The Role of Work Discipline and Communication on Non-Civil Servant Performance: A Case Study of Tanah Bumbu Regency
DOI:
https://doi.org/10.24260/aktiva.v3i2.4712Kata Kunci:
Work Discipline, Communication, Employee Performance, Non-Civil Servants, Local Government HR AgencyAbstrak
Purpose: This study aims to analyze the effect of work discipline and communication on the performance of non-civil servant employees (non-ASN) at the Human Resources Development and Personnel Agency (BKPSDM) of Tanah Bumbu Regency.
Methodology: The research adopts a quantitative approach using a survey method. A total of 32 non-ASN employees participated as respondents, selected using a census sampling technique. Data were collected through a validated and reliable questionnaire and analyzed using Structural Equation Modeling (SEM) based on Partial Least Squares (PLS), including path analysis and bootstrapping to test the significance of the relationships among variables.
Research Findings: The results reveal that communication has a positive and significant effect on employee performance, with a path coefficient of 1.155, T-statistic 6.946 (> 1.96), and p-value 0.000 (< 0.05). Conversely, work discipline also has a significant yet negative effect on employee performance, with a path coefficient of –0.433, T-statistic 2.173 (> 1.96), and p-value 0.015 (< 0.05). Simultaneously, communication emerges as the dominant factor in enhancing employee performance, whereas rigid disciplinary practices tend to have an adverse relationship with performance.
Contribution: This study contributes empirical evidence by simultaneously examining the effects of communication and work discipline on the performance of non-ASN employees in the local government sector, an area that has received limited scholarly attention. The findings provide novel insights that overly formalistic and punitive disciplinary practices may reduce performance, suggesting that public organizations should adopt more constructive and humanistic disciplinary approaches supported by effective communication to improve employee outcomes.
Tujuan Penelitian: Penelitian ini bertujuan untuk mengetahui pengaruh disiplin kerja dan komunikasi terhadap kinerja pegawai non Aparatur Sipil Negara (ASN) di Badan Kepegawaian dan Pengembangan Sumber Daya Manusia Kabupaten Tanah Bumbu.
Metodologi: Penelitian ini menggunakan pendekatan kuantitatif dengan metode survei. Sebanyak 32 pegawai non ASN menjadi responden penelitian, yang dipilih secara sensus. Data dikumpulkan melalui kuesioner yang telah diuji validitas dan reliabilitasnya, kemudian dianalisis menggunakan pendekatan Structural Equation Modeling (SEM) berbasis Partial Least Squares (PLS) dengan pengujian jalur (path analysis) dan bootstrapping untuk menguji signifikansi pengaruh antarvariabel.
Temuan Penelitian: Hasil penelitian menunjukkan bahwa komunikasi berpengaruh positif dan signifikan terhadap kinerja pegawai dengan koefisien jalur 1,155, T-statistic 6,946 (> 1,96), dan p-value 0,000 (< 0,05). Sebaliknya, disiplin kerja juga berpengaruh signifikan namun dengan arah negatif terhadap kinerja pegawai, dengan koefisien jalur –0,433, T-statistic 2,173 (> 1,96), dan p-value 0,015 (< 0,05). Secara simultan, komunikasi menjadi faktor dominan dalam peningkatan kinerja pegawai, sedangkan disiplin kerja yang kaku justru menunjukkan hubungan berlawanan dengan kinerja.
Kontribusi: Penelitian ini memberikan kontribusi empiris dengan menguji secara simultan pengaruh komunikasi dan disiplin kerja pada kinerja pegawai non ASN di sektor pemerintahan daerah, yang masih jarang dilakukan pada penelitian sebelumnya. Temuan ini juga memberikan wawasan baru bahwa penerapan disiplin yang terlalu formalistik dapat berdampak negatif, sehingga organisasi publik perlu merancang strategi disiplin yang lebih konstruktif dan humanis disertai komunikasi efektif untuk meningkatkan kinerja pegawai.
Unduhan
Referensi
Aliani, A., Jubaidi, J., & Efendi, A. (2025). Pengaruh komunikasi internal terhadap kinerja pegawai di satuan kerja lalu lintas Polresta Samarinda. Jurnal Ekonomika dan Bisnis (JEBS), 5(4), 774–780. https://doi.org/10.47233/jebs.v5i4.3115
Alrawahi, S., Sellgren, S. F., Altouby, S., Alwahaibi, N., & Brommels, M. (2020). The application of Herzberg's two-factor theory of motivation to job satisfaction in clinical laboratories in Omani hospitals. Heliyon, 6(9), e04829. https://doi.org/10.1016/j.heliyon.2020.e04829
Amelia, L., Khazamah, H., Hurairah, A., & Haryadi, D. (2024). Organizational commitment and work discipline to employee performance. International Journal of Applied Finance and Business Studies, 11(4), 801–807. https://doi.org/10.35335/ijafibs.v11i4.230
Andarsisi, R. A., Heriyanti, Larasati, A., & Faaroek, S. A. (2024). The influence of work discipline and internal communication on employee performance at PT Draco International. International Journal of Applied and Scientific Research, 2(6), 581–596. https://doi.org/10.59890/ijasr.v2i6.2253
Badan Kepegawaian dan Pengembangan Sumber Daya Manusia Kabupaten Tanah Bumbu. (2024). Laporan data kehadiran pegawai Non-ASN tahun 2021–2023 [Unpublished report]. Pemerintah Kabupaten Tanah Bumbu.
Dharma, R., Hady, H., Lusiana, L., Ridwan, M., & Mulyani, S. R. (2023). The influence of work discipline and organizational culture on employee performance with job satisfaction as an intervening variable. International Journal of Social Science and Business, 7(3), 748–757. https://doi.org/10.23887/ijssb.v7i3.53743
Dhone, M. Y., & Sarwoko, E. (2022). Internal communication and employee performance: The mediating role of motivation. Jurnal Ekonomi Modernisasi, 18(2), 255–263.
Fachrezi, H., & Khair, H. (2020). The influence of communication, motivation, and work environment on employee performance at PT. Angkasa Pura II (Persero), Kualanamu Branch Office. Maneggio: Scientific Journal of Master of Management, 3(1), 107–119. https://doi.org/10.30596/maneggio.v3i1.4834
Government of Tanah Bumbu Regency. (2023). Regent regulation number 45 of 2023 concerning additional income for non-ASN employees. Government of Tanah Bumbu Regency.
Government of the Republic of Indonesia. (2023). Law of the Republic of Indonesia number 20 of 2023 on the state civil apparatus. State Gazette of the Republic of Indonesia, 157.
Hair, J. F., Hult, G. T. M., Ringle, C. M., & Sarstedt, M. (2021). A primer on partial least squares structural equation modeling (PLS-SEM) (3rd ed.). SAGE Publications
Hasibuan, M. S. P. (2021). Manajemen sumber daya manusia (Edisi revisi, cet. 25). PT Bumi Aksara.
Hidayat, F. N., & Suryani, L. (2024). Pengaruh disiplin kerja terhadap kinerja pegawai aparatur sipil negara pada Kantor Dinas Sosial Kabupaten Tabalong. Jurnal Administrasi Publik (JAPB), 7(1), 503–519. https://jurnal.stiatabalong.ac.id/index.php/JAPB/article/view/998
Hidayat, R., Silviyanti, I. H., Rojul, R., Lestari, P. I., & Haryadi, D. (2024). The influence of competence and work discipline on the performance of executive staff. International Journal of Applied Finance and Business Studies, 11(4), 957–963. https://doi.org/10.35335/ijafibs.v11i4.227
Linjuan, R., & Men, L. R. (2021). Evolving research and practices in internal communication. In L. R. Men & A. Tkalac Verčič (Eds.), Current trends and issues in internal communication: Theory and practice (pp. 1–18). Palgrave Macmillan. https://doi.org/10.1007/978-3-030-78213-9_1
Mangkunegara, A. A. P. (2019). Evaluasi kinerja SDM (Cet. 9). Refika Aditama.
Maysheilla, R. (2024). Pengaruh komunikasi dan disiplin kerja terhadap kinerja karyawan di PT Print Group Corporation. Jurnal Manajemen dan Administrasi, 6(1), 15–28. https://jurnalamanah.com/index.php/cakrawala/article/download/455/320
Minarti, M., & Khoiri, M. (2023). Pengaruh komunikasi, disiplin kerja, dan motivasi kerja terhadap kinerja karyawan di PT Remicon Widyaprima. Jurnal Disrupsi Bisnis, 6(1), 175–185. https://openjournal.unpam.ac.id/index.php/DRB/article/download/28278/pdf/68181
Mitsakis, M., & Galanakis, M. (2022). An empirical examination of Herzberg’s theory in the 21st century workplace. Organizational Psychology Re-Examined, 13, 264–272. https://doi.org/10.4236/psych.2022.132015
Pervaiz, S., Li, G., & He, Q. (2021). The mechanism of goal-setting participation's impact on employees' proactive behavior, moderated mediation role of power distance. PLOS ONE, 16(12), e0260625. https://doi.org/10.1371/journal.pone.0260625
Priansa, D. J. (2017). Manajemen kinerja kekaryawanan dalam pengelolaan SDM perusahaan. Pustaka Setia.
Puspitasari, T. W., Akbar, M. A., & Lina, R. (2025). Leadership style and work discipline on employee performance. Advances in Human Resource Management Research, 3(1), 15–29. https://doi.org/10.60079/ahrmr.v3i1.321
Ramayah, T., Cheah, J., Chuah, F., Ting, H., & Memon, M. A. (2018). Partial least squares structural equation modeling (PLS-SEM) using SmartPLS 3.0: An updated and practical guide to statistical analysis (2nd ed.). Pearson Malaysia.
Saputri, S., Maryadi, M., & Azhari, A. (2023). Pengaruh kualitas pelayanan, disiplin kerja dan beban kerja terhadap kinerja pegawai pada Biro Administrasi Pimpinan Sekretariat Daerah Provinsi Sulawesi Selatan. Cendekia Akademika Indonesia (CAI), 2(4), 527–539. Retrieved from https://e-jurnal.nobel.ac.id/index.php/cai/article/view/4490
Sari, S. E., & Tukirin, T. (2023). The influence of compensation and work discipline on employee performance: Case study at PT Betawimas Cemerlang. Jurnal Ilmiah Manajemen Kesatuan, 11(3), 1473–1482. https://doi.org/10.37641/jimkes.v12i1.2366
Savitri, C., Faddila, S. P., Irmawartini, Iswari, H. R., Anam, C., Syah, S., Mulyani, S. R., Sihombing, P. R., Kismawadi, E. R., Pujianto, A., Mulyati, A., Astuti, Y., Adinugroho, W. C., Imanuddin, R., Kristia, Nuraini, A., & Siregar, M. T. (2021). Statistik multivariat dalam riset. Widina Bhakti Persada Bandung.
Shofwan, F., & Khoiri, M. (2024). Pengaruh komunikasi dan disiplin kerja terhadap kinerja karyawan pada PT Active Marine Industries Batam. Jurnal KDI, 7(1), 44–56. https://jurnal.kdi.or.id/index.php/eb/article/view/798/786
Sinitsyna, E., Anand, A., Dumazert, J.-P., & Kazakov, S. (2023). The role of internal communication on employee outcomes: A review and direction. FIIB Business Review. Advance online publication. https://doi.org/10.1177/23197145231209643
Trivedi, K., & Srivastava, K. B. L. (2024). Impact of strategic HR practices on innovation performance: Examining the mediation of differentiation and cost-effectiveness. Journal of Organizational Effectiveness: People and Performance, 11(3), 680–698. https://doi.org/10.1108/JOEPP-05-2023-0224
Warella, S. Y., Revida, E., Abdillah, L. A., Pulungan, D. R., Purba, S., Firdaus, E., ... & Kato, I. (2021). Penilaian kinerja sumber daya manusia (Cet. 1). Yayasan Kita Menulis.
Zerfass, A., & Volk, S. C. (2020). Aligning and linking communication with organizational goals. In M. J. Canel & V. Luoma-aho (Eds.), Handbook of public sector communication (pp. 417–434). Wiley Blackwell. https://doi.org/10.1002/9781119263203.ch27.
Zulfiana, S. A., Chalimah, C., & Muhardono, A. (2024). Pengaruh pengembangan karir, disiplin kerja dan etika kerja terhadap kinerja karyawan pada PT. Delta Dunia Tekstile. Journal of Accounting and Management’s Student, 1(2). 1–11. https://journals.unikal.ac.id/index.php/jams/article/view/136
Zulkifly, A. L., & Suking, N. D. A. (2024). Perencanaan, pengorganisasian, menggerakan, dan mengontrol sumber daya manusia. In Proceedings of the National Seminar on Educational Sciences (Vol. 1, No. 2, pp. 196–207). https://doi.org/10.62951/prosemnasipi.v1i2.42
Unduhan
Diterbitkan
Terbitan
Bagian
Lisensi
Hak Cipta (c) 2025 Jakiroh Jakiroh, Sutrisno Sutrisno, Melania Melania, Rudy Hartanto, Sriyunia Anizar
Artikel ini berlisensi Creative Commons Attribution 4.0 International License.
Aktiva: Journal Of Accountancy and Management is using CC-BY license as the optimal license for the publication, distribution, use, and reuse of scholarly work.
Authors retain copyright and grant the journal right of first publication with the work simultaneously. Aktiva: Journal Of Accountancy and Management is licensed under a Creative Commons Attribution 4.0 International.
