Pengaruh Motivasi dan Kompensasi terhadap Kinerja Pegawai di Dinas Perdagangan Kota Metro
DOI:
https://doi.org/10.59001/pjeb.v3i2.164Keywords:
compensation, Department of Trade, Herzberg’s Two-Factor Theory, human capital, motivationAbstract
The study aims to analyze the influence of motivation and compensation on employee performance at the Trade Department of Metro City by adopting Herzberg's Two-Factor Theory. Since the trade sector is a major contributor to the Regional Gross Domestic Product (RGDP) of Metro City and plays a central role in organizational success, this study evaluates the impact of motivation as a motivator and compensation as a hygiene factor on employee performance. The findings indicate a positive and significant influence of motivation and compensation on employee performance, both partially and simultaneously. Based on these findings, this study provides several strategic recommendations for the Trade Department to optimize motivation programs, revise the compensation system, and enhance employee training programs. The practical implications of this study are expected to contribute to improving productivity, employee job satisfaction, and achieving organizational goals more effectively.
Penelitian ini bertujuan untuk menganalisis pengaruh motivasi dan kompensasi terhadap kinerja pegawai di Dinas Perdagangan Kota Metro dengan mengadopsi Teori Dua Faktor Herzberg. Mengingat peran sentral sumber daya manusia dalam keberhasilan organisasi, terutama di sektor perdagangan yang berkontribusi signifikan terhadap Produk Domestik Regional Bruto (PDRB) Kota Metro, penelitian ini mengevaluasi pengaruh motivasi sebagai faktor pemicu dan kompensasi sebagai faktor pemelihara terhadap kinerja pegawai. Hasil penelitian menunjukkan adanya pengaruh positif dan signifikan baik motivasi maupun kompensasi terhadap kinerja pegawai, baik secara parsial maupun simultan. Berdasarkan temuan ini, penelitian ini memberikan sejumlah rekomendasi strategis bagi Dinas Perdagangan untuk mengoptimalkan program motivasi, merevisi sistem kompensasi, dan meningkatkan program pelatihan bagi pegawai. Implikasi praktis dari penelitian ini diharapkan dapat berkontribusi pada peningkatan produktivitas, kepuasan kerja pegawai, serta pencapaian tujuan organisasi secara lebih efektif
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