59 Chapter 5: Conclusion 5.1 Conclusion This chapter presents conclusions drawn from the analysis and findings of the study. Each section is tailored to address the research questions posed in this thesis. The conclusions provide insights into the effectiveness of the current allowance system and the potential implementation of a token economy method. Recommendations are also provided to guide PT. Ecodu in improving employee performance through strategic initiatives. 5.1.1 Conclusion Research Question 1 What is the impact of traditional allowance provision on employee performance at PT Ecodu. The impact of traditional allowance provision on employee performance at PT Ecodu was analyzed using both quantitative data from employee surveys and qualitative insights from management interviews. Based on responses from 16 employees, each answering 25 statements, the study gathered 400 data points related to traditional allowances. The results showed that 73% of responses strongly agreed that traditional allowances positively influenced their motivation and job satisfaction, while 26.25% agreed and only 0.75% gave a neutral response. No respondents disagreed with the positive role of traditional allowances. This positive perception was further examined through quantitative statistical analysis. The F-test produced a significance value of 0.001 < 0.05, leading to the rejection of the null hypothesis (H₀) and confirming that traditional allowances and the token economy system, together, have a significant simultaneous effect on employee performance at PT Ecodu. However, the T-test for traditional allowances showed a T-value of 0.979, which is lower than the T-table value of 1.770, with a significance level of 0.979 > 0.05. This indicates that traditional allowances do not have a significant individual effect on employee performance, leading to the acceptance of the null hypothesis (H₀) for this specific variable. The strength of the relationship between traditional allowances and employee performance was further analyzed using the correlation coefficient (R), which resulted in 0.984 or 98.4%, indicating a very strong positive relationship. The coefficient of determination (R²) 60 showed that 96.8% of the variation in employee performance could be explained by the combination of traditional allowances and the token economy system. This indicates that employee performance improvement at PT Ecodu is highly influenced by the existing allowance system and the proposed token economy system. However, qualitative interviews with the CEO and CMO provided additional context. They revealed that, over time, traditional allowances at PT Ecodu have become perceived as fixed entitlements rather than performance-driven rewards. This shift in perception reduces the motivational impact of allowances, as employees come to expect them regardless of their actual contributions.