Syntax
literate: indonesian scientific journal p�issn: 2541-0849 e-issn: 2548-1398
Vol. 7, no.
11, november 2022
Lisa
Diyahanip, Luis Marnisah, Tien Yustini
Faculty Of Economics, Master Of Management Program, Indo Global Mandiri University, Palembang, Indonesia
Email: [email protected]
Abstract
The purpose
of this study was to determine the effect of workload, work environment, and
compensation on employee performance at pt bintang selatan agung, both
partially and simultaneously. The research method uses a descriptive quantitative
approach using the spss 25 program. The population of this study is 143
employees of pt. Bintang selatan agung with a sample taken from the total
population and the level of precision (error) of 5% from the slovin formula,
namely 105 employees at pt. Great southern star. Testing the data using the t
test, the workload variable on employee performance shows that the tcount value
is 4.346 > ttable 1.984, the work environment variable on employee
performance has a tcount value of 7.122 > ttable 1. 984, and the
compensation variable on employee performance has a tcount of 3.520 > ttable
1.984. Testing the data using the f test also found that workload, work
environment and compensation have a value of fcount 59.244 > ftable 2.69. The
results of the study can be concluded that workload, work environment and compensation
have a positive and significant effect on the performance of employees of pt. South
star agug either partially or simultaneously.
Keywords: workload,
work environment, compensation, employee performance
Introduction
The existence
of human resource management in an organization plays a very important role in
managing employees in a company to achieve the organization's mission and
strengthen the work culture within the company. Human resources or employee
workforce in companies or agencies are the driving force of all activities
carried out, this shows that without a workforce, company activities will not
be able to run even though the company has other resources.
The function of human
resource management includes several activities that significantly affect the
entire work area of a company which consists of planning, hiring
and dismissing employees, paying benefits and evaluating performance. Performance is the result of work and work behavior
that has been achieved in completing the tasks and responsibilities given in a
certain period (Kasmir, 2016:182).
The workload
is a responsibility given by superiors and must be completed according to the
specified time to achieve goals. The workload is a concept that arises due to
limited capacity in processing information. When faced with a task, individuals
are expected to complete the task at a certain level Using (2021).
(Afandi, 2018:66) the work environment is something that exists in the
environment of workers who can influence themselves in carrying out tasks such
as temperature, humidity, ventilation, lighting, noise, cleanliness of the
workplace, and the adequacy of work equipment. A good work environment is a
conducive work environment. A conducive work environment at work is one of the
conditions for creating better change performance.
Compensation
is all income in the form of money, or goods, directly received by employees in
return for services provided by the company (Hasibuan, 2019:198). Compensation (remuneration) must be determined based
on fair and proper principles and taking into account applicable labor laws. The
principle of fairness and deserving must receive the best possible attention so
that the remuneration given can encourage work performance employee (Hasibuan, 2018:36).
Based on observations
about workload, work environment and necessary compensation improvements in collaboration harmonious work environment, division of tasks, and clear
work responsibilities as well as compensation that can motivate employee
performance. In this case, if all can be well intertwined, it can make
the company successful and become more stable. Job satisfaction, which is one of the supporting work
processes that can affect the improvement of employee performance, can be felt
both by the company and by the employees themselves so that organizational
processes can run smoothly.
Research Methods
This research
method was conducted using a descriptive quantitative analysis method. The location
of this research was conducted by pt. Great southern star jl. Soekarno hatta no. 01 rt. 01/rw.
009 siring agung village, ilir barat i district, palembang city, south sumatra 30138.
Population And Sample
The population
that will be used as the object of this research is 143 employees of pt. Great
southern star. The sample for this study was taken from the total population
and the level of precision (error) of 5% using the slovin formula, totaling 105
employees at pt. Great southern star of palembang.
Framework
The design
of this study consists of a framework of thinking, namely work ethic, work
discipline, and work environment influencing teacher performance. The following
research framework is presented as shown below:
Moving on
from the formulation of the research problem and the research framework and
flow of thought, a research hypothesis can be formulated that will be tested
for its validity as follows:
H1: it is
suspected that there is an effect of workload on the performance of employees
of pt. Great southern star of palembang.
H2: it is
suspected that there is an influence of the work environment on the performance
of employees of pt. Great southern star of palembang.
H3: it is
suspected that there is an effect of compensation on the performance of
employees of pt. Great southern star of palembang.
H4: it is suspected that there is a significant
influence between workload, work environment and compensation on the
performance of employees of pt. Great southern star of palembang.
Method Of Collecting Data
The data obtained in
this study came from primary data, the type of data obtained from the main
source by distributing questionnaires in the form of google forms which were
given directly to the respondents. The questionnaire used in this study used a
likert scale with intervals of 1. Strongly disagree 2. Disagree, 3. Neutral, 4.
Agree, 5. Strongly agree.
Data Analysis
This study uses a
research instrument test using validity and reliability tests. Classical assumption
tests such as normality tests, multicollinearity tests, heteroscedasticity
tests, autocorrelation tests, hypothesis tests such as t tests and tests,
multiple linear regression tests and r2 determination tests.
Results And Discussion
Normality Test
The normality
test aims to test whether, in the regression model, the confounding or residual
variables have a normal distribution. To test whether the data is normally
distributed or not, a normality test is carried out using the kolmogorov
smirnov test method, with the test criteria being if the significance obtained
is < a, and the significance level of the test is = 0.05.
Table 1
Normality test results
|
One-sample kolmogorov-smirnov test |
||
|
|
Unstandardized
residuals |
|
|
N |
105 |
|
|
Normal parameters, b |
Means |
,0000000 |
|
Std. Deviation |
1.33264223 |
|
|
Most extreme differences |
Absolute |
,074 |
|
Positive |
,067 |
|
|
Negative |
-.074 |
|
|
Test statistics |
,074 |
|
|
Asymp. Sig. (2-tailed) |
,
193c |
|
|
A. Test distribution is normal. |
||
|
B. Calculated from data. |
||
|
C. Lilliefors significance correction. |
||
Source: processed
by researchers (2022)
Based on the results of
the normality test using the kolmogorov-smirnov method, it was found that the
significance of the normality test was 0.193, where the result was greater than
the p-value (α), which was 0.05. So it can be
concluded that the normality test in this study is normally distributed.
Multicollinearity Test
Ghozali's
(2016) multicollinearity test aims to find out whether the regression model
found a correlation between the independent variables or the independent
variables. To find whether or not multicollinearity exists in the regression
model, it can be seen from the tolerance value and the variance inflation
factor (vif) value. The cut-off value used is for a tolerance value of 0.10 or
a vif value below 10.
Table 2
Multicollinearity test results
|
Model |
Collinearity
statistics |
||
|
Tolerance |
Vif |
||
|
1 |
(constant) |
|
|
|
Workload |
,655 |
1,526 |
|
|
Work environment |
,653 |
1,532 |
|
|
Compensation |
,993 |
1.007 |
|
A dependent variable: performance
Source: processed
by researchers (2022)
Based on
the calculation results above, it can be seen that the tolerance value for all
independent variables is greater than 0.10 and the vif value for all
independent variables is also less than 10 so there are no correlation symptoms
in the independent variables. So it can be concluded
that there are no symptoms of multicollinearity between independent variables
in the regression model.
Heteroscedasticity Test
One way to find out
whether there is heteroscedasticity in a multiple linear regression model is by
looking at the scatterplot graph or from the predicted value of the dependent
variable, namely sresid, with a residual error, namely zpred. If there is no
specific pattern and it spreads above and below zero on the y-axis, then it can
be concluded that there is no heteroscedasticity. Figure 4.8 shows the results of the heteroscedasticity test.
Figure 1 test resultsheteroscedasticity
Based on the scatterplot graph above, it can be
analyzed that bk, lk and kp do not occur heteroscedasticity because they have a
spread of points where the points are scattered above and below the number 0 on
the y axis. From the observation of the graph above it can be concluded that in
this regression model there is no heteroscedasticity.
Autocorrelation Test
The autocorrelation test
is a statistical analysis conducted to find out whether there is a correlation
between the variables in the prediction model with changes in time. Therefore,
if the autocorrelation assumption occurs in a prediction model, then the
disturbance values are no longer independent pairs, but
autocorrelation pairs.
Imam ghozali (2011: 111) there are no
symptoms of autocorrelation if the durbin watson value lies between du to
(4-du). The basis for making this decision on the durbin watson autocorrelation
test results is as follows;
1.
If d < dl or d > 4 �
dl, then the null hypothesis is rejected, meaning that there is autocorrelation
2.
If du < d < 4 � du
then the null hypothesis is accepted, meaning that there is no autocorrelation
3.
If dl < d < du or 4 �
du < d � 4 - dl means no conclusion
Durbin Watson Autocorrelation
Test Results Research;
N = 105����������
D = 2.115�������
Dl = 1.624������
Du = 1.741�����
4 � dl= 4 � 1.624 = 2.376������
4 � du= 4 � 1.741 = 2.259�����
Result = du < d < 4 � du��������
= 1.741 < 2.115 < 2.259
Table 3
Test resultsautocorrelation
|
Model |
Durbin-watson |
|
|
1 |
2.115 |
|
|
A. Predictors: (constant), compensation, work_load,
work_environment |
||
|
B. Dependent variable: performance |
||
Source: processed by researchers (2022)
Based on the table above, it can be seen that the
durbin watson (dw) value is 2.115. The value of du < d < 4 � du with the
conclusion that there is no autocorrelation between each independent variable
so that the regression model formed between each of the dependent variables,
namely performance is only explained by independent variables, namely workload,
work environment and compensation.
T-test
The t test was carried out to show how far the influence of one independent variable individually explains the dependent variable. This partial test is carried out by comparing the value of α (alpha) with the p-value. To determine whether the independent variable has an effect on the dependent variable and the proposed hypothesis is significant or not, it is necessary to look at the estimated tcount shown in table 3.
Table 4
Test results hypothesis (t test)
Coefficientsa
|
Model |
Unstandardized
coefficients |
Standardized
coefficients |
Unstandardized
coefficients |
T |
Sig. |
|
|
B |
Std.
Error |
B |
||||
|
1 |
(constant) |
15,970 |
1,924 |
|
8,300 |
,000 |
|
Workload |
,271 |
.062 |
,322 |
4,346 |
,000 |
|
|
Work environment |
,306 |
.043 |
,528 |
7,122 |
,000 |
|
|
Compensation |
,130 |
,037 |
,212 |
3,520 |
,001 |
|
A. Dependent variable: performance
Source: processed by
researchers (2022)
Based on the results of the t test above, it can be
seen that the workload, work environment and compensation variables have a
tcount > ttable and a sig value. <0.05, it can be concluded that
partially all independent variables have a positive and significant effect on
employee performance. Based on this, ha is accepted and h0 is rejected.
F test
The f test was carried out to see the simultaneous
effect of variable x on y. (v. Wiratna sujarweni, 2014: 154), if the value of
fcount > ftable, it means that the independent variable (x) simultaneously
affects the dependent variable (y) and the calculation results can be seen in
table 5
Table 5
Test resultshypothesis (test f)
|
Anovaa |
||||||
|
Model |
Sum
of squares |
Df |
Meansquare |
F |
Sig. |
|
|
1 |
Regression |
325,017 |
3 |
108,339 |
59,244 |
,000b |
|
Residual |
184,697 |
101 |
1,829 |
|
|
|
|
Total |
509,714 |
104 |
|
|
|
|
|
A. Dependent variable: performance |
||||||
|
B. Predictors: (constant),
compensation, work_load, work_environment |
||||||
Source:
processed by researchers (2022)
Based on table 4.19 it can be seen that the
significance value (sig) is 0.000 and the fcount value is 59.244. Thus the value of sig. 0.000 <0.05 and fcount 59.244 >
ftable 2.69 it is proven that simultaneously workload, work environment and
compensation have a positive and significant effect on performance. Based on
this, ha 4 is accepted and h0 4 is rejected.
Multiple Linear Regression Analysis
Multiple linear
regression analysis is a linear relationship between two or more independent
variables (x1, x2,�.xn) and the dependent variable (y).
This analysis is to determine the direction of the relationship between the
independent variables and the dependent variable. The analysis of each variable
is described in table 6
Table 6
Results multiple linear regression analysis
Coefficientsa
|
Model |
Unstandardized
coefficients |
Standardized
coefficients |
||
|
B |
Std.
Error |
Betas |
||
|
1 |
(constant) |
15,970 |
1,924 |
|
|
Workload |
,271 |
.062 |
,322 |
|
|
Work environment |
,306 |
.043 |
,528 |
|
|
Compensation |
,130 |
,037 |
,212 |
|
A. Dependent variable: performance
Source: processed by researchers (2022)
Based on the table above, a regression equation for performance can be formulated as follows:
Coefficient Of Determination (R2)
The coefficient
of determination (r2) essentially measures how far the model's ability to
explain the variation in the dependent variable. The value of the coefficient
of determination is between zero and one. The small value of r2 means that the
ability of the independent variables to explain the dependent variation is very
limited. A value that is close to one means that the independent variables
provide almost all the information needed to predict the variation of the
dependent variable (imam ghozali, 2011: 97).
Table 7
Results multiple linear regression analysis
Summary modelb
|
Model |
R |
R
square |
Adjusted
r square |
Std.
The error in the estimate |
|
|
1 |
,799a |
,638 |
,627 |
1,352 |
|
|
A. Predictors: (constant),
compensation, work_load, work_environment |
|||||
|
B. Dependent variable: performance Source:
processed by researchers (2022) |
|||||
The results
of calculations using the spss program obtained the value of r2 = 0.638, this
means that the effect of workload (bk), work environment (lk), and compensation
(kp) variables simultaneously on employee performance variables (k) is 0.638 or
63, 8%, while the remaining 36.2% is influenced by other variables outside this
research model.
Analysis And Discussion
Analysis Of The Effect Of
Workload On The Performance Of Employees Of Pt. Great Southern Star
Based on the results
of the t-test analysis of the workload variable, it proves that partially, the
workload has a positive and significant effect on the performance of employees
of pt bintang selatan agung with a value of count 4.346 which is greater than ttable 1.984 and
a significance value (sig.) 0.000 which is less than 0.05. This indicates that
the workload variable influences employee performance variables. From the
results of the workload which has a positive and significant effect on
performance, it can be interpreted that the existing working conditions do not
allow all work to be completed on time. This can be interpreted that employees
needing additional time in completing their work because they do too much work
compared to the time available.
The same
results were shown by research (hartati, 2021) where the results showed that
the workload variable had a partial and significant effect on the performance
of pt employees. Eco smart garment indonesia in smabi, boyolali and this
influence is positive. This can be seen from the value of sig. 0.00 <0.05
and tcount 2.060 > ttable 1.985.
Analysis Of The Influence Of
The Work Environment On The Performance Of Employees Of Pt. Great Southern Star
Based on
the research conducted, it was found that the work environment variables affect
the performance of employees at pt. Great southern star. With the results of
the t test analysis of work environment variables, it proves that partially the
work environment has a positive and significant effect on employee performance
with a tcount of 7.122 which is greater than ttable of 1.984 and a significance
value (sig.) Of 0.000 which is less than 0.05. From the results of the work
environment which has a positive and significant effect on performance that the
work environment at pt. Bintang selatan agung has a significant noise level. In
this case, it is shown that the noise in the office area environment allows
employees to feel less calm at work. In addition, the relationship between
colleagues is still not harmonious. This is due to the uncomfortable working
environment and when seen from the results of observations the distance and rooms
between divisions are also quite far from one another. This can have an impact
in terms of familiarity and effective communication within the organization.
The same
results were shown by research (harianto et al, 2018) the results showed that
the work environment partially affected test performance indicating that the
workload variable had a partial and significant effect on employee performance
in the laboratory division of pt. Wings surya, where the results of calculating
the tcount value for the work environment variable is 3.993 greater than the
ttable value of 2.006 with a significant 0.000 <0.05 meaning that the work
environment variable affects employee performance variables.
Analysis Of The Effect Of
Compensation On The Performance Of Employees Of Pt. Great Southern Star
The indicators
in this variable are intended to find out whether the implementation of the
compensation system is by the proportions and how it affects performance. Based
on the results of the analysis of the compensation variable t test proves that
partial compensation has a positive and significant effect on the performance
of employees of pt. Bintang selatan agung with a tcount of 3.520 which is
greater than the ttable of 1.984 and a significance value (sig.) Of 0.000 which
is less than 0.05. This means that it is necessary to evaluate the application
of appropriate compensation in the form of bonuses received by employees
because so far it has been considered inappropriate and results in employee
morale at work which cannot be improved.
The results
of this study are in accordance with the research(kresmawan et al., 2021)which shows that the effect of compensation on
employee performance is a regression coefficient of 0.244, a tcount of 2.765
> ttable of 1.989 and a significant t-test value of 0.007 <0.05, so that
h1 is accepted. So it can be concluded that
compensation has a positive and significant effect on the performance of
employees of pt. Inti dufree promosindo in denpasar.
Analysis Of The Effect Of
Workload, Work Environment And Compensation On The Performance Of Employees Of
Pt. Great Southern Star
Based on the results of the
f test analysis, it proves that simultaneously workload, work environment and
compensation have a positive and significant effect on the performance of
employees of pt. Great south star with value count 59.244 which is greater than ftable 2.69 and
a significance value (sig.) 0.000 which is less than 0.05. This indicates that
implementing a good compensation system, a balanced workload and a comfortable
work environment will affect the performance of pt. Great southern star. Therefore,
the indicators contained in the variables of workload, work environment, and
compensation must be properly implemented simultaneously to form good
performance for employees of pt. Great southern star.
The results of this study are in line with the
results of the study(hadi, khaerul, and hidayah,
2019)simultaneous test results show that fcount is greater
than ftable, namely 134.032 > 2.98. This states that the variables of
workload, environment and compensation simultaneously have a significant effect
on performance. This happens because each employee is influenced by an
appropriate workload and a good work environment and the compensation received
is by the employee's work so that the employee's performance is what the
company wants.
Conclusion
Partially, the
workload has a positive and significant effect on the performance of employees
of pt. Bintang selatan agung with a tcount of 4.346 > ttable of 1.984 and a
significance value (sig.) Of 0.000 <0.05.
Partially the work
environment has a positive and significant effect on the performance of
employees of pt. Bintang selatan agung with a tcount of 7.122 > ttable of
1.984 and a significance value (sig.) Of 0.000 <0.05.
Partially,
compensation has a positive and significant effect on the performance of
employees of pt. Bintang selatan agung with a tcount of 3.520 > ttable of
1.984 and a significance value (sig.) Of 0.001 <0.05.
Simultaneously workload, work
environment and employee performance have a positive and significant effect on
the performance of employees of pt. Bintang selatan agung with an fcount value
of 59,244 > 2.69 ftable and a significance value (sig.) 0.000 <0.05.
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Copyright Holders: Lisa Diyahanip, Luis Marnisah, Tien Yustini (2022) |
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First Publication Right: Syntax Literate: Indonesian Scientific Journal |
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