The Influence Of Leadership And Remuneration On Work Performance Through The Employee Work Ethic In The Medan State University Environment

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The Influence of Leadership and Remuneration on Work Performance through the Employee Work Ethic in the Medan State University Environment

Introduction

Medan State University, previously known as IKIP Medan, is one of the state universities located in the city of Medan. This tertiary institution offers various study programs in the fields of education and non-education. In an era marked by the rapid development of science and technology, Medan State University is required to have quality human resources. Civil servants in Unimed are expected to have skills, leadership souls, high work ethic, and good behavior. All of this is important to improve work performance to achieve maximum performance targets.

The Importance of Leadership and Remuneration in the Medan State University Environment

Leadership and remuneration are two crucial factors that can significantly impact employee work performance. Effective leadership can motivate employees to work harder and improve their work ethic, while remuneration can provide financial incentives and appreciation that can boost employee morale and motivation. In the context of Medan State University, leadership and remuneration are essential in creating a positive work environment that encourages employees to perform at their best.

Research Objectives

This study aims to analyze the influence of leadership and remuneration on employee work ethic, as well as how the two factors have an impact on employee work performance at Medan State University. Specifically, this research wants to find out:

  1. The Influence of Leadership on Employee Work Ethic: This objective aims to investigate the relationship between leadership style and employee work ethic.
  2. The Effect of Remuneration on Employee Work Ethic: This objective aims to examine the impact of remuneration on employee work ethic.
  3. The Influence of Leadership on Employee Work Performance: This objective aims to investigate the relationship between leadership style and employee work performance.
  4. The Effect of Remuneration on Employee Work Performance: This objective aims to examine the impact of remuneration on employee work performance.
  5. Effect of Work Ethic on Employee Work Performance: This objective aims to investigate the relationship between work ethic and employee work performance.
  6. Effect of Leadership on Work Performance through Employee Work Ethic: This objective aims to examine the mediating role of work ethic in the relationship between leadership style and employee work performance.
  7. Effect of Remuneration on Work Performance through Employee Work Ethic: This objective aims to investigate the mediating role of work ethic in the relationship between remuneration and employee work performance.

Methodology

In this study, the sample used consisted of 100 civil servants taken with proportional random sampling techniques. Data was collected through the distribution of questionnaires, interviews, and documentation studies. Measurement of the questionnaire using a Likert scale, and data analysis was carried out using the SEM method after a sample withdrawal with 5%Slovin.

Results

The results of this study showed that:

  • Leadership has a positive influence, but is not significant on the work ethic of employees at Medan State University. This shows that although leadership style can have an influence, other aspects may be more dominant in forming employee work ethics.
  • Remuneration has a positive and significant effect on employee work ethic. This indicates that financial incentives and appreciation received by employees are able to motivate them to improve the work ethic.
  • Leadership also shows a positive influence, but is not significant on employee work performance. This might indicate that although good leadership is important, other factors such as remuneration and work environment also have an important role.
  • Remuneration has a positive but not significant influence on employee work performance. Again, this shows that other aspects related to motivation and support also need to be considered.
  • Work ethic proven to have a positive and significant influence on employee work performance. That is, the better the work ethic of an employee, the higher the level of work performance that can be achieved.

Conclusion

Thus, it can be concluded that although leadership contributes to the work ethic, remuneration plays a more significant role. Furthermore, the work ethic is a key factor that directly affects employee work performance in the Medan State University. Therefore, it is important for management to continue to pay attention to these two aspects in order to encourage overall employee performance improvement.

Implications of the Study

The findings of this study have several implications for the management of Medan State University. Firstly, the study highlights the importance of remuneration in motivating employees to improve their work ethic. Secondly, the study suggests that leadership style is not a significant predictor of employee work performance, but rather other factors such as remuneration and work environment. Finally, the study emphasizes the importance of work ethic in determining employee work performance.

Limitations of the Study

This study has several limitations. Firstly, the sample size is relatively small, which may limit the generalizability of the findings. Secondly, the study only examines the influence of leadership and remuneration on employee work ethic and performance, and does not consider other factors that may also influence employee performance. Finally, the study uses a cross-sectional design, which may not capture the dynamic nature of employee performance over time.

Future Research Directions

Future research should aim to build on the findings of this study by examining the influence of other factors on employee work performance. For example, researchers could investigate the impact of work environment, job satisfaction, and organizational culture on employee work performance. Additionally, researchers could use longitudinal designs to examine the dynamic nature of employee performance over time. Finally, researchers could use more advanced statistical methods, such as structural equation modeling, to examine the complex relationships between leadership, remuneration, work ethic, and employee work performance.
Frequently Asked Questions (FAQs) about the Influence of Leadership and Remuneration on Work Performance through the Employee Work Ethic in the Medan State University Environment

Q: What is the main objective of this study? A: The main objective of this study is to analyze the influence of leadership and remuneration on employee work ethic, as well as how the two factors have an impact on employee work performance at Medan State University.

Q: What is the sample size of this study? A: The sample size of this study is 100 civil servants taken with proportional random sampling techniques.

Q: What methods were used to collect data in this study? A: Data was collected through the distribution of questionnaires, interviews, and documentation studies.

Q: What is the measurement scale used in this study? A: The measurement scale used in this study is a Likert scale.

Q: What is the data analysis method used in this study? A: The data analysis method used in this study is the SEM (Structural Equation Modeling) method after a sample withdrawal with 5%Slovin.

Q: What are the findings of this study? A: The findings of this study show that:

  • Leadership has a positive influence, but is not significant on the work ethic of employees at Medan State University.
  • Remuneration has a positive and significant effect on employee work ethic.
  • Leadership also shows a positive influence, but is not significant on employee work performance.
  • Remuneration has a positive but not significant influence on employee work performance.
  • Work ethic proven to have a positive and significant influence on employee work performance.

Q: What are the implications of this study? A: The findings of this study have several implications for the management of Medan State University. Firstly, the study highlights the importance of remuneration in motivating employees to improve their work ethic. Secondly, the study suggests that leadership style is not a significant predictor of employee work performance, but rather other factors such as remuneration and work environment. Finally, the study emphasizes the importance of work ethic in determining employee work performance.

Q: What are the limitations of this study? A: This study has several limitations. Firstly, the sample size is relatively small, which may limit the generalizability of the findings. Secondly, the study only examines the influence of leadership and remuneration on employee work ethic and performance, and does not consider other factors that may also influence employee performance. Finally, the study uses a cross-sectional design, which may not capture the dynamic nature of employee performance over time.

Q: What are the future research directions? A: Future research should aim to build on the findings of this study by examining the influence of other factors on employee work performance. For example, researchers could investigate the impact of work environment, job satisfaction, and organizational culture on employee work performance. Additionally, researchers could use longitudinal designs to examine the dynamic nature of employee performance over time. Finally, researchers could use more advanced statistical methods, such as structural equation modeling, to examine the complex relationships between leadership, remuneration, work ethic, and employee work performance.

Q: What are the practical implications of this study? A: The practical implications of this study are that management should continue to pay attention to the two aspects of leadership and remuneration in order to encourage overall employee performance improvement. Additionally, management should consider other factors such as work environment, job satisfaction, and organizational culture that may also influence employee performance.

Q: What are the theoretical implications of this study? A: The theoretical implications of this study are that leadership and remuneration are not the only factors that influence employee work performance. Other factors such as work environment, job satisfaction, and organizational culture may also play a significant role in determining employee performance.