Introduction
The city of
Medan has the main revenue from PUD (Regional Public
Enterprises). The market comes from contributions and rentals of
shophouses and kiosks, which are marketed to traders and consist of stands,
tables, tents, and income from cleaning contributions. Municipally-owned
corporations (BUMD) is the only agency that manages 50 markets in Medan
City. Management's ability to manage resources is highly dependent on the
quality of human resources (Melton & Meier, 2017). Suppose the employee or employee
of a business entity can follow the job description accompanied by a high level
of skill and discipline. In that case, the target of the business entity will
be achieved.
The income
is determined based on the number of outlets (shops, kiosks, stands, and
tables) multiplied by the tariff and cleaning contribution. In addition, PUD
Market of Medan City generates income by receiving daily and monthly
contributions from points of sale and by offering other services, such as
construction services and electricity facilities (Roslinda & Nurlaila, 2022).The
Medan City Market PUD can set an annual revenue target based on these
two things (the number of outlets and the rent). However, the target that has
been set cannot be met.
The income
that has not been able to meet the target shows that the performance of the
Medan City Market PUD has not been optimal. Various factors can influence
this, one of which is human resources, in this case, the performance of PUD
employees.
Employee
performance shows employees' skills in carrying out a particular field of work. Many
organizational transformation projects rely heavily on the willingness of
employees to adapt in the present day (Alqudah, Carballo-Penela, & Ruzo-Sanmart�n,
2022). Moreover, when a
company has more high-performing workers on its payroll, overall productivity
increases, making it more resilient to changing environmental conditions (Danni & Bachri, 2021). If
employees work optimally, then the complaints of service users, namely traditional
market traders, decrease. From the results of the graph of traders' complaints
on the performance of Medan City Market PUD employees, it has increased.
The number
of complaints that occur tends to increase. This is certainly an achievement
that the Medan City Market PUD manager did not expect because it harmed
the company's main source of income. Traditional markets are an excellent
alternative for shopping among people. The variety of goods plus the freshness
of fish, meat, and vegetable products attract consumers to shop at this market.
It can be recognized that there is a dependency on the ability of employees to
become an obstacle in improving company performance. The employees needed are
employees who are expected to innovate in work practices so that they are more
capable of responding to the demands of existing changes.
From the
research results by (Ronald, 2010), employee performance is influenced by various factors,
namely competence and motivation. Performance is influenced by leadership
style, organizational communication, and work motivation (Sehfudin & Mas�ud, 2011). In addition,
work culture also influences employee performance (Assagaf, 2012; Munawirsyah, 2018). Regardless
of the organization, organizational culture exists; it binds the organization
to a chain of implicit meanings that provides distinct meanings for all human
actions and organizational processes (Cucu-Ciuhan & Guită-Alexandru, 2014).
The
objectives of this research are:
a. Knowing the
factors that cause employee performance at PUD Market of Medan City is
still not optimal.
b. Develop
strategies to improve employee performance at PUD Market of Medan City.
Method
a. Type of
research
The
type of research used is correlational research. This research was carried out
to detect how variations in a factor are related or correlated with one or more
other factors based on the correlation coefficient (Sinulingga, 2012).
b. Population and
Sample
The
population is the entire subject or object of research (Ghozali, 2009). In this study, the population was employees who served in
the Medan City Market PUD Office. Sampling in this study using the
census technique or all of the population used as research respondents.
The
number of employees of Medan City Market PUD as of April 30, 2022, is
652 people (including casual daily workers). In this study, the sample size is
based on the opinion of (Hair, Anderson, Tatham, & Black, 1998), which states that the ratio between
the number of subjects and the number of independent variables in multivariate
analysis is recommended for around 15 to 20 subjects.
Based
on the conceptual framework that are competence, work
culture, organizational communication, and motivation, there are four independent
variables, thus the number of
research subjects is between 60 to 80 respondents. In this study,
questionnaires were distributed to 80 respondents.
The
sample is part of the number and characteristics of the population (Sugiyono, 2006). The sampling method used is the probability
sampling method. This method provides equal opportunities for each member of
the population to be a sample. Determination of the sample using a simple
random sampling technique.
c. Data
collection technique
Data collection
is a systematic and standard procedure to obtain the required data (Torang, 2012). The techniques used to collect data are:
1) The questionnaire is a
list containing questions to be filled out by the respondents based on
indicators on the operational definition of variables. The way of assessing the
results of the answers to the questionnaire is done using a Likert scale.
2) Documentation study.
d. Data analysis
Analyze
the magnitude of the relationship and the influence of independent variables
whose number is more than two. It is known as multiple regression analysis (Hasan, 1999).
Results And Discussion
A. Coefficient of Determination
Results
Coefficient of
determination determines how much the independent variable's ability to
influence the dependent variable (Priyatno, 2008). The coefficient of
determination is located in the model summary table in the Adjusted R Square
column.
The
correlation coefficient (R) value shows how big the relationship between the
independent variables and the dependent variable is. The value of R ranges from
0 to 1. The value closer to 1 means the relationship is getting stronger. On
the contrary, the relationship is weaker when the value gets closer to 0.
Table 1
Correlation
Coefficient and Determination Coefficient
|
Model
|
R
|
R
Square
|
Adjusted
R
Square
|
Std. Error
of the
Estimate
|
|
|
|
1
|
.625a
|
.391
|
.358
|
.45731
|
|
Source: Research
Results, 2022 (Data processed)
From the SPSS output
in Table 1. it can be seen that:
1) The value
of the correlation coefficient is 0.625, which indicates a close relationship
between the variables of competence, work culture, organizational communication,
and motivation on the performance of PUD Market of Medan City employees.
If the R-value is between 0.6 � 0.79, then the correlation is close (Situmorang and Luthfi, 2008)
2) The value
of the coefficient of determination (Adjusted R Square) is 0.358. This means
that 35.8% of Medan City Market PUD employees' performance is influenced
by independent variables, namely competence, work culture, organizational
communication, and motivation. At the same time, the remaining 64.2% is
influenced by other variables outside the variables used in this study.
B. Simultaneous
Hypothesis Test Results (F Test)
This
test determines whether the independent variables (X1, X2, X3, X4) together or
simultaneously have a significant effect on the dependent variable (Y).
Alternatively, to find out whether the regression model can be used to predict
the dependent variable or not (Priyatno, 2008), as shown in Table 2.
Table 2
F Test Results
|
Model
|
df
|
F
|
Sig.
|
|
1
|
Regression
|
4
|
12.019
|
.000b
|
|
Residual
|
75
|
|
|
|
Total
|
79
|
|
|
Source: Research
Results, 2022 (Data processed)
In
Table 2. the Faritmethic value is 12,019. To test the hypothesis simultaneously,
the Ftable value must be known. Using the 95% confidence level,
a=5%, df1 (number of variables-1) = 5-1 = 4 , then df2 (n-k-1)= 80-4-1 = 75,
the value of F-table is obtained through Microsoft Excel 2010 formula
"=FINV(0.05,4.75) which returns 2.49. Because the value of Faritmethic
> Ftable (12,019 > 2,49), Ho is rejected, and Ha is accepted.
This means that there is a significant influence simultaneously between
competence, work culture, organizational communication, and motivation on
employee performance. So simultaneously or together, the four independent
variables significantly influence the performance of PUD Market of Medan
City employees.
C. Results of Partial
Hypothesis Testing (t-test)
This
test is used to determine whether, in the regression model, the independent
variables (X1, X2, X3, X4) partially have a significant effect on the dependent
variable (Y) (Priyatno, 2008).
Table 3
t-test results
|
Model
|
Unstandardized
Coefficients
|
t
|
Sig.
|
|
B
|
Std. Error
|
|
1
|
(Constant)
|
.600
|
.660
|
.909
|
.366
|
|
Competence
|
.003
|
.142
|
.021
|
.983
|
|
Work
Culture
|
.245
|
.103
|
2.369
|
.020
|
|
Communication
|
.406
|
.124
|
3.281
|
.002
|
|
Motivation
|
.178
|
.114
|
1.564
|
.122
|
Source: Research
Results, 2022 (Data processed)
Based on Table 3, the following
results were obtained:
1) The distribution table
t or t-table is searched at alpha = 5% with degrees of freedom (df) = n-k-1 or
df=80-4-1=75 (n is the number of respondents and k is the number of independent
variables). Using the formula "=TINV(0.05,75)" in Microsoft Excel
2010, the t-table value is 1.99. From the results of the SPSS output from Table
3. the results of the t-arithmetic of the competency
variable (X1) are 0.021, the work culture variable (X2) is 2.369 then, the
organizational communication variable (X3) is 3.281, and the motivation
variable (X4) is 1.564. Because the t-arithmetic value of the work culture and
communication variables is greater than t-table (> 1.99),
Ho is rejected, and Ha is accepted, meaning that partially or individually,
there is a significant influence between work culture and organizational
communication on employee performance at PUD Pasar Medan city.
2) The competence and
motivation variable have a t-arithmetic value smaller than the
t-table (<1.99), so Ho is accepted, and Ha is rejected, meaning that
partially or individually, there is no significant effect between competence
and motivation on employee performance at PUD Pasar Medan City.
3) The variable that has
the most dominant influence on employee performance decisions is Organizational
Communication (X3) because it has the largest coefficient value (in column B),
which is 0.406. The work culture variable with the second largest influence on
employee performance has a coefficient value of 0.245. From the test results,
it can be stated that only two variables affect the performance of PUD Pasar
Kota Medan employees, namely work culture and organizational communication. In
contrast, the competence and motivation variables have no significant effect.
Conclusion
The performance of
Medan city market pud employees of 35.8% is influenced by competence, work
culture, communication, and motivation. While the remaining 64.2% is influenced
by other variables outside the variables used in this study.
Organizational communication
is one of the factors that gives the most prominent impression on employee
performance decisions, while work culture is the second biggest influence.
Competence and
motivational factors partially do not affect the performance of the PUD
market of Medan city employees.
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ANALYSIS OF EMPLOYEE
PERFORMANCE IMPROVEMENT IN MEDAN CITY PUD MARKET