Factors Affecting Employee Performance

Abstract

This study aims to determine and analyze the effect of Work Motivation, Work Discipline, and Work Environment, both partially and simultaneously, on Employee Performance at the Regional Office of the Ministry of Law North Sumatra. This study uses a quantitative approach with an associative/causal method. The research sample consisted of 57 employees selected using a saturated sampling technique. Data were collected through a Likert-scale questionnaire and analyzed using validity tests, reliability tests, classical assumption tests, and multiple linear regression analysis.

The results show that all instrument items are valid and reliable. The classical assumption tests indicate that the data are normally distributed and free from heteroscedasticity, although a high indication of multicollinearity was found among the independent variables. Partially, only Work Environment has a positive and significant effect on Employee Performance (t = 2.308 > t table 2.006; sig. 0.025), while Work Motivation (sig. 0.062) and Work Discipline (sig. 0.277) do not show a significant partial effect. Simultaneously, Work Motivation, Work Discipline, and Work Environment have a positive and significant effect on Employee Performance (F = 41.071 > F table 2.779; sig. 0.000), contributing 68.2% (Adjusted R Square), while the remaining 31.8% is explained by other factors outside the model.

This study concludes that Work Environment is the most dominant factor affecting Employee Performance, and recommends that the institution manage these three factors in an integrated manner to sustainably improve employee performance.