The Effects of Remuneration and Employee Engagement towards Employees’ Performance: A Study on PT INTI (Pasero) Bandung, Indonesia
DOI:
https://doi.org/10.61841/aaev4y57Keywords:
Remuneration, Employee engagement, employee performanceAbstract
This study aims to determine the remuneration, employee engagement, and employee performance at PT. INTI (Persero) Bandung and to find out how much the influence of the remuneration and employee engagement have on employee performance at PT. INTI (Persero) Bandung. Regarding the remuneration provided by the company, it is considered that it is in accordance with the agreement and the applicable provisions in the company so that the employee does not experience shortages in terms of the remuneration earned. And the company treats the employees well so that a positive and close family relationship between the company and employees is formed. But the performance that employees provide is still considered to be not maximal by the company, even though the remuneration provided is appropriate and there is a positive relationship between the company and employees. The research used a descriptive-verification method. The sample used in this study is the employees who work at PT. INTI (Persero) Bandung. The data processing is done by using multiple linear regression analysis, correlation coefficient analysis, coefficient of determination analysis, and hypothesis testing. Based on the results of the study, it can be concluded that there is an influence between the remuneration and the performance of employees of PT. INTI (Persero) Bandung. And there is an influence between employee engagement and the performance of employees of PT. INTI (Persero) Bandung. The remuneration and employee engagement simultaneously affect the performance of employees of PT. INTI (Persero) Bandung.
Downloads
References
[1] Armstrong, Michael. 2010. Human Resource Management. Great Britain and The United States: Kogan Page Limited.
[2] Armstrong, M danMurlis. 1983. SistemPenggajian: PedomanPraktisBagiOrganisasi Kecil danMenengah. Jakarta: PustakaBinaman.
[3] Fauzi. 1995. KamusAkuntansiPraktisi. Surabaya: Indah.
[4] Fleming, J. H., &Asplund, J. 2007. Human sigma: Managing the employee customer encounter. New York: Gallup Press.
[5] G.A Ticoalu. 2010. Prinsip-PrinsipManajemen. Jakarta: BumiAksara.
[6] Ghozali, Imam. 2012. AplikasiAnalisis Multivariate dengan Program IBM SPSS 20. Semarang: BadanPenerbitUniversitasDiponegoro.
[7] Gomes, Faustino Cardoso. 2003. ManajemenSumberDayaManusia. Yogyakarta: CV Andi Offset.
[8] Gurajati, D.N. 2012. Dasar-dasarEkonometrika, TerjemahanMangusong, R.C. Jakarta: SalembaEmpat.
[9] Handoko, T. Hani. 2011. ManajemenPersonaliaSumberdayaManusia. Yogyakarta: BPFE.
[10] Hasibuan, Malayu. 2009. ManajemenDasar, PengertiandanMasalah. Jakarta: BumiAksara.
[11] Hasibuan, Malayu. 2012. ManajemenDasar, PengertiandanMasalah. Jakarta: BumiAksara.
[12] Hasibuan, Malayu. 2016. ManajemenSumberDayaManusia. CetakanKetujuhBelas. Jakarta: BumiAksara.
[13] Hasibuan, Malayu. 2017. ManajemenSumberDayaManusia. CetakanKedelapanBelas. Jakarta: BumiAksara.
[14] Husein, Umar. 2008. MetodePenelitianUntukSkripsidanTesisBisnis. Jakarta: PT RajagrafindoPersada.
[15] Kasmir. 2016. AnalisisLaporanKeuangan. Jakarta: Raja Grafindo Persada. Mangkunegara, AA. Anwar Prabu. 2009. Manajemen Sumber Daya Manusia Perusahaan. Bandung: Rosda.
[16] McLeod Jr, Raymoddan George P Schell. 2008. SistemInformasiManajemenEdisi10. = Jakarta: SalembaEmpat.
[17] Moeheriono. 2012. PengukuranKinerjaBerbasisKompetensi. Jakarta: Raja GrafindoPersada.
[18] MondydanNoe .1993. Motivation and Work Behavior. McGraw Hill Book Co, New York
[19] Mulyadi. 2001. Sistem Akuntansi Edisi Tiga. Jakarta Salemba Empat.
[20] Pora, de Antonio. 2011. Remunerasi - Kompensasi& Benefit. Jakarta: RanaPustaka. Riduwan dan Sunarto. 2011. Pengantar Statistika untuk Penelitian Pendidikan, Sosial, Ekonomi, Komunikasi, danBisnis. Bandung: Alfabeta.
[21] Rivai, Veithzal. 2005. ManajemenSumberDayaManusiaUntuk Perusahaan Dari TeoriKePraktek. Jakarta: PT. RAJAGRAFINDO PERSADA.
[22] Rivai, Veithzal. 2011. ManajemenSumberDayaManusiaUntuk Perusahaan Dari TeoriKePraktek. Jakarta: PT. RAJAGRAFINDO PERSADA.
[23] Robinson, W. A. 2004. Comments on ‘‘The Structure and Composition of the AnnularModes in an Aquaplanet General Circulation Model.’’ J. Atmos. Sci., 61, 949–953.
[24] Priansa, D. J. 2014. Perencanaan&Pengembangan SDM. Bandung: Alfabeta.
[25] Sabran, Bob. 2010. TeoriManajemen. Jakarta: BinaAksara.
[26] Santoso, Singgih. 2012. PanduanLengkap SPSS Versi 20. Jakarta: PT Elex Media Komputindo.
[27] Saudi, M.H.M., Sinaga, O. & Rospinoedji, D., The role of tax education in supply chain management: A case of Indonesian supply chain companies, Polish Journal of Management Studies 18(2):304-319, December 2018.
[28] Sedarmayanti. 2011. Manajemen Sumber Daya Manusia, Reformasi Birokrasi dan Manajemen Pegawai Negeri Sipil (CetakanKelima). Bandung: PT. RefikaAditama.
[29] Sedarmayanti. 2015. Manajemen Sumber Daya Manusia, Reformasi Birokrasi dan Manajemen Pegawai Negeri Sipil( Cetakan Kelima). Bandung: PT. RefikaAditama.
[30] Sinambela. LijanPoltak. 2016. Manajemen Sumber Daya Manusia: Membangun Tim Kerja yang Solid untuk Meningkatkan Kinerja. Jakarta: BumiAksara
[31] Sudjana, Anas. 2008. Pengantar Evaluasi Pendidikan. Jakarta: Raja Grafindo Persada.
[32] Suliyanto, 2011. Ekonometrika Terapan: Teori dan Aplikasi dengan SPSS. Yogyakarta: Andi.
[33] Sugiyono. 2011. Metode Penelitian Pendidikan Pendekatan Kuantitatif, Kualitatif dan R&D. Bandung: Alfabeta.
[34] Sugiyono. 2012. Metode Penelitian Pendidikan Pendekatan Kuantitatif, Kualitatif dan R&D. Bandung: Alfabeta.
[35] Sugiyono. 2013. Metode Penelitian Pendidikan Pendekatan Kuantitatif, Kualitatif dan R&D. Bandung: Alfabeta.
[36] Sugiyono. 2014. Metode Penelitian Pendidikan Pendekatan Kuantitatif, Kualitatif dan R&D. Bandung: Alfabeta.
[37] Sugiyono. 2015. MetodePenelitianPendidikanPendekatanKuantitatif, KualitatifdanR&D. Bandung: Alfabeta.
[38] Ruky, S. Achmad. 2006. Sistem Manajemen Kinerja. Jakarta: Bumi Aksara.
[39] Ruky, S. Achmad. 2016. Sumber Daya Manusia Berkualitas Mengubah Visi Menjadi Realitas. Jakarta: PT. Gramedia Pustaka Utama.
[40] T. Sirait, Justine. 2006. Memahami Aspek-Aspek Pengelolaan Sumber Daya Manusia dalam Organisasi, Jakarta: PT. Grasindo.
[41] Wibowo. 2016. Manajemen Kinerja. Edisiketiga. Jakarta: PT Raja Grafindo Persada.
Downloads
Published
Issue
Section
License
Copyright (c) 2020 AUTHOR
This work is licensed under a Creative Commons Attribution 4.0 International License.
You are free to:
- Share — copy and redistribute the material in any medium or format for any purpose, even commercially.
- Adapt — remix, transform, and build upon the material for any purpose, even commercially.
- The licensor cannot revoke these freedoms as long as you follow the license terms.
Under the following terms:
- Attribution — You must give appropriate credit , provide a link to the license, and indicate if changes were made . You may do so in any reasonable manner, but not in any way that suggests the licensor endorses you or your use.
- No additional restrictions — You may not apply legal terms or technological measures that legally restrict others from doing anything the license permits.
Notices:
You do not have to comply with the license for elements of the material in the public domain or where your use is permitted by an applicable exception or limitation .
No warranties are given. The license may not give you all of the permissions necessary for your intended use. For example, other rights such as publicity, privacy, or moral rights may limit how you use the material.
