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Effect of Human Resources Quality, Performance Evaluation, and Incentives on Employee Productivity at Raharja High School

APTISI Transactions on Management (ATM) · Vol. 7 No. 1 (2022) · pp. 1–8

DOI
10.33050/atm.v7i1.1732
ISSN
2622-6804, 2622-6812
Published
2022-02-07
Publisher
Pandawan
Language
en
License
creativecommons.org/licenses/by-sa/4.0

Abstract

This study used a sample of 30 employees of Raharja College, Cikokol, Tangerang which were taken randomly to test the effect of the quality of human resources, job evaluation, incentives on employee productivity. The survey method with path analysis technique was used to analyze the pattern of relationships between variables with the aim of knowing the direct or indirect effect of a set of independent variables (exogenous) on the dependent variable (endogenous) with data analysis using the smart PLS 3.0 version software. The results show that the quality of human resources has a positive effect on employee productivity with a path coefficient value of 0.145, the quality of human resources has a positive effect on incentives with a path coefficient value of 0.121, incentives have a positive effect on productivity with a path coefficient value of 0.784, while performance evaluation has no positive effect on employee productivity with a path coefficient value of -0.103. It can be said that all the hypotheses in this study only one that does not have a positive effect while the rest have a positive effect. From the results of the data analysis, it can be seen that the quality of human resources directly affects employee productivity at Raharja College. Thus, the hypothesis which states that the quality of HR has a direct effect on employee productivity is accepted.

Keywords

Collaboration network of the authors

40 authors · 107 co-authorship links · 1 across different organisations · showing the 40 most connected

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  • Universitas Catur Insan Cendekia Cirebon
  • State University of Jakarta
  • Universitas Raharja
  • Satya Wacana Christian University
  • Affiliation unknown
  • Different organisations
  • Same organisation
  • Affiliation unknown
  • Thicker line = more joint articles · bigger circle = more articles
Show as table
Co-authorOrganisationJoint articles
Chandra LukitaUniversitas Catur Insan Cendekia Cirebon2
Agung RizkyAffiliation unknown2
BimantoroAffiliation unknown2
Nanda SeptianiAffiliation unknown2
Muhammad TahirAffiliation unknown1
Elindra YettiState University of Jakarta1
Tjipto SumadiAffiliation unknown1
Aris ArisAffiliation unknown1
Ilamsyah IlamsyahAffiliation unknown1
iketut gunawanAffiliation unknown1
Muhammad Suzaki ZahranAffiliation unknown1
ALIYAHAffiliation unknown1
Greian April PangilinanAffiliation unknown1
Dimas Bagus SaputraAffiliation unknown1
Ihsan Nuril HikamAffiliation unknown1
Po Abas SunaryaAffiliation unknown1
Mochamad Heru Riza ChakimAffiliation unknown1
Vertika AgarwalAffiliation unknown1
Adam FaturahmanAffiliation unknown1
Sandy KosasiAffiliation unknown1
Dhiyah Ayu Rini KusumawardhaniAffiliation unknown1
Rahayu Tri UtamiAffiliation unknown1
Tantri Wenny SitanggangAffiliation unknown1
Azrul TanjungAffiliation unknown1
Eiser Aaron BeldiqAffiliation unknown1
Ninda LutfianiUniversitas Raharja1
Hindriyanto Dwi PurnomoSatya Wacana Christian University1
Sutarto WijonoAffiliation unknown1
Untung RahardjaAffiliation unknown1
Siti MaesarohAffiliation unknown1
Aris MartonoAffiliation unknown1
Dewi ImmaniarAffiliation unknown1
Ulfatul Jannah Putri MusliawatiAffiliation unknown1
Ajay SupriadiAffiliation unknown1
Chris PartogiAffiliation unknown1

Affiliations come from OpenAlex; journal OAI-PMH metadata carries none. Authors without an OpenAlex ID are matched by name, which can merge or split people.

Metadata source: OAI-PMH (metadata jurnal) https://ijc.ilearning.co/ATM/oai, first harvested 6 Nov 2026, last seen 8 Nov 2026.
Original metadata (oai_dc) 
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	<dc:title xml:lang="en">Effect of Human Resources Quality, Performance Evaluation, and Incentives on Employee Productivity at Raharja High School</dc:title>
	<dc:creator xml:lang="en">Mulyati</dc:creator>
	<dc:creator xml:lang="en">Zebua, Selamat</dc:creator>
	<dc:creator xml:lang="en">Chakim, Mochamad Heru Riza</dc:creator>
	<dc:creator xml:lang="en">Khairul</dc:creator>
	<dc:creator xml:lang="id">Mulyati, Mulyati</dc:creator>
	<dc:subject xml:lang="en">HR Quality</dc:subject>
	<dc:subject xml:lang="en">Performance Evaluation</dc:subject>
	<dc:subject xml:lang="en">Incentives</dc:subject>
	<dc:subject xml:lang="en">Productivity</dc:subject>
	<dc:description xml:lang="en">This study used a sample of 30 employees of Raharja College, Cikokol, Tangerang which were taken randomly to test the effect of the quality of human resources, job evaluation, incentives on employee productivity. The survey method with path analysis technique was used to analyze the pattern of relationships between variables with the aim of knowing the direct or indirect effect of a set of independent variables (exogenous) on the dependent variable (endogenous) with data analysis using the smart PLS 3.0 version software. The results show that the quality of human resources has a positive effect on employee productivity with a path coefficient value of 0.145, the quality of human resources has a positive effect on incentives with a path coefficient value of 0.121, incentives have a positive effect on productivity with a path coefficient value of 0.784, while performance evaluation has no positive effect on employee productivity with a path coefficient value of -0.103. It can be said that all the hypotheses in this study only one that does not have a positive effect while the rest have a positive effect. From the results of the data analysis, it can be seen that the quality of human resources directly affects employee productivity at Raharja College. Thus, the hypothesis which states that the quality of HR has a direct effect on employee productivity is accepted.</dc:description>
	<dc:publisher xml:lang="en">Pandawan</dc:publisher>
	<dc:date>2022-02-07</dc:date>
	<dc:type>info:eu-repo/semantics/article</dc:type>
	<dc:type>info:eu-repo/semantics/publishedVersion</dc:type>
	<dc:format>application/pdf</dc:format>
	<dc:identifier>https://ijc.ilearning.co/ATM/article/view/1732</dc:identifier>
	<dc:identifier>10.33050/atm.v7i1.1732</dc:identifier>
	<dc:source xml:lang="en">APTISI Transactions on Management (ATM); Vol. 7 No. 1 (2023): January; 1-8</dc:source>
	<dc:source xml:lang="id">APTISI Transactions on Management (ATM); Vol 7 No 1 (2023): January; 1-8</dc:source>
	<dc:source>2622-6804</dc:source>
	<dc:source>2622-6812</dc:source>
	<dc:source>10.33050/atm.v7i1</dc:source>
	<dc:language>en</dc:language>
	<dc:relation>https://ijc.ilearning.co/ATM/article/view/1732/596</dc:relation>
	<dc:rights xml:lang="en">Copyright (c) 2023 Mulyati, Selamat Zebua, Mochamad Heru Riza Chakim, Khairul (Author)</dc:rights>
	<dc:rights xml:lang="en">http://creativecommons.org/licenses/by-sa/4.0</dc:rights>
</oai_dc:dc>