The Influence of Work Training, Physical Work
Environment, and Work Discipline, on The Performance of Employees of The Republic of Indonesia Ombudsman
Cindy
Widya Maniihuruk1,
Herry Krisnandi2,
Kumba Digdowiseiso3*
Faculty
of
Economics and
Business National University, Indonesia 1,2,3
E-mail: [email protected]1, [email protected]2,
[email protected]3*
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ABSTRACT |
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Job Training, Physical Work
Environment, Work Discipline, Employee Performance. |
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This
study aims to determine and analyze the effect of Job Training, Physical Work
Environment, and Work Discipline on the Performance of Employees at the
Central Indonesian Ombudsman Institute. The research data uses primary data
in questionnaires to 100 respondents to the central RI Ombudsman. The data
analysis method uses inferential analysis with multiple linear regression and
uses the Statistical Product and Service Solution (SPSS) version 26.0
program. The results of multiple linear regression analysis show that the
variables Job Training (X1), Physical Work Environment (X2), and Work
Discipline (X3) have a positive and significant effect on Employee
Performance (Y). The results of this study show that the Indonesian Ombudsman
can pay attention to Job Training, Physical Work Environment, and Work
Discipline to improve Employee Performance. |
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INTRODUCTION
Human
Resource Management (HRM), as defined by Edy Sutrisno, encompasses policies and
practices involving the "human" aspect of human resources from a
management position, including recruitment, screening, training, balancing, and
assessment. Employees are considered the main asset in an organization and play
a strategic role as thinkers, planners, and controllers of organizational
activities. Human resources, as the potential possessed by individuals, have
cognitive and physical abilities influenced by heredity and the environment.
Human resources serve as task executors and have a role as decision-makers and
drivers to achieve organizational goals. In the context of the Ombudsman, this
institution plays a role in overseeing public services. To eradicate illegal
fees, the Ombudsman is part of the Clean Sweep Team for Illegal Levies (Sapu
Bersih Pungutan Liar or SABERPUNGLI). The establishment of the Ombudsman is
motivated by the desire to empower the community to supervise state
administration, minimize power abuse, and enhance public services that are
honest, clean, and transparent. The Ombudsman has functions, duties, and
authorities regulated by the law, including receiving reports of alleged
maladministration, conducting substantive examinations of reports, following up
on reports, initiating investigations on its initiative, coordinating and
collaborating, building networks, preventing maladministration, and performing
other tasks mandated by law.
In
the latest research case related to the performance of Ombudsman employees,
there was a decrease in the percentage of target performance achievement in
2019, 2020, and 2021. This indicates that employee performance could have met
the targets the Central Ombudsman of Indonesia set. Factors such as training,
physical work environment, and work discipline are identified as factors that
can influence employee performance. Thus, the general conclusion is that human
resource development, performance management, and the role of oversight
institutions such as the Ombudsman significantly impact organizational
effectiveness and efficiency as well as public services. Training, the work
environment, and discipline are crucial in improving employee performance and achieving
organizational goals. This research is expected to provide significant benefits
in several aspects. Theoretically, this research can serve as a reference for
future research, especially in human resource management, helping to deepen the
understanding of the working world. Practically, the results of this research
can provide valuable input and contributions to companies in addressing issues
related to variables affecting employee performance. This input is expected to
be a strategic consideration in the company's decision-making. Finally, in
terms of academic benefits, the results of this research are expected to be a
valuable reference source for future research, providing a solid foundation for
further research in this field. Thus, this research is directed towards making
a positive and sustainable contribution to developing knowledge and practices
in human resource management.
METHODS
In
this study, the method employed was the distribution of questionnaires to the
employees of the Central Ombudsman of the Republic of Indonesia. The
questionnaire is a sheet containing statements for data collection, filled out
by employees. The questionnaire was designed based on statements consisting of
5 answer choices for each statement, preventing employees from specifying other
answers. The author utilized the Likert scale to quantify the overall responses
in the data collection technique. According to Sujarweni (2015:104),
descriptive research discusses collecting data, simplifying observed or
obtained numbers, and summarizing and presenting them. Statistics also measure
data's central tendency and dispersion to get a more interesting and easily understandable
picture or information (Mangkuatmojo 2015).
According
to Ghozali (2011), reliability is a tool used to measure a questionnaire, which
indicates a variable or construct. Normality testing is conducted to determine
whether data follows a normal distribution. A regression model is considered
good if it has residuals with a normal or close-to-normal distribution.
Statistical analysis is used to detect whether residuals have a normal
distribution, as stated by Ghozali (2018:161).
The
Kolmogorov-Smirnov (K-S) significance level (α) is set at 0.10. The K-S test is
performed by formulating hypotheses (Ghozali, 2018:166). Ho: Residual data is
normally distributed if the calculated significance > 0.10. Ha: Residual
data is not normally distributed if the calculated significance < 0.10
RESULTS
Characteristics of respondents by gender
Based on the results of research on 100
employees at the Central Indonesian Ombudman Institute, Source: Output
Frequency Table SPSS 26 Processed 2023 it is said that respondents with male
sex amounted to 70 people with a percentage of 70% and for female respondents
amounted to 30 people with a percentage of 30%. With this percentage, it means
that the Central Indonesian Ombudman Institute is more productive than the
female sex. Figure 4.1 is a diagram of the Central Indonesian Ombudman
Institute by gender.
Characteristics
of respondents by age
Based on the results of a study of 100
employees at the Central Indonesian Ombudman Institute, it can be concluded
that respondents based on age in this study sample are dominated by the age of
26-35 years, which is 60%. This indicates that the Central Indonesian Ombudman
Institute ( has employees of productive age.
Characteristics of respondents based on education
Based on the results of a study of 100
employees at the Central Indonesian Ombudman Institute who were respondents in
this study, it is known that respondents based on education level or education
level, dominated by employees who take S1 education totaling 52 people with a
percentage of 52% which means it has the highest percentage among others so
that it can be said that the Central RI Ombudman Institute accepts more S1
employees than others because more competent in their fields. This indicates
that, the human resources owned by the Central Indonesian Ombudman Institute
(show the educational background of its employees have various levels of formal
education ranging from high school / vocational school to S3.
Characteristics of respondents based on length of work
Based on the results of a study of 100
employees of the Central Indonesian Ombudsman Institute, it is known that
respondents based on the length of work are as listed above, as many as 1% of
employees work under 1 year, 28% work for vulnerable 2-5 years, 44% work for
6-10 years and 10% work more than 10 years. This is shown by 44% of employees
who work between 6-10 years indicating employees of the Central Indonesian
Ombudman Agency ( have experience in carrying out their duties.
Distribution of Respondents' Answers
The effect of job training (X1),
physical work environment (X2) and work discipline (X3) on the dependent
variable, namely employee performance (Y) is a research variable taken from
questionnaire data distributed to employees at the Central Indonesian Ombudman
Institute. This study was conducted to determine the effect of job training,
physical work environment, and work discipline on the performance of employees
of the Central Indonesian Ombudman Institute, based on the results of
quantitative answers using the Likert scale table 1.
Tabel 1. Scale Likert
|
Statement |
Score Weighting |
|
Strongly
Disagree (STS) |
1 |
|
Disagree
(TS) |
2 |
|
Ragu-Ragu
(RR) |
3 |
|
Agree
(S) |
4 |
|
Strongly
Agree (SS) |
5 |
Sumber: (Sugiono 2017:94)
Through statements on questionnaires that have been submitted to
100 respondents, various responses were obtained to the variables of training
(X1), physical work environment (X2) and work discipline (X3) to the dependent
variable, namely employee performance (Y) at the Central Indonesian Ombudman
Institute.
Descriptive Job Training Variable Data (X1)
The results of descriptive analysis of the job training variable
(X1), where the average value of the respondent's statement results can be seen
in table 2 as follows:
Table 2. Average Total Mean Job Training (X1)
|
No |
Job Training Statement
(X1) |
Mean |
Information |
|
Training Objectives |
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1. |
Employees attend education and
training To be able to improve knowledge on the job |
4,18 |
Agree |
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2. |
After attending the training, I
was able to complete the work faster |
4,17 |
Agree |
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Average
Total Mean |
4,18 |
Agree |
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Training Materials |
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3. |
I have the opportunity to
select materials for training activities as needed |
4,12 |
Agree |
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4. |
Training materials according to
my needs so that they can support the work I do |
4,19 |
Agree |
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Average
Total Mean |
4,16 |
Agree |
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Methods used |
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5. |
Method Delivery that Given When training is very pull so that easy to remember |
4,20 |
Agree |
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6. |
Training methods according to
what I need to improve work skills |
4,34 |
Agree |
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Average
Total Mean |
4,27 |
Agree |
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Training Qualification |
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7. |
Coach or Instructor get convey material clearly and easily understand |
4,22 |
Agree |
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8. |
The trainer or instructor given
by the company can attract my attention to attend the training |
4,50 |
Agree |
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Total Average Mean
Work Assessment (X1) |
4,24 |
Agree |
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Total Mean of Job
Training (X1) |
33,90 |
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Source: Data processed by Author 2023
Based on Table 2, respondents' research results on the training
variable (X1) were obtained with an overall average of 4.24. These results
identify that the training scored well with an affirmative answer on average.
From the largest mean obtained on the fourth indicator which states agreement
with the training qualification given with a value of 4.36. And the lowest
indicator that gets is the indicator from the training material to the results
with a value of 4.16.
Descriptive Physical Work
Environment Variable Data (X2)
The results of a descriptive analysis of the variables of the
physical work environment (X2), where the average value of the respondents'
statements on the physical work environment (X2) with an overall average of
4.32. These results identify that the motivation provided by the organization
or company gets good value. From the largest mean, indicators of the
availability of transportation facilities were obtained where employees
received support for transportation facilities so that they were on time at work
and a transportation system that was easy to find with a value distribution of
4.42, indicating that respondents agreed with a physical work environment that
suits employee needs.
Descriptive Data of Work
Discipline Variables (X3)
The results of descriptive analysis of the variable of work
discipline (X3), where the average value of the respondent's statement results
can be seen in table 3 as follows:
Table 3. Average Total Mean
of Work Discipline (X3)
|
No |
Physical work environment
statement (X2) |
Mean |
Information |
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|
Workplace Building |
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1. |
Building that Used to I work Pay
great attention to occupational safety |
4,13 |
Agree |
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2. |
A
workspace that supports my work activities with good enough lighting |
4,19 |
Agree |
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Average
Total Mean |
4,16 |
Agree |
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Adequate Work Equipment |
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3. |
The company provides all
equipment that supports my work activities |
4,27 |
Agree |
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4. |
The
company provides air temperature control devices in the work environment in
the form of (AC, Fan and etc.) to support my work activities |
4,40 |
Agree |
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Average
Total Mean |
4,34 |
Agree |
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5. |
The facilities provided in
supporting the work are complete such as work resource equipment |
4,49 |
Agree |
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6. |
Availability of religious
places of worship such as mosques and prayer rooms for employees |
4,27 |
Agree |
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Average
Total Mean |
4,38 |
Agree |
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Availability of Transportation
Facilities |
||||
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7. |
The availability of
transportation facilities that support me to arrive on time |
4,51 |
Agree |
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8. |
Easy to
find transportation systems around my workplace |
4,33 |
Agree |
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Average
Total Mean |
4,42 |
Agree |
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Total Average Mean Physical Work Environment (X2) |
4,32 |
Agree |
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Total Mean of Physical Work Environment (X2) |
34,60 |
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Source : Data processed by the author 2023
Based on table 3, respondents' research on work discipline (X3)
was obtained with an overall average of 4.33. These results identify that the
work discipline factor gets a good value. From the largest mean obtained on the
indicator of obedience to the rules of behavior where respondents answered in
the affirmative and got an average answer of 4.47.
Descriptive Data Employee Performance Variable (Y)
The results of descriptive analysis of employee performance
variables (Y), where the average value of respondents' statements can be seen
in table 4 as follows:
Table 4. Average Total Mean
Employee Performance (Y)
|
No |
Work Discipline Statement
(X3) |
Mean |
Information |
|
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Obey the rules of time |
||||
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2. |
I am used to obeying the set
working time |
4,28 |
Agree |
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Average
Total Mean |
4,29 |
Agree |
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Obey the company's time |
||||
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3. |
The agency I work for is very
effective in utilizing time |
4,36 |
Agree |
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4. |
I am often late for work |
4,43 |
Agree |
|
|
Average
Total Mean |
4,40 |
Agree |
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Obey the rules of behavior |
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5. |
I have always behaved kindly
towards colleagues |
4,55 |
Agree |
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6. |
I always use personal
identification when working |
4,39 |
Agree |
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Average
Total Mean |
4,47 |
Agree |
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Obey other rules |
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7. |
I always do my tasks
responsibly |
4,45 |
Agree |
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|
8. |
The agency provides strict
sanctions for employees who violate the rules |
4,43 |
Agree |
|
|
Average
Total Mean |
4,44 |
Agree |
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|
Total
Mean Average Work Discipline (X3) |
4,40 |
Agree |
||
|
Total
Mean
of Work Discipline (X3) |
35,20 |
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Source : Data processed by the author 2023
Based on table 4. Obtained Research Results of Employee
Performance Respondents (Y) with an overall average of 4.27. This result identifies that
the implementation of employee performance gets a good value. From the largest
mean obtained on the committed indicator with a value of 4.39.
Validity Test
The validity test that will be carried out in this study uses a
sample of 100 respondents, namely employees of the Central Indonesian Ombudman
Institute. The validity test was carried out to test the questionnaire items
submitted as instruments in this study whether they were suitable for use. The
calculation is to compare r count with r table. If r is calculated to have a
greater value than r table where the correlation coefficient is 0.195, then the
entire statement is declared valid so that it can be used in this study. That
all statement items in this study have a greater Corrected Item Total
Correlation value compared to r table on the 100th N, which is 0.195. This
indicates that all statement items submitted are valid so that all statement
items can proceed to the next stage.
Reliability Test
Reliability test is a test used to determine the consistency of
measuring instruments, whether the measuring instrument can be relied on for
further use. After the validity test is declared valid, then a reliability test
is carried out using the Alpha Cronbachs formula. Where an instrument can be
said to be reliable (reliable) if it has a reliability coefficient or alpha of
more than 0.6. The results of the Instrument Reliability Test of Job Training
Variables (X1), Physical Work Environment (X2), Work Discipline (X3) and
Employee Performance (Y) can be said that the overall questionnaire items of
each variable of job training (X1), physical work environment (X2), work
discipline (X3), and employee performance (Y) in this study are reliable which
is shown in Cronbach's alpha value all variables have a good value of above
0.6. So it can be interpreted that all values of this research variable are
said to be good and acceptable.
Normality Test
One Sample Kolmogorov–Smirnov Test, or normality test is used to
determine the distribution of the population, whether it follows the
distribution theoretically (normal, poisson, or uniform). Which aims to test
whether in the regression model, the bound variable and the independent
variable both have a normal distribution. The distribution data is said to be
normal if the level of significance value is > α = 0.05 and if the opposite
is < α = 0.05 then it is said to be abnormal. The following is presented in
the following table 5:
Table 5. Normality Test Results
|
One-Sample
Kolmogorov-Smirnov Test |
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Unstandardiz
ed Residual |
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N |
100 |
|
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Normal
Parametersa,b |
Mean |
,0000000 |
|
Std.
Deviation |
2,02336661 |
|
|
Most
Extreme Differences |
Absolute |
,057 |
|
Positive |
,055 |
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Negative |
-,057 |
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Test
Statistic |
,057 |
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Asymp.
Sig. (2-tailed) |
,200c,d |
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a.
Test distribution is Normal. |
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b.
Calculated from data. |
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c.
Lilliefors Significance Correction. |
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d.
This is a lower bound of the true significance. |
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The result from table 5 above shows that the value of Asymp Sig.
(2- tailed) is 0.200. Which means that the regression model in this study has a
normal sample distribution based on its significance value > α = 0.05. So it
can be said that the distribution of employee performance results derived from
job training (X1), physical work environment (X2), and work discipline (X3) is
normally distributed at the level of significance α = 0.05.
The multicollinearity test is used to determine whether or not
there is a deviation from the classical assumption of multicollinearity, namely
the existence of a linear relationship or the value of variance inflation
factor (VIF), if the Tolerance value > 0.1 or VIF < 10, then it can be
said that multicollinearity does not occur in the model studied. To find out
whether multicollinearity occurs can be seen in table 6 below:
Table 6. Multicollinearity Test Output
|
Coefficient |
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|
Model |
Standardized Coefficients |
T |
Say. |
Collinearity
Statistics |
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Beta |
Tolerance |
BRIGHT |
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|
1 |
(Constant) |
|
2,477 |
,015 |
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Pelatihan_Kerja |
,327 |
2,981 |
,004 |
,362 |
2,762 |
|
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LIngkungan_Kerja_Fisik |
,376 |
3,313 |
,001 |
,339 |
2,950 |
|
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Disiplin_Kerja |
,162 |
2,099 |
,038 |
,734 |
1,363 |
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Dependent Variable: Kinerja_Pegawai
Sumber: Output SPSS 26. Coefficients, linier regression. Diolah
2022
Based on table 6 (Coefficients) it can be seen that the variance
inflation factor (VIF) of each independent variable has the following values:
The VIF value for the job training variable (X1) is 2.762 < 10
and the value of tolerance of 0.3.62 > 0.10, VIF value for physical work
environment variable (X2) of 2.950 < 10 and tolerance value of 0.339 >
0.10, VIF value for work discipline variable (X3) of 1.363 < 10 and
tolerance value of 0.734. Thus it can be concluded that the regression equation
model does not occur multicollinearity and can be used in this study.
Heteroscedasticity Test
In a good regression heteroscedasticity test there should be no
heteroscedasticity, this test aims to test whether a regression model has an
inequality of variance from one observation to another. A good regression model
is one that is homokedasticity, or does not occur heteroscedasticity. In this study, researchers used
heteroscedasticity test with glacier test where the test results can be seen in
table 7 below:
Table 7. Output Uji Gletjer
|
Coefficient |
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|
Model |
Unstandardized Coefficients |
Standardized Coefficients |
t |
Say. |
||
|
B |
Std. Error |
Beta |
||||
|
1 |
(Constant) |
4,259 |
1,606 |
|
2,652 |
,009 |
|
Pelatihan_Kerja |
-,056 |
,064 |
-,146 |
-,874 |
,384 |
|
|
LIngkungan_Kerja_Fisik |
-,008 |
,065 |
-,021 |
-,120 |
,905 |
|
|
Disiplin_Kerja |
-,015 |
,047 |
-,039 |
-,330 |
,742 |
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a. Dependent Variable: ABS_RES |
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Sumber : Output SPSS 26. Coefficient, linear regression. Diolah
2022
Table 7 above explains that the results of each independent
variable, namely job training (X1), physical work environment (X2), and work
discipline (X3) using the glacier model obtained significant value results
greater than 0.05 (Sig > 0.05) which means that the data in this study did
not occur heterokedasticity problems so that this study could be continued.
Autocorrelation is a state in which there is a strong correlation
for observations between one and another observation arranged according to time
sequence. The autocorrelation test aims to test whether in a linear regression
model there is a correlation between confounding errors in the current period
and confounding errors in previous periods. A good regression equation is one
that has no autocorrelation. If there is autocorrelation, the equation becomes
not good for production. One measure in determining the presence or absence of
autocorrelation problems is to use the Durbin-Watson (DW) test. Where the
results of autokeralsi testing can be seen in table 8 below:
Table 8. Autocorrelation
Test
|
Model Summaryb |
|||||
|
Model |
R |
R Square |
Adjusted R Square |
Std. Error of the Estimate |
Durbin-Watson |
|
1 |
,762a |
,581 |
,568 |
2,05474 |
1,902 |
|
a. Predictors: (Constant), Disiplin_Kerja,
Pelatihan_Kerja, LIngkungan_Kerja_Fisik |
|||||
|
b. Dependent Variable: Kinerja_Pegawai |
|||||
Sumber : Output SPSS 26. Coefficients, linier regression. Diolah
2022
Based on table 4.15 it can be explained that the Durbin-Watson
value is 1.902. Where the value of K or the number of independent and bound
variables is 4 and N or the number of respondent data = 100. So that the value
of dL = 1.603 and the value of dU = 1.732 then the value of 4-dU = 2.268. If
included in the Durbin-Watson decision-making criteria, the results of dU <
DW < 4-dU (1.736 < 1.902 < 2.268), which means that the regression
model obtained does not occur autocorrelation.
Double Linear Regression Analysis
Multiple linear regression analysis is a form of analysis that
discusses the extent of the influence of independent variables, namely training
(X1), physical work environment (X2), and work discipline (X3) and the
dependent variable is employee performance (Y) of the Central Indonesian
Ombudman Institute. It can be known that the linear regression equation is as
follows:
Y =0,327 X1+ 0,376 X2+ 0,162 x3
Information:
And = Employee
Performance
X1 = Job Training
X2 = Physical Work environment X3 = Work Discipline
The interpretation of the
results of the equation is as follows:
b1The job training regression coefficient (X1) has a positive
contribution value of 0.327 to the employee performance variable (Y). If the
training factor (X1) increases by 1%, then employee performance (Y) will
increase by 0.327 or 32.7%, assuming the other independent variables are
constant.
b2The regression coefficient of the physical work environment (X2)
obtained a positive contribution value of 0.376 to employee performance (Y). If
the physical work environment factor (X2) increases by 1%, employee performance
(Y) will increase by 0.376 or 37.6%, assuming the other independent variable is
constant.
b3The work discipline regression coefficient (X3) obtained a
positive contribution value of 0.162 to employee performance (Y). If the work
discipline factor (X3) increases by 1%, employee performance (Y) will increase
by 0.162 or 16.2%, assuming the other independent variables are constant.
The Effect of Job Training
on Employee Performance
Based on the results of the study, it can be known that the value
of the regression coefficients of the job training variable is positive
(0.327), so it can be said that the job training variable (X1) is directly
proportional (positive) to the employee performance variable (Y). Based on the
tcount value of the training variable of 2.981, it can be seen that the t-count
value is greater than ttable with df 96 and the two-sided test. Because the
calculated value > ttable (2.981 > 1.988) H0 is rejected and Ha is
accepted, and it can be said that
Job training variables affect employee performance. A significant
value of 0.004 that is smaller than 0.05 indicates that training is significant
to employee performance. So it can be said that job training has a significant
positive effect on employee performance. The results of respondents' assessment
of the training questionnaire on average answered in agreement with the
qualifications of the trainer given, this is also shown in positive
implications based on the response of the performance of employees with high
responsibility and always committed to what is assigned.
Job training is a process of teaching knowledge and skills as well
as attitudes so that employees are more skilled and able to carry out their
responsibilities better, according to standards. If the results of the training
assessment obtained during the training period are good, then the company will
be affected by the good effects such as increasing employee performance and
achieving the company's vision and mission, and vice versa. The results of this
study are in line with research conducted by Julianry et al. (2017) and
Sirlyana (2020) it is known that training has a significant positive effect on
employee performance. The same result was also stated by Subroto (2018) which
showed that training had a positive and significant effect on employee performance.
The Effect of Physical Work Environment on Employee Performance
Based on the results of research conducted by researchers, it was
found that the physical work environment has a positive and significant effect
on employee performance (Y). These results are shown by the value of the
coefficient which has a positive direction with a value of 0.376, the
calculated value of the ttable > (3.313 > 1.988) and a significant value
of 0.038 which is smaller than 0.05 (0.038 > 0.05). Through the distribution
of questionnaires conducted to employees of the Indonesian Ombudsman institution
as a whole, it shows that the physical work environment gets good grades.
Obtained the results of the assessment of respondents of the physical work
environment on average answered in the affirmative. From the largest mean,
indicators of the availability of transportation facilities were obtained where
employees received support for transportation facilities so that they were on
time at work and a transportation system that was easy to find with a value
distribution of 4.42, indicating that respondents agreed with a physical work
environment that suits employee needs.
The physical work environment is an important factor in the
achievement of an employee's performance. Where the physical work environment
affects employees in completing their work. With an adequate work environment,
it will certainly make employees feel at home working, so that employee morale
and enthusiasm will arise in carrying out their work, and employee or employee
performance will increase. While an inadequate work environment can interfere
with employee concentration in carrying out their work, causing errors in work
and employee performance or employees will decrease. The results of this study
are in accordance with research conducted by Nabawi (2022) which shows that the
work environment affects the performance of employees of the Public Works and
Public Housing Office of Aceh Tangiang Regency. The positive and significant
influence between the work environment on employee performance is consistent
with research conducted by Yantika (2021) and (Putri Khairunnisa and Riyanto
2020).
The Effect of Work Discipline on Employee Performance
Based on the results of the study, it can be known that the value
of the regression coefficients of the work discipline variable is positive
(0.162), so it can be said that the work discipline variable (X3) is directly
proportional (positive) to the employee performance variable (Y). Based on the
calculated value of the work discipline variable of 2.099, it can be seen that
the t-count value is greater than ttable with df 96 and a two-sided test. Because the calculated value > ttable (2.099 > 1.988) then
H0 is rejected and Ha is accepted, and It can be said that training variables affect employee performance.
A significant value of 0.001 that is smaller than 0.05 indicates that work
discipline is significant to employee performance. So it can be said that work
discipline has a significant positive effect on employee performance. Based on
respondents' responses to work discipline as a whole, it is identified that the
work discipline factor gets a good score. From the largest mean obtained on
indicators of obedience to rules of behavior where respondents stated to behave
friendly towards colleagues and use personal identification when working.
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 are in line
with research conducted by Situmorang et al., (2021) showing that discipline
has a positive and significant influence on performance. The positive and
significant influence between work discipline on employee performance is also
stated in research conducted by Sammy Firwish (2020) and Sugito Efendi &;
Hardiyanto, (2021).
CONCLUSION
This
study aims to analyze the impact of job training, physical work environment,
and work discipline on employee performance at the Central Indonesian Ombudsman
Institute. The results of the hypothesis test show that job training has a
positive and significant influence on employee performance, indicating that
training materials and qualifications provided at the Central Indonesian
Ombudsman Institute can positively affect employee performance, in accordance
with hypothesis 1. Furthermore, the results of the hypothesis test also show
that the physical work environment has a positive and significant influence on
employee performance. Factors such as office equipment, workspace layout,
hygiene, and relationships can affect employees and positively impact
performance, according to hypothesis 2. Finally, work discipline was also found
to have a positive and significant effect on employee performance. The
provision of rules related to time, behavior, and other regulations at the
Central Indonesian Ombudsman Institute has a positive impact on employee
performance, in accordance with hypothesis 3. Thus, the conclusion of this study
provides a deep understanding of the factors that affect employee performance
at the Central Indonesian Ombudsman Institute, and provides a basis for policy
improvement and development in the fields of training, work environment, and
work discipline to improve organizational effectiveness.
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Copyright holder: Cindy
Widya Maniihuruk, Herry Krisnandi, Kumba Digdowiseiso (2024) |
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First publication rights: International
Journal of Social Service and Research (IJSSR) |
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