Published: 2024-10-01
Peran Program Insentif Non-Finansial dalam Menciptakan Lingkungan Kerja yang Produktif di Bank BNI Gunungsitoli
DOI: 10.35870/emt.v8i4.3163
Elman Syukur Gulo, Meiman Hidayat Waruwu, Syah Abadi Mendrofa, Heseziduhu Lase
-
Elman Syukur Gulo:
University of Nias
-
Meiman Hidayat Waruwu:
University of Nias
-
Syah Abadi Mendrofa:
University of Nias
-
Heseziduhu Lase:
University of Nias
Abstract
This study aims to analyze the role of non-financial incentive programs in creating a productive work environment at PT Bank Negara Indonesia (Persero) Tbk Gunungsitoli Branch. The non-financial incentive programs at this company are designed to enhance employee motivation and job satisfaction through various non-material rewards, such as best employee awards, recognition certificates, and career development opportunities. The study employs a qualitative method with a descriptive approach. Data were collected through interviews with human resource managers (HRD) as key informants and several employees as supporting informants. The findings reveal that the non-financial incentive programs at Bank BNI Gunungsitoli Branch have a positive impact on employee motivation, productivity, and collaboration. However, challenges exist in the implementation of these programs, including the relevance of incentives for all departments and transparency in performance evaluation. Based on these findings, it is recommended that the company expand the scope of incentives to cover aspects of work-life balance and broader career development, as well as improve transparency in the performance evaluation and incentive distribution processes.
Keywords
Non-Financial Incentives; Work Environment; Motivation; Productivity
Article Information
This article has been peer-reviewed and published in the Jurnal EMT KITA. The content is available under the terms of the Creative Commons Attribution 4.0 International License.
-
Issue: Vol. 8 No. 4 (2024)
-
Section: Articles
-
Published: 2024-10-01
-
License: CC BY 4.0
-
Copyright: © 2024 Authors
-
DOI: 10.35870/emt.v8i4.3163
AI Research Hub
This article is indexed and available through various AI-powered research tools and citation platforms. Our AI Research Hub ensures that scholarly work is discoverable, accessible, and easily integrated into the global research ecosystem.
Elman Syukur Gulo, University of Nias
Universitas Nias, Kota Gunungsitoli, Provinsi Sumatera Utara, Indonesia.
Meiman Hidayat Waruwu, University of Nias
Universitas Nias, Kota Gunungsitoli, Provinsi Sumatera Utara, Indonesia.
Syah Abadi Mendrofa, University of Nias
Universitas Nias, Kota Gunungsitoli, Provinsi Sumatera Utara, Indonesia.
Heseziduhu Lase, University of Nias
Universitas Nias, Kota Gunungsitoli, Provinsi Sumatera Utara, Indonesia.
-
Ajabar, M. S. D. M. (2020). Yogyakarta: Grup Penerbit CV. Budi Utama.
-
Al-Nsour, M. (2012). Relationship between incentives and organizational performance for employees in the Jordanian Universities. International journal of business and management, 7(1), 78.
-
Arikunto, S. (2010). Prosedur penelitian suatu pendekatan praktek. (No Title).
-
Danim, S. (2012). Motivasi kepemimpinan & efektivitas kelompok.
-
Dessler, G. (2004). Manajemen Sumber Daya Manusia, Jilid 1.
-
Handoko, T. H. (1992). Manajemen personalia dan sumber daya manusia.
-
Hasibuan, M. S. (2008). Manajemen sumber daya manusia.
-
Kasni, A., Afrizal, A., & Wahyudi, I. (2018). Pengaruh Independensi, Komitmen Organisasi dan Pemahaman Good Government Governance Terhadap Kinerja Auditor (Studi pada Badan Pengawas Keuangan dan Pembangunan Perwakilan Provinsi Jambi). JAKU (Jurnal Akuntansi & Keuangan Unja)(E-Journal), 3(3), 20-33. DOI: https://doi.org/10.22437/jaku.v3i3.5385.
-
Kuantitatif, P. P. (2016). Metode Penelitian Kunatitatif Kualitatif dan R&D. Alfabeta, Bandung.
-
Mangkunegara, A. A. P., & Prabu, A. (2013). Manajemen Sumber Daya Manusia Perusahaan, Remaja Rosdakarya, Bandung. Ismail, Iriani.
-
Priansa, D. J. (2014). Perencanaan & pengembangan SDM. Bandung: alfabeta.
-
Rivai, V., & Basri, A. F. M. (2005). Performance Appraisal: Sistem yang tepat untuk menilai kinerja karyawan dan meningkatkan daya saing perusahaan. PT RajaGrafindo Persada.
-
Simamora, H. (2006). Manajemen Sumber Daya Manusia, Edisi Ketiga. Yogyakarta.
-
Tambunan, A. P. (2018). Lingkungan Kerja Dan Kepuasan Kerja Karyawan: Suatu Tinjauan Teoretis. Jurnal Ilmiah Methonomi, 4(2), 175-183.
-
Wahjono, S. I. Mondy dan Mondy 2015. Manajemen Sumber Daya Manusia. Salemba Empat. Jakarta.
This work is licensed under a Creative Commons Attribution-NonCommercial-NoDerivatives 4.0 International License.
Authors who publish with this journal agree to the following terms:
1. Copyright Retention and Open Access License
Authors retain copyright of their work and grant the journal non-exclusive right of first publication under the Creative Commons Attribution 4.0 International License (CC BY 4.0).
This license allows unrestricted use, distribution, and reproduction in any medium, provided the original work is properly cited.
2. Rights Granted Under CC BY 4.0
Under this license, readers are free to:
- Share — copy and redistribute the material in any medium or format
- Adapt — remix, transform, and build upon the material for any purpose, including commercial use
- No additional restrictions — the licensor cannot revoke these freedoms as long as license terms are followed
3. Attribution Requirements
All uses must include:
- Proper citation of the original work
- Link to the Creative Commons license
- Indication if changes were made to the original work
- No suggestion that the licensor endorses the user or their use
4. Additional Distribution Rights
Authors may:
- Deposit the published version in institutional repositories
- Share through academic social networks
- Include in books, monographs, or other publications
- Post on personal or institutional websites
Requirement: All additional distributions must maintain the CC BY 4.0 license and proper attribution.
5. Self-Archiving and Pre-Print Sharing
Authors are encouraged to:
- Share pre-prints and post-prints online
- Deposit in subject-specific repositories (e.g., arXiv, bioRxiv)
- Engage in scholarly communication throughout the publication process
6. Open Access Commitment
This journal provides immediate open access to all content, supporting the global exchange of knowledge without financial, legal, or technical barriers.