This study
aimed to analyze how much influence leadership style, work discipline, and
non-physical work environment influence employee performance. This research was
conducted in BULOG Center South Jakarta. Data was taken by distributing
questionnaires. Data processing using descriptive and inferential analysis
using SPSS statistical tools 17. The sampling technique uses the formula
Slovin. Based on data management by using descriptive analysis of the results
obtained following regression equation Y = 10 172 + 0.268 X1 + 0.147 X2 + 0.254
X3. The results showed leadership style (X1), Work Discipline (X2), and Working
Environment Non-Physical (X3) indicate the value of the coefficient of
determination (R2) of 0.311, suggesting that the contribution of leadership
style, work discipline, and non-physical work environment on employee
performance of 31.1%. Based on these results there is a significant and
positive influence. While the rest were influenced by other factors not
examined. The benefits of this research are that it is useful for educational
institutions, the public, or other companies who require information about the
results of research on leadership style, work discipline, and non-physical work
environment that affect the performance of employees at BULOG Center, South
Jakarta. And can improve employee performance to be better than before.
Keywords:
Leadership Style, Work Discipline, Non-Physical Work Environment, and
Employee Performance.
INTRODUCTION
Human
resources are one of the most important parts in the success of an organization
or company, therefore employees must get special attention because employees
are life assets that need to be maintained and developed. Creating high
performance requires optimal work improvement and being able to utilize the
potential of human resources owned by employees to create organizational goals,
so that it will have a positive influence on organizational development. In
addition, organizations need to pay attention to various factors that can
affect employee performance, to get quality human resources and produce good
performance. This can be influenced by several factors, namely leadership
style, work discipline and non-physical work environment. Therefore, the human
resource factor in practice is very necessary, and if processed properly will
be more effective and efficient in achieving organizational goals.
Human
resource management according to Hasibuan (2006: 9) said that: "Science
and art regulate the process of utilizing human resources and other resources effectively
and efficiently to achieve certain goals". Human Resource Management is a
process of handling various problems in the scope of employees, employees,
laborers, managers, and other workers to be able to support organizational or
company activities in order to achieve predetermined goals. The part or
unit that usually takes care of HR is the human resources department or in
English called HRD or Human Resource Department.
METHOD
The research method used in this study is
quantitative research with a regression analysis approach. The object of this
research is an employee at Perum BULOG Pusat, South Jakarta. The source of the
data is obtained through the distribution of questionnaires to randomly selected
employees. The population in this study is all employees at Perum BULOG Pusat,
South Jakarta. Sampling is carried out using the Slovin sampling technique. The
data collection technique was carried out by distributing questionnaires to
respondents consisting of employees at the Central BULOG Perum.
The collected data was then
analyzed using descriptive statistical techniques to describe the characteristics of the
variables studied as well as inferential analysis using multiple linear
regression through SPSS statistical software version 17.0 to test the research
hypothesis. The hypothesis tested is that leadership style, work discipline,
and non-physical work environment have a positive and significant effect on
employee performance at Perum BULOG Pusat, South Jakarta.
A
hypothesis is a question that is provisional and requires further proof.
Hypothesis is an important part of research because it can connect theory and
observation and vice versa. The hypotheses in this study are:
1.
It is suspected that the Leadership Style has
a positive and significant effect on the performance of employees of the South
Jakarta central BULOG company.
2.
It is suspected that Work Discipline has a
positive and significant effect on the performance of employees of the central
BULOG company in South Jakarta.
3.
It is suspected that the Non-Physical Work
Environment has a positive and significant effect on the performance of
employees of the central BULOG company in South Jakarta.
RESULTS
AND DISCUSSION
Based on
the results of the research conducted, it was found that the largest Standardized
Coefficient Beta was found in the leadership style variable,
followed by a non-physical work environment and the lowest was work discipline,
which means that the leadership style applied by the company has a positive
influence on employee performance at Perum BULOG Pusat South Jakarta. While
work discipline is at the lowest or third level that needs to be considered to
improve employee work discipline in the personnel section of the Central Bulog
Company in South Jakarta. Based on the results of multiple linear regression
analysis using the SPSS 22.0 program, the following results were obtained:
There is a positive and significant influence
of Leadership Style on Employee Performance
Based on the
results of the research conducted, a multiple linear regression equation was
obtained as follows: Y = 10.172 + 0.268 X 1+ 0.147 X2 + 0.254X3
This result
shows that the Leadership Style (X 1) affects employee performance (Y) by
26.8%, meaning that the Leadership Style applied by the company has a positive
but not too big influence on employee performance at the South Jakarta Central
Bulog Company. According to Veithzal (2012: 41). "Leadership style has a
positive and significant effect on employee performance, a good leadership
style will have an impact on high employee performance. "The results of
this study also support previous research conducted by Sarita Permata Dewi
(2012) entitled The Influence of Internal Control and Leadership Style on the
Performance of Yogyakarta Gas Station Employees, resulting in the conclusion
that leadership style has a positive and significant effect on employee
performance. Based on the results of hypothesis testing in the analysis, it was
found that a significant level of 0.05 (0.00<0.05) means that Leadership
Style has a positive and significant effect on employee performance at Perum
BULOG Pusat, South Jakarta.
There is a positive and significant influence
of Work Discipline on Employee Performance
The results
of the multiple linear regression equation also show that Work Discipline (X 2)
affects employee performance (Y) by 14.7%, meaning that Work Discipline applied
by the organization has a positive but not too big influence on employee
performance at Perum BULOG Pusat, South Jakarta. According to Hasibuan (2006:
193) "Discipline is an awareness and willingness of a person to obey all
applicable rules and social norms." The results of this study also support the results of previous research
conducted by Joko
Sarwanto (2008) resulting in the
conclusion that work discipline has a positive and significant effect on
employee performance.The results of the hypothesis test for the
work discipline variable were obtained that the significant level of 0.05
(0.027< 0.05) means that Work Discipline has a positive and significant
effect on employee performance at Perum BULOG Pusat, South Jakarta.
There is a positive and significant influence
of the Non-Physical Work Environment on Employee Performance
The results
of the multiple linear
regression equation show that the non-physical work environment (X 3)
affects employee performance (Y) by 25.4%, meaning that the non-physical work
environment implemented by the company has a positive influence on employee
performance at Perum BULOG Pusat, South Jakarta. According to Sedarmayanti
(2009: 21) the non-physical work environment has an important influence on the
process of forming attitudes to achieve quality work results among workers
including work relationships, both with superiors and fellow colleagues or
relationships with subordinates.
These
results also support previous research conducted by Arifin, Ajidwi (2010)
non-physical work environment has a positive and significant influence on
employee performance. The results of the hypothesis test of non-physical
work environment variables that the significant level of 0.05 (0.003< 0.05)
means that the non-physical work environment has a positive and significant
effect on employee performance at Perum BULOG Pusat, South Jakarta.
CONCLUSION
Based on
the results of a study involving 133 respondents at Perum BULOG Pusat, South
Jakarta, it can be concluded that leadership style, work discipline, and
non-physical work environment have a positive and significant influence on
employee performance. These findings show that effective leaders, high work
discipline, and a conducive work environment can increase employee motivation
and productivity. Suggestions for improvement include strengthening
communication between leaders and employees to increase trust and engagement,
encouraging work discipline through tighter supervision and rewarding employees
who meet disciplinary criteria, and paying attention to safety and supervision
aspects in the
work environment to create safe and comfortable conditions for employees.
In addition, to achieve better results in improving
employee performance, it is recommended that Perum BULOG Pusat also consider
other factors that can affect performance, such as procurement, maintenance,
and human resource development. Holistic management of these factors can help
companies create a work environment conducive to employee growth and
development, thereby increasing efficiency and effectiveness in achieving
organizational goals. Thus, the implementation of these suggestions
is expected to bring significant improvements in the performance of employees
of the Central BULOG Company and increase the company's competitiveness in the
market.
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Novianti, Herry Krisnandi, Kumba Digdowiseiso (2024) |
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