Article Per Year (5 Year)
p-Index From 2020 - 2025
0.23
P-Index
This Author published in this journals
All Journal International Journal of Economic, Business, Accounting, Agriculture Management and Sharia Administration (IJEBAS)
Hendra Gunawan Nainggolan
Unknown Affiliation
Economics, Econometrics & Finance

Published : 1 Documents Claim Missing Document
Claim Missing Document
Check
Articles

Found 1 Documents
Search

 1 
THE EFFECT OF COMPETENCE AND WORK DISCIPLINE ON REWARDS WITH WORK INFRASTRUCTURE AS A MODERATING VARIABLE AT PT PLN (PERSERO) SERVICE IMPLEMENTATION UNIT RANTAUPRAPAT CUSTOMERS Hendra Gunawan Nainggolan; Kiki Farida Ferine
International Journal of Economic, Business, Accounting, Agriculture Management and Sharia Administration (IJEBAS) Vol. 5 No. 4 (2025): August
Publisher : CV. Radja Publika

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.54443/ijebas.v5i4.3919

Abstract

This study aims to analyze the influence of Competence and Work Discipline on Rewards with Work Infrastructure as a moderating variable at PT PLN (Persero) Rantauprapat Customer Service Implementation Unit. This study uses a quantitative approach with the Partial Least Square Structural Equation Modeling (PLS-SEM) analysis method. The number of respondents in this study was 86 people. The results showed that Competence (coefficient = 0.388; T-statistic = 3.266; P-values ​​= 0.001) and Work Discipline (coefficient = 0.276; T-statistic = 2.307; P-values ​​= 0.011) had a positive and significant effect on Rewards. Work Infrastructure also had a positive and significant effect on Rewards (coefficient = 0.362; T-statistic = 3.274; P-values ​​= 0.001). However, the moderation effect test shows that the interaction between Competence and Work Infrastructure (coefficient = -0.031; T-statistic = 0.235; P-values ​​= 0.407), as well as the interaction between Work Discipline and Work Infrastructure (coefficient = 0.112; T-statistic = 0.900; P-values ​​= 0.184), do not significantly influence Rewards. Thus, employee Rewards are more directly influenced by competence, discipline, and the availability of work infrastructure, compared to the moderating effect of work infrastructure.
Co-Authors Kiki Farida Ferine