The Influence of Work Discipline and Loyalty on Employee Performance at PT. Fajar Mandiri Barokah Sumedang Regency

##plugins.themes.academic_pro.article.sidebar##

Published Dec 30, 2022
https://doi.org/10.37680/ijief.v2i2.5249
Download
PDF
Statistic
Vol 2 No 2 (2022)

##plugins.themes.academic_pro.article.main##

Sudibyo Budi Utomo
Institut Budi Utomo Nasional

Abstract

This research aims to determine the influence of discipline and work loyalty on employee performance at PT. Fajar Mandiri Barokah, partially and simultaneously. The research method used in this research is descriptive and verification with a quantitative approach. Descriptive analysis is used to describe respondents' responses regarding research variables. Meanwhile, verification analysis or hypothesis verification is whether there is an influence of discipline and work loyalty on employee performance. In this study, a saturated sample of 30 PT employees was taken. Fajar Mandiri Barokah Sumedang Regency. Data instrument testing was carried out using validity and reliability tests, while for verification analysis using a correlation test with the results of a simultaneous correlation between discipline and work loyalty on employee performance was 0.804 which means it has a very strong relationship, multiple linear regression analysis with the result Y = 4.910 + 0.367 x1 + 0.921 x2. a = 4.910 This shows that if the value of work discipline and loyalty is zero then the employee performance value is 4.910. b1 = 0.367 This shows that every 1% increase in work discipline will be followed by an increase in employee performance of 0.367. b2 = 0.921 This shows that every 1% increase in work loyalty will be followed by an increase in employee performance of 0.921. From the calculation of the coefficient of determination, discipline and work loyalty simultaneously have a strong influence on employee performance of 64.6%. Then, for the simultaneous F test, the decision making criteria were found to be that H1 was accepted because the value of Fcount > Ftable (24.645 > 3.35). It can be concluded that work discipline and loyalty influence employee performance at PT. Fajar Mandiri Barokah.

##plugins.themes.academic_pro.article.details##

Creative Commons License

This work is licensed under a Creative Commons Attribution-NonCommercial 4.0 International License.

Copyright:

An author who publishes in Indonesian Journal of Islamic Ekonomics and Finance agrees to the following terms:

  • Author retains the copyright and grants the journal the right of first publication of the work simultaneously licensed under a Creative Commons Attribution-NonCommercial 4.0 International License that allows others to share the work with an acknowledgment of the work's authorship and initial publication in this journal.
  • Author is able to enter into separate, additional contractual arrangements for the non-exclusive distribution of the journal's published version of the work (e.g., post it to an institutional repository or publish it in a book) with the acknowledgment of its initial publication in this journal.
  • Author is permitted and encouraged to post his/her work online (e.g., in institutional repositories or on their website) prior to and during the submission process, as it can lead to productive exchanges, as well as earlier and greater citation of the published work (See The Effect of Open Access).

License:

  • Attribution — You must give appropriate credit, provide a link to the license, and indicate if changes were made. You may do so in any reasonable manner, but not in any way that suggests the licensor endorses you or your use.

  • NonCommercial — You may not use the material for commercial purposes.

  • No additional restrictions — You may not apply legal terms or technological measures that legally restrict others from doing anything the license permits.

You are free to:

  • Share — copy and redistribute the material in any medium or format
  • Adapt — remix, transform, and build upon the material

Creative Commons License
This work is licensed under a Creative Commons Attribution-NonCommercial 4.0 International License.

References

A.A. Anwar Prabu Mangkunegara. (2013). Manajemen Sumber Daya Manusia Perusahaan. Bandung: PT. Remaja Rosdakarya.
______________. (2015). Manajemen Sumber Daya Manusia Perusahaan. Bandung: PT. Remaja Rosdakarya.
Ansory. A. F dan Indrasari. (2018). Manajemen Sumber Daya Manusia. Edisi Revisi. Sidoarjo: Indonesia Pustaka.
Edy. Sutrisno. (2016). Manajemen Sumber Daya Manusia. Jakarta: Kencana Prenada Media Group.
Farisi dan Siregar. 2020. Pengaruuh Harga dan Promosi Terhadap Loyalitas Pelanggan Pengguna Jasa Transportasi Online. Jurnal Ilmiah Magister Manajemen (3). http://dx.doi.org/10.30596%v311.4941
Gouzali. Saydam. (2008). Manajemen Sumber Daya Manusia Jilid I. Jakarta: Gunung Agung.
Hasibuan. Malayu. (2011). Manajemen Sumber Daya Manusia. Jakarta: Penerbit Bumi Aksara.
_______________ (2016). Manajemen Sumber Daya Manusia. Edisi Revisi. Jakarta: Bumi Aksara.
Sugiyono. (2015). Metode Penelitian Pendidikan (Pendekatan Kuantitatif, Kualitatif dan R&D). Bandung: CV. Alfabeta.
________. (2017). Metode Penelitian Kuantitatif, Kualitatif, dan R&D. Bandung: Alfabeta CV
Utomo. Stefanus. Tommy dkk. (2010). Analisis Pemotivasian dan Loyalitas Karyawan Bagian Pemasaran PT PALMA ABADI SENTOSA di Palangka Raya. Volume 1. No. 2. Jurnal Mitra Ekonomi dan Manajemen Bisnis. Universitas Kristen Petra.