Effect of Compensation and Benefit to Employee Engagement through Organisation Brand in Indonesia’s Startup Company

Indriyani, Astri Utami

doi:10.20473/jmtt.v10i1.4805

Cited by 9 publications

(10 citation statements)

References 7 publications

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“…Compensation system denotes to a system that indicates all sorts of financial returns and tangible benefits or services employees gain or receive as a result of an employment relationship (Milkovich & Newman, 2005). Indriyani & Heruwasto, (2017); Anitha 2014; and Milkovich & Newman, (2005) mentioned compensation as one of the factor facilitating the existence of employee engagement and Indriyani & Heruwasto, (2017) as well as Abel (2013) mentioned in their study that employee engagement increases profit and more success if employee is satisfied. So employee engagement came from the feeling that they got proper compensation about what they already did (Indriyani & Heruwasto, 2017;Abel, 2013).…”

Section: Relationship Between Compensation System and Employee Engagementioning

confidence: 99%

Role of Employee Engagement on Compensation System and Employee Performance Relationship among Telecommunication Service Providers in Bangladesh

Hoque¹,

Awang²,

Siddiqui³

et al. 2018

IJHRS

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Past studies endorsed that there is a quite number of factors have been considered as the influencing factors of employee performance in an organization. Some of these are selection, training and development, performance appraisal, promotion, job design, security, and satisfaction, compensation system, employee commitment, personality, emotional intelligence, organizational citizenship behavior among others. While several studies considered investigating the influence of human resource management practices on employee performance in different context such as America, Africa and Europe, but very little attention have given in South-Asian countries like Bangladesh. Hence, this manuscript attempted to investigate the impact of compensation system on employee performance using quantitative analysis. To do so, survey was conducted as well as perceptions of 200 employees working in telecommunication service providers in Bangladesh were obtained to analyze the relationships. The data is analyzed and hypotheses were tested by using IBM-SPSS-AMOS package 25.0. The study found that employee engagement partially mediates the relationship between compensation system and employee performance by the data of this study. This research indorsed that there is a candid need to implement better compensation system by the entrepreneurs which will ensure better employee performance in line with consistent growth of firms as well as Bangladeshi GDP.

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Section: Relationship Between Compensation System and Employee Engagementioning

confidence: 99%

Role of Employee Engagement on Compensation System and Employee Performance Relationship among Telecommunication Service Providers in Bangladesh

Hoque¹,

Awang²,

Siddiqui³

et al. 2018

IJHRS

View full text Add to dashboard Cite

show abstract

“…The compensation dimension has a significant influence on employee engagement. Indriyani (2017) and Inayat (2018) explained that compensation had a significant influence on employee engagement. However, Riyanto, Pratomo, and Ali (2017) mentioned that compensation had no significant effect on employee engagement.…”

Section: Resultsmentioning

confidence: 99%

Employee Engagement Factors in A Higher Education Institution

Azmy¹

2019

Binus Business Review

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This reseach analyzed factors that correlated with employee engagement in a higher education institution. The object of this research was the lecturers and employees with the total of 100 people. There were measured on how to produce academic quality accompanied by excellent service to students. Dimensions used were compensation, leadership and organizational planning, culture and corporate communication, job environment, supervisory relationships, employee satisfaction and training, development, and resources. The process of collecting data was through the questionnaires. The research method used Confirmatory Factor Analysis (CFA). In the results, all dimensions used have a significant influence on employee engagement because of p-values <0,05 and t-tables > t-statistics. The supervisor relationship dimension has the highest correlation of 66,5%, and employee satisfaction has the lowest correlation of 13,8%. Higher education institutions must increase employee engagement to maintain productivity and performance. Employee engagement is one of the keys to the success of educational institutions to produce exceptional academic quality and services for the entire academic community.

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“…The dimensions used are still limited, although the coefficient of determination of these four variables has a significant effect on employee engagement. The research can be continued by using other variables, such as compensation (Indriyani, 2017), job satisfaction (Bellani, Ramadhani, & Tamar, 2017), person-job fit (Cai, Cai, Sun, & Ma, 2018;Lee & Kim, 2020), and perception of reality (Caulfield & Senger, 2017). In future research, the object of research can be continued in the application-based company because there are still many dimensions of employee engagement that must be studied in more depth and comprehensively.…”

Section: Discussionmentioning

confidence: 99%

How Great are Implication Factors for Employee Engagement in Application-Based Technology Company?

Azmy¹

2022

Binus Business Review

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Dimensions of organizational culture, training and development, job environment, and supervisor relationship have implications for employee engagement. Employee engagement is needed to produce high-quality work results in the application company. The purpose of the research was to analyze the factors with implications for employee engagement. The research objective was an application-based technology company in Indonesia. The sampling approach used a stratified method. Then, the number of respondents was 100 people. Meanwhile, the analysis method applied Partial Least Square (PLS). The results reveal that four variables have implications for employee engagement. The training and development dimension has the highest implications for employee engagement. The company must implement organizational culture in accordance with its core business values. Then, the conduciveness of the work environment must be increased to provide a positive psychological effect for employees. Similarly, supervisor relationships must be well maintained to monitor the work process. These four variables prove that the application-based technology company needs an increase in employee engagement to generate new business ideas. Innovation and creativity can be generated through employee engagement. The conclusion is that application-based technology company must pay attention to the application of culture organization and the sustainability of training and development programs, provide a comfortable job environment, and maintain supervisor relationships with their employees.

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Effect of Compensation and Benefit to Employee Engagement through Organisation Brand in Indonesia’s Startup Company

Cited by 9 publications

References 7 publications

Role of Employee Engagement on Compensation System and Employee Performance Relationship among Telecommunication Service Providers in Bangladesh

Role of Employee Engagement on Compensation System and Employee Performance Relationship among Telecommunication Service Providers in Bangladesh

Employee Engagement Factors in A Higher Education Institution

How Great are Implication Factors for Employee Engagement in Application-Based Technology Company?

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