Pengaruh Pemberian Kompensasi Dan Motivasi Kerja Terhadap Kepuasan Kerja Berdampak Pada Kinerja Pegawai Di Kpp Pratama Karanganyar(Studi Kasus Di Kpp Pratama Karanganyar)
This study aims to determine the significance of the effect of: (1) Provision Kompensari on Job Satisfaction. (2) Work Motivation on Job Satisfaction. (3) The provision of compensation on employee performance. (5) Employee Work Motivation on performance. (6) Employee Job Satisfaction on performance....
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2017-02-10.
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| Summary: | This study aims to determine the significance of the effect of: (1) Provision Kompensari on Job Satisfaction. (2) Work Motivation on Job Satisfaction. (3) The provision of compensation on employee performance. (5) Employee Work Motivation on performance. (6) Employee Job Satisfaction on performance. This study is a survey research using questionnaire techniques with 96 respoenden that employees Tax Office Primary Karanganyar. Equipment used is path analysis (path analysis). The results of this study are: (1) The regression equation I showed Compensating and motivation positive effect on job satisfaction, (2) The regression equation II showed Compensation, Work Motivation and Job Satisfaction positive influence on employee performance, (3) From t test showed that compensating variables and work motivation perpengaruh significantly to job satisfaction, but once incorporated intervening variables (job satisfaction), the granting of compensation is not significant to the performance. (4) From the F test simultaneously showed Compensating variables, work motivation, job satisfaction and significant positive effect on employee performance. (5) From the first equation coefficient determination of 0.607 means that job satisfaction is explained by variables for Compensating and Work Motivation by 60.7%, while 39.3% are influenced by other factors outside the study. The coefficient of determination of 0.499 second equation means that work motivation is explained by variables of leadership and organizational culture of 49.9%, while 50.1% are influenced by other factors outside the study. (6) The use of an intervening variable of job satisfaction in order to improve performance, for granting variable compensation and motivation are ineffective. (7) The least effective way to improve employee performance is a direct path from job satisfaction to employee performance because it has the greatest impact, positive and significant. |
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| Item Description: | https://eprints.ums.ac.id/49671/14/NASKAH%20PUBLIKASI%20PUSAT.pdf https://eprints.ums.ac.id/49671/2/HALAMAN%20DEPAN.pdf https://eprints.ums.ac.id/49671/3/BAB%20I.pdf https://eprints.ums.ac.id/49671/4/BAB%20II.pdf https://eprints.ums.ac.id/49671/5/BAB%20III.pdf https://eprints.ums.ac.id/49671/6/BAB%20IV.pdf https://eprints.ums.ac.id/49671/9/BAB%20V.pdf https://eprints.ums.ac.id/49671/10/DAFTAR%20PUSTAKA.pdf https://eprints.ums.ac.id/49671/11/LAMPIRAN.pdf https://eprints.ums.ac.id/49671/12/PERNYATAAN%20PUBLIKASI.pdf |