View of The Effect of Workload, Rewards, and Motivation on Employee Performance of Shopee Express Surabaya Distributor Center Sorting Section

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The Effect of Workload, Rewards, and Motivation on Employee Performance of Shopee Express Surabaya

Distributor Center Sorting Section

Desy Lucki Mutia Nur Aini, Iga Aju Nitya Dharmani Department of Management, Narotama University, Jl. Arif Rahman Hakim No 51, 60117, Surabaya, Indonesia

[email protected], [email protected]

Abstract

This study aims to analyze and prove the Effect of Workload, Reward, Motivation on Employee Performance of Shopee Express Surabaya Distributor Center Sorting Section partially or simultaneously. The method used in this study is a quantitative method. The population in this study was employees of the Shopee Express Surabaya Sorting Section of the Distributor center as many as 95 employees using the simple random sampling method. Data analysis techniques use Analysis Prerequisite Test, Classical Assumption Test, Multiple Linear Test, Coefficient of Determination, Hypothesis Test (F Test and t Test). Data processing in this study used SPSS 19 software. The results showed that workload did not partially affect employee performance, while rewards and motivation had a partial effect on employee performance. Workload, rewards and motivation simultaneously affect the performance of employees in the sorting section of Shopee Express Surabaya Distributor Center

Keywords:

Employee Performance, Motivation, Reward, Workload

1. Introduction

In modern times, technological developments affect the increasing use of the internet for people to have an easier and more comfortable life. The development of the internet also has an impact on electronic buying and selling activities or e-commerce. E-commerce is an activity in the form of buying and selling through information technology that is connected to the internet between sellers and buyers, people buy products that can be accessed online. Through an online store (e-commerce), buyers can see the goods or products offered on the web created and created by the online store. Online shopping is increasing, based on consumers' perceptions of e-commerce, which can provide a more convenient shopping experience, often lower prices, more comprehensive products and some online stores offer loyalty points for every purchase made. Sometimes there are also items that are only available in online stores (e-commerce). The large amount of e-commerce in Indonesia makes consumers have a diverse choice of products they are looking for. The development of e-commerce in Indonesia makes it easier for marketers to open online stores. E-commerce in Indonesia that is growing rapidly some of them are Shopee, Tokopedia, Lazada, Kaskus, OLX and Buka Lapak.

Shopee is one of the e-commerce that has the highest achievement in Indonesia. The company began to be introduced to the country in 2015. In December 2021, basedon data (Similar Web for App Performance) about e- commerce applications in Indonesia, Shopee has a daily active visitor count of33.27 million. In this case, it can be said that Shopee's daily visitors are increasing rapidly. According to data (Webretailer), Shopee is the e- commerce that has managed to attract the most visitors in Southeast Asia. The e-commerce, headquartered in Singapore, saw around 342.8 million visitors in one month in 2021.

Shopee has collaborated with many other expedition parties to facilitate the delivery of goods to buyers.

This makes it easier for buyers so they only need to wait for the goods to arrive. Shopee prepares a logistics service called Shopee Express to reduce obstacles to courier services for shipping goods because the delivery is carried out by Shopee itself. In shipping goods Shopee Express has an operational stage that must be done correctly and thoroughly. Goods are grouped by region of delivery of goods. Based on the background description above, there is a relationship between workload, reward, motivation and employee performance. Therefore, researchers are interested in conducting research and taking the title "The Effect of Workload, Rewards, and Motivation on Employee Performance of Shopee Express Surabaya Distributor Center Sorting Section".

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2. Theory Review 2.1. Workloads

According to Koesmowidjojo (2017) workload is any form of work given to human resources and completed within a predetermined period of time.

2.2. Rewards

Saputra et al., (2017), Reward is a motivation for employees in doing their jobs. A good reward system is a system that is able to guarantee the satisfaction of the company's employees which in turn allows the company to acquire, maintain, and hire a number of people who with various positive attitudes and behaviors work productively for the benefit of the company.

2.3. Motivation

Work Motivation according to Mangkunegara (2019) in Fadillah et al.,(2013) "Motivation is an encouragement of needs in employees that need to be met so that the employee can adjust to his environment and be able to achieve the goals that have been set. In other words, motivation is an energy to generate an impulse in oneself to achieve a certain goal".

2.4. Employee Performance

According to Sutrisno (2018) work performance or performance is the result of work that has been achieved by a person based on his work behavior in carrying out activities at work. Success or failure in an organization in carrying out tasks is closely related to employee performance, the achievement of performance in the organization is a factor that must be considered to realize the company in achieving the goals that have been set.

2.5. Hypothesis:

H1: Workload has a partial significant effect on the performance of employees of the Shopee Express Surabaya Distributor Center Sorting Section.

H2: Motivation has a partial significant effect on the performance of employees of the Shopee Express Surabaya Distributor Center Sorting Section.

H3: Rewards have a partial significant effect on the performance of employees of the Shopee Express Surabaya Distributor Center Sorting Section.

H4: Workload, Motivation, and Reward have a significant simultaneous effect on the performance of employees of the Shopee Express Surabaya Distributor Center Sorting Section.

3. Research Methods

Figure 1. Thinking Framework Processed Research Data

: Partial : Simultaneous

The research approach used by the authors is a quantitative approach. This research uses a quantitative method where researchers distribute questionnaires to determine the assessment of each employee. The object of this research is Shopee Express surabaya Distributor Center Jl. Tambak Osowilangun, Tambak Osowilangun, Kec. Benowo, Koto Surabaya, East Java 60191. Shopee Express is engaged in logistics and delivery of goods. The study was conducted for 1 month. In this study, researchers used a sample collection technique using the Simple Random Sampling method. This study used the Slovin formula with an error rate of 5% because it can be used to calculate the average estimate in the population. So that the sample in this study was 95 respondents.

The type of data in the study uses primary and secondary data. The data analysis techniques used in this study are Analysis Prerequisite Test or Instrument Test, Classical Assumption Test, Multiple Linear Reflection Analysis, Coefficient of Determination, and Test Hypothesis (F Test & t Test). using softwere SPSS 2019.

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4. Results 4.1. Validity Test

Table 1. Validity Tests

Variable Indicators r Table f Table Information

Workload X1.1 1,661 0,547 Valid

X1.2 1,661 0568 Valid

X1.3 1,661 0,449 Valid

X1.4 1,661 0,729 Valid

X1.5 1,661 0,814 Valid

Rewerd X2.1 1,661 0,764 Valid

X2.2 1,661 0,629 Valid

X2.3 1,661 0,633 Valid

X2.4 1,661 0,798 Valid

X2.5 1,661 0,648 Valid

Motivation X3.1 1,661 0,606 Valid

X3.2 1,661 0,504 Valid

X3.3 1,661 0,602 Valid

X3.4 1,661 0,769 Valid

X3.5 1,661 0,714 Valid

Employee Performance

Y1.1 1,661 0,749 Valid

Y1.2 1,661 0,479 Valid

Y1.3 1,661 0,747 Valid

Y1.4 1,661 0,734 Valid

Y1.5 1,661 0,839 Valid

Source: SPSS 19 Results. 2023

Based on the table above, it can show that the 4 variables that are the subject of research have an average of 5 questions. From each question on each variable has a table r value greater than r count ( r table > r count ) with a significant degree of 0.05 then it can be said to be valid.

4.2. Reability Test

Table 2. Reliability Test

No. Variable Cronch's Alpha Information

1. Workload 0,623 Reliable

2 Reward 0,747 Reliable

3 Motivation 0,649 Reliable

4 Karywan Performance 0,759 Reliable

Source: SPSS 19 Results. 2023

Based on the reliability table above, it can show testing variably. Each variable in this study has a result of Cronbach's alpa greater than 0.06, so it can be said to be reliable.

4.3. Normality Test

Table 3. One-Sample Kolmogorov-Smirnov Test

Unstantandardized Residual

N 95

Normal Parametersa.b Mean. ,0000000

Std. Deviation 1,47435821

Most Eztreme Differences Absolute ,075

Positive ,075

Negative -,074

Kolmogorow-Smirnov Z ,735

Asymp. Sig (2-tailed) ,653

a. Test distribution is Normal b. Calculates from data Source: SPSS 19 Results. 2023

Based on the table above, it can be seen that the resulting value is 0.653 > 0.05, so it can be said that this study has been distributed normally.

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4.4. Multicolonierity Test

Table 4. Multicolonierity Test

Variable Tolarance VIFs Information

X1 0,700 1,429 No Multicolonierity

Source: SPSS 19. 2023

Based on the table above, it shows that the results of the tolerance calculation there are no independent variables that have a value greater than 0.1 which means that multicholinearity does not occur. The results of the calculation of variance inflantion factor (VIF) in this study were smaller than 10.00 which means that multicholinearity did not occur.

4.5. Heteroskedasticity Test

Figure 2. Heteroskedasticity Test Source: SPSS 19.2023

Based on the Scatterplot chart above, it can be concluded that heteroskedasticity does not occur. So that the regression model in this study is feasible to be used to test the value of the variable Y.

4.6. Multiple Linear Regression Assumption Test

Table 5. Multiple Linear Regression Analysis Coefficients^a

Type Unstrandardized Coefficients Standardized Coefficients

B Std. Error Beta

1 (Constant) ,923 ,865

Workload ,134 ,077 ,152

Reward ,226 ,076 .242

Motivation ,512 ,100 ,483

a. Dependepent Variabel: Workload Source: SPSS 19. 2023

By table Above get Retrieved equation Regression as next:

Y = 0.923 + 0.134X1 + 0.226X2 + 0.512X3 + e

1. Based on the data that has been calculated using SPSS 2019, it can be known that the value of the constant Y is 0.923.

2. The value of the workload coefficient (X1) can be known to be 0.134 indicating a positive value, so that if the variable X1 is increased, the variable Y also increases.

3. The value of the reward coefficient (X2) can be known to be 0.226 indicating a positive value, so that if the variable X2 is increased, the variable Y also increases.

4. The value of the coefficient of motivation (X3) can be known to be 0.512 indicating a positive value, so that if the variable X3 is increased, the variable Y also increases.

4.7. Coefficient of Determination (R2)

Table 6. Coefficient of Determination Model Summary^b

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Type R R Square Adjusted R Square Std. Error of the

Estimate

1 ,713a ,509 ,493 1,49846

a. Predictors: (Constant), Motivation, Reward, Workload b. Dependent Variable: Employee Performance

Based on the table of value determination coefficients (R Square) of 0.509. This value shows that workload (X1), reward (X2) and motivation (x3) have a simultaneous effect on employee performance (Y).

while the remaining Adjusted R Square 0.493 was influenced by other factors not included in the study. The value of the coefficient of determination (R²) shows the number 0.713 so that it can be stated that there is a positive correlation between the independent variable and the dependent variable.

4.8. Simultaneous Significant Test (F Test)

F table = F (k; n-k)

= F (3; 95-3)

= F (3; 92)

= 2.70

Table 7. Test F ANOVA^a

Type Sum of

Squares

Df Mean Square F Sig.

Regression 211,627 3 70,542 31,416 ,000^b

1 Residual 204,331 91 2,245

Total 415,958 94

Based on the table above, it is known that the value of f of the table is 2.70 with a significant level of 0.05. In this study, a calculated f value of 31.416 was obtained. This shows that f count is greater than f table i.e.

(31.416 > 2.70) with a significant 0.000.

4.9. Partial Test (t-test)

Table 8. Test T Coefficients^a

Type Unstrandardized

Coefficients

Standardized Coefficients

t Sig.

B Std.

Error

Beta

1 (Constant) ,923 ,865 1,067 ,289

Workload ,134 ,077 ,152 1,735 ,086

Reward ,226 ,076 .242 2,978 ,004

Motivation ,512 ,100 ,483 5,093 ,000

a. Dependent Variable: Employee Performance Source: SPSS 19. 2023

In the partial significant test, determine the table t value, namely Df = N – 2, so as to determine the value of Df = 95 – 2 = 93 with a significant value of 0.05. So that in this study got a table t value of = 1.661.

1. On variable workload (X1) has a significant value of 0.086 being above 0.05. This shows that H1 is rejected and has no partial significant effect on employee performance (Y)

2. The reward variable (X2) has a significant value of 0.004 < 0.05. This shows that H2 is accepted and has a partial significant effect on employee performance (Y)

3. The motivation variable (X3) has a significant value of 0.000 < 0.05. This shows that H is accepted and has a partial significant effect on employee performance (Y)

5. Discussion

5.1. Effect of Workload on Employee Performance

The hypothesis results show that workload has a positive but not significant influence on the performance of employees of the Shopee Express Surabaya Distributor Center sorting section. With a value of 1.735 with a significant 0.086 being above 0.05. This shows that the greater or smaller the workload obtained by

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employees does not affect employee performance. This is in accordance with the previous research journal owned by Yuliya Ahmad, Bernhard Tewal, Rita N Teroreh (2019) with the research title "The Effect of Work Stress, Workload, and Work Environment on Employee Performance at PT. FIF GROUP MANADO" with the results showing that simultaneously work stress, workload, and work environment have a positive and insignificant effect on employee performance at PT. FIF Group Manado.

5.2. Effect of Rewards on Employee Performance

The hypothesis results show that the reward has a positive and significant effect on the performance of employees of the Shopee Express Surabaya Distributor Center sorting section. With a value of 2.978 with a significant 0.004 below 0.05. This shows that the more r rewards given, the more performance of employees in doing their work. This is in accordance with Ruslan Mas'ud's previous research journal, LCA. Robin Jonathan, Elfreda Aplonia Lau with the title "The Effect of Reward and Punishment on Employee Performance in the Education and Culture Office of Kutai Timur Regency" with the Results Showing That Reward Has A Positive And Significant Effect On Performance, Punishment has a positive and significant effect on performance, reward and punishment have a positive and significant effect on performance.

5.3. The Effect of Motivation on Employee Performance

The hypothesis results show that motivation has a significant positive effect on the performance of employees in the sorting section of Shopee Express Surabaya Distributor Center. With a value of 5.093 with a significant 0.000 below 0.05. This means that the more motivation the employee will be, the higher the employee's performance. This is in accordance with Bukhari's previous research journal, Sjahril Effendi Pasaribu with the research title "The Effect of Motivation, Competence, and Work Environment on Performance" with the results of the study partially showing that motivation and work environment have a significant effect on performance, while competence has a significant effect on performance. The results of the study simultaneously show that motivation, competence, and work environment have a positive and significant effect on performance.

5.4. Effect of Workload, Reward and Motivation (X1) On Employee Performance (Y1)

Workload has a positive effect on insignificant while rewards and motivation have a positive and significant effect on the performance of employees in the sorting section of Shopee Express Surabaya Distributor Center. The variables of workload, reward and motivation have a simultaneous effect on the performance of employees of the sorting section of Shopee Express Surabaya Distributor Center with a calculated f value greater than f table (31,416 > 2.70) with a significant 0.000.

6. Conclusions

Based on research that has been carried out using quantitative methods (questionnaire distribution) using a likert scale and has been tested using the Statical Product and Service Solutions (SPSS) application version 19.0, the following conclusions have been reached:

1. Workload has no partial effect on Employee Performance.

2. Rewards have a positive effect and a partial significant effect on Employee Performance.

3. Motivation has a positive effect and has a partial significant effect on Employee Performance.

4. Workload, Reward, Motivation has a significant simultaneous effect on Employee Performance.

References

Fadillah, B., Widodo, H. D., & Budiatmo, A. (2013). Pengaruh Motivasi dan Lingkugan Kerja Terhadap Produktivitas Karyawan Melalui Kepuasan Kerja Karyawan Produksi Bagian Jamu Tradisional Unit Kaligawe PT. Njonja Meneer Semarang. Jurnal Ilmu Administrasi Bisnis, 2(2).

https://doi.org/https://doi.org/10.14710/jiab.2013.2202

Koesmowidjojo, S. R. M. (2017). Panduan Praktis untuk Menyusun Analisis Beban Kerja. Raih Asa Sukses.

Mangkunegara, A. P. (2019). Manajemen Sumber Daya Agensi. PT Remaja Rosdakarya.

Saputra, D., Nurlina, & Hasan, L. (2017). Pengaruh Reward (Penghargaan)dan Punishment (Saksi) Terhadap Produktivitas Kerja Karyawwan PT. Kereta API Indonesia (PERSERO) Divisi Regional II Sumatera Barat.

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