146
The Influence of Work Discipline and Work Productivity on Employee Performance Work Motivation
Andi Anisah Rahmawati, Joko Suyono, Elok Damayanti, I Putu Artaya, Qausya Faviandhanis
Department of Management Faculty Economics of Business Narotama University, Surabaya, Indonesia
Jl. Arif Rahman Hakim No 51
andianisahr01@gmail.com, joko.suyono@narotama.ac.id, elok.damayanti@narotama.ac.id, putu.araya@narotama.ac.id, qausya@gmail.com
Abstract
Implementation of management based on its function to obtain the best human resources for the business we run and the best human resources can be maintained and continue to work together with the quality of work that is always constant or increasing.For an organization, human resources are subjects that play an important role, because they are managers and regulators of the course of work in an organization. The approach in this research is a quantitative approach and data collection is in the form of interviews and questionnaires.The population in this study were employees at LP2I, the sample used was 25 respondents. and the results of all this research can be said that work discipline and work productivity have a significant effect on employee performance
Keywords
Work Discipline, Work Productivity, Work Motivation, Employee Performance 1. Introduction
Implementation of management based on its function to obtain the best human resources for the business we run and the best human resources can be maintained and continue to work together with the quality of work that is always constant or increasing In an organization, discipline is an operative function, because the more disciplined employees are, the higher the work performance they will achieve and will create quality employees.
Without good employee discipline, it is difficult for a company to achieve optimal results. Work discipline is something that must be prioritized in every employee. Employee awareness is required to comply with applicable regulations. Regulations are very necessary to provide guidance and counseling for employees in creating good order in the company.Many internal and external aspects support the creation of effective and efficient work productivity in a company. Productivity is a mental attitude that has the view that today's life will be better than yesterday. Companies need good employee performance to improve the company in order to compete and be superior to other companies. To improve good performance, clear standards are needed so that they become a reference for all employees. Motivation is the process of influencing or pushing from the outside on a person or work group so that they want to carry out something that has been determined. The relationship between employee performance and motivation is very influential because without motivation, employee performance will decrease.
1.1 Theory Review 1) Work Discipline
Mangkuprawira, S., dan A.V. Hubeis, (2007) suggests that discipline is the nature of an employee who consciously obeys certain organizational rules and regulations. Discipline greatly affects employee performance because it is a form of training for employees in implementing government regulations. Factors affecting work discipline:
1. Ability goals, namely the goals to be achieved must be clear and ideally defined and challenging enough for the ability of employees.
2. Leadership is very instrumental in determining employee discipline, because leaders are used as role models and role models by their subordinates
3. Remuneration (salary and welfare) which influences employee discipline because remuneration will give employees satisfaction and love for the company or their work
Indicators of Work Discipline a. Time Discipline
147
Defined as an attitude or behavior that shows obedience to working hours which includes: attendance and compliance of employees during working hours, employees carry out tasks on time and correctly
b. Regulatory Discipline
Written and unwritten rules and regulations are made so that the goals of an organization can be achieved properly.
c. Responsibility Discipline
One form of responsibility from employees is the use and maintenance of equipment as well as possible so that it can support office activities to run smoothly
2) Work Productivity
Sinungan, Mochdarsah, (1997) that work productivity is the amount of output produced by a person as a whole in a unit of work time carried out including activities that are effective in achieving work results or performance sourced from inputs and using materials efficiently. Factors that influence:
1. Knowledge is the accumulation of the results of the educational process both formally and non-formally obtained
2. Skill is the ability and operational technical mastery of a particular field that is of a work nature 3. Abilities are formed from a number of competencies possessed by an employee
4. Attitude is a habit that has a pattern. If employees have good habits, it can guarantee good work behavior as well.
5. Behavior (behaviors) is a person's attitude if a good attitude will produce good behavior as well. With good behavior, work productivity will be created efficiently.
3) Work Motivation
Salidi Samsudin, (2010) that motivation is the process of influencing or pushing from the outside on a person or work group so that they want to carry out something that has been determined. The relationship between employee performance and motivation is very influential because without motivation, employee performance will decrease. Work Motivation Indicator :
1. The driving force is a kind of instinct, in the form of a driving force to move someone to behave in order to achieve a goal
2. Willingness is the urge to do something because it is influenced from outside (people and the environment).
3. Willingness, which is a form of approval for someone else's request so that he/she grants the request without feeling compelled (sincere)
4. Forming expertise, namely the process of creation, the process of changing one's skills in a field of knowledge
5. Forming skills, namely one's ability to perform complex and neatly arranged patterns of behavior smoothly and in accordance with the circumstances to achieve certain results or achievements.
4) Employee Performance
According to Edy, (2016) performance is "as a result that has been achieved by someone from work behavior in carrying out work activities". Factors that affect employee performance:
1. Discipline is a very important attitude that must be met by every employee
2. Work motivation is an impulse that arises in every individual consciously or unconsciously in doing a job with a specific goal.
3. Compensation or Incentives that can certainly affect employee performance
148 1.2 Conceptual Framework
Figure 1.
1.3 Hypothesis
H1: Work discipline has a significant effect on employee work motivation H2: Work discipline has a significant effect on employee performance H3: Work productivity has a significant effect on employee work motivation H4: Work productivity has a significant effect on employee performance H5: Work motivation has a significant effect on employee performance 2. Methodology
2.1 Research object
The object of this research is the subject matter to be investigated to obtain data in a more focused manner. The object of this research is the employee at the Indonesian Taxation Training Institute (LP2I), an institution engaged in tax seminar training. The population is a generalization area consisting of objects or subjects that have certain quantities and characteristics determined by researchers to be studied and then conclusions are drawn (Sugiyono, 2016). The sample is part of the number and characteristics possessed by the population (Sugiyono, 2019) .
2.2 Types, Sources and Techniques of Data Collection 1) Data Type
secondary data is a type of data in research based on how to obtain it and collected the source of research data through other parties or indirectly and primary data is a source of data obtained through directly from the original source in the form of interviews, as well as the results of observations.
2) Data source
The data source is the subject from which the data is obtained. And the data used in this study is by means of questionnaires and interviews with one of the LP2I employees.
3) Data collection technique
Questionnaire is a way to collect information from large quantities and is relatively cheap, fast and efficient and Interview which is a question and answer activity orally to get information.
4) According to Asep Hermawan stated that operations as an explanation of how to measure variables, can be done with numbers or certain attributes.
2.3 Data analysis technique
1) Data analysis techniques are methods used to process data into information that is easy to understand and useful as a solution to problems.In this study using quantitative data analysis techniques. Quantitative data analysis techniques are data analysis activities that process numerical data such as the use of statistical data and data from respondents' survey results.
2) Validity test is the accuracy of an instrument in measurement and reliability test is used to determine the consistency of the measuring instrument that is determined to be consistent if the measurement is repeated 3) Multiple Linear Analysis
That is a linear relationship between two variables or more independent variables (X1, X2, X3, ... Xn) with the variable (Y). The purpose of multiple linear analysis is to measure the intensity of the relationship between two or more variables and make an approximate prediction of the value of X over Y.
4) Classic assumption test
Namely the statistical requirements that must be met in multiple linear analysis based on Ordinary Least Square (OLS)
149 1.Normality test
Is to see whether the residual value is normally distributed or not. Normality test because it is not done for each variable but for the residual value.
2.Multicollinearity Test
Designed to determine whether there is a high correlation between independent variables in multiple linear regression models. If there is a high correlation between the independent variable and the dependent variable is disturbed.
3.Autocorrelation Test
To see whether there is a correlation between a period t and the previous period (t-1).
5) Coefficient of Determination Is an indicator used to describe some of the many variations described in the model.
1.The t test is one of the research hypothesis tests in simple and multiple linear analysis and the F test is a test used to see how the influence of all the independent variables together on the dependent variable.
3. Result and Discussion 3.1 Validity Test
According to Ghozali, (2009) states that the validity test is used to measure the validity or validity of a questionnaire.
Tabel 1. Validity Test
Variable Corrected Item Table R value Information
X1.1 0.641 0.396 Valid
X1.2 0.675 0.396 Valid
X1.3 0.530 0.396 Valid
X1.4 0.417 0.396 Valid
X1.5 0.559 0.396 Valid
X2.1 0.645 0.396 Valid
X2.2 0.559 0.396 Valid
X2.3 0.512 0.396 Valid
X2.4 0.649 0.396 Valid
X2.5 0.644 0.396 Valid
Y1.1 0.387 0.396 Invalid
Y1.2 0.687 0.396 Valid
Y1.3 0.801 0.396 Valid
Y1.4 0.785 0.396 Valid
Y2.1 0.667 0.396 Valid
Y2.2 0.625 0.396 Valid
Y2.3 0.719 0.396 Valid
Y2.4 0.791 0.396 Valid
3.3 Reliability Test
Azwar, (2003) states that reliability is one of the main characteristics or characteristics of a good measurement instrument
Reliability Statistics Cronbach's Alpha N of Items
.817 21
From the results of the reliability test which states the results of the variables X and Y produce an alpha combrach value > 0.06 . So it can be concluded that in this research is stated reliable..
3.4 Multiple Linear Regression Analysis Test
Multiple Linear Regression Analysis is used to determine how much influence the independent variable (X) has on the dependent variable (Y). The following is a general multiple linear regression equation:
Y = a + β1X1 + β2X2 + e atau Y = 7.125 + 0.032 X1 + 0.471 X2 + e
150
Table 2. Multiple Linear Regression Analysis Test
Based on the table above, it can be seen that the constant value (a value) is 7.125 and the value of 1 is 0.032 while the value of 2 is 0.471. The positive constant value of 7.125 indicates a significant effect on the independent variable Work Discipline (X1). And no significant effect on the independent variable Work Productivity (X2)
3.5 Classical Assumption Test
The classical assumption deviation test was carried out to find out some deviations that occurred in the data used for research. This is so that the regression model is BLUE (Best, Linear, Unbiased, Estimated).
1) Normality Test.
The normality test aims to test whether in the regression model, the confounding or residual variables have a normal distribution. It is known that the t and F tests assume that the residual value follows a normal distribution. If the assumption is violated, the statistical test becomes invalid for a small number of samples (I.
Ghozali, 2018)
Tabel 3. Normality Test One-Sample Kolmogorov-Smirnov Test
Unstandardized Residual
N 25
Normal Parametersa,b Mean .0000000
Std. Deviation 1.63205767
Most Extreme Differences Absolute .130
Positive .130
Negative -.094
.130
Asymp. Sig. (2-tailed) .200c,d
From the results of the normality test using the Kolomogrov-Smirnov method, a significant result from the normality test was 0.200. Where the results are greater than the significant level of 0.05, so it can be concluded that the normality test in this study is normally distributed.
Multicollinearity Test According to Danang Sunyoto, (2016) explaining that the multicollinearity test is applied to multiple regression analysis consisting of two or more independent variables or independent variables (X1,2,3,...,n) where the closeness of the relationship between independent variables will be measured. through the magnitude of the correlation coefficient (r).
Tabel 4. Multicollinearity Test Coefficientsa
Model
Collinearity Statistics Tolerance VIF Disiplin Kerja .860 1.163 Produktivitas Kerja .860 1.163 a. Dependent Variable: Kinerja Karyawan
From the results of the calculations in the table of multicollinearity test results for Work Discipline (X1) and Work Productivity (X2) variables, it shows that 0.860 is smaller than 10, so the data can be said that all variables do not occur multicollinearity.
2) Heteroscedasticity Test
According to Danang Sunyoto, (2016) explaining that the heteroscedasticity test in the homepage regression equation also needs to be tested regarding the variance of the residuals from one observation with
Coefficientsa
Model
Unstandardized Coefficients
Standardized Coefficients
T Sig.
B Std. Error Beta
1 (Constant) 7.125 4.729 1.507 .146
Disiplin Kerja (X1) .032 .219 .027 .147 .884
Produktivitas Kerja (X2) .471 .147 .590 3.209 .004
a. Dependent Variable: Kinerja Karyawan (Y2)
151
another observation. If the residuals have the same variance, it is called homoscedasticity and if the variances are not the same or different, it is called heteroscedasticity. A good regression equation if there is no heteroscedasticity
Tabel 5. Heteroscedasticity Test Coefficientsa
Model
Unstandardized Coefficients
Standardize d Coefficients
t Sig.
B Std. Error Beta
1 (Constant) 7.125 4.729 1.507 .146
Disiplin Kerja .032 .219 .027 .147 .884 Produktivitas
Kerja
.471 .147 .590 3.209 .004
a. Dependent Variable: Kinerja Karyawan
From the results of the Heteroscedasticity test using the Glacier test, it shows that the X1 variable (work discipline) is significant at 0.884 above the significant standard, namely 0.05 and X2 (work productivity) 0.004 which shows that it is not significant to the heteroscedasticity test because it is below the significant standard, which is 0.05.
3) Coefficient of Determination
According to Mudrajad Kuncoro, (2013) Correlation coefficient test is used to measure how far the model's ability to explain the variation of the dependent variable. The value of the coefficient of determination / R2 is in the range of zero (0) and one (1). If the coefficient of determination is close to zero (0), it means that the model's ability to explain the dependent variable is very limited. Conversely, if the value of the coefficient of determination of the variable is close to one (1), it means that the ability of the independent variable to cause the existence of the dependent variable is getting stronger.
Tabel 6. Coefficient of Determination Model Summaryb
Model R R Square
Adjusted R Square
Std. Error of the Estimate
1 .601a .361 .303 1.705
a. Predictors: (Constant), Produktivitas Kerja, Disiplin Kerja b. Dependent Variable: Kinerja Karyawan
From the data above, the Adjust R square value is 0.303, which means that the effect of the independent variable (X) on the dependent variable (Y) is 30.3%.
3.6 T Test
The t-test (t-test) tests the regression coefficients partially, this test is conducted to determine the partial significance of the role between the independent variables on the dependent variable by assuming that other independent variables are considered constant..
Tabel 7. Test Coefficientsa
Model
Unstandardized Coefficients
Standardized Coefficients
T Sig.
B Std. Error Beta
1 (Constant) 7.125 4.729 1.507 .146
Disiplin Kerja .032 .219 .027 .147 .884
Produktivitas Kerja .471 .147 .590 3.209 .004
a. Dependent Variable: Employee Performance
1. Influence of work discipline variable (X1) on Employee Performance (Y2) The results of the analysis of the work discipline variable obtained an insignificant value of 0.884, greater than 0.05, which means that the work discipline variable (X1) has no significant effect on employee performance (Y2).
152
2. Effect of Work Productivity (X2) on Employee Performance (Y2)The results of the analysis of the work productivity variable obtained a significant value of 0.004 smaller than 0.05, which means that the work productivity variable (X2) has a significant effect on employee performance (Y2)
3.7 F Test
The F test or the coefficient of reference together is used to determine whether the independent variables together have a significant effect on the dependent variable. According to Imam Ghozali, (2011) the goodness of fit test is carried out to measure the accuracy of the sample regression function in estimating the actual value statistically. The goodness of fit model can be measured from the F statistic value which shows whether all the independent variables included in the model have a joint influence on the dependent variable
Tabel 3.6 F Test ANOVAa
Model Sum of Squares df Mean Square F Sig.
1 Regression 36.073 2 18.037 6.207 .007
b
Residual 63.927 22 2.906
Total 100.000 24
a. Dependent Variable: Kinerja Karyawan
b. Predictors: (Constant), Produktivitas Kerja, Disiplin Kerja
Based on the test results in the table above, it can be seen that the Fcount value of 6.207 with a significant level of 0.007 is smaller than 0.05, it can be concluded that the variables of Work Discipline (X1) and Work Productivity (X2) together have a significant effect on Employee Performance (Y2).
1) Effect of work discipline variable (X1) on Employee Performance (Y2)
The results of the analysis of the work discipline variable obtained an insignificant value of 0.884, greater than 0.05, which means that the work discipline variable (X1) has no significant effect on employee performance (Y2)
2) Effect of Work Productivity (X2) on Employee Performance (Y2)
The results of the analysis of work productivity variables obtained a significant value of 0.004 smaller than 0.05, which means that the work productivity variable (X2) has a significant effect on employee performance (Y2)
3) Based on the table above, it can be seen that the constant value (a value) is 7.125 and the value of 1 is 0.032 while the value of 2 is 0.471.
The positive constant value of 7.125 indicates a significant effect on the independent variable Work Discipline (X1). And no significant effect on the independent variable Work Productivity (X2)
4. Conclussion
Based on the results of the analysis that has been carried out by researchers regarding " Effect Of Work Discipline and Work Productivity On Work Motivation And Performance In Employees ", among others:
1) The results of the t test can be concluded that the work discipline variable (X1) has no significant effect on employee performance (Y2)
2) And the work productivity variable (X2) has a significant effect on employee performance (Y2) 3) From the results of the F test for work discipline variables (X1)
4) work productivity have a significant effect on employee performance (Y2) References
Azwar, S. (2003). Metode Penelitian. Pustaka Pelajar.
Danang Sunyoto. (2016). Metodologi Penelitian Akuntansi. PT Refika Aditama Anggota Ikap.
Edy, S. (2016). Manajemen Sumber Daya Manusia. Kencana Prenada Media Group.
Ghozali, I. (2018). Aplikasi analisis multivariate dengan program ibm spss 25 (9thed.). Badan Penerbit Universitas Diponegoro.
Ghozali, Imam. (2009). Aplikasi Analisis Multivariate Dengan Program SPSS. 100–125.
Ghozali, Imam. (2011). Aplikasi Analisis Multivariate Dengan Program SPSS.
Mangkuprawira, S., dan A.V. Hubeis. (2007). Manajemen Mutu Sumber Daya Manusia. Penerbit Ghalia Indonesia.
Mudrajad Kuncoro. (2013). “Metode Riset untuk Bisnis dan Ekonomi” Edisi 4. Erlangga.
Salidi Samsudin. (2010). Manajemen Sumber Daya Manusia. Penerbit Pustaka Setia.
153
Sinungan, Mochdarsah. (1997). Produktivitas Apa dan Bagaimana. Bumi Aksara.
Sugiyono. (2016). Metode Penelitian Kuantitatif, Kualitatif dan R&D. PT Alfabe.
Sugiyono. (2019). Statistika untuk Penelitian. CV. Alfabeta.
Biography / Biographies
Andi Anisah Rahmawati , born in Surabaya 01 November 1998 , the author is a graduate of SMAS Wachid Hasyim 1 Surabaya. In 2017 the author continued his education at a private university majoring in Management, Faculty of Economics and Business at Narotama University.
Joko Suyono, is a lecturer at Narotama University, Surabaya, Indonesia. He is also as head of Master of Management at Narotama University, Surabaya, Indonesia. He got a bachelor's degree in business administration and also accounting, he got a master's degree in industrial management and also in marketing management, and he got a doctoral degree in business administration. Prior to becoming a lecturer, he is a practitioner as senior manager in some multinational corporation such as Stanley Works Indonesia (USA Company), Ericsson Indonesia (Europan Company) and Loutus Indah Textile Industries, a multinational company in the textile, spun yarns.
Elok Damayanti , graduated at Universitas Surabaya (UBAYA) and then continued her study at Sekolah Tinggi Ilmu Ekonomi YAPAN, Surabaya. She completed her Master’s Degree of Management at Narotama University.
She focuses in Human Resources Management, Business English, Business Management and Business Administration. Previously she was a Head of Treasury at Public Service Commision, a government-own organization. At present she is a Lecturer at the Economy and Business Faculty at Narotama University. In addition, she is a Head of ASEAN Study Centre, responsible for the ASEAN cooperation, information and studies. Also as a Head of National Partnership, responsible for the domestic cooperation at the University.
I Putu Artaya. born in Jakarta on June 29, 1966, obtained a master's degree in human resource management from Narotama University, Surabaya, in 2002. An economics degree in marketing management from the same campus, graduated in 1991. Besides teaching, he was also active in activities research, as a researcher and as a principal researcher. Other activities carried out are routine writing books, and the most phenomenal is the book entitled Salesmanship - Building a Sales Network, Optimizing small business centers in the field of food security and much more
Qausya Faviandhani, born in Mataram December 26, 1985. Obtained of Master degree in Management from Airlangga University, Surabaya in 2012. Bachelor of Management Economics from Bina Nusantara University, Jakarta in 2009. Apart from teaching he is director of Marketing at PT. Lombok NTB Pearls, CEO of Gili Escape Hotel and many more
