THE EFFECT OF EMPLOYEE STATUS ON EMPLOYEE SATISFACTION WITH INCENTIVES AS AN INTERVENING VARIABLE (Case Study on Employees of Russian Medical Doctor and Nurses)

In this study, the population was employees of Russian Medical Doctor and Nurses, namely as many as 30 people. Because the target population is less than 100, the sampling technique used is the census method, in which the entire population, totaling 30 employees of Russian Medical Doctor and Nurses. Made the sample in this study. Data analysis is a desire to classify, make a sequence, manipulate and abbreviate data so that it is easy to read and understand. In other words, data analysis activities are raw data that has been collected needs to be categorized or divided into several categories or groups, shortened in such a way that the data can answer problems according to research objectives and can test hypotheses. With the results of the first hypothesis accepted, meaning that the variable Working Status (X) has a positive and significant effect on incentives (Y1). the second hypothesis is accepted, meaning that Work Status (X) has a significant effect on Job Satisfaction (Y2). the third hypothesis is accepted, meaning that incentives (Y1) have a positive and significant effect on job satisfaction (Y2). The calculation results obtained show that the indirect effect through the Y1 variable is greater than the direct effect on the Y2 variable.


INTRODUCTION
Richard, Robert and Gordon (2012: 312,337) emphasized that job satisfaction relates to one's feelings or attitudes about the work itself, salary, promotion or educational opportunities, supervision, co-workers, workload and others. He continued his statement that job satisfaction is related to one's attitude about work, and there are several practical reasons that make job satisfaction an important concept for leaders. Research shows satisfied workers are more likely to stay with the organization. Satisfied workers also tend to engage in organizational behavior that goes beyond their job and role descriptions, and helps reduce the workload and stress levels of members in the organization. One way to spur employee performance in an organization or company is to further improve employee performance optimally, such as providing compensation, holding job training for new employees, getting special attention for employees with achievements such as giving awards, and other forms of attention to all. his employees. The existence of activities will greatly affect the provision of compensation.
The status of the workers referred to are Permanent Employees bound by PKWTT (Unspecified Time Work Agreement) and Non-Permanent Employees bound by PKWT (Specific Time Work Agreement). PKWTT or permanent employees are employees who have a contract or work agreement with the company for an indefinite period (permanent) (UU No. 13 of 2003 workers/laborers and employers to establish a permanent working relationship. With PKWTT, workers are also commonly called permanent workers and are no longer contract workers. Provisions that apply in implementing PKWTT between companies and workers/laborers are stipulated in article 60 paragraph 1 (one), namely the company may require a probationary period of no longer than 3 (three) months. During the probationary period, companies are prohibited from paying wages below the applicable minimum wage. PKWTT can also be made verbally, but the company is obliged to make a letter of appointment for the worker/laborer concerned (article 63 paragraph 1). Hariandjaja (2011: 65) incentives are: "Incentives are a form of direct payment based on or directly linked to performance and profit sharing for employees due to increased productivity or cost savings." Giving employee incentives is very closely related where there is a positive relationship, where without incentives it is difficult to motivate employees to be disciplined at work and without high motivation from employees to work then high work productivity of an employee may not be realized. Incentives have a reciprocal relationship that influences one another. So that the provision of incentives that are right on target provides feedback to employees to create good performance. Job Satisfaction is a pleasant psychological condition felt by workers/employees in a work environment for their role in the organization and their needs are met properly. job satisfaction or job satisfaction identified with things that are individual. Therefore, the level of satisfaction of each person is different and what happens when several factors are met, namely individual needs and their relation to the degree of liking and disliking of workers.
Employees are one of the most important factors of production for a company/organization, therefore they must be utilized optimally and productively. The goals of a company/institution will not be realized without the active role of employees even though the tools owned by the company/institution are so sophisticated and complete. Every company/agency certainly wants to achieve maximum performance by its employees. Because this is related to achieving organizational goals and organizational sustainability, employees are required to work optimally. Therefore, employee performance needs to be considered and improved by carrying out studies on factors affecting employee performance.

LITERATURE REVIEWS Incentive
Incentives are special compensation given by companies to employees outside of their main salary to help motivate or encourage these employees to be more active at work and try to continue to improve work performance in the company.

Employment status
The status of the workers referred to are Permanent Employees bound by PKWTT (Unspecified Time Work Agreement) and Non-Permanent Employees bound by PKWT (Specific Time Work Agreement). PKWTT or permanent employees are employees who have a contract or work agreement with the company for an indefinite period of time  Robert and Gordon (2012: 312,337) emphasized that job satisfaction relates to one's feelings or attitudes about the work itself, salary, promotion or educational opportunities, supervision, co-workers, workload and others. He continued his statement that job satisfaction is related to one's attitude about work, and there are several practical reasons that make job satisfaction an important concept for leaders. Research shows satisfied workers are more likely to stay with the organization.

METHODS
In this study, the population was employees of Russian Medical Doctor and Nurses, namely as many as 30 people. Because the target population is less than 100, the sampling technique used is the census method, in which the entire population, totaling 30 employees of Russian Medical Doctor and Nurses. Made the sample in this study.
Data analysis is a desire to classify, make a sequence, manipulate and abbreviate data so that it is easy to read and understand. In other words, data analysis activities are raw data that has been collected needs to be categorized or divided into several categories or groups, abbreviated in such a way that the data can answer problems according to research objectives and can test hypotheses (Silaen and Widiyono, 2013).

RESULTS AND DISCUSSION Multiple Linear Regression Testing
Multiple Linear Regression Results

Hypothesis test of the influence of the Working Status variable (X) on the Incentive variable (Y1).
The form of hypothesis testing based on statistics can be described as follows: Decision Making Criteria: 1) Accept H0 If tcount < ttable or -tcount> -ttable or Sig. >0.05.
2) Reject H0 If tcount ≥ ttable or -tcount ≤ -ttable or Sig. < 0.05. From the table above, a tcount value of 6.531 is obtained. With α = 5%, ttable (5%; nk = 28) a ttable value of 1.701 is obtained. 0.00 <0.05, it can be concluded that the first hypothesis is accepted, meaning that the Working Status variable (X) has a positive and significant effect on incentives (Y1).

Hypothesis Test of the effect of Working Status (X) on Job Satisfaction (Y2)
The form of hypothesis testing based on statistics can be described as follows: Decision Making Criteria: a) Accept H0 If tcount < ttable or -tcount> -ttable or Sig. >0.05 b) Reject H0 If tcount ≥ ttable or -tcount ≤ -ttable or Sig. < 0.05 From the table above, a tcount value of 4.311 is obtained with α = 5%, ttable (5%; nk = 28) obtained a ttable value of 1.701. From this description it can be seen that tcount (4.311) > ttable (1.701), and its significance value is 0. 00 <0.05, it can be concluded that the second hypothesis is accepted, meaning that Working Status (X) has a positive and significant effect on Job Satisfaction (Y2).

Hypothesis Test the effect of Incentives (Y1) on Job Satisfaction (Y2)
The form of hypothesis testing based on statistics can be described as follows: Decision Making Criteria: a) Accept H0 If tcount < ttable or -tcount> -ttable or Sig. >0.05 b) Reject H0 If tcount ≥ ttable or -tcount ≤ -ttable or Sig. < 0.05 From the table above, a tcount value of 2.066 is obtained with α = 5%, ttable (5%; nk = 28) obtained a ttable value of 1.701. From this description it can be seen that tcount (2.066) > ttable (1.701), and its significance value is 0. 00 < 0.05, it can be concluded that the third hypothesis is accepted, meaning that incentives (Y1) have a positive and significant effect on job satisfaction (Y2).