Communication Ability, Work Attitude, Compensation, and Commitment to Performance of Service Employees Labuhanbatu District Transportation
DOI:
https://doi.org/10.35877/454RI.qems875Keywords:
communication ability, work attitude, compensation, commitment, employee performanceAbstract
Human resources are the most important investment so that This study aims to analyze communication skills, compensation work attitudes and commitment to the performance of the Labuhanbatu Regency Transportation Service employees. This type of research is quantitative, the place of this research is the Department of Transportation of Labuhanbatu Regency. In this study, the population is the employees of the Labuhanbatu Regency Transportation Service as many as 84 people . The sampling technique used is saturated sampling. Saturated sampling technique is a sampling technique when all members of the population are used as samples. Due to the number of employees of the Labuhanbatu Regency Transportation Service as many as 84 people (less than 100 people), then all employees were taken as objects of research. The analysis used is multiple linear regression. Observation, documentation and questionnaires using a Likert scale is a data collection technique used in this study. The results of the regression analysis obtained the t-count value of 3.875 > t-table 1.6643, Then the results of the regression analysis obtained the t-count value of 2.135 > t-table 1.6643, obtained the t-count value of 2.322 > t-table 1.6643 and then the t-count value of 4.414 > t table 1.6643. In this case, it means that each variable of communication ability (X 1 ), work attitude (X 2 ), compensation (X 3 ) and commitment (X 4 ) has a positive effect on the employee performance variable (Y). The calculated F value is 52.503> F table 2.49 with a significance value of 0.000 <0.05. From these results, it can be concluded that communication (X 1 ), work attitude (X 2 ), compensation (X 3 ) and commitment (X 4 ) simultaneously have a positive and significant effect on employee performance (Y). R Square value of analysis of the coefficient of determination of 0.727 means that employee performance can be explained by the variables of communication skills (X 1 ), work attitude (X 2 ), compensation (X 3 ) and commitment (X 4 ) of 72.7%, while the remaining 27.3% can be explained by other variables not examined in this study.
References
As'ad, A (2018)., The Effect of Work Planning and Communication on Employee Performance. PARADOX: Journal of Economics 1(1), 165-182. http://jurnal.fe.umi.ac.id/index.php/ PARADOKS/article/download/100/59
Azim, MT, Fan, L., Uddin, MA, Abdul, KJMM, & Begum, S (2019)., Linking transformational leadership with employees' engagement in the creative process. Management Research Review, 42(7), 837–858.
Bernardin, HJ (2013). Human Resources Management: An Experimental Approach Sixth Edition. New York: McGraw-Hill.
Bose, I (2018) ., Employee Empowerment and Employee Performance : An Empirical Study on Selected Banks in UAE. Journal of Applied Management and Investment 7(2)
Chai, M, T., Hafeez U. Amin, Mohamad NM, Saad, Aamir S., Malik (2017). The Influences of Emotion on Learning and Memory. Front Psychol. 2017; 8:1454
Colquitt, Jason A., Jeffery A. Lepine, Wesson, J, M. (2013). Organizational Behavior : Improving Performance and Commitment in The Workplace . Third Edition. McGraw-Hill International Edition.
Gomendio, M. (2017), Empowering and Enabling Teachers to Improve Equity and Outcomes for All, International Summit on the Teaching Profession, OECD Publishing, Paris
Griffin, Jill. 2015. Customer Loyalty, Growing and Maintaining Customer Loyalty . Jakarta: Erlangga.
Indriani., F., R., A (2021). The Influence of Human Resource Quality, Commitment and Work Motivation on the Performance of Banyuasin Regency Inspectorate Employees, • Vol 2 No 2 (2021): Integrity of Professional Management Journal (IJMPro) - July 2021
Ivancevich, MJ, & Konopaske, R. (2013). Human Resource Management. Twelfth Edition. New York: McGraw Hill .
Khair, H (2017)., Compensation Management . Madenatera.
Lambert, EG, Keena, LD, Leone, M., May, D., Haynes, SH (2020). The effects of distributive and procedural justice on job satisfaction and organizational commitment of corrective staff. The Social Science Journal , 57 (4), 405-416.
Larasati, S (2018)., Human Resource Management . Depublish.
Loginov VG, Ignatyeva MN, Balashenko V. V (2017)., Harm to the Resources of Traditional Nature Management and ITs Economic Evaluation. Economy of the Region , 2017, 13(2): 396–409. http://dx.doi.org/10.17059/2-6
Luthans, Fred
. (2016). Behavior Organization . Yogyakarta: Andi
Mangkunegara, A, P., (2014)., Company Human Resource Management, PT. Rosdakarya Youth, Bandung.
Pace, RW, Faules (2015)., Organizational Communication: Strategy to Improve Company Performance. Bandung : PT. Rosdakarya Teens
Pitriyanti, Halim, A (2020)., The Effect of Work Attitudes and Work Skills on Employee Work Productivity CV. Meranti Medan. Business Economics Management And Accounting (EBMA) , 1(2) , 162–167.
Rase., V., Razak., M., Badaruddin (2021), Effect of Education and Training, Motivation, and Compensation on Employee Performance at the Regional Secretariat of West Papua Province, http://al-idarapub.com/index.php/ jambir/article/view/11
Robbins, S, P., Judge, A, T., (2011). Organizational behavior . Fourteenth Edition. Pearson education . New Jersey 07458. 77-89*.Mangkunegara, A, P., (2014) ., Company Human Resource Management, PT. Rosdakarya Youth, Bandung.
Thadi (2021), The Influence of Leadership Communication Skills on the Performance of Tourism Office Employees. https://doi.org/10.31539/joppa.v2i2.2384
Ulfayani, Sumardi, Irawan, N, Satria and Helfi, H (2021). The Effect of Work Motivation, Work Attitude and Transformational Leadership on Employee Performance at the Regional Secretariat of South
Labuhanbatu Regency. https://doi.org/10.30743/jmb.v3i2.4269
Downloads
Published
How to Cite
Issue
Section
