Effects Of Sharing Knowledge, Organizational, And Discipline Of Work On The Work Performance Of The North Sumatra Bank Employee Imam Bonjol (Study Of Bank Employees Of North Sumatra Bank Medan Imam Bonjol)
The Effect of Sharing Knowledge, Organization, and Work Discipline on the Work Performance of the North Sumatra Bank Imam Bonjol
Introduction
In today's fast-paced and highly competitive business environment, the role of human resources (HR) has become increasingly crucial for the continuity and success of a company. The management of HR is no longer solely the responsibility of employees, but also the obligation of company leaders. This is particularly true when it comes to employee performance, which is influenced by various factors, including sharing knowledge, organization, and work discipline. The purpose of this study is to analyze the impact of these three variables on the work performance of employees at the North Sumatra Bank Imam Bonjol.
Research Purpose and Methods
This study aims to investigate the relationship between sharing knowledge, organization, and work discipline and employee work performance at the North Sumatra Bank Imam Bonjol. The research method used in this study is quantitative research with an associative approach. The population studied consisted of all employees at PT Bank Sumut Medan Imam Bonjol, totaling 33 people. A saturated sampling technique was used to select the sample. Primary data were collected through a questionnaire, while secondary data were obtained from literature studies.
Data Analysis
To analyze the data, several methods were employed, including instrument tests, classical assumption tests, multiple linear regression analysis, and hypothesis testing. The results of the analysis showed that sharing knowledge, organization, and work discipline have a positive and significant influence, both partially and simultaneously, on employee work performance at PT Bank Sumut Medan Imam Bonjol.
The correlation coefficient (R) value was 0.943, indicating a very strong relationship between the Knowledge Sharing Variable (X1), Organization (X2), and Work Discipline (X3) and work performance (Y) with a contribution of 94.3%. This suggests that these three factors are closely related in determining employee work performance.
In addition, the Adjusted R Square value of 0.878 shows that the variable sharing of knowledge, organization, and work discipline contributes 87.8% to employee work performance, while the remaining 12.2% is influenced by other factors outside the research model.
Conclusion
From the results of the analysis, it can be concluded that increasing knowledge sharing, strengthening organizational structure, and maintaining work discipline are very important steps in improving employee work performance at the North Sumatra Bank Imam Bonjol. By paying attention to these three factors, companies can achieve better organizational goals and increase employee satisfaction and productivity. This research provides useful insights for managers and company leaders in an effort to optimize the performance of their employees in an increasingly fierce competition.
Implications of the Study
The findings of this study have several implications for HR management and organizational development. Firstly, the results suggest that knowledge sharing, organization, and work discipline are critical factors in determining employee work performance. Therefore, companies should prioritize these factors in their HR management strategies.
Secondly, the study highlights the importance of creating a conducive work environment that encourages knowledge sharing, collaboration, and teamwork. This can be achieved through the implementation of various HR practices, such as training and development programs, performance management systems, and employee engagement initiatives.
Thirdly, the study suggests that companies should focus on developing a strong organizational structure that supports employee work performance. This can be achieved through the implementation of various organizational development initiatives, such as restructuring, process improvement, and change management.
Recommendations for Future Research
This study has several limitations that provide opportunities for future research. Firstly, the study was conducted in a single organization, and the findings may not be generalizable to other organizations. Therefore, future research should aim to replicate the study in different organizations to validate the findings.
Secondly, the study focused on the impact of knowledge sharing, organization, and work discipline on employee work performance. Future research should explore the impact of these factors on other organizational outcomes, such as employee satisfaction, productivity, and retention.
Thirdly, the study used a quantitative research approach, and future research should consider using a mixed-methods approach to provide a more comprehensive understanding of the research phenomenon.
Conclusion
In conclusion, this study provides valuable insights into the impact of knowledge sharing, organization, and work discipline on employee work performance at the North Sumatra Bank Imam Bonjol. The findings suggest that these three factors are critical in determining employee work performance and that companies should prioritize them in their HR management strategies. The study has several implications for HR management and organizational development, and it provides recommendations for future research.
Frequently Asked Questions (FAQs) about the Effect of Sharing Knowledge, Organization, and Work Discipline on the Work Performance of the North Sumatra Bank Imam Bonjol
Q: What is the main objective of this study?
A: The main objective of this study is to analyze the impact of sharing knowledge, organization, and work discipline on the work performance of employees at the North Sumatra Bank Imam Bonjol.
Q: What research method was used in this study?
A: The research method used in this study is quantitative research with an associative approach.
Q: Who was the population studied in this research?
A: The population studied consisted of all employees at PT Bank Sumut Medan Imam Bonjol, totaling 33 people.
Q: What was the sample size used in this study?
A: The sample size used in this study was 33 people, which was selected using a saturated sampling technique.
Q: What were the data collection methods used in this study?
A: The primary data were collected through a questionnaire, while secondary data were obtained from literature studies.
Q: What were the data analysis methods used in this study?
A: Several methods were employed, including instrument tests, classical assumption tests, multiple linear regression analysis, and hypothesis testing.
Q: What were the findings of this study?
A: The findings of this study showed that sharing knowledge, organization, and work discipline have a positive and significant influence, both partially and simultaneously, on employee work performance at PT Bank Sumut Medan Imam Bonjol.
Q: What is the correlation coefficient (R) value in this study?
A: The correlation coefficient (R) value was 0.943, indicating a very strong relationship between the Knowledge Sharing Variable (X1), Organization (X2), and Work Discipline (X3) and work performance (Y) with a contribution of 94.3%.
Q: What is the Adjusted R Square value in this study?
A: The Adjusted R Square value was 0.878, showing that the variable sharing of knowledge, organization, and work discipline contributes 87.8% to employee work performance, while the remaining 12.2% is influenced by other factors outside the research model.
Q: What are the implications of this study?
A: The findings of this study have several implications for HR management and organizational development. Firstly, the results suggest that knowledge sharing, organization, and work discipline are critical factors in determining employee work performance. Therefore, companies should prioritize these factors in their HR management strategies.
Q: What are the recommendations for future research?
A: This study has several limitations that provide opportunities for future research. Firstly, the study was conducted in a single organization, and the findings may not be generalizable to other organizations. Therefore, future research should aim to replicate the study in different organizations to validate the findings.
Q: What are the limitations of this study?
A: The study has several limitations, including the small sample size, the use of a single organization, and the reliance on self-reported data.
Q: What are the contributions of this study?
A: The study contributes to the existing literature on HR management and organizational development by providing insights into the impact of knowledge sharing, organization, and work discipline on employee work performance.
Q: What are the practical implications of this study?
A: The study has several practical implications for HR managers and organizational leaders. Firstly, the results suggest that companies should prioritize knowledge sharing, organization, and work discipline in their HR management strategies.