EFFECT OF REWARD EXTRINSIC AND PERSON JOB FIT ON PERFORMANCE EMPLOYEES (STUDY ON MINING COMPANY)

Authors

  • Devia Lorensa Mulawarman University, Indonesia
  • Asriani Asriani Mulawarman University, Indonesia
  • Teddy Andrianto Mulawarman University, Indonesia

DOI:

https://doi.org/10.29040/ijebar.v4i01.953

Abstract

This study aims to analyze the effect of extrinsic rewards and person job fit on the performance of mining company employees. The population that is used in research this is of entire departments that exist in the Company mines with the number of samples as much as 10 0 people. Research carried out by using the approach quantitative. Data of the respondents is processed using a technique analysis of regression linear multiple. Based on data collected using the study of literature, interviews, and questionnaires show that reward extrinsic not affect significantly on the performance of employees at the company's mine for the reward Intrinsic may need to consider their reward instrinsik the form of non- financial. While person job fit has a significant effect because the company has implemented the system, one of which is to improve performance and reduce employee turnover intention.

References

Gohari , Payam; Ahmadloo , Akram ; Boroujeni , Majid Bakhtiari; Hosseinipour , Seyed Jafar . 2013. "The Relationship Between Rewards and Employee Performance". Institute of Interdisciplinary Business Research, Vol.5.No.3.

Edirisooriya , Waruni Ayesha. 2014. "Impact of Rewards on Employe Performance: With Special Reference to ElectriCo ". ICME, Proceedings of the 3rd International Conference on Management and Finance, University of Ruhuna, Sri Lanka.

Rizky Ramadhan Syahril ; Nurbiyati Point . " The Effect of Extrinsic and Intrinsic Reward on Performance with Job Satisfaction as Intervening Variables ". Management of the Faculty of Economics UII, Yogyakarta. Vol.3. Number 1.

Cahyono , EB2015. Influence of the Environment Work To Performance Employees In Industry Small Craft Batik Sido Mukti Village Sido Mukti District of Plaosan Regency Magetan . Journal of Economics and Education. Vol 3, No. (2), Ikip PGRI Madiun Economic Education .

Robbins, Stephen P. 2003. Organizational Behavior , Volume 2, PT. Gramedia Group Index , Jakarta.

DM Cable, DeRue DS. 2002. The convergent and discriminant validity of subjective fit perceptions. J. Appl. Psychol. , Vol.87 No.5: 875-884.

June, Sethela & Rosli Mahmood. 2011. The Relationship Between Person-Job Fit and Job Performance: A Study Among the Employees of the Service Sector Smes in Malaysia. International Journal of Business, Humanities and Technology, Vol.1 No.2.

Nugroho, Bambang (2006), Reward and Punish- ment , Bulletin of Cipta Karya , Ministry of Public Works .

Koencoro Galih Dwi , Mochammad AL Musadieq , and Heru Susilo (2014), " Effects of Reward and Punishment Against Performance ", Thesis S1 Universitas Brawijaya . Hal, 1.

Allen, RS, & Kilmann, RH (2001), "The Role of the Reward System for a Total Quality Management Based Strategy", Journal of Organizational Change Management , 14 (2), 110-127.

Aisyah , Mimin Nur (2006), " Strategy and Performance in the Compensation System " , Journal of Indonesian Accounting Education , Vol.5, No.2.

Byars and Rue (2000), Human Resource Management : A Practical Approach , New York: Harcourt Brace

Edirisooriya , Waruni Ayesha (2014) , " Impact of Rewards on Employee Performance: With Special Reference to ElectriCo " , ICME , Proceedings of the 3rd International Conference on Management and Econom-ics , Faculty of Management and Finance, University of Ruhuna, Sri Lanka , Page 13

Mathis, Robert L and Jhon H. Jackson. (2011). Management Resources Power Man . Book II, Translator : Jimmy Sadeli and Bayu Prawira Hie, Jakarta: Salemba Empat .

Hariandja Mariot Old Efendi (2009), Management Resources Power Man ( Acquisition , Development , Pengkompensasian and Increased Productivity Employees ), Jakarta: Grasindo .

Hasibuan , Malayu S. P (2011). Management Resources Power Man , Jakarta: PT. Earth Literacy .

June, S., & Mahmood, R. (2011). The relationship between role ambiguity, competency and person-job fit with the job performance of employees in the service sector of SMEs in Malaysia. Business Management Dynamics , 1 (2), 79.

Mangkunegara , AA. Anwar Prabu, (2010). HR Performance Evaluation , Second Printing , Bandung: PT Refika Aditama .

Robbins, Stephen P., 2006. Organizational Behavior , PT Index , Gramedia Group , Jakarta.

Subramaniam, A., & Jasmin, NNH (2017) Competencies, Organizational Citizenship Behavior, Person-Job Fit and Job Performance: Evidence from the Narcotics Control Bureau.

Sumadi., Santoso, Ivan Rahmat. 2022. How Do Work Motivation, Rewards, and Punishments Impact Employee Performance? An Approach in Islamic Economics. Ikonomika: Jurnal Ekonomi dan Bisnis Islam. Vol 7, No 2. Page 193-208

Downloads

Published

2020-03-26

How to Cite

Lorensa, D., Asriani, A., & Andrianto, T. (2020). EFFECT OF REWARD EXTRINSIC AND PERSON JOB FIT ON PERFORMANCE EMPLOYEES (STUDY ON MINING COMPANY). International Journal of Economics, Business and Accounting Research (IJEBAR), 4(01). https://doi.org/10.29040/ijebar.v4i01.953

Issue

Vol. 4 No. 01 (2020): IJEBAR, VOL. 04 ISSUE 01, MARCH 2020

Section

Articles

Citation Check

License

Authors who publish with IJEBAR agree to the following terms: Authors retain copyright and grant the IJEBAR right of first publication with the work simultaneously licensed under a Creative Commons Attribution License (CC BY-SA 4.0) that allows others to share (copy and redistribute the material in any medium or format) and adapt (remix, transform, and build upon the material) the work for any purpose, even commercially with an acknowledgement of the work's authorship and initial publication in IJEBAR. Authors are able to enter into separate, additional contractual arrangements for the non-exclusive distribution of the journal's published version of the work (e.g., post it to an institutional repository or publish it in a book), with an acknowledgement of its initial publication in IJEBAR. Authors are permitted and encouraged to post their work online (e.g., in institutional repositories or on their website) prior to and during the submission process, as it can lead to productive exchanges, as well as earlier and greater citation of published work (See The Effect of Open Access).