EFFECT OF COMPENSATION, WORK CULTURE AND CAREER DEVELOPMENT ON JOB SATISFACTION OF REGIONAL DEVELOPMENT PLANNING BOARD EMPLOYEES (BAPPEDA) BIREUEN REGENCY

Abstrak

This study aims to examine, 1) the effect of compensation on employee job satisfaction, 2) the influence of work culture on employee job satisfaction, 3) the influence and career development on employee job satisfaction, and 4) the effect of compensation, job culture and career development on job satisfaction. . Staff of the Regional Development Planning Agency (BAPPEDA) of Bireuen Regency. The method used in this study is an associative method with a quantitative approach to 55 employees, with the collection technique using a closed questionnaire instrument. The analytical method used is the path analysis approach. The results showed that 1) There is a significant effect of compensation factors on job satisfaction of employees of the Regional Development Planning Agency (Bappeda) of Bireuen Regency. Statistically found a direct effect of 14.90 percent. Meanwhile, the indirect effect involving work culture and career development variables was 12.07 percent. So that the total effect of the compensation factor from the analyzed model is 26.97 percent on job satisfaction. 2) It is proven that there is an influence of work culture with the application of work habits, regulations, norms and values ​​on employee job satisfaction. The direct effect is 8.88 percent while the indirect effect is by involving compensation and career development variables at 12.05 percent. So that the total influence of work culture factors from the analyzed model is 20.93 percent on employee job satisfaction. 3). There is also a significant influence of employee career development factors on employee job satisfaction. Statistically, the direct effect is 6.05 percent. While the indirect effect involving work culture variables and compensation on job satisfaction was 9.30 percent. So that the total influence of employee career development factors from the analyzed model is 15.35 percent on job satisfaction of Bappeda Bireuen Regency employees. 4). Based on the coefficient of determination, it can be explained that the contribution of compensation factors, work culture and career development to Bappeda Bireuen employee job satisfaction is 63.3%. While the remaining role of the variable that was not studied was 36.7%. This shows that there are other factors that can influence job satisfaction variables, such as organizational climate in the Bappeda office, the leadership factor of the Head of the Office, the existence of the Education and Training Center, and others.