Pengaruh Kompensasi dan Kepuasan Kerja terhadap Kinerja Dosen Fakultas Ilmu Tarbiyah dan Keguruan UIN Sunan Kalijaga

Abstract

This quantitative research of the correlational model aims to analyze the influence of compensation (X1) and job satisfaction (X2) towards lecturers’ performance (Y) while it is being controlled with organizational commitment (Z) which is based on the theory of two factors proposed by Frederick Herzberg. The results of the comparison between bivariate correlation coefficient (X1 =compensation Y = compensation and lecturers’ performance) and partial correlation coefficients (X = compensation, Z = organizational commitment, and Y = lecturers’ performance) indicates that ryx1 > ryx1z i.e. 0317 > 0268. This means that the compensation affects lecturers’ performance which is mediated by the organizational commitment. The result of the regression proves the value of β1= 0.153 and β2= 0.383, in which compensation and commitment contribute to the enhancement of lecturers’ performance up to 54%. This signifies that once the lecturers are granted high amount of compensation and hold distinctive organizational commitment, then it will increase their performance up to 54%. Regarding job satisfaction, the result shows significant bivariate correlation (X2 = job satisfaction, and Y = lecturers’ performance) i.e. 0.001 α 0.10 to be significant. Thus, indeed job satisfaction is in line with lecturers’ performance. Meanwhile, the regression shows that the job satisfaction regression coefficient (β) is accounted for 0.267, in which job satisfaction contributes to the improvement of lecturers’ performance up to 27%. This suggests that lecturers with high level of job satisfaction are likely to increase their performance up to 27%, even though they do not hold organizational commitment

Keywords

• Compensation
• Job Satisfaction
• Performance
• Organizational Commitment