Variable Compensation Research Articles

Relationship Of Facilities And Compensationt To Permata Sejahtera Bekasi Foundatio Employees Performance

Research purposes; (1). To determine the effects of existing work facilities on the performance of foundation employees. (2). To determine the effects of employee compensation on the performance of foundation employees. (3). To determine the effects of work facilities and work compensation together on the performance of foundation employees. By using research methods, quantitative research approaches. In a process to find problems related to science using data in the form of mathematical and statistical numbers, as a means and tools to analyze the data collected as desired. Result: There is a significant effect between means and compensation on employee performance. There is a simultaneous influence of the means and compensation variables have a significant effect on employee performance. Means and compensation are proven to be able to partially mediate that can affect employee performance in the Permata Sejahtera Foundation Bekasi.

Pengaruh Kepuasan Kerja, Lingkungan Kerja Dan Kompensasi Terhadap Turnover Intention Karyawan (Studi Kasus Pada PT Hoki Marine Corp Di Banyuwangi)

This study aims to determine the effect of job satisfaction, work environment, and compensation on employee turnover intention at PT. Hoki Marine Corp in Banyuwangi. The population in this study is all employees at PT. Hoki Marine Corp Banyuwangi. The sample used as many as 84 employees or respondents who are employees at PT. Hoki Marine Corp. The sampling technique used is Non-Probability Sampling. The tests used are data instrument tests (validity test and reliability test), classical assumption test (normality test, multicollinearity test, heteroscedasticity test), hypothesis test (t-test, F test, coefficient of determination (R2)), data analysis method using regression multiple liners with the help of SPSS 20. The results showed that the results of the F test statistically can be proven that the variables of job satisfaction, work environment, and compensation simultaneously have a significant effect on employee turnover intention of PT. Hoki Marine Corp in Banyuwangi. The test results of job satisfaction, work environment, and compensation partially have a significant effect on employee turnover intention of PT. Hoki Marine Corip in Banyuwangi.

The Effect of Work Environment, Organizational Commitment and Compensation on Employee Performance at Aisyiyah St. Khadijah, Pinrang District

This study aims to (1) examine and analyze partially and simultaneously the influence of the work environment, organizational commitment and compensation on employee performance. This research was conducted at St. Aisyiyah General Hospital. Khadijah Pinrang District by taking 86 employees as research samples. The results of this study indicate that (1) partially the work environment and organizational commitment variables significantly influence employee performance, while the compensation variable has no influence on employee performance at St. Aisyiyah General Hospital. Khadijah Pinrang District (2) simultaneously the work environment, organizational commitment and compensation significantly influence the performance of employees of St. Aisyiyah General Hospital

Inductive Power Transfer Based on Variable Compensation Capacitance to Achieve an EV Charging Profile With Constant Optimum Load

Wireless charging must be highly efficient throughout the entire battery charging profile to compete in the electric vehicle (EV) industry. Thus, optimum load matching is commonly used: it operates at the equivalent load that maximizes the efficiency, which depends on the coil’s alignment. In this article, the optimum load is made independent of the coils’ position by changing the system’s resonant frequency through switch-controlled capacitors (SCCs). This eliminates the need for load-side voltage control. The output current follows the battery voltage rise during the battery charging cycle to always match the optimum load, which can be achieved by regulating the input voltage via the power factor correction (PFC) converter. This method is called here constant optimum load (COL). Two SCC topologies have been implemented in a 3.7-kW hardware demonstrator. The one implementing the half-wave modulation achieves higher efficiency than the one employing full-wave modulation, with 96.30% at 3.2 kW and aligned coils. When misalignment occurs, the half-wave modulation technique results in higher efficiency than the conventional-fixed compensation, where the efficiency is lower by up to 0.68% at partial load. Based on these results, the proposed COL method is proven suitable for 3.7-kW EV-static wireless charging achieving one of the highest peak efficiencies listed in today’s literature for the same power class.

Increasing Employee Performance through Digital Culture, Compensation, Career Development and Employee Resilience in PT. Janji Mulya Executive Learning

PT Janji Mulya Executive Learning (PT Janji Mulya) was a business unit within Janji Mulya Business School foundation and became an independent business entity as a limited liability company (Perseroan Terbatas) in January 2020. When Covid-19 happened, the company’s revenue dropped to only 30% in the first year (2020) after the spin-off. In the next year (2021) the revenue increased almost one hundred percent despite the fact that it was still forty percent below the 2019 performance. The company expect that the trend will keep going up to the 2022 fiscal year, however the fact says the contrary: the revenue in 2022 was slightly going down. Besides, the majority of individual performance decreased by 45.9% of employees. These problems in the postpandemic condition that is differed from expectation, has raised concern of PT Janji Mulya management. Further information were obtained that several factors could be the cause of low employee performance, namely digital culture, compensation, career development, and employee resilience. Based on these problems, this research was conducted to know and analyze the relationship of digital culture, compensation, career development, and employee resilience, with employee performance, as well as to propose solution regarding the four factors that could increase employee performance. To that end, this study was conducted with two objectives, namely descriptive and verification purpose. To analyse the hypotheses, this study employs multiple regression. Data collection was done by census to the population of PT Janji Mulya employees (N=60). Questionnaire was distributed at one-shot time horizon method and cross-sectional data. The findings revealed that there is a significant simultaneous influence of the four independent variables on employee performance. The test of partial effect showed that each variable of digital culture, compensation, career development, and employee resilience, have a positive and significant relationship with employee performance. Based on the results of the analysis that combines the results of hypothesis testing and the results of interviews with research informants, the business solutions for developing employee performance at PT Janji Mulya are arranged in the form of priorities based on the correlation values of the four variables on employee performance. Besides there are several insights that might influence employee performance, namely: a clear business strategy that is communicated effectively from the top management to the lowest level in the organization, Availability of resources that affect the performance of a department, and Strategic Foresight Analysis training to equip employees to be skillful at analyzing conditions, predicting changes that may occur, and managing response preparation and implementation plans, so that employees become more resilient.

Motivation and Compensation on Employee Performance

This research was conducted aiming to find out how the motivation and compensation received by employees, as well as to determine the effects of motivation and compensation on employee performance at PT. Hadji Kalla Branch Urip Sumoharjo. In this study, the population is all employees of PT. Hadji Kalla of Urip Sumoharjo Branch numbered 190 people. Researchers used several data collection techniques, namely questionnaires, observation, document review and interviews. The types of data used in this study consisted of quantitative data and qualitative data. The source of this research data is primary data, namely data directly obtained from data sources or research subjects. The data obtained using descriptive statistical analysis method, inferential statistical analysis. Descriptive statistical analysis used in this research is descriptive analysis, namely the analysis that suggests about the respondent's personal data, which was obtained from the respondents' answers through questionnaires. The result of this research is the motivation variable has a significant influence on the performance of the employees of PT. Hadji Kalla Branch Urip Sumoharjo and compensation variables have a significant influence on the performance of employees of PT. Hadji Kalla Branch Urip Sumoharjo.

Pengaruh Kompensasi, Kompetensi dan Komitmen Organisasi terhadap Kinerja Pegawai

This study aims to determine the effect both jointly and partially between compensation, competence and organizational commitment on employee performance at the Regional Secretariat of Deli Serdang Regency. This study uses quantitative methods with the type of explanatory research using primary data and secondary data. The population in this study were employees at the Regional Secretariat of Deli Serdang Regency and as many as 65 employees were used as research samples. The data analysis technique used is multiple and partial linear regression using SPSS 24.0. The results of the regression analysis showed that of the three independent variables included in the regression model (compensation, competence and organizational commitment). The compensation variable is significant at 0.002, so it can be concluded that performance is influenced by compensation (hypothesis 1 is accepted). The competency variable has a significant value of 0.002, so it can be concluded that competence has an effect on performance (hypothesis 2 is accepted). Organizational commitment variable which has a significant value is 0.807. So it can be concluded that organizational commitment has no effect on employee performance (hypothesis 3 is rejected). The results showed that the variables of compensation, competence and organizational commitment together had a positive effect on employee performance. This is evidenced by the statistical results of the regression test obtained a value with a probability smaller than (α = 0.05), it can be explained that compensation, competence and organizational commitment have a positive effect on employee performance. Then the fourth hypothesis is accepted.

Analysis of the Influence of Leadership, Compensation and Work Environment on Employee Performance (Case Study at PT. Lakawan)

This study aimed to examine and analyze the influence of leadership, compensation, and work environment on employee performance either partially or simultaneously between variables. This type of research is explanatory with a quantitative research approach. The population in this study were all employees of PT. Lakawan is 125 people with a total sample of 95 employees. The technique used in sampling is purposive sampling. The analytical tool used is SPSS with classical assumptions and multiple regression. The results of the study prove that there is a positive influence between leadership on employee performance, the better the leadership, the higher the employee performance. A positive effect of compensation on employee performance was also found, which means that giving appropriate compensation will have an impact on increasing employee performance. Then the work environment variable also found a positive influence on employee performance, meaning that the more comfortable the employee is in the work environment, the better the performance will be. While the variables of leadership, compensation, and work environment together, were found to be able to improve the performance of employees of PT. Come on. The most dominant variable contributing to employee performance is the work environment.

Compensation regulation in banking: Executive director behavior and bank performance after the EU bonus cap

The regulation that caps executives’ variable compensation, as part of the Capital Requirements Directive IV of 2013, likely affected executive turnover, compensation design, and risk-taking in EU banking. The current study identifies significantly higher average turnover rates but also finds that they are driven by CEOs at poorly performing banks. Banks indemnified their executives by off-setting the bonus cap with higher fixed compensation. Although our evidence is only suggestive, we do not find any reduction in risk-taking at the bank level, one purported aim of the regulation.

The Influence of Work Motivation and Compensation on the Performance of Employees in the Marketing Section Pt. Bintang Global Source Facilities Banjarmasin

The purpose of this study was to determine (1) To analyze the significance of the effect of motivation and compensation simultaneously on employee performance (2) To analyze the significance of the effect of motivation and compensation partially on employee performance (3) To analyze the significance of the influence of motivation and compensation which is more dominant on the performance of marketing department employees at PT. Global Star Sumber Sarana Banjarmasin. The method used in this study is a quantitative method that is associative causally. The sampling technique used in this study was using saturated sampling technique or total sampling, so that the sample used in this study was 34 respondents. Data collection using observation techniques, questionnaires and documentation studies. Data analysis technique using multiple linear regression. The results showed that (1) motivation and compensation variables have a significant simultaneous effect on employee performance, (2) motivation and compensation variables have a significant simultaneous effect on employee performance, (3) compensation variable is a variable that has a dominant effect on employee performance in the marketing department at PT. Global Star Sumber Sarana Banjarmasin.

The effect of job training, financial compensation, and career development on nurse performance in the inpatient room of royal prima hospital Medan

Human resources in a company are an essential aspect that determines the effectiveness and success of a company. A company complete with facilities and infrastructure will be meaningless without humans as managers and idea loaders. This study analyzed the effect of job training, financial compensation, and career development on nurse performance. This research method is descriptive quantitative using the Cross-Sectional type, conducted in the inpatient room of Royal Prima Medan Hospital in 2023. The population is all nurses totaling 178 people; the technique of determining the number of samples is total sampling-data analysis using univariate, bivariate, and multivariate analysis. The results of research on job training variables (p-value 0.002, t-count 6.156 ≥ t-table 1.28), financial compensation (p-value 0.001, t-count 7.167 ≥ t-table 1.28), and career development (p-value 0.004, t-count 5.612 ≥ t-table 1.28) have a significant influence with a large p-value ≤ 0.05 and t-count greater than t table. The results of F count 78.422 ≥ F table 3.05 and significance 0.004 or smaller than α = 0.05, meaning that the variables of job training, compensation, and career development have a positive and significant effect on performance. The conclusion of the adjusted R Square value is 0.873, meaning that the ability of the independent variables to explain the variation of the dependent variable is 87.3%, and the remaining 12.7% is explained by independent variables not studied, such as work environment and motivation.

Association behavior and physico-chemical parameters of a cetylpyridinium bromide and levofloxacin hemihydrate mixture in aqueous and additive media.

The investigation of the micellization of a mixture of cetylpyridinium bromide (CPB) and levofloxacin hemihydrate (LFH) was carried out by a conductivity technique in aqueous and aq. additive mixtures, including NaCl, NaOAc, NaBenz, 4-ABA, and urea. The aggregation behavior of the CPB + LFH mixture was studied considering the variation in additive contents and the change in experimental temperature. The micelle formation of the CPB + LFH mixture was examined from the breakpoint observed in the specific conductivity versus surfactant concentration plots. Different micellar characteristics, such as the critical micelle concentration (CMC) and the extent of counter ion bound (β), were evaluated for the CPB + LFH mixture. The CMC and β were found to undergo a change with the types of solvents, composition of solvents, and working temperatures. The ΔG0m values of the CPB + LFH system in aqueous and aq. additive solutions were found to be negative, which denotes a spontaneous aggregation phenomenon of the CPB + LFH system. The changes in ΔH0m and ΔS0m for the CPB + LFH mixture were also detected with the alteration in the solvent nature and solution temperature. The ΔH0m and ΔS0m values obtained for the association of the CPB + LFH mixture reveal that the characteristic interaction forces may possibly be ion-dipole, dipole-dipole, and hydrophobic between CPB and LFH. The thermodynamics of transfer and ΔH0m-ΔS0m compensation variables were also determined. All the parameters computed in the present investigation are illustrated with proper logic.

Improvement of RSS-Based Measurement Based on Adaptive Kalman Filter Considering the Anisotropy on Antenna in Dynamic Environment

The classic propagation model of received signal strength (RSS) measurement is significantly affected by the environment. This paper divides the error sources of RSS ranging into three parts and deals with them in different methods. First, considering the influence of UAV pose on RSS, the compensation model is established through Gaussian Process Regression (GPR) for the first time by mapping the quaternion of the UAV and the attenuation caused by the influence of anisotropy on the antenna in the corresponding the special orthogonal group <italic xmlns:mml="http://www.w3.org/1998/Math/MathML" xmlns:xlink="http://www.w3.org/1999/xlink">SO</i> (3). On this basis, the distribution of random compensation variables is derived by unscented transformation (UT) and covariance propagation. Besides, a polynomial function is employed for fitting the distance-dependent environment noise. Then, to deal with the RSS measurement instability caused by the environment noise and the uncertainty of compensation, the adaptive Kalman filter (AKF) is introduced. Finally, an UWB-based environmental adaptive algorithm (UEAA) is proposed to improve ranging precision by using the UWB device in a dynamic environment. By setting the threshold parameter, the UEAA enables the classic RSS ranging model to have a certain adaptive ability for the dynamic environment of UAV, which significantly reduces the error caused by model parameter mismatch. Several experiments are carried out on the UAV platform, and the results show that the improvement of the RSS propagation model is adequate.

Executive compensation, share ownership, and earnings management of banks in Nigeria

Aim/purpose – Higher compensation and increased share ownership are believed to drive fewer earnings management. Therefore, the study examines the moderating impact of share ownership on the relationship between executive compensation and earnings management of listed Deposit Money Banks in Nigeria. Design/methodology/approach – Panel Least Square regression and Stata 13 were used for the estimation. The secondary data source was employed and extracted from the banks’ published financial statements covering the period from 2007-2018. Post- estimation tests, including normality tests of standard error, heteroscedasticity, and mul- ticollinearity, were carried out to validate the outcome. Executive compensation variable is represented by Chief Executive Officer Pay (CEO Pay), Board Chairman’s compensa- tion, and the highest-paid director, while executive share ownership represents the mod- erator variable. Chang et al. (2008) model was used to proxy earnings management. Findings – The findings revealed that CEO Pay increases the banks’ level of earnings management, while after moderation with executive share ownership; CEO pay decreas- es the possibilities of earnings management by banks. Compensation to Chairmen of the banks decreases the level of earnings management of banks. However, an increase in share ownership of the board with an increase in compensation to chairmen of banks’ boards increases the earnings management practices of the management of the banks. Research implications/limitations – The findings imply that the executive ownership interest should be made to align with that of the minority shareholders following an increase in their stake so that they can act in the overall best interest of the owners. The study is limited to only the banking sector and some specific executive compensation variables. Originality/value/contribution – The utilization of the highest paid director variable and use of share ownership as a moderator between executive compensations and earn- ings management. Keywords: earnings management, executive, share ownership, compensation, and expectan- cy theory. JEL Classification: M21, M41, M42, G32.

Protean Career Development And Social Compensation On Employee Performance Balai Konservasi Sumber Daya Alam (BKSDA) Jawa Tengah

This study aims to determine the partial and simultaneous effect of protean career development and social compensation on performance of Balai Konservasi Sumber Daya Alam (BKSDA) Jawa Tengah employees. This study uses an associative approach to determine the relationship between the independent variables and the dependent variable. The population in this study were 160 employees. The sample that will be used in this study uses the Slovin formula with a significance level of 10% and a sample of 62 employees is obtained. Data collection using questionnaires and data analysis using multiple linear regression analysis. The results of this study indicate that the protean career development variable partially has a significant effect on employee performance. The social compensation variable partially has no significant effect on employee performance. Simultaneously the variables of protean career development and social compensation have a significant effect on employee performance 17.5%. And the remaining 82.5% is influenced by other variables.

ANALISIS PENGARUH KOMPENSASI FINANSIAL TERHADAP PRODUKTIVITAS KERJA KARYAWAN (Studi Pada Karyawan PT. Newmont Nusa Tenggara)

This study aims to determine the effect of financial compensation on employee productivity at PT. Newmont Nusa Tenggara. The population in this study are all employees of PT. Newmont Nusa Tenggara. Researchers set a sample quota of 100 respondents who were taken by simple random sampling or simple random samples. This number is considered to represent the results of the study because it meets the requirements as a large sample. The variables used in this study are Direct Financial Compensation (X1) and Indirect Financial Compensation (X2) as independent variables, and Employee Productivity (Y) as the dependent variable. Data were obtained directly from respondents through questionnaires, namely data collection by distributing a list of questions to respondents who were used as research samples. Data analysis technique using multiple linear regression analysis. The results showed that the variables of direct financial compensation and indirect financial compensation had a positive and significant effect on the work productivity of employees at PT. Newmont Nusa Tenggara, both partially and simultaneously, this has been proven through the t test and f test. The degree of influence of direct financial compensation and indirect financial compensation on the work productivity of employees of PT. Newmont Nusa Tenggara is 79.3%, while the remaining 20.7% is influenced by other variables outside this research model.

PENGARUH KOMPENSASI NON FINANSIAL TERHADAP EFEKTIFITAS KINERJA PEGAWAI (Studi Pada Pegawai BKPP Kabupaten Sumbawa)

The purpose of this study was to determine the effect of non-financial compensation variables on the Work Effectiveness of Employees at the Staffing, Education and Training Agency of Sumbawa Regency. This type of research is explanatory research. The population in this study are all employees at the Staffing, Education and Training Agency of Sumbawa Regency, totaling 52 people and the entire population will be used as a research sample or population research or census research. Data was collected through questionnaires or questionnaires distributed to research respondents. Data analysis was carried out using simple linear regression analysis techniques, partial hypothesis testing (t test), and determination coefficient test (R2). The results showed that non-financial compensation had a positive and significant effect on the effectiveness of employee performance at the Staffing, Education and Training Agency of Sumbawa Regency. the degree of influence of non-financial compensation on the effectiveness of employee performance at the Staffing, Education and Training Agency of Sumbawa Regency is 44%, while the remaining 56% is influenced by other variables outside the scope of this study.

Kompensasi, Tingkat Pendidikan, Penempatan Kerja, Kesehatan Kerja, dan Keselamatan Kerja terhadap Kinerja Karyawan

This study aims to determine the effect of the effect of compensation, education level, job placement, occupational health, and work safety on employee performance on employee performance at PT. Hutama Infrastructure Works. This research method is descriptive quantitative. In this study the population used at PT. Hutama Karya Infrastructure as many as 130 employees and on purpose sampling using certain criteria so that 100 samples were obtained. Data analysis using multiple linear regression. The results showed that the compensation variable had a tcount of 2.050, while the ttable variable had a value of 1.66, with a significant 0.043; b) the tcount value of the education level variable has a value of 2,421 and a ttable of 1.66, with a significance level of 0.017&lt;0.05; c) the tcount value of the work placement variable has a value of 2.062, ttable 1.66, and a significance level of 0.042&lt;0.05; d) the t-count value of the work safety variable has an average of 2,565, with a t-table of 1.66, and a value level of 0.012 &lt;0.05.; e) the tcount value of the occupational health variable has a value of 2.756, a ttable of 1.66, and a significant value of 0.007&lt;0.05. In conclusion, compensation variables, education level, job placement, occupational health, and work safety have a positive and significant effect partially on the performance of employees of PT. Hutama Infrastructure Works. Compensation variables, education level, job placement, occupational health, and work safety have a significant effect simultaneously on employee performance on Employee Performance at PT. Hutama Infrastructure Works.&#x0D; &#x0D; Keywords: Occupational Health, Occupational Safety, Employee Performance, Compensation, Work Placement, Education Level

The Effect of Motivation, Compensation and Work Environment on Employee Job Satisfaction at PT Pembangkit Jawa Bali (PJB) - Unit Pembangkitan (UP) Gresik

Human Resources (HR) is a central factor in an organization, which has an important role in the company as a driving factor, planning and controlling in all company activities. Therefore, it is necessary to pay attention to and create effective and efficient work, the organization needs to provide a conducive working environment, provide appropriate motivation and provide compensation which plays an important role in increasing job satisfaction so that it can influence employees to work harder and better in their work. achieve company goals. This study uses quantitative research and testing is done using multiple linear regression analysis. The number of samples in this study were 100 respondents with data collection techniques, namely by distributing questionnaires to employees via google form. In calculating the proportion of the number of samples using proportional stratified random sampling technique and sample selection using incidental sampling. The results of this study indicate that the motivation variable has a positive and insignificant effect on job satisfaction at PT Pembangkit Jawa Bali (PJB) – Unit Pembangkitan (UP) Gresik, compensation variable has a significant positive effect on job satisfaction at PT Pembangkit Jawa Bali (PJB) – Unit Pembangkitan (UP) Gresik and work environment variables have a significant positive effect on job satisfaction at PT Pembangkit Jawa Bali (PJB) – Unit Pembangkitan (UP) Gresik.

Effect of Extrinsic Motivation and Compensation on Employee Performance

This research aims to know the effect of extrinsic motivation and compensation on employee performance at a retail company in Bandung. This study also aims to analyze the most dominant factor between extrinsic motivation and compensation on employee performance. This research method uses descriptive and verification methods. Researchers obtained data and information that would support this research by taking the object of research as many as 40 employees using a questionnaire aimed at employees.&#x0D; Based on the study's path analysis results, the extrinsic motivation variable has a direct effect of 24%, an indirect effect through a relationship with compensation of 19.5%, and a total effect of 43.5%. The compensation variable has a direct effect of 23.5% and an indirect effect through the extrinsic motivation of 19.5%, a total effect of 43.0%. The results of the correlation coefficient of determination expressed in percentages describe the magnitude of the contribution of all independent variables, namely extrinsic motivation and compensation, in determining the performance variable, which is 0.865 or 86.5%. In contrast, other factors that do not affect performance that is not examined are shown by the value of ? = 0.135 or 13, 5%. The conclusions and suggestions obtained are considered in connection with the study's results; namely, management should be able to maintain and increase extrinsic motivation and compensation to improve performance.&#x0D;