A’yun, Qurrotul (2006) HUBUNGAN ANTARA KESESUAIAN KOMPENSASI DENGAN MOTIVASI KERJA KARYAWAN PG. KREBET BULULAWANG MALANG. Other thesis, University of Muhammadiyah Malang.
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In the Theory of Needs, it is mentioned that the main requirement is a human physiological needs, followed by safety needs, social needs, respect and self-actualization. Someone will rise to the higher needs when lower needs are met. In its implementation with the working environment, fulfillment of physiological needs (main requirement) for the employees met with any compensation, if it has been met then the employee will be able to maintain their mental attitude and character to become more aware of the duties and responsibilities in his job. Compensation in addition to aiming to meet the most basic needs of employees is also to motivate employees. In providing compensation, the company expected due respect to suitability for the employee. Although the suitability for each individual is different, but harmonization is characterized by the absence of differences between the subjective reality (expectations) with external reality (the reality) of money, facilities and careers. Subjects who felt that the performance gain they provide appropriate remuneration, they will expect this relationship to continue in the future and will provide superior performance to the organization. This study aims to find out how big the suitability of variable compensation related to employee motivation. Researchers using quantitative approaches, namely the data in the form of symptoms diangkakan. In determining the sample the researchers took some of the permanent employees of PG. Krebet Bululawang Malang. While analysis of data used Product Moment Correlation. Based on research results, it can be concluded that there is a very significant relationship between the appropriateness of compensation with employee motivation (r = 0.486, p = 0.000). That means the higher the compensation the higher the suitability of work motivation that is owned by employees. The effective contribution given the suitability of compensation at 23.6%. Thus there are 76.04% of other variables that influence the work motivation..
|Item Type:||Thesis (Other)|
|Subjects:||B Philosophy. Psychology. Religion > BF Psychology|
|Divisions:||Faculty of Psychology > Department of Psychology|
|Depositing User:||Rayi Tegar Pamungkas|
|Date Deposited:||01 Jun 2012 06:29|
|Last Modified:||01 Jun 2012 06:29|
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