2021). The Effect of Work Environment, OHS, and Kepuasan kerjaon Kinerja karyawan. International Journal of Innovation in Enterprise System, 5(01), 78–89. https://doi.org/10.25124/ijies.v5i01.113
Ashraf, M. A. (2020). Demographic factors, compensation, Kepuasan kerjaand organizational commitment in private university: an analysis using SEM. Journal of Global Responsibility, 11(4), 407–436. https://doi.org/10.1108/JGR-01-2020-0010
Bashir, B. and Gani, A. (2019). Testing the effects of Kepuasan kerjaon organizational commitment. Journal of Management Development.
Biswas, B. (2013). Compensation and Benefit Design: Applying Finance and Accounting Principles to Global Human Resource Management Systems. FT Press, Upper Saddle River.
Bratton, J., & Gold, J. (2017). Human resource management: theory and practice: Palgrave.
Brislin, R. (1970). Back translation for cross-cultural research. Journal of Cross-Cultural Psychology, 1(3), 185–216.
Carvalho, A., Youssef, J. and Dunais, N. (2017). Increasing Private Sector Employment of Nationals in the GCC Labour Policy Options to the Rescue. Tri International Consulting Group, 1–15.
Che Ahmat, N. H., Arendt, S. W., & Russell, D. W. (2019). Examining work factors after Malaysia’s minimum wage implementation. International Journal of Contemporary Hospitality Management, 31(12), 4462–4481. https://doi.org/10.1108/IJCHM-10-2018-0827
Deci, E.L. and Ryan, R. M. (2000). The ‘what’ and ‘why’ of goal pursuits: human needs and the selfdetermination of behavior. Psychological Inquiry, 11(4), 227–268.
DeNisi, A.S. and Griffin, R. W. (2021). Human resource management. Dianti, Hubeis M, A. M. (2017). The Effect of Motivation of Work and Work Climate to Work Satisfaction and Implications to Performance
Performance of Education Bogor Agricultural University. Jurnal Aplikasi Bisnis Dan Manajemen, 3(3), 361–372.
Dillman, D.A., Smyth, J.D. and Christian, L. M. (2014). Internet, Mail, and Mixed-Mode Surveys: The Tailored Design Method, John Wiley and Sons, Hoboken.
Fisher, C.D., Schoenfeldt, L.F. and Shaw, J. B. (1999). Human Resources Management.
Ghozali, I. (2006). Structural equation modeling: Metode alternatif dengan partial least square. Semarang: BP Universitas Diponegoro.
Gruneberg, M. (1979). Understanding Kepuasan Kerja. Wiley, Hoboken, NJ.
Güngör, P. (2011). The relationship between the reward management system and Kinerja karyawan with the mediating role of motivation: A quantitative study on global banks. Procedia-Social and Behavioral Sciences, 24, 1510–1520.
Hair, J., Black, W., Babin, B. and Anderson, R. (2010). Multivariate Data Analysis. Prentice-Hall, NJ.
Hambali, M., & Idris, I. (2020). Transformational leadership, organizational culture, quality assurance, and organizational performance: Case study in Islamic higher education institutions (IHEIS). Journal of Applied Management, 18(3), 572–587.
Haryono, S., Supardi, S., & Udin, U. (2020). The effect of training and job promotion on work motivation and its implications on job performance: Evidence from Indonesia. Management Science Letters, 10(9), 2107–2112.
Heneman, H. and Schwab, D. (1985). Pay satisfaction: its multidimensional nature and measurement. International Journal of Psychology, 20(1), 129–141.
Hofstede, G. (1980). Culture’s Consequences: International Differences in Work-Related Values. Sage, Beverly Hills, CA.
Idris et al., (2020). The Mediating Role Of Kepuasan kerjaOn Compensation, Work Environment, And Kinerja karyawan: Evidence From Indonesia. Entrepreneurship and Sustainability Issues, 8(2).
Ismatilla Mardanov. (2020). Intrinsic and extrinsic motivation, organizational context, employee contentment, Kepuasan Kerja, performance and intention to stay. A Global Forum for Empirical Scholarship, 9(3), 223–240.
Januari Wau and Purwanto. (2021). The Effect of Career Development, Work Motivation, and Kepuasan kerjaon Kinerja karyawan. Jurnal Aplikasi Manajemen Dan Bisnis, 7(2).
Judge, T.A., Bono, J.E., Erez, A. and Locke, E. A. (2005). Core self- evaluations and job and life satisfaction: the role of self-concordance and goal attainment. Journal of Applied Psychology, 90(2), 257–268.
Khan, W., & Mufti, O. (2012). Effect of compensation on motivating employees in public and private banks of Peshawar (BOK and UBL). Journal of Basic and Applied Scientific Research, 2(5), 4616–4623.
Leftheriotis, I. and Giannakos, M. N. (2014). Using social media for work: losing your time or improving your work? Computers in Human Behavior, 31, 134–142.
Lobel Trong Thuy Tran et all. (2020). When supportive workplaces positively help work performance. Baltic Journal of Management, 16(2), 208–227.
Lussier, R. N., & Hendon, J. R. (2017). Human resource management: Functions, applications, and skill development. Sage Publications.
Martin, M.J. and Kaufman, E. K. (2013). Do Kepuasan kerjaand commitment to the organization matter when it comes to retaining employees? Journal of Extension, 51(4), 1–8.
Mardanov, I. (2020). Intrinsic and extrinsic motivation, organizational context, employee contentment, Kepuasan Kerja, performance and intention to stay. Evidence-Based HRM, 9(3), 223–240. https://doi.org/10.1108/EBHRM-02-2020-0018
Mohammad Ali. (2020). Demographic factors, compensation, Kepuasan kerjaand organizational commitment in private university: an analysis using SEM. Journal of Global Responsibility, 11(4), 407– 436.
Mohammed Laid Ouakouak and Michel Georges Zaitouni. (2020). Ethical leadership, emotional leadership, and quitting intentions in public organizations Does Motivasi karyawanplay a role? Leadership & Organization Development Journal, 41(2), 257–279.
Mohd Nasurdin, A., Tan, C. L., & Naseer Khan, S. (2020). Can high performance work practices and satisfaction predict job performance? An examination of the Malaysian private health-care sector. International Journal of Quality and Service Sciences, 12(4), 521–540. https://doi.org/10.1108/IJQSS-06-2019-0090
Negash, R., Zewude, S., & Megersa, R. (2014). The effect of compensation on employees motivation: In Jimma University academic staff. Basic Research Journal of Business Management and Accounts, 3(2), 17– 27.
Njoroge, S. W., & Kwasira, J. (2015). Influence of compensation and reward on the performance of employees at Nakuru County Government. Journal of Business and Management, 17(11), 87–93.
Ouakouak, M. L., Zaitouni, M. G., & Arya, B. (2020). Ethical leadership, emotional leadership, and quitting intentions in public organizations: Does Motivasi karyawanplay a role? Leadership and Organization Development Journal, 41(2), 257–279. https://doi.org/10.1108/LODJ-
05-2019-0206
Pink, D. H. (2011). Drive: The Surprising Truth about what Motivates Us, Penguin, Riverhead Hardcover.
Rizal, M., Idrus, M. S., & Djumahir, M. R. (2014). Effect of compensation on motivation, organizational commitment and Kinerja karyawan (studies at local revenue management in Kendari city). International Journal of Business and Management Invention, 3(2), 64–79.
Roodt, G. (2004). Turnover intentions”, Unpublished Manuscript. University of Johannesburg, Johannesburg.
Shin-Rong, S.H. and Cheng, W. (2012). Outside director experience, compensation, and performance. Managerial Finance, 38(10), 914– 938.
Soetjipto, B. E., & Supriyanto, A. S. (2020). http://jssidoi.org/esc/home. 8(2), 735–751.
Steers, R.M., Mowday, R.T. and Shapiro, D. L. (2004). The future of work motivation theory. Academy of Management Review, 28(3), 379–387.
Susanto, Y., Haryono, S., & Management, in. (2439). The effect of leadership and compensation on employee performance: evaluating the role of work motivation. Talent Development & Excellence, 12(2s), 2439– 2449. http://www.iratde.com
Tran, L. T. T., Thi Vinh Hien, H., & Baker, J. (2021). When supportive workplaces positively help work performance. Baltic Journal of Management, 16(2), 208–227. https://doi.org/10.1108/BJM-06-2020-0220
Uen, J.F. and Chien, S. H. (2004). Compensation structure, perceived equity, and individual performance of R&D professionals: the moderating effects of achievement orientation. Journal American Academy of Business, 4(1), 401–405.
Upadhyaya, C. (2014). Application of the Maslow’s hierarchy of need theory: Impacts and implications on organizational culture, human resource and employees’ performance. International Journal of Education and Management, 4(4), 353–356.
Vansteenkiste, M., Neyrinck, B., Niemiec, C.P., Soenens, B., De Witte, H. and Van den Broeck, A. (2007). On the relations among work value orientations, psychological need satisfaction and job outcomes: a self- determination theory approach. Journal of Occupational and Organizational Psychology, 80(2), 251–277.
Wright, B.E. and Kim, S. (2004). Participation’s influence on Kepuasan Kerja: the importance of job characteristics. Review of Public Personnel Administration, 24(1), 18–40.
Yohanes Susanto. (2020). The Effect of Leadership and Compensation on Kinerja karyawan: Evaluating the Role of Work Motivation). International Research Association for Talent Development and Excellence.
Zhang, Y., Cai, D., Jia, F., & Li, G. (2018). The Bounded Incentive Effect of Informal Institution: An Empirical Study of Executive Compensation Incentive Based on the Regional Trust Enviroment. Nankai Business Review International.
Zulkarnaen, W., & Herlina, R. 2018. Pengaruh Kompensasi Langsung dan Kompensasi Tidak Langsung terhadap Kinerja Karyawan Bagian Staff Operasional PT Pranata Jaya Abadi Banjaran. Jurnal Manajemen, Ekonomi dan Akuntansi, 2(2), 90-114. DOI: https://doi.org/10.31955/jimea.vol2.iss2.pp90-114.
Published
2022-08-17
How to Cite
Fauzan, A. (2022). PENGARUH KOMPENSASI TERHADAP KINERJA KARYAWAN YANG DIMEDIASI OLEH KEPUASAN KERJA DAN MOTIVASI KARYAWAN DI PERUSAHAAN MANUFAKTUR. Jurnal Ilmiah Manajemen, Ekonomi, & Akuntansi (MEA), 6(2), 1860-1880. https://doi.org/10.31955/mea.v6i2.2292
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