The Relationship Between Intellectual Competence, Non-Material Incentives, Work Environment And Employee Performance

The goal of this study is to examine how improving intellectual competence, non-material incentives, work environment might improve employee performance. In order to gather information and examine the correlation between the variables under investigation, this study employs a quantitative approach and a sample of 67 employees at PT. Bunga Jaya Jati Bintang Mojokerto as responders. Several linear regression techniques were used to examine the data after it was collected using a questionnaire. According to the study's findings, employee performance is influenced by intellectual ability. The work environment has also been demonstrated to have a substantial impact on employee performance, and non-material incentives have been shown to have an impact on employee performance


INTRODUCTION
Human resources are a company's most precious asset, so it is necessary to pay close attention to them in order for employees to feel secure and comfortable at work.To achieve success, a solid foundation is required, namely a corporation that is able to enhance and maximize competency.So, competency becomes highly beneficial in assisting businesses, and through boosting competence, it promotes a culture of high performance.Offering incentives and fostering a positive work environment also have a significant impact on a company's performance.
Companies can maintain their human resources so that their employees feel secure and comfortable at work by offering adequate incentives and fostering a pleasant work environment.The quality of a company's human resources has a significant impact on its success.Thus, human resources occupy a very essential role.In addition, high-quality natural resources are helpful for adapting to the rapid changes in the business climate.If a corporation already has a strategy and goals, the next step is to determine the human resources required to fulfill these objectives.The definition of employee performance is the ability of employees to perform particular abilities.Sinambela (2017: 480).Ability and expertise, knowledge, work design, personality, work motivation, leadership, leadership style, organizational culture, job happiness, work environment, totality, commitment, and work discipline are characteristics that affect performance.

Subject/Object, Place and Time of Research
The workers of PT.Bunga Jaya Jati Bintang Mojokerto, who work in the production division, served as the research subjects and also participated as responders in this study.
Intellectual Competence, Non-Material Incentives, and Work Environment at PT. Bunga Jaya Jati Bintang Mojokerto are the three factors that will be investigated over the course of this research.
These will serve as the study's primary focus.These studies were carried out at PT. Bunga Jaya Jati Bintang Mojokerto.This investigation was carried out over the course of three months.Sugiyono (2015: 80)  authors found that PT.Bunga Jaya Jati Bintang Mojokerto's manufacturing division employs 80 people.Sugiyono (2015: 81) states that the sample reflects both the amount and quality of the population.If a population is too large to investigate, the researcher will take samples.When the researcher cannot investigate the whole population, this is done.Conclusions from the sample will be applied to the population.Thus, population sampling must be representative."Simplerandom sampling" means that each research unit from the population has an equal chance of being sampled.It takes basic random samples.(simple random sampling).A questionnaire will be used to gather data from an 80-person population.Slovin's formula calculates sample count:

Population and Sample
The error rate in choosing a tolerable sample member (the error rate taken in this sampling is 5%) then: Based on the above calculations, the determination of the members of the research sample (n) used in this study was 67 respondents.

Validity test
According to Ghozali (2016: 52), the purpose of a validity test is to determine whether or not a questionnaire can be considered legitimate.It is possible to determine whether or not the questions on a questionnaire are legitimate by determining whether or not those questions can disclose anything that can be quantified using the questionnaire.According to the requirements, the questionnaire is considered to be legitimate if the r count is more than the r table.Using the formula df = n -2 to get df, such as df = 67 -2 = 65, one arrives at the value 0.240 for the r table when doing a test with two tails.It is possible to assert that all instruments for each research variable may be considered legitimate since the results of assessing the validity of all indicators of all instrument items reveal that they are valid.This is because the correlation value is higher than the r table, which enables this statement to be made.The regression model is possible since there is no discernible pattern and the points scatter above and below 0 on the Y axis.

Multiple Linear Regression Analysis
This research employed multiple linear regression analysis.Bunga Jaya Jati Bintang personnel in the production division.The coefficient b2 = 0.251 demonstrates that PT.Bunga Jaya Jati Bintang manufacturing workers' performance is positively and significantly affected by non-material incentives.If the other independent variables remain constant, increasing the Non-Material Incentive variable by one unit will boost PT.Jaya Jati Bintang's interest by 0.251.

d) Work Environment regression coefficient
The coefficient b3 = 1.050 indicates that the Work Environment variable positively and significantly affects production staff of PT.Bunga Jaya Jati Bintang.If the other independent variables remain constant, increasing the Work Environment variable by one unit will raise PT.
Jaya Jati Bintang's interest by 1.050.Ghozali (2016: 95) states that R² measures a model's ability to explain a dependent variable's variation.If the requirement is near to one, the independent variables provide practically all the information needed to estimate dependent variable changes.The Standard Error of the Estimate (SEE) must be as low as feasible for the regression model to accurately predict the dependent variable.The following SPSS'21-generated table shows the coefficient of determination test results: effect on how well employees do their jobs.This means that the Family Planning and Women's Empowerment Agency (BKBPP) of Garut Regency does better the greater the emotional intelligence.Competency also has a big and positive effect on how well an individual does their job.This means that the Family Planning and Women's Empowerment Agency (BKBPP) extension workers would do a better job in Garut Regency if they were more skilled.

Effect of Non-Material Incentives on Performance
According to the results, the variable of Non-Material Incentives had a t count of 2.283 and a t table of 1.998 with a significance level of 0.05.This indicates that the t count was superior to the t table (2.283 > 1.988), since the significance level was lower for the table.Therefore, it is plausible to assert that the staff of PT.Bunga Jaya Jati Bintang in the manufacturing department demonstrate above-average performance in response to non-material incentives (X2).As a result, increasing the importance of non-material incentives will also result in increased employee performance.According to the findings of a research that was conducted by Natasari and Armanu (2011) and titled "The Influence of Providing Material and Non-Material Incentives on Employee

H3:Figure 1 .
Figure 1.Conceptual Framework Source: data processed by the author, 2022 defines a population as an encompassing field of things or people that have particular properties and attributes as determined by researchers, which are then studied to derive conclusions about those objects or persons.Research requires distributing a questionnaire to a group in one location.This questionnaire must include indicators and factors.This research'

Figure 2 .
Figure 2. Normality test results for normal graph plots Source: Data processed by SPSS'21, 2022

Figure 3 .
Figure 3. Heteroscedasticity Test Results Based on the SPSS output regression results above, the regression equation can be made as follows: Y = 4.550 + 0.480X1 + 0.251X2 + 1.050X3 + 0.05 From the results of the multiple linear regression equation, each independent variable can be interpreted as having an effect on employee decisions as follows: a) Constant (a) If intellectual capacity, non-material incentives, and work environment = 0, a = 4.550 indicates a constant price.PT.Jaya Jati Bintang producing staff perform 4,550.b) Intellectual Competence regression coefficient The coefficient b1 = 0.480 shows that the Intellectual Competence variable positively and significantly affects PT.Bunga Jaya Jati Bintang manufacturing workers.If the other independent variables remain constant, increasing the Intellectual Competency variable by one unit will boost PT.Jaya Jati Bintang's interest by 0.480.c) Non-Material Incentives Regression Coefficient ISSN : 2685-9696 (Online) -2686-0678 (Print) Faculty of Economics, Merdeka University Surabaya Link Jurnal: http://wastu.unmerbaya.ac.id/index.php/wastu/indexAlamat: JL.Ketintang Madya VII/2 Surabaya The chart shows that X1, Intellectual Competence, has a Cronbach alpha of 0.756.0.756 > 0.7 makes the Intellectual Competence variable dependable.X2's Cronbach alpha is 0.773.

Table 3 .
Test Results t Coefficientsa Data processed by SPSS'21, 2022 Based on the t test above it can be concluded that: 1.With a significance of 0.05, t count is 3.721 and t table is 1.998 for the Intellectual Competence variable, hence t count > t table (3.721 > 1.988).Thus, it can be stated that Intellectual Competence (X1) has a favorable and substantial influence on the performance of personnel in the production department of PT.Bunga Jaya Jati Bintang.2. With a significance of 0.05, t count is 2.283 and t table is 1.998 for the Non-Material Incentives variable, hence t count > t table (2.283 > 1.988).Thus, it can be stated that Non-Material Incentives (X2) have a favorable and substantial influence on the performance of workers in the manufacturing department of PT.Bunga Jaya Jati Bintang.3.With a significance of 0.05, t count is 11.377 and t table is 1.998 for the Work Environment variable, hence t count > t table (11.377 > 1.988).As a result, it can be determined that the Work Environment (X3) has a favorable and substantial impact on the performance of PT.

Table 4 .
Test According to table 4 the calculated f value is greater than the f table value (129.999> 2.75), indicating that Intellectual Competence, Non-Material Incentives, and Work Environment simultaneously affect production workers at PT. Bunga Jaya Jati Bintang.

Table 5 .
Test Results for the Coefficient of Determination ISSN :

2685-9696 (Online) -2686-0678 (Print) Faculty of Economics, Merdeka University Surabaya Link Jurnal: http://wastu.unmerbaya.ac.id/index.php/wastu/index Alamat: JL. Ketintang Madya VII/2 Surabaya Vol. 4 No. 1 (2022): September 2022 88
Constant), intellectual competence, non-material incentives, and work environment b.Dependent Variable: employee performance Source: Data processed by SPSS'21, 2022 According to theTable of Determination Coefficient Test Results, the modified R2 value is 0.854, which implies the percentage is 85.4% and the remaining 14.6% is impacted by factors outside the model.The Standard Error of the Estimate (SEE) is 2.053.The lower the SEE number, the more accurate the regression model predicts the dependent variable.This regression model fits.
DISCUSSIONThe Effect of Intellectual Competence on PerformanceAccording to the results, the Intellectual Competence variable had a t count of 4.827 and a t table of 1.998 with a significance level of 0.05.This means that t count was more than t table (4.827 > 1.988).So, it's safe to say that intellectual competence has a big and positive effect on how well PT.Bunga Jaya Jati Bintang's manufacturing department staff do their jobs.(X1).This shows that a worker's performance at PT. Bunga Jaya Jati Bintang will increase if they enhance their intelligence.Irma Mulyasari did research in 2018 that backs up these results.The study was called "The Influence of Emotional Intelligence and Competence on Employee Performance in Family Planning and Women's Empowerment Agency Instructors (BKBPP) Garut Regency."Based on the results of his study, he came to the conclusion that emotional intelligence has a big and positive