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The Influence of Communication, Work Motivation and
Work Discipline on Employee Performance
Rimah Mawardi1, Herry Krisnandi2, Kumba Digdowiseiso3*
Faculty of Economics and Business Universitas Nasional Jakarta1,2,3
Email: rimah@gmail.com1, herry.krisnandi@civitas.unas.ac.id2, kumba.digdo@civitas.unas.ac.id3*,
Keywords
ABSTRACT
Communication, Work Motivation,
Work Discipline And Employee
Performance.
This study aims to determine the effect of communication, work
motivation and work discipline on the performance of employees
of PT Surgika Alkesido. The sampling method used is Non-
Probability Sampling with Purposive sampling technique. This
type of research uses quantitative descriptive methods and
inferential analysis using primary data in the form of a closed
questionnaire to 100 respondents. The data is analyzed using
multiple linear regression analysis. From the data that has fulfilled
the validity test, reliability test, classical assumption test and
model feasibility test, a regression equation is obtained. The
regression analysis results in this study indicate a positive and
significant effect on customer satisfaction, shown in the coefficient
table in the regression equation model. The results of the model
feasibility test shown with the significant value shown in the
model feasibility table which means that the model in this study is
feasible to use based on the significant value obtained. The results
of the hypothesis conclusion with the t test obtained a positive and
significant value on the variables of communication, work
motivation and work discipline on employee performance.
INTRODUCTION
A company is a business enterprise of both services and goods that is the organization's goal to
make a profit. Competition between companies is increasing in the current era of globalization, sensitive
to always have a need for human resources (HR) can be actively developed. Human resources learners
must be people who are willing to learn and willing to work hard. Only in this way can human potential
be maximized.
The main purpose of human resource management in every organization is to facilitate
organizational performance. Organizational performance is determined by the performance of
employees as an individual human being where work behavior becomes the main resource in achieving
the desired organizational goals. Employee performance is a real behavior produced by employees in
accordance with their role in the organization. Companies with resources other than humans, such as
capital, methods and machines, will not bring optimal results if they do not rely on human resources or
employees with optimal performance. Performance is the result of work achieved based on job
requirements, and performance is the result of work in quality and quantity achieved by an employee
in carrying out his assignment in accordance with the responsibilities given to him (Mangkunegara,
2016).
Employee performance is considered influential, because it measures how much they give
positive work results to the organization and achieve the organization's goals. There are several
objectives for this required a series of activities known as the management process, consisting of
International Journal of Social Service and Research,
Rimah Mawardi1, Herry Krisnandi2, Kumba Digdowiseiso3*
IJSSR Page 225
planning, organizing, actuating and controlling actions, which are carried out to determine and achieve
predetermined goals through the use of human resources and other resources (Sugiyono et al 2021).
In the current era of globalization with the competence of all organizations or companies that
are required to compete with each other to compete for a position as a superior company. Companies
must be able to develop their human resources to be better and qualified, so that they can follow the
course of technological advances and existing trade. To maintain and develop the performance of the
employees themselves can be done by evaluating performance. Conducting a performance evaluation,
the company can find out the development of its employees' performance. In addition, in order to win
the competition and just survive in the tight competition in today's globalization era, a company must
be able to adapt and implement strategic plans to improve its human resources with the aim of turning
it into a competitive strength factor.
PT Surgika Alkesido in carrying out its activities requires competent human resources, have
expertise and are highly dedicated to the progress of the company, because human resources are the
main driver of the course of the organization and an important asset for the company and become a top
priority. In today's global competition, the world of work really needs people who can think forward,
smart, innovative and able to compete in the face of the times.
PT Surgika Alkesindo is an Established Health and Aesthetic Company and High Performance
Organization.The company is the official exclusive distributor of various famous and world-class classes
made in the United States, Europe, Japanese medical equipment that can be used for supplies of ICU
Surgery, Orthopedic Aesthetic Ophthalmology, distributes and markets its products. Due to the rapid
expansion and growth rate of this company, companies have an immediate requirement to look for
highly motivated candidates who are oriented towards motivation and motivation to join the sales team
and the development of a dynamic sales market. PT Surgika Alkesindo strives to increase sales of
services, so as to increase profits for the company. The realization of this is inseparable from the
utilization of existing resources in employees. With this change, it is expected that it will continue to
have a good influence on employees in improving employee performance.
From the data from the HRGA Department of PT Surgika Alkesindo, 2023 (data has been
processed) it can be seen that the realization of the performance of PT Surgika Alkesindo's employees
has increased from year to year. In 2020 the realization of employee performance was 84.6%, in 2021
the reliability of employee performance was 83.6% while in 2022 the realization of employee
performance was 73.2%. However, the appraisal of employee performance in the last three years is still
below the company's target standards. The company's management is trying to find solutions in
improving employee performance.
With the phenomena described above, it has not reached the desired target and still tends to
fluctuate. Employee performance is a factor that must be considered by companies, organizations or
institutions. The back and forth of a company is caused by employee performance. Discipline is the act
of someone obeying existing rules and applying these rules in concrete actions. Performance is the result
of a work process carried out by humans. (Winanti, 2011), in her research revealed that high employee
performance can be achieved if all elements in the company are well integrated, and are able to carry
out their roles in accordance with the needs and desires of customers and employees.
The first factor that can affect employee performance at PT Surgika Alkesido is communication.
Managers and employees must create good communication, with good communication it will make it
easier to carry out company tasks. Communication needs to receive attention to be researched, studied,
understood, and solved by everyone, especially those involved in the organization. Because, effective
communication can ensure the achievement of organizational goals. Communication does not occur
between superiors and subordinates but also between fellow colleagues, so that each employee can
work well. This is expected because it can affect performance. Hamali (2016) said that effective
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communication in the organization will make it easier for everyone to carry out the tasks they are
responsible for.
The second factor besides communication that can improve employee performance at PT
Surgika Alkesido is work motivation. Hasibuan (2013) states that work motivation is the provision of
driving force that creates a person's work excitement so that they want to work together, work
effectively, and are integrated with all their efforts to achieve satisfaction. Work motivation also has a
role in increasing the effectiveness of the performance of its workers, because people who have high
work motivation will try with all their strength so that their work can succeed as well as possible.
In addition to communication and work motivation, there is the last factor that can affect the
performance of PT Surgika Alkesido employees is work discipline. The discipline possessed by its
employees in carrying out the task load. In addition to training and motivation, a factor that can affect
employee performance is work discipline, associated with high organizational performance. In other
words, the higher the work discipline, the higher the performance produced by employees, so that in
the end employees are willing and willing to work as well as possible for the achievement of
organizational goals and various goals, each organization expects employees to perform well.
Information regarding employee performance is obtained through performance appraisal. Hasibuan
(2013) argues "The work results achieved by each employee so that they can make a positive
contribution to the company".
From several previous studies, there are several factors that can affect employee performance.
As a study conducted by Husain (2018) entitled "The Influence of Work Discipline on Employee
Performance at PT Bank Danamon Bintaro branch" shows the results of a positive and significant
influence with an influence contribution of 60.8%. Furthermore, research conducted by Sugiono &
Pratista (2018) entitled "The Influence of Transformational Leadership, Motivation and Physical Work
Environment on Employee Performance of PT Rafa Topaz Utama in Jakarta" shows the results that
motivation has a positive and significant influence on employee performance.
This study will further examine whether compensation, work environment, and work stress
have an influence on the performance of PT Surgika Alkesido employees. In the final project entitled
"The Effect of Communication, Work Motivation, and Work Discipline on Employee Performance of PT
Surgika Alkesido," the author formulates several research questions, including the influence of
communication, work motivation, and work discipline on employee performance. This study aims to
analyze the impact of these three factors on employee performance in the company. The benefits include
contributions to PT Surgika Alkesido in managing human resources, academic contributions in the
development of human resource management science, and improving the ability of researchers in
writing as well as a deeper understanding of communication theory, work motivation, and work
discipline on employee performance.
METHODS
This research adopts quantitative research methods with descriptive and inferential research
designs. The research object in this study is employee performance influenced by communication, work
motivation, and work discipline at PT Surgika Alkesido. The data used is sourced from two types, namely
primary and secondary data. Primary data was obtained through the distribution of questionnaires to
employees of PT Surgika Alkesido, while secondary data was obtained from articles, journals, books,
and other data relevant to the research. The population of this study involved all permanent employees
of PT Surgika Alkesido, totaling 110 people. In determining the sample, the Purposive Sampling method
is used with the criteria of contract and permanent employees. Using the Taro Yamane formula, a sample
of 92 respondents was obtained. Data collection techniques are carried out by distributing
questionnaires to respondents, and the data is then processed using SPSS software.
Data analysis uses descriptive methods to describe sample characteristics and inferential
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methods to test relationships between variables. Before conducting a hypothesis test, validity and
reliability tests were carried out on the research instrument. Furthermore, classical assumption tests
are carried out, such as normality, multicollinearity, autocorrelation, and heteroscedasticity tests.
Multiple regression tests are used to determine the effect of communication variables, work motivation,
and work discipline on employee performance. The model validity test is carried out through the
Goodness of Fit test (F test) and coefficient of determination (R2). The hypothesis test is performed with
a t test on each independent variable. The hypothesis is accepted if the calculated t value is greater than
the table t, and the significance is less than 0.05. The entire research method is directed to provide a
comprehensive understanding of the influence of communication, work motivation, and work discipline
on the performance of PT Surgika Alkesido employees.
RESULTS
The research instruments used have undergone feasibility tests, consisting of validity tests and
reliability tests. The results of the validity test show that all question items on this instrument have a
calculated r value greater than the r table (0.1966), so it can be concluded that all instruments in this
study are valid. Meanwhile, reliability tests are carried out on question items that have been declared
valid. As a result, Cronbach's Alpha values for each variable, namely communication (X1), work
motivation (X2), work discipline (X3), and employee performance (Y), all exceeded 0.05, indicating that
the instrument was reliable. Thus, it can be concluded that this research instrument has good quality to
collect the necessary data in research.
Classical Assumption Test Results
Testing classical assumptions forms the basis for the formation of regression models. Classical
assumption testing is measured using autocorrelation, normality tests, multicollinearity and
heteroscedasticity.
Normality Test Results
The classical assumption test of normality is used to find out whether the research variable has
a normal distribution or not. The data are declared normally distributed if the significance value in the
Kolmogorov-Smrirnov test obtained is greater than the significance level of 0.05. Here are the results of
the normality test in this study:
Table 1. One-sample kolmogorov-Smirnov test
One-Sample Kolmogorov-Smirnov Test
Unstandardized Residual
N
100
Normal Parametersa,b
Mean
,0000000
Std. Deviation
3,27511892
Most Extreme Differences
Absolute
,054
Positive
,052
Negative
-,054
Test Statistic
,054
Asymp. Sig. (2-tailed)
,200c,d
a. Test distribution is Normal.
b. Calculated from data.
Source: SPSS 25 Processing Results
Based on table 1 of the One-Sample Kolmogorov-Smirnov Test it can be seen that the residual data
from this study have a normal distribution. As stated in table 1 that the value of Asymp. Sig. (2-tailed) is
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Asymp. Value Sig. (2-tailed) 0.200 > 0.05 then concluded normal distributed data.
Multicholinerity Test Results
The multicollinearity test aims to test whether in the regression model there is a correlation
between independent variables. Here are the results of the multicollinearity test in this study:
Table 2. Multicholinerity Test Results
Coefficient
Model
Collinearity Statistics
Tolerance
BRIGHT
1
(Constant)
Komunikasi
,781
1,281
Work Motivation
,410
2,437
Work Discipline
,397
2,518
A. Dependent Variable: Employee Performance
Source: SPSS 25 Processing Results
Based on Table 2 Multicholinerity Test Results can be obtained as follows:
1)
The tolerance and VIF values for the Communication variable of 0.781 > 0.10 and 1.281 <10.00 can
be concluded that there are no symptoms of multicholinerity in the data.
2)
Tolarance and VIF values for Work Motivation of 0.410 and 2.437 < 10.00 can be concluded that
there are no symptoms of multicholinerity in the data.
3)
Tolarance and VIF values for Work Discipline of 0.397 and 2.518 <10.00 can be concluded that
there are no symptoms of multicholinerity in the data.
Hesterokedasticity Test Results
The heteroscedasticity test aims to test whether in the regression model there is an inequality
of variance from the residual of one observation to another. If the variance from one observation's
residual to another is fixed, it is called homokedasticity. To test whether heteroscedasticity occurs or
not, the study was carried out with scatterplot and Glatzer Test:
Hesterokedasticity Test Results with Scatterplot
Here are the Hesterokedasticity Results with Scatterplot below:
Figure 1. Hesterokedasticity Test Results
Source: SPSS 25 Processing Results
Based on figure 1 The results of the hesterokedaticity test can be concluded that the points
spread randomly, do not form a certain pattern, and spread above and below zero. This indicates that
there are no symptoms of heteroscedasticity.
Hesterokedasticity Test Results with Glatzer Test
The following are the results of the Hesterokedasticity test with the Glatzer test as follows:
International Journal of Social Service and Research,
Rimah Mawardi1, Herry Krisnandi2, Kumba Digdowiseiso3*
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Tableau 3. Hasil Uji Glatzer
Coefficient
Model
Unstandardized Coefficients
Standardized Coefficients
T
Sig.
B
Std. Error
Beta
1
(Constant)
8,487
1,492
5,689
,000
Komunikasi
-,116
,053
-,233
-2,195
,031
Work Motivation
-,028
,041
-,099
-,679
,499
Work Discipline
-,065
,066
-,146
-,981
,329
Source: SPSS 25 Processing Results
Based on Table 3 the results of the hesterokedaticity test can be concluded as follows:
a)
If the significance value is greater than 0.05 then the conclusion is that there is no
hesterokedasticity symptom in the regression model
b)
If the significance value is less than 0.05, then the conclusion is that hesterokedasticity symptoms
occur in the regression model
c)
So it can be concluded that the significance value in table 4.15 of the glajer test results of the
signification value is greater than 0.05, so there are no symptoms of hesterokedasticity in the
regression model.
Autocorrelation Test Results
The autocorrelation test is used to determine the presence or absence of deviations from the
classical assumption of autocorrelation, namely the correlation between sample members. Ghozali
(2017: 110) argues that "The autocorrelation test aims to test whether in a linear regression model
there is a correlation between the confounding error in the period t with the confounding error in the
previous period or t-1". To determine whether there is an autocorrelation, a Durbin Watson test is
carried out with the following conditions: Good data has a Durbin Watson (DW) value between 1,550 –
2,460.
Table 4. Auto Correlation Test Results
Model Summaryb
Durbin-Watson
1,990
A. Predictors: (Constant), Work Discipline, Communication,
Work Motivation
B. Dependent Variable: Employee Performance
Source: SPSS 25 Processing Results
Based on the test results in table 4. The results of the autocorrelation test above, this regression
model has no autocorrelation, this is evidenced by the Durbin-Watson value of 1.990 which is between
the interval 1,550 – 2,460.
Multiple Liner Regression Test Results
The results of the regression analysis of Communication, Work Motivation and Work Discipline
were further processed using SPSS 25 whose data can be seen as follows:
Table 5. Multiple Liner Regression Test Results
Coefficient
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Model
Unstandardized Coefficients
Standardized Coefficients
T
Sig.
B
Std. Error
Beta
1
(Constant)
5,537
2,496
2,218
,029
Komunikasi
,200
,089
,137
2,253
,027
Work Motivation
,338
,069
,409
4,878
,000
Work Discipline
,543
,111
,419
4,905
,000
A. Dependent Variable: Employee Performance
Source: SPSS 25 Processing Results
Based on the results of table 5 of the Multiple Liner Regression Test Results, a multiple linear
regression equation is obtained:
KK = 0,137KM + 0,409MK+ 0,419DK
Information:
KK = Employee Performance
KM = Komunikasi
MK = Work Motivation
DK = Work Discipline
From the regression model above, the following conclusions can be drawn:
1)
The communication variable has a regression coefficient value of 0.137 this means that if the other
independent variables have fixed or unchanged values, then every increase in one unit of
communication variable increases employee performance by 0.409
2)
The work motivation variable has a regression coefficient value of 0.409 this means that other
independent variables are fixed or unchanged, then every increase in one unit of work motivation
variable will increase employee performance by 0.409
3)
The work discipline variable has a regression efficiency value of 0.419 this means that other
independent variables are fixed or unchanged, so every increase in one unit of the work discipline
variable increases employee performance by 0.419.
Hypothesis Testing Results
Test Results f
Test f is a simultaneous test to determine whether the variables of communication, work
motivation and work discipline together have a significant influence on employee performance. The f
test is performed by comparing Fcalculate and Ftable. From the results of the analysis, the following
output results were obtained:
Table 6. Test Results f
Pleading
Model
Sum Of Squares
Df
Mean Square
F
Sig.
1
Regression
2764,276
3
921,425
83,299
,000b
Residual
1061,914
96
11,062
Total
3826,190
99
A. Dependent Variable: Employee Performance
B. Predictors: (Constant), Work Discipline, Communication, Work Motivation
Source: SPSS 25 Processing Results
Based on table 6, it can be seen that the significance value of 0.000 or less than the tolerable
error limit of 5% (α = 0.05), so that a regression model consisting of employee performance variables
as dependent variables and variables of communication, work motivation and work discipline as
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independent variables is declared feasible.
Coefficient of Determination Test Results
This coefficient of determination is used to determine how much influence independent
variables can have on the variation of the dependent variable. The calculation results can be seen in the
table below:
Table 7 Coefficient of Determination Test Results
Model Summaryb
Model
R
R Square
Adjusted R Square
Std. Error Of The Estimate
Durbin-Watson
1
,850a
,722
,714
3,32590
1,990
A. Predictors: (Constant), Work Discipline, Communication, Work Motivation
B. Dependent Variable: Employee Performance
Source: SPSS 25 Processing Results
Based on table 7 of the Determination Coefficient Test Results above, it is known that the value
of the coefficient of determination or R square is 0.714 or equal to 71.4%. This figure means that the
variables of communication, work motivation and work discipline are able to explain employee
performance by 71.4%. While the rest (100-71.4 = 28.6%) is explained by variables that are not studied.
Uji Hypoplant
Test t
The t-test is used to measure how far one independent variable partially influences the variation
of the dependent variable. The calculated value will be compared with the ttable value with an error
rate of α = 5%. The calculation results can be seen in the table below:
Table 8. Test Results t
Coefficientsin
Model
Unstandardized Coefficients
Standardized Coefficients
T
Sig.
B
Std. Error
Beta
1
(Constant)
5,537
2,496
2,218
,029
Komunikasi
,200
,089
,137
2,253
,027
Motivation
Work
,338
,069
,409
4,878
,000
Discipline
Work
,543
,111
,419
4,905
,000
a. Dependent Variable: Employee Performance
Source: SPSS 25 Processing Results
It can be known from table 8 The results of the partial test (Test t) of each variable can be
explained as follows:
1)
Influence of Communication Variables
Based on the processing results in table 4.18 partial test results (t-test) above, it can be seen that
the tcount value is greater than the t-table, which is 2.253 > 1.66023 and the significance value is
0.027 smaller than 0.05. This shows that H0 is rejected and Ha1 is accepted which means that there
is a positive and significant influence of Communication variables on Employee Performance
2)
Effect of Work Motivation Variables
Based on the processing results in table 4.18 partial test results (t-test) above, it can be seen that
the tcount value is greater than the t-table, which is 4.878 > 1.66023 and the significance value is
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0.000 smaller than 0.05. This shows that H0 is rejected and Ha2 is accepted which means that there
is a positive and significant influence of the variable Work Motivation on Employee Performance
3)
Effect of Work Discipline Variables
Based on the processing results in table 4.18 partial test results (t-test) above, it can be seen that
the calculated value is greater than the t-table, which is 4.905 > 1.66023 and the significance value
is 0.000 smaller than 0.05. This shows that H0 is rejected and Ha3 is accepted, which means that
there is a positive and significant influence of the Work Discipline variable on Employee
Performance.
Discussion
Communication to employee performance
Based on the results of research conducted by researchers can show that communication has a
positive and significant effect on employee performance, then it can be stated that communication
variables affect employee performance. This can be shown in the t-Test
, which results in a significantly smaller value than the probability limit of the error rate used
which is 5% = (0.027<0.05) which indicates that H0 is rejected and H1 is accepted. This indicates that
the key to understanding communication in groups and organizations is to study the structures that
serve as foundations. The existence of interaction and communication that better shows the creation of
close relationships and comfort between employees in carrying out work activities.
Organizational communication plays a major role in encouraging members of the organization
to devote effort to their work within the organization. Because certain communications provide
guidelines for individual decisions and behavior. That is, communication formed in an agency or a
company, either in the form of attitudes or perceptions of employees, also accompanies in improving
employee performance.
The results of this study also support the results of previous research conducted by Siahaan &
Masriah (2022) and Widya Nawang Palupa (2023), resulting in the conclusion that communication has
a positive and significant effect on employee performance.
Work motivation towards employee performance
Based on the results of research conducted by researchers can show that work motivation has a
positive and significant effect on employee performance, it can be stated that work motivation variables
affect employee performance. This can be shown in the T Test, which results in a significantly smaller
value than the probability limit of the error rate used, which is 5% = (0.00<0.05) which shows that H0
is rejected and H2 is accepted. This shows that achieving the performance expected by the company
requires motivation in employees. With motivation and performance appraisal, company goals can be
achieved and personal goals can also be achieved.
Motivation can be viewed as a change in energy in a person characterized by the emergence of
feelings, and preceded by a response to the existence of a goal. Giving motivation to someone is a chain
that starts from needs, raises wants, causes action, and produces decisions. Of the various stages of
motivation, the main factors are the need and direction of behavior. The provision of motivation must
be directed to the achievement of organizational goals. Only with clarity of purpose can all personnel
involved in the organization easily understand and implement it.
The results of this study also support the results of previous research conducted by Rezky Aprilia
(2019) and Lulu Arifatun Khoridah (2022) resulting in the conclusion that work motivation has a
positive and significant effect on employee performance.
Work discipline towards employee performance
Based on the results of research conducted by researchers can show that work discipline has a
positive and significant effect on employee performance, it can be stated that work motivation variables
affect employee performance. This can be shown in Test t, which results in a value significantly smaller
than the probability limit of the error rate used which is 5% = (0.000<0.05) which shows that H0 is
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rejected and H3 is accepted. This shows that good work discipline from employees such as arriving on
time, carrying out work in accordance with what has been set by the company, obeying company
regulations will be able to improve the performance of these employees so that company targets will be
achieved.
Discipline in a company or government organization is very important to create high
productivity and work performance. Good discipline reflects a person's sense of responsibility towards
the tasks assigned to him. This encourages morale, passion, and the realization of company, employee,
and community goals. Therefore, every manager always tries to make his subordinates have good
discipline. A manager is said to be effective in his leadership if his subordinates are well disciplined.
The results of this study also support the results of previous research conducted by Sammy
Firwish (2020) and Sugito Efendi &; Hardiyanto (2021), resulting in the conclusion that work discipline
has a positive and significant effect on employee performance.
CONCLUSION
Based on the research "The Effect of Work Motivation Communication and Work Discipline on
the Performance of PT Surgika Alkesindo Employees", it was concluded that communication, work
motivation, and work discipline have a positive and significant effect on the performance of company
employees. An increase or decrease in these aspects can affect employee performance proportionally.
Therefore, it is recommended that companies maintain effective communication, meet the needs of
employee security and safety, and maintain a level of discipline by strictly applying regulations
regardless of position position. This action is expected to improve the performance and productivity of
PT Surgika Alkesindo employees.
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