The Effect of Work Environment and Reward on Employee Engagement: Palmerah Urban Village, West Jakarta
DOI:
https://doi.org/10.22441/ihasj.2021.v4i3.03Abstract
Urban Village is part of the government service office, especially the West Jakarta government. The main task of the government apparatus is to serve the people. The good and bad services provided by the apparatus will reflect the individual performance which will determine the good and bad performance of the organization as a whole. In this study the authors conducted research to determine what factors influence employee engagement in Palmerah Village. The purpose of this study is (1) to analyze the effect of work environment on employee engagement (2) to analyze the effect of reward on employee engagement. This type of research is quantitative. The sample of this research is 93 employees who work in the village of Palmerah. Through the path analysis of PLS version 3.0, it can be concluded that (1) the work environment has a positive and significant effect on employee engagement (2) rewards have a positive and insignificant effect on employee engagement. The implication of the results of this study is that it is necessary to maintain employee engagement in the Palmerah village will increase.
Downloads
References
Aertembaga, K., & Bitung, K. (2015). Persepsi Masyarakat Terhadap Kinerja Lurah Di Kelurahan Aertembaga Kota Bitung 1 Oleh : Skivo Somba 2 ABSTRAK. 2(6).
Ahmad, M. (2012). Peran Strategis Manajer Dalam Manajemen SDM. 53(9), 1689–1699.
Alex S, N. (2000). Manajemen Personalia: Manajemen Sumber Daya Manusia.
Aliyah, H. (2017). Pengaruh Lingkungan Kerja, Status Kerja dan Beban Kerja Terhadap Dosen Perguruan Tinggi Swasta Di Kecamatan Way Jepara Lampung. Jurnal DINAMIKA, 3(1).
Amaratunga, D., & Baldry, D. (2002). Performance measurement in facililities management and its relationships with management theory and motivation. Facilities, 20(10), 327–336. https://doi.org/10.1108/02632770210443009
Aswathapa.K. (2007). Human resources management. 695. https://doi.org/10.4324/9781315887364-26
Bob Hans, P., & Rini, N. (2013). Penghargaan dan Sanksi (Studi pada karyawan pelaksana PT. Perkebunan Nusantara IV Unit Kebun Mayang). Journal Of Management, 2(2).
Boon, C., Den Hartog, D. N., & Lepak, D. P. (2019). A Systematic Review of Human Resource Management Systems and Their Measurement. Journal of Management, 45(6). https://doi.org/10.1177/0149206318818718
Chandani, A., Mehta, M., Mall, A., & Khokhar, V. (2016). Employee engagement: A review paper on factors affecting employee engagement. Indian Journal of Science and Technology, 9(15). https://doi.org/10.17485/ijst/2016/v9i15/92145
Daniel Filterianto, R. (2017). Peran Pemerintah Kelurahan Dalam Mewujudkan Kepemerintahan Yang Baik. Manajemen Ekonomi, 1–15.
Danish, R. Q., & Usman, A. (2010). Impact of Reward and Recognition on Job Satisfaction and Motivation: An Empirical study from Pakistan. International Journal of Business and Management, 5(2). https://doi.org/10.5539/ijbm.v5n2p159
Edirisooriya, W. A. (2014). Impact of Rewards on Employee Performance : With Special Reference to ElectriCo . February, 311–318.
Ghozali, I. (2013). Ghozali, Imam (2013). Aplikasi Analisis Multivariate Dengan Program IBM SPSS 21Update PLS Regresi. Semarang: Badan Penerbit Universitas Diponegoro.
Ghozali, I. (2018). Aplikasi Analisis Multivariate Dengan Program IBM SPSS 25 Edisi 9. In Universitas Diponegoro.
Hasibuan, M. S. P. (2016). Manajemen Sumber Daya Manusia (Edisi Revisi).
Hughes, J. C., & Rog, E. (2008). Talent management: A strategy for improving employee recruitment, retention and engagement within hospitality organizations. International Journal of Contemporary Hospitality Management, 20(7), 743–757. https://doi.org/10.1108/09596110810899086
Indayati, N. et al. (2012). The Influence of Employee Involvement, Organizational Culture, and Leadership Style on Organizational Commitment in Improving Employee Performance (Study at Brawijaya University). Jurnal Aplikasi Manajemen, 10(2), 344–356. https://jurnaljam.ub.ac.id/index.php/jam/article/viewFile/425/465
Ivancevich, J. M., Konopaske, R., & Matteson, M. T. (2014). Organizational, Behavior & Management, Tenth Edition. In McGraw-Hill Companies.
Jagannathan., A. (2014). Determinants of employee engagement and their impact on employee performance. International Journal of Productivity and Performance Management, 63(3), 308–323. https://doi.org/10.1108/IJPPM-01-2013-0008
Kadarisman, M. (2011). Manajemen Kompensasi. Manajemen Sumber Daya Manusia.
Khoiri, M. M. (2013). Pengaruh Lingkungan Kerja Terhadap Motivasi Kerja Pegawai Perpustakaan Di Univertias Negeri Yogyakarta. آSkripsi, November, 1–80.
Mahadika, C., & Hadi, M. A. (2018). Pengaruh Keterlibatan Karyawan, Lingkungan Kerja Dan Budaya Perusahaan Terhadap Kinerja Karyawan Pada PT. Jolin Permata Buana Kota Batam. Jurnal Equilibiria, 5(1), 51–63.
Marciano, P. L. (2011). Carrots and Sticks Don’t Work. Carrots & Sticks Don’t Work - Business Book Summaries, 1–10. http://content.ebscohost.com/ContentServer.asp?T=P&P=AN&K=58040911&S=R&D=qbh&EbscoContent=dGJyMNHr7ESeqLQ4v%2BvlOLCmr0qeprFSsaq4S7OWxWXS&ContentCustomer=dGJyMOzpr1Cvpq5KuePfgeyx44Dt6fIA%5Cnhttp://search.ebscohost.com/login.aspx?direct=true&db=qbh&AN=58040
Margaretha, M., Widiastuti, R., Zaniarti, S., & Wijaya, H. (2018). Employee Engagement and Factors that Influence: Experiences of Lecturers in Indonesia. International Journal Of Management Science And Business Administration, 4(6). https://doi.org/10.18775/ijmsba.1849-5664-5419.2014.46.1004
MASLIKHAH, E. (2018). Pengaruh Kepuasan Kerja Dan Keterlibatan Karyawan Terhadap Kinerja Karyawan Pt Pegadaian (Persero) Cabang Pegadaian Syariah Blauran Surabaya. http://awsassets.wwfnz.panda.org/downloads/earth_summit_2012_v3.pdf%0Ahttp://hdl.handle.net/10239/131%0Ahttps://www.uam.es/gruposinv/meva/publicaciones jesus/capitulos_espanyol_jesus/2005_motivacion para el aprendizaje Perspectiva alumnos.pdf%0Ahttps://ww
Mathis, R. (2008). Human Resource Management (Issue 51). http://ci.nii.ac.jp/naid/40017412209/
McMullen, T. (2016). The Role of Rewards in Building Employee Engagement. World Scient Ific News, 57, 503–512.
Mesepy, S. S. (2016). The Impact Of Reward And Recognition On Employee Engagement At Pt. Bank Sulutgo, Manado. Jurnal Berkala Ilmiah Efisiensi, 16(01).
Mohd, I. H., Mohd Shah, M., & Zailan, N. S. Z. (2016). How Work Environment affects the Employee Engagement in a Telecommunication Company. 418–426. https://doi.org/10.15405/epsbs.2016.11.02.37
Nasidi, Y., Makera, A. U., Kamaruddeen, A. M., & Jemaku, I. M. (2019). Assessing the Impact of Work Environment on Employee Engagement among Non-Academic Staff of the University. SEISENSE Journal of Management, 2(1). https://doi.org/10.33215/sjom.v2i1.84
Nawawi, H. (2005). Manajemen Sumber Daya Manusia Untuk Bisnis yang Kompetitif. (Cetakan Ke).
Ngalimun. (2019). Pengaruh Lingkungan Kerja Terhadap Kinerja Pegawai Pada Pt Perusahaan Gas Negara (Persero) Tbk Sbu Distribusi Wilayah I Jakarta. PARAMETER, 4(2). https://doi.org/10.37751/parameter.v4i2.42
Nugroho, M., & Halik, A. (2016). Penerapan Standar Pelayanan Publik Pada Kelurahan di Wilayah Kota Kediri. JHP17 Jurnal Hasil Penelitian LPPM UUntag Surabaya, 1(2).
Oktavisatrika, G. W., Muchsin, S., & Abidin, A. Z. (2019). APARATUR PEMERINTAH KELURAHAN ( Studi Kasus Di Kantor Kelurahan Bandulan Kecamatan Sukun Kota Malang ). 13(6), 31–38.
Othman, R. B., Rapi, R. B. M., Alias, N. E. B., Jahya, A. B., & Loon, K. W. (2019). Factors Affecting Employee Engagement: A Study among Employees in the Malaysian Construction Industry. International Journal of Academic Research in Business and Social Sciences, 9(7). https://doi.org/10.6007/ijarbss/v9-i7/6178
Restuhadi, R., & Sembiring, J. (2017). The Influence of Non-Physical Working Environment Towards Employee Engagement in Bank Mandiri Micro Banking Unit and Business Banking Unit of Bandung Asia Africa Area. E-Proceeding of Management, 4(3), 2530–2540.
Rivai. (2015). Pengaruh lingkungan kerja, disiplin kerja dan motivasi kerja terhadap kinerja pegawai negeri sipil di sekretariat dprd kabupaten madiun. Jurnal JIBEKA.
Robinson D., P. S. (2004). The Drivers of Employee Engagement, Report 408.
Schaufeli, W. B. (2018). Work engagement in Europe: Relations with national economy, governance and culture. Organizational Dynamics, 47(2). https://doi.org/10.1016/j.orgdyn.2018.01.003
Schaufeli, W. B., Bakker, A. B., & Salanova, M. (2006a). The measurement of work engagement with a short questionnaire: A cross-national study. Educational and Psychological Measurement, 66(4), 701–716. https://doi.org/10.1177/0013164405282471
Schaufeli, W. B., Bakker, A. B., & Salanova, M. (2006b). The measurement of work engagement with a short questionnaire: A cross-national study. Educational and Psychological Measurement, 66(4). https://doi.org/10.1177/0013164405282471
Scott, D., & McMullen, T. (2010). The Impact of Rewards Programs on Employee Engagement. Worldat Journal, June.
Sedarmayanti. (2011). Manajemen Sumber Daya Manusia, Reformasi Birokrasi dan Manajemen Pegawai Negeri Sipil (Cetakan Ke-5). Refika Aditama, 5.
Sekaran, U., & Bougie, R. (2016). Research methods for business : a skill-building approach / Uma Sekaran and Roger Bougie. In Nucleic Acids Research.
Siagian, S. P. (2004). Prinsip-prisip Dasar Manajemen Sumber Daya Manusia.
Silalahi, U. (2015). Metode Penelitian Sosial Kuantitatif. Journal of Visual Languages & Computing.
Sridevi, J., & Priyanka, L. (2018). An empirical study on the factors affecting employee engagement. Eurasian Journal of Analytical Chemistry, 13.
Stachowska, S. (2016). The role of remuneration in building employee engagement. World Scient Ific News, 57.
Sugiyono. (2014a). Teknik Pengumpulan Data. In Metode Penelitian Kuantitatif, Kualitatif dan R&D. https://doi.org/10.3354/dao02420
Sugiyono, P. D. (2014b). Populasi dan sampel. Metode Penelitian Kuantitatif, Kualitatif Dan R&D.
Taufek, F. H. B. M., Zulkifle, Z. B., & Sharif, M. Z. B. M. (2016). Sustainability in Employment: Reward System and Work Engagement. Procedia Economics and Finance, 35(October 2015), 699–704. https://doi.org/10.1016/s2212-5671(16)00087-3
Коптева, Kopteva, Z., Варфоломеев, & Varfolomeev, A. (2015). HUMAN RESOURCE MANAGEMENT AS AN INNOVATIVE TECHNOLOGY OF PERSONNEL MANAGEMENT. Central Russian Journal of Social Sciences, 10(6). https://doi.org/10.12737/16821
(Aertembaga & Bitung, 2015; Aliyah, 2017; Bob Hans & Rini, 2013; Boon et al., 2019; Chandani et al., 2016; Danish & Usman, 2010; Margaretha et al., 2018; Mesepy, 2016; Nasidi et al., 2019; Ngalimun, 2019; Nugroho & Halik, 2016; Oktavisatrika et al., 2019; Othman et al., 2019; Restuhadi & Sembiring, 2017; Scott & McMullen, 2010; Sridevi & Priyanka, 2018; Stachowska, 2016; Коптева et al., 2015)
Downloads
Published
How to Cite
Issue
Section
License
The copyright to this article is transferred to Universitas Mercu Buana (UMB) if and when the article is accepted for publication. The undersigned hereby transfers any and all rights in and to the paper including without limitation all copyrights to UMB. The undersigned hereby represents and warrants that the paper is original and that he/she is the author of the paper, except for material that is clearly identified as to its original source, with permission notices from the copyright owners where required. The undersigned represents that he/she has the power and authority to make and execute this assignment.
We declare that:
1. This paper has not been published in the same form elsewhere.
2. It will not be submitted anywhere else for publication prior to acceptance/rejection by this Journal.
3. A copyright permission is obtained for materials published elsewhere and which require this permission for reproduction.
Furthermore, I/We hereby transfer the unlimited rights of publication of the above mentioned paper in whole to UMB. The copyright transfer covers the exclusive right to reproduce and distribute the article, including reprints, translations, photographic reproductions, microform, electronic form (offline, online) or any other reproductions of similar nature.
The corresponding author signs for and accepts responsibility for releasing this material on behalf of any and all co-authors. This agreement is to be signed by at least one of the authors who have obtained the assent of the co-author(s) where applicable. After submission of this agreement signed by the corresponding author, changes of authorship or in the order of the authors listed will not be accepted.
Retained Rights/Terms and Conditions
1. Authors retain all proprietary rights in any process, procedure, or article of manufacture described in the Work.
2. Authors may reproduce or authorize others to reproduce the Work or derivative works for the authors personal use or for company use, provided that the source and the UMB copyright notice are indicated, the copies are not used in any way that implies UMB endorsement of a product or service of any employer, and the copies themselves are not offered for sale.
3. Although authors are permitted to re-use all or portions of the Work in other works, this does not include granting third-party requests for reprinting, republishing, or other types of re-use.
