Corresponding Author: Sakharia
Zendrato
E-mail: [email protected]
INTRODUCTION
Human Resources (HR) is one of the most critical
factors in an organization/institution (along with other factors such as
capital, materials, work methods, etc.) for the effectiveness of ongoing
activities to achieve goals. In managing the relationship and the role of Human
Resources effectively (achieving the goals according to the plan) and
efficiently (the existing tasks are carried out correctly, organized, and on
time), employees always play an active and dominant role in all operational
activities, both as planners, actors, and determinants. They are implementing
organizational goals (goals are the functional role of employees) (Hasibuan, 2016).
Improving the
performance of the government apparatus is a development strategy carried out
by the government to realize the ideals of the state by carrying out its
processes. The progress of an agency depends on the performance of its
employees. Performance (work achievement) is the acquisition of work results in
the form of quality and quantity possessed by an employee in carrying out his
duties based on the responsibilities given to him (Mangkunegara, 2017).
Maximum performance
is the ultimate goal of
an agency. High performance is expected from top leadership and middle and
lower management employees. Therefore, organizational performance improvements
must cover all levels of the organization. Good performance in an organization results from the quality of its employee
resources.
The Regional
Inspectorate is a government agency that carries out the functions of
supervision and inspection. The selection of the Mentawai Islands Regency
Inspectorate as the focus of research is based on the decline and instability
of institutional performance achievements in 2019, 2020, and 2021, which is
related to the previous explanation of the many resources owned by the
organization, human resources are seen as an energy source that plays an
important role. Human resources can make an organization run efficiently, while
other resources are dependent because they only utilize human resources.
Therefore, human resources must be managed professionally to make an optimal
contribution to achieving agency goals for life.
In
creating the performance of the Civil Service Inspectorate of the Mentawai
Islands Regency, it seems that there are still many obstacles that make it
challenging to achieve the vision and mission of the organization. The
following is a table of performance achievements from programs/activities
carried out at the Mentawai Islands Regency Inspectorate for the period 2019 to
2021, namely:
Table 1. Performance Report of the Mentawai Islands
Regency Inspectorate Program/Activity
|
No.
|
Programs/Activities
|
Target
|
Realization (%)
|
|
( % )
|
2019
|
2020
|
2021
|
|
1.
|
Office
Management Services Program
|
100
|
85
|
75
|
80
|
|
2.
|
Employee
Facilities and Infrastructure Improvement Program
|
100
|
86
|
80
|
82
|
|
3.
|
Employee
Discipline Improvement Program
|
100
|
85
|
75
|
78
|
|
4.
|
Employee
Capacity Building Program
|
100
|
85
|
75
|
78
|
|
5
|
Improvement
Program for Performance Achievement System Development and Financial
Reporting
|
100
|
85
|
80
|
82
|
|
|
Average Amount
|
100
|
85
|
77
|
80
|
Source: Secondary Data, Mentawai Islands
Regency Inspectorate, 2021.
As
seen from table 1, the Program/Activity Performance Report above shows that the
average realization of programs/activities is experiencing instability and, on
average, still has not reached the agency's performance target. Among other
things, this can be seen from several realizations of programs/activities of
the Mentawai Islands Regency Inspectorate, namely: 1) The Office Management
Service Program of 100 percent of the target can only be realized in 2019 by 85
percent, in 2020 it drops to 75 percent, then it increases in 2021 to 80
percent; 2) Employee Facilities and Infrastructure Improvement Program from the
target of 100 percent, only realized in 2019 by 86 percent, in 2020 it fell to
80 percent and in 2021 it rose to 82 percent; 3) Employee Discipline
Improvement Program from 100 percent which was targeted to only be realized by
85 percent in 2019, decreased to 75 percent in 2020 and rose to 78 percent in
2021; 4) Employee Capacity Building Program from 100 percent which was targeted
to only be realized by 85 percent in 2019, decreased to 75 percent in 2020 and
increased in 2021 to 78 percent; 5) The Improvement Program for the Development
of Performance and Financial Reporting Performance Systems from the target of
100 percent can only be realized in 2019 by 85 percent, down to 80 percent in
2020 and rising to 82 percent in 2021. From these data, it can be concluded
that the performance of the Mentawai Islands Regency Inspectorate is not
optimal, and there are still several problems within the agency, all of which
cannot be separated from the human resources contained in it.
Performance is a job that combines a
person's personal and organizational characteristics (Moeheriono, 2012). Performance
improvement is an essential thing desired by both employees and organizations.
According to (Bangun, 2012), The
apparatus is interested in self-development and job promotion. To fulfill these
two desires, a sound performance management system is needed.
The performance assessment of the
Mentawai Islands Regency Inspectorate can also be seen based on the results of
the performance accountability system evaluation, which is an accumulation of inspections
of all AKIP components, which the Inspectorate Team monitors (Urban I) which
oversees several OPDs including the Mentawai Islands Regency Inspectorate in
2019 and 2021, with details as follows:
Table
2. Performance Evaluation Results in Mentawai Islands Regency Inspectorate
|
No.
|
Component
|
2019
|
2020
|
2021
|
|
Weight (%)
|
Value of Evaluation Results (%)
|
Weight (%)
|
Value of Evaluation Results (%)
|
Weight (%)
|
Value of Evaluation Results (%)
|
|
1.
|
Performance Planning
|
30
|
25,46
|
30
|
23,38
|
30
|
27,46
|
|
2.
|
Performance Measurement
|
25
|
15,63
|
25
|
18,44
|
25
|
15,63
|
|
3.
|
Performance Reporting
|
15
|
11,88
|
15
|
9,67
|
15
|
11,88
|
|
4.
|
Performance/Internal Evaluation
|
10
|
7,40
|
10
|
5,83
|
10
|
7,08
|
|
5.
|
Performance Achievements
|
20
|
17,50
|
20
|
17,50
|
20
|
17,50
|
|
Amount
|
100
|
77,87
|
100
|
74,82
|
100
|
79,54
|
Source: Secondary Data, Inspectorate Team (Urban
I), 2021.
Table 2 above shows that the performance
of the Mentawai Islands Regency Inspectorate has not been optimal compared to
other regional apparatus organizations. Based on the 2019 Government Agency
Accountability Information System (SAKIP) assessment data conducted by the
Inspectorate Team (Urban I), the Mentawai Islands Regency Inspectorate obtained
an Evaluation Result Score in 2019 of 77.87 percent, and in 2020 with an
Evaluation Result Value of 74, 82 percent and in 2021 an increase in the Value
of Evaluation Results to 79.54 percent.
Compared with several other Regional
Apparatus Organizations with SAKIP scores in the excellent category, the
Mentawai Islands Regency Inspectorate gets the Very Good type (Evaluation
Result Score 70 to 80). However, the Value of the Evaluation Results of the
Mentawai Islands Regency Inspectorate from 2019 to 2020 decreased and increased
again in 2021. Moreover, when viewed from each assessment component, the
performance appraisal component from 2020 to 2021 has reduced even though, from
2019 to 2020 experienced a decline. Increase. Moreover, for the performance
achievement component, the Evaluation Result Value for 2019, 2020, and 2021 was
obtained at 17.50 percent of the set 20 percent weight.
The number of work program systems that
the Mentawai Islands Regency Inspectorate must manage makes Civil Servants in
the Mentawai Islands Regency Inspectorate experience several problems that
impact employee performance. The occurrence of issues in the management of work
that must be completed according to a predetermined schedule, communication
between employees in coordinating work is not good, and this is what makes
problems in terms of work conflicts and work ethics owned by employees can
result in employee performance that is not optimal.
This can be seen from the phenomena that
occur in the field; an initial random assessment of the performance of Civil
Servants at the Mentawai Islands Regency Inspectorate can be seen in table 3
below:
Table 3. Pre-survey of Employee Performance Assessment
|
No.
|
Phenomenon
|
Amount
(person)
|
|
1.
|
Implementation
of tasks waiting for instructions from superiors because communication is not
well established.
|
15
|
|
2.
|
Sometimes
there is poor coordination (miscommunication) between employees (vertical or
horizontal).
|
10
|
|
3.
|
No
initiative in filling vacant working hours.
|
20
|
|
4.
|
Employee
awareness is still low on the implementation of duties and obligations, and
it seems that there is coercion.
|
18
|
|
5.
|
Lack of
employee creativity in finding new ideas for the agency's advancement.
|
15
|
Source: Secondary Data, Author's initial
observations, 2021.
From the data in table 3 above, it can
be seen that, in general, Civil Servants at the Mentawai Islands Regency
Inspectorate give the opinion that: 1) Implementation of tasks waiting for
instructions from superiors because communication is not well established as
many as 15 (fifteen) people, 2) Sometimes there is poor coordination
(miscommunication) between employees (vertical or horizontal) as many as 10
(ten) people, 3) Employees have no initiative in filling vacancies during
working hours as many as 20 (twenty) people, 4) Employee awareness is still low
on the implementation of duties and obligations, it seems that there is
coercion as many as 18 (eighteen) people, 5) Lack of employee creativity in
finding new ideas for the advancement of the agency as many as 15 (fifteen)
people. From these results, it can be concluded that there are problems with
the performance of Civil Servants at the Inspectorate of Mentawai Islands
Regency.
Several factors affect performance in an
organization/institution, including work conflict. The differences that exist
will lead to disagreements between employees in an agency. This disagreement is
called conflict. This conflict can arise continuously if the leadership in the
agency cannot create a situation of understanding among all employees.
Based on the results of initial
observations made, the researchers found indications of problems that occurred
in the Mentawai Islands Regency Inspectorate by looking at phenomena regarding
the performance of civil servants, namely: 1. there are still employees who
procrastinate the work given so that it is not completed on time which results
in overlapping work, 2. there are results of work that are not achieved
correctly following the directions given so that there is a repetition of work
assignments and ultimately takes a long time, 3. In carrying out their duties,
employees always wait for instructions from their superiors because the
relationship is not well established, not infrequently sometimes there is poor
coordination (miscommunication) between employees (vertical or horizontal), 4.
employees in expressing opinions on a problem sometimes put forward their ego
and defend their views without caring about the opinions of others, for example
in regular supervision of the use of the Village Fund, 5. the use of village
funds must be adequately monitored according to government recommendations, 6.
Human resources (Village Apparatus) do not yet have quality resources, so there
is still a need for guidance. This is where there are often challenging debates
that can drain energy and thoughts; even because of the difficult discussions,
sometimes employees do not care and do not even want to know about what they
are doing, causing conflicts. (Handoko, 2016), argues
that conflict is a discrepancy between two or more members that arises because
they have to share limited resources or work
activities and because they have different statuses, goals, values, or
perceptions.
The next factor besides work conflict is
work ethic. From the phenomena observed by the author on Civil Servants in the
Mentawai Islands Regency Inspectorate at random, that there is still a low
level of awareness of employees on the implementation of duties and
obligations, it seems that there is coercion, the lack of creativity of
employees in finding new ideas to complete tasks and the progress of the agency.
It is still visible that some employees in the Mentawai Islands Regency
Inspectorate in doing work are sometimes impressed by each in their completion
even though these employees have the competence to help with the work being
carried out by a fellow employee within the Inspectorate of the Mentawai
Islands Regency even though the work is not the responsibility of the employee.
Moreover, another phenomenon is also seen by the author that it often happens
that it is difficult to carry out discussions, and even discussions usually do
not get an agreement; this often leads to misunderstandings between one another
so that the expected results are not achieved. On the other hand, it also shows
that the expression of opinions in discussion often does not describe a social
situation. Sometimes, it is not accompanied by words that convey something.
Influenced by these problems, conflicts,
and ethics that have not been appropriately implemented can lead to long
discussions without finding an agreement between employees in the Inspectorate
of Mentawai Islands Regency. From this phenomenon, it can be
seen that there are problems in terms of work ethics for employees in
the Mentawai Islands Regency Inspectorate; it will impact employee performance
within the Mentawai Islands Regency Inspectorate.
Several matters related to policies to
realize good governance and clean governance in the public sector include
setting ethical standards and behavior of government officials, avoiding work
conflicts, establishing organizational structures and organizational processes
that regulate the roles and responsibilities and accountability of the
organization to the public, setting up an adequate administrative control
system, and external reporting that is prepared based on an accounting system
by government accounting standards. The objectives to be achieved in this research
are to analyze the following:
1. The
effect of work conflict on the performance of civil servants at the Mentawai
Islands Regency Inspectorate.
2. The
effect of work ethics on the performance of civil servants at the Mentawai
Islands Regency Inspectorate.
3. The
effect of a work conflict and work ethics together on the performance of civil
servants at the Mentawai Islands Regency Inspectorate.
Employee Performance affects how much
they contribute to the organization (Mathis, R. L., & Jackson, 2016) (Pratama et al., 2022).
According to (Mathis, R. L., & Jackson, 2016),
the performance indicators are 1. Quality of work, 2. Quantity, 3. Cooperation,
4. Utilization of time, 5. Knowledge of work, 6. Work planning. Work Conflict
is Disagreements between two or more organizational members or groups within
the organization that arise because they have to use scarce resources together (Sunyata, 2013). The
indicators of work conflict, according to (Sunyata, 2013),
namely: 1. Communication, 2. Personal relationships, and 3. Organizational
structure. Work ethic is the totality of personality and a way of expressing,
viewing, believing, and giving meaning to something that encourages oneself to
act and achieve optimal charity (Sinamo, 2011).
The indicators of work ethics, according to (Sinamo, 2011), are
1. Work is art, 2. Work is an honor, 3. Work is actualization, 4. Work is a
trust, 5. Work is a calling, 6. Work is grace, 7. Work is worship, and 8. Work
is service.
This study aims to analyze the effect of
work conflict and work ethic on the performance of Civil Servants at the
Inspectorate of Mentawai Islands Regency. With the work conflict analysis, it
is hoped that it will develop employees' ability to resolve conflicts, train
employees to be more creative and solution-oriented and work ethic is expected
to produce better quality work, increase productivity, and work efficiency both
at the individual and corporate levels.
METHOD
This research uses quantitative research (Sugiyono, 2018). The analysis technique used is Total Sampling. The sample used in this
study were all civil servants at the Mentawai Islands Regency Inspectorate. In the
context of this study, the variables are work conflict, work ethics, and
employee performance. Data is processed using IBM SPSS Version 24.0. The type
of data in this study is in the form of quantitative and qualitative data.
Qualitative data in the form of interviews with employees and superiors. At the
same time, quantitative data is data from the questionnaire results given to
the research sample. Sources of data in this study are primary and secondary
data sources. The preliminary data in this study were obtained directly from
the respondents using a questionnaire about work conflict, work ethics, and
employee performance. Secondary data in this study is in the form of supporting
information about Civil Servants at the Inspectorate of Mentawai Islands
Regency, West Sumatra Province, which is obtained through the mass media and
applicable laws and regulations.
Data analysis is used to see if work conflicts and ethics
affect employee performance. The studies carried out are validity analysis,
instrument reliability, descriptive analysis, and analysis prerequisite tests,
namely normality, multicollinearity, and heteroscedasticity. Hypothesis testing
is carried out with multiple linear regression tests.
RESULTS
AND DISCUSSION
Classic assumption test
Normality test
The normality test aims to test whether, in the
regression model, the confounding or residual variables have a normal
distribution. It is known that the t-test and F-test assume that the residual
value follows a normal distribution (Firdaus, 2021).
To
detect the normality test in this study using the Kolmogorov-Smirnov test. The
basis for making decisions from this normality test is to look at the Asymp
probability. Sig (2-tailed). If the likelihood Asymp. Sig (2-tailed) >
=0.05, then the residual data is normally distributed. The following results of
the normality test using the One-Sample Kolmogorov-Smirnov Test are presented.
Based on calculations via a computer using the IBM SPSS for Windows Version
24.0 program, the following results are obtained:
Table 4. Normality
Test Results
|
No.
|
Variable
|
Asymp. Sig
|
Limit Value
|
Information
|
|
1
|
Standardized Residual
|
0,200
|
0,05
|
Normal
|
Source: Primary Data, IBM SPSS Ver. 24.0, the Year 2022.
In table 4 above, it can be seen that the standardized
residual variable has a significant value of 0.200 > 0.05. Thus, it can be
concluded that each variable's confounding variable (residual) is usually
distributed.
Heteroscedasticity Test
The
heteroscedasticity test aims to test whether there is an inequality of variance
in the regression model from the residual of one observation to another. A good
regression model is one with homoscedasticity or no heteroscedasticity. To
detect the presence or absence of heteroscedasticity, the Glejser test can be
used. The Glejser test is carried out by regressing the independent variable to
the unstandardized residual value. If the significant matter is greater than
0.05, it means that there are no symptoms of heteroscedasticity. Based on
calculations via a computer using the IBM SPSS for Windows Version 24.0
program, the following results are obtained:
Table 5.
Heteroscedasticity Test
|
No.
|
Variable
|
Residual Absolute
(RES_ABS)
|
|
Significant
|
Conclusion
|
|
1.
|
Work Conflict
|
0,178
|
Free
of Heteroscedasticity
|
|
2.
|
Work Ethics
|
0,748
|
Free
of Heteroscedasticity
|
Source: Primary Data, IBM SPSS Ver. 24.0, the Year 2022.
Table 5
above shows that the significant value of variables is greater than 0.05, so it
can be concluded that the regression model is good or there is no
heteroscedasticity (free of heteroscedasticity).
Multicollinearity Test
The
multicollinearity test aims to test whether the independent variables affect
each other in the regression model. Determining the presence or absence of
multicollinearity in the regression model can be done by looking at the
tolerance and variance inflation factor (VIF) values. There is
multicollinearity if the tolerance value is < 0.10 or the VIF value is >
10. If the tolerance value is > 0.10 or the VIF value is < 10, then there
is no multicollinearity. The results of this multicollinearity test are based
on calculations via a computer using the IBM SPSS for Windows Version 24.0
program; the results are shown as follows:
Table 6.
Multicollinearity Test
|
No.
|
Variable Independent
|
Tolerance
|
VIF
|
Conclusion
|
|
1.
|
Work Conflict
|
0.761
|
1.315
|
Free of Multicolonearity
|
|
2.
|
Work Ethics
|
0.761
|
1.315
|
Free of Multicolonearity
|
Source: Primary Data, IBM SPSS Ver. 24.0, the Year 2022.
From table 6 above, it can be concluded that the
independent variables, namely communication, resources, disposition, and
bureaucratic structure, are declared free from multicollinearity because the
four independent variables have a tolerance value greater than 0.10 and VIF
less than 10.
Multiple Linear Regression Analysis
The magnitude of the effect of the independent variables
with the dependent variable can be calculated through a multiple regression
equation. This analysis is used to determine the extent of the impact of the
independent variables on the dependent variable. Based on calculations via a
computer using the IBM SPSS for Windows Version 24.0 program, the following
results are obtained:
Table 7. Recap of
Multiple Linear Regression Analysis Test Results
|
Variable
|
Coef.
Regression
|
t-count
|
Sig.
|
|
Constant
|
19,476
|
|
|
|
Work Conflict
|
- 0,225
|
-2,920
|
0,043
|
|
Work Ethics
|
0,645
|
5,630
|
0,000
|
|
F-count = 30,213
|
Sig. 0,000
|
|
|
|
R2 �����=���
0,633
|
|
|
|
Source: Primary Data,
IBM SPSS Ver. 24.0, the Year 2022.
From table 7 above,
the form of the regression equation model for the effect of Work Conflict dan
Work Ethics terhadap kinerja pegawai sebagai berikut:
Y = 19,476 - 0,225X1 +
0,645X2 + e
Explanation of the above equation:
α
�= 19,476;���� it means that without the effect of a work conflict and
work ethics, the existing performance is 19.476 percent.
b1
= -0,225;��� it
means a negative effect between work conflict variables (X1) on performance
(Y). This shows that the higher the work conflict, the lower the performance.
The value of the work conflict regression coefficient is -0.225, which means
that for every increase in one unit of work conflict, the performance decreases
by 22.5 percent.
b2
= 0,645;����� it means that there is a
positive effect between work ethic variables (X2) on performance (Y). This
shows that the higher the work ethic, the higher the performance. The value of
the work ethic regression coefficient is 0.645, which means that for every
increase in one unit of work ethic, the performance increases by 64.5 percent.
T-test
(partial)
Based on table 7, it can be seen that:
1. Effect of Work Conflict (X1) on Performance (Y)
The
results of the analysis of the effect of the Work Conflict variable (X1) on the
Performance variable (Y) obtained the results of the tcount = -2,920; (df =
38-3 = 35; ttable = +/- 2.03011); (-tcount < -ttable or tcount > ttable),
with a significant level of 0.043 < 0.05. As a result, H0 is rejected, and
Ha or hypothesis one (H1) is accepted. The results of the analysis show that
part there is a negative effect which is explained by -tcount < -ttable;
-2,920 < 2,03011, and significance is defined by the significant level of
0.043 < 0.05. So it can be concluded that the analysis results show that
part there is a negative and significant effect between the work conflict
variables on the performance of Civil Servants at the Mentawai Islands Regency
Inspectorate.
2. Effect of Work Ethics (X2) on Performance (Y)
The
results of the analysis of the effect of work ethic variables (X2) on the
performance variable (Y) obtained the value of t-count = 5.630 (df = 38-3 = 35;
t-table = 2.03011); (t-count > t-table), with a significant level of 0.000
<0.05. As a result, hypothesis two (H2) is accepted. The analysis results
show that part there is a positive effect which is explained by tcount >
ttable; 5,630 > 2,03011, and significance is defined by the significant
level of 0.000 < 0.05. So it can be concluded that the analysis results show
that part there is a positive and significant effect between work ethics
variables on the performance of Civil Servants at the Mentawai Islands Regency
Inspectorate.
F test (simultaneous)
Based on table 6,
it can be seen that the results of the analysis of the effect of work conflict
(X1), and work ethics (X2) together on performance (Y), obtained an F-count
value of 30.213 with a significant probability of 0.000 <0.05. With df1 =
(k�1) = (3-1) = 2, df2 = 38 - 3 = 35, F-table 3.27, then F-count > F-table
or 30.213 > 3.27. Consequently, Ho is rejected, and Ha or Hypothesis Three
is accepted. The analysis results show that together there is a significant
effect between the variables of a work conflict and work ethics on the
performance of Civil Servants at the Inspectorate of Mentawai Islands Regency.
Testing the Coefficient of
Determination (R2)
Based on the
calculation results of the regression estimation, the adjusted coefficient of
determination or R Square is 0.633, meaning that 63.3 percent of the variation
of all independent variables can explain the dependent variable. The remaining
36.7 percent is explained by other variables not examined in this study.
Because the value
of R2 is not close to or away from 0 (zero) and close to 1 (one), then the
contribution (effect) of the independent variable simultaneously on the
dependent is substantial.
1. The Effect of Work Conflict on Performance
The first objective of this study was to analyze the
effect of work conflict on the performance of Civil Servants at the Mentawai
Islands Regency Inspectorate. Statistical analysis results using multiple
linear regression show that the first hypothesis is accepted. The results of
the analysis of the effect of the Work Conflict variable (X1) on the Performance
variable (Y) obtained the results of the tcount = -2,920; (df = 38-3 = 55;
ttable = +/- 2.03011); (-tcount < -ttable or tcount > ttable), with a
significant level of 0.043 < 0.05. As a result, H0 is rejected, and Ha or
hypothesis one (H1) is accepted. The results of the analysis show that part
there is a negative effect which is explained by -tcount < -ttable; -2,920
< 2,03011, and significance is defined by the significant level of 0.043
< 0.05. So it can be concluded that the results of the analysis show that
part there is a negative and significant effect between the work conflict
variables on the performance of Civil Servants at the Mentawai Islands Regency
Inspectorate.
Work conflict partially has a negative and significant
effect on the performance of Civil Servants at the Mentawai Islands Regency
Inspectorate. This can be interpreted as work conflicts influencing the
performance of Civil Servants at the Inspectorate of Mentawai Islands Regency.
Still, this negative meaning is that if work conflicts increase, it will decrease
performance. So if there is an increase in workplace conflict, it will reduce
employee performance and vice versa. If work conflict decreases, employee
performance will increase.
This study's results differ from the results of the
research. Different things were stated in the survey conducted by (Yapentra & Weni, 2016),
(Susilo, n.d.)
and (TAQWA, 2021),
which said that work conflict had a positive and
significant effect on performance. Moreover, the results of research conducted
by (Lestari et al., 2020) found that partial work conflict did not affect performance.
This study is in line with and supports the results of
research conducted by (Nadeak et al., 2016),
(and Panggabean et al.
2019), which stated the study results that work conflict
partially negatively and significantly affects employee performance.
2. The Effect of Work Ethics on Performance
The second objective of this study is to analyze the
effect of work ethics on the performance of Civil Servants at the Mentawai
Islands Regency Inspectorate. The results of the analysis of the impact of work
ethic variables (X2) on the performance variable (Y) obtained the value of
t-count = 5.630 (df = 38-3 = 35; t-table = 2.03011); (t-count > t-table),
with a significant level of 0.000 <0.05. As a result, hypothesis two (H2) is
accepted. The analysis results show that part there is a positive effect which
is explained by tcount > ttable; 5,630 > 2,03011, and significance is defined
by the significant level of 0.000 < 0.05. So it can be concluded that the
analysis results show that part there is a positive and significant effect
between work ethics variables on the performance of Civil Servants at the
Mentawai Islands Regency Inspectorate.
The results of this study prove that work ethics have a
positive and significant effect on the performance of Civil Servants at the
Mentawai Islands Regency Inspectorate. Work ethic has a positive and
significant impact on the performance of Civil Servants at the Mentawai Islands
Regency Inspectorate. This can be interpreted that work ethics influences the
performance of Civil Servants at the Mentawai Islands Regency Inspectorate. This
positive meaning is that increasing work ethics will improve performance. So if
the work ethic rises, it will increase employee performance.
The results of this study support the results of research
conducted by (Chair, 2013),
(Budianto et al., 2018),
(Rum et al., 2019),
(Aini, 2020),
(Ningsih et al., 2021),
and (Widnyani & Suartina,
2021), which states that there is a positive and significant
effect between work ethics on performance.
3. The Effect of Work Conflict and Work Ethics on
Performance
The third objective of this research is to analyze the
effect of a work conflict and work ethic on the performance of Civil Servants
at the Inspectorate of Mentawai Islands Regency. Based on this research, the
performance of Civil Servants at the Mentawai Islands Regency Inspectorate is
good regarding the Respondent Achievement Level (TCR), an average of 78
percent. This means that the Civil Servants at the Mentawai Islands Regency
Inspectorate are pretty good at doing their jobs and achieving performance
targets.
Hypothesis testing, from the ANOVA test (Simultaneous
Test / F Test), the results of the analysis of the effect of work conflict
(X1), and work ethics (X2) together on performance (Y), obtained an F-count value
of 30.213 with a significant probability of 0.000 < 0.05. With df1 = (k�1) =
(3-1) = 2, df2 = 38 - 3 = 35, F-table 3.27, then F-count > F-table or 30.213
> 3.27. Consequently, the hypothesis is accepted. The analysis results show
that together there is a significant effect between the variables of a work
conflict and work ethics on the performance of Civil Servants at the Mentawai
Islands Regency Inspectorate. It can be concluded that the third hypothesis
(H3), which reads that work conflict and work ethics affect the performance of
Civil Servants at the Mentawai Islands Regency Inspectorate, is accepted;
therefore, the third hypothesis (H3) can be accepted.
Based on the calculation of the regression estimation
results, the adjusted coefficient of determination value or R Square (R2) is
0.633, meaning that 63.3 percent of the variation of all independent variables
can explain the dependent variable. The remaining 36.7 percent is explained by
other variables not examined. In this research, where the value of R2 is not
close to or away from 0 (zero) and close to 1 (one), then the contribution
(effect) of the independent variable simultaneously on the dependent is
substantial.
The results of this study support the research conducted
by (Syahputra, 2021),
which states in the results of his study it was found
that simultaneously work discipline, ethics and work conflict affect employee
performance at PT Pasti Jaya Electrik Medan and study conducted by (Sari, 2021),
it was found that Simultaneously there is a positive and
significant effect on the variables of conflict, work ethic and work stress on
the performance of the employees of the UPT Dispenza, Dubai District.
CONCLUSION
Based on the results of testing and
discussing the hypotheses described, several conclusions can be drawn as
follows: 1) Work conflict partially has a negative and significant effect on
the performance of Civil Servants at the Mentawai Islands Regency Inspectorate.
2) Work ethic partially has a positive and significant effect on the
performance of Civil Servants at the Mentawai Islands Regency Inspectorate. 3) Work
conflict and work ethic simultaneously significantly affect the performance of
Civil Servants at the Mentawai Islands Regency Inspectorate.
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