Effect of Work Environment and Work Discipline on Employee Performance in the District Office Majalaya, Karawang District

The purpose of this study was to see and assess how the work environment and work discipline affect the performance of employees in the Majalaya District office, Karawang Regency. Quantitative research methodology is used in this study. The distribution of questionnaires, interviews and observations are data collection methods in this study. By using a saturated sample of 40 employees at the Majalaya District office, the sample is determined. The data analysis technique used validity test, reliability test, normality test, heteroscedasticity test, multiple analysis technique, coefficient of determination, significance test. The results showed that the factors of the work environment and work discipline which were studied partially and simultaneously had a major effect on the performance of employees at the Majalaya District office, Karawang Regency.


Introduction
Government organizations have an important role in carrying out government functions and offering public services to society as a whole.The district or city regional apparatus as referred to in Article 120 paragraph (2) of Law Number 32 of 2004 concerning Regional Government consists of regional secretariats, DPRD secretariats, regional offices, regional technical institutions, subdistricts, and sub districts [1].A leader in government must be able to motivate his followers to carry out their duties and take part in government, development and community activities efficiently and effectively [2].
Human resources with strong performance are needed for this purpose.The movers and decision makers in running a company or government agency are people.The effectiveness of an organization or institution is greatly influenced by how well or poorly the resources are developed [3].In determining whether a company or organization will survive or fail in a particular organization it is influenced by human resources who play an important role [4].
Performance is defined as the result of a job from a cooperative that has been completed in accordance with the duties and authority given to each member of the organization in an effort to comply with applicable laws and ethical standards and not violate them [5].Effective and efficient performance results certainly affect the success of superiors in providing direction to their employees in managing a company or agency [6].Performance as a manifestation of the work behavior of an employee that is shown as work performance in accordance with his role in a company within a certain period of time [7].Every company or organization has evaluation of each of its employees.The performance evaluation at the Majalaya District Office itself uses a work planning assessment or what is commonly called an employee work target (SKP), this performance assessment is carried out to find out and measure the performance of periodic employees every year.From the Table 1.It shows that the achievement of employees is still not optimal.This can be seen from the Employee Work Target Value (SKP) data in 2021.where the data describes that the employee performance target is 50.49%, which means that there are still goals that have not been achieved and have not reached the desired target of 100%, and as for orientation Integrity, commitment, discipline, and cooperation have an average value of 80.00% at the Majalaya District Office itself which still needs attention because it is still less than the desired target of 100%.The work environment is a very important component when employees carry out work activities.
The work environment is divided into two, namely the physical and non-physical work environment.The physical work environment, for example, includes lighting, color, sound, and music, while non-physical examples include employee welfare, work atmosphere, relations between employees [8].By paying attention to a good work environment it will create working conditions that are able to provide motivation to work, because a safe work environment can develop creativity and good cooperation between employees and can improve the work performance of the employees themselves [9].If employees are able to carry out their duties in an ideal, safe, enjoyable and healthy manner, then they will be able to do so effectively and adequately [10].Based on the observations of researchers at the Majalaya District Office, there is still a need for a lot of improvement because there is still a lack of attention to environmental conditions in the work space, such as some of the rooms that still lack lighting, then facilities in the office, such as a place to archive data, still look messy.thus making it difficult for employees to find documents if they are needed at any time, then the air ventilation in the room where employees work does not function properly so that the existing air circulation still causes a feeling of heat and stuffiness for employees who work.
Work discipline is one of the important factors to achieve good performance [11].There will be many rules, regulations and requirements that must be complied with throughout the existence of the organization or agency.In other words, organizations actually need a strong work ethic because it will help them achieve their goals and get the results they want.A person's awareness and willingness to follow organizational rules and social standards is an indicator of their discipline [12].Work discipline is an attitude, an act to always obey the rules [13].So, either way voluntarily or by coercion, someone will be willing to follow the rules and carry out their duties.There needs to be better discipline in business or groups.Thus, the ability of a company or organization to achieve its goals depends on its employees complying with regulations and maintaining work discipline.Table 2 describes employee absences at the Majalaya District Office in July with achievements of 99.85%, August 100%, September 99.99%, October 100%, November 99.88%, December 99.97%.It is still seen that there are several employees who are often late for absences so that the achievement of absenteeism is less than 100%.This shows that the level of employee discipline is still low and needs to be improved.In addition, researchers also found that the Majalaya District Office itself was still it is seen that many employees use office breaks for too long and often even during working hours many employees leave and use office hours for their personal interests, of course this proves that they still need attention so that employees can follow the rules set by the company.Based on the phenomenon of the problems that the researchers have described above, this study will explore and examine the influence of the work environment and work discipline on employee performance at the Majalaya District Office, Karawang Regency.

Types of Research
This study uses a quantitative methodology.Quantitative research method according to Sugiyono can be understood as a research method based on a positivist philosophy, used to research certain populations or samples, collecting data using research instruments, and analyzing data quantitative or statistical [14].The Majalaya District Office, Karawang Regency, is the material for discussing this research regarding the impact of the work environment and work discipline on employee performance.

Time and Place of Research
This research was conducted throughout March and May 2022.The research process was carried out in stages and adapted to the demands of individual researchers.This research was conducted at the Majalaya District Office located in Karawang Regency, West Java Province on Jl.Abdul Halim No. 83.

Research Targaet/Subject
The sample is part of the size and composition of the population if the total population is less than 100 people.Then the research is called population research or census research [15].The number of research samples was 40 people because that number was all workers in the Majalaya District Office, Karawang Regency.

Data Collection Tehcnique
Primary and secondary data sources are used in collecting research data, which takes place in various situations, using various sources, and in various ways [16].If viewed from the point of view of data collection procedures or techniques, these methods or approaches include interviews, surveys (questionnaires), observing (observation), and combining the three.The following data collection methods were used in this study: Questionnaire, the researcher makes a questionnaire in the form of a statement which is then given to the respondent in the hope of being able to fill out, answer the statement honestly, and provide the requested information.Interviews, especially direct interviews between researchers and staff members regarding the research to be carried out.To collect more precise data, interviews were conducted in the form of questions asked to the relevant workers.The data collection method is by observation, namely by direct observation at the research location.By using a saturated sampling technique and a Likert scale with a certain range of Judges, the data in the final sample is determined.

Data Analysis Technique
Multiple linear regression analysis is used as a data analysis method in this study.SPSS (Statistical Package for Social Sciences) is a computer application used to analyze data with statistical analysis [17].SPSS 23 is the version of SPSS used in this study.From the following Table 3 it can be concluded that all instrument items related to the work environment are valid because the r count on the work environment variable is greater than r table = 0.361.The instrument is considered valid if the r-count exceeds the r-table.These are the article or factors that determine whether an instrument is valid or not [15].From the following Table 4 it can be concluded that all instrument items related to work discipline are valid because the r count on the work discipline variable is greater than r table = 0.361.From the following Table 5 it can be concluded that all instrument items related to employee performance are valid because the r count on the employee performance variable is greater than r table = 0.361.

Reliability Test
The accuracy and precision of a measuring instrument in a measurement method is tested for its reliability.If the respondent's response to a question is constant or stable over time, the questionnaire is said to be reliable.A variable is said to be reliable if it has a value Cornbrach's Alpha>0.60 [18].Work Environment variables (X1), Work Discipline variables (X2), and Performance variables (Y) are all considered reliable based on the findings of the reliability test statistics in the Table 6 above.All variables tested have a value cronbach's alpha>0.06.

Normally Test
The normality test is used to determine whether the dependent variable in a regression model is normally distributed or not [19] [20].If the test significance value Kolmogorov-Smirnov the nonstandardized residual is greater than 0.05 (Sig.> 0.05), then the data distribution is considered normal otherwise if the value is less than 0.05 (Sig.<0.05), then the distribution is said to be abnormal.The significance level or probability value of the unstandardized residual has a significance value of 0.200, as can be seen from the normality test data in the Table 7.Thus, it can be said that variable data is regularly distributed.

Multicollinearity Test
The multicollinearity test is to determine whether there is a correlation between the dependent variables in the regression model.There should be no relationship between the independent variables in the corresponding regression model [18].The conclusion that the independent variables Table 8 below, that the independent variables from assumptions can be drawn from the results of the multicollinearity test, which shows that all independent variables have a VIF value of less than 0.10 (VIF < 10) and a tolerance value greater than 0.10 (tolerance > 0.10 ).
Source: Results of SPSS Data Processing, 2022

Heteroscedasticity Test
The heteroscedasticity test is used to determine whether the variance between the residuals of one observation and separate observations in the regression model is not the same [18].The results of the heteroscedasticity test using the scatterplot are shown below.As can be observed from the scatterplot graph in Figure 1 below, there is no distinct pattern because the points are spread unevenly above and below the zero axis on the Y axis.Therefore, it can be said that this study does not show signs of heteroscedasticity.

Multiple Regression Analysis
There is a linear relationship between one independent variable, such as work environment (X1) and work discipline (X2), and the dependent variable performance (Y) in multiple linear regression analysis.The purpose of this analysis is to ascertain whether the relationship between the independent and dependent variables is positive or negative and to predict whether the value of the independent variable will increase or decrease.Regression Equation 1 : Y = 3.217 + 0.324X + 0.618X + ε (1) The following Table 9 can be concluded from the results of multiple linear regression: Employee performance (Y) is positively correlated with the value of the Work Environment Variable (X1) of 0.324, which indicates that in Majalaya Regency, employee performance increases as the value of the work environment increases.Employee performance (Y) is positively correlated with the value of the Work Discipline Variable (X2) of 0.618, which indicates that in Majalaya Regency, employee performance increases along with the increase in the value of work discipline.
Source: Results of SPSS Data Processing, 2022

T Test (Partial Test)
The t test (partial test) can be used to determine the extent to which one or more independent variables have an individual effect on the related variables.
-If t count > t table and sig value < ɑ = 0.05 then H0 is rejected and H1 is accepted -If t count < table and sig value > ɑ = 0.05 then H0 is rejected and H1 is rejected The Work Environment Variable (X1) in the Table 10 has a t-count value of 2.372 and is supported by a significance value of 0.000, which means it is less than 0.05 or 5 percent which indicates a significant effect on Employee Performance (Y).Meanwhile, the Work Discipline Variable (X2) has a t-count value of 3.957 which is supported by a significance value of 0.000 and also indicates that the value is less than 0.05 or 5 percent which indicates that the Work Discipline variable (X2) has a significant and acceptable effect on performance Employee (Y).The F statistical test is needed because the purpose of simultaneous testing is to ascertain whether all independent variables have a combined effect on the related variables [18].Both work environment variables (X1) and work discipline variables (X2) affect employee performance (Y) simultaneously.In this test, the means of two or more groups are compared using the ANOVA test model (Analysis of Variance).

Test the Coefficient of Determination
To find out the strength of the relationship between work environment variables (X1) and work discipline variables (X2) on employee performance (Y), the Coefficient of Determination Test is used.The results of data processing in the table above show the determination value seen in the R Square of 0.484 or 48.4% which indicates that the independent variables are the work environment (X1) and work discipline variables (X2) in the ups and downs of the dependent variable or employee performance (Y).The remaining 52.5% is explained by other causes that have not been investigated.The following

Discussion
Based on the analysis of the calculation results of SPSS version 23, the results of the t-test of the work environment research variable as an independent variable on employee performance as the dependent variable show the results of the calculation of the t-count value of 2.372, while the t table with a significant level of 5% (0.05) and the degrees of freedom (dk) = nk-1=40-2-1 = 37 is 2.026.By doing a comparison, namely t-count 2.372 > 2026, H0 is rejected and H1 is accepted with a significant value of 0.000 < 0.05, which means that the coefficient of the work environment variable has a positive and significant effect on employee performance variables [21].
Based on the analysis of the calculation results of SPSS version 23, the results of the t-test of the work environment research variable as an independent variable on employee performance as the dependent variable show the results of the calculation of the t-count value of 3.975, while the ttable with a significant level of 5% (0.05) and the degrees of freedom (dk) = nk-1=40-2-1 = 37 is 2.026.By making a comparison, namely t-count 3.975 > 2026 then H0 rejected and H1 accepted with a significant value of 0.000 <0.05, which means that the coefficient of the work environment variable has a positive and significant effect on employee performance variables [22].
The analysis of SPSS version 23 calculation results, the results of the simultaneous influence test of work environment and work discipline variables as independent variables on employee performance as the dependent variable obtained Fcount 17.355 > Ftable 3.45, which means H0 is rejected and H1 is accepted.So it can be concluded that there is a significant influence between work environment and work discipline on employee performance at the Majalaya District Office, Karawang Regency [23].

Conclusion
Based on the results of the research discussion, the following conclusions are obtained: The effect of the work environment studied simultaneously and partially has a significant or positive effect on employee performance at the Majalaya District Office, Karawang Regency.This means that if the work environment can be considered properly then the employee's performance will increase.Effect of Work Discipline Work studied simultaneously and partially has a significant or positive effect on employee performance at the Majalaya District Office, Karawang Regency.This means that if work discipline can be considered and carried out properly by employees, employee performance will also increase.He effect of work environment and work discipline studied simultaneously and partially has a significant or positive effect on employee performance at the Majalaya District Office, Karawang Regency.This means that if the work environment and work discipline increase, employee performance will also increase, conversely if the work environment and work discipline decrease, the employee performance will also decrease.

Table 1 .
Source: Data processed from the Majalaya District office, 2022

Table 4 .
Test the Validity of Work Discipline Variables (X2)

Table 9 .
Multiple regression analysis

Table 11 .
The test significance level of 0.00 is less than (0.05) and the F count is 17.355 indicating that the two factors between work environment variables and work discipline have a significant and simultaneous effect on employee performance.

Table 12
shows the results of the coefficient of determination: