1,2,3* Faculty of
Economics and Business, National
University Jakarta, Indonesia
Email:
1[email protected], 2[email protected],
3*[email protected]
This
study aims to analyze the positive and significant influence on motivation, compensation, and work environment on
employee performance. The research methodology used is quantitative method and uses multiple linear regression analysis with processing using Statistical
Product and Service Solutions (SPSS) version
26 with data collection methods through questionnaires to 110 employees of the Cooperative Consumer Glorious HOSPITAL
Majalaya. The results
of this study indicate that there is an influence between Motivation
(X1) and Employee Performance (Y) of
0.630 and has an influence of 63.0%. For the effect of the variable between Compensation (X2) and Employee Performance
(Y) of 0.306 and has an effect of 30.6%. For the influence
variables between the Work Environment (X3) and Employee Performance (Y) 0.441 and has an
influence of 44.1%. The results showed
that motivation, compensation, and work environment had a positive and significant impact on the employee
performance of the Mulia Consumer Cooperative
HOSPITAL Majalaya.
Keywords: motivation, Compensation, Work Environment, and Work Performance
Cooperative
is Wrong One institution who plays a role in system economy
Indonesia (Wulandhari et al., 2022). Cooperative attempted must role active in carry
out development economy
so that can increase
level life its people (Dellarocas, 2003). Function
and role cooperative is build And developing
the economic potential and capabilities of members in particular and public on generally
for increase well-being economy and social (Sitanggang, 2015).
Cooperatives are used as a pillar and backbone
of the economy national, matter
this because cooperative is form business
which in accordance with
base democracy economy
nation Indonesia, so that
sued for can compete with perpetrator economy
other (Barany, 2015). So very important
for cooperative for always increase
quality source Power man in environment his job,
so that you can get to know what kind of obstacles cooperatives have
faced so far matter management cooperative and quality source Power man cooperative. In efforts to build and develop cooperatives, the role of human
resources his is indispensable (Budiarti & Suswanta, 2020).
Human Resources (HR) are very important in
running a business for increase
development cooperative so that
realize vision and mission cooperative (Souisa et al., 2019). In cooperative Good as member,
administrator, supervisor, nor Managers have their respective roles so
they need to be regulated or managed with Good by organization cooperative (Provan & Lemaire, 2012). Managers work together with employee to carry out tasks with authority in
accordance with interests cooperative
(Maria et al., 2019).
Application
HR very required in increase
quality Work organization, so that this will spur
improvements in achieving goals assigned
work (Waldan, 2020).
In developing cooperative businesses, the role
administrator, employee, and member cooperative very required (Basterretxea et al., 2022).
Role Management is very important in
the continuity of cooperative activities, without a management cooperative maybe you can't walk
and reach the goal (Puusa et al., 2016).
Remember importance HR covers role, management, as well as utilization employee required
for spur Spirit employees, cooperative must have
or fulfil a number of criteria through
application draft and appropriate human resource
management techniques. Their roles and functions are not can be replaced by other resources and where the need arises well fulfilled (McCubbin & Patterson, 2014).
Even though it is supported by adequate facilities and infrastructure adequate, but without the existence of
quality human resources for activities cooperative will not be resolved well (Iryani et al., 2023).
Source Power man which quality is source Power which own skill, professionality, productive and capable
compete with Healthy in world
Work And required
have outlook to environment around.
In reach target which desired
cooperative, so motivating every employee is matter which very important, besides awaken Spirit
Work, motivation Also push every individual reach
target which naturally
increase performance Work employee. Motivation
very important for support employee create idea And strategy Which Good moment
Work or do something. With exists thought
positive and motivation
will struggle life can make employees
have dream in matter obtain something results which more Good from something Which Already Once obtained. With thereby, motivation is encouragement which there
is in self-somebody for try make changes in behavior to better
fulfill his needs (Uno & Ma�ruf, 2016). Giving motivation to employee is matter very important because
without there is motivation employee
No will Work with Good and matter this result down performance Work employee. If cooperative capable
increase Spirit Work his
employees so will get more Lots profit cooperative. Profit the among them work more fast finished,
absent can pressed, employee will become more loyal
to the cooperative, and relations with fellow employees will be better. Besides
motivation in increase
performance Work employee
required compensation as results reply
service from all business Which has done for
a agency like cooperative. Compensation according to Malay SP Hasibuan (2014)
is all income in the form of money, direct goods or indirect benefits received by employees as compensation for
services provided to company.
Compensation
is important for employees to stimulate employee work performance to always be at the highest (optimal)
level according to each individual's abilities
each. The role of compensation is quite large in forming potential
employees. Compensation which is high and relevant will influence
work performance employee.
Compensation is very important for employees, because employees expect it with the compensation he receives he can
meet his needs and be able to afford it increase well-being of his life.
Besides motivation And compensation in increase performance Work employee there is
also environment Work Which Where environment Work This become
one aspect of improving employee work performance. According to Hume (2020)
working conditions or environment are the conditions in which the workplace is
located Which Good covers physique
or non-physique Which can give impression fun, safe, peaceful and so on. If working conditions are good then this can stimulate a sense of
satisfaction in employees ultimately
it can have an impact positive
towards employee performance, so on
the contrary, if condition
Work badly so employee No will have inner
satisfaction Work.
A
work environment is said to be good or appropriate if humans can carry out
activity in a way optimal,
Healthy, safe, and comfortable. Suitability work environment results can be seen over a longer period of
time Moreover, unfavorable working
environments can place demands on the workforce and more time and does not support obtaining a system design Work which efficient
(Sedarmayanti & Rahadian, 2018).
Employee
work performance greatly influences the level of success of the cooperative (Maria et al., 2019). Good employee work performance will
develop cooperative business results, on
the contrary performance Work employee Also will
be successful bad which impact negative
on cooperative success (Almeida & Coelho, 2019).
The results of employee work performance can be assessed from aspects quality, quantity,
time Work and Also cooperation for reach objective cooperative. Matter This in accordance with opinion Mangkunegara (2015) state that Employee work performance is the quantity
or quality achieved by someone in carry out
his task in accordance with responsibility Which given to her.
There's
still a lot of value performance Which Not
yet reach standard
in a way special is loyalty and Work the same.
This is a problem at the Mulia Consumer Cooperative, Majalaya Hospital It is suspected that the cause of
performance fluctuations is due to suboptimal performance employee work performance can be caused by
lack of employee motivation, where
many negligences occur, which are carried out by employees as if they were on
duty which were not completed
within the stipulated time and were unable to do the work extra work. Apart from that,
compensation variables also influence performance employee, income or SHU which accepted look from participation in the cooperative them. And Also variable environment Work Also can become influence from performance
fluctuations the employee.
Based
on several previous studies described above,
so from that the
author is interested in conducting research with the title "The Influence
of Motivation, Compensation and Work Environment on the Work Performance of
Employees at the Mulia Consumer Cooperative RSUD Majalaya". This research
aims to obtain data about employee motivation, compensation and work
environment in cooperatives, as well as identifying their influence on work
performance. The theoretical benefit is that it contributes to the development
of human resources science and becomes a reference for further research.
Practically, the research results are expected to provide input to cooperatives
to improve employee performance through providing effective motivation,
adequate compensation, and creating a positive work environment, so that they
can achieve targets and develop optimally.
This
research focuses on employee performance at the Mulia Consumer Cooperative,
Majalaya Hospital with the dependent variable being employee work performance
(Y). The research was carried out online by distributing questionnaires via
Google Form from November 2021 to January 2022. The research stages included
preparing proposals, proposal seminars, collecting data using questionnaires,
processing and analyzing data, as well as preparing a final project report. The
main data source comes from questionnaires and secondary data from journals and
books. The research sample included all employees of the Mulia Consumer
Cooperative, Majalaya Regional Hospital, totaling 110 people. Data analysis was
carried out using data quality tests, classical assumption tests (normality,
heteroscedasticity, multicollinearity), and multiple linear regression analysis
with the independent variables motivation, compensation, and work environment.
The t and F statistical tests are used to prove the hypothesis, and the
coefficient of determination (R2) measures the model's ability to explain
variations in the dependent variable.
RESULTS STUDY AND DISCUSSION
A.
Method Analysis Data
1. Analysis Data Descriptive
Results test analysis statistics descriptive for average
count every statement on each variable
will in explain on part this. Variable
which researched consists
from variable independent that is Motivation
(X1), Compensation (X2), and Work Environment (X3), as well the dependent variable is Employee
Performance (Y), respectively every variable
consists from 8 statement. Analysis
data which used through calculation based on answer from respondents and use method
calculation statistics with use tool help computer
through the SPSS 26 program.
|
No |
Question |
Mean |
|
1 |
Income Which accepted employee minimum must can
fulfil need the main thing is |
4.57 |
|
2 |
Company should give
benefits, insurance, and fund pension
to his employees |
4.57 |
|
3 |
In carry
out work must There is connection Work Which Good with
colleague Work |
4.61 |
|
4 |
Company must treat
his employees with Good |
4.68 |
|
5 |
In carry
out work employee need put
forward ideas Which creative For company |
4.55 |
|
6 |
Company need
to develop potency within yourself his employees. |
4.44 |
|
Total Average Mean |
4.57 |
|
Based
on the table above, it can be seen that the average respondent state agree to 6 items question variable
motivation with total average is 4.57.
Table 2. Average totalmean compensation (X2)
|
No |
Question |
Mean |
|
1 |
Wages Which accepted employee must can fulfill his needs |
4.46 |
|
2 |
company give
bonuses to employee Which has Work exceed
target, Which in set by company. |
4.50 |
|
3 |
company provide
incentives so that employee Want to Work well |
4.34 |
|
4 |
every employee get promotion If Work with Good |
4.51 |
|
5 |
Every employee Which
achievement get compensation worthy
with his achievements |
4.49 |
|
6 |
Every employee get environment Work Which Good |
4.46 |
|
Total Average Mean |
4.46 |
|
Based
on the table above, it can be seen that the average respondent stated agreeing with the 6 questions on
the Compensation variable with total average is 4.46.
|
No |
Question |
Mean |
|
1 |
Lighting
at workplace very helpful in finish work |
4.28 |
|
2 |
So that employee can
concentrate with well you have to kept away from
noise |
4.04 |
|
3 |
The workplace must always be clean to
attract employees comfortable in Work so that
support productivity Work |
4.41 |
|
4 |
Temperature
air in place Work
must comfortable so support productivity Work |
4.26 |
|
5 |
Composition
color indoor create employees become comfortable in work |
4.02 |
|
6 |
Music can help
create comfort in Work |
3.70 |
|
7 |
Connection
Work Which harmonious between fellow employee very support Spirit
Work |
4.40 |
|
8 |
Each other
help in implementing Intermediate work fellow employee very required. |
4.35 |
|
Total Average Mean |
4.18 |
|
Based
on the table above, it can be seen that the average respondent stated agreeing with the 8 environmental
variable question items Work with a total average of 4.18.
|
No |
Question |
Mean |
|
1 |
Every employee must finish work with
appropriate time And
with very thorough |
4.33 |
|
2 |
Every employee must can produce
quality Work Which Good
so that achieved objective company. |
4.37 |
|
3 |
Every employee must can finish
work in accordance with target
Which given |
4.33 |
|
4 |
Equipment Work Which used
in adjust with need For avoid waste |
4.30 |
|
5 |
Work additional must done with Good
But No disturbing work
core |
4.30 |
|
6 |
Every employee must follow instructions with Good |
4.33 |
|
7 |
Every employee must be responsible answer with work Which given |
4.48 |
|
8 |
Every employee in giving service
must behave friendly |
4.35 |
|
9 |
Need attention special to para
member Which experience difficulty |
4.40 |
|
Total Average
Mean |
4.35 |
|
Based
on the table above, it can be seen that the average respondent stated agreeing with the 9 question items
for the Job Performance variable with total average is 4.35.
1. Test Validity
Test validity
used For test accuracy, tool gauge can disclose legitimate or or not something
questionnaire. Test validity
calculated by comparing the calculated r value (correlated item-total correlation) with r table,
If r count > r table (on tariff significant 0.05) then the statement is declared valid. To determine whether it is valid or not can be seen
from the output of statistical tools that
is SPSS 26.
|
variable |
Question |
r Count |
r Table |
Information |
|
X1 |
Points 1 |
0.476 |
0.185 |
Valid |
|
Points 2 |
0.551 |
0.185 |
Valid |
|
|
Points 3 |
0.482 |
0.185 |
Valid |
|
|
Points 4 |
0.564 |
0.185 |
Valid |
|
|
Points 5 |
0.581 |
0.185 |
Valid |
|
|
Points 6 |
0.521 |
0.185 |
Valid |
|
|
X2 |
Points 1 |
0.442 |
0.185 |
Valid |
|
Points 2 |
0.576 |
0.185 |
Valid |
|
|
Points 3 |
0.501 |
0.185 |
Valid |
|
|
Points 4 |
0.645 |
0.185 |
Valid |
|
|
Points 5 |
0.636 |
0.185 |
Valid |
|
|
Points 6 |
0.716 |
0.185 |
Valid |
|
|
X3 |
Points 1 |
0.555 |
0.185 |
Valid |
|
Points 2 |
0.611 |
0.185 |
Valid |
|
|
Points 3 |
0.699 |
0.185 |
Valid |
|
|
Points 4 |
0.609 |
0.185 |
Valid |
|
|
Points 5 |
0.556 |
0.185 |
Valid |
|
|
Points 6 |
0.235 |
0.185 |
Valid |
|
|
Points 7 |
0.703 |
0.185 |
Valid |
|
|
Points 8 |
0.702 |
0.185 |
Valid |
|
|
Y |
Points 1 |
0.676 |
0.185 |
Valid |
|
Points 2 |
0.650 |
0.185 |
Valid |
|
|
Points 3 |
0.716 |
0.185 |
Valid |
|
|
Points 4 |
0.684 |
0.185 |
Valid |
|
|
Points 5 |
0.724 |
0.185 |
Valid |
|
|
Points 6 |
0.746 |
0.185 |
Valid |
|
|
Points 7 |
0.705 |
0.185 |
Valid |
|
|
Points 8 |
0.695 |
0.185 |
Valid |
|
|
Points 9 |
0.695 |
0.185 |
Valid |
2. Test Reliability
Reliability
testing is used to find out whether the measuring instrument will work get measurement which appropriate consistent If measurement repeat. The method used in the research is Cronbach
Alpha. Test reliability is continuation from test validity, where the items or statements
that are included in the test are items or statement which valid just. For determine what is an instrument? Reliable or No use limitation 0.6. Results testing
as follows:
|
Variable |
Cronbach Alpha |
Limitation |
Decision |
|
Motivation
(X1) |
0.827 |
0.6 |
Reliable |
|
Compensation (X2) |
0.795 |
0.6 |
Reliable |
|
Environment Work (X3) |
0.795 |
0.6 |
Reliable |
|
Performance
Work (Y) |
0.824 |
0.6 |
Reliable |
From
table 6 above, it can be seen that the Cronbach Alpha value for the five variables above 0.6. Because
these values are bigger from 0.6 so mark tool measuring
the reliable or has fulfil
reliability requirements.
1. Test Normality
The Normality Test is
carried out to find out whether in model regression, variables free and variable
bound both of them normally distributed or not. A data
normality test can be carried out with
the Kolmogorov-Smirnov test. Application to the Kolmogorov Test Smirnov
is that If significant under 0.05 means data Which
will in test have difference Which significant with data normal standard,
that is means data the No normal,
and If significant above 0.05 means there is no difference significant between the tested data and
standard normal data, meaning data Which in test normal. Matter this can seen in the table following:
One-Sample Kolmogorov-Smirnov Test
Unstandardized Residual
|
N |
110 |
|
|
Normal Parameters a, b |
�Mean������������������������� |
,0000000 |
|
|
Std. Deviation |
3.25049146 |
|
Most
Extreme Differences |
�Absolute���������������������������� |
,150 |
|
|
�Positive����������������������������� |
,090 |
|
|
Negative |
-,150 |
|
Test Statistics |
,150 |
|
|
Asymp. Sig. (2-tailed) |
,000 c |
|
a.
Test distribution is Normal.
b.
Calculated from data.
c.
Lilliefors Significance Corrections.
Based
on results from Test Normality which
refers on table can it is known that the significant value
obtained is 200. Figures is greater
than 0.05, so there is a conclusion that 200 > 0.05 Which It
means data is normally distributed.
Picture 1. Results Normality test P-Plot
2. Test Multicollinearity
The multicollinearity
test can be seen from the Variance Inflation Factor value (VIF) and Tolerance. The Multiko test is
said to be good and positive when No happen
symptom multiko, and provision
No happen multico
is Tolerance value > 0.1
(0.100) and VIF value < 10.00 (10,000). For
more he explained is inside
following table;
|
Model |
Collinearity Statistics |
|
|
1. (Constant) Motivation Compensation Environment Work |
Tolerance |
VIF |
|
,511 |
1,955 |
|
|
,355 |
2,815 |
|
|
,485 |
2,062 |
|
Dependent Variables:
Performance Work
Results test multicollinearity can seen from table 4.12 mark tolerance >0.1 and mark from VIF <10.
Table on showing
that study which done No happen multicollinearity. So that It can be
concluded that in the research regression model this does not occur multicollinearity.
3. Test Heteroscedasticity
Test heteroscedasticity done For test is in a
regression model, there is an unequal variance of the residuals from one observation to another.. With
benchmarks Sig must show a number
above 0.05. So no symptoms occur heteroscedasticity.
The heteroscedasticity
test is a classic assumption test used For see exists inequality variance from
residuals testing Which done over and over again. Picture
2 showing that spread data from model regression spread
free and does not form a pattern.
4. Test Autocorrelation
Model Summary b
|
Model |
R |
R Square |
Adjusted
R Square |
Std.
Error of the Estimate |
Durbin-Watson |
|
1 |
,740 a |
,548 |
,535 |
3,296 |
2,061 |
a.
Predictors: (Constant), Environment Work, Motivation, Compensation
b.
Dependent Variables: Performance Work
Based on the results
of the Autocorrelation Test in Table 4.16, the magnitude is known mark Durbin Watson 2,061. Compared to mark Durbin Watson
Table Which use level significant 5% with amount
sample 110 (n) And amount
variable free 3 (k=3) so on Durbin Watson Table shows the value of dL
= 1.633 and dU = 1.745. Because The
Durbin Watson value of 2.061 is greater than the limit dL = 1.633 and less than 3 � 1.745 = 1.255 (4-dU). This
is in accordance with the criteria Which Good that
is so must No happen symptom autocorrelation. The condition is that there is no autocorrelation when dU <
Durbin Watson < 4-dU. So from results
Which obtained dU < Durbin
Watson < 4- dU (1.745 < 2.061 < 1.255) then
Durbin Watson is located between dU and
4-dU. So that it can be concluded that the influence is good And not
occur symptom autocorrelation.
Analysis regression linear multiple is form analysis
Which discusses the extent of
the influence of the independent variable on the variable bound. Where the independent variables are
Motivation (X1), Compensation (X2), Work
Environment (X3), and Employee Performance (Y). Regression analysis results linear
multiple can be seen at following table:
|
Unstandardized Coefficients |
Standardized Coefficients |
t |
Sig. |
|||
|
Model |
|
B |
Std.
Error |
Beta |
||
|
1 |
(Constant) |
-1,024 |
3,669 |
|
-,279 |
,781 |
|
Motivation |
,630 |
,177 |
,326 |
3,565 |
,001 |
|
|
Compensation |
,306 |
,198 |
,169 |
1,546 |
,125 |
|
|
Environment Work |
,441 |
,117 |
,354 |
3,771 |
,000 |
|
a. Dependent Variables: Performance Work
Model regression on showing that:
1. Variable motivation (X1) there is
implications positive in coefficient regression as big
as 0.630 which explain that there
is connection one way between variable
X1 with Variable
Y, if motivation goes up as
much one so performance employee
will increase a total of 0.630 or 63% considering the
assumptions variable other
considered constant.
2. Variable compensation (X2) there is
implications positive in coefficient regression as big as 0.306 Which explain that there
is unidirectional relationship
between variable X2 and variable Y, if Compensation
increases by one, the employee's performance will increase increase
a number 0.306 or as
big as 30.6% with consider other variable assumptions considered constant.
3. Variable motivation (X3) there is
implications positive in coefficient regression as big
as 0.441 Which
explain that there is
connection in the same
direction between variable X3 and Variable Y, if it is motivation go on as
much One so performance employee
will increase amounting to 0.441 or 44.1% taking into
account assumptions variable other
considered constant.
Results showing
that from fourth variable free that
is Motivation, compensation, And environment Work own influence
Which positive to variable bound Performance Employee.
With thereby, if variable Motivation, compensation, and environment Work, experience ascension, so Employee
performance variables will also be experienced
increase.
1. Test F
Test F used for test significant influence variable independent to variable dependent. Test this done for see whether the analyzed model has a level
of feasibility high model, namely the
variables used in this model capable for explain
the model which analyzed.
ANOVA a
|
Model |
|
Sum
of Squares |
df |
Mean Square |
F |
Sig. |
|
1 |
Regression |
1394,194 |
3 |
464,731 |
42,774 |
,000 b |
|
Residual |
1151,661 |
106 |
10,865 |
|
|
|
|
Total |
2545,855 |
109 |
|
|
|
a.
Dependent Variables: Performance Work
b.
Predictors: (Constant), Environment Work, Motivation, Compensation
Table
11 shows that the Sig value is 0.00 <0.05 for the regression model is said to be valid and the influence
occurs simultaneously (simultaneously) variable independent. Can stated that Motivation(X1), Compensation (X2), and Work Environment
(X3) together influence Performance Work Employee (Y) Cooperative Consumer
Glorious HOSPITAL Majalaya.
2. Test Coefficient Determination 𝑅 2
Coefficient Determination (𝑅 2) is size for now suitability or accuracy of the
analytical model created. The more the
greater the value of the coefficient of determination, the better the ability variable
independent explained dependent
variable:
|
Model |
R |
R Square |
Adjusted
R Square |
Std.
Error of the Estimate |
|
1 |
,740 a |
,548 |
,535 |
3,296 |
a. Predictors: (Constant), Environment Work, Motivation, Compensation
b. Dependent Variables: Performance Work
On table 12 showed that mark R Square as
big as 0.548. Based on mark the can is known
that mark Coefficient Determination (𝑅2) is explained
by 54.8%. This means that the variable Motivation(X1), Compensation (X2), And Environment Work (X3) give influence
on variables Performance Employee
as big as 54.8%, whereas
the rest 45.2% influenced by variable other Which No analyzed
on this research.
3. Test Q
Test Q used for test significant coefficient Partial And For now real or or
not role each variable independent and dependent. Testing
use level significant 0.05 and 2 sided. Test the
hypothesis between motivation, compensation,
and work environment on employee performance. Can be used by looking for t test statistics with
comparing criteria mark t count
and t table.
|
Unstandardized Coefficients |
Standardized Coefficients |
t |
Sig. |
|||
|
Model |
|
B |
Std.
Error |
Beta |
||
|
1 |
(Constant) |
-1,024 |
3,669 |
|
-,279 |
,781 |
|
Motivation |
,630 |
,177 |
,326 |
3,565 |
,001 |
|
|
Compensation |
,306 |
,198 |
,169 |
1,546 |
,125 |
|
|
Environment
Work |
,441 |
,117 |
,354 |
3,771 |
,000 |
|
a. Dependent Variables: Performance Work
Based
on the T Test results referring to table 4.17 above, it can be seen that the calculated T value for
Motivation is 3.565. Meanwhile value T
table with df = nk-1 (110-3-1 = 106), significant level 0.05 obtained
number 1,982. Because
t count > t table
(3,565 > 1,982)
then Motivation influential positive
and significant to Performance Employee.
For
the T value, the calculated compensation is 1.546. Meanwhile, the T value table with df = nk-1 (110-3-1 = 106),
significant level 0.05 obtained number
1,982. Because t count < t table (1,546 < 1,982) so No influential significant to Performance Employee.
The
calculated T value for the Work Environment is 3.771. Whereas mark Q table with df = nk-1 (110-3-1 = 106), level significant 0.05
obtained number 1,982.
Because t count > t table (3,771
< 1,982) so work
environment variables have a significant effect on performance Employee.
A.
Influence Motivation To Performance Employee Work
Based
on results study which in do, variable
Motivation has a positive and
significant effect on cooperative employee performance consumer glorious HOSPITAL
Majalaya. Based on results
from Test Regression Linear Multiple that is:
The Motivation
variable (X1) is 0.630, meaning that motivation increases then Employee Performance will increase by
0.630 or 63.0% with assumptions variable other independent its value still.
Motivation is matter important
and very influential in increase Performance Employee, because somebody
which own motivation which tall in in self his, so will the easier someone to want to do the work, and also be able to improve Spirit in do work for reach objective
which in want.
B.
The Effect of Compensation on Employee
Work Performance
Based
on results study which in do, variable
Compensation influential positive
and significant to Performance Employee
cooperative consumer glorious
HOSPITAL Majalaya. Based on
results from Test Regression Linear
Multiple that is:
Variable Compensation (X2) as big as 0.306 it
means If compensation increases, employee performance will
increase by 0.306 or 30.6% assuming
the values of the other independent variables are constant. Compensation is everything that employees receive in return service
For Work them. Study aji (2015) study this states that compensation variables
influence work performance employees
significantly. The better the compensation provided better also performance Work employee.
C.
Influence Environment Work To Performance Work Employee
Based
on results study which in do, variable
Compensation influential positive
and significant to Performance Employee
cooperative consumer glorious
HOSPITAL Majalaya. Based on
results from Test Regression Linear
Multiple that is:
The
Work Environment Variable (X3) is 0.441, meaning that the environment Work increase so Performance Employee
will increase 0.441 or 44.1%
with independent variable
assumptions its value is different still.
Work
Environment is one aspect that can make things easier running a job. With a good environment, then will create comfort within a company, so
it will makes it easier in operate work, finish work,
Coordinate work, so that company goals can be achieved And improve
the performance Employee.
Based
on analysis using the SPSS 26 application, this research concludes that
motivation, compensation and work environment have a positive and significant
effect on employee performance at the Mulia Consumer Cooperative, Majalaya
Hospital. Good motivation is needed to improve performance, compensation is a
reward for performance, and a comfortable work environment influences employee
productivity. Therefore, the author provides several suggestions, including
that companies need to maintain and increase employee motivation by giving
appreciation, providing good compensation, and maintaining a comfortable work
environment. All of this is expected to improve employee performance in
accordance with company expectations.
REFERENCES
Almeida, M. da
G. M. C., & Coelho, A. F. M. (2019). The antecedents of corporate
reputation and image and their impacts on employee commitment and performance:
The moderating role of CSR. Corporate Reputation Review, 22,
10�25.
Barany, Z. (2015). Leaving Politics: What Burmese Generals
can Learn from South Korean and Indonesian Experiences. MJIR| Malaysian
Journal of International Relations, 3(1), 23�51.
Basterretxea, I., Cornforth, C., & Heras-Saizarbitoria,
I. (2022). Corporate governance as a key aspect in the failure of worker
cooperatives. Economic and Industrial Democracy, 43(1), 362�387.
Budiarti, N., & Suswanta, S. (2020). Strategy To Improve
The Quality Of Human Resources To Achieve Good Governance (Case study at the
Department of Small and Medium Enterprises cooperative Bantul Regency). DIA:
Jurnal Administrasi Publik, 18(2), 15�28.
Dellarocas, C. (2003). The digitization of word of mouth:
Promise and challenges of online feedback mechanisms. Management Science,
49(10), 1407�1424. https://doi.org/10.1287/mnsc.49.10.1407.17308
Hasibuan, B. (2014). Valuasi ekonomi lingkungan nilai gunaan
langsung dan tidak langsung komoditas ekonomi. Signifikan: Jurnal Ilmu
Ekonomi, 3(2).
Hume, D. (2020). Of the independency of parliament
(Vol. 1). Library of Alexandria.
Iryani, E., Muntholib, M., & Badarussyamsi, B. (2023).
Insani�s Human Resource Management in Transforming Private Islamic Universities
in Jambi. Journal of Social Work and Science Education, 4(3),
839�858.
Mangkunegara, A. P., & Octorend, T. R. (2015). Effect of
work discipline, work motivation and job satisfaction on employee
organizational commitment in the company (Case study in PT. Dada Indonesia). Marketing,
293, 31�36.
Maria, S., Darma, D. C., & Nurfadillah, M. (2019). The
factors that affect toward performance and cooperative success. Archives of
Business Research, 7(12), 219�232.
McCubbin, H. I., & Patterson, J. M. (2014). The family
stress process: The double ABCX model of adjustment and adaptation. In Social
stress and the family (pp. 7�37). Routledge.
Provan, K. G., & Lemaire, R. H. (2012). Core concepts and
key ideas for understanding public sector organizational networks: Using
research to inform scholarship and practice. Public Administration Review,
72(5), 638�648.
Puusa, A., Hokkila, K., & Varis, A. (2016). Individuality
vs. communality⿿ A new dual role of co-operatives? Journal of
Co-Operative Organization and Management, 4(1), 22�30.
Sedarmayanti, S., & Rahadian, N. (2018). Hubungan budaya
kerja dan lingkungan kerja terhadap peningkatan kinerja pegawai pada lembaga
pendidikan tinggi. Jurnal Ilmu Administrasi: Media Pengembangan Ilmu Dan
Praktek Administrasi, 15(1), 63�77.
Sitanggang, M. (2015). Role of Cooperation in the Improvement
of the Agricultural Economy. Proceeding International Conference on
Information Technology and Business, 54�64.
Souisa, W., Musa, C. I., Akib, H., Anshari, A., & Bado,
B. (2019). Determinats Of The Performance Of Cooperative Manager In Ambon City,
Indonesia. Journal of Entrepreneurship Education, 22(1), 1�11.
Uno, H. B., & Ma�ruf, A. R. K. (2016). Pengembangan media
pembelajaran IPS berbasis website untuk siswa kelas VII Madrasah Tsanawiyah
Negeri. JTP-Jurnal Teknologi Pendidikan, 18(3), 169�185.
Waldan, R. (2020). The effect of Leader Support And
Competence to the Organizational Commitment on Employees Performance of Human
Resources Development Agency in West Kalimantan. Jurnal Ekonomi Bisnis Dan
Kewirausahaan (JEBIK), 9(1), 31�49.
Wulandhari, N. B. I., G�lgeci, I., Mishra, N., Sivarajah, U.,
& Gupta, S. (2022). Exploring the role of social capital mechanisms in
cooperative resilience. Journal of Business Research, 143,
375�386.
|
Copyright
holder: Gabriel Posenti Nggori Li, Herry Krisnandi, Kumba Digdowiseiso (2024) |
|
First publication right: |
|
This article is licensed under: |