The Effect of Spirit at Work and Compensation toward Employee Performance in PT. Arista Auto Lestari Medan

Abstract

The purpose of this study was to determine the "Effect of Work Spirit and Compensation on Employee Performance at PT. Arista Auto Lestari Medan ". The type of data used is associative, which is a study that asks the relationship between two variables. The population in this study were all employees at PT. Arista Auto Lestari Medan as many as 65 people. Data collection techniques in the form of distributing questionnaires to office employees at PT. Arista Auto Lestari Medan. Data analysis techniques using validity and reliability, hypothesis testing, statistical tests using multiple linear analysis models using multiple linear analysis models and determination tests. The results of the t test can be seen that the t count on the morale variable is 4.147 greater than t table of 1.689 with a probability of t that is sig 0.004. Based on these values, the morale variable has a positive and significant effect on performance variables and the value of t arithmetic oversight is 6,649 greater than t table of 1,689 with a sig level of 0,000 smaller than the significance limit of 0.005, the partial compensation variable has a positive and significant effect on performance variable. Based on the results of the F test, the F value of 42.567 is greater than the F table of 3.27, which means that morale and compensation simultaneously have a positive and significant effect on performance variables. The R Square value obtained is 0.727. This figure shows that 72.7% of performance (the dependent variable) can be explained by morale and compensation. The remaining 27.3% is influenced by other factors not explained in this study.

Teacher Performance, Organizational Culture, Compensation, and Spiritual Leadership: A Literature Study

“…Employee performance is the use of knowledge, skills, experience and abilities, to carry out the assigned missions required by their managers efficiently and effectively (Ayuningtias et al, 2018;DuBrin, 2013;Wahyudin et al, 2020). The importance of employee performance can be in several points such as: (1) helping to consider the cost of the resources used, (2) a measure of the quantity and quality of work Based on the report, it can be summarized that the factors that affect performance include: motivation (Hartati, 2020), competence (Hartati, 2020), compensation (Supardi, 2012;Pribadi et al, 2020;Hartati, 2020), work environment (Supardi, 2012;Tulenan, 2015;Hartati, 2020), morals (Hartati, 2020;Pribadi et al, 2020), individual characteristics, and psychological (Supardi, 2012). According to Supardi (2012), to assess teacher performance in madrasas, it can be seen from three main aspects, namely: professional ability, social ability, and personal ability.…”

Pengaruh Kompensasi, Motivasi, Dan Lingkungan Kerja Terhadap Kinerja Karyawan PT. Saiba Cipta Selaras Kota Jakarta Selatan

“…Hasil penelitian ini sesuai dengan kajian empirik yang dilakukan oleh Murty dan Hudiwinarsih (2012) yang menyatakan bahwa terdapat pengaruh positif kompensasi terhadap kinerja karyawan. Apabila Perusahaan meningkatkan dan memberikan kompensasi yang dirasa layak dan memuaskan bagi para karyawan maka hal ini akan berpengaruh pada peningkatan kinerja mereka (Pribadi, Effendi, Suryani, 2020). kompensasi merupakan salah satu bentuk perbaikan kinerja karyawan, melalui kompensasi juga meningkatkan semangat kerja karyawan yang akan meningkat sehingga dengan kinerja yang tinggi akan tercapainya tujuan perusahaan yang diinginkan dan ditetapkan (Pribadi, Effendi, Suryani, 2020).…”

“…Apabila Perusahaan meningkatkan dan memberikan kompensasi yang dirasa layak dan memuaskan bagi para karyawan maka hal ini akan berpengaruh pada peningkatan kinerja mereka (Pribadi, Effendi, Suryani, 2020). kompensasi merupakan salah satu bentuk perbaikan kinerja karyawan, melalui kompensasi juga meningkatkan semangat kerja karyawan yang akan meningkat sehingga dengan kinerja yang tinggi akan tercapainya tujuan perusahaan yang diinginkan dan ditetapkan (Pribadi, Effendi, Suryani, 2020). Sebagai hasilnya peningkatan kompensasi merupakan peningkatan kesejahteraaan yang akan meningkatkan kinerja karyawan (Pitriyani dan Halim, 2020).…”

Mediating role of employee engagement on the relationship between succession planning practice and employee performance in academic institutions: PLS-SEM approach

“…Performance of employee signifies the contribution of employee in terms of product production or rendering services to the customers of the organization. Alternatively, EP denotes the volume of work performed by an employee in a specific period of time (Pribadi et al , 2020). Furthermore, EP is considered as the achievement of regular working competency and the use of ability to accomplish a given task (Ismail et al , 2021; Tahir et al , 2014).…”