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Journal articles on the topic 'Work Reward'

Author: Grafiati

Published: 25 May 2024

Last updated: 31 July 2025

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1

Disurya, Ramanata, Neta Dian Lestari, Rambat Nur Sasongko, and Muhammad Kristiawan. "Discipline, Infrastructure, Work Environment, and Work Rewards' Influence on Lecturer Performance." AL-ISHLAH: Jurnal Pendidikan 14, no. 4 (2022): 6517–26. http://dx.doi.org/10.35445/alishlah.v14i4.2312.

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This study is to evaluate and analyze the hurdles and problems that a lecturer has in obtaining peak performance by examining the impact of discipline, infrastructure, work environment, and work rewards on lecturer performance. The sample of this study were 32 respondents and this study is quantitative and questionnaire was used to collect the data. We identify or uncover causality to determine the link or impact of discipline, infrastructure, work environment, and job rewards on lecturer performance in statistics are used in this study. The findings revealed that the existence of the Work Rew

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Septiana, Raka Ilham, and Ujang Wawan Sam Adinata. "Employee Work Discipline." Jurnal Ekonomi, Bisnis & Entrepreneurship 16, no. 2 (2022): 194–201. https://doi.org/10.55208/xzvg2j80.

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This study investigates the effect of reward and punishment on employee work discipline. The employees at an auto dealer company in Bandung were asked questions as part of the research method. The number of respondents who participated in this study was 97 employees. The results of the study show that there is an effect of reward and punishment on work discipline. However, the effect of the reward variable on work discipline has a more minor effect than the punishment variable. The punishment variable is the dominant variable influencing work discipline; in other words, the effect of punishmen

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3

Septiana, Raka Ilham, and Ujang Wawan Sam Adinata. "Employee Work Discipline." Jurnal Ekonomi, Bisnis & Entrepreneurship 16, no. 2 (2022): 194–201. https://doi.org/10.55208/exzvg2j80.

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This study investigates the effect of reward and punishment on employee work discipline. The employees at an auto dealer company in Bandung were asked questions as part of the research method. The number of respondents who participated in this study was 97 employees. The results of the study show that there is an effect of reward and punishment on work discipline. However, the effect of the reward variable on work discipline has a more minor effect than the punishment variable. The punishment variable is the dominant variable influencing work discipline; in other words, the effect of punishmen

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Devonish, Dwayne. "Gender, effort-reward imbalance at work, and burnout." Gender in Management: An International Journal 32, no. 6 (2017): 441–52. http://dx.doi.org/10.1108/gm-06-2016-0128.

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Purpose The purpose of this study is to examine gender as a key moderator in the relationship between effort-reward imbalance (ERI) and burnout among employees in Caribbean workplaces. Design/methodology/approach Based on a survey sample of 323 employees in a small developing country in the Caribbean, this study tested the hypothesis that the stressor–strain relationship (captured by ERI and burnout) is stronger for women than for men. Findings The results revealed that the effect of high effort-low rewards (i.e. ERI) on burnout among females was significantly larger than its effect on burnout

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Momanyi, George O., Maureen A. Adoyo, Eunice M. Mwangi, and Dennis O. Mokua. "Strengthening Strategic Reward Framework in Health Systems: A Survey of Narok County, Kenya." Global Journal of Health Science 9, no. 1 (2016): 181. http://dx.doi.org/10.5539/gjhs.v9n1p181.

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BACKGROUND: Rewards are used to strengthen good behavior among employees based on the general assumption that rewards motivate staff to improve organizational productivity. However, the extent to which rewards influence motivation among health workers (HWs) has limited information that is useful to human resources (HRs) instruments. This study assessed the influence of rewards on motivation among HWs in Narok County, Kenya. METHODS: This was a cross-sectional study done in two sub-counties of Narok County. Data on the rewards availability, rewards perceptions and influence of rewards on perfor

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Sulistiasih, S., and Widodo Widodo. "How do learning organisation and reward system affect lecturers’ innovative work behaviour?" Cypriot Journal of Educational Sciences 17, no. 9 (2022): 3490–502. http://dx.doi.org/10.18844/cjes.v17i9.8088.

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Innovative work behaviour (IWB) is essential for the survival of individuals and organisations. Therefore, this research examines IWB based on learning organisation, reward systems, and job involvement perspectives. It also proves job involvement’s role in mediating learning organisation and reward systems on IWB. A quantitative approach was adopted with a causal design, and questionnaires were administered to 230 lecturers of private universities in Indonesia to collect data. The result of path analysis showed that learning organisation, reward system, and job involvement significantly affect

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Narti, Ni Ketut, Ni Ketut Lasmini, Lily Marheni, and Ni Komang Suci Martini. "PENERAPAN SISTEM PEMBERIAN REWARD PADA HOTEL INNA GRAND BALI BEACH." Forum Manajemen 17, no. 2 (2019): 30–41. http://dx.doi.org/10.61938/fm.v17i2.329.

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The purpose of this research is to know the application of reward system at Hotel Inna Grand Bali Beach. The object of research is the implementation of reward system using qualitative and qualitative descriptive approach. Data collection in this research is interview observation, and literature research.The results showed that at Hotel Inna Grand Bali Beach there are 4 types of rewards that are used to motivate employee performance: Reward Incentives, Reward Production Premium, Reward Best Employee, Reward Period. The application of the reward system of each type varies - based on SKD (Direct

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Hayat, Hayat, Sumartono Sumartono, Choirul Saleh, and Ratih Nur Pratiwi. "Religiosity Moderation on the Effect of Reward System and Motivation on Work Performance." IJEBD (International Journal Of Entrepreneurship And Business Development) 3, no. 02 (2020): 152–67. http://dx.doi.org/10.29138/ijebd.v3i02.976.

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The purpose of this study is to analyze the reward system on work motivation of the state civil apparatus and work performance, the effect of religiosity moderation on the influence of motivation on the work performance of the state civil apparatus and the effect of religiosity moderation on the effect of the reward system on the work performance of the civil apparatus country. The research method used quantitative research using WarpPLS 0.6 analysis. The results of research and discussion show that the reward system has a positive and significant effect on work motivation. More rewards given

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Anthonius, Anthonius. "THE EFFECT OF WORK STRESS AND FINANCIAL REWARD TOWARDS SALES & MARKETING WORK PERFORMANCE." COMPETITIVE Jurnal Akuntansi dan Keuangan 6, no. 1 (2022): 145. http://dx.doi.org/10.31000/competitive.v6i1.4755.

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The purpose of this research is to focus on examining the effect of work stress and financial rewards towards work performance in the hotel industry in Indonesia. This research employs quantitative research with hypothesis testing. 100 employees in the sales & marketing division in the 5-star hotel industry were used as samples in this study. A questionnaire was used as the research instrument in this study. Structural Equation Modelling (SEM based on covariance) was used to analyse data. The study's findings show that, during the pandemic, financial reward factor has no effect on work per

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Garms, Lydia, Siaw-Lynn Ng, Elizabeth A. Quaglia, and Giulia Traverso. "Anonymity and rewards in peer rating systems1." Journal of Computer Security 30, no. 1 (2022): 109–65. http://dx.doi.org/10.3233/jcs-200113.

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When peers rate each other, they may rate inaccurately to boost their own reputation or unfairly lower another’s. This could be mitigated by having a reputation server incentivise accurate ratings with a reward. However, assigning rewards becomes challenging when ratings are anonymous, since the reputation server cannot tell which peers to reward for rating accurately. To address this, we propose an anonymous peer rating system in which users can be rewarded for accurate ratings, and we formally define its model and security requirements. In our system ratings are rewarded in batches, so that

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Kartikaningdyah, Ely, and Fatimah Rima Ramadhani. "HUBUNGAN PERSEPSI PEMBERIAN REWARD TERHADAP KEPUASAN KERJA DAN LOYALITAS KERJA KARYAWAN PADA PEKERJA PENDATANG." JOURNAL OF APPLIED BUSINESS ADMINISTRATION 1, no. 1 (2019): 82–95. http://dx.doi.org/10.30871/jaba.v1i1.1270.

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This study examines the extrinsic and intrinsic reward relationship to job satisfaction and loyalty work in manufacturing companies in Batam. The reward system consists of a reward desired and expected reward either extrinsic or intrinsic. Job satisfaction can be met if the reward system fair and equitable to all workers according to their contribution to the company and will reduce labor turnover because of their loyalty to the company's labor and employment. Respondents in this study were 239 labor migrants working in manufacturing companies in Batam that reside in the Flats Muka Kuning, an

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12

Yang, Lin, Yu-zhen Janice Chen, Mohammad H. Hajiesmaili, Mark Herbster, and Don Towsley. "Hierarchical Learning Algorithms for Multi-scale Expert Problems." ACM SIGMETRICS Performance Evaluation Review 50, no. 1 (2022): 71–72. http://dx.doi.org/10.1145/3547353.3530967.

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In this work,1 we study the multi-scale expert problem, where the rewards of different experts vary in different reward ranges. The performance of existing algorithms for the multi-scale expert problem degrades linearly proportional to the maximum reward range of any expert or the best expert and does not capture the non-uniform heterogeneity in the reward ranges among experts. In this work, we propose learning algorithms that construct a hierarchical tree structure based on the heterogeneity of the reward range of experts and then determine differentiated learning rates based on the reward up

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13

Septiana, Raka Ilham, and Ujang Wawan Sam Adinata. "Employee Work Discipline: The Effect of Reward and Punishment." Jurnal Ekonomi, Bisnis & Entrepreneurship 16, no. 2 (2022): 194–201. http://dx.doi.org/10.55208/jebe.v16i2.304.

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This study investigates the effect of reward and punishment on employee work discipline. The employees at an auto dealer company in Bandung were asked questions as part of the research method. The number of respondents who participated in this study was 97 employees. The results of the study show that there is an effect of reward and punishment on work discipline. However, the effect of the reward variable on work discipline has a more minor effect than the punishment variable. The punishment variable is the dominant variable influencing work discipline; in other words, the effect of punishmen

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14

Robertson, Shelley, Stacey Baror, and Hein Venter. "Metaverse: Virtual Currencies as a Mechanism for Employee Engagement and Retention." International Conference on Cyber Warfare and Security 19, no. 1 (2024): 289–98. http://dx.doi.org/10.34190/iccws.19.1.2033.

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Virtual currencies, including cryptocurrencies and non-fungible tokens (NFT’s), are increasingly used as rewards in virtual environments. Traditional reward systems have been effective in improving employee satisfaction and retention but with the shift to hybrid or remote work post-COVID-19, organisations need adapted reward systems. However, the problem of this research is that it’s unclear how virtual currencies can be effectively utilised as a reward system, in the Metaverse, and their impact on employee motivation and engagement. This study explores this by reviewing literature, analysing

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Haryanto, Hanny, Umi Rosyidah, Acun Kardianawati, Erna Zuni Astuti, Erlin Dolphina, and Ronny Haryanto. "Fuzzy Smart Reward for Serious Game Activity Design." Scientific Journal of Informatics 10, no. 3 (2023): 271–86. http://dx.doi.org/10.15294/sji.v10i3.44051.

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Purpose: Serious game has been widely considered to be a potential learning tool, due to its main advantage to provide a fun experience in learning. The experience is supported mainly by in-game activities, where feedback is given in the form of rewards. However, rewards often don't work well due to various factors, for example, rewards are always the same, so they are monotonous. We use Appreciative Learning as underlying concept for activity design and fuzzy logic to create the reward behavior, called Fuzzy Smart Reward.Methods: We use Appreciative Learning as underlying concept for activity

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Song, Yuhang, Jianyi Wang, Thomas Lukasiewicz, et al. "Mega-Reward: Achieving Human-Level Play without Extrinsic Rewards." Proceedings of the AAAI Conference on Artificial Intelligence 34, no. 04 (2020): 5826–33. http://dx.doi.org/10.1609/aaai.v34i04.6040.

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Intrinsic rewards were introduced to simulate how human intelligence works; they are usually evaluated by intrinsically-motivated play, i.e., playing games without extrinsic rewards but evaluated with extrinsic rewards. However, none of the existing intrinsic reward approaches can achieve human-level performance under this very challenging setting of intrinsically-motivated play. In this work, we propose a novel megalomania-driven intrinsic reward (called mega-reward), which, to our knowledge, is the first approach that achieves human-level performance in intrinsically-motivated play. Intuitiv

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Wibowo, Sandi Nasrudin, Ade Solahudin, Bagus Eka Haryanto, and Yuni Widawati. "The Effect of Reward and Punishment on Work Discipline." Research Trend in Technology and Management 1, no. 1 (2022): 48–56. http://dx.doi.org/10.56442/rttm.v1i1.4.

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The purpose of this research is to 1] test and analyze the effect of partial rewards on the work discipline of employees of PT. Brass Mega Building; 2] partially test and analyze the effect of punishment on the work discipline of PT. Brass Mega Building; and 3] testing and analyzing the effect of reward and punishment simultaneously on the work discipline of PT. Brass Mega Building. The research method used is descriptive and verification methods. The population in this study were all employees of PT. Kuningan Mega Building, Kuningan Regency, totaling 52 employees with a sampling technique usi

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Wahidah, Zahrotul, Sumartik Sumartik, and Dewi Andriani. "The Impact of Work Environment, Work Ethics, and Reward on Increasing Employee Productivity with Work Discipline as Intervening Variable." Image : Jurnal Riset Manajemen 12, no. 2 (2024): 291–303. https://doi.org/10.17509/image.2024.023.

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This research aims to examine how the Work Environment, Work Ethic and Rewards affect the Increase in Employee Productivity of Tas Grosir Sederhana MSMEs with Work Discipline as an intervening variable. With quantitative methods and data analysis approaches using SmartPLS software and data collection techniques using Likert scale model questionnaires distributed to a sample of a number of populations (total sampling) of Tas Grosir Sederhana MSMEs, this study provides results that 1) Work Environment, Work Ethic and Reward variables do not have a significant effect on Employee Work Productivity

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Putro, Samsunu Dwi, and Susanto Tirtoprojo. "Effect of Big Five Personality and Reward on Work Performance of Operational Unit Employees with Job Satisfaction as a Mediating Variable at PT. KAI Daop VI Yogyakarta." International Journal of Economics, Business and Management Research 06, no. 05 (2022): 201–21. http://dx.doi.org/10.51505/ijebmr.2022.6516.

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This study aims to examine and analyze: (1) the influence of the big five personality, reward, job satisfaction on work performance, (2) the influence of the big five personality on job satisfaction, (3) the effect of reward on job satisfaction, (4) job satisfaction in mediating the influence of the big five personality on work performance, (5) job satisfaction in mediating the effect of rewards on employee work performance. The sample in this study were operational employees at PT. KAI DAOP VI Yogyakarta as many as 200 people. Data collection was done by using a questionnaire. The data were a

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Kanang, Sri Wahyuni Yunus, and Syahrul Syahrul. "DAMPAK PEMBERIAN REWARD PERAWAT TERHADAP PELAYANAN DI RUMAH SAKIT : LITERATUR REVIEW." Jurnal Ilmu Keperawatan dan Kebidanan 10, no. 1 (2019): 90. http://dx.doi.org/10.26751/jikk.v10i1.498.

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AbstrakLatar Belakang : Pelayanan asuhan keperawatan yang berkualitas dan profesional merupakan target yang ingin dicapai untuk meningkatkan mutu pada Rumah Sakit. Namun mutu yang diharapkan bertolak belakang bahwa penyedia layanan kesehatan khususnya perawat bekerja di bawah tekanan dengan beban kerja yang lebih besar. Ini berdampak pada ketidakseimbangan antara kerja dan reward yang diterima. Ini bertujuna untuk mengetahui dampak pemberian reward kepada perawat terhadap pelayanan di Rumah SakitMetode : Data didapatkan dari database PubMed, Wiley Online, Google Schoolar, Secondary Searching d

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Mikee, A. Antonio, Reggie S. Gomez Mark, Marie L. Lacambra Dewi, and B. Agustin Noel. "Motivation and Morale: An Evaluation on the Impact of Reward Schemes on DA-PCC Employees' Behavior and Performance." International Journal of Innovative Science and Research Technology (IJISRT) 9, no. 12 (2024): 464–509. https://doi.org/10.5281/zenodo.14533587.

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Any organization employing reward schemes can positively impact employee motivation and performance. When employees are motivated to work at higher levels of productivity, the organization as a whole will run more efficiently and effectively at reaching its goals. Reward schemes come in many forms, such as intrinsic and extrinsic rewards. Therefore, the organization must critically understand which reward schemes are most effective in motivating employees to perform at their best. This study evaluates the impact of reward schemes on employee motivation and performance at the Department of Agri

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Hareendrakumar V. R., Suresh Subramoniam, and Nizar Hussain M. "Redesigning Rewards for Improved Fairness Perception and Loyalty." Vision: The Journal of Business Perspective 24, no. 4 (2020): 481–95. http://dx.doi.org/10.1177/0972262920946142.

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Human resource (HR) managers are deeply concerned with redesigning the process and changing the practices, to accommodate with the psychological changes happening in employee attitudes to tap committed contributions from them. Literature shows that employees reward fairness perception has a determinant role in shaping employee behaviour in addition to Reward satisfaction. This study has made an attempt to assess the impact of rewards and its contributing factors on improving employee loyalty directly and through the mediating variable of reward fairness perception, indirectly. The study adapte

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Lona Chinsia Alfattama and Risma Ayu Novitasari. "PENGARUH SISTEM PEMBERIAN REWARD DAN DISIPLIN KERJA TERHADAP KINERJA SALES PT. KARYA AGUNG MOTOR." BEMJ : Business, Entrepreneurship, and Management Journal 3, no. 1 (2024): 49–55. https://doi.org/10.36563/bemj.v3i1.1006.

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This research is motivated by the provision of a reward system and work discipline in sales. The reward system is very influential to motivate sales people to keep working hard. And discipline is also needed for the progress of the company. This research is quantitative research in which the data obtained through the process of distributing questionnaires and interviews. The results obtained from this study are that rewards have a significant effect on sales performance, work discipline has a significant effect on sales performance. The reward system and work discipline are the foundation and

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Rizandi, Hidayat, and Jamilus Jamilus. "Sistem Imbalan Dalam Pendidikan Islam." Mimbar Kampus: Jurnal Pendidikan dan Agama Islam 23, no. 1 (2023): 167–81. http://dx.doi.org/10.47467/mk.v23i1.3949.

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One of the most important components in improving education is employees, or people who work and are paid for their work. However, employee rights are often not fulfilled properly, leading to poor performance. will greatly affect the survival of the institution in the long run. Because the teachings of Islam want their people to work hard, so that they will obtain lawful results from their work, they are very concerned about the existence of workers. The purpose of this study is to see the understanding of the reward system, the purpose of rewarding, types of rewards, the reward system and fac

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Rasyid, Muh Futhail, Zainal Ruma, and Uhud Darmawan Natsir. "PENGARUH REWARD DAN PUNISHMENT TERHADAP MOTIVASI KERJA DI PENGADILAN NEGERI MAKASSAR." Jurnal Manajemen 3, no. 2 (2024): 156. http://dx.doi.org/10.26858/jm.v3i2.54249.

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Abstrak. Penelitian ini untuk mengetahui apakah terdapat pengaruh reward dan punishment terhadap motivasi kerja di Pengadilan Negeri Makassar. Penelitian ini merupakan penelitian kuantitatif dengan pendekatan deskriptif dan merupakan penelitian populasi. Sampel dalam penelitian ini adalah pegawai pada Kantor Pengadilan Negeri Makassar sebanyak 66 orang. Uji hipotesis dalam penelitian ini menggunakan uji regresi linear berganda dan mendapatkan hasil yaitu: Berdasarkan hasil uji hipotesis dengan menggunakan uji analisis regresi linear berganda menunjukkan variabel reward dan punishment secara si

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Bahník, Štěpán, and Marek Vranka. "Reward Perception, But Not Reward Inequality Is Associated With Increased Dishonesty." Social Psychology 56, no. 1 (2025): 46–51. https://doi.org/10.1027/1864-9335/a000570.

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Abstract: The present experiment explores the link between perceived unfairness of low rewards for work and propensity for dishonest actions. Participants engaged in a sorting task where they had the opportunity to break rules to increase their rewards while harming a third party. While manipulation of reward unfairness did not significantly increase dishonesty, dissatisfaction with absolute reward levels and the emphasis on proportionality as a moral foundation predicted unethical behavior. These findings have significant implications for understanding the psychological underpinnings of disho

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Schumacher, Max, Christian Medeiros Adriano, and Holger Giese. "Challenges in Reward Design for Reinforcement Learning-based Traffic Signal Control: An Investigation using a CO2 Emission Objective." SUMO Conference Proceedings 4 (June 29, 2023): 131–51. http://dx.doi.org/10.52825/scp.v4i.222.

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   Deep Reinforcement Learning (DRL) is a promising data-driven approach for traffic signal control, especially because DRL can learn to adapt to varying traffic demands. For that, DRL agents maximize a scalar reward by interacting with an environment. However, one needs to formulate a suitable reward, aligning agent behavior and user objectives, which is an open research problem. We investigate this problem in the context of traffic signal control with the objective of minimizing CO2 emissions at intersections. Because CO2 emissions can be affected by multiple factors outsid

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Farhan Pratama and Bangun Putra Prasetya. "Pengaruh Reward Terhadap Motivasi Kerja Pada Karyawan Badan Waqaf Al-Qur’an Cabang Yogyakarta." Manajemen Kreatif Jurnal 2, no. 2 (2024): 85–92. http://dx.doi.org/10.55606/makreju.v2i2.3078.

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This research aims to explain the influence of reward variables and partial motivation on employee performance. This research uses a quantitative method with the sample determination method used is Purposive Sampling with a sample size of 20 and collecting samples by distributing questionnaires. The data analysis used is descriptive statistical analysis. The results show the results of Validity analysis testing to determine the significance of the influence of rewards on work motivation. The table of questions regarding the influence of rewards on work motivation 1-6 above shows correlation va

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Izdad Irsyadillah Fauzan and Hamdan Hamdan. "Is the Ability of Work Discipline to Moderate the Performance of Employees in the District Election Committee and Serang District Voting Committee as Seen From the Influence of Rewards and Punishment." Green Inflation: International Journal of Management and Strategic Business Leadership 1, no. 3 (2024): 93–100. http://dx.doi.org/10.61132/greeninflation.v1i3.51.

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This research is related to the influence of reward and punishment on employee performance with work discipline as a mediating variable on the District Election Committee and Voting Committee in Serang District. The purpose of this research is to determine the effect of reward on work discipline partially, the effect of punishment on work discipline partially, the effect of work discipline on employee performance, the effect of reward on employee performance, the effect of punishment on employee performance, the effect of reward on employee performance through work discipline on the District E

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Ojemakinde, Abiodun, and Elizabeth Mwaura-Smith. "Statistical assessment of employees’ perception of nonmonetary compensations: The case of a regional hospital." International Journal of Public Policy and Administration Research 10, no. 3 (2023): 99–109. http://dx.doi.org/10.18488/74.v10i3.3528.

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Organizations often attempt to incentivize employees with nonmonetary rewards for the purpose of increasing workers’ productivity. The problem is that employers don’t always know which nonmonetary rewards are most beneficial to the employees and the organizational goal. Therefore, we attempt to investigate the statistical significance of employees’ perceptions of nonmonetary rewards at the workplace. A questionnaire was administered to the employees of the Accounting Department of a regional hospital to indicate their perception of the relevance of the nonmonetary rewards available to them vis

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Aleyda, Fildzah, and Dita Oki Berliyanti. "Pengaruh Perceived Organizational Support, Contigency Reward Behaviour terhadap Work Engagement." Jurnal Akuntansi, Keuangan, dan Manajemen 4, no. 3 (2023): 185–94. http://dx.doi.org/10.35912/jakman.v4i3.1290.

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Purpose: This study aimed to analyze and explore the presence of perceived organizational support and contingent reward behavior in work engagement case studies of employees in PT Pelabuhan Indonesia. Methodology: The sample used in this study was purposive by distributing questionnaires online to 70 employees at PT Pelabuhan, Indonesia. The data analysis method was a simple regression method using SPSS version 25. Results: The results showed that perceived organizational support and contingent reward behavior had a positive and significant effect on work engagement in a case study of employee

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Yang, Lin, Yu-Zhen Janice Chen, Mohammad H. Hajiesmaili, Mark Herbster, and Don Towsley. "Hierarchical Learning Algorithms for Multi-scale Expert Problems." Proceedings of the ACM on Measurement and Analysis of Computing Systems 6, no. 2 (2022): 1–29. http://dx.doi.org/10.1145/3530900.

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In this paper, we study the multi-scale expert problem, where the rewards of different experts vary in different reward ranges. The performance of existing algorithms for the multi-scale expert problem degrades linearly proportional to the maximum reward range of any expert or the best expert and does not capture the non-uniform heterogeneity in the reward ranges among experts. In this work, we propose learning algorithms that construct a hierarchical tree structure based on the heterogeneity of the reward range of experts and then determine differentiated learning rates based on the reward up

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Karo, Toleransi karo karo. "PENGARUH REWARD, IKLIM KERJA DAN BUDAYA KERJA TERHADAP MOTIVASI KERJA DAN KINERJA KARYAWAN PT. SAWIT GRAHA MANUNGGAL – TAMIANG INDAH ESTATE KABUPATEN BARITO TIMUR PROVINSI KALIMANTAN TENGAH." KINDAI 19, no. 3 (2024): 374–85. http://dx.doi.org/10.35972/kindai.v19i3.1287.

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ABSTRACT  Abstract: Toleransi Karo Karo, Effect of Reward, Work Climate on Work Motivation and Employee Performance of PT. Sawit Graha Manunggal – Tamiang Indah Estate, East Barito Regency, South Kalimantan Province, Main Advisor: Ujianto, Assistant Advisor: Dahliana Iskandar This study aims to examine the Effect of Reward, Work Climate on Work Motivation and Employees of PT. Sawit Graha Manunggal – Tamiang Indah Estate, East Barito Regency, South Kalimantan Province. The population in this study were 100 harvest employees of PT. Sawit Graha Manunggal, data were taken f

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Stephen, Bliss U., Simeon Ozuomba, and Idongesit E. Eyibo. "Development of Reward Mechanism for Proxy Marketers Engaged in E-Commerce Platforms." European Journal of Engineering Research and Science 3, no. 10 (2018): 45–52. http://dx.doi.org/10.24018/ejers.2018.3.10.837.

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A reward model/mechanism for proxy marketer-based e-commerce/e-shopping system was developed in this work. The system comprised of two modules, the shopping module which has an online shop and virtual warehouse; and the reward module. The online shop and virtual warehouse are used to manage the products on the e-commerce system, the reward mechanism is used to manage the reward paid to the proxy marketer. Proxy marketers have been introduced into online shopping to extend their market reach and increase their market share. The proxy marketers are organized in a unilevel multilevel market struc

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Stephen, Bliss U., Simeon Ozuomba, and Idongesit E. Eyibo. "Development of Reward Mechanism for Proxy Marketers Engaged in E-Commerce Platforms." European Journal of Engineering and Technology Research 3, no. 10 (2018): 45–52. http://dx.doi.org/10.24018/ejeng.2018.3.10.837.

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A reward model/mechanism for proxy marketer-based e-commerce/e-shopping system was developed in this work. The system comprised of two modules, the shopping module which has an online shop and virtual warehouse; and the reward module. The online shop and virtual warehouse are used to manage the products on the e-commerce system, the reward mechanism is used to manage the reward paid to the proxy marketer. Proxy marketers have been introduced into online shopping to extend their market reach and increase their market share. The proxy marketers are organized in a unilevel multilevel market struc

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Racmanihwanto, Ardiansyah, Awin Mulyati, and Ute Chairus M. Nasution. "PENGARUH REWARD, PUNISHMENT, DAN MOTIVASI TERHADAP PRODUKTIVITAS KERJA KARYAWAN PT. ANGKASA PURA SURABAYA." Jurnal Dinamika Administrasi Bisnis 9, no. 2 (2024): 30–34. http://dx.doi.org/10.30996/jdab.v9i2.10539.

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Human resource management is very important for a company or organization in managing, organizing and employing its employees so that they can function and achieve the company's desired goals. One of the factors that influences employee work productivity is reward. Providing rewards will greatly influence employee productivity in the company because it can provide satisfaction both materially and non-materially. Apart from rewards, there are other variables that influence work productivity, namely punishment. In companies, sanctions are given to employees who commit negligence. Or make mistake

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Putri, Alessia Zoraya, and Irwin Sukrisno Sugeng. "Pengaruh Lingkungan Kerja dan Pemberian Reward terhadap Kinerja Karyawan pada PT Berkah Ibu Fashion Bekasi." Jurnal Ekonomi Bisnis Antartika 3, no. 1 (2025): 24–30. https://doi.org/10.70052/jeba.v3i1.512.

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Lingkungan kerja dan pemberian reward memiliki peran dalam meningkatkan kinerja karyawan. Kedua faktor tersebut sangat penting untuk meningkatkan kinerja karyawan, namun masih terdapat keterbatasan dalam pemahaman tentang lingkungan kerja dan pemberian reward yang akan mempengaruhi kinerja karyawan pada PT Berkah Ibu Fashion. Penelitian ini bertujuan untuk melihat pengaruh lingkungan kerja dan pemberian reward terhadap kinerja karyawan pada PT Berkah Ibu Fashion. Penelitian ini menggunakan metode pendekatan kuantitatif dengan jenis asosiatif. Populasi dan sampel yang digunakan yaitu karyawan P

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Novita, Rusdiana, Tri Andjarwati Dr., and Nanis Susanti Dr. "The Effect of Work Environment, Reward, and Work Culture on Work Motivation and Job Satisfaction as Intervening Variables in Indonesian Go-Jek Drivers." Journal of Economics, Finance and Management Studies 06, no. 01 (2023): 120–27. https://doi.org/10.5281/zenodo.7520269.

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This study aims to examine the effect of the work environment, rewards and work culture on work motivation and job satisfaction as intervening variables in Indonesian Go-Jek drivers. This study uses a quantitative method with sampling aimed at Indonesian Go-Jek drivers, especially two-wheeled vehicles with a total sample of 96 respondents. Data collection uses a questionnaire to be filled in by the respondents. After that, instrument tests were carried out in the form of validity tests and reliability tests, along with data analysis with the PLS test to find out the hypothesis. The results obt

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Taba, Muhammad Idrus. "Mediating effect of work performance and organizational commitment in the relationship between reward system and employees’ work satisfaction." Journal of Management Development 37, no. 1 (2018): 65–75. http://dx.doi.org/10.1108/jmd-11-2016-0256.

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Purpose The purpose of this paper is to investigate the mediation effect of work performance and organizational commitment in the relationship between reward system and employees’ work satisfaction. Design/methodology/approach The study population constituted all employees/permanent employees (civil servants and non-civil servants) at Bank of BNI, Bank of BRI, Bank of Mandiri, and Bank of South Sulawesi. The analytical method used to test the hypothesis of the research was structural equation modeling. Findings Based on the analysis results, it can be concluded that the extrinsic reward system

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Eko Wahyu Hidayat Udjut Saputra, Mei Indrawati, and Woro Utari. "PENGARUH KEPEMIMPINAN, KOMUNIKASI DAN PEMBERIAN REWARD TERHADAP KINERJA PEGAWAI BADAN KOORDINASI WILAYAH II BOJONEGORO PEMPROV JATIM MELALUI MOTIVASI KERJA." Journal of Applied Management and Accounting Science 2, no. 2 (2021): 104–15. http://dx.doi.org/10.51713/jamas.v2i2.39.

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The purpose of this study was to describe the leadership, communication, reward, work motivation and performance of employees in the Bojonegoro Regional Coordinating Board for the East Java Provincial Government. To determine and analyze the influence of leadership, communication, reward on motivation. The influence of leadership, communication, reward, motivation on performance. The influence of leadership, communication and reward on performance through motivation. The population in this study were employees of the Regional Coordinating Board II of Bojonegoro, East Java Provincial Government

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Immanullah, Muhammad. "Analysis of factors influencing Work Motivation." Business and Entrepreneurial Review 7, no. 1 (2016): 35. http://dx.doi.org/10.25105/ber.v7i1.1176.

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The objective of this research is to understand if there is influence from mission valence, extrinsic reward toward job difficulty, and job specificity to the mediating variables of job importance and self efficacy in order to increase work motivation on employees of PT Margacipta Wirasentosa in Tangerang, Banten. The research used primary data, simple random sampling in data collection, and multiple regression data analysis method. The result shows that mission valence, extrinsic reward toward job difficulty, and job specificity to the mediating variables of job importance and self efficacy s

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Taruna, Indra, Didi Tarmidi, Shendy Amalia, and Vina Silviani Marinda. "The effect of reward and punishment on work loyalty on IBC Telkomsel in Bandung City." Jurnal Mantik 8, no. 1 (2024): 255–61. http://dx.doi.org/10.35335/mantik.v8i1.4948.

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This research aims to find out the influence of Reward and Punishment on Work Loyalty at IBC Telkomsel in Bandung City. This research includes quantitative descriptive research, with multiple linear regression analysis approaches that use a brushioner research instrument. The sample in this study was Telkomsel IBC employees in Bandung City which amounted to 134 respondents who were analyzed with the SPSS program version 25. The results of this study found that rewards have a significant effect on work loyalty, evidenced by the value of thitung significance greater than table and with a large e

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Fahlevi, Anggun Badriyansyah, and Dedi Rianto Rahadi. "The Effect of Reward and Punishment on Employee Performance Through Work Motivation as an Intervning Variable (Case Study at PT. MOA)." International Journal of Scientific and Management Research 07, no. 01 (2024): 102–14. http://dx.doi.org/10.37502/ijsmr.2024.7110.

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This research aims to investigate the effect of reward and punishment on work motivation and employee performance at PT. MOA. The research methodology uses Partial Least Squares Structural Equation Modeling (PLS-SEM) with the SmartPLS analysis tool, allowing in-depth analysis of the relationship between the variables studied. The research population includes employees from various levels and functions at PT. MOA, with 155 respondents selected representatively as the research sample. The research results show that rewards have a positive and significant influence on work motivation, while punis

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Nahampun, Werlys Yana Marni, Corry Yohana, and Rd Tuty Sariwulan. "The Impact of Rewards, Work Discipline and Organizational Culture on Employee Performance with Work Motivation as an Intervening Variable at PT Dat Hospital Indonesia." Journal of the American Institute 2, no. 7 (2025): 888–913. https://doi.org/10.71364/g95m4y80.

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The performance of employees at PT. DAT Hospital Indonesia is influenced by several factors, including reward systems, work discipline, organizational culture, and work motivation. The hospital, which has been operating since 2008, strives to maintain high-quality healthcare services, and understanding the drivers of employee performance is critical for achieving organizational goals. This study aimed to explore the relationships between these factors and their impact on employee performance. The research employed a quantitative approach using Structural Equation Modeling (SEM) with a Partial

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Sujatmiko, Arif, Rahmad Gurusinga, Iskandar Markus Sembiring, Novita Br Ginting Munthe, and Indah Pratiwi. "HUBUNGAN REWARD DAN PUNISHMENT DENGAN DISIPLIN KERJA PADA KARYAWAN RUMAH SAKIT GRANDMED LUBUK PAKAM KABUPATEN DELI SERDANG." JURNAL KEPERAWATAN DAN FISIOTERAPI (JKF) 3, no. 1 (2020): 50–57. http://dx.doi.org/10.35451/jkf.v3i1.515.

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Grandmed Lubuk Pakam Hospital applies reward and punishment in completing employee work discipline that must be in accordance with hospital regulations. Good rewards and punishments can motivate employees to improve work discipline and help employees achieve effective performance. This study aims to determine the Relationship of Reward and Punishment with Work Discipline in Employees of the Grandmed Lubuk Pakam Hospital in 2020. This type of quantitative research is analytic survey using cross sectional design. The sample in this study was taken by purposive sampling of 48 employees. Analysis

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Oberlian, Oberlian. "PENGARUH SISTEM REWARD, MOTIVASI DAN KETERAMPILAN KOMUNIKASI TERHADAP PRODUKTIVITAS KERJA AGEN ASURANSI SEQUIS LIFE JAKARTA." Jurnal Ekonomi Manajemen 5, no. 2 (2019): 124–33. http://dx.doi.org/10.37058/jem.v5i2.1126.

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ABSTRACTThis study aims to determine how much influence the Reward System, Motivation and Communication Skills on the Productivity of Jakarta Sequis Life Insurance Agents. Respondents are 365 Sequis Life insurance agents who were asked to fill out a questionnaire. Data obtained from the results of filling out the questionnaire, were analyzed using multiple regression. The results of this study indicate that there is a significant positive effect of the variable Reward System, Motivation, and Communication Skills on Work Productivity, which means that a decrease or increase in the Reward System

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Sattler, Sebastian, and Olaf von dem Knesebeck. "Effort–Reward Imbalance at Work and Prescription Drug Misuse—Prospective Evidence from Germany." International Journal of Environmental Research and Public Health 19, no. 13 (2022): 7632. http://dx.doi.org/10.3390/ijerph19137632.

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This study examines how work stress affects the misuse of prescription drugs to augment mental performance without medical necessity (i.e., cognitive enhancement). Based on the effort–reward imbalance model, it can be assumed that a misalignment of effort exerted and rewards received increases prescription drug misuse, especially if employees overcommit. To test these assumptions, we conducted a prospective study using a nationwide web-based sample of the working population in Germany (N = 11,197). Effort, reward, and overcommitment were measured at t1 and the 12 month frequency of prescriptio

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Akgunduz, Yilmaz, Özge Adan Gök, and Ceylan Alkan. "The effects of rewards and proactive personality on turnover intentions and meaning of work in hotel businesses." Tourism and Hospitality Research 20, no. 2 (2019): 170–83. http://dx.doi.org/10.1177/1467358419841097.

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This study investigates the effects of rewards and proactive personality on meaning of work and turnover intention. It is theoretically based on Vroom’s Expectancy Theory, which focuses on three components: valence, expectancy and instrumentality. The theory argues that employees are motivated when the following conditions are met. Employees should first see that there is a positive relation between effort and performance, and performance and reward (expectancy). Then, they should accept that the reward is valuable for them (valence). Finally, they should believe that first-level rewards have

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Putri, Melia, Enjang Suherman, and Flora Patricia Angela. "WORK DISCIPLINE REVIEWED BASED PUNISHMENTS AND REWARDS (STUDY OF PT. ACTMETAL INDONESIA)." Value : Jurnal Manajemen dan Akuntansi 18, no. 2 (2023): 510–19. http://dx.doi.org/10.32534/jv.v18i2.4076.

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Delay shows one of the undisciplined attitudes of employees in complying with the rules that have been set. One way to uphold the level of work discipline is to properly apply punishment and reward. The purpose of this study is to analyze and explain the relationship between punishment and reward with employee work discipline. This study uses a descriptive and verification research approach with quantitative data analysis and survey research methods. The number of samples used was 109 with the slovin formula from a population of 150 employees of PT. Actmetal Indonesia. Data analysis used multi

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Robert, Sarah A. "Incentives, Teachers, and Gender at Work." education policy analysis archives 21 (April 1, 2013): 31. http://dx.doi.org/10.14507/epaa.v21n31.2013.

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Incentive pay programs have become panacea for a multitude of educational challenges. When aimed at teachers the assumption is that rewards entice them to work in particular ways or particular schools. However, the assumption is based on an economic formula that does not take into consideration the gendered nature of policy processes. This study examined ethnographically 10 teachers’ decision-making processes regarding whether to take up The Rural Program [La Ruralidad] in the Province of Buenos Aires, Argentina, which rewarded qualified educators with bonus pay to work in hard-to-staff school

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