Pengaruh Kompensasi Finansial Dan Motivasi Terhadap Kinerja Karyawan Melalui Kepuasan Kerja Sebagai Variabel Mediasi

Gusti Ayu Diah Puspita Dewi; Ni Nyoman Adityarini Abiyoga VS

doi:10.32795/vol4wamrtno1th24

Gusti Ayu Diah Puspita Dewi Program Studi Manajemen Fakultas Ekonomi Bisnis dan Pariwisata Universitas Hindu Indonesia
Ni Nyoman Adityarini Abiyoga VS Program Studi Manajemen Fakultas Ekonomi Bisnis dan Pariwisata Universitas Hindu Indonesia

DOI: https://doi.org/10.32795/vol4wamrtno1th24

Keywords: Financial Compensation, Motivation, Job satisfaction, Employee Performance

Abstract

This study aims to determine the effect of financial compensation and motivation on job satisfaction, to determine the effect of financial compensation, motivation and job satisfaction on employee performance and to determine the indirect effect of financial compensation and motivation on employee performance through job satisfaction. The sample in the study was 101 respondents. The data analysis technique used is the Validity Test, Reliability Test, Validity Test and Sobel Test. From the results of the study, it can be seen that: (1) financial compensation has a positive and significant effect on job satisfaction, where the t value is 3.695 and the significance is 0.000. (2) motivation has a positive and significant effect on job satisfaction, where the t value is 4.139 and the significance is 0.000. (3) financial compensation has a positive and significant effect on employee performance, where the t value is 3.841 and the significance is 0.000. (3) motivation has a positive and significant effect on employee performance, where the t value is 2.980 and the significance is 0.004. (5) job satisfaction has a positive and significant effect on employee performance, where the t value is 3.588 and the significance is 0.001. (6) financial compensation has an indirect effect on employee performance through job satisfaction, where the Z-count is 2.482. (7) motivation has an indirect effect on employee performance through job satisfaction, where the Z-count is 2.616.

References

Bangun, W. (2012). Manajemen Sumber Daya Manusia. Erlangga.

Gunasti, M. W. A. dan H. (2012). Pengaruh Kompensasi, Motivasi Dan Komitmen Organisasional Terhadap Kinerja Karyawan Bagian Akuntansi (Studi Kasus Pada Perusahaan Manufaktur Di Surabaya). Jurnal The Indonesian Accounting Review.

Hasibuan, M. S. . (2013). Manajemen Sumber Daya Manusia. PT. Bumi Aksara. Herzberg, F. (2008). Dasar Dasar Manajemen. Bumi Aksara.

Kresmawan, G. A. P., Kawiana, I. G. P., & Mahayasa, I. G. A. (2021). Kompensasi Dan Lingkungan Kerja: Pengaruhnya Terhadap Kinerja Karyawan. Warmadewa Management and Business Journal (WMBJ), 3(2), 75-84.

Kunartinah. (2012). Analisis Pengaruh Kompensasi dan Pengembangan Karier terhadap Kepuasan Kerja dengan Mediasi Motivasi Kerja. Jurnal Bisnis Dan Ekonomi, 19 N0. 2.

Mangkunegara, A. P. (2012). Manajemen Sumber Daya Manusia. PT. Remaja Rosdakarya.

Parta, I. W. G. I., & Mahayasa, I. G. A. (2021). Pengaruh Keterampilan Kerja, Team Work, dan Motivasi terhadap Kinerja Karyawan Bagian Produksi pada Art Shop Cahaya Silver di Celuk, Gianyar. Widya Amrita: Jurnal Manajemen, Kewirausahaan Dan Parwisata, 1(1), 65-76.

P. siagian, S. (2004). Teori Motivasi dan Aplikasinya. Rineka Cipta. Riduwan dan Kuncoro, E. . (2012). Analisis Jalur (Path Analisis). Alfabeta.

Rivai, V. dan E. J. S. (2004). Manajemen Sumber Daya Manusia Untuk Perusahaan Dari Teori Ke Praktik. Muria Kencana.

Rivai V. (2016). Manajemen Sumber Daya Manusia Untuk Perusahaan (Ke-6). PT Grafindo Persada.

Robert, K. (2014). Perilaku Organisaso. Muria Kencana.

Simamora, H. (2004). Manajemen Sumber Daya Manusia. Stie YkpnSimamora.

Sugiyono. (2011). Metode Penelitian Kuantitatif Kualitatif dan R&D (cetakan ke 14). Alfabeta. Suparyadi, H. (2015). Manajemen Sumber Daya Manusia Menciptakan Keunggulan Bersaing

Berbasis Kompetensi SDM. C.V Andi Offset.

Yani, H. . (2012). Manajemen Sumber Daya Manusia. Mitrawacana Medi.