The Effect Of Financial Compensation On Employee Performance At Pt. Bank Rakyat Indonesia (Bri) Medan Sunggal Branch

Subaktiar; Ujang Abdullah; Nurhalimah Sibuea; Adriansyah

doi:10.63922/ijebir.v5i04.5484

Subaktiar Manajemen Study Program, Faculty of Economics, Alwashliyah University of Medan
Ujang Abdullah Accounting Study Program, Faculty of Economics, Alwashliyah University of Medan
Nurhalimah Sibuea Manajemen Study Program, Faculty of Economics, Alwashliyah University of Medan
Adriansyah Agribusiness Study Program, Faculty of Agriculture, Alwashliyah University of Medan

DOI: https://doi.org/10.63922/ijebir.v5i04.5484

Keywords: Financial Compensation, Employee Performance, Direct Compensation, Indirect Compensation, Banking Sector

Abstract

This study aims to examine and analyze the effect of financial compensation on employee performance at PT. Bank Rakyat Indonesia (BRI) Medan Sunggal Branch. Financial compensation, which comprises direct compensation (basic salary, incentives, bonuses) and indirect compensation (allowances and benefits), is considered a determining factor in shaping employee work behavior and performance outcomes in the banking sector. This research employs a quantitative associative approach involving all employees of PT. Bank BRI Medan Sunggal Branch as the population, with data collected through a structured questionnaire using a five-point Likert scale. The saturated sampling (census) technique was applied given the relatively limited population size. Data were analyzed using validity and reliability tests, classical assumption tests, simple linear regression analysis, the coefficient of determination (R²), and a partial t-test with the assistance of SPSS software. The results indicate that financial compensation has a positive and statistically significant effect on employee performance, meaning that improvements in the compensation system are associated with corresponding improvements in employee performance. These findings reinforce prior studies in human resource management literature and provide practical implications for banking management in designing fair, competitive, and performance-oriented compensation systems to enhance employee productivity and organizational competitiveness.

Author Biography

Ujang Abdullah, Accounting Study Program, Faculty of Economics, Alwashliyah University of Medan

agribisnis

References

Adiyanti, S. A., & Nugraha, E. (2023). Pengaruh kompensasi finansial dan kompensasi non-finansial terhadap kinerja karyawan. REMIK: Riset dan E-Jurnal Manajemen Informatika Komputer, 7(2), 1–10.
Amalia, S., & Fakhri, M. (2016). Pengaruh motivasi kerja terhadap kinerja karyawan pada PT. Gramedia Asri Media Cabang Emerald Bintaro. Jurnal Computech & Bisnis, 10(2), 119–127.
Ardiansyah, M. R. (2015). Pengaruh kompensasi finansial langsung terhadap kinerja karyawan bagian marketing PT. Sanggar Mas Jaya Cabang Bandung (Unpublished undergraduate thesis). Universitas Pendidikan Indonesia.
Christyawan, I. H. (2024). Pengaruh kompensasi finansial dan kompensasi non finansial terhadap kinerja karyawan pada perusahaan X (Unpublished undergraduate thesis). Universitas Atma Jaya Yogyakarta.
Handoko, T. H. (2016). Manajemen personalia dan sumberdaya manusia (2nd ed.). BPFE.
Hasibuan, M. S. P. (2017). Manajemen sumber daya manusia (Revised ed.). Bumi Aksara.
Jufrizen, J. (2017). Pengaruh kompensasi dan disiplin kerja terhadap kinerja karyawan. Jurnal Ilmiah Manajemen dan Bisnis, 18(2), 145–158.
Maharani, A. (2016). Pengaruh kompensasi, motivasi dan disiplin kerja terhadap kinerja karyawan pada PT. Pos Indonesia Kantor Pos Wonogiri (Unpublished undergraduate thesis). Universitas Muhammadiyah Surakarta.
Mathis, R. L., & Jackson, J. H. (2016). Human resource management (15th ed.). Cengage Learning.
Milkovich, G. T., Newman, J. M., & Gerhart, B. (2016). Compensation (12th ed.). McGraw-Hill Education.
Mustika, D., & Santoso, H. (2015). Pengaruh kompensasi nonfinansial terhadap kinerja karyawan. Jurnal Ekonomi dan Bisnis, 8(1), 22–31.
Putra, I. P. P., & Mujiati, N. W. (2016). Pengaruh kompetensi, kompensasi finansial dan motivasi kerja pada kepuasan kerja karyawan Take Japanese Restaurant Legian Kuta Badung Bali. E-Jurnal Manajemen Universitas Udayana, 5(1), 252–277.
Rivai, V., & Sagala, E. J. (2015). Manajemen sumber daya manusia untuk perusahaan: Dari teori ke praktik (2nd ed.). PT Raja Grafindo Persada.
Robbins, S. P., & Judge, T. A. (2017). Organizational behavior (17th ed.). Pearson Education.
Ryan, R. M., & Deci, E. L. (2020). Self-determination theory: Basic psychological needs in motivation, development, and wellness. Guilford Press.
Saraswati, D. (2020). Peran motivasi kerja dalam memediasi pengaruh kompensasi terhadap kinerja. Jurnal Ekonomi dan Manajemen, 8(1), 45–56.
Sedarmayanti. (2017). Manajemen sumber daya manusia: Reformasi birokrasi dan manajemen pegawai negeri sipil. Refika Aditama.
Sekaran, U., & Bougie, R. (2019). Research methods for business: A skill building approach (8th ed.). Wiley.
Tessema, M. T., & Soeters, J. L. (2006). Challenges and prospects of HRM in developing countries: Testing the HRM-performance link in the Eritrean civil service. The International Journal of Human Resource Management, 17(1), 86–105.
Wandi, D., Sunarsi, D., & Akbar, I. R. (2022). Pengaruh kompensasi terhadap kinerja karyawan. Jurnal Manajemen dan Bisnis Riset (JMBR), 3(1), 45–56.