Progress Conference Volume 2 Number 2, August 2019| 255
Effect of Discipline, Work Stress, And Compensation Against Employee Performance At Sumbersari Puskesmas Subdistrict Lumajang Rowokangkung
Anisa Arifianda1, Nawangsih2, Jessi Irwanto3 STIE Widya Gama Lumajang
Abstract
This study was to Determine the effect of discipline, work stress, and compensation on employee performance at Sumbersari Health Center, Rowokangkung Subdistrict, Lumajang Regency. This research is a quantitative research and has the aim to test the causal relationship between the independent variables on the dependent variable either partially or simultaneously. This study uses samples saturated the which means using the entire population as a sample of 48 respondents. The analytical method used is multiple linear regression analysis. The results Showed that simultaneous discipline, work stress, and compensation had a significant effect on employee performance.
Partially the discipline has a significant effect on employee performance, while work stress and compensation have no significant effect on employee performance. thus,
Keywords: Discipline, Job Stress, Compensation, Employee Performance
INTRODUCTION
The era of competition is getting tougher every aspect of life, also affect the competition in the business world, especially the field of health services, one of which is Central Public Health (HEALTH), because at this time the health center is required to run the business effectively and efficiently to stay afloat stand and not to compete with other similar health center in compete for market share. Aspects of human resources is one of the most important resources for the development of a community health center.
This is due to the human is a potential resource to be developedcontinuously in any work activities.
Although it is using modern technology automatically, but without the support of qualified human resources the agency can not be run with the maximum.
Every organization always expects its employees to have merit, because by having employees who excel will deliver optimum value for the company. Job performance is influenced by factors such as a supporting discipline. But the behavior of the existing personnel is found still much to give indications are not good, for example: there are employees who often arrive late to work, an employee of a passive attitude towards work, employees who do not timely in completing the work and leave assignments during working hours without legal information. Some of these things, they cause an employee be disciplined at work. According toIrham Fahmi (2016: 65) Discipline is the level of compliance and adherence to rules and regulations, and are willing to accept sanctions or penalties if the violation of the rules set out in the discipline. Each leader always insisted that its employees have good discipline, so that the performance of these employees can be resolved properly and timely.
In addition to the discipline that becomes a problem for the leadership of the health center there is still more to be considered by a personnel manager that the work stress experienced by employees.
Progress Conference Volume 2 Number 2, August 2019| 256 According to Muhammad Busro (2017: 38) states that stress is an unpleasant emotional situations experienced by individuals when requirements are not balanced with the ability dimiiki to resolve the situation.
One effort to improve employee performance, which made the company when the stress experienced by employees not affect performance that companies need to approach employees to not hurt the company, namely the existence of the compensation. Therefore the organization's attention to regulation of rational and fair compensation is necessary, because the indirectly company can provide on employee morale so passionate employees to improve their performance.
According toHasibuan (in Arfindy Parerung, Adolfina and Peggy A. Mekel, 2013: 854) states that compensation is all the income in the form of money, goods directly or indirectly received by employees as a reward for services rendered to the company.
The objectives of this study include: (1) To know there is a significant influence on the performance discipline employees Sumbersari sub-district Puskesmas Rowokangkung Lumajang. (2) To know there is a significant effect of work stress on employee performance Sumbersari sub-district Puskesmas Rowokangkung Lumajang. (3) To know there is a significant effect of compensation to employee performance Sumbersari sub-district Puskesmas Rowokangkung Lumajang. (4) To know there are significant discipline, work stress and significant compensation together - equal to employee performance Sumbersari sub-district Puskesmas Rowokangkung Lumajang.
METHODS
This type of research is quantitative research to look for a causal relationship. Causal relationship that is called a causal relationship. So here are the independent variables (variables that affect) and dependent (influenced) Sugiyono (2014: 37). Thus this study using multiple linear regression analysis.
The research location is in the sub-district Puskesmas Rowokangkung Sumbersari Lumajang.
Researchers chose the location of this research for the Employee Performance per year has increased and decreased.
In this study population was all employees in the health center Rowokangkung Sumbersari Subdistrict Lumajang. The sampling technique used in this study non probability sampling using saturated sample. Saturated samples is a technique of determining when all members of the population used as a sample. This is done when the number of relatively small populations or research to make generalizations with a very small error. Other terms of the saturated sample census, where all members of the population sampled (Sugiyono, 2014: 85). So the sample size in this study were 48 respondents. Step analysis of research data consists of test instrument, the classical assumption test, multiple linear analysis, hypothesis testing and coefficient of determination.
RESULTS AND DISCUSSION
Research Instruments Testing Results. Based on data from recapitulation of validity can be known the magnitude of the correlation coefficient of whole grains statements consisting of five (5) a statement to the variable Discipline, five (5) a statement to the variable Job Stress, 6 (six) statement to the variable compensation, and 4 (four ) statement to the employee's performance. From the calculation of the correlation coefficient, whole grains have a statement rhitung greater than
Progress Conference Volume 2 Number 2, August 2019| 257 rminimal (0.3). Discipline variable validity test results (X1) obtained for the count r (X1.1) 0.603, to (X1.2) of 0.752, to (X1.3) of 0.614, and for (X1.4) of 0.706, for ( x1.5) of 0.499. Validity test results Job Stress variable (X2) obtained rhitung to (X2.1) of 0.721, (X2.2) of 0.675, and for (X2.3) of 0.642, to (X2.4) of 0.594, to (X2 , 5) equal to 0.699. Validity test results variable compensation (X3) obtained rhitung to (X3.1) of 0.680, (X3.2) of 0.691, and for (X3.3) of 0,597, to (X3.4) of 0.689, and for (X3 .5) amounted to 0,550, for (X3.6) of 0.633. Validity test results variable employee performance (Y) obtained rhitung for the first statement (Y1) of 0.667, for the second statement (Y2) amounted to 0,646, for the third statement (Y3) of 0.714, for the third statement (Y4) of 0.774, all of which have significance level of 0.000 or below 5%.
Thus the whole point statement that declared invalid. In conclusion the whole grain statements contained in the instrument can be declared fit for use as a research instrument because it can collect data or information required.
Based on the recapitulation of the reliability test showed Cronbanch's Alpha reliability coefficients for the variables of Discipline (X1) of 0.626, Job Stress variable (X2) is 0.679, the variable compensation (X3) of 0.715, and a variable Employee Performance (Y) of 0.651. Nugroho (2011:
33), the early stages of research, the reliability value 0.401 up to 0.60 are considered quite reliable, and for the reliability value 0.601 up to 0.80 are considered reliable, while the reliability value 0.801 up to 1.00 means very reliable.
Test Results Assumptions. Results of testing the normality of the data shows that in the normal probability plot graphs dots spread around the diagonal line and follow the direction of a diagonal spread, so did the histogram graph that gives a normal distribution pattern (no slope). The second graph shows that the regression model unfit for fulfilling normality. Based on standardized regression residuals histogram data normality is indicated by a bell-shaped image and a standard deviation of the mean right there in the middle. Based on test results showed that all variables used as predictors of the regression model showed VIF under 10, where the variable Discipline (X1) obtained a value of 1.149, work stress variables (X2) obtained a value of 1, 076 and variable compensation (X3) obtained a value of 1.101. While the tolerance value close to 1, wherein the variable Discipline (X1) obtained a value of 0.870, work stress variables (X2) obtained a value of 0,929 and variable compensation (X3) obtained a value of 0.908. This means that the independent variables used in the study did not show any symptoms or acquitted multikolinearitas multikolinieritas. So, all the independent variables in this study are the variables are mutually independent, so it can be continued in a multiple linear regression testing. Based on test results heteroskedastisity on this research, shows there is no clear pattern of the dots. This shows that the regression model did not have symptoms of heteroscedasticity,
Results of Multiple Linear Regression Analysis.The results of the regression analysis to formulate a multiple regression equation as follows:
Y = 7.519 + 0,356X1 + 0,028X2 + 0,075X3
Hypothesis Testing Results. The first hypothesis, the t test results on Discipline variable (X1) obtained the value t = 3.349 with 0.002 significance. By using a significance limit of 5% or 0.05 ± 2.012 obtained ttable, This means that t (3.349)> t table (2.012), which means that H0 is rejected and Ha accepted,With a significance level of 0.002 which is below the 0.05 limit, it can be concluded that there are significant disciplinary effect on employee performance in the sub-district Puskesmas Rowokangkung Sumbersari Lumajang, The second hypothesis, the results of the t test for Job Stress variable (X2) obtained the value t = 0.299 with a significance level of 0.767. By using
Progress Conference Volume 2 Number 2, August 2019| 258 significantly limit of 5% or obtained ttabel 0.05 ± 2.012. This means that t (0.299) lies between ± ttabel (2,012), which means that H0 is accepted and Ha rejected. With a significance level of 0.767 which is above the 0.05 limit, it can be concluded that there is no partial effect of work stress significantly to the performance of employees at the District Health Center Rowokangkung Sumbersari Subdistrict Lumajang. The third hypothesis, the results of the t test for variable compensation (X3) obtained the value t = 0.977 with a significance level of 0.334. By using significantly limit of 5% or obtained ttabel 0.05 ± 2.012. This means that t (0.977) located between ttable (1, 990), which means that H0 is accepted and Ha rejected. With a significance level of 0.334 which is above the 0.05 limit, it can be concluded that there is no partial effect significant compensation to employee performance at the sub-district Puskesmas Rowokangkung Sumbersari Subdistrict Lumajang.
F test results on the study variables obtained value of F = 5.475 with a significance level of 0.003.
By using a significance limit of 5% or 0.05 Ftabel obtained by 2.82. This means Fhitung 5,475>
2,82 Ftabel which means H0 is rejected and Ha accepted. With a significance level of 0.003 which is below the 0.05 limit, it can be concluded that there are significant discipline, work stress, and simultaneously a significant compensation to employee performance at the sub-district Puskesmas Rowokangkung Sumbersari Lumajang.
From the results of calculations using SPSS version 21, it can be seen that the coefficient of determination (R Square) obtained at 0.272. This means that 27.2% of employee performance can be explained by the discipline, work stress, and compensation, while the remaining 72.8% of employee performance is influenced by other variables not examined in this study, such as leadership, work environment, and more.
Discussion
Generally, this study shows the results of the descriptive analysis that condition the respondents' assessment of the variables of this research in general is good. It can be shown from the high number of responses from respondents' agreement to the conditions of each study variable. From these results further showed that discipline variables have a significant influence on employee performance at sub-district Puskesmas Rowokangkung Sumbersari Lumajang. While two independent variables, the stress of work and compensation do not have a significant effect on the performance of employees at the District Health Center Rowokangkung Sumbersari Lumajang.
According to Handoko, Hani (2011: 208) is the discipline of management activities to run the organizational standards. There are 2 types of disciplinary action, namely preventive and korektip.
According Singodimedjo (in Sutrisno, Edi 2016: 86) discipline is the attitude of discipline and a willingness to abide by and comply with regulatory norms prevailing around it.Hypothesis testing results show that the discipline of a significant effect on employee performance at sub-district Puskesmas Rowokangkung Sumbersari Lumajang. These results are relevant to the results of research conducted byZainul Hidayat, Muchamad Taufiq (2012, with the results showing that labor discipline has a dominant influence on employee performance.In this study, discipline affect the performance of employees at the Health Center Sumbersari District of Rowokangkung Lumajang due in Lumajang already using the application of Information Systems Presence Lumajang (SiPerlu) so that employees who work in the sphere of government will inevitably have to comply with and carry out the working hours that have been determined, the Friday morning exercise every day, their activity mosquito nest eradication (PSN) traveling to every hamlet held every Friday which is an internal regulation of PHC Sumbersari, their pegawasan and monthly monitoring
Progress Conference Volume 2 Number 2, August 2019| 259 conducted by the puskesmas who make employees more work harder and more diligently so as to improve the moral character of each employee.
According to Handoko, Hani (2011: 200) stress is a condition that affects the emotional tension, the process of thinking and the person's condition. Stress is too big affect a person's ability to deal with the environment.Hypothesis testing results showed that job stress had no significant effect on employee performance in PHC Sumbersari. These results are not relevant to the results of research conductedRahmila Sari, et al (2012), with the results showing work stress dignifikan partially influence on employee performance. In this study, occupational stress has no effect on the performance of employees at the health center Sumbersari due to a comfortable working environment and workload to employees are in accordance with the abilities of each employee, there is also a refreshing each year for all employees in the clinic so that no employee who feels burdened moreover until there was a sense of stress while at work, every employee should be able to set the time as possible so as to avoid delays in completing the task that has been given.
According Tohardi (in Sutrisno, Edi 2016: 182) argues that the compensation is calculated based on job evaluation, job evaluation Based on the compensation formula is intended to obtain compensation approaching the feasibility (worth) and justice (equality). Hypothesis testing results show that the compensation does not significantly influence employee performance Sumbersari health center. These results are supported by research conducted byWindy Aprilia Murty (2012), the results showed that partial conclusioncompensation does not significantly influence employee performance.In this study, the compensation does not affect the performance of employees at the health center Sumbersari compensation system applied here in accordance with the Legislation in force and adjusted by the Minimum Wage (UMR) in Lumajang, because they fall within the scope of government it is obliged to follow the rules which has been established by the Regional Government on the compensation, either in the form of wages / salary, bonuses, rewards or reward, and so forth.
CONCLUSION
This study aims to demonstrate a significant effect of discipline, work stress, and compensation to employee performance at the sub-district Puskesmas Rowokangkung Sumbersari Lumajang.
The first results of hypothesis testing using multiple linear regression method states that partially Discipline significant effect on the performance of employees at the District Health Center Rowokangkung Sumbersari Lumajang. The results of the second and third hypothesis testing using multiple linear regression method states that partial compensation of job stress and no significant effect on the performance of employees at the District Health Center Rowokangkung Sumbersari Lumajang. The results of the fourth hypothesis testing using multiple linear regression method states that simultaneous discipline, work stress, and affect the performance of employee compensation in the sub-district Puskesmas Rowokangkung Sumbersari Lumajang.
The function of the resulting linear regression is Y = 7.519 + 0,356X1 + 0,028X2 + 0,075X3. This means This means that 27.2% of employee performance can be explained by the independent variables are disciplined, work stress, and compensation of 72.8% of employee performance is influenced by other variables not examined in this study, such as leadership style, environment labor and others.
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