Pengaruh Punishment dan Reward Terhadap Karyawan pada PT. Gelatik Supra Kantor Cabang Medan

Abstract

Penelitian ini bertujuan untuk mengetahui “Pengaruh Punishment dan Reward Terhadap Kinerja Karyawan pada PT. Gelatik Supra Kantor Cabang Medan”. Jenis data dalam penelitian ini adalah asosiatif yaitu suatu penelitian yang bersifat menanyakan hubungan antara dua variabel. Populasi dalam penelitian ini adalah karyawan kontrak berjumlah 40 orang. Teknik pengambilan data berupa menyebarkan kuesioner kepada karyawan. Sample yang digunakan dalam penelitian ini adalah karyawan kontrak divisi operasional dan supporting PT. Gelatik Supra Kantor Cabang Medan. Nilai thitung diperoleh 3,804 dimana nilai ttabel pada ɑ 5% yakni 2,026 artinya positif. Dimana taraf signifikan ɑ 5% nilai thitung 3,804 > ttabel 2,026. Hal ini menjelaskan bahwa punishment berpengaruh signifikan terhadap kinerja karyawan PT. Gelatik Supra Cabang Medan. Nilai p-value pada kolom sig 0,001 < 0,05 artinya signifikan. Hal ini menjelaskan bahwa reward berpengaruh signifikan terhadap kinerja karyawan PT. Gelatik Supra Cabang Medan. Nilai thitung 3,356 diperoleh ttabel 2,026 dimana nilai ttabel pada ɑ 5% yakni 2,026 artinya positif. Dimana taraf signifikan ɑ 5% nilai thitung 3,356 > ttabel 2,026. Nilai p-value pada kolom sig 0,002 < 0,05 artinya signifikan. Hal ini menjelaskan bahwa reward berpengaruh signifikan terhadap kinerja karyawan PT. Gelatik Supra Kantor Cabang Medan. Nilai Ftabel 3,24 dimana Fhitung > Ftabel (30.835 > 3.24) yang artinya positif. Dengan nilai p-value yang diperoleh lebih kecil dari 5% (0,000 < 0,05) artinya signifikan. Maka dapat disimpulkan bahwa punishment dan reward secara simultan dapat berpengaruh positif dan signifikan terhadap kinerja karyawan pada PT. Gelatik Supra Cabang Medan Berdasarkan perhitungan koefisien determinasi dapat dilihat nilai R sebesar 0,791 atau 79,1% menunjukkan bahwa hubungan antar variabel punishment dan reward dengan variabel kinerja karyawan kuat dan Adjusted R Square sebesar 0,605 atau 60,5% kinerja karyawan mampu dijelaskan oleh variabel punishment dan reward, sedangkan sisanya 39,5% dijelaskan oleh variabel lain yang tidak dijelaskan dalam penelitian ini. This study aims to determine "The Influence of Punishment and Rewards on Employee Performance at PT. Gelatik Supra Medan Branch Office”. The type of data in this study is associative, which is a research that is asking the relationship between two variables. The population in this study were 40 contract employees. Data collection techniques in the form of distributing questionnaires to employees. The sample used in this study were contract employees of the operational and supporting divisions of PT. Gelatik Supra Medan Branch Office. The t_count value is 3,580 where the t_table value at 5% is 2,026 which means it is positive. Where the significant level 5% t_count 3,580 > t_table 2,026. This explains that the reward has a significant effect on the performance of employees of PT. Wren Supra Medan Branch. The p-value in the column sig 0.001 < 0.05 means significant. This explains that punishment has a significant effect on the performance of employees of PT. Wren Supra Medan Branch. The t_count value of 3.356 obtained ttable 2.026 where the value of t_table at 5% which is 2.026 means positive. Where the significant level 5% t_count 3.356 < t_table 2.026. This explains that the reward has a positive effect on the performance of employees of PT. Gelatik Supra Medan Branch. The p-value in the column sig 0.002 < 0.05 means significant. This explains that the reward has a significant effect on the performance of employees of PT. Gelatik Supra Medan Branch Office. The value of F_table 3.24 where F_count > F_table (30.835 > 3.24) which means it is positive. With the p-value obtained is smaller than 5% (0.000 < 0.05), it means that it is significant. So it can be concluded that punishment and reward can simultaneously have a positive and significant effect on employee performance at PT. Wren Supra Medan Branch. Based on the calculation of the coefficient of determination, it can be seen that the R value of 0.791 or 79.1% indicates that the relationship between the punishment and reward variables with the employee performance variable is strong and the Adjusted R Square of 0.605 or 60.5% employee performance can be explained by the punishment and reward variables, while the remaining 39.5% is explained by other variables not explained in this study