Mathematically the model of� multiple linear
regression functions can be stated as follows:
Y = 0,062 + 0,282.X1 + 0,382.X2
+ 0,471.X3
The interpretation of the
equation is as follows:
1.
A constant value of 0.062� indicates that if
the Compensation factor (X1)of Organizational Commitment (X2),and
Work Environment (X3)does not change in the form of improvement or
decrease, then the Employee Performance level is at the level of 6.2%.
2.
If there is an increase
in compensation factor (X1),� it will
be followed by an increase in percentage of Employee Performance level of
28.2%.
3.
If there is an increase
in organizational commitment factor (X2),� it
will be followed by an increase in percentage of Employee Performance level of
38.2%.
If there is an increase
in the Work Environment factor (X3),� it
will be followed by an increase in the percentage of Employee Performance by
47.1%.
2.
Hypothesis Testing
a
Simultaneous Hypotheses
Simultaneous
influence testing is a test of influence together for all independent variables
against dependent variables, where in the study used test F. The resultingcalculated F value is 69,368 with a
significant value of 0.000. This indicates that the Compensation factor (X1)of Organizational Commitment (X2),and
Work Environment (X3)� jointly
�affects �Employee Performance �(Y).
It is is
reviewed with acalculated F value greater than thetable
F value (69.368 > 2.901), and a
significantly lower value than the alpha standard (0.05).
b
Partial Hypothesis
Hypothetical
testing of research is conducted using t. For more details on the level of
influence given by each factor freely to the bound factors are as follows:
1.
The compensation factor
(X1),has
acalculated t value of 2,210 and a
significant level of 0.034. This indicates that� compensation has a significant impact
on employee performance. This is based on acalculated
t value greater thanthetable t value
(2,210 > 2,037) and a significant value smaller than a significant level
(0.034 < 0.05).
2.
The Organizational
commitment factor (X2) has acalculated� t value of 2,748 and
a significant level of 0.010. This indicates that organizational� commitment factors have a significant
impact on employee performance. This is based on a calculated t value� greater thanthetable t value (2,748 > 2,037) and a
significant value smaller than the significant level (0.010 < 0.05).
3.
The Working Environment
Factor (X3) has acalculated� t value of 4,499 and
a significant level of 0.000. It shows that the� work environment has a significant
impact on� employee performance. It is
based on a calculated t value�
greater thanthetable t value
(4,499 > 2,037) and a significant value smaller than a significant level
(0.000 < 0.05).
3.
Coefficient of
Determination Test
The coefficient of
determination of data processing results based on SPSS output can be seen in
the table as follows:
Tabel 2
Description of Statistics
a.
An R value of 0.931 or
93.1% is a correlation coefficient that indicates the level of relationship
between the Compensation factor (X1)organizational
commitment (X2),and the Work Environment (X3)� with Employee Performance� (Y).
b.
The value of R Square with a value of 0.867 is R squared, which
indicates that the independent factors taken in this study have a relationship
rate with dependent factors of 86.7% so that the remaining 13.3% are other
factors not stated in the research, such as
leadership, work motivation, and career development.
c.
The Adjusted RSquare value of this regression
model is 0.854 which indicates that variations or ups and downs of dependent
variables (employee performance) are influenced by independent variables (compensation,organizationalcommitment,
and work environment) �of 85.4%.
4.
Implications of Research
Results
a.
Effect of Compensation on
Employee Performance
Theory stated by (Hasibuan & Hasibuan, 2016), which suggests that compensation is all income in the
form of money, direct or indirect goods received by employees as an immbalan for services provided to the company. The establishment
of an effective compensation system is an important part of human resource
management as it helps attract and retain talented jobs. In addition, the
company's compensation system has an impact on strategic performance.
The results of
this study support researchers (Heliawan & Fitria, 2018), (Khoeruman, Syekh, & Susilawati, 2018), (Suryanulloh & Arifin,
2017), �(Njoroge, Kwasira, Wambui
Njoroge, & Kwasira, 2015) where compensation has a
significant impact on employee performance. In empirical studies it is stated
that compensation provided by the company is a fundamental factor of improving
employee performance, so that each company will strive to provide financial and
non-financial compensation in accordance with the company's capabilities.
Improving employee performance requires the formulation of budget planning for
compensation to employees, so that the company can avoid problems related to
compensation.
b.
The Impact of
Organizational Commitment on Employee Performance
Theories put
forward (Robbins & Judge, 2013), (McShane & Von Glinow, 2010) in (Kaswan, 2012), which suggests that an organizational commitment
consisting of affective commitments demonstrates the strong emotional desire of
employees to adapt to existing values so that their goals and desires to remain
in the organization can be realized, continuation commitments that are
commitments based on one's concerns about losing something gained in the
organization, such as salaries, facilities, and others , and normative
commitments that demonstrate the moral responsibility of employees to remain in
the organization.
The results of
this study support researchers (Heliawan & Fitria, 2018), (Khoeruman et al., 2018), (Suryanulloh & Arifin,
2017), (Murty, 2012), Hudori (2018), (Inanlou & Ahn, 2017), (Rafiei, Amini, & Foroozandeh, 2014), and (Rubel & Kee, 2014) where they suggest that the organizational commitment of employees is an
aspect that directly impacts the performance of employees. Employees who have a
strong personal attachment as part of the organization, the desire to advance
the organization and accept the values prevailing in the work environment will
strive to work well in accordance with the company's goals.
c.
The Impact of the Work
Environment on Employee Performance
theory (Yahyo et al., 2013). that suggests that the work environment as an important
aspect and needs to be considered by the company. The work environment can
foster the spirit of employee work, where employees carry out tasks both
physical and non-physical. The relationship between employees and superiors and
colleagues, opportunities for employees to be able to develop themselves, as
well as security in work will be a very important aspect so that employees have
the desire to be able to work to the maximum.
The results of the
study support researchers (Heliawan & Fitria, 2018), (Suryanulloh & Arifin, 2017), Hudori (2018), dan Nigatu
(2016) presenting empirical studies that the company's work environment directly
impacts the comfort, convenience, security, and security of employees in
carrying out their duties and responsibilities. A good organizational environment
will be seen from the harmonious relationship between employees and superiors,
employees with employees, and security in work.
CONCLUSION
Compensation,
organizational commitments and a joint work environment have an impact on
employee performance. This indicates that if these three factors increase, it
will directly impact the improvement of employee performance. Based on these
results, the first research hypothesis is accepted.
Compensation
has a significant impact on employee performance. It shows that any improvement
in the compensation policy implemented by the company will directly impact the on performance improvements employee. Based on these
results, the second hypothesis is accepted.
1.
Organizational commitment
has a significant impact on employee performance. It shows that any improvement
that occurs in an employee's commitment to work and have a strong attachment to
the company will directly impact on improving employee performance. Based on
these results, the third hypothesis is accepted.
2.
The work environment has
a significant impact on employee performance. It shows that any improvement in
policy and maintenance of the work environment for the better, will directly
impact on improving employee performance. Based on these results, the fourth hypothesis
is accepted.
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Analysis of The Effect of Compensation,
Organizational Commitment, and Work
Environment on Employee Performance 