PENGARUH DIMENSI KOMPENSASI TERHADAP MOTIVASI DAN KINERJA MARKETING UMKM DI WILAYAH YOGYAKARTA
DOI:
https://doi.org/10.55606/jempper.v1i2.369Abstract
The purpose of this study was to determine the effect of the compensation dimension on the motivation and performance of MSME marketing employees in Yogyakarta. This research was conducted by taking 54 MSME employees in Yogyakarta randomly as many as 54 MSME marketing employees. The calculation technique used in this study is the Multiple Linear Regression Analysis model and path analysis. Based on the analysis results indicate that there is a significant influence between the dimensions of compensation on motivation; there is a significant effect between compensation on employee performance. Overall indirect effect, then incentive compensation is the variable with the strongest influence on performance through work motivation variables. It can be explained that incentives are the driving variables for increasing work motivation and performance because a lot or less of their income is very dependent on whether or not incentives are good. Simultaneously, the compensation system for salaries, incentives, and benefits has a strong influence on performance through work motivation, with a total determination coefficient is 0.822.
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Ravikumar, T. (2013). A Study on Impact of Team Work , Work Culture , Leadership and Compensation on Engagement Level of Employees in MSMEs in India. International Journal of Advanced Research in Management and Social Sciences.
Restubog, S. L. D., Bordia, P., & Tang, R. L. (2007). Behavioural outcomes of psychological contract breach in a Non-Western culture: The moderating role of equity sensitivity. British Journal of Management. https://doi.org/10.1111/j.1467-8551.2007.00531.x
Robbins, S. P. (1983). The Theory Z Organization from a Power-Control Perspective. California Management Review, 25(2). https://doi.org/10.2307/41165006
Shibiti, R. (2020). Public school teachers’ satisfaction with retention factors in relation to work engagement. SA Journal of Industrial Psychology, 46. https://doi.org/10.4102/sajip.v46i0.1675
Sholehati, P., & Hadijah, H. S. (2019). Determinan Kinerja Guru: Kompensasi dan Lingkungan Kerja. Jurnal Pendidikan Manajemen Perkantoran, 4(2). https://doi.org/10.17509/jpm.v4i2.18011
Sudarmo, Suhartanti, P. D., & Prasetyanto, W. E. (2021). Servant leadership and employee productivity: a mediating and moderating role. International Journal of Productivity and Performance Management. https://doi.org/10.1108/IJPPM-12-2020-0658
Yıldız, S., Baştürk, F., & Boz, İ. T. (2014). The Effect of Leadership and Innovativeness on Business Performance. Procedia - Social and Behavioral Sciences. https://doi.org/10.1016/j.sbspro.2014.09.064
Bergkvist, L., & Rossiter, J. R. (2007). The predictive validity of multiple-item versus single-item measures of the same constructs. Journal of Marketing Research, 44(2). https://doi.org/10.1509/jmkr.44.2.175
Bititci, U., Garengo, P., Dörfler, V., & Nudurupati, S. (2012). Performance Measurement: Challenges for Tomorrow. International Journal of Management Reviews, 14(3). https://doi.org/10.1111/j.1468-2370.2011.00318.x
Cadsby, C. B., Fei, S., & Tapon, F. (2007). Sorting and incentive effects of pay for performance: An experimental investigation. Academy of Management Journal, 50(2). https://doi.org/10.5465/AMJ.2007.24634448
Chiniara, M., & Bentein, K. (2016). Linking servant leadership to individual performance: Differentiating the mediating role of autonomy, competence and relatedness need satisfaction. Leadership Quarterly. https://doi.org/10.1016/j.leaqua.2015.08.004
Ferdinand, A. (2006). Metode Penelitian Manajemen Pedoman Penelitian untuk Penulisan Skripsi Tesis dan disertai Ilmu Manajemen. In Semarang: Universitas Diponegoro.
Gaudet, M. C., Tremblay, M., & Doucet, O. (2014). Exploring the black box of the contingent reward leadership-performance relationship: The role of perceived justice and emotional exhaustion. European Journal of Work and Organizational Psychology. https://doi.org/10.1080/1359432X.2013.817056
Gerbing, D. W., & Anderson, J. C. (1988). An Updated Paradigm for Scale Development Incorporating Unidimensionality and Its Assessment. Journal of Marketing Research. https://doi.org/10.2307/3172650
Gerhart, B., & Fang, M. (2015). Pay, Intrinsic Motivation, Extrinsic Motivation, Performance, and Creativity in the Workplace: Revisiting Long-Held Beliefs. In Annual Review of Organizational Psychology and Organizational Behavior. https://doi.org/10.1146/annurev-orgpsych-032414-111418
Ghozali, I. (2018). Aplikasi Analisis Multivariate dengan Program IBM SPSS 25. Badan Penerbit Universitas Diponegoro.
Greiling, D. (2005). Performance measurement in the public sector: The German experience. International Journal of Productivity and Performance Management, 54(7). https://doi.org/10.1108/17410400510622223
Hair, J., Black, W., Babin, B., & Anderson, R. (2010). Multivariate Data Analysis: A Global Perspective. In Multivariate Data Analysis: A Global Perspective.
Hardiyana, A., Iskandar, S., & Nurlaila, L. (2013). Pengaruh Budaya Organisasi Dan Kompensasi Terhadap Motivasi Kerja Serta Implikasinya Terhadap Kinerja Guru. Jurnal Ekonomi, Bisnis & Entrepreneurship, 7(2).
Hellqvist, N. (2011). Global performance management: A research agenda. Management Research Review, 34(8). https://doi.org/10.1108/01409171111152529
Hill, F. M. (1993). Research Methodology and the Management Disciplines: The Need for Heterogeneity. Ibar, 14.
Kurtessis, J. N., Eisenberger, R., Ford, M. T., Buffardi, L. C., Stewart, K. A., & Adis, C. S. (2017). Perceived Organizational Support: A Meta-Analytic Evaluation of Organizational Support Theory. Journal of Management, 43(6), 1854–1884. https://doi.org/10.1177/0149206315575554
Markic, D., Horvat, J., & Oreski, D. (2011). Human resource information system in Croatian companies. Proceedings of the International Conference on Information Technology Interfaces, ITI.
Meyer, J. P., & Smith, C. A. (2009). HRM practices and organizational commitment: Test of a mediation model. Canadian Journal of Administrative Sciences, 17(4), 319–331. https://doi.org/10.1111/j.1936-4490.2000.tb00231.x
Modeling link between internal service quality in human resources management and employees retention: A case of Pakistani privatized and public sector banks. (2011). African Journal of Business Management, 5(3). https://doi.org/10.5897/AJBM10.829
Munandar, A. S. (2014). Culture and management in Indonesia. In Culture and Management in Asia.
Nguyen, P. V., Le, H. T. N., Trinh, T. V. A., & Do, H. T. S. (2019). The effects of inclusive leadership on job performance through mediators. Asian Academy of Management Journal, 24(2). https://doi.org/10.21315/aamj2019.24.2.4
Olafsen, A. H., Halvari, H., Forest, J., & Deci, E. L. (2015). Show them the money? The role of pay, managerial need support, and justice in a self-determination theory model of intrinsic work motivation. Scandinavian Journal of Psychology. https://doi.org/10.1111/sjop.12211
Platis, C., Reklitis, P., & Zimeras, S. (2015). Relation between Job Satisfaction and Job Performance in Healthcare Services. Procedia - Social and Behavioral Sciences. https://doi.org/10.1016/j.sbspro.2015.01.1226
Ployhart, R., & Moliterno, T. (2011). Emergence of the human capital resource: A multilevel model. Academy of Management Review, 36(1). https://doi.org/10.5465/amr.2009.0318
Raji, M. (2018). Retention through Work life Balance: An Effective Tool of Talent Management. Adhyayan: A Journal of Management Sciences, May.
Ramos, M. A. W., Figueiredo, P. S., & Pereira-Guizzo, C. (2018). Antecedents of innovation in industry. Innovation & Management Review, 15(3), 269–285. https://doi.org/10.1108/inmr-05-2018-0032
Raval, M. (2015). A Conceptual Paper on Importance of HRIS in Human Resource Management. Kaav International Journal Of Economics, Commerce & Business Management.
Ravikumar, T. (2013). A Study on Impact of Team Work , Work Culture , Leadership and Compensation on Engagement Level of Employees in MSMEs in India. International Journal of Advanced Research in Management and Social Sciences.
Restubog, S. L. D., Bordia, P., & Tang, R. L. (2007). Behavioural outcomes of psychological contract breach in a Non-Western culture: The moderating role of equity sensitivity. British Journal of Management. https://doi.org/10.1111/j.1467-8551.2007.00531.x
Robbins, S. P. (1983). The Theory Z Organization from a Power-Control Perspective. California Management Review, 25(2). https://doi.org/10.2307/41165006
Shibiti, R. (2020). Public school teachers’ satisfaction with retention factors in relation to work engagement. SA Journal of Industrial Psychology, 46. https://doi.org/10.4102/sajip.v46i0.1675
Sholehati, P., & Hadijah, H. S. (2019). Determinan Kinerja Guru: Kompensasi dan Lingkungan Kerja. Jurnal Pendidikan Manajemen Perkantoran, 4(2). https://doi.org/10.17509/jpm.v4i2.18011
Sudarmo, Suhartanti, P. D., & Prasetyanto, W. E. (2021). Servant leadership and employee productivity: a mediating and moderating role. International Journal of Productivity and Performance Management. https://doi.org/10.1108/IJPPM-12-2020-0658
Yıldız, S., Baştürk, F., & Boz, İ. T. (2014). The Effect of Leadership and Innovativeness on Business Performance. Procedia - Social and Behavioral Sciences. https://doi.org/10.1016/j.sbspro.2014.09.064
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Published
2022-05-25
How to Cite
Rahma Widyawati, & Dodi Setiawan Riatmaja. (2022). PENGARUH DIMENSI KOMPENSASI TERHADAP MOTIVASI DAN KINERJA MARKETING UMKM DI WILAYAH YOGYAKARTA. Jurnal Ekonomi, Manajemen Pariwisata Dan Perhotelan, 1(2), 140–147. https://doi.org/10.55606/jempper.v1i2.369
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