The Effect Of Supervision And Compensation On Mediated Work Achievement By Employee Discipline At Hall Great Development Guarantee Quality Of Vocational Education Field Building And Electricity
Abstract
This type of research is quantitative associative.The sample used in this study was a saturated sample, meaning that the entire population of 35 people was used as a sample. Data collection techniques in this study used documentation, questionnaires, and interviews. This study uses partial regression analysis (Partial Least Square/PLS) to test the seven hypotheses proposed in this study. Each hypothesis will be analyzed using Smart PLS 2.0 software to test the relationship between variables. The results of testing the first hypothesis show that the supervision variable has a positive and significant effect on work performance. The results of testing the second hypothesis show that the compensation variable has a positive and significant effect on work performance. The results of testing the third hypothesis show that the supervision variable has a positive and significant effect on work discipline. The results of testing the fourth hypothesis show that the compensation variable has a positive and significant effect on work discipline. The results of testing the fifth hypothesis show that the work discipline variable has a positive and significant effect on work performance. The results of the sixth test show that employee work discipline mediates supervision of work performance by showing a positive but not significant effect. The results of the seventh test show that work discipline mediates compensation on work performance by showing a positive but not significant effect The results of testing the fourth hypothesis show that the compensation variable has a positive and significant effect on work discipline. The results of testing the fifth hypothesis show that the work discipline variable has a positive and significant effect on work performance. The results of the sixth test show that employee work discipline mediates supervision of work performance by showing a positive but not significant effect. The results of the seventh test show that work discipline mediates compensation on work performance by showing a positive but not significant effect The results of testing the fourth hypothesis show that the compensation variable has a positive and significant effect on work discipline. The results of testing the fifth hypothesis show that the work discipline variable has a positive and significant effect on work performance. The results of the sixth test show that employee work discipline mediates supervision of work performance by showing a positive but not significant effect. The results of the seventh test show that work discipline mediates compensation on work performance by showing a positive but not significant effect The results of the sixth test show that employee work discipline mediates supervision of work performance by showing a positive but not significant effect. The results of the seventh test show that work discipline mediates compensation on work performance by showing a positive but not significant effect The results of the sixth test show that employee work discipline mediates supervision of work performance by showing a positive but not significant effect. The results of the seventh test show that work discipline mediates compensation on work performance by showing a positive but not significant effect.
Keywords
Full Text:
PDFReferences
A Juliandi. (2018). Structural equation model based partial least square (SEM-PLS): Using SmartPLS. Journal of SEM-PLS Training for Postgraduate Program at Batam University.
Amir Mahmud. (2013). Accounting Analysis. journal.unnes.ac.id
Arianty, N., Bahagia, R., & Siswadi, Y. (2015). Human Resource Management.
Ayu, I., & Erawati, K. and NMA (2016). The Influence of HR Competence, Internal Control System and Understanding of Accruals on the Quality of Regional Financial Reports. Udayana University Accounting E-Journal, 16 No 2(2302–8556).
Cashmere. (2018). Human Resource Management. Jakarta: King Grafindo.
Darmawan, D. (2013). Principles of Organizational Behavior. Surabaya: The Universal Pen
Hasibuan, DHMS (Ed.). (2013). Human Resource Management (Cet 6). Jakarta: Earth Literacy.
Henry, S. (Ed.). (2015). HRM (3rd Edition Ce). Jakarta: YPKN.
Jufrizen, J. (2016). The Effect of Compensation and Discipline on Employee Performance. Economics And Business, 1.
Krisnawati, NPA, & Suartana, IW (2017). The Influence of Employee Competence, Work Motivation, Organizational Commitment, Personal Engineering Ability on Accounting Information System Performance. Udayana University Accounting E-Journal, 21(3), 2539–2566. https://doi.org/10.24843/EJA.2017.v20.i03.p30
Mangkunegara. (2012). Human Resources Quality Management. In Jakarta: Ghalia Indonesia.
Mangkunegara. (2017). Human Resource Management. Bandung: PT. Youth Rosda Karya.
Rachmawati. IK (2008). Human Resource Management. Yogyakarta: Andi.
Robbins, SP, & Judge, TA (2016). Organizational behavior : Global and Southern African perspectives. In Organizational behavior : global and Southern African perspectives.
Rustini, NKA, & Suardikha, IS (2015). The effect of compensation and work environment on organizational commitment and its implications on budget manager performance (emp
Sustainable. S. (2018). Human Resource Management. Yogyakarta: Budi Utama.
Verma, A., Mowday, RT, Porter, L., & Steers, RM (1985). Employee-Organization Linkages: The Psychology of Commitment, Absenteeism and Turnover. Industrial and Labor Relations Review. https://doi.org/10.2307/2523856
Wake, W. (2018). Human Resource Management. Jakarta: Erlangga.
DOI: http://dx.doi.org/10.52155/ijpsat.v32.1.4175
Refbacks
- There are currently no refbacks.
Copyright (c) 2022 wiono wiono
This work is licensed under a Creative Commons Attribution 4.0 International License.