Pengaruh Pemberian Insentif Dan Kepuasan Kerja Terhadap Prestasi Kerja Karyawan Balai Yasa Pulo Brayan PT. Kereta Api Medan

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ABSTRAK

Rumonda Bulan

A.

Loebis, 2006, Pengaruh Pemberian Insentif dan Kepuasan

Kerja Terhadap Prestasi Kerja Karyawan Balai Yasa Pulo Brayan

PT.

Kereta Api

Medan, dibawah bimbingan; Amita Zainoeddin (ketua) dan Amlys S. Silalahi

(anggota).

Dengan semakin berkembangnya zaman, perusahaan dituntut untuk selalu

meningkatkan prestasi kerjanya agar mampu bertahan dalam persaingan. Sumber

daya manusia sebagai salah satu aset penting dalam mencapai keberhasilan

perusahaan perlu diperhatikan manajemen perusahaan. Perusahaan harus se1alu

mempertahankan dan meningkatkan prestasi kerja karyawan. Strategi yang bisa

dilakukan perusahaan adalah dengan memberikan insentif dan pemenuhan

kepuasan kerja karyawan tersebut. Diharapkan dengan terpenuhinya pemberian

insentif dan kepuasan kerja maka karyawan lebih terdorong untuk memberikan

prestasi kerja terbaiknya kepada perusahaan.

Rumusan masalah dalam pene1itian ini adalah sejauhmana pemberian

insentif dan kepuasan kerja berpengaruh signifikan terhadap prestasi kerja

karyawan Balai Vasa Pulo Brayan PT. Kereta Api - Medan dengan menggunakan

teori keadilan oleh Schermerhorn (2002), teori Insentif oleh Terry (2001).

Penelitian ini bertujuan untuk mengetahui pengaruh pemberian insentif

dan kepuasan kerja terhadap prestasi kerja karyawan Balai Yasa PT. Kereta Api

Medan.

Teknik pengumpulan data adalah dengan wawancara, mengedarkan daftar

pertanyaan terhadap sampel sebanyak 65 orang dan studi dokumentasi. Untuk

menguji hipotesis digunakan regresi Iinier berganda. Pengolahan data dalam

penelitian ini menggunakan SPSS versi 12.00.

Hasil uji serempak (Uji F) menunjukkan bahwa pemberian insentif dan

kepuasan kerja secara serempak berpengaruh signifikan terhadap prestasi kerja

karyawan Balai Vasa

PT.

Kereta Api Medan.

Hasil uji parsial (Uji t) menunjukkan bahwa variabel pemberian insentif

dan kepuasan kerja masing-masing berpengaruh signifikan terhadap prestasi kerja

karyawan Balai Yasa

PT.

Kereta Api Medan.

Hasil uji determinasi menunjukkan bahwa adjusted R Square

=

0,552,

yang artinya variasi pemberian insentif dan kepuasan kerja mampu menjelaskan

prestasi kerja sebesar 55,2%.

Kata kunci: insentif, kepuasan kerja, prestasi kerja

IV

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ABSTRACT

Rurnonda Bulan

A.

Loebis, 2006, The Influence of Giving Incentive And Job

Satisfaction Towards Employee Job Performance at Balai Vasa Pulo Brayan

Medan, advised by Arnita Zainoeddin (coordinator) and Amlys S. Silalahi

(member).

With the expanding era, the company is demanded to improve its

performance all the time so that it can survive in the competition. Human resource

as one of the important asset, in order to achieve the company successful goals,

has to be taken by heart by its management. The company has to maintain and

increase the employee job performance. Company can use strategy of giving out

incentive and fulfill employee job satisfaction.

It

is hoped with the fulfillment of

giving incentive as well as job satisfaction the employee will be stimulated to give

their best performance to the work.

The formulation of the research is how far giving incentive and job

satisfaction influence the job performance at Balai

Yasa

Pulo Brayan PT. Kereta

Api Medan using equity theory by Schermerhorn (2002) and incentive theory by

Terry (2001)

The objective of this research is to know the influence of giving incentive

and job satisfaction towards employee job performance at Balai Vasa Pulo Brayan

PT. Kereta Api Medan.

The technique of data collection are interview, distribute a list of

questionnaire to a sample of 65 employees and documentation studies. To test the

hypothesis the writer implements multiple regressions. Data is processed using

SPSS program 12.00 version.

The result of test in unison (F test) indicates that giving incentive and job

satisfaction, all together, have a significant influence towards employee job

performance at Balai Yasa Pulo Brayan PT. Kereta Api Medan.

The result of partial test (t test) indicates that giving incentive and job

satisfaction, each of which, influences significantly towards employee job

performance at Balai Yasa Pulo Brayan PT. Kereta Api Medan.

The result of determination test shows that the adjusted R Square

=

0,552,

which means the variation of giving incentive and job satisfaction can explain

employee job performance at 55,2%.

Keywords: incentive, job satisfaction, job performance

v

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