Pengaruh Pengawasan Dan Motivasi Terhadap Kinerja Karyawan Umkm Tahu Dengan Insenti Sebagai Variabel Intervening

Abstract

This study aims to examine the causal relationships between supervision (X1) and motivation (X2) on employee performance (Y), with incentives (Z) acting as an intervening variable. Hypothesis testing was conducted using numerical data obtained through questionnaire distribution. The results of the inner model assessment, particularly the coefficient of determination (R-Square), indicate that the Incentive variable has an R-Square value of 0.661. This means that Supervision and Motivation are able to explain 66.1% of the variance in Incentives. Meanwhile, Employee Performance has an R-Square value of 0.705, indicating that Supervision, Motivation, and Incentives collectively explain 70.5% of the variance in Employee Performance. The hypothesis testing results reveal that Supervision has a positive and significant effect on Incentives, with a path coefficient of 0.507. Motivation also has a positive and significant effect on Incentives, with a path coefficient of 0.374, a t-statistic value of 4.914, and a p-value of 0.000. Furthermore, Incentives are proven to have a positive and significant effect on Employee Performance, with a path coefficient of 0.839, a t-statistic value of 27.936, and a p-value of 0.000.