Pengaruh Reward Dan Punishment Terhadap Kinerja Karyawan Dengan Motivasi Sebagai Variabel Intervening (Studi Kasus Pada Pt. Bank Central Asia Tbk.)

Abstract

<h5><em>Human resources problem is still the main highlight for company in order to survive the tight of business competition in globalization era. Success of the company in achieving goals affected by various factor</em><em>. </em><em>One of the important factor is human resources, every company definitely has vision, mission, and the goal they want to achieve, however every individual as human resources in a company usually also have interests or personal goals. Often employees personal goals not in harmony with the company goals. Not in harmony of the company goals and employees personal goals will cause the company not achieved the company goals, therefor it takes a work controller that can, plane</em><em>d</em><em>,directed ,observed, implemented, and evaluated so that increases the possibilities of achieving company goals , this system usually called management control system (MCS)</em></h5><h5><em>This study aims to determine the effect of reward and punishment on employees performance and to determine whether the motivation is able to mediate rewards and punishment on employee performance to be better or the opposite at the company. The population of this study is all permanent employees of PT. Bank Central Asia (BCA). The data obtained are primary data through questionnaires distributed to BCA permanent employees. Data were analyzed using Structural Equation Model-Partial Least Square (SEM-PLS) method with 50 samples of research data collected by proportional sampling technique. The software used to analyze data is WarpPLS 3.0.The results showed that rewards has a non-significant effect on employee performance, while punishment has a significant effect on employee performance. In addition rewards has no significant effect on motivation but punishment has a significant effect on motivation. The conclusion of mediation shows that motivation is able to mediate punishment on employee performance but motivation does not mediate reward on employee performance.</em></h5><h5><em> </em></h5><p><strong><em>Keywords: </em></strong><em>Reward, Punishment, Motivation, Employees Performance, Management Control System.</em></p>

Pengaruh Penghargaan terhadap Kinerja Karyawan Minimarket

“…Perusahaan harus memenuhi beberapa kriteria sumber daya manusia yang tepat yang salah satunya melalui penghargaan (Suhartini, 2018). Penghargaan berperan penting untuk meningkatkan motivasi guna meningkatkan kinerja karyawan (Febrianti, 2014;Kentjana & Nainggolan, 2018;Wirawan & Afani, 2018) karena melalui penghargaan tenaga kerja akan menjadi pribadi yang lebih mengedepankan kualitas dan tangung jawab terhadap tugas yang diberikan (Emita & Utomo, 2019). Penghargaan mampu meningkatkan kualitas kinerja karyawan.…”

Pengaruh Reward Dan Punishment Terhadap Motivasi Kerja Karyawan Pada Cv Ayudya Tabanan Bali

“…Keberhasilan perusahaan dalam mencapai tujuan dipengaruhi oleh beberapa faktor, salah satu faktor penting adalah sumber daya manusia (Kentjana & Nainggolan, 2018). Pernyataan tersebut mencerminkan bahwa sumber daya manusia diyakini memegang peranan vital dalam organisasi/ perusahaan.…”

“…Reward adalah sebuah metode yang digunakan untuk membuat seseorang termotivasi melakukan hal baik dan meningkatkan prestasi (Yuni, 2013). Sistem reward merupakan hal penting karena mendorong tercapainya hasil yang diinginkan dan memotivasi karyawan untuk mencapai dan melebihi target dalam bekerja (Merchant & Stede dalam Kentjana & Nainggolan, 2018). Reward diukur dengan indikator intrinsic reward dan ekstrinsic reward (Edirisooriya dalam Kentjana & Nainggolan, 2018).…”

“…Dari hasil kajian empiris, dibuktikan bahwa intrinsic reward mempunyai pengaruh positif dan signifikan terhadap motivasi kerja karyawan (Maria, 2010;Winangsih, 2017). Kajian empiris lainnya juga menemukan bahwa penghargaan/ reward berpengaruh positif dan signifikan terhadap motivasi kerja (Sari, 2014;Fatmawati, 2016;Pratama, 2017;Wirawan & Afani, 2018;Kentjana & Nainggolan, 2018;Isnainy & Nugraha, 2018). Berdasarkan pemaparan di atas, maka dapat dirumuskan hipotesis sebagai berikut: H1: Ada pengaruh reward terhadap motivasi kerja karyawan pada CV Ayudya Tabanan Bali.…”

Effect of Reward, Punishment and Communication on the Employee Performance of the Fashion Division at Pt. Mitra Adi Perkasa TBK Surabaya

“…Punishment is the penalty which aims to improve the performance of employee violators, maintain applicable regulations and provide lessons to offenders (Mangkunegara (2013) in Kentjana and Nainggolan (2018).…”