Pengaruh Konpensasi dan Motivasi Kerja terhadap Kinerja Pegawai di Kantor Kecamatan Pulomerak Kota Cilegon
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Abstract
Employee work productivity is one of the key factors that can improve the performance of a Employee performance is one of the key factors in achieving organizational goals and improving the quality of public services, as good performance reflects an organization's success in carrying out its duties and functions. Employee performance is influenced by various factors, including compensation and work motivation. The purpose of this study was to determine the effect of compensation and work motivation on employee performance at the Pulomerak Subdistrict Office, Cilegon City. This study employed a quantitative method with an associative approach. The sampling technique used was saturated sampling, in which the entire population of 32 employees was selected as the research sample. Data were analyzed using SPSS version 26. The results of the study indicate that the first hypothesis was accepted, with a t-value of 2.160, which was greater than the t-table value of 2.045 (2.160 > 2.045), and a significance value of 0.039 < 0.05. The second hypothesis was also accepted, with a t-value of 3.947, which exceeded the t-table value of 2.045 (3.947 > 2.045), and a significance value of 0.000 < 0.05. Furthermore, the third hypothesis was accepted, with an F-value of 8.633, which was greater than the F-table value of 3.33 (8.633 > 3.33), and a significance value of 0.001 < 0.05. The results of the study indicate that the first hypothesis is accepted, showing that compensation has a positive and significant effect on employee performance. The second hypothesis is also accepted, indicating that work motivation has a positive and significant effect on employee performance. Furthermore, the third hypothesis demonstrates that compensation and work motivation simultaneously have a positive and significant effect on employee performance at the Pulomerak District Office, Cilegon City. The coefficient of determination test yielded an Adjusted R Square value of 0.373, indicating that compensation and work motivation explain 37.3% of the variation in employee performance, while the remaining 62.7% is influenced by other variables not examined in this study.
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