THE EFFECT OF REWARD AND WORK MOTIVATION ON EMPLOYEE

WORK PRODUCTIVITY AT PT MANAKARRA UNGGUL LESTARI

Esther Lia 1, Rusman 2, Muhammad Arsyad 3,

Faculty of Economics and Business, Mamuju Muhammadiyah University
e-mail: [email protected]

TRACK ABS
Purpose: this study was to determine the effect of reward and work
motivation on employee work productivity at PT Manakarra Unggul Lestari
me tode : Researchers used the method of multiple linear regression
analysis with the help of computerized programs SPSS (Statistical Product
Service Solution).
Result : Results test Partial with use Multiple linear regression shows that
the reward variable has a significant value of 0.001 < 0.05 and variable work
motivation with mark significant 0.016 < 0.05, whereas test simultaneous
show calculated F value of 24.478 with a significant level of 0.000. Thus stated
that reward and work motivation have a significant effect on employee work
productivity at PT Manakarra Unggul Lestari. Based on the test of the
coefficient of determination it is known that R Square = 0.395 or 40%. So it
can be concluded that the effect of reward and work motivation variables on
work productivity is 40%.
Academic Contribution : This research can increase students' knowledge
about giving rewards and work motivation in a company.
Key Words : rewards, work motivation, work productivity.
Field of Research : Management

INTRODUCTION

Human resources are a determining factor for the success of an

employee's performance in a company. Effective human resources can
improve performance and can have an impact on high work productivity.
Rusman (2022: 79) reveals that "in order to remain able to survive in the era
of globalization, organizations need to increase the capacity of their human
resources. This capacity building can only be done if the HR factor becomes
a human being who continuously learns, whether through books, expert
learning media, co-workers, as well as in everyday life.
According to Sofyandi in Supomo (2018: 6) reveals "human resource
management is a strategy in implementing management functions starting
from planning , organizing , leading , and controlling in every operational
activity/function of human resources.
Hasibuan (2019: 10) states "Human resource management is the
science and art of managing relationships and the role of the workforce so
that it effectively and efficiently helps the realization of company, employee
and community goals".
 By considering all the opinions above, researchers can conclude that
human resource management is a very important component in driving an
organization's or company's success, because human resource
management acts as a mover, regulator, planning, development in the
utilization of human resources to achieve a goal. .
Certainly human resources will not go well if resource management is
not planned or directed, therefore companies must not only pay attention to
their human resources but also must pay attention to their human resource
management which is a planned and sustainable work carried out to achieve
goals. desired and can also affect employee performance so as to achieve
high work productivity.
According to Afandi (2018: 92) states that the purpose of "work
productivity is a mathematical comparison between the amount produced
and the amount of each source used during production". Meanwhile,
according to Elbadiansyah (2019: 250) suggests that "work productivity is a
comparison between the results achieved (output) with all the resources
needed ( input)" .
According to Hartoyo, et al. (2015: 98) states "work productivity is a
concept that shows a link between work output and the unit of time needed
to produce a product. A worker is said to be productive if he is able to
produce more output than other workers for the same unit of time .
From some of the meanings above, the researcher concludes that
work productivity is very mandatory in a company, namely if the company
has employees with high work productivity, it is certain that these employees
will be more advanced.
The company makes several efforts to increase employee work
productivity, one of which is giving rewards and motivation so that work
productivity achieves optimal results.
To be able to improve high employee performance the company pays
attention to the main needs of its employees, then giving rewards as
compensation for motivation to employees to further increase employee
productivity. According to Simamora (2014: 514) " rewards are incentives
that link payments on the basis of being able to increase the productivity of
employees in order to achieve competitive advantage".
In addition to rewards, motivation is also a major factor in determining
the success of a company, if employees have high work motivation, it will
certainly greatly affect even high levels of productivity. According to Sutrisno
(2017: 110-111) "states that work motivation is the gift or generation of
motives or can also be interpreted as things or circumstances that become
motives, so work motivation is something that fosters enthusiasm or
encouragement to work".
Meanwhile, according to Kawulur, TK (2018:69-70) " reward is
something we give to someone because he does something. Something that
is natural as an appreciation, as an expression of our gratitude and concern.
According to Handoko (2011: 55) " reward is a form of business
appreciation to get a professional workforce in accordance with the demands
of the position, a balanced coaching is needed, namely an effort to plan
activities, organize the use, and maintain the workforce so that it is able to
carry out tasks effectively and efficient".
From some of the definitions of the opinions above, it shows the
diversity of opinions from various experts in viewing the meaning of reward ,
so the researchers concluded that reward is a form of appreciation or
appreciation for employees who have done the best job. and giving bonuses
to employees.
In addition to the rewards that employees get because of high
achievement and performance, there is also work motivation that must be
possessed by employees. Giving work motivation is an effort to improve the
quality of an employee in a company where motivation plays a very
important role in a person so that it can provide a good effectiveness for an
increase in the company. According to Sutrisno (2017: 110-111) "states that
work motivation is the gift or generation of motives or can also be interpreted
as things or circumstances that become motives, so work motivation is
something that fosters enthusiasm or encouragement to work".
According to Robbins (2018: 50) "states that work motivation is a
willingness to use a high level of effort for organizational goals which is
conditioned by the ability of the business to fulfill some individual needs".
Based on the opinions of some of the experts above, it can be
concluded that motivation is internal and external encouragement to do
something that someone wants. Motivation is a major factor in the success
of an employee or the success of a company. Employees must have high
motivation.
Based on the observations made by researchers at the company PT
Manakarra Unggul Lestari, information about rewards and motivation was
obtained which can encourage employees to be more active in doing work
according to predetermined targets. As for the application of rewards given
to employees who have achievements such as praise, bonuses, and
promotion.
Meanwhile, the provision of motivation is given in the form of
remuneration for each employee in meeting their daily needs. If this is not
paid attention to, it can have a negative impact on employee performance. In
particular, if the reward system is not paid attention to, it can result in
employees being unmotivated and dissatisfied with their work and can
ultimately lead to low productivity for employees and the company.
Likewise, if employees lack work motivation in carrying out their
duties and responsibilities, the employee's performance will be poor and
have an impact on work productivity, so both leaders and employees must
have work motivation in working if they want to achieve goals.

Formula Problem
Based on the background above, the formulation of the
problem to be studied in this study is as follows:
1. Does the reward affect the work productivity of employees at PT
Manakarra Superior Lestari?
2. Does work motivation affect the work productivity of employees at
 PT Manakarra Unggul Lestari?
3. Do rewards and work motivation simultaneously influence the work
productivity of employees at PT Manakarra Unggul Lestari?
Research purposes
1) To determine the effect of reward on employee work productivity at
PT Manakarra Unggul Lestari.
2) To determine the influence of Work Motivation on employee work
productivity at PT Manakarra Unggul Lestari.
3) To determine the effect of Reward and Work Motivation on employee
work productivity at PT Manakarra Unggul Lestari
Benefit Study
Some of the benefits provided in this study are:
1) The author as an application of theory that has been obtained in
lectures and gain insight into the real world of work.
2) The company as a material consideration in determining future
policies relating to reward and work motivation in increasing
employee productivity.
3) The next researcher hopes that this research can be a reference
material when they want to do similar research.
4) The campus is used as information material to develop teaching
materials and improve the reputation of the campus through research
results that affect the wider community.

Previous Research
Dodi Prasada, et al. (2020) based on the research's multiple linear
regression analysis shows that the reward and motivation variables have a
positive and significant effect on work productivity with an influential
contribution of 54.5% while the remaining 45.5% is influenced by other
factors. Hypothesis testing obtained the value of F count> F table or
(35.945> 2.760) for employees of PT Sinar Kencana Jaya.
Ummi Kalsum Siregar. (2022) Based on the results of the study it
showed that the variables of leadership, motivation, reward, and punishment
had a positive and significant effect on work productivity at PT Anugerah
Tanjung Medan with work discipline as a moderating variable

METHOD
Location and Time Study
Researchers conducted research at PT Manakarra Unggul
Lestari, Kakullasan Village, Tommo District, Mamuju Regency. The
time required for the research is approximately 2 (two) months ever.

Type And Source Data

1. Qualitative data . Ramdhan (2021: 2) states that qualitative research
data "can be interpreted as data that is present in the form of words,
sentences, narrative expressions and pictures". Data obtained from
interviews and documentation at PT Manakarra Unggul Lestari
 2. Quantitative data Ramdhan (2021: 2) states "quantitative research
data are data that are present or expressed in the form of numbers
obtained from the field or can also be called qualitative data which
are expressed in the form of numbers obtained by changing the
values qualitative into quantitative values”. The data obtained from
the results of distributing questionnaires to employee respondents at
PT Manakarra Unggul Lestari with the results in the form of numbers that
will be processed and analyzed.
Data source

In this study, the data sources used were primary data and secondary
data.
1) Primary data is data obtained directly from the first source. This
research was conducted using observation, questionnaires and
interviews. In this case the data obtained in this research was
obtained by filling out a questionnaire by employees at PT Manakarra
Unggul Lestari.
2) Secondary data is data obtained indirectly through intermediary
media (obtained or recorded by other parties). This secondary data
collection is through books, files, magazines, advertisements, photos,
as well as information from companies and libraries.
.
Population And Sample

Sugiyono (2018: 117), states "population is a generalized area

consisting of objects or subjects that have certain qualities and
characteristics set by researchers to study and then draw
conclusions" namely whole employees at PT Manakarra Unggul
Lestari. Because the number of employees is known , the number of
samples will be calculated using the slovin formula.
Given that the population is so large, the sampling technique used is
probability sampling with simple random sampling technique. According to
Darwin, et al. (2021:110) "in probability sampling , researchers select
individuals who provide equal opportunities for each member of the
population to be used as a representative sample of the population".
Based on the results of the calculation of the formula above,
the number of samples selected was 78 employees.
Collection Method Data
1) Observation. Semiawan (2010: 112) states "observation is part of data
collection. Observation means collecting data directly from the field.
2) Interview. Semiawan (2010: 113) states "interview is a method of
collecting data that cannot be obtained through observation or
questionnaires".
3) Documentation. Sugiyono (2018: 476) states "documentation is a method
used to obtain data and information in the form of books, archives,
 documents, written numbers and pictures in the form of reports and
information that can support research".
4) Questionnaire. Sugiyono (2018: 219) states "a questionnaire is a data
collection technique that is carried out by giving a set of questions or
written statements to respondents to answer".

Method Analysis
1. Test validity
Darma Budi (2021: 7) states "the validity test is intended to measure
how carefully a test performs its function, whether the measuring
instruments that have been prepared can actually measure what
needs to be measured. Following are the criteria for testing the
validity test according to Darma Budi (2021: 8):
1) If r count > r table, then the research instrument is said to be valid.
2) If r count < r table then the research instrument is said to be
invalid
2. Test reliability
Darma Budi (2021:17) states "the concept of reliability is the extent to
which the results of a measurement used are fixed, reliable and free
from measurement error ( measurement error )". The significant level
used in this study is 0.5. The criteria for testing the reliability test are
as follows:
1) If the Cronbach's alpha value is > 0.60, the instrument is said
to be reliable.
2) If the value of Cronbach's alpha <0.60 then the instrument is
said to be unreliable.

3. Test Regression linear

Darma Budi (2021: 23) states "regression analysis analyzes how the
relationship is between two or more variables", these variables
namely: independent (free) variables are usually symbolized by
variable X. To find out the effect of reward and work motivation on
employee work productivity at PT Manakarra Unggul Lestari used
multiple linear regression analysis with the formula:
Y = a + b1 X1 + b2 X2 + e
Information:
Y : Productivity
a : Constant
X1 : Rewards _
X2 : work motivation
b1,b2 : Regression coefficient
e : Error Term

4. Partial Test (t test)

Susilowati & Andayani (2021: 67) states "the partial test (t test) aims
to show how far the influence of one independent variable individually
explains the variation of the dependent variable or to test the
 independent variables partially (individually)". The t test is used to
determine whether the independent variable has a significant effect
on the dependent variable with a significance level (a) = 0.05 (5%) is
accepted. Decision making as follows: 1) Comparing the value of t
arithmetic and t table. if t count > t table then H 0 is rejected and H 1 is accepted, it
means that there is a significant influence of the independent variable
on the dependent variable. If t count < t table then H 0 is accepted and H 1
is rejected, it means that there is no significant effect of the
independent variable on the dependent variable; 2) Comparing the
significance value of the probability of 0.05
If the sig value <0.05 means that the independent variable has an
effect on the dependent variable. If the sig value > 0.05, it means that
the independent variable has no effect on the dependent variable.
5. Simultaneous Test (f test)
Susilowati & Andayani (2021: 67) say that "the simultaneous test (F)
aims to show whether all the independent or independent variables
included in the regression model have a jointly significant effect on
the dependent or dependent variable". With the following criteria: 1) if
f arithmetic > f table then H 0 is rejected H a is accepted; 2) if f count <f table then
H 0 is accepted H a is rejected.
6. Determination Coefficient Test
Kurniawan, (2019: 31) states "the coefficient of determination is a
value that describes how much change or variation in the dependent
variable can be explained by changes or variations in the independent
variable ." The coefficient of determination test is used to measure
what percentage of the independent variables affect the dependent
variable. The value of the coefficient of determination is between zero
and one (0<R 2 <1). The closer to number one, the smaller the
presentation effect. KD = R 2 x 100%
Hypothesis Development
Wibowo (2021: 72), "a hypothesis in research is a research problem
whose truth needs to be tested using empirical data". The hypothesis in this
study is as follows:
1) It is suspected that reward has a positive and significant effect
partially on the work productivity of employees of PT Manakarra
Unggul Lestari.
2) It is suspected that work motivation has a partially positive and
significant effect on the work productivity of employees of PT
Manakarra Unggul Lestari.
3) It is suspected that reward and work motivation have a significant
simultaneous effect on the work productivity of employees of PT
Manakarra Unggul Lestari.
RESULTS AND DISCUSSION
Table 1
Multiple Linear Regression Test Results
Coefficients a
Unstandardize Standardized
d Coefficients Coefficients
std.
Model B Error Betas Q Sig.
1 (Constant) 13,897 4,654 2,986 .004
Rewards .417 .121 .403 3,446 001
Work motivation .294 .119 .289 2,466 .016
a. Dependent Variable: Work Productivity
Source: Data after processing, 2023

To determine the effect of rewards and work motivation on work

productivity of PT Manakarra Unggul Lestari employees used multiple linear
regression analysis. Based on data analysis using SPSS 22, the results of
the regression equation are as follows.
Y = 13.897 +0.417 +0.294 + e
The regression equation above shows the relationship between the
independent variables and the dependent variable partially. The following is
an interpretation of the linear regression equation above.
1) The value of a is 13.897 , meaning that the condition of the work
productivity variable has not been influenced by other variables, namely
the reward variable (X 1 and work motivation (X 2 ). If the reward variable
(X 1 ) and work motivation (X 2 ) do not exist then the work productivity
variable does not experience change.
2) B1X1 is the value of the regression coefficient X 1 of 0.417 indicating
that the reward variable (X 1 ) has a positive influence on work
productivity (Y) which means that every increase of one unit of reward
variable (X 1 ) will affect work productivity (Y) employees at PT
Manakarra Unggul Lestari of 0.553.
3) B2X1 is the value of the regression coefficient X 2 of 0.294 indicating
that the work motivation variable (X 2 ) has a positive influence on work
productivity (Y) which means that every increase of one unit of work
motivation variable (X 2 ) will affect work productivity (Y ) employees at
PT Manakarra Unggul Lestari of 0.223.
 Table 2
T test results
Coefficients a
Unstandardized Standardized
Coefficients Coefficients
Model B std. Error Betas Q Sig.
1 (Constant) 13,89
4,654 2,986 .004
7
Rewards .417 .121 .403 3,446 001
Work motivation .294 .119 .289 2,466 .016
a. Dependent Variable: Work Productivity
Source: Data after processing, 2023

Based on the table above by observing the row, column t and sig, it
can be explained as follows
1) First Hypothesis Testing (H 1 )
It is known that the sig value for the influence of variable X 1 on Y is 0.001
<0.05 and the t count value is 3.446 > t table 1.992, so it can be
concluded that H1 is accepted and means reward (X 1 ) has a positive
and significant effect on work productivity (Y ).
2) Second Hypothesis Testing (H 2 )
It is known that the sig value for the effect of X 2 on Y is 0.016 <0.05 and
the value of t count is 2.466 > t table 1.992, so it can be concluded that H
2 is accepted and means that work motivation has a positive and
significant effect partially on work productivity (Y).

Table 3
F test results
ANOVA a
Sum of MeanSqu
Model Squares Df are F Sig.
1 Regression 204,667 2 102,333 24,478 .000 b
residual 313,551 75 4,181
Total 518,218 77
a. Dependent Variable: Work Productivity
b. Predictors: (Constant), Work Motivation, Reward
Source: Data after processing, 2023

Based on the output above, it is known that the sig value for the influence
of X1 and X2 simultaneously on the variable Y is 0.000 <0.05 and the value
of fcount is 24.478 > ftable 3.12, the conclusion is that H3 is accepted, which
means reward and work motivation have a positive and significant effect
simultaneously on employee work productivity at PT Manakarra Unggul
Lestari.
Determination Coefficient Test
The coefficient of determination test is used to measure the
percentage of the independent variable affecting the dependent variable.
Can be seen in the table below

Table 4
Reward Determination Coefficient Test Results on Work Productivity
Summary models
R Adjusted R std. Error of
Model R Square Square the Estimate
a
1 .588 .346 .337 2.11191
a. Predictors: (Constant), X1
Source: Data after processing, 2023
Based on the test results obtained a determination value of 34.6% means
that the reward has a contribution of 34.6% influence on employee work
productivity.

Table 5
Coefficient Test Results for Determination of Work Motivation on Work
Productivity
Summary models
R Adjusted R std. Error of
Model R Square Square the Estimate
a
1 .547 .299 .290 2.18610
a. Predictors: (Constant), X2

Source: Data after processing, 2023

Based on the test results obtained a determination value of 29.9% means
that motivation has an influence contribution of 29.9% on employee work
productivity.

Table 6
Coefficient Test Results Determination of reward and work motivation on
work productivity
Summary models
Adjusted R std. Error of
Model R R Square Square the Estimate
a
1 .628 .395 .379 2.04467
a. Predictors: (Constant), Work Motivation, Reward
Source: data processed 2023
Based on the results of the output table above, it is known that R
Square = 0.395 or 40%. So it can be concluded that the effect of the variable
reward and work motivation on work productivity is 40%.

In the discussion
1. Effect of rewards on work productivity
 Based on the test results obtained a determination value of 34.6%
means that the reward has a contribution of 34.6% influence on
employee work productivity. Testing the hypothesis obtained t count >
t table or ( 3.446 >1.992 ) thus the first hypothesis proposed that there
is a significant effect between rewards on work productivity at PT
Manakarra Unggul Lestari is accepted .
2. Effect of work motivation on work productivity
Based on the test results obtained a determination value of 29.9%
means that motivation has an influence contribution of 29.9% on
employee work productivity. Testing the hypothesis obtained t count >
t table or ( 2,466 > 1,992 ) thus the first hypothesis proposed that
there is a significant effect between rewards on work productivity at
PT Manakarra Unggul Lestari is accepted.
3. by obtaining a regression equation Y = 13.897 +0.417 +0.294 +e a
determination value of 40%. Hypothesis testing obtained a calculated
F value > Ftable or ( 24.478> 3.12 ). Thus the third hypothesis
proposed that there is a significant effect between rewards and work
motivation on work productivity at PT Manakarra Unggul Lestari is
accepted.
CONCLUSION
Based on the results of the research described previously regarding rewards
and work motivation on employee work productivity at PT Manakarra Unggul
Lestari, several conclusions can be drawn as follows:
1) Based on the results of the study through the t test in multiple linear
regression shows that the reward has a positive and significant effect
partially on the work productivity of employees at PT Manakarra
Unggul Lestari, thus that the greater the reward given, the greater the
productivity achieved.
2) Based on the results of the study through the t test in multiple linear
regression shows that work motivation has a positive and significant
partial effect on employee work productivity at PT Manakarra Unggul
Lestari, thus that the greater the reward given, the greater the
productivity achieved.
Based on the results of research through the f test in multiple linear
regression shows that reward and work motivation simultaneously positive
and significant effect on employee work productivity at PT Manakarra
Unggul Lestari.

SUGGESTION
1. For Further Researchers
It is hoped that further researchers can develop the indicators used in
this research so as to get better and more in-depth results.
2. For Agencies
 From the results of the research above it is known that giving rewards
and work motivation affect work productivity at PT Manakarra Unggul
Lestari, so the researchers provide suggestions that giving rewards
and work motivation can be maintained or further enhanced so that
they can have an impact on employee work productivity.

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