The Effect of Work
Motivation, Work Ability, and Work Discipline on the Performance of Employees
of PT. The Nielsen Company Indonesia
Dea Sagita1,
Ahmad Cik2, Kumba Digdowiseiso3*
1,2,3* Fakultas Ekonomi dan Bisnis Universitas Nasional
Fakultas Ekonomi dan Bisnis Universitas Nasional
Jakarta, Indonesia
Email: 1[email protected], 2[email protected],
3*[email protected]
This research
is the results of research
on the effect of work motivation, work abilities, and work discipline on employee�s performance at PT. The Nielsen
Company Indonesia The research method used is the quantitative method. The
results of this study used primary
data in the form of a questionnaire to 100 respondents. The results of the study stated that there was a positive
and significant influence
between the variables
of work motivation, work abilities, and work discipline on the performance of employees at PT. The Nielsen Company Indonesia.
Keywords: Work motivation, Work Abilities, Work Discipline and Employees Performance
In face competition world business in era globalization this, company sued For Work more efficient. Competition which the more strict cause the company sued so that capable increase
Power compete for guard continuity Life Company. Companies Which There is
always try to get an advantageous position. Company should treat source Power man as worthy factor other production owned by the company to
obtain contributions optimal (Kirono 2021)
The
problem that a company often faces is low quality source Power man. Source
Power man is asset important which must managed well by the company so that it
can make a significant contribution optimal. Power Work own potency which big for carry
out activities company. Employee
is factor production which most main, because that must have the
will and ability to carry out the tasks which charged from company (H. Be aware Nawawi 2003)
Performance
can be viewed as a process or result of work. Performance is something process
about how work taking
place for reach results Work Wibowo (2014). Performance in the something organization done all source
Power man in organization, Good element leader
nor worker.
Something success
which want to achieved
by company or organization very
influenced by performance his employees. According to Suwatno (2003) performance is results from something process
Work which done by man. Budhiningtias Winanti (2011) in his
research disclose performance employee Which tall can achieved
If all over elements
Which There is in company integrated with
Good And capable
operate his role in accordance with needs And desire
customers and employees.
Apart
from that, in achieving optimal performance of an employee as well must have motivation for his work.
Motivation is a condition which push or become because somebody
do something deed or activity
which taking place in a way
aware. Motivation which stated by Sedarmayanti (2017), is the willingness to expend a level
of effort towards objective organization which conditioned by ability for fulfil individual needs. If we want to improve
employee performance, we need to understand and notice factors
which can influence
motivation Work employee.
After know how motivation Work his
employees, company need do actions
for increase competence And discipline Work his
employees. Study which
conducted by Nurhaedah (2018) and Hidayat Setiawan & Siagian (2017) said
that work motivation has a positive and significant effect on employee performance. Meanwhile, the
results of research conducted by IVAI and Sagala (2009) Motivation Work own influence
positive No significant to Work productivity employee.
Robbins (2003) define ability (ability) is something
capacity an individual to
perform various tasks in a job. Ability
is a person's capacity to carry out various tasks. types of tasks in a job. Skills can
take the form of talents as well attention
that employees have, with the expertise they have Employees can carry out and complete tasks well with results the optimal one. Employee expertise can
also take the form of skills (abilities). need Keep going improved, because skills is skill a for carry
out something Which its nature special,
focus, but dynamic
Which It takes a certain
amount of time to learn it and can be proven by Great skills will improve work performance. Research conducted
by Perdana
Coenraad (2016) and Sumiati (2019) said that ability work has a positive and significant effect
on employee performance. Whereas results
of research conducted by Ni Putu Christilian
Pratiwi, Greis M. Sendow and Genita G. Luminangi (2022) Ability
Work own influence
No significant on performance employee.
According
to Afandi (2018)
discipline is something tool which used managers for change something
behavior as well as as something
effort for increase a person's awareness and
willingness to obey all regulations company
and norms social applicable.
According
to Edy (2016) discipline is an attitude of behavior
and actions in accordance with regulation from organization well written nor Which No written. Companies must also pay attention to work
discipline, because it is discipline shows
a condition or attitude of respect that exists in employees against company regulations and
provisions. Thus if the regulations or
existing regulations within the company are ignored, or frequently violated, so employee have discipline Work which bad. On
the contrary, when Employees are subject to company
regulations, describing the conditions good
discipline. Research conducted by Farisi (2020) who state that discipline Work influential positive
to performance employee. Meanwhile, the results of
research conducted by Nailul Muna
(2022) Discipline Work influential negative
And No significant to performance employee.
This research
focuses on the performance of PT employees. The Nielsen Company Indonesia,
influenced by work motivation, work ability and work discipline. The research
method includes collecting primary and secondary data through questionnaires,
with a sample of 100 permanent employees from a total population of 130.
Analysis was carried out using quantitative descriptive methods, as well as
multiple linear regression analysis to test the influence of the independent
variable on the dependent variable. Research instrument testing involves the
validity and reliability of the questionnaire. Analysis of classical
assumptions, such as normality, multicollinearity, autocorrelation and
heteroscedasticity tests, was also carried out. Hypothesis testing uses the F
test, R2 test (coefficient of determination), and t test with a significance
level of 0.05. The conclusions of this research were drawn based on the results
of the significance of each independent variable on the dependent variable in
the multiple linear regression model.
RESULTS AND DISCUSSION
The
results of the frequency of respondents' answers in this study can be seen presented below, where researchers use
average mean and total mean work
motivation as follows:
|
No |
Statement |
Mean |
Information |
|
1 |
I feel enthusiastic in Work if
No always supervised superior |
4.07 |
Good |
|
2 |
The company gives me
freedom working without constant supervision with
supervisor |
4.12 |
Good/High |
|
3 |
I want to own performance Good in work
I |
4.10 |
Good/High |
|
4 |
I work to
the maximum obtain work performance Which Good |
3.97 |
Good/High |
|
5 |
Exciting potential
for personal development in work I is matter Which
motivating I'm at work |
4.06 |
Good/High |
|
6 |
Work at the company This make ability
And Skills I develop |
4.16 |
Good/High |
|
7 |
Awards or rewards
given the company motivates me to
work with Spirit |
3.86 |
Good/High |
|
8 |
Company give rewards or appreciation
when I work with well and exceed
the targets set company |
3.96 |
Good/High |
|
9 |
I encouraged do work Which
challenge to be done |
3.97 |
Good/High |
|
10 |
I encouraged finish task Which
difficult or solve problem Which difficult |
4.06 |
Good/High |
|
a |
4.03 |
Good/High |
|
Source: Data processed, 2022
Based
on from Table 1 average mean And total mean variable Work motivation can be seen as the lowest average value for the
variable motivation there is
on question number
7 that is "Award or rewards Which given company
motivating I For Work with Spirit".
Average yield 3.86%. The highest average value is found in question number 6 is "Working in this
company creates abilities and my
skills developed.� The average yield of 4.21% means that respondents some
agree with the statement variable motivation.
Results from answer respondents in study this can in serve below, where researchers use the average mean and total mean variable ability work as
follows:
|
No |
Statement |
Mean |
Information |
|
1 |
I optimistic about experience Which I have
can operate work with
Good |
3.90 |
Good |
|
2 |
I Work
well with colleagues work in
completing the job together |
3.74 |
Good/High |
|
3 |
I able to run that task provided by the
company maximum |
4.12 |
Good/ High |
|
4 |
I capable finish work with
fast |
3.89 |
Good/High |
|
5 |
I can
do things new
Which can help in work |
3.67 |
Good/High |
|
6 |
I fast adapt And interact with
environment Work |
4.06 |
Good/High |
|
7 |
I know task And responsibility
with Good |
3.68 |
Good/High |
|
8 |
I understand culture and work environment with Good |
3.74 |
Good/High |
|
9 |
I understand culture environment Work with Good |
3.75 |
Good/High |
|
10 |
I don't just
have one skill |
3.79 |
Good/High |
|
Average |
3.83 |
Good/High |
|
Source: data processed,
2022
Based
on from Table 2 average mean and total mean variable Work ability can be seen as the lowest average value for the
variable work ability is found in
question number 5, namely "I can do things new Which can help in work". Results
average 3.67%. The highest average score is in question number 3, namely �I am able to carry out the tasks given
by the company properly maximum".
The average result is 4.12%, meaning that some respondents agree with
ability variable statement Work
Results from answer respondents in study this can in serve below, where researchers use the average mean and total mean variable discipline Work as follows:
|
No |
Statement |
Mean |
Information |
|
1 |
I always
present appropriate time
on O'clock Work |
4.23 |
Very Good |
|
2 |
I do tasks Work
until finished everyday |
4.00 |
Good/High |
|
3 |
I always
tidy up equipment Work
after finished using |
4.16 |
Good/High |
|
4 |
I ��������� always obey ���������� the rules applied company |
3.66 |
Good/High |
|
5 |
I always
use uniform Work
Which has been determined |
3.89 |
Good/High |
|
6 |
I always
use sign identifier in the company |
4.22 |
Good/High |
|
7 |
I always
do task with
full responsibility |
4.00 |
Good/High |
|
8 |
I able to use equipment Work with
Good in accordance standard Which given company |
4.14 |
Good/High |
|
9 |
I own report Work
daily to superior |
4.22 |
Good/High |
|
10 |
I solve problems
with solutions Which good and correct for society |
4.00 |
Good/High |
|
R |
4.05 |
Good/High |
|
Source: data processed,
2022
Based on from Table 3 average mean And total mean variable discipline Work can seen that mark average Lowest
on variable discipline Work there is on question
number 4 that is
"I always obey regulation Which
applied company". Results
average 3.67%. Mark average highest
there is on question
number 1 that is "I
always present on time time on working hours". The average result
is 4.23%, meaning that some respondents agree
with disciplinary variable
statement Work
Results from answer respondents in study this can in serve below, where researchers use the average mean and total mean variable performance employee
as following:
|
No |
Statement |
Mean |
Information |
|
1 |
I can use the time maximum Possible in Work |
4.28 |
Very Good |
|
2 |
I try to work to
fulfill target set
company |
4.14 |
Good/High |
|
3 |
I finish
work Which charged in accordance with standard quality Which has
arranged company. |
4.04 |
Good/High |
|
4 |
I capable
minimize error in
Work |
4.07 |
Good/High |
|
5 |
I start
work, Rest (break), And go home (finished) on time (timetable) Which has determined by company |
4.04 |
Good/High |
|
6 |
I am ��� able to do the job in
accordance time already determined |
3.98 |
Good/High |
|
7 |
S I always obey the rules
and regulations rule Which
has set by company |
4.07 |
Good/High |
|
8 |
I always wear work
clothes or uniform Which has set company |
4.12 |
Good/High |
|
9 |
I own initiative Which
useful to help with the
solution work better |
4.12 |
Good/High |
|
10 |
I show willingness do work without ordered
by superior |
4.12 |
Good/High |
|
R |
4.10 |
Good/High |
|
�����
Source: Data processed, 2022
Based
on from Table 4 average mean and total
mean variable performance employees can be seen that the lowest average value is on the
performance variable employee there is
on question number
6 that is "I
capable do work in
accordance time Which Already determined." Results average 3.98%.
Mark average highest
there is on question number 1 that is "I can use as much time as possible at work." Average results- an average of 4.28% means that some
respondents agree with the statement variable performance employee.
Validity is something size which show level validity
something instruments. A
valid instrument has high validity and on
the contrary when level its
validity low so instruments the not
enough valid. According to Sugiyono (2013:124) states that items have positive correlation with the criteria
(total score) and also a high correlation shows
that the item has high validity. Results calculation use program SPSS 25, to instrument study which the result like below this:
|
No |
Item Statement |
R-Count |
R-Table |
Information |
|
Motivation Work(X1) |
Statement 1 |
0.809 |
0.1966 |
Valid |
|
Statement 2 |
0.845 |
0.1966 |
Valid |
|
|
Statement 3 |
0.768 |
0.1966 |
Valid |
|
|
Statement 4 |
0.782 |
0.1966 |
Valid |
|
|
Statement 5 |
0.835 |
0.1966 |
Valid |
|
|
Statement 6 |
0.758 |
0.1966 |
Valid |
|
|
Statement 7 |
0.633 |
0.1966 |
Valid |
|
|
Statement 8 |
0.746 |
0.1966 |
Valid |
|
|
Statement 9 |
0.782 |
0.1966 |
Valid |
|
|
Statement 10 |
0.835 |
0.1966 |
Valid |
|
|
Ability Work (X2) |
Statement 1 |
0.829 |
0.1966 |
Valid |
|
Statement 2 |
0.827 |
0.1966 |
Valid |
|
|
Statement 3 |
0.744 |
0.1966 |
Valid |
|
|
Statement 4 |
0.838 |
0.1966 |
Valid |
|
|
Statement 5 |
0.850 |
0.1966 |
Valid |
|
|
Statement 6 |
0.745 |
0.1966 |
Valid |
|
|
Statement 7 |
0.784 |
0.1966 |
Valid |
|
|
Statement 8 |
0.827 |
0.1966 |
Valid |
|
|
Statement 9 |
0.621 |
0.1966 |
Valid |
|
|
Statement 10 |
0.581 |
0.1966 |
Valid |
|
|
Work
Discipline (X3) |
Statement 1 |
0.870 |
0.1966 |
Valid |
|
Statement 2 |
0.806 |
0.1966 |
Valid |
|
|
Statement 3 |
0.823 |
0.1966 |
Valid |
|
|
Statement 4 |
0.630 |
0.1966 |
Valid |
|
|
Statement 5 |
0.763 |
0.1966 |
Valid |
|
|
Statement 6 |
0.871 |
0.1966 |
Valid |
|
|
Statement 7 |
0.804 |
0.1966 |
Valid |
|
|
Statement 8 |
0.818 |
0.1966 |
Valid |
|
|
Statement 9 |
0.871 |
0.1966 |
Valid |
|
|
Statement 10 |
0.804 |
0.1966 |
Valid |
|
|
Performance Employee (Y) |
Statement 1 |
0.792 |
0.1966 |
Valid |
|
Statement 2 |
0.851 |
0.1966 |
Valid |
|
|
Statement 3 |
0.839 |
0.1966 |
Valid |
|
|
Statement 4 |
0.680 |
0.1966 |
Valid |
|
|
Statement 5 |
0.839 |
0.1966 |
Valid |
|
|
Statement 6 |
0.792 |
0.1966 |
Valid |
|
|
Statement 7 |
0.725 |
0.1966 |
Valid |
|
|
Statement 8 |
0.812 |
0.1966 |
Valid |
|
|
Statement 9 |
0.836 |
0.1966 |
Valid |
|
|
Statement 10 |
0.800 |
0.1966 |
Valid |
Source: Data processed with program SPSS 25
Based
on the data processing above, the r value table with values is obtained significance 5% so that df=n-2, df=100-2= 98, so r table as
big as 0.1966. Furthermore, based on
the table above, it can be seen that the calculated r value > r table so that it can be concluded that all items X 1
, X 2, X3 and Y
declared valid .
Reliability is something instrument Enough can trusted
For used as a data collection
tool because the instrument already exists
good (Arikunto, 2016). A good instrument will
not be tendentious or direct respondents for choose answers
certain. An instrument that
can be trusted, which is reliable will produce results reliable data. A reliable instrument means that the instrument must be good so that it
can reveal data that can trusted. Tool to
measure reliability is Cronbach's
Alpha.
According
to Muhidin (2015:36), test reliability use program SPSS version 25 with method
Cronbach alpha. Criteria testing If mark alpha > r table (a>
table) then questionnaire on each variable
study declared reliable.
Question reliability is said to be good if it has Cronbach's alpha >
than 0.60. The results of the reliability test can be seen in the table following
this:
|
No. Items |
Variable |
Cronbach Alpha |
Information |
|
1 |
Motivation Work
(X 1 ) |
0.921 |
Reliable |
|
2 |
Ability Work
(X 2 ) |
0.926 |
Reliable |
|
3 |
Discipline Work
(X 3 ) |
0.939 |
Reliable |
|
4 |
Performance Employee (Y) |
0.936 |
Reliable |
Source: Results
processing Data (2022)
Based
on the table
above, it shows that X 1 , X 2, X 3 have values reliability
coefficient ( Cronbach's Alpha ) >
0.6, so the conclusion is instruments which was tested is reliability the good one.
Something model regression Which Good must fulfil No exists problem of assumptions classic in style. If there are still
classical assumptions then the regression model it still has bias. If a model still has problems assumption classic, so will done step revision model or
healing for remove problem the. Testing assumption classic will done as following:
According
to Ghozali (2016) the normality test is carried out to
test whether in a regression model,
an independent variable and a dependent variable or both have a normal or abnormal distribution. If If a variable is
not normally distributed, then the results of statistical tests will be experience decline. On test normality data can done with using the
One Sample Kolmogorov Smirnov test , namely with conditions If the significance value is above 5% or
0.05 then the data has a distribution normal. Whereas
if results test One Samples Kolmogorov Smirnov produces a
significant value below 5% or 0.05, then there is no data distribution normal. Results test normality shared
become two test as
follows:
Test normality
with chart can misleading If No be careful visually. Testing the normality of research data using Statistical
analysis was carried out by the Kolmogorov-Smirnov (KS) test procedure. Criteria decision making is done by looking at Kolmogorov-Smirnov and Asymp. Sig (2-tailed),
where the distribution is declared normal if the Asymp value. Sig. (2-tailed) greater
than 0.05. The results of data normality testing are presented on table
7 below this:
Table 7. One Sample Kolmogorov Smirnov Test
|
One-Sample Kolmogorov-Smirnov Test |
||
|
|
Unstandardized Residual |
|
|
N |
100 |
|
|
Normal Parameters a, b |
Mean |
,0000000 |
|
Std. Deviation |
3.11140995 |
|
|
Most Extreme Differences |
Absolute |
,057 |
|
Positive |
,046 |
|
|
Negative |
-,057 |
|
|
Statistical
Tests |
,057 |
|
|
Asymp. Sig. (2-tailed) |
,200
c,d |
|
|
a. Test
distribution is Normal. |
||
|
b. Calculated from data. |
||
|
c. Lilliefors Significance Correction. |
||
|
d. This is a lower bound
of the true
significance. |
||
Source: Data processed with program SPSS 25
Based
on table 7 one sample kolmogorov Smirnov
test can seen that data residual
from research This own distribution normal. As stated in table 4.12 that mark Asymp. Sig. (2-tailed) is Asymp Value. Sig. (2-tailed) 0.200 > 0.05
then the data is concluded distributed normal.
After data distribute normal so will can next with test assumption classic other.
Data
normality testing with graphic analysis is carried out by looking data distribution points on the normality
test curve in this study with using
graphic analysis by looking at the Normal Probability
Plot curve Regression Standardized Residuals.
In the case of graphical analysis the data will be declared normal if the data distribution points are not too far
away (follow) the direction diagonal
line and is declared abnormal if the opposite situation occurs. Results
analysis note the graph on picture 4.2 as following:
1) P- Plot
Normal probability plot is comparing
the cumulative distribution of normal
distribution (Ghozali, 2011). The basis for decision
making through In this analysis, if
the data is spread around a diagonal line as a representation pattern
distribution normal, means model regression fulfil assumption normality.
Based
on Figure 1, the p-plot graph can be seen that the research data one
way with line diagonal
on curve. In accordance with provision on analysis chart,
so can concluded that variable
bound study For Hypothesis
testing is normally distributed and meets the requirements for continued on next analysis
Test muticolinearity have objective for test is model regression found exists correlation between variables free. Model regression Which Good should
No happen multicollinearity in between variable
independent. An indicator of
multicollinearity occurs if the VIF (Variance Inflation) value Factor). If
the VIF value is <10 and Tolerance is
> 0.10 then the regression model is No happen multicollinearity. On the contrary If mark VIF >10 and mark Tolerance <10 so model regression the happen multicollinearity.
|
Coefficients a |
||||||||
|
Model |
Unstandardized Coefficients |
Standardized Coefficients |
Q |
Sig. |
Collinearity Statistics |
|||
|
B |
Std. Error |
Beta |
Tolerance |
VIF |
||||
|
1 |
(Constant) |
4,900 |
2,378 |
|
2,061 |
,042 |
|
|
|
MOTIVATION WORK |
,155 |
,051 |
,177 |
3,017 |
,003 |
,773 |
1,293 |
|
|
ABILITY WORK |
,327 |
,065 |
,400 |
5,001 |
,000 |
,415 |
2,408 |
|
|
DISCIPLINE WORK |
,427 |
,082 |
,417 |
5,237 |
,000 |
,418 |
2,394 |
|
|
A. Dependent Variables: PERFORMANCE EMPLOYEE |
||||||||
Source: Data Processed With Program
SPSS 25 Based on table Coefficients in
on obtained
a. Mark Tolerance And VIF For variable
motivation Work as big as
0.773 > 0.1 as
well as 1,293 < 10.00 so can concluded
No happen symptom
multicollinearity on data the.
b. The Tolerance and VIF values
for the work ability variable are 0.415 >
0.1 as well as 2,408 < 10.00 so can concluded No happen symptom
multicollinearity on data the.
c. The Tolerance and VIF values
for the work discipline variable are 0.418 > 0.1 as well as 2,394 < 10.00 so can concluded
No happen symptom
multicollinearity on data the
Test heteroscedasticity aim test is in model regression there is inequality of variance from the
residuals from one observation to another another. If the variance from the residual of one
observation to another observation still, so called Homoscedasticity. For test is happen heteroscedasticity or No so on study done with scatterplot.
Picture 2. Chart Scatters Plots
Based
on picture residual above can seen that There
isn't any pattern Which
clear, and the dots spread above and below the number 0 on the Y axis, so No heteroscedasticity occurs.
Equality regression
multiple can seen from mark coefficient B on table following this:
|
Coefficients a |
||||||||
|
Model |
Unstandardized Coefficients |
Standardized Coefficients |
t |
Sig. |
Collinearity Statistics |
|||
|
B |
Std.
Error |
Beta |
Tolerance |
VIF |
||||
|
1 |
(Constant) |
4,900 |
2,378 |
|
2,061 |
,042 |
|
|
|
Motivation Work |
,155 |
,051 |
,177 |
3,017 |
,003 |
,773 |
1,293 |
|
|
Ability Work |
,327 |
,065 |
,400 |
5,001 |
,000 |
,415 |
2,408 |
|
|
Discipline Work |
,427 |
,082 |
,417 |
5,237 |
,000 |
,418 |
2,394 |
|
|
a. Dependent Variables: PERFORMANCE EMPLOYEE |
||||||||
Source: Data processed with Program
SPSS 25
Based on on table in on so can arranged model regression
equation
Y
k k = 0.177 X1 + 0.400 X2 + 0.417 X3
Interpretation from equality linear
multiple is: Y:
Performance Employee
MK: Motivation
Work K.K :
Ability Work DK :
Discipline Work
a. Variable X 1 motivation Work worth positive If happen enhancement motivation Work as big as
1 (unit), so performance employee
(Y) will increased by 0.177. This means that if
work ability increases then employee
performance also increased.
b. Variable X 2 ability Work worth positive,
that is If happen enhancement ability Work as big as 1 (unit), so performance employees (Y) will increase by 0.400. This
means that work motivation increases so employee performance also increased
c. Variable X 3 Work discipline has a positive value, namely if there is
an increase discipline Work as
big as 1 (unit) so performance employee (Y) will increase as big as
0.417 It means If discipline Work increase so performance employees too increase
A
more in-depth analysis of this section is by testing hypothesis for see significant or or not influence direct
And No direct variables in
research this.
Coefficient determination this used for know how much
big the influence of
independent variables can explain variations in the dependent variable. As for
results the calculation can seen on table below this:
|
Model Summary b |
|||||
|
Model |
R |
R Square |
Adjusted R Square |
Std. Error Of The Estimate |
Durbin-Watson |
|
1 |
,863a |
,745 |
,737 |
3.15965 |
1,916 |
|
A. Predictors: (Constant), Discipline Work, Motivation Work, Ability Work |
|||||
|
b. Dependent Variables: PERFORMANCE EMPLOYEE |
|||||
Source: Data in
get with program SPSS 25
Based
on table Model Summary in on, is known
mark coefficient determination or R square is 0.746 or equal to 74.6%. Number the contain meaning that variable
motivation Work, ability
Work and Work discipline simultaneously
influences employee performance by 74.6%. Whereas
the rest (100-74.6=25.4%) influenced by variable other in outside
variables studied.
Test simultaneous (test F) is test in a way
simultaneous for know is variables
of work motivation, work ability and work discipline together the same has a significant influence on
employee performance. F test done with compare Fcount and Ftable. From results
analysis obtained output result as following:
|
ANOVA a |
||||||
|
Model |
Sum of Squares |
df |
Mean Square |
F |
Sig. |
|
|
1 |
Regression |
2805,554 |
3 |
935,185 |
93,674 |
,000
b |
|
Residual |
958,406 |
96 |
9,983 |
|
|
|
|
Total |
3763,960 |
99 |
|
|
|
|
|
A. Dependent Variable: Performance Employee |
||||||
|
B. Predictors: (Constant), Discipline Work, Motivation Work,
Ability Work |
||||||
Source: Data processed with program spss 25
1)
Hypothesis
There is an influence
on work motivation, work ability and work discipline in a way simultaneous (together) on performance employee.
2)
Taking Decision
a) If the significance value
(sig.) < probability 0.05 then there is an influence variable freely simultaneous to variables bound.
b) If mark significance (sig.) > probability 0.05 so No There
is influence variable freely simultaneous to variables bound
3)
Simultaneous
Test Results (test F)
The significance value
is 0.000 < 0.05, then the hypothesis is accepted. It means motivation work, work ability, and work discipline
simultaneously influence to performance employee.
The
partial test (t test) is used to measure how far one influences variable
independent in a way Partial
in explained variation
variable dependent. The tcount value will be compared with the ttable
value with levels error α
= 5% with Test criteria are as follows:
1. H0 is rejected if tcount > ttable
2. H0 is accepted if tcount < ttable
As
for results the calculation can seen on table under
in
|
Coefficients a |
||||||
|
Model |
Unstandardized Coefficients |
Standardized Coefficients |
t |
Sig. |
||
|
B |
Std.
Error |
Beta |
||||
|
1 |
(Constant) |
4,900 |
2,378 |
|
2,061 |
,042 |
|
Motivation Work |
,155 |
,051 |
,177 |
3,017 |
,003 |
|
|
Ability Work |
,327 |
,065 |
,400 |
5,001 |
,000 |
|
|
Discipline Work |
,427 |
,082 |
,417 |
5,237 |
,000 |
|
|
A. Dependent Variable: Performance Employee |
||||||
Source: Data processed with program spss 25
On table 12 Results
test Partial (Test Q) on is
known ttable For significance
5% or 0.05 with degrees of freedom df=(nk-1) or df=(100- 2-1)= 97 results obtained for a t table of
(1.66071). The results of each each variables
can explained as follows:
1.
Based
on partial test results, the influence of work motivation to performance employee
obtained mark tcount 3,017 > ttable 1.66071and mark sig. 0.003
< 0.005 So can concluded
It means variable Motivation Work influential in a way
significant to performance employee.
2.
Based
on the results of partial testing of the influence between abilities Work to performance employee obtained tcount value 5,001> ttable is 1.66071 and the sig value is
0.000 so it can be concluded that it means ability Work influential significant on performance employee
3.
Based on results testing Partial influence between discipline Work to employee performance obtained a value of
tcount 5.237 > ttable
1.66071 and value sig 0.000 so it can
be concluded that work discipline has a significant effect significant to employee
performance.
From
the results of data processing, it is known that partially work motivation has a positive and significant effect on
the performance of PT The Nielsen employees Company
Indonesia, which means employee performance will also increase if The work ability of employees at PT The
Nielsen Company Indonesia has improved And so on
the contrary.
Employee
performance can be measured by their ability to complete duties and responsibilities given, meaning that performance
contains elements of achievement
standards that must be met, so that those who achieve standards that have been set mean performing well. Ability somebody
is size First in increase
performance Which shown by the results of his work, meaning
whether or not he is able to be supported by
strong motivation to ability that you have can optimized.
According
to Sutrisno (2017) state that motivation is circumstances psychology that drives, activates or moves
and that is the motive which directs
and channels a person's behavior, attitudes and actions which always linked
with achievement objective. Or with say other motivation defined as something
action For influence
person other so that
behave in a way regular
sake reach something
objective certain. So that
Motivated employees will tend to work optimally and things the Of
course will impact on performance improvement employee.
Research
result This in line with study Which done by (Astuti & Lesmana, 2018; Datu et al., 2017; Pharisees et al., 2020; Rosmaini & Cape, 2019; Jasman Saripuddin, 2017) Which in his
research mention that motivation influential positive and significant
to performance employee.
Based
on results testing hypothesis in a way
Partial obtained results
motivation has a positive and significant effect on employee performance because mark t
count >
t table as well as mark sig smaller than 0.005. These results meaningful enhancement motivation employee
will join in increase
performance employee PT The
Nielsen Company Indonesia.
Through testing
hypothesis the so study This has succeed
explain the significance of the influence of work ability on employee
performance at the location of this
research and is in accordance with the theory put forward by Handoko (2014)
where work ability shows a person's skills like intelligence And Skills. Matter
the Also supported by opinion Robbins & Timoty
(2012) who mention the ability to relate closely with the physical and mental abilities that people have to carry
out work. The absence of something
like this can affect the increase employee
performance. This means that an employee wants to have performance well, then he must also improve the
qualities that exist in him through
ability that he has.
So
that study this in line with study which done by (Jufrizen, 2017a; Muliharta, 2015; Prasetyo et al., 2015) which in His research states that work ability has
a significant influence positive and significant to employee performance.
From
the results of research and partial hypothesis testing, it is known that Work discipline does not have a
significant effect on the performance of PT The employees Nielsen
Company Indonesia. Matter This meaningful that enhancement or decline level of discipline Work employee No join
in impact on performance employee.
According
to Hamali, A (2016) discipline is something strength
Which develop in in body employee And cause employee
can adapt self with volunteer on decision regulation, And high values from work
and behavior. So it can be concluded that work discipline is very important for employee performance, because with
high discipline employee performance will increases,
apart from that the leader's example is also a good benchmark for every employee at work. This is in
line with research done by (Pharisee et al., 2020;
Prayogi et al., 2019; J Saripuddin, 2017; S.E., MM.
& Faka, 2018) but it is inversely proportional to
this research where results
study previous mention
that discipline Work own influence Which positive and
significant on employee performance.
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Copyright
holder: Dea Sagita, Ahmad Cik,
Kumba Digdowiseiso (2024) |
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