The Effect of Workload, Work Discipline, and Work from
Home System on Employee Performance During the Covid-19 Pandemic
Christian Nataniel Tandi Bua1,
Herry Krisnandi2, Kumba Digdowiseiso3*
Faculty of Economics and Business,
National University, Indonesia1,2,3
Email:
[email protected]1, [email protected]2,
[email protected]3*
INTRODUCTION
Human resources
are one of the sources of support for the movement of an organization. Because
humans are more likely to do everything by working together and always holding
activities (Dickdick, Djaka, and Suhenda 2016). The most important element
compared to other resources present in the organization is human resources.
Even human resources greatly determine the success of an organization by
planning, implementing, and controlling the success or failure of an
organization. (Hill et al., 2017). The existence of humans here is not only to
present physical factors, but also various factors of ability and skills in
organizations (Fendy 2013: 15).
Humans in a group
or organization must have a variety of different characters, thoughts, and
abilities. Therefore, it needs to be organized, managed, and maintained as well
as possible in order to increase the effectiveness and efficiency of the
organization. This is called the science of Human Resource Management (HRM).
Human resource management as the driving center of the organization according
to the nature of the people in it. This also makes the organization remain
stable, exist, and perform well. (Dickdick et al. 2016:4). In Kasmir's opinion
(2016: 6) human resource management is one of the processes of human governance
starting from the process of planning, recruitment, selection, training,
improvement, distribution of compensation, safety and health, as well as in
maintaining employee work bonds until the end of employment relations or
retirement in order to achieve the creation of company goals and increase
stakeholder welfare. So human resource management as a process of organizing
and utilizing people in an organization or company.
A good human
resource management system will shape the "humans" in it to be
creative, innovative, productive, and quality so that it will have a good
impact on company performance. According to Bukit et al., (2017, p.2) suggests
that humans are unique elements and have different characteristics from one
another, so human resource management is not something easy. Plus the times and
eras are different from previous times, of course, there are very significant
differences both in behavior, desire, and others. Therefore, "company
leaders" as influencers must really know the types of employees and be
extra in managing human resources in a company to increase company
success.
At the beginning of March 2020, even today,
Indonesia was treated to the presence of the phenomenon of the COVID-19 virus
(Coronavirus Disease 19) which caused all community activities to be disrupted
and hindered, plus the birth of government policies that require people to move
from home and reduce mobility outside the home (PP Number 21 of 2020 &;
Permenkes Number 9 of 2020). This has an impact on the company and organization
sectors so that they have difficulty adjusting company conditions to the
conditions of the COVID-19 pandemic, which has an impact on HR management.
This condition
will also have an impact on the performance of the employees produced.
According to Prabu in Human Resource Management, Theory of Practice (2008: 67),
performance results from work in quality and quantity produced by employees.
Employee performance can be said to be the center of an agency's success in
achieving goals which are indicated to be influenced by workload, work
discipline, and work system. According to Guridno &; Sinambela (2019),
Civil Servants are human resources who have a role in determining the success
of government administration. Therefore, the performance of Civil Servants is
very decisive in achieving success in the field of government as a public
servant. Thus, in any situation government employees must always show their
performance to the maximum for the community's welfare.
In order for the
existence of government agencies to continue to run in the midst of the
COVID-19 pandemic, efforts are needed to improve and develop in order to
survive in the midst of a pandemic. Therefore, many companies are taking emergency ways
to maintain their survival such as workforce reductions, reduction of working
hours, and restrictions on activities in the office. Thus, it will have an
impact on employees because they will be burdened with even greater work.
Workload is the number of tasks that an organizational unit or office holder
must complete within a certain period of time. (Sunarso, 2010).
Too much work and
limited time and skills will cause less than optimal results. High workload
will allow work stress and fatigue to arise so that it can cause employee
performance to decrease. Basically, each employee has a different level of
ability, some are able to do a large workload, some are unable because the
portion of work is excessively charged. But in addition, a low or small
workload will also make the abilities that exist in employees not used
optimally and optimally, causing boredom and loss of attention to work (Sugiono
&; Balqis, 2020)
The presence of the COVID-19 disease outbreak
is also a challenge for the level of employee discipline. In the midst of this
frightening situation, employees are required to remain disciplined in carrying
out their work, regardless of the method. Because one of the indicators of
performance appraisal is work discipline. Even according to Hasibuan (2017) one
of the keys to achieving company success is to apply consistent discipline.
Employees with good disciplinary standards will guarantee high performance appraisals
so that their performance will be optimal. However, in fact, during a pandemic
like this, many employees do not pay attention to discipline, because they
prioritize personal safety and health such as many who arrive late, waste a lot
of time by wandering, and leave not on time, so their work is not completed and
delayed. This must be the attention of company leaders to fix and re-improve
work discipline for each employee in order to improve employee performance and
achieve the success of a company.
Even according to
Circular Letter (SE) Number 24 of 2021 concerning Amendments to SE Menpan RB
Number 23 of 2021 concerning Adjustments to the Work System of ASN During the
Implementation of PPKM during the COVID19 Pandemic Period where during the PPKM
period, ASN experienced changes in the work system, namely 50% working from the
office (Work From Office) and 50% working from home (Work From Home). Thus, the
work system will affect the results of ASN performance.
However, in reality great challenges and
obstacles must be faced by employees in implementing this work from home work
system. The reason is, not all work can be done from home and not all employees
have adequate facilities and internet access. In addition, working from home
makes them act indifferent to work and work more at will which is not based on
applicable rules. Of course, it will affect the sustainability of the company
and the performance produced by employees.
The Ministry of Agriculture is an agency
engaged in agriculture that has various parts and UPT in it. One of them is the
Echelon II Work Unit, namely the Secretariat of the Agricultural Extension and
Human Resources Development Agency (BPPSDMP). Employees of the PPSDMP Agency
Secretariat consist of civil servants, honorary personnel, and other supporting
personnel. One proof that the PPSDMP Agency Secretariat is successful in
carrying out its duties and functions is by looking at the results of employee
performance. The following is employee performance appraisal data based on
activity performance indicators for the last 3 years from 2018-2020 in table
1.1 below:
Based on the
percentage of performance results of employees of the PPSDMP Agency Secretariat
above, it can be seen that the average percentage is still up and down. This
shows that the performance of employees of the PPSDMP Agency Secretariat of the
Ministry of Agriculture has not been optimal in carrying out their duties. The
COVID-19 outbreak has made employees of the PPSDMP Agency Secretariat
experience changes in work patterns, one of which is by increasing workload.
The workload has doubled due to a reduction in working hours and restrictions
on activities that affect the achievement of its performance. This condition is
also supported by research conducted by Balqis & Sugiono (2020) that
workload has a positive and significant effect on employee performance.
In addition, the condition of the COVID-19
pandemic is also a challenge at the level of discipline of employees of the
PPSDMP Agency Secretariat. Fear and wanting to always take care of themselves
make employees have begun to lack discipline such as arriving late, working
casually, leaving not on time, and just absent. So that it can affect the
results of their performance achievements, because according to Government
Regulation (PP) No. 30 of 2019 the indicator of ASN performance appraisal is to
look at their work discipline. So, work discipline is an influence on employee
performance in line with research conducted by Oktaviani (2017) where work
discipline has a significant influence on employees.
Then, the
condition of the COVID-19 pandemic has also made the work system of employees
of the PPSDMP Agency Secretariat undergo drastic changes, where employees have
to work from home because the government issued a social distancing policy.
Work carried out from home has a big challenge because employees must quickly
adapt to conditions so that this affects the results of the performance of
employees of the PPSDMP Agency Secretariat. This is also supported by
Alimuddin's research (2021) that work from home has a major influence on
employee performance.
Thus, it is
indicated that workload, work discipline, and work from home systems are
factors that affect employee performance during the COVID-19 pandemic at the
Secretariat of the PPSDMP Agency of the Ministry of Agriculture. Therefore, the
author is interested in raising a research topic entitled "The Effect of
Workload, Work Discipline, and Work From Home System on Employee Performance
during the COVID-19 pandemic".
METHODS
This study applies
quantitative descriptive research methods with a focus on analyzing the
relationship between variables at the Secretariat of the PPSDMP Agency of the
Ministry of Agriculture. This study aims to evaluate employee performance
affected by workload, work discipline, and Work From Home (WFH) work system
during the COVID-19 pandemic. Data were obtained from literature literature,
journal articles, and primary data sources through questionnaires filled out by
110 respondents who were a sample of a population of 150 employees. The
research variables involve workload, work discipline, WFH work system, and
employee performance. Data analysis includes tests of validity and reliability
of questionnaires, as well as tests of classical assumptions. Multiple linear
regression analysis is used to test the relationship between variables, with
the F test and the coefficient of determination to assess the feasibility of
the model. The t test is performed to test the positive and significant effect
of the independent variable on the dependent variable. Conclusions are drawn
based on the comparison of calculated values with ttables or probability values
with a significant level of 0.05.
RESULTS
In this study, validity tests were conducted to assess the suitability
of measuring instruments used in measuring workload variables, work discipline,
Work From Home (WFH) work systems, and employee performance. The results of the
validity test show that the value of Rcalculate (Correlated Item Total
Correlation) for all statements on the four variables is higher than the value
of Rtabel (0.187), so it can be concluded that the statements in the
questionnaire are declared valid. Furthermore, reliability tests using
Cronbach's Alpha method showed that the reliability values for each variable
(Workload, Work Discipline, WFH Work System, and Employee Performance) were
above the 0.60 limit, namely 0.648, 0.799, 0.680, and 0.734. Thus, the
instrument used in this study can be considered reliable, because it has met
the reliability requirements. These results were obtained from data analysis
using SPSS 25 software and provide confidence that the measuring tools used
were reliable in collecting data for this study.
Classical
Assumption Test
Normality Test
The normality test
aims to see whether the distribution of data used in this study is normally
distributed or not. The normality test can use the One Kolmogorov-Smirnov test.
If the significant value in the KolmogorovSmirnov test is below 0.05, it means that
the data is declared abnormal, and if the significant value is above 0.05, it
means that the data is normally distributed. The following are the results of
the normality test:
Table 1. Normality Test Results
Source: SPSS output 25. One Sample KS, linear
regression. Processed 2022
Seen from table
4.13 obtained the value of Asymp.Sig (2-tailed) is 0.200. This means that in
accordance with the hypothesis criteria in this study, if the value of
Asymp.Sig < α = 0.05 then Ho is rejected, and if Asymp.Sig > α = 0.05
then Ho is accepted.
Based on these
hypothetical criteria, an Asymp value is obtained. Sig (2 tailed) = 0.200 >
0.05 then Ho is accepted. Thus all variables in this study, namely Workload,
Work Discipline and Work From Home System on Employee Performance are declared
normally distributed at the level of significance α = 0.05.
Multicollinearity Test.
The
multicollinearity test is used to see if there is a fallacy in the classical
assumption of multicollinearity in the regression model. To find out whether or
not there is multicollinearity in this regression model, you can look at the
Variance Inflation Factor (VIF) number. If the Tolerance number > 0.1 or VIF
< 10.00, it is stated that there is no multicollinearity in the model
studied. Therefore, the table below shows the results of the multicollinearity
test.
Table 2. Multicollinearity Test Results
Source : Output
SPSS 25, Coefficients, linear regression, Processed 2022
Based on table 4.13 (Coefficients), it can be seen
in the Variance Inflation Factor (VIF) of each independent variable obtained
the following numbers:
a.
The VIF number on the Workload variable (X 1)
is 1.141 < 10 and the tolerance number is 0.877 > 0.10.
b.
The VIF number on the Work Discipline variable (X2)
is 1.169 < 10 and the tolerance rate is 0.856 > 0.10.
c.
The VIF number in the Work From Home System
variable (X3) is 1.277 < 10 and the tolerance value is 0.783 >
0.10.
Based on the
description above, the author concludes that the regression equation in this
study does not occur multicollinearity, so this equation model can be used in
this study.
Autocorrelation
Test
Autocorrelation
tests are used to see if there is a correlation between confounding errors in
period t and confounding errors in period t-1 in linear regression models Good
regression models should not have autocorrelation. The Durbin Watson Test (DW
Test) was selected in the autocorrelation test in this study. If the DW number
lies between the numbers DU and 4-DU, then no autocorrelation occurs. Table 2.
Below shows the results of the autocorrelation test.
Table 3. Autocorrelation Test Results - Durbin
Watson
Source: SPSS output 25. Model Summary, linear regression. Processed 2022
From table 3.
Durbin Watson (DW) number is 2.038, while the DW-Table uses a significant 5%
with the number of N (110) and the independent variable is 3 (k = 3) so that DL
= 1.633 and DU = 1.745 are obtained. Thus the DW number lies between the DU and
4-DU numbers, this is in accordance with the decision criteria, namely DU <
DW < 4-DU (1.745 < 2.038 < 2.255) so that there is no autocorrelation
in this study.
Heteroscedasticity
Test
This test is
carried out to determine whether there is a difference in variance from
residuals to one another in the regression model. The method used is the
glacier test in this study. When the residual variance is the same,
heterokedasticity or homoscedasticity does not occur. The table below is the
result of the heteroscedasticity test (glacier test)
Table 4.
Heteroscedasticity Test Results
Source : SPSS 25
output. Coefficients, linear regression. Processed 2022
From table 4.
above produces Sig values for the Workload variable (X 1) of 0.084, for
the Work Discipline variable (X 2) of 0.941, and the Work From Home
Work System variable (X3) of 0.639. Based on these results,
the three variables produce Sig values above 0.05, therefore it can be
concluded that there is no heteroscedasticity problem.
Model Due
Diligence
Test F
Test F in this
study uses the ANOVA test to determine whether all independent variables
together have a significant influence on the dependent variable. Test results
with a significance level of 0.05 are as follows:
Table 5. F Test Results
Source : SPSS 25 output. ANOVA, linear regression.
Processed 2022
From the results of the F test in table 4.16
above, the calculated F value is 63.318 (significant 0.000). The F
value of the table is
obtained from the value of the free degree (df) as df denominator and df
regression (treatment) which is 3 as df numerator with a significant level of
5% (k ; n-k = 3; 110-3 = 3; 107), so that the F value of thetable (α
= 5%) is 2.69. Since the value of F is calculated > Ftable (63.318 > 2.69) with
a significant level of 0.000 < 0.05 then said Ha is accepted. Therefore, the
conclusions in this study are feasible and significant to use, so that the
variables workload, work discipline, and work from home system can explain any
changes in the value of employee performance variables because they have a
significant influence.
Test Coefficient
of Determination (R2)
The Coefficient of
Determination Analysis (R2) is used to see the extent to which the
independent (free) variable developed in the study is able to explain the
dependent (bound) variable.
Table 6. Coefficient of Determination Test
Source : SPSS 25 output. Model
Summary, linear regression. Processed 2021
Based on table 4.17 above, the value of the coefficient of
determination described in the Adjusted R Square column is 0.632 or 63.2%. This
means that the variables Workload, Work Discipline, and Work From Home System
have an influence of 63.2% on the Employee Performance variable, then the
remaining 36.8% is influenced by other variables outside the regression model
and is not analyzed in this study.
Hypothesis Testing t test
The t-test is used
to detect the effect of each independent variable on the dependent variable.
The test used a significant level of 0.05 and 2 sides. Test the hypothesis
between workload, work discipline, and work from home work system on employee
performance can be used by finding t test statistics with criteria comparing
calculated t values and t tables. For more details, the author
describes the results of the t test in table 4.18 below:
Table 7. Test Results t
Source : Output SPSS 25, Coefficients, linear
regression, Processed 2022
Based on table
4.18 above, it can be described as follows:
a.
Workload Hypothesis
Testing (X1) on Employee Performance (Y)
Based on the test results in the table above, acalculated t value was obtained on the workload
variable (X1) of 2.447 with a significant value of 0.015. Then the
table t value with df (n-k-1
= 110-3-1 = 106) with a significant level (α = 0.05/2 = 0.025) of 1.98260. So
that the value of tis calculated above the table t (2.477 > 1.98260) and significant
value (0.015 < 0.05). This means that H0 is rejected and Ha is accepted. So in
conclusion, the workload variable (X1) has a positive and
significant influence on employee performance during the COVID-19 pandemic at
the Secretariat of the PPSDMP Agency of the Ministry of Agriculture.
b.
Testing the Work
Discipline Hypothesis (X2) on Employee Performance (Y)
Based on the test results in the table above, a calculated t value for the work discipline variable (X2)
of 3.251 was obtained with a significant value of 0.002. Then the table t value
with df (n-k-1 = 110-3-1 = 106)
with a significant level (α = 0.05/2 = 0.025) of 1.98260. So that the value of
t is calculated above ttable
(3.251 > 1.98260) with a significant value (0.002 < 0.05).
This means that H0 is rejected
and Ha is accepted. So in conclusion, the work discipline variable (X2)
has a positive and significant influence on employee performance during the
COVID-19 pandemic at the Secretariat of the PPSDMP Agency of the Ministry of
Agriculture.
c.
Hypothesis Testing of
Work From Home System (X3) on Employee Performance (Y)
Based on the test in the table above, the
calculated t value for the
work from home system variable (X3) is 9.636 with a significant
value of 0.000. Then the table t value with df (n-k-1 = 110-3-1= 106) with a
significant level (α = 0.05/2 = 0.025) of 1.98260.
So that the value of t is calculated above
ttable (9.636 > 1.98260)
with a significant value (0.000 < 0.05). This means that H0 is rejected and Ha is accepted. So in
conclusion, the variable work from home system (X3) has a positive
and significant influence on employee performance during the COVID-19 pandemic
at the Secretariat of the PPSDMP Agency of the Ministry of Agriculture.
Discussion
The Effect of
Workload on Employee Performance
The results of the
analysis in this study found that the value was significantly smaller than the
probability limit of the error level used, namely 5% = (0.015 < 0.05) and
the results of the t test on t calculate > ttable (2.477
> 1.98260) meaning that the Workload variable has a positive and significant
influence on the performance of employees of the PPSDMP Agency Secretariat of
the Ministry of Agriculture. The higher the workload within normal limits, the
greater the enthusiasm and level of focus of employees to complete it, so that
employee performance will increase. However, the amount of workload must remain
within reasonable limits and in accordance with the capabilities of employees.
Because basically each employee has a different level of ability, some are able
to do a large workload, some are unable because the portion of work charged is
excessive. In addition, a workload that is too low will also make the existing
abilities of employees not used optimally and optimally, causing boredom and
loss of attention to work.
The results of the
study on the questionnaire distributed by the author to respondents with
indicators of targets, work conditions, time use, and type of work resulted in
an Average Total Mean of 3.96 which means that the majority of respondents
agree with the workload so that there is a positive and significant influence
on employee performance.
This result is in
line with previous research researched by Diana (2019) which resulted in
workload having a significant influence on employee performance because the
work must be adjusted to the worker's ability, working conditions, work
infrastructure, worker age, and gender in order to create good performance.
The Effect of Work
Discipline on Employee Performance
The results of the
analysis in this study found that the significance value was smaller than the
probability limit of the error rate used, which was 5% = (0.002 < 0.05) and
the results of the t test on t calculate > ttable (3.251 > 1.98260)
meaning that the Work Discipline variable had a positive and significant effect
on the Performance of Employees of the PPSDMP Agency Secretariat of the
Ministry of Agriculture. According to Hasibuan (2017), discipline is the key to
the company's success in achieving its goals. Employees with a good level of
discipline can guarantee good performance appraisals so that their performance
will be optimal. In addition, work discipline is an indicator of civil servant
performance appraisal, so if employees want to get good appraisal results, they
must improve their discipline.
The results of the
study on the questionnaire given by the author to respondents with indicators
of attendance, employee alertness, adherence to work standards, and adherence
to work ethics and regulations resulted in an Average Total Mean of 4.00 which means
that most respondents agree with Work Discipline so that it has a positive and
significant effect on employee performance.
This research is
also corroborated by the results of Nova Oktaviani's (2017) research that Work
Discipline has a positive and significant effect on employee performance, so
employees will do their work purposefully and further improve their
performance.
The Effect of Work
From Home System on Employee Performance
The results of the
analysis in this study obtained that the significance value is smaller than the
probability limit of the error rate used, which is 5% = (0.000 < 0.05) and
the results of the t test on t calculate > ttable (9.635 > 1.98260)
meaning that the Work From Home System variable has a positive and significant
effect on Employee Performance. Secretariat of the PPSDMP Agency of the
Ministry of Agriculture. The Work From Home system has recently been
implemented due to the COVID-19 outbreak which has limited activities and
prevented crowds. With this new work system, employees inevitably have to be
able to adapt to existing conditions for mutual safety, so that in the future
employees will get used to working with this system.
The results of the
questionnaire study distributed by the author to respondents with indicators of
flexible work environment, work stress, closeness to family, time and cost
resulted in an Average Total Mean of 3.92 which means that the majority of
respondents agree with the Work From Home Work System, this means that the
implementation of the work from home system is considered effective even though
the results may not be the same for every employee but it is very clear even
though the work from home system tries to maintain performance and maintaining
relationships with the office.
The results of
this study support previous research conducted by Winda Maharani, et al (2021)
which stated that the Work From Home Work System variable has a positive and
significant influence on employee performance because this work system is
considered easy to do from anywhere, but the biggest obstacle is that there are
some employees who are not focused when working from outside and many employees
whose infrastructure facilities do not allow to work from home.
CONCLUSION
Based
on the results of research on the performance of employees at the Secretariat
of the PPSDMP Agency of the Ministry of Agriculture during the COVID-19
pandemic, several things can be concluded. First, the Workload variable (X1)
has a positive and significant influence on employee performance, with the
largest indicators on targets and types of work. Emphasis on workload factors
is important during this pandemic, where high workloads encourage morale and
improve employee performance. Second, the Work Discipline variable (X2) also
has a positive and significant effect on employee performance, with adherence
to work ethics and regulations being the largest indicator. The high level of
work discipline contributes to the achievement of achievements and the
improvement of employee performance. Finally, the Work From Home (X3) variable
has a positive and significant influence on employee performance, with
closeness to family as the biggest indicator. However, special attention is
needed to the flexible working environment which is the lowest indicator. In
conclusion, in the context of a pandemic, attention to workload, work
discipline, and the Work From Home work system can help improve employee
performance at the Secretariat of the PPSDMP Agency of the Ministry of
Agriculture.
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