�Volume 4, No. 5 Mei 2023
p-ISSN 2722-7782 | e-ISSN 2722-5356
DOI: https://doi.org/
INFLUENCE OF WORK DISCIPLINE, JOB
SATISFACTION, AND MOTIVATION
WORK ON EMPLOYEE PERFORMANCE AT THE DEPUTY
FIELD
PROSPEROUS FAMILIES AND FAMILY BUILDING
BKKBN
Ade Aisa
Kusumaningtyas, Beureukat, Adam Nurkholik, Kumba Digdowiseiso*
Fakultas
Ekonomi dan Bisnis, Universitas Nasional, Jakarta
Email : [email protected], [email protected], [email protected],
[email protected]*
Abstract:
This study aims to determine and
analyze the influence of work discipline, job satisfaction, and work motivation
on employee performance at Deputi Bidang
Keluarga Sejahtera dan Pembangunan Keluarga BKKBN. The data source for this research uses
primary data in the form of a questionnaire, the research data is given to 80
employee respondents at Keluarga Sejahtera dan
Pembangunan Keluarga BKKBN In taking the sample for
this study using the Saturation Sampling, the data analysis technique used was
multiple linear regression and hypothesis testing using t-statistics processed
in SPSS 27 to test the regression coefficients. Based on the partial research
results, it was found that work discipline has a positive and significant
effect on employee performance, job satisfaction has a positive and significant
effect on employee performance, and work motivation has a positive and
significant effect on employee performance.
Keywords:
Work Discipline; Job satisfaction; Work motivation; Employee Performance.
INTRODUCTION
Every company certainly needs quality
human resources because human resources are one of the main elements to achieve
goals in the company. According to Jordan in (Suriadi
2023), human resource management is the utilization, development, assessment,
remuneration, and management of individual members of organizations or groups
of workers.
In order for company activities to run
well, the company must have qualified employees to manage the company
optimally. Performance is the result of work in quality and quantity achieved
by employees in carrying out their duties in accordance with the jawafo responsibilities given to them (Mangkunegara
in Indrasari 2017).
Employee performance is very necessary
in the company because it is related to the survival of the company, if the
human resources owned by a company have good quality, the company's goals can
be achieved. Vice versa, if the human resources owned by the company are not of
sufficient quality, it can hamper the company in achieving its goals. Dessler
in (Silaen 2021) performance is a comparison between
work results with established standards
There are many factors that affect the
decline in employee performance, one of which is work discipline. Having
quality work discipline illustrates the amount of responsibility he receives.
According to Hasibuan (2002) discipline is an
operative function of human resource management. By having a quality work
discipline attitude, all businesses that have been built in a company will have
quality human resources so that the company can achieve its goals. According to
Rivai (2013: 225) work discipline is a tool used by
managers to communicate with employees so that they are willing to change a
behavior and efforts to increase one's awareness and willingness to meet all
company regulations. A worker must have awareness to improve their work
discipline, so that existing company regulations can be implemented properly
without any obstacles.
Siagian
(2013:305) Defining discipline is a form of training that
seeks to improve and shape the knowledge, psychology and behavior of employees
so that these employees voluntarily try to work cooperatively with other
employees and improve work performance. By implementing a disciplined attitude,
employees also comply with company regulations so that employees do not feel
burdened so that they can focus on achieving common goals in a company. The
next factor is job satisfaction, job satisfaction can also affect the decline
in the performance of employees in a company. Because employee dissatisfaction
can result in poor quality performance, it is important to pay attention to job
satisfaction with employees.
Basically, job satisfaction is an
individual thing because each individual will have different levels of
satisfaction according to the values that apply in each individual. The more
aspects of the job that suit the individual's wishes, the higher the level of
satisfaction felt. Job satisfaction is a common attitude towards a person's job
that shows a difference between the number of awards workers receive and the
amount they believe they should receive (Robbin in Indrasari
2017).
Greenberg and Baron (Indrasari 2017) describe job satisfaction as a positive or
negative attitude that individuals make towards their jobs. Job satisfaction
provides a response between positive and negative that can affect the results
of each individual. In addition, Gibson (Indrasari,
2017) stated job satisfaction as an attitude that workers have about their
work. It is the result of their perception of work. Because job satisfaction is
so influential on the performance of employees in every company.
And finally, the factors that can
affect the decline in employee performance in a company include work
motivation. Because with work motivation, workers produce quality performance,
because workers do their duties seriously. Work motivation is the process of
trying to influence someone to do something we want (Heidjrachman
and Husnan, 1990).
Quoting from Hamali
(2016: 134) motivation is the spirit of bringing personal enthusiasm to work
and being able to work effectively, integrating with efforts to work together
to get satisfaction. Work motivation is also an employee's effort in earnest in
order to achieve the company's goals that have been set. Daft (2010: 373)
defines motivation as a force that arises from within or outside oneself and
raises enthusiasm and perseverance to achieve something desired. With the
motivation in oneself, a person can do something with the spirit of himself, so
that he can achieve what he has planned.
Work motivation is very important
because it can result in an increase or decrease in the performance of
employees of a company, therefore you should have good work motivation so that
it can produce optimal performance. Based on employee performance data, the
Deputy for Family Welfare and Family Development at BKKBN experienced a
decrease in employee performance, as seen from the average achievement of
employee performance from 2020 to 2022. In 2020, the average performance
achievement was 84.98, which increased in 2021 to 85.70 and decreased in 2022
to 84.17. Therefore, BKKBN management is trying to find solutions to improve
employee performance and ways for BKKBN to achieve employee performance targets
that have been planned from the beginning.
Based on the inconsistencies in the
results of previous research and the application of employee performance of the
Deputy for Family Welfare and Family Development BKKBN Inconsistencies in the
results of work discipline research on employee performance, job satisfaction
on employee performance, and work motivation on employee performance,
researchers are interested in researching further in and taking the title
"The Effect of Work Discipline, Job Satisfaction, and Work Motivation on
Employee Performance in the Deputy for Family Welfare and BKKBN Family
Development".
As stated in the background of the
problem, the formulation of this research problem is as follows: 1) Does work
discipline affect employee performance at the BKKBN Deputy for Family Welfare
and Family Development? 2 Does job satisfaction affect the performance of BKKBN
Deputy for Family Welfare and Family Development employees? 3) Does work
motivation affect the performance of employees at the BKKBN Deputy for Family
Welfare and Family Development?
Research Objectives: a) To test and
analyze the effect of work discipline on employee performance at the Deputy for
Family Welfare and Family Development BKKBN. b) To test and analyze the effect
of job satisfaction on employee performance at the BKKBN Deputy for Family
Welfare and Family Development. c) To test and analyze the effect of work
motivation on employee performance at the BKKBN Deputy for Family Welfare and
Family Development.
Research Usefulness: For the Company,
this research is needed to assist BKKBN management as a consideration and decisionmaking material for formulating company strategies
or policies in the future, especially in work discipline, job satisfaction and
work motivation. For academics, the results of this study are expected to add
insight into knowledge, as well as be a reference for other researchers who
want to carry out research entitled the influence of work discipline, job
satisfaction, and work motivation on employee performance.
RESEARCH METHODS
The
object of this study is employee performance as a dependent variable or
dependent variable which can be influenced by several factors such as work
discipline, job satisfaction, and work motivation as an independent variable or
independent variable. This research was conducted at BKKBN located on Jl.
Permata No.1, Halim Perdana Kusuma, East Jakarta.
The
data sources used in this study are primary data and secondary data. Primary
data is data obtained by researchers directly from respondents by distributing
questionnaires to obtain the data needed from employees. The results of the
questionnaire given to respondents will be the primary data in this study,
while the secondary data in this study is the power obtained from articles,
journals, books, and data related to this study.
This
study used quantity data type. Quantitative Descriptive Research is data
obtained from a sample of the study population and then tested according to the
statistical methods used. Descriptive Research analyzes data systematically,
analysis used: percentage analysis and trend analysis. The resulting
conclusions are not general, the type of descriptive research is survey
research.
In this
study, the population taken was all employees of BKKBN Deputy for Family
Welfare and Family Development totaling 80 employees. The sample is a part of
the population that has characteristics similar to the population itself. In
this study the sample to be used is a saturated sampling technique. Therefore,
the number of samples to be used in this study is all employees of BKKBN Deputy
for Family Welfare and Family Development totaling 80 employees. The data
collection method used is a questionnaire. This questionnaire will use a Likert
scale.
RESULTS AND DISCUSSION
A. Fitur
Data Responden
The profile data used in this study
amounted to 80 employees working at the Deputy for Family Welfare and Family
Development BKKBN. The characteristics of respondents in this study consisted
of gender, age, last education and length of work.
a. Respondent
Profile Based on Gender
Based on the results of the
questionnaire processing collected, results were obtained for the number of
respondents based on gender. Based on table 4.1 and figure 4.3, it can be seen
that male respondents amounted to 25 employees (31.25%) while female
respondents amounted to 55 employees (68.75%). This shows that there are more
female respondents compared to male respondents, because the task of BKKBN
Deputy for Family Welfare and Family Development employees is to provide
counseling to the community so that female employees are considered more
suitable to do so.
b. Respondent
Profile Based on Age
The results of research that has been
conducted on 80 employees in the Deputy for Family Welfare and Family
Development BKKBN, found that the number and percentage of respondents' age.
Based on table 4.2 and figure 4.4, it is known that respondents with the age
group of 21-30 years as many as 18 employees (22.50%), respondents with the age
group of 31-40 years as many as 15 employees (18.75%), respondents with the age
group of 41-50 years as many as 33 employees (41.25%), and respondents with the
age group of >50 years as many as 14 employees (17.50%). Respondents with a
group of 41-50 years seemed to dominate the number of employees of the BKKBN
Deputy for Family Welfare and Family Development which indicates that employees
are still in productive age or working age who can produce goods or services.
c. Respondent
Profile Based on Recent Education
The results of the study were through
questionnaires from employees of the Deputy for Family Welfare and Family
Development BKKBN. Known to respondents with the last education, respondents
with the S2 group dominated the Deputy for Family Welfare and Family
Development BKKBN.
d. Respondent
Profile Based on Long Work
Results of questionnaire data
processing from employees of the Deputy for Family Welfare and Family
Development BKKBN. It was stated that the group worked for > 10 years was
the result of the most employees of the BKKBN Deputy for Family Welfare and
Family Development.
B. Full
Research Results
1. Descriptive Analysis Method
a. Descriptive Analysis of Work Discipline
Variables (X1)
The results of the descriptive
analysis of each indicator in the Work Discipline variable (X1) at the Deputy
for Family Welfare and Family Development BKKBN. It is known from 80 responses
studied on the Work Discipline variable (X1) getting a mean value of 3.81 and a
total mean of 19.08. The highest mean value is found in the Obey Other
Regulations indicator with a score of 3.91 and the lowest mean value is found
in the Obey Company Rules indicator with a score of 3.74.
b. Descriptive
Analysis of Job Satisfaction Variables (X2)
The results of the descriptive
analysis of each indicator in the variable of Job satisfaction (X2) at the
Deputy for Family Welfare and Family Development BKKBN. Based on table 4.6, it
is known from 80 responses studied on the variable Job Satisfaction (X2) to get
a mean value of 3.97 and a total mean of 27.84. The highest mean value is found
in the Job Security indicator and with a score of 4.18 and the lowest mean
value is found in the Relationship with Coworkers indicator with a score of
3.78.
c. Descriptive
Analysis of Work Motivation Variables (X3)
The results of the descriptive
analysis of each indicator in the Work Motivation variable (X3) at the Deputy
for Family Welfare and Family Development BKKBN. Based on table 4.7, it is
known that from 80 responses studied on the variable Work Motivation (X3) get a
mean value of 3.92 and a total mean of 11.76. The highest mean value is found
in the Power indicator with a score of 4.00 and the lowest mean value is found
in the Security Needs indicator with a score of 3.81.
d. Descriptive
Analysis of Employee Performance Variables (Y)
The results of the descriptive
analysis of each indicator in the employee work variable (Y) at the Deputy for
Family Welfare and Family Development BKKBN. Based on table 4.8, it is known
from 80 responses studied on the variable Employee Performance (Y) to get a
mean value of 4.00 and a total mean of 20.04. The highest mean value is found
in the Work Quality and Work Quantity indicators with a score of 4.09 and the
lowest mean value is found in the Effectiveness indicator with a score of 3.78.
C. Test Instruments
1. Test Validity
The validity test serves to assess the
validity or absence of a questionnaire, a questionnaire can say something that
the questionnaire wants to examine. The validity test is carried out by looking
at the comparison of the calculated value with the rtable
value, if the calculated value
> rtabel and positive value, the
statement can be said to be valid. This validity test is tested using rcalculate 5% or 0.05 with the number n = 80, then obtained
rtabel = 0.2199.
a. Work
Discipline (X1)
Based
on the Work Discipline Validity Test, it can be concluded that the Work
Discipline variable (X1) which amounts to 5 statements is declared valid. This
can be seen by comparing rcount greater than rtable. Then the Work Discipline
statement item (X1) is valid because it counts > rtable.
b. Work Satisfaction (X2)
Based on the
Job Satisfaction Validity Test, it can be concluded that the Job Satisfaction
variable (X2) which amounts to 7 (seven) statement items is declared valid.
This can be seen by comparing rcount greater than rtable. Then the statement
item is valid because rcalculate > rtable.
c. Work Motivation (X3)
Based
on table 4.11, it can be concluded that the variable Work Motivation (X3) which
amounts to 3 (three) points of statements is declared valid. This can be seen
by comparing rcount greater than rtable. Then the statement item is valid
because rcalculate
> rtable.
d. Employee
Performance (Y)
Based on table 4.12, it can be concluded that the Employee
Performance variable (Y) which amounts to 5 (five) statement items is valid.
This can be seen by comparing rcount greater than rtable. Then the
item of valud statement because rcalculate > rtable.
2.
Reliability Test
Based on the Reliability Test, it can
be seen that of the four variables studied in this study, overall has a
Cronbach's Alpha variable value > a standard value (0.6) which means that
the variable already has a high reliability value and can be used for further
analysis.
3. Test Classical Assumptions
a. Normality Test
Based on the Normality Test, it can be
concluded that the variable Employee Performance (Y) which amounts to 5 (five)
statement items declared valid. This can be seen by comparing rcalculate greater than rtabel.
Then the item of valud statement because rcalculate > rtable. Based on
the Normality Test, the results of residual normality testing can be seen using
Kolmogorov Smirnov's formal variable indicator on the asymptotic approach, a
variable calculation statistic of 0.076 can be obtained. This value has a
p-value (0.200) > alpha (0.05). With these results, it is concluded that at
the level of 95%
confidence (alpha 5%) is said to have sufficient evidence that residual data
has been normally distributed.
b. Uji Multikolinieritas
The multicholinerity
test serves to examine whether there is a high or perfect correlation between
independent variables. A good regression model should have no correlation
between independent variables. To see a regression model free from multicollinearity,
which has a Variance Inflation Factor (VIF) value of < 10 and has a
Tolerance > 0.10. Based on table 4.15 it can be seen that the VIF value of
the Work Discipline variable (X1) is 1.762, the VIF value of the Job
Satisfaction variable (X2) is 1.790 and the VIF value of the Work Motivation
variable (X3) is 2.171. This proves that there is no 1 (one) independent
variable that has a VIF value of <10. Then it can be seen that the tolerance
value of the Work Discipline variable (X1) is 0.568, the tolerance value of the
Job Satisfaction variable (X2) is 0.559 and the tolerance value of the Work
Motivation variable (X3) is 0.461. This proves that there is no 1 (one)
independent variable that has a tolerance value of > 0.10. So it can be concluded that the equation model does not
occur multicollinearity.
c. Uji Heterokedastisitas
The heterokedacity
test is carried out to examine on regression moel
whether there is an inequality of variance from the residual of one observation
to another. If the variance from the residual of one observation to another
observation is still considered homokedasticity,
while if different is declared heterokedasticity. If
the significance value > 0.05, then the data does not contain heterokedasticity. Conversely, if the significance value
< 0.05, the data contains heterokedasticity. Based
on table 4.16, it is known that the heterokedasity
test using the Glacier method obtained the significance value of the Work
Discipline variable (X1) was 0.383 > 0.05, the significance value of the Job
Satisfaction variable (X2) was 0.569 > 0.05 and the significant value of the
Work Motivation variable (X3) was 0.471 > 0.05. This proves that heterokedasity does not occur.
d. Uji Autokorelasi
To determine the presence or absence
of autocorrelation is used in the Durbin Watson test method. If the value of
prob. If > 0.05 then it can be interpreted that there is no autocorrelation,
and vice versa. Source: Data from the questionnaire was processed with SPSS
version 27, 2023. Based on table 4.17 that Durbin Watson gets a value of 1.961.
Furthermore, the Durbin Watson value will be compared with the Durbin Watson
table value at 5% significance with the number of samples (N) = 80 respondents
and the number of independent variables (K) = 3. So in
the Durbin Watson table obtained dL = 1.4250 and the value of dU = 1.8614 if the formula dU
< DW < 4-dU then 1.8614 < 1.961 < 2.1386 which means no
autocorrelation occurs.
4. Analisis Regresi
Linier Berganda
Multiple linear regression analysis is
a form of analysis that discusses the extent of the influence of the
independent variable (X) on the dependent variable (Y). Where the independent
variable consists of Work Discipline (X1), Job Satisfaction (X2), and Work
Motivation (X3) and the dependent variable consists only of Employee
Performance (Y).
5. Test
Model Eligibility
a. F
Test (Simultaneous)
The f test serves to examine all
independent variables that have a joint influence on the dependent variable.
Test f in this study is used to test all independent variables, namely work
discipline, job satisfaction, and work motivation against the dependent
variable, namely employee performance. If the sig value < 0.05 or Fcalculate > Ftable then there
is a simultaneous influence of variable X on Y and if the value of sig >
0.05 or Fcalculate > Ftable
then there is no simultaneous influence of variable X on variable Y. Formula F
table = F (k; n � k) = F (3; 77) = 2.72.
Based on Test F, it was found that the
F-count value was 59.603 and the p-value was 0.001. In the 95% confidence
range, it was concluded that there was sufficient evidence to say that the
independent variables in the model together (simultaneously) had a significant
effect on employee performance.
b. Coefficient
of Determination (R2)
The coefficient of determination (R2)
is a statistical value that can be used to determine how much influence the
variable X has on variable Y. The coefficient of determination of the model is
0.702. The value of this coefficient of determination is the contribution of a
variable to the formation of its dependent value. From this value it can be
concluded that Work Discipline, Job Satisfaction and Work Motivation have
contributed 70.2% to the formation of Employee Performance value variables
while the remaining 29.8% is explained by other factors outside the model.
6. Hypothesis
Test Results
a. Test t (Partial)
In general, the t test is used to
examine the effect of each independent variable on the dependent variable. In
this study, the t test serves to examine the presence or absence of a
significant influence of each independent variable, namely work discipline, job
satisfaction, and work motivation on the dependent variable, namely employee
performance. If the sig value < 0.05 or t
calculate > t table then there is an influence of variable X on Y and if the
value of sig > 0.05 or t calculate > t table
then there is no effect of variable X on Y. The formula t table (α / 2; n
� k -1) = t ( 0.025 ; 76 ) = 1.995.
Based on the table Test t can be
described with the following explanation.
(a)
Testing the First Hypothesis (H1), it is known that the Sig value for the
effect of X1 on Y is 0.001 < 0.05 and the calculated value is 3.469 >
table 1.995 so that it can be concluded that H1 ditierima
which means there is a significant influence (partially) between X1 and Y.
(b)
Testing the Second Hypothesis (H2), it is known that the Sig value for the
effect of X2 on Y is 0.001 < 0.05 and the calculated t value is 3.671 >
table 1.995 so that it can be concluded that
�
H2
is accepted which means that there is a significant (partially) influence
between X2 and Y.
(c)
And testing the Third Hypothesis (H3), it is known that the Sig value for the
effect of X3 on Y is 0.001 < 0.05 and the calculated t value is 4.082 > table
1.995 so that it can be concluded that H3 is accepted which means there is a
significant influence (partially) X3 and Y.
D. The
Effect of Work Discipline on Employee Performance
Based on the results of this study, it
provides clues that the results of the descriptive analysis of the majority of
employees of the Deputy for Family Welfare and Family Development BKKBN conducted
a Work Discipline assessment with the highest average mean score found in the
indicator of Compliance with Other Regulations. Based on these results, it can
be interpreted that employees obey agency regulations. While the lowest average
mean score is found in the indicator of Compliance with Company Rules, this can
be interpreted that employees obey company regulations.
The direction of the coefficient is
marked positive, this can be interpreted that increasing Work Discipline for
employees positively can improve the performance of the employees themselves.
The results of this study are also reinforced by the results of Hasibuan's research (2019), which says that Work Discipline
has a positive and significant effect on employee performance.
E. The
Effect of Job Satisfaction on Employee Performance
Based on the results of this study, it
provides clues that the results of the descriptive analysis of the majority of
employees of the Deputy for Family Welfare and Family Development BKKBN conducted
a Job Satisfaction assessment with the highest average mean score found in the
Job Security indicator, based on these results it can be interpreted that
employees feel safe at work so as to provide a sense of satisfaction. While the
lowest average mean score is found in the Relationship with Coworkers
indicator, this can be interpreted that the relationship between colleagues has
not been as expected.
The direction of the coefficient is
marked positive, this can be interpreted that increasing Job Satisfaction for
employees positively can improve the performance of the employees themselves.
The results of this study are also reinforced by the results of Mirandani's research (2020) which says that Job
Satisfaction has a positive and significant effect on employee performance.
F. The
Effect of Work Motivation on Employee Performance
Based on the results of this study, it
provides clues that the results of the descriptive analysis of the majority of
employees of the Deputy for Family Welfare and Family Development BKKBN conducted
a Work Motivation assessment with the highest average mean score found in the
Power indicator, based on these results it can be interpreted that employees
are more motivated if given power or authority without coercion. While the
lowest average mean score is found in the Security Needs indicator, this can be
interpreted that employees feel that they are not enough.
The direction of the coefficient is
marked positive, this can be interpreted that increasing Work Motivation for
employees positively can improve the performance of the employees themselves.
The results of this study are also reinforced by the results of Faisal's
research (2023) which says that Work Motivation has a positive and significant
effect on employee performance.
CONCLUSION
This study aims to study the Effect of
Work Discipline, Job Satisfaction, and Work Motivation on Employee Performance
at the Deputy for Family Welfare and Family Development BKKBN. From the results
of problem formulation and discussion.
The results of the first hypothesis
test are that work discipline has a positive and significant effect on employee
performance at the BKKBN Deputy for Family Welfare and Family Development, then
the work discipline applied produces good values for BKKBN employees in accordance
with the accepted hypothesis test
The results of the second hypothesis
test are that job satisfaction has a positive and significant effect on
employee performance at the BKKBN Deputy for Family Welfare and Family
Development, then aspects that encourage employee performance include compensation
received, relationships with colleagues, and working conditions given to BKKBN
employees have a positive influence on employee performance and are in
accordance with the second hypothesis test to be accepted.
The results of the third hypothesis
test are that work motivation has a positive and significant effect on employee
performance at the BKKBN Deputy for Family Welfare and Family Development,
therefore the work motivation issued by BKKBN employees such as feeling
honored, feeling motivated, and getting a sense of security gives good results.
This is in accordance with the third hypothesis test to accept.
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|
Copyright holder: Ade
Aisa Kusumaningtyas, Beureukat,
Adam Nurkholik, Kumba Digdowiseiso*
(2023) |
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