THE INFLUENCE OF REWARD AND PUNISHMENT ON PERFORMANCE (Study at PT Telkom Indonesia Employees East Java region South of Malang)
Aziz Arzian Syah (a*), Sri Herianingrum (b), Tri Setyo Aji (a)
(a) Master Islamic Economic Science, Faculty of Business, Universitas Airlangga Surabaya, Indonesia
*azizarziansyah[at]gmail.com
(b) Faculty of Business Universitas Airlangga, Surabaya, Indonesia
Abstract
The development of business in the era of globalization is leading to higher levels of competition, not least in the service sector. Companies need to empower human resources aimed at improving the performance of each individual and company performance will also increase. One of them through the implementation of reward and punishment. PT Telkom Indonesia Witel South Jatim Malang realized to maximize the performance of the employee, the company must implement a system of reward and punishment. Results of testing the hypothesis known Sig. F ≤ α (0,000 ≤ 0.05) showed no significant effect of variables simultaneously Reward Employees (X1) and Punishment Employees (X2) the Employee Performance (Y). It can also be known sig. t ≤ α (0,000 ≤ 0.05) showed no significant effect partially of variable Reward Employees (X1) and Punishment Employees (X2) the Employee Performance (Y). Adjusted R square of 0.574 or 57.4%. This means that the variable Reward Employees (X1) and Punishment Employees (X2) contributed to employee performance variable (Y) of 57.4%, while the remaining 42.6% variable Employee Performance (Y) will be influenced by other variables that not addressed in this study, the ability, motivation, training, and work environment. This suggests that significant performance improvement.
Keywords: Keywords: Reward, Punishment, and Performance
Topic: Human Resource Development