The influence of communication towards employees' performance: moderated by employee motivation at The Apurva Kempinski Bali

Chenvona, Clarence (2023) The influence of communication towards employees' performance: moderated by employee motivation at The Apurva Kempinski Bali. Bachelor thesis, Universitas Pelita Harapan.

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Abstract

A problem was detected on the TripAdvisor website, and there have been complaints from guests regarding employee performance or employee services. The writer discovered that the evaluations and feedback given to the employee by guests are about the employee's performance not matching the guest's expectations, and the guest feels that the employee's performance at The Apurva Kempinski Bali did not satisfy the guest. The purpose of this research is to determine the effect of communication on employee performance (Y) with employee motivation (Z) as a moderating variable at The Apurva Kempinski Bali. This research uses quantitative methods. Data collection was carried out by distributing questionnaires using Google Form with the research population being all employees who work at The Apurva Kempinski Bali and the research sample was 70 people using probability sampling techniques, especially simple probability sampling. As a result, all data has passed the normality test, heteroscedasticity test and multicollinearity test. Hypothesis test results show that communication influences employee performance and employee motivation moderate the relationship between communication and employee performance. However, employee motivation weakens the relationship between communication and employee performance. Communication influences employee performance by 43.3% in this research and employee motivation influences sig. 0.040 > 0.05 from the MRA test carried out with a coefficient of 0.053 which shows there is moderation, and it shows that the employee motivation variable strengthens the relationship between communication and employee performance. So, to improve employee performance, the research suggests that the company should improve communication skills, such as listening, public speaking, and negotiating, to encourage employee performance. The company should also provide more freedom of opinion through communication channels like suggestion boxes and feedback forms. The study also recommends improving employee motivation by rewarding good attendance and improving the working environment. However, the research has limitations, such as time and knowledge. Future research should investigate other variables that can strengthen the relationship between communication and employee performance, such as teamwork, rewards, and compensations./ Terdapat masalah pada website TripAdvisor, dan terdapat keluhan dari tamu mengenai kinerja karyawan atau pelayanan karyawan. Penulis menemukan bahwa penilaian dan feedback yang diberikan tamu kepada karyawan adalah tentang kinerja karyawan yang tidak sesuai dengan harapan tamu, dan tamu merasa kinerja karyawan di The Apurva Kempinski Bali kurang memuaskan tamu. Tujuan penelitian ini adalah untuk mengetahui pengaruh komunikasi terhadap kinerja karyawan (Y) dengan motivasi karyawan (Z) sebagai variabel moderasi pada The Apurva Kempinski Bali. Penelitian ini menggunakan metode kuantitatif. Pengumpulan data dilakukan dengan menyebarkan kuesioner menggunakan Google Form dengan populasi penelitian adalah seluruh karyawan yang bekerja di The Apurva Kempinski Bali dan sampel penelitian sebanyak 70 orang dengan menggunakan teknik sampling probabilitas khususnya simple probabilitas sampling. Hasilnya seluruh data telah lolos uji normalitas, uji heteroskedastisitas, dan uji multikolinearitas. Hasil uji hipotesis menunjukkan bahwa komunikasi berpengaruh terhadap kinerja karyawan dan motivasi karyawan memoderasi hubungan komunikasi dengan kinerja karyawan. Namun motivasi karyawan memperlemah hubungan antara komunikasi dan kinerja karyawan. Komunikasi berpengaruh terhadap kinerja karyawan sebesar 43,3% dalam penelitian ini dan motivasi karyawan berpengaruh sig. 0,040 > 0,05 dari uji MRA yang dilakukan dengan koefisien sebesar 0,053 menunjukkan terdapat moderasi, dan menunjukkan bahwa variabel motivasi kerja memperkuat hubungan komunikasi dengan kinerja pegawai. Jadi, untuk meningkatkan kinerja karyawan, penelitian menyarankan agar perusahaan meningkatkan keterampilan komunikasi, seperti mendengarkan, berbicara di depan umum, dan bernegosiasi, untuk mendorong kinerja karyawan. Perusahaan juga harus memberikan lebih banyak kebebasan berpendapat melalui saluran komunikasi seperti kotak saran dan formulir umpan balik. Studi ini juga merekomendasikan peningkatan motivasi karyawan dengan memberikan penghargaan atas kehadiran yang baik dan memperbaiki lingkungan kerja. Namun penelitian ini mempunyai keterbatasan seperti waktu dan pengetahuan. Penelitian di masa depan sebaiknya menyelidiki variabel lain yang dapat memperkuat hubungan antara komunikasi dan kinerja karyawan, seperti kerja tim, penghargaan, dan kompensasi.

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