In order to
anticipate the era of globalization which is marked by an increasingly
competitive business world and no longer recognizes national boundaries,
companies are required to optimize all available resources. This study aims to
determine the impact of work motivation, work experience, work compensation and
work discipline on the work productivity of PT. Easypower
Global Technology. This research was conducted on 106 respondents, namely
employees of PT. Easypower Global Technology. In
taking the sample for this research, the method used is the random sampling
method. The data analysis technique used was multiple linear regression
analysis and the hypothesis test used was the T-statistical test which was
processed on SPSS version 22. The results showed that the independent variables
simultaneously or together had a significant effect on the dependent variable.
The results of the calculation of the F test showed that Fcount
Ftable (101.482 2.46). Likewise, the results of the
T-test state that tcount ttable
and the significance value of (0.05), which means that the independent variable
partially has a significant effect on the dependent variable. It can be
concluded that, Work Motivation, Work Experience, Work Compensation and Work
Discipline simultaneously or partially have a significant effect on the Work
Productivity of PT. Easypower Global Technology.
Keywords: Motivation,
Work Experience, Compensation, Discipline, Productivity
INTRODUCTION
In order
to anticipate the era of globalization, which is characterized by an
increasingly competitive business world that no longer recognizes national
boundaries, companies are required to optimize all the resources they have,
namely: capital, machines and facilities, raw materials, marketing and people
in order to obtain optimal output. Maximum and optimal results. In this case,
various techniques and methods as well as new approaches have been developed to
improve existing ones, and now the development of management has almost reached
an increasingly sophisticated, fully automated and computerized form. If all
these efforts are returned to the final goal, humans are still the priority.
Human
Resources (HR) is a central factor in an organization, whatever its form and
purpose, organizations are created based on various visions, missions and goals
for the benefit of humans and in implementing their missions they are managed
and managed by humans, so humans are a strategic factor in all institutional
activities/ organization. (Sri Larasati, 2018)
According
to Mary Parker Follett (2017), Human Resource Management means an art that is
carried out with the goals of a particular organization or company through
arranging other parties to carry out various activities or work that are needed
or who carry out various jobs themselves. This has a meaning related to
managers achieving various organizational/company goals from various settings
of other parties in carrying out required activities or work, or carrying out
various work themselves.
One way
the company's success is marked by increasing productivity. High productivity
is one of the advantages competitive company. Productivity really depends on
the company's motivation and will be achieved if there is high motivation and
good morale from its human resources. This motivation will be reflected in the
work ethic which will influence the company's overall productivity. So
motivation is an important factor and influences productivity. Motivation
management is directed in the form of employee job satisfaction which is
measured through work performance. Meanwhile, employee job satisfaction can
only be achieved if the system in place in the company runs well and provides a
sense of security so that employees can work more productively, both individually
and as a work team.
Motivation
is the provision of driving force that creates enthusiasm for a person's work
so that they are able to collaborate, work effectively and be integrated with
all their efforts to achieve satisfaction. Motivation is the main thing that
drives someone to work. (Hafidzi, 2019)
Therefore,
companies must continue to pay close attention to employee motivation. This
aims to be able to identify changes in employees so that they can maintain and
increase employee productivity and there is harmony between work demands and
the needs and desires of workers. Thus, to achieve high productivity an
approach is needed that can increase employee motivation. The approach that
will be taken must be adapted to the conditions of the company and the internal
conditions of employees, especially regarding work motivation. In this case,
research is needed.
Work
experience is the knowledge, skills and abilities that an employee has to carry
out the responsibilities of a previous job. (Wariati,
2017). Level of education and work experience are prioritized. Especially for
bookkeeping or office departments, at least a high school education is
required. Meanwhile, the production team has at least a junior high school
education. However, in the employee recruitment process, companies prioritize
prospective employees who already have work experience from similar companies.
It is hoped that all of this will create work enthusiasm as well as high work
performance in achieving a good level of productivity, as expected by the
company.
Compensation
is an expense and cost for the company, the company hopes that the compensation
paid will receive greater work performance rewards from employees. So, the
value of an employee's achievement or work results must be greater than the
compensation provided by the company, so that the company gets it (Hasibuan, 2017).
Motivation,
work experience, compensation and work discipline are things that play an
important role in increasing work effectiveness. Because people who are motivated
by work experience, compensation and high work discipline will try as hard as
possible so that their work can be as successful as possible, this will result
in an increase in work productivity.
Work
productivity is a mental attitude that always looks for improvements to what
already exists. A belief that someone can do a job better today than yesterday
and tomorrow better than today (Sutrisno, 2017). Every
company always wants the productivity of each employee to increase. To achieve
this, companies must provide good motivation to all their employees so they can
achieve work performance and increase productivity. With the addition of work
experience possessed by employees, it will provide a great relationship in
efforts to achieve productivity levels.
Good
compensation plays an important role in increasing employee productivity
levels. With adequate compensation, employees will be motivated to work harder.
In carrying out company activities, it is very important to have high work
discipline from all company members, with high discipline good work
productivity will be created.
PT. Easypower Global Technology is a company operating in the
household electronics sector. This company, which focuses on online sales, is
committed to continuing to run its business and providing the best service to
customers through increasing capacity, products and services. The success
achieved by PT Easypower Global Technology is
certainly influenced by the success of its employees. Evaluation of employee
success at work can be known if the company implements an employee work
productivity assessment system. In this way, achieving company goals becomes
something that can be achieved.
Based on
the background this research was carried out to fulfill the following
objectives:
1) To find out how motivation, work experience,
compensation and work discipline influence the work productivity of PT
employees. Easypower Global Technology
2) Identifying factors that influence motivation
to increase employee productivity.
3) Provide recommendations to company management
in determining effective ways to increase employee work motivation.
RESEARCH METHOD
In this
research, the method used is quantitative descriptive to analyze the
relationship between variables. Data sources consist of primary data, which was
obtained directly from employees of PT Easypower
Global Teknologi through questionnaires, and secondary data, which was obtained
from research subject sources as support. The population studied was employees
of 2 divisions (Online and Offline) totaling 143 people, with a sample of 106
employees taken using random sampling techniques. The data collection technique
was carried out through a questionnaire using a Likert scale as a measuring
tool for the research instrument.
In this
research, the analytical methods used are descriptive analysis and multiple
linear regression analysis. Descriptive analysis is used to describe the data
that has been collected, while multiple linear regression analysis is used to
determine the effect of the independent variable on the dependent variable. The
hypotheses used in this test are H0: β ≤ 0 and Ha: β > 0,
which will be tested using the t test for each independent variable on the
dependent variable.
RESULTS AND DISCUSSION
Instrument Testing
Validity test
Based on the
results of the research instrument validity test carried out using the SPSS
version 22 program on 106 respondents at PT. Easypower
Global Technology obtained the following results: based on table nine, it shows
that all the indicators used to measure the variables used in this research
have a correlation coefficient that is greater than r table. The rtable value is 0.191. So that all indicators of this
research variable are valid.
Reliability
Test
Reliability
testing is a tool used to measure a questionnaire which is an indicator of a
variable or construct (Ghozali, 2018). The tool for
measuring reliability is Cronbach Alpha.
The reliability
criteria according to Suharsimi Arikunto
are as follows:
1. 4 0.80 ≤ r
≤ 1.00: very high reliability
2. 0.60 ≤ r <
0.08: high reliability
3. 0.40 ≤ r <
0.60: moderate reliability
4. 0.20 ≤ r <
0.40: low reliability
5.
r<0.20:
very low reliability
Based on the
description above, the instrument reliability test was carried out using the
alpha technique using the SPSS version 22 program, the following data was
obtained:
Table 1. Reliability Test
|
Variable |
Cronbach's
Alpha |
rtable value |
Information |
|
Work Motivation (X1) |
0.509 |
0.191 |
Reliable |
|
Experience Work (X2) |
0.552 |
0.191 |
Reliable |
|
Compensation Work (X3) |
0.463 |
0.191 |
Reliable |
|
Work Discipline (X4) |
0.671 |
0.191 |
Reliable |
|
Productivity Work (Y) |
0.671 |
0.191 |
Reliable |
Source: SPSS 22 Processing Results (2021)
Based on the
reliability test results table above, reliability is carried out by looking at
the results of the Cronbach alpha (𝞪) value. The rtable value obtained is a table
critical figure of 0.191. The reliability value of each variable has results
greater than r table. Thus, it can be said that this measuring instrument is
reliable, meaning that the questionnaire has met the reliability requirements.
Classic assumption test
Normality test
To test the
normality of residual data for the independent variables and dependent
variables, this research uses the non-parametric Kolmogorov-Smirnov (KS)
statistical test, Histogram Test and Graph Test.
Kolmogorov-Smirnov
(KS) non-parametric statistical test for test statistics non-parametric Kolmogorov-Smirnov,
decision making is as follows:
1)
If the Kolmogorov-Smirnov significance results
show a significant value > 0.05 then the residual data is normally
distributed.
2)
If results��� significance
Kolmogorov-Smirnov��� show�� mark significant < 0.05, then the residual
data is not normally distributed.
Table 2. One-Sample
Kolmogorov-Smirnov Test
|
|
Unstandardized Residual |
|
|
N |
|
106 |
|
Normal
Parameters, b |
Mean |
.0000000 |
|
|
Std.
Deviation |
.78989515 |
|
Most Extreme
Differences |
Absolute |
,081 |
|
|
Positive |
,081 |
|
|
Negative |
-.072 |
|
Statistical
Tests |
|
,081 |
|
Asymp. Sig.
(2-tailed) |
|
.086c |
|
a. Test
distribution is Normal. b. Calculated
from data. c. Lilliefors
Significance Correction. |
||
Source: SPSS 22 Processing Results (2021)
Based on the
Normality Test table above, it can be seen that the data is normally
distributed because the Sig value. Namely 0.86 �� 0.05. So the normality test
above shows that the data is normally distributed.
�
Histogram Test
Figure 1. Histogram graph
Source: SPSS 22
Processing Results (2021)
Based on the
Normality Test graph above, it can be seen that the data is normally
distributed because in the histogram graph good data is data that has a bell-shaped
pattern, that is, the data distribution does not skew to the left or skew to
the right. So the normality test above shows that the data is normally
distributed.
�
Test Graphics
Figure 2. P-Plot Graph
Source: SPSS 22
Processing Results (2021)
Based on the
Normality Test graph above, it can be seen that the data is normally
distributed because in the P-Plot graph it can be seen that the points are
spread around the diagonal line and follow the direction of the diagonal line.
So the normality test above shows that the data is normally distributed.
�
Multicollinearity
Table 3. Multicollinearity
Test
|
Model |
Unstandardized Coefficients |
Standardized Coefficients |
t |
Sig. |
Collinearity Statistics |
|||
|
B |
Std. Error |
Beta |
Tolerance |
VIF |
||||
|
1 |
(Constant) |
,174 |
1,104 |
,521 |
,158 |
,875 |
,482 |
2,073 |
|
|
Motivation
(X1) |
,498 |
,061 |
8,146 |
,000 |
|||
|
|
Experience (X2) |
,150 |
,068 |
,169 |
2,200 |
,030 |
,334 |
2,995 |
|
|
Compensation (X3) |
,191 |
,085 |
.173 |
2,234 |
.028 |
,329 |
3,039 |
|
|
Discipline
(X4) |
,147 |
.071 |
,147 |
2,077 |
,040 |
,396 |
2,526 |
|
a. Dependent
Variable: Productivity (Y) |
||||||||
Source: SPSS 22 Processing Results (2021)
Based on the table above,
it can be seen that the tolerance value of the variables Work Motivation, Work
Experience, Work Compensation, and Work Discipline is > 0.1 and the VIF
value is < 10. This can be concluded that there is no multicollinearity
problem between the independent variables in the regression model.
Multiple Linear Regression Test
Table 4. Multiple Linear
Regression Test Results
|
Model |
Unstandardized Coefficients |
Standardized Coefficients |
t |
Sig. |
||
|
B |
Std. Error |
Beta |
||||
|
1 |
(Constant) Motivation
(X1) |
,174 ,498 |
1,104 ,061 |
,521 |
,158 8,146 |
,875 ,000 |
|
Experience
(X2) Compensation
(X3) Discipline (X4) |
,150 ,191 ,147 |
,068 ,085 .071 |
,169 .173 ,147 |
2,200 2,234 2,077 |
,030 .028 ,040 |
|
|
a. Dependent
Variable: Productivity (Y) |
||||||
Source: SPSS 22 Processing Results (2021)
Based on the
table above, the results of the multiple linear regression equation are
obtained as follows:
Y = 0.174 +
0.498X1+ 0.150X2 + 0.191X3 + 0.147X4
Based on this
equation, it can be interpreted as follows:
1)
The constant value (�≤0) of 0.174
indicates that the Work Motivation and Work Discipline variables are considered
constant at the level of the Work Productivity variable. If the value of the
independent variable is 0 or constant, then Work Productivity (Y) has a value
of 0.174 units.
2)
The regression coefficient value of Work
Motivation (�≤1) is 0.498 > 0, which is positive. This means that the
Work Motivation variable has a positive effect on Work Productivity, meaning
that the higher the Work Motivation, the Work Productivity will increase, and
vice versa.
3)
The regression coefficient value of Work
Experience (�≤2) is 0.150 > 0, which is positive. This means that the
Work Experience variable has a positive effect on Work Productivity, meaning
that the higher the Work Experience, the Work Productivity will increase, and
vice versa.
The regression
coefficient value of Work Compensation (�≤3) is 0.191 > 0, which is
positive. This means that the Work Compensation variable has a positive effect
on Work Productivity, meaning that the higher the Work Compensation, the Work
Productivity will increase, and vice versa.
The regression
coefficient value of Work Discipline (�≤4) is 0.147 > 0, which is
positive. This shows that the Work Discipline variable has a positive effect on
Work Productivity, meaning that the higher the Work Discipline, the more Work
Productivity will increase, and vice versa.
F test
The F test is
carried out with the aim of showing that all independent variables included in
the model have a joint influence on the dependent variable. In this case, it
means to test whether the independent variables, namely work motivation, work
experience, work compensation, and work discipline together have an effect on
the dependent variable, namely employee work productivity.
The decision
making criteria are:
Ho is accepted if Fcount ≤ F table this means:
work motivation, work experience, compensation and work discipline together do
not have a positive and significant effect on employee work productivity.
Ho is rejected
if Fcount > F table
This means: work motivation, work experience, compensation and work
discipline together have a positive and significant effect on employee work
productivity.
Table 5. F Test Results
|
Model |
Sum of Squares |
df |
Mean
Square |
F |
Sig. |
|
1��������� Regression |
50,100 |
4 |
12,525 |
101,482 |
,000b |
|
Residual |
12,466 |
101 |
.123 |
|
|
|
Total |
62,566 |
105 |
|
|
|
|
a. Dependent Variable: Productivity
(Y) b. Predictors: (Constant),
Discipline (X4), Motivation (X1), Experience (X2), Compensation (X3) |
|||||
Source: SPSS 22 Processing Results (2021)
Based on the
summary results of multiple linear regression from the table above, it shows
that Fcount is 101.482, while the Ftable
results in the distribution table with an error rate of 5% are 2.46. This means
that Fcount > Ftable
(101.482 > 2.46), then Ho is rejected. Which can be interpreted as that the
variables of work motivation, work experience, compensation and work discipline
together have a positive and significant effect on the work productivity of PT
employees. Easypower Global Technology. So the author
can conclude that the first hypothesis in this research is accepted.
Coefficient of
Determination
Table 6. Determination Coefficient Table
|
Model |
R |
R
Square |
Adjusted R Square |
Std.
Error of the Estimate |
|
1 |
,895a |
,801 |
,793 |
.35131 |
a. Predictors:
(Constant), Discipline (X4), Motivation (X1), Experience (X2), Compensation
(X3)
Source: SPSS 22
Processing Results (2021)
Based on the
table above, the R Square value is 0.801 or 80.1%, which indicates that there
is a simultaneous influence between the variables X1, not researched.
T test
The T test was
carried out with the aim of showing how far the influence of one independent
variable, namely work motivation, work experience, work compensation and work
discipline individually, is in explaining the dependent variable, namely
employee work productivity.
Test criteria
with a significance level
(α) = 0.05 are determined as follows:
1)
If the calculated t value > t table then H0
is rejected and Ha is accepted. This means that work motivation, work
experience, work compensation and work discipline have a positive and
significant effect on employee work productivity.
2)
If the calculated t value < t table then H0 is accepted and Ha is
rejected. This means that work motivation, work experience, work compensation
and work discipline do not have a positive and significant effect on employee
work productivity.
�
Table 7. T Test Results
|
Model |
Unstandardized Coefficients |
Standardized Coefficients |
t |
Sig. |
||
|
B |
Std.
Error |
Beta |
||||
|
1 |
(Constant) Motivation (X1) |
,174 ,498 |
1,104 ,061 |
,521 |
,158 8,146 |
,875 ,000 |
|
Experience (X2) Compensation (X3) Discipline (X4) |
,150 ,191 ,147 |
,068 ,085 .071 |
,169 .173 ,147 |
2,200 2,234 2,077 |
,030 .028 ,040 |
|
|
a. Dependent Variable:
Productivity (Y) |
||||||
Source: SPSS 22
Processing Results (2021)
From the t test
results in the table above it can be concluded that:
1)
T test on the Work Motivation variable (X1)
It was found
that the calculated t value was 8.146 with Sig. of 0.00. Because the calculated
t is greater than the t table (8.146 > 1.983) and the Sig value. 0.00 <
0.05 then Ho is rejected and H1 is accepted which can be interpreted as work
motivation having a significant effect on the work productivity of PT
employees. Easypower Global Technology.
2)
T test on the Work Experience variable (X2)
It was found
that the calculated t value was 2.200 with Sig. of 0.030. Because the calculated
t is greater than the t table (2,200 > 1,983) and the Sig value. 0.030 <
0.05 then Ho is rejected and H2 is accepted which can be interpreted as work
experience having a significant effect on the work productivity of PT
employees. Easypower Global Technology.
3)
T test on the Work Compensation variable (X3)
It was found
that the calculated t value was 2.234 with Sig. of 0.028. Because the
calculated t is greater than the t table (2.234 > 1.983) and the Sig value.
0.028 < 0.05 then Ho is rejected and H3 is accepted which can be interpreted
as Work Compensation has a significant effect on the work productivity of PT
employees. Easypower Global Technology.
4)
T test on the Work Compensation variable (X4)
It was found that
the t value was 2.077 with Sig. of 0.040. Because the calculated t is greater
than the t table (2.077 > 1.983) and the Sig value. 0.040 < 0.05 then Ho
is rejected and H4 is accepted which can be interpreted as Work Discipline
having a significant effect on the Work Productivity of PT employees. Easypower Global Technology.
Discussion
The Influence of Work Motivation (X1) on Work
Productivity
The
regression coefficient value of Work Motivation (β1) = 0.498 > 0, with tcount > t table (8.146 > 1.983) and significance
(0.00) < α (0.05). This shows partially that the Work Motivation
variable has a positive and significant effect on Work Productivity, meaning
that the higher the Work Motivation, the Work Productivity will increase
significantly.
The role of motivation
is important for managers and supervisors because with this motivation, it is
hoped that each individual employee will work hard and be enthusiastic to
achieve high work productivity. Therefore, the ability to motivate subordinates
is a managerial skill that every organizational manager needs to master, and
managers themselves actually have a responsibility to help their subordinates
carry out their tasks effectively and efficiently. Thus, success in encouraging
subordinates to achieve work productivity through understanding motivation that
exists outside of the worker, will be very helpful in achieving optimal work
productivity.
The Influence of Work Experience (X2) on Work Productivity
The regression
coefficient value of Work Experience (β2) = 0.150 > 0, with tcount > ttable (2.200 >
1.983) and significance (0.030) < α (0.05). This shows partially that
the Work Experience variable has a positive and significant effect on
Productivity Work, meaning that the higher the work experience, the work productivity
will increase significantly.
Work experience
is the length of time a person has worked in a company. Companies need to train
and develop the expertise of their employees with the aim of increasing their
expertise and skills, so that employees' abilities and skills can develop. The
length of time a person works not only increases the employee's knowledge and
skills but also provides a better experience. If someone is experienced, their
knowledge and skills will be higher so that they can increase productivity,
conversely, if their work experience is limited, the employee's knowledge and
work abilities will also be low.
The Effect of Work Compensation (X3) on Work
Productivity
The
regression coefficient value of Work Compensation (β3) = 0.191 > 0, with
t count > t table (2.234 > 1.983) and significance (0.028) < α
(0.05). This shows partially that the Work Compensation variable has a positive
and significant effect on Productivity Work, meaning that the higher the Work
Compensation, the Work Productivity will increase significantly.
Providing fair and appropriate compensation is very necessary so that
employees will feel cared for by the company. In general, employees will try to
do their best for the company, so that the accumulated increase in their work
will increase productivity the company and the company's goals will be achieved.
Providing compensation to employees is closely related to the hope of
increasing company productivity.
The Influence of Work Discipline (X4) on Work Productivity
The regression
coefficient value of Work Discipline (β4) = 0.147 > 0, with t count
> t table (2.077 > 1.983) and significance (0.040) < α (0.05).
This shows partially that the Work Discipline variable has a positive and
significant effect on Productivity Work, meaning that the higher the Work
Discipline, the Work Productivity will increase significantly.
Discipline
in an organization is a person's awareness and willingness to comply with all
responsibilities in carrying out the work that has been assigned to each employee.
Management that binds every member of the organization so that there are
organizational standards that can be implemented by all employees either with
their own awareness or through coercion so that organizational goals can be
achieved effectively and efficiently.
The Influence of Work Motivation, Work
Experience, Work Compensation, and Work Discipline on Work Productivity
The influence
of work motivation, work experience, compensation and work discipline
simultaneously on the work productivity of PT employees. Easypower
Global Technology. The research results state that the variables work
motivation (X1), work experience (X2), work compensation (X3), and work
discipline (X4) simultaneously or together have a significant influence on
employee work productivity (Y). The results of the F table calculation are
2.46. Where the F test is carried out, the results are F count> F table.
This can be seen from table 4.3.9 which states that F count > F table
(101.482 > 2.46). Thus, Ha is accepted and Ho is rejected. Which means that
the variables work motivation (X1), work experience (X2), work compensation
(X3), and work discipline (X4) simultaneously have a significant influence significant
impact on employee work productivity (Y) at PT. Easypower
Global Technology.
CONCLUSION
From the results of hypothesis testing and discussion, it can be
concluded as follows; (1) partially, work motivation has a positive and
significant effect on the work productivity of PT employees. Easypower Global Technology. This means that the higher the
work motivation, the more work productivity will increase significantly.
Partially, work experience has a positive and significant effect on the
work productivity of PT employees. Easypower Global
Technology. This means that the higher the work experience, the more work
productivity will increase significantly.
Partially, Work Compensation has a positive and significant effect on
the Work Productivity of PT employees. Easypower
Global Technology. This means that the higher the Work Compensation, the Work
Productivity will increase significantly.
Partially, Work Discipline has a positive and significant effect on the
Work Productivity of PT employees. Easypower Global
Technology. This means that the higher the Work Discipline, the Work Productivity
will also increase significantly.
Work Motivation, Work Experience, Work Compensation and Work Discipline
simultaneously have a significant effect on the Work Productivity of PT
employees. Easypower Global Technology. The
productivity produced by employees in the company cannot be separated from the
variables that influence it, namely motivation, work experience, compensation
and work discipline. Because of that motivation
Acknowledgment
This article is a part of joint research and publication between
Faculty of Economics and Business, National University, Jakarta and Faculty of
Business, Economics, and Social Development, Universiti
Malaysia Terengganu.
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