The Effect of Reward and Punishment on Employee Performance at the Civil Service and Human Resource Development Agency of North Lombok Regency Mediated by Work Motivation
Abstract
This study aims to analyze the effect of reward and punishment on employee performance, with work motivation serving as a mediating variable at the Regional Personnel and Human Resource Development Agency (BKPSDM) of North Lombok Regency. This research employed a quantitative approach using a survey method involving 43 employees selected through a saturated sampling technique. Data were collected using a Likert-scale questionnaire, while data analysis was conducted using Structural Equation Modeling Partial Least Square (SEM-PLS). The results indicate that reward has a positive and significant effect on both employee performance and work motivation. Punishment was also found to have a positive and significant effect on employee performance and work motivation. Furthermore, work motivation has a positive and significant effect on employee performance. The mediation test results reveal that work motivation mediates the effect of reward on employee performance and also mediates the effect of punishment on employee performance. The findings suggest that the effective implementation of rewards can enhance employee morale, loyalty, and performance quality, while punishment applied proportionally and consistently can improve employee discipline and work responsibility. This study provides theoretical contributions to the development of human resource management studies, particularly regarding the relationship among reward, punishment, work motivation, and employee performance in the public sector. Practically, the findings highlight the importance of implementing a fair, transparent, and performance-based system of rewards and sanctions to improve employee motivation and performance in supporting organizational service quality
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