Pengaruh Kompensasi Non Finansial Terhadap Kinerja Guru Sekolah Dasar Di Kota Yogyakarta, Dengan Kepuasan Kerja Sebagai Variabel Intervening

Abstract

The purpose of research is to find out the effect non-financial rewards on teacher performance, and job satisfaction as an intervening variable. This research was taken place in elementary school, Kota Yogyakarta.The sample of research was elementary school teachers certified in Kota Yogyakarta consisting of 134 persons. The independent variables in this research were individual extrinsic rewards and individual intrinsic rewards, while the dependent variable was teacher performance and the intervening variable was job satisfaction. The method of analysis in this research was path analysis that had been tested for its instrument before: validity and reliability tests. The first multiple linear regression examined the effect of individual extrinsic rewards and individual intrinsic rewards on job satisfaction. The second multiple regression examined the individual extrinsic rewards, individual intrinsic rewards, and job satisfaction on teacher performance. The results of research showed that: (1) Individual extrinsic rewards did not significantly affect job satisfaction, (2) Individual intrinsic rewards did not significantly affect job satisfaction, (3) Individual extrinsic rewards and individual intrinsic rewards simultaneously did not significantly affect job satisfaction, (4) Individual extrinsic rewards affected significantly teacher performance, (5) Individual intrinsic rewards affected significantly teacher performance, (6) Individual extrinsic rewards and individual intrinsic rewards simultaneously affected significantly teacher performance, (7) Job satisfaction affected significantly teacher performance, (8) The direct effect individual extrinsic rewards on teacher performance was greater than the indirect effect individual extrinsic rewards on teacher performance through job satisfaction. Meanwhile the direct effect individual intrinsic rewards on teacher performance was greater than the indirect effect individual intrinsic rewards on teacher performance through job satisfaction.