Available online at JIME website: https://journal.
id/index.
php/jime/ Training.
Motivation.
Job Satisfaction.
And Employee Performance of CV Sido Agung Fifi Andrea*1 .
Arif Murti Rozamuri 2 Universitas Pertamina.
Jakarta.
Indonesia Received: 21th December 2022.
Revised: 17th November 2023.
Accepted: 04th Desember 2023 Available online: 28th December 2023.
Published regularly: December 2023 Abstract This planning/research is about the effect of training, motivation, and job satisfaction on employee performance with the aim of knowing the effect of training, motivation, and job satisfaction on employee The method used is quantitative.
The research sample taken is the employee of CV Sido Agung.
Data collection techniques using a questionnaire.
The analysis used is descriptive analysis.
The testing technique includes validity test, reliability test, classical assumption test in the form of normality test, hypothesis test in the form of t test, f test, and coefficient of determination test, multiple linear regression test.
The results showed that : .
There was no influence between training on employee performance, .
There was no positive and significant effect between motivation on employee performance, .
There was no positive and significant effect between job satisfaction on employee performance, .
There is an influence between training, motivation, and job satisfaction on employee performance.
Keywords: Training.
Motivation.
Job Satisfcation.
Performance *) Corresponding Author Email: Fifiandrea1@gmail.
com (Fifi Andre.
Jurnal Ilmu Manajemen dan Ekonomika.
Vol.
No.
1 Desember 2023: 39-52 Abstrak Perencanaan/penelitian ini tentang Pengaruh Pelatihan.
Motivasi, dan Kepuasan Kerja terhadap Kinerja Karyawan dengan tujuan untuk mengetahu pengaruh pelatihan, motivasi, dan kepuasan kerja terhadap kinerja karyawan.
Metode yang dipergunakan adalah kuantitatif.
Sample penelitian yang diambil adalah karyawan CV Sido Agung.
Teknik pengumpulan data menggunakan kuesioner.
Analisis yang digunakan adalah analisis deskriptif.
Teknik pengujian meliputi uji validitas, uji reliabilitas, uji asumsi klasik berupa uji normalitas, uji hipotesis berupa uji t, uji f, dan uji koefisien determinasi, uji regresi linear berganda.
Hasil penelitian menunjukkan bahwa: .
Tidak terdapat pengaruh antara pelatihan terhadap kinerja karyawan, .
Tidak terdapat pengaruh yang positif dan signifikan antara motivasi terhadap kinerja karyawan, .
Tidak terdapat pengaruh yang positif dan signifikan antara kepuasan kerja terhadap kinerja karyawan, .
Terdapat pengaruh antara pelatihan, motivasi, dan kepuasan kerja terhadap kinerja karyawan.
Kata Kunci: Pelatiham.
Motivasi.
Kepuasan Kerja.
Kinerja INTRODUCTION electronic trading and furniture with various types In the era of globalization, many companies of household furniture such as cots, cabinets, dining make strategic plans to make a company realize the best things in running its business, therefore running refrigerators, and washing machines established in a business requires human resources who are time 2018 and located in Pakutan.
Pekuncen.
Kroya disciplined, fast in doing a job, and consistent with District.
Cilacap Regency.
Central Java.
CV Sido the vision and mission applied in the company, so Agung has a desire to have competitive human that the goals and targets expected by the company resources, realize planned sales targets, and wants can be achieved.
To realize this success requires employees to feel satisfied having worked in the employees who are disciplined, future-oriented, consistent, and quality.
CV Sido Agung is a company engaged in CV Sido Agung Kroya Sales Data Figure 1.
Sales Data Processing Results of CV Sido Agung TVs.
Andrea.
, & Rozamuri.
Training.
Motivation.
Job .
To realize this desire.
CV Sido Agung lack of maximum.
Not only that, this is also caused ISSN: 2084-309(Prin.
by training that is not on target, so employees still lack the ability to sell products.
In addition, it is also motivation and in order to increase employee job caused by low employee motivation to work and CV Sido Agung has provided several employees feel dissatisfied with their work.
From trainings to improve employee performance so as some of the explanations above, it can be concluded not to experience difficulties and can achieve sales that this makes the company lose, because This is evidenced by the results of employees in the company do not contribute processing sales data and sales reality.
The sales properly or do not function properly.
realization and sales target of CV Sido Agung are This made researchers conduct a pre-survey on as follows:
several employees, and there were only a few From the data in Figure 1, it proves that there has respondents who participated in the pre-survey, been an increase regarding the non-fulfillment of namely 13 employees on CV Sido Agung to find out sales targets every year in CV Sido Agung.
Based the training conditions from an employee point of on the results of a researcher interview conducted The following are the results of the pre-survey with the Head of Marketing, it was found that this that has been carried out: From the results of the could be because there were several jobs done by Table 1, it can be concluded that training is low.
employees that had an impact on target mismatch or Table 1.
Results of Pre-survey Data Processing Regarding Training Dimensions A .
SA .
Total Ideal Score Score SD .
D .
Percentage Instructor Participant Material Objective Total SD: Strongly Disagree.
D: Disagree.
A: Agree.
SA: Strongly Agree F: Frequency.
N: Frequancy x Score.
Total Respondent: 13 employees Ideal Score: Highest Score x Total Respondent Jurnal Ilmu Manajemen dan Ekonomika.
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1 Desember 2023: 39-52 Table 2.
Results of Pre-survey Questionnaire Data on motivation Dimensio SD .
D .
A .
SA .
Total Ideal Score Score Percentage Intrinsik Ektrinsik Total SD: Strongly Disagree.
D: Disagree.
A: Agree.
SA: Strongly Agree F: Frequency.
N: Frequency x Score.
Total Respondent: 13 employees Ideal Score: Highest Score x Total Respondent This is evidenced by the amount obtained, that is done not in accordance with ability by 65% which is 122 of the ideal amounts or obtained a of the ideal score.
While ek work motivation percentage of 59%.
And the lowest score is found explains that employees can complete work in the material dimension which means that most according to the company's target of 73% of the employees still feel that the training material that ideal score.
While the total number of statement has been carried out does not meet the needs of scores is 72 or 69% of the ideal score of 104.
This employees so that employees are unable to proves that from some employees feeling no support their work, so it has the lowest average motivation, the motivation data is still low.
with a percentage of 50% and employees are still Terry Mitchel .
states motivation is the unable to complete the work on target after desire to achieve a goal in a psychological attending training with an average produced of A good motivation for employees can be done by conducting a training, so that this will Mangkunegara .
, said training is a techniques, where non-administrative employees gain knowledge from training programs to achieve a goal.
increasing knowledge and skills to improve the performance of these employees.
Employee satisfaction can be useful for establishing harmonious relationships between Below are also the results of the pre-survey employees towards the company or colleagues.
that has been conducted:According to Table 2.
This is evidenced by the results of a pre-survey can be known the results of the pre-survey conducted for several employees with a total of 13 respondents and produced the following concluded that intrinsic work motivation is work provide positive values to employees such as Andrea.
, & Rozamuri.
Training.
Motivation.
Job .
ISSN: 2084-309(Prin.
Table 3.
Pre-survey Results on CV Sido Agung Employees Dimensions SD .
D .
A .
SA .
Total Score Ideal Score Percentage Work Salary Promotion Supervision Co worker Total SD: Strongly Disagree.
D: Disagree.
A: Agree.
SA: Strongly Agree F: Frequency.
N: Frequency x Score.
Total Respondent: 13 employees Ideal Score: Highest Score x Total Respondent Source: Data Process 2022 Based on the results of the data processing on of kinship between employees.
Point Rosita Table 3, it proves that the efforts made have not .
states that job satisfaction can be achieved positive satisfaction or many employees interpreted as the perspective and attitude shown have not been satisfied.
This can be seen based on by employees towards the work given.
the results obtained only 153 of the ideal score Based on existing phenomena and pre-surveys, which should amount to 260 or 59%.
The majority the aim of this research is to analyze the influence of employees are dissatisfied with the team formed of training, motivation and job satisfaction on based on the rules of their superiors to cooperate employee performance of CV Sido Mukti.
in achieving goals.
Therefore, the results obtained are the lowest results based on the dimensions of THEORETICAL
colleagues above where a percentage of 38% is HYPOTHESIS DEVELOPMENT
Coworkers chosen by superiors are Training considered to have not met employee job
AND
Dessler .
states that training is a process that teaches new employees and old employees.
Satisfaction with colleagues can be interpreted FRAMEWORK environment, such as the similarity between employees in taking attitudes so as to form a sense about basic skills according to their needs to carry out work in order to achieve goals.
There are several objectives of Simamora training .
Improve employee skills with technological advances and improve performance.
Jurnal Ilmu Manajemen dan Ekonomika.
Vol.
No.
1 Desember 2023: 39-52 Time efficiency for new employees to learn the work system in the company.
Help find solutions to problems related to Prepare employee capabilities for the sales Fulfill additional knowledge for employees.
Job Satisfaction Kreitner and Kinicky .
explain that job satisfaction is a person's answer to the recognition of his emotions with many points of view from Job satisfaction looks certain, only different in terms of the mindset and expectations of the Employees are expressed satisfied because they have many perspectives on their work and Motivation Mathias and Jackson .
that motivation is something that comes from a person or in oneself to perform a useful action.
In general, people take someone is said to be dissatisfied also has many other aspects.
Spector .
explains the indicators of job satisfaction as follows:
action because they have a goal to achieve, which Salary: is a representation of income in the means that motivation is the drive within oneself to mutualism relationship of the company with achieve a goal.
employees, both large and small, fair and There are several indicators of motivation or encouragement of Mangkunegara .
, namely:
Hard work: carry out activities with the abilities they have.
Future orientation: predicting what will happen in the future.
Efforts to progress: carry out activities that have a purpose.
Promotion: this promotion is given because with fair and competitive improvement opportunities for all levels of employees, employees feel more appreciated for their hard work so that it can affect employee job Selected colleagues: select colleagues who Supervision / supervision: this is intended for can be collaborated with as a means of employees in the form of providing a sense of achieving goals.
justice and direction given by someone who is High level of ideals: something that is coveted can be achieved through effort and struggle.
Task orientation: leadership to focus on leading work and responsibilities.
Perseverance: the effort to achieve goals without giving up until success mechanisms and units.
Allowance: is an additional salary for employees beyond the basic salary given by the company on certain days usually.
Reward: is something given to someone for Time utilization: employees can do their work achieving goals or appreciation given by the according to their wishes without coercion company if they have done the job properly.
during free time.
appropriate or not in determining job Andrea.
, & Rozamuri.
Training.
Motivation.
Job .
Operational environment is good then employees will feel ISSN: 2084-309(Prin.
Job Performance Mathias .
said performance is an activity that is carried out or not carried out by comfortable to work such as with a clean Employee performance also affects room and has space for each employee.
the number of contributions to the company.
And Co-workers: employees will feel satisfied if the improvement of good performance for they have colleagues who have similarities or frequency so that they can work together to performance for the company.
achieve company goals.
Performance is a good performance, rather Nature of work: mandatory activities carried than a real work result from a predetermined out directly by employees related to work.
With this, performance focuses on Communication:
worker results.
Therefore, companies are based communication with colleagues or others in on human behavior in a company that meets the needs of the standards of behavior that have been set by Dessler .
Mangkunegara .
employee performance is influenced by several indicators, including:
Quality of Work Quality of Work Job Knowledge Creativity Teamwork Hypothesis Development Motivation (M) Job Satisfaction (JS) Training (T) Employee Performance (EP) Figure 2.
Research Framework Jurnal Ilmu Manajemen dan Ekonomika.
Vol.
No.
1 Desember 2023: 39-52 Here is the hypothesis of this study:
addition, all employees have previously attended H1: Training has a positive and significant influence the training held.
on performance.
H2: Motivation has a positive and significant influence on performance.
Validity Test Based on the results of the Validity Test, it H3: Job satisfaction has a positive and significant proves that each question item is declared valid influence on performance.
from the indicators of Training (T).
Motivation (M).
H4: Training.
Motivation, and Job Satisfaction have Job Satisfaction (JS) and Employee Performance a positive and significant influence on performance.
(EP) on CV Sido Agung employees.
The above result is expressed by the value of r calculate each RESEARCH METHOD indicator higher than r table.
Therefore, all This type of research using a quantitative indicators on these variables have met the research approach is the type of approach in this study.
The conclusion in the Validity Test quantitative approach is a method of testing a conducted is that each question item produces a certain theory so that related variables are known, significant value below or less than 0.
05, then in in this case testing the effect of training, motivation, each question item it is declared valid Ghozali and job satisfaction .
ependent variabl.
related to .
employee performance .
ndependent variabl.
Reliability Test RESULT.
DISCUSSION.
AND MANAGERIAL
IMPLICATION
Based on the results of data processing, it can be concluded that all variables in this study are Respondents were employees of CV Sido Agung This is evidenced by the value of as many as 43 respondents and proved that Cronbach Alpha greater than the minimum limit respondents were 58% more male than female .
Therefore, all indicators in this study have This is in accordance with the duties of good reliability.
This means that all of these superiors that men are considered to know more about electricity, furniture, and more male labor is requirements, because each indicator in this study needed as well.
is able to get consistent data.
If the value of The age of respondents in this study aged 18 Cronbach Alpha is less than 0.
7, it means that the years -21 years as much as 7%.
In addition, the age data is not reliable so it is necessary to replace the of respondents > 24 years as many as 63% who are indicator used by Imam Ghozali .
elderly and have a strong workforce to work.
The majority of respondents have worked for > 2 years.
Normality Test which is 49%.
This is due to employee Ghozali .
The normality test aims to test understanding related to reliable products.
whether the confounding variable or residual Andrea.
, & Rozamuri.
Training.
Motivation.
Job .
ISSN: 2084-309(Prin.
variable in the regression model used has a normal resulted in 0.
915 with a value of significance of As is known, the results of the 366 which means that the first hypothesis is Kolmogorov-Smirnov Test on 43 samples prove accepted because it proves that the training variable that the Unstandardized Residual value has an has a significant influence on the performance Asymp value.
Sig.
-taile.
058 is greater than on the motivation variable (M) on Performance This proves that this study is normally (EP) produces 1.
187 with a value of significance of distributed, which proves that regression in this 242 which means the first hypothesis is accepted, study is good.
Based on the results of the normality because it proves the motivation variable affects the test using the Probability Plot, it proves the spread significance of the performance variable, and the of data points in the direction of the diagonal line.
variable Job satisfaction (JS) to Performance (EP) In the picture, it can be proven that in this study it is results in 1.
723 which has a result of its significance normally distributed.
This means that the data in 093 with the conclusion that the first this study have qualified to perform multiple linear hypothesis is accepted, because it proves the regression models.
motivation variable affects significantly to the performance variable.
F Test The F test proves that the value of sig.
019 is Test Coefficient of Determination less than 0.
This means that three independent From the results of table 5 proves the value of variables (Training.
Motivation.
Job Satisfactio.
Adjusted R Square (R.
which is 0.
163 = 16.
3% that in this study have an influence on the dependent proves training, motivation, and job satisfaction The affect performance variables by 16.
3%, the conclusion on this F test is the hypothesis of 7% is influenced by other factors Training.
Motivation.
Job satisfaction has a outside the research variables that have been negative influence on Performance received.
(Performanc.
addition, for this study means that there is at least one variable either training or motivation or job satisfaction that has a real effect on performance as a dependent variable.
Double Linear Regression Test The regression equation above shows the relationship between the independent variable and the dependent variable partially, the conclusions T Test Based on the data processing in Table 4, it can be explained that the results of the partial test or t test obtained based on the equation are:
The constant value proves the value of the dependent variable (EP).
on the training variable (T) on performance (EP) Jurnal Ilmu Manajemen dan Ekonomika.
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1 Desember 2023: 39-52 Table 4.
T Test Model Unstandardized Standardized Coefficients Coefficients Std.
Error Sig.
1,394
0,171
Beta (Constan.
9,457 6,783 Training T 0,146 0,159 0,160 0,915 0,366 Motivation M
0,308
0,259
0,204
1,187
0,242
Job Satisfaction JS
0,286
0,166
0,258
1,723
0,093
Table 5.
Coefficient of Determination Model Summaryb Model R Square Adjusted R Std.
Error of the Square Estimate this means that performance as the dependent Motivation (M) has a positive influence on variable (EP) has a constant value of 0.
performance (EP).
This is proven based on .
udging from the Unstandardized value B).
the value of the standardized coefficient beta Therefore, if the independent variables in Motivation of 0.
Therefore, from the namely Training (T).
Motivation (M), and Job regression results, it is concluded that with Satisfaction (JS) are considered constant then an increase in the increase in motivation the value of Performance (EP) is 9,457.
(M), the Performance variable (EP) will also Training (T) has a positive influence on With an increase rate of 0.
performance (EP).
This is proven based on Job satisfaction (JS) has a positive influence the standardized coefficient beta value in on Performance (EP).
This is evidenced by Training of 0.
Therefore, from the the value of the standardized coefficient beta regression results, it is concluded that with on job satisfaction of 0.
Therefore, from the regression results, it is concluded that Performance variable (EP) will also increase high job satisfaction (JS) eating will affect Training with an increase rate of 0.
Durbin-Watson
(T),
Andrea.
, & Rozamuri.
Training.
Motivation.
Job .
ISSN: 2084-309(Prin.
performance (EP).
With an increase rate of value of 0.
242 > 0.
05, it states that it has an calculated t results obtained by 1.
187 which is Implications Of Research Results less than the table t result value of 2.
Based on the above research produced the following conclusions:
The this result states that not entirely motivation can affect employee performance.
What can be obtained from this is that employee work performance on CV Sido Agung.
This study can be more active just because motivation is proves that the level of training is low with used as a driver.
Then if employees will be evidence of employees who are not interested able to feel more appreciated in their work if in training because the material provided is given positive motivation by their leaders.
not as needed.
This is supported by tests from This result is evidenced from the results of regression analysis.
The output of the t test research researched by Rizal Syarief.
M Joko proves that the variable X1 (Trainin.
does Affandi.
not have much influence on variable Y or The Effect of Job Satisfaction on CV Sido employee performance.
The result of t is Agung Employee Performance.
Research is calculated that the amount of 0.
915 is smaller applied to CV Sido Agung employees which than the value of t table (Dk - n - .
proves the results obtained from data which has a sig value of 0.
366 > 0.
processing, namely employees who are means that the variable training held does not satisfied with their work will do their work have an influence that can make CV Sido seriously and optimally.
The value of multiple Agung employee performance increase.
The results of the study were proven by the regression model is EP = 9.
existence of research journals Anriza Julianry 204M 0.
258JS.
The results stated that if et al.
Raynaldy Rizky Rahmawati.
Mei Retno job satisfaction in the company is further The Effect of Motivation on Employee performance or an increase of 0.
258 per Performance on CV Sido Agung The constant value contained in the This study was set on CV Sido Agung regression model produces 9.
457, this proves employees which proved that there were that if there are no training and motivation employees who felt less motivated who were variables, the total employee performance The results obtained from data score is 9.
From the value of the t test, the processing using SPSS that the sig value can calculated t obtained is 1.
723 lower than the be known through the motivation results (M) result of t table 2.
GIS values of 0.
with employee performance (EP) having a sig 05 prove that job satisfaction has no Jurnal Ilmu Manajemen dan Ekonomika.
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1 Desember 2023: 39-52 influence on employee performance.
The variables on employee performance variables in CV above results refer to research that has been Sido Agung.
The value of data processing using the researched by Nur Abisin et al.
t test produces results that do not have or show a The effect of training, motivation, and job satisfaction on the performance of CV Sido motivation variables on employee performance Agung employees.
The research has been variables CV Sido Agung.
The value or results of proven by the results of data processing, it can data processing show that the t test does not have a be concluded that training, motivation, and positive and significant influence on the variable of job satisfaction have an influence on job satisfaction on the variable of employee performance simultaneously.
The results of performance of CV Sido Agung.
The value of data the F count test prove with the existence of an processing using the F test shows that it has a independent variable that simultaneously has significant influence on the variables of training, an influence on employee performance of motivation, and job satisfaction on employee 728 higher than f table 2.
84 which has a performance on CV Sido Agung.
significance of 0.
019 < 0.
This statement The following are suggestions from researchers can be known from the results of the table for future research: CV Sido Agung management is above proving with a test value of the advised to be able to find solutions and support for coefficient of determination (Adjusted R employees who have problems or obstacles in their Squar.
The results stated that if the work, and can overcome well the problems.
It is contribution of the independent variables was recommended to always give praise or appreciation Training (T).
Motivation (M), and Job to the performance or potential of employees that Satisfaction (JS) with results worth 22.
3% and have been achieved so that they can improve the rest of the calculation was 77.
7%, it can be employee performance and provide the best results concluded that it was influenced by other for the company.
The management of CV Sido variables that were not done by researchers to Agung is advised to improve training, provide good be studied.
This research led to research that has been researched by Yanyan Kartiwa and consistently so that it can increase job satisfaction Bambang Somantri performance and provide the best effect for the CONCLUSION.
SUGGESTION.
AND LIMITATIONS Based on the results of the data tests that have been carried out, it can be analyzed or concluded that: The value of data processing using the t test produces if it does not have an influence on training The management of CV Sido Agung is advised to conduct further research on other variables that have not been related to employee performance on CV Sido Agung.
Andrea.
, & Rozamuri.
Training.
Motivation.
Job .
REFERENCES