P-ISSN: 2808-5957
E-ISSN: 2808-6724
ijoms.internationaljournallabs.com
975
THE EFFECT OF DISTRIBUTIVE JUSTICE AND MOTIVATION INTRINSIC TO JOB
SATISFACTION AND EMPLOYEE PERFORMANCE IN MSMEs IN THE CULINARY
SECTOR IN THE SPECIAL REGION OF YOGYAKARTA
Gigih Tegar Tyofyan
1
, Heru Kurnianto Tjahjono
2
, Susanto
3
Master of Management, Faculty of Economics and Business,
Muhammadiyah University of Yogyakarta, Indonesia
Email: fyangigih@gmail.com
1
, herukurnianto@umy.ac.id
2
, susanto21@gmail.com
3
Abstract
Introduction: This study aims to determine the effect of distributive justice and intrinsic motivation on
job satisfaction and performance
Methods: This research is quantitative research, the method uses the SEM method, and uses the IBM
SPSS AMOS analysis tool. The sample in this study amounted to 140 employees of SMEs in the culinary
field at D.I. Yogyakarta
Results: The results showed that Distributive Justice and Intrinsic Motivation had a positive effect on
performance either directly or through the mediation of job satisfaction variables.
Conclusion and suggestion: With a high level of distributive justice and intrinsic motivation, it
will improve the performance of MSME employees. However, the effect of distributive justice
and intrinsic motivation on performance will be higher through job satisfaction variables
Keywords: Safety Leadership, Safety Culture, Safety Performance, Construction Projects, Conceptual
Framework
Indonesian Journal of Multidisciplinary Science © 2022 by International Journal Labs is licensed
under CC BY-SA 4.0
INTRODUCTION
Micro, small and medium enterprises, or commonly referred to as MSMEs, involve a lot of
human resources. Micro, Small and Medium Enterprises (MSMEs) is one of the supporting factors
for the Indonesian economy which is currently being intensively promoted, and many programs
are funded by both the government and the private sector (Thahira, Tjahjono, & Susanto, 2020).
Many MSMEs in Indonesia, especially DI Yogyakarta, are experiencing a very serious
impact during this pandemic. According to the chairman of the Yogyakarta Regional Crafts
Council, around 70% of Yogyakarta's MSMEs have been affected by COVID. Being affected by
the pandemic resulted in a reduced number of product requests
Decreased income makes it difficult for MSMEs to pay their employees. There are a number
of things that can happen, such as a reduction in compensation that goes against the contract or
delays in paying employees. Worse can happen when both possibilities occur simultaneously.
The phenomenon that occurs in several MSMEs is the frequent extension of the PSBB period
by employees. From 14 days to 16 to 17 days. Employees are absent more often. In addition,
employees are often late. These things affect their obligations and work
The Effect of Distributive Justice and Motivation Intrinsic To Job Satisfaction and Employee Performance In
Msmes In The Culinary Sector In The Special Region of Yogyakarta
Indonesian Journal of Multidisciplinary Science, Vol 1 (8), Mei 2022
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To analyze performance, the writer hopes that performance improvement can be achieved
after knowing employee motivation and performance satisfaction. Observing job satisfaction,
distributed justice, and essential motivation variables.
Literature Review
Performance
According to (Lee & Hidayat, 2018), performance is often defined as productivity or result
and is determined by the results produced by individual employees. Performance is influenced by
the performance of the organization itself, including organizational development, compensation
plans, communication systems, management styles, organizational structures, policies and
procedures.
According to (Lee & Hidayat, 2018) explain that performance is a record of the results of
work or activities during a certain period in relation to organizational goals.
Job satisfaction
Job satisfaction shows the correspondence between the individual's new expectations and
the rewards that the job provides. Job satisfaction makes employees more motivated and
committed to the organization (Rivai, H. A., Reza, D. Y., & Lukito, 2019). according to (Handoko,
2014), job satisfaction is a pleasant or unpleasant emotional state in which employees view their
work. According to (Kinicki, 2013), job satisfaction is an emotional or emotional response to
various aspects of work.
Intrinsic Motivation
Intrinsic motivation is when there is an intrinsic reason that motivates service personnel to
act (Kang & Hur, 2018). Intrinsic motivation is an incentive that stimulates individuals to accept
or change behavior for their own internal satisfaction or satisfaction (Masvaure, P., & Maharaj,
2014).
According to (Lee & Hidayat, 2018) explain that intrinsic motivation is motivation to be
active or functional without requiring external stimulation because everyone has something to do.
Intrinsic motivation can also be seen as a form of motivation in which activities are initiated and
inherited based on intrinsic drives and are absolutely related to learning activities (Miao, Rhee, &
Jun, 2020).
Distributive Justice
According to (Hidayat, R. M., Tjahjono, H. K., & Fauziyah, 2017), distributive justice is the
fairness of employee work results based on employee performance. Distributive justice is an
employee's perception of the fairness of the results received by the organization (Rivai, H. A.,
Reza, D. Y., & Lukito, 2019).
Distributive justice is a definition in which an organization can feel the consequences
(Mardiyanti, I., & Suharnomo, 2018). According to (Chiang, J. C. C., Yang, M. H., Klein, G., &
Jiang, 2013), distributive justice is the perceived fairness and balance of employee performance.
Distributive justice refers to the perceived fairness of the performance estimates and resource
allocation resulting from the evaluation (Phuong, 2018). Distributive justice is rooted in the theory
The Effect of Distributive Justice and Motivation Intrinsic To Job Satisfaction and Employee Performance In
Msmes In The Culinary Sector In The Special Region of Yogyakarta
Indonesian Journal of Multidisciplinary Science, Vol 1 (8), Mei 2022
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of justice, which assumes that people want to be treated fairly and they compare their level of
effort with other links (Phuong, 2018).
Previous Research and Hypothesis
a. The Effect of Distributive Justice on Job Satisfaction
Fair distribution is expected to affect employee job satisfaction (Hidayat et al., 2017). (Hadi,
Tjahjono, & Palupi, 2020) study found that distributional justice had a positive effect on job
satisfaction.
explained that job satisfaction has a positive effect on employee productivity.
H1: Distributive Justice has a positive effect on job satisfaction
b. The Effect of Intrinsic Motivation on Job Satisfaction
Employees with high intrinsic motivation are predicted to have high job satisfaction. The
correlation shows that there is a strong positive relationship between the two constructs (Hayati,
K., & Caniago, 2012). Research by (Gheitani, A., Imani, S., Seyyedamiri, N., & Foroudi, 2019)
found that intrinsic motivation has a positive and significant effect on job satisfaction.
A high level of satisfaction affects productivity because it affects the effectiveness of successful
completion of work (Hidayat, R. M., Tjahjono, H. K., & Fauziyah, 2017). The results of the study
by (Tentama, F., Kusuma, D. R., & Subardjo, 2019).
H2: Intrinsic motivation has a positive effect on job satisfaction
c. The Effect of Job Satisfaction on Employee Performance
A high level of satisfaction affects productivity because it affects the effectiveness of successful
completion of work (Hidayat, R. M., Tjahjono, H. K., & Fauziyah, 2017). The results of the study
by (Tentama, F., Kusuma, D. R., & Subardjo, 2019) explains that job satisfaction has a positive
effect on employee productivity.
H3: Job satisfaction has a positive effect on employee performance
d. The Effect of Distributive Justice on Performance
The results of (Hidayat, R. M., Tjahjono, H. K., & Fauziyah, 2017) explained that distributive
justice has a significant effect on performance. These results can be used as the basis for
determining the following hypothesis.
H4: Distributive justice has a positive effect on performance
e. The Effect of Intrinsic Motivation on Performance
Intrinsic motivation refers to the stimuli that drive a person to adopt or change behavior for his or
her own internal satisfaction or fulfillment (Masvaure, P., & Maharaj, 2014). Research by
(Kalhoro, M., Jhatial, A. A., & Khokhar, 2017) reveals that intrinsic motivation is positively and
significantly and positively related to employee performance.
H5: Intrinsic motivation has a positive effect on performance
The Effect of Distributive Justice and Motivation Intrinsic To Job Satisfaction and Employee Performance In
Msmes In The Culinary Sector In The Special Region of Yogyakarta
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f. Job Satisfaction Mediates the Effect of Distributive Justice on Performance
The results of research by (Rivai, H. A., Reza, D. Y., & Lukito, 2019) shows that distributive
justice has no direct effect on performance. However, distributive justice affects job satisfaction,
job satisfaction affects performance. In addition, the results of Sulaefi's research (2017) show that
there is a mediating role of satisfaction on the effect of distributive justice on performance.
H6: Job Satisfaction mediates the effect of distributive justice on performance
g. Job Satisfaction Mediates the Effect of Intrinsic Motivation on Performance
Based on the results of research by (Widyaputra, K. A., & Dewi, 2018), intrinsic motivation has a
significant positive effect on employee performance through mediating employee job satisfaction.
However, according to the research of (Pancasila, I., Haryono, S., & Sulistyo, 2020), the direct
effect of work motivation on employee performance is more significant than the indirect effect of
work motivation on employee performance through employee job satisfaction. Thus, job
satisfaction does not mediate the effect of work motivation on employee performance. The
differences in the results of this study make this research important to do
H7: Job Satisfaction mediates the effect of intrinsic motivation on performance.
METHOD
This type of research is quantitative. According to (Bougie & Sekaran, 2019), quantitative
research is a scientific method that represents data as numbers or figures that can be processed and
analyzed using mathematical or statistical calculations.
This study involved MSME staff from Yogyakarta. The sampling technique used is
convenience sampling. Sample adequacy criteria
is the use of a maximum likelihood estimation method that requires samples ranging from
100 to 200 samples. The source of data in this study is primary data from a questionnaire targeting
small and medium-sized restaurant workers in Yogyakarta. In addition, this study utilizes
secondary data from existing research journals as well as print media related to IHR.
The research hypothesis was tested using a Structural Equation Modeling (SEM) approach
using AMOS. In this study, the authors collect data by distributing questionnaires. The
questionnaire used by the researcher in this study used an assessment based on the Likert scale
(Bougie & Sekaran, 2019).
RESULT AND DISCUSSION
Table 1.
Validity Test Result
Variable
Item
Factor Loading
Limit
Distributive Justice
DJ1
0,730
> 0,5
The Effect of Distributive Justice and Motivation Intrinsic To Job Satisfaction and Employee Performance In
Msmes In The Culinary Sector In The Special Region of Yogyakarta
Indonesian Journal of Multidisciplinary Science, Vol 1 (8), Mei 2022
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DJ2
0,815
DJ3
0,813
DJ4
0,734
DJ5
0,817
Intrinsic Motivation
MI1
0,853
MI2
0,834
MI3
0,849
MI4
0,851
MI5
0,840
MI6
0,851
Job Satisfaction
JS1
0,801
JS2
0,795
JS3
0,761
JS4
0,777
JS5
0,835
JS6
0,772
JS7
0,793
Employee performance
PF1
0,813
PF2
0,783
PF3
0,788
PF4
0,815
PF5
0,771
PF6
0,784
The table explains that all questionnaire question items have met the standardized estimate
(loading factor) value requirements, namely > 0.5 so that it can be stated that all questionnaire
statement items are declared valid.
The Effect of Distributive Justice and Motivation Intrinsic To Job Satisfaction and Employee Performance In
Msmes In The Culinary Sector In The Special Region of Yogyakarta
Indonesian Journal of Multidisciplinary Science, Vol 1 (8), Mei 2022
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Reliability Test
Table 2.
Reliability Test
Variable
CR
Limit
Describtion
Distributive Justice
0,887
>0,7
Reliable
Intrinsic Motivation
0,938
Reliable
Job Satisfaction
0,921
Reliable
Performance
0,910
Reliable
Sumber: data diolah 2021
(Ghozali, Imam, Adityamurti, 2017) states that the test results are said to be reliable if they
have a construct reliability value > 0.7. The results of this test indicate that the C.R value in the 4
research variables whose value for each variable is greater than 0.7. Based on these results, it can
be concluded that the entire research instrument is reliable so that it can be used in this study.
Goodness of Fit
Table 3.
Goodness of Fit
Goodness of fit index
Cut-off value
Research Model
Model
Chi-square
283,58 (df=246,
sig = 0,05)
261,600
Fit
Significant probability
≥ 0.05
0,236
Fit
RMSEA
≤ 0.08
0,021
Fit
GFI
≥ 0.90
0,870
Marginal
AGFI
≥ 0.90
0,842
Marginal
CMIN/DF
≤ 2.0
1,063
Fit
TLI
≥ 0.90
0,993
Fit
CFI
≥ 0.90
0,994
Fit
The RMSEA value of this study is 0.021 with a recommended value of 0.08, this indicates a
fit research model. The GFI value in this model is 0.870. A value close to the recommended level
of 0.90 indicates a marginal fit research model. The AGFI value in this model is 0.842 The value
is close to the recommended level of 0.90 indicating a marginal fit research model. The TLI value
in this study was 0.993 with a recommended value of 0.90, this indicates the research model is fit.
The results of CMIN/DF in this study were 1.063 indicating that the research model was fit. The
CFI value in this study is 0.994 with a recommended value of 0.90, this indicates the research
model is fit.
The Effect of Distributive Justice and Motivation Intrinsic To Job Satisfaction and Employee Performance In
Msmes In The Culinary Sector In The Special Region of Yogyakarta
Indonesian Journal of Multidisciplinary Science, Vol 1 (8), Mei 2022
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Based on the overall goodness of fit measurement above, it indicates that the model proposed in
this study is accepted.
Hypotesis
Analysis of hypothetical data can be seen from the standard regression weight value which
shows the coefficient of influence between variables in the following table:
Table 4.
Correlation Between Variable
Estimate
S.E.
C.R.
P
Hypotesis
Distributive
Justice
Job
Satisfactio
n
0,543
0,113
4,790
0,000
Positive
Significant
Intrinsic
Motivation
Job
Satisfactio
n
0,372
0,078
4,778
0,000
Positive
Significant
Distributive
Justice
Performan
ce
0,189
0,088
2,143
0,032
Positive
Significant
Intrinsic
Motivation
Performan
ce
0,149
0,062
2,419
0,016
Positive
Significant
Job
Satisfaction
Performan
ce
0,717
0,101
7,081
0,000
Positive
Significant
All of the estimation parameters of the standardized regression weight and CR coefficient
values are positive, so this shows that all relationships between variables show a positive direction.
In addition, the probability value is smaller than 0.05 (p<0.05), so hypothesis 1 to hypothesis
5 is accepted.
Meanwhile, to see the mediation relationship between the independent variable and the
dependent variable through the mediating variable, namely by comparing the value of standardized
direct effects with standardized indirect effects.
If the value of the standardized direct effects is smaller than the value of the standardized
indirect effect, it can be said that the mediating variable has an indirect influence on the
relationship between the two variables.
The Effect of Distributive Justice and Motivation Intrinsic To Job Satisfaction and Employee Performance In
Msmes In The Culinary Sector In The Special Region of Yogyakarta
Indonesian Journal of Multidisciplinary Science, Vol 1 (8), Mei 2022
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Table 5.
Standardized Direct Effects (Group number 1 - Default model)
Intrinsic
Motivation
Distributive
Justice
Job
Satisfactio
n
Performanc
e
Job
Satisfactio
n
.413
.448
.000
.000
Performan
ce
.162
.153
.703
.000
Table 6.
Standardized Indirect Effects (Group number 1 - Default model)
Intrinsic
Motivation
Distributive
Justice
Job
Satisfactio
n
Performanc
e
Job
Satisfactio
n
.000
.000
.000
.000
Performan
ce
.291
.315
.000
.000
Testing the relationship between distributive justice and performance variables shows a
value of 0.153 < 0.315, this indicates that job satisfaction mediates distributive justice on positive
employee performance.
Testing the relationship between intrinsic motivation and performance variables shows a
value of 0.162 < 0.291, this indicates that job satisfaction mediates intrinsic motivation on positive
employee performance.
CONCLUSION
This study indicate that distributive justice and intrinsic motivation have a positive and
significant effect on performance, either directly or mediated by job satisfaction. This shows that
MSMEs must be fairer in distributing compensation to their employees. In addition, employee
intrinsic motivation must also be considered, so that when distributive justice and intrinsic
motivation increase, it will increase job satisfaction and employee performance of SMEs.
The Effect of Distributive Justice and Motivation Intrinsic To Job Satisfaction and Employee Performance In
Msmes In The Culinary Sector In The Special Region of Yogyakarta
Indonesian Journal of Multidisciplinary Science, Vol 1 (8), Mei 2022
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