PENGARUH KOMPETENSI, MOTIVASI DAN REWARD TERHADAP KINERJA KARYAWAN PT. PAMA PERSADA NUSANTARA KUTAI TIMUR
DOI:
https://doi.org/10.36277/mreko.v4i2.588Keywords:
Competence, Motivation, Reward, Performance.Abstract
This research aims to determine the influence of competence, motivation, and reward variables on the performance of employees at PT. Pama Persada Nusantara Kutai Timur. The population used in this study were employees of PT Pama Persada Nusantara Kutai Timur, totaling 420 employees. The sample used in this study was 81 respondents with a non-probability sampling technique. This is a quantitative study. The analytical tool used is multiple linear regression. The results of the analysis show that partially, competence has a positive and significant effect on employee performance, motivation has a positive and significant effect on employee performance, and 1 reward has a positive and significant effect on the performance of employees of PT. Pama Persada Nusantara Kutai Timur.
References
Ariyanto, Eny. (2015). Pengaruh kompetensi dan pelatihan terhadap kinerja karyawan. Jurnal Ilmu Bisnis Dan Manajemen Vol 5 No 2.
Budiman, Hayu Faradillah. (2015). Pengaruh kompensasi, motivasi dan lingkungan kerja terhadap kinerja karyawan dan semangat kerja. Jurnal MSDM Vol 7 No 3.
Dessler, Gary. (2013). Manajemen Sumber Daya Manusia Jilid II. Jakarta: Prenhallindo.
Ferdinand, Agustin. (2014). Metode Penelitian Manajemen. Semarang: BP. Undip.
Ghozali, Imam. (2013). Aplikasi Analisis Multivariate dengan Program IBM SPS. Semarang: BP Undip.
Gibson, James L. (2014). Perilaku Organisasi. Jakarta: Erlangga.
Hanafi, Bayu Dwi Laksono. (2017). Pengaruh motivasi dan lingkungan kerja terhadap kinerja karyawan dan kepuasan kerja. Jurnal Ilmu Manajemen Vol 5 No 2.
Handoko, Hani T. (2015). Manajemen Personalia dan Sumber Daya Manusia.
Yogyakarta: BPFE.
Hasibuan, Malayu S.P. (2015). Manajemen Sumber Daya manusia. Jakarta: Bumi Aksara.
Kentjana, Natasya Michelle Putri. (2015). Pengaruh reward dan punishment terhadap kinerja karyawan dan motivasi. Jurnal Manajemen Vol 3 No 5.
Mangkunegara, Anwar Prabu. (2013). Manajemen Sumber Daya Manusia Perusahaan. Bandung: Remaja Rosdakarya.
Mangkuprawira, Sjafri. (2014). Manajemen Mutu Sumber Daya Manusia. Bogor: Ghalia Indonesia.
Mukzam, Djudi. (2017). Pengaruh motivasi internal dan motivasi eksternal terhadap kinerja karyawan. Jurnal MSDM Vol 7 No 1.
Nawawi, Hadari. (2015). Manajemen Personalia. Bandung: Alfabeta. Notoatmodjo, Soekidjo. (2015). Pengembangan Sumber Daya Manusia. Jakarta:Rineka Cipta.
Rivai, Veithzal. (2013). Manajemen Sumber Daya Manusia Untuk Perusahaan.
Jakarta: Rajawali Pers.
Robbins, Stephen P. (2015). Perilaku Organisasi. Jakarta: Salemba Empat.
Siagian, Sondang P. (2015). Manajemen Sumber Daya Manusia. Jakarta: Bumi Aksara.
Simamora, Henry. (2014). Manajemen Sumber Daya Manusia. Yogyakarta: YKPN.
Sugiyono. (2014). Metode Penelitian Kuantitatif Kualitatif dan R & D. Bandung: Alfabeta.
Suhardi. (2019). Pengaruh motivasi kerja, kompetensi, lingkungan kerja dan kompensasi terhadap kinerja karyawan dan organizational citizenship behviour. Jurnal EMBA Vol 8 No 2.
Syahropi, Ishak. (2016). Pengaruh semangat kerja terhadap kinerja karyawan.
Jurnal EMBA Vol 2 No 1.
Umar, Husein. (2014). Desain Penelitian MSDM dan Perilaku Karyawan, Paradigma Positif Dan Berbasis Pemecahan Masalah. Jakarta: Rajagrafindo Persada.
Umar, Husein. (2014). Metode Penelitian Untuk Thesis Dan Skripsi. Jakarta: Rajawali Pers.
Wibowo. (2015). Manajemen Kinerja. Jakarta: Rajagrafindo Persada.
Zainun, Buchari. (2014). Manajemen Sumber Daya Manusia Indonesia. Jakarta: PT. Gunung Agung
Downloads
Published
How to Cite
Issue
Section
License
Copyright (c) 2025 Santi Febrianti, Tamzil Yusuf , Nadi Hernadi Moorcy
This work is licensed under a Creative Commons Attribution 4.0 International License.
You are free to:
Share - copy and redistribute the materials in any medium or format for any purpose, even for commercial purposes.
Adapt - compose, change and develop the material for any purpose, even for commercial purposes.
The licensor cannot revoke these freedoms as long as you follow the license terms.
With the following conditions:
Attribution - you must give appropriate credit, provide a link to the license, and indicate if changes have been made. You may do so in a reasonable manner, but not in any way that suggests that the licensor endorses you or your use.
No additional restrictions - You may not implement legal provisions or technological measures that legally restrict others from doing anything permitted by the license.
Notice:
You do not have to comply with the license for elements of the material that are in the public domain or where your use is permitted by an applicable exclusion or restriction.
No warranties are given. This license may not grant all the permissions necessary for your intended use. For example, other rights such as publicity, privacy, or moral rights may limit how you use the material.
