JTUS, Vol. 02, No. 3 March 2024 133
JTUS, Vol. 02, No. 3 March 2024
E-ISSN: 2984-7435, P-ISSN: 2984-7427
The Effect of Implementing Work from Home Policies and
Providing Compensation on Employee Performance Through Job
Satisfaction as an Intervening Variable
Ahmad Saifullah, Agus Arijanto
Univeristas Mercu Buana Jakarta, Indonesia
Email: asaifulloh1@gmail.com, agus.arijanto@mercubuana.ac.id
Abstract
This study aims to determine the effect of implementing work from home policies, and
providing compensation on employee performance with job satisfaction as an intervening
variable (study at PT. Electronic Payment Artjasa). This research method uses quantitative. The
population in this study was 295 permanent employees. The sampling technique in this study
used probability sampling techniques with simple random sampling, with a sample of 170
people. The research data was collected through the distribution of questionnaires. The data
analysis method uses the Structural Equation Model –Partial Least Square (SEM-PLS). The results
showed that: 1) work from home has a positive and significant effect on employee job
satisfaction, 2) compensation has a positive and significant effect on employee job satisfaction,
3) work from home has a positive and significant effect on employee performance, 4)
compensation has a positive and significant effect on employee performance, 5) job satisfaction
has a positive and significant effect on employee performance 6) work from home positive and
significant effect on employee performance mediated job satisfaction, 7) Compensation has a
positive and significant effect on employee performance mediated job satisfaction. The
contribution of this research is a finding that can be used as a basis for human resource
management policies in improving company performance.
keywords: Work from Home, Compensation, Job Satisfaction, Employee Performance
INTRODUCTION
PT. Artajasa Elektronis, is a company engaged in electronic transaction services in Indonesia,
especially infrastructure network providers for banks. Since its establishment in February 2000, PT.
Artajasa Electronic Payments face various challenges in managing employee performance and
optimizing business results. In recent years, the company has experienced annual revenue
fluctuations reflecting challenges in achieving its sales targets (Metyopandi et al., 2023). Evaluation
of employee performance is crucial in this context, given the close relationship between achieving
sales targets and employee performance (Sadikoglu & Zehir, 2010).
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134 JTUS, Vol. 02, No. 3 March 2024
According to Nurhandayani, (2023) employee performance is not just about work results in
terms of quality and quantity, but also an indicator of the success and success of the company as
a whole. Therefore, employee performance appraisal at PT. Artajasa Electronic Payment is the
focus in an effort to improve the efficiency and productivity of the company. However, a number
of factors have affected employee performance in recent years, especially since the advent of the
COVID-19 pandemic. The work from home (WFH) policy implemented by the company in
response to the pandemic has had a significant impact on work patterns and employee welfare.
Research shows that WFH can increase work flexibility, but also pose psychological and social
challenges for employees (Anugrah & Priyambodo, 2021; Hartono & Rahadi, 2021). In this context,
it is important to understand the impact of WFH implementation on the performance of PT.
Artajasa Electronic Payment. In addition, compensation is also an important component to make
someone choose and stay in a company or organization. Compensation that is not in accordance
with the workload and realization of employee work is also a factor that affects job satisfaction
and employee performance (Anjani et al., 2021). Dissatisfaction with compensation can reduce
employee motivation and performance, as well as negatively impact company productivity.
Through an in-depth analysis of employee perceptions and experiences related to WFH
Simatupang & Andika, (2021), companies can identify factors that affect performance and design
appropriate strategies to increase productivity and job satisfaction.
Table 1 Employee feelings when the WFH scheme is implemented by the company
No
Statement
YES
Not
1
Does your environment not support your work while working from home
(WFH)?
18
12
2
Do you find it difficult to divide your time between work and personal life
during WFH?
16
14
3
Are you unable to feel the balance of work during WFH?
21
9
4
Is the salary you receive not in accordance with the task load given?
20
10
5
Are the incentives provided by the company not in accordance with the
employee's work relation?
19
11
6
Does the company not pay attention to meeting the needs and facilities of
employees?
24
6
7
Do you feel dissatisfied with the workload given, which is considered not in
accordance with the abilities you have?
23
7
8
Are you dissatisfied with the level of supervision given by your boss?
20
10
9
Are you dissatisfied with the working conditions you face?
25
5
Source: Data processing by researchers
The table is the result of a pre-survey conducted by researchers to find out what things
employees feel in doing their work during the WFH scheme implemented by the company.
The pre-survey results concluded that the pre-survey results of PT. Artajasa Pembayaran
Elektronis shows that an unsupportive work environment, difficulties in dividing time between
work and personal life, and mismatches between salaries and incentives with workload are the
The Effect of Implementing Work from Home Policies and Providing Compensation on
Employee Performance Through Job Satisfaction as an Intervening Variable
JTUS, Vol. 02, No. 3 March 2024 135
main problems during the work from home (WFH) period. In addition, the fulfillment of employee
needs and facilities as well as satisfaction with the workload and the level of superior supervision
are also a concern (Ndandara et al., 2022). So management needs to address this problem to
improve employee welfare and productivity during WFH.
Therefore, this study aims to investigate the effect of implementing work from home
policies, providing compensation, and job satisfaction on the performance of PT employees.
Artajasa Electronic Payment. This study will also analyze the role of job satisfaction as an
intervening variable in the relationship between the independent variable (WFH and
compensation) with the dependent variable (employee performance).
METHODS
This study used quantitative methods to examine the influence of independent factors such
as work from home, compensation, and job satisfaction. This study used probability sampling
method with simple random sampling technique (Sugiyono, 2020). Using questionnaires designed
to elicit responses on a Likert scale. The population in this study is permanent employees of PT.
Artajasa Electronic Payment. The sample in this study amounted to 170 people. The data analysis
method in this study uses Structural Equation Modeling (SEM) using the Partial Least Square
(Smart-PLS) program version 3.0 (Hadi Ismanto & Pebruary, 2021). The data will be checked using
two models. A measurement model that connects indicators with their latent variables (Outer
model) and a structural model that connects between latent variables (Inner Model).
RESULTS AND DISCUSSION
The results of the demographic analysis of respondents showed:
Table 2. Demographic Respondents
Profile
%
1. Gender
Man
Woman
68.2%
31.7%
2. Age
21-35 Years
36-50 Years
>50 Years
75.3%
24.1%
0.6%
3. Education Baground
Bachelor (S1)
Postgraduate S2
90%
10%
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136 JTUS, Vol. 02, No. 3 March 2024
Profile
%
4. Service Years
<5 Years
6-10 Years
11-15 Years
>15 Years
21.2%
45.3%
24.7%
8.8%
5. Division
Business and Development Division
Commercial Division
Information Technology Development Division
Electronic Channel Division
Operation & Service Division
Financial Service Division
Financial &; Accounting Division
Human Resouces &; General Service Division
BOD Support
11.2%
21.2%
21.8%
4.1%
25.9%
4.7%
3.5%
1.2%
6.5%
Outer Model Analysis
In this model, it is defined how each indicator can relate to its latent variables, or it can be
said that the outer model can specify the relationship between latent and its indicators, as follows:
Table 3. Convergent Validity
Variable
Indicators
Outer Loading
Value
Condition
Ket
Work From Home
X1.1
0,903
> 0.7
Valid
X1.2
0,899
> 0.7
Valid
X1.3
0,859
> 0.7
Valid
X1.4
0,876
> 0.7
Valid
X1.5
0,876
> 0.7
Valid
X1.6
0,859
> 0.7
Valid
Compensation
X2.1
0,898
> 0.7
Valid
X2.2
0,868
> 0.7
Valid
X2.3
0,884
> 0.7
Valid
X2.4
0,890
> 0.7
Valid
X2.5
0,881
> 0.7
Valid
X2.6
0,885
> 0.7
Valid
X2.7
0,893
> 0.7
Valid
X2.8
0,860
> 0.7
Valid
Z1.1
0,884
> 0.7
Valid
Z1.2
0,892
> 0.7
Valid
Z1.3
0,861
> 0.7
Valid
Z1.4
0,899
> 0.7
Valid
Z1.5
0,860
> 0.7
Valid
The Effect of Implementing Work from Home Policies and Providing Compensation on
Employee Performance Through Job Satisfaction as an Intervening Variable
JTUS, Vol. 02, No. 3 March 2024 137
Variable
Indicators
Outer Loading
Value
Condition
Ket
Job Satisfaction (Z)
Z1.6
0,866
> 0.7
Valid
Z1.7
0,888
> 0.7
Valid
Z1.8
0,895
> 0.7
Valid
Z1.9
0,872
> 0.7
Valid
Z1.10
0,870
> 0.7
Valid
Z1.11
0,890
> 0.7
Valid
Z1.12
0,884
> 0.7
Valid
Employee
Performance
Y1.1
0,877
> 0.7
Valid
Y1.2
0,884
> 0.7
Valid
Y1.3
0,890
> 0.7
Valid
Y1.4
0,893
> 0.7
Valid
Y1.5
0,870
> 0.7
Valid
Y1.6
0,873
> 0.7
Valid
Y1.7
0,855
> 0.7
Valid
Y1.8
0,896
> 0.7
Valid
Y1.9
0,883
> 0.7
Valid
Y1.10
0,897
> 0.7
Valid
From the results of the analysis above, it can be seen that from all the loading factor values
of each indicator in the variable and its dimensions are above 0.7, this proves that all indicators
used in this study are valid or can meet convergent validity.
Table 3. Discriminant Validity
Indicators
Work
From
Home
Compensation
Employee
Performance
Job
Satisfaction
Description
X1.1
0,903
0,742
0,784
0,770
Valid
X1.2
0,899
0,762
0,756
0,766
Valid
X1.3
0,859
0,748
0,768
0,748
Valid
X1.4
0,876
0,695
0,745
0,741
Valid
X1.5
0,876
0,725
0,744
0,732
Valid
X1.6
0,859
0,695
0,717
0,729
Valid
X2.1
0,766
0,898
0,752
0,765
Valid
X2.2
0,700
0,868
0,758
0,722
Valid
X2.3
0,735
0,884
0,742
0,739
Valid
X2.4
0,722
0,890
0,750
0,779
Valid
X2.5
0,730
0,881
0,780
0,726
Valid
X2.6
0,727
0,885
0,746
0,752
Valid
X2.7
0,758
0,893
0,790
0,760
Valid
X2.8
0,707
0,860
0,699
0,720
Valid
Y1.1
0,735
0,747
0,877
0,760
Valid
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138 JTUS, Vol. 02, No. 3 March 2024
Indicators
Work
From
Home
Compensation
Employee
Performance
Job
Satisfaction
Description
Y1.2
0,782
0,777
0,884
0,781
Valid
Y1.3
0,770
0,745
0,890
0,766
Valid
Y1.4
0,744
0,774
0,893
0,794
Valid
Y1.5
0,768
0,751
0,870
0,772
Valid
Y1.6
0,730
0,742
0,873
0,742
Valid
Y1.7
0,739
0,709
0,855
0,750
Valid
Y1.8
0,759
0,763
0,896
0,766
Valid
Y1.9
0,762
0,752
0,883
0,769
Valid
Y1.10
0,763
0,758
0,897
0,800
Valid
Z1.1
0,754
0,742
0,778
0,884
Valid
Z1.2
0,774
0,758
0,767
0,892
Valid
Z1.3
0,760
0,715
0,765
0,861
Valid
Z1.4
0,771
0,757
0,776
0,899
Valid
Z1.5
0,726
0,725
0,755
0,860
Valid
Z1.6
0,732
0,734
0,774
0,866
Valid
Z1.7
0,739
0,744
0,764
0,888
Valid
Z1.8
0,754
0,764
0,765
0,895
Valid
Z1.9
0,734
0,758
0,788
0,872
Valid
Z1.10
0,753
0,755
0,752
0,870
Valid
Z1.11
0,743
0,730
0,798
0,890
Valid
Z1.12
0,749
0,744
0,742
0,884
Valid
From the table above, it can be concluded that the value of each indicator of the work from
home variable has a greater loading factor value to its main construct compared to other
constructs. Thus the convergent validity and discriminant validity tests have been met, so it can be
concluded that the research model and variables studied are valid.
Figure 4 Total Overall Loading Factor Value (Convergent Validity)
The Effect of Implementing Work from Home Policies and Providing Compensation on
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JTUS, Vol. 02, No. 3 March 2024 139
Table 4. Composite Reliability, AVE & Cronbach Alpha
Variable
Cronbach Alpha
Composite Reliability
AVE Value
Work From Home (X1)
0,941
0,953
0,772
Compensation (X2)
0,959
0,966
0,779
Job Satisfaction (Z)
0,968
0,972
0,775
Employee Performance (Y)
0,974
0,976
0,778
From the results of the analysis above, the composite reliability value for all variables all
illustrates that the variables have a very good consistency value. Cronbach's Alpha value is used
to test the consistency of each indicator used to measure latent variables. From the results of
external analysis the value of Cronbach's Alpha for each variable shows excellent consistency for
each indicator in measuring its latent variable (Ursachi et al., 2015). The recommended AVE value
is > 0.50, which represents the magnitude of the variance of the extracted indicators, the latent
construct is greater than its error. Because all variables have an AVE value of > 0.5, they can be
declared accurate or valid.
Inner Model Analysis
The inner model represents the power of estimation or the relationship between latent
variables. In data analysis using the SEM technique to predict the relationship between latent
variables, namely exogenous and endogenous variables based on the theory built (Harahap & Pd,
2020). In evaluating the inner model or hypothesis test in this study through steps, namely by
evaluating the value R
2
, and evaluating the value of predictive relevance (Q2).
Table 5. R- Square
R Square
Job Satisfaction
0,787
Employee Performance
0,829
Based on the table above, inner model testing by viewing is done to see the alignment of
the models. The explanation of the job satisfaction variable has a value of 0.787 which can be
interpreted that the ability of variation that can be explained by the variable work from home,
compensation, while for the performance variable has a value of 0.826 which means the ability of
variation that can be explained by the variable work from home and compensation for the variable
performance of 82.6% while the remaining 17.4% is influenced by other variables that are not
studied in this study.R
2
Table 6. Predictive Relevance (Q2) Test Results
SSO
SSE
Q² (=1-SSE/SSO)
Work From Home (X1)
1020,000
1020,000
Compensation (X2)
1360,000
1360,000
Job Satisfaction (Z)
2040,000
815,567
0,600
Employee Performance (Y)
1700,000
619,460
0,636
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140 JTUS, Vol. 02, No. 3 March 2024
Based on the test results in the table above that the results of the calculation show a value
= 0.600 in the employee performance variable shows a value = 0.636 and it can be concluded that
the values of the models arranged are all >0, so that the model is stated to have met the predictive
relevance where the model has been reconstructed properly.𝑄
2
𝑄
2
𝑄
2
Table 7 Path Coefficient, STDEV, T-Values, P-Values
Hypothesis 1. The Effect of Work rom Home on Job Satisfaction
Based on the results of this test it was found that a moderate effect (O = 0.481 and t-
statistics 4.258>1.98 with p-values 0.000 <0.005, it can be concluded that work from home has a
moderate, positive and significant influence on job satisfaction. Therefore the hypothesis
proposed can be accepted. This means that by working from home, employees can feel more
comfortable and flexible at work, which can increase their job satisfaction and ultimately have a
positive impact on the productivity and overall performance of the company.
Hypothesis 2: The effect of compensation on job satisfaction
Based on the results of this test it was found that the effect was moderate (O = 0.447 and
t- statistics 3.901>1.98 with p - values 0.000 <0.005. then it can be concluded that compensation
has a moderate, positive and significant influence on job satisfaction. Therefore the hypothesis
proposed is acceptable. This means that appropriate compensation can make employees feel
valued for the work they do, and motivate employees to be more productive. So that it can
Influence
Original
Sample
Standard
Deviation
T
Statistics
P
Values
Work From Hom -> Job Satisfaction
0,481
0,113
4,258
0,000
Compensation-> Job Satisfaction
0,447
0,114
3,901
0,000
Work From Hom-> Employee
Performance
0,296
0,093
3,196
0,001
-> Employee Performance
Compensation
0,288
0,092
3,130
0,002
Job Satisfaction->Employee
Performance
0,378
0,106
3,571
0,000
Work From Home -> Job Satisfaction
-> Employee Performance
0,182
0,066
2,737
0,006
Compensation -> Job Satisfaction ->
Employee Performance
0,169
0,067
2,519
0,012
The Effect of Implementing Work from Home Policies and Providing Compensation on
Employee Performance Through Job Satisfaction as an Intervening Variable
JTUS, Vol. 02, No. 3 March 2024 141
increase employee job satisfaction which in turn can have a positive impact on the productivity
and overall performance of the company
Hypothesis 3. The effect of Work From Home on employee performance
Based on the results of this test, it was found that there was a moderate effect (O = 0.296)
and t-statistics of 3.196 >1.98 with p values = 0.001 < = 0.05. So it can be concluded that work
from home has a moderate, positive and significant relationship influence on employee
performance, therefore the hypothesis proposed can be accepted. This means that working from
home provides a balance between the world of work and the personal lives of the employees
themselves and can also help companies complete work effectively and efficiently. In other words,
working from home can automatically provide time allowance for employees, so employees do
not need to do their work activities directly from home.
Hypothesis 4. The effect of compensation on employee performance
Based on the results of this test found a moderate effect (O = 0.288) and t- statistics 3.130
>1.98 with p-values 0.002<0.05, it can be concluded that compensation has a moderate, positive
and significant influence on employee performance. Therefore the hypothesis proposed is
acceptable. This means that if the company increases the compensation given to employees, then
employee performance also increases. Providing appropriate compensation will provide
satisfaction and encourage employee motivation to be able to achieve company goals.
Hypothesis 5. The Effect of Job Satisfaction on Employee Performance
Based on the results of this test, a moderate influence was found (O = 0.378 and t- statistics
3.571>1.98 with p values = 0.000 < = 0.05. So it can be concluded that job satisfaction has a
moderate, positive and significant influence on employee performance satisfaction. Therefore the
hypothesis proposed is acceptable. This means that the higher the level of employee job
satisfaction, the higher the employee's performance. This can be done by providing a conducive
work environment, providing appropriate rewards and incentives, and providing opportunities for
career development and training during WFH (Almahdali et al., 2021).
Hypothesis 6. The effect of work from home on employee performance through job
satisfaction
Based on the table above, it is known that work from home on employee performance
through job satisfaction as an intervening/mediation variable has a path coefficient score of 0.182
with a t-statistic value of 2.737 >1.98 and a p-value of 0.006 < 0.05. Then mediation is proven
Ahmad Saifullah, Agus Arijanto
142 JTUS, Vol. 02, No. 3 March 2024
partially or partial mediation occurs in the model (partial mediated). So it is stated that job
satisfaction as a partial mediator between the influence of work from home on employee
performance. That is, the job satisfaction variable can act as a mediating variable as well as an
independent variable. It also explains that work from home variables are able to directly affect
employee performance variables without / through job satisfaction mediator variables (Nauval et
al., 2022).
Hypothesis 7. The effect of compensation on employee performance through job
satisfaction
Based on the table above, it is known that compensation for employee performance through
job satisfaction as an intervening/mediating variable has a path coefficient score of 0.169 with a
T-statistic value of 2.519 >1.98 and a p-value of 0.012 < 0.05. Then mediation is proven partially
or partial mediation occurs in the model (partial mediated). So it is stated that job satisfaction as
a partial mediating between the effect of compensation on employee performance. That is, the
job satisfaction variable can act as a mediating variable as well as an independent variable. It also
explains that compensation variables are able to directly affect employee performance variables
without / through mediator variables of job satisfaction (Jufrizen, 2016).
CONCLUSION
One of the objectives of this paper is to determine the effect of work from home and
compensation on employee performance during covid 19 through job satisfaction as an
intervening variable. Based on the results of this study, Work From Home has a positive and
significant effect on job satisfaction. It also shows that the higher the work from home, the higher
the job satisfaction. The way employees work wherever it is that employees consider comfortable.
This comfort includes flexibility, supporting facilities, and a working atmosphere that allows
employees to work effectively. Compensation has a positive effect on job satisfaction. This is
because the higher the company provides compensation to its employees, the higher the job
satisfaction. This is because adequate compensation can have a positive impact on employee job
satisfaction itself. Work From Home has a positive and significant effect on the performance of
PT. Artajasa Electronic Payment. This is because the higher the work from home, the higher the
performance of employees. Compensation has a positive and significant effect on employee
performance. This is because the higher the company provides compensation to its employees,
the higher the performance of its employees. Job satisfaction has a positive effect on employee
performance. This is because the higher the job satisfaction, the higher the performance of the
employees. Job satisfaction that arises when employees do their work that can improve
performance both in terms of quality and quantity of work produced. Work From Home positively
affects employee performance through job satisfaction as an intervening variable. This is because
job satisfaction can play a role in increasing employee motivation so that they can work optimally
The Effect of Implementing Work from Home Policies and Providing Compensation on
Employee Performance Through Job Satisfaction as an Intervening Variable
JTUS, Vol. 02, No. 3 March 2024 143
so that with WFH employees feel satisfied with these changes. Compensation positively affects
employee performance through job satisfaction as an intervening variable. This means that
increased job satisfaction caused by adequate compensation can have a positive impact on
employee performance.
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