Significant Compensation Effect Research Articles

The Effect of Compensation and Motivation on Employee Turnover at PT Indofood CBP Sukses Makmur Tbk

The purpose of this study was to determine the significant effect of compensation and motivation on employee turnover at PT Indofood CBP Sukses Makmur Tbk. Snack Division either partially or simultaneously. This research was conducted at PT Indofood CBP Sukses Makmur Tbk. Snack Division having its address at Jalan Ancol Barat I No. 10, RW.3, Ancol, Kec. Pademangan, North Jakarta City, Special Capital Region of Jakarta 14430. The type of this research is quantitative with the method is causal research. The population in this study were employees of PT Indofood CBP Sukses Makmur Tbk. Snack Division consisted of 120 people and used a type of sample, namely the entire population was sampled, namely all employees of PT Indofood CBP Sukses Makmur Tbk. Snack Division has 120 employees. The results of this study note that compensation has a positive effect on employee turnover, this can be seen from the t test with tcount 9.134 > ttable 1.657 with a significance level of 0.000 this value is smaller than 0.1 (0.000 < 0.1). Motivation has a positive effect on Employee Turnover, this can be seen from the t-test with a t-value of 4.024 > t-table 1.657 with a significance level of 0.000 this value is greater than 0.1 (0.000 <0.1). Compensation and motivation have a positive and significant effect on employee turnover, this can be seen from the results of the F test with an Fcount of 43,333 while Ftable of 3.07 means 43,333> 3.07. Thus, it can be interpreted that discipline and motivation simultaneously have a significant influence on employee turnover.

Analysis Of Compensation And Motivation For Job Satisfaction Of Disaster Management Agency Employees Regional (BPBD) North Sumatra Province

This study aims to determine and analyze the positive and significant effect of compensation and motivation on job satisfaction of employees of the Regional Disaster Management Agency (BPBD) of North Sumatra Province both partially and simultaneously. This study used quantitative methods with data analysis techniques used, namely multiple linear regression. The sample in this study was 53 respondents by determining the sample using saturated sampling techniques. The results showed that the compensation variable (X1) partially had a positive and significant influence on job satisfaction (Y) of employees of the Regional Disaster Management Agency of North Sumatra Province. (2) The motivation variable (X2) partially has a positive and significant influence on job satisfaction (Y) of employees of the Regional Disaster Management Agency of North Sumatra Province. (3) The variables compensation (X1) and motivation (X2) simultaneously have a positive and significant influence on job satisfaction (Y) of employees of the Regional Disaster Management Agency (BPBD) office of North Sumatra Province.

Pengaruh Disiplin Kerja Motivasi Ekstrinsik Dan Kompensasi Terhadap Kinerja Karyawan Pada Brilliant English Course Pare

This study discusses the effect of work discipline, job satisfaction and physical work environment on employee performance at the Brilliant English Course Pare, Kediri Regency. This study aims to determine and explain the results of the influence of work discipline, extrinsic motivation and compensation on employee performance at the Brilliant English Course Pare, Kediri Regency. The sample of this research is all employees who are in the office, namely as many as 30 employees. The sampling technique was carried out using the saturated sample type method, namely non-probability sampling. The analysis technique used is the classical assumption, multiple linear regression. The results of this study are that there is a positive and significant effect of work discipline on employee performance with a significant value of 0.02 <0.05. There is a positive and significant influence of extrinsic motivation on employee performance with a significant value of 0.02 <0.05. There is a positive and significant effect of compensation on employee performance with a significant value of 0.000 <0.05. There is the influence of work discipline, extrinsic motivation and compensation simultaneously on employee performance with a significant value of 0.000 <0.05.
 

Searching for a democratic equalizer: Citizenship education's moderating effect on the relationship between a political home and internal political efficacy

Internal political efficacy (IPE) is an important yet unequally distributed driver of political action. Following cultural sociological explanations for political disengagement, we study how students' political home environment reproduces inequalities in IPE and how citizenship education moderates this. We test whether citizenship education compensates, reproduces, or accelerates inequalities in IPE due to differences in one's political home environment. These moderating effects are tested for three components of citizenship education; the number of civic learning experiences, open classroom climate for discussion, and active student participation at school. We consider the school a potential equalizer and a segregated breeding ground for democracy. Based on multilevel analyses employing cross-sectional data (3838 students across 147 schools) gathered to test the attainment targets in citizenship education among Flemish senior high school students (Belgium), we show that privileged students receive more citizenship education. However, each citizenship education component increases IPE and has a small yet significant compensation effect. This paper makes theoretical and empirical contributions to the literature on inequalities in political socialization processes while critically investigating the school's functioning as a democratic equalizer.

The Effect of Compensation and Workload on the Performance of Non-Medical Employees at Siti Aisyah Regional General Hospital Lubuklinggau

The Effect of Compensation and Workload on the Performance of Non-Medical Employees at Siti Aisyah Regional General Hospital Lubuklinggau

Analysis of the Effect of Compensation and Motivation on Organizational Performance through Employee Performance

Purpose: The purpose of this research is to know and analyze the effect Compensation and Motivation on Organizational Performance through Employee Performance, Compensation for employee performance, Motivation for employee performance, Compensation for Organizational Performance and Motivation for Organizational Performance.
 Design/methodology/approach: Data collection techniques using filling out questionnaires with a quantitative methodology which is distributed to the sample population of 160 employees and processed using the Amos ver 26 application.
 Findings: The research results show that there is a significant effect of compensation on employee performance, as well as motivation has a significant effect on employee performance, and there is also a significant effect of compensation on organizational performance, as well as motivation has a significant effect on organizational performance.
 Paper type: Research paper

Determinant Factor of Compensation Toward Job Performance of Teachers and Staff at Islamic Junior High School

The aim of the study was to find out whether there is a correlation between compensation and the performance of teachers and staff at MTs Syekh Maulana Qori. This study uses a quantitative approach with a type of correlational. The population in this study were all teachers and staff at MTs Syekh Maulana Qori, with a total of 15 people. The sampling technique used was purposive sampling technique so the sample used in this study was the entire MTs Syekh Maulana Qori staff, totaling 15 people. The main research data were obtained from respondents' questionnaire answers which were constructed from each indicator of the two research variables. After the data is declared normal and homogeneous then the research is continued. In order to answer the research hypothesis, a T-test was carried out by considering the value of T count and the value of sig. The results of the analysis showed that the t count value was 3.332 > t table 2.131 and the sig. 0.47 < 0.05, which means that H0 is rejected and Ha is accepted, which also means that there is a positive and significant effect of compensation on the performance of teachers and staff of MTS Syekh Maulana Qori. The results of the study also obtained an R square value of 0.795 or 79.6% compensation can contribute to the performance of teachers and staff of MTs Syekh Maulana Qori. So that compensation is highly recommended to be considered and carried out in order to provide a sense of justice for teachers and staff who have dedicated themselves to MTs Syekh Maulana Qori. Of course, their performance will have a direct, both positive and negative impact on student achievement.

The Influence of Discipline on the Performance of State Civil Apparatus Mediated by Compensation (Study at the Office of the Ministry of Religion of Tanah Laut Regency)

This study aims to analyze (1) the effect of discipline on compensation, (2) the influence of discipline on Performance, (3) the effect of compensation on Performance, and (4) the influence of discipline on the Performance of the Civil Servant of the Office of the Ministry of Religion of Tanah Laut Regency mediated by compensation. The method used is explanatory. The research population is all ASN in the Office of the Ministry of Religion of Tanah Laut Regency. The sampling technique used is Census taken is 58 people. The process (method) used is a questionnaire. This study's primary data is quantitative data analyzed through regression. The results of the study show: (1) There is a positive and significant influence of discipline on compensation. (2) There is a positive and significant influence of discipline. (3) there is a positive and significant effect of compensation on Performance, and (4) compensation cannot be a mediating variable between Discipline and Performance of Civil Servant at the Office of the Ministry of Religion of Tanah Laut Regency.

Analisis Kompensasi Dan Lingkungan Kerja Terhadap Prestasi Kerja Karyawan Pada PT. Pelindo I (Persero)

This study aims to determine and analyze the positive and significant effect of compensation and work environment on employee work performance at PT Pelindo I (Persero) both partially and simultaneously. This research uses quantitative methods with the data analysis technique used, namely multiple linear regression. The sample in this study was 64 respondents with sample determination using purposive sampling techniques. The results showed that: (1) The compensation variable has a calculated t value (6.594) > t table (1.67022) and a sig level (0.000) < 0.05 which means that the job training variable (X1) partially has a positive and significant influence on the work performance (Y) of employees at PT Pelindo I (Persero). (2) The work environment variable has a calculated t value (3.459) > t table (1.67022) and significance (0.001) < 0.05 which means that the work environment variable (X2) partially has a positive and significant influence on the work performance (Y) of employees at PT Pelindo I (Persero). (3) The compensation variable and work environment have a calculated F value (51.883) > F table (3.15) with a sig level (0.000) < 0.05 which means that the compensation variable (X1), and the work environment (X2) simultaneously have a positive and significant influence on the work performance (Y) of employees at PT Pelindo I (Persero), (4) while the magnitude of the influence exerted by independent variables on dependent variables is 61.8%. While the remaining 38.2% was influenced by other factors outside this study.

Nonlinear Impairment Compensation Using Transfer Learning-Assisted Convolutional Bidirectional Long Short-Term Memory Neural Network for Coherent Optical Communication Systems

By combining the nonlinear impairment features derived from the first-order perturbation theory, we propose a nonlinear impairment compensation (NLC) scheme based on the transfer learning-assisted convolutional bidirectional long short-term Memory (CNN-BiLSTM) neural network structure. When considering the correlation of nonlinear impairment between preceding and succeeding consecutive adjacent symbols on the current moment symbol and integrating the multidimensional feature extraction and time memory characteristics of CNN-BiLSTM, the nonlinear impairment information contained in the input feature can be fully utilized to accurately predict the nonlinear impairment showing significant compensation effect. Meanwhile, transfer learning (TL) is introduced to greatly reduce the complexity of the scheme on the basis of high compensation performance. To verify the effectiveness of the proposed scheme, we construct single-channel (SC) and 5-channel 28 GBaud polarization division multiplexing 16 quadrature amplitude modulation (PDM-16QAM)/85 GBaud PDM-64QAM simulation systems, and SC and 3-channel 28 GBaud PDM-16QAM experimental systems. The experimental results show that when compared with simple recurrent neural network (SRNN) NLC and DBP 20 steps per span (DBP20StPs), the Q-factor gain of our scheme is about 1 dB and 1.7 dB in the SC system, and about 1.1 dB and 1.5 dB in the 3-channel system at the optimal launch power, respectively. It is interesting to highlight that, by applying TL to the simulation and experimental systems, our scheme based on only 5% of the training samples can achieve compensation performance comparable to or higher quality than retraining at various launch powers.

The Effect of Compensation, Organizational Culture and Work Motivation on Turnover Intention

This research is a quantitative research. The purpose of this study was to determine the effect of compensation, organizational culture and work motivation on employee turnover intention. The sample used in this study were 85 respondents, namely all employees of CV. Indonesian Tex Star. The data analysis used was multiple linear regression analysis and hypothesis testing using t test and F test. The results showed that there was a partial and significant effect of compensation, organizational culture and work motivation variables on Turnover Intention on CV. Indonesian Tex Star. Meanwhile, simultaneously there is a significant effect of compensation variables, organizational culture and work motivation on Turnover Intention on CV. Star Tex Indonesia

An Aeromagnetic Compensation Algorithm Based on a Residual Neural Network

Aeromagnetic compensation is a crucial step in the processing of aeromagnetic data. The aeromagnetic compensation method based on the linear regression model has poorer fitting capacity than the neural network aeromagnetic compensation algorithm. The existing gradient updating neural network-based aeromagnetic compensation algorithm is subject to the problem that the gradient disappears during the backpropagation process, resulting in poor fitting ability and affecting aeromagnetic compensation accuracy. In this paper, we propose a neural network compensation algorithm with strong fitting ability: residual backpropagation neural network (Res-bp). The algorithm realizes the cross-layer propagation of the gradient through a residual connection so that the network not only preserves the original information but also acquires additional information during training, successfully solving the problem of gradient disappearance and boosting the network’s fitting capacity. The algorithm is applied to the data collected by unmanned aerial vehicles (UAVs) to verify its effectiveness. The results show that the improvement ratio is improved compared with the traditional neural network, demonstrating that the algorithm has a significant compensation effect on aeromagnetic interference and improves the quality of aeromagnetic data.

Analysis of the Effect of Transformational Leadership, Work Motivation and Compensation on Employee Performance on Sikamoni Group Radio

The purpose of this study was to determine the effect of transformational leadership, work motivation and compensation on employee performance at Radio Sikamoni Group, either partially or simultaneously. The population in this study were all employees who worked at Radio Sikamoni Group. Many samples in this study were 67 respondents. Data were collected using a questionnaire. The data is tested using validity and reliability tests, and the data must meet the elements of the classical assumption test. Furthermore, the data analysis test was carried out using multiple regression analysis, t test, F test, and coefficient of determination. The results of this study indicate that there is a positive and significant effect of transformational leadership on employee performance. There is a positive and significant effect of work motivation on employee performance. There is a positive and significant effect of compensation on employee performance. There is a positive and significant effect of transformational leadership, work motivation and compensation on employee performance at Radio Sikamoni Group. The magnitude of the ability to influence transformational leadership, motivation, compensation explains employee performance is 77.9% while the remaining 22.1% is explained by other variables that are not included in this research model. Keywords: Transformational Leadership, Work Motivation, Compensation, Performance

Influence of exchange coupling interaction on coercivity in 2:17-type SmCo-based high temperature permanent magnets

The intergranular exchange coupling interaction in Sm(CobalFe0.10Cu0.10Zr0.03)7.2 high temperature permanent magnets with different isothermal aging time was studied. The magnet isothermally aging for 24 h with higher coercivity at room temperature exhibits a weaker exchange coupling, while that aging for 4 h with a relatively small temperature coefficient of coercivity shows a stronger exchange coupling. Microstructure and microchemistry analysis indicated that Cu gradually enriches in the cell boundaries with the prolongation of isothermal aging time, decreasing the exchange coupling strength. Theoretical analysis results revealed that with the increase of temperature, the cells gradually get exchange decoupled and demagnetized independently, and the exchange coupling strength between cells decreases, which slows down the decline of coercivity. It is proposed that an optimized temperature coefficient of coercivity requires a stronger exchange coupling at room temperature, conducing to a more significant compensation effect with the increase of temperature.

Kompensasi dan Motivasi Kerja terhadap Kinerja Karyawan Melalui Kepuasan Kerja sebagai Variabel Intervening

Employee performance is the result of a person's work in quality and quality in accordance with predetermined standards based on the responsibilities given. Employee performance is one aspect that must be considered in a company. The reason is, if the performance of employees in the company is not good, it will affect the development and progress of the company itself. Agrimitra Utama Persada, Padang Pariaman Regency, West Sumatra". This data collection method is by distributing questionnaires with a sample of 70 respondents, the data analysis method used is multiple linear regression analysis and path analysis. Analysis in this study used Descriptive Statistical Tests, Classical Assumption Tests (Normality Tests, Multicollinearity Tests, and Heteroscedasticity Tests), Partial Coefficient Test (t-test), Simultaneous Coefficient Test (F-Test), Determination Coefficient Test (R2) and path analysis. As for the overall data analysis using SPSS 24. The results of this study concluded that: a.There is a positive and significant effect of compensation on job satisfaction. b. There is a positive and significant effect of work motivation on job satisfaction. c. There is a positive and significant influence of compensation on employee performance. d. There is a positive and significant influence of work motivation on employee performance. e. There is a positive and significant influence of work motivation on employee performance. f. Job satisfaction cannot mediate the effect of compensation on employee performance. g. Job satisfaction can mediate the effect of work motivation on employee performance.

PENGARUH KOMPENSASI DAN MOTIVASI TERHADAP PRESTASI KERJA PEGAWAI PADA DINAS SOSIAL KOTA BIMA

Work performance due to a mere coincidence, many influencing factors, work performance will be achieved if the work plans are carried out in accordance with the assigned tasks. The purpose of this study was to determine the significant effect of compensation on employee performance at the Bima City Social Service office. To find out the significant effect on employee performance at the Bima City Social Service, and to determine the significant effect of compensation and motivation on employee performance at the Bima City Social Service. The type of research used in this research is by using associative research. In this study, the instrument used in the operationalization variable is a questionnaire using a Likert scale. In this study, the sample that will be used by the author is 32 ASN with a sampling technique using (Purposive Sampling). Data collection techniques using observation, questionnaires, documentation, and literature study. Based on the results of the study, it can be concluded by observing the t test and f test, the conclusions are as follows, There is no significant effect between compensation on work performance at the Bima City Social Service, there is a significant influence between motivation on work performance at the Bima City Social Service and there is a significant influence of compensation and motivation on work performance at the Social Service of Bima City.

Analysis of the Effect of Motivation on Work Discipline During the Covid-19 Period in Indonesia

The research was conducted at PT. Pioneer of the Protection of National Electrical Installations in Riau and Riau Islands Region. The purpose of this study was to determine the effect of motivation on the work discipline of employees of PT. Pioneer of the Protection of National Electrical Installations in Riau and Riau Islands Region. Data analysis in this study used quantitative methods. The samples taken in this study amounted to 32 people, the result of t-count 2.746 is greater than t-table 2.042. So it can be concluded that there is a significant effect of compensation on employee work discipline, the R Square result is 0.201, this explains that compensation has an effect on work discipline of 20.1%. And the remaining 79.9% is influenced by other independent variables not examined in this study.
 Keywords: Motivation and Work Discipline

Pengaruh Kompensasi Dan Penempatan Kerja Terhadap Kinerja Pada Perawat Non Pns Di Rsud Dr. Dradjat Prawiranegara Dengan Kepuasan Kerja Sebagai Variabel Intervening

The purpose of this study was to examine the effect of compensation on employee performance, the effect of compensation on job satisfaction, the effect of job satisfaction on employee performance, the effect of job placement on job satisfaction, at RSUD dr. Dradjat Prawiranegara. The population in this study were nurses with non-civil servant status or nurses with voluntary labor status (TKS) who were still working at RSUD dr. Dradjat Prawiranegara. The number of samples is determined based on the number of indicators of the 4 variables used multiplied by 5, the total of all indicators is 20 x 5, total of Sample is 100 respondents, the sampling method uses the Non Random Sampling technique, because the population and sample have been determined, namely Non-PNS Nurses.The results of this study indicate that there is a significant effect of compensation on employee performance, there is a significant effect of compensation on job satisfaction, there is a significant effect of job satisfaction on employee performance, there is a significant effect of job placement on job satisfaction, and there is a significant effect of job placement on employee performance.

The Role of Job Satisfaction in Bridging Organizational Culture, Servant Leadership, Self Leadership, and Compensation with Employee Performance

Information technology is a set of tools that can help someone in working with information andperforming tasks related to information data processing. Business competition is increasingly following the development of this era, causing many companies faced with a situation where they must be able to overcome the problems they face quickly. Currently CV Inti Computer company located in the Kediri area is more likely to use information processing systems based on computer desktop applications because inaddition to providing convenience for users can also provide information quickly, relevant, timely,complete, understandable and proven truth. In connection with this matter how employees can work well with the role of job satisfaction in bridging organizational culture, servant leadership, self leadership, and compensation for employee performance. So with that in mind, this study aims to investigate the influenceof organizational culture, servant leadership, self leadership, and compensation to employee performance. Respondents in this study were 30 employees of CV Inti Computer. Data collection methods used were using a questionnaire and in analyzing the data using structural equation modelling analysis with partial least square. The results of this study indicate that there is a partially insignificant influence of organizational culture on employee performance, insignificant influence of servant leadership on job satisfaction, insignificant influence of servant leadership on employee performance, significant influence ofself leadership on job satisfaction, significant influence of self leadership on employee performance , the significant effect of compensation on job satisfaction, the significant effect of compensation on employee performance, and the significant effect of job satisfaction on employee performance.

Deficit Irrigation at Pre-Anthesis Can Balance Wheat Yield and Water Use Efficiency under Future Climate Change in North China Plain.

Simple SummaryAdopting deficit irrigation (DI) to improve crop production and safeguard groundwater resources is of great importance in water scarce regions, e.g., the North China Plain (NCP). Under the background of global warming, it is worth investigating whether DI continues to play such a key role under future climate change scenarios. Thus, we studied the effect of DI on wheat yield and water use efficiency under future climate change scenarios. We found that moderate deficit irrigation (DI3, ≤0.4 PAWC at sowing to flowering stage) under the N3 (150 kg N ha−1) condition was identified as the optimum irrigation schedule for the study site under future climate change scenarios. However, the compensation effect of DI3 on yield and water use efficiency (WUE) became weak in the future. To conclude, in water scarce regions of NCP, DI remains an effective strategy to maintain higher yield and enhance water use under future climate scenarios.Background. Deficit irrigation (DI) is a feasible strategy to enhance crop WUE and also has significant compensation effects on yield. Previous studies have found that DI has great potential to maintain crop production as full irrigation (FI) does. Therefore, adopting DI to improve crop production and safeguard groundwater resources is of great importance in water scarce regions, e.g., the North China Plain (NCP). Under the background of global warming, it is worth investigating whether DI continues to play such a key role under future climate scenarios. Methods. We studied the response of winter wheat yield and WUE to different DI levels at pre-anthesis under two Shared Socioeconomic Pathways (SSPs) scenarios (SSP245 and SSP585) using the Agricultural Production Systems Simulator (APSIM) model driven by 21 general circulation models (GCMs) from the Coupled Model Inter-Comparison Project phase 6 (CMIP6). Additionally, we explored the effects of different nitrogen (N) fertilizer application rates on DI. Results. We found that simulated wheat yield would increase by 3.5–45.0%, with WUE increasing by 8.8–46.4% across all treatments under future climate change. Moderate deficit irrigation (DI3, ≤0.4 PAWC at the sowing to flowering stage) under the N3 (150 kg N ha−1) condition was identified as the optimum irrigation schedule for the study site under future climate change. However, compensation effects of DI3 on yield and WUE became weak in the future, which was mainly due to increased growing season rainfall projected by GCMs. In addition, we found that N fertilizer application could mitigate the effect of DI3. Conclusions. We highlight that in water scarce regions of NCP, DI remains an effective strategy to maintain higher yield and enhance water use under future climate scenarios. Results strongly suggest that moderate deficit irrigation under a 150 kg N ha−1 condition could mitigate the contradiction between production and water consumption and ensure food safety in the NCP.