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Kompensasi merupakan imbalan yang diberikan perusahaan kepada karyawan atas kerja yang dihasilkan. Kompensasi ini bisa berupa uang, barang atau fasilitas. Tentu hal ini akan berkaitan erat dengan tingkat produktivitas kinerja karyawan serta kesejahteraan yang didapatkan karyawan di perusahaan. Selain itu Beban kerja adalah sejumlah proses atau kegiatan yang harus diselesaikan seorang pekerja sebagai bentuk tanggungjawab dirinya terhadap perusahaan. Beban kerja ini menjadi indikator pekerja dalam menyelesaikan tugas nya secara tepat waktu. Sehingga beban kerja ini merupakan jobdesk yang sesuai kemampuan para pekerja. Sedangkan Lingkungan perusahaan adalah   semua aspek yang berhubungan dengan kegiatan karyawan di tempat kerja. Meliputi kondisi fisik kantor dan fasilitas, maupun bisa berupa tambahan seperti asuransi kesehatan. Salah satu tujuan dari penelitian ini adalah untuk mengetahui pengaruh kompensasi, beban kerja dan lingkungan kerja terhadap kinerja karyawan di PT. XMLTRONIK (Xtra Mendahulukan Layanan) yang bergerak dibidang jasa server komunikasi. Sampel pada penelitian ini adalah sebanyak 32 orang yang digunakan sebagai bahan analisis.

Penelitian ini bertujuan untuk mengetahui dan melakukan penelitian mengenai pengaruh Motivasi dan Kompensasi terhadap Kinerja Karyawan Minimarket di Kota Palembang. Dalam penelitian ini mendapatkan 125 responden yang merupakan karyawan minimarket di kota Palembang. Menggunakan metode Purposive Sampling dengan melakukan penyebaran kuisioner secara online. Dari penelitian ini, memberikan hasil bahwa Motivasi dan Kompensasi memiliki pengaruh Positif terhadap kinerja Karyawan di kota Palembang.

This study aims to analyze the impact of education and training, motivation, and compensation on employee performance at Bank BNI Main Branch Yogyakarta. A quantitative method using survey and multiple linear regression analysis was employed. A sample of 75 respondents was selected using Slovin's formula from a population of 238 employees. The results indicate that all three variables significantly affect employee performance. Education and training enhance employee skills, while motivation drives employees to commit more to their work. Fair and competitive compensation contributes to employee satisfaction and productivity. This study provides valuable insights for organizations in developing employee-related policies. However, the research is limited to a single branch and employs a quantitative approach, suggesting the need for further studies with a qualitative approach and a broader sample size for more comprehensive results.

The effect of work motivation and compensation on employee loyalty. High work motivation and fair compensation have proven to play an important role in increasing employee loyalty. High employee loyalty, in turn, can encourage company sustainability in the midst of intense competition. In this research, the method used is a literature review that relies on data from various journals, books, and articles related to the topic. The results show that both work motivation and compensation have a positive and significant relationship with employee loyalty. This suggests that companies need to pay serious attention to both factors to create a supportive work environment. Therefore, companies are advised to strategically manage work motivation and compensation to improve employee productivity and business sustainability, as well as create stronger relationships between employees and organizations.

Penelitian ini bertujuan untuk menganalisis dampak kompensasi terhadap kinerja akademik di SMAN 1 Percut Sei Tuan. Metode yang digunakan adalah penelitian kualitatif dengan pendekatan naratif, di mana peneliti terjun langsung ke lapangan untuk mengumpulkan data melalui wawancara dan observasi. Hasil penelitian memberikan 3 temuan yaitu : 1) meningkatkan motivasi dan produktivitas kerja, 2) kualitas pengajaran yang lebih baik, 3) stabilitas dan loyalitas tenaga pendidik Penelitian ini diharapkan dapat memberikan masukan bagi pemangku kepentingan dalam merancang kebijakan kompensasi yang lebih adil dan berkelanjutan, serta meningkatkan kesejahteraan tenaga pendidik. Untuk itu, kinerja akademik peserta didik dapat meningkat, menciptakan generasi yang kompeten dan berdaya saing global.

This study was conducted to analyse effect of compensation, competence, and job satisfaction on the organizational commitment of PT. Pos Indonesia Erlangga Branch Semarang and the sample used is 102 employees. This study uses primary data and data collection methods using questionnaire. The results of data processing are in the form of respondent descriptions, variable descriptions, validity test results, reliability test results, F test results, coefficient of determination test results (R2), and hypothesis test results. The results show that compensation variable has a positive and significant effect on organizational commitment, competence variable has a positive and significant effect on organizational commitment, and job satisfaction has a positive and significant effect on organizational commitment

The purpose of this research is to determine the effect of motivation ang compensation on employee performance in the Pa‟tengko Tourism Village. The type of research used is quantitative research. The population in this research is all 32 employees in the Pa‟tengko Tourism Village and the sample used is saturated sampling. That is,the entire population was sampled. The methods used in this research include Validity Test, Reliability Test, Normality Test, Multicollinearity Test, Heteroscedasticity Test, Multiple Linear Regression Test, t Test (Partial), f Test (Simultaneous), Correlation Test and Determination Test (R2). The data was processed using SPSS software version 26. The results of this research show that (1) motivation has a positive and significant effect on employee performance in Pa‟tengko Tourism Village. (2) compensation has a positive and significant effect on employee performance in Pa‟tengko Tourism Village. (3) motivation and compensation simultaneously have a positive and significant effect on employee performance in the Pa‟tengko Tourism Village.

Employees are one of the company's assets, their position is very important in order to advance the company, so companies need to pay attention to their employees. On the other hand, employee performance itself will be determined by employee job satisfaction with the company, so paying attention to employee job satisfaction becomes important in order to improve company performance. Among the many factors that influence employee job satisfaction, inflation is one factor that has a fairly strong influence on job satisfaction. In Indonesia, cases of industrial disruption tend to remain high, one of which is caused by problems with the settlement system implemented by companies which are not in line with expectations. This situation shows that the settlement system for related components, the principles and objectives of providing compensation have not been properly understood. Compensation as a system consisting of salaries, incentives and allowances received by employees, each component according to its characteristics has principles that need to be followed. Meanwhile, the objectives of providing compensation include getting quality employees, retaining existing employees, ensuring equality, providing an imbalance that meets expected behavior, controlling costs and complying with applicable laws and regulations.

Turnover dapat memberikan dampak signifikan bagi organisasi, terutama terkait dengan kekurangan tenaga kerja terampil yang dibutuhkan perusahaan. Studi memiliki tujuan  mengeksplorasi dampak faktor-faktor seperti lingkungan kerja non-fisik, kompensasi, dan komitmen organisasi terhadap niat turnover. Penelitian ini menggunakan pendekatan survei yang melibatkan 438 karyawan PT. Bandeng Juwana Elrina Semarang, dengan sampel sebanyak 82 orang, yang kemudian dianalisis menggunakan teknik regresi. Berdasarkan hasil analisis studi membuktikan terdapat pengaruh negatif antara lingkungan kerja non-fisik dan niat turnover, yang mendukung penerimaan hipotesis pertama. Ini berarti, semakin baik kondisi lingkungan kerja non-fisik, semakin rendah niat turnover yang dimiliki karyawan. Temuan serupa ditemukan pada variabel kompensasi, yang juga berpengaruh negatif terhadap niat turnover, sehingga hipotesis kedua dapat diterima. Artinya, semakin optimal kompensasi yang diberikan, semakin kecil niat karyawan untuk keluar dari perusahaan. Selain itu, penelitian ini juga mengungkapkan adanya pengaruh negatif antara komitmen organisasi dan niat turnover, yang membuktikan bahwa hipotesis ketiga diterima. Hal ini menunjukkan bahwa semakin tinggi tingkat komitmen organisasi, semakin rendah niat turnover yang dimiliki karyawan

One of the crucial components in human resource management is a fair and appropriate compensation system. This research analyzes the compensation system at UKM XYZ in Bogor Regency using the Overlapping method. Analysis methods include descriptive analysis, job analysis, given system method analysis, and salary mapping analysis with the Overlapping method. The results showed that the initial salary of UKM XYZ was not ideal because the mid-to-mid value comparison was still greater than the spread value. After revamping with the Overlapping method, a new compensation structure was obtained with an increase in operating costs of 6.75%. A competitive and fair compensation system is expected to improve employee motivation, productivity, and performance as well as the competitiveness of UKM XYZ in the industry. This research provides recommendations for UKM XYZ to implement a new compensation system based on the Overlapping method to meet the needs of the company and employees.

Every company has a role for employees in carrying out all activities within a company. Employees are an important part that has a huge influence on the success of a company. Therefore, companies need to pay more attention to employee performance so that they are more active, especially in terms of compensation and career development. This research aims to determine the effect of compensation and career development on employee performance at PT. Inasentra Unisatya. The research method used is a quantitative approach. Data collection methods in this research are interviews, questionnaires and literature study. The population in this study were permanent employees of PT. Inasentra Unisatya in the field of personnel has 53 employees.. The sampling technique used was quota sampling with a sample size of 30 respondents. The data analysis techniques used are data quality testing, classical assumption testing, hypothesis testing, and coefficient of determination testing which are processed using the SPSS version 25.0 application.. The results of this research show that compensation partially has a positive and significant effect on employee performance. Career development partially has a positive and significant effect on employee performance. Simultaneously compensation and career development have a positive and significant effect on employee performance.

Sinar Inti Telaga was founded in 1986, then transformed into PT Serasi Autoraya in 1990 by introducing the trademark "Toyota A Car". PT. Serasi Autoraya (TRAC) is an international subsidiary. Tbk which is now widely known as one of the largest transportation and logistics service companies in Indonesia. The aim of this research is to determine the effect of compensation and work discipline on the performance of PT. Serasi Autoraya (TRAC) in this research uses independent variables, namely compensation (X1) and work discipline (X2) as well as the dependent variable, namely employee performance (Y). The population of this study were employees of PT. Serasi Autoraya (TRAC). The sample used the Puprosive Sampling method, data collection by collecting questionnaires online with Google from to 50 respondents. The method in this research uses quantitative statistical methods. Quantitative statistical analysis includes validity tests, reliability tests, multiple linear analysis. Other hypothesis testing includes classical assumption tests, including data normality test, multicollinearity test, heteroscedasticity test, T test, F test, and coefficient of determination test (R2). The data was processed using the SPSS (Statistical Package for Social Science) 25.0 photo windows program. The test results of the T (Partial) test on the compensation variable (X1) show that the sig 0.004 < 0.05 and t value 3,028 > 2,010 (t table) test results on the T (Partial) test on the work discipline variable, namely 0.000 < 0.05 and t value 6,081 > 2,010 (t table). The test results of the F test (Simultaneous) show that the sig value is 0.000 < 0.05 and the calculated f value is 49,966 > 3.19 (f table) and it can be concluded that compensation (X1) and work discipline (X2) have a positive and significant effect on performance employee (Y).

This study aims to examine the effect of leadership style, compensation and work environment on performance with motivation as an intervening variable. The study was conducted on employees at the Branch Collection Unit & Recovery Asset Sales of PT Bank Tabungan Negara, West Java Regional Office. Sampling was carried out using saturated sampling technique, with a total sample size of 123 samples, which were spread across 10 offices of PT. Bank Tabungan Negara, West Java Regional Office. The research instrument used was a questionnaire with a Likert scale. The analysis technique used structural equation modeling with the smartPLS application. The results of this study indicate that, leadership style, compensation, work environment, motivation and performance, in very good condition. Leadership style, compensation and work environment have a positive and significant effect on motivation. Leadership style, compensation and work environment have a positive and significant effect on performance. Motivation has a positive and significant effect on performance. Leadership style, compensation and work environment affect performance with motivation as an intervening variable.  

The aim of this research is to analyze the influence of competence and compensation on organizational commitment and its implications for job satisfaction. It is hoped that this research will provide theoretical benefits for writers and readers as well as practical benefits for companies or organizations in managing human resources. This research is quantitative research, which was carried out at the Ogh Doni Hotel Jogjakarta by using 30 employees as the population and the research sample was determined using a purposive sampling technique. The results of this research show that in the first regression model the competency and compensation variables partially and simultaneously have a positive and significant effect on organizational commitment. Meanwhile, in the second model, it is known that competence, compensation and organizational commitment have a partial and simultaneous effect on employee job satisfaction.

This research aims to determine and analyze the influence of compensation, work discipline and work motivation on employee performance at PT. Eka Silver Gold And Jewelry. This type of research is research with a quantitative approach. The population in this study were all employees of PT. Eka Silver Gold And Jewelry. Determination of the sample in the study used non-probability sampling through saturated samples so that the total sample in this study was 50 employees. The data analysis method in this research uses SPSS analysis tools through validity, reliability, classical assumption tests, namely normality test, multicollinearity test, heteroscedasticity test, multiple linear regression, t test, F test and correlation and determination coefficients. The results of this research show that (1) Compensation Variable with a sig value. 0.000 < 0.05, then the compensation variable influences employee performance (2) Work Discipline variable with a sig value. 0.000 < 0.05, then the work discipline variable influences employee performance (3) The work motivation variable with a sig. 0.000 < 0.05, then the motivation variable influences employee performance (4). From the results of these calculations, an Fcount of 25.680 is obtained, which means an Fcount of 25.680 and a sig value. 0.000 < 0.05 so Ho is rejected and H4 is accepted. So the independent variables Compensation, Work Discipline and Work Motivation together have an influence on employee performance at PT. Eka Silver Gold and Jewelry.

This study aims to examine the effect of bonus compensation variables and dividend payout ratios on income smoothing in banking companies listed on the Indonesia Stock Exchange in 2021-2023. This study is a quantitative study using data in the form of numbers. The research data was obtained from second parties or secondary data, namely data obtained from the financial statements of each sample company. The population in this study were banking sector companies in 2021-2023 with the sample selection technique used being the non-probability technique, namely the perposive sampling technique. This technique is a sample selection technique that is carried out by providing sample criteria that can be used as samples in the study. The criteria used in selecting the sample are that the company publishes financial reports during the study period, the company makes a profit during the study period, the company provides dividends to shareholders during the study period and the company presents financial reports in rupiah. In this study, there were 16 companies that met the predetermined sample criteria using the perposive sampling method, so that the final total sample for the three years of the study was 48 samples. The data analysis techniques used consist of descriptive statistical tests, multiple linear regression tests, normality tests, heteroscedasticity tests, and hypothesis tests consisting of partial t tests, simultaneous f tests and determination coefficient tests. The results obtained in this study are that partially the bonus compensation variable does not have a significant effect on income smoothing, the dividend payout ratio variable has a significant effect on income smoothing and simultaneously the bonus compensation variable and the dividend payout ratio variable have a significant effect on income smoothing. Both of these variables are able to influence income smoothing by 25.2% which is a large enough number to provide a simultaneous effect.

This study aims to analyze the significant influence of compensation, work environment, and workload on the job satisfaction of employees at the Sharia Savings and Loan Cooperative and Financing BMT Muamalat Jumapolo. This research uses quantitative data, with primary data sources. The population in this study consists of 97 employees of the Sharia Savings and Loan Cooperative and Financing BMT Muamalat Jumapolo. The sampling technique used is a census technique, so the entire population is used as the sample. The data analysis techniques used in this study are descriptive analysis, multiple linear regression analysis, t-test, F-test, and coefficient of determination (R2).The results of this study indicate that compensation (X1) does not have a significant influence on the job satisfaction of KSPPS BMT Muamalat Jumapolo employees. The work environment (X2) does not have a significant influence on the job satisfaction of KSPPS BMT Muamalat Jumapolo employees. Workload (X3) has a significant influence on the job satisfaction of KSPPS BMT Muamalat Jumapolo employees. The F-test results show a significant value of 0.000, meaning the model is appropriate for predicting the influence of compensation, work environment, and workload on job satisfaction. The R2 test results indicate that 37.1% of the variation in job satisfaction is explained by these variables, while the remaining 62,9% is explained by other variables outside the model, such as leadership style, work stress, organizational culture, and work discipline.

One of the important factors that can influence employee work productivity in an agency or company is compensation and the work environment. Appropriate and appropriate compensation as well as a comfortable and very supportive work environment can increase employee work productivity. In this research, the aim of the research was to determine the effect of Compensation and work environment on employee work productivity at Dian Husada Hospital, Mojokerto. The type of research used is an associative quantitative method with data collection techniques used are interviews and distributing questionnaires to employees. The population in this study were core employees at Dian Husada Hospital, Mojokerto. The research sample used was 50 people using a saturated sampling technique. The results of this research show that compensation and environmental variables have a partially positive and significant effect on employee work productivity. And simultaneously compensation and the work environment have a positive and significant effect on employee work productivity at Dian Husada Hospital, Mojokerto.

The problem in this research is whether there is a significant influence of work discipline, compensation and motivation on employee performance. The aim of this research is to analyze the significance of the influence of work discipline, compensation and work motivation on employee performance. The type of data used is quantitative. The data source used is primary data. The sampling technique used was purposive sampling with a total of 30. Data collection techniques in this research used observation, questionnaires and literature study. The research results show that the work discipline variable has a positive and significant effect on employee performance, the compensation and work motivation variables have an insignificant effect on employee performance.

This research aims to find out how much influence motivation and compensation have on employee performance at PT Indoguna Utama. The research method used is a quantitative approach, with a population of 65 employees and a sample of 40 people. The sampling technique uses the Slovin formula. Data collection used a questionnaire in multiple linear regression analysis units and hypothesis testing.  Data processing uses SPSS 24 software for instrument testing, multiple linear regression analysis, and hypothesis testing. The research results show that both partially and simultaneously motivation and the work environment have a positive effect on the performance of PT Indoguna Utama.