The Effect of Job Insecurity on the Welfare and Performance of Contract Employees at the Administration Center Office, Syiah Kuala University, Banda Aceh

Job insecurity prefers to affect the welfare and performance of contract employees. The purpose of this study was to determine the effect of job insecurity of contract employees on welfare and the performance at the Administrative Center Office, Syiah Kuala University, Banda Aceh, Indonesia. This is a quantitative research using SPSS version 2:00 in analyzing the data. The population in this study were all contract employees, at the Administration Center Office Syiah Kuala University, Banda Aceh. Among the total number of 314 employees, 176 of them were taken by random sampling technique using the Slovin formula as respondents. The results of testing the hypothesis indicate that job insecurity has a negative and significant effect on welfare, and job insecurity has a negative and significant effect on performance.

Kuala University, and hopefully this institution and government will consider the finding of this research in making policy about employees in the future.

II. METHOD A. Sample
This study conducted a survey with 176 as respondents selected randomly from 314 contract employees at the Administrative Center Office, Syiah Kuala University in Banda Aceh, using Slovin formula. The survey used questionnaire measuring the respondents' characteristics, the job insecurity, the welfare, and performance of a contract employees.

B. Measurement
To provide the respondents background, they were given the questions about gender, age, and education. Furthermore, series of questionnaires about job insecurity, welfare, and performance, were asked to measure the variables in this study.
The job insecurity was indicated by 5 indicators: the work status, the importance of the work felt, the threat of being resigned, the possibility of changing the job, and the powerlessness (by Ashford, Lee, and Bobko: 1989), each contains 5 items. The items were measured with a 5-point Likert scale (1=strongly disagree, 5= strongly agree). The higher score showed the higher job insecurity.
The level of welfare measured by the level of a return obtained both material and nonmaterial (Malayu SP Hasibuan, 2007). The indicators as economy, facilities, and services included in five items in questionnaire to get the data. The items had p-values less than 0.05 using Confirmatory Factor Analysis (CFA) which means all items are valid.
The level of performance indicated by quality, quantity, effectiveness, punctuality, and independence / autonomic (Robbins, 2006: 260) were made in items to be chosen index a 5-Likert Scale rated from 1= strongly disagree, and 5 = strongly agree. All items are valid as the p-values of the items were less than 0.05.

C. Analysis
This is a quantitative research using SPSS version 2:00 in analyzing the data. The descriptive analysis used following the table made based on the data found. Analysis of Effect between Variables is also presented. This study uses three variables: job insecurity (X) as the independent variable, welfare (Y1) and Performance (Y2) as the dependent variable. Results of SPSS output coefficient independent variable job insecurity (X) affects the welfare of the dependent variable (Y1) can be seen at the following tables:  Ages of 21-30 are 82 (46.6%), then ages 31-40 are 82 (46.6%) and respondents whose ages 41-50 are 12 employees (6, 8%).   (2018) All items had good correlations, where all of them have a loading factor of more than 0.40, by Hair et al, (2006). The biggest value is in the item of "I always complete tasks on time ", 0971, and for the statement" I always follow company procedures "also gets a score of 0971. This means that employees can complete their work and tasks on time following the company's procedures. The results showed that all the items involved in this study showed a good correlation, seen from Eigen value of 2,780. The highest value is for the statement "I think education and seminars that are held by the company have been able to develop the ability of employees ": 0923, which means that the education and seminars organized by the company is able to create welfare of the contracts employees. The results showed that all the items involved in this study indicated a good correlation, seen from Eigen value of 2,333.

Advances in Social Science, Education and Humanities Research, volume 292
The highest loading factor is 0,807 for statement " I am anxious and powerless against the possibilities of my work will be resigned or I will be transferred to another unit " which means a contract employee feel anxious and powerless if at any time they are resigned or transferred to other work units. The results showed that all the items involved in this study explain a good correlation, seen from Eigen value of 2,452. The value of variance explained is at a factor of 49 040%. Value of Kaiser-Meyer-Olkin Measure of Sampling Adequacy on the dependent and independent variable, of 0,656, and the test results Bartlett's Test of Sphericity shows the significant value of 0.000 (p <0:01). From the results of the SPSS output, line of linear equations is Y = -0.508 X. The regression coefficient of job insecurity (independent) has value of -0.508, which means if job insecurity of employees increased by 1 unit, then welfare will decrease by -0.508 on a Likert scale. The increasing of job insecurity of employees, then decreasing of the employees' welfare. Thus the first hypothesis is supported. The table above gives the value 0.258 to construct welfare, which means that job insecurity is able to explain the welfare of 25.8% and 74.2% is influenced by other variables outside of this research. The line of linear equations is as Y = -0.548 X. Thus the equation can be explained that the regression coefficient job insecurity (independent) worth -0.548, which means if insecurity of an employee increased by one unit, the performance will be decreased by -0.548 on a Likert scale. The increases of job insecurity of an employee, it means the decreases of the employee's performance. This result supports the research by Adhian Nugraha (2010) that there is the effect of job insecurity on employee's performance. The rated R square on performance variables that are affected by job insecurity is 0,296. This means that job insecurity is able to explain the variance of performance by 29.6%, so it can be explained that the variable performance can be affected by variables job insecurity by 29.6% and the remaining 70.4% is influenced by other variables outside of this research.

IV. CONCLUSION
After analyzing the processed the data, the conclusions are: 1. Job insecurity has a significant negative effect on welfare as the R value is 0.254. This means welfare variables can be affected by job insecurity variables as 25.4%. Job insecurity has a direct effect to welfare with a beta coefficient of -0508. This means if job insecurity increased by 1 unit then welfare will decrease by -0508.
2. Job insecurity has a significant negative effect on the performance with the R value is 0,296 that means that job insecurity is able to explain the variance of performance by 29.6%. Next, the effect of job insecurity on the performance variable has a beta coefficient of -0548, which means when job insecurity of an employee increased by 1 unit, his/ her performance would decrease by -0548. Increasing job insecurity brings the decreasing of the employee's performance.