This study aims to analyze how much influence
incentives, work environment and work discipline have on employee job
satisfaction. In this study using primary data obtained from the distribution
of questionnaires to 142 employees as respondents at PT, XYZ cakung branch.
This study used descriptive analysis methods and inferential analysis. Data
were analyzed using multiple linear regression correlation analysis, instrument
test, model feasibility test, and t test. The results of this study show a
positive and significant influence on employee job satisfaction, resulting from
the results of the regression equation model in the Coefficients table Y =
4.307 + 0.246 + 0.241 + 0.202. In the feasibility test of the model, a
significant value of 0.000 was obtained, which means that the model is said to
be significant and the model is said to be feasible to be used in this study.
In the results of the t-test hypothesis value, the sig value on the incentive
variable is 0.000, the sig value on the work environment variable is 0.008, and
the sig value on work discipline is 0.000. So it can be concluded that
partially these three variables have a positive and significant influence on
the dependent variable of employee performance. If the management provides good
incentives and creates a comfortable and conducive work environment as well as
implementing good discipline in the work environment to stimulate employees to
do their jobs better, it will be able to influence employees to do their jobs
better. Which will have an impact on achieving common goals
Keywords:
Incentives, Work Environment, Work Discipline and Employee Job Satisfaction
INTRODUCTION
The turmoil of economic competition is seen growing very rapidly,
especially in parts of East Asia that enter free trade. Free trade is when
goods, capital flows, and labor freely enter between countries, without
anything to hinder the trade process. This condition cannot deny that
entrepreneurs have to turn their brains to compete with foreign competitors,
not even from their own country. Various strategies also need to be prepared to
boost the ongoing business. It does not escape the role of human resources
which is very thick role in advancing the business. Because without good human
resources, a business will be abandoned and destroyed because the drivers are
not competent and unprofessional. Therefore, business people must think about
how to make all employees have a competent attitude in their fields and have a
high professional spirit. This must be based on job satisfaction arising from
an employee. According to Robbins (2011: 114), views job satisfaction as a
positive feeling about work as a result of evaluating its characteristics. Work
requires interaction with colleagues and superiors, following organizational
policies and regulations, meeting all work standards, living with less than
ideal working conditions. Several factors that influence it in this study on
job satisfaction are expected to affect future company activities at PT XYZ,
researchers specialize in Incentive factors, Work Environment, and Work
Discipline. Of these three factors, it will be analyzed which factor has the
greatest influence in influencing satisfaction both in terms of employees and
management
PT XYZ is a company engaged in after-sales. PT XYZ is the sole
distributor of Komatsu heavy equipment in Indonesia. The company has a vision
to become a world-class solution-based company in the field of heavy equipment.
In achieving the company's goals, PT XYZ experienced several obstacles faced in
increasing employee job satisfaction. Although the company provides a fairly
good salary and health program, job satisfaction sometimes decreases. Job
satisfaction will be seen from the job satisfaction indicator Setyorini (2011:
304) states that the factors that affect job satisfaction are divided into two
factors 1. Extrinsic factors. 2. Intrinsic Factors, which will be a factor in
assessing employee satisfaction in a company.
According to Sarwoto (2010: 144), incentives are a means of motivation
given by companies as a stimulant or encouragement given intentionally to
workers so that in them there is a greater spirit to achieve for the organization.
Incentives are programs that offer income beyond the basic salary, can be in
the form of material, non-material to social incentives. It is expected that
employees can be more motivated to do a better job, so that job satisfaction is
achieved. However, the incentive program situation felt by PT XYZ employees has
not given the satisfaction effect as expected. From the opinions of experts, it
can be concluded that incentives are encouragement for someone to want to work
well and to be able to achieve a higher level of performance so that it can
increase the willingness to work and motivation of an employee in order to
create a quality performance in accordance with the company's vision and
mission. In the measurement aspect in assessing the provision of incentives in
companies, researchers use indicators in Hasibuan (2010: 184), namely: 1.
Non-Material Incentives. 2. Incentive Materials. 3. Social Incentives
The work environment is everything around the workers that can affect
them in carrying out the tasks charged, such as workplace cleanliness, music
and so on. The physical work environment in a company is a working condition to
provide a comfortable employee atmosphere and work situation in achieving the
goals desired by a company. According to Marwansyah (2010), the work
environment is everything around workers that can affect them in carrying out
their duties. Poor working conditions have the potential to cause employees to
easily fall ill, easily stressed, difficult to concentrate and decreased work
productivity. Just imagine, if the workspace is uncomfortable, hot, air
circulation is inadequate, the workspace is too dense, the work environment is
not clean, noisy, of course, it has a great effect on the comfort of employees'
work. Therefore, companies must pay attention to the work environment both in
terms of physical work environment, and non-physical work environment. Because
the conditions in the work environment will cause the employee stress and job
satisfaction will decrease, causing the company to be unable to achieve its
goals.
In the measurement aspect in assessing the Work Environment in the
company, researchers use indicators in Suwatno and Priansa (2011: 163), 1.
Physical environmental factors. 2. Psychic Environmental Factors.
The following factors that also support a satisfaction in addition to
paying attention to the work environment, work discipline within the company
must be applied. According to Hartatik (2014: 182), work discipline is useful
for educating employees to comply with and like existing regulations,
procedures, and policies. Lack of knowledge of regulations, procedures and
policies will lead to disciplinary action. With this statement, the application
of discipline in an organization aims to make all employees in the company
willing to voluntarily obey and obey every applicable order without any
coercion. Good work discipline can be seen from the high awareness of its
employees in complying with and obeying all applicable rules and regulations,
the amount of responsibility for their respective duties, and increasing the
efficiency and job satisfaction of their employees.
Meanwhile, according to Hasibuan in his book Human Resource Management
(2009: 190), work discipline is a person's awareness and willingness to obey
all company regulations and applicable norms. Basically, many indicators affect
the level of discipline of employees of an organization. In this study,
researchers took these indicators according to Hasibuan in his book Human
Resource Management (2008: 191-195) including: 1. Goals and Abilities. 2.
Leadership Example. 3.Inherent Supervision. 4. Penalties
RESEARCH METHOD
This study used a quantitative research approach design. The subjects
of this study are employees of PT XYZ and the objects in this study are Incentives,
Work Environment, Work Discipline, and Satisfaction. With a sample of 142 to
represent a population of 221 employees represented as research subjects. The
type of data collected in this study is in the form of primary data sourced
from PT XYZ. The data collected in this study were (1) questionnaires, (2)
document recording, and (3) interviews, to be analyzed by descriptive and
inferential analysis.
Incentive (X1) Indicators: 1.
Non
Material Incentives 2.
Incentive
Material 3.
Social Incentives Hasibuan (2013:57) Work Environment (X2) Indicators: 1.
Physical
Work Environment Factors 2.
Psychic
Work Environment Factors Suwatno and Priansa (2011:163) �Work Discipline (X3) Indicators: 1.
Goals
and Abilities 2. Leadership Examples 3.
Inherent
Supervision 4. Penalties Hasibuan (2008:191-195)
RESULTS AND DISCUSSION
Analysis of the influence of independent variables and inferential
dependent variables is an analysis that emphasizes testing hypotheses and
concluding hypothesis results.
|
Coefficientsa |
||||||
|
Type |
Unstandardized
Coefficients |
Standardized
Coefficients |
||||
|
B |
Std.
Error |
Beta |
t |
Sig. |
||
|
1 |
(Constant) |
4.307 |
1.298 |
|
3.318 |
.001 |
|
Incentive |
.246 |
.064 |
.288 |
3.849 |
.000 |
|
|
Work Environment |
.241 |
.090 |
.200 |
2.682 |
.008 |
|
|
Work Discipline |
.202 |
.043 |
.353 |
4.716 |
.000 |
|
|
a. Dependent Variable: Kinerja_Karyawan |
||||||
Output
coefficients of such multiple linear regression. Based on the linear regression
equation is;
Y=
4.307 + 0.246 + 0.241+ 0.202
1) Result of Partial Coefficient of Incentive
Variable (X1)
The results can be explained that the effect of the Incentive variable
on Satisfaction is seen from a significant value of 0.000. (0.000< 0.05)
then it is partially interpreted that the Incentive has a positive and
significant effect on Satisfaction with PT XYZ.
The results of the analysis in this study found that incentives have a
positive and significant influence on satisfaction with PT XYZ. The analysis is
reinforced by the results obtained through several tests and the results of
hypothesis testing using the t test, obtained a significant value smaller than
α namely (0.000<0.05). From these criteria, this positive influence
means that the better the Incentive Provision in accordance with employee
expectations at PT XYZ, the more it will affect employee job satisfaction.
2) Partial result of the coefficient of the
working environment variable (X2)
The results can be explained that the influence of Work Environment
variables on Satisfaction seen from a significant value of 0.008. (0.008 <
0.05) then it is partially interpreted that the Work Environment has a positive
and significant effect on Satisfaction at PT XYZ. Based on the results of
hypothesis testing in this research analysis, it was found that the value was
significantly smaller than the probability limit of the error rate used, which
was 5% = (0.008 < 0.05) which means that the Work Environment variable has a
positive and significant effect on satisfaction. This positive influence means
that the better the work environment is in accordance with employee
expectations at PT XYZ, the greater the effect will be on employee
opportunities for job satisfaction.
3) Partial result of the coefficient of the
labor discipline variable (X3)
The results can be explained that the influence of the Work Discipline
variable on Satisfaction seen from a significant value of 0.000. (0.000 <
0.05) then it is partially interpreted that Work Discipline has a positive and
significant effect on Satisfaction at PT XYZ.
The results of the analysis in this study obtained that Work Discipline
has a positive and significant influence on Satisfaction at PT XYZ. The
analysis is reinforced by the results obtained through several tests and the
results of hypothesis testing using the t test, obtained a significant value
smaller than α namely (0.000 <0.05). This positive influence means
better work discipline at PT. XYZ, the greater the opportunity for employees to
improve their performance.
CONCLUSION
Based on the results of research on
Satisfaction at PT XYZ., the results of the analysis and discussion that has
been carried out, then in this study the researcher draws conclusions that: conclusion
on Incentive (X1) has a positive and significant effect on Satisfaction in PT
XYZ., which is shown in the results of multiple Liner Regression analysis of
0.246 with a Sig value of 0.000 in the Coefficients table. Which is concluded
or can be interpreted, if the Incentive Provision factor is in accordance with
the expectations of employees at PT XYZ, it will increasingly affect employee
job satisfaction, especially in the Social Incentive indicator with a value of
4.13, it does not rule out the possibility that it can help in overcoming
overall satisfaction problems that will improve the overall work of employees
at PT XYZ. From the results of the study and discussion, researchers concluded
that the Work Environment Variable had a positive and significant effect on
Satisfaction in PT XYZ, which was shown at a value of 0.241 with a significance
level of 0.008. These results are interpreted when within PT. XYZ, the better
the work environment in accordance with the expectations of employees at PT
XYZ, the greater the effect on employee opportunities for job satisfaction,
especially in the Physical Environment indicator with a value of 4.17. The
conclusion on the Work Discipline Variability (X3) has a positive and
significant effect on Satisfaction in PT XYZ, which is shown in the results of
multiple Liner Regression analysis of 0.202 with a Sig value of 0.000 in the
Coefficients table. The results of the third variable mean that if employees
are more disciplined in their daily implementation in working at the company
both personally and professionally, these factors can also increase in terms of
employee satisfaction in general in the work environment of PT, XYZ, because
the company will also adjust and provide employee rights that will make
employee satisfaction also achieved. This is also seen in the Penalties
Sanctions indicator with a value of 4.27.
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