Vol 6, No 1.2, 2022 1
The Influence of Environment, Workload, Financial and Non- Financial Compensation on Work Motivation at DPMPTSP
Makassar
Nurlinaa,1,*, Edy Jumadyb,2
a STIMI YAPMI, Makassar, Indonesia
b Sekolah Tinggi Ilmu Ekonomi Makassar Bongaya, Makassar, Indonesia
1 [email protected]*; 2 [email protected]
* corresponding author
I. Introduction
Without realizing it, humans at work try to build motivation in themselves to achieve a good work result, the most important factor of an organization or company in achieving its goals is its human resources. [1]. With that, every company will definitely achieve the goals and targets that can create its success. The success of the company's goals depends on how to place and select employees and put them in the right field with a good system to run the company. To achieve its goals, companies must create various conditions or conditions that can make employees feel comfortable when carrying out their duties [2]. Improved performance for employees is the company's main demand in order to survive. Therefore, improving human resources is an important task for organizations.
Basically, the company or agency does not only expect competent and qualified personnel, but the most important thing is employees who work hard who want to achieve good results. For this reason, one of the efforts of an organization to improve the performance of its employees, organizations need to understand what kind of motivation can encourage employees to work.
Providing work motivation for each employee has an important role. [3] interpreting work motivation is something that can give rise to encouragement and enthusiasm for one's work towards his work, is also a determining factor in the difference between failure and success in the job, and the most important emotional strength to do a new job.
ARTICLE INFO A B S T R A C T
Article history:
Received 17 June 2022 Revised 04 Sept 2022 Accepted 01 Nov 2022
This study examines the effect of the environment, workload, financial and non-financial compensation on employee motivation at DPMPTSP Makassar City. The research questions posed in this study are: does the work environment affect work motivation, whether workload affects work motivation, and whether compensation has an effect on employee motivation. This research was conducted at DPMPTSP Makassar City. There are 52 respondents who have been selected as samples using the saturated sampling technique. The method of data collection is by using a questionnaire. The data analysis technique in this research is multiple linear regression analysis. The study found that the hypothesis in this study has been significantly proven. The work environment has a positive and significant effect on work motivation, workload has a negative and insignificant effect on work motivation, and compensation has a positive and significant effect on employee motivation. The implication of this research is that the work environment and compensation have an equally important role in increasing employee motivation at DPMPTSP Makassar City.
Copyright © 2017 International Journal of Artificial Intelegence Research.
All rights reserved.
Keywords:
Environment Workload
Financial and Non-Financial Compensation Work Motivation
Work motivation is a mental attitude or condition of a person, where the person feels moved to do a job that is assigned to him, so that it can affect the ability and ability of employees to do work.
Motivation is also one of the important factors in contributing to efforts to encourage someone to be able to work better in achieving the expected goals. With high work motivation in employees, it is hoped that they will love their work more [4]. Work motivation is a condition that encourages or makes a person perform an activity that takes place consciously [5]. Management experts agree that motivation is a series of attempts to influence the behavior of others by knowing in advance what makes a person move [6].
Employee work motivation can be increased in a way that can be done by the company is the provision of good compensation. Compensation is a provision of remuneration carried out by the company for its workers, because the work task has contributed thoughts and energy to the development of the company in order to achieve the goals to be achieved. [7]. Basically, workers expect that the compensation they get reflects the contribution of their work. However, the compensation applied by the organization is often judged to have not been able to meet the expectations of workers due to the workload that may be more than what it receives, so this condition will definitely have an impact on the decline in worker motivation. So the provision of compensation, which if the higher the employee is expected to be able to increase the morale of workers to carry out their duties so that organizational goals are achieved [8].
Compensation is a must for employees because the level of compensation can influence them to develop the quality of their work, if the compensation scheme submitted by the agency is good enough for their employees, they will definitely carry out their work better and take on the tasks assigned to them with greater responsibility [9]. Compensation is a provision of remuneration carried out by the company for its workers, because the work task has contributed thoughts and energy to the development of the company in order to achieve the goals to be achieved.
Compensation is divided into two important parts [10], namely: financial compensation which can be identified with monetary rewards such as merit-based salary, incentives, commissions and bonuses, and utility allowances, while non-financial compensation can be identified as non- monetary rewards including workplace reorganization, participatory decision-making roles, promotions and hours flexible work. Compensation by the office must be timely and without delay in order to increase employee confidence in the company and increase employee concentration at work [11]. In addition, according to [12], Factors that motivate employees to work are not only related to salary, but there are other factors that encourage employees to work, such as the work environment [13].
The work environment is a location or workplace that has comfortable facilities for working, and there are groups that help each other to achieve company goals. According to [14] the work environment is everything that surrounds employees that can influence them to work. [12], The work environment is a location where workers have comfortable facilities to work, and there are groups that help each other to achieve company goals. Indicators of the work environment in research according to [12] namely: Facilities, harmonious relations, work safety, and temperature regulation in the workplace.
In building employee work motivation, they must pay attention to the workload given whether it is in accordance with the abilities and compensation that has been given or not. Workload is a condition where workers are faced with tasks that must be completed at a certain time both quantitatively and qualitatively [15]. Excessive workload will have an adverse impact on employees in general, which will cause fatigue both physically and mentally and will cause emotional reactions such as headaches, digestive disorders, and irritability. While the workload is too little, there will also be a reduction in motion which will cause boredom [16]. In his research [15] find the workload has a strong influence on the creation of optimal work motivation.
The phenomenon obtained by researchers from observations and interviews with employees, it is known that the provision of workloads and compensation for all employees of the Makassar City DPMPTSP office in 2022 experienced more work volume but has not been balanced with good incentives, due to a reduction in benefits to employees caused by employees who does not meet the specified employee performance targets (SKP). Judging from the working environment conditions at the Makassar City DPMPTSP office, it is quite adequate, but the administrative work area is still considered cramped by employees due to some inadequate facilities.
Among previous studies that have a relationship between the effect of compensation and work environment on work motivation, it shows that there are gaps and differences in the conclusions of the research. Research conducted by [17] and [18], Shows the results of research that compensation and work environment have a positive and significant influence on employee work motivation while the results of research conducted by [19] and shows that the results of compensation have no significant effect on work motivation.
II. Method
This type of research is an explanatory research, which aims to test and explain the influence or relationship between variables [20]. The population in this study were all employees of Makassar City DPMPTSP as many as 52 people for civil servants, not including temporary or contract workers. Sampling was carried out using a saturated sampling technique, which is a technique for taking the entire sample from the total population. The method of analysis used multiple regression analysis, with the following equation:
Y = a + b1X1 + b2X2 + b3X3 + e
III. Result
Descriptive statistics in this study are based on the answers of 52 respondents who aim to see an overview of the data used in this study. The results of research statistical calculations for each variable can be explained in the following table.
Table 1. Descriptive Statistics
N Minimum Maximum Mean Std. Deviation
Environment (X1) Workload (X2) Compensation (X3) Work Motivation (Y) Valid N (listwise)
52 52 52 52 52
3.25 3.00 3.50 3,25
4.75 4.50 4.75 5.00
4.1587 3.8029 4.1154 4.1010
.38991 .42397 .30301 .38749 Source: Data processed, 2022
From the output of SPSS 22.00 in the table above, we can see that from the number of respondents as many as 52 respondents, it can be concluded that the work motivation variable for Makassar City DPMPTSP employees (Y) has a minimum value of 3.25, a maximum value of 5.00, with an average of 4.1010, and has a standard deviation of 0.38749. The work environment variable (X1) has a minimum and maximum value of 3.25 and 4.50, respectively, with an average of 4.1587 and a standard deviation of 0.38991. The workload variable (X2) has a minimum value of 3.00 and a maximum of 4.50, the average is 3.8029 with a standard deviation of 0.42397. compensation variable (X3) has a minimum value of 3.50 and a maximum of 4.75, the average is 4.1154 with a standard deviation of 0.30301.
Table 2. Regression Test Results
Model
Unstandardized Coefficients
Standardized
Coefficients t Sig.
B Std. Error Beta
1 (Constant) ,830 ,711 1,167 ,249
Environment (X1) ,405 ,112 ,408 3,602 ,001
Workload (X2) -,138 ,097 -,151 -1,423 ,161
Compensation (X3) ,513 ,145 ,401 3,548 ,001
R2 = 0.682 R2 = 0.465 Fhit = 13.903 Sig = 0.000
Source: Data processed, 2022
The regression equation model that can be written from these results in the form of a standardized regression equation is as follows:
Y = 0.830 + 0.405X1 – 0.138X2 + 0.513X3 + e
From the results of the regression equation above, it can be explained as follows:
b1 = 0.405 shows that if the work environment is good and improved, while other factors remain, it will affect employee work motivation by 40.50%.
b2 = -0.138 shows that if the workload of employees is increased, while other factors remain, it will affect the decrease in employee motivation by 13.80%.
b3 = 0.513 shows that if the compensation is increased, while other factors remain, it will affect the increase in employee motivation by 51.30%.
Then it is known that the coefficient of determination R2 = 0.465 or 46.5% the influence of the environment, workload, financial and non-financial compensation on employee work motivation, while the remaining 53.5% is influenced by other factors not examined in this study.
IV. Discussions
The Influence of Work Environment on Work Motivation
Based on the results of his research, it can be concluded that there is a positive and significant effect between the variable X1 (work environment) on the variable Y (work motivation), because the results show that tcount > t table (3.602>1.985) with a significance level of 0.001 (<0.05). so that the first hypothesis (H1) is said to be correct so that it is said that the working environment conditions of the Makassar City DPMPTSP office can increase employee work motivation. That is, the better it is, the more it can increase the work motivation of the Makassar City DPMPTSP office employees. Based on the results of the percentage score of respondents' answers and statistical testing, it can be concluded that the use of indicators proposed by [12] For the work environment variable in this study, it is appropriate, because it can measure how satisfied employees are with the environmental conditions of DPMPTSP Makassar City.
Based on the test results and the theory of Abraham Maslow, explains that everyone needs a sense of security, social relationships, recognition, and self-actualization. it can be explained that every company is obliged to pay attention to the needs of each employee. If the satisfaction desired by employees has been met adequately, of course employees can be motivated to make their work better. The results obtained are in line with the research carried out [19] and [17].
The Effect of Workload on Work Motivation
Based on the results of his research, it can be concluded that there is no significant effect between the variable X2 (workload) on the variable Y (work motivation), because the results show that tcount> ttable (-1.423<1.985) with a significance level of 0.161 (>0.05). This study found that workload had a negative and insignificant effect on employee motivation. This means that, the lower the workload, the higher the work motivation. If the workload of employees is low, there is a tendency for employees to show a desire to work hard, and show less fatigue, less anger and frustration and will be more productive. As a result, when the workload of employees is low, employees are motivated to work. Work motivation is reflected by diligent work and happy to work.
Empirical fact that the strongest indicator in reflecting work motivation is diligent work.
Furthermore, following tenacious work and love to work. This can be interpreted that the lower the workload, the more diligent work, followed by the tenacious behavior of working and happy to work, then the higher the work motivation. This study has similarities as found by [21] that
workload is negatively and significantly related to work motivation. That is, the lower the workload, the higher the work motivation. The object of study carried out [21] in the hospital, while the study was conducted in a government office. Although the results of the study are the same, different objects were found so that the results of this study broaden the validity of further research. This study differs from the findings [22] stated that workload is positively and significantly related to work motivation. That is, the higher the workload, the higher the work motivation.
The Effect of Compensation on Work Motivation
Based on the results, it is concluded that there is a positive and significant influence between the Compensation variable on the work motivation variable because the results show that tcount> tttable (3,548>1,985), so the third hypothesis (H3) is said to be correct. Therefore, it can be said that the provision of financial and non-financial compensation by the Makassar City DPMPTSP office can increase employee motivation. It is said, the better the level of compensation submitted by the Makassar City DPMPTSP office, the more it can motivate the work of its employees. Based on the results of the percentage score of respondents' answers and statistical testing, it can be concluded that the use of indicators proposed by [23] for the compensation variable in this study it is appropriate, because it can measure how satisfied employees are with compensation by the DPMPTSP Makassar City.
Based on the results of research and the theory of Abraham Maslow which explains that employees need a salary that is sufficient to meet psychological needs. then compensation is something that companies can use to increase the motivation of their employees to make their employees work harder. The provision of compensation if deemed high enough by employees can certainly be more influential to be motivated in work The results obtained are in line with the research carried out [24] and [18]. 17
V. Conclusions
This study aims to determine the effect of the environment, workload, and compensation on work motivation in DPMPTSP Makassar City. Based on the analysis of the data above, the researcher concludes that the work environment and compensation have a positive and significant effect on the work motivation of Makassar City DPMPTSP employees. It is proven by the provision of compensation by the Makassar City DPMPTSP which is high and appropriate and the average response of employees who agree with this. So if the compensation is high, the work motivation of Makassar City DPMPTSP employees will also be higher and if the compensation given is low, the employee's work motivation will automatically decrease. Apart from compensation, the environment in DPMPTSP Makassar City also supports and supports employees in carrying out their duties.
However, in terms of giving the workload, it is still not good which results in poor employee work motivation.
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