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Eduvest - Journal of Universal Studies Volume 4 Number 06, June, 2024 p- ISSN 2775-3735- e-ISSN 2775-3727 |
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Nurlinda Hijrah1, Andi Jam�an2, Samsul Rizal3,
Akhmad4, Muh. Ikram Idrus5 1,2,3,4,5Universitas Muhammadiyah
Makassar, Indonesia Email: [email protected], [email protected],
[email protected], [email protected], [email protected] |
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ABSTRACT |
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This study aims at determining
and analyzing the influence of supervision, work commitment and work
discipline on employee performance at the South Sulawesi Province Human
Resources Development Agency (BPSDM) South Sulawesi Province. The research
method used was quantitative research with data collection technique through
survey using questionnaires with the sample size were 102 respondents. �The data obtained was anlyzed using Multiple
Linear Regression to determine the correlation between variables using the
SPSS V.24 application. The results of the research show that Supervision
brought influence but it was not significant on employee performance, while commitment
and work discipline �got significant
influence on employee performance, with an overall confidence level was 95%. |
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KEYWORDS |
Supervision, Commitment, Work
Discipline, Employees Performance |
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This
work is licensed under a Creative Commons Attribution-ShareAlike 4.0
International |
INTRODUCTION
The
State Civil Apparatus (ASN) has a very crucial role in determining the success
of governance in the course of a region's development through the agencies
where they work. The State Civil Apparatus (ASN) is an individual who has the
competence as a public servant. Apart from the demands that require that each
ASN also has a number of behaviors in working optimally, actively, diligently,
responsibly and independently (Maswani
et al., 2021).
ASN
in Indonesia is currently in the public spotlight because it displays poor work
performance. The National Personnel Agency of the Republic of Indonesia (BKN)
reports that only 20% of ASN performance in Indonesia is categorized as good,
and the rest shows poor work performance (Riwukore
et al., 2021). Meanwhile, the Ministry
of Administrative Reform and Bureaucratic Reform of the Republic of Indonesia
(KemenPAN RB) said that 1.35 million (30%) ASNs in Indonesia only showed poor
performance (Riwukore
et al., 2021). Therefore, management
is needed to support the creation of a reliable ASN that can produce optimal
performance to achieve common goals in an organization (Riwukore
et al., 2021).
Achieving
the goals of an organization and competing in this era of globalization
certainly requires competent and qualified human resources obtained from good
human resource management (Rifa�i,
2023). According to Ansory &
Meithiana (2018) defines human resource management as the process of planning,
organizing, directing, and supervising the functions of procurement,
development, provision of compensation, integrity, maintenance, and termination
of employment so that individual, organizational, and community goals can be
achieved.
Efforts
to achieve optimal agency performance are part of the excellence, quality and
performance of human resources. According to Nozariyanti (2022) HR is one of the
invaluable assets because it can make a meaningful contribution to the work
unit effectively, efficiently, productively, and competitively. Therefore, how
to develop, maintain and improve performance is one of the factors that need to
be demanded for professional, quality, and competent abilities in carrying out
their duties.
So important is
the role of human resources in determining the progress of the organization.
Therefore, human resources must be balanced carefully, because high-performing
and high-quality human resources can support the achievement of predetermined
goals and objectives (Hernawan
et al., 2024). According to Surajiyo (2021) Performance is the result of quality and quantity work achieved by an
employee in carrying out his duties. Employee performance appears in the
positive attitude of employees towards work and agencies. Employees can work
well if they have high performance so that they can produce good work(Sujila
et al., 2023). Several literature and
research studies show that performance in employees can be influenced by
supervision, work commitment and work discipline (Rahayu
& Dahlia, 2023);(Zettler et al.,
2011);(Haerofiatna et
al., 2021).
Supervision in Arabic has the same meaning as the word
Ar-Riqobah. Ar-riqobah is knowing the actual events with the provisions and
provisions of the regulations, and pointing precisely to the basics that have
been set in the original planning (Rohmah, 2019). In the Qur'an, there are verses about
the supervisory function as the Word of Allah SWT in QS. As-Saff (61) verse 3,
as follows:
كَبُرَ مَقْتًا
عِنْدَ اللّٰهِ
اَنْ تَقُوْلُوْا
مَا لَا تَفْعَلُوْنَ٣
Means: "Very great is the wrath in the sight of Allah that you say
what you do not do". (Indonesian Ministry of Religious Affairs, 2019).
Based on the verse above, we can describe that the verse
provides threats and warnings to people who ignore the supervision of their
actions (Pasaribu
et al., 2023). Supervision means
observation of the implementation of all activities of the organizational unit
being examined to ensure that all work carried out is in accordance with plans
and regulations or efforts so that a job can be carried out according to plan and
with supervision can minimize the occurrence of obstacles so that the obstacles
that occur can be immediately known and then corrective action can be taken (Soetjipto et al.,
2021).
Supervision carried out by the leadership aims to improve the
performance of its employees not just to find employee mistakes (Firdaus et al.,
2022). The results showed that supervision has a significant effect on
improving employee performance (Gentari., 2021). Then, the results of other
studies also show that supervision has a positive and significant effect on
employee performance (Akob et al., 2021). Meanwhile, the results of research
conducted by Luthfi et al. (2022) show that supervision is not a factor that
can affect employee performance. Apart from supervision factors, performance
can also be influenced by the work commitment of employees.
In an Islamic perspective, a person's commitment is reflected
in the activities undertaken. Commitment in carrying out obligations and
avoiding the prohibitions of Allah SWT is a form of commitment of a human being
as His creature (Jamil, 2007). As the Word of Allah SWT in QS. Al-Isra' (17)
verse 36, as follows:
وَلَا تَقْفُ
مَا لَيْسَ لَكَ
بِهٖ عِلْمٌۗ اِنَّ
السَّمْعَ وَالْبَصَرَ
وَالْفُؤَادَ
كُلُّ اُولٰۤىِٕكَ
كَانَ عَنْهُ مَسْـُٔوْلًا٣٦
Means: "Do not follow what you do not know. Indeed, hearing, sight,
and conscience will all be held accountable." (Ministry of Religious
Affairs, 2019).
Based on the above verse, it can be understood that this
verse invites us to always be careful, thorough, diligent, wise, and full of
responsibility in deciding and doing everything. if we already realize this,
that everything we will be held accountable for in the hereafter, then we will
also do everything in this world with full responsibility.
Work commitment is one of the keys that determines the
success or unsuccessfulness of an organization to achieve its goals. Employees
who have the ability to commit to the organization usually show a caring
attitude towards their work, they really have a responsibility to carry out their
work (Aji
et al., 2020). The results showed that work commitment has a positive
and significant effect on employee performance (Anuari et al., 2020). The results of
this study are in line with the results of research conducted by Trilaksana &
Sitohang (2022) where the results of data processing found that there is a
positive and significant influence between work commitment and employee
performance. However, research conducted by Ariningsih et al (2023)
found that employee commitment has a negative and insignificant effect on employee
performance. Apart
from work commitment, work discipline is also able to influence employee
performance in order to achieve company goals.
Work discipline in employees is working by obeying the rules
that exist in the organization or the work system that has been set by the
organization and employees must be able to work according to the rules. When
viewed in the view of Islam, someone who can work in a disciplined manner means
that he can carry out the mandate that has been given properly (Abdullah,
2015). Islam teaches to always
be disciplined in various aspects of life, as Allah SWT says in QS. An-Nisa (4)
verse 59, as follows:
يٰٓاَيُّهَا
الَّذِيْنَ اٰمَنُوْٓا
اَطِيْعُوا اللّٰهَ
وَاَطِيْعُوا
الرَّسُوْلَ وَاُولِى
الْاَمْرِ مِنْكُمْۚ
فَاِنْ تَنَازَعْتُمْ
فِيْ شَيْءٍ فَرُدُّوْهُ
اِلَى اللّٰهِ
وَالرَّسُوْلِ
اِنْ كُنْتُمْ
تُؤْمِنُوْنَ
بِاللّٰهِ وَالْيَوْمِ
الْاٰخِرِۗ ذٰلِكَ
خَيْرٌ وَّاَحْسَنُ
تَأْوِيْلًاࣖ
Means: "O you who believe, obey Allah and obey the Messenger (Prophet
Muhammad) and the authority among you. If you differ in opinion about anything,
refer it back to Allah (the Qur'an) and the Messenger (his Sunnah) if you
believe in Allah and the Last Day. That is better (for you) and more beneficial
(in this world and in the Hereafter)". (Ministry of Religious Affairs,
2019).
Based on the above verse, the word Amal which is usually
translated as "work" is used in this verse to describe the use of
human power, thinking power, physical, heart and life force done consciously by
humans. Therefore, "good deeds" in this verse are works that if done,
will stop a mudharat or damage, or by doing it, benefit and suitability are
obtained. Thus, the good deeds referred to in this verse are all deeds that are
useful for individuals, families, groups and humans as a whole. Thus, work
discipline is very important in Islam, because work discipline can lead an
organization out of adversity or failure, towards success and success so that
later it can be useful in life and human life (Annisa et al., 2023). It can be
concluded that Islam teaches and urges its people to always be disciplined in
pursuing worship and can also manage their time as well as possible and the
application of discipline also applies in various matters, one of which is
discipline at work.
Work
discipline is a condition that causes or encourages employees to act and carry
out all activities in accordance with predetermined norms or rules, showing a
condition or attitude of respect and obedience behavior that exists within each
employee to applicable regulations both written and unwritten (Surajiyo et al.,
2021). The results showed that there is a positive and significant
influence between work discipline on employee performance (Putra &
Fernos, 2023; Jufrizen & Sitorus, 2021). However, the results of
this study are not in line with research conducted by Angriani & Eliyana (2020) that
based on the results of hypothesis testing it can be concluded that the
relationship between work discipline has a negative and insignificant effect on
employee performance.
The
selection of variables in this study is based on the understanding that
supervision, work commitment and work discipline are interrelated and have the
potential to affect employee performance. Supervision and work discipline as
the basis for achieving employee performance and work commitment as an internal
factor that can provide encouragement for employees to achieve good
performance. Meanwhile, employee performance is a measure of the results of a
combination of supervision, work commitment and work discipline that can be
applied. The selection of these variables is also supported by several
literature and research studies which show that the level of supervision, work
commitment and work discipline has a relationship and can affect employee
performance. In addition, according to the theory of Kasmir (2016), the factors
that affect performance include discipline and commitment. Then, according to
Robbins and Judge (2008) the factors that affect performance include discipline
and supervision. In addition, according to Edison et al (2018) the factors that
affect performance are discipline and commitment.
BPSDM
South Sulawesi Province is a government agency that supports the vision of the
Governor of South Sulawesi in trying to realize reliable and competitive human
resources in South Sulawesi. BPSDM South Sulawesi Province has the task and
function of preparing the organization of education and training for apparatus
within the South Sulawesi government. The duties and functions of BPSDM South
Sulawesi Province include carrying out general government duties in the field
of management and institutional competency certification, core technical
competency development, general and functional technical competency development
and managerial competency development. BPSDM South Sulawesi Province also
facilitates the implementation of training to improve apparatus resources in
accordance with laws and regulations. Based on the strategic role of BPSDM
South Sulawesi Province as a training provider for apparatus resources, the
agency needs productive human resources in completing its duties.
When compared to
last year's results, the performance achievements of the Human Resources
Development Agency with the Quality of ASN Competence with the Minimum Good
Category, Institutional Accreditation Score, Regional Apparatus Organization
SAKIP Score, Percentage of ASN Good Category SKP Score and Percentage of
Material Findings can be seen that there is an increase this year. This shows
that there are progressive improvements made by BPSDM South Sulawesi Province
in improving ASN training and development programs so that they can be more
professional in carrying out their duties and functions. However, in connection
with this, BPSDM South Sulawesi Province
must always strive to maintain or improve its performance so that it continues
to achieve a good predicate.
Based
on the results of pre-research conducted, it was found that there were
indications that employee performance was not maximized at BPSDM South Sulawesi
Province. There is an initial identification of the problem that there is a
tendency to not optimize the supervision carried out. Office operating hours
start at 08:00 WITA, but there are still employees who arrive late or leave
early and are not in the office during working hours which of course this is
not in accordance with the established working hours. Thus, some work that
should have been completed was delayed because when needed to do a task, the
employee was not there.
The work
performance assessment report of BPSDM employees of South Sulawesi Province
related to discipline, with a score of 65-70 as many as 2 employees, with a
score of 71-80 as many as 4 employees, with a score of 81-89 as many as 46
employees, and with a score of 90-100 as many as 50 employees. When viewed,
there are indeed many employees who get good scores for their level of
discipline. However, there are also employees who need to improve their
disciplinary attitude. This needs to be
considered and considered by the agency to support its employees to have a full
awareness of discipline and responsibility. Because, if this situation
continues, it could have an unfavorable impact on employee performance in the
future.
Supervision has a
positive and significant effect on employee performance, as seen in the
research of Gentari (2021) at PT Purna Baja
Harsco Cilegon and Astuti et al (2022) at Matahari Department Store Medan Fair.
On the other hand, work commitment was also found to have a positive and
significant effect on employee performance, as observed in the research of
Anuari et al (2020) at PDAM Tirta Kahuripan Bogor Regency and Trilaksana &
Sitohang (2022) at PT Asuransi Jiwa Manulife Surabaya. As for work discipline,
studies show that there is a varying influence, from positive and significant
as found in Jufrizen & Sitorus (2021) in the Regional Office of the
Directorate General of Treasury of North Sumatra Province, to insignificant as
in the studies of Ariningsih et al (2023) in Conato Bakery West Denpasar and
Angriani & Eliyana (2020) in Government Offices. These results provide
important insights in human resource management to improve organizational
performance.
Based
on the phenomena that occur and the research gap from previous studies
described in the background above, this study aims to explore the influence of
supervision, work commitment, and work discipline on employee performance at
the Human Resources Development Agency of South Sulawesi Province. The
formulation of the problem includes questions regarding the significance of the
influence of supervision, work commitment, and work discipline on employee
performance, while the research objectives are to analyze and understand the
impact of these variables in depth. The benefits of this research are expected
to contribute theoretically by increasing understanding of human resource
management, as well as practical benefits for researchers in developing research
skills and for agencies to improve human resource management to effectively
improve employee performance.
RESEARCH METHODS
This study uses a quantitative approach method with a focus
on explanatory research, which aims to explain the relationship between
supervision, work commitment, and work discipline on employee performance at
the Human Resources Development Agency of South Sulawesi Province. Supervision
in this study is defined as "the process of reviewing the overall
activities of the agency aimed at finding out and correcting errors in work so
as to reduce any risks that may occur that have a detrimental impact on the agency,"
by adopting indicators such as setting implementation standards, measuring work
results, performance appraisal, and corrective action (Handoko, 2016). Work
commitment is understood as "a condition that shows the attitude of
employee loyalty which is reflected in behavior that readily fulfills its
responsibilities to realize the vision and mission," measured by
indicators of willingness, loyalty, and pride (Sopiah, 2008). While work
discipline is interpreted as "all the rules made by management as a tool
in training and directing each employee to be diligent in doing work and full
of awareness in obeying agency regulations," with indicators of time
discipline, regulatory discipline, and responsibility discipline (Dewi &
Harjoyo, 2019). The analysis used multiple linear regression to test the effect
of these variables on employee performance (Darwin et al., 2021). Data
collection methods include observation, documentation, interviews, and
questionnaires with the use of a Likert scale to measure respondents'
responses. The validity and reliability of the research instruments were tested
using the Cronbach Alpha method and the Pearson correlation validity test
(Priadana & Sunarsi, 2021). The results of the study are expected to
contribute to understanding the factors that influence employee performance in
the organizational context concerned.
RESULTS AND DISCUSSION
Validity aims to
determine the level of validity of the instruments used in the study. Through
the validity test, it will be known whether the question items presented in the
questionnaire are really able to reveal with certainty about the problem under study.
The technique that can be used to test validity is item analysis, where each
value on each question item in the questionnaire is correlated with the total
value of all question items for a variable, using the Product Moment formula.
How to test the
validity by using the Product Moment formula with a significance level
of 0.05. If rxy> table then the data is valid, but if rxy < table then
the data is invalid. Validity can also be known from the significance of the
correlation results, if the significance of the correlation results is less
than 0.05, then the test is a strong construct. Based on the data obtained in
the study, the results of testing the validity of the research instruments can
be seen in Table 4.7. The following:
Table 4. 1. Recapitulation of Validity and Reliability Test Results
|
Variables |
Item |
r |
sig. |
Description |
Reliability |
Description |
|
Surveillance |
X1.1 |
0,633 |
0,000 |
Valid |
0,656 |
Reliable |
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X1.2 |
0,754 |
0,000 |
Valid |
|||
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X1.3 |
0,615 |
0,000 |
Valid |
|||
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Work Commitment |
X2.1 |
0,778 |
0,000 |
Valid |
0,764 |
Reliable |
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X2.2 |
0,867 |
0,000 |
Valid |
|||
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X2.3 |
0,775 |
0,000 |
Valid |
|||
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Work
discipline |
X3.1 |
0,830 |
0,000 |
Valid |
0,712 |
Reliable |
|
X3.2 |
0,804 |
0,000 |
Valid |
|||
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X3.3 |
0,740 |
0,000 |
Valid |
|||
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Employee
Performance |
Y1.1 |
0,846 |
0,000 |
Valid |
0,720 |
Reliable |
|
Y1.2 |
0,679 |
0,000 |
Valid |
|||
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Y1.3 |
0,854 |
0,000 |
Valid |
Source: Appendix 3 validity and reliability test results (2024)
Based on Table 4.7, it can be seen that the research instruments for all
items and variable indicators are valid.
Reliability is an
index that shows the extent to which a measuring instrument can be trusted or
relied upon. A new measuring instrument can be trusted and reliable if
consistent results are always obtained from unchanged measurement symptoms
carried out at different times. To carry out the reliability test, the Cronbach
Alpha technique can be used, where a research instrument is said to be
reliable if it has a reliability coefficient or alpha of 0.6 or more.
Based on the
results of testing the reliability of the research instruments, as shown in
Table 4.7, the test results show that all research instruments are reliable.
This can be seen that all the variables of this study have a reliability
coefficient / alpha greater than 0.6. If the results of this reliability test
are associated with the reliability coefficient index criteria according to
Arikunto (1998), it shows that the reliability/alpha of the research instrument
is high. Thus the research data is valid and suitable for testing the research
hypothesis.
Regression
analysis was carried out to prove the hypothesis proposed in this study, namely
to analyze the effect between the independent variable and the dependent
variable, to test the research hypothesis that had been stated earlier.
The basis for hypothesis testing in this study uses the probability value
for both partial tests. In general, the hypothesis put forward in this study is
as follows:
H0 : There is no influence between the independent variable on
the dependent variable
H1 : There is an influence between the independent variable and
the dependent variable
The basis for the decision is:
P ≤ 0.05, then H0 is rejected.
P > 0.05, then H1 is accepted
This hypothesis testing is carried out using multiple linear regression statistical analysis techniques, from the processed computer
results of the SPSS V.24 for Windows sub
program which will be presented through significance tables, the following
explanation is in accordance with the hypothesis that has been formulated.
To obtain an
unbiased and efficient estimate of a multiple regression equation, the data
must fulfill the following classical assumption criteria:
a.
Multicollinearity
Multicollinearity is a condition where there is a very high correlation
between the independent variables in the regression equation. According to
Gujarati (1999) multicollinearity means that there is a high correlation (close
to perfect) between independent variables. To detect the presence or absence of
multicollinearity is done by looking at VIF (Variance Inflating Factor), if the
VIF value is less than 5, then there is no multicollinearity in the model
(Santoso, 2003 and Sulaiman,
2004).
Table 4. 2. Multicollinearity Test
|
Independent variable |
Tolerance |
VIF |
Description |
|
Surveillance |
0,650 |
1,539 |
Non Multicollinearity |
|
Work Commitment |
0,450 |
2,220 |
Non Multicollinearity |
|
Work Discipline |
0,422 |
2,370 |
Non Multicollinearity |
Source: Appendix 5
(2024)
Based on Table
4.9, it is known that the VIF value does not exceed the value of 5, thus it can
be concluded that there is no multicollinearity.
b.
Heteroscedasticity
Heteroscedasticity
will make the estimation of regression coefficients inefficient. The results of
the estimation will be less than they should be. Heteroscedasticity contradicts
one of the basic assumptions of linear regression, which is that the residual
variation is the same for all observations or called homoscedasticity
(Gujarati, 1999). Diagnosis of Heteroscedasticity can be done by looking at the
residuals (*ZRESID) and the predicted variable (*ZPRED). If the distribution of
points in the plot is scattered around zero (0 on the Y-axis) and does not form
a particular pattern or trend line, it can be said that the model does not meet
the assumptions of heteroscedasticity or the regression model is said to be
qualified to predict (Santoso, 2003 and Sulaiman, 2004). Heteroscedasticity is
tested using the Scatterplot graph.
The results of the
heteroscedasticity test are shown in the figure below:
���������������� Source: Appendix 5 (2024)
Based on this
figure, it can be seen that there is no heteroscedasticity because there is no
clear pattern and the points spread above and below 0 on the Y axis.
c.
Normality
The normality test
is used to detect whether the data distribution of the independent variable and
the dependent variable is normal. The normality test is intended to see whether
the data being analyzed has a residual value that is around zero (normal data)
or not. If it is around zero, then the normality assumption is
met, and vice versa (Yarnest, 2004). A good regression model is to have a
normal or near normal data distribution. To test or detect this normality, it
is known from the normal probability plot display. If the data
spreads around the diagonal line and follows the direction of the diagonal
line, the regression model fulfills the assumption of normality. If the data
spreads far from the diagonal line, the regression model fulfills the
assumption of normality. If the data spreads far from the diagonal line and /
or does not follow the direction of the diagonal line, then the regression
model does not meet the assumption of normality. Based on the normal
probability plot graph as presented in the image below:
Figure 4. 2.
Normal Probability Plot Test
����������������������������������
Source: Appendix 5
(2024)
It can be seen
that the points spread around the diagonal line, and the distribution follows
the direction of the diagonal line. So the regression model deserves further
analysis.
Based on the
empirical model proposed in this study, it can be tested on the hypothesis
proposed through testing the regression coefficient. The test results in Table
4.8 are hypothesis testing by looking at the p value, if the p value is smaller
than 0.05, the effect between the variables is significant. The test results
are presented in the following table:
Table 4. 3. Hypothesis Testing
|
HIP |
Independent Variable |
Dependent Variable |
Direct Effect |
||||
|
B |
Beta |
t |
Sig |
Description |
|||
|
H1 |
Surveillance |
Employee Performance |
0,135 |
0,151 |
1,671 |
0,098 |
Not Significant |
|
H2 |
Work Commitment |
Employee Performance |
0,206 |
0,228 |
2,097 |
0,039 |
Significant |
|
H3 |
Work Discipline |
Employee Performance |
0,301 |
0,405 |
3,614 |
0,000 |
Significant |
|
R = 0,692 |
|||||||
|
R Square = 0.479 |
|||||||
|
ttable = �1.984 |
|||||||
|
F = 30,086 |
Sig = 0.000 |
||||||
|
Regression Equation |
Y = 1.534 + 0.135X1 + 0.206X2 + 0.301X 3 |
||||||
Source: Appendix 5 (2024)
Of the entire model of three hypothesized direct effects, two are significant and one is insignificant. The interpretation of Table 4.8
can be explained as follows:
a. Supervision has a positive but insignificant
effect on employee performance with P = 0.098> 0.05 with a coefficient value
of 0.135 or
13.5%, this coefficient indicates that supervision at the
BPSDM office of South Sulawesi Province still has an influence, it's just that
the level of influence is small on improving employee performance.
b. Work commitment has a positive and significant
effect on employee performance with P = 0.039 <0.05 with a coefficient value
of 0.206 or
20.6%, this coefficient indicates that the higher the work
commitment of employees, the more employee
performance at the BPSDM office of South
Sulawesi Province will increase.
c. Work
discipline has a positive and significant effect on employee performance with P = 0.000 <0.05 with a
coefficient value of 0.301 or 30.1%, this coefficient indicates that the better employee work discipline, the better employee performance will be.
d. Significant F test with Sig <0.05, meaning that the model built
describes the conditions at the research site or the results of this study can
be generalized to the BPSDM office of South
Sulawesi Province.
e. R Square
produces a value of 0.479, meaning that the
model built describes the conditions in the research site
by 47.9% and the remaining 52.1% is the limitation of the research instrument
in revealing facts or there are still things that researchers do not include as
indicators of each research variable.
This
discussion focuses on the decisions resulting from hypothesis testing, as an
attempt to answer the formulation of research problems. The results of the
analysis of hypothesis testing are described as follows:
To
answer the formulation of the problem and the first hypothesis, it can be
observed from the results of the regression analysis in Table 4.8. The table
shows that supervision has a positive but insignificant effect on employee
performance. This finding shows that
supervision at the BPSDM office of South Sulawesi Province still has an
influence, but the level of influence is small in encouraging
improved employee performance. This finding is in line with the results of
research conducted by Norfiana et al (2021) which shows that supervision has a positive but insignificant effect on employee
performance. However, it is not in line with the results of research conducted
by Astuti et al (2022) The test results show that the supervision variable has
a positive and significant effect on employee performance.
The
descriptive statistical results of the supervision variable show that the
indicator of setting implementation standards and performance appraisal is the
indicator that has the highest mean value compared to the corrective action
indicator of the supervision variable. This proves that supervision is not only
seen from setting implementation standards and performance appraisals of
employees, but also needs to be seen and considered regarding corrective
actions.�
Based
on the results of the research through interviews, the informant explained that
it was probably because at the
beginning of 2024 a regulation related to the new work pattern had been issued
where with this regulation, there were indeed significant changes related to
work patterns. Because there is a change in the new work pattern, so that the
supervision pattern related to work is different from before so that what is
called a new work pattern cannot immediately be implemented, but it takes time
to adjust to be effective.� The previous
supervision was more effective, because it was clear who was supervised by whom
and the previous supervision of the head of the field was more helped by the
existence of tiered supervision than now because the head of the field directly
supervises all employees from his field. Before there was a new work pattern,
orders to carry out a task were tiered, starting from the head of the field who
then went to the head of the section or supervisor then to the staff of the
implementing section. But with the new work pattern, there are no more section
heads in the field, no more sub-coordinators in the field. So the tactical head
of the field is expected to play a big role related to how the supervisory
function in carrying out tasks.
To
answer the formulation of the problem and the first hypothesis, it can be
observed from the results of the regression analysis in Table 4.8. The table
shows that work commitment has a positive and significant effect on employee
performance. This finding shows that the higher the
work commitment possessed by employees, the more employee performance at the
South Sulawesi Province Human Resources Development Agency office will
increase. This finding is in accordance with the results of research conducted
by Anuari et al (2020) which shows that work
commitment has a positive and significant effect on employee performance.
The
results of descriptive statistics of work commitment variables show that the
willingness indicator is the indicator that has the highest mean value of the
work commitment variable. This proves that employees tend to have great
determination to remain committed to the goals and actions they take.
Based
on the results of the researchers' observations, the facts at the research site
show that there is a high work commitment owned by employees because even
though the superiors are not there to supervise, employees still work to
complete their work because they work not because they are supervised by the
leadership alone but employees have the will to be able to perform well. Given
a task, mandate and well explained their duties, they work using all the
facilities and facilities needed for them to work.
To
answer the formulation of the problem and the third hypothesis, it can be
observed from the results of the regression analysis in Table 4.8. The table
shows that work discipline has a positive and significant effect on employee performance. The findings of this study indicate that the better employee discipline,
the better employee performance will be. This
finding is in accordance with the results of research conducted by Maryani et
al (2021) which shows that there is a positive
and significant relationship between work discipline and employee performance.
The
results of descriptive statistics of work discipline variables show that the
discipline indicator of rules and responsibilities is the indicator that has
the highest mean value of the work discipline variable. This shows that
employees have a good level of obedience to the rules and responsibilities they
carry.
Based
on the results of the researcher's observations, the facts at the research site
show that there is good work discipline possessed by employees. Responsibility
still exists, so it is indeed a little different from the characteristics at
BPSDM South Sulawesi Province with other regional office devices that maybe
they are mostly in the room or in the office. BPSDM South Sulawesi Province is
not like that, where if there is work that is not only according to working
hours, it can even reach the night if there is training. Work at the BPSDM
office of South Sulawesi Province is not only in the office, sometimes it has
to be in the classroom and sometimes it has to be in the area and sometimes it
has to be in the hotel, especially BPSDM South Sulawesi Province has II
campuses. Sometimes there are employees who are assigned to assist activities
in other fields carried out at campus I so that the characteristics related to
discipline cannot be seen whether or not they are in the office because they
are usually assigned outside.� When there
are employees who get assignments outside the office, they already have a
letter of assignment and that can be used as an accountability for their
attendance or absence. Then the reporting model when employees are assigned is
directly to the head of the field.
CONCLUSIONS
Based on the research results and data analysis, it can be
concluded that supervision has a positive but insignificant effect on employee
performance. However, work commitment and work discipline show a positive and
significant influence on employee performance. Strong work commitment from
employees can be an effective strategy in improving their performance, while
high and consistent work discipline also plays an important role in achieving
better performance. To improve employee performance at the Human Resources
Development Agency of South Sulawesi Province, it is recommended to tighten
supervisory practices by conducting regular monitoring and evaluation. In
addition, it is important to identify factors that influence employees' level
of commitment and pay attention to their discipline by providing clear
sanctions for violations, as well as rewards for those who show good
performance and discipline. Agencies also need to pay attention to indicators
that can improve overall performance and identify areas that are not optimal
for achieving organizational goals. Furthermore, in the development of
research, it is recommended to add other indicators that have not been studied
to gain a deeper understanding.
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