The Influence Of The Work Environment And Work Discipline On Employee Performance With Work Motivation As An Intervening Variable At The West Medan Sub -District Office

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The Influence of Work Environment and Work Discipline on Employee Performance with Work Motivation as an Intervening Variable at the West Medan Sub-District Office

Introduction

Employee performance is a vital aspect in an organization, and it is influenced by various factors, including a comfortable work environment and high work motivation. A conducive work environment can maximize performance, while good work motivation can encourage employees to work more productively. This study aims to analyze the effect of work environment and work discipline variables on employee performance with work motivation as intervening variables at the West Medan Sub-District Office.

Background of the Study

The West Medan Sub-District Office is a government institution that provides various services to the community. The office has 70 employees who work in a dynamic and challenging environment. The employees are expected to perform their duties efficiently and effectively to achieve the office's goals. However, the performance of employees can be influenced by various factors, including the work environment and work discipline.

Methodology

This research uses a descriptive quantitative approach. The data used are primary and secondary data obtained through questionnaires, interviews, and documentation studies. The research population is all 70 employees at the West Medan Sub-District Office, and the sample used is a saturated sample, where all members of the population become research samples.

Results

The results of this study showed that the work environment had a positive but not significant influence on work motivation. Work discipline, on the other hand, has a positive and significant influence on work motivation. Regarding employee performance, the work environment has a positive but insignificant influence, while work discipline has a positive and significant influence. Interestingly, work motivation has a negative and insignificant influence on employee performance.

Discussion

The results of this study indicate that although the work environment and work discipline have a positive influence on work motivation, work motivation itself is not a determining factor for employee performance. This can be interpreted as the existence of other factors that are more dominant in determining performance, such as:

  • Clarity of roles and tasks: Employees may have understood well their roles and duties, so that work motivation is not a major factor in achieving good performance.
  • Rewards and Sanctions Systems: Clear and fair appreciation and sanctions systems may be more effective in motivating employees compared to internal factors such as work motivation.
  • Competency and Skills: Employees with adequate competencies and skills may be easier to achieve good performance, regardless of their motivation level.

Recommendation

Based on the results of this study, several recommendations can be given to improve employee performance in the West Medan Sub-District Office:

  • Improving the quality of the work environment: Ensuring a comfortable, safe, and supportive work environment can increase employee motivation and productivity.
  • Implement an effective work discipline system: The application of a clear, fair and consistent work discipline system can encourage employees to work in accordance with the rules and targets set.
  • Strengthening Competency Development: Facilitating training and development of employee competencies can improve their performance and open up opportunities for promotion.
  • Reviewing the award system and sanctions: Review and update the award system and sanctions to be more effective in motivating and encouraging employee performance.

Conclusion

This study highlights the importance of external factors, such as work environment and work discipline, in influencing employee performance. Although work motivation has an important role, other factors, such as competence, award system, and clarity of role, also need to be considered to improve performance and achieve organizational goals.

Limitation of the Study

This study has several limitations, including:

  • Sample size: The sample size used in this study is relatively small, which may limit the generalizability of the results.
  • Data collection method: The data used in this study are based on questionnaires, interviews, and documentation studies, which may be subject to biases and limitations.
  • Time frame: The study was conducted over a short period, which may not capture the long-term effects of work environment and work discipline on employee performance.

Future Research Directions

Future research can build on this study by:

  • Investigating the impact of work environment and work discipline on employee performance in different contexts: This can help to generalize the findings of this study and provide a more comprehensive understanding of the factors that influence employee performance.
  • Examining the role of work motivation in employee performance: This can help to clarify the relationship between work motivation and employee performance and identify the factors that influence work motivation.
  • Developing and testing interventions to improve work environment and work discipline: This can help to develop and test interventions that can improve work environment and work discipline and ultimately enhance employee performance.

References

  • [List of references cited in the study]

Appendix

  • [Appendix containing additional information, such as questionnaires, interview protocols, and data analysis procedures]
    Frequently Asked Questions (FAQs) about the Influence of Work Environment and Work Discipline on Employee Performance

Q: What is the main objective of this study?

A: The main objective of this study is to analyze the effect of work environment and work discipline variables on employee performance with work motivation as intervening variables at the West Medan Sub-District Office.

Q: What is the significance of this study?

A: This study is significant because it highlights the importance of external factors, such as work environment and work discipline, in influencing employee performance. It also provides insights into the role of work motivation in employee performance and identifies the factors that influence work motivation.

Q: What are the limitations of this study?

A: This study has several limitations, including a relatively small sample size, a limited data collection method, and a short time frame.

Q: What are the implications of this study for organizations?

A: The implications of this study for organizations are that they should focus on creating a comfortable, safe, and supportive work environment and implementing an effective work discipline system to improve employee performance.

Q: What are the recommendations of this study for improving employee performance?

A: The recommendations of this study for improving employee performance are:

  • Improving the quality of the work environment
  • Implementing an effective work discipline system
  • Strengthening competency development
  • Reviewing the award system and sanctions

Q: What are the future research directions of this study?

A: The future research directions of this study are to investigate the impact of work environment and work discipline on employee performance in different contexts, examine the role of work motivation in employee performance, and develop and test interventions to improve work environment and work discipline.

Q: What are the key findings of this study?

A: The key findings of this study are that:

  • Work environment has a positive but not significant influence on work motivation
  • Work discipline has a positive and significant influence on work motivation
  • Work environment has a positive but insignificant influence on employee performance
  • Work discipline has a positive and significant influence on employee performance
  • Work motivation has a negative and insignificant influence on employee performance

Q: What are the implications of this study for employee motivation?

A: The implications of this study for employee motivation are that work motivation is not a determining factor for employee performance, and other factors, such as competence, award system, and clarity of role, also need to be considered to improve performance and achieve organizational goals.

Q: What are the implications of this study for employee performance?

A: The implications of this study for employee performance are that organizations should focus on creating a comfortable, safe, and supportive work environment and implementing an effective work discipline system to improve employee performance.

Q: What are the implications of this study for organizational goals?

A: The implications of this study for organizational goals are that organizations should consider the factors that influence employee performance, such as work environment, work discipline, and work motivation, to achieve their goals.

Q: What are the implications of this study for employee development?

A: The implications of this study for employee development are that organizations should focus on developing the competencies and skills of their employees to improve their performance and achieve organizational goals.

Q: What are the implications of this study for employee well-being?

A: The implications of this study for employee well-being are that organizations should focus on creating a comfortable, safe, and supportive work environment to improve employee well-being and reduce stress and burnout.