The Influence of Motivation, Work Environment and Work Discipline on Employee Performance at PT. Tamim Zada Rajawali
Farhana
Najmi Nurrachma1,
Herry Krisnandi2,
Kumba Digdowiseiso3
Faculty
of
Economics and
Business,
Universitas National, Indonesia1,2,3
E-mail: [email protected]1 ,
[email protected]2, [email protected]3
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ABSTRACT |
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Motivation, Work Environment,
Work Discipline, Employee Performance,
Human Resource. |
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This research aims to investigate the specific
dimensions of motivation, work environment, and work discipline and their
influence on employee performance at PT. Tamim Zada Rajawali. Utilizing
quantitative techniques and descriptive methods, the study employs multiple
linear regression inferential analysis to interpret the data. Primary data is
collected through closed questionnaires distributed to 100 respondents, and
the analysis is conducted using the Statistical Product and Service Solution
(SPSS) program version 23.0. The findings reveal a notable contradiction in
the impact of motivation (X1), which exhibits a negative and significant
effect, contrary to initial expectations. On the other hand, Work Environment
(X2) and Work Discipline (X3) demonstrate positive and significant effects on
the dependent variable, namely employee performance. The unexpected result
regarding motivation prompts the need for further investigation and
clarification. Based on the study results, it is recommended that companies pay
close attention to and evaluate employee performance to enhance overall
effectiveness. This research contributes valuable insights for organizations
aiming to improve employee performance through a comprehensive understanding
of motivation, work environment, and work discipline dynamics. |
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INTRODUCTION
In
this era of globalization, the demand for effective company management is
increasingly urgent. Good management is the key to improving the effectiveness
of company operations
To ensure the realization of company goals, the
management of human resources must be systematic and optimal
According to Ali Iqbal, M
This research delves into an in-depth exploration of
employee performance at PT. Tamim Zada Rajawali specifically focuses on
motivation, work environment, and work discipline. By blending these factors,
the study provides profound insights and illuminates employee success dynamics
within this vibrant company. The research seeks to bridge the existing gap in
the literature and contribute novel perspectives to understanding employee
performance management in the context of PT. Tamim Zada Rajawali. The urgency
of this research is underscored by the increasing demand for effective company
management in the globalized landscape and the pivotal role of human resources
in achieving organizational success. Through this study, we aim to provide
practical implications for enhancing employee performance, thereby contributing
to the broader discourse on effective company management.
METHODS
This
study aims to evaluate employee performance that is influenced by motivational
variables, work environment, and work discipline at PT. Tamim Zada Rajawali,
with research carried out from October 2022 to completion. The research
variables used in this method are divided into independent variables
(motivation, work environment, and work discipline) and dependent variables
(employee performance). The research method used is quantitative with an
Explanatory Research approach, and data is collected through questionnaires.
The main data source comes from internal PT. Tamim Zada Rajawali, which
includes primary data collection through the distribution of questionnaires to
employee respondents and secondary data obtained from documents, journals,
reports, and books relevant to the subject matter of research. The population
in this study was all employees of PT. Tamim Zada Rajawali numbered 133 people,
with the use of total samples.
Data
collection techniques are carried out through questionnaires or statement
questionnaires with Likert scales, and data are analyzed with descriptive
methods to provide an overview and inferential tests such as validity tests,
reliability tests (Cronbach's Alpha), as well as classical assumption tests
such as normality tests, multicollinearity, autocorrelation, and
heteroscedasticity. Furthermore, multiple linear regression analysis is used to
test the relationship between the independent variable and the dependent
variable. The F test is used to test the joint influence of the independent
variable on the dependent variable, while the t test is used to test the
partial influence of each independent variable. All tests are supplemented by
model feasibility tests, including a determination test (R2) to assess how well
regression models can account for variations in dependent variables. The
overall analysis will provide comprehensive information about the factors that
affect employee performance at PT. Tamim Zada Eagle
RESULTS
The results of the descriptive analysis
showed the average total value (average total mean) and overall value for each
variable in this study. The independent variables include Motivation (X1), Work
Environment (X2), and Work Discipline (X3), while the dependent variable is
Employee Performance (Y). In the Motivation variable, the process that explains
the intensity, direction, and perseverance of individuals in achieving goals is
evaluated through questions that result in an Average Total Mean of 4.36, with
a high value of 4.41 and a low of 4.29. Work Environment variables, which include
aspects around workers that affect task execution, were assessed through
questions that resulted in an Average Total Mean of 4.47. The highest value was
4.58, while the lowest value was 4.37. Work Discipline, as an attitude towards
company regulations and readiness to accept sanctions, was evaluated through
questions that resulted in an Average Total Mean of 4.24. The highest value is
4.50, and the lowest value is 3.95. On the dependent variable, Employee
Performance, the success rate in carrying out tasks is evaluated through
questions that result in an Average Total Mean of 4.40. The highest value was
4.63, while the lowest value was 4.21. Thus, the results of descriptive
analysis provide an overview of respondents' assessment of each variable in this
study.
Multiple linear regression analysis is a
form of analysis that discusses the extent of the influence for the independent
variable (X) on a dependent variable (Y), variable X1 is Motivation, X2 is Work
Environment, X3 is Work Discipline, and variable (Y) is Employee Performance.
In terms of calculating multiple linear regression coefficients in testing
using the SPSS 23 program, regarding the test results that have been carried
out:
Table 1. Multiple Linear
Regression Analysis Results
|
Model |
Unstandardized Coefficients |
Standardized Coefficients |
t |
Say. |
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B |
Std. Error |
Beta |
|||
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1(Constant) |
4.944 |
2.163 |
|
2.285 |
.024 |
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Total_X1 |
.172 |
.068 |
.234 |
2.529 |
.013 |
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Total_X2 |
.205 |
.079 |
.237 |
2.594 |
.011 |
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Total_X3 |
.205 |
.067 |
.278 |
3.081 |
.003 |
Based on the results of multiple linear
regression analysis, the following conclusions were obtained: b) The regression
value for Motivation in the regression equation shows a value of 0.234, which
can be interpreted that if motivation increases, employee performance will
increase by 0.234. Other assumptions are considered constant, so motivation has
a positive and significant influence on employee performance by 23.4%. c) The
regression value for the Work Environment in the regression equation shows a
value of 0.237. This means that if the work environment improves, employee
performance will increase by 0.237. With other assumptions remaining, the Work
Environment variable has a positive and significant effect on employee
performance by 23.7%. d) The regression value for Work Discipline in the
regression equation shows a value of 0.278. If work discipline improves,
employee performance will increase by 0.278. With other assumptions considered
constant, the Work Discipline variable has a positive and significant effect on
employee performance by 27.8%. Test validity in research as the accuracy of
research measuring instruments about the content or actual meaning measured.
The criteria for processing the validity test are if the calculation is
>rtable, then the questionnaire is declared valid and if the calculation is
< rtable, then the questionnaire is declared invalid, using the degree of
freedom (df) = n- 2 with an alpa of 0.05. This is determined using the formula
n = 100 (100-2), then the results obtained r Table (0.05) = 0.196 ,The validity
test results are as follows:
Table 2. Validity Test
Results
|
Variable |
Question |
R Calculate |
R Table |
Information |
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Motivasis (x1) |
Question 1 |
0,921 |
0,196 |
Valid |
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Question 2 |
0,804 |
0,196 |
Valid |
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Question 3 |
0,803 |
0,196 |
Valid |
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Question 4 |
0,721 |
0,196 |
Valid |
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Question 5 |
0,921 |
0,196 |
Valid |
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Variable |
Question |
R Calculate |
R Table |
Information |
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Work
Environment (X2) |
Question 1 |
0,866 |
0,196 |
Valid |
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Question 2 |
0,704 |
0,196 |
Valid |
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Question 3 |
0,776 |
0,196 |
Valid |
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Question 4 |
0,838 |
0,196 |
Valid |
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Question 5 |
0,854 |
0,196 |
Valid |
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Variable |
Question |
R Calculate |
R Table |
Information |
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Work Discipline (X3) |
Question 1 |
0,923 |
0,196 |
Valid |
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Question 2 |
0,838 |
0,196 |
Valid |
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Question 3 |
0,777 |
0,196 |
Valid |
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Question 4 |
0,707 |
0,196 |
Valid |
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Question 5 |
0,862 |
0,196 |
Valid |
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Variable |
Question |
R Calculate |
R Table |
Information |
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Employee
Performance (Y) |
Question 1 |
0,841 |
0,196 |
Valid |
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Question 2 |
0,862 |
0,196 |
Valid |
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Question 3 |
0,753 |
0,196 |
Valid |
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Question 4 |
0,870 |
0,196 |
Valid |
Based on the calculation results, it is tested
with SPSS23 in table 2 that each item of the questionnaire
question that has been submitted has more test value. If you compare the Table
on sample N to 100, that is 0.196. This means that the entire question on the
questionnaire for each variable is said to be Valid. The purpose of the
reIiabiIity test is to determine whether the instrument consistently gives
correct readings when measurements are repeated again. Here are the results of
the reliability test:
Tabel 3. Reliability Test Results
|
No |
Variabel |
Cronbach’s Alpha |
Batasan |
Keterangan |
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1. |
Motivasi (X1) |
0,890 |
0,6 |
Reliabel |
|
2. |
Lingkungan Kerja (X2) |
0,865 |
0,6 |
Reliabel |
|
3. |
Disiplin Kerja
(X3) |
0,878 |
0,6 |
Reliabel |
|
4. |
Kinerja Karyawan (Y) |
0,851 |
0,6 |
Reliabel |
The results of the table above then said
the value on a questionnaire used, measuring all variables in the study was
said to be good. Because all variable results have Cronbach's Alpha greater
than r Table which is 0.6 with this motivation of 0.890, while the work
environment with a value of 0.865, as well as work discipline of 0.878 and
employee performance of 0.851 means that all variables can be declared reliable
or have met the test requirements.
Classical assumption test testing is
performed to ensure the validity and reliability of regression analysis
results. First, the normality test is performed using the Kolmogorov-Smirnov
test. Based on the results, the significance value of 0.196, which is greater
than α=0.05, indicates that the data is normally distributed. Furthermore, the
multicollinearity test is carried out by looking at the value of Variance
Inflation Factor (VIF) and Tolerance. The test results in table show that there is no multicollinearity in
the regression model. Furthermore, an autocorrelation test with the Durbin
Watson method is carried out to detect the possibility of autocorrelation. The
results in table show a Durbin Watson (DW) value of 1.956, which is between the
limits of DU and 4-DU, indicating that there are no autocorrelation symptoms in
the regression model. Furthermore, heteroscedasticity tests are performed by
the Glejser method. Based on table 4.14, the test results show that the
regression model does not experience heteroscedasticity.
Hypothesis testing using the F test is
carried out to determine whether the variables of motivation, work environment,
and work discipline together affect employee performance. The ANOVA test
results in Table 3 show that the F count (11.852) is greater than the F table
(2.70) with significance levels of 0.000 < 0.05. Thus, these variables
together have a positive and significant effect on employee performance.
Finally, the coefficient of determination test (R^2) was conducted to determine
how much variability in employee performance can be explained by motivation,
work environment, and work discipline variables. The results show that the
Adjusted R Square is 0.247 or 24.7%, meaning these variables contribute
significantly to employee performance.
Testing individual hypotheses using
t-tests shows that each independent variable (motivation, work environment, and
work discipline) positively and significantly affects employee performance, as shown in table. With the significance value of each
variable smaller than the significance level of 0.05, it can be concluded that
motivation, work environment, and individual work discipline have a positive
and significant influence on employee performance at PT. Tamim Zada Eagles.
The Effect of Motivation on the Performance of PT. Tamim Zada
Eagle
From the analysis in this study, it is known
that motivation does not have a positive and significant effect on the
performance of PT employees. Tamim Zada Eagles. The following is reinforced by
the results of the analysis known through several tests carried out and the
results of hypothesis testing. The results of the t-test show that t-count
>ttable is a calculated t value of 2.529>ttable 1.984 with a significant
level of (0.013 < 0.05). It can be concluded that motivation has a positive
and significant effect on the performance of PT. Tamim Zada Eagles. The results
of the study were reinforced on the questionnaire submitted by the researcher
obtained an average result of 4.36. Which means most respondents expressed
agreement. The results of this study also corroborate the results of Isnaini Diana
Putri Abdullah's research (2018) that motivation has a positive effect and
significance on employee performance.
The Influence of the Work Environment on the Performance of PT.
Tamim Zada Eagle
From the results of the analysis of this
study, it was obtained that the work environment had a positive and significant
effect on the performance of PT. Tamim Zada Eagles. The analysis is
strengthened from known results through several tests carried out as well as
the results of hypothesis testing. The results of the t-test show that
t->ttable is a calculated value with a value of 2.594>ttable 1.984 with a
significant level of (0.011 < 0.05). From these criteria, it can be
concluded that the environment has a positive and significant effect on the
performance of PT. Tamim Zada Rajawali, with a comfortable work environment,
certainly makes employees work optimally in their work. The results of the
study were reinforced on the questionnaire submitted by the researcher obtained
an average result of 4.47. Which means most respondents expressed agreement. As
in research previously conducted by Efendi &; Hardiyanto
(2021), the work environment has a positive effect on performance. Of course,
it can make employees improve their performance.
Distribution of Respondents' Answers
From the results of the analysis on
research from testing, it was obtained that work discipline, had a positive and
significant effect on the performance of PT. Tamim Zada Eagles. The analysis is
strengthened from known results through several tests carried out as well as
the results of hypothesis testing. The results of the t-test show that
tcount>ttable is a calculated value with a value of 2.081>ttable 1.984
and obtained a significance value smaller than α, namely (0.003 < 0.05) From
these criteria, it is concluded that discipline has a positive and significant
effect on employee performance at PT. Tamim Zada Rajawali, the more leaders or
employees have discipline, the better the chances to improve performance. The
results of the study were reinforced on the questionnaire submitted by the
researcher got an average result of 4.24. Which means most respondents
expressed agreement. Discipline is a form of improving and shaping employee
attitudes and behaviors so that these employees try to work effectively and
professionally to improve work performance and performance. The results of this
study also corroborate the results of research from Tyas & Sunuharyo (2020)
that discipline produces a positive influence and significance on employee
performance.
CONCLUSION
Based
on data analysis from a study entitled "The Effect of Motivation, Work
Environment, and Work Discipline on Employee Performance at PT. Tamim Zada
Rajawali", it can be concluded that the variables of motivation, work
environment, and work discipline have a positive and significant effect on
employee performance at PT. Tamim Zada Eagles. The results of statistical tests
on each variable show calculated t values and significant values that support
the influence. In addition, the results of the coefficient of determination
analysis also indicate that motivation, work environment, and work discipline
together have a significant influence on employee performance. The higher the
value of the coefficient of determination, the better the influence of the
independent variable on the dependent variable. Thus, it can be concluded that
motivation, work environment, and work discipline collectively contribute
significantly to improving employee performance at PT. Tamim Zada Eagles.
This article is a part of joint research and publication between Faculty
of Economics and Business, National University, Jakarta and Faculty of
Business, Economics, and Social Development, Universiti Malaysia Terengganu.
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Copyright holder: Farhana
Najmi Nurrachma, Herry Krisnandi, Kumba Digdowiseiso (2024) |
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First publication rights: International
Journal of Social Service and Research (IJSSR) |
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