THE INFLUENCE OF COMMUNICATION AND COMPENSATION TOWARD SPIRIT AT WORK OF UNIVERSITAS NEGERI JAKARTA LECTURER

The purpose of this research are: 1) to know job description of compensation and spirit at work of lecturer of Faculty of Economics, Universitas Negeri Jakarta, 2) to know the influence of communication to spirit at work of lecturer of Faculty of Economics, Universitas Negeri Jakarta; 3) to know the effect of compensation On spirit at work of lecturer of Faculty of Economics, Universitas Negeri Jakarta, 4) to know communication and compensation can predict increase of spirit at work of lecturer of Faculty of Economics, Universitas Negeri Jakarta. The research model used in this research is regression analysis. This research will be conducted on 67 lecturers of Faculty of Economics, Universitas Negeri Jakarta. This research uses descriptive and explanatory analysis. Data collection techniques using SPSS statistical application program version 22.0 The results in this study are: 1) compensation has a positive and significant impact on spirit at work of FE UNJ lecturers. 2) the communication has a positive and significant impact on the spirit at work of FE UNJ lecturer. 3) the result of model feasibility test shows that communication and compensation can predict spirit at work of FE UNJ lecturer. Keyword: Communication, Compensation, Spirit at work INTRODUCTION According to some experts the spirit of work is an important thing to be fulfilled by the company, because the morale of work if fulfilled will affect the outcome of their work, further symptoms or behaviors that they show on their work is a picture of one's morale, be considered in order to achieve the goals that have been made. The symptoms found in the lecturers' behavior are, the lecturers who are late into the class or not in accordance with the lecture hour from the beginning have been established, Volume 2, Issue 4, June 2021 E-ISSN : 2715-4203, P-ISSN : 2715-419X Available Online: https://dinastipub.org/DIJDBM Page 604 the next symptom is to complete the lecture faster than the time should be, the next symptom of some lecturers who often do not attend without notice to students. Here is the attendance data of lecturers: Table 1. Lecturer's attendance FE UNJ Semester Number of Courses < 16 encounters ≥16 encounters Encounters <16 Encounters ≥16 105 409 139 270 33,99 66,01 104 390 282 108 72,31 27,69 103 461 220 241 47,72 52,28 102 469 97 372 20,68 79,32 From the data obtained above in 4 semesters of 102 to 105 is known there are some lecturers who do not provide ideal lectures set by the dictation of 16 meetings. In addition, the lecturers also expressed dissatisfaction in terms of journal publication, in this case the final value of their performance derived from the study was only given an assessment of (0,5) for national journals and (0,6) for Scopus journals or international journals. Some lecturers argue that it is caused by the compensation they receive and also the communication they feel. In terms of compensation, some lecturers complained about the remuneration system which was considered to be complicated and not open. This causes confusion that lecturers feel each time they get income from remuneration. In addition to that often happens revenue from the BLU is not on time, thus creating a sense of upset among the lecturers FE UNJ. The lecturer also complained about the inconsistency of the income earned by lecturers because the remuneration system provides the calculation through the burden of teaching which is not always the same every semester. Whereas in terms of communication, the lecturer explains the dissatisfaction of the lecturers’ room which is not in one place, but spread in IDB building and N building. This makes the lecturer difficult to meet with other lecturers so that the relationship happened only to the lecturers who are on One room. In addition, because of the busyness and the Volume 2, Issue 4, June 2021 E-ISSN : 2715-4203, P-ISSN : 2715-419X Available Online: https://dinastipub.org/DIJDBM Page 605 burden of different teaching, it is very difficult to meet all the lecturers at the meeting so that the relationship back and communication processes become obstructed. Research indication Many factors that can affect morale include compensation, communication, interpersonal communication, intrapersonal communication etc., but in this study will only discuss morale is only influenced by compensation and interpersonal communication on the object of the Faculty of Economics, State University of Jakarta. Research problem 1. What is the description of compensation, communication and morale on the lecturer at the Faculty of Economics, Jakarta State University? 2. Is there any influence of compensation to the morale of faculty of economics of state university of Jakarta? 3. Is there any influence of communication on morale on lecturer of Faculty of Economics, State University of Jakarta? 4. Can compensation and communication predict the rise of the morale of Faculty of Economics of Jakarta State University? Research purpose 1. To know the description of compensation, communication and morale on lecturer of Faculty of Economics, State University of Jakarta. 2. To determine the effect of compensation on the morale of faculty of economics faculty of state university Jakarta 3. To know the effect of communication on morale at the lecturer of Faculty of Economics, State University of Jakarta. 4. To know the compensation and communication can predict the increase of morale of lecturer of Faculty of Economics, State University of Jakarta. LITERATURE REVIEW Spirit at work Guba (2012: 83) argues that morale is the condition of a group where there is a clear and fixed goal that is felt to be important and integrated with the individual goals. Malayu Volume 2, Issue 4, June 2021 E-ISSN : 2715-4203, P-ISSN : 2715-419X Available Online: https://dinastipub.org/DIJDBM Page 606 S.P. Hasibuan (2012: 89) said that the spirit of work is the desire and sincerity of a person doing his job well and disciplined to achieve maximum performance. Alex S. Nitisemito (2012: 89) states that morale is to do the job more actively, so that the work will be expected faster and better. Wahyuni (2015: 1505) argues that morale is an individual's sense of work and organization. If morale is low, the likelihood of participation will be limited to what is ordered. Conversely, if the high morale will reflect that the individual will participate with the antigian and with full commitment. From some definitions can be concluded that morale is the attitude or feeling of a worker like or dislike, happy or not happy with his work. This can imply on the work done, if high morale then the workers work diligently, persistent and full of sincerity of heart. Compensation Veithzal Rivai (2013: 103) argues that compensation is something that employees or employees receive as a substitute for the contribution of their services to an agency or agency. Wibowo (2013: 104) provides understanding of compensation as counter-achievement to the use of labor or remuneration that has been provided by the workforce. Mutiara Pangabean (2016: 853) compensation is any form of award given by employees as a consideration for the contribution they provide to the organization. Garry Dessler (2002: 127) argues that employee compensation is any form of payment or remuneration given to employees and timbil from the employee's employment. From some definitions it can be concluded that compensation is anything that is given from a company or agency to someone over their contract. Communication Ivancevich (2007: 54) argues that Communication can be defined as the transition of information and understanding through the use of common symbols from one person or group to another. The symbols can be either verbal or non-verbal. Veitzal Rivai (2010: 49) communication is defined as the process of delivering information or delivery to the recipient of information by using the mediums of communication as an intermediary. Volume 2, Issue 4, June 2021 E-ISSN : 2715-4203, P-ISSN : 2715-419X Available Online: https://dinastipub.org/DIJDBM Page 607 Thomas and Scott (2012: 1220) argues that communication is the transfer of information and meaning from one party to another through the use of symbols together. Good communication will minimize the conflict between employees so as to improve employee morale for the better. From the definition it can be concluded that communication is a process of delivering information or a message from its message to the recipient with a message through communication media as an intermediary between the recipient and the giver of the message. Research model Source: Data processed by author, 2017 Hypotesis Based on the study of the theories and frameworks above, then the translation of the hypothesis as follows: Hypothesis 1 (H1): Ho: Compensation has no effect on the Spirit of Lecturer of Faculty of Economics, State University of Jakarta. Ha: Compensation affects the Spirit of Lecturer Faculty of Economics, State University of Jakarta. Hypothesis 2 (H2): Compensation (X1) Financial Non Financial

the next symptom is to complete the lecture faster than the time should be, the next symptom of some lecturers who often do not attend without notice to students. Here is the attendance data of lecturers: From the data obtained above in 4 semesters of 102 to 105 is known there are some lecturers who do not provide ideal lectures set by the dictation of 16 meetings. In addition, the lecturers also expressed dissatisfaction in terms of journal publication, in this case the final value of their performance derived from the study was only given an assessment of (0,5) for national journals and (0,6) for Scopus journals or international journals. Some lecturers argue that it is caused by the compensation they receive and also the communication they feel.
In terms of compensation, some lecturers complained about the remuneration system which was considered to be complicated and not open. This causes confusion that lecturers feel each time they get income from remuneration. In addition to that often happens revenue from the BLU is not on time, thus creating a sense of upset among the lecturers FE UNJ.
The lecturer also complained about the inconsistency of the income earned by lecturers because the remuneration system provides the calculation through the burden of teaching which is not always the same every semester.
Whereas in terms of communication, the lecturer explains the dissatisfaction of the lecturers' room which is not in one place, but spread in IDB building and N building. This makes the lecturer difficult to meet with other lecturers so that the relationship happened only to the lecturers who are on One room. In addition, because of the busyness and the if high morale then the workers work diligently, persistent and full of sincerity of heart.

Compensation
Veithzal Rivai (2013: 103) argues that compensation is something that employees or employees receive as a substitute for the contribution of their services to an agency or agency.
Wibowo (2013: 104) provides understanding of compensation as counter-achievement to the use of labor or remuneration that has been provided by the workforce. Mutiara Pangabean (2016: 853) compensation is any form of award given by employees as a consideration for the contribution they provide to the organization.
Garry Dessler (2002: 127) argues that employee compensation is any form of payment or remuneration given to employees and timbil from the employee's employment. From some definitions it can be concluded that compensation is anything that is given from a company or agency to someone over their contract. (2007: 54) argues that Communication can be defined as the transition of information and understanding through the use of common symbols from one person or group to another. The symbols can be either verbal or non-verbal.

Ivancevich
Veitzal Rivai (2010: 49) communication is defined as the process of delivering information or delivery to the recipient of information by using the mediums of communication as an intermediary.
Thomas and Scott (2012: 1220) argues that communication is the transfer of information and meaning from one party to another through the use of symbols together. Good communication will minimize the conflict between employees so as to improve employee morale for the better.
From the definition it can be concluded that communication is a process of delivering information or a message from its message to the recipient with a message through communication media as an intermediary between the recipient and the giver of the message.

Research model
Source: Data processed by author, 2017

Hypotesis
Based on the study of the theories and frameworks above, then the translation of the hypothesis as follows: Hypothesis 1 (H1): Ho: Compensation has no effect on the Spirit of Lecturer of Faculty of Economics, State University of Jakarta.

Ha: Compensation affects the Spirit of Lecturer Faculty of Economics, State
University of Jakarta.

RESEARCH METHODS
This research uses descriptive and explanatory method. The data used in this study comes from the primary data obtained through interviews and questionnaires, while secondary data obtained from the Faculty of Economics, State University of Jakarta, books, journals and thesis from previous research. Sampling method using saturated sampling technique or also called census. The number of samples used in this study is 67 lecturers with the criteria of permanent lecturers who get the teaching load each semester and not being served at the faculty and university level from the data obtained.

Result of Test Instrument Result of Validity Test
Validity test is used to find out whether there is a statement in the questionnaire that should be removed or replaced because it is considered irrelevant. The number of respondents for the validity test is 20% of the population, so there were 17 respondents as the sample of validity test. Validity test in this research, using correlation product moment.
Where if the value rhitung> rtabel then the instrument is valid and if rhitung <rtabel then the instrument is invalid. Rtabel in this study amounted to 0.482.  Based on Table 4 above, it is known that the reliability test results for each variable with the value of Cronbach's Alpha> 0.6 then the three variables can be declared reliable.

Descriptive Analysis
Descriptive analysis is used to provide an overview of the distribution and distribution of research data through questionnaires distributed to 67 lecturers FE UNJ. Can be seen the results of descriptive analysis in the table below: Based on Table 5, it can be seen the results of descriptive analysis of each variable that is for the morale variables respondents answered strongly agree and agree summed 41.4% when compared with the criteria score (26% -50%) then the spirit of lecturer work FE UNJ quite low. This is due to the dissatisfaction with the payroll system that the clarity of the payroll system used by the faculty for the lecturers, as well as the problem of not knowing well their bosses in the faculty.
Then for the respondent compensation variables answered strongly disagree and do not agree summed as much as 31.4% when compared with the criteria score (26% -50%) then compensation lecturers FE UNJ classified as not feasible. This is due to the income received by UNJ FE lecturers is not balanced with the expenses made by the lecturers ..
Communication variables respondents answered strongly agree and agree summed up by 39.3% when compared with the criteria score (26% -50%) then the communication lecturer FE UNJ classified as not feasible. This is due to the difficulty of several lecturers to meet with other FE UNJ lecturers due to the difference of the room and the different interests.

Normality Test
Normality test is used to determine whether the samples taken are normally distributed or not. The test was performed with one sample Kolmogorov-Smirnov Test and stated normally distributed if the value of significance> 0.05.  Based on the results of linearity test above between communication variable with spirit at work variable, it is known to have a linearity significance value of 0.000. That is, the significance value is less than 0.05 so it can be concluded that between the two variables there is a linear relationship. Based on the results of linearity test between compensation variables with spirit at work variables in the table above, it is known that the value of linearity significance of 0.000. That is, the significance value is less than 0.05 so it can be concluded that between the two variables there is a linear relationship.

Multicollinearity Test
Multicollinearity test is used to determine whether the regression model found strong correlation between independent variables (independent). Measuring multicolinearity by calculating VIF (variance inflation factor) and correlation coefficient between independent variables. The criterion is that if the VIF value <10 or close, then there is no multicollinearity. Based on Table 9 above multicollinearity test results, it is known that VIF value for communication is 1.062 and compensation is 1.062. Therefore, the independent variable does not occur multicollinearity because the VIF value of all independent variables is <10.

Heteroscedasticity Test
Heteroskedasticity test aims to find out whether in a regression model there is a variant inequality of the residual of an observation to another observation. In this study using Spearman's Rho test method, which is to correlate residual value (unstandardized residual) with each independent variable. The criterion, if the significance <0.05 then the problem of heteroscedasticity. Based on Table 10, it can be seen that the correlation between work stress with unstandardized residual yielded a significance value of 0.890 and the correlation between career development with unstandardized residual yielded a significance value of 0.602. This shows that in this regression model there is no problem of heteroscedasticity, because the value of correlation significance> 0.05.

Hypothesis 1
Ho: Compensation has no effect on spirit at work.
Ha: Compensation affects work spirit at work. Mahendrawan and Ayu Desi Indrawati (2015) in which both studies stated that compensation has a positive and significant effect Against work morale.

Hypothesis 2
Ho: Communication has no effect on morale.
Ha: Communication has no effect on morale.
Based on    Table 13, the value of Adjusted R2 is 0.516 or (51.6%). This shows that 51.6% spirit at work is influenced by workload factor and compensation. While the rest of 48.4% is explained by other variables outside this study.