Pengaruh Motivasi Dan Kompensasi Terhadap Kepuasan Kerja Karyawan Pada Kantor Pt. PLN (Persero) Area Pematangsiantar

Abstract

Hasil penelitian dapat disimpulkan sebagai berikut: 1) Motivasi yang diberikan sudah baik dan karyawan setuju dengan kompensasi yang diberikan sertakaryawansudah puas terhadap kepuasan kerja. 2) Hasil analisis regresi adalah Ŷ = 43,983+0,424X1 + 0,253X2, artinya motivasidan kompensasi berpengaruh positif terhadap kepuasan kerja karyawan. 3) Hasil analisis korelasi diperoleh nilai r =0,524artinya terdapat hubungan yang sedang dan positif antara motivasi, kompensasiterhadap kepuasan kerja. Nilai koefisien determinasi (R Square) sebesar 0,275 artinya tinggi rendahnya kepuasan kerja karyawan dapat dijelaskan oleh motivasidan kompensasi sebesar 27,5%.4)Hipotesis penelitian H0 ditolak dan Ha diterima, artinya motivasidan kompensasi berpengaruh positif dan signifikan terhadap kepuasan kerja karyawan pada kantor PT. PLN (Persero) Area Pematangsiantar.Adapun saran dari penelitian ini adalah untuk meningkatkan motivasiperlu dilakukan pemberian pengetahuan dalam membuat alternatif untuk menjalankan pekerjaan, pimpinan memberikan apresiasi terhadap pelayanan, mengikuti perkembangan teknologi, dan memberikan masukan agar karyawan percaya diri dalam menyelesaikan pekerjaan. Untuk meningkatkan kompensasiperusahaan harus memberikan gaji sesuai dengan jabatan dan pekerjaan yang dilakukan, memberikan pengarahan dan bimbingan, memberikan bonus tepat pada waktunya, memberikan tunjangan secara adil dan layak. Memperbaharui fasilitas kantor yang sudah usang, dan memberikan asuransi sesuai dengan kebutuhan karyawan. Sedangkan untuk meningkatkan kepuasan kerja karyawan harus memberikan kesempatan promosi atau kenaikan jabatan bagi karyawan yang berprestasipada Kantor PT PLN (Persero) Area Pematangsiantar.

Determinants of Teacher Performance: Exploring the Role of Satisfaction and Motivation as Mediation

“…Every teacher has a different perception of job satisfaction. They want to get maximum job satisfaction and according to their wishes (Rafi et al, 2015). Job satisfaction is an essential aspect of human resource management.…”

Interpretation of the Effects of Job Satisfaction Mediation on the Effect of Principal Supervision and Compensation on Teacher Performance

“…Conversely, if the compensation received by the teacher is small, the teacher will feel dissatisfied at work (Pertiwi et al 2019). From this statement, it is clear that there is a link between compensation and job satisfaction that with an increase in the compensation given, it will increase employee job satisfaction (Rafi et al 2015). The results of this research are in line with the findings presented by (Robirodia and Prihatin 2016), (Okt Apii, Nurdin, and Abubakar 2018) and (Damayanti and Ismiyati 2020), whose research results state that there is a significant influence between compensation on job satisfaction.…”

Reflections on Teacher Job Satisfaction: The Role of Principal Supervision, Organizational Culture, Motivation, and Compensation

“…The overall objective of the research framework is to design and interpret the results of studies to be more relevant so that the construction can be accessed theoretically and can be generalized (Adom et al, 2018). The explanation of Figure 1 shows all the causal relationships between variables consisting of exogenous variables, namely the supervision of the principal (Ghautama, 2015;Suchyadi et al, 2019), organizational culture (Darmawan, 2016;Indajang et al, 2020), motivation (Diyanti et al, 2017;(Sugito et al, 2019) and compensation (Rafi et al, 2015); Robirodia & Prihatin, 2016)…”

“…Providing compensation will increase or decrease job satisfaction. Therefore it is essential that the organization's attention to compensation arrangements is fairly and correct (Rafi et al, 2015). From this statement, it is clear that there is a link between compensation and job satisfaction, which means that an increase in the compensation given will increase teacher job satisfaction (Pertiwi et al, 2019).…”

“…While the findings (Haryanto et al, 2020), stated that motivation has an insignificant contribution to job satisfaction. Furthermore, the relationship between compensation to job satisfaction is based on research results (Rafi et al, 2015); (Robirodia & Prihatin, 2016); (Pertiwi et al, 2019), states that there is a significant effect of motivation on job satisfaction. While the findings (Suhardi & Yunita, 2018), stating that compensation has an insignificant contribution to job satisfaction.…”