Reward Variables Research Articles

Pengaruh Reward Terhadap Motivasi Kerja Pada Karyawan Badan Waqaf Al-Qur’an Cabang Yogyakarta

This research aims to explain the influence of reward variables and partial motivation on employee performance. This research uses a quantitative method with the sample determination method used is Purposive Sampling with a sample size of 20 and collecting samples by distributing questionnaires. The data analysis used is descriptive statistical analysis. The results show the results of Validity analysis testing to determine the significance of the influence of rewards on work motivation. The table of questions regarding the influence of rewards on work motivation 1-6 above shows correlation values ​​of 0.738, 0.731, 0.665, 0.853, 0.678, 0.693, and the significant values ​​for the questions on the influence of rewards on work motivation 1-6 are 0.00 and 0.01, so it can be stated valid, and the results of the reliability statistics on the reward variable questions, the Cronbach's Alpha value is 0.654, this value exceeds the minimum value of 0.60, thus the questions in the reward variable table are declared reliable or reliable.

PENGARUH KOMPENSASI, DISIPLIN KERJA DAN MOTIVASI KERJA TERHADAP KINERJA KARYAWAN PUSKESMAS ARJASA

The aim of this research is to determine partially or jointly the influence of remuneration variables, work discipline and work motivation on the performance of Aljasa Community Health Center employees. Data collection was carried out through distributing questionnaires and research was conducted on 80 respondents from the civil service department (a sample of 67 civil servant workers from the Community Health Center Arjasa). Respondent responses were processed using multiple regression analysis, t-test, f-test, and r-test using a Likert scale. The results of this research reveal a partial (significant) influence between reward variables, work discipline, and work motivation on the dependent variable performance employees, while the research variables reward, job reveal the influence of work discipline variables on discipline. Work motivation for employee performance. The results of this research show that the leadership of the Arjasa Health Center can pay attention to compensation and work discipline, motivate employees and monitor employee activities to improve the performance of Puskesmas employees.

Pengaruh Knowledge Self-Efficacy, Rewards terhadap Online Knowledge Sharing Behavior: dengan Dimoderasi oleh Organizational Innovation

<p><em>In the era of digitalization that is growing continuously, sharing knowledge online is one of the keys to developing innovation. Companies must also compete in increasing competitiveness because competition is getting tougher, so companies need to find ways to make company activities more effective and efficient in increasing innovation. One way is to implement online knowledge sharing, this research provides important understanding in understanding the factors that influence online knowledge sharing behavior such as knowledge self-efficacy, extrinsic and intrinsic rewards. This study uses a minimum sample of 45 samples from PT XYZ employees, but all 50 employees are willing to fill out statements in the questionnaire provided, this research uses a quantitative approach with a comparative causal research method and data collection is carried out through a questionnaire with Likert scale measurements distributed via Google Form. Then the researcher also conducted data analysis techniques using 2 tests, namely the outer model test and also the inner model using SmartPls 3 software. The results of this study indicate that the extrinsic reward variable has a significant effect on online knowledge sharing behavior, which means that the company has succeeded in implementing extrinsic rewards for employees in the implementation of online knowledge sharing. However, the variables of knowledge self-efficacy, intrinsic reward do not have a significant effect, employees also do not have sufficient self-efficacy to carry out knowledge sharing and the level of self-efficacy of employees is also not high in general, and employees feel that intrinsic rewards are not enough to motivate them to do online knowledge sharing, intrinsic rewards given by superiors or coworkers are also still insufficient, and organizational innovation does not have a strong influence in moderating all existing variables.</em></p>

Efek Adanya Reward dan Motivasi Kerja terhadap Kinerja Karyawan melalui Kesejahteraan Karyawan pada PT. PLN (Persero) Kabupaten Sijunjung

This1research1aims1to1find1out1how1much1influence rewards and work motivation have on employee1performance1through1employee welfare at PT. PLN (PERSERO) Sijunjung district. The data analysis method uses a questionnaire, with a sample of 30 respondents1using1a1saturated sample method or census method. The method used1is a1quantitative1method with structural equation modeling (SEM) with Partial Least Square 3.0. By distributing a questionnaire to 421respondents. The results of data analysis concluded that Rewards had no significant effect on employee welfare variables with a significant level (0.186 < 0.07). Work motivation variables had1a significant effect on employee welfare with a significant level (0.000 > 0.07). The1reward variable has a significant effect on employee performance with a significant level (0.017 < 0.07). The work1motivation1variable does not have a significant effect on employee1performance at a significant1level (0.830 < 0.07). The employee welfare variable has a significant influence on1employee1performance with a significant level (0.014 < 0.07). The work motivation variable has a1significant effect on employee1welfare1through employee performance with a significant level (0.027 < 0.07), in other words there is a significant influence of work motivation on employee welfare1through employee1performance. And1the reward variable does not have a significant effect on employee welfare through employee performance with a significant level (0.295 > 0.07). In the sense that there is no significant1influence1of1reward on employee welfare through employee performance.

The Influence of Employee Selection, Job Placement, Work Experience, Job Training, and Reward on Employee Work Productivity in the Trade Office West Nusa Tenggara Province

This research aims to determine the influence of employee selection, job placement, work experience, job training, and reward in increasing employee work productivity at the Trade Office of West Nusa Tenggara Province. This type of research is quantitative with multiple linear regression analysis methods, t-test, f-test, coefficient of determination test, and applying saturated sample methods, namely taking all 57 employees of the Trade Office of West Nusa Tenggara Province as samples. The data obtained came from interviews, questionnaires, books, and journals. This research found that the variables of employee selection, job placement, work experience, and job training were positively and significantly correlated with increasing work productivity. However, the reward variable did not significantly increase work productivity. Simultaneously, all variables have an impact on increasing work productivity. Meanwhile, testing the coefficient of determination shows that all independent variables can explain the work productivity variable by as much as 47%.

THE INFLUENCE OF COMPETENCE AND REWARD PROVISION ON EMPLOYEE PERFORMANCE EFFECTIVENESS

Employee performance is very necessary in working within the company, the importance of an employee's performance can affect the results of the work he does and also affect the goals of the company to be achieved. This study aims to analyze the effect of competence and rewards on the effectiveness of employee performance. The form of research used in this research is quantitative research with an approach. The research method used in this research is a quantitative research method with an association approach, the population in this study are PTPN III Medan HR employees with a total of 35 respondents, The primary data used was obtained by distributing questionnaires directly while the secondary data was obtained through a literature study. The data analysis method used is instrument test, classical assumption test, multiple linear regression analysis, and hypothesis testing. The results showed that competency and reward had an effect on Employee Performance Effectiveness and the results of hypothesis testing simultaneously, obtained correlation coefficient values (R) of .888, which means that there is a relationship between Competency and Reward variables on Performance Effectiveness of 88.8% so that the relationship between these variables can be categorized as very close. While the Adjusted R Square value is .775 or the value of the determinant coefficient shows that the Competency and Reward variables on Performance Effectiveness are 77.5%, while the remaining 22.5% is influenced by other factors in outside of this research.

Pengaruh Komunikasi, Kerjasama Tim Dan Reward Terhadap Kinerja Karyawan Mcdonald’s Sri Ratu Kediri

This research is motivated by the fact that in a public company operating in the fast food sector, human resources are very important in achieving company goals. The aim of this research is to explain the influence of communication, teamwork and rewards on employee performance. This research method uses a quantitative method using a questionnaire as data. This research uses a saturated sample method. The sample in this research was all 53 employees. The technique used to analyze the data is the SPSS 25 program. The data analysis technique in this research is multiple linear regression analysis, coefficient of determination (R2), t test and F test. The results of this partial test (t) show that the communication variable has a significant value of 0.030 < 0.05, which means that the communication variable partially or significantly influences employee performance. The teamwork variable has a significant value of 0.045 <0.05, partially influencing or being significant on employee performance. The reward variable has a significant value of 0.901 > 0.05 and partially does not have a significant effect on employee performance. And the F test results show that the variables of communication, teamwork and rewards have a significant effect on employee performance with a significant value of 0.000 < 0.05. So it can be concluded that communication and teamwork partially have a significant effect on employee performance, while rewards do not have a significant effect on employee performance. And simultaneously these three variables have a significant effect on the performance of McDonald's Sri Ratu Kediri employees.

Effect of Work Motivation and Reward on Job Satisfaction Online Gojek Driver in Banjarmasin, Indonesia

This study aims to examine the effect of work motivation and reward variables on job satisfaction variables for Gojek online drivers in the city of Banjarmasin, Indonesia. The design of this research is research with quantitative methods and is afield survey research by taking primary data sources. The research population is Gojek Online drivers in the city of Banjarmasin and a sample of 30 respondents using a purposive sampling method. The data was processed by analyzing multiple linear regression data with the help of the SPSS test tool. The statistical test results and the results of the hypothesis in this study conclude that the work motivation variable and the reward variable simultaneously have a positive and significant effect on the online Gojek driver job satisfaction variable in Banjarmasin City, while the partial test results for the work motivation variable do not have a significant effect on the job satisfaction variable. Online Gojek drivers in Banjarmasin City, and the reward variable partially has a positive and significant effect on the J variable ob Satisfaction Gojek Online Drivers in Banjarmasin City, this research only takes objects in Banjarmasin city, it is hoped that further research can expand objects in other cities in Indonesia.

Spiritual Leadership and Rewards on Employee Performance through Job Satisfaction as an Intervening Variable at Puskesmas Sidoharjo

This study aims to identify and analyze spiritual leadership and rewards on employee performance through job satisfaction as an intervening variable at L Sidoharjo Health Center. The sample used was 43 respondents. Research data obtained from the results of questionnaires, direct observation and documentation. The data analysis technique uses the PLS (Partial Least Square) test, namely the Outer Model (Measuarent Model), Inner Model (Structural Model) and Hypothesis Testing. The results showed that the spiritual leadership variable had a positive and significant effect on employee performance, the reward variable had a positive and significant effect on employee performance, the spiritual leadership variable had a negative and not significant effect on employee performance through job satisfaction as an intervening variable, the reward variable had a negative and not significant effect on employee performance through job satisfaction as an intervening variable, spiritual leadership and reward variables have a positive and significant effect on employee performance and spiritual leadership and reward variables have a negative and not significant effect on employee performance through job satisfaction as an intervening variable.

Pengaruh Work Motivation, Work Discipline Dan Reward Terhadap Kinerja Driver Ojek Online Grab Di Kota Semarang

This study aims to determine the effect of work motivation, work discipline and reward on the performance of Grab online motorcycle taxi drivers in the city of Semarang. This study used quantitative research methods. The population used in the study was Grab online motorcycle taxi drivers in Semarang year 2022 and the sample used was 100 respondents. Data analysis in the study using SPSS for window software version 26. The results of this study show that there is a positive and significant influence between work motivation (X1) on the performance of grab online ojek drivers in Semarang (Y) partially with a calculated t value of 6,833 and a significance value of 0.000, work discipline (X2) has a positive and significant effect on the performance of grab online motorcycle taxi drivers in Semarang (Y) partially with a calculated t value of 2,918 significance value of 0.4 reward (X3) has a positive and significant effect on driver performance Grab online motorcycle taxi in Semarang city (Y) partially with a calculated t value of 10,655 and a significance value of 0.000. The results of the coefficient of determination (R2) test obtained a value from Ajusted R Square of 0.915 or 91.5% showed that the performance variables of Grab online motorcycle taxi drivers in Semarang were influenced by work motivation, work discipline and reward variables, while the remaining 0.085 or 8.5% were influenced by other variables that were not in this study.

Pengaruh Pelatihan Kerja, Dan Reward Terhadap Kinerja Karyawan

The purpose of this study is to determine and analyze the effect of job training, rewards, and employee performance at Hotel Santika Tasikmalaya. The research method used is a quantitative method with a survey approach, the data obtained directly through a questionnaire to 65 respondents taken from Hotel Santika Tasikmalaya employees. Sampling used saturated sampling technique and the analytical method used in this study was multiple linear regression analysis using SPSS 25 software. Based on the results of the study, job training variables were included in the good classification, reward variables were included in the good classification and employee performance was included in the good classification. The test results show that job training and rewards simultaneously have a significant effect on employee performance at Hotel Santika Tasikmalaya. Job training partially has a significant effect on employee performance and reward partially has no significant effect on employee performance.

A unified algorithm framework for mean-variance optimization in discounted Markov decision processes

This paper studies the risk-averse mean-variance optimization in infinite-horizon discounted Markov decision processes (MDPs). The involved variance metric concerns reward variability during the whole process, and future deviations are discounted to their present values. This discounted mean-variance optimization yields a reward function dependent on a discounted mean, and this dependency renders traditional dynamic programming methods inapplicable since it suppresses a crucial property—time-consistency. To deal with this unorthodox problem, we introduce a pseudo mean to transform the untreatable MDP to a standard one with a redefined reward function in standard form and derive a discounted mean-variance performance difference formula. With the pseudo mean, we propose a unified algorithm framework with a bilevel optimization structure for the discounted mean-variance optimization. The framework unifies a variety of algorithms for several variance-related problems, including, but not limited to, risk-averse variance and mean-variance optimizations in discounted and average MDPs. Furthermore, the convergence analyses missing from the literature can be complemented with the proposed framework as well. Taking the value iteration as an example, we develop a discounted mean-variance value iteration algorithm and prove its convergence to a local optimum with the aid of a Bellman local-optimality equation. Finally, we conduct a numerical experiment on portfolio management to validate the proposed algorithm.

Pengaruh Manajemen Kinerja, Pelatihan dan Budaya Organisasi terhadap Kinerja Karyawan BSI dengan Variabel Reward sebagai Moderasi Perspektif Maqāşid Al-Sharīah

This study aims to determine the effect of performance management, training andorganizational culture on the performance of BSI employees with the reward variable as a moderating maqāşid al-sharīah perspective. This research is a quantitative research using primary data, namely data taken directly from the respondents' answers. The number of samples in this study were 70 respondents. The analytical method used was technical data analysis in this study using multiple linear regression analysis, hypothesis testing and using the moderated regression analysis (MRA) test. Data management in this study uses the IBM SPSS 25 software program.The results of this study indicate that performance management and training have no effect on the performance of BSI employees. And organizational culture has an influence on employee performance from the perspective of maqāşid al-sharīah. The results of this study also show that performance management, training and organizational culture together have an influence on employee performance from the maqāşid al-sharīah perspective. Then the reward variable can moderate the influence of organizational culture on employee performance while performance management and training are not moderated by rewards.
 Keywords: Performance Management, Training, Organizational Culture, Employee Performance, Reward.

Reward and Decision Making Based on Nurses' Perceptions with Nurses' Caring Behavior

Caring is the most essential thing in nursing practice because caring is a dynamic approach that is closely related to the professionalism of nurses and lack of caring in nursing services can result in a decrease in the quality of nursing services, decreased patient satisfaction, and an increase in nursing days. The purpose of the study was to determine reward factors and decision making based on nurses' perceptions with nurses' caring behavior. This study used a correlational design in the form of cross sectional. The independent variable in this study is Reward and Decision Making and the dependent variable is caring behavior. The population in this study was all implementing nurses with non-probability sampling techniques, namely consecutive sampling with a total of 77 people in accordance with inclusion criteria and exclusion criteria. The results of the analysis showed a significant relationship between reward and decision-making with nurses' caring behavior (p = 0.000-0.030; α = 0.05). It can be concluded that organizational culture is related to nurses' caring behavior, not reward and decision-making even though there is a meaningful relationship. Follow-up approaches and research to determine the most dominant factors for nurses in nurses' caring behavior. All hypotheses are proven where there is a meaningful relationship of reward variables and decision making as part of organizational culture factors based on nurses' perceptions with nurses' caring behavior

PEMBERIAN MOTIVASI DAN REWARD TERHADAP KINERJA RESSELER

The goal to be achieved from this research is to find out and analyze the extent to which motivation and rewards influence reseller performance through job satisfaction at a Makassar herbal company. The population of this study were herbal company resellers in Makassar with a total sample of 120 people who could be used as respondents. The analytical method used is Descriptive Statistics and Linear Regression Analysis. The results of this study explain that there is a positive and significant influence between motivation and reward variables on reseller performance.

Strategy in Building Work Loyalty: The Case of Industrial Estate Companies in Indonesia

The writing of this paper is entitled the impact of job satisfaction on loyalty through the work environment and self-reward. Using primary data on industrial companies' estate that aim to find out how much impact the selected variables have in increasing job loyalty. Although many have researched work loyalty, it is still interesting to continue because there are always changes. This study used pathway analysis, which was considered close to appropriate for primary data. In terms of the data analysis results regarding the direct influence of the work environment, self-reward on job satisfaction, and its impact on employee loyalty, the hypothesis test found that the Work Environment variable has a direct effect on the Job Satisfaction variable as well as from the self-reward variable. Job Satisfaction is directly affected by the Self Reward variable. Employee loyalty is influenced by job satisfaction. This demonstrates that employee work happiness is critical and should be prioritized by the organization. Meanwhile, among other things, the work environment variable has a direct effect on loyalty, as does the self-reward variable. Employee work loyalty is increased by a positive work environment and self-reward.

Engineered highs: Reward variability and frequency as potential prerequisites of behavioural addiction

Influential learning-based accounts of substance addictions posit the attribution of incentive salience to drug-associated cues, and its escalation by the direct dopaminergic effects of drugs. In translating this account to disordered gambling, we have noted how the intermittent nature of monetary rewards in gambling (i.e. the variable ratio) may allow for analogous learning processes, via effects on dopaminergic signalling. The aim of the present article is to consider how multiple sources of reward variability operate within modern gambling products, and how similar sources of variability, as well as some novel sources of variability, also apply to other digital products implicated in behavioural addictions, including gaming, shopping, social media and online pornography. Online access to these activities facilitates not only unparalleled accessibility but also introduces novel forms of reward variability, as seen in the effects of infinite scrolls and personalized recommendations. We use the term uncertainty to refer to the subjective experience of reward variability. We further highlight two psychological factors that appear to moderate the effects of uncertainty: 1) the timecourse of uncertainty, especially with regard to its resolution, 2) the frequency of exposure, allowing temporal compression. Collectively, the evidence illustrates how qualitative and quantitative variability of reward can confer addictive potential to non-drug reinforcers by exploiting the psychological and neural processes that rely on predictability to guide reward seeking behaviour.

Pengaruh Motivasi Kerja Terhadap Kinerja Penyuluh Pertanian Lapangan

This study aimed to identify the characteristics of PPL in the Salahutu sub-district and to analyze the effect of work motivation on the performance of agricultural extension workers in the Central Maluku district. The study consisted of 9 variables, namely the Performance of Extension Officers X1 Leadership, X2 Work Environment, X3: Intensive or Operational Costs X4 Work Culture, X5 Communication, X6 Salary, X7 Training, X8 Awards, X9 Age factor, which was analyzed using the Multiple Linear Regression Method with assistance SPSS Version 23.0. The study results show that all of these variables jointly affect the performance of agricultural extension workers (PPL). seven variables have a positive and significant effect on paddy rice production. In contrast, the training and reward variables have a positive and insignificant relationship to the performance of field agricultural extension workers (PPL).

The Influence of Recruitment and Training with HR Competence as Intervening, as well as Reward, to Performance of Village-Owned Enterprises

This study aimed to determine the effect of recruitment and training with HR competencies as an intervention, as well as rewards on the performance of village-owned enterprises (BUM Desa), in the province of East Java. The population in this study was all BUM Desa in the province of East Java. Questionnaires were distributed to respondents electronically using online media, with a total of 59 respondents. This study was a quantitative study using descriptive statistical analysis and inferential statistics. This study used the Structured Equation Model Partial Least Square (SEM PLS) which was processed with the SMART PLS version 4 application. Before the analysis, the outer model was tested through validity and reliability tests. Furthermore, the structural model test was carried out with the Inner Model Test which was divided into the R-Square test, Path Coefficient, T-Statistics Test (Bootstrapping), Predictive Relevance, and Fit Model. The processing results showed that the recruitment and training variables had a significant positive effect on the performance of BUM Desa through HR competencies. Likewise, the reward variable, which is an integral part of HR management, had a significant positive effect on the performance of BUM Desa. In general, this research could prove the hypothesis that has been previously set by the researcher.

PENGARUH REWARDDAN PUNISHMENT TERHADAP MOTIVASI NASABAH DALAM MEMBAYAR ANGSURAN PADA BADAN USAHA MILIK DESA (BUMDes) MEKAR SARI DESA RAMBAH BARU KECAMATAN RAMBAH SAMO KABUPATEN ROKAN HULU

This study aims to determine how the effect of reward and punishment on customer motivation in paying installments. The population in this study were all BUMDes customers in 2019. The method in this study was a quantitative method, the population in this studywas the total number of BUMDes customers in 2019 totaling 69 respondents. Data collection methods using observation, interviews, questionnaires, the coefficient of determination obtained an R value of 0.837, the results of the study of the variable T testshowed the value of t-count> t-table value (3.732> 1.99656). This shows that the reward variable has a significant positive effect on customer motivation in paying installments, the punishment variable t-value> t-table value (5.703> 1.99656), indicating that the punishment variable has a significant positive effect on customer motivation in paying installments, results from the F test shows the value of F calculated 175.352> F table value 2.74 which means there is a significant influence. So it can be concluded that reward and punishment jointly have a significant effect on customer motivation in paying installments. For further research, those who want to conduct research on the same theme are advised to add other variables that can affect customer motivation in paying installments not found in research this can also be useful for BUMDes or other organizations.