The Effect of Reward and Punishment on Job Satisfaction with Work Quality as An Intervening Variable at BPJS Ketenagakerjaan In Medan Raya
DOI:
https://doi.org/10.61306/ijmea.v2i2.333Keywords:
Reward, Punishment, Job Quality, Job SatisfactionAbstract
BPJS Ketenagakerjaan is organizing work accident insurance programs, death insurance programs, pension insurance programs, old-age insurance programs and job loss insurance programs. BPJS, collects and collects contributions from participants and employers, receives contribution assistance from the government, manages social security funds for the benefit of participants, collects and manages data on social security program participants, provides benefits and finances services in accordance with the provisions of the social security program. The results of this study are as follows: Work quality has a positive and significant effect on job satisfaction with the original sample value of 0.663 and P values 0.000 Punishment has a positive and insignificant effect on job satisfaction with the original sample value of 9.047 and P values 0.295.Punishment had a positive and significant effect on the quality of work with the original sample value of 0.520 and P values of 0.000. Reward had a positive and significant effect on job satisfaction with the original sample of indigo 0.220 and P values 0.004. Reward had a negative and significant effect on the quality of work with the original sample value of 0.439 and P values of 0.000. Punishment had a positive and significant effect on job satisfaction through indirect work quality with the original sample result of 0.345 and P values of 0.000. Reward has a positive and significant effect on job satisfaction through indirect work quality with the original sample value of 0.291 and P values of 0.000.
References
Agustini, K., Santyasa, I. W., & Ratminingsih, N. M. (2019). Analysis of competence on "TPACK": 21st century teacher professional development. In Journal of Physics: Conference Series (Vol. 1387, No. 1, p. 012035). IOP Publishing.
Febriani, H. D., & Fatmawati, R. (2016). The effect of work motivation on organizational citizenship behaviaor (OCB) employees of Pt. Pelindo III (Persero) Tanjung Perak Branch Surabaya. Administrative Applications: Media for Analyzing Administrative Problems, 88-99.
Foenay E. E., Fanggidae, E. R., & Ndoen W. M. (2020). The Effect of Rewards on Employee Job Satisfaction. Journal of Management, 11. Retrieved from https://media.neliti.com/media/publications/332911-pengaruh-rewardterhadap-kepuasan-kerja-8c00fc47.pdf
Ghozali, Imam, & Latan Hengky. (2014). Partial Least Squares: Concepts, Techniques and Applications Using SmartPLS 3.0 (2nd edition). Semarang: Diponegoro University.
Ghozali, Imam. 2014. Structural Equation Modeling, Alternative Method with Partial Least Square (PLS). Edition 4. Semarang: Diponegoro University Press.
Hadari Nawawi. 2016. Human Resource Management.Gadjah MadaYogyakarta.
Hair, J. F. et. al. 2017. A primer on partial least squares structural equation modeling (PLS-SEM). SAGE Publications, Los Angeles.
Handoko . (2019). The Effect of Motivation and Work Discipline on Employee Performance at PT. PLN Persero Central Java Transmission Unit. Human Personnel Management, 87.
Isnaini, I., Nugraha, Y., Baisakh, N., & Carsono, N. (2023). Toward Food Security in 2050: Gene Pyramiding for Climate-Smart Rice. Sustainability, 15(19), 14253.
Kentjana, N. M. P., & Nainggolan, P. (2018). The Effect of Reward and Punishment on Employee Performance with Motivation as an Intervening Variable (Case Study on Pt. Bank Central Asia Tbk.). In National Conference of Creative Industry.
Mangkunegara, A. P., & Octorend, T. R. (2017). Effect of work discipline, work motivation and job satisfaction on employee organizational commitment in the company (Case study in PT. Dada Indonesia). Marketing, 293, 31-36.
Masitoh, I., Firdaus, M. A., & Rinda, R. T. (2020). The influence of motivation and work environment on employee performance. Manager : Journal of Management Sciences, 2(3), 301-317. https://doi.org/10.32832/manager.v2i3.3704
Pratama, W. A., & Prasetya, A. (2017). The effect of the remuneration system on job satisfaction and job motivation in higher education (Doctoral dissertation, Brawijaya University).
Purwanto, M. Ngalim. Theoretical and Practical Education. Bandung: Rosda. 2018.
Robbins, S.P and Timothy A. Judge. (2015). Organizational Behavior, 16th Edition. Jakarta: Salemba Four.
Sandy, S. R. O., & Faozen, F. (2017). The effect of rewards and punishments as well as job rotation on work motivation to improve the performance of hotel employees in Jember. Journal of Tourism and Hospitality, 1(2), 134-150.
Sari, D. P., & Candra, Y. (2020). The Influence of Career Development, Self Efficacy, and Work Motivation on Employee Performance. Journal of Information Systems Management Economics, 1(3), 224-228.
Sekaran, Uma. 2014. Research Methods for Business, Book 1, Edition 4. Jakarta: Salemba Four.
Siagian, S. S. I., & Khuzaini, K. (2015). The influence of training, satisfaction of compensation, motivation and work discipline on employee performance. Journal of Management Science and Research (JIRM), 4(5).
Siagian, Sondang P. 2015. Human Resource Management. Jakarta: PT. Bumi Akarsa
Sugiyono, (2017). Quantitative, Qualitative, and R&D Research Methods Bandung: CV. Alphabeta.
Suparmi, Vicy Septiawan. 2019. Reward and Punishment as Triggers for Employee Performance at PT. Dunia Setia Sandang Asli IV Unggara. Acitya Fiber – UNTAG Semarang Scientific Journal Vol. 8 No. 1. Faculty of Economics and Business, University of August 17, 1945 Semarang
Wirawan, A., & Afani, I. N. (2018). The Effect of Reward and Punishment on Employee Performance and Motivation in Cv Media Kreasi Bangsa. Journal of Applied Business Administration, 2(2), 242-257.
Downloads
Published
Issue
Section
License
This work is licensed under a Creative Commons Attribution-ShareAlike 4.0 International License.
COPYRIGHT
Copyright on any article in the International Journal of Management, Economic and Accounting is fully held by the author under a Creative Commons Attribution-ShareAlike 4.0 International License.
- The author acknowledges that the National Journal of Computer Technology (JNASTEK) has the right to publish for the first time with a Creative Commons Attribution-ShareAlike 4.0 International License - CC BY-SA license.
- Authors can enter articles separately, arrange non-exclusive distribution of manuscripts that have been published in this journal into other versions (eg: sent to institutional respository of authors, publications into books, etc.), by acknowledging that the manuscript has been first published in the National Journal of Computer Technology (JNASTEK).
LICENSE
The International Journal of Management, Economic and Accounting is published under the terms of the Creative Commons Attribution-ShareAlike 4.0 International License. This license permits any person to copy and redistribute this material in any form or format, modify, alter , and create derivatives of this material for any purpose, including commercial interests, as long as they credit the author for the original work.