The Influence of Leadership Style, Reward, and Punishment on Employee Work Motivation at PT Rohul Sawit Industri, Rokan Hulu Regency

Meisi Dwiyola; Arfianti Novita  Anwar; Ratna  Dewi

doi:10.0000/JMEBIS.v1.i2.a63

Authors

Meisi Dwiyola Management Study Program, Faculty of Economics, University of Pasir Pengaraian, Indonesia Author
Arfianti Novita Anwar Management Study Program, Faculty of Economics, University of Pasir Pengaraian, Indonesia Author
Ratna Dewi Management Study Program, Faculty of Economics, University of Pasir Pengaraian, Indonesia Author

DOI:

https://doi.org/10.0000/JMEBIS.v1.i2.a63

Keywords:

leadership style, reward, punishment, work motivation

Abstract

This study aims to analyze the influence of leadership style, reward, and punishment on employee work motivation, both partially and simultaneously. The research was conducted at PT Rohul Sawit Industri PKS-Sukadamai, Ujung Batu District, Rokan Hulu Regency, which showed indications of low employee work motivation despite the implementation of reward and punishment systems. The study population consisted of 201 employees, with a sample of 67 respondents determined through a purposive sampling technique and the Slovin formula at a 10% margin of error. Data were collected through observation, a Likert-scale questionnaire, and interviews, then analyzed using multiple linear regression with SPSS after passing validity, reliability, and classical assumption tests (normality, multicollinearity, heteroscedasticity). The regression analysis produced the equation Y = 1.013 + 0.305X1 + 0.053X2 + 1.450X3. The t-test showed that leadership style (t = 6.742; p = 0.000) and punishment (t = 20.167; p = 0.000) had a positive and significant effect on work motivation, while reward had no significant effect (t = 1.486; p = 0.142). The F-test showed that the three independent variables simultaneously had a significant effect on work motivation (F = 4994.25; p = 0.000), contributing 99.6% (Adjusted R² = 0.996). These findings indicate that leadership effectiveness and consistent application of punishment are more decisive for work motivation than reward, which was given inconsistently and not on time. This study offers practical implications for the management of oil palm plantation companies in designing more effective human resource policies.

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