The Effectiveness of Leadership Style and Compensation on Employee Performance with Job Comfort as an Intervening Variable at PT. Permodalan Nasional Madani Mekaar Asahan Area

Effectiveness of leadership, compensation, on employee’s performance with work leisure as intervening variable at PT Permodalan Nasional Madani Mekaar Asahan Area. The results are Leadership style affecting job comfort. Leadership


INTRODUCTION
HR is fundamental factor in company. In the implementation of company's missions is organized by humans. Without a qualified employee it is impossible for organizational goals to be achieved properly. A company organization can work well influenced by the relationships between employees and leaders. To achieve organizational missions, vision and goals, good leaderhip is needed. Leadership itself can be defined as a process of influencing the behavior of others to behave as desired.
Based on the researcher's observation with the head of one of PT PNM Mekaar Asahan Area, the problem in the area is that there are 78 out of 80 employees who feel dissatisfied with the compensation policies served by the company compared to the work and responsibilities they do. The compensation provided by the company here is in the form of financial compensation in the form of wages and incentives. Employees think that the wages provided considered insufficient to meet their needs, seeing that basic needs are increasing day by day. In addition, the work targets set by the company are quite burdensome for employees, so employees rarely get incentives from their work.
Based on observations made to PT PNM Mekaar Asahan employees that they work in an uncomfortable environment when in the field. Employees complain that the target terrain is sometimes quite dangerous for themselves, damaged roads and less cooperative customer treatment. With 80 employees and 9485 customers, the duties of PT PNM Mekaar Asahan employees must be greater. The following is the data of PT PNM Mekaar Asahan customers that must be handled by employees. The author's findings, that employees of PT PNM Mekaar Asahan have a lack of a competitive attitude that can result in employees being fired or terminated, problems that make employees less productive at work occur because of the inappropriate salary given by the company to employees, and the absence of additional salaries or compensation such as incentives and lack of motivation at work. PNM is a company engaged in business capital lending, which requires good employee performance in order to achieve the targets desired by the company.

LITERATURE REVIEW
Comfort/leisure is a state of mind of a person that experiencing particular situation. Its almost impossible to know the level of comfort on people's mind or only by observation. To know what they want, service providers must think one step ahead of the passengers themselves. The company must first know what passengers need and how to address those needs. Although the needs of passengers are different, they have the same goal, namely a sense of comfort (Setyaningsih Sri Utami, 2016).
Comfort/leisure is a state where people's feel that we are valued, safe, happy and peace of mind. Comfort needs to be obtained by everyone in every activity, because if it is not comfortable, something that is done will not be the maximum result. That comfort is what the agency as much as possible provides to employees so that employees feel comfortable and happy to work at the agency so that they provide the best performance to the agency, so that the agency also benefits. In the Big Indonesian Dictionary, the word "comfort" which comes from the word "comfortable" means good, healthy, fresh and safe, about or feeling safe, happy because it feels fulfilled all the desires of his heart, (Poerwadarminta, 2015: 988).
Hasibuan said compensation is all income in the form of direct or indirect goods and money in return for jobs done for company. Effective compensation system is needed because it helps attracting and retain talented workers. Therefore the company's compensation system affecting strategic performance (Muhammad Yani, 2021: 2). Meanwhile, employee comfort is all the circumstances that happened tied to work relationships, both relationships with coworkers and superior, or relationships with subordinates from the most comfortable feelings to the most uncomfortable feelings and other individuals may not necessarily feel it. Thus, work comfort is a condition felt by someone at work, a condition where we feel appreciated, feel safe, happy, and peace of mind. Comfort needs to be obtained by everyone at work.
There are many component on Performance action itself and cannot be seen instantly. Leadership that protects, serves, and provides compassion to employees can create higher employee performance.
According to Mahmudah (2019: 37) Basically humans work with their life goals. An employee will work and show loyal behaviour to company, therefore company also rewards their performance by giving compensation. In general, compensation can be defined as a reward to apreciate employees contribution and work for the company, it can be in the form of direct or indirect financial.
Basically, performance is individual, since each employee has a distinct level of skill to work. Based on the definitions above, it can be concluded that performance is the result of the achievement of peoples in carrying out an activity to realize the main objectives of an organization.
According to Huseno (2016: 86) the purpose of conducting performance appraisals is to give feedback to employees to improve their performance and increase organizational productivity, especially with regard to policies towards employees such as for the purpose of salary increases, promotion training and education. Compensation has vital role in enhancing employee performance, since one of the main reasons employees work is to meet their needs. A fair compensation system can make employee more excited and trigger better motivation and improved performance (Careza, et al, 2023: 19).
Compensation is something employees receive in return for services for completed work. Compensation divided into two types, financial and nonfinancial compensation. Inadequate compensation can reduce commitment, job satisfaction and employee motivation. Fair compensation through job satisfaction can build organizational commitment and reduce employee turnover (Frederick, 2022: 443). The hypothesis formulation is organized as follows: H1 : Effectiveness of leadership style on employee work comfort at PT PNM Mekaar Asahan Area. H2 : Effectiveness of compensation on employee work comfort at PT. PNM Mekaar Asahan Area. H3 : Effectiveness of leadership style on employee performance at PT PNM Mekaar Asahan Area. H4 : Effectiveness of compensation on employee performance at PT PNM Mekaar Asahan Area. H5 : Effectiveness of work comfort on employee performance at PT. PNM Mekaar Asahan Area. This research method is quantitative research, namely researchers will find the direct influence of independent variables, namely leadership style, compensation, work comfort as an intervening variable and employee performance at PT PNM Mekaar Asahan Area. Because in this study the population was 80 employees, the authors used the total side technique so that the entire population was sampled in the study.

METHODOLOGY
Uses a quantitative research method, nonprobability sampling with a purposive sample technique. A total of 80 respondents and two analysis methods used, namely outer model analysis with Convergent Validity, Discriminant Validity, Composite Reliability, Cronbach's Alpha and using inner model analysis with Hypothesis Testing.

RESULT AND DISCUSSION Outer Model Evaluation (Measurement Mode)
2 criteria to assess if the outer model meets convergent validity requirements for the reflective construct, first the loading must above 0.7, second p-value should <0.05. loading between 0.40-0.70 should still be maintained in new questionnaire, below that score should be removed loading between 0.40 to 0.70 should be analyzed for the impact of the decision to remove the indicator on composite reliability and average variance extracted (AVE). only remove it if these indicators can increase the composite reliability and AVE above the limit, AVE limit value is 0.50 (Mahfud Rahmono, 2013: 67).  (2023) Recommended CR value is above 0.7, every CR values a > 0.7   (2023) Discriminant validity with the HTMT approach all values are <0.9, which means it has met the requirements for discriminant validity based on the HTMT approach.   (2023) Based on the results of the SRMR goodness of fit test, the SRMR value = 0.069 <0.1, it means the mode has FIT.

Effectiveness of Leadership Style on Employee Work Comfort at PT PNM Mekaar Asahan Area
Leadership Style (X1) affecting Work Comfort (Z), coefficient value 0.400, and P-Values = 0.002 under 0.05. Leadership style is strategy and behavior, a combination of ability, philosophies, attitudes, traits, a leader often applies when they tries to improve the performance of their subordinates. A good culture is a handy tool to direct someones behavior, to do better work, so each employee must know the culture and how it is work.
Same as Syarifatul (2018) which proves that there is positive and significant influence between leadership style and work environment on job satisfaction.

Effectiveness of Compensation on Employee Work Comfort at PT. PNM Mekaar Asahan Area
Compensation (X2) affecting Job Comfort (Z), coefficient 0.381, and P-Values = 0.003 under 0.05. Employees need fair and adequate rewards or compensation. great compensation system will affect the productivity and morale. Great compensation system should be supported by many method so that a person compensated or paid according to their job guidance. Anas (2016) states that providing good compensation affecting employee job satisfaction and this will improve employee performance. this indicate that the higher the level of compensation received, the higher the level of employee job satisfaction also improve employee performance.

Effectiveness of Leadership Style on Employee Performance at PT PNM Mekaar Asahan Area
Leadership Style (X1) affecting Employee Performance (Y), coefficient value 0.255, and P-Values = 0.034 under 0.05. According to Umar Siddiq (2021: 1) Leadership comes from the word leader. The leader is the one who leads. Fielder argues, leader as the individual in the group have a job of coordinating and directing task relevant to group activities. From this understanding, it shows that a leader is a group member who has the ability to coordinate and direct performance to achieve goals.

There is an Effectiveness of Compensation on Employee Performance at PT PNM Mekaar Asahan Area
Compensation (X2) affecting Employee Performance (Y), coefficient value 0.304, and P-Values = 0.014 under 0.05. The results of Apriliansyah, et al (2018) state that better compensation takes part in enhancing performance. The results of Rahmawati & Supartha Supartha's research (2018) also state that better compensation takes part in enhancing performance. Widagdo et al., (2018) and Anugrah (2020) explain that that better compensation takes part in enhancing performance. As well as the results of research by Sumiatik et al., (2021) states that compensation affecting employee performance.

Effectiveness of Work Comfort on Employee Performance at PT PNM Mekaar Asahan Area
Work Comfort (Z) affecting Employee Performance (Y), coefficient value 0.419, and P-Values = 0.002 under 0.05. we should ask the person how their feelings. Companies must first know what employees need and how to address those needs. Although the needs are different, they have the same goal, namely a sense of comfort (Setyaningsih Sri Utami, 2016). This study supports research conducted by Lia Siskawati (2020) The effect of work comfort on employee work productivity at PT. Penjuru wisata negeri tour and travel pekanbaru. Work comfort (X) Employee work productivity (Y) Linear regression analysis. The results obtained through the linear regression test show a significant influence between work comfort on employee work productivity, with the test results achieved being F-count 11.32 ≥ F-table 7.71, then H0 is rejected and Ha is accepted.

Effectiveness of Leadership Style on Employee Performance with Comfort as an Intervening Variable at PT PNM Mekaar Asahan Area
Job Comfort (Z) mediates the ties between Leadership Style (X1) and Employee Performance (Y) significantly, P-Values = 0.035 under 0.05. leadership usually relates to level of determination, proficiency, and skill a person have, so leadership can be possessed by someone who are not leaders. Thoha (2013: 49) said leadership style is a behavior used to influence others. Rivai (2013: 42) said leadership style is characteristics influencing others to achieve goals or a pattern of strategies and behavior by a leader. Same as Iris Anggun Cahyani Ocky Sundari Johnson Dongoran (2020), with the title "The Effect of Organizational Commitment and Job Satisfaction on Employee Performance". Tests for the organizational commitment variable (X1) obtained a sig. value of 0.011 (sig = 0.011 <0.050). This shows that the organizational commitment affects employee performance. Testing for job satisfaction variables (X2) obtained a sig value. 0.000 (sig = 0.000).

Effectiveness of Compensation on Employee Performance with Comfort as an Intervening Variable at PT PNM Mekaar Asahan Area
Job Comfort (Z) mediates the ties between Compensation (X2) and Employee Performance (Y)significantly, P-Values = 0.048 under 0.05. same as Widha Sari research (2021) The effect of the Physical Work environment on Employee Work Comfort at State Senior High School 1 Tembilahan resulting physical work environment affecting employee work comfort at state senior high school 1 tembilahan with a significant level of 5%, namely 0.381 (0.648>0.381).

CONCLUSON AND RECOMMENDATION
1. Leadership Style affecting Work Comfort with a coefficient value of 2. Leadership style affecting employee performance 3. Work comfort affecting performance 4. Compensation affecting Job Comfort 5. Compensation affecting Employee Performance 6. Job Comfort has a significant effect on mediating the ties between Leadership Style 7. Job Comfort has a significant effect on mediating the ties between Compensation and Employee Performance. 8. The R-Square score of Work Comfort and Leadership Style and Compensation is able to explain Work Comfort by 40.6%. 9. The R-Square score of Employee Performance is 0.627, which means that Leadership Style Compensation and Work Comfort are able to explain Employee Performance by 62.7%. Based on the research conclusions above, it is suggested by the researcher that: 1. PT PNM to choose leaders who have a good leadership style so that it will affect employee performance well. 2. PT PNM should provide bonus compensation to workers who do good work loyaitas and make a big contribution to PT PNM. 3. PT PNM creates work comfort so that employees can give their best performance.