Analysis of the effect of additional employee income on job satisfaction and employee performance at the population and civil registration office of Serdang Bedagai Regency
Article Sidebar
job satisfaction,
employee performance,
mediation,
SEM-PLS
Main Article Content
Abstract
This study aims to analyze the effect of Employee Income Supplement (TPP) on job satisfaction and employee performance, and to examine the role of job satisfaction as an intervening variable at the Population and Civil Registration Office of Serdang Bedagai Regency. This study uses a quantitative approach with an explanatory research design. The research sample consisted of 25 employees who received TPP and was determined using a saturated sampling technique. Data were collected through a questionnaire composed of 51 statements and analyzed using Structural Equation Modeling–Partial Least Squares (SEM-PLS). The results showed that TPP had a positive and significant effect on job satisfaction, job satisfaction had a positive and significant effect on employee performance, while TPP had no significant direct effect on employee performance. In addition, job satisfaction was proven to play a full mediating role in the relationship between TPP and employee performance. These findings indicate that improving employee performance is more effectively achieved through TPP policies that can first increase job satisfaction.
Article Details
This work is licensed under a Creative Commons Attribution-ShareAlike 4.0 International License.
References
Akbar, S., Hermanto, H., & Susanto, A. (2022). Pengaruh sistem pemberian tambahan penghasilan pegawai (TPP) terhadap kepuasan dan motivasi kerja aparatur sipil negara (ASN) di Dinas Pariwisata Pemuda dan Olahraga Kota Bima. Scientific Journal of Reflection: Economic, Accounting, Management and Business, 5(3), 574–585. https://doi.org/10.37481/sjr.v5i3.510
Aman-Ullah, A., Aziz, A., Ibrahim, H., Mehmood, W., & Aman-Ullah, A. (2023). The role of compensation in shaping employee’s behaviour: A mediation study through job satisfaction during the COVID-19 pandemic. Revista de Gestão, 30(2), 221–236. https://doi.org/10.1108/REGE-04-2021-0068
Ardianto, Y., Riskarini, D., Baharuddin, G., & Handayani, S. P. (2024). The impact of compensation and job satisfaction on employee performance: A case study of PT Bank XYZ (Persero) Tbk. Jurnal Bina Praja, 16(2), 377–388. https://doi.org/10.21787/jbp.16.2024.377-388
Asgeirsson, M. H., Gudlaugsson, T., & Adalsteinsson, G. D. (2026). The relationship between employee satisfaction and perceived organizational performance. Administrative Sciences, 16(1), Article 30. https://doi.org/10.3390/admsci16010030
Chen, Y., Zhang, Z., Zhou, J., Liu, C., Zhang, X., & Yu, T. (2023). A cognitive evaluation and equity-based perspective of pay for performance on job performance: A meta-analysis and path model. Frontiers in Psychology, 13, Article 1039375. https://doi.org/10.3389/fpsyg.2022.1039375
Demo, G., Costa, A. C. R., & Coura, K. V. (2024). HRM practices in the public service: A measurement model. RAUSP Management Journal, 59(1), 50–66. https://doi.org/10.1108/RAUSP-01-2023-0005
Gazi, M. A. I., Yusof, M. F., Islam, M. A., Amin, M. B., & Senathirajah, A. R. B. S. (2024). Analyzing the impact of employee job satisfaction on their job behavior in the industrial setting: An analysis from the perspective of job performance. Journal of Open Innovation: Technology, Market, and Complexity, 10(4), Article 100427. https://doi.org/10.1016/j.joitmc.2024.100427
Gupta, V., Mittal, S., Ilavarasan, P. V., & Budhwar, P. (2024). Pay-for-performance, procedural justice, OCB and job performance: A sequential mediation model. Personnel Review, 53(1), 136–154. https://doi.org/10.1108/PR-11-2021-0782
Indra, M. Y. (2022). Analisis tambahan penghasilan pegawai, lingkungan kerja dan motivasi kerja terhadap kinerja pegawai dengan kepuasan kerja sebagai pemediasi. Journal of Business and Economics (JBE) UPI YPTK, 7(3), 266–278. https://doi.org/10.35134/jbeupiyptk.v7i3.174
Keltu, T. T. (2024). The effect of human resource development practice on employee performance with the mediating role of job satisfaction among Mizan Tepi University’s academic staff in Southwestern Ethiopia. Heliyon, 10(8), Article e29821. https://doi.org/10.1016/j.heliyon.2024.e29821
Kementerian Dalam Negeri. (2024). Keputusan Menteri Dalam Negeri Nomor 900.1.3.2-1287 Tahun 2024 tentang Tata Cara Persetujuan Menteri Dalam Negeri terhadap Pemberian Tambahan Penghasilan Pegawai Aparatur Sipil Negara di Pemerintah Daerah.
Kementerian Pendayagunaan Aparatur Negara dan Reformasi Birokrasi. (2022). Peraturan Menteri Pendayagunaan Aparatur Negara dan Reformasi Birokrasi Nomor 6 Tahun 2022 tentang Pengelolaan Kinerja Pegawai Aparatur Sipil Negara.
Luthans, F. (2005). Organizational behavior (10th ed.). McGraw-Hill.
Memon, A. H., Khahro, S. H., Memon, N. A., Memon, Z. A., & Mustafa, A. (2023). Relationship between job satisfaction and employee performance in the construction industry of Pakistan. Sustainability, 15(11), Article 8699. https://doi.org/10.3390/su15118699
Organisation for Economic Co-operation and Development. (2021). Public employment and management 2021. OECD Publishing. https://doi.org/10.1787/938f0d65-en
Pemerintah Republik Indonesia. (2019). Peraturan Pemerintah Republik Indonesia Nomor 30 Tahun 2019 tentang Penilaian Kinerja Pegawai Negeri Sipil.
Petrovsky, N., Xin, G., & Yu, J. (2023). Job satisfaction and citizen satisfaction with street-level bureaucrats: Is there a satisfaction mirror? Journal of Public Administration Research and Theory, 33(2), 279–295. https://doi.org/10.1093/jopart/muac022
SmartPLS. (2024). SmartPLS 4.
U.S. Office of Personnel Management. (2023). 2023 Office of Personnel Management’s (OPM) Federal Employee Viewpoint Survey.
Zayed, N. M., Rashid, M. M., Darwish, S., Faisal-E-Alam, M., Nitsenko, V., & Islam, K. A. (2022). The power of compensation system (CS) on employee satisfaction (ES): The mediating role of employee motivation (EM). Economies, 10(11), Article 290. https://doi.org/10.3390/economies10110290