|
|
INTERNATIONAL JOURNAL OF SOCIAL SERVICE AND
RESEARCH
|
Jumbratu Rahma
Faculty of Economics, Teuku Umar University, Aceh,
Indonesia
Email: [email protected]
Abstract
This is a lesson aims
to confirm and check the impact of incentives and work discipline in the
workplace employee show productivity. This special location study finished in
land office (BPN) of West Aceh Regency. This study's sample consisted of all
employees land office (BPN) of West Aceh Regency, totaling 37 people, sampling
Saturated Sampling was used in this study (Non Probability Sampling). The
variables in this study are as follows reward (X1), work discipline (X2), as
well as employee performance productivity (Y). The result of multiple linear
regression analysis in this research explain that the prize and work Variable
discipline has positive influence on employee performance productivity with the
equation Y = 8.096 + 0.483X1 + 0.315X2 +
e. Based on t and f. test outcomes is stated that reward variable as well
as several work disciplines or simultaneously (simultaneously) have a
significant and positive influence in terms of employee performance
productivity, this can be proven by the reward variable tcount > ttable
(4,651 > 2.03224), and the work discipline variable tcount
> ttable (2.584 >
2.03224), and the f test results are proven by Fcount > Ftable
or 76,359 > 3.27 and the significance level is less than 0.05. And The
coefficient of determination test results show that
ability of the reward variable (X1) and exertion discipline (X2)
in explaining the employee productivity variable (Y) was 80.7% and the
remaining 19.3% was not explained as determined by another variable discussed
in this research.
Keywords: reward; work discipline; employee performance
productivity
Received 20
October 2021, Revised 7 November 2021, Accepted 10 November 2021
INTRODUCTION
The role of human resource management in an
agency has begun to get the attention of several academics (Abdullah,
2017). Especially in the current
era of globalization where the existence of Human Resources is the main thing
in the success and success of the agency. HRM (Human Resource Management) in an
agency should be supervised by professionals to achieve a balance between the
needs and demands of employees and the capabilities of an organization (Riniwati,
2016). Expectations of good performance productivity about employees are not
spared because of how a company rewards and applies
work discipline to its employees. The basis for an agency to be able to achieve
success in terms of competition is how a company manages the company's
resources. There are various factors that can affect employee performance
productivity, including rewards and work discipline.�
The reward can be in the form of an appreciation
given by the agency to its employees in order to motivate employees to increase
their productivity (Tangkuman,
Tewal, & Trang, 2015). Agencies can also provide rewards to employees for working and their
dedication is able to be a role model for other employees. Rewards are given to
employees in the hope that increasing progress at work will automatically
advance the company (Lina,
2014).
The reward is the provision of remuneration or
appreciation provided by the agency to its employees because of the achievement
of the work that has been done by employees with the aim that employees are
more active in improving or improving their performance in the world of work
that advances the company automatically (Armstrong,
2010). The rewards given by the land office (BPN) of West Aceh district to
employees are in the form of promotions, disciplined and obedient ASNs, bonuses
in the form of money given to employees for completed work and
responsibilities, and rewards in the form of praise given by superiors to
employees. Employees in front of colleagues for the performance of employees in
completing the tasks provided.
Work Discipline is another factor that influences
employee performance and productivity. Work discipline is very important
because employees with work discipline produce quality work, large quantity of
work, and a reasonable amount of working time and great responsibility for the
work that has been delegated to them so that they can increase employee
performance productivity and support the realization of agency goals (Syafrina,
2017). As a result, discipline can be said to be the key to success so that
the goals of an agency can be achieved (Sulaksono,
2015). Discipline in work becomes a medium by leaders in conveying and
persuading employees to obey the rules that have been set previously (Kusumastuti,
2021).
The Land Office (BPN) is a National Land Agency
located in the Regency/City environment to carry out registration of land
rights and maintenance of general registers of land registration. In carrying
out its duties and obligations in each region, namely by establishing a
National Land Agency institution in the province as well as a land agency in
the district/city, one of which is located in the Meulaboh
area, Kab. West Aceh. Currently, there are 37
employees working at the land office (BPN) of West Aceh Regency, where at the
West Aceh Land Office (BPN) there are 5 divisions, namely survey and mapping,
determination of rights and registration, structuring and empowerment, land
acquisition and development and control and resolution of disputes. The vision
of the West Aceh District Land Office in particular is to become an institution
capable of realizing land for the greatest prosperity of the people, as well as
justice and the long-term sustainability of the nation's social system.
The current issue with the Land Office of West
Aceh Regency is the productivity of employee performance, which is still
lacking or negligent in completing their duties effectively and efficiently
within the time frame that has been set. According to findings from research, If you look at the Work Discipline of the employees at the Land Office of
West Aceh Regency, it is said to be lacking, because there are still some
employees who are unprofessional and disciplined in their work, for example,
there are some employees who come late, and during breaks, there are some employees
who leave the office early to rest or are late going back to the office after
the break is over, as well as the negligence of the employee in completing the
given work,
However, some employees are still aware of the importance of work discipline, so
if work discipline on employees is not improved, then this can affect the productivity of the employee's performance to be
bad. So the situation must be overcome in order to
increase the productivity of employee performance. While the rewards given and provided by the West
Aceh District Land Office for its employees can be said to motivate employees
to be more active in improving or improving their performance, which can
automatically increase employee productivity.
The purpose of this study is to see whether
rewards and work discipline have a significant and positive effect on Employee
Performance Productivity at the Land Office of West Aceh Regency. Based on the
description, it is possible to submit the research title "The Effect of
Rewards and Rewards. Work Discipline Against Employee Performance Productivity
BPN Aceh Barat�.
Based on the description above, it can be seen
that there is a close relationship between rewards, work discipline, and
employee performance productivity. Where these variables become an integral
part of HR management in a company As a result, the
authors want to study further research on this matter.
According to the previous description, The problems in this study are as follows:
1.
Is it true that rewards have
a major impact on the productivity of the employees of the West Aceh District
Land Office?
2.
Is it true that work
discipline has a significant impact on the productivity of employee performance
at the Land Office of West Aceh Regency.
3.
Is it true that rewards and
work discipline simultaneously have a significant impact on the productivity of
the employee performance of the West Aceh District Land Office.
METHOD
The method in this research is causal associative research and
uses a quantitative approach. Quantitative research methods, namely research
methods based on the philosophy of potivism, are used
to investigate a particular population or sample (Sugiyono, 2019). Because this research is in the form of numbers and statistics,
which are used to measure and obtain research results through the distribution
of a list of questions.
(Sugiyono,
2019) explained that causal association is a research question
formulation, which asks about the relationship between two or more variables.
The use of associative causal in this study is to identify the extent to which
the causal relationship Reward (X1) and Work Discipline (X2)
will Productivity employee performance (Y).
The population of this study were employees of the land office of
West Aceh district (BPN) Meulaboh, as many as 37
employees, the researchers used asampling technique
non-probability. carried out using the saturated sampling technique
(census) which is if all members are sampled from the population. So the sample for this study were all 37 employees at the
West Aceh District Land Office (BPN).
In this study, the data sources used to support this study are
based on secondary data and primary data. (Sugiyono,
2019), explained that this primary data is a source that provides data
directly to data collectors, for example data selected from respondents by
dividing and filling out questionnaires or data from researcher interviews with
different sources while secondary data is information obtained by how to read
or learn and understand using other media such as literature, books, and
documents.
This research data collection technique was obtained directly by
filling out employee questionnaires at the West Aceh District Land Office
(BPN), where the questionnaires had been previously distributed and also
participated in studying the research directly at the research location, namely
the West Aceh District Land Office (BPN). In addition, researchers also
obtained additional data by reading online journals, articles, internet web
searching related to the effect of Reward and Work Discipline on Employee
Performance Productivity, as well as previous research as supporting data and
complementary data. The questionnaire distributed in this study used a positive
statement Likert scale (score 5 to 1). Where the Likert scale is used to
determine the score / value for each statement in the distributed questionnaire
sheet.
In preparing the questionnaire in this study, one of the criteria
is that it must be valid and reliable (reliable), to measure the validity and reliability
of a questionnaire, Validity Test and
Reliability Test are used (Matondang, 2009). The purpose of evaluating the validity and reliability of the
questionnaire is to ensure that the list of questionnaires that the researcher
makes will produce valid and reliable data.
The analytical method used in this study is multiple linear
regression analysis using regression equations (Y = a + b1X1
+ b2X2 + e), hypothesis testing (t test and f
test), and the coefficient of determination (R2). To test the validity and
reliability (reliability) of a questionnaire and to process the data analysis
technique used in this study, the SPSS statistical study program version 20 was
used.
RESULTS
AND DISCUSSION
1. Results
Validity and
reliability testing are handled by SPSS 20, provided on a questionnaire about
items deemed If rcount> rtable has a significance level of 0.05 (5%),
amounting to 0.334 then valid so that when the rcount
≤ rtable
the item about the questionnaire is considered invalid. And a
variable is considered reliable, we can see through the Cronbach�s Alpha
value on all statement items from each research variable exceeding 0.70
then all statement items in this study are declared reliable.
Multiple Linear
Regression Analysis
According to the
multiple linear regression test that has been carried out, the results are as
follows:
Table 1
Multiple Linear
Regression Test Results
|
Coefficientsa
|
|
Model
|
Unstandardized Coefficients
|
Standardized Coefficients
|
t
|
Sig.
|
|
B
|
Std. Error
|
Beta
|
|
1
|
(Constant)
|
8,096
|
2,757
|
|
2,937
|
,006
|
|
Reward (X1)
|
,483
|
,104
|
,606
|
4,651
|
,000
|
|
work discipline (X2)
|
,315
|
,122
|
,337
|
2,584
|
,014
|
|
Source: SPSS 2021 processing data
|
According to the
findings of the data processed using the SPSS version 20 program, then the
results of the multiple linear regression equation were obtained as shown
below:
Y = 8.096 +
0.483X1 + 0.315X2 + e. The
relationship between the independent variable and the dependent variable is
shown by multiple linear regression equations, so it can be concluded:
1. � The constant
value is 8.096 (positive value), if the variable does not change reward and
work discipline (X1 and X2 values are assumed to be 0) then the
productivity of employee productivity at the West Aceh Land Office (BPN) has a
value of 8.096.
2. � The value of
the regression coefficient is reward 0.483 which indicates the direction
of the relationship is positive in its influence on employee performance
productivity. This means that the variable reward (X1) has increased by
1 (unit) which can be assumed to variable labor discipline (X2) and the
constant (a) is 0 (zero), so the productivity performance of employees at the
Land Office (BPN) of West Aceh increased by 0,483.
3. � The value of
the work discipline regression coefficient is 0.315 which shows the direction
of a positive relationship in its influence on the productivity of employee
performance. This means that the discipline of work (X2) has increased by 1
(unit) can be assumed to be a variable reward (X1) and the constant
(a) is 0 (zero), so the productivity performance of employees at the Land
Office (BPN) of West Aceh increased by 0.315.
Hypothesis
Testing Results
1) The
results of t test
T-testis used to determine whether a variable reward (X1) as well
as work discipline (X2) partially (alone) will affect the performance of
employee productivity variable (Y) at the Land Office (BPN) Aceh Barat. This
test is done by checking the significance column for each independent variable
with a significance level of 0.05. The t test has been carried out, the results
are as follows:
Table 2
T-Test Results (Partial)
|
Coefficientsa
|
|
Model
|
Unstandardized Coefficients
|
Standardized Coefficients
|
t
|
Sig.
|
|
B
|
Std. Error
|
Beta
|
|
1
|
(Constant)
|
8,096
|
2,757
|
|
2,937
|
,006
|
|
Reward (X1)
|
,483
|
,104
|
,606
|
4,651
|
,000
|
|
Work discipline (X2)
|
,315
|
,122
|
,337
|
2,584
|
,014
|
|
Source: SPSS 2021 processing data
|
According to the test results table t, is the conclusion, namely:
Variable Effect Reward On Productivity
PerformanceEmployees (H1)
Reward (X1) significantly
and positively statistically'll productivity employee
performance (Y) at the Land Office (BPN) Aceh Barat. This can be seen from the
significant value of the reward (X1) 0.000 <0.05. The value of t table
= t(α/2; n � k � 1= t(0.05/2; 37 � 2 � 1=
(0.025; 34) = 2.03224. This means that the value of t count > t table (4,651
> 2.03224) H0 was rejected while H1 is accepted, so the first hypothesis in
this study (variable reward) partially acceptable
Variable effect on productivity work Discipline Employee
performance (H2)
Working discipline (X2)
significant and positive impact of productivity performance employee (Y)
at the West Aceh Land Office (BPN). This can be seen from the significant value
of work discipline (X2) 0.014 < 0.05. The value of t table =
t(α/2; n � k � 1 = t( 0.05 / 2; 37-2 - 1 =
(0.025; 34) = 2.03224. This means that the value of t> t table (2.584>
2.03224) H0 was rejected, and H2 is received, so hypothesis II study
This (work discipline variable) is partially acceptable
2) F test
results
Significance of the values
compared in this test Fcount
> Ftable it is
possible to conclude that the regression model is correct, implying that it
affects simultaneously (simultaneously). By checking the value of Ftable = f(k;
n � k) = F(2; 37 � 2) = Ftable =
(2; 35) = 3.27 with an F test with an error rate of 5%, it can be seen in the
table below :
Table 3
F Test Results
(Simultaneous)
|
ANOVAa
|
|
Model
|
Sum of Squares
|
Df
|
Mean Square
|
F
|
Sig.
|
|
1
|
Regression
|
360,233
|
2
|
180,116
|
76,359
|
,000b
|
|
Residual
|
80,200
|
34
|
2,359
|
|
|
|
Total
|
440,432
|
36
|
|
|
|
Source: SPSS 2021 processing data
It
can be seen that the test results shown in the table above show that Fcount has a value of 76,359 with a value of Ftable is 3.27 As a result, the value of Fcount > Ftable or 76,359 >
3.27 and a significant level of 0.000 < 0.05 H0 is then rejected while H1 is
accepted, so it can be it is concluded that the reward variable (X1)
and work discipline (X2) simultaneously (simultaneously) have a
significant effect on the productivity of employee performance at the West Aceh
Land Office (BPN).
Test Results The
coefficient of determination (R2)
This test is used
to determine what percentage of the effect of variable reward (X1)
as well as work discipline (X2) will be variable productivity of
employee performance (Y). This determinant coefficient test can be known
through the help of the SPSS version 20 program, with reference to thetable model summary, shown in the following
table:
Table
4
Determination
Coefficient Test Results
|
Model Summaryb
|
|
Model
|
R
|
R Square
|
Adjusted
R Square
|
Std.
Error of the Estimate
|
Change
Statistics
|
Durbin-Watson
|
|
R Square
Change
|
F Change
|
df1
|
df2
|
Sig. F
Change
|
|
1
|
,904a
|
,818
|
,807
|
1,53584
|
,818
|
76,359
|
2
|
34
|
,000
|
2,014
|
Source: SPSS 2021
processing data
The coefficient of
determination of the results in the table The
coefficient of determinant shown above is found in the Adjusted R Square column
which is 0.807. This may imply the ability of variable reward (X1)and discipline (X2)to explain the productivity variable
employee performance (Y), ie 80.7% of 100% and the remaining
19.3% is explained by variables that are not mentioned in the study these like
promotions and individual characteristics, etc. In other words, there are still
many other factors that can have an impact on the productivity of employee
performance at the West Aceh Land Office (BPN).
2. Discussion
Based on the results of the
analysis, Employee Performance Productivity is influenced by Rewards and Work
Discipline as evidenced by positive and significant results at the West Aceh
District Land Office. The high number of respondents' responses to each
research variable resulted in these results. Furthermore, the results showed
that the variables X1 and X2 had a partial and simultaneous influence on the Y
variable.
Based on the results of the
study, it is known that the Reward variable has a significant effect on the
Performance Productivity of the Land Office of West Aceh Regency. The results
of the significance test of 0.000 are smaller than the significance value of
0.05. Therefore, the West Aceh District Land Office is required to give
appreciation to its employees so that they can motivate them and with the hope
that increasing progress in work will automatically advance the company.
Based on the results of the
study, it is known that Work Discipline has a significant effect on the
productivity of employee performance at the Land Office of West Aceh Regency.
The test result of 0.014 significance is smaller than the significance value of
0.05. Therefore, the leadership of the West Aceh District Land Office must
continue to improve and maintain discipline in working for their employees in
order to produce quality work.
The value of Adjusted R2 =
0.807 was obtained from the results of the determinant coefficient test based
on the experimental results. Employee Performance Productivity is influenced by
Reward and Work Discipline by 80.7 percent, while the remaining 19.3 percent is
explained by variables not examined in this study. In other words, employee
productivity at the West Aceh District Land Office can still be influenced by
various other factors.
There is a t-count of 4.651
and a significance value of 0.000 based on the experimental results of the
t-reward hypothesis (X1). A significance value that is smaller than
0.05 indicates that the X1 variable has a significant and positive effect on
the Y variable. Testing the Work Discipline hypothesis (X2) shows
that the total t count = 2.584 and the magnitude is 0.014. Work Discipline has
a positive and significant effect on employee performance and productivity if
the significance value is less than 0.05. As a result, the two hypotheses
tested in this study are important for the productivity of employee performance
at the West Aceh District Land Office.
The results of testing the F
test hypothesis show that Y is influenced by X1 and X2, and this effect is
positive and significant. It has been tested, and the results show that the
calculated f value is 76,359, and the significance value is 0.000. At the Land
Office of Aceh Barat Regency, the significance value of 0.000 is smaller than
0.05, indicating that Y is affected by X1 and X2 simultaneously with positive
and significant results.
CONCLUSION
The results of testing with the SPSS program obtainedvariables
reward (X1) has a positive and statistically
significant effect on employee performance productivity (Y) at the West Aceh
Land Office (BPN). Partially obtained the value of tarithmetic
> ttable =
4.651 > 2.03224 with a significance level of 0.000 < 0.05, namely H0 is
rejected, while Ha is accepted.
The results of testing with the SPSS program obtained that the
work discipline variable (X2) has a significant and positive effect
on employee performance productivity (Y) at the West Aceh Land Office (BPN).
Partially obtained the value of tarithmetic
> ttable =
2.584> 2.03224 with a significant level of 0.014 < 0.05, namely H0
is rejected while Ha is accepted.
Variable reward (X1) as well as work
discipline (X2) simultaneously has a positive and
significant impact will be the variable productivity of employee performance
(Y) at the Land Office (BPN) Aceh Barat. These test results obtained from Fcount>Ftable=
76.359> 3.27 with a significance level of 0.000> 0.05.
The results of testing coefficient of determination (R2)
obtained by the value of Adjusted R Squard =
0.807. That means that 80.7% of the employee performance productivity variable
(Y) is affected by thevariable reward (X1)
and work discipline (X2), while the remaining 19.3% (100% - 80.7%)
other independent variables are not examined in this study. this study affected
the results. In other words, there are still several other variables that can
have an impact on the productivity of employee performance at the West Aceh
Land Office (BPN).
So, there is a positive interaction between reward and work
discipline variables on employee performance productivity variables at the West
Aceh Land Office (BPN). So that if the rewards
and work discipline are increasing, the productivity of employee
performance will also increase.
REFERENCES
Abdullah, Husaini. (2017). Peranan manajemen sumberdaya
manusia dalam organisasi. Warta Dharmawangsa, (51). Google Scholar
Armstrong, Michael. (2010). Armstrong�s handbook of reward
management practice: Improving performance through reward. Kogan Page
Publishers. Google Scholar
Kusumastuti, Yatri Indah. (2021). Komunikasi bisnis.
PT Penerbit IPB Press. Google Scholar
Lina, Dewi. (2014). Analisis pengaruh kepemimpinan dan budaya
organisasi terhadap kinerja pegawai dengan sistem reward sebagai variabel
moderating. Jurnal Riset Akuntansi Dan Bisnis, 14(1). Google Scholar
Matondang, Zulkifli. (2009). Validitas dan reliabilitas suatu
instrumen penelitian. Jurnal Tabularasa, 6(1), 87�97. Google Scholar
Riniwati, Harsuko. (2016). Manajemen Sumberdaya Manusia:
Aktivitas Utama dan Pengembangan SDM. Universitas Brawijaya Press. Google Scholar
Sugiyono, P. (2019). Metode Penelitian Kuantitatif Kualitatif
dan R&D (D. Sutopo. S. Pd, MT, Ir. Bandung: Alfabeta. Google Scholar
Sulaksono, Hari. (2015). Budaya Organisasi dan Kinerja.
Deepublish. Google Scholar
Syafrina, Nova. (2017). Pengaruh disiplin kerja terhadap
kinerja karyawan pada pt. suka fajar pekanbaru. Eko Dan Bisnis: Riau
Economic and Business Review, 8(4), 1�12. Google Scholar
Tangkuman, Kevin, Tewal, Bernhard, & Trang, Irvan.
(2015). Penilaian kinerja, reward, dan punishment terhadap kinerja karyawan
pada PT. Pertamina (persero) cabang pemasaran suluttenggo. Jurnal EMBA:
Jurnal Riset Ekonomi, Manajemen, Bisnis Dan Akuntansi, 3(2). Google Scholar
