The Influence of Work System, Compensation, and Well-Being on Employee Performance at PT Haleyora Powerindo East Java Branch
DOI:
https://doi.org/10.24256/kharaj.v8i2.9863Keywords:
Work System, Compensation, Well-being, Employee PerformanceAbstract
This study aims to analyze the influence of work systems, compensation, and well-being on the performance of office employees at PT Haleyora Powerindo, East Java Branch. This research employs a quantitative approach utilizing SPSS version 31 for analysis. The research sample consists of 35 respondents, determined through a saturated sampling technique. Data were collected via questionnaires developed based on the indicators of each research variable. Data analysis was conducted using validity and reliability tests, classical assumption tests, and multiple linear regression analysis, with hypothesis testing performed through t-tests and F-tests. The results indicate that work systems and well-being have a positive and significant effect on employee performance, whereas compensation does not have a partially significant effect. However, work systems, compensation, and well-being simultaneously exert a significant influence on employee performance. These findings emphasize that the effectiveness of work systems and the fulfillment of employee well-being play a crucial role in enhancing performance. This research provides practical contributions for management in formulating human resource management policies oriented toward improving employee performance.
Keywords: Work Systems, Compensation, Well-being, Employee Performance
References
Afandi, P. (2021). Manajemen Sumber Daya Manusia (Teori, Konsep dan Indikator). Riau: Zanafa Publishing.
Febriani, L., & Setia, S. (2023). Pengaruh kompensasi, lingkungan kerja, dan kepuasan kerja terhadap kinerja karyawan generasi milenial. Jurnal Manajemen STIE Muhammadiyah Palopo, 9(1), 194–204.
Irawan, A., & Semmaila, B. (2021). Pengaruh kompetensi, kompensasi, dan lingkungan kerja terhadap kinerja karyawan Tiran Group Makassar. Tata Kelola, 8(2), 268–280.
Khaeruman, S. T., et al. (2021). Meningkatkan kinerja manajemen sumber daya manusia (Konsep & studi kasus). Serang: CV AA Rizky.
Mangkunegara, A. A. A. P. (2019). Manajemen sumber daya manusia perusahaan. Bandung: Remaja Rosdakarya.
Maula, L. H., Jamil, S., & Zuana, M. M. (2020). Pengaruh budaya organisasi Islami dan kesejahteraan karyawan terhadap kinerja karyawan pada PT Bank Syariah Mandiri Kantor Cabang Sidoarjo. Al-Tsiqoh: Jurnal Ekonomi dan Dakwah Islam, 5(1), 80–91.
Muhammad, M. (2023). Pengaruh kepemimpinan dan kesejahteraan terhadap kinerja tenaga administrasi di perguruan tinggi. An-Nadzir: Jurnal Manajemen Pendidikan Islam, 1(2), 115–125.
Prasetyo, R., & Handayani, S. (2022). Kompensasi, kesejahteraan, dan kinerja karyawan pada perusahaan alih daya. Jurnal Ilmu Manajemen, 10(1), 89–101.
Putra, D. S., Kumbara, V. B., & Charli, C. O. (2024). Pengaruh gaya kepemimpinan dan disiplin kerja terhadap kinerja karyawan melalui kesejahteraan karyawan. Journal of Information System, Applied, Management, Accounting and Research, 8(2), 281–290.
Ramandani, T. M. T., & Dwiridotjahjono, J. (2024). Pengaruh job compensation, burnout, dan embeddedness terhadap employee performance pada PT PAL Indonesia di Surabaya. Management Studies and Entrepreneurship Journal (MSEJ), 5(2), 4445–4455.
Rosanti, I. A., & Marlius, D. (2023). Pengaruh sistem kerja, kompensasi, dan kesejahteraan terhadap kinerja tenaga outsourcing di Bank BNI Kota Padang. Jurnal Publikasi Ilmu Manajemen, 2(2), 152–168.
Sutrisno, E., & Wibowo, A. (2021). Pengaruh sistem kerja outsourcing terhadap kinerja karyawan pada perusahaan jasa. Jurnal Manajemen dan Bisnis Indonesia, 7(2), 145–156.
Downloads
Published
How to Cite
Issue
Section
Citation Check
License
Copyright (c) 2026 Fitri Eka Vayuni, Acep Samsudin
This work is licensed under a Creative Commons Attribution-ShareAlike 4.0 International License.
Authors retain copyright and grant the journal right of first publication with the work simultaneously licensed under a Creative Commons Attribution-ShareAlike 4.0 International License. In line with the license, authors are allowed to share and adapt the material. In addition, the material must be given appropriate credit, provided with a link to the license, and indicated if changes were made. If authors remix, transform or build upon the material, authors must distribute their contributions under the same license as the original.
