Pengaruh Employee Engagement, Pelatihan Digital dan Sistem Reward terhadap Produktivitas Pegawai Badan Pusat Statistik Kabupaten Kediri

Ismi Rojayanti; Erwin Syahputra; Heru Sutapa

doi:10.61132/lokawati.v3i5.2167

Authors

Ismi Rojayanti Universitas Islam Kadiri Kediri
Erwin Syahputra Universitas Islam Kadiri Kediri
Heru Sutapa Universitas Islam Kadiri Kediri

DOI:

https://doi.org/10.61132/lokawati.v3i5.2167

Keywords:

Digital Training, Employee Engagement, Business-Strategy, Multiple Linear Regression, Reward System

Abstract

This study investigates the influence of employee engagement, digital training, and reward systems on employee productivity at the Central Statistics Agency of Kediri Regency. The research adopts a quantitative approach with a questionnaire as the primary data collection tool. A total of 33 employees participated as respondents, determined using a saturated sampling technique, which ensures that all members of the population were included. The instrument utilized was a Likert-scale questionnaire, designed to capture perceptions and experiences related to engagement, training, and rewards. The data were analyzed using multiple linear regression to measure both the partial and simultaneous effects of the independent variables on productivity. The results reveal that employee engagement plays a significant role in enhancing productivity, with a significance value of 0.003. Similarly, digital training and reward systems also exert a positive and significant influence, with significance values of 0.037 and 0.0002, respectively. When tested simultaneously, the three independent variables collectively demonstrate a substantial impact on employee productivity, as evidenced by an F-value of 76.069. Furthermore, the Adjusted R Square value of 87.6% indicates that the research model possesses strong explanatory power, meaning that most variations in productivity can be explained by employee engagement, digital training, and reward systems. These findings highlight the strategic importance of integrating engagement initiatives, continuous digital skill development, and fair reward mechanisms to foster higher levels of productivity. For organizations, particularly government institutions, the study underscores the necessity of adopting a holistic human resource development framework that addresses both intrinsic and extrinsic motivational factors to maximize employee performance.

Downloads

Download data is not yet available.

References

Abadi, A. F. (2024). Pengaruh employee engagement terhadap kinerja karyawan melalui kepuasan kerja sebagai variabel mediasi. Jurnal Ilmu Manajemen, 12, 158–168. https://doi.org/10.26740/jim.v12n1.p158-168

Ehyani, Z., Prana, S. A., & Prastia, D. B. (2023). Analisis faktor-faktor yang mempengaruhi produktivitas kerja pegawai pada Dinas Satuan Polisi Pamong Praja Kabupaten Lombok Utara. Business Management, 2(1), 76–82. https://doi.org/10.58258/bisnis.v2i1.5431

Faidy, A. B., & Arsana, I. M. (2019). Hubungan pemberian reward dan punishment dengan motivasi belajar pendidikan kewarganegaraan siswa kelas XI SMA Negeri 1 Ambunten Kabupaten Sumenep. Kajian Moral dan Kewarganegaraan, 2, 454–468.

Hakim, M. (2020). Meningkatkan produktivitas kerja karyawan melalui iklim organisasi dan disiplin kerja (Studi kasus pada salah satu cabang perusahaan perbankan di Kota Bandung). Business Preneur: Jurnal Ilmu Administrasi Bisnis, 2(1), 47–57. https://doi.org/10.23969/bp.v2i1.2413

Harianto, J. E. (2022). Strategi pengembangan kompetensi karyawan melalui pelatihan dan pengembangan di industri 4.0. Jurnal Cahaya Mandalika, 706–715.

Mutsanna, A. S., Pratama, R. A., & Islamiyah. (2023). Pengaruh kepuasan kerja intrinsik dan ekstrinsik terhadap employee engagement pada PT BRI (Persero) KC Magelang. Jurnal Manajemen Bisnis dan Terapan, 1(1), 20–35. https://doi.org/10.20961/meister.v1i1.276

Panca, A. P. I. P., Indah, R. P., & Dini, A. N. (2019). Pengaruh sistem penghargaan (reward) terhadap kinerja trainee di Hotel Holiday Inn Resort Baruna Bali. Jurnal Manajemen Perhotelan dan Pariwisata, 2(1), 41–54. https://doi.org/10.23887/jmpp.v2i1.22087

Prasetyo, A. H., Prasetyo, S. A., & Agustini, F. (2019). Analisis dampak pemberian reward dan punishment dalam proses pembelajaran matematika. Jurnal Pedagogi dan Pembelajaran, 2(3), 402. https://doi.org/10.23887/jp2.v2i3.19332

Ramaliah, & Abdul Hamid, A. B. (2024). Pengaruh produktivitas kerja, pengetahuan, lingkungan kerja, semangat kerja, kepuasan kerja dan desain pekerjaan terhadap prestasi kerja pegawai kantor camat Kikim Area Kabupaten Lahat. Jurnal Ekonomi Bisnis, Manajemen dan Akuntansi, 3(2), 447–464.

Rifai, M. A., Wibowo, A., & Sosidah, S. (2024). Pengaruh kepuasan kerja, employee engagement dan budaya organisasi terhadap kinerja pegawai. Co-Value: Jurnal Ekonomi Koperasi dan Kewirausahaan, 15(3). https://doi.org/10.59188/covalue.v15i3.4647

Sri Afifah, P. A., & Tarigan, H. (2023). Pengaruh etos kerja, kompensasi, produktivitas kerja terhadap kepuasan kerja karyawan di Senayan Avenue by Ottolima. Jurnal Syntax Imperatif: Jurnal Ilmu Sosial dan Pendidikan, 4(3), 253–266. https://doi.org/10.36418/syntax-imperatif.v4i3.252

Sugiyono. (2023). Metode penelitian kuantitatif, kualitatif, dan R&D (Vol. 5; M. Dr. Ir. Sutopo, Ed.). Alfabeta.

Suryadinata, W., Buana, T., Wijayanti, M., & Asif, M. (2024). Pengaruh reward dan punishment terhadap produktivitas karyawan PT Sigma Visualindo. Indonesian Journal of Economic, 2(3), 2736–2745. https://doi.org/10.70115/circular.v2i2.254

Syamsulbahri, B. B. (2025). The effect of learning and development programs, digital communication platforms, and performance management systems on employee productivity in digital work environments in Indonesia. The Eastasouth Journal of Social Science and Humanities, 2(2), 289–301. https://doi.org/10.58812/esssh.v2i02.478

Utami, A., Reski, S., Artisyah, N. F., Ashadi, M., & Mokodompit, E. A. (2025). Peran teknologi dalam pelatihan dan pengembangan sumber daya manusia di era digital. Jurnal Ilmu Sosial dan Humaniora, 10(1), 109–113.