Table 3 - uploaded by Mas Anom Abdul Rashid
Content may be subject to copyright.
Source publication
One of the issues in psychology of work and occupation is job performance. Employee's job performance has a great potential to help the organization achieve its goals. Among the factors that affect job performance is compensation provided by the employer. This study looks at the influence of types of compensation-financial and non-financial on job...
Contexts in source publication
Context 1
... to Saiful (2012), the items are considered to represent an acceptable level of internal consistency if the Cronbach's alpha value within 0.5 to 0.7 and good level if the Cronbach's alpha value more than 0.7. Table 3 Model summary shows the result to answer RQ2. Table 3, it is found that the value of R is 72.7% and R square is 52.9% which indicate that the relationship between financial and non-financial compensation to job performance is moderate. ...
Context 2
... 3 Model summary shows the result to answer RQ2. Table 3, it is found that the value of R is 72.7% and R square is 52.9% which indicate that the relationship between financial and non-financial compensation to job performance is moderate. Table 4 indicated that there were a significant relationship between job satisfaction (.000) and non- financial compensation (.075) to job performance. ...
Similar publications
Newsletter for ENERGYBAR project 2014
This study investigated the influence of job satisfaction and interpersonal relations on job performance of academic staff of colleges of education in Lagos State. A quantitative approach with survey design was used for the study. Population for the study comprised 516 academic staff and 6042 students of all the colleges of education in Lagos State...
This study investigates the multifaceted determinants influencing job performance among employees of Setiausaha Kerajaan Negeri Sembilan (SUKNS) at Wisma Negeri, Negeri Sembilan, with a keen focus on their implications for organizational success and individual satisfaction. In addition to exploring critical factors such as motivation, workload, wor...
Citations
... However, the results of this study are in line with the opinion (Gibson, Ivancevich and Donnelly, 1996) that quality, punctuality, initiative, ability and communication factors play a strong role in achieving performance. The results of this study are able to confirm previous studies conducted by (Abdul Rashid et al., 2016) that there is no significant relationship between financial compensation and performance. This is the case with empirical studies conducted by (Hameed et al., 2014) that compensation does not have a significant effect on performance. ...
Lecturers as the spearhead in producing quality graduates in higher education are expected to always give the best performance at
work. Good lecturer performance is influenced by many factors including workload, work conflict compensation and lecturer
work stress so it is interesting to do further field research. The purpose of this study is to analyze and investigate the influence of
work conflict and workload factors as internal factors among lecturers that have an impact on work stress and performance as well
as the role of compensation mediators on the relationship between workload and lecturer performance in private universities in
East Kalimantan. This study also took a sample of 259 lecturers as respondents in several districts and cities in East Kalimantan
Province. Questionnaires were distributed to all samples to determine respondents' perceptions of the variables studied and
collected in tabulated data. The tabulated data results were further analyzed using Smart PLS 3.3.2 software and descriptive
statistics and inferential statistics to solve the equation structure model used in this study. The study found that work conflict has a
positive and significant direct effect on job stress and performance. Workload has a positive and significant effect on work stress
and performance. Meanwhile, work stress has a positive but insignificant effect on performance. Compensation is not able to
strengthen the relationship between workload and performance.
Keywords
Work conflict, work load, compensation, work stress, performance
Article Received: 18 October 2020, Revised: 3 November 2020, Accepted: 24 December 2020
... Kompensasi adalah pendekatan sistematis untuk memberikan nilai moneter kepada pekerja sebagai imbalan atas pekerjaan yang dilakukan dan menjadi salah satu faktor yang memengaruhi performa sebagai semua bentuk pengembalian keuangan dan manfaat nyata yang diterima oleh pekerja agar dapat mencapai beberapa tujuan membantu dalam perekrutan, performa pekerjaan dan kepuasan kerja (Rashid et al., 2016). Kompensasi berfungsi untuk meningkatkan motivasi kerja dan memelihara pekerja agar tetap bertahan pada perusahaan yang sedang ditempati (Haryani, Hamid & Susilo, 2015). ...
This research was conducted at PT Suryabangun Indoperkasa (PT SI). PT SI was chosen as the object of research because it has a number of problems, namely highly turn over and decline in the performance of workers based on the Key Performance Indicator (KPI) for the past three years. The analysis technique used in this study is Structural Equation Modeling (SEM). Data collection by distributing questionnaires related to self-efficacy variables (X1), work experience (X2), compensation (X3) as independent variables, work motivation (Y1) as mediating variables and worker performance (Y2) as the dependent variable. The distribution technique uses purposive sampling technique, the number of respondents is 194. The results of this study show that the most influential independent variable on work motivation is compensation with coefficients of 0.584, and the most influential variable on performance is work motivation with coefficient of 0.559.
One of the most important aspects that can have a significant effect on an organization's efficiency is the level of employee engagement. Management uses a number of incentives to inspire and reward employees, increasing the likelihood that they will work hard but happily toward the advancement of the organization and the realization of its stated objectives. The study's objective was to analyze the reasons that influence satisfaction of the employees in the Lucky Cement Plant, where 200 hundred employees were surveyed. Data was analyzed through SPSS version 20. Frequency tables, percentages, and bar charts were used for descriptive analyses, while inferential statistics was used to determine predictors and employee engagement. All three independent factors (supervisor support, peer support, and training) were found to have a statistically significant relationship with the dependent variable (employee engagement). All demographic characteristics and independent variables, excluding stress, are positively associated with high levels of employee engagement.
Compensation is one of the relevant topics to be discussed in many organizations either in Malaysia or other countries. Presently, the compensation issue increasingly catches the interest of academics, employers, employees, and also organizations in Malaysia. This study was conducted to examine the influence of compensation to the employees and their performance to achieve the organization's goal. Due to high pressure was living cost and high risk when they are doing their works in the organizations, then they have to be more secured, either with the safety or wages. Over the past year, there is an attempt by many organizations today to identify innovative compensation strategies that are directly linked to improving organizational performance as well as work performance. This paper aims to review how compensation influences the work performance and the effect comes from the extraordinary growth of information and communication technologies (ICT), compensation has been recently proposed to indicate the integration of ICT purposely to support the traditional participatory process. However, this paper will discuss the implications of compensation in the organization in Malaysia and discusses the experience’s views too. Although this study already discussed the implications and experiences by the compensation, we hope that Malaysian can provide useful insight, knowledge, and understanding from the employer to the employees where there had no problem created by them. Toward the end of this paper, a conceptual framework will be offered. Based on the discussion on related empirical review, the compensation factors are proposed to have significant influences on work performance in the organization in Malaysia. In the future, we hope that future studies would focus on other discussions of compensation factors or reward satisfaction. Therefore, future research should be alert on how to make sure this issue is not getting worst but be more effective and comprehensive to implement to the next generations.
