Work Facilities As A Moderating Variable In The Influence Of Rewards On Employee Performance

Indah Dwiprigitaningtias; Maryam Salampessy; Aria Mulyapradana; Riki Adriant; Didi Wandi

doi:10.62976/ierj.v3i2.1344

Authors

Indah Dwiprigitaningtias Universitas Jendral Achmad Yani
Maryam Salampessy Universitas Pattimura
Aria Mulyapradana ITSNU Pekalongan
Riki Adriant Universitas Baturaja
Didi Wandi Universitas Faletehan

DOI:

https://doi.org/10.62976/ierj.v3i2.1344

Keywords:

Work Facilities, Reward, Employee Performance

Abstract

This research is quantitative with an explanatory approach, an approach that relies on previous fundamental research to create, develop, and prove the hypotheses presented in this article. The data used in this study is primary data obtained by the researcher from 275 lecturers spread throughout Indonesia. The data obtained by the researcher was analyzed using the smart PLS 4.0 analysis tool. The concluision in this article show that the hypothesis used in this article whether it can be proven or not. Based on the results of the first row in the table, it shows that the Reward variable can have a positive relationship direction and a significant influence on Employee Performance because the P-Values are positive and below the 0.05 significance level, namely 0.009. These results mean that the greater the reward given by the campus to lecturers can make lecturers happy, enthusiastic in working, and satisfied in accepting the job. Ultimately, this can improve Employee Performance. In the next hypothesis, the Work Facilities variable is also acceptable, meaning that the Work Facilities variable can moderate the influence of the Reward variable on Employee Performance because the P-Values also tend to be positive and have a significant influence on Employee Performance, namely 0.000. More significant than direct testing of 0.009. Thus, it can be concluded that the first and second hypotheses in this article can be accepted and proven.

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