The Pengaruh TQM Terhadap Kinerja Karyawan dimoderasi Sistem Penghargaan (Pegawai KPP Pratama Cilegon) - Muh Rico Rizaldi; Diqbal Satyanegara (Universitas Multi Data Palembang, 2022)
Abstract: Taxation is the government's mainstay sector, because it is the largest source of state revenue. The application of TQM can help in improving the quality and performance of an organization. The purpose of the study was to analyze the effect of TQM, namely: Continuous Improvement and Employee Empowerment Involvement, on Employee Performance moderated by the Reward System at KPP Pratama Cilegon. Using quantitative methods and primary data. Questionnaire as a method of data collection. Stratified random sampling method on 85 employees. Continuous Improvement, Employee Empowerment Involvement as independent vvariable, Employee Performance as dependent variable, Reward System as moderating variable. SEM and SmartPLS 3.0 data analysis. Statistical test results show that Continuous Improvement, Empowerment Involvement has a positive and significant effect on Employee Performance, and Reward System strengthens the relationship between Employee Empowerment Involvement on Employee Performance, but Reward System doesn’t strengthen the relationship between Continuous Improvement on Employee Performance. Abstrak: Perpajakan menjadi sektor andalan pemerintah, karena menjadi sumber penerimaan terbesar negara. Penerapan TQM dapat membantu dalam meningkatkan kualitas dan kinerja suatu organisasi. Tujuan penelitian untuk menganalisis pengaruh TQM yaitu: Perbaikan Berkesinambungan dan Pelibatan Pemberdayaan Karyawan, terhadap Kinerja Karyawan di moderasi oleh Sistem Penghargaan pada KPP Pratama Cilegon. Menggunakan metode kuantitatif dan data primer. Kuesioner sebagai metode pengumpulan data. Metode stratified random sampling pada 85 pegawai. Variabel independen Perbaikan Berkesinambungan, Pelibatan Pemberdayaan Karyawan, variabel dependen Kinerja Karyawan, variabel moderating Sistem Penghargaan. Analisis data SEM dan SmartPLS 3.0 Hasil uji statistik menunjukkan bahwa Perbaikan Berkesinambungan, Pelibatan Pemberdayaan berpengaruh positif dan signifikan terhadap Kinerja Karyawan, dan Sistem Penghargaan memperkuat hubungan antara Pelibatan Pemberdayaan Karyawan terhadap Kinerja Karyawan, tetapi Sistem Penghargaan tidak memperkuat hubungan antara Perbaikan Berkesinambungan terhadap Kinerja Karyawan.