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DOI: https://doi.org/10.33258/birci.v5i4.7148
Analysis of the Effect of Work Stress, Internal Conflict and Organizational Culture towards Employee Productivity in Budi Artha Cooperatives (KSU) Alor District
Hermayanti
Faculty of Economics, Universitas Tribuana Kalabahi, Indonesia ghumaisa.ihwan@gmail.com
I. Introduction
Savings and loan cooperatives or credit cooperatives are one type of cooperative that has the main activity of providing storage and lending services to cooperative members with the aim of advancing the welfare of cooperative members and the community. At this time many people still do not understand how important the role of cooperatives is, many people think cooperatives are just ordinary financial institutions.
Based on article 1 paragraph (1) of Law Number 25 of 1992 concerning Cooperatives,
"cooperatives are business entities consisting of individuals or cooperative legal entities based on their activities based on cooperative principles as well as a people's economic movement based on the principle of kinship.
Handoko (2012: 200), in Lucia, Kawet, and Trang, (2015) reveals that almost every work condition can cause stress depending on the employee's reaction. For example, an employee will easily accept and learn new work procedures, while another employee does not or even refuses. However, there are a number of working conditions that often cause stress for employees. Thus it can be concluded that work stress is a person's reaction to
Abstract
Analysis of the Effect of Work Stress, Internal Conflict and Organizational Culture on Employee Productivity Budi Artha Alor Regency with tThe aim of the study was to determine the effect of work stress, internal conflict, and organizational culture onEmployee Productivity of Budi Artha, Alor Regency for the 2017-2021 Period.The sampling technique used is multiple linear regression analysis with the SPSS program, in this study using data collection techniques, namely by distributing statements to all employees in the Budi Artha multi-business cooperative (KSU).
And the sampling technique used is a saturated sample because employees are used as samples and the data obtained as many as 78 respondents. Based on the results of the analysis of multiple linear regression test data in this study, it is known that the significance value is 0.000. And the constant value is 0.936.
ThereforeThe results of hypothesis testing are in accordance with the variables of work stress, internal conflict and organizational culture have an effect on the variable of employee productivity (Y).
This is evidenced by statistical tests through the f test with a significance level of 5% which has a probability value of 0.000
<0.05, this means that work stress, internal conflict and organizational culture simultaneously affect employee productivity. Thus, accepting the Alternative Hypothesis (Ha) and rejecting the null hypothesis (H0)
Keywords
work stress; internal conflict;
organizational culture;
employee productivity
Budapest International Research and Critics Institute-Journal (BIRCI-Journal) Volume 5, No 4, November 2022, Page: 29924-29939 e-ISSN: 2615-3076 (Online), p-ISSN: 2615-1715 (Print)
www.bircu-journal.com/index.php/birci email: birci.journal@gmail.com
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accepting problems and how to manage problems which in the end the reaction affects one's emotions, thought processes and conditions.
Conflicts can occur between leaders and employees, because organizations have different views that cause conflicts/conflicts to occur. In organizations, everyone has different characteristics, desires, personalities and interests, so humans are one of the determining factors for achieving effective and efficient organizational goals.
Organizational culture is one of the factors that can affect employee productivity.
Organizational culture is the values that guide human resources in carrying out their obligations and behavior within the organization (Nawawi, 2015:5).
Based on the above description According to Yusuf (2016: 282, in Depiansah, Maliah, and Asmawati, 2020) productiveitas is a mental attitude that always tries and has the view that a life today is better than yesterday and tomorrow is better than today.
Technically, productivity is a measure that shows the consideration between inputs and outputs issued by the company and the role of the workforce they have. Everyone must experience stress, both outside the organization and in any organization, in other words, everyone cannot avoid stress, for that employees and leaders are obliged to manage it properly. When an employee or manager is able to manage stress well, the consequences are positive and vice versa if you ignore the stress that arises, the consequences are negative for individuals and organizations.
II. Review of Literature
In this study, the researchers looked with effort to see a phenomenon of organizational behavior, namely work stress, internal conflict, and organizational Aloraya on employee productivity at the Budi Artha Multipurpose Cooperative (Ksu) in Alor Regency as follows:
2.1 Work Stress
What is meant by stress in this study is the character of an individual or a person's characteristics that describe physiological, emotional, cognitive and behavioral reactions that distinguish him from other individuals.
2.2 Internal Conflict
What is meant by conflict in this study is tconflicting behavior and cause opposition and dispute between two or more groups.
2.3 Organizational culture
What is meant by organizational culture in this study is the shared beliefs and values held by members within the organization and as a guide in carrying out activities within the organization, which lead to behaviors that are considered appropriate and differentiate one organization from another.
2.4 Employee productivity
What is meant by productivity in this study isthe work of the Budi Artha employee in carrying out his duties in accordance with the responsibilities given to him.
The hypothesis is a short question that is concluded from the theoretical basis and previous research and is a temporary answer to the problem under study, where the answer
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is a temporary answer to the problem to be studied. There are 4 hypotheses proposed in this study as follows:
H1:Work Stress Affects Employee Productivity in the Budi Artha Multipurpose Cooperative (KSU) Alor Regency.
H2:Internal Conflict Affects Employee Productivity in the Budi Artha Multipurpose Cooperative (KSU) Alor Regency.
H3:Organizational Culture has an effect on Employee Productivity in the Budi Artha Multipurpose Cooperative (KSU) Alor Regency.
H4:Work Stress, Internal Conflict, Organizational Culture Together Affect Employee Productivity in the Budi Artha Multipurpose Cooperative (KSU) Alor Regency.
III. Research Method
3.1 Population
The population is a generalization area consisting of subjects or objects that have certain characteristics and qualities determined by a researcher (Sugiyono, 2016: 117). The population of this research are all employees of the Budi Artha Multipurpose Cooperative (KSU) as many as 78 people.
3.2 Sample
The sample is part of the number and characteristics possessed by the population (Sugiono 2011:81). The reason for taking the total sampling method is because the population is less than 100 so the entire population is sampled, with the formula N = n or a saturated sample of 78 respondents.
3.3 Data collection technique
Data collection techniques are information obtained through mass media or the necessary tools in relation to the research unit.
IV. Result and Discussion
Preliminary analysis used in this study is descriptive statistical technique, used to provide an overview of the identity of the respondents consisting of age, gender, and other descriptions of respondents' answers about research variables which are then described in tabular form and their percentage values. In this preliminary analysis, the instrument test and classical assumption test were also used using the SPSS 22 for windows calculation tool.
4.1 Descriptive statistics
a. Description of Respondents' Answers
This analysis was conducted to obtain an overview of the respondents' answers to the variables used in this study, namely the work stress variable (X1), internal conflict (X2), organizational culture (X3), and the employee productivity variable (Y) in the Serbah Usaha Cooperative (KSU) Budi Artha, Alor Regency.
1. Description of Respondents' Answers Work Stress Variable (X1).
Description of respondents' answers to the work stress variable (X1) can be seen in the following table:
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Table 1. Description of respondents' answers to work stress variables No
statement
Answer Score
Amount TP/STS
(1)
HTP/TS (2)
KK/N (3)
S/S (4) S/SS (5)
F % F % F % F % F % F %
1 0 0 0 0 2 2.6 31 39.7 45 57.7 78 100
2 0 0 0 0 1 1.3 49 62.8 28 35.9 78 100
3 0 0 0 0 1 1.3 454 56.4 33 42.3 78 100
4 0 0 2 2.6 1 1.3 45 57.7 30 38.5 78 100
5 0 0 1 1.3 8 10.3 27 34.6 42 53.8 78 100
Source: 2021 research data results
Table 1 above shows that the most respondents' answers to the Job Stress variable are in the agree answer followed by the strongly agree answer.
2. Description of Respondents Answers Internal Conflict Variable (X2).
The description of respondents' answers to the internal conflict variable (X2) can be seen in the following table:
Table 2. Description of Respondents' Answers Internal Conflict Variables No
statement
Answer Score
Amount TP/STS
(1)
HTP/TS (2)
KK/N (3)
S/S (4) S/SS (5)
F % F % F % F % F % F %
1 0 0 0 0 1 1.3 34 43.6 43 55.1 78 100
2 0 0 0 0 2 2.6 45 57.7 31 39.7 78 100
3 0 0 0 0 0 0 46 59.0 32 41.0 78 100
4 0 0 1 1.3 2 2.6 47 60.3 28 35.9 78 100
5 0 0 0 0 0 0 27 34.6 51 65.4 78 100
Source: 2021 research data results
Table 2 above shows that the majority of respondents' answers to the internal conflict variable are in the agree answer followed by the strongly agree answer.
3. Description of Respondents' Answers to Organizational Culture Variables (X3).
The description of respondents' answers to the organizational culture variable (X3) can be seen in the following table.
Table 3. Description of Respondents' Answers Organizational Culture Variables No
Statement
Answer Score
Amount TP/STS (1) HTP/TS (2) KK/N (3) S/S (4) S/SS (5)
F % F % F % F % F % F %
1 0 0 0 0 3 3.8 30 38.5 45 57.7 78 100
2 0 0 0 0 1 1.3 49 62.8 28 35.9 78 100
3 0 0 0 0 1 1.3 49 62.8 28 35.9 78 100
4 0 0 2 26 2 2.6 40 51.3 34 43.6 78 100
5 0 0 1 1.3 6 7.7 29 37.2 42 53.8 78 100
Source: 2021 research data results
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Table 3 above shows that the majority of respondents' answers to the Organizational Culture variable are in the agree answer followed by the strongly agree answer.
4. Description of Respondents' Answers Employee Productivity Variable (Y).
Description of respondents' answers to the Employee Productivity variable (Y) can be seen in the following table.
Table 4. Description of Respondents' Answers Productivity VariablesEmployee (Y) No
Statement
Answer Score
Amount TP/STS (1) HTP/TS (2) KK/N (3) S/S (4) S/SS (5)
F % F % F % F % F % F %
1 0 0 0 0 1 1.3 30 38.5 47 60.3 78 100
2 0 0 0 0 0 0 49 62.8 29 37.2 78 100
3 0 0 0 0 1 1.3 44 56.4 33 42.3 78 100
4 0 0 2 2.6 1 1.3 41 52.6 34 43.6 78 100
5 0 0 1 1.3 8 10.3 26 33.3 43 55.1 78 100
Source: 2021 research data results
Table 4 above shows that the majority of respondents' answers for the Employee Productivity variable are in agreeable answers, followed by strongly agree answers.
b. Validity test
According to Arikunto (in Rosyidawaty, 2018: 462) validity is a measure that shows the level of reliability or validity of a measuring instrument. A valid measuring instrument has high validity. On the other hand, a measuring instrument that is less valid means it has low validity. Meanwhile, Sugiono (in Fantang, 2019: 22) said that if the correlation between each item with a total score of less than 0.3 then the items in the instrument are declared invalid. Thus, valid questions or statements are those whose correlation value (r) is more than or equal to 0.3.
The results of the validity test for each of the variables used in this study can be explained as follows:
1. Work Stress Variable Validity Test Results (X1).
The results of the validity test of the Work Stress variable can be seen in the following table:
Table 5. Work Stress Variable Validity Test Results (X1) Question Pearson
Correlation
Condition Information
P1 0.689 0.3 Valid
P2 0.629 0.3 Valid
P3 0.669 0.3 Valid
P4 0.702 0.3 Valid
P5 0.758 0.3 Valid
Source: Research Data Processing Results, 2021
Based on the results of the validity test of the work stress variable as shown in table 4.9, it is known that the rcount (Pearson Correlation) for all question items is greater than 0.3. Thus, all questions on the questionnaire are able to reveal something that will be
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measured by the Job Stress variable for the productivity of employees at the Budi Artha Multi-Business Cooperative (KSU) in Alor Regency.
2. Internal Conflict Variable Validity Test Results (X2).
The results of the validity test of the Internal Conflict variable can be seen in the following table:
Table 6. Internal Conflict Variable Validity Test Results (X2) Question Pearson
Correlation
Condition Information
P1 0.678 0.3 Valid
P2 0.637 0.3 Valid
P3 0, 734 0.3 Valid
P4 0.752 0.3 Valid
P5 0, 725 0.3 Valid
Source: Research Data Processing Results, 2021
Based on the results of the validity test of the Internal Conflict variable as shown in table 4.10, it is known that the rcount (Pearson Correlation) for all question items is greater than 0.3. Thus, all questions on the questionnaire are able to reveal something that will be measured by the internal conflict variable for the productivity of employees in the Budi Artha Multi-Business Cooperative (KSU) in Alor Regency.
3.Organizational Culture Variable Validity Test Results (X3).
The results of the validity test of the organizational culture variable can be seen in the following table.
Table 7. Organizational Culture Variable Validity Test Results (X3) Question Pearson
Correlation
condition Information
P1 0.679 0.3 Valid
P2 0.651 0.3 Valid
P3 0.671 0.3 Valid
P4 0, 746 0.3 Valid
P5 0.661 0.3 Valid
Source: Research Data Processing Results, 2021
Based on the results of the validity test of the Work Stress variable as shown in table 4.11, it is known that the rcount (Pearson Correlation) for all question items is greater than 0.3. Thus, all questions on the questionnaire are able to reveal something that will be measured by the organizational culture variable for the productivity of employees at the Budi Artha Multi-Business Cooperative (KSU) in Alor Regency.
4. Employee Productivity Variable Validity Test Results (Y).
The results of the validity test of employee productivity variables at the Budi Artha Multipurpose Cooperative (KSU) in Alor Regency can be seen in the following table
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Table 8. Variable Validity Test Resultsemployee productivity (Y) Question Pearson
Correlation
condition Information
P1 0.703 0.3 Valid
P2 0.645 0.3 Valid
P3 0.670 0.3 Valid
P4 0.752 0.3 Valid
P5 0, 712 0.3 Valid
Source: Research Data Processing Results, 2021
Based on the results of the variable validity test Work Stress as shown in table 4.12, it is known that the rcount (Pearson Correlation) for all question items is greater than 0.3.
Thus, all questions on the questionnaire are able to reveal something that will be measured by the Job Stress variable for the productivity of employees at the Budi Artha Multi- Business Cooperative (KSU) in Alor Regency.
c. Reliability Test
According to Fantang (2019:23) reliability test is a tool to measure a questionnaire which is an indicator of a variable. A questionnaire is said to be reliable or reliable if a person's answers to questions are consistent or stable over time. Reliability tests for the Likert scale most often use the analysis of certain items correlated with a total score of points. For Cronbach Alpha which is less than 0.6, it is declared invalid or unreliable.
Table 9. Summary of Reliability Test Results
Variable Cronbach
Alpha
Condition Information
Work stress (X1) 0.721 0.6 Reliable
Internal conflict(X2) 0.742 0.6 Reliable
Organizational Culture (X3) 0.706 0.6 Reliable
Employee productivity(Y) 0.728 0.6 Reliable
Source: Research Data Processing Results, 2021
Based on table 9 above, it is known that the Cronbach Alpha value of each variable used in this study is greater than 0.6, thus the results obtained in this calculation are all variables have reliable values.
d. Classic assumption test
The purpose of the classical assumption test is to obtain an unusual regression model in accordance with the classical assumption test rules consisting of normality test, linearity test, multicollinearity test, heteroscedasticity test, and auto correlation test. A regression is said to be good if it passes the classical assumption test which means that the data is linear.
, normally distributed, free from multicolline symptoms, free from heteroscedasticity and free from autocorrelation (Suliyanto: 2011)
1. Normality test.
Aims to test whether in the regression model, the independent variables and dependent variables are normally distributed. The normality test in this study uses the one sample Kolmogorov Smirnov method, with the indicator if the value is asymp. sig. (2- tailed) is more than 0.05 then it can be said that the data is normally distributed
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Table 10. Normality Test Results One -Sample Kolmogorov-Smirnov Test
X1 X2 X3 Y
N 78 78 78 78
Normal Parameters, b mean 22.0385 21.8974 22.1026 22.1667 Std.
Deviation 2.04140 2.01030 2.02318 2.03487
Most Extreme
Differences
Absolute ,097 ,097 ,097 .098
Positive ,097 ,097 ,097 .097
negative -,095 -,097 -,095 -098
Test Statistics ,097 ,097 ,097 .098
asymp. Sig. (2-tailed) 0.055c 0.055c 0.055c .050 Source: Research Data Processing Results, 2021
Based on the results of the Kolmogrov Smirnov test in table 4.14 the asymp value.
sig. 2-tailed on the work stress variable (X1) of 0.055, the asymp value. sig. 2-tailed on the internal conflict variable (X2) of 0.055, the value of asymp. sig. 2-tailed on the organizational culture variable (X3) of 0.055, and the asymp value. sig. 2-tailed on the employee productivity variable (Y) of 0.050 where these numbers are greater than 0.05 or 5%, which means that each variable data in this study is normally distributed.
2. Heteroscedasticity Test.
Heteroscedasticity testaims to see whether or not the residual variation from one observation to another observation. If the non-residual variation is not the same from one observation to another, it can be said that the research has heteroscedasticity. Good data does not experience heteroscedasticity. Research to test the heteroscedasticity by looking at the significant value in the glejser test. If the significant value is greater than 0.05 for each independent variable, it can be said that this data does not have heteroscedasticity symptoms.
Table 11. Heteroscedasticity Test Coefficientsa
Model
Unstandardized Coefficients
Standardized Coefficients
t
Sig .
B Std. Error Beta
1 (Constant) 2,687 ,847 3,171 ,002
X1 -.090 0.060 -.180 -1.518 ,133
X2 -128 0.079 -.389 -1,620 ,109
X3 ,119 ,086 ,364 1,138 ,170
Source: Research Data Processing Results, 2021
Based on table 4.15 it can be seen from the results of the heteroscedasticity test using the Glejser test, it is known that the significant value of the work stress variable is 0.133 0.05 or 5%, it is known that the significant value of the internal conflict variable is 0.109 0.05 or 5% and it is known that the significant value is on the organizational culture variable 0.170 0.05 or 5%, which means that this data does not have heteroscedasticity problems in this study.
29932 3. Multicollinearity Test.
The multicolliarity test aims to see whether there is a strong correlation between the dependent variable and the independent variable. Good research if there is no multicollinearity. Judging from the multicollinearity value of the tolerance value or VIF value. Research is considered not to have multicollinearity if the VIF value is less than 10.
Table 12. Multicollinearity Test Coefficientsa
Model
Unstandardized Coefficients
Standardized Coefficients
T Sig.
Collinearity Statistics
B Std. Error Beta Tolerance VIF
1 (Consta
nt) 0.936 1,147 .816 ,417
X1 ,179 ,081 ,180 2,221 0.029 ,355 2,881
X2 ,239 ,107 ,236 2,232 0.029 ,208 4,811
X3 ,545 ,116 ,542 4,684 ,000 ,173 5,768
Source: Research Data Processing Results, 2021
Based on table 4.16 it can be seen from the results of the multicollinearity test on the work stress variable (X1) with a tolerance value of 0.355 and a VIF value of 2.881, an internal conflict variable with a tolerance value of 0.208 and a VIF value of 4.811 and organizational culture variable with a tolerance value of 0.173 and The VIF value is 5.768 by looking at the tolerance value and the VIF value on the variables of work stress, internal conflict and organizational culture, so it can be concluded that in this study there were no symptoms of multicollinearity because the tolerance value for each variable was 0.1 and the VIF value was each variable 10.
4. Linearity Test.
The linearity test aims to determine whether the dependent variable and the independent variable have a linear relationship or not significantly.
Table 13. Linearity Test of Work Stress ANOVA Table
Sum of Squares df
Mean
Square F Sig.
Y*X1 Between Groups
(Combined) 206.384 7 29,483 18,353 ,000 linearity 198,689 1 198,689 123.684 ,000 Deviation from
Linearity 7,694 6 1,282 ,798 ,574
Within Groups 112,450 70 1,606
Total 318.833 77
Source: Research Data Processing Results, 2021
Based on the results of the linearity test in table 4.17, it shows that the deviation from linearity of work stress is 0.574 0.05 or 5%, meaning that the employee productivity variable (Y) and work stress (X1) have a linear relationship.
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Table 14. Internal Conflict Linearity Test ANOVA Table
Sum of Squares df
Mean
Square F Sig.
Y*
X2
Between Groups
(Combined) 236,236 7 33,748 28,601 .000 linearity 231.387 1 231.387 196,096 .000 Deviation
from Linearity
4.849 6 .808 .685 .662 Within Groups 82,598 70 1.180
Total 318,833 77
Source: Research Data Processing Results, 2021
Based on the results of the linearity test in table 4.18, it shows that the sig deviation from linearity of participatory internal conflict is 0.662 0.05 or 5%, meaning that the employee productivity variable (Y) and internal conflict (X2) have a linear relationship.
Table 15. Organizational Culture Linearity Test ANOVA Table
Sum of Squares df
Mean
Square F Sig.
Y*
X3
Between Groups
(Combined) 266,810 7 38.116 51,287 .000 linearity 255.305 1 255.305 343,527 .000 Deviation from
Linearity 11,506 6 1,918 2,580 .026
Within Groups 52.023 70 .743
Total 318,833 77
Source: Research Data Processing Results, 2021
Based on the results of the linearity test in table 4.19, it shows that the deviation from linearity in the performance of police officers and organizational culture is 0.026 0.05 or 5%, meaning that the employee productivity variable (Y) and organizational culture (X3) have a linear relationship.
4.2 Advanced Analysis
The further analysis in this research is multiple linear regression analysis.
a. Multiple Linear Regression Analysis
Multiple linear regression analysis was used to determine the effect of the independent variables, namely work stress, internal conflict and organizational culture on the dependent variable, namely the productivity of the Multi-Business Cooperative (KSU) employee in Alor Regency.
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Table 16. Multiple Linear Regression Test Results Coefficientsa
Model
Unstandardized Coefficients
Standardized Coefficients
t Sig.
B Std. Error Beta
1 (Constant) .936 1.147 .816 .417
X1 .179 .081 .180 2.221 .029
X2 .239 .107 .236 2.232 .029
X3 .545 .116 .542 4.682 .000
Source: Research Data Processing Results, 2021
Based on the results of data analysis as shown in table 4.20 above, the following multiple linear regression equation was obtained:
Y= 0.936 + 0.179X1 + 0.239X2 + 0.545X3+e
From the results of the regression equation above, it can be explained as follows:
1. The constant value of 0.936 means that if all the independent variables used in this study namely work stress, internal conflict, and organizational culture are constant or zero (0) then the value of the Y variable is 93.6%
2. The regression coefficient value of the work stress variable (X1) is 0.179. This value means that every increase in the work stress variable by one unit will result in an employee productivity variable experiencing an increase of 17.9%. The coefficient value is positive, meaning that there is a positive relationship between work stress and productivity. employee
3. The regression coefficient value of the internal conflict variable (X2) is 0.239. This value means that every increase in the internal conflict variable by one unit will result in an employee productivity variable increasing by 23.9%. The coefficient value is positive, meaning that there is a positive relationship between internal conflict and productivity. employee.
4. The regression coefficient value of the organizational culture variable (X3) is 0.545 this value means that every increase in the organizational culture variable by one unit will result in an employee productivity variable increasing by 54.5%, the value of this coefficient is positive, which means that there is a positive relationship between culture organization and employee productivity.
Coefficient of Determination (R2).
The coefficient of determination aims to measure how far the model's ability to explain the variation of the dependent variable. The value of the coefficient of determination is described in the following table:
Table 17. Coefficient of Determination (R2) Model Summary
Model R R Square
Adjusted R Square
Std. Error of the Estimate
1 .910a .828 .821 .86077
Source: Research Data Processing Results, 2021
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Based on the 17 output above, it is known that the Adjusted R Square value is 0.828, this means that the influence of the X1, X2, and X3 variables simultaneously affects the Y variable by 82.1%, while the remaining 17.9% is influenced by other factors not examined.
in this research.
b. Hypothesis test
Hypothesis testing is intended to test the effect of independent variables, namely work stress, internal conflict and organizational culture on the dependent variable, namely employee productivity. In this study, hypothesis testing was carried out using the t test (partial test) and the F test (simultaneous test).
1. t test (Partial Test).
The t-test or partial test is intended to test the first, second, and third hypotheses, namely to determine the effect of the independent variables individually on the dependent variable. The test is carried out by comparing the significance value of the t test (sig) with the alpha value with the following decision-making criteria:
1. If the significance value of the t test (sig) is less than or equal to the alpha value, then the hypothesis is accepted.
2. If the significance value of the t test (sig) is greater than the alpha value, then the hypothesis is rejected.
Table 18. Partial Test Results (t Test) Coefficientsa
Model
Unstandardized Coefficients
Standardized Coefficients
T Sig.
B Std. Error Beta
1 (Constant) .936 1.147 .816 .417
X1 .179 .081 .180 2.221 .029
X2 .239 .107 .236 2.232 .029
X3 .545 .116 .542 4.682 .000
Source: Research Data Processing Results, 2021 1. Work Stress Variable (X1).
The work stress variable has a significant effect on employee productivity with statistical tests through the t test with a significance level of 5% which has a probability value of 0.029 <0.05, this means that the work stress variable has a positive effect on employee productivity.
2. Internal Conflict Variable (X2).
The internal conflict variable has a significant effect on employee productivity with statistical tests through the t test with a significance level of 5% which has a probability value of 0.029 <0.05, this means that the internal conflict variable has a positive effect on employee productivity.
3. Organizational Culture Variables.
Organizational Culture variable has a significant effect on employee productivity with statistical tests through the t-test with a significance level of 5% which has a probability value of 0.000 <0.05, this means that the organizational culture variable has a positive effect on employee productivity.
29936 2. f test (simultaneous effect).
The F test was conducted with the aim of testing all independent variables, namely:
work stress, internal conflict and organizational culture on one dependent variable, namely employee productivity.
1. If sig. < than 0.05 then there is a significant effect of variable X simultaneously on variable Y.
2. If sig. > from 0.05 then there is no significant effect of variable X simultaneously on variable Y
Table 19. Simultaneous Test Results (Test f) ANOVAa
Model
Sum of
Squares df Mean Square F Sig.
1 Regression 264,005 3 88.002 118,773 .000b
Residual 54,828 74 .741
Total 318,833 77
Source: Research Data Processing Results, 2021 a. f test (simultaneous effect)
The F test was conducted with the aim of testing all independent variables, namely:
work stress, internal conflict, and organizational culture on one dependent variable, namely employee productivity.
1. If sig. < than 0.05 then there is a significant effect of variable X simultaneously on variable Y.
2. If sig. > from 0.05 then there is no significant effect of variable X simultaneously on variable Y
Based on the output above, it is known the value of sig. For the influence of work stress variables (X1), internal conflict (X2) and Organizational Culture (X3) simultaneously affect employee productivity (Y) is 0.000 < 0.05 so it can be concluded that H4 is accepted, which means there is an effect of variables X1, X2, X3 to variable Y.
c. Hypothesis Testing Results.
1. Hypothesis 1 Effect of work stress on employee productivity.
The results of hypothesis testing in accordance with table 4.24 above say that the work stress variable (X1) has an influence on the employee productivity variable (Y). This is evidenced by statistical testing where the work stress variable has a significant effect on employee productivity, with a statistical test through the t test with a significance level of 5% which has a probability value of 0.029 < 0.05, this means that the work stress variable affects employee productivity in Regency. Thus, hypothesis 1 has the effect of Employee Productivity on employee productivity, accepting the Alternative Hypothesis (Ha) and rejecting the null hypothesis (H0).
2. Hypothesis 2 Effect of internal conflict on employee productivity
The results of hypothesis testing in accordance with table 4.24 above say that the internal conflict variable (X2) has an influence on the employee productivity variable (Y). This is evidenced by statistical testing where the internal conflict variable has a significant effect on employee productivity, with statistical tests through the t test with a significance level of 5% which has a probability value of 0.029 <0.05, this means that the internal conflict variable affects employee productivity. Thus, hypothesis 2 has the
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effect of internal conflict on employee productivity, accepting the Alternative Hypothesis (Ha) and rejecting the null hypothesis (H0).
3. Hypothesis 3 The Effect of Organizational Culture on Employee Productivity
The results of hypothesis testing in accordance with table 4.24 above say that the organizational culture variable (X3) has an influence on the employee productivity variable (Y). This is evidenced by statistical testing where the Organizational Culture variable has a significant effect on the Performance of Police Members, with a statistical test through the t-test with a significance level of 5% which has a probability value of 0.000 <0.05, this means that the Organizational Culture variable has an effect on employee productivity. . Thus, hypothesis 3 has the effect of organizational culture on employee productivity, accepting the Alternative Hypothesis (Ha) and rejecting the null hypothesis (H0).
4. Hypothesis 4 Effect of work stress, internal conflict, and organizational culture on employee productivity.
The results of hypothesis testing in accordance with table 4.24 above say that the variables of work stress, internal conflict and organizational culture have an influence on the employee productivity variable (Y). This is evidenced by statistical testing where work stress, internal conflict and organizational culture on employee productivity. With a statistical test through the f test with a significance level of 5% which has a probability value of 0.000 <0.05, this means that work stress, internal conflict and organizational culture simultaneously affect employee productivity. Thus accepting the Alternative Hypothesis (Ha) and rejecting the null hypothesis (H0).
4.3 Discussion
Based on the results of research conducted onMulti-Business Cooperative (KSU) Budi ArthaIn Alor Regency, researchers only focus on the three variables, namely the first independent variable, namely Work Stress, Internal Conflict and Organizational Culture, while the dependent variable is Employee Productivity. In this discussion, the researcher will discuss the three variables and will relate the results of the study to previous research.
Based on the results of the reliability test analysis in table 4.13 above, it can be seen that the independent variables (Work Stress, Internal Conflict and Organizational Culture, Employee Productivity), have a valueCronbach's alpha is above the specified conditions of 0.6, then the three variables and the dependent variable are said to be reliable.
From the results of the research above, it can be seen that the reliability test in the independent variable and the dependent variable has a positive effect.
The results of the F test aim toknowing the effect of the independent variables, namely Work Stress, Internal Conflict and Organizational Culture together on the dependent variable, namely Employee Productivity atMulti-Business Cooperative (KSU) Budi ArthaAlor Regency.
Simultaneous F test results in table 4.23 above can be seen that the F test value is 88.002 with a small significant level of 0.000, it can be said thatJob Stress, Internal Conflict and Organizational Culturesimultaneously affect simultaneously so that it is concluded that H4 is accepted, While the t-count variable obtained a value of 0.816 with a significant level of 0.029 which is smaller than a significance level of 0.05. Thus, t count >
t table, it can be concluded thatWork StressinfluenceEmployee Productivity. With this it proves that the hypothesis is accepted, namelyWork StressinfluenceEmployee Productivity. While the variableInternal Conflicthas a t count of 0.239 with a significant level of 0.05. Thus, t count < t table. Based on the results of data analysis as shown in table 4.22 above, it is known that the t-count value is 0.179, significant is 0.029 where this value
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is smaller than the alpha value (0.179 <0.05), then the results of the study can be stated that there is a significant effect of the variable. Internal Conflict Against Employee Productivity. So that the decision for X2 is to accept Haand reject H0. At the Budi Artha Multipurpose Cooperative (KSU) in Alor Regency.
Based on the results of data analysis as shown in table 4.22 above, it is known that the t value is 0.179, significant is 0.029, where this value is smaller than the alpha value (0.179 > 0.05). Thus, the results of this study state the significant influence of the organizational culture variable on employee productivity. So that the decision for X3 is to accept Ha to accept H0. Employee Productivity variable at the Budi Artha Multipurpose Cooperative (KSU) Alor Regency.
V. Conclusion
From the results of data analysis and discussion described in the previous chapter, the following conclusions can be drawn:
1. Partially, the work stress variable has an effect on employee productivity (KSU) Budi Artha, Alor Regency for the 2017-2018 period. This is indicated by the significant value of the t test of 0.029 where this value is smaller than the 0.05 alpha value used. Thus, the work stress variable has a significant effect on employee productivity.
2. Partially Internal Conflict on Employee Productivity (KSU) Budi Artha, Alor Regency for the 2017-2016 period. This is indicated by the significance value of the t test of 0.029 where this value is smaller than the alpha value of 0.05. Thus, it can be concluded that the Internal Conflict partially on Employee Productivity.
3. Partially, the Organizational Culture variable affects the Employee Productivity (KSU) of Budi Artha, Alor Regency for the 2017-2018 period. This is indicated by the significance value of the F test of 0.000 where this value is smaller than the alpha value used.
4. Simultaneously on the variable work stress, internal conflict and organizational culture together affect employee productivity, this is indicated by a value of 0.000 <0.05 so it can be concluded that H4 is accepted.
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