�Volume 4, No. 5 Mei 2023
p-ISSN 2722-7782 |
e-ISSN 2722-5356
DOI:
https://doi.org/
THE INFLUENCE OF THE WORK ENVIRONMENT,
WORK MOTIVATION AND WORK DISCIPLINE ON EMPLOYEE PERFORMANCE AT THE DEPOK CITY
NATIONAL NARCOTICS AGENCY OFFICE
Riyo Al Mufqi, Ahmad Cik, Melati, Kumba
Digdowiseiso*
Faculty of Economics and Business, National University, Jakarta
Email : [email protected], [email protected], [email protected],
[email protected]*
Abstract:
This study aims to determine the effect of work
environment, work motivation, and work discipline on employee performance of
the Depok City National Narcotics Agency. The data of this study used primary
data in the form of a questionnaire to 55 individuts. The data analysis
technique was using inferential analysis with multiple linear regression and
using the Statistical Product and Service Solution (SPSS) version 26.0 program.
The results of multiple linear regression analysis show that the variables of Work
Environment (X1), Work Motivation (X2), and Work Discipline (X3) have a
positive and significant effect on employee performance. The results of this
study expect the company to improve the work environment, work motivation, and
work discipline that can support employee performance.
Keyword : Work Environment, Work
Motivation, Work Discipline and Employee Performance
INTRODUCTION
Human resources
are components which means that and plays a role as a driver of activity in a
business entity or organization, the achievement or success or failure of a
business entity is not always measured by the amount of money or profit that
the business entity has, but there are other things that more this means that
it is human resources (HR) located in the business entity. If in a business
entity the human resources are lacking, the work contained in the business
entity mentioned will be habituated, but if the human resources can be
fulfilled properly, the work contained in the business entity will run smoothly.
However, the
human resources needed by a business entity must have the expertise and ability
that are suitable in their fields, especially in the current globalization
period, every business entity must be ready to adapt and establish themselves
in order to compete and be able to overcome the challenges that will arrive.
Quality and
competent human resources are needed in order to compete with human resources
in other business entities because human resources greatly produce influence
which in a business entity can be said to be the progress or retreat of a
business entity depends on the quality of human resources. Human resources also
need to be considered and maintained properly, which in the end business
entities must pay attention to every detail of programs related to human
resource development in order to produce competent and highly competitive human
resources.
That way human
resource management has a task that must be carried out, namely regulating and
managing human resources in business entities to then be directed in accordance
with values, things to be addressed and the culture of business entities. As
stated by Susan (2019), human resources in this connection are included in
employees where they always move actively and dominantly in carrying out every
activity and activity of business entities because employees are like planners,
implementers and determinants of the realization of things that business
entities want to aim for.
Sources The
National Narcotics Agency (BNN) of Depok City is included in the Indonesian
Non-Ministerial Government Institution (LPNK) which has the task of carrying
out government duties in the field of prevention, eradication of abuse and
illicit circulation of psychotropics, precursors, and other addictive
substances. In carrying out their duties, employees do not escape as one of the
supports for the running of a task, in addition to being equipped with training
that has been given to employees both from within the National Narcotics Agency
(BNN) Depok City and training from outside the business entity.
However, training
is not enough to support the implementation of tasks, employees must have
appropriate abilities and have soft skills in completing a job. So basically if a business entity wants to achieve optimal
performance in accordance with the targets that have been set, the business
entity must provide motivation to employees so that employees are willing and
willing to devote their energy and thoughts for work. The problem in motivating
employees is not easy because in employees there are different wants, needs and
expectations from one employee to another.
So if management can understand motivation
problems and overcome them, business entities will get optimal employee
performance in accordance with the established standards. The Work Environment
can create a binding work relationship between individuals in their
environment. Therefore, efforts should be made so that the Work Environment
must be good and conducive because a good and conducive Work Environment makes
employees feel at home in the room and feel happy and eager to carry out their
duties which in the end job satisfaction will be formed and from the employee
job satisfaction that has been mentioned, employee performance will also
increase.
Basically, there
is already a high motivation at work and a conducive work environment at the
National Narcotics Agency of Depok City which is further written by BNNK Depok,
but there is still a fluctuating presence. In this case, there are still many employees
who arrive late for work and do not come to work without a certificate. As
knowledge has been obtained, most BNNK Depok employees are included in civil
servants whose salaries and benefits are relatively more than enough, but as
based on attendance data, it can be judged that employee performance is still
less than optimal. Judging from the things discussed in the previous paragraph,
of course, the National Narcotics Agency of Depok City continues to provide
understanding to employees about discipline and constantly applies discipline
in order to create an employee performance.
Basically, there
is already high motivation at work and a conducive work environment at the
National Narcotics Agency of Depok Regency as based on the description
described above, the author is interested in carrying out a more in-depth study
entitled The Influence of Work Environment, Work Motivation and Work Discipline
on the Performance of Employees of the National Narcotics Agency (BNN) Depok
City.
As based on the
problem formulation that has been mentioned, several problem formulations can
be proposed, namely; a) Does the Work Environment produce that effect with the
performance produced by employees of the National Narcotics Agency (BNN) Depok
City? b) Does Motivation at Work produce an influence on the performance
produced by employees of the National Narcotics Agency (BNN) Depok City? c)
Does Discipline at Work produce an influence on the performance produced by
employees of the National Narcotics Agency (BNN) Depok City?
The objectives of
this study: a) To obtain knowledge related to and carry out an analysis of the
influence of the Work Environment with the performance produced by employees of
the National Narcotics Agency (BNN) Depok City. b) In order to obtain knowledge
related to and carry out an analysis of the influence of Motivation in Work
with the performance produced by employees of the National Narcotics Agency
(BNN) Depok City. c) In order to obtain knowledge related to and carry out
analysis of the influence of Discipline in Work with the performance produced
by employees of the National Narcotics Agency (BNN) Depok City. The expected
use of this study is below Theoretical Benefits; for reference in the next
study related to environmental influences, motivation and discipline in working
with the performance produced by employees so that it is easy to get solutions
and innovations.
RESEARCH
METHODS
The object of
study in this thesis is Employee Performance which is influenced by the Work
Environment, Motivation and Discipline at Work place of study at the office of
the National Narcotics Agency (BNN) Depok City Jl. Merdeka No.10, Abadijaya, Sukmajaya District,
Depok City, West Java 1641 and is related to the time of the study starting in
December 2021 until it is completed. The source of data in this final project
study is data obtained through the distribution of questionnaires. Individuals
in this study are employees at BNN Depok City.
The type of
data used in this study is As conveyed (Siyoto &; Sodik, 2015: 57),
primary data is data obtained or collected by individuals who carry out studies
or those concerned who need it. Primary data is also known as original data or
new data that has an up to date nature. To obtain
primary data, researchers must collect it directly without intermediaries. This
primary source includes individuals who directly confronted the events
mentioned.
Secondary
data is included in the data that has been collected previously for things to
be studied, in addition to things to be addressed that exist today. Secondary
data also belongs to additional data types that are not obtained from the
primary source, but have gone through several sources. In the sense that the
individuals mentioned can feel directly the phenomenon that is experiencing
events or being studied, but obtain data from other primary sources.
The data
sources used in this study utilize primary data. Primary data is data obtained
directly from the results of interviews, observations and questionnaires that
have been distributed to several samples of individuals who are in accordance
with the target target and who are considered
representative of all populations contained in this study, namely employees of
the National Narcotics Agency (BNN) Depok City.
Sugiyono (2014)
Population is a generalized area consisting of objects or subjects that have
certain qualities and characteristics determined by the researcher for the
implementation of learning and then conclusions are drawn. The population used
in this study is all employees of BNN Depok City totaling 55 individuals taken
from the data.
Understanding
Sample is partial or partial of the number and certain characteristics that are
owned or found in the population itself (Sugiyono,
2014). When the population of the study to be studied will be large and large,
and it is not possible to carry out comprehensive learning. In sampling in this
study is utilizing the Probability Sampling technique. Probability Sampling is
where all sampling has an element of chance to be selected as a sample. In
determining the number of samples utilizing Saturated Samples where the
sampling technique if all members of the population are used as samples,
saturated samples are also known as censuses where all members of the
population are sampled. The samples taken amounted to 55 individuals. In the
study carried out for assisted calculations utilizing the SPSS version 2
program.
In this
study, the techniques and tools of data collection used are: As conveyed as
stated by Kuniawan and Puspitaningtyas
(2016: 81) included in data association techniques intended to carry out
observations of various phenomena / situations / circumstances that experience
events. The observation method carried out in this study is a participatory
observation method which is included in the data association technique carried
out directly by researchers at PT. Telkomsel Smart
Office Jakarta Customer Service Division
As stated (Setiaman, 2020), the
Likert Scale is used to measure the behavior, comments and assumptions of
individuals or groups of individuals about social events or indications. Using
the Likert scale, until the variables are described for the sequence of
variables-sub variables-indicators-descriptors. And this descriptor can be used
as a starting point for making instrument items in the form of statements or
problems that need to be answered by individuals.
RESULTS AND DISCUSSION
A. Individual
characteristics
In
this study, the authors conducted a study on 55 individuals by providing
several statements in the form of questionnaires. Data analysis is carried out
using statistical calculation methods whose calculations utilize tools through
SPSS (Statistical Product and Service Solution) version 26. To get an idea of
individual characteristics, the following authors put forward individual
identity as based on the classification of gender, age, recent education, and
length of work obtained from the Depok City National Narcotics Agency Tribe
through the description of individual identity is expected to gain a deeper
understanding of the background of the individual study, which in the end is
expected to understand the tendency of the answers given�� by individuals.
1. Individual
characteristics by sex
Profiles
of individuals with gender who are the object of questionnaire distribution are
for men and women who serve at the National Narcotics Agency of Depok City. The
total number who filled out this questionnaire was 55 individuals from the
number of two. Knowledge was obtained for female individuals totaling 25
individuals where the percentage is (45%) and for male individuals amounting to
30% individuals where the percentage is (55%).
2. Individual
Characteristics by Age
In
this study, the author divided into 4 groups, namely 18-28 years, 29-39 years,
39-49 years and >50 years.� As based
on table 4.2 and figure 4.2 above, it is obtained that there are 16 individuals
aged 18-28 years where the percentage is (29%), for individuals aged 29-39
years there are 23 individuals where the percentage is (42%), for individuals
aged 36-45 years there are 10 individuals where the percentage is (18%) and for
individuals aged >50 years there are 6 individuals where the percentage is
(11%).
3. Individual
characteristics based on recent education
Individual
education levels are divided into four groups, namely SLTA, D3, S1, and S2. The
percentage of which is (27%), 9 individuals with their education on the SLTA
general, the percentage of which is (27%), 9 individuals who have their
education on the D3 side, the percentage of which is (16%), 24 individuals who
have their education on the S1 Colon, the percentage of which is (44%) and 6
individuals who have their education on the S2 side, the percentage of which is
(13%).
4.
Individual Characteristics Based on Length of Work
Individual
profiles as based on length of work are divided into three groups, namely
employees who have worked for a long time <2 years, 2-4 years, 4-6 years and
>6 years who work for the National Narcotics Agency of Depok City. Judging
from the results of the study that individuals who have worked for <2 years
amounted to 10 individuals where the percentage is (18%), 2-4 years is 20
individuals where the percentage is (36%), 4-6 years is 11 individuals where
the percentage is (20%) and >6 years is 14 individuals where the percentage
is (36%).
It
was learned that the number of individual employees of the City National
Narcotics Agency with permanent employee status amounted to 31 individuals or
62% value, and not fixed amounted to 19 individuals or 38% value. As based on
the results above, it can be said that from the samples taken amounted to 55
individuals.
B. Complete
Results of Research Estimates
1. Analysis
of Perceptual Levels
The
influence of the Work Environment, Work Environment and Discipline at Work,
with the performance produced by employees of the Depok City National Narcotics
Agency is included in an analysis taken from questionnaire data distributed to
employees serving at the Depok City National Narcotics Agency. This study is
carried out to obtain knowledge related to the influence of the Work
Environment, Work Environment and Discipline in Work with the performance
produced by employees as based on the results of quantitative answers utilizing
the Likert scale.
As
based on the statement on the questionnaire that has been submitted to 55
individuals, various responses were obtained to the variables Work Environment
(X1), Motivation at Work (X2) and Discipline at Work (X3), with the performance
produced by employees (Y). Data analysis in the study by utilizing statistical
calculation methods by utilizing SPSS program tools version 26.
a.
Descriptive Research Variable Data
The
results of descriptive statistical testing are carried out to obtain knowledge
related to the average value of the total mean and the total total mean for each variable. The independent variables are
Work Environment (X1), Motivation at Work (X2) and Discipline at Work (X3),
each variable is divided into 4 statements and the dependent variable is
Employee Performance (Y) which is divided into 4 pieces of his statement. Data
analysis is carried out by carrying out calculations as based on individual
answers.
b. Descriptive
Data on Work Motivation Variables
The
results of descriptive statistical testing are to obtain knowledge related to
the average value of the total mean and the total total
mean for each variable. Independent variables are Work Environment (X1), Work
Environment (X2) and Discipline at Work (X3) which each variable is divided
into Work Environment (X1) 10 statements, Work Environment (X2) 10 statements
and Discipline At Work (X3) 8 statements, and the
dependent variable is Employee Performance (Y) which is divided into 8
statements.
The
results of a descriptive analysis of the Job Environment variable (X1), where
the average value of individual statement results. obtained the results of the
individual assessment of the average Job Environment answered in agreement with
the Total Mean of the Occupational Environment 41.07. The highest average total
value is found in the fruit of his statement with an indicator with an Employee
Linkage value of 4.31 and the lowest assessment result with an Air Temperature
indicator with a value of 3.76
Obtained
individual assessment results of the average Job Environment answer agree with
the Total Mean of the Job Environment 41.07. The highest average total value is
found in the fruit of his statement with an indicator with an Employee Linkage value
of 4.31 and the lowest assessment result with an Air Temperature indicator with
a value of 3.76.
c.
Descriptive Data Variable Work Motivation
The
results of a descriptive analysis of the variable Motivation at Work (X2),
where the average value of the results of individual statements. obtained the
results of individual assessments Motivasi_Kerja on
average answered at least agree with the Total Mean Motivation In Work 41.00. The average total highest score of 4.18 is
found in the first indicator with a statement that the Work Environment is
comfortable to make employees enthusiastic to work, at this time it is
classified as quite the lowest assessment is found in the first indicator with
the statement of benefits obtained from working at BNNK Depok is feasible and
satisfactory value of 4.00.
d. Descriptive
Data Variable Work Discipline
The
results of a descriptive analysis of the variable Discipline at Work (X3),
where the average value of individual statements. The results of the study are
obtained as based on individual assessments as based on the variable Discipline
at Work (Y). The average individual answered in agreement with the total mean
of Discipline at Work which was valued at 33.20. The highest average total
score is found in the indicator of Compliance with Other Regulations in
Business Entities with a value of 4.44. And related to the lowest average value
is found in the second indicator with the indicator Obeying the Rules of Time
with a value of 4.00.
e.
Descriptive Variable Data on Employee Performance
The
results of a descriptive analysis of the variable Employee Performance (Y),
where the average value of the results of individual statements. obtained the
results of individual assessments of average employee performance answered in
agreement with the Total Mean Performance of Pegeawai
33.80. The highest average total score is found in the Quality indicator with a
value of 4.40 and the lowest assessment result is found in the statement of the
Completion Time indicator which is 3.69.
2. Instrument
Testing
a. Validity
Testing
The
validity and reliability tests to be carried out in this study utilize a sample
of 55 individuals. Validity testing is carried out in order to carry out tests
related to the questionnaire items submitted as instruments in this study
whether they are suitable for use. The calculation is to make a comparison of r
count with r table. If r count has the value above compared to r table where
the correlation coefficient is 0.266 then all the statements mentioned are
declared valid which in the end can be used in this study.
1) Working
environment(X1)
Below
are the results of validity testing calculations which are divided into 10
(ten) statements variable Work Environment (X1) by utilizing the SPSS26 program
as a tool to calculate a sample of 55 individuals. It was obtained that all
questionnaires submitted had the value of Corrected Item Total Correlation
above compared to the r value of the table in the 55th N sample, which was
0.266 which means that the entire r count > r table.
From
the output of Validity Testing that has been mentioned, the largest coefficient
value of the Work Environment instrument (X1) is found in the second statement,
which is 0.707 and related to the smallest value is found in the seventh
statement which is 0.324, From the output of the overall validity test proposed
using the SPSS 26 program as a calculation tool on the Work Environment
variable (X1), declared valid where in the end all statements from the Work
Environment variable (X1) can be used for further stages.
2) Work
Motivation (X2)
The
calculation results of validity testing which are divided into 10 (ten)
statements variable Motivation in Work (X2) by utilizing the SPSS 26 program as
a calculation tool for a sample of 55 individuals. Knowledge was obtained that
the output results from data processing utilizing the SPSS 26 calculation tool
stated that all questionnaires totaling 10 (ten) question items had the value
of Corrected Item Total Correlation above compared to the r table in the 55th N
sample which was 0.266 which in the end could be interpreted that the entire r
count > r table.
From
the output of the Validity Test that has been mentioned, the largest
coefficient value of the Motivation in Work instrument (X2) is found in the
seventh statement, which is 0.679 and related to the smallest value is found in
the jump statement which is 0.360. From the output results, the overall
validity test on the variable Motivation at Work (X2) can be declared valid,
which in the end all the statements mentioned can proceed to a further stage.
3) Work
Discipline (X2)
The
calculation results of validity testing which is divided into 8 (eight)
statements variable Discipline at Work (X3) by utilizing the SPSS 26 program as
a calculation tool for a sample of 55 individuals. Knowledge was obtained that
the output results from data processing utilizing the SPSS 26 calculation tool
stated that all questionnaires totaling 8 (eight) question items had the value
of Corrected Item Total Correlation above compared to the r table in the 55th N
sample which was 0.266 which in the end could be interpreted that the entire r
count > r table.
From
the output of the Validity Test that has been mentioned, the largest
coefficient value of the Discipline in Work instrument (X3) is found in the
fifth statement, which is 0.800 and related to the smallest value contained in
the eighth statement which is 0.338. From the output results, the overall
validity test on the variable Discipline at Work (X3) can be declared valid
which in the end all the statements that have been mentioned can proceed to a
further stage
4) Employee
Performance (Y)
Below
is included in the calculation results of validity testing which is divided
into 8 (eight) statements variable Employee Performance (Y) by utilizing the
SPSS 26 program as a calculation tool for a sample of 55 individuals. It was
obtained that the output results from data processing utilizing the SPSS 26
calculation tool stated that all questionnaires totaling 8 (eight) question
items had the value of Corrected Item Total Correlation above compared to the r
table in the 55th N sample which was 0.266, which in the end could be
interpreted that the entire r count > r table.
From
the output of the Validity Test that has been mentioned, the largest
coefficient value of the Employee Performance instrument (Y) is found in the
sixth statement with a value of 0.939 and related to the smallest value is
found in the fourth statement which is valued at 0.535. From the output of the
overall validity test on the Employee Performance variable (Y), it is stated
that all of his statements submitted are valid where in the end all of his
statements that have been mentioned can proceed to further stages.
3. Reliability
Testing
Reliability
testing is included in testing that is used to obtain knowledge related to the
consistency of measuring instruments, whether measuring instruments can be
relied on for further use. After testing the validity is declared valid,
further reliability testing is carried out by utilizing the Alpha Cronbachs formula. Where an instrument can be said to be
reliable (reliable) when it has a reliability coefficient or alpha that is more
than 0.6.
From
the results of data processing carried out with the SPSS 26 program as a
calculation tool, in table 4.15 above it can be said that the entire
questionnaire items of each variable Work Environment (X1), Motivation at Work
(X2), Discipline at Work (X3) with the performance produced by employees (Y) in
this study is reliable which is shown in Cronbach's alpha value all variables
have a good value above 0.6. Which in the end can be interpreted that all
values of these study variables are said to be good and acceptable, which is
seen from the output of Realiability statistics,
namely the value of Cronbach's alpha all variables above the good level.
4. Classical
Assumption Testing
In
this study, classical assumption testing was carried out with four tests,
namely, normality testing, multicollinearity testing, heteroscedasticity
testing and autocorrelation testing with a number of samples valued at 55 individual
individuals.
a. Normality
Testing
One
Sample Kolmogorov�Smirnov Test, or Normality Test is used to obtain knowledge
related to population distribution, whether following a theoretical
distribution (normal, poisson, or uniform). Which has
something to aim for, namely to carry out tests related to whether in
regression modeling, bound variables and independent variables both have normal
distributions. The distribution data is said to be normal when the level of significance
value is > α = 0.05 and when the opposite is < α = 0.05 then it
is said to be abnormal.
that
the value of Asymp Sig. (2- tailed) is 0.200. Which
means that the regression modeling in this study has a dependent or independent
variable has a normal sample distribution as based on its significance value
> α = 0.05. So it can be said that the
distribution of employee performance results derived from the Work Environment
(X1), Motivation at Work (X2) and Discipline at Work (X3) is normally
distributed at the level of significance α = 0.05.
b. Multicollinearity
Testing
Multicollinearity
testing is used to obtain knowledge related to the presence or absence of
deviations from the classical assumption of multicollinearity, namely the
existence of linear relationships or variance inflation factor (VIF) values,
when the Tolerance value > 0.1 or VIF < 10, it can be said that it does
not experience multicollinearity events in the model studied. It is learned
that the variance inflationfactor (VIF) of each
independent variable has a value:� 1) The
VIF value for the Job Environment variable (X1) is 2.318 < 10 and the
tolerance value is 0.461 > 0.10. 2) The VIF value for the variable Motivasi_Kerja (X2) which is 1.797 < 10 and the
tolerance value is 0.557 > 0.10. 3 )
The VIF value for the variable Discipline at Work (X3) is 2.633 < 10 and the
tolerance value is 0.331 > 0.10. Thus, it is concluded that the regression
equation model does not experience multicollinearity events and can be used in
this study
c. Heteroscedasticity
Testing
In
testing Heteroscedasticity A good regression should
not experience heteroscedasticity events, this test has something to aim for,
namely to carry out tests related to whether a regression model experiences
variance inequality events from one observation to another. A good regression
model is homokedasticity, or does not experience
heteroscedasticity. The explanation is related to that the results of each
independent variable, namely Work Environment (X1), Motivation at Work (X2),
and Discipline at Work (X3) by utilizing glacier modeling obtained significant
results above 0.05. Which means that the data in this study did not experience heterokedasticity problems which in the end this study can
be continued.
d. Autocorrelation
Testing
Autocorrelation
is a condition in which there is a strong correlation for observations between
one and another observation that is arranged as conveyed by time series.
Autocorrelation testing has something to aim for, namely to carry out tests
related to whether in linear regression modeling there is a correlation between
confounding errors in the current period and confounding errors in previous
periods. A good regression equation is one that has no autocorrelation. When
experiencing an autocorrelation event, the equation that has been mentioned
becomes not good for production. One measure in determining the presence or
absence of autocorrelation problems is by utilizing Durbin-Watson (DW) testing.
It
is explained that the Durbin-Watson value is 2.256. Where the K value or number
of independent variables is 3 and the N value or the number of individual data
= 55. Which in the end obtained dL value = 1.4523 and dU
value = 1.6815 then 4-dU value = 2.2385. When included in the criteria which in
the end obtained dU < DW < 4-dU (1.4523 <
2.256 < 2.2385) which means that the regression model obtained does not
experience autocorrelation events.
5. Double
Linear Regression Analysis
Multiple
linear regression analysis is included in the form of analysis that discusses
the extent to which the influence of the independent variable (X) on the
dependent variable (Y). where for the independent variables of Work Environment
(X1), Motivasi_Kerja (X2), and Discipline at Work
(X3) and the dependent variable is Employee Performance (Y). In calculating the
regression coefficient in this study utilizing the SPSS 26 program.
The
interpretation of the results of the equation that has been mentioned is below:
-Work
Environment (X1) obtained a contribution value of 0.559 to the variable
Employee Performance (Y). If the Work Environment variable (X1) shows an
increase in results, the Employee Performance variable (Y) will increase by 0,
559 or 55.9%.
-
Motivation at Work (X2) obtained a contribution value of 0.582 to the variable
Employee Performance (Y). If the Motivasi_Kerja
variable (X2) shows an increase in results, the Employee Performance variable
(Y) will increase by 0.582 or 58.2%.
-Discipline
at Work (X3) obtained a contribution value of 0.762 to the variable Employee
Performance (Y). If the Discipline at Work variable (X3) shows an increase in
results, the Employee Performance variable (Y) will increase which is 0.762 or
7.62%.
In
this study, knowledge was obtained that the Standardized Coefficient Beta which
has the greatest value is found in the variable Discipline At
Work (X3) which is valued at 0.762 which means that in the process of Human
Resource Management (HRM) it is necessary to maintain the factors or influences
of Discipline in Work or be improved which in turn can improve the Performance
of Employees of the National Narcotics Agency of Depok City. And related to the
Work Environment variable (X1) has the lowest Standardized Coefficient Beta
value of 0.559 which in the end needs to be considered and improved again in
order to improve the Performance of Employees of the National Narcotics Agency
Depok City.
6. Modeling
Qualification Testing
In
order to carry out tests related to the significance of the influence of
independent variables, namely Work Environment, Motivation at Work and
Discipline at Work on the dependent variable, namely Employee Performance,
ANOVA testing (Testing F) is used. It is explained that the Fcalculate
value is 328,814 with a GIS value of 0.00. The Ftabel
value (α= 5%) is 2.787 because the Fcalculate
value above is compared to Ftable (328.814 >
2.787), it is concluded that there is an influence on the three independent
variables of the Work Environment (X1), Motivation at Work (X2) and Discipline
at Work (X3) with the performance produced by employees (Y). The things
mentioned are supported by the probability value of p-value (significance) Sig
value = (0.00) which is below alpha or the error limit level obtained which is
5% (α = 0.05). The meaning of the Sig value in the Anova
modeling table is said to be significant because it is below the limit of alpha
values set at 0.000 < 0.05.
In
the end, it was concluded that in this study simultaneously the Work
Environment (X1), Motivation at Work (X2) and Discipline at Work (X3) are said
to be significant and worthy of use in this study as they are based on the Sig
value obtained, that all independent variables can provide explanations related
to any changes in the value of the dependent variable because it has a
significant influence.
7. T testing
(Research Hypothesis Testing)
This
test is used to obtain knowledge related to the significance of the influence
of independent variables partially or individually on the dependent variable.
The effect mentioned can be estimated by the cynical value and tcount obtained. In order to obtain knowledge related to
whether the Work Environment (X1), Motivation at Work (X2), and Discipline at
Work (X3) produce a significant influence on the performance produced by
employees (Y).
a) The
Influence of Motivation at Work on Employee Performance
As
the test carried out in table 4.22 above, it is obtained that the calculated
value of the Job Environment variable (X1) is 6.879 where the significance
value is 0.000 (0.000 < 0.05). And related to the value of ttable with df 51 and the
significant level of 5% obtained a value of 1.674. Because of the tcount > ttable (6.879 >
1.674), then, a rejection of his Ho and acceptance of his Only is carried out,
which means that there is a positive and real influence between Motivation at
Work (X1) and the performance produced by his employees (Y).
b) The
Influence of Motivation in Work With the performance produced by its employees
As
the test carried out in table 4.22 above, it was obtained that the value of t
is calculated on the variable Motivation in Work (X2) which is 8.922 where the
significance value is 0.000 (0.000 < 0.05). And related to the value of ttable with df 51 and the
significant level of 5% obtained a value of 1.674. Because of the tcount of > ttable (8.922 >
1.674), then, a rejection of his Ho and acceptance of his Only is carried out,
which means that there is a positive and real influence between Motivation at
Work (X2) and the performance produced by his employees (Y).
c) The
Effect of Discipline at Work (X3) with the performance produced by its
employees
As
the test carried out in table 4.21 above, knowledge was obtained that the value
of t is calculated on the variable Discipline at Work (X2) which is 9.455 where
the significance value is 0.001 (0.001 < 0.05). And related to the value of ttable with df 51 and the
significant level of 5% obtained a value of 1.674. Because the calculation >
ttable (9,455 > 1,674), then, a rejection of his
Ho and acceptance of his Only is carried out, which means that there is a
positive and real influence between Work Discipline (X3) and the performance
produced by his employees (Y).
D. Work
Environment Analysis (X1) of Employee Performance (Y)
As
based on the implementation of the study that the researchers conducted, it was
found that the Work Environment produced a positive and tangible influence on
the Performance of Employees of the National Narcotics Agency of Depok City.
Through the distribution of questionnaires to Employees, the National Narcotics
Agency of Depok City obtained knowledge of the average mean results of the Work
Environment (X1) as a whole, knowledge was obtained that the Work Environment
received a good score. Obtained the results of the individual assessment of the
Job Environment answered the average affirmative with the Total Mean of the
Occupational Environment 41.07. The highest average total value is found in the
second statement with a safety indicator in working with a value of 4.30 and
the lowest assessment result with an air temperature indicator with a value of
3.76
As
tested by the hypothesis, it was found that the Job Environment has a value of
6.879 which is 0.000 which is below the error rate of 0.05 or 5% which
indicates a significant positive influence. This positive and significant
influence indicates that increasing motivation at work can have an influence on
improving the performance of employees of the National Narcotics Agency in
Depok City. This is also evident from the value of the coefficient which is
0.559 which means that if the good Work Environment is applied, this will have
an impact on the high performance of employees to be produced. The results of
this study are supported by a study conducted by Issalillah
(2019) concluded that motivation produces a positive and real influence on
employee performance at PT. Luxury Beautiful Jaya � Binjai.
This is supported by a study conducted by Wibowo (2016) in Imran (2021), saying
that the environment has an influence on teacher performance. And the
Environment contributes to the formation of performance.
E. Work
Motivation Analysis (X2) on Employee Performance
As
based on the implementation of the study that the researchers conducted, the
results were obtained that Motivasi_Kerja produce a
positive and real influence on the Performance of Employees of the National
Narcotics Agency of Depok City. Through the distribution of questionnaires to
employees of the National Narcotics Agency of Depok City, knowledge was
obtained from the average mean of Motivation at Work (X2) as a whole, knowledge
was obtained that Motivation at Work received good grades.
The
average total highest score of 4.18 is found in the fruit of the statement, the
first indicator with a statement of a comfortable Work Environment that makes
employees eager to work at this time is quite sufficient, the lowest assessment
is found in the first indicator with a statement of BNNK benefits that are
decent and satisfactory with a value of 4.00.
As
tested by the hypothesis, it was found that Motivation at Work has a value of
8.922 where the significance is 0.000 which is below the error level of 0.05 or
5% which indicates a significant positive influence. This positive and
significant influence indicates that the increase in Motivasi_Kerja
can have an influence on improving the Performance of Employees of the National
Narcotics Agency of Depok City. This is also evident from the value of the
coefficient which is 0.582 which means that if good Motivation at Work is
given, this will have an impact on the high performance of employees to be
produced. This study is in line with a study conducted by Rozali
& Kusnadi (2020) in their study obtained
knowledge that Motivation at Work produces a positive and real influence on
employee performance. A study conducted by Sugito
Efendi, (2020) stated that Motivation in Work directly has a positive and real
effect on employee performance.
F. Work
Discipline Analysis (X3) of Employee Performance
As
based on the implementation of the study that the researcher conducted, it was
found that Discipline at Work produced a positive and tangible influence on the
Performance of Employees of the National Narcotics Agency of Depok City.
Through the distribution of questionnaires to Tribal Employees of the National
Narcotics Agency of Depok City, knowledge was obtained from the average mean
result of Work Discipline (X3) as a whole, knowledge was obtained that Work
Discipline received good grades.
The
average individual answered in agreement with the total mean of Discipline at
Work which was valued at 33.91. The highest average total score is found in the
Obey Other Regulations indicator with a value of 4.44. And related to the
average of the lowest values found in the second indicator with the indicator
Obey the Rules of Time with a value of 4.00.
As
tested by the hypothesis, it was found that Work Discipline has a value of
9.455 where the significance is 0.001 which is below the error level of 0.05 or
5% which indicates a significant positive influence. This positive and
significant influence indicates that increasing discipline at work can have an
influence on improving the performance of employees of the National Narcotics
Agency in Depok City. This is also evident from the value of the coefficient
which is 0.762 which means that if good Discipline in Work is given, this will
have an impact on the high performance of employees to be produced.
The
results of this study are supported by a study conducted by Situmindividu
et al., (2021) obtained knowledge of the results of hediscipline
resulting in a significant and positive influence on the quality of employee
performance of PT Pancakarsa Bangun
Reksa Dana in Medan. And related to the study
conducted by Dori Mittra Candana, Ramdani Bayu Putra, Ronni Andri Wijaya (2020)
stated that it produces a real influence between discipline and the performance
produced by its employees. The influence between Work Discipline and
performance is also supported by a study conducted by Sugito
Efendi &; Hardiyanto, (2021) stating that
Discipline at Work and Work Environment produces a positive influence on the
performance produced by its employees at PT. Shopee International Indonesia.
CONCLUSION
In this study the
author can draw conclusions that:
1.The�� Work Environment has a t-test value of 6.879
which is 0.000 significance which is below the error rate of 0.05 or 5% which
indicates a significant positive effect. This positive and significant
influence indicates that the improvement of the Work Environment can have an
influence on improving the Performance of Employees of the National Narcotics
Agency of Depok City. This is also evident from the value of the coefficient
which is 0.559 which means that if the good Work Environment is applied, this
will have an impact on the high performance of employees to be produced.
2. Motivation at
Work has a t-test value of 8.992 which is 0.000 which is below the error level
of 0.05 or 5% which indicates a significant positive effect. This positive and
significant influence indicates that increasing motivation at work can have an influence
on improving the performance of employees of the National Narcotics Agency in
Depok City. This is also evident from the value of the coefficient which is
0.582 which means that if the good Motivasi_Kerja
given, this will have an impact on the high performance of employees to be
produced.
Discipline at
Work has a t test value of 9.554 which is 0.001 whose significance is 0.001
which is below the error level of 0.05 or 5% which indicates a significant
positive influence. This positive and significant influence indicates that increasing
discipline at work can have an influence on improving the performance of
employees of the National Narcotics Agency in Depok City. This is also evident
from the value of the coefficient which is 0.762 which means that if good
Discipline in Work is given, this will have an impact on the high performance
of employees to be produced.
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