Corresponding Author: Arifin
E-mail: [email protected]
INTRODUCTION
In today's era, life is all modern, with today's
sophisticated information systems, the role of employees who carry out
activities to serve the community or in the public sector as workers in an
agency is needed to produce the best possible service. In managing a good
government agency, it is always full of challenges, the ease of the situation
with the conditions of the work environment. Government agencies are required
to have information technology. In the development of socio-cultural science
and technology, it requires State Civil Apparatus employees to work
appropriately and quickly in serving the community. With technology starting to
enter the work environment, State Civil Apparatuses are required to understand
and be able to operate technology so that goals can be achieved. The activities
of government agencies will run well if the agency has knowledgeable human
resources, skills in managing government agencies. However, in reality
bureaucratic services are still low, especially human resources, which is
marked by the low level of service (Suara Merdekan, Edition 27 May 2018).
Determining success in an optimal
government agency. Therefore, ASN employees who have good performance and can
be relied on by government agencies are needed. The performance of ASN
employees is very necessary, because with this performance it will be known how
far they are able to carry out the tasks assigned to them.
Government agencies need human
resources who have knowledge and are proficient in operating computers with demands
for quality services, government agencies, especially the sub-district office
in Menui Islands, implement various services to support speed and integration.
In this case, high work
motivation is needed to achieve organizational goals, because with work
motivation in employees it can produce high performance of the state civil
apparatus and lead to results that are relevant to high performance.
Motivation is a driving force for
someone to carry out an activity in order to get the best results. State civil
servants who have high work motivation will have high performance as well.
Motivation is a potential force that exists within a human being, which can be
developed alone or developed by a number of forces outside which essentially
revolves around matter and non-material. What is important to remember is that
the motivations of state civil servants will differ from one another, according
to their level of education, characteristics, and economic conditions. People
who are more educated and more independent economically, the sources of
motivation are different, not solely determined by traditional motivational
means, such as formal authority and incentives, but also influenced by other
factors of need.
Factors that affect work
motivation, including compensation and career development. Compensation is
everything that is received in the form of physical and must be calculated to
someone who is an object that is exempt from income tax. While career
development affects organizational commitment and performance of state civil
servants, where career development is a formal approach taken by organizations
to ensure that people in the organization have the appropriate qualifications
and abilities and experience when needed. So if these two activities have been
carried out, it will be easy to produce good performance. Thus, motivation
means a condition that encourages or causes someone to do an act or activity
that takes place consciously.
Performance is a measure of
success or success in carrying out activities both individually and in groups.
Performance is the achievement of standards/targets that have been given
responsibility by a worker to get maximum results (Soeprihanto,
1998). However, each agency,
especially at the sub-district level, has different standards, including the
performance standards of State Civil Apparatus (ASN) employees. Various types
of work carried out by ASN, of course, require clear criteria, because each
type of work has different standards regarding the achievement of the results.
The more complicated the type of work, the minimum standards set will be an
absolute requirement that must be complied with. Many things affect the
performance of state civil servants, including information technology, work
discipline and work motivation
Based on the empirical gap that
occurred in the field of initial observations that the performance of the State
Civil Apparatus in particular in the Menui Islands sub-district, it was found
that there were still obstacles in terms of services provided by the District
government such as the performance of the State Civil Apparatus (ASN) which was
still low and irresponsible, services that are still traditional, resulting in
people complaining about the services provided by the sub-district government,
but there are still governments that pay attention to the quality of services
to meet the needs of the community by implementing e-governance or electronic
governance, namely public services to the community based on technology to
facilitate the government in carrying out service to the community.
The purpose of this study was to
determine and analyze the effect of the use of information technology, work
discipline and work motivation on the performance of the State Civil Apparatus
in the Menui Islands. Knowing and analyzing the effect of the use of
information technology on the performance of the State Civil Apparatus in the
Menui Islands. Knowing and analyzing the effect of work discipline on the
performance of the State Civil Apparatus in the Menui Islands. And to find out
and analyze the effect of work motivation on the performance of the State Civil
Apparatus in the Menui Islands.
The benefits that can be taken from this research are
that it can be a reference, increase knowledge, can add to the STIE Six Six Kendari
library collection and become a reference for anyone who wants to do research
on the same topic. For the State Civil Apparatus, this research is expected to
be a reference material in motivating the State Civil Apparatus (ASN) to be
more disciplined in their work in order to improve the performance of
government agencies in the sub-district office in the islands, especially the
State Civil Apparatus in a government of the Menui Islands District.
METHOD
Based on the
objectives to be achieved, this research includes explanatory research, namely
the type of research that aims to determine the effect of two or more variables
(Sugiyono, 1999). In this case, to test and analyze the effect of
motivation, welfare and the relationship between village officials' performance
in improving the performance of village officials in the Menui Islands
sub-district. According to Arikunto (2006) that the research method is the
method used by researchers in collecting research data. The research method is
one of the important steps in a scientific research. The method or research
method is a tool to achieve the objectives and the quality of research is
largely determined by the method or method used. This study uses a descriptive
type of research with a quantitative approach. Quantitative research methods,
as stated by (Erwanto et al., 2012) are: "Research methods based on the philosophy of
positivism, are used to examine certain populations or samples, data collection
uses research instruments, data analysis is quantitative/statistical, with the
aim of testing hypotheses has been established".
According to (Sugiyono, 2012) descriptive research, namely, research conducted to
determine the value of independent variables, either one or more variables
(independent) without making comparisons, or connecting with other variables.
The
object of this research is the performance of the State Civil Apparatus in the
Menui Islands District. The population of this study were all 23 employees of
the State Civil Apparatus in Menui District. In this study, researchers used 2
kinds of variables, namely: 1) The dependent variable used in this study was
the performance of village officials. 2) The independent variables used in this
study are motivation, welfare and discipline.
The author takes
the object of research on the State Civil Apparatus in the Menui Islands
District. Data collection in the study in the Menui Islands District used 3
methods, the following is a description used:
1. Observation, data collection carried out in the Menui
Islands District.
2. Interviews, namely conducting direct questions and
answers with the village head and the State Civil Apparatus who are authorized
to be interviewed
3. Questionnaires, namely distributing questionnaires or
lists of written statements that are structured in a structured manner to
obtain information about the variables studied (Motivation, Welfare, Discipline
Against the Performance of State Civil Apparatus).
RESULTS AND DISCUSSION
A.
Respondent
Characteristics
1.
Characteristics of Respondents Based on Age
In accordance with the data obtained from data
identification, it shows that the majority of employees at the Menui Islands
District Office, Morowali Regency are in the age category of 45 years and over.
for more details can be seen.
Table 1.Distribution
of Respondents by Age
|
Age (years)
|
Number of Respondents (persons)
|
Percentage
|
|
<30
>31
|
10
13
|
43,48
56,53
|
|
Total
|
23
|
100,00
|
Source: Primary data from the sub-district office to be
processed in 2022
Based
on the identification of the data above, it can be seen that the majority of
employees at the Menui Islands sub-district office are aged 31 years and over.
This age is a productive age for employees who provide benefits for the Menui
Islands District office to maximize the employee's work potential in every work
implementation can be completed with quality and on time.
2.
Characteristics
of Respondents by Gender
The composition of employees at the
Menui Islands sub-district office by gender can be seen in table 2.
Table
2. Distribution by Gender
|
Gender
|
Number of
respondents (people)
|
Percentage
|
|
Man
|
16
7
|
69,57
30,44
|
|
Woman
|
23
|
100,00
|
|
Amount
|
23
|
100,00
|
Source: Primary data processed in 2022
Based
on the identification of the data carried out, the employees of the Menui
Islands sub-district office were dominated by men. This is because basically
the duties and responsibilities of the Menui Islands sub-district office so
that the role of male employees is very much needed by an organization. In
addition, male employees have a greater stake in making decisions because of
their responsible nature. Employees with male gender basically tend to have
work spirit, tenacity and persistence in carrying out their work. Employees
with male gender are also considered to have a very high level of mobilization
at work.
3.
Characteristics
of Respondents Based on Education Level
Employee Distributors at the Menui
Islands Sub-District Office by education level can be seen in table 3.
Table
3.Distribution of Respondents by Education Level
|
Level of education
|
Number of Respondents
|
Presentase
|
|
Senior High School
S1
S2
|
12
10
1
|
52,18
43,48
4,35
|
|
Amount
|
23
|
100,00
|
Source: Primary data processed in 2021
Thus,
it can be said that the employees of the Menui Islands sub-district office have
a high school education level of 12, 10 respondents with a bachelor's degree in
education, and 1 respondent with a master's degree education. However, in this
case, the largest workforce is employees with high school education and
employees with higher education to carry out work communication, counseling and
provide each other with knowledge in the implementation of work.
4.
Characteristics
of Respondents Based on Working Period
Distribution of employees of the Menui
Islands Sub-district Office according to years of service can be seen in table 4.
Table
4.Distributors of Respondents by Term of Service
|
Working period
(years)
|
Number of respondents
(people)
|
Percentage
|
|
6-10
10 and above
|
14
9
|
60,87
39,13
|
|
Total
|
23
|
100,00
|
Source: Primary Data in 2021
Thus,
it can be said that most of the employees of the Menui Islands Sub-District
Office have a sufficient period of service so that they are expected to have
high performance. Employees with a long service period of course have
experience in dealing with every work problem. For this reason, employees with
quite a lot of work experience with low tenure have the potential to improve
employee performance.
B.
Descriptive
Research Results Variables
Descriptive research variables aim to
interpret the frequency of respondents' answers from the data that has been
collected. In this study, respondents' answers were categorized into five
categories using a Likert scale. Each scale has a gradation of assessment from
very negative to very positive which is included in the answer choices of the
questionnaire. In order to give meaning to the empirical assessment of the
variables, this research adopts the principle of weighting proposed by (Sugiyono, 2005). The average value
of the weighting or score of respondents' answers obtained is classified in the
range of the value category scale that is presented in table 5.5
Table
5. Determination of the Average Category of Respondents' Statement Scores and
the Meaning of the Assessment Descriptively
|
No
|
The average
score of answers
|
Category
meaning/interpretation
|
Score
|
Interval determination
|
|
1
2
3
4
5
|
1,00-1,80
1,80-2,61
2,62-3,40
3,41-4,21
4,22-5,00
|
Not very good
Not good
Not good
Good
Very good
|
1
2
3
4
5
|
1= bk Maks-bk min
K
1 =� 5-1�� =0,80
5
Information
I = Interval
BK = Class Limit
K = Number of Classes
|
Source:
sugiono (2005:79)
Table
5. above shows the categorical meaning in interpreting the results of this
research based on the score of respondents' answers. The basic reason is that
respondents are given the freedom to give an objective assessment based on what
they see, hear and feel while being an employee of the Menui Islands
sub-district office. The description of the data and respondents' responses
from the results of the study regarding the four latent variables examined
using the average score of the respondents' statements can be described as
follows:
1.
Information
Technology Variables
Based on the research results obtained
through the questionnaire, the objective conditions for the information
technology variable referred to in this study were 2 (two) indicators, namely
(1). Benefits include: Make work easier, Useful, Increase productivity. (2)
Effectiveness includes: Enhancing effectiveness, Developing job performance. As
for the respondents' responses to the work variable indicators, it can be seen
in table 6. below:
Table
6. Distribution of Respondents' Answers to Information Technology Variables
|
Items
|
Frequency
of Respondents' Answers (f) and Percentage (%)
|
Average
|
|
SS (5)
|
S (4)
|
N (3)
|
TS (2)
|
STS (1)
|
|
F
|
%
|
F
|
%
|
F
|
%
|
F
|
%
|
F
|
%
|
|
X1.1
|
10
|
11,76
|
7
|
8,24
|
1
|
1,18
|
2
|
2,35
|
3
|
3,53
|
3,83
|
|
X1.2
|
9
|
10,59
|
8
|
9,41
|
1
|
1,18
|
3
|
3,53
|
2
|
2,35
|
3,83
|
|
X1.3
|
10
|
11,76
|
8
|
9,41
|
1
|
1,18
|
2
|
2,35
|
2
|
2,35
|
3,96
|
|
Average
|
3,87
|
|
X1.4
|
9
|
10,59
|
9
|
10,59
|
2
|
2,35
|
1
|
1,18
|
2
|
2,35
|
3,96
|
|
X1.5
|
10
|
11,76
|
8
|
9,41
|
1
|
1,18
|
3
|
3,53
|
1
|
1,18
|
4,00
|
|
X1.6
|
10
|
11,76
|
7
|
8,24
|
1
|
1,18
|
3
|
3,53
|
2
|
2,35
|
3,87
|
|
Average
|
3,94
|
|
Average Score of Information Technology Variables
|
3,91
|
|
|
|
|
|
|
|
|
|
|
|
|
|
In Table 6. above shows that information
technology is very useful for employees at the Menui Islands sub-district
office in the good category as indicated by the average score for information
technology of 3.91, this shows that the respondents feel helped by the
information technology at the Menui Islands sub-district office.
Indicators of the effectiveness of work that
are getting easier and of higher quality have the highest average score of 3.94
or are in a good category, this is because most of the employees at the
sub-district office in Menui Islands are able to complete work on time and
effectively and efficiently for service to the community.
Meanwhile, the indicator that has the lowest
average score is usefulness with a score of 3.87. This is because there are
still some employees who have not mastered the benefits of software such as
operating (Microsoft Excel).
Based on the information above, the
sub-district office in Menui Islands needs to improve employee performance for
knowledge and utilization in operating computer-based information technology
systems for employees.
2.
Work
Discipline Variables
Based on the research results obtained
through the questionnaire, the objective conditions for the work discipline
variable referred to in this study were measured by 6 (six) indicators, namely
(1) attendance, (2) punctuality, (3) adherence to uniform office rules office,
(4) employees wear office uniforms, (5) adherence to work standards, (6) work
ethically. The responses to the work discipline variable indicators can be seen
in table 7. below.
Table 7. Distribution of respondents'
answers to the work discipline variable
|
Items
|
Frequency
of Respondents' Answers (f) and Percentage (%)
|
Average
|
|
SS (5)
|
S (4)
|
N (3)
|
TS (2)
|
STS (1)
|
|
F
|
%
|
F
|
%
|
F
|
%
|
F
|
%
|
F
|
%
|
|
X.3.1
|
7
|
8,24
|
8
|
9,41
|
3
|
3,53
|
4
|
4,71
|
1
|
1,18
|
3,70
|
|
X 3.2
|
8
|
9,41
|
8
|
9,41
|
1
|
1,18
|
4
|
4,71
|
2
|
2,35
|
3,70
|
|
Average
Attendance indicator
|
3,70
|
|
X 3.3
|
9
|
10,59
|
8
|
9,41
|
1
|
1,18
|
3
|
3,53
|
2
|
2,35
|
3,83
|
|
X 3.4
|
9
|
10,59
|
4
|
4,71
|
5
|
5,88
|
4
|
4,71
|
1
|
1,18
|
3,70
|
|
Average
Punctuality
|
3,76
|
|
X 3.5
|
10
|
11,76
|
8
|
9,41
|
1
|
1,18
|
3
|
3,53
|
1
|
1,18
|
4,00
|
|
X 3.6
|
12
|
14,12
|
3
|
3,53
|
2
|
2,35
|
5
|
5,88
|
1
|
1,18
|
3,87
|
|
Average
Compliance with office rules Employees wear office uniforms
|
3,93
|
|
X.3.7
|
8
|
9,41
|
6
|
7,06
|
4
|
4,71
|
3
|
3,53
|
2
|
2,35
|
3,65
|
|
X 3.8
|
11
|
12,94
|
3
|
3,53
|
3
|
3,53
|
4
|
4,71
|
2
|
2,35
|
3,74
|
|
The average
employee wears an office uniform
|
3,70
|
|
X 3.9
|
9
|
10,59
|
9
|
10,59
|
1
|
1,18
|
3
|
3,53
|
1
|
1,18
|
3,96
|
|
X 3.10
|
9
|
10,59
|
6
|
7,06
|
4
|
4,71
|
2
|
2,35
|
2
|
2,35
|
3,78
|
|
Average
Compliance with work standards
|
3,87
|
|
X.3.11
|
10
|
11,76
|
9
|
4,71
|
4
|
4,71
|
4
|
4,71
|
1
|
1,18
|
3,78
|
|
X.3.12
|
10
|
11,76
|
6
|
9,41
|
1
|
1,18
|
3
|
3,53
|
1
|
1,18
|
4,00
|
|
Average
Work Ethical
|
3,89
|
|
Average
Work Discipline Variable Score
|
3,81
|
|
|
|
|
|
|
|
|
|
|
|
|
|
Source:
Primary Data Processed in 2022
In Table 7. The above shows that in general
the work discipline at the sub-district office is in the good category as
indicated by the average score for work discipline of 3.81 with a good
category.
Indicators of obedience to office rules,
employees wearing office uniforms against office rules have the highest average
score of 3.93 or are in a good category, this is because most of the employees
at the sub-district office on the islands obey the office rules. While the
indicators that have the lowest average score are employees wearing office
uniforms and attendance with a score of 3.70. This is because there are still
some employees who have not complied with the provisions on the use of
attributes and the provisions for the use of clothing, especially on Thursdays,
there are still various motifs, some even wear clothes like going to a party or
a trip. Apart from that, several employees were present who were often late and
lazy to go to the office during work days.
Based on the information above, the Menui
Islands sub-district office needs to increase the use of official clothes or
office uniforms and the time of day when it will be used for employees especially
attendance needs to be increased during working days that have been regulated
according to the regulations at the Menui Islands sub-district office.
3.
Variables
of Work Motivation
Based on the research results obtained
through the questionnaire, the objective conditions for the work motivation
variable referred to in this study were measured by 6 (six) indicators, namely:
(1) Remuneration, (2) Working Conditions, (3) Work Facilities, (4 ) Work
Performance, (5) Recognition from superiors and (6) the work itself. As for the
respondents' responses to the work variable indicators, it can be seen in table
8. below:
Table 8. Distribution of Respondents'
Answers to Work Motivation Variables
|
Items
|
Frequency
of Respondents' Answers (f) and Percentage (%)
|
Average
|
|
SS (5)
|
S (4)
|
N (3)
|
TS (2)
|
STS (1)
|
|
F
|
%
|
F
|
%
|
F
|
%
|
F
|
%
|
F
|
%
|
|
X.1.1
|
9
|
10,59
|
6
|
7,06
|
1
|
1,18
|
6
|
7,06
|
1
|
1,18
|
3,70
|
|
X 1.2
|
8
|
9,41
|
5
|
5,88
|
2
|
2,35
|
6
|
7,06
|
2
|
2,35
|
3,48
|
|
Average
Payback Indicator
|
3,59
|
|
X 1.3
|
10
|
11,76
|
5
|
5,88
|
3
|
3,53
|
3
|
3,53
|
2
|
2,35
|
3,78
|
|
X 1.4
|
10
|
11,76
|
5
|
5,88
|
2
|
2,35
|
5
|
5,88
|
1
|
1,18
|
3,78
|
|
Average
Working Condition Indicator
|
3,78
|
|
X 1.5
|
10
|
11,76
|
4
|
4,71
|
1
|
1,18
|
6
|
7,06
|
2
|
2,35
|
3,61
|
|
X 1.6
|
8
|
9,41
|
5
|
5,88
|
3
|
3,53
|
5
|
5,88
|
2
|
2,35
|
3,52
|
|
Average
Indicator of work facilities
|
3,57
|
|
X.1.7
|
9
|
10,59
|
4
|
4,71
|
3
|
3,53
|
5
|
5,88
|
2
|
2,35
|
3,57
|
|
X 1.8
|
8
|
9,41
|
6
|
7,06
|
3
|
3,53
|
5
|
5,88
|
1
|
1,18
|
3,65
|
|
Average
Work Performance Indicator
|
3,61
|
|
X 1.9
|
10
|
11,76
|
5
|
5,88
|
1
|
1,18
|
5
|
5,88
|
2
|
2,35
|
3,70
|
|
X 1.10
|
10
|
11,76
|
3
|
3,53
|
4
|
4,71
|
3
|
3,53
|
3
|
3,53
|
3,61
|
|
Average
Indicator Recognition from superiors
|
3,65
|
|
X.1.11
|
9
|
10,59
|
6
|
7,06
|
2
|
2,35
|
5
|
5,88
|
1
|
1,18
|
3,74
|
|
X.1.12
|
8
|
9,41
|
7
|
8,24
|
2
|
2,35
|
5
|
5,88
|
1
|
1,18
|
3,70
|
|
Average
Job Indicator itself
|
3,72
|
|
Average
|
3,65
|
|
|
|
|
|
|
|
|
|
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Source:
Primary Data Processed in 2022
In Table 8. The above shows that in general
the work motivation at the Menui Islands sub-district office is very good,
which is indicated by the average score for work motivation of 3.65 well.
The working condition indicator has the
highest average score of 3.78 or is in a good category, this is because most of
the employees at the Menui Islands sub-district office already have a good and
pleasant work environment.
Meanwhile, the indicator that has the lowest
average score is remuneration with a score of 3.59. This is because there are
still some honorarium employees who are not satisfied with the current salary
they receive at the Menui Islands sub-district office.
Based on the information above, the Menui
Islands sub-district office needs to pay attention to the distribution of
salaries for honorarium employees in the Menui Islands sub-district so that
employees are motivated in their work.
4.
Employee
Performance Variables
Based on the research results obtained
through the questionnaire, the objective conditions for the performance
variables referred to in this study were measured by 3 (three) indicators,
namely (1) work results, (2) work behavior, (3) personal characteristics. The
responses to the performance variable indicators can be seen in table 9. below.
Table 9. Distribution of Respondents'
Answers to Performance Variables
|
Items
|
Frequency
of Respondents' Answers (f) and Percentage (%)
|
Average
|
|
SS (5)
|
S (4)
|
N (3)
|
TS (2)
|
STS (1)
|
|
F
|
%
|
F
|
%
|
F
|
%
|
F
|
%
|
F
|
%
|
|
Y1.1
|
8
|
9,41
|
6
|
7,06
|
2
|
2,35
|
5
|
5,88
|
2
|
2,35
|
3,57
|
|
Y1.2
|
8
|
9,41
|
8
|
9,41
|
1
|
1,18
|
4
|
4,71
|
2
|
2,35
|
3,70
|
|
Average
Performance Indicators
|
3,63
|
|
Y1.3
|
9
|
10,59
|
6
|
7,06
|
4
|
4,71
|
2
|
2,35
|
2
|
2,35
|
3,78
|
|
Y1.4
|
11
|
12,94
|
5
|
5,88
|
3
|
3,53
|
3
|
3,53
|
1
|
1,18
|
3,96
|
|
Average
Work Behavior Indicator
|
3,87
|
|
Y1.5
|
8
|
9,41
|
6
|
7,06
|
3
|
3,53
|
3
|
3,53
|
3
|
3,53
|
3,57
|
|
Y1.6
|
11
|
12,94
|
5
|
5,88
|
2
|
2,35
|
4
|
4,71
|
1
|
1,18
|
3,91
|
|
Average Personal Traits
|
3,74
|
|
Average employee performance indicators
|
3,75
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
Source: Primary Data Processed in 2022
In Table 9. the above shows that in general
the performance of employees at the sub-district office in the archipelago is
in a good category, which is indicated by the average score for employee
performance of 3.75 with a good category.
The work behavior indicator has the highest
average score of 3.87 or is in a good category, this is because most of the
employees at the Menui Islands sub-district office are able to work together
responsibly and are able to adapt when things go wrong as new as new
technology. Meanwhile, the indicator that has the lowest average score is
attendance with a score of 3.63. This is caused because there are still some
employees who just let go of responsibilities and there is no commitment to
work, and there is no self-awareness that the work delegated to employees is a
responsibility that must be completed.
Based on the information above, the Menui
Islands sub-district office needs emphasis from the leadership to complete the
work in accordance with the duties and responsibilities so that the expected
results can be maximized in accordance with the predetermined targets.
C.
Results
of Hypothesis Analysis and Testing
1.
Simultaneous
Regression Model Testing Results
To prove the research hypothesis proposed in
this study, the multiple linear regression method was used with the results of
the analysis as follows:
Table 10. Results of
Multiple Linear Regression Analysis
|
Independent
Variable (X)
|
Regression
Coefficient (β)
|
Tcount
|
Sig.
|
Information
|
|
Information
Technology (X1)
Work
Discipline (X2)
Work Motivation
(X3)
|
0,279
0,325
0,419
|
3.020
2.905
4.422
|
0,007
0,009
0,000
|
Sig.
Sig.
Sig.
|
|
constant (β0) ���=� -1.095 with sig� 0.300
R�������������������� �����=�
0,986
R Square�������� ���=�
0,972
Fcount��������������
����=� 221.415
Fsignificant����������
���=�
0,000
Standar error��� =� 1,328
|
N = 23
α� = 0,05
|
Source:
Primary Data (processed) in 2022
Based
on the results of calculations as in table 10. then the following explanation
can be put forward:
a. Fcount
value of 221.415 with a significance value of Fsig = 0.000 which means that
(Fsig <0.05), then statistically the information technology variable (X1)
work discipline (X2) and work motivation (X3) on employee performance (Y)
simultaneously (together) has a significant effect on employee performance (Y)
at the 95% confidence level
b. The
R value (correlation coefficient number) of 0.986 indicates that the close
relationship between information technology variables (X1) work discipline (X2)
and work motivation (X3) on employee performance (Y) is 0.986. This relationship
is statistically very strong, as stated by Sugiyono (1999:216) that the
relationship is classified as very strong at 0.80-1,000.
c. The
value of R (R-Sguare) of 0.972 indicates that the magnitude of the direct
influence of information technology variables (X1), work discipline (X2), work
motivation (X3) on employee performance (Y) is 97.2%, which means that the
technology variable information (X1), work discipline (X2), and work motivation
(X3) on employee performance (Y) at the Menui Islands sub-district office. The
remaining 2.8% is influenced by other variables from this study.
Therefore,
the resulting regression model can be said to be a "fit" model or can
be a good predictor model by explaining the influence of information
technology, work discipline, and work motivation on the performance of the
sub-district office employees in the Menui Islands. On this basis, the
resulting regression model as a model for explaining the influence of
information technology, work discipline, and work motivation on employee
performance at the Menui Islands sub-district office can be stated as follows:
�0.279X1 + 0.325X2 + 0.419X3+ 1.328
Where: Y = Employee
Performance 1 = 0.279
X1 = Information Technology
2 = 0.325
X2 = Work Discipline 3 =
0.419
X3 = Work Motivation � (standard error) = 1.328
2.
Partial
Regression Model Test Results
The results of the regression analysis in
table 5.10 above can be interpreted as follows:
a. The
effect of the variable X1 (work technology on Y (employee performance) obtained
a sig value of 0.007 which means it is smaller than the value of = 0.05.
Therefore, the information technology variable (X1) partially has a sig. effect
on employee performance (Y). On this basis, the information technology variable
(X1) can be included as one of the estimating variables for the performance of
the staff of the Menui Islands sub-district office.
b. �The effect of the X2 variable (work
discipline) on the sig value obtained. sebasar 0.009 which means it is smaller
than the value of = 0.05. Therefore, the work discipline variable (X2)
partially has a sig. on employee performance (Y). On this basis, the work
discipline variable (X2) can be included as one of the estimating variables for
the performance of the staff of the Menui Islands sub-district office.
c. The
effect of the X3 variable (work motivation) on the sig. sebasar 0.000 which
means it is smaller than the value of = 0.05. Therefore, the work motivation
variable (X3) partially has an effect on sig. on employee performance (Y). On
this basis, the work motivation variable (X3) can be included as one of the
estimating variables for the performance of the employees of the Menui Islands
sub-district office.
3.
Hypothesis
Testing
The
first hypothesis proposed in this study is that information technology, work
discipline, and work motivation have a positive and significant effect on
employee performance at the Menui Islands sub-district office. To prove this
hypothesis using simultaneous regression testing using this significance of
0.000 which means it is smaller than the value of = 0.05. Therefore, overall or
jointly the variables of information technology (X1), work discipline (X2), and
work motivation (X3) have a significant effect on employee performance (Y) at
the Menui Islands sub-district office. On this basis, the first hypothesis that
was previously proposed can be accepted because it is proven true.
The second hypothesis proposed in this
study is that information technology has a positive and significant effect on
employee performance at the Menui Islands District office. To prove this
hypothesis using partial regression testing using a significance value of
0.007, which means it is smaller than a = 0.05. Therefore, partially the X1
variable (information technology) has a significant effect on the performance
of employees at the Menui Kepulan sub-district office. On this basis, the
second hypothesis previously proposed can be accepted because it is proven true
The
third hypothesis proposed in this study is that work discipline has a positive
and significant effect on employee performance at the Menui Islands
sub-district office. to prove this hypothesis using partial regression testing
using a significant value of 0.009 which means it is smaller than the value of
a = 0.05. Therefore, partially the X2 variable (work discipline) has a
significant effect on the performance of employees at the Menui Islands
sub-district office. On this basis, the third hypothesis that was previously
proposed can be accepted because it is proven true.
The
fourth hypothesis proposed in this study is that work motivation has a positive
and significant effect on the performance of the employees of the Menui Islands
sub-district office. to prove this hypothesis using a significant value of
0.000 which means it is smaller than the value of a = 0.05. Therefore,
partially the X3 variable (work motivation) has a positive and significant
effect on the performance of employees at the Menui Islands sub-district
office. On this basis, the fourth hypothesis previously proposed can be
accepted because it is proven true.
D.
Discussion
of Research Results
1.
The
Influence of Information Technology, Work Discipline and Work Motivation
Against the Performance of the Menui Islands
District Office Employees Based
on the results of data analysis in the study, the regression coefficient value
was obtained which showed a positive and significant effect between information
technology, work discipline and work motivation on employee performance at the
Meni Islands sub-district office. This shows that information technology, work
discipline and work motivation will be able to improve employee performance.
The
results of this study are also in line with the opinion expressed by Robins
(1996:152) which states that the level will greatly depend on the ability of
the employee itself, such as the level of education, knowledge, experience
where the level of ability is also higher. Thus, low levels of education,
knowledge and experience will have a negative and negative impact on employee
performance.
The results of this study are in line
with the opinion expressed by (Robins et al., 2009)) which reveals that
employees who have a high level of involvement are very impartial and really
care about the field of work they do. Someone who has high work involvement
will melt in the work he is doing. High levels of job involvement are
associated with Organizational Citizenchip Behavior and performance. In
addition, high levels of engagement can reduce employee absenteeism.
The results of this study are in line with the opinions
expressed by (Cahyono, 2005) and (Miles & Sunstein, 2006) �which state that
there is one factor that affects performance, namely the motivation factor,
where motivation is a condition that moves a person to try to achieve goals or
achieve the desired result. (Y. Rivai et al., 2004) shows that the stronger the work motivation, the higher
the employee's performance. This means that every increase in employee work
motivation will provide a very significant increase with an increase in
employee performance in carrying out their work.
2.
The Effect of Information Technology on Employee
Performance
Based on the results of partial regression model testing,
it is known that information technology has a positive and significant effect
on employee performance at the Menui Islands sub-district office. It can be
explained that each factor that is an indicator item used to measure
information technology is a factor that determines employee performance at
work.
The results of this study are in line with the opinion
expressed by (Muzakki et al., 2016) which revealed that the ease of use of IT can improve
employee performance, ease of use of IT such as easy to understand and learn,
controlled, clear and understandable, flexible, skilled and easy to use
influential positive on employee performance. If the ease of using IT is
implemented properly and appropriately, it will support employee performance
optimally.
The results of this study indicate that the benefits of
IT have a significant effect on employee performance. This shows that the
benefits of IT are able to improve employee performance, the benefits of IT
such as working faster, better performance, increasing productivity, making
work more effective, making work easier, and useful having a positive effect on
employee performance. If the benefits of IT are implemented properly and
appropriately, it will support employee performance optimally.
Then
the results of this study are also in line with the opinion expressed by (Fajri, 2011) which states that the use of information technology has
a positive influence on employee performance. This means that for the ease and
suitability of the task with the software used, it affects the speed of the
employee working in the work he is doing, it will affect the accuracy in doing
the work. The suitability of tasks in accordance with the expertise of using
technology will improve the technical ability of employees. Employees who have
expertise according to their field of work will greatly affect their work. This
will also affect the resilience of employees in solving problems. Conditions
that facilitate the use of adequate information technology will increase
employee creativity, this is because curiosity for something new will grow if
there are adequate facilities.
3.
The
Effect of Work Discipline on Employee Performance
Based
on the results of the partial regression model testing, it is known that work
discipline has a positive and significant effect on employee performance at the
Menui Islands sub-district office. This can be interpreted in the sense that
every time there is an increase in the quality of work discipline, it will be
followed by an increase in employee performance.
Based
on the test results, it can be seen that work discipline is the most powerful
variable in influencing employee performance at the Menui Islands sub-district
office. The basic reason and in accordance with the facts that happened was
that the staff of the Menui Islands sub-district office had work discipline
that obeyed the rules and had good performance.
The
results of this study are in accordance with the theory put forward by (Mayulu & Sutrisno, 2010) Sutrisno saying that
work discipline can be seen as something that has great benefits, both for the
benefit of the organization and for employees. , so that optimal results are
obtained.
The
results of this study are in line with previous research, namely research
conducted by (Septiasari, 2017)with the title The
Effect of Work Discipline on Employee Performance at the Department of
Industry, Trade and Cooperative Business and Micro, Small and Medium
Enterprises of East Kalimantan Province in Samarinda (Secretariat Sector and
Industrial Sector) which explains that Work Discipline has a significant effect
on the Employee Performance variable. In terms of punctuality (going to work
and leaving work), compliance with regulations, work responsibilities and
carrying out duties and obligations.
4.
The
Effect of Work Motivation on Employee Performance
Based
on the results of partial regression model testing, it is known that work
motivation has a positive and significant effect on employee performance at the
Menui Islands sub-district office. It can be interpreted that the higher the
work motivation, the higher the performance of employees at the Menui Islands
sub-district office. This is very logical, because employees assume that their
needs are in accordance with what they get as an employee of the State Civil
Apparatus (ASN). Motivation arises because of a need and therefore the action
is directed towards the achievement of certain goals. If the goal has been
achieved, satisfaction will be achieved and it tends to be repeated, so that it
is stronger and more stable.
Based
on the test results, it can be seen that work motivation is the most powerful
variable in influencing employee performance at the Menui Islands sub-district
office. The basic reason and in accordance with the empirical phenomenon is
that employees at the Archipelago Menu Sub-district office have good work
motivation. This can be seen from the work motivation obtained by employees
both within themselves and co-workers and other parties through the need for
employees to increase knowledge, expertise, cooperation and independence in
work with the aim of meeting work performance needs, trusting leaders to
delegate authority to complete work.
With the emergence of enthusiasm and
enthusiasm for employee work, it is hoped that employees can be motivated, to
achieve what they want, they must try to do their best. A person's performance
or achievement depends on that person's motivation for the work done. The
higher a person's motivation to do the job, the higher the level of
performance. Conversely, the lower a person's motivation to do a job, the lower
the level of performance.
The
results of this study are in line with the opinions expressed by (Cahyono, 2005) and (Judges, 2006)
which state that there is one factor that affects performance, namely the
motivation factor, where motivation is a condition that moves a person to try
to achieve goals or achieve goals desired result. (V. Rivai, 2016) shows that the
stronger the work motivation, the higher the employee's performance. This means
that every increase in employee performance motivation in carrying out their
work.
The results of this study are also in
line with the opinion expressed by (Porter, 1991) which states that
one of the things that is closely related to how to change poor work
performance or maintain good performance is to increase work motivation.
Employees who have high work motivation will produce good performance, they
will be more involved in all aspects of their work and will also be easier to
work with to achieve goals. The results of this study are also in line with the
results of previous research conducted by (Listianto & Setiaji, 2005) which states that
work motivation has a significant effect on performance. The higher the
employee's work motivation, the higher the employee's performance will be.
� CONCLUSION
Information technology, work discipline, and
work motivation have a positive and significant effect on the performance of
the staff of the Menui Islands sub-district office. Changes in information
technology, work discipline, and work motivation have a positive and
significant effect on employee performance. The more mastery of information
technology and the increase in work discipline and work motivation, the higher
the performance of employees at the Menui Islands District Office.
Work discipline has a positive and
significant effect on employee performance at the Menui Islands District
Office. Changes in work discipline are positive and significant in increasing
employee performance. The better the work discipline, the higher the employee performance
at the Menui Islands District Office. Work motivation has a positive and
significant effect on employee performance at the Menui Islands District
Office. Changes in work motivation are positive and significant in increasing
employee performance. The better the work motivation, the higher the employee
performance at the Menui Islands District Office.
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|
|
 � 2021 by
the authors. Submitted for possible open access publication under the terms
and conditions of the Creative Commons Attribution (CC BY SA) license
(https://creativecommons.org/licenses/by-sa/4.0/).
|
Received:
22-05-2022�������������������� ��������������� Accepted: 03-06-2022���������������������� ��������������� Published: 16-06-2022������ 