THE INFLUENCE OF WORK DISCIPLINE AND COMPENSATION ON EMPLOYEE PERFORMANCE WITH JOB SATISFACTION AS AN INTERVENING VARIABLE IN INDONESIAN FAST FOOD COMPANIES (KFC) IN WEST SEMARANG AND EAST SEMARANG

Abstract

This study examines the effect of work discipline and remuneration on employee
performance in Indonesian fast food chains (KFC) in West and East Semarang by
looking at job happiness as an intervening variable. The population used in this study
consists of workers at PT. Fast Food Indonesia (KFC) locations in West and East
Semarang. For this investigation, a sample of 65 employees was utilized. The work
discipline variable has a considerable and relatively beneficial impact on employee
performance, according to the SPSS research results.
This is shown by the positive regression coefficient values of 2.616 and the
significance value of 0.01 < 0.05, leading to the acceptance of H1. The pay variable has
a large and somewhat beneficial impact on job satisfaction. This is supported by a
positive regression coefficient value of 6.999 and a significance value of 0.01 < 0.05,
leading to the acceptance of H2. The work discipline variable has a large and slightly
beneficial impact on employee performance. This is supported by positive regression
coefficient values of 2.433 and a significance level of 0.01 < 0.05, suggesting that H3 is
appropriate. Compensation factors have an impact on employee performance.
This is supported by a positive regression coefficient value of 3.046 and a
significance value of 0.01 < 0.05, leading to the acceptance of H4. The job satisfaction
variable and employee performance have a significant and positive association. This is
demonstrated by the regression coefficient value of 2.606 and the significance value of
0.13 > 0.05, leading to the rejection of H5. The work discipline variable and employee
performance have a partially positive association. At a 5% significance level, the
coefficient value of 0.0012 > 0.05 indicates that H6 is acceptable. Variables related to
salary have an impact on employee performance. This is demonstrated by the Sobel test,
which yields a value of 0.4004 < 0.05 at a significance level of 5%, leading to the
acceptance of H7.
Keywords: work discipline, compensation, employee performance, job satisfaction.