Sandi Perdian, M. Ali Iqbal

The Influence of Workload and Compensation on Employee Performance with Job Satisfaction as a Mediation Variable (Case Research on PT. IT Infrastructure)

Introduction

The influence of workload and compensation on employee performance with job satisfaction as a mediation variable (case research on pt. It infrastructure). Analyze workload & compensation's impact on employee performance & job satisfaction at PT. IT Infrastructure. SEM-PLS research reveals direct effects, but job satisfaction doesn't mediate their influence.

Abstract

This research is intended to investigate what factors cause employee performance, including: workload, compensation and job satisfaction. The research also intends to analyze the influence of workload and compensation on job satisfaction as well as analyze how job satisfaction can mediate the impact of workload and compensation on employee achievement. The research technique used is quantitative with SEM-PLS. The outcomes of the research are as follows: workload has a significant positive impact on employee performance ; compensation has a significant impact on employee performance; job satisfaction does not have a significant impact on employee performance; workload has a significant positive impact on job satisfaction; compensation has a positive and significant impact on job satisfaction; job satisfaction does not mediate the workload on employee performance; Job satisfaction does not mediate the impact of compensation on employee achievement.

Review

This study capably investigates the complex interplay between workload, compensation, and employee performance, utilizing job satisfaction as a potential mediating variable within the specific context of an IT infrastructure company. The research clearly outlines its objectives: to identify direct influences on employee performance and to assess the indirect pathways through job satisfaction. Employing a robust quantitative methodology, specifically SEM-PLS, the paper demonstrates a sound approach to analyzing these multi-faceted relationships, making a valuable contribution to understanding human resource dynamics in a specialized industry. The findings present a compelling mix of expected and unexpected outcomes. While the positive and significant impacts of workload and compensation on both employee performance and job satisfaction align with much of the existing literature, the study's most striking revelations lie in the role (or lack thereof) of job satisfaction. Contrary to many theoretical frameworks, job satisfaction was found to have no significant direct impact on employee performance. Consequently, and perhaps even more critically, it also failed to mediate the relationships between workload and compensation on employee performance. These particular results are counter-intuitive and challenge conventional wisdom regarding the direct performance-enhancing role of job satisfaction, warranting further scrutiny and contextual interpretation. Overall, this research offers significant insights by empirically questioning widely held assumptions about job satisfaction's influence on performance. While the "case research" nature limits generalizability, the specific findings for PT. IT Infrastructure provide a critical data point that could stimulate further research into industry-specific nuances or alternative mediating mechanisms. Future studies could explore why job satisfaction, despite being positively influenced by workload and compensation, does not translate into improved performance or mediate other factors in this context. This could involve examining other potential mediators like organizational commitment or psychological well-being, or employing qualitative methods to understand the underlying reasons behind these distinctive findings, thereby enriching our understanding of employee performance drivers beyond conventional wisdom.

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