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3.A The Effect of Compensation and Wor Sahyunu

k Discipline on Employee Performance at
Hotel Plaza Inn Kendar

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Summary
International Journal of Management and Education in Human Development 2022, Issue 04 Volume 02, Pages:674-679

J. Management & Education

Human Development

ISSN: ISSN: 2775 - 7765

web link: http://www.ijmehd.com

The Effect of Compensation and Work Discipline on

Employee Performance at Hotel Plaza Inn Kendari
Sahyunu 1 , Herman Titop 2 , Muslimin 3 , Asri Djauhar 4 Imran 5, Anggy Pratiwi 6
Departement of Management, Faculty of Economics and Business, Universitas Sulawesi Tenggara
Departement of Entrepreneurship, Faculty of Economics and Business, Universitas Sulawesi Tenggara

Received: 04/09/2022 Accepted: 09/10/2022 Published: 29/12/2022

Representative e-Mail: [email protected]

ABSTRACT
This study aims to determine the effect of compensation and work discipline on employee performance at the Plaza Inn
Kendari hotel. The data collection technique was used by distributing questionnaires to respondents who are employees
of the Plaza Inn Kendari hotel. The number of respondents in this study amounted to 76 people. The respondents were
selected using a saturated sampling technique or using the entire population as the research sample. The data from the
questionnaire collection was then carried out quantitative analysis including validity test, reliability test, multiple linear
regression analysis, and hypothesis testing through t-test and F test. Based on multiple linear regression analysis shows
that compensation and work discipline have a positive effect on employee performance with a calculated F value F -
count 78.006 > F - table 3.12 and a significant value 0.000 <0.05. Compensation has a partial positive effect on employee
performance with a value of t - count 10.737 > t - table 1.993 and a significant value of 0.000 <0.05. Work discipline has
a partially positive effect on employee performance with a value of t - count 6.682 > t - table 1.993 and a significant value
of 0.000 <0.05. So that the proposed hypothesis can be accepted.

Keywords: Compensation, Work Discipline, Employee Performance

I. INTRODUCTION
Southeast Sulawesi is one of the provinces that has developed quite rapidly, especially in the mining and
plantation sectors. So many guests who come need a place to rest, one of which is a hotel. Hotel is a company that
provides lodging services in the form of rooms equipped with existing facilities in the hotel. Hotels as a business
organization with the main objective of seeking maximum profit must be prepared to face tough competition in all
fields.
For this reason, companies must have effective management and of course human resources as the company's
main assets which are the supporting factors for this. Human resources are the executors of all organizational policies
so they need to be equipped with adequate17
knowledge. The importance of human resources needs to be based on all
levels of management in the company. However advanced the current technology, but the human factor still plays an
important role for the success of the organization itself.
To be able to carry out their duties and functions as well as possible, good performance is needed from
employees, so that good work results are created for the company. According to Supomo and Nurhayati (2018:95)
compensation is gift reply services, fine directly form money ( financial) as well no direct form appreciation ( non-
financial ). Giving compensation can improve work performance and employee motivation and can also bring satisfaction
their work. Therefore, the attention of an organization or company Rational and fair compensation arrangements are
urgently needed. If an organization provides compensation not based on a sense of fairness, will impact negative for
organization that alone.
In addition to that, by giving compensation that is quite largethen discipline employees are getting better. They
will realize and obeyapplicable regulation. According to Singodimedjo in Sutrisno (2017:86) Work discipline is an
attitude of one's willingness and willingness to complyand obey the norms applicable regulation surrounding. Discipline
employee which good will speed up destination company, whereas discipline which slumped will Becomes barrier and
slow down achievement destination company.
According to Afandi (2018: 83), if performance is associated with performance as a noun then the meaning of
5
performance is is the result of work which achievable by a person or a group person in something company in accordance
with their respective authorities and responsibilities in an effort to achieve company goals legally, not violate law, and
no contrary with moral and ethics.
Co-responding Author: Sahyunu IJMEHD 674
Universitas Sulawesi Tenggara, Indonesia
International Journal of Management and Education in Human Development 2022, Issue 04 Volume 02, Pages:674-679
II. LITERATURE REVIEW
2.1 Compensation
Compensation is everything that is received by employees or workers because they have completed the work
given properly. Badriyah (2015: 154) argues that "Compensation for the activities of providing remuneration to
employees, activities here include determining a compensation system that is able to encourage employee performance
and determine the amount of compensation received by each employee". Mulyadi (2015:11) states that "Every form is
given to all employees as remuneration for the contributions made by the company or organization". Handoko (2014:
155) states that "compensation is everything that employees receive as remuneration for their work"
2.2 Work Discipline
4
Mangkunegara (2013: 91) argues that Work Discipline is a tool used by leaders to change a behavior as well as
an effort to increase one's awareness and willingness to comply with all organizational regulations and existing social
12
norms. Meanwhile, Sutrsino (2014: 86) argues that work discipline is an attitude of willingness and willingness of a
person to obey and adhere to the norms of regulations that apply around him. Hasibuan (2013: 83) states Work
Discipline is: "is a person's awareness and willingness to comply with all company regulations and applicable norms.
2.3 Performance
According to Mangkunegara (2017: 67) performance is: "Work results in quality and quantity achieved by an
employee in carrying out his duties according to the responsibilities given to him". Bintoro et al (2017: 105) stated
10
"Employee performance is the willingness of a person or group of people to carry out activities or perfect them
3
according to their responsibilities and with the results they expect. Sinambela (2016: 481) suggests "Performance is a
function of motivation and ability. To complete tasks and work, a person must have a certain degree of willingness and
level of ability. A person's willingness and skills are not effective enough to do something without a clear understanding
of what to do and how to do it.

III. RESEARCH METHODS

The population in this study were all employees of Hotel Plaza Inn Kendari .Type data which used in study this,
that is Data Quantitative and qualitative data. According to Pantiyasa (2013:67) data quantitative is whole information
collected _ from specified field _ in form number or raised . Type that data used in study this is data quantitative which
form score answer respondent in questionnaire . Whereas qualitative data is the data no shaped number but description
qualitative data in study this form history , address , facilities and amount employee Hotel Plaza Inn Kendari.
Source data which used in study this , that is : Data Primary is the data collected by researchers direct from the
source noted , observed first time then processed for answer problem in research . Primary data collected in study this is
answer respondent from questionnaire which is distributed to employee Hotel Plaza Inn Kendari. Whereas secondary
data is the data obtained researcher in data form already so no from results gather and process alone . Secondary data in
study this obtained from the hotel is in the form of history , address , facilities and lists name employee which work in Hotel
Plaza Inn Kendari. Technique collection data in study this , that is :Questionnaire & Documentation

IV. RESULTS AND DISCUSSION

4.1 Result
4.1.1 Test Results Compensating Variable Validity
1
Table 4.1 Validity Test Results Variable Compensation (X 1 )
No Statement r-count r-table Information
1 X1.1 0.958 0.3 Valid
2 X1.2 0.922 0.3 Valid
3 X1.3 0.906 0.3 Valid
4 X1.4 0.823 0.3 Valid
5 X1.5 0.846 0.3 Valid
6 X1.6 0.794 0.3 Valid
7 X1.7 0.791 0.3 Valid
8 X1.8 0.888 0.3 Valid
9 X1.9 0.962 0.3 Valid
10 X1.10 0.982 0.3 Valid
Based on Table 4. 6 is known that whole statement in variable compensation have coefficient more correlation
_ big from 0.30. So got concluded that whole indicator has Fulfill condition data validity .
4.1.2 Work Discipline Variable Validity Test Results
Table 4.2 Validity Test Results Variable Work Discipline (X 2 )
1
No Statement r-count r-table Information
1 X2.1 0.980 0.3 Valid
2 X2.2 0.949 0.3 Valid
3 X2.3 0.919 0.3 Valid
4 X2.4 0.926 0.3 Valid
5 X2.5 0.951 0.3 Valid
Based on Table 4. 7 is known that whole statement in variable discipline work have coefficient more
Co-responding Author: Sahyunu IJMEHD 675
Universitas Sulawesi Tenggara, Indonesia
International Journal of Management and Education in Human Development 2022, Issue 04 Volume 02, Pages:674-679
correlation _ big from 0.30. So got concluded that whole statement has Fulfill condition data validity .
4.1.3 Results of Validity Test of Employee Performance Variables
Table 4.3 Validity Test Results Variable Employee performance
No Statement r-count r-table Information
8
1 Y1 0.806 0.3 Valid
2 Y2 0.616 0.3 Valid
3 Y3 0.582 0.3 Valid
4 Y4 0.547 0.3 Valid
5 Y5 0.541 0.3 Valid
Based on Table is known that whole statement in variable performance employee have coefficient more
correlation _ big from 0.30. So got concluded that whole indicator has Fulfill condition data validity.
4.1.4 Reliability Test Results
Table 4.4 Reliability Test Results
Variable Cronbach alpha Information
Compensation 0.966 Reliable
Discipline 0.969 Reliable
work
Performance 0.604 Reliable
For measure reliability with statistical tests cronbach alpha more big from 0.60. on the third variable on that is
compensation worth 0.966 , discipline work worth 0.969 and performance worth 0.604 has more big from 0.6 up
could concluded that all variable has Fulfill condition data reliability.
14
4.1.5 Multiple Linear Regression Analysis
Table 4.5 Results of Multiple Linear Regression Analysis
Coefficients a
Unstandardized Standardized
Coefficients Coefficients
Model B std. Error Betas Q
1 (Constant) 5.216 .941 5,544
X1 .196 .018 .710 10,737
X2 .210 .031 .442 6,682
a. Dependent Variable: Y
Based on table in above , is known score constant ( a ) of 5.216 meanwhile score coefficient ( b 1 X 1 ) of 0.196
and value coefficient regression (b 2 X 2 ) of 0.210 so equality the regression could written down as following:
Y = a + b1 X 1 _ + b2 X 2 _
Y= 5,216 + 0.196X 1 + 0.210X 2 .
Based on the results this equation, it can be explained that:
1. a = 5.216 means if compensation and discipline work no experience change so magnitude performance employee
of 5.216
2. b 1 = 0.196 means if compensation raised one units (1) and variables discipline work no changed so performance
increase of 0.196. It means every enhancement compensation could increase performance employee by 19.6%.
3. b 2 =0.210 means if variable discipline work raised one unit so could increase performance of 0.210. It means
every enhancement discipline work could increase performance employee .
4.1.6 Partial Test Results (t)
Table 4.6 Test Results t
Coefficients a
Unstandardized Standardized
Coefficients Coefficients
Model B std. Error Betas Q
1 (Constant) 5.216 .941 5,544
X1 .196 .018 .710 10,737
X2 .210 .031 .442 6,682
a. Dependent Variable:
Y
Based on table in on, so could known :
a. X 1 : t count = 10,737 > t table = 1.99 or sig . (0.000) < α (0.05) so H 0 rejected and H a accepted . This means that in
circumstances discipline work (X 2 ) constant , in level statistics _ confidence (α) = 5% That is , the proposed hypothesis

Co-responding Author: Sahyunu IJMEHD 676

Universitas Sulawesi Tenggara, Indonesia
International Journal of Management and Education in Human Development 2022, Issue 04 Volume 02, Pages:674-679
that compensation take effect significant to performance employee proven and accepted .
b. X 2 : t count = 6.682 > t table = 1.993 or sig . (0.00) < α (0.05) then H 0 rejected and H a accepted . This means that in
circumstances The compensation (X 1 ) is constant , respectively level statistics _ confidence (α) = 5% That is, the
proposed hypothesis writer that discipline work significant effect on performance employee proven and accepted.
Next if our compare score t_count Among variable compensation (X 1 ) with t count variable discipline work (X
2 ) can is known that score t count compensation 10.737 ˃ t count discipline 6.682 work means X 1 more take effect to
performance employee .
4.1.7 Simultaneous Test Results (F)
Table 4.7 Simultaneous Test Results
ANOVA b
Sum of MeanS
Model Squares df quare F Sig.
1 Regress
148,368 2 74,184 78,066 .000 a
ion
residual 69,369 73 .950
Total 217,737 75
a. Predictors:
(Constant), X2, X1
b. Dependent
Variable: Y

In accordance results calculation obtained F count = 78.066 > F table 2.73 and sig 0.000 <0.05 means H 0 rejected
and Ha accepted . This means that at the level α = 5% significantly simultaneous compensation (X 1 ) and discipline
work (X 2 ) has significant influence _ to performance employee (Y). So that hypothesis tested the truth or accepted .
4.1.8 Determination Coefficient Results
11
Table 4.8 Determination Coefficient Results
Summary models
Adjusted R std. Error of
Model R R Square Square the Estimate
1 .825 a .681 .673 .97481
a. Predictors: (Constant), X2, X1
Based on results calculation with using SPSS can is known the R value of 0.825 means connection Among
variable independent (X 1 and X 2 ) with variable very closely dependent temporary it's R Square of 0.681 or 68.1%
means that ability variable independent in explain variant from variable dependent is of 68.1% meanwhile other
influencing factors taking decision purchase of 31.9% other factors that are intended not examined _ in study this .
4.2 Discussion of Research Results
4.2.1 Influence Compensation and Discipline Work to Employee performance 9
Based on the calculation results obtained F count = 78.066 > F table 2.73 and sig 0.000 <0.05 means that H0 is
rejected and Ha is accepted. This means that at the level of α = 5% simultaneously compensation (X 1 ), and work
discipline (X 2 ) have a significant effect on employee performance (Y). So that the hypothesis is tested for truth or
accepted. meaning that the higher the compensation and discipline, the performance will increase.
The results of this study are consistent with those conducted by Purnama (2016) which states that compensation
affects employee performance at PD Damai Motor Bandar Lampung. Employee performance is a very important thing
in an organization's efforts to achieve its goals.
4.2.2 Influence Compensation to Performance Employee
Based on the research results, it is known that the value of t count = 10.737 > t table 1.993 and sig 0.00, which means
that H0 is rejected and Ha is accepted. This means that in a constant state of discipline (X 2 ), statistically at the level of
confidence (α) = 5%, compensation (X 1 ) has a positive and significant effect on employee performance (Y). Thus the
hypothesis is tested for truth.
The results of the study indicate that the higher the compensation, the higher the performance. In Nathania's
2
research (2016) employee performance is very important in an organization's efforts to achieve its goals. One of the
best ways to increase employee performance capacity is to link compensation to employee development. If the
compensation program is felt to be fair and competitive by employees, it will be easier for the company to attract
potential employees, retain them and motivate employees to improve their performance, so that productivity increases
and the company is able to produce products at competitive prices. So that the company is not only superior in
competition, but also able to maintain its survival, even able to increase profitability and expand its business, so that
compensation has a positive and significant impact on employee performance.

Co-responding Author: Sahyunu IJMEHD 677

Universitas Sulawesi Tenggara, Indonesia
International Journal of Management and Education in Human Development 2022, Issue 04 Volume 02, Pages:674-679
4.2.3 Influence Discipline to Performance Employee
16
Based on the research results, it is known that the value of t count = 6.682 > t table 1993 and sig 0.000 <0.05, which
means that H0 is rejected and Ha is accepted. This means that in a state of constant compensation (X 1 ), statistically at the
level of confidence (α) = 5%, then discipline (X 2 ) has a positive and significant effect on employee performance (Y).
Thus the hypothesis is tested for truth.
6
The results of the study indicate that the higher the discipline, the higher the performance. Work discipline
becomes a matter of priority in a company, because with discipline the company's life becomes safe, orderly, smooth
and the company's goals are achieved. The better the work discipline, the employee's performance will increase.
Conversely, the lower the employee's work discipline, the employee's performance will decrease. In Wairooy's research
15
(2017), the results of this study indicate that work discipline has a positive and significant effect on employee
performance. If work discipline is high, the level of employee performance will increase.
13
V. CONCLUSION
Based on the results of research with data analysis that has been carried out regarding the effect of compensation
and work discipline on employee performance at the Plaza Inn Kendari Hotel, the results obtained are that partially the
7
compensation variable has a positive and significant effect on employee performance variables. Partially the work
discipline variable has an effect positive and significant to employee performance variables. Compensation and work
discipline have a positive and significant impact on employee performance. the independent variables in this regression
model simultaneously or together have a significant influence to variable bound.

5.1 Suggestion
Based on the results of the research and discussion above, the authors can suggest that for company management,
namely that compensation at the Plaza Inn Kendari Hotel is quite good. However, during this pandemic, judging from
the answers to the questionnaire, there were still employees who chose to answer the neutral option ( N) on the questions
given. The Plaza Inn Kendari Hotel is expected to design a new strategy like give discount guest room _ interested for
stay at Hotel Plaza Inn Kendari. Besides that , the hotel also provides motivation and passion to employees so as not to
fed up in doing profession them. It will impact on improvement employee performance and improve possibility to
achieve the goals of the company. Work discipline at the Plaza Inn Kendari Hotel is classified as very good, one of
which is giving penalty if late come work. Expected more employees at the Plaza Inn Kendari Hotel discipline in
complying with company rules. The next researcher should add independent variables that affect employee performance
such as leadership, motivation and satisfaction work.

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Universitas Sulawesi Tenggara, Indonesia
International Journal of Management and Education in Human Development 2022, Issue 04 Volume 02, Pages:674-679
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Co-responding Author: Sahyunu IJMEHD 679

Universitas Sulawesi Tenggara, Indonesia
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