The Effect of
Compensation, Work Motivation and Work Discipline on the Performance of PT.
Khong Guan
Ahmad Fauzi Sulaeman1,
Herry Krisnandi2,
Kumba Digdowiseiso3*
Faculty of Economics and Business, Universitas Nasional1,2,3
Email:
[email protected]1, [email protected]2,
[email protected]3*
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ABSTRACT |
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Effect,
Compensation, Work Motivation, Work Discipline, Performance. |
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This research aimed to analyze the impact of compensation factors,
work motivation, and work discipline on employee performance through
quantitative methods, employing primary data from 141 distributed
questionnaires. The study employed descriptive and inferential analyses,
encompassing instrument test analysis, model feasibility test, multiple
linear regression correlation analysis, and hypothesis tests. The regression
analysis revealed a positive influence on performance, as indicated by the
equation Performance = 0.361 K + 0.226 M.K + 0.273 D.K. The feasibility test
affirmed the model's significance (p-value = 0.000), signifying that all
independent variables significantly influence performance. Hypothesis testing
demonstrated significant values for compensation (0.000), work motivation
(0.002), and work discipline (0.000), supporting the acceptance of
hypotheses. Management is advised to prioritize the compensation factor with
the greatest contribution to PT Khong Guan employees' performance. Addressing
employees' perceptions and fostering motivation and discipline can enhance
overall company goals. Including a sentence about potential areas for future
research based on the findings would provide a forward-looking perspective. |
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Facing
competition in the era of globalization, the absolute need for strong human
resources cannot be denied in the face of this new century, where in this era
of globalization, which has also entered the era of the industrial revolution
4.0, industrial developments in many fields require companies to be able to
maximize the performance of their employees. The organization or company will
meet a very complex form of competition with variations, intensity and scope
that may not have been encountered before, so the organization needs people who
are tough, can adapt quickly to every thing that happens, who are able to work
in new ways through their skills and tasks, work performance has elements of
ability, ability, work discipline and accuracy so that it can provide work
results that are better or stand out. Because work performance is a systematic
evaluation of the work that has been done by employees and is aimed at
development (Mangkunegara, 2015).
Because
an organizational activity of a company will not run without the involvement of
human elements in it, the element of control is in humans, so that in the end
compared to other factors, humans are the element that most determines the
success or failure of a company in carrying out various activities in order to
achieve the goals and objectives of the company. Therefore, quality employees
are employees who carry out their work and are able to provide good work
results or have high work performance needed by the company to achieve goals,
because the higher the work of its employees will have an impact on the high
performance of the company.
With
the existence of human resources in a company that plays an important role,
therefore the potential of every human resource in the company must be utilized
properly in order to be able to provide optimal output. The achievement of the
company's goals does not only depend on modern equipment, complete facilities
and infrastructure, but rather depends more on the people who carry out the
work. Wake Up
(2012: 230) It also defines that
"performance is a dependent variable that is influenced by many factors
that have meaning in the delivery of organizational goals". That is,
errors in the management of independent variables will result in performance,
both negatively and positively. In facing competition, human resources in the
company are not just a tool to achieve company targets, but human resources
(HR) are organizational assets that must be maintained and developed.
In
supporting the achievement of the desired goals, a series of activities known
as management processes are needed, consisting of planning, organizing,
actuating and controlling actions, which are carried out to determine and
achieve predetermined goals through the use of human resources and other
resources. These actions are interrelated and it is the task of management to
organize the people in it to carry out various jobs in order to achieve the
company's goals.
Some
characteristics of employees who perform well include being fast in completing
the tasks given to them, being responsible and always showing their morale. In
addition, companies must also think about how to improve the performance of
their employees in order to achieve company goals well, because the performance
of engineers is a very important thing in the sustainability of a company, one
way is through performance appraisal or performance management. To achieve good
performance, the most dominant element is human resources, although the
planning has been arranged well and neatly but if the person or personnel who
carry out it is not qualified and does not have high morale, then the planning
that has been prepared will be in vain.
Today,
the food business covers a wide range of topics, for example is the development
of the biscuit industry in Indonesia which is growing rapidly. The number of
new business actors who develop their business in the food industry (biscuit)
further tightens competition in the industry. With such fierce competition
between companies in the biscuit industry today, it is expected that companies
must be able to survive and can continue to grow. The number of players in the
biscuit industry lately is quite large, such as PT. Khong Guan Biscuit Factory
Indonesia, PT Mayora Indah Tbk., PT Kraft Food Indonesia, PT Arnott's
Indonesia, Orang Tua Group and Garuda Food are major companies in the industry
as well as major players. Researchers are interested in further observing PT.
Khong Guan Biscuit Factory Indonesia because apart from being one of the old
players in the biscuit industry that strives to grow and develop, PT. Khong
Guan Biscuit Factory Indonesia also has to face competitors who are trying to
take its market share. PT. Khong Guan Biscuit Factory Indonesia runs a
multi-brand strategy with ownership of a number of brands, namely: Khong Guan,
Nissin, Monde, Serena, Kogen and Jacobis.
PT
Khong Guan, as we already know Khong Guan Biscuit Factory Indonesia is a
national-scale company engaged in the food industry, especially Biscuit, Wafer
and Waferstik products. PT Khong Guan annual sales growth of Khong Guan Group
averages 10 to 15%. Although the last two years of macroeconomic conditions
have not been good, Khong Guan Group can still record double-digit growth.
Khong Guan Group's market share in Indonesia is 28-30% of the total biscuit
market in Indonesia.
One
of the benchmarks in the success of the goals set by management is to assess
the achievement of overall performance whether it has been achieved or has not
been realized, because if it has not achieved what has been set by the
management of a company, it can be perceived that there is a problem or certain
problems that become obstacles in realizing what is the agenda and goals of the
company. The results of observations made at PT Khong Guan Jakarta, have not
realized the overall target that has become the agenda and target set by
management.
Achievement
of employee performance is important to produce maximum performance and how to
maintain existing performance. To achieve the success of increasing employee
productivity in a company, it must have a good work system between management
and employees. As shown in the 2019 annual report data of PT Khong Guan, where
the performance of karaywan at PT Khong Guan showed a decrease in performance
in the last 2 years which was shown in the final assessment results of the
evaluation in 2018 of 78.8% and there was a decrease in performance in the
following year, namely 2019 76.4%.
Many
factors can cause a decrease in performance, such as in this study which
reviewed several factors such as those specifically on compensation factors,
work motivation and work discipline. Of the three factors to be analyzed, which
factor is the biggest in influencing performance both in terms of employees and
management, which may be able to help in achieving the goals set by PT Khong
Guan management.
In
order for employees to work hard with high morale, one of the factors that can
influence the performance of an employee that is quite crucial is the
compensation factor he receives. Compensation is not the only factor that
affects employee performance, but compensation is still recognized as one of
the determining factors in order to improve employee performance. The
compensation factor is indeed something that can motivate employees, where by
paying attention to the provision of wages or salaries in accordance with UMR
standards, providing benefits, accident insurance and intensive for employees.
If wages or salaries and benefits and others are ignored by the company, it
will cause various problems for the company. But on the contrary, if the
company has wages or salaries and pays attention to the welfare of its
employees, it can motivate them to be able to increase work productivity which
will also have an impact on what is the goal of the company. This is as Sunyoto
(2012: 29) said that "compensation is a network of various subprocesses to
provide remuneration to employees for the implementation of work and to
motivate employees to achieve the desired level of achievement".
Compensation is said to be very influential on the performance of an employee.
This is proven in research conducted by Novita and Suryalena (2017), in the
results of their research it was proven that compensation has a positive effect
on performance in employees of Giant Ekstra Nagka Pekanbaru.
The
following factors that also support a performance that is no less important
that is thought to affect employee performance is work motivation. Motivation
is a need, desire or drive in a person. This can be interpreted as a process or
action of inspiring people to try with all their strength so that their work
can succeed as well as possible in achieving their desired goals. As Rebin
Sumardi (2015: 29) said, said that; "Motivation is a state in a person's
person that drives his desire to perform certain activities in order to achieve
a goal".
Motivation
in a person that causes the person to act, which is the background of the
individual in doing to achieve a certain goal or can be said motive is a driver
in achieving a certain goal. So work motivation is quite influential on the
results of an employee's performance, because with this motivation can provide
enthusiasm or encouragement for someone to work. This is evidenced in research
conducted by Jasman and Rina (2017), which proves that motivation has a
significant effect on the performance of PT. KAMASINDO.
In
addition to the two compensation and motivation factors mentioned above, there
are other factors that can affect performance, namely work discipline. With
good or bad discipline in workers will automatically affect one's performance,
because discipline is a trait that respects, appreciates, obeys and obeys
applicable regulations both written and unwritten and is able to carry out
which is not evasive if the members of the organization concerned violate the
duties and authorities given to them.
193) which states that "discipline is the awareness and willingness
of a person to obey all company rules and prevailing social norms".
This
study aims to investigate the effect of compensation, work motivation, and work
discipline on employee performance at PT. Khong Guan Jakarta. The formulation
of the problem includes questions regarding the positive and significant
influence of compensation, work motivation, and work discipline on the
performance of company employees. The purpose of the study is to analyze the
impact of each independent variable on the dependent variable, namely employee
performance. The benefits of this research are expected to contribute to the
management of PT. Khong Guan in designing policies related to compensation,
work motivation, and work discipline to improve employee performance. In
addition, this research can be a reference for future studies related to these
factors in the industrial world.
RESEARCH
METHODS
This study uses
quantitative research design with the aim to analyze the effect of
compensation, work motivation, and work discipline on employee performance at
PT. Khong Guan Jakarta. The population in this study involved all employees of
PT. Khong Guan Jakarta, while the sample was taken using probability sampling
technique, namely simple random sampling. The number of samples taken was 141
respondents from the total employee population. The instrument used in data collection is the
questionnaire. This questionnaire is designed to measure research variables,
namely compensation, work motivation, work discipline, and employee
performance. The Likert scale is used as a measurement tool, where respondents
are asked to give an assessment of the statements composed.
The process of data analysis
involves certain steps. First, descriptive analysis is carried out to describe
the characteristics of the data that has been collected. Second, inferential
analysis is used to generalize results from a sample to a population.
Inferential analysis methods involve estimating future observations, modeling
regression correlation relationships, as well as hypothesis testing. As a
hypothesis test, this study uses multiple linear regression analysis to
evaluate the effect of independent variables (compensation, work motivation,
and work discipline) on the dependent variable (employee performance). The
multiple linear regression equation used in this study is Y = B1X1 + B2X2 +
B3X3, where Y is employee performance, and X1, X2, X3 are compensation, work
motivation, and work discipline, respectively. Regression coefficients B1, B2,
and B3 are used to determine how much influence each independent variable has
on the dependent variable.
After regression analysis, a
model feasibility test was carried out by looking at the Significance value in
the Anova table. If the Significance value is less than 0.05, then the
hypothesis on this test is considered significant and acceptable, indicating
that all independent variables are worthy of explaining the dependent variable.
The coefficient of determination (R2) is also used to measure how much the
model is able to explain the variation of the dependent variable. Furthermore,
validity and reliability tests are carried out to ensure that the instruments
used are reliable. Classical assumption tests, such as normality tests,
multicollinearity tests, autocorrelation tests, and heteroscedasticity tests,
are also performed to verify assumptions in multiple linear regression analysis.
This
research includes an analysis of respondents' profiles based on gender, age,
education level, and length of work at PT. Khong Guan Jakarta. The results
showed that the majority of respondents were male (64.3%), with most under 25
years old (35%), high school education (36.4%), and working less than 3 years
(40%). Meanwhile, descriptive analysis of research variable perception data revealed that respondents had
positive perceptions of compensation, work motivation, work discipline, and
employee performance in the company.
Instrument tests include validity
and reliability tests, with the result that all questionnaires on each variable
are declared valid and reliable. Inferential analysis to determine the
influence of independent and bound variables is carried out through hypothesis
tests. The results show that the variables of compensation, work motivation,
and work discipline have a positive effect on employee performance at PT. Khong
Guan Jakarta. Thus, these findings provide a deeper understanding of respondent
profiles, perceptions of research variables, validity and reliability of
instruments, and the influence of variables in the context of employee
performancen the company.
In this study, classical assumption tests were
carried out with tests, namely normality tests, multicollinearity tests and
heteroscedasticity tests.
The
Normality Test is used to determine the distribution of the population, whether
it follows the distribution theoretically (normal, poisson or uniform), which
aims to test whether in the regression model, the dependent variable and the
independent variable both have a normal distribution.The distribution data is said to be normal if the significance value level is
> 0.05 and if the opposite is < 0.05 then it is said to be abnormal.
Normality test in this study with One Sample Kolmogorov-Smirnov Test. The
following are the results of the Normality test in this study shown in table 1:
Table
1. One-sample
kolmogorov-Smirnov test
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Unstandardized Residual |
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N |
141 |
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Normal Parametersa,b |
Mean |
.0000000 |
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Std. Deviation |
2.86640122 |
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Most Extreme Differences |
Absolute |
.055 |
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Positive |
.047 |
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Negative |
-.055 |
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Test Statistic |
.055 |
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Asymp. Sig. (2-tailed) |
.200c,d |
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a. Test distribution is
Normal. |
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b. Calculated from data. |
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c. Lilliefors Significance
Correction. |
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d. This is a lower bound of
the true significance. |
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Sumber: Output SPSS. Data diolah 2022.
Based on the results shown in table 1,
the Sig value is 0.200, which is interpreted in the formulation of the
hypothesis in this study, if the Significance value is < 0.05, then Ho is
rejected and if the Sig value is > 0.05, then Ho is accepted.
From
these results, it can be said that the results of the
normality test based on the significance value are (0.200 > 0.05), then Ho
is accepted, which concludes that the population distribution or employee
performance results derived from compensation, work motivation and work discipline are normally distributed,
at a significant level of 0.05.
Multicollinearity is a state in which between
two or more independent variables in a regression model a perfect or
near-perfect linear relationship occurs. The multicollinearity test aims to
test whether the regression model found a correlation between independent
variables. A good regression model should be multicollinearity-free or there
should be no correlation among independent variables.
The following is a table of results from the
multicoinearity test by looking at the results in the Tolerance and VIF
columns below:
Table
2. Multicollinearity Test Output
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Coefficient |
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Model |
Collinearity Statistics |
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Tolerance |
BRIGHT |
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1 |
Compensation |
.963 |
1.039 |
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Work motivation |
.941 |
1.063 |
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Work discipline |
.915 |
1.093 |
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a. Dependent
Variable: Employee Performance |
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Source : Multicollinearity output data. Data
processed 2022.
Based on the results of the Coefficient table
above, the value of variance
inflation factor (VIF) is below 10 for
all variables X1, X2, and X3, namely at compensation of 1.039 then on the
variable of work motivation of 1.063 and on the variable of labor discipline
valued at 1.093.
While the results of tolerance values for all each variable, on the compensation
variable (X1) = 0.963 > 0.10 then on the work motivation variable (X2) =
0.941 > 0.10 and for the work
discipline variable (X3) = 0.915 > 0.10.
Based on these results, it can be concluded
that the regression equation model between independent variables does not have
multicollinearity.
A good regression model is one in which
homokedasticity or heterokedasticity does not occur. The heteroscedasticity
test aims to show whether in the regression model there is an inequality of
variance from the residual of one observation to another observation that is
fixed then it is called homokedasticity, and if different it is called
heterokedasticity. In this study, the authors used a heteroscedasticity test
with the Spearman's rho correlation
method.
The results of heterokedasticity testing with
Spearman's rho are presented in table 3 as follows:
Table 3. Heterokedasticity
Test
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Correlations |
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Unstandardized Residual |
K.T (X1) |
M.
I (X2) |
Towards (X3) |
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Spearman's pulled up |
Unstandardized
Residual |
Correlation Coefficient |
1.000 |
.108 |
-.012 |
.078 |
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Sig. (2-tailed) |
. |
.202 |
.883 |
.356 |
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N |
141 |
141 |
141 |
141 |
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Compensation |
Correlation Coefficient |
.108 |
1.000 |
.094 |
.191* |
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Sig. (2-tailed) |
.202 |
. |
.269 |
.023 |
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N |
141 |
141 |
141 |
141 |
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Work
motivation |
Correlation Coefficient |
-.012 |
.094 |
1.000 |
.316* |
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Sig. (2-tailed) |
.883 |
.269 |
. |
.000 |
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N |
141 |
141 |
141 |
141 |
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Work
discipline |
Correlation Coefficient |
.078 |
.191* |
.316* |
1.000 |
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Sig. (2-tailed) |
.356 |
.023 |
.000 |
. |
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N |
141 |
141 |
141 |
141 |
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*. Correlation is significant at the 0.05
level (2-tailed).
Sumber : Output SPSS. Data diolah 2022.
Based on the results of the table above, it
is interpreted that the correlation between compensation variables
and unstandardized residuals obtained a significance value of more than 0.05,
which is 0.202, then the correlation
between work motivation and unstandardized residuals, the significance value is
also more than 0.5, namely at 0.883 and the correlation between work discipline variables and unstandardized residuals The
result of the signification figure is also more than 0.05, which is 0.356.
Based on the results shown in the table
above, it can be concluded that there is no heterokedasticity problem.
Multiple linear regression analysis is a form
of analysis that discusses the extent of the influence of the independent
variable (X) on the dependent variable (Y), which for the independent variable
is compensation (X1), work motivation (X2) and work discipline (X3) and the
dependent variable is performance (Y).
The calculation of the regression coefficient
in this study using SPSS software, the output
results are as follows:
Table 4. Output
Coefficients on the Effect of
Compensation, Work Motivation and Work Discipline on Performance
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Coefficient |
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Model |
Unstandardized Coefficients |
Standardized Coefficients |
t |
Say. |
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B |
Std. Error |
Beta |
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1 |
(Constant) |
7.135 |
3.416 |
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2.089 |
.039 |
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Compensation |
.448 |
.088 |
.361 |
5.087 |
.000 |
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Work Motivation |
.178 |
.056 |
.226 |
3.158 |
.002 |
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Work Discipline |
.242 |
.064 |
.273 |
3.760 |
.000 |
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a.
Dependent Variable: Kinerja
Sumber : Output SPSS. Coefficients,linear regression. Diolah
2022
The results shown in the coefficients table above, then the regression equation
is Performance = 0.361 B1K + 0.226 B2M. K + 0.273 B3D.K
From the results of the multiple linear
regression equation above, it is interpreted that:
The result of the positive compensation
variable regression coefficient value of 0.361 means that if work motivation
and work discipline are assumed to be fixed values, then every increase of 1
(one) point value in compensation, affects the increase in performance value by
0.361.
The regression coefficient of the work
motivation variable is positive value of 0.226 which means that if the value of
work discipline and compensation is assumed to be fixed, then any change or
increase in the value of work motivation will affect the increase in
performance value by 0.226.
The coefficient of regression of work
discipline is 0.273 which means that if the value of the variables compensation
and work motivation is assumed to have no change in value, then any increase in
value in work discipline will affect the increase in performance by 0.273.
Of all the independent variables studied,
namely compensation, work motivation and work discipline have a positive
relationship with employee performance. The largest contribution is found in
the compensation factor shown in the Standardized Coefficient Beta value column
of 0.361. Which means that the compensation factor is given more attention and
other factors in this study to be maintained to achieve the main goals of the
company.
In analyzing the effect between the three
independent variables (compensation,
work motivation and work discipline)
has a significant influence on performance assuming to see the results
of significance values in the ANOVA table. Test results with an alpha limit of
5%, obtained the results shown in table 5 as follows:
Table 5. Model Qualification Test Results
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ANOVA |
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Model |
Sum of Squares |
df |
Mean Square |
F |
Say. |
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1 |
Regression |
585.611 |
3 |
195.204 |
23.249 |
.000b |
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Residual |
1150.276 |
137 |
8.396 |
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Total |
1735.887 |
140 |
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a. Dependent Variable:
Employee Performance |
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b. Predictors: (Constant), Discipline, Compensation, Motivation |
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Based on the SPSS output results, a
significance value is obtained below the
5% alpha limit or the error limit
used, which is 0.000. This means that the results obtained are declared to have
a significant effect based on the results obtained below the limit of the 5% alpha value used (0.000 < 0.05). So
the interpresentation on the feasibility test for the model in this study is
accepted based on the results of the significance value obtained smaller than
alpha 5%.
So it is said that in this study the model is
declared feasible to predict the dependent variable and is used in this study
based on the significance value obtained, meaning that all independent
variables can explain any change in the value of the dependent variable because
it has a significant influence.
The coefficient of determination to analyze
how strong the relationship and influence of variables in this study are shown
in the table below;
Table 6. Test Results of Coefficient of Determination
R2
|
Model Summaryb |
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Model |
R |
R
Square |
Adjusted
R Square |
Std.
Error of the Estimate |
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1 |
.581a |
.337 |
.323 |
2.898 |
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a.
Predictors: (Constant), Work discipline, Compensation, Work motivation |
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b.
Dependent Variable: Performance |
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Based on the results in the Model
Summary table which shows the value
of the R correlation coefficient of 0.581, this means that the relationship
between the independent variable and the dependent can be concluded that the
relationship between the independent variable and the dependent is not too
strong, because it is still far from the value number 1 (one).
While
the results shown in the R Square column of 0.337, the results of the
statistical calculation mean that the ability of the independent variable to
explain any variation in changes in the dependent variable is only 33.7%, while
the remaining 66.3% is explained by other factors and variables outside the
regression model analyzed in this study.
This test is used to determine whether or not
the influence of the independent variable partially or individually on the
dependent variable. This influence can be seen from the significant value
obtained. To find out whether compensation (X 1), work motivation (X 2)
and work discipline (X3) have a significant influence on employee
performance (Y), presented in the test results in the following table 7:
Table
7. Hypothesis Test Results
|
Coefficient |
|
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|
Model |
Standardized Coefficients |
|
|
|||
|
Beta |
T |
Say. |
||||
|
|
Compensation |
.361 |
5.087 |
.000 |
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Work motivation |
.226 |
3.158 |
.002 |
|||
|
Work
discipline |
.273 |
3.760 |
.000 |
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a. Dependent Variable: Kinerja |
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Sumber : Output SPSS. Data
diolah 2022.
Based on the results of the research
obtained, which are shown in table 7, it is concluded that the results of partial
hypothesis testing (t-test) are as follows:
a. Partial
hypothesis of the coefficient of compensation to employee performance.
The result of the significance value obtained
is 0.000, meaning that the effect of compensation variables on employee
performance seen based on the significance value obtained is smaller than bats
alfha 5%, which is 0.000 < 0.005. So it means partially that compensation
has a significant influence on the performance of PT employees. KHONG GUAN.
b.
Partial hypothesis of the coefficient of work
motivation on employee performance.
Based on the results shown in table 4.20, it
can be explained that the effect of work motivation variables on employee
performance as seen from the significance value obtained by 0.002 which is
smaller than 0.05, it is partially interpreted that work motivation has a
significant effect on employee performance.
c. Partial
hypothesis of the coefficient of labor discipline on employee performance.
Based on the results of the partial
hypothesis on work discipline shown in table 4.20 with a significance value of
0.000, it is interpreted in this study that it is proven in the third
hypothesis that work discipline has a significant influence on employee
performance.
There is a significant positive effect of
compensation on the performance of PT. KHONG GUAN.
Based on the results of
coefficients and testing hypotheses in this study, a regression coefficient
of 0.361 was obtained with a significance value obtained smaller than the set
alpha probability limit of 5% (0.000 < 0.05). This means that compensation
variables have a significant positive influence on the performance of PT
employees. KHONG GUAN. This positive influence means that the better the
compensation for employees will make their work better in the work environment
of employees at PT KHONG GUAN.
The findings of this study are as mentioned
in the theory that leadership is a set of characteristics used by leaders to
influence subordinates so that organizational goals are achieved or it can also
be said that leadership style is a pattern of behavior and strategy that is
preferred and often applied by a leader".
(Rivai, 2012).
In addition, the results of this study also
strengthen the results of the research conducted (Ujang, 2015) with the findings in his research that
compensation has a significant influence on the performance of employees of
KJKS BMT Tamziz Bandung.
There is a Significant Positive Influence of
Work Motivation on the Performance of PT. KHONG GUAN.
Based on the results of analysis in several
tests in this study, the results obtained a significant value smaller than the
probability limit of the error rate used, namely (0.002<0.05), and the value
of a positive regression coefficient of 0.226. So it is interpreted that the
variable of work motivation has a significant positive effect on employee
performance. This positive influence can be interpreted if employees have high
motivation at work, it can affect the improvement of the performance of PT employees.
KHONG GUAN.
The results of this study have similarities
in Herzberg's theory of motivation, motivational factors are things that
encourage achievement that are intrinsic, which means they originate in a
person (Luthans, 2011).
In addition, the results of this study also
strengthen the results of the research conducted (Abdul, 2018), which states in the results of his research
that work motivation has a significant effect on the performance of PT Permata Finance Banjarmasin.
There
is a significant positive influence of work discipline on performance.
Based on the results of hypothesis testing
shown in the coefficients table in this study, the results of the regression
coefficient of 0.273 were obtained with a significance value obtained below the
5% alpha probability limit of 0.000 < 0.05 which means that work discipline
has a significant positive influence on performance. This positive influence
indicates that if the provision of work discipline to employees is getting
better and can be felt by employees to be appropriate and sufficient, it will
be able to bring employees in a positive direction, then it is likely to be
able to achieve common goals in order to maintain and improve the performance
of PT employees. KHONG GUAN.
The findings of this study are reinforced in
the similarity of theories and previous research results. It is said that work
discipline is a network of various subprocesses to provide remuneration to
employees for the implementation of work and to motivate employees to achieve
the desired level of achievement (Sunyoto, 2012: 29).
The results of this study also strengthen the
research conducted Rifky. Silvia and Yantje (2016) who said in the results of his research that
work discipline has a significant influence on employee performance at the BPBD
Sul-Sel office.
Based on the results of research and
discussion in the previous chapter accompanied by theories and concepts that
support this study entitled the effect of compensation, work motivation and
work discipline on the performance of PT employees. KHONGGUAN. So in this study
the author draws the conclusion that, compensation has a significant positive
effect on employee performance at PT. KHONG GUAN. Compensation is proven to
have a significant influence on employee performance shown in the results of
the hypothesis test. Work motivation has a significant positive effect on the
performance of PT. KHONG GUAN. Work motivation is proven to have a significant
influence on the performance shown in the results of the hypothesis test. And
work discipline has a significant positive influence on the performance of PT
employees. KHONG GUAN. Work discipline is proven to have a significant
influence on employee performance as shown in the results of the hypothesis
test. The researcher suggests that PT. KHONG GUAN management should enhance
compensation strategies by providing additional bonuses to diligent employees,
foster employee motivation by aligning with their preferences, and improve work
discipline with additional incentives, aiming to boost overall employee
performance.
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Copyright holder: Ahmad Fauzi
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