JRSSEM 2022, Vol. 01, No. 10, 1615 – 1621
E-ISSN: 2807 - 6311, P-ISSN: 2807 - 6494
DOI : https://jrssem.publikasiindonesia.id/index.php/jrssem/index
THE EFFECT OF COMPENSATION, JOB SATISFACTION
AND CAREER DEVELOPMENT ON PERFORMANCE OF
MANPOWER AND TRANSMIGRATION SERVICES IN
WEST KUTAI DISTRICT
Lidia Hosanty
1*
Ida Bagus Made Agung
2
Musmuliadi
3
1,2,3
Kutai Kartanegara University, Indonesia
e-mail: lhosanty76@gmail.com
1
,
2
, musmuliadi2[email protected]om
3
*Correspondence: lhosanty[email protected]
Submitted: 27 April 2022, Revised: 15 May 2022, Accepted: 20 May 2022
Abstract. The organization is a complex entity that seeks to allocate human resources to achieve
goals fully. The role of human resources in organizations that adhere to a profit and non-profit
service system is crucial because, without human help, any form of technological equipment and
any sophisticated equipment owned by the organization will not be able to function optimally. This
study aims to determine the effect of compensation on the performance of the employees of the
Manpower and Transmigration Office of West Kutai Regency, the impact of job satisfaction on the
performance of the employees of the Manpower and Transmigration Office of West Kutai Regency,
the influence of career development on the performance of the Manpower and Transmigration
Office of West Kutai Regency, the effect of the most dominant impact on the performance of the
Manpower and Transmigration Office of West Kutai Regency and the effect of compensation, job
satisfaction, and career development together on the performance of the employees of the West
Kutai Regency Manpower and Transmigration Office. This study uses quantitative. Sources of data
used in this study are primary data and secondary data. This research procedure involves interviews,
questionnaires, and a literature study. The results of testing the t-test hypothesis significantly affect
compensation on the performance of the Manpower and Transmigration Office of West Kutai
Regency employees. Balance has a positive effect, which means employee performance will
increase if payment is carried out on time.
Keywords: compensation, job satisfaction, career development
Lidia Hosanty, Ida Bagus Made Agung, Musmuliadi | 1616
INTRODUCTION
Basically, an organization or company
has a goal to get optimal profits and
maintain a business life that is run in the
long term (Wu & Pagell, 2011). The
availability of human resources is an
important factor in an organization and
company (Cho et al., 2019), and it is
necessary to involve employees/employees
in carrying out all company activities
(Elerud
-
Tryde & Hooge, 2014).
The role of human resources in
organizations, both organizations that
adhere to a profit and non-profit service
system, is very important (Kosny & Eakin,
2008), because, without human resources,
any form of technological equipment
(Claver et al., 1998) and any sophisticated
technological equipment owned by the
organization will not be able to function
optimally (Hughes, 2012). In addition, if this
asset is neglected, it is not impossible that
it will disrupt the activities of the
organization as a whole (Kure et al., 2018).
Given the importance of the role of human
resources in an organization, of course,
these human resources need to be
managed in such a way (Tien et al., 2021),
and this is an important part of the work of
the management of the organization
concerned (Leithwood, 2021). The human
resource management process must
ultimately be measured in terms of how
effectively managers manage their human
resources (Anwar & Abdullah, 2021), in this
context, effective human resource
management is reflected in the productivity
or performance contributed by employees
(Collings et al., 2021), thus it can be said
that the performance of the employees
Employees are among the main issues that
are always faced by organizational
management (Widarko & Anwarodin,
2022). Therefore, one of the most
important tasks of managers is to mobilize
employees to contribute to the success of
the organization (Abdullahi et al., 2021).
Compensation plays a very important
role in improving employee performance,
one of the main reasons a person works is
to fulfill all his life needs (Ali & Anwar,
2021). Someone will work optimally in
order to get appropriate compensation, in
an agency, employees always expect a
more adequate income. The current civil
service salary system is still under the
private payroll system, thus affecting
employee performance, in such a situation
it causes the desire to work even harder to
seek compensation other than salary.
Government Regulation No. 26 of 2001 has
regulated the issue of remuneration based
on rank and class, while other
compensations such as incentives are
regulated by each agency.
Job satisfaction is an individual thing.
Each individual has a different level of
satisfaction according to the value system
that applies to him. This is due to
differences in each individual. The more
aspects that are in accordance with the
wishes of the individual, the higher the level
of satisfaction he feels. Conversely, if there
are fewer aspects of the work that are not
in accordance with the wishes of the
individual, the lower the level of satisfaction
felt by the individual. Job satisfaction is
closely related to the attitude of employees
towards their own work, work situations,
cooperation between leaders and
employees. Job satisfaction is a person's
1617 | The Effect of Compensation, Job Satisfaction and Career Development on Performance
of Manpower and Transmigration Services in West Kutai District
feelings towards his job. This makes job
satisfaction indispensable for an employee
in carrying out their duties. Employees who
get job satisfaction will perform their duties
as well as possible even though the
workload is quite heavy. The workload that
is quite heavy will not be felt by employees
if they get adequate job satisfaction.
Employee job satisfaction is one of the
things that must be the main concern of the
organization, because employees who in
their work do not feel comfortable, are not
appreciated, cannot develop all their
potential, then automatically employees
cannot focus and concentrate fully on their
work. .
In addition to compensation and job
satisfaction, another factor that affects
employee performance is the existence of
career development opportunities that
support career commitment initiatives
among employees (Idris et al., 2020). Career
development is one of the factors that
affect employee performance, where career
development is a formal approach taken by
organizations to ensure that human
resources with the right qualifications and
experience are available when needed
because career planning and development
benefits individuals and organizations
including education, training, and
promotion. Career development also
shows an increase in a person's status in an
organization in the career path that has
been determined in the organization
concerned. Career management and
development will increase the effectiveness
and creativity of human resources that can
improve their performance in an effort to
support the organization to achieve
predetermined goals.
The Department of Manpower and
Transmigration of West Kutai Regency is an
agency within the Government of West
Kutai Regency which has the main tasks
and duties on how to manage labor and
settlements in West Kutai Regency.
According to temporary observations that
the authors met in the field related to
performance, there was still a lack of quality
work such as some pending work that
could not be completed at the specified
time, resulting in delays in providing the
results of work reports to the leadership.
Employee job satisfaction with the
organization is quite low, this is evidenced
by the finding of employees who do not
like the work that has been assigned to
them by their superiors, there are several
reasons that the authors encounter in the
field that cause employees to feel
dissatisfied with the work that has been
assigned to them such as, division of labor.
unequal and not in accordance with the
abilities of employees, employees who feel
that the leadership is favoritism towards
other employees, due to the uneven
division of labor, causing a less harmonious
relationship between fellow employees,
leaders who are less concerned about the
needs and desires of their employees,
employees feel that they are paid wages.
overtime that is not in accordance with the
workload that has been assigned to them.
This study aims to determine the
effect of compensation on the performance
of the employees of the Manpower and
Transmigration Office of West Kutai
Regency, the effect of job satisfaction on
the performance of the employees of the
Manpower and Transmigration Office of
West Kutai Regency, the influence of career
Lidia Hosanty, Ida Bagus Made Agung, Musmuliadi | 1618
development on the performance of the
Manpower and Transmigration Office of
West Kutai Regency, the effect of the most
dominant influence on the performance of
the Manpower and Transmigration Office
of West Kutai Regency and the effect of
compensation, job satisfaction and career
development together on the performance
of the employees of the West Kutai
Regency Manpower and Transmigration
Office.
This research is useful in order to
increase and expand knowledge related to
compensation issues, job satisfaction,
career development and employee
performance, can contribute ideas and
useful information in solving problems
related to employee performance and can
be used as a comparison for further
researchers and become reference material
in order to assess performance issues.
METHODS
The type of research used is
quantitative. Sources of data used in the
study are primary and secondary. The
method of collecting data used primary
data. The procedures used to collect data
are interviews, questionnaires and
literature study. The data questionnaire test
used by the researcher in this study is the
validity test and the reliability test. This
study uses the Nonprobability Sampling
method, while the sampling technique
used is saturated sampling.
The sampling technique in this study
was carried out by saturated sampling,
which is a sampling technique when
members of the population are used as
samples. This is often done when the
population is relatively small, or the study
wants to make generalizations with very
small errors. Another term for saturated
sampling is census, where all members of
the population are used as samples.
Sampling is 100 indiscriminate sampling,
which is based on mathematical principles
that have been tested in practice. This
technique is seen as the best sampling
technique in research.
RESULTS AND DISCUSSION
From the results of this study, it is
known that compensation has a positive
and significant effect on the performance
of the employees of the Manpower and
Transmigration Office of West Kutai
Regency. After testing the hypothesis by
conducting a t-test (partial regression
coefficient test), the result is that count for
the compensation variable (X1) is 2,712
because the value of the count is greater
than the table (2,712 > 1,984) then the
hypothesis testing is declared accepted.
This means that compensation (X1) has a
positive and significant effect on the
performance (Y) of the employees of the
Manpower and Transmigration Office of
West Kutai Regency. This is in line with
previous research conducted by Mafrokhah
(2015), which proved that compensation
has a positive and significant effect on
performance. However, it is not in line with
previous research conducted by Arifin
(2017), which demonstrated that
compensation has no impact on lecturer
performance.
From the results of this study, it is
known that career development has a
significant and positive effect on the
1619 | The Effect of Compensation, Job Satisfaction and Career Development on Performance
of Manpower and Transmigration Services in West Kutai District
performance of the employees of the
Department of Manpower and
Transmigration in West Kutai Regency, and
after testing the hypothesis by conducting
a t test (partial regression coefficient test)
the results show that t is for the career
development variable (X2). of 1,989
because the value of tcount is greater than
ttable (1,989 > 1,984) then the hypothesis
testing is declared accepted. This means
that career development (X2) affects the
performance (Y) of the employees of the
Manpower and Transmigration Office of
West Kutai Regency. This is in line with
previous research conducted by Mafrokhah
(2015) and Padmantyo (2016) which proved
that job satisfaction has a positive and
significant influence on performance.
From the results of this study, it is
known that job satisfaction has a significant
and positive effect on the performance of
the employees of the Department of
Manpower and Transmigration of West
Kutai Regency, and after testing the
hypothesis by conducting a t test (partial
regression coefficient test) the results show
that tcount for the variable job satisfaction
(X3) of 5,709 because the value of tcount is
greater than ttable (5,709 > 1,984) then the
hypothesis testing is declared accepted.
This means that job satisfaction (X3) affects
the performance (Y) of the employees of
the Manpower and Transmigration Office
of West Kutai Regency. This is in line with
previous research conducted by
Padmantyo (2016) and Arifin (which proves
that career development has a positive and
significant influence on performance.
From the results of this study, it is
known that compensation, career
development and job satisfaction have a
significant and positive effect on the
performance of the employees of the
Manpower and Transmigration Office of
West Kutai Regency, and after testing the
hypothesis by conducting the F test
(simultaneous test) the result is that Fcount
is 101,014. while the Ftable value for this
study is 2.698 because the Fcount value is
greater than Ftable (101.014 > 2.698), then
the hypothesis testing is declared accepted.
This means that compensation, career
development and job satisfaction affect the
performance of the employees of the
Manpower and Transmigration Office of
West Kutai Regency
CONCLUSIONS
Based on the research, it can be
concluded that the results of the t-test
hypothesis testing have a significant effect
between compensation on the
performance of the employees of the
Manpower and Transmigration Office of
West Kutai Regency. Compensation has a
positive effect which means that employee
performance will increase if compensation
is carried out on time, the results of testing
the t-test hypothesis there is a significant
influence between career development on
the performance of the Manpower and
Transmigration Office of West Kutai
Regency. Career development has a
positive influence, meaning that employee
performance will increase if, the results of
testing the t-test hypothesis there is a
significant influence between job
satisfaction on the performance of the
Manpower and Transmigration Office of
West Kutai Regency. Job satisfaction has a
positive effect, meaning that employee
Lidia Hosanty, Ida Bagus Made Agung, Musmuliadi | 1620
performance will increase if the use of job
satisfaction is done well, the results of
testing the F test hypothesis have a
significant influence between
compensation, career development and job
satisfaction on the performance of the
Manpower and Transmigration Office of
West Kutai Regency, the results of the
Adjusted Test R Square of 0.752 or 75.2%
this figure indicates that the ability of the
independent variables (compensation,
career development and job satisfaction) is
able to explain the variations that occur in
the performance of the Manpower and
Transmigration Office of West Kutai
Regency by 75.2% while the rest is 24.8% is
explained by other variables that are not
explained in this research model.
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© 2022 by the authors. Submitted
for possible open access publication
under the terms and conditions of the Creative
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(https://creativecommons.org/licenses/by-sa/4.0/).
