The Effect of Compensation and Job Environment on Employee Loyalty through Job Satisfaction as an Intervening Variable Case Study of BNI Bank Branch in Makassar

This study aims to determine the effect of compensation and job environment on job satisfaction, the effect of compensation, and job environment on employee loyalty, the effect of job satisfaction on employee loyalty. It is also intended to analyze the effect of compensation and job environment on employee loyalty, through job satisfaction as an intervening variable. This study uses a path analysis model. The sample in this study was 62 permanent employees of the BNI Makassar Branch. The data in this study questionnaires. The results showed that the compensation and job environment had a significant effect on job satisfaction. Further, the research indicates that compensation, job environment, and job satisfaction have a positive and significant effect on employee loyalty significant effect on employee loyalty through the job satisfaction variable as an intervening. Job satisfaction has a significant effect on employee loyalty through the job satisfaction variable as an intervention.


INTRODUCTION
In a company business, of course the company employee performance, employees will experience satisfaction so that it will build employee loyalty to the company. Therefore the company must take careful steps in order to achieve loyalty from its employees. One of them is by assessing what needs the company must meet for employees for the sake of satisfaction which is expected to foster employee loyalty.
Employee job satisfaction is formed from several factors. Research conducted by Nurdin (2017) found that compensation has a significant effect on job satisfaction at Karya This is also supported by research conducted by Muflih compensation has a positive effect on employee job satisfaction. Research conducted by Uhing (2015), and  also has a positive and significant effect on employee job satisfaction variables.
Apart from compensation, the work environment has an influence on employee satisfaction. Luthans (2006) state that the work Employees, of course, have a good physical and non relationships with fellow employees and superiors, a dynamic work climate, and adequate work facilities. The results of research conducted show that the work environment has a positive and significant effect on job satisfaction. This study aims to determine the effect of compensation and job environment on job satisfaction, the effect of compensation, and job environment on employee loyalty, the effect of job satisfaction on employee loyalty. It ect of compensation and job environment on employee loyalty, through job satisfaction as an intervening variable. This study uses a path analysis model. The sample in this study was 62 permanent employees of the BNI Makassar Branch. The data in this study were obtained by distributing questionnaires. The results showed that the compensation and job environment had a significant effect on job satisfaction. Further, the research indicates that compensation, job environment, and job satisfaction have a e and significant effect on employee loyalty. The result also found that job environment has a significant effect on employee loyalty through the job satisfaction variable as an intervening. Job satisfaction has a significant effect on employee loyalty and compensation has a significant effect on employee Loyalty through the job satisfaction variable as an intervention. compensation; job environment; job satisfaction; employee loyalty In a company business, of course the company needs good employee performance. With good employee performance, employees will experience satisfaction so that it will build employee loyalty to the company. Therefore the company must take careful steps in order to achieve loyalty from its e of them is by assessing what needs the company must meet for employees for the sake of satisfaction which is expected to foster employee loyalty.
Employee job satisfaction is formed from several factors. Research conducted by Nurdin pensation has a significant effect on job satisfaction at Karya This is also supported by research conducted by Muflih and Nur (2015) which states that compensation has a positive effect on employee job satisfaction. Research conducted by (2015) also has a positive and significant effect on employee job Apart from compensation, the work environment has an influence on employee satisfaction. Luthans (2006) state that the work environment is a factor that can affect job satisfaction. Employees, of course, have a good physical and non-physical work environment such as good relationships with fellow employees and superiors, a dynamic work climate, and adequate work results of research conducted by Lee et al. (2011) and Mukti Wibowo et al show that the work environment has a positive and significant effect on job satisfaction. This study aims to determine the effect of compensation and job environment on job satisfaction, the effect of compensation, and job environment on employee loyalty, the effect of job satisfaction on employee loyalty. It ect of compensation and job environment on employee loyalty, through job satisfaction as an intervening variable. This study uses a path analysis model. The sample in this study was 62 were obtained by distributing questionnaires. The results showed that the compensation and job environment had a significant effect on job satisfaction. Further, the research indicates that compensation, job environment, and job satisfaction have a . The result also found that job environment has a significant effect on employee loyalty through the job satisfaction variable as an intervening. Job satisfaction and compensation has a significant effect on employee Loyalty needs good employee performance. With good employee performance, employees will experience satisfaction so that it will build employee loyalty to the company. Therefore the company must take careful steps in order to achieve loyalty from its e of them is by assessing what needs the company must meet for employees for the Employee job satisfaction is formed from several factors. Research conducted by Nurdin pensation has a significant effect on job satisfaction at Karya Medika Hospital.
(2015) which states that compensation has a positive effect on employee job satisfaction. Research conducted by Potale and (2015) also has a positive and significant effect on employee job Apart from compensation, the work environment has an influence on employee satisfaction. environment is a factor that can affect job satisfaction. physical work environment such as good relationships with fellow employees and superiors, a dynamic work climate, and adequate work Wibowo et al. (2014) show that the work environment has a positive and significant effect on job satisfaction.
Besides being able to affect job satisfaction, compensation and work environment ca affect employee loyalty to the company. In addition, job satisfaction is also closely related to employee loyalty. Employee loyalty is not formed in a short time but through the work process, length of work and the results of employee job satisfacti Mexican Maquiladora company shows that job satisfaction has a positive and significant effect on employee loyalty.
Bank Negara Indonesia or BNI is a state company in Indonesia. Quoted from Zona Indonesia has reached 134 banks, including private, foreign, state Currently, Indonesia is ranked first as the country with the most number of banks i and the high turnover rate of bank employees is known from the results of a survey conducted by Pricewaterhouse Coopers (PwC) Indonesia in 2015 on the banking sector in Indonesia. turnover in this industry reaches 15% -20%. This number o sectors and quoted from finance.detik.com accessed on 15 November 2019 explained that based on data in the bank's annual financial report, the number of bank employees in 2017 for a full year decreased when compared to the 2016 period. Apart from the various problems and challenges that may be faced both internally and externally, BNI remains consistent in showing its development both in service and technology. This can be seen from the many achievements BNI ha terms of awards and certifications received.

LITERATURE REVIEW Compensation
Compensation is one of the important functions in human resource management, because compensation is one of the most according to Simamora (2004) is all forms of financial returns, tangible services, and benefits obtained by employees as part of an employment. income in the form of money, direct or indirect goods received by employees.

Job Environment
According Soetjipto (2008) suggested that the working environment is all a matter or elements that may affect directly or indirectly to the organization or company that performance and employee satisfaction. environment is everything that is around the workers and which can affect him in carrying out assigned tasks

Job Satisfaction
According to Luthans (2006) Job Satisfaction is defined as a pleasant state or positive emotion resulting from a job appraisal or someone's work experience. from employees' perceptions of how well and how that job satisfaction is the perception of people about various aspects of their work. feeling and attitude of people towards their work. negative. If people feel and have a positive work. If you feel and have a negative attitude towards their their work . Employee Loyalty Saydam (2000) found that loyalty is determination and the abilit practice something that is adhered to with full awareness and responsibility, determination and ability that must be proven in daily attitudes and behavior and in the tasks. Meanwhile, Meyer and Herscovits in psychological condition that binds employees and their companies. nature, loyalty is a quality of feeling, and feelings do not always need a rational explanation Besides being able to affect job satisfaction, compensation and work environment ca affect employee loyalty to the company. In addition, job satisfaction is also closely related to employee loyalty. Employee loyalty is not formed in a short time but through the work process, length of work and the results of employee job satisfaction. Research by Jun et al. Mexican Maquiladora company shows that job satisfaction has a positive and significant effect on Bank Negara Indonesia or BNI is a state-owned bank institution, in this case a state in Indonesia. Quoted from Zona Reference.com (2018), the total number of banks in Indonesia has reached 134 banks, including private, foreign, state-owned and sharia banks. Currently, Indonesia is ranked first as the country with the most number of banks i and the high turnover rate of bank employees is known from the results of a survey conducted by Pricewaterhouse Coopers (PwC) Indonesia in 2015 on the banking sector in Indonesia. turnover in 20%. This number of percentages is the highest compared to other sectors and quoted from finance.detik.com accessed on 15 November 2019 explained that based on data in the bank's annual financial report, the number of bank employees in 2017 for a full year mpared to the 2016 period. Apart from the various problems and challenges that may be faced both internally and externally, BNI remains consistent in showing its development both in service and technology. This can be seen from the many achievements BNI ha terms of awards and certifications received.
Compensation is one of the important functions in human resource management, because positive aspects in a work relationship. Whereas compensation according to Simamora (2004) is all forms of financial returns, tangible services, and benefits obtained by employees as part of an employment. Hasibuan (2017) states that compensation is all direct or indirect goods received by employees.
According Soetjipto (2008) suggested that the working environment is all a matter or elements that may affect directly or indirectly to the organization or company that will provide a good performance and employee satisfaction. Nitisemito (1992) also expressed his opinion that the work environment is everything that is around the workers and which can affect him in carrying out assigned tasks o Luthans (2006) Job Satisfaction is defined as a pleasant state or positive emotion resulting from a job appraisal or someone's work experience. Job Satisfaction is generated from employees' perceptions of how well and how important the job is. Wirawan (2 that job satisfaction is the perception of people about various aspects of their work. feeling and attitude of people towards their work. Feelings and attitudes can be positive or If people feel and have a positive attitude towards their work, they are satisfied with their If you feel and have a negative attitude towards their work, then they are Saydam (2000) found that loyalty is determination and the ability to obey, carry out and practice something that is adhered to with full awareness and responsibility, determination and ability that must be proven in daily attitudes and behavior and in the act of carrying out Herscovits in Oei (2010) argue that employee loyalty is a psychological condition that binds employees and their companies. Loyalty is more of an emotional nature, loyalty is a quality of feeling, and feelings do not always need a rational explanation Besides being able to affect job satisfaction, compensation and work environment can also affect employee loyalty to the company. In addition, job satisfaction is also closely related to employee loyalty. Employee loyalty is not formed in a short time but through the work process, et al. (2006) on the Mexican Maquiladora company shows that job satisfaction has a positive and significant effect on owned bank institution, in this case a state-owned Reference.com (2018), the total number of banks in owned and sharia banks. Currently, Indonesia is ranked first as the country with the most number of banks in Southeast Asia, and the high turnover rate of bank employees is known from the results of a survey conducted by Pricewaterhouse Coopers (PwC) Indonesia in 2015 on the banking sector in Indonesia. turnover in f percentages is the highest compared to other sectors and quoted from finance.detik.com accessed on 15 November 2019 explained that based on data in the bank's annual financial report, the number of bank employees in 2017 for a full year mpared to the 2016 period. Apart from the various problems and challenges that may be faced both internally and externally, BNI remains consistent in showing its development both in service and technology. This can be seen from the many achievements BNI has made both in Compensation is one of the important functions in human resource management, because Whereas compensation according to Simamora (2004) is all forms of financial returns, tangible services, and benefits Hasibuan (2017) states that compensation is all According Soetjipto (2008) suggested that the working environment is all a matter or elements that provide a good or bad impact on Nitisemito (1992) also expressed his opinion that the work environment is everything that is around the workers and which can affect him in carrying out assigned tasks . o Luthans (2006) Job Satisfaction is defined as a pleasant state or positive Job Satisfaction is generated Wirawan (2013) suggests that job satisfaction is the perception of people about various aspects of their work. Perception is the Feelings and attitudes can be positive or satisfied with their not satisfied with y to obey, carry out and practice something that is adhered to with full awareness and responsibility, determination and act of carrying out Oei (2010) argue that employee loyalty is a Loyalty is more of an emotional nature, loyalty is a quality of feeling, and feelings do not always need a rational explanation. Figure 1 RESEARCH METHOD

Data Analysis Method
According to Ghozali (2011) to is used. Path analysis is an extension of multiple linear regression analysis, or path analysis is the use of regression analysis to estimate the causal relationship betwee been previously established. Path analysis alone cannot determine a cause also cannot be used as a substitute for researchers to see the causality relationship between

Validity and Reliability Test Validity Testing
The results of testing the Satisfaction (Z), and Employee Loyalty    Ghozali (2011) to test the effect of intervening variables, path analysis method Path analysis is an extension of multiple linear regression analysis, or path analysis is the use of regression analysis to estimate the causal relationship between variables (causal models) that have Path analysis alone cannot determine a cause-effect relationship and also cannot be used as a substitute for researchers to see the causality relationship between The results of testing the validity of the Compensation (X1), Job Environment Employee Loyalty (Y) variables can be seen in the Based on the table above, it can be seen that the t value of the which is smaller than 0.05. These results indicate that Satisfaction. Meanwhile, the t value of the than 0.05. These results indicate that the Satisfaction.

Hypothesis III and IV Test Partial Test (t test)
To determine or test the effect of the independent variable Environment individually (partially) on the dependent variable used. The calculated t value obtained from the results of SPSS processing is prese  From the results of tests performed on the reliability of the questionnaire showed that the greater than 0 , 6 . So it Compensation and Job Job Satisfaction , the t test is obtained from the results of SPSS processing is presented in the table below :   T Sig.
-369 .714 5,751 .000 5,083 .000 Compensation variable is 0,000 has a significant effect on Job 0.000 which is smaller has a significant effect on Job Compensation and Job Employee Loyalty , the t test is nted in the table below: Based on the table above, it can be seen that the t value of the which is smaller than 0.05 . These results indicate that on Employee Loyalty . While the significance value of t count for the is 0,000 which is smaller than 0.05 . effect on Employee Loyalty Hypothesis Test V Partial Test (t test) To determine or test the effect of the independent variable (partially) on the dependent variable from the results of SPSS processing is presented in the table below: Based on the table above, it can be seen that the t value of the is 0,000 which is smaller than 0.05 effect on Employee Loyalty .

Hypothesis VI and VII Test Structural Equations
To determine whether or not there is an influence between the independent vari consisting of Compensation (X 1 ), namely Employee Loyalty (Y) through the intervening variable, namely following structural equation is used : Based on the table above, it can be seen that the t value of the Job Satisfaction 0.05 . These results indicate that Job Satisfaction To determine whether or not there is an influence between the independent vari ), Job Environment (X 2 ), on the dependent variable, (Y) through the intervening variable, namely Job Satisfaction following structural equation is used : For more details, it can be explained as follows: a. The value of b 1 = 0.501 The value of b 1 shows a value of 0.501 and has a positive regression coefficient sign, this indicates a direct change between the which means that if there is an increase in the then Job Satisfaction (Z) will increase by 0.501 units. state. b.
Value of b 2 = 0.443 The value of b 2 shows a value of 0.443 and has a positive regression coefficient sign, this indicates a change in the direction of the and Job Satisfaction (Z) which means that if there is an increase in the Environment variable (X 2 ) as much as 1  The value of b 3 shows a value indicates a direct change between the which means that if there is an increase in the then Employee Loyalty (Y) will increase by 0.212 units. constant or constant condition. b. The value of b 4 = 0.199 The value of b 4 shows a value of 0.199 and has a sign of a positive regression coefficient, this indicates a change in the direction of the Loyalty (Y) which means that if there is an increase in the much as 1 unit, then Employee Loyalty X 1 and Z are in constant or constant condition. c. The value of b 5 = 0.537 The value of b 5 shows a value of 0.537 and has a positive regression coefficient sign, this indicates a change in the direction of the which means that if there is an increase in the then Employee Loyalty (Y) will increase by 0.537 units. constant condition. The interpretation of the path analysis above is as follows: Effect from X1 ( Compensation Direct effect Indirect effect through Z For more details, it can be explained as follows: shows a value of 0.501 and has a positive regression coefficient sign, this indicates a direct change between the Compensation variable (X 1 ) and Job which means that if there is an increase in the Compensation variable (X (Z) will increase by 0.501 units. Assuming the variable X shows a value of 0.443 and has a positive regression coefficient sign, this s a change in the direction of the Job Environment (Z) which means that if there is an increase in the ) as much as 1 unit, then Job Satisfaction (Z) will increase by 0.443 the variable X 1 is in constant condition. shows a value of 0.212 and has a sign of a positive regression coefficient, this indicates a direct change between the Compensation variable (X 1 ) and Employee Loyalty which means that if there is an increase in the Compensation variable (X Based on the results of the above calculations, it can be path coefficient (0 , 481037 )> the direct effect value (0.212), then there is an intervening / mediation relationship.
Effect from X2 ( Job Environment Direct effect Indirect effect through Z The total effect of the path coefficient Based on the results of the above calculations it can be seen that the total effect value of the path coefficient ( 0.436891 )> the direct effect value (0.199), then there is relationship.

DISCUSSION
From the results of the tests conducted in Compensation variable (X1) has a significant effect on Job the coefficient that is positive and the significance value is less than are supported by previous research conducted by Nurdin (2017) in his research entitled "The Effect of Organizational Culture and Compensation on Job Satisfaction of Karya Employees" which found that compensation has a significant effect on job satisfaction at Karya Medika Hospital, and research conducted by Potale and Uhing (2015), and Rubel which also state that compensation has a positive and significant effect on employee job satisfaction variables.
Apart from compensation, Job Environment (X2) also has a significant effect on Job Satisfaction (Z). The results of this study are sup al (2014) which shows that the work environment has a positive and significant influence on job satisfaction and is strengthened by the theory put forward by Luthans (2006) in the book Organizational Behavior which states that the work environment is a factors that can affect job satisfaction.
The test results in this study also show that Compensation (X1), Job Environment (X2) and Job Satisfaction (Z) have a positive and significant effect on Employee Loyalty from the coefficient that is positive and the significance value which is less than able to affect job satisfaction, compensation and work environment can also affect employee loyalty to the company. This is supported by the results of research conducted by his research entitled "The Effect of Compensation and Work Environment on Employee Loyalty (Case Study of Pt. Capella Dinamik Nusantara Cab. influenced by compensation, employee loyalty is also influenced by the work environment, where the higher the working environment motivate employees to carry out their duties, in addition, the employee comfort so that employee loyalty In addition, job satisfaction is also closely related to employee loyalty. not formed in a short time but through the work process, length of work a job satisfaction. Research by Jun et al. satisfaction has a positive and significant effect on employee loyalty. In this study, it is also known that the Job between the independent variables consisting of Compensation (X1) and Job Environment (X2) on the dependent variable Employee Loyalty (Y).
The total effect of the path coefficient= b 3 + (b 1 xb 5 ) =0.212+0.269903 =0.481037 Based on the results of the above calculations, it can be seen that the total effect value of the )> the direct effect value (0.212), then there is an intervening / mediation Job Environment ) to Y ( Employee Loyalty ) = b 4 = 0.199 = b 2 xb 5 = 0.443 x 0.537 = 0.237891 The total effect of the path coefficient = b 4 + (b 2 xb 5 ) = 0.199 + 0.237891 = 0.436891 Based on the results of the above calculations it can be seen that the total effect value of the irect effect value (0.199), then there is an intervening / mediation From the results of the tests conducted in the previous sub-chapter , it can be seen that the Compensation variable (X1) has a significant effect on Job Satisfaction (Z). This can be seen from the coefficient that is positive and the significance value is less than 0.05 . The results of this study are supported by previous research conducted by Nurdin (2017) in his research entitled "The Effect tional Culture and Compensation on Job Satisfaction of Karya Employees" which found that compensation has a significant effect on job satisfaction at Karya Medika Hospital, and research conducted by Potale and Uhing (2015), and Rubel which also state that compensation has a positive and significant effect on employee job satisfaction Apart from compensation, Job Environment (X2) also has a significant effect on Job The results of this study are supported by research conducted by Mukti al (2014) which shows that the work environment has a positive and significant influence on job satisfaction and is strengthened by the theory put forward by Luthans (2006) in the book which states that the work environment is a factors that can affect job The test results in this study also show that Compensation (X1), Job Environment (X2) and Job Satisfaction (Z) have a positive and significant effect on Employee Loyalty (Y). from the coefficient that is positive and the significance value which is less than 0.05 able to affect job satisfaction, compensation and work environment can also affect employee loyalty orted by the results of research conducted by Purba & Andri his research entitled "The Effect of Compensation and Work Environment on Employee Loyalty (Case Study of Pt. Capella Dinamik Nusantara Cab. Kandis)" which states that apart from being nfluenced by compensation, employee loyalty is also influenced by the work environment, where the higher the working environment will affect the increased loyalty. Appropriate compensation can motivate employees to carry out their duties, in addition, the work environment also supports employee comfort so that employee loyalty will increase.
In addition, job satisfaction is also closely related to employee loyalty. Employee loyalty is not formed in a short time but through the work process, length of work and the results of employee Jun et al. (2006) on the Mexican Maquiladora company shows that job satisfaction has a positive and significant effect on employee loyalty.
In this study, it is also known that the Job Satisfaction variable is an intervening variable between the independent variables consisting of Compensation (X1) and Job Environment (X2) on the dependent variable Employee Loyalty (Y). it can be seen from the total value of the effect of the Based on the results of the above calculations it can be seen that the total effect value of the an intervening / mediation , it can be seen that the This can be seen from The results of this study are supported by previous research conducted by Nurdin (2017) in his research entitled "The Effect Medika Hospital Employees" which found that compensation has a significant effect on job satisfaction at Karya Medika Hospital, and research conducted by Potale and Uhing (2015), and  which also state that compensation has a positive and significant effect on employee job satisfaction Apart from compensation, Job Environment (X2) also has a significant effect on Job ported by research conducted by Mukti Wibowo et al (2014) which shows that the work environment has a positive and significant influence on job satisfaction and is strengthened by the theory put forward by Luthans (2006) in the book which states that the work environment is a factors that can affect job The test results in this study also show that Compensation (X1), Job Environment (X2) and (Y). This can be seen 0.05 . Besides being able to affect job satisfaction, compensation and work environment can also affect employee loyalty Purba & Andri (2017)  found that job satisfaction employees are proven to mediate the relationship between compensation a Based on a brief interview conducted by the author on several employees of the Makassar Branch of BNI, it was found that there were employees who felt that the compensation received was not as expected, for example in terms of benefits, namely domicile allowances that apply to all employees but not all employees can get it because not all locations get it because of the provisions set by the HCT BNI division itself. with a system that is always targeted and has a lot of pressure, of course, a supportive work environment is needed, both in terms of situation and each office does not always have the sam another. Relationships between employees where conflicts may occur due to differences of opinion and other things. So that these things are expected However, based on the results considered that overall compensation for their work was considered appropriate for their work and a conducive work environment that supports them to work well at Bank BNI Makassar Branch, this makes employees satisfied at work. satisfaction increases and this has an impact on employee loyalty will always work well and stay with the company. to another job that is considered better. because the company will still be able to work well. to change jobs, it will become a burden for the company. recruitment to find replacement employees and adapt to the work environment at the company.

CONCLUSION
From the results of the research and discussion described from the research that compensation and employee loyalty. The result also indicate that job e employee loyalty through the job s significant effect on employee loyalty Loyalty through the job satisfaction variable as an intervention, er than the value of the direct effect. This is supported by research (2019) entitled The Effect Of Compensation, Work Environment And Work Loads On Work Satisfaction And Its Impact On Employee Loyalty Of Production Part Cv. Bakery which states that job satisfaction can mediate work environment variables on employee In addition, research conducted by Ramadhani (2017) entitled Analysis of the Effect of Compensation and Physical Work Environment on Employee Loyalty through Employee Job Satisfaction as an Intervening Variable (Study at the Office of the Directors of Pt Perkebunan Nusantara Ix Annual Plant Division) found that job satisfaction employees are proven to mediate the relationship between compensation and physical work environment on employee job loyalty.
Based on a brief interview conducted by the author on several employees of the Makassar Branch of BNI, it was found that there were employees who felt that the compensation received was for example in terms of benefits, namely domicile allowances that apply to all employees but not all employees can get it because not all locations get it because of the provisions set by the HCT BNI division itself. Likewise with the work environment, in a banking environment with a system that is always targeted and has a lot of pressure, of course, a supportive work environment is needed, both in terms of situation and office facilities . It cannot be denied that does not always have the same facilities, between one branch office and Relationships between employees where conflicts may occur due to differences of opinion So that these things are expected to affect employee satisfaction. However, based on the results of the research described above, it shows that respondents considered that overall compensation for their work was considered appropriate for their work and a conducive work environment that supports them to work well at Bank BNI Makassar Branch, this s employees satisfied at work. By fulfilling employee compensation and a good environment, satisfaction increases and this has an impact on employee loyalty. Employee always work well and stay with the company. Employees will not stop working or move to another job that is considered better. Maintaining loyal employees is important for the company, still be able to work well. However, if employees are not loyal and choose rden for the company. This is because the company recruitment to find replacement employees and adapt to the work environment at the company.
From the results of the research and discussion described, the conclusions were obtain ompensation and job environment have a significant effect on job satisfaction and employee loyalty. The result also indicate that job environment has a significant effect on employee loyalty through the job satisfaction variable as an intervening. Job s oyalty and compensation has a significant effect on e atisfaction variable as an intervention, In addition, research conducted by Ramadhani (2017) entitled Analysis of the Effect of alty through Employee Job Satisfaction as an Intervening Variable (Study at the Office of the Directors of Pt Perkebunan Nusantara Ix Annual Plant Division) found that job satisfaction employees are proven to mediate the nd physical work environment on employee job loyalty. Based on a brief interview conducted by the author on several employees of the Makassar Branch of BNI, it was found that there were employees who felt that the compensation received was for example in terms of benefits, namely domicile allowances that apply to all employees but not all employees can get it because not all locations get it because of the provisions a banking environment with a system that is always targeted and has a lot of pressure, of course, a supportive work It cannot be denied that e facilities, between one branch office and Relationships between employees where conflicts may occur due to differences of opinion of the research described above, it shows that respondents considered that overall compensation for their work was considered appropriate for their work and a conducive work environment that supports them to work well at Bank BNI Makassar Branch, this By fulfilling employee compensation and a good environment, Employee who has high stop working or move Maintaining loyal employees is important for the company, However, if employees are not loyal and choose This is because the company will conduct recruitment to find replacement employees and adapt to the work environment at the company.
conclusions were obtained cant effect on job satisfaction nt has a significant effect on . Job satisfaction has a on has a significant effect on employee