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ABSTRACT
vi
ABSTRACT
The purpose of this study is to find out and analyze the influence of
competency, job characteristics and job satisfaction on employee performance at
Medan Saka Hotel. This type of research is quantitative research. The sampling
technique was saturated sampling used in this study as many as 55 employees who
worked at the Saka Hotel Medan. The method used in this study is a multiple linear
regression analysis method. Based on the t test (partial), the competency variable
has a positive and significant effect on employee performance, job characteristics
have a negative and significant effect on employee performance, and job satisfaction
has a positive and significant effect on employee performance at the Saka Hotel
Medan. Based on the F test (simultaneous), the competency variable, Job
characteristics and job satisfaction have a positive and significant effect on employee
performance at the Medan Saka Hotel. The adjusted R Square value of 0.912 shows
that competency, job characteristics and job satisfaction to explain the variable
employee performance is 91.2% while the remaining 8.8% is explained by variables
or other factors not included in this study.
vii
FOREWORD
Praise and gratitude the author prays to the presence of God Almighty
because of his blessings and grace the author can complete the thesis entitled:
(S1) in the Management Study Program, Faculty of Economics & Business, Panca
During the research and preparation of this thesis research report, the
author did not escape obstacles. The author was able to overcome these
obstacles thanks to help, guidance and support from various parties. Therefore,
2. Mrs. Dr. Surya Nita, SH, M.Hum., as Dean of the Faculty of Social Sciences
viii
thesis proposal so that this thesis proposal can be neatly arranged
and systematic.
6. All staff and employees of the Faculty of Social Sciences, Development University
Budi Medan who has provided knowledge and advice during his time on the bench
studying.
Later you will face many problems and difficulties, which are caused
due to the limited knowledge and experience that the author has. Therefore,
The author really hopes for help and guidance from all parties.
Writer
Rina Puspika
1625310365
ix
LIST OF CONTENTS
Page
TITLE PAGE ................................................ ...................................... ENDORSEMENT i
PAGE.......... ................................................................ ............ APPROVAL ii
PAGE.................................. ................................... STATEMENT iii
PAGE............. ................................................................ ......... iv
ABSTRACT ........................................ ................................................................ ........... vi
ABSTRACT................................................................ ................................................................ . vii
FOREWORD................................................ .................................... LIST OF viii
CONTENTS............ .................................................. ..................................... LIST OF x
TABLES........... .................................................. .............................. LIST OF xii
FIGURES.................. .................................................. .................. xiv
PIG : INTRODUCTION
A. Background............................................. ............ 1
B. Problem Identification and Boundary ............................................... 5
C. Problem Formulation ............................................. ............... 6
D. Research Objectives and Benefits ............................................... .. 6
E. Authenticity of Research ................................................ .................. 7
x
b. Factors Affecting Job Satisfaction................. 31
c. Job Satisfaction Indicators.............................................. 33
B. Previous Research ................................................ ................ 35
C. Conceptual Framework ................................................ ............... 38
D. Hypothesis ................................................ ............................... 41
BIBLIOGRAPHY
ATTACHMENT
xi
LIST OF TABLES
Page
Table 1.1 Educational level ................................................ ....................... Type of 4
Table 1.2 work ......................... ................................................................ .. Mapping 4
Table 2.1 Previous Research............................................ ......... Research 35
Table 3.1 schedule....................................... ................................... Operationalization of 44
Table 3.2 Variables............ ................................................................ Characteristics of 45
Table 4.1 Respondents Based on Gender .................. Characteristics of Respondents 62
Table 4.2 Based on Age ....................... ........... Characteristics of Respondents Based 62
Table 4.3 on Education ....................... Characteristics of Respondents Based on 63
Table 4.4 Years of Work....... ................ Respondent Answer 63
Table 4.5 Categories ................................ ........................Respondents' Assessment of 64
Table 4.6 Knowledge Indicators (X1.1.2).... Respondents' Assessment of 64
Table 4.7 Understanding Indicators (X1.3.4)..... Respondents' Assessment of Skills 65
Table 4.8 Indicators (X1.5.6) .. Respondents' Assessment of Education Indicators (X1.7. 66
Table 4.9 8) ...... 67
Table 4.10 Respondents' Assessment of Work Experience Indicators (X1.9.10
) ............................................... ................................................ 68
Table 4.11 Respondents' Assessment of Job Variation Indicators
(X2.1.2) ............................................... .......................................... 69
Table 4.12 Respondents' Assessment of Task Identity Indicators (X2.3.4)
70
Table 4.13 ....................................................................................................
.................................................................................................... 75
Table 4.18 Respondents' Assessment of Salary Indicators (X3.5.6)............... 76
xii
Table 4.19 Respondents' Assessment of Promotion Opportunity Indicators
(X3.7.8) ............................................... ................................................ 77
Table 4.20 Respondents' Assessment of Supervision Indicators (X3.9.10) ..... 78
Table 4.21 Respondents' Assessment of Quality Indicators (Y1.2) .......... 79
Table 4.22 Assessment of Respondents on the Quantity Indicator (Y3.4) ........ 80
Table 4.23 Respondents' Assessment of Efficiency Indicators (Y5.6) .......... 81
Table 4.24 Respondents' Assessment of Work Discipline Indicators (Y7.8) 82
Table 4.25 Respondents' Assessment of Accuracy Indicators (Y9.10) ...... Validity 83
Table 4.26 Test Results ............................................ .............................. Reliability 84
Table 4.27 Test Results ................. ................................................................ 85
Table 4.28 ResultsOne-Sample Kolmogorov-Smirnov Test ............................... 88
Table 4.29 Multicollinearity Test Results .................................................. .......... Results 89
Table 4.30 of Multiple Linear Regression Analysis .................................... ... F Test 92
Table 4.31 Results (Simultaneous) ......................................... ...................... Results of t 93
Table 4.32 Test (Partial)................................... ................................................ Test results 94
Table 4.33 Determination (R2) ............................................... ........ 95
xiii
LIST OF FIGURES
Page
Figure 2.1 Conceptual Framework ................................................ .................... Figure 41
4.1 Organizational Structure of Hotel Saka Medan.................................. ................ 57
Figure 4.2 Normality Histogram Curve ................................. ......................... Figure 4.3 87
Normality PP Plot Graph................... ........................................ Figure 4.4 Scatterplot 87
Graph ...... ................................................................ ................ 91
xiv
PIG
INTRODUCTION
A. Background
In the current era of globalization, competition is getting tougher, where
tall.
1
2
company. The success of the company is largely determined by the quality of the people
people who work in it. Competition and changes in the business environment
Black Crow No. 14 Terrain. Hotel Saka Medan is often used as a place
relatively low due to the large number of employees who graduated from high school/vocational school
which is not in accordance with the hospitality major, and skills and knowledge
about hospitality.
4
1 SMA/SMK 31
2 Diploma 15
3 S1 9
Total 55
existing procedures, where the employee on duty does not carry out work
in accordance with hotel service standards such as when cleaning hotel rooms.
Based on the descriptions and explanations that have been put forward
previously, the author was interested in conducting research with the title
2. Problem Boundary
C. Problem Formulation
Medan?
1. Research Objectives
2. Research Benefits
b. Theoretical Benefits
It is hoped that the results of this research can provide input for thought
c. Practical Benefits
From the results of this research the author obtained many benefits, namely:
employee.
E. Authenticity of Research
on :
Peninsula Manado, while this research was conducted at the Saka Hotel
Medan.
CHAPTER II
LITERATURE REVIEW
A. Theoretical Basis
1. Performance
9
10
performance includes:
work. The more you have the ability and expertise, the more you can get it
2. Knowledge
3. Job Characteristics
and right.
4. Leadership Style
5. Education
6. Work Environment
The work environment can be in the form of room, layout, facilities and infrastructure,
7. Work Discipline
8. Job Satisfaction
9. Leadership
10. Competence
regulates the principles that apply and are generally accepted and must be
Apart from that, there are factors that influence employee performance
Work.
the goal.
what he did.
6. Look for opportunities to realize the plans that have been programmed.
1. Aim
In the future, goals indicate the direction in which performance should take place
2. Standard
3. Feedback
4. Tools or means
resolved properly.
5. Opportunity
ability to qualify.
2. Competence
a. Understanding Competency
certain fields.
do not like
(Naliebrata, 2008).
job duties.
finish a job.
b. Competency Characteristics
as follows :
20
action.
somebody.
certain fields.
are as follows :
d. Knowledge possessed
21
not creative and innovative, they will not try to think about
2. Skills
competence.
3. Experience
4. Personality Characteristics
interact with forces and the surrounding environment. Even though you can
5. Motivation
6. Emotional Issues
7. Intellectual Ability
a. Knowledge (Knowledge)
b. Skills (skills)
c. Attitude (attitude)
work.
d. Competency Indicator
knowledge(knowledge)needed to do a task
1. Cognitive competence
24
2. Functional competence
an employee.
3. Social competence
behavior of an employee.
4. Meta competence
work experience.
3. Job Characteristics
jobs are:
to her.
types of tasks, rules and guidelines for the implementation of tasks and duties
27
employees so that they can choose employees who are truly suitable
employee.
performance.
1. diversity of skills
2. task identity
3. the meaning of the task
4. autonomy and
5. feedback.
Basically, each job has its own characteristics.
characteristics, namely:
1. Skill Variation
2. Task Identity
work and the level of work involvement in completing the work stage
4. Autonomy
5. Feedback
low, with indicators of information about the success that has been
4. Job Satisfaction
pleasant.
towards his work, and vice versa if he is not satisfied with his work
and employee welfare, which includes the system and the amount of salary,
1. Compensation
concepts that are owned in accordance with the field of science occupied.
in accordance with the value system that applies to him (Lu Chia-Ju, et
al. 2013).
a. The work itself, that is, the work of an employee in accordance with
interest.
c. Salary, namely the salary received in accordance with the workload and balanced
B. Previous Research
Model
No Title X variable Y variable Research result
Analysis
job satisfaction
and work motivation
on performance
employee
accepted. This matter
can be interpreted
that satisfaction
work and motivation
work regularly
together
influential
on performance
employee.
6. Influence 1.Leadership 1. Performance Analysis F test results =
Leadership, 2.Satisfaction Employee Regression 169,539 with
Job Satisfaction and Work Double sig. 0,000. Level
Work motivation 3. Work Motivation Its significance
Against Performance found to be smaller
Employee on (<)- = 0.05,
Tanjungmas TPKS so that
in Semarang received Ha4
(Agung Dwi that state
Waluyo, 2014). leadership,
job satisfaction
and work motivation
influential
significant
on performance
employee.
7 Influence Analysis 1. Competence 1. Performance Analysis From the results
hypothesis, with
another word satisfaction
work and
commitment
the organization will
increase
employee performance
Company
Water Area
Drinking (PDAM)
Cirebon City.
Coefficient value
determination
show
big number
0.465, or
performance variables
influenced by
satisfaction variable
employees and
commitment
large organization
46.5%.
Source: Processed data (2018)
C. Conceptual Framework
3) Organizational support.
are the characteristics and tasks that include responsibilities, types of tasks,
40
the level of satisfaction obtained from the work itself, the rules and
On Employee Performance
as follows :
Competence (X1)
D.Hypothesis
as follows :
RESEARCH METHODOLOGY
A. Research Approach
and job satisfaction towards improving the performance of Hotel Saka employees
Medan.
1. Research Location
This research was conducted at the Saka Hotel Medan, which is located on Jalan
2. Research Time
43
44
Job Satisfaction (X3), Employee Performance (Y). As for the operationalization of variables
Table 3.2
Variable Operationalization
Scale
Variable Definition Indicator Description
Measurement
Characteristics
employees to (Agung Panudju, work procedures.
his job, and 2010:7) 3. The importance of the work
Work Likert
how many performed by employees.
(X2)
mandatory task 4. The level or circumstances
completed of a job provide discretion
by employees”. and control
(Agung Panudju, specific to employees. 5.
2010:6) Where are the employees
get feedback from
responses regarding the
results of employee work
implementation.
46
Satisfaction
to (Robbins and social.
characteristics. Judge, 2013:119) 3. The salary received is in
Work Likert
Someone with accordance with the workload.
(X3)
satisfaction level 4. Opportunities for advancement
high work or career development within the
own organization.
positive feelings 5. Ability of superiors in
about providing guidance
his job. technical work, motivation
(Robbins and and attitude.
Judge, 2013: 117)
Performance is 1. Quality 1. The quality of work results is
function results 2. Quantity reviewed from accuracy and
or indicator- 3. Efficiency neatness.
an indicator 4. Work discipline 2. Employee abilities
work/activities 5. Accuracy in finishing
n someone or (Hero, a number of task results.
inner group 2012:80) 3. Completion of work
Performance an organization employees quickly and
Employee influenced precisely. Likert
(Y) by various 4. Employee willingness
factor for in complying with company
achieving goals regulations.
deep organization 5. Employee capabilities
period of time in implementing
certain. work in accordance with
(Hero, procedures and what is
2012:5) ordered by superiors.
Source: processed by the Author (2018)
1. Population
2. Samples
data source and can represent the entire population (Riduwan, 2013:48).
how to ask questions and answers with parties who have the authority to
a. Validity test
the criteria for testing the validity of the questionnaire are as follows:
b. Reliability Test
Reliability test means that if the instrument is carried out several times
below 0.6.
Questions that have been declared valid in the validity test will be
regression between the independent variable and the dependent variable has a distribution
through :
The normality of the data when viewed from this method can be determined based on
curve shape. Data is said to be normal if the shape of the curve has
The slope tends to be balanced, both on the left and right sides
1) If the data spreads around the diagonal line and follows the direction of the line
2) If the data spreads far from the diagonal line or does not follow the direction
diagonal line, then the regression model does not meet the assumptions
normality.
b. Multicollinearity Test
independent variable.
c. Heteroscedasticity Test
heteroscedasticity.
has occurredHeteroscedasticity.
to answer the hypothesis. The general form of the linear regression equation
double is as follows:
e = Error
4. Hypothesis Test
b. t test (Partial)
This test was carried out to find out the extent of the influence
the large contribution of the independent variable to the dependent variable. In other words
The determinant coefficient value is used to measure the size of the contribution
The value of the coefficient of determination, the better the ability of variable X
100%.
A. Research Results
In tourism there are several factors that are related and not
can be separated, one of which is the hotel industry, where hotels are
other supporting services for the public that are managed commercially.
through Notary Deed number 2 Risma Rahmi Arifa SH. Saka Hotels
in the city of Medan with the complete address at Jalan Gagak Hitam No.14
Superior, Deluxe and Grand Deluxe. Saka Hotel also provides some
54
55
facilities such as Restaurant, Lounge, Meeting Room, ATM BRI, and Room
24 Hour Service. The seriousness of Saka Hotel is seen from the 5 S principles,
namely: Smile, Greet, Greet, Polite and Polite and fast and responsive to
performance.
best service.
respondents (30.9%) stated that they strongly disagree with a mean value of 2.42.
This answer illustrates that the employee is still not quite right
2. For employee items, they are able to complete the work given
disagree with the mean value of 3.35. This answer illustrates that
pretty good.
a. Validity test
questionnaire. If each question has a value of > 0.30 then the question
Item-Total Statistics
Based on Table 4.26 above, the value of the SPSS output is known
means the value between the score for each item and the total score for the answer
b. Reliability Test
below 0.60.
The reliability of the questionnaire questions that the author has asked
Reliability Statistics
, 951 , 951 40
0.951 > 0.60 so it can be concluded that the question has been
so it is said to be reliable.
The data normality test was carried out to see whether the mode
normal or not. The normality test was carried out using graphic analysis
Does the data spread around the diagonal line and follow the direction
diagonal line, then the regression model meets the normality assumption.
The regression model meets the assumptions of the data normality test.
Job Satisfaction (X3) and Employee Performance Interest (Y) are spread
around the diagonal line which can be concluded that the data
Employee performance
N 55
Normal Parametersa,,b Mean 0000000
Std. Deviation 1.86064483
Most Extreme Absolute . 072
Differences Positive . 072
Negative - . 064
Kolmogorov-Smirnov Z . 533
> 0.050 ), then the data in this study can be stated statistically
b. Multicollinearity Test
regression found that there was a correlation between the independent variables. Regression model
Coefficientsa
Model Unstandardized Standardized Collinearity
JOB (X2)
smaller than 10, it can be concluded that the regression model is free of interference
multicollinearity.
90
c. Heteroscedasticity Test
Based on Figure 4.4, it can be seen above that the points are random or
Coefficientsa
Model Standardized
Unstandardized Coefficients Coefficients
B Std. Error Betas
JOB (X2)
8. Hypothesis Testing
ANOVAb
Model Sum of Squares Df MeanSquare F Sig.
Regression 3577,745 3 1192,582 187,784 , 000a
1
Residual 323,891 51 6,351
Total 3901,636 54
0.050, namely 0.000 <0.050, then the regression model can be said that
This :
94
Coefficientsa
Model Unstandardized Standardized
Coefficients Coefficients
JOB (X2)
(X3)
Based on table 4.33 above it can be seen that the competency value of tcount
Employee performance.
Based on table 4.33 it can be seen that the value of Job Characteristics
Based on table 4.33 it can be seen that the Job Satisfaction value of tcount5,477
Employee performance.
95
Determination test results (R2) can be seen from the coefficient value
Summary modelsb
Model
Adjusted R Std. Error of the
R R Square
Square Estimates
(1) Based on table 4.34 it can be seen above that the magnitude of the valueadjusted R
(2) The R value of 0.958 indicates that there is a close relationship between
Employee performance.
The formulation of the problem proposed is based on the linear regression analysis method
double.
Saka Medan
96
multiple linear regression analysis via the t test (partial) which has a positive sign
This research is tested and acceptable. The positive direction indicates that
on employee performance.
The results of this research are in accordance with the research objectives for
Saka Medan has been carried out and at the same time has completed/answered
does not affect the performance of employees at Hotel Saka Medan. Matter
97
This can be seen from the multiple linear regression analysis through the t (partial) test
hypothesis 2 (two) in this study was not tested and was not accepted. Direction
Hotel Saka Medan is -0.201 units. The research results showed that
The results of this research are in accordance with the research objectives for
at Hotel Saka Medan has been implemented and at the same time has
i.e. the employee does not carry out the work in accordance with the procedure
work on the Saka Medan hotel has been missed. And for variables
employees, but that does not mean the company does not
employees, so that employee performance does not decrease and has no impact
on company goals.
98
Saka Medan
seen from the multiple linear regression analysis through the t (partial) test
has a positive sign with the t valuecountof 5,477 with a sig of 0.000.
The results of this research are in accordance with the research objectives for
employees at Hotel Saka Medan. This can be seen from the regression analysis
multiple linear through the F test which is positive with a value of fcount
It was concluded that hypothesis 4 (four) in this study was tested and
The results of this research are in accordance with the research objectives for
work on employee performance at Hotel Saka Medan has been carried out
classified as low and not in accordance with the job, employees do not
Field has been answered. Based on the research that has been done
100
Previously it could be seen that the variables were competence and job satisfaction
on employee performance.
CHAPTER V
A. Conclusion
and t valuetableof 1.675 then tcount> ttable(5,861 > 1,675) and value
Sig < 0.050 (0.000 < 0.050). The magnitude of the influence of competence (X1)
ttable(-2.231 > 1.675) and Sig value < 0.050 (0.030 < 0.050). The size
101
102
and Sig value < 0.050 (0.000 < 0.050). The magnitude of the influence of
which means every time there is an increase in job satisfaction (X3), will be
significant.
B. Suggestions
Based on the conclusions of the study results, then it is good for the benefit
suggestions as follows:
employees who have not carried out their work in accordance with
employee performance.
Hotel Saka Medan means that companies pay more attention to satisfaction
employee performance.
Andika, R. (2019). The Influence of Work Motivation and Job Competition on Work Productivity
Through Job Satisfaction as an Intervening Variable in the Employees of the University
of Pembangunan Panca Budi Medan. JUMANT, 11(1), 189-206.
Hidayat, R.Russiadi, and M.Isa Indrawan. 2014. Business Projection Techniques. USU. Press
Hidayat, R., & Subiantoro, N. Russia in. 2013. Research Methods. USU Press.
Indrawan, MI (2019). The Influence of Work Ethics, Work Experience and Work Culture
Against the Work Performance of South Binjai District Employees. Journal of Servants of
Science, 10(2), 1851-1857