The Influence of
Interpersonal Communication, Work Motivation and Career Development on the
Performance of Employees of Ramen Ya Jakarta Restaurant
Tri Widia Soleha1, Ahmad Cik2,
Kumba Digdowiseiso3*
1,2,3*
Fakultas
Ekonomi dan Bisnis Universitas Nasional Jakarta, Indonesia
Email: 1[email protected],
2[email protected], 3*[email protected]
Abstract
This
research to analyze the effect of Interpersonal Communication, Work Motivation and Careers Development on the Performance of YES Ramen Restaurant Employees. The research data
used primary data in the form of
a questionnaire to 105 employees of the YA Ramen Restaurant. The analytical
method in this study used descriptive and inferential analysis with multiple
linear regression and used the SPSS version
25 program. The technical data testing used in this study included multiple linear regression tests
and hypothesis testing. The results of the research analysis found that Interpersonal Communications (X1), Work Motivation (X2), and
Career Development (X3) have a positive and significant effect on Employee
Performance (Y). The results of this study are expected to be able to make YA
Ramen restaurants employees pay attention to Interpersonal Communications, Work Motivation, and Career Development which can improve
Employee Performance.
Keywords: Interpersonal Communications, Work Motivation and Career Development,
Employee Performance.
INTRODUCTION
HR
has become an important role in an organization or company. In order for a
company to have quality employees, the company needs to respect all aspects of
the employee. With increasing performance employee
will give impact
positive in achieve company goals. Therefore,
management must study the attitudes and behavior of employees to improve their
performance.
According
to (Sedarmayanti, 2017) "Employee performance is something carried out individually and can be
noticed�. Enhancement performance many employees, very important in an organization, because with performance employees who Lots will can increase productivity Work employee with if
productivity increases, the goals of the organization will be achieved itself.
With results
Work which done fulfil target,
this imply that employees can fulfill the obligations
that have been given to them by the company and must be maintained. However, the
consequences of the work carried out by employees do not meet the objectives
and cannot be fulfilled obligation them, expand performance employee very important.
When working on employee presentations at the company, several variables can be
influenced, including; interpersonal communication, work motivation, and career
development.
There
are various factors that influence performance, including Interpersonal
Communication, which is communication with a fairly high frequency used by
humans. With interpersonal communication that occurs within various
aspect life man Which Wrong the
only one happen in formal
scope like organization or company. The cycle done HR is one of the
determinant elements in creating a strong organization. The communication cycle
is an interaction that will continue to occur in any relationship. Wrong the only one is role superior
in matter communication. According to (Suwatno & Priansa,
2011) "communication is useful for awakening employee motivation, in order
to proceed when managers want to improve employee performance". One thing important For reach objective
organization is increase
performance employee. Because, expansion implementation performance employee
can with appropriate influencing changes in worker behavior which is manifested in
work inspiration in increasing work efficiency.
Handoko
(2010) explains that communication is a way to convey ideas or information to
someone. Effective communication helps employees understand their jobs clearly,
which in turn improves their performance. Interpersonal communication, which
involves direct exchange of information between individuals, is key in ensuring
good understanding (Arni, 2011).
Work
motivation, according to Wibowo (2017), is an urge to act in various ways to
achieve goals, which includes guidelines, intensity and activity. Employees
with high motivation and appropriate rewards will tend to perform well, playing
an important role in the company's survival. Indahwati & Rizqi's (2022)
view emphasizes that motivation encourages individuals to make serious efforts
to achieve optimal results, and motivation becomes increasingly important in
moving subordinates towards predetermined goals.
Research
by Susitianingrum et al. (2015) shows that work motivation has a significant influence
on employee performance. Thus, efforts to increase work motivation can be an
effective strategy for improving employee performance in an organization.
Motivation Work very useful For employee Because there is motivation work will
arrange employees who are able to
take responsibility, deeply finish
the job Which has given, when a worker
own motivation Which strong will There is energy from in himself
For show his abilities. And everything that
was hoped for in him.
Career
development is another element that can influence employee performance. Clear
career advancement will bring benefits for public
And organization Because
can help create
HR in the organization by paying attention to differences in data
related to capacity and representative performance so that it can be used
fairly for choices in advancing successful workers, can encourage worker
loyalty and obligations to the organization and will limit disappointment that
drives workers to leave the organization, workers can increase capacity them,
because they accept that their profession in the association will go well and
workers will be happy with the association and will clearly be motivated to
work, organizational factors that appreciate employee performance as well as
career development.
Career
development, according to Marwansyah (2014), refers to individual efforts to
understand and improve their professional plans, creating dynamic conditions in
the work environment with a focus on improving the quality of work. Lijan
Poltak (2019) states that increasing professionalism involves organizational
efforts in managing the work of its employees, including the regulation,
implementation and management of their profession. Meanwhile, according to Rozi
& Pusitasari (2019), career development is a program to increase individual
work capacity to achieve an ideal calling, giving hope to representatives to
achieve privileges, both in material and non-material terms.
Clear
career development forms an obligation of organizational guidance because it
will support workers so that they feel comfortable with what they are doing which they have do and the dedication they have given. This career development
is not only to lead workers to a higher career path but also to give them
obligations and rewards Which more big on business Which
has they do. When improvement plan career No own clarity from organization, that means that they
do not consider representatives to be a major resource for organization, because on basically worker is perpetrator dynamic for help organization achieve its
goal.
This
research was conducted at RAMEN YA Restaurant, a company operating in the
F&B world since 2013. PT. Maju Mapan Yic (YES Ramen Restaurant) has gone
through a lot of competition business in achieving targets proposed business field. There are many
business fields to obtain. This company has become large and effective to date,
of course it cannot be separated from the enormous role of its employees. This
company also go forward looking profit
and understand the importance of HR management, to produce quality human
resources.
Restaurant Ramen
YES pay attention with monitor progress organization in Then day, composing HR which reliable
And Keep going create
power work that Ready face competition. This is Wrong
One task main para actual organizational leaders and workers
so that representative implementation is maintained to achieve goals.
Based
on the explanation above in this research, employee performance is a variable affected dependents communication interpersonal, motivation work,
and career development. Expect to see key areas of strength for how
interpersonal communication, work motivation, and career development impact
employee performance.
This research aims to provide guidelines for
carrying out examinations of the influence of Interpersonal Communication, Work
Motivation and Career Development on the performance of YA Ramen Restaurant
employees. The research objective involves analyzing the impact of each of
these variables. The benefits of this research include further investigation
regarding Interpersonal Communication, Work Motivation, and Career Development
and their contribution to employee performance. For academics, it is hoped that
this research will become reference material for further exploration. Meanwhile
for PT. Maju Mapan YIC (YES Ramen Restaurant), the research results can be used
as data and contribution to organizational improvement, especially in improving
aspects of Interpersonal Communication, Work Motivation and Career Development
which have a positive impact on employee performance.
RESEARCH METHOD
This research focuses on
employee performance which is influenced by interpersonal communication, work
motivation and career development at PT. Maju Mapan YIC (YES Ramen Restaurant).
The research plan includes stages such as preparing a proposal, collecting data
through a questionnaire distributed to 143 permanent employees of YA Ramen
Restaurant, proposal seminars, data processing and analysis, as well as
preparing a final report/thesis. The main data source comes from employees
using a Likert scale as a measurement tool. The population in this study was
all permanent employees, and the sample was determined using the Taro Yamane
formula, resulting in 105 respondents. Data analysis methods involve
descriptive analysis, inferential analysis, and multiple linear regression.
Instrument testing involves validity and reliability tests, while classical
assumption tests include normality tests, multicollinearity tests,
autocorrelation tests, and heteroscedasticity tests. Hypothesis testing uses
the t test, with a significance level of 0.05. The results of this analysis are
expected to provide a comprehensive picture of the influence of Interpersonal
Communication, Work Motivation, and Career Development on Employee Performance
at YA Ramen Restaurant.
RESULTS AND DISCUSSION
A. Method Data analysis
1. Analysis Descriptive
The
results of the descriptive statistical test are to determine the total mean
value And total whole mean For every variable. Variable
independent, namely interpersonal communication (X1), work motivation
(X2) and development career (X3), as
well as variable dependent
that is Performance Employees
(Y) Which each variable consists
from a number of items statement,
namely: a) Communication Interpersonal: 8
statements opinion, b) Motivation Work : 8
statements opinion, c) Development Career : 8 statement opinion, d) Performance Employees: 8 statement opinion.
a.
Description
Data Variable Communication interpersonal
The
process of communication between two people in which reciprocity can be felt
directly by delivering messages at that time to carry out cooperation between
one person and another person to achieve a goal. Objective certain
things or to do something that is beneficial to both. The table below is the
average total mean result of Interpersonal
Communication.
Table 1. Average Total
Mean and Total Mean
Interpersonal
Communication (X1)
|
Openness |
||
|
1 |
Interaction Which
done superior to subordinates
very open |
4.40 |
|
2 |
Communication open
between colleague Work about work is going well |
4.44 |
|
Average Total
Mean |
4.42 |
|
|
Empathy |
||
|
3 |
Leaders/Superiors always
ask condition every
employee when will face work |
4.17 |
|
4 |
Leader /Superior willing help employee Which experience problem
on his job |
4.39 |
|
Average Total
Mean |
4.28 |
|
|
Attitude positive |
||
|
5 |
I
have attitude communication open to colleague
Work |
4.39 |
|
6 |
I can accept information from various source
in environment place
Work |
4.38 |
|
Average Total
Mean |
4,385 |
|
|
Equality |
||
|
7 |
Leader /Superior always request to para employee For always
Work The same with solidarity Which
tall |
4.43 |
|
8 |
In give he
ordered superior No ever
choose which employees are suitable for operate task |
4.36 |
|
Average Total
Mean |
4,395 |
|
|
Average
Total Mean Communication Interpersonal |
4.37 |
|
Source: Data Processed Questionnaire
Based
on Table 1, the total mean openness indicator has an average value of 4.42,
which means that the majority of respondents stated that they quite agree that
openness interactions improve performance at the YA Ramen Restaurant, which is
good, while for the empathy indicator the average total mean own mark average
4.28 Which It means
a number of Most respondents
indicated that they quite agreed that they had empathy for restaurant employees Ramen YES,
good, as an indicator of a positive attitude
average total mean has mark average 4,385
Which It means a number of respondents show
quite agree that the attitude is positive to
employees in Ramen Restaurant YES, good, and the average total mean
equality indicator has an average value of 4.395, which means that the majority
of respondents stated that they quite agree that equality on employee
in Restaurant Ramen YES Good,� The
average result of the total mean for the Interpersonal Communication
variable as a whole is 4.37. This means that the majority of respondents stated enough
agree that communication interpersonal which
managed at the YES Ramen
Restaurant is good.
a) Work Motivation Variable Data
Work
motivation is an urge to work to achieve something objective, person must can develop
motivation Work which
has the highest positive impact on employee performance in a company.
When employees feel well motivated, they tend to more dedicated, productive, and enthusiastic in carry
out their duties and responsibilities. Table
below are the results of the average total mean work motivation:
Table 2. Average Total Mean and Total
Mean Motivation Work (X2)
|
Need will achievement |
||
|
1 |
I get chance For
finish that job difficult And reach work target |
4.21 |
|
2 |
Award in work can motivating For Work |
4.26 |
|
Average Total
Mean |
4,235 |
|
|
Need will affiliate |
||
|
3 |
Braid cooperation between employee in place Work so far can make me feel comfortable For Work |
4.30 |
|
4 |
Connection interaction social fellow employee help I in work |
4.36 |
|
Average Total
Mean |
4.33 |
|
|
Need will competence |
||
|
5 |
I feel motivated For
do work in a
way appropriate And fast in accordance work standards (SOUP) |
4.38 |
|
6 |
I Ready
overtime when it comes to
work I Not yet finished appropriate
time |
4.38 |
|
Average Total
Mean |
4.38 |
|
|
Need will power |
||
|
7 |
I enterprising Work Because exists
chance Which given
company For occupy
position certain |
4.49 |
|
8 |
I get chance participate in determine the goal will be achieved by superior |
4.33 |
|
Average Total
Mean |
4.41 |
|
|
Average Total
Mean Motivation Work |
4,338 |
|
Source: Processed Data Questionnaire
Based
on Table 2, the average total mean for the need for achievement indicator has
an average value of 4.235, which means that the majority of respondents stated
that they quite agree that the need for achievement improves performance at the
Ramen Restaurant, YES is good, while for the indicator need will affiliate
average total mean own mark an
average of 4.33, which means that the
majority of respondents stated that they quite agree that the need for
affiliation among YA Ramen Restaurant employees is good, then the indicator need will competence
average total mean own mark The average
is 4.38, which means that the majority of respondents stated that they quite
agree with the need competence on employees in Ramen Restaurant YES well,
and indicator need will power average total mean own The
average value is 4.41, which means that the majority of respondents stated that
they quite agree that need power on employee
in Restaurant Ramen Yes,
good. The average result of the total mean for the overall work motivation
variable is 4.338. This means that the majority of respondents indicated enough
agreed that Motivation Work Which managed
in YES Ramen Restaurant is
good.
b) Career Development Variable Data
This
process usually involves a series of steps and policies designed to facilitate
an employee's development toward higher positions or responsibilities within
the company. With career development, employees can be encouraged and motivated
to carry out their duties effectively and efficiently, so that the company can
achieve its goals optimally. The table below is the mean result of career
development:
Table 3. Average Total Mean and Total Mean Development Career
(X)
|
Treatment
Which fair in have a career |
||
|
1 |
I feel the company
has been fair in providing opportunities Which The same on all employee For promoted |
4.22 |
|
2 |
I feel
promotion Which given
company based consideration objective |
4.25 |
|
Average Total
Mean |
4,235 |
|
|
Concern direct supervisor |
||
|
3 |
Leaders/Superiors always
give attention special
in development career
I |
4.22 |
|
4 |
I feel superior own role important in improvement career
I |
4.22 |
|
Average Total
Mean |
4.22 |
|
|
Information
various opportunity promotion |
||
|
5 |
Company provide information about
condition to occupy something position certain |
4.25 |
|
6 |
Opportunity career
Which There is in announce openly _ |
4.33 |
|
Average Total
Mean |
4.29 |
|
|
There is interest to be
promoted |
||
|
7 |
I own
that interest big For Continue
to develop your career at the company |
4.36 |
|
8 |
Program level
career Which given
company make me
want to Keep going develop
career I |
4.36 |
|
Average Total
Mean |
4.36 |
|
|
Average Total
Mean Development Career |
4,276 |
|
Source: Data Processed Questionnaire
Based
on Table 3 on indicator treatment
which fair in a career average total mean own mark average 4,235 which this
means that the majority of respondents stated that they quite agree that
it is fair to have a career in improving performance at the Ramen Restaurant.
Yes, it is good, while for the indicator of concern for direct superiors, the
average total mean has an average value of 4.22, which means that the majority
of respondents stated that it was sufficient.
agree that caring
superior on employee
Restaurant Ramen YES OK, then the information indicator various
opportunity promotion average
total The mean has an average
value of 4.29, which means that the majority of respondents stated Enough
agree that information opportunity promotion on employees
at the YES Ramen Restaurant are good, as an indicator of interest in being
promoted average total mean has
mark average 4.36 which means that the majority of
respondents stated that they quite agree that the interest in being promoted
among employees at the YA Ramen Restaurant is good. The average result of the
total mean for the Career Development variable as a whole is 4.276. This means
that the majority of respondents said it was sufficient agree that Development Career Which managed
in Restaurant Ramen YES is good.
c) Description of Employee Performance Variable
Data
Performance is results work Which has resolved by individual or groups in an organization according to
their respective expertise and obligations with the ultimate aim of achieving
organizational goals as a whole illegal, No ignore law And No oppose ethics
And moral. Table in lower this is results mean from Performance Employee:
Table 4. Average Total
Mean and Total Mean Performance Employee (Y)
|
Quality |
|||||
|
1 |
I always
try For increase quality Work I. |
4.20 |
|||
|
2 |
I fulfil
condition or standard Work (SOUP) set by
the company. |
4.24 |
|||
|
Average Total
Mean |
4.22 |
|
|||
|
Quantity |
|
||||
|
3 |
I can get the job done more
from Which targeted. |
4.33 |
|
||
|
4 |
I capable finish something work
with neat. |
4.30 |
|
||
|
Average Total
Mean |
4,315 |
|
|||
|
Attendance rate |
|
||||
|
5 |
I always present For finish work I |
4.30 |
|
||
|
6 |
I always
roll call appropriate time
and No Once late. |
4.35 |
|
||
|
Average Total
Mean |
4,325 |
|
|||
|
Efficiency and Effectiveness |
|
||||
|
7 |
I can use time
with efficient and effective. |
4.45 |
|
||
|
8 |
I have
commitment And not quite enough answer in Work. |
4.32 |
|
||
|
Average Total
Mean |
4,385 |
|
|||
|
Average
Total Mean Performance Employee |
4,311 |
|
|||
Source: Processed Data Questionnaire
Based
on table 4, the average total mean quality indicator has an average value of
4.22, which means that the majority of respondents stated that they quite agree
that quality is needed to improve performance
at YA Ramen Restaurant is good, while for indicators quantity average total mean own mark average
4,315 Which It means
Most of the respondents stated that they quite agreed that the quantity
of employees at the YA Ramen Restaurant was good, then the average total mean
attendance level indicator had an average value of 4.325, which means that the
majority of respondents agreed that the attendance level for employees at the
YA Ramen Restaurant was good, and the efficiency indicator and the average
total mean effectiveness has an average value of 4.385, which means that the
majority of respondents stated that efficiency and effectiveness on employee in Restaurant Ramen YES is good. The average result of
the total mean for the overall Employee Performance variable is 4.311. This
means that the majority of respondents agreed that the employee performance
provided at YA Ramen Restaurant was quite good.
2. Analysis Inferential
a. Instrument Test
1) Validity test
The
validity test is used to measure the accuracy and accuracy of a research
instrument. In determining whether an item is appropriate or not, a
significance test is usually carried out, meaning it is considered valid if it
correlates significantly with the total. If the correlation coefficient value
is <0.1918 then the statement item can be said to be valid.
Table 5. Results Test Validity
|
Variable |
Statement |
R Count |
R Table |
Information |
||||||||||||
|
|
Statement 1 |
0.528 |
0.1918 |
Valid |
||||||||||||
|
|
Statement 2 |
0.607 |
0.1918 |
Valid |
||||||||||||
|
Communication |
Statement 3 |
0.542 |
0.1918 |
Valid |
||||||||||||
|
Interpersonal |
Statement 4 |
0.526 |
0.1918 |
Valid |
||||||||||||
|
(X1) |
Statement 5 |
0.576 |
0.1918 |
Valid |
||||||||||||
|
|
Statement 6 |
0.610 |
0.1918 |
Valid |
||||||||||||
|
|
Statement 7 |
0.511 |
0.1918 |
Valid |
||||||||||||
|
|
Statement 8 |
0.492 |
0.1918 |
Valid |
||||||||||||
|
Variable |
Statement |
R Count |
R Table |
Information |
|
||||||||||||
|
|
Statement 1 |
0.398 |
0.1918 |
Valid |
|
||||||||||||
|
|
Statement 2 |
0.611 |
0.1918 |
Valid |
|
||||||||||||
|
Motivation |
Statement 3 |
0.531 |
0.1918 |
Valid |
|
||||||||||||
|
Work (X2) |
Statement 4 |
0.648 |
0.1918 |
Valid |
|
||||||||||||
|
|
Statement 5 |
0.589 |
0.1918 |
Valid |
|
||||||||||||
|
|
Statement 6 |
0.506 |
0.1918 |
Valid |
|
||||||||||||
|
|
Statement 7 |
0.573 |
0.1918 |
Valid |
|
||||||||||||
|
|
Statement 8 |
0.569 |
0.1918 |
Valid |
|
||||||||||||
|
Variable |
Statement |
R Count |
R Table |
Information |
|
|||||||||||
|
|
Statement 1 |
0.448 |
0.1918 |
Valid |
|
|||||||||||
|
|
Statement 2 |
0.590 |
0.1918 |
Valid |
|
|||||||||||
|
Development |
Statement 3 |
0.584 |
0.1918 |
Valid |
|
|||||||||||
|
Career |
Statement 4 |
0.623 |
0.1918 |
Valid |
|
|||||||||||
|
(X3) |
Statement 5 |
0.596 |
0.1918 |
Valid |
|
|||||||||||
|
|
Statement 6 |
0.542 |
0.1918 |
Valid |
|
|||||||||||
|
|
Statement 7 |
0.539 |
0.1918 |
Valid |
|
|||||||||||
|
|
Statement 8 |
0.526 |
0.1918 |
Valid |
|
|||||||||||
|
Variable |
Statement |
R Count |
R Table |
Information |
|
|||||||||||
|
|
Statement 1 |
0.346 |
0.1918 |
Valid |
|
|||||||||||
|
|
Statement 2 |
0.584 |
0.1918 |
Valid |
|
|||||||||||
|
Performance |
Statement 3 |
0.590 |
0.1918 |
Valid |
|
|||||||||||
|
Employee |
Statement 4 |
0.653 |
0.1918 |
Valid |
|
|||||||||||
|
(Y) |
Statement 5 |
0.540 |
0.1918 |
Valid |
|
|||||||||||
|
|
Statement 6 |
0.536 |
0.1918 |
Valid |
|
|||||||||||
|
|
Statement 7 |
0.461 |
0.1918 |
Valid |
|
|||||||||||
|
|
Statement 8 |
0.589 |
0.1918 |
Valid |
|
|||||||||||
Source: Data Processed SPSS 25
Based
on the validity test above, with the condition that Df = Number of respondents
� 2 (Df= 105-2 = 103) and
alpha 5% then used r
Table 103 = 0.1918. From recapitulation use SPSS 25 data tested of 103 respondents stated that all
statement items 1-32 for the variables Interpersonal Communication, Motivation Work, Development Career and Performance Employee valid. Matter
this seen from the results of calculations using the
table above show that the calculated R is greater than the R table (0.1918).
2) Reliability Test
Reliability
shows an instrument that can be used as a data collection tool, because the
instrument can be trusted and is reliable in producing results data which can be believed. Something instrument said reliable if it has a Cronbach's alpha value of 0.6. Results as follows:
Table 6. Results Test Reliability
|
Variable |
Cronbach's Alpha |
Information |
|
(X 1 ) |
0.665 |
Reliable |
|
(X2) |
0.675 |
Reliable |
|
(X3) |
0.680 |
Reliable |
|
(Y) |
0.647 |
Reliable |
Source: Processed Data SPSS 25
For fourth variable in on is 0.6. Because
values the measure is greater
than 0.6 then value the measure is reliable or has
met the reliability requirements.
b. Classic assumption test
1)
Test Normality
A statistical
procedure used to test whether a data set or sample comes from a normal
distribution or approaches a normal distribution. The data normality test can
be carried out using the Kolmogorov �
Smirnov test. This implementation of the Kolmogorov � Smirnov test compares empirical distributions data with distribution normal which expected. Statistics test Kolmogorov-Smirnov is used to calculate
the degree to which data fits a normal distribution which expected. If significant in lower 0.05 means data which will tested
has a significant difference with standard normal data, meaning the data is not
normal. And if it is significant above 0.05 means
there is no significant difference between the data to be tested and standard
normal data, meaning that both data tested are normal.
Table 7. Results
Test Normality
One-Sample Kolmogorov-Smirnov Test
Unstandardized Residuals
|
N |
105 |
|
|
Normal Parameters a, b |
�Mean������������������������� |
,0000000 |
|
|
Std.
Deviation |
1.91135584 |
|
Most Extreme Differences |
Absolute |
,085 |
|
�Positive����������������������������� |
,085 |
|
|
Negative |
- $1,081 |
|
|
Test Statistics |
,085 |
|
|
Asymp. Sig.
(2- tailed) |
,061 c |
|
a. Test distribution is Normal.
b.Calculated from data.
c. Lilliefors Significance Corrections.
Source: Data SPSS
25 processing
Based
on Table 7 Kolmogorov � Smirnov Test above,
the unstandardized residual Kolmogorov
Asymp.Sig (2-tailed) is 0.061, which means 0.061> 0.05, indicating that
the data in the research variables are normally distributed.
2) Multicollinearity Test
The
multicollinearity test can be seen from the
Variance Inflation Factor (VIF) and Tolerance
values, if the VIF value is less than 10 and Tolerance is more from 0.1 then
stated No happen
multicollinearity. Model regression Which Good No happen correlation perfect or near perfect among the independent variables
(multicollinearity). For more details, the author explains in Table 8:
Table 8. Results Test Multicollinearity
Coefficients a
|
Model |
Collinearity Statistics |
||
|
Tolerance |
VIF |
||
|
1 |
(Constant) |
|
|
|
|
Total.X1 |
1,000 |
1,000 |
|
|
Total.X2 |
,869 |
1,150 |
|
|
Total.X3 |
,869 |
1,150 |
Based
on Table 8, the VIF value for the Interpersonal Communication variable (X1) is
1,000, Work Motivation (X2) is 1,150 And Development Career
(X3) of 1,150. Meanwhile, the Tolerance value for the Interpersonal Communication variable (X1)
is 1.000, Work Motivation (X2) is 0.869 and Career Development (X3) is 0.869.
Of the three variables, the VIF value is <10 and the Tolerance value is more than 0.1, which means that the regression
model does not contain multicollinearity.
3) Autocorrelation Test
The
autocorrelation test is used to determine the relationship between data there is
on variables study. Model regression better not there is autocorrelation. Method testing usetest
Durbin-Watson (DW Test). The results of the autocorrelation test can be
seen in Table 9.
Table 9. Results Test Autocorrelation
Model Summary
b
|
Model |
Durbin-Watson |
|
1 |
1,879 |
a. Predictors: (Constant), Total.X3, Total.X2, Total.X3
b. Dependent Variables: Total.Y
Source: Processed Data SPSS 25
Based
on the results of the autocrelation test in Table 4.13, the DW value is 1.879 compared to with mark DW table need significance 5% with a sample size of 105 (n) and
number of independent variables 3
(k= 3), so on table DW obtained
mark dL=1.6237 and dU=1.7411. Because the DW value of 1.879
is greater than the upper limit (dU) of 1.7411 and less from 4-1, (4-dU).
This in accordance with the
provisions that is dU < DW < 4-dU, 1.7411<1.879<2.258, so DW located
in between dU And 4-dU, so it can be concluded that the
test results do not have autocorrelation i.
4)
Heteroscedasticity
Test
The
heteroscedasticity test aims to test whether there are differences variant
from residual an observer to other observations in the regression model. The assumption of a
good regression model is that heteroscedasticity does not occur. The results of
the heteroscedasticity test are as shown in table 10 as follows:
Table 10. Results Test Heteroscedasticity (Glejser)
Coefficients a
|
Unstandardized Coefficients |
Standardized Coefficients |
t |
Sig. |
|||
|
Model |
|
B |
Std.
Error |
Beta |
||
|
1 |
(Constant) |
- 4,082 |
2,531 |
|
- 1,613 |
,110 |
|
Total |
,097 |
,047 |
,198 |
2,052 |
,053 |
|
|
Total |
,067 |
,051 |
,137 |
1,324 |
,188 |
|
|
Total |
- ,006 |
,047 |
- ,014 |
- ,137 |
,891 |
|
a. Dependent Variables: ABSTRACT
Source: Data Processed SPSS 25
In
table 10 above, it can be seen that the significant value for the variables
Interpersonal Communication, Work Motivation, Career Development is more than
0.05. Thus it can be concluded that No happen problem
heteroscedasticity on regression model.
c. Mode Feasibility Test l
1) Test F
The
F test is to test the significance of the regression coefficients together,
namely whether the independent variable has an influence on the dependent
variable which is tested at a significance level of 0.05. In this case, the
ANOVA table is used to test the significance of the influence of Interpersonal
Communication, Work Motivation, and Career Development together to performance employee in Restaurant Ramen YES Jakarta.
In
this assessment, the significance of the calculated F value will be compared to 0.05. If sig. F count < 0.05 then H o rejected, meaning that the hypothesis submitted can accepted. On the contrary If sig. F count > 0.05 so Ho _ accepted, meaning the proposed hypothesis is rejected. The SPSS
25 processing results show the following:
Table 11
Results Test F
ANOVA a
|
Model |
|
Sum of Squares |
df |
Mean Square |
F |
Sig. |
|
1 |
Regression |
264,287 |
3 |
88,096 |
23,419 |
,000 b |
|
Residual |
379,941 |
101 |
3,762 |
|
|
|
|
Total |
644,229 |
104 |
|
|
|
a.
Dependent Variables: Y
b.
Predictors: (Constant), TotalX1
, TotalX2, TotalX3
Source: Processed Data SPSS 25
From
Table 11, the F value shows a significance value of 0.000 <0.05. This means
that Interpersonal Communication, Work Motivation, and Career Development have
a positive and significant effect on Employee Performance. Therefore it can be
declared worthy.
2) R2 Test (Coefficient of Determination)
Determination
analysis is expected to measure how far the model's capacity to understand
variations in the dependent variable can explain whether the regression model
being assessed is good. SPSS 25 Test Results are as follows:
Table 12
Results Test Coefficient
of Determination (R 2 )
Model Summary
|
Model |
R |
R Square |
Adjusted R Square |
Std. Error
of the Estimate |
|
|
1 |
,856 a |
,732 |
,724 |
,973 |
|
a. Predictors: (Constant), total, Total, Total
Source: Processed Data SPSS 25
Based
on Table 12, the coefficient of determination (R2) is 0.732, which
means that the level of employee performance variables can be influenced by
Interpersonal Communication, Work Motivation, and Career Development and can
contribute to employee performance by 73.2% while the remaining 26.8% is
influenced by other factors. Who were not included in this study? Thus the
model used in this research is declared feasible.
d. Multiple Linear Regression
Analysis
To
determine whether or not there is an influence of interpersonal communication
variables, motivation work, and
career development on employee performance at the YA Ramen restaurant, multiple
linear regression was used. Based on the results of processed data that has
been tested using SPSS 25 application
computer program, the results of multiple regression are as follows:
Table 12
Results Analysis
Linear Multiple
Coefficients a
|
Unstandardized Coefficients |
Standardized Coefficients |
Q |
Sig. |
|||
|
Model |
|
B |
Std. Error |
Beta |
||
|
1 |
(Constant) |
5,521 |
3,933 |
|
1,404 |
,163 |
|
Total X1 |
,175 |
,073 |
,182 |
2,383 |
,019 |
|
|
Total X2 |
,229 |
,079 |
,237 |
2,891 |
,005 |
|
|
Total X3 |
,436 |
,073 |
,486 |
5,932 |
,000 |
|
a. Dependent Variables: Y
Source: Data Processed SPSS 25
Based
on Table 12 so equality
regression linear multiple is as follows: KK=0.182KI+0.237MK+0.486PK
Information:
K.K = Performance Employee
KI = Communication Interpersonal MK = Work Motivation
PK = Career development
Model the show meaning that:
(1) Interpersonal communication has
a regression coefficient of 0.182. The more interpersonal communication is
applied, the employee performance will increase, where the other variables are
constant. It means variable Communication Interpersonal has a
positive effect on employee performance assuming that other variables are
constant.
(2) Work motivation the regression coefficient is 0.237 for
the Work Motivation variable increases,
employee performance will also increase, where other variables are constant.
This means that the Work Motivation variable has a positive effect on Employee
Performance assuming that other variables are constant.
(3) Work Development has a
regression coefficient of 0.486. If the Work Development variable is stable,
employee performance will also increase, where the other variables are
constant. This means that the Work Development variable has a positive effect
on performance Employee. With assumption that variable others but
p.
3.
Hypothesis Test (t Test)
T
test (partial regression test) to find out what the relationship is variable
independent in a way Partial
influence every The independent variable means
Interpersonal Communication, Work Motivation, and Career Development have a
positive effect on Employee Performance.
Table 13. t test
Coefficients a
|
Unstandardized Coefficients |
Standardized Coefficients |
Q |
Sig. |
|||
|
Model |
|
B |
Std.
Error |
Beta |
||
|
1 |
(Constant) |
5,521 |
3,933 |
|
1,404 |
,163 |
|
Total X1 |
,175 |
,073 |
,182 |
2,383 |
,019 |
|
|
Total X2 |
,229 |
,079 |
,237 |
2,891 |
,005 |
|
|
Total X3 |
,436 |
,073 |
,486 |
5,932 |
,000 |
|
a. Dependent Variable: Total
Source: Processed Data SPSS 25
Based
on the t test results referring to Table 4.18
in above, it can be seen that the
calculated t
value for Interpersonal Communication is 2.383 with a significant level
of 0.019, while the t table value with df = nkl (105-3-1=101), a significant
level of 0.05, results in a figure of 1.660. Tcount > ttable (2.383 >
1.660) then H0 is accepted. This means that interpersonal communication has a
positive and significant effect on employee performance.
For
the t-count value of Work Motivation, it is 2.891 with a significant level of
0.005, while the t-table value with df = nkl (105-3-1=101), a significant level
of 0.05, results in a figure of 1.660. Tcount > ttable (2.891 > 1.660)
then H0 is accepted. This means that work motivation has a positive and
significant effect on employee performance.
The
t-value for Career Development is 5.932 with a significance level of 0.000,
while the t- table value�with df = nkl (105-3-1=101), the significance
level is 0.05, the figure is 1.660. t count > t table (5.932 > 1.660) then
H 0 is
accepted. Means Development Career influences positive and significant on employee performance.
Discussion
A. Influence Communication Interpersonal To Performance Employee
The
first finding, namely Interpersonal Communication (X1) has an influence positive
and significant to Performance Employee
(Y) in Restaurant Ramen YES Jakarta.
Results testing this showing that hypothesis own mark amounting to 2.383
with a significance level below 0.05, namely 0.019. This positive and
significant influence indicates that increasing Interpersonal Communication
influences employee performance at YA Ramen Restaurant. This is also proven with a coefficient value of 0.182. In this
case, employee performance is communication
in in association. Interpersonal communication plays a role quite a good role in the smooth running
of representative exhibitions. This supports the hypothesis of Suranto (2011)
which states that the role behind interpersonal communication is to build and
maintain harmonious relationships. One of the best needs of every individual as
a social creature is to form and maintain good relationships with other people.
The more friends you can work with, the smoother the practice will be in
everyday life. These findings are in line with research by Ridwan, Hardhienata,
and Entang (2016) And Usman (2013) who stated that interpersonal
communication has a positive effect on employee performance.
B. Motivational
Influence Work On Performance Employee
The
second finding, namely Work Motivation (X2) has a positive and significant
influence on Employee Performance (Y) at YA Ramen Restaurant Jakarta. The
results of this test show that the hypothesis has a value of 2.891 with level significancedi lower 0.05 ie as big as
0.005. Influence positive
and this significance indicates that increasing Work Motivation
influences improvement performance employee
in Restaurant Ramen YES. This too
proven with coefficient value 0.237. and that has the
implication that the better the work motivation, the higher the employee
performance that will be created.
Therefore,
work motivation can also influence efforts to further develop employee
performance. Motivation or support to work is very important to achieve a goal,
therefore it must be possible push determination Which most tall For employee
in organization.
The
more high motivation given to
employees, then performance employees will increase. This is in
accordance with past examinations led by (Bukhari and Pasaribu, 2019),
(Rosmaini and Tanjung, 2019), and (Ainanur and Tirtayasa, 2018) with the
results of previous explorations generally showing the influence of work
motivation on employee performance. Looking at the explanation above, it can be
assumed that there is a positive and critical impact of work motivation on
representative implementation.
C. Influence Development Career To Performance Employee
The
third finding, namely Career Development (X3) has a positive and significant
influence on Employee Performance (Y) at YA Ramen Restaurant Jakarta. The
results of this test show that the hypothesis has a value of 5.932 with a significance level below 0.05, namely
0.000. This positive and significant influence indicates that increasing Career
Development influences employee performance at YA Ramen Restaurant. This is
also proven by the coefficient value of 0.486. This can be seen from the high
level of employee interest for promoted
as well as superior which always
support employee career development
which will affect employee performance.
Matter This in
accordance with theory
para expert According to (Handoko, 2019) states that "profession way is an
individual improvement device that a person carries out to achieve an ideal
work plan". Looking at the explanation above, it tends to be suspected
that there is a positive and critical impact from increasing vocations on the
implementation of representation.
�
CONCLUSION
From
research on "The Influence of Interpersonal Communication, Work
Motivation, and Career Development on the Performance of YA Ramen Restaurant
Employees," it can be concluded that there is a positive influence between
interpersonal communication, work motivation, and career development and
employee performance. Analysis shows that openness in communication is very
good, but empathy still needs to be improved. Work motivation is dominated by
the need for power, while the need for achievement still needs to be increased.
Career development shows that interest in being promoted is high, but
superiors' concern for work is still low. The variable that dominantly
influences employee performance is Career Development. Suggestions for YA
Jakarta Ramen Restaurant involve maintaining and improving interpersonal
communication, strengthening work motivation through fair rewards, and paying
attention to career development by involving superiors to provide initiative
guidance to employees. This effort is expected to improve employee performance
and achieve company goals optimally.
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