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The Influence Of Layoffs, Workload And Financial

Compensation On Job Satisfaction And Its Impact On

Employee Performance At Sirclo Group Jakarta

Febri Hariyanto

, Edi Sugiono

, Suryono Efendi

Management Study Program, Faculty of Economics and Business, Universitas Nasional, Indonesia

Email: mr.febrih[email protected]

, [email protected]

Keywords

ABSTRACT

Employee Performance, Job

Satisfaction, Layoff, Workload,

Financial Compensation

This study aims to analyze the effect of layoffs, workload and

financial compensation on job satisfaction and its impact on

employee performance. The independent variables used are layoff

(X1), workload (X2), financial compensation (X3), the dependent

variable is employee performance (Y) with the intervening variable

is job satisfaction (Z). The research approach used is quantitative

research by means of observation, interviews, and surveys. The

analysis model uses SEM software AMOS version 23. Survey-based

data collected from 130 respondents. The study found that layoff has

a positive and significant effect on job satisfaction, workload has a

negative and significant effect on satisfaction, financial

compensation has a positive and significant effect on job

satisfaction, layoff has a negative and significant effect on employee

performance, workload has a positive and significant effect on

employee performance, financial compensation has a positive and

significant effect on employee performance, layoff has a positive and

significant effect on employee performance through job satisfaction,

workload has a negative and significant effect on employee

performance through job satisfaction, financial compensation has a

positive and significant effect on employee performance through job

satisfaction. Job satisfaction has a positive and significant effect on

employee performance.

INTRODUCTION

Current developments in business in Indonesia, especially in the fields of creative economy and

technology, have a big influence on organizations and/or companies, they are required to be able to

maintain and are also expected to be able to improve the quality as well as the quantity and service in

their work (Chandra & Adriansyah, 2017)(Priansa, 2014). This aims to ensure that the organization or

company is able to defend itself in competition with the same or similar company models, both on a

national scale and on an international scale. One of the important parts that plays a role in determining

the level of success in a company is by providing training to workers who have good potential or

abilities. Companies are expected to be able to find and provide training to employees who have higher

enthusiasm. Companies are also expected to be able to create and maintain the excellence of these

employees to be able to compete, because ultimately it is employees who will be the core of a company's

success.

"Performance is a system used to assess and find out whether an employee has carried out their

work as a whole, or is a combination of work results/what a person must achieve and competence/how

a person achieves it" (Pardede & Mustam, 2017)(Sugiono, Darmadi, & Efendi, 2021). Basically,

International Journal of Asian Education,

Febri Hariyanto

, Edi Sugiono

, Suryono Efendi

IJSSR Page 2446

performance is what employees are doing or not doing or not doing in carrying out their work (Priansa,

2014).

Employees play an important role in company activities, because the level of progress and success

in a company cannot be separated from the role and abilities of its employees. In a company's

operational system, employee capability is basically one of the resources that plays the most important

role in achieving company goals (Ravianto, 1986). So because of this, companies need and must be able

to manage their employees as well as possible.

By paying attention to the performance of SIRCLO Group Jakarta employees from year to year

there has been an increase, although not much, but significantly fluctuating conditions if seen based on

the semester of each year (Pontoh, 2014). Based on the results of the researcher's observations, it can

be said that this condition is influenced by several factors, including workload and financial

compensation (Herdiany, Puspa, Utomo, Aryandha, & Putranti, 2022). As well as world economic

conditions which have caused various tough decisions that must be made by companies in 2022, one of

which is layoffs, resulting in an impact on employee performance which has dropped drastically by

11.3%.

Based on layoffs.fyi data, as of December 2022, there were 1,051 companies carrying out layoffs

with a total of 161,411 people in the world. In the last year, the largest wave of layoffs occurred in

November 2022, reaching 53,451 people from 227 companies. This condition can specifically have an

impact on employee performance which is influenced by several factors, including workload, because

indirectly with layoffs the workload received by employees will increase due to reduced man power or

human resources (Edison, Anwar, & Komariyah, 2016). This can lead to job satisfaction because you

may feel stressed where your workload is excessive but does not match the compensation you receive.

This is similar to the results of observations that researchers have made previously (Dwinati, Surati, &

Furkan, 2019)(Mahendrawan & Indrawati, 2015).

Based on data from research regarding the SIRCLO Group Jakarta Key Performance Indicators, it

can be seen that during the last 4 year period from 2019 to 2022 the company experienced a phase of

ups and downs in performance review results specifically related to performance, it can be seen that in

2019 it showed a figure of 4.70 in semester 1, this figure decreased -0.17 in semester 2 to 4.53. Then

there was a slight increase of +8 in 2020 with an average score of 4.61, this figure increased entering

semester 2 to 4.72. Furthermore, in 2021 it again experienced an increase of +29 to 5.11 in semester 1,

but again experienced a drastic decrease of -47 in the first semester to 4.64. It continued to decline in

semester 1 of 2022 with an average score of 4.58 and decreased again in semester 2 to 4.05.

Furthermore, based on the analysis of the data, the author conducted research on previous

research, so that in the end several journal sources were found, but from the sources found, there were

inconsistencies or discrepancies in the results, so the researcher felt there was a problem in it that had

to be resolved, at least the cause was known so that it could be resolved. provide a clearer and more

detailed picture of the gaps. Inconsistencies or discrepancies in the results of the research are usually

called gap research, namely gaps or research gaps that can be entered by a researcher based on

experience or previous research. Previous research can basically be used as a goal to get a new answer

to something that is considered a problem, (Siregar, 2011). Therefore, researchers will carry out another

study by providing updated variables. Below is a table that shows the gaps in the research results:

Based on data from research conducted, it shows that layoff has a significant positive effect on

employee performance (Riley, 2006), (Rahmizal & Lasmi, 2021), (Sa’diyah & Irawati, 2017), (Asmara,

2017). In another study by (Aisyah, 2016) explains that there are several things that need special

attention, namely improving better communication between management and employees, one of which

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is by holding outreach regarding the employment termination policy or other policies so that employees

understand and understand. This condition can make you act more relaxed/more accepting. However,

this is different from research conducted by (Kammeyer‐Mueller & Liao, 2006) that layoff has a negative

effect on employee performance. It was explained that empirical research and narrative reports from

working managers show that employee attitudes can be negatively influenced by organizational

downsizing (an updated term in this research is defined as layoff). This results in the disintegration of

families, the collapse of social networks, and a decline in the physical and mental health of victims among

other negative side effects. It can also lead to financial constraints including confiscation of homes and

property.

Based on management phenomena (company empirical data) as a research location and from

research gap findings in previous research, this research will discuss in more depth the independent

variables (layoff, workload, and financial compensation) on the dependent variable (employee

performance) with variables Job satisfaction is an intervening variable which is expected to be able to

close the gap/resolve the gap regarding the inconsistency of previous research results so that the results

can be more consistent, besides that the presence of the intervening variable job satisfaction is also a

novelty for researchers (Hasibuan, 2008). So in this case I chose a research with the title "The Influence

of Layoff, Workload, and Financial Compensation on Job Satisfaction and Its Impact on Employee

Performance at SIRCLO Group Jakarta" (Kristine, 2017)(Mutmainah, 2013).

METHODS

In this research the author used quantitative research and descriptive analysis. The data sources

that the author uses in this research are primary data and secondary data. The primary data source

comes from answers to questionnaires distributed to correspondents. Next, secondary data is data on

the condition profile of the SIRCLO Group Jakarta company. The population used in this research was

employees of SIRCLO Group Jakarta, data obtained from the relevant team was 237 people. Meanwhile,

the sample that will be respondents in this research has been adjusted and calculated to be 149 people

(rounding).

RESULTS

Based on the results of the questionnaire that has been distributed, a description of the object

will be obtained from employee respondents at SIRCLO Group Jakarta, which is the subject of the

research. The results of this research will be used as a basis for discussion analysis which begins with a

descriptive analysis of the characteristics of the respondents and the respondents' answers. This

analysis aims to get an overview of the respondents' answers regarding the variables studied. There are

two approaches used in SEM, namely measurement model analysis(measurement model analysis) and

structural equation modeling analysis (structural equation model analysis).

Measurement model analysis is a modeling stage that aims to identifyunidimensionality

andobserved variables by explaining a latent variable and the validity and reliability of the construct.

Meanwhile, structural equation model analysis is more about explaining the pattern of relationships

between constructs.

Test the assumptions first before finally carrying out the analysis. The testing stages start from

descriptive analysis, validity test, reliability test, normality test, etcoutliers. In this research, the AMOS

23 software tool is used to simplify the process and determine the accuracy of the calculation results.

Below is a complete explanation of the results of the analysis of respondent characteristics:

1. Respondent Characteristics

International Journal of Asian Education,

Febri Hariyanto

, Edi Sugiono

, Suryono Efendi

IJSSR Page 2448

From the results of research conducted on 147 respondents, the results were 130 respondents

who completed it, so the analysis in this research will be carried out on complete data. The following

can be identified regarding the characteristics of the respondents, as follows:

a. Gender

In this classification, the gender of employees working at SIRCLO Group Jakarta can be combined

into two types, with details as in the following table:

Table 1

Classification of Respondents Based on Gender

Gender

Amount

Percentage

Man

48%

Woman

52%

Grand Total

130

100%

Source: processed from questionnaire data, 2023

Respondent Classification Diagram Based on Age

Figure 1. Gender

Based on this data, it can be seen that the respondents were dominated by women, namely 52%

or 68 people, while male respondents were 48% or 62 people. This means that there are more female

respondents than male respondents because the number of employees at SIRCLO Group Jakarta is

also dominated by women.

b. Age

The age classification of employees working at SIRCLO Group Jakarta is combined into four

groups, with details as in the following table:

Table 2

Classification of Respondents Based on Age

Age

Amount

Percentage

< 26 years old

41%

26 - 42 years old

50%

43 - 58 years old

> 58 years old

Grand Total

130

100%

Source: processed from questionnaire data, 2023

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Respondent Classification Diagram Based on Age

Figure 2. Age

Based on this data, it can be seen that the respondents were dominated by employees aged 26–

42 years as much as 50% or as many as 65 people. Next in second place are employees aged <26

years as much as 41% or as many as 53 people, in third place are employees aged 43–58 years as

much as 8% or as many as 10 people, and finally employees aged >58 years at 1% or as many as 2

people. It can be concluded that from this data the number of respondents aged 26–42 years is

greater than that of other age ranges because in this age range an employee is still of the productive

age to carry out an activity/work.

c. Length of work

The time classification of length of work at SIRCLO Group Jakarta is combined into four groups,

the details are shown in the following table:

Table 3

Classification of Respondents Based on Length of Work

Length of work

Amount

Percentage

< 1 year

11%

12 years old

25%

23 years

34%

> 3 years

30%

Grand Total

130

100%

Source: processed from questionnaire data, 2023

Respondent Classification Diagram Based on Length of Work

Figure 3. Length of Work

International Journal of Asian Education,

Febri Hariyanto

, Edi Sugiono

, Suryono Efendi

IJSSR Page 2450

Based on this data, it can be seen that the length of work of employees at SIRCLO Group Jakarta

is dominated by respondents with a long period of work/time of 2-3 years, amounting to 34% or as

many as 44 people. Employees with a length of service <1 year amounted to 11% with a total of 14

people, for employees with a length of service 1–3 years it was 25% or 33 people, and those >3 years

were 30% or as many as 39 people.

d. last education

In the classification of education levels of employees working at SIRCLO Group Jakarta, they can

be grouped into four groups, as listed in the following table:

Table 4

Classification of Respondents Based on Education Level

Level of education

Amount

Percentage

High School/Equivalent

Diploma I/II/III

Strata I

61%

Strata II

27%

Grand Total

130

100%

Source: processed from questionnaire data, 2023

Respondent Classification Diagram Based on Education Level

Figure 4. Level of Education

Based on this data, respondents were dominated by undergraduate (S1) level, namely 61% or

79 people. The number of diploma level employees was 8% or 11 people, while the high school level

respondents were 4% or 5 people and finally the master level (S2) level was 27% or 35 people. So in

this case it means that the undergraduate education level (S1) plays a big role in operations at SIRCLO

Group Jakarta.

2. Description of Research Variables

Below are the results of the analysis of respondents' answers received from the

statements/questions in the questionnaire. The purpose of this analysis is to illustrate the research

results of the variables studied. The assessment criteria use a scale interval with intervals:

4 – 1

= 0,75

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Table 5

Category Assessment of Variables

Interval

Category

1,00 – 1,75

Strongly Disagree

1,76 – 2,51

Don't agree

2,52 – 3,27

Agree

3,28 – 4,00

Strongly agree

Source: Sugiyono (2014)

a. Variable research resultslayoff

The following describes the variable datalayoff obtained through a questionnaire using three

indicators consisting of nine statement items with six answer items. The six answer items used are:

strongly disagree, disagree, disagree, quite agree, agree and strongly agree. From the results of

research conducted on the variableslayoff which has been implemented with the answer scores from

the total number of respondents as many as 130 employees can be shown in the table below.

Table 6

Response Regarding Layoff Rate (X

)

No.

Statement

Average

I understand the company's goals/targets this year

2,732

The company is on the right track in achieving its

goals/targets

2,792

I understand the relationship between my work and the

company's goals/targets

2,769

I was given sanctions for the violations I had committed.

2,823

I always try to complete the work without errors

2,746

I know all technical activities related to the scope of my

work

2,715

Total Average

2,762

Source: processed from questionnaire data (2023).

The questionnaire statements found in the research were made to obtain interval data using a

scale of 1 - 4, and then given a value. Obtained from the results of the questionnaire, respondents

have a tendency to answer statements in value categories 2 to 4, so that the average answer from

respondents on the variable is obtainedlayoff amounting to 2.762, which means that the average

answer from respondents agrees with the statements in the questionnaire regarding variableslayoff.

b. Results of research on workload variables

The workload variable was measured using four indicator items, where each indicator consisted

of two statements and one open question. The following is the average answer to the statement from

each indicator of the workload variable.

Table 7

Response Regarding Workload Level (X

)

No.

Statement

Average

I know how to achieve the targets/objectives given to me

and/or the department

3,108

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Febri Hariyanto

, Edi Sugiono

, Suryono Efendi

IJSSR Page 2452

I am able to carry out all administrative tasks that are my

responsibility

3,054

I usually carry out various jobs at the same time

3,123

I can carry out work and can position myself as part of

the existing work system

3,138

I am able to carry out all technical tasks that are my

responsibility on time.

3,023

I can manage and arrange work so that it can be

completed on time

3,100

I have access to resources (such as work documents,

work equipment, technology, information etc.) to

complete my work effectively.

3,115

There is a safe and effective channel/container/way for

me to convey ideas, input or concerns to the authorities

3,015

Total Average

3,085

Source: processed from questionnaire data (2023)

The questionnaire statements contained in the research were created to obtain interval data

using a scale of 1 – 4, which were then used as values. In the questionnaire related to workload,

respondents have a tendency to answer statements in the value category 2 to 4 so that the average

answer from respondents on the workload variable is 3.085, which means that the average answer

from respondents agrees/agrees with the statement contained in questionnaire regarding workload

variables.

c. Research results of financial compensation variables

The following describes the financial compensation variable data obtained through a

questionnaire using four indicators consisting of eight statement items. From the results of research

that has been carried out on financial compensation that has been implemented with the answer

values from 130 respondents, it is presented below.

Table 8

Response Regarding Financial Compensation Level (X

)

No.

Statement

Average

I feel that the monthly salary SIRCLO provides is sufficient

for my daily needs.

3,208

I feel motivated and enthusiastic about the salary I

receive.

2,931

I receive incentives every month/period according to the

specified targets.

2,538

I feel safe because there is insurance that I receive from

the company

3,285

I feel that the benefits provided are appropriate to my

position in the company

3,131

I receive health/outpatient coverage according to my

position

3,154

The bonus I received from SIRCLO can increase my

enthusiasm for work.

2,815

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I feel SIRCLO has given bonuses fairly to employees.

2,915

Total Average

2,997

Source: processed from questionnaire data (2023).

The statements contained in the questionnaire regarding financial compensation were

created to obtain interval data using a scale of 1 – 4, and then given a value. In this questionnaire

related to financial compensation, respondents tended to answer statements in the value category 2

to 4, so that the average answer from respondents to the financial compensation variable was 2.997,

which means that the average answer from respondents agreed with the statements in the

questionnaire. related to financial compensation variables.

d. Results of research on job satisfaction variables

The following describes the statements of the four indicator items for the job satisfaction

variable, where each indicator is composed of two statement items and one open question. The

average answers to each item in the job satisfaction value statement are in the following table.

Table 9

Response About Job Satisfaction Level (Z)

No.

Statement

Rate-rate

I am motivated to contribute more to get the job done.

3,292

I am proud of my work at SIRCLO.

3,215

I usually carry out various jobs at the same time

3,246

I can see and/or feel progress in my professional career

development since I joined SIRCLO so there are opportunities for

me to be promoted.

3,408

I feel happy because my boss supports effective cooperation or

collaboration within my team.

3,223

I received clear directions to develop my career from my

superiors.

3,215

I benefit from cooperation or collaboration between colleagues,

between teams and between departments at SIRCLO.

3,200

My coworkers can work together effectively to get the job done.

3,192

Total Average

3,249

Source: processed from questionnaire data (2023)

The statements contained in the questionnaire related to job satisfaction were created to obtain

interval data using a scale of 1 – 4, and then given a value. In this questionnaire related to job

satisfaction, respondents have a tendency to answer statements in the value category 2 to 4, so that

the average answer from respondents on the job satisfaction variable is 3.249, which means that the

average respondent's answer agrees/agrees with the statement in questionnaire regarding job

satisfaction variables.

e. Results of research on employee performance variables

The measurement of employee performance in this research uses five indicator items, where

each indicator is divided into two statement items and one open question. The following is the

average answer to each statement item from the employee performance variable.

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Febri Hariyanto

, Edi Sugiono

, Suryono Efendi

IJSSR Page 2454

Table 10

Response Regarding Employee Performance Level (Y)

No.

Statement

Average

I can carry out tasks efficiently and effectively

3,262

I often provide ideas and look for new work procedures for

improvement in achieving organizational goals

3,115

I was able to achieve work results that exceeded the

specified average work results

3,215

I comply with all existing working hours provisions and

obey orders given by authorized superiors to the best of my

ability.

3,246

I am responsible for my work and make decisions together

with good behavior

3,192

I do not abuse the authority given to me.

3,146

I am able to work together in a team and am willing to accept

any changes that occur.

3,138

I can communicate fluently, both with colleagues and with

superiors.

3,169

I can make decisions without waiting for instructions and

orders from superiors.

3,154

I report the results of the work to the superior according to

the actual situation.

3,223

Total Average

3,186

Source: processed from questionnaire data (2023).

The statements contained in the questionnaire regarding employee performance are made on a

scale of 1 – 4 as interval data, then a value or score is created. In this questionnaire regarding

employee performance, respondents have a tendency to answer statements in the value category 2

to 4 so that an average answer to the job satisfaction variable from respondents can be obtained of

3.186, which means that the average answer agrees with the statement in the questionnaire

regarding performance variables. employee.

Discussion

The effect of layoff on job satisfaction

The results of data analysis in this study show that layoff has a positive and significant influence

on job satisfaction, this is proven by the C.R. value. of 2.656 (>1.97) and a significance value of 0.008

(probability <0.05). So the results of the test state that layoff has a positive and significant influence on

employee job satisfaction at SIRCLO Group Jakarta.

The influence of workload on job satisfaction

The results of data analysis in this study show that workload has a negative and significant

influence on job satisfaction, this is proven by the C.R. value. of -2.486 (less than 1.97) and a significance

value of 0.013 (probability <0.05). So the results of the test state that workload has a negative and

significant effect on employee job satisfaction at SIRCLO Group Jakarta.

The effect of financial compensation on job satisfaction

The results of data analysis in this study show that financial compensation has a positive and

significant influence on job satisfaction, this is proven by the C.R. value. of 4.666 (>1.97), a significance

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value of 0.001 (***) means the probability is <0.05. So the results of this test state that financial

compensation has a positive and significant influence on employee job satisfaction at SIRCLO Group

Jakarta.

The effect of layoff on employee performance

The results of data analysis in this research show that layoff has a negative and significant

influence on employee performance, this is proven by the C.R. value. of -2.379 (less than 1.97) and a

significance value of 0.017 (probability <0.05). So the results of this test state that layoff has a negative

and significant influence on employee performance at SIRCLO Group Jakarta.

The influence of workload on employee performance

The results of data analysis in this study show that workload has a positive and significant

influence on employee performance, this is proven by the C.R. value. amounting to 2.789 (>1.97) and a

significance value of 0.005 (probability <0.05). So the results of this test state that workload has a

positive and significant influence on employee performance at the SIRCLO Group.

The effect of financial compensation on employee performance

The results of data analysis in this research show that financial compensation has a positive and

significant effect on employee performance, this is proven by the C.R. value. of 2.082 (>1.97) and a

significance value of 0.037 (probability <0.05). So the results of this test state that financial

compensation has a positive and significant influence on the performance of SIRCLO Group Jakarta

employees.

The effect of layoff on employee performance through job satisfaction

The results of data analysis in this research show that layoff has a positive and significant effect

on employee performance through job satisfaction. This result is proven by the Sobel test which has

been carried out, with a t-Stat value of 2.3383 (>1.97) and a significance value of 0.019 (probability

<0.05). So the results of this test state that layoff has a positive and significant influence on employee

performance through employee job satisfaction, meaning that job satisfaction is able to mediate the

effect of layoff on employee performance at SIRCLO Group Jakarta.

The effect of workload on employee performance through job satisfaction

The results of data analysis in this study show that workload has a negative and significant

influence on employee performance through job satisfaction. This is proven by the results of the Sobel

test which shows a t-Stat value of -2.2207 (<1.97) and a significance value of -2.2207 (<1.97) and a

significance value of 0.0263 (probability <0.05). So the results of this test state that workload has a

negative and significant influence on employee performance through job satisfaction, meaning that job

satisfaction in this case is unable to mediate between workload variables and employee performance at

SIRCLO Group Jakarta.

The effect of financial compensation on employee performance through job satisfaction

The results of the analysis in the research show that financial compensation has a positive and

significant effect on employee performance through job satisfaction, this is proven by the Sobel test

which has been carried out, with the result of a t-Stat value of 3.7932 (>1.97) and a significance value of

0 .0007 (probability <0.05). So the results of this test state that financial compensation has a positive

and significant influence on employee performance through employee job satisfaction, meaning that job

satisfaction is able to mediate the influence of financial compensation on employee performance at

SIRCLO Group Jakarta.

The influence of job satisfaction on employee performance

The results of data analysis in this study show that layoff has a positive and significant influence

on job satisfaction, this is proven by the C.R. value. amounting to 4.936 (>1.97) and a significance value

International Journal of Asian Education,

Febri Hariyanto

, Edi Sugiono

, Suryono Efendi

IJSSR Page 2456

of 0.001 (***) probability value <0.05. So the results of this test state that job satisfaction has a positive

and significant influence on employee performance at SIRCLO Group Jakarta.

CONCLUSION

Based on the results of the research and discussion described in Chapter IV, in this case the

author reaches a conclusion, Layoff with indicators of organizational simplification, disciplinary

violations and employee incompetence can have a positive and significant effect on job satisfaction of

SIRCLO Group Jakarta employees, workload The indicators are targets that must be achieved, working

conditions, use of working time, and work standards have a negative and significant effect on employee

job satisfaction at SIRCLO Group Jakarta. Financial compensation with indicators of salary, bonuses,

incentives and allowances can have a positive and significant influence on job satisfaction. Layoff, whose

indicators are organizational simplification, disciplinary violations and employee incompetence, can

have a negative and significant influence on employee performance. Workload with indicators of targets

that must be achieved, working conditions, use of working time, and work standards have a positive and

significant influence on the performance of SIRCLO Group Jakarta employees.

Financial compensation, whose indicators are salary, bonuses, incentives and allowances, is able

to have a positive and significant influence on employee performance. Layoff with indicators of

organizational simplification, disciplinary violations and employee incompetence is able to have a

positive and significant influence on employee performance through job satisfaction. Workload whose

indicators are targets that must be achieved, working conditions, use of working time, and work

standards can have a negative and significant influence on employee performance through job

satisfaction. Financial compensation with salary indicators, bonuses, incentives and allowances can

have a positive and significant influence on employee performance through job satisfaction. Job

satisfaction, whose indicators are satisfaction with the job itself, satisfaction with promotion

opportunities, satisfaction with supervision, and satisfaction with colleagues can have a positive and

significant influence on employee performance.

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