Syntax Literate: Jurnal Ilmiah Indonesia p–ISSN: 2541-0849 e-ISSN: 2548-1398
Vol. 8, No. 2, Februari 2023
THE EFFECT OF WORK DISCIPLINE AND
WORK STRESS
ON THE PERFORMANCE OF ADMINISTRATIVE EMPLOYEES OF THE GENERAL BUREAU
OF THE REGIONAL SECRETARIAT
OF WEST
JAVA PROVINCE
Mariska Armiati, Rd. Herman
Sofyandi
Fakultas Ekonomi
dan Bisnis Universitas Widyatama
Email: [email protected], [email protected]
Abstract
Dependent Every company definitely wants all of its employees to be
professional, disciplined and responsible. Therefore, employee performance can
be interpreted as one of the most important things in a company to achieve
goals. Achieving high labor productivity requires good work discipline from
employees. In addition to work discipline, work stress can effect an employee’s
ability to increase or decrease performance. The purpose of this study was to determine
the effect of work discipline and work stress on employee performance and the
Administrative Bureau of the Secretariat General of West Java Province. The
method used is a quantitative method with a descriptive and verification
approach. Data collection techniques using simple random sampling. Samples are
taken randomly from the population without regard to the population. Validity,
reliability analysis, classical acceptance test, multiple linear regresi
analysis, f-test and t-test were used for data analysis. The results of things
study indicate that work discipline has a positive and significant effect on
employee performnace, while work stress has a positive and insignificant effect
on employee performance.
Keywords: Work
Discipline; Work Stress; Employee Performance
Introduction
Employees are one of the
important human resources in the agency in achieving the goals of the agency (Waldan, 2020). Likewise with the Bureau of Regional
Secretariat of West Java Province, whose main task is to compile general
guidelines and coordination of administrative tasks if personnel activities are
closely related to public service concerns. Employees working here must be
highly qualified, as this may affect the credibility of government bodies (Yeboah, 2013).
Employee performance is an
important factor in an organization, because it carries out organizational
functions to achieve goals (Dewi & Wibow,
2020). According to Ekhsan
(2020) states "Employee performance is the
result of quality and quantity work carried out by employees when they perform
their duties in accordance with the responsibilities given".
Work discipline also has a
strong impact on employee performance. High work discipline automatically
results in good employee performance (Dewi & Wibow,
2020). Good discipline reflects a person's
responsibility to the tasks assigned to him (Setiyaningsih,
2020). In addition to work discipline, the
impact of work stress is a factor that needs to be considered. "People
tend to experience stress when unable to navigate between desire and reality,
both internally and externally" (Inzlicht et al.,
2014). One of the impacts of stress is that it
can reduce employee job satisfaction. Dissatisfaction on the work side can
cause work stress among employees and weaken work discipline (Qiu & Dauth,
2022). High job satisfaction creates loyalty
and work discipline for employees and increases employee productivity (Toropova et al.,
2021).
Table 1
Results of Pre-Survey of Work Discipline
|
No. |
Statement |
Agree |
Hesitate |
Disagree |
|
1 |
Working hours are carried out optimally by not using them for personal
gain |
50% |
30% |
20% |
|
2 |
The duties and obligations carried out by employees must be held
accountable |
60% |
40% |
0% |
|
3 |
Always work in accordance with the established SOP |
40% |
40% |
20% |
|
4 |
Any violations committed are subject to sanctions |
70% |
30% |
0% |
Source :
Google Forms Pra Survei 2022
Based on the results
of a pre-survey
of 15 administrative
employees of the General Bureau
of the Regional Secretariat of
West Java
Province regarding work
discipline, it was found that
employee work discipline
was quite
good, but
there were
still obstacles
such as
working in accordance
with the
SOP set
by the
agency. There were
some employees who answered in agreement
and there
were employees
who answered
doubtfully. It is
that not all employees
always work in
accordance with the
SOP that
has been
set by
the agency,
so that
employee performance is
considered less than
optimal.
Table 2
Work Stress Pre-Survey Results
|
No. |
Statement |
Agree |
Hesitate |
Disagree |
|
1 |
The workload doesn't match what employees are capable of |
50% |
30% |
10% |
|
2 |
Work in the field is very tiring because work often overlaps (double job) |
60% |
30% |
10% |
|
3 |
Poor work environment such as uncomfortable office space makes employees
saturated |
60% |
30% |
10% |
|
4 |
Lack of direction from
superiors regarding the work to be done |
40% |
40% |
20% |
Source :
Google Forms Pra Survei 2022
Based on the results
of a pre-survey
of 15 administrative
employees of the General Bureau of
the Regional Secretariat of West Java Province
regarding Work Stress,
it was found that
employees experienced work stress such as overlapping work that did work while
in the field, workload
was not
in accordance
with employee
abilities and an unfavorable
work environment such as
uncomfortable office space
made employees
saturated and lack
of direction
from superiors
to the
work that
must be
done. Therefore,
work stress
affects employee performance.
Table 3
Results of Pre-Survey of
Employee Performance
|
No. |
Statement |
Agree |
Hesitate |
Disagree |
|
1 |
The work standards that have been set by this agency have been achieved
well |
40% |
40% |
20% |
|
2 |
Instansi menetapkan beban pekerjaan sesuai dengan jumlah pegawai |
40% |
50% |
10% |
|
3 |
The agency determines the workload according
to the
number of employees |
50% |
30% |
10% |
|
5 |
Employees can solve
problems that arise
while working |
70% |
30% |
0% |
Sumber : Google
Forms Pra Survei 2022
Based on the results
of a pre-survey
of 15 employees within the Administration
of the General Bureau of the Regional Secretariat
of West Java Province
regarding employee performance, it is known
that employee
performance is quite
good, but
there are
still obstacles,
including: the work standards
that have been set by the
agency have not been achieved
properly and the agency
does not
set the
workload in accordance
with the number of
employees. This causes
delays in the
completion of work,
so that
employee performance is
considered less than
optimal.
The phenomena that
occur in
agencies based on
preliminary surveys at
the General Bureau of the
Regional Secretariat of
West Java
Province, Administrative Section, include
(Pribadi et al., 2021): 1) There
are still
many employees
who do
not understand
application systems such as
KMOB (real-time
application measuring employee performance including
employee work goals).
2) With the KMOB application
system, it cannot distinguish
which employees are present and which
are not present, because
the system
is not
optimal. 3) Poor work
environment, such as
uncomfortable rooms, large
number of unused
items, resulting in
lack of
lighting, and insufficient
air circulation.
4) In addition,
computers that are
no longer
suitable for use
due to
the large
number of viruses
in the
computer. 5) Lack of
employee counseling to
recognize a problem
or complaint
while the
employee is working.
6) Lack of leadership
in motivating
and directing
bahawan. Employees
do not
understand how to send
work results
to the
TRK (Performance
Remuneration Allowance) system
which makes
it less
effective in employee
performance.
Based on this background,
the author is interested
in research at the General Bureau of the Regional Secretariat of West Java Province in the
field of HR by
taking the title "The
Effect of Work Discipline and
Work Stress
on the Performance of Administrative Employees of the General Bureau
of the
Regional Secretariat of West Java
Province".
Research Methods
In this study,
the method used was
a verificative descriptive method.
According to Sugiyono (Sugiyono, 2017) descriptive
research methods are: in
this descriptive
research method, the
existence of a
free variable in either
one or more (stand-alone
variables or free variables)
is determined
without comparing the variables
themselves without looking
for relationships
with other
variables. While the verifiable research method according to Sugiyono (2013), verifiable
analysis is a research method
that aims
to determine
the relationship
between two or
more variables.
This method
is used
to test
the correctness
of a
hypothesis. The types
of data used in this study
are primary
data obtained directly from the source
through interviews, observations,
questionnaires and secondary data
obtained indirectly from
other parties,
offices in the
form of
reports, profiles, and
literature. The sample
population used in
this study
was 30
respondents. The sampling
technique used in
this study
was simple
random sampling, where
samples were taken
randomly from the
population without paying attention
to the
population strata. The
data analysis
techniques used in
this study
are validity
test, reliability test, classical assumption
test (normality test, multicholinearity
test and heteroskedasticity test), multiple
linear regression test, and hypothesis
test (t test and f
test). This data
analysis was performed
using the help of
SPSS software
version 23.
Results and Discussion
A. Research Results
1. Validity Test Results
Table 4
Summary of Validity Test
Results
|
Variable |
rcount |
rtable |
Ket. |
|
Work Discipline |
0,571 - 0,795 |
0,361 |
Valid |
|
Work Stress (X2) |
0,618 - 0,807 |
0,361 |
Valid |
|
Employee Performance (Y) |
0,481 - 0,767 |
0,361 |
Valid |
Source : Primary data
processed, 2022
The Work Discipline
variable (X1) consists of 8 statement
items, the Work Stress variable (X2) consists
of 8 statement items, and
the Employee
Performance variable (Y)
consists of 8 statement items.
Based on
the validity
test results,
it shows
that all
statement items have
a rhitung value of >
rtabel and rtabel for n=
30 with
a significance
level of
0.05 is
0.361.
That way
it can
be concluded that the statement
item for
each variable
is considered
valid and
feasible to be used to be
able to
measure the variables
to be
studied.
A.
Reliability Test Results
Table 5
Summary of
Reliability Test Results
|
Variable |
Cronbach's |
Information |
|
Work Discipline |
0,830 |
Reliable |
|
Work Stress |
0,865 |
Reliable |
|
Performance
Official |
0,847 |
Reliable |
Source : Primary data processed, 2022
In testing
reliability for all
statement items in
this study
using Cronbach's Alpha value where the questionnaire
item is
declared reliable if
the value
of Cronbach's
Alpha >
0.60.
From table
5 above,
it can be seen
that each
variable has a
value of Cronbach's Alpha
of more
than 0.60, therefore
all statement
items can
be said to be
reliable.
B.
Classical Assumption Test Results
1.
Normality Test
This normality test
aims to
determine whether or
not a
data distribution
is normal. The normality
test is important because one
of the requirements for parametric-test
testing is that the
power must
be normally
distributed. In this
study, the normality test was calculated
using the
kolmogorov-smirnov
test one
sample test with
a Sig
level. 0.05
Tabel 6
Hasil Uji
Normalitas
|
|
Unstandardized Residual |
|
|
N |
30 |
|
|
Normal Parametersa,b |
Mean |
,0000000 |
|
Std. Deviation |
1,16669183 |
|
|
Most Extreme
Differences |
Absolute |
,118 |
|
Positive |
,085 |
|
|
Negative |
-,118 |
|
|
Test Statistic |
,118 |
|
|
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 : Primary data
processed, 2022
Based on the
results of the above normality
test, it
is known
that the
value of
Asymp. Sig.
(2-tailed) by 0.200
is greater
than α
(0.05). So it
was concluded that the
research data was
found to
have a
normal distribution.
2.
Multicholinearity Test
The multicholinearity
test aims to test
whether in the
regression model there
is a
correlation between independent
variables. This test
is carried
out using
a VIF with criteria, if
the tolerance value < 1 and
the VIF value of
a free variable < 10
then it
can be
concluded that the
free variable
does not
occur multicholinearity.
Tabel 7
Hasil Uji
Multikolinearitas
|
Model |
Collinearity Statistics |
||
|
Tolerance |
VIF |
||
|
1 |
Work Dicipline |
,982 |
1,018 |
|
Work Stress |
,982 |
1,018 |
|
|
a. Dependent Variable: Employee
Performance |
|||
Source : Primary
data processed, 2022
Based on the results
of multicholinearity testing in
the table
above, tolerance values of each
free variable were obtained,
namely Work Discipline 0.982
and Work Stress 0.982,
where the two variables
were less than 1, and the VIF value of
the Work Discipline variable was 1.018 and Work
Stress was 1.018,
where the
value was
less than
10. Thus it
can be
concluded that this
regression model does
not exist
multicholinearity.
3.
Heteroskedasticity Test
This heteroskedasticity test is intended
to test
whether there is
a variance
inequality of obervation in the regression
model.
Table 8
Heteroskedasticity Test
Results
|
Model |
Unstandardized
Coefficients |
Standardized
Coefficients |
t |
Sig. |
||
|
B |
Std. Error |
Beta |
||||
|
1 |
(Constant) |
,350 |
1,613 |
|
,217 |
,830 |
|
Work Dicipline |
,023 |
,036 |
,121 |
,628 |
,535 |
|
|
Work Stress |
-,003 |
,035 |
-,017 |
-,087 |
,932 |
|
|
a. Dependent
Variable: Abs_ut |
||||||
Source : Primary
data processed, 2022
Based on the table
of heteroskedasticity test results above,
it can be seen that the significance value of the Discipline
and Work Stress variables is more than 0.05 (0.535 and 0.932, respectively). From these results it can be concluded that there is no heteroskedasticity in the model regression equation. This is that the regression model does not have
a variance dissimilarity from the residual of one observation to another.
C.
Multiple
Linear Regression Test
Results
1.
Correlation
The correlation coeficient
is used
to measure
how strong
the two independent variables
are against
the dependent
variable. This correlation
coefficient can be
positive or negative.
Therefore, the author
conducts testing with
correlation analysis, which
is as
follows:
Table 9
Correlation Coefficient
Test Results
|
|
Employee Performance |
Work Dicipline |
Work
Stress |
|
|
Pearson
Correlation |
Employee Performance |
1,000 |
,947 |
-,115 |
|
Work Dicipline |
,947 |
1,000 |
-,133 |
|
|
Work
Stress |
-,115 |
-,133 |
1,000 |
|
|
Sig. (1-tailed) |
Employee
Performance |
. |
,000 |
,272 |
|
Work Dicipline |
,000 |
. |
,242 |
|
|
Work
Stress |
,272 |
,242 |
. |
|
|
N |
Employee
Performance |
30 |
30 |
30 |
|
Work
Dicipline |
30 |
30 |
30 |
|
|
Work
Stress |
30 |
30 |
30 |
|
Source : Primary
data processed
, 2022
The following are the results of
testing the correlation
coefficient, between Work Discipline and
Work Stress
to Employee
Performance, which are
as follows:
a.
The correlation coefficient
between the variables
of Employee
Performance and Work
Discipline is 0.947. This
shows a very strong
relationship, with a
positive relationship direction. The
greater the Work Discipline,
the more
Employee Performance increases.
And the
degree of significance or Sig. (1-tailed) of 0.000 <
0.05; meaning that the relationship between Employee Performance and Work Discipline is significant.
b.
The correlation coefficient
between the variables Employee Performance and Work Stress is -0.115. This
indicates a low relationship, with a
negative relationship direction. The
greater the Work Stress,
the lower the Employee Performance. Significance level or
Sig. (1-tailed)
of 0.272
> 0.05;
meaning that the
relationship between Employee
Performance and Work
Stress is not
Significant.
2.
Coeficient of Determination
Table 10
Coefficient of
Determination Test Results
|
Model Summaryb |
|||||
|
Model |
R |
R Square |
Adjusted R Square |
Std. Error of the Estimate |
Durbin-Watson |
|
1 |
,947a |
,896 |
,889 |
1,209 |
1,579 |
a.
Predictors: (Constant), Work Stress, Work
Discipline
b.
b. Dependent Variable:
Employee Performance
Source : Primary data processed,
2022
Based on
the table
above, it can
be seen
that R
Square = 0.896;
this means
that the contribution of the
variables of Work Discipline
and Work
Stress affects Employee
Performance by 89.6%;
While the remaining 10.4% was
influenced by factors
that were
not studied
in the
study. In other
words, 89.6%
of Employee
Performance variables can
be explained
by Work Discipline and
Work Stress.
3.
Hypothesis Test Results Simultaneous
Test (F Test)
This simultaneous testing is
used to
determine the value that
can provide
a strong influence or relationship of two
or more
variables together on
the dependent
variable (Pawirosumarto
et al., 2017). By using
significance figures can
be obtained:
If the
significance value ≤
0.05
then Ha
is accepted and Ho
is rejected.
If the
significance value >
0.05
then Ha
is rejected and Ho
is accepted.
Table 11
Model F
Test Results
|
ANOVAa |
||||||
|
Model |
Sum of
Squares |
df |
Mean Square |
F |
Sig. |
|
|
1 |
Regression |
341,893 |
2 |
170,946 |
116,927 |
,000b |
|
Residual |
39,474 |
27 |
1,462 |
|
|
|
|
Total |
381,367 |
29 |
|
|
|
|
|
a. Dependent Variable:
Employee Performance b. Predictors: (Constant), Work Stress ,
Work Discipline |
||||||
|
|
||||||
Source : Primary data
processed, 2022
Based on the table
above, it shows
that the
significance value is 0.000
< 0.05 with
a fhitung > ftabel (116.927
> 3.35).
So Ha was accepted
and Ho was rejected,
the variables of Work Discipline and
Work Stress
simultaneously affected the
variables of Employee
Performance.
T Test (Partial Test)
Table 12
T test
results
|
Model |
Unstandardized
Coefficients |
Standardized
Coefficients |
t |
Sig. |
Collinearity
Statistics |
|||
|
B |
Std. Error |
Beta |
Tolerance |
VIF |
||||
|
1 |
(Constant) |
1,159 |
2,795 |
|
,414 |
,682 |
|
|
|
Work Dicipline |
,944 |
,062 |
,948 |
15,179 |
,000 |
,982 |
1,018 |
|
|
Work
Stress |
,011 |
,060 |
,011 |
,177 |
,861 |
,982 |
1,018 |
|
Source: Primary data
processed, 2022
Based on the
table above,
it can
be concluded
that: In
the variable
Work Discipline
has a
Sig value.
of 0.000 < 0.05 with
a calculated value of
> ttabel (15.179
> 1.703).
It can
be concluded
that Ha
was accepted and Ho
was rejected.
That way
the Work
Discipline variable partially
affects Employee Performance.
In the
variable Work Stress
has a value of Sig.
of 0.861 > 0.05 with
a calculated
value of
> ttabel (0.177
< 1.703).
It can
be concluded
that Ha
was rejected and Ho
was accepted.
That way
the variable
of Work
Stress partially has
no effect
on Employee
Performance.
The results showed that
there was
an influence
of work discipline on
employee performance, this proved
the results of the t
test which
had a
calculated value of
15.179 and a
significance level of 0.000 smaller than
0.05 (0.000 <
0.05). This shows
that it
partially has significance
between work discipline
and employee
performance. It can
be interpreted
that the better the work discipline,
the better the performance of administrative employees of the General Bureau
of the
Regional Secretariat of
West Java
Province. This is
supported by Nasution (2022)
that the study shows
that work
discipline affects employee
performance.
The results showed that
there was
no influence
between work stress
and employee
performance in the Administration
of the General Bureau of
the Regional
Secretariat of West
Java Province.
This proves
with the results of the t
test with a calculated value of 0.177 with
a significance
value of
0.861 greater than 0.06
(0.861
> 0.05).
This shows
that it
does not
partially have a
significant influence between
work stress
and employee
performance. Thus, it
can be
interpreted that the
higher the level of work stress, the
performance of employees will decrease,
and vice
versa if
the lower the level of work
stress, the performance
of employees
will increase.
This is
supported by the research
of Moh Rizal
Arfani et al.
(2018) that the study showed
that the
variable work stress
has a
positive but not
significant effect on
employee performance in
PT. Sucofindo Bandung Branch.
The results of this
study show
that there
is a
simultaneous influence between
work discipline and work
stress on the performance
of administrative employees of the General Bureau
of the
Regional Secretariat of
West Java
Province (Arfani
& Luturlean, 2018). This indicates
that the
significance value is 0.000
< 0.05 with
a fhitung > ftabel (116.927
> 3.35).
Because the significance value is smaller than
0.05,
this study
proves that Ha is accepted
and Ho is rejected,
that the variables of work disci Moh Rizal Arfani et al.
(2020) pline and work
stress simultaneously affect the performance
variables of administrative employees of the General Bureau
of the
Regional Secretariat of
West Java
Province. And the results
of the coefficient of determination of R square in this study obtained
an R
square value of 0.896, meaning
that the contribution of variables
of work discipline and work
stress affects employee
performance by 89.6% while
the remaining
10.4%
is influenced
by other
factors which were
not studied
in the
study. In other
words, 89.6% of
employee performance variables
can be
explained by work discipline
and work
stress.
Conclusion
From the results
of the study "The Effect
of Work Discipline and Work Stress on Employee Performance in the Administration of the General Bureau of the
Regional Secretariat of West Java Province",
it can
be concluded
that Work
discipline has a
positive and significant
effect on Employee
Performance in the Administration
of the General Bureau
of the Regional Secretariat of
West Java
Province. Work Stress
has a
positive but insignificant
effect on Employee
Performance in the Administration
of the General Bureau of
the Regional
Secretariat of West
Java Province.
Work Discipline and Work Stress
simultaneously have a
positive and significant
effect on Employee
Performance in the Administration
of the General Bureau of
the Regional
Secretariat of West
Java Province.
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Copyright holder: Mariska Armiati,
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