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Volume 4, Issue 4, April – 2019International Journal of Innovative Science and Research TechnologyISSN No:-2456-2165Effect of Leadership, Work Motivation and LocalCulture on Work Discipline and EmployeePerformance Wajo DistrictRegency Office123Abstract:- This study is useful in knowing andanalyzing the influence of leadership, motivation,and local culture on work discipline in the Wajo DistrictRegent's office, to find out and identify the influence ofleadership, motivation, local culture and discipline onemployee performance at the Wajo District Regent'soffice and to know and analyze leadership,motivation, work discipline on employee performancethrough work discipline at the Wajo District Regent'soffice. This research was conducted at the Wajo DistrictRegent's office, the study population was 126 civilservants in the Wajo District Regent's office and asample of 126 respondents. Data is analyzed using theStructural Equation Model.The conclusion of the study explained thatLeadership had a positive and significant effect onemployee work discipline at the Wajo District Regent'soffice, Work Motivation had a positive and significanteffect on employee work discipline at the Wajo District Regent's office, Local culture had a positive andinsignificant effect on employee work discipline at theDistrict Regent office Wajo, Leadership has apositiveandsignificant effect on employeeperformance at the Wajo District Regent's office. Workmotivation has a positive and insignificant effect onemployee performance at the Wajo District Regent'soffice, Local Culture has a positive and significanteffect on employee performance at the Wajo DistrictRegent office, influential Work Discipline positive andsignificant effect on the performance of employees atthe Wajo District Head's office, Leadership has apositive andsignificanteffectonemployeeperformance through work discipline in the WajoDistrict Regent's office, Motivation has a significanteffect on the performance of employees through workdiscipline in the office of the Regent of Wajo Districtand Local Culture had a significant effect onperformance through work discipline in the office ofthe Regent of Wajo District.Keywords:- Leadership, Work Motivation, LocalCulture,Work Discipline and Performance Employee.IJISRT19AP2304Asrianto, H. Salim Basalamah, H. Muh. Nasir Hamzah, Junaiddin Zakaria1Doctoral Student, University of Muslim Indonesia2,3,4Faculty of Economics, University of Muslim IndonesiI.INTRODUCTION BackgroundGovernment with good, clean and authoritativegovernance is an important requirement for everygovernment to realize the aspirations of the people inachieving the goals and aspirations of the nation and theState. So that it is necessary to develop and implementan appropriate, clear and legitimate system ofaccountability so that governance and development cantake place in an efficient, effective, clean and responsiblemanner and free from corruption, collusion and nepeotism.Preparation of Government Agency PerformanceAccountability Reports (LAKIP) is mandated byGovernment Regulation Number 8 of 2006 concerningFinancial Reporting and Performance of GovernmentAgencies and Presidential Instruction Report onPerformance of BKPSDM in Wajo Regency 2017 2Number 5 of 2004 concerning the Acceleration ofCorruption Eradication. The LAKIP preparation processis carried out at the beginning of each subsequent fiscalyear with the aim of providing performance informationthat is measured to the credentials of the performance thathas been and should be achieved and is an ongoing effort toimprove every government agency to improve itsperformance, through the achievement of predeterminedperformance targets in the performance agreementdocument. LAKIP is an annual performance reportdocument that contains the performance accountabilityof government agencies in achieving strategic goals /objectives.This shows that without being supported by goodquality of employees in carrying out their duties,organizational success is not achieved. Employeecontributions to an organization will determine theorganization's progress or withdrawal. Employeecontributions to the organization will be important, if donewith effective actions and behaving correctly. Not only theamount of effort but also the direction of the business. Thecharacteristics that exist in employees, efforts orwillingness to work, as well a s various things that aresupport from the organization are very significant forthe success of employee performance (Suhardi Sigit,2001).www.ijisrt.com775
Volume 4, Issue 4, April – 2019International Journal of Innovative Science and Research TechnologyISSN No:-2456-2165Thus, every employee needs to know exactly what ishis main responsibility, what kind of performance he has toachieve and can measure himself according to theindicators of his success. Many things that concern themanagement in order to encourage employee performanceinclude the organizational culture, leadership style and jobsatisfaction for employees. One of the main foundationsinimplementing performancemanagementisperformance measurement in order to guarantee an increasein public services and increase accountability by clarifyingoutputs and outcomes that will and should be achieved tofacilitate the realization of an accountable organization.No1IndicatorViolation of Absence ofEmployees2Employee Disputes2015 20165660652017647Total6265 71 casesTable 1:- Discipline of the Wajo District State CivilApparatus Year 2015-2017Source: Office Agency Performance Report of WajoDistrict Regent.BKPSDM in Wajo District continues to strive toreduce violations of employee disciplinethroughsocialization so that up to 2017 there are 17 SKPDsinvolving disciplinary violations from 53 SKPDs in WajoDistrict. Discipline cases in 2017 were 71 cases, consistingof disciplinary violations of the absence of 64 cases and 7civil servants disputes. Discipline violations due to civilservant disputes as a whole have been dealt with startingfrom the issuance of Decree on Dismissal Not withRespect or Decree on Temporary Dismissal for civilservants who have been proven to carry out disciplinaryactions.This year's ASN discipline level has decreased from2016 by 8.83% due to one of the measurement criteria inthe form of civil servant discipline in submitting LHKPN,LHKASN and LP2P not reaching the target. Therealization of these criteria only reached 57.25% of thetarget day which was set at 63%. Of the 6,671 civilservants required by LHKPN, LHKASN and LP2P, only3,819 people completed their reports.Factors that affect the achievement of the targetcriteria are the use of online applications in chargingLHKPN, LHKASN and LP2P which began in 2017. Eventhough in 2016, the filling of LHKPN, LHKASN and LP2Pwas still done manually. The transition of regulations interms of filling out the report is not in line with the abilityof some civil servants to report in using onlineapplications. Another factor is the low self awareness ofeach civil servant must report in carrying out obligations.IJISRT19AP230According to Hasibuan (2007), is the way a personleads influences the behavior of his subordinates to bewilling to work together and work productively to achieveorganizational goals. Leadership style (leadership styles) isa way of leadership to influence other people orsubordinates so that the person wants to do the will of theleader to achieve organizational goals even thoughpersonally this may not be liked (Luthans, 2002 inTrinaningsih, 2007).Bugis ethnicity is one of the four major ethnic groupsin South Sulawesi. In essence the culture and outlook of theBugis people are generally the same and harmonious withthe culture and outlook of the people of Makassar.Therefore discussing Bugis culture is difficult to bereleased with a discussion about Makassar culture. Thisis in line with Abdullah's (1985) view which says that inthe family system or in the kinship of the lives of Bugisand Makassarese humans, it can egency, amounting to 126 people.The sample is 126. The analytical technique to beused is SEM or Structural Equation Modeling which isoperated through the AMOS 22 program.IV.P- ValueEndogenRESEARCH tionWork Discipline(Y)Work -0,588significantWork Discipline(Y)0,642-0,037--0,037Not ,185Not erformance (Z)Table 2:- Hypothesis Testing and Path Coefficient ValueSumber: Hasil Olah Data,2019 The Effect of Leadership on Work DisciplineLeadership is leadership as the ability to influence agroup towards achieving goals.Based on the results of the analysis of hypothesistesting and the total value of influence, the direct influenceand indirect influence between variables indicate that theinfluence of leadership on work discipline has a significanteffect (000) and the effect of the estimate value is 0.365.This shows that the leadership hypothesis of workdiscipline on employees in the Wajo District Regent Officeis acceptable. Because leadership demonstrates normativelyappropriate behavior through personal actions andinterpersonal relationships, and promotion of such forcement, and decision making.IJISRT19AP230 Effect of Work Motivation on Work DisciplineWork motivation is a force that drives inside eachindividual that raises and directs behavior in achieving agoal. Based on the results of the analysis of hypothesistesting and the total value of influence, the direct influenceand indirect influence between variables indicate that theeffect of work motivation on work discipline has asignificant effect (000) and with the effect of estimateestimate worth 0.588. This shows that the work motivationhypothesis towards work discipline of employees at theWajo District Regent Office is accepted. Because workmotivation and work discipline are two different things butboth have relevance in the activities of an organization. Toencourage employees to comply with regulatory regulationsrequires the right strategy, namely by increasingmotivation towards their employees. Complying with therules themselves is one measure and reflection of workdiscipline.www.ijisrt.com778
Volume 4, Issue 4, April – 2019International Journal of Innovative Science and Research TechnologyISSN No:-2456-2165 Effect of Local Culture on Work DisciplineLocal culture is the norms and values that direct thebehavior of the members of the organization. Based on theresults of the analysis of hypothesis testing and the totalvalue of influence, the direct influence and indirectinfluence between variables shows that the influence oflocal culture on work discipline has a significant effect onP -0,037 and with an estimate value of 0.642. This showsthat the hypothesis of the influence of local culture on thework discipline of employees in the Wajo District RegentOffice was accepted. National culture means that a certainway of acting is preferred because it fits in with culturalvalues rather than others. If management practices are notin accordance with the national culture that has been trustedand adopted, employees will feel bad, dissatisfied, notcommitted and dislike. Bugis cultural values - which havebeen manifested in the behavior patterns of Bugis people ineveryday life. Effect of Leadership on Employee PerformanceLeadership is leadership as the ability to influence agroup towards achieving goals. The sources of influencemay be formal, such as those given to managerial positionsin the organization. Based on the results of the analysis ofhypothesis testing and the total value of influence, thedirect influence and indirect influence between variablesindicate that the influence of leadership on employeeperformance has a significant effect with a P value of0.046. This shows that the hypothesis of the influence ofleadership on the performance of employee employees atthe Wajo District Regent Office was accepted. Effect of Work Motivation on Employee PerformanceWork motivation is a force that drives inside eachindividual that raises and directs behavior in achieving agoal. Perceptions of respondents on work motivationvariables with an average of 3.60 with agreed categories.This describes the power that drives inside each individualthat raises and directs behavior in achieving a goal.X2.5 work motivation indicator is the highest value withan average value of 3.7. This describes an indicator ofwork motivation that the office always gives gifts to itsemployees who excel in making important contributions towork motivation. Effect of Local Culture on Employee PerformanceLocal culture is the norms and values that direct thebehavior of organizational members. Each member willbehave in accordance with the prevailing culture, to beaccepted by the environment. Based on the results of theanalysis of hypothesis testing and the total value ofinfluence, the direct influence and indirect influencebetween variables indicate that the influence of localculture on work discipline has a significant effect with avalue of P 0.019 and with an effect value of estimate worth0.200. This shows that the hypothesis of the influence oflocal culture on the performance of employees at the WajoDistrict Regent Office was accepted. Pacce in Makassarand Pesse in Bugis language is a fair and civilized senseof humanity, a spirit of willingness to sacrifice, workhard and never retreat. Like a tradition, the concept ofIJISRT19AP230the siri 'value of Napacce will always be a guideline forthe life of the Bugis-Makassar community. Goodperformance is certainly influenced by the existing cultureand structure in the service. Effect of Discipline on Employee PerformanceBased on the results of the analysis of hypothesistesting and the total value of influence, the directinfluence and indirect influence between variablesshows that the influence of work discipline on employeeperformance has a significant effect with a value of P 000and with an estimate effect value of 0.393. This shows thatthe hypothesis of the influence of discipline on theperformance of employees at the Wajo District RegentOffice was accepted. Because among the variables of workdiscipline and performance, the higher the discipline, one'swork, the higher the performance of the person. Disciplinemust be enforced in a company organization. Without thesupport of good employee discipline, it is difficult forcompanies to realize their goals. Effect of Leadership on Performance Through WorkDisciplineBased on this research, it can be taken a picturethat there is an influence of leadership on employeeperformance in Wajo District, because by leading the waythe relationship between subordinates is created very close,subordinates feel respect and trust their leaders sosubordinates will obey the applicable regulations, bothwritten and unwritten and able to run it and do not avoidreceiving sanctions if he violates the duties and authoritygiven to him. Every leader always strives so that hissubordinates have good discipline. Effect of Work Motivation on Performance ThroughWork DisciplineThe results showed that the significant value ofthe mediation test of work discipline variables on theeffect of work motivation on performance was 0.416,because the significant value obtained 0,000 was below thevalue of 0.05 Based on the above test results it wasconcluded that work motivation had an influence onemployee performance through work discipline at theOffice of the Regent of Wajo District. Items that canproduce influence are here that provide facilit ies andinfrastructure that support all task activities, often I feelsafe in doing this work, the company has enough evidenceto impose sanctions if employees make mistakes inperforming tasks, I feel I have many friends in thisworkplace, the company always gives prizes to outstandingemployees. because the discipline of the organization willrun well and can achieve its goals well too. The Influence of Local Culture on PerformanceThrough Work DisciplineThe results of the significant value of the mediationtest of work discipline variables on the influence of localculture on performance is 0.186, because the significantvalue obtained 0.000 is below 0.05, it is concluded thatsignificantly the work discipline variables can mediate theindirect influence of local cultural variables onwww.ijisrt.com779
Volume 4, Issue 4, April – 2019International Journal of Innovative Science and Research TechnologyISSN No:-2456-2165performance. Local cultural variables can indirectly affectperformance through work discipline variables. Becausegood leadership will improve employee work disciplinewhich will further improve employee performance, andvice versa. globalization rolled up the territory ofIndonesia, its strength turned out to be able to crush localcultures.V.CONCLUSION Leadership has a positive and significant effect onemployee work discipline at the Wajo DistrictRegent's office. This can be seen from the results of thetesting of the first hypothesis of Leadership which has apositive and significant effect on employee workdiscipline at the office of the Regent of Wajo Districtwith a P-Value of five percent smaller. Work Motivation has a positive and significant effecton employee work discipline at the Wajo DistrictRegent's office. This can be seen from the resultsof testing the second hypothesis Work Motivation hasa positive and significant effect on employee disciplinein the office of the Regent of Wajo District with a PValue of five percent smaller. Local Culture has no significant effect on employeework discipline at the Wajo District Regent's office.This can be seen from the results of testing the thirdhypothesis of local culture positive and not significanteffect on employee discipline in the office of theRegent of Wajo District with P-Value greater than fivepercent. Leadership has a positive and significant effect onemployee performance at the Wajo District Regent'soffice. This can be seen from the results ofhypothesis testing of leadership positions that have apositive and significant effect on the performance ofemployees in the office of the Regent of Wajo Districtwith a P-Value of five percent smaller. Work Motivation has no significant effect on theperformance of employee employees at the WajoDistrict Regent's office. This can be seen from theresults of testing the fifth hypothesis of workmotivation having a positive and not significanteffect on the performance of employees in the officeof the Regent of Wajo District with a P-Value greaterthan five percent. Local Culture has a positive and significant effecton employee performance at the Wajo DistrictRegent's office. This can be seen from the results ofhypothesis testing of the six local cultures that have apositive and significant effect on the performance ofemployees at the Wajo District Regent's office with fivepercent smaller P-Value. Work Discipline has a positive and significant effecton employee performance at the Wajo DistrictIJISRT19AP230Regent's office. This can be seen from the results oftesting the seventh hypothesis Work Discipline has apositive and significant effect on the performance ofemployees in the office of the Regent of Wajo Districtwith a P-Value of five percent smaller. Leadership has a positive and significant effect onemployee performance through work discipline in theoffice of Regent of Wajo District. This can be seenfrom the results of testing the seventh hypothesis ofleadership that has a positive and significant effect onemployee performance through work discipline in theoffice of the Regent of Wajo District with a smaller PValue of five percent. Work Motivation has a significant effect onemployee performance through work discipline at theWajo District Regent's office. This can be seen fromthe results of testing the nine hypotheses that WorkMotivation has a significant effect on employeeperformance through work discipline in the office of theRegent of Wajo District with a P-Value of five percentsmaller. Local Culture has a significant effect onemployee performance through work discipline inthe office of Regent of Wajo District. This can be seenfrom the results of testing the local culture's tenhypotheses that have a significant effect on employeeperformance through work discipline at the WajoDistrict Regent's office.REFERENCES[1]. A A. Anwar Prabu Mangkunegara. 2003, CorporateHuman Resource Management, Bandung: TeenagerRosdakarya.[2]. Arifin, Johar and A. Fauzi. 2007. ExcelApplication in Quantitative Aspects of HumanResource Management, Jakarta: PT Elex MediaKomputindo.[3]. Abdullah, Hamid. 1985. Makassar Bugis Man: AHistorical Review of Bugis Patterns and Life Viewsof Bugis Makassar People. Jakarta: Inti Idayu Press).[4]. Hariandja, Marihot Tua Efendi. 2002. HumanResource Management: Procurement, ctivity. Jakarta: Grasindo.[5]. Hollander, Edwin P . 1978. LeadershipDynamics: a Practical Guide to EffectiveRelationships. New York: The Free Press.[6]. Hasibuan, Malayu S. P. 2007. Human ResourceManagement. Jakarta: Bumi Aksara. Koentjaraningrat.(1987). Introduction to Anthropology. Jakarta: RinekaCipta Luthans F., 2002, Organizational Behavior, 7thEdition, McGraw-Hill, New York[7]. Manullang. M.2006. Human Resource Management.Publisher. Ghalia Indonesia. Jakarta.[8]. ent.Surabaya:GhaliaIndonesiawww.ijisrt.com780 pag
office, Work Motivation had a positive and significant effect on employee work discipline at the Wajo D istrict Regent's office, Local culture had a positive and insignificant effect on employee work discipline at the District Regent office Wajo, Leaders
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