The Effect of Morale, Compensation and Work Conflict as Intervening Factors on Employee Performance: Case Study from Social Service Office of North Tapanuli Regency, Indonesia

Febrilian, Lamtiar
Sitorus, Sunday Ade
Lumbangaol, Vebry

Golden Ratio of Data in Summary
Vol. 5 No. 2 (2025): February - April

This study aims to determine the effect of morale, compensation and work conflict as an intervening factor at the North Tapanuli Regency Social Service Office. In this study using a type of quantitative research, with the sampling technique in this study was saturated sampling with a sample of 58 respondents. This research method is non propability sampling using SmartPLS 4.0 software. The results of this study indicate that: (1) The Work Morale variable directly has no significant effect on Employee Performance with a significant level of 0.710> 0.05. (2) Work Morale variable directly has no significant effect on Work Conflict with a significant level of 0.401> 0.05. (3) Compensation variable directly has no significant effect on Employee Performance with a significant level of 0.687 > 0.05. (4) The Compensation variable does not directly have a significant effect on Conflict with a significant level of 0.028> 0.05 (5) The Work Conflict variable directly has a significant effect on Employee Performance This is evidenced by the significant results of 0.00> 0.05. (6) The Work Morale variable through Work Conflict as an Intervening variable directly has no significant effect on Employee Performance with a significant level of 0.408> 0.05. (7) Compensation variable through Work Conflict as an Intervening variable directly has a significant effect on Employee Performance with a significant level of 0.022 <0.05.Based on the results of simultaneous testing, this study is able to prove that there is (1) Work Morale variable directly has a positive but insignificant effect on Employee Performance, (2) Work Morale variable directly has a positive but insignificant effect on Work Conflict, (3) Compensation variable directly has a positive but insignificant effect on Employee Performance, (4) Compensation variable directly has a positive and significant effect on Work Conflict, (5) Work Conflict variable directly has a positive and significant effect on Employee Performance, (6) Work Morale variable through Work Conflict as an Intervening variable directly has a positive but insignificant effect on Employee Performance, (7) Compensation variable through Work Conflict as an Intervening variable directly has a positive and significant effect on Employee Performance.