Syntax Literate: Jurnal Ilmiah Indonesia p�ISSN:
2541-0849 e-ISSN: 2548-1398
Vol. 7, No.
11, November 2022
THE INFLUENCE
OF "AMANAH, COMPETENT, HARMONIC, LOYAL, ADAPTIVE, COLLABORATIVE CORE
VALUES ON EMPLOYEE MOTIVATION OF PT PUPUK SRIWIDJAJA PALEMBANG
Tien
Yustini, Juhaini Alie, Tri Maradona Fajar Putra
Faculty of Economics, Master of Management Program, Indo Global Mandiri University, Palembang, Indonesia
Email: [email protected]
Abstract
This research was aimed to investigate the
impact of the attitude of trustful, competent, harmonious, loyal, adaptive and
collaborative on the employee�s motivation partially as well as simultanously. The method used in this research was descriptive quantitative by using multiple linear
regression analysis. The population in
this research was all employee of PT Pupuk Sriwidjaja Palembang. There were 145 persons taken as the
sample that was determined by using slovin equity.
The data was analyzed by using instrument analysis (validity and reliability
test), regression test (multiple linear regression, correlation coefficient and
determination) and hypotheses analysis (t test and F test). The data was
analyzed in terms of normality analysis, multicolinearity
test and heteroscedastisity test as well. The result
of the research showed that the t value of each variable (trustful, competent,
harmonious, loyal, adaptive and collaborative) > t distribution table, so
there was a significant influence of each attitude on the the
employee�s motivation, and the t value of harmonious < t tabel
so there was no a significant influence on the the
employee�s motivation, the F value of (trustful, competent, harmonious, loyal,
adaptive and collaborative) > F table so there was a simultaneous
significant influence on the the employee�s
motivation.
Keywords: trustful, competent, harmonious, loyal,
adaptive and collaborative employee�s motivation
Introduction
An
organization or agency can achieve its goals if the people in it can work well
in achieving organizational goals. Employees are an important element in
determining the progress and decline of an agency. Therefore, in carrying out
their duties and responsibilities, ability, diligence, thoroughness and other
expertise are needed to support the execution of tasks according to their
respective functions. In order for employees to carry out their duties and
functions optimally, high and continuous motivation is needed in every employee
(Ambarwati, 2018).
Bambang
et al. (2020) Employee work motivation will add energy to work or direct
activities while working, and cause an employee to know that there is a goal
that is relevant between organizational goals and personal goals. In other
words, work motivation is very important for increasing employee productivity
in supporting the achievement of company goals. The author is very sure that
there are many factors that can cause fluctuations in employee motivation in a
company, especially at PT Pupuk Sriwidjaja
Palembang. Of the many existing factors, the author is interested in examining
its relationship with the AKHLAK core values which have been proclaimed by the Ministry
of BUMN since July 2020 through the Circular Letter of the Minister of BUMN
Number: SE 7/MBU/07/2020 dated 1 July 2020 concerning Main Values (Core Values)
Human Resources State Owned Enterprises.
This
research has not been widely studied because it was just launched by the Ministry
of BUMN, the authors have just obtained several studies whose results state
that the organizational culture of AKHLAK has a direct effect on employee
performance of 0.357 and the organizational culture of AKHLAK has a direct
effect on job satisfaction of 0.4 (Anam & Suyoto, 2021).
Then, the results of other studies also stated that there was a significant
influence of the implementation of the BUMN AKHLAK core values training on
employee motivation Safaruddin et al., (2021).
Method
This research method uses
quantitative analysis methods. The research was conducted at PT Pupuk Sriwidjaja Palembang.
Population and
Sample
Sugiyono (2016)
The population is a generalization area consisting of objects/subjects that
have certain qualities and characteristics determined by the researcher to be
studied and then conclusions drawn. The population in this study was 1846
employees from all divisions at PT Pupuk Sriwidjaja Palembang.
The sample is part of the number of characteristics
possessed by the population and must be representative of Sugiyono (2016).
The sample size used uses the Slovin formula Umar (2008)
with a value of e = 8% is 144 people.
Method
of collecting data
The data obtained in
this study came from primary data and secondary data. Primary data is the type
of data obtained from the main source by distributing questionnaires in the
form of Google forms which are given directly to respondents. The questionnaire
used in this study used a Likert scale with intervals of 1. Very untrue, 2. Not
true, 3. Undecided, 4. True, 5. Very true.
Analisis
data
This study used research instrument tests, namely validity
and reliability tests. Classical assumption test, namely normality test,
multicollinearity test, heteroscedasticity test, hypothesis test, namely t test
and F test, multiple linear regression test and R2 determination test.
Result and Discussion
Normality test
This
test is carried out on trustworthy, competent, harmonious, loyal, adaptive,
collaborative data. The data normality test was carried out using the Kolmogrof Smirnov Test method. The criterion for this test
is that if the significance is <a, then the sample does not come from a
normally distributed population. The test significance level is = 0.05. This
means that Ho is accepted if the data is normally distributed with an
indication that the Asymptotic Significance is greater and the significance
level is a = 0.05, but conversely, Ho is rejected if the data distribution is
not normal.
Table 1 Normality Test Kolmogorov Smirnov Test
|
One-Sample
Kolmogorov-Smirnov Test |
||
|
|
Unstandardized
Residual |
|
|
N |
145 |
|
|
Normal Parametersa,b |
Mean |
,0000000 |
|
Std. Deviation |
1,59636027 |
|
|
Most Extreme Differences |
Absolute |
,050 |
|
Positive |
,033 |
|
|
Negative |
-,050 |
|
|
Test Statistic |
,050 |
|
|
Asymp. Sig. (2-tailed) |
,200c,d |
|
|
a. Test distribution is Normal. |
||
|
b. Calculated from data. |
||
|
c. Lilliefors Significance Correction. |
||
|
d. This is a lower bound of the true significance. |
||
Source: SPSS output processed
by researchers (2022)
Multicollinearity Test
This
test is intended to find out whether the regression model found a correlation
between exogenous variables, so Ghozali (2016)
explained the effect of multicollinearity causing a large standard error, as a
result when the coefficients are tested, the t count will be of small value
from the t table. To find out the multicollinearity in the regression model, it
can be seen from the tolerance value and the variance inflation factor (VIF)
value. Parameters are used to assess no collinearity at tolerance > 0.10 or
VIF value < 10. Multicollinearity and singularity can be detected from the
determinant of the covariance matrix.
Table 7 Multicollinearity Test Results
|
Variabel |
Tolerance |
VIF |
Kesimpulan |
||
|
Kriteria |
Hasil |
Kriteria |
Hasil |
||
|
Amanah (AM) |
> 0,10 |
0,431 |
< 10 |
2,322 |
Tidak ditemukan Multikolinieritas |
|
Kompeten (KP) |
> 0,10 |
0,442 |
< 10 |
2,264 |
Tidak ditemukan Multikolinieritas |
|
Harmonis (HM) |
> 0,10 |
0,385 |
< 10 |
2,599 |
Tidak ditemukan Multikolinieritas |
|
Loyal (LY) |
> 0,10 |
0,401 |
< 10 |
2,495 |
Tidak ditemukan Multikolinieritas |
|
Adaptif (AD) |
> 0,10 |
0,298 |
< 10 |
3,358 |
Tidak ditemukan Multikolinieritas |
|
Kolaboratif (KB) |
> 0,10 |
0,279 |
< 10 |
3,580 |
Tidak ditemukan Multikolinieritas |
�Source: SPSS Output Processed by Researchers (2022)
Heteroscedasticity
Test
The
heteroscedasticity test aims to test whether in the regression model there is
an inequality of variance from one residual observation to another. If the
variance from the residual of one observation to another observation remains,
then it is called homoscedasticity and if it is different
it is called heteroscedasticity. A good regression model is a model that does
not have heteroscedasticity (Ghozali, 2013).
Picture 1. Scatterplot Heteroskedastisitas
Source:
SPSS Output Obtained by Researchers (2022)
Hypothesis testing
a. T test
The t statistical
test basically shows how far
the influence of one independent
variable individually explains the dependent
variable. This partial test is
carried out by comparing the
value of α (alpha) with the
p-value. If the p-value < α (0.05), then H0
is rejected. So that it
can be said
that there is a partial influence
between the independent variable and the dependent
variable, and vice versa. The following are the results of the
t statistical test, which can be
seen in the formula below.
�������������������������������������������������
Tabel 9. Hasil Uji t
|
|
|
Coefficientsa |
||||||||
|
Model |
Unstandardized
Coefficients |
Standardized
Coefficients |
t |
Sig. |
Collinearity
Statistics |
|||||
|
B |
Std.
Error |
Beta |
Tolerance |
VIF |
||||||
|
1 |
(Constant) |
,210 |
1,759 |
|
,119 |
,905 |
|
|
||
|
AMTotal |
,207 |
,089 |
,177 |
2,341 |
,021 |
,431 |
2,322 |
|||
|
KPTotal |
,148 |
,083 |
,133 |
1,781 |
,077 |
,442 |
2,264 |
|||
|
HMTotal |
,115 |
,083 |
,111 |
1,389 |
,167 |
,385 |
2,599 |
|||
|
LYTotal |
,166 |
,082 |
,160 |
2,039 |
,043 |
,401 |
2,495 |
|||
|
ADTotal |
,198 |
,083 |
,217 |
2,392 |
,018 |
,298 |
3,358 |
|||
|
KBTotal |
,173 |
,098 |
,166 |
1,769 |
,079 |
,279 |
3,580 |
|||
Sumber
:
Output SPSS Dioleh Oleh Peneliti
(2022)
b.
F test
This simultaneous test was carried out
by comparing the value of
α (alpha) with the p-value. If the p-value < α (0.05), then H0 is rejected.
So that it
can be said
that there is a simultaneous influence between the independent variables and the
dependent variable, and vice versa.
If the p-value > α
(0.05), then H0 is accepted, which means that there
is no influence
between the independent variables on the dependent
variable simultaneously.
Tabel 10. Hasil Uji f
|
|
|
ANOVAa |
||||||
|
Model |
Sum of
Squares |
df |
Mean
Square |
F |
Sig. |
|||
|
1 |
Regression |
716,594 |
6 |
119,432 |
44,913 |
,000b |
||
|
Residual |
366,965 |
138 |
�2,659 |
� |
|
|||
|
Total |
1083,559 |
144 |
|
|
|
|||
|
a. Dependent Variable: KBTotal |
||||||||
|
b. Predictors: (Constant), KBTotal, AMTotal, KPTotal, LYTotal, HMTotal, ADTotal |
||||||||
Multiple Linear Regression Test
According to Sujarweni
(2018) multiple linear regression analysis is a linear relationship between two
or more independent variables with the dependent variable. This analysis is to
determine the direction of the relationship between the independent variable
and the dependent variable which is positively or negatively related and to
predict the value of the dependent variable if the independent variable
increases or decreases. Multiple linear regression analysis is done by setting
the equation,
MK = a + b1AM + b2KP + b3HM
+ b4LY + b5AD + b6KB + e
Tabel 11 Uji Regresi Linier Berganda
|
|
|
Coefficientsa |
||||||||
|
Model |
Unstandardized
Coefficients |
Standardized
Coefficients |
t |
Sig. |
Collinearity
Statistics |
|||||
|
B |
Std.
Error |
Beta |
Tolerance |
VIF |
||||||
|
1 |
(Constant) |
,210 |
1,759 |
|
,119 |
,905 |
|
|
||
|
AMTotal |
,207 |
,089 |
,177 |
2,341 |
,021 |
,431 |
2,322 |
|||
|
KPTotal |
,148 |
,083 |
,133 |
1,781 |
,077 |
,442 |
2,264 |
|||
|
HMTotal |
,115 |
,083 |
,111 |
1,389 |
,167 |
,385 |
2,599 |
|||
|
LYTotal |
,166 |
,082 |
,160 |
2,039 |
,043 |
,401 |
2,495 |
|||
|
ADTotal |
,198 |
,083 |
,217 |
2,392 |
,018 |
,298 |
3,358 |
|||
|
KBTotal |
,173 |
,098 |
,166 |
1,769 |
,079 |
,279 |
3,580 |
|||
�Sumber
:
Output SPSS Dioleh Oleh Peneliti
(2022)
Uji Determinasi (R2)
The
coefficient of determination (Adj. R2) from the regression results shows how
much the dependent variable can be explained by the independent variables.
Tabel 4.10
Uji Determinasi
|
Model Summaryb |
||||
|
Model |
R |
R Square |
Adjusted
R Square |
Std.
Error of the Estimate |
|
1 |
,813a |
,661 |
,647 |
1,631 |
|
a. Predictors: (Constant), KBTotal, AMTotal, KPTotal, LYTotal, HMTotal, ADTotal |
||||
|
b. Dependent Variable: KBTotal |
||||
In conclusion,
based on table 4.10 above, the coefficient value of R square (R2) is 0.661 or
66.1%. So it can be concluded that the magnitude of
variable X to variable Y is 0.661.
Discussion
Analysis of the Effect of Trust on
Employee Motivation at PT Pupuk Sriwidjaja
Palembang.
The
frame of mind is that trust affects employee motivation at PT Pupuk Sriwidjaja Palembang so
that if the core values of trust improve, employee motivation will also
increase. From the results of data processing using SPSS Version 25 that
partially trust has a positive and significant effect on employee motivation
with t count 2.341> 1.656 and a significance value of 0.021 <0.05.
Competent Influence Analysis on
Employee Motivation at PT Pupuk Sriwidjaja
Palembang.
The
frame of mind is that competency influences employee motivation at PT Pupuk Sriwidjaja Palembang so
that if competent core values improve, employee motivation will also increase.
From the results of data processing using SPSS Version 25 that partially competent
has a positive but not significant effect on employee motivation with t count
1.781> 1.656 and a significance value of 0.077> 0.05.
Harmonic Influence Analysis on
Employee Motivation at PT Pupuk Sriwidjaja
Palembang.
The
frame of mind that harmony does not affect employee motivation at PT Pupuk Sriwidjaja Palembang so
that if the harmonious core values get better, employee motivation does not
necessarily increase. From the results of data processing using SPSS Version 25
that partially harmonious has no effect and is not significant on employee
motivation with t count 1.389 <1.656 and a significance value of 0.167>
0.05.
Analysis of the Effect of Loyalty on
Employee Motivation at PT Pupuk Sriwidjaja
Palembang.
The
frame of mind is that loyalty influences employee motivation at PT Pupuk Sriwidjaja Palembang so
that if loyal core values improve, employee motivation will also increase. From
the results of data processing using SPSS Version 25 that partially loyalty has
a positive and significant effect on employee motivation with t count 2.039>
1.656 and a significance value of 0.043 <0.05.
Analysis of Adaptive Influence on Employee
Motivation at PT Pupuk Sriwidjaja
Palembang.
The
frame of mind is that adaptive influences employee motivation at PT Pupuk Sriwidjaja Palembang so
that if adaptive core values improve, employee motivation will also increase.
From the results of data processing using SPSS Version 25 that partially adaptive
has a positive and significant effect on employee motivation with t count
2.392> 1.656 and a significance value of 0.018> 0.05.
Collaborative Influence Analysis on
Employee Motivation at PT Pupuk Sriwidjaja
Palembang.
The
frame of mind is that collaborative influences employee motivation at PT Pupuk Sriwidjaja Palembang so
that if collaborative core values improve, employee motivation will also
increase. From the results of data processing using SPSS Version 25 that
partially harmonious has a positive but not significant effect on employee
motivation with t count 1.769> 1.656 and a significance value of 0.079>
0.05.
Analysis of the Effect of Trustworthiness,
Competence, Harmony, Loyalty, Adaptive and Collaborative on Employee Motivation
at PT Pupuk Sriwidjaja
Palembang.
The
framework of thinking that trustworthiness, competence, harmony, loyalty,
adaptability and collaboration affect employee motivation at PT Pupuk Sriwidjaja Palembang so
that if AKHLAK's core values improve, employee motivation will also increase.
From the results of data processing using SPSS Version 25 that simultaneously
trustworthy, competent, harmonious, loyal, adaptive, and collaborative have a
positive and significant effect on employee motivation with F count 44,913>
3,909 and a significance value of 0,000> 0.05.
Conclusion
Based
on the results of hypothesis testing and data analysis in the previous chapter,
the conclusions obtained from this study are as follows: Trust partially has a
positive and significant effect on Employee Motivation at PT Pupuk Sriwidjaja Palembang, with
a significant value of 0.021 which is smaller than the reference standard,
which is <0.05.
Competence
partially has a positive but not significant effect on Employee Motivation at
PT Pupuk Sriwidjaja
Palembang, with a significant value of 0.077 greater than the reference
standard, which is > 0.05.
Harmony
partially has no effect and is not significant on Employee Motivation at PT Pupuk Sriwidjaja Palembang, with
a significant value of 0.167 greater than the reference standard, which is >
0.05.
Loyalty
partially has a positive and significant effect on Employee Motivation at PT Pupuk Sriwidjaja Palembang, with
a significant value of 0.043 which is smaller than the reference standard,
which is <0.05.
Partially
adaptive has a positive and significant effect on Employee Motivation at PT Pupuk Sriwidjaja Palembang, with
a significant value of 0.018, which is less than the reference standard, which
is <0.05.
Collaborative
partially has a positive but not significant effect on Employee Motivation at
PT Pupuk Sriwidjaja
Palembang, with a significant value of 0.079 which is greater than the
reference standard, which is > 0.05.
Trustworthy,
Competent, Harmonious, Loyal, Adaptive and Collaborative simultaneously affect
employee motivation with a magnitude reaching 66.1% while another 33.9% is
influenced by variations in other variables not examined in this study.
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|
Copyright holder: Tien Yustini, Juhaini
Alie, Tri Maradona Fajar
Putra (2022) |
|
First
publication right: Syntax Literate: Jurnal Ilmiah Indonesia |
|
This article is
licensed under: |