|
|
INTERNATIONAL
JOURNAL OF SOCIAL SERVICE AND RESEARCH
|
THE EFFECT OF
ORGANIZATIONAL COMMITMENT AND COMPENSATION ON THE PERFORMANCE OF BPN
OFFICE
EMPLOYEES,
WEST ACEH REGENCY
Wirda Fitria
Faculty of Economics and
Business, Teuku Umar University, Aceh, Indonesia
Email: [email protected]
Abstract
This study aims to
analyze the effect of organizational commitment and compensation on the
performance of BPN office employees in West Aceh Regency. The objects studied
were all employees at the BPN office in West Aceh district. Data collection
techniques used quantitative methods in the form of questionnaires, interviews,
observations, and document studies. This study uses primary data in the form of
questionnaires or questionnaires distributed to all employees of the BPN office
in West Aceh district, with a return rate of 97%. The data is then analyzed
using multiple regression analysis to measure how much influence organizational
commitment and compensation have on employee performance in the office West
Aceh district BPN. The results of the study explain that organizational
commitment has a positive effect on employee performance and compensation has a
positive effect on employee performance. From the results of this study indicate
that organizational commitment and compensation significantly influence
employee performance in West Aceh district BPN office is at 69,27%.
Keywords: Organizational
Commitment, Compensation and Employee Performance
Received 15
September 2021, Revised 25 September 2021, Accepted 1 October 2021
INTRODUCTION
In the growing era of
globalization, one of the determining factors for the success of a business is
that human resources are the most important asset for the effectiveness of the
organization's vision and mission efforts. To be able to improve the quality of
employees there are factors that really need to be considered in order to
create maximum employee performance (Jelenic, 2011).
Basically, the most important thing to achieve a maximum
goal is to start from the most supportive thing to achieve a goal, namely human
resources (HR) (Susan, 2019).
In the face of rapid technological development, quality
human resources will be a force for companies to survive. The ease caused by
technological advances also causes many new competitors to enter the business
that has been undertaken. The ease of competitors-new competitors to enter the
business world, resulting in increasingly fierce competition. The
implementation of human resource development must be well planned to get
satisfactory results and in accordance with the expected (Dipang, 2013).
The power of human resources in an organization is
increasingly realized so that humans are seen as the most important asset of
various resources in the organization. The strong position of man in
organizations exceeds other resources such as materials, methods, money,
machines, markets, thus encouraging experts to contribute theories about human
resource management (Rozarie & Indonesia, 2017).
As for employees who have great potential and have skills
in building a reliable organization, as much as possible the organization must
be able to maintain it to participate in contributing to making a reliable
agency. Thus for the purpose of an agency, there are many factors that can
affect employee performance, namely factors within an agency such as
organizational commitment and compensation. Of the two components, there is a
very influential role in the work done by employees, with the efficiency, effectiveness
of a job entrusted to the employee, as well as the employee will provide better
quality in duties and responsibilities.
In this study, the office of
the National Land Agency of West Aceh district became the object of research.
The National Land Agency (BPN) is a non-departmental government agency under
and responsible to the President. This institution is led by a Head of Office
who is fully responsible for the implementation of services in the land sector
nationally, regionally and sectorally (Ardiansyah, Marthen, & Amalia, 2015).
�In an effort to carry out its duties and functions optimally and achieve the
planned results, the National Land Agency has developed an organizational
structure and working procedures for its apparatus from the central level to
the district/city level. The West Aceh District BPN office is one of the
district/city Land offices that carries out activities in the land sector (Sugiyanto, Djumadin, & Digdowiseiso, 2018).
Currently, there are 37 employees in the land office of West Aceh Regency. 22
employees out of a total of 37 people are civil servants and 15 out of 37 are
PPNPN (non-civil servant government employees). The West Aceh District Land
Office has a vision to create an institution capable of realizing land and land
for the greatest prosperity of the people, as well as the realization of a
national social system and a national and state social system (Sugiyanto et al., 2018).
Based on the author's observations, the management of
human resources at the West Aceh BPN Office is still open to opportunities for
improvement in performance aspects. So the authors conducted this research by
trying to identify several aspects related to how performance is influenced by
organizational commitment and compensation.
METHOD
To obtain the results of this
study, the authors use the quantitative descriptive analytical research.
Quantitative means that in a technical research the test uses statistical
testing, which functions to find out how much the relationship between these
variables is, the researcher does it from the results of questionnaires that
have been distributed to employees of the BPN office, which aims to determine
the relationship between the dependent variable and the variable free. In this
study, the dependent variable is organizational commitment and compensation,
while the independent variable is the employee's performance at
the BPN West Aceh office.
The purpose of this descriptive research is to examine the
responses of the target respondents regarding the research variables using the
instrument in this study and to analyze quantitative statistics in a series of
testing the established hypothesis data. The next step is data processing as
source analysis in the study collected through the method of distributing
questionnaires or questionnaires. While the initial data or information about
the situation and field conditions were obtained through observation and
interviews.
The population in this study were all members of the BPN West
Aceh office, totaling 37 employees. Furthermore, the sampling process is
carried out using the census method or the saturated sample method where in
this study the sample to be taken is the entire population or all employees of
the West Aceh Regency BPN Office, totaling 37 employees.
In this study, the data collection method used is a
questionnaire method (questionnaire). The list of statements is made
structurally in the form of multiplechoice statements and open statements. This
method serves to find out data related to organizational commitment,
compensation and employee performance at the Land Office of West Aceh district.
The questionnaire used in this study is a closed questionnaire and a series of
forms of the questionnaire have provided answers, and makes it easier for
respondents to directly choose answers from alternatives that have been
provided by the researcher. The forms of alternative answers to the
questionnaire are as follows:
Table
1
Answer
Alternatif Table.
|
No
|
Alternative
Answer
|
Score
|
|
1.
|
Strongly
Disagree (SD)
|
1
|
|
2.
|
Disagree
(D)
|
2
|
|
3.
|
Do Not
Agree� (DNA)
|
3
|
|
4.
|
Agree
(A)
|
4
|
|
5.
|
Strongly
Agree (SA)
|
5
|
The data processing method uses the classical assumption
test. One way of statistical testing is by testing classical assumptions, which
is a requirement that must be met in the multiple linear regression analysis
process. The classical assumption tests that are often used are normality
testing, multicollinearity testing, heteroscedasticity testing and
autocorrelation testing. Furthermore, using the Multiple Regression Analysis
method, this analysis is useful for statistically analyzing data to test whether
the regression equation can be accounted for and related to the influence of
organizational commitment variables (X1), compensation (X2), and employee
performance (Y). And then using hypothesis testing which aims to find out the
regression coefficients that have previously been formed and to test the
equations of the regressions that have been obtained, the results can be
justified. If the results of the analysis are declared significant, the
regression equation can be used to analyze the value of the performance
dependent variable based on the value of the independent variables of
organizational commitment and compensation.
RESULTS
AND DISCUSSION
1. Research
Results
The classical assumption
tests proposed in the research module include: normality test, multicollinearity
test, and heteroscedasticity test. From the results of the normality test,
which functions to distribute the residuals from the confounding regression.
Normality testing was carried out using the Kolmogorov-Smirnov test. If the
probability significance level is > 0.05 then the research data is normally
distributed. The results of the normality test in this study are as follows:
Table 2
Kolmogorov-Smirnov Test Table Using SPSS
|
One-Sample Kolmogorov-Smirnov Test
|
|
|
Unstandardized
Residual
|
|
N
|
37
|
|
Normal
Parametersa,b
|
Mean
|
0E-7
|
|
Std. Deviation
|
3.01944238
|
|
Most ExtremeDifferences
|
Absolute
|
.156
|
|
Positive
|
.104
|
|
Negative
|
-.156
|
|
Kolmogorov-Smirnov
Z
|
.949
|
|
Asymp. Sig. (2-tailed)
|
.328
|
|
a. Test distribution is Normal.
|
|
b. Calculated from data.
|
From the results of the
normality test listed in the table above, the Asymp value. Sig. (2-tailed) is
0.328 and the probability value is >0.05. So the results obtained in this
test are normally distributed. The author also uses the One-Sample Klomogorov-Smirnow
Test, and is supported by the Normal Probability Plot graph and histogram. The
data can be said to be normally distributed from the Normal Probability Plot
graph because of the spread of points around the histogram graph line. The
histogram obtained shows that the data is normally distributed and balanced or
stable from the form of the tabular pattern. The form of the acquisition of the
results is as follows:
Multicollinearity test is
useful to test how strong the bond from the independent variable to the
dependent variable is. The test system is multicollinear value obtained from
the results of the tolerance value and the value of the variance inflation
factor (VIF). If the tolerance value is < 1 and the VIF value is < 10, it
can be said that there is no multicollinearity. The results of the
multicollinearity test using the SPSS version 20 software application are as
follows:
Table 3
of Multicollinearity Test
Result:
|
Coefficientsa
|
|
Model
|
Unstandardized
Coefficients
|
Standardized
Coefficients
|
t
|
Sig.
|
Collinearity
Statistics
|
|
|
B
|
Std. Error
|
Beta
|
Tolerance
|
VIF
|
|
|
1
|
(Constant)
|
27.265
|
8.552
|
|
3.188
|
.003
|
|
|
|
|
C.
Organization
|
.222
|
.232
|
.133
|
.957
|
.345
|
.850
|
1.176
|
|
|
Compensation
|
.572
|
.113
|
.705
|
5.074
|
.000
|
.850
|
1.176
|
|
|
a. Dependent Variable: Employee Performance
|
|
|
|
|
|
|
|
|
|
|
|
|
It can be seen from the table
listed above, it is known that the value of tolerance for the independent
variable < 1 and the amount of VIF < 10. Meaning that the tolerance value
of the organizational commitment and compensation variable is 0.850 with a VIF
of 1.176, so we can conclude that there is no multicollinearity between the
independent variable and the dependent variable.
2. Heteroscedasticity
Test
This
test serves to determine whether there is a deviation from the classical
assumption of heteroscedasticity, meaning that in the regression model there is
an inequality of variance from one observation residual to another (Ratnasari & Lestari, 2020).
As for the basis for a decision from heteroscedasticity testing using the
glacier test, the value obtained from the data is declared significant and
meaningful greater than 0.05, if the value is significant, the conclusion is
that there is no heteroscedasticity in the regression model.
Figure 1 of Multicollinearity
Test Results:
Based on the scatterplot
image, it can be seen that the points contained in the image listed, it can be
seen that the points are in the number 0 section above and there is no clear
image or shape on the Y axis from the scatterplot image. explained that there
was no heteroscedasticity listed in this study. This is reinforced by the
results of the glacier test in the following table:
Table 4
Glacier Test Results Table:
|
Coefficientsa
|
|
Model
|
Unstandardized Coefficients
|
Standardized
Coefficients
|
T
|
Sig.
|
|
B
|
Std. Error
|
Beta
|
|
1
|
(Constant)
|
27.265
|
8.552
|
|
3.188
|
.003
|
|
C. Organization
|
.222
|
.232
|
.133
|
.957
|
.345
|
|
Compensation
|
.572
|
.113
|
.705
|
5.074
|
.000
|
|
a. Dependent Variable: Employee
Performance
|
From the results of the glacier
test obtained from the SPSS output in the table above, it proves that there are
two independent variables having a significance amount above 5%, so that the
regression model does not have heteroscedasticity in this study. Related to
this, it shows consistency with the results of the previous scatterplot test.
3. Multiple
Regression Analysis
This method is applied to
find out the relationship between variables X1, X2 and also variable Y. These
variables, namely organizational commitment, compensation and employee
performance have become objects in this study. The implementation of this multiple
linear regression can predict the results of the value of the dependent
variable from all independent variables whose value is known, using the
calculations in the SPSS statistical version 20 application. The results of the
calculation of the equations of the multiple regression analysis are as listed
in the following table this:
Table 5
|
Coefficientsa
|
|
Model
|
Unstandardized
Coefficients
|
Standardized
Coefficients
|
T
|
Sig.
|
|
B
|
Std. Error
|
Beta
|
|
1
|
(Constant)
|
27.265
|
8.552
|
|
3.188
|
.003
|
|
Organizational Commitment
|
.222
|
.232
|
.133
|
.957
|
.345
|
|
Compensation
|
.572
|
.113
|
.705
|
5.074
|
.000
|
|
a.
Dependent Variable: Employee
Performance
|
4. Hypothesis
testing
The usefulness of conducting
hypothesis testing which aims to determine the level of significance of the
coefficients that have previously been formed, and at the same time knowing a
basic placement that is useful for researchers for collecting evidence in the
form of data as well as knowing related to a decision to accept or otherwise
reject Ho from an assumption truth. has been researched and the results can be
justified. If the results prove significant and can be accounted for, then the
multiple regression equation can be used.
5. Partial
Test (t Test)
The benefits of partial
testing or t-test are useful for each relationship of the independent
variables, which in this research are compensation and organizational
commitment to the dependent variable, namely performance (Agus, 2010).
Partial testing can be seen from the t test, if the probability value is
<0.05 then Ho is rejected, Ha is accepted, which means there is a
significant effect between the independent variable and the dependent variable.
The partial tests that have been carried out are as follows:
Table 6
Partial Test (t Test)
|
� �� Coefficientsa
|
|
Model
|
Unstandardized
Coefficients
|
Standardized
Coefficients
|
T
|
Sig.
|
|
B
|
Std.
Error
|
Beta
|
|
1
|
(Constant)
|
27.265
|
8.552
|
|
3.188
|
.003
|
|
C. Organization
|
.222
|
.232
|
.133
|
.957
|
.345
|
|
Compensation
|
.572
|
.113
|
.705
|
5.074
|
.000
|
|
a. Dependent Variable: Employee
Performance
|
a.
Hypothesis Test 1
Based
on the results of the tests that have been carried out, the t value of the
organizational commitment variable is 0.957 with a sig level. 0.345 and the T
table value is 2.03224451 or 2.03. From 0.957 < 2.03 so that Ho is rejected
and Ha is accepted, it means that Organizational Commitment (X1) has an effect
on employee performance (Y) at the West Aceh district BPN office.
b.
Hypothesis Test 2
From
the results of the tests that the researchers did, there were results from the
t count for the compensation variable of 5.074 and the level of 0.00 and the T
table value of 2.03224451 or 2.03. So 5.074>2.03 so that Ho is accepted and
Ha is rejected, which means that partially compensation (X2) affects employee
performance (Y) at the BPN office in West Aceh district.
6. Simultaneous
Test (F Test)
Simultaneous testing aims to
find out the relationship between the independent variable and the dependent
variable together (simultaneously). related to this test which simultaneously
(F test) in a series of effects of organizational commitment and compensation
simultaneously on employee performance. The results of the simultaneous in this
study are as shown in the table below:
Table 7
Simultaneous Test Table (F
Test)
|
ANOVAa
|
|
Model
|
Sum of
Squares
|
Df
|
Mean
Square
|
F
|
Sig.
|
|
1
|
Regression
|
260.057
|
2
|
130.029
|
13.470
|
.000b
|
|
Residual
|
328.213
|
34
|
9.653
|
|
|
|
Total
|
588.270
|
36
|
|
|
|
|
a. Dependent Variable: Employee Performance
|
|
b. Predictors: (Constant), Compensation, C. Organization
|
|
|
As for the results of the
tests that have been carried out, the F value obtained is 13,470 with the
results of sig. 0.000. And the value of F table = 3.27589799 or 3.27. So
13,470>2.03 so that Ho is accepted and Ha is rejected, which means that
partially compensation (X2) has a significant and significant effect on
employee performance (Y) at the BPN office in West Aceh district.
7. Simultaneous
Coefficient of Determination Test (R2)
Simultaneous determination
test with the symbol R2 which is part of the attachment between the dependent
variable and the independent variable. In this study Adjusted R Square is used
so that the data obtained is not biased by the large number of variables that
the researcher will combine into the equation model.
Table 8
|
Model Summaryb
|
|
Model
|
R
|
R Square
|
Adjusted R Square
|
Std. Error of the
Estimate
|
Change Statistics
|
Durbin-Watson
|
|
R Square Change
|
F Change
|
df1
|
df2
|
Sig. F Change
|
|
1
|
.665a
|
.442
|
.409
|
3.10698
|
.442
|
13.470
|
2
|
34
|
.000
|
2.622
|
|
a. Predictors: (Constant), Compensation, C. Organization
|
|
b. Dependent Variable: Employee Performance
|
To determine df 1 (N1) and df
2 (N2), that is, df1=k(number of variables)-1 and df2=n�k. As for df 1 = k-1 =
2 and df 2 = nk = 34. It can be seen from the Model Summary table above, the
amount of determination (X1), (X2) for the variable (Y) can be seen in the R
Square value of 0.442, so 44% organizational commitment variables (X1) and
compensation (X2) affect employee performance (Y) at the BPN office in West
Aceh district.
8. Partial
Coefficient of Determination Test (r�)
The purpose of calculating
the coefficient of partial determination (r�) is to find out which independent
variable is the most dominant to the dependent variable (Ghozali, 2016). If
the value of r� is large, it shows the independent variable that has the most
dominant influence on the dependent variable. Based on the results of
calculations in the SPSS statistical version 20 program which is in the table
below:
Table 9
Partial Coefficient of Determin Test (r�)
|
Coefficientsa
|
|
|
Model
|
Unstandardized
Coefficients
|
Standardized
Coefficients
|
T
|
Sig.
|
95.0%
Confidence Interval for B
|
Correlations
|
Collinearity
Statistics
|
|
B
|
Std.
Error
|
Beta
|
Lower
Bound
|
Upper
Bound
|
Zero-order
|
Partial
|
Part
|
Tolerance
|
VIF
|
|
1
|
(Constant)
|
27.265
|
8.552
|
|
3.188
|
.003
|
9.886
|
44.645
|
|
|
|
|
|
|
C. Organization
|
.222
|
.232
|
.133
|
.957
|
.345
|
.693
|
.249
|
.140
|
.162
|
.123
|
.850
|
1.176
|
|
Kompensasi
|
.572
|
.113
|
.705
|
5.074
|
.000
|
.343
|
.802
|
.653
|
.656
|
.650
|
.850
|
1.176
|
|
a. Dependent Variable: Employee Performance
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
Based on table 9 obtained
from the multiple linear regression equation and the results of data processing
using the SPSS application and can use the formula r� x 100%. The magnitude of
the contribution of the influence of each independent variable on the dependent
variable is:
a.
Organizational Commitment (X1): (0.162)� x
100% = 26.24%
b.
Compensation (X2): (0.656)� x 100% = 43.03%
9. Discussion
After doing all the tests,
the results obtained by the researchers related to the effect of organizational
commitment and compensation on the performance of the employees of the BPN
office in West Aceh district. From the results of several tests that have been
carried out, it can be concluded that the organizational commitment and
compensation variables have a significant relationship to the employee
performance variable, which is proven in the tests previously discussed
previously. Related to this, it is proven that the value of organizational
commitment is 26.24% obtained from the results of the partial determination
coefficient test. This shows that there is good organizational commitment from
both parties.
Furthermore, the indicators
of affective commitment in this study which stated that some members of the
organization expressed pride because they had played a role in being part of
the organization, a number of employees from a total of 37 employees showed
their enthusiasm for work followed by a full sense of responsibility and
thoroughness. But there is also a sustainability indicator which states that
there are still some of these employees who still do not agree with the
commitment to an organization, and related to this it gives a little picture
from the aspect of employees who work at the BPN office of West Aceh district,
who are still open to opportunities and think to leave the organization where
they work now and do not care about their personal struggles that are given to
the success of an organization. There is one more independent variable, namely
compensation. Based on the analysis of the previous research data, 43.03% of
the results of the partial determination coefficient test were obtained. As for
the results of the questionnaire that the researcher got from the respondents,
it was stated that the compensation at the BPN Aceh Barat office was
categorized as high. And the performance given by employees at the West Aceh
district BPN office has been fairly good. And although there are still one or
two of the other employees who are not yet fully disciplined.
From the results of this
study, the dependent variable, namely organizational commitment and
compensation, has a significant attachment to the performance of employees at
the BPN office in West Aceh district, which is 69.27%. The remaining 30.73%,
which comes from other factors from the variables that exist in this study.
CONCLUSION
Related to those obtained from several previous tests and
discussions. So the researchers drew several conclusions, including:
1.�� From the results of several tests,
it is stated that there is a significant influence on the organizational
commitment variable on the employee performance variable at the West Aceh BPN
office.
2.�� There is a significant influence
between compensation variables on employee performance variables at the West
Aceh BPN office.
3.�� As well as the simultaneous significant
influence between organizational commitment and compensation variables on
employee performance variables at BPN West Aceh.
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