Proceedings Bali, 7 October 2019
A QUANTITAVE PRESPECTIVE OF DIVERS PERCEPTION AS INPUT
FOR MANAGING TULAMBEN DIVING TOURISM DESTINATIONS
IN BALI INDONESIA
I Wayan Wardita1.
Komalawati2* Department of Management Universitas Dhyana Pura komalawati@undhirabali.
ABSTRACT
Loyalty can be used as a means to lure and retain employees in an organization or The purpose of this study was to determine the effect of compensation and empowerment on employee loyalty through job satisfaction at Bali Palms Resort Hotel Candidasa Bali.
The data analysis technique used is path analysis and Sobel analysis.
The number of samples used was 93 employees, using the population method.
The results of the H1 study show a value of 0.
00 this value is smaller than 0.
05, this means that compensation for job satisfaction influences directly.
The results of the H2 study show a value of 0.
00 this value is smaller than 0.
05, which means that empowerment of job satisfaction has a direct and significant effect.
The results of the H3 study indicate a value of 0.
00 this value is smaller than 0.
05, this means that compensation for employee loyalty has a direct and significant effect.
The results of the H4 study indicate a value of 0.
00 of this value is smaller than 0.
05, this means that empowerment towards to has a direct and significant effect.
The results of the H5 study show a value 06 this value is smaller than 0.
05, this means there is no direct and significant influence between job satisfaction on employee loyalty through job satisfaction.
The results of the H6 study indicate that the value of 1.
752 is smaller than 1.
98, this means there is no direct and significant influence between compensation for employee loyalty.
The results of the H7 study show that the value of 1,720 is smaller than 1.
98, this means there is no direct and significant influence between empowerment on employee loyalty through job satisfaction.
Keywords: Compensation.
Empowerment.
Job Satisfaction.
Employee Loyalty INTRODUCTION Each company needs resources to achieve its objectives.
Human resources are the most valuable and most important asset of an organization, because the success of the organization is determined by men .
Human resources in a company must have competence and high performance in order to carry out its management functions.
Loyalty can be used as a means to lure and retain employees in an organization or In fact, to improve job loyalty to employees is not an easy thing because many factors can affect the high level of loyalty in an employee's self.
Among the factors that affect the loyalty of these employees include the influence of compensation, empowerment and work satisfaction of each employee.
The loyalty of every employee is required to reduce the rate of labor turnover and suppress the costs incurred to recruit new employees.
Timeshare concept is the Palms Resort Candidasa HotelAos concept, is located on the coast of Candidasa that is famous for its panoramic aspecialy views of Sunrise in the day and Sunset in the afternoon, moreover visitors can see some of boats.
Hotel Bali Palms Resort Candidasa Bali consists of 93 employees, loyalty of employees at Hotel Bali Palms Resort Candidasa Bali can be seen from obedience to the hotel rules, responsibility to the company/organization, willingness to cooperate, sense of owning, inter-personal relationships, pleasure to work.
The loyalty of employees at Bali Palms Resort Candidasa can be seen from review data from TripAdvisor, as shown in Figure 1.
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Proceedings Bali, 7 October 2019 Figure 1.
Rating Reviews on Trip Advisor Table 1.
Review Trip Advisor Data No.
Name Rozivh Elisabeth Dragonfly602015 Lemish Pengilld Review Thye staff were really helpful.
The reception staff were so very kind, and quickly settled us in a upgraded appartement.
Every one of the resort staffare fantastic.
The staff could not be more attentive and good mannered, as we were there over Christmast it was great credit to all.
All staff were were helpful an attentive.
Figure 1 shows that the rating given by the visitors of Hotel Bali Palms Resort Candidasa Dominant is Excellent and Good.
And from Table 1 shows that the service provided by the hotel staff is very good.
Job satisfaction is one of the things that can affect employee loyalty.
At Hotel Bali Palms Resort Candidasa Bali, the work satisfaction of its employees in this case can be seen from a good working atmosphere.
And good teamwork in addressing the problem.
To keep the work satisfaction Hotel Bali Palms Resort Candidasa Bali gives appropriate compensation, timely and employee empowerment are important.
Compensation provided.
Empowerment is a broader granting of authority and responsibility and opportunities to employees to develop their potential to better carry out their work.
The empowerment of Hotel Bali Palms Resort Candidasa is the granting of authority and responsibility to the employees in working according to the SOP that has been set.
The problems statements in this research are as follows:
Is there a direct influence on compensation for work satisfaction at Hotel Bali Palms Resort Candidasa Bali? .
Is there an immediate influence on the empowerment of work satisfaction at Hotel Hotel Bali Palms Resort Candidasa Bali? .
Is there a direct influence on employee loyalty at Hotel Hotel Bali Palms Resort Candidasa Bali? And is there a direct influence on the compensation of employee loyalty through the satisfaction of the Hotel Hotel Bali Palms Resort Candidasa Bali? .
Is there a direct influence on the empowerment of employee loyalty at Hotel Hotel Bali Palms Resort Candidasa Bali? And is there any direct empowerment influence on employee loyalty through work satisfaction at Hotel Hotel Bali Palms Resort Candidasa Bali? .
Is there a direct influence of job satisfaction on employee loyalty at Hotel Hotel Bali Palms Resort Candidasa Bali? Research objectives The objectives to be achieved in this research include:
To find out if there is an influence directly compensation for work satisfaction at Hotel Hotel Bali Palms Resort Candidasa Bali ISBN: 978-602-53420-4-2
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Proceedings Bali, 7 October 2019 .
To find out if there is a direct influence on the empowerment of work satisfaction at Hotel Hotel Bali Palms Resort Candidasa Bali .
To find out if there is a direct influence on employee loyalty at Hotel Hotel Bali Palms Resort Candidasa Bali.
And to find out if there is a direct influence on employee loyalty through job satisfaction at Hotel Hotel Bali Palms Resort Candidasa Bali .
To find out if there is direct influence on employee loyalty at Hotel Hotel Bali Palms Resort Candidasa Bali.
And to find out if there is a direct influence on employee loyalty through work satisfaction at Hotel Hotel Bali Palms Resort Candidasa Bali .
To find out if there is any direct employment satisfaction to employee loyalty at Hotel Hotel Bali Palms Resort Candidasa Bali LITERATURE REVIEW To make it easier to understand the idea of research, authors give a picture of research presented through the framework as shown in Figure 2.
Figure 2.
Conceptual framework Research Compensation (X.
Satisfacti Work (Y.
Employee (Y.
Empowerment (X.
Each company needs resources to achieve its objectives.
Human resources are the most valuable and most important asset of an organization, as the success of the organization is determined by its human resources .
Among the factors that affect the loyalty of these employees include the influence of compensation, empowerment and work satisfaction of each employee.
The loyalty of every employee is indispensable to reduce the rate of labor turnover and suppress the costs incurred to recruit new Definition of Loyalty Loyalty is reflected by the willingness of employees to keep and defend the organization inside and outside the work of the irresponsible people .
It is also argued that loyalty is an attitude arising as a result of desire to be faithful and devoted to the work, group, superiors, and on the place that cause a person to cause employees to sacrifice to satisfy other parties or communities .
Employee loyalty can be said to have loyalty to his organization, so employees feel the awareness of their obligations and use the facilities provided and the resources they have for the advancement of the ISBN: 978-602-53420-4-2
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Proceedings Bali, 7 October 2019 Definition Job Satisfaction Job satisfaction can be reviewed from two sides, from the employee side, job satisfaction will bring out the pleasant feeling of work, while from the company side, job satisfaction will increase productivity, improvement of attitudes and behavior of employees in providing excellent service .
Job satisfaction is the attitude or feeling of employees to the fun or unpleasant aspects of the work in accordance with the assessment of each worker.
Job satisfaction is a set of employee feelings about the fun or absence of their work .
Definition of compensation Compensation is received by employees either in the form of money or not money in return for the employee's efforts to the organization .
Compensation is also defined as a counter-achievement of the use of manpower or services that have been provided by the workforce .
Compensation is the number of packages offered by the Organization to workers in exchange for their work of use.
The total compensation of all prizes is awarded to employees in exchange for the service .
Compensation is often also called an award and can be defined as any form of appreciation given to employees in response to the contribution they provide to the organization .
Compensation is all income in the form of money, direct or indirect goods received by the employee in return or service provided to the company .
Definition of Empowerment Empowerment is sharing of power and authority with suborninates to increase their confidence and effectiveness .
Empowerment also gives employees the responsibility and authority to make decisions about all aspects of product development or customer service .
Empowering is granting permission to employees to make decisions to compile timely workloads .
Empowerment is required of employee involvement in decision making so that employees are more innovating in doing their job and able to make decisions Employee empowerment is an employee technique that engages in their work thinking the inclusion process .
Empowerment encourages workers to become innovators and managers of their own work, and it makes it difficult for them in their work in a way that gives them more control and autonomous decision-making skills.
this study using two variables indipendent X1 compensation.
X2 empowerment.
Y1 job satisfaction, and Y2 loyalty, here the following variables as well as each variable in the indicators and indicators captions.
Table 2.
Variables and Indicators Variabel Compensation Code X1.
Indicators Wages and Variable Indicator Captions The employee receives wages and salary on time.
Simmamora X1.
Incentives X1.
Allowances X1.
Facilities Empowerment X2.
Meaning Kahn (Arifin, et,al 2.
X2.
Competence X2.
Selfdetermination Employees receive appropriate Employee give allowences such as Employees can get decent Employee has a sense of purpose or a personal relationship about his work.
Employees have the skills and abilities necessary to do their job Employees have a sense of freedom about how individuals do their work within the company.
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Proceedings Bali, 7 October 2019 Job Satisfaction X2.
Impact X2.
Communication Y1.
Loyalty Y1.
Ability Y1.
Honesty Y1.
Creativity Y1.
Leadership Y1.
Salary Level Y1.
Indirect Y1.
Working Obey the Rules Responsibilities to the company/ Willingness to Sense of having Hasibuan (Putra, 2.
Loyaly Siswanto (Soegandhi et,al.
Y2.
Y2.
Y2.
Y2.
Y2.
Y2.
Inter-personal Passion for work Employees believe in being able to influence the organizational system in the workplace.
Employees are free to express their opinions The willingness of employees to safeguard and defend the organization in and out of the work of irresponsible people.
Employees are able to work both based on quality and quantity values that can result from their job descriptions.
Employees are honest in carrying out their duties, fulfilling covenants both for themselves and against others.
Employees are able to develop their creativity to finish their work, so they will be able to work better.
Employees have the ability to lead, have a strong, respected, authoritative, and can motivate others to work effectively.
The number of salaries that the company offers to employees according to what the employee provides to the company Employees feel indirect compensation such as raising the spirit and employee productivity Employees feel a healthy and good work environment.
Employees obey the rules.
Employees are responsible for the work given.
Employees are able to cooperate in team Employees have a sense of owning against the company.
Employees can socialize The employee enjoyed his work and worked happily.
(Enjo.
Research Hypotheses H1: There is suspected direct influence between compensation to work satisfaction at Hotel Bali Palms Resort Candidasa Bali.
H2: There is suspected direct influence between empowering to work satisfaction at Hotel Bali Palms Resort Candidasa Bali.
H3: There is suspected direct influence between compensation to employee loyalty at Hotel Bali Palms Resort Candidasa Bali.
And there is suspected influence directly between compensation towards employee loyalty through job satisfaction at Hotel Hotel Bali Palms Resort Candidasa Bali.
H4: Alleged influence directly between empowerment of employee loyalty at Hotel
Bali Palms Resort Candidasa Bali and, suspected of direct influence between ISBN: 978-602-53420-4-2
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Proceedings Bali, 7 October 2019 empowerment of employee loyalty through work satisfaction in Hotel Hotel Bali Palms Resort Candidasa Bali.
H5: There is suspected immediate influence between job satisfaction on employee loyalty Hotel Bali Palms Resort Candidasa Bali.
METHODS
Data Collection Techniques Questionnaire: questionaiers as a data collection tool in the non-test assessment, in the form of a series submitted to the respondent .
tudents, parents or Interview: Interview technique, is a meeting of two people to exchange information and ideas through the question and answer, so that it can be contracted to the meaning of a particular topic .
Documentation.
The document is an event record that has elapsed .
Documents can be in the form of writings, drawings, or monumental works of a Documents are written in the form of a diary.
History of Life (Life Historie.
, stories, biographies, rules, policies.
Documents that form images such as photographs, live images, sketches and others.
Documents are shaped like artwork, which can be pictures, sculptures, films and others.
Document studies complement observation and interview methods in qualitative research.
Sample Determination Method Number of employees at Hotel Bali Palms Resort Candidasa Bali as many as 93 employees, so the population samples are used.
FINDINGS AND DISCUSSIONS
Descriptive Research Results From the class interval value, the criteria are obtained with the following categories of assessments .
00 Ae 1.
80 = very good 81 Ae 2.
60 = Not good 61 Ae 3.
40 = good enough 41 Ae 4.
20 = good 21 Ae 5.
00 = very good Compensation Variable The following will be given an overview of the variable descriptions of the compensation variable in accordance with the respondent's opinion as seen in table 3.
Table 3.
Descriptive Research Results Based on Variables Variable Compensation Statement The employee receives wages and salary on time.
Employees receive appropriate Employees receive insurance benefits.
Employees can get decent facilities.
STS
Average STS Average Description of Empowerment Variables Statement An employee has a sense of purpose or a personal relationship about his work.
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Proceedings Bali, 7 October 2019 Employees have the skills and abilities necessary to do their job well.
Employees have a sense of freedom about how individuals do their work within the company.
Employee has their way how to work
Average Average Employees believe to be able to influence the organizational system in the workplace Employees are free to express their Description of Work Satisfaction Variables Statement
STS
The willingness of employees to safeguard and defend the organization in and out of the work of irresponsible people.
Employees are able to work both based on quality and quantity values that can result from their job Employees are honest in carrying out their duties, fulfilling covenants both for themselves and against others.
Employees are able to develop their creativity to finish their work, so they will be able to work better.
Employees have the ability to lead, have a strong, respected, authoritative, and can motivate others to work effectively.
The number of salaries that the company offers to employees according to what the employee gives to the company.
Employees feel indirect compensation such as raising the spirit and employee productivity awards.
Employees feel a healthy and good work environment.
Description of Work Loyalty Variables Statement Employees obey the rules.
Employees are responsible for the work given.
Employees are able to cooperate in Employees have a sense of owning against the company Employees can socialize The employee enjoyed his work and worked happily.
(Enjo.
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STS
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Proceedings Bali, 7 October 2019 Path Analysis Results Table 4.
Coefficients Structure I Coefficientsa Unstandardized Standardized Coefficients Coefficients Model Std.
Error Beta (Constan.
Compensation .
Empowerment 1.
Sig.
Collinearity Statistics Tolerance VIF Dependent variables: Job satisfaction Equation of Structure I = 1X1 2X2 e1 = 0.
369 X1 1.
274 X2 A 1
A1 .
= Oo1 Oe ycI2 = Oo1 Oe 0,771 = 0,479 Thus Model I line diagram depicted in Figure 3 is obtained.
Figure 3.
Model Line Diagram I A1 = 0.
Compensatio n (X.
Job satisfaction (Y.
Empowerment (X.
Table 5.
Table Coefficients Structure II Coefficientsa Unstandardized Standardized Coefficients Coefficients Sig.
Collinearity Statistics Model Std.
Error Beta Tolerance VIF (Constan.
Compensation .
Empowerment .
Job satisfaction .
Dependent variables: Employee loyalty Equation of Structure 2 = 1X1 2X2 3Y1 e2 = 0.
495 X1 0.
311 X2 0.
121 Y1 A 2
= Oo1 Oe ycI2 = Oo1 Oe 0,666 = 0,578 Thus Model II line diagram depicted in Figure 4 is obtained.
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Proceedings Bali, 7 October 2019 Figure 4.
Model II Line Diagram a1 = 0.
a2 = 0,578 Satisfaction Work (X.
Employee (Y.
Compensation (X.
Empowerme (X.
Based on the results of the analysis A1 and A2 it can be calculated coefficient of total determination as follows:
RAm = 1 Ae (A.
2 (A.
2 = 1 Ae .
2 = 1 Ae .
= 0.
The total determination value of 0847 has the meaning that the 84.
7 percent of employee loyalty variables are influenced by compensation, empowerment and job satisfaction, while the remainder of 15.
3 percent is explained by other factors not included into a model or research.
Sobel Test Results To test a variable mediator mediate the relationship between variables tied to a free variable can be done with the technique of Sobel analysis using an online calculator.
Sobel Test effect of compensation (X.
through job satisfaction (Y.
on employee loyalty (Y.
earned result z = 1,752.
It is known that Z counts < 1.
98 Then there is no significant influence between compensation through job satisfaction on employee loyalty.
Empowerment (X.
through job satisfaction (Y.
towards employee loyalty (Y.
earned results z = 1.
Note that it is known that Z counts < 1.
98 Then there is no significant influence between empowerment through job satisfaction on employee loyalty.
CONCLUSION
Based on the results of analysis and discussion, several conclusions can be taken:
There is a direct and significant influence between compensation to job satisfaction.
The results of the study on table Coefficients showed that the significance value of 000 This value is smaller than 0.
05, then the conclusion is H0 rejected and H1 .
Based on the results of analysis and discussion, the conclusion is expressed:There is a direct and significant influence between empowerment of job satisfaction.
The ISBN: 978-602-53420-4-2
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Proceedings Bali, 7 October 2019 results of the study on table Coefficients showed that the significance value of 0.
This value is smaller than 0.
05, then the conclusion is H0 rejected and H2 received.
There is a direct and significant influence between the compensation of employee The results of the study on table Coefficients showed that the significance value of 0.
000 This value is smaller than 0.
05, then the conclusion is H0 rejected and H3 is acceptable.
And there is no direct and significant influence between compensation towards employee loyalty through job satisfaction.
Results of research on Sobel test showed that Bilai significance Z count 1,752 < 1.
98 and direct influence compensation against employee loyalty greater than indirect influence, then the conclusion H0 received and H6 rejected.
There is a direct and significant influence between the empowerment of employee The results of the study on table Coefficients showed that the significance value of 0.
000 This value is smaller than 0.
05, then the conclusion is H0 rejected and H4 accepted.
And there is no direct and significant influence between empowerment towards employee loyalty through job satisfaction.
Results of research on Sobel test showed that Bilai significance Z count 1,720 < 1.
98 and Direct influence empowerment of employee loyalty greater than indirect influence, then the conclusion is H0 accepted and H7 rejected.
There is no direct and significant influence between the job satisfaction of employee The results of the study on table Coefficients showed that the significance value of 0.
060 this value is greater than 0.
05, then the conclusion is H0 received and H5 rejected.
Based on the results of analysis and discussion, the suggestions are:
Based on the results of the compensation variable study, obtained the lowest rating on the "employees are getting decent facilities" indicator.
With a value of 4.
From this, the management of the hotel is expected to provide adequate facilities for employees such as canteen or catering facility to improve the comfort of working Based on the results of the empowerment research, obtained the lowest rating on the indicator "employees are free to convey their opinions".
Therefore, the hotel management is expected to give employees the opportunity to be more open in presenting their opinions or holding meetings and inviting representatives of each department to make meeting decisions acceptable to everyone.
Based on the research results of the work satisfaction variable, obtained the lowest rating on the indicator "employees are able to work both based on quality value and quantity that can result from the job description".
Therefore, the hotel management is expected to create an optimal division of tasks for employees so that they can improve their performance for the company.
Based on the results of the employee variable study, obtained the lowest rating on the "Employees can socialize" indicator.
Therefore, the hotel management is expected to add an activity that can strengthen the sense of socialization between employees or to conduct outhing activities more than once during the year and joint activities (Gatherin.
to improve Togetherness.
REFERENCES