DOI: 10.36347/sjebm.2018.v05i04.006

Pages: 319-325

This research was conducted at PT. Winn Apliance aims to analyze the effects of partial compensation and partial motivation on employee performance, as well as the direct influence of compensation and motivation on employee performance. In addition, this study also analyzes the indirect effect of compensation and motivation on employee performance and analyzing commitment as an intermediate variable in relation to the influence of compensation and motivation on employee performance. The research method used is the Blue Assumption test. The sampling technique used is by taking a purposive sampling, the sampling technique used in the population as the key for sampling. The program 17 will be programmed. The hypothesis in this study is influenced by the value of the corresponding variable coefficients after testing. Based on the result of test data, the result obtained: (1) 0.046 < 0.05 Compensation to Employee Performance. (2) 0.022 < 0.05 Compensation to Commitment. (3) 0.047 < 0.05 Motivation to Employee Performance. (4) 0.043 < 0.05 Motivation against Commitment. (5) 0.048 < 0.05 Commitment to Employee Performance. (6) Analysis of the effect of Compensation through Commitment on Employee Performance: 0.092 < 0.19. (7) Analysis of the effect of Motivation through Commitment on Employee Performance: 0.071 < 0.098. From Influence Compensation, there Influence Motivation and There Influence Organizational Commitment to Employee Performance. Commitment as intervening variable gives indirect influence on Compensation and Motivation.