The Influence of Work Discipline and Organizational Culture on Employee Performance in Office Investment and Integrated Services One-Stop Karawang District

This study aims to determine and analyze (1) whether Work Discipline and Organizational Culture have a partial effect on employee performance at the Office of the Investment and One Stop Integrated Service Office of Karawang Regency (2) whether Work Discipline and Organizational Culture have a simultaneous effect on employee performance at Office of the Office of Investment and One-Stop Integrated Services Karawang Regency. This research was conducted at the Office of the Office of Investment and One Stop Services, Karawang Regency. The type of research used is quantitative research. The total population in this study were 60 employees. The sampling technique used is the saturated sampling technique (SESUS). Data collection techniques were carried out through the distribution of questionnaires. The data analysis method used is descriptive statistical analysis and multiple linear regression analysis. The results of the study concluded that (1) Work Discipline and Organizational Culture, had no effect on employee performance at the Office of Investment and One Stop Integrated Services in Karawang Regency (2) Work Discipline and Organizational Culture simultaneously had a positive but not significant effect on employee performance at the Service Office of Investment and One Stop Integrated Services Karawang Regency (3) Work discipline is the most dominant variable affecting employee performance.


Introduction
In the process of implementing government activities, the achievement of a success the goals that have been set will be achieved because of the role of human resources [1].Role human resources that is to determine the factors in an achievement productivity in a government agency [2].The process of achieving productivity can be skipped by implementing effective and efficient management of human resources."Effective and efficient human resource management is a necessary strategy applied to government agencies in the management of human resources for carry out the vision and mission which includes several work activities that can also be influence the achievement of an employee's work performance with reliable resources" [3].
A government activity will certainly run smoothly if it is included reliable human resources.In creating a reliable human resource then, government agencies are expected to be able to manage the quality of resources man [4]."The quality of human resources also consists of employees who have entered their age workforce, educated, able to contribute, and also responsible for adjustment of the main tasks and objective functions that have been determined, the availability of resources quality, it can affect employee performance" [3].
"Performance is a result that a person or group of insiders can achieve a company in accordance with the authority and responsibility of each on a achieving the goals of an organization legally, not breaking the law and not really contrary to morals and ethics" [5]."Performance is an achievement of results work carried out by each individual or group of an institution according to authority and responsibility by complying with a regulation legally and not violating it rules and also does not conflict with morals and ethics in achieving a goal organization" [3].All elements in it carry out the form of performance in an organization.
"Performance can also be seen as a process or work result.Performance too is one of the measurements commonly used by many organizations and Organizations Company evaluates its employees.In addition, an assessment that uses performance, employees can also be assessed through the level of attendance and absence, dedication in doing a given task, loyalty to the company and its work and other factors" [6] [7].
One of the goals of a company is to increase employee performance, as was done by the Office of Investment and One-Stop Services Karawang Regency.Performance is something that employees directly do, and it can be observed."Improvement of a very high employee performance important in the role of an organization, because with increased employee performance, the goals of an organization will be achieved properly.Therefore an organization is always trying to improve employee performance.In order for the purpose of the organization can be achieved immediately" [8] [9].The following are the KPI results (key performance indicators): Based on Table 1 above, it can be seen in the results of the main performance indicator values that the total value of national-scale investment (PMA/PMDN) in 2019 target achievement is not achieved where the target was 28,863 and the results were only 24,296.In 2020 the achievement target has still not been achieved with the targeted achievement of 29,898 for its achievements only reached 16,739.In 2021 the achievement target is achieved with achievements the target is 17,074 and the results are 26,632.For indicators the main performance of the Community Satisfaction Index (IKM) in 2019 the achievement target was achieved with the same result as the targeted achievement of 81.97.In 2020 targets also achieved with the same result of 82.5.Whereas in 2021 the target the achievements decreased or were not achieved where the targeted achievements were 83 and and the achievement was 82.54.As for the achievement of DPMPTSP performance indicators Karawang Regency has set a community satisfaction index achievement target for the year 2021 that is 83.
One aspect that can help improve the performance of employees is the culture organization."In a company, organizational culture is a level of behavior employees who are used as guidelines in organizing within a company" [10]."Organizational culture is one of the invisible, capable forces move people in an organization to carry out a work activity.A strong organizational culture will support the goals of government agencies" [11].
Organizational culture is the initial stage of realizing individual values and careful trust in employee behavior.Culture is drawn on a value principle that is printed on each individual covering morals.Attitudes, religion, customs.Consistency between cultures organization through the values stored by members of the organization to improve high employee performance, then encourage individuals to persist in following one company and have a long term career [12].
The form of organizational culture found in the Investment Service Office and One-Stop Integrated Service in Karawang Regency, such as employees doing tasks and authority by applicable regulations, maintain confidential information, carry out every policy set by the authorized official, build an ethos work to improve organizational performance, establish cooperative cooperation with units other work that is bound in the context of achieving goals, has competence in implementation of tasks, adhere to and adhere to operational standards and work procedures, develop creative and innovative thinking in order to improve organizational performance, and lastly oriented towards efforts to improve the quality of work.
The performance of employees will increase if an organization has a positive attitude discipline towards its employees, this discipline attitude is important in management of human resources of an organization."Employee work discipline, namely capital which must be owned by all employees at the Investment Service Office and the Karawang Regency One Stop Service because it involves giving public service" [13]."Discipline is one of management's actions in encouraging employees to comply with the demands of the various provisions in other words, namely disciplinary action Staff is a form of training that seeks to improve and assist something knowledge of attitudes and forms of behavior of employees so that employees like them willing to cooperate with other employees to improve performance so that goals are achieved company" [14]  Based on Table 2.It can be seen that the highest percentage is equal to 40% in September, November and December 2021.Each month, there are always employees who are late to work hours with an average delay as many as 22 employees.In addition, delays of several months are also seen employees who are absent from work for various reasons ranging from leave, sickness, permits to there is no information (alpa), which consequently will also affect the deduction TPP (Additional Employee Income) allowances.The problem in this study is to determine the effect of work discipline and Organizational Culture on Employee Performance at the Investment Service Office and One Stop Service in Karawang Regency.

Types of Research
The type of research used is quantitative research.The total population in this study as many as 60 employees.The sampling technique used is saturated sampling technique (sesus).Data collection techniques were carried out through distributing questionnaires.Data analysis method used namely descriptive statistical analysis and multiple linear regression analysis.The analysis tool SPSS 22 was used.The place for this research was carried out at the Service Office Investment and One-Stop Integrated Services (DPMPTSP) Karawang Regency.The data taken for this research material uses primary and secondary data.Primary data was obtained by distributing questionnaires to employees.

Data Collection Tehcnique
The data collection technique, according to Sugiyono is "a most important step in research activities, because the main goal in research is to get data" [16].Direct observation at the Investment Service Office and One-Stop Integrated Service (DPMPTSP) Karawang Regency is carried out for obtain the information needed for research and to support the data then the researcher did several ways of collecting data, namely as follows: Observation, Sugiyono states, "observation is the basis of all science and knowledge.Scientists can only work based on data, namely facts about the real world obtained through observation" [17].Direct observations were made on Office of the Investment Service and One Stop Service, Karawang Regency by searching for data according to the subject matter in the research so that the data is obtained real, relevant, and objective.Structured Interviews, "Structured interviews are used as a technique data collection, if the researcher or data collector already knows about the information that will be obtained" [17].In conducting this interview the researcher has Prepare a series of questions in accordance with the subject matter of the research that will be discussed given to respondents.Each answer from the respondent is recorded and documented then analysis is carried out.Questionnaire, "Questionnaire is a data collection technique that is done by giving a set of questions or a written statement to all respondents to answer" [17].Each respondent was given a question the researcher had compiled according to the studied variables, each question is given an alternative answer for selected by the respondents.

Classic Assumption Test
"The classic assumption test is a statistical requirement that must be met in linear analysis multiple based on ordinary least squares (OLS).So the regression analysis is not based on OLS does not require classical assumption requirements, such as logistic regression or ordinal regression.Likewise, the classical assumption test must be carried out in the analysis linear regression, for example, namely the multicollinearity test or can also be used in analysis simple linear regression and autocorrelation tests do not need to be applied to cross-sectional data.There are several test tools that are often used in a classic assumption test, namely: are Normality Test, Multicollinearity Test, Heteroskeadicity Test, and Autolorelation Test" [18] [19].

Descriptive Analysis
"Descriptive statistics is a statistic that studies grammar how to collect, compile, present, and analyze research data in the form of numbers to provide an orderly picture systematically, concise and clear about a symptom, situation and event so that meaning can be drawn interpretive.Descriptive statistics only relate to things outlining or provide information about a data, situation or phenomenon.In other words, descriptive statistics only serve to describe or explain conditions, symptoms or problems" [18].

Validity Test
"Validity test is used to measure the validity or validity of a questionnaire.If r count (Corrected Item-Total Correlation) is greater than r table and a positive value, then the item or the question or indicator is declared valid" [20]."Basic take the decision is whether or not the questionnaire is valid if r is positive, sera r > 0.30, then the question item declared valid and if r is not positive, and r <0.30, then the question item is declared not valid" [16].When seen from Table 3.It is found that all indicators have equal values greater than the significance value so that all indicators are declared valid.When seen from Table 4.So it is found that all indicators have a value greater than the significance value so that all indicators are declared valid.When seen from Table 5.So it is found that all indicators have a value greater than the significance value so that all indicators are declared valid.

Reliability Test
"To know whether the data under study is reliable or reliable, it is necessary compared the Cronbach alpha value with the SPSS calculated value.In accordance with the provisions then the provisions of the Cronbach value are 0.6 which means that the value is greater than the SPSS calculation then the questionnaire is declared reliable, and vice versa " [17].The Table 6 can be concluded that all variables "Reliable", because it has value cronbach alpha greater than 0.6 according to what was stated by [17].

Normally Test
"The Normality Test is used to determine whether the independent variable or the dependent variable studied in the analysis of phenomena is normally distributed or not.Method determine the standardized residual p-plot test and histogram regression by looking at the results on SPSS calculations.The p-plot regression test of standardized residuals and data histograms is said to be normal if the value (Sig) is greater than 0.5 then the data analysis of the phenomenon normally distributed.Conversely, if the value (Sig) is less than 0.5 then the data is a phenomenon analysis not normally distributed" [17].The Table 7 shows the significant Unstandardized Residual Kolmogorov Smirnov value of 0.200.Based on these results 0.200>0.005, it can be concluded that the data is normally distributed.

Multicollinearity Test
"The multicollinearity test aims to test whether the regression model found a correlation between independent variables (independent).How to detect the existence of Multicollinearity in the regression model is the Variable Inflation Factor (VIF), the condition of an independent regression model Multicollinearity is the value of VIF <10.Tolerance, the condition for an independent regression model Multicollinearity, namely the tolerance value > 0.1 " [20].A regression model is declared free of multicollinearity if it has a tolerance value > 0.1 and a VIF value < 10.From the Table 8 it can be seen that all independent variables have a tolerance value > 0.1, and a VIF value < 10.This means that there is no multicollinearity in the variables.X1, X2, and Y. Source: Results of SPSS Data Processing, 2022

Heteroscedasticity Test
Analysis of the heteroscedasticity test phenomenon is carried out by looking at the scatterplot graph.The following provisions according to [20] regarding the heteroscedasticity test are "a) If there is a pattern such as the dots that form a certain pattern that is regular (wavy, widened, then narrows), then there is an indication of heteroscedasticity b) If there is no consistent pattern clear, as the data points spread above and below the number 0 on the Y axis, dots collect only above and below, the spread of data points may not form the wavy pattern widens then narrows and widens again, a spread of dots the data is not patterned, there is no heteroscedasticity" [20].Figure 1 shows that the data is spread on the Y-axis both above the point zero and below zero.So based on this there are no symptom heteroscedasticity in this study so that testing can be continued.

Multiple Regression Analysis
"Multiple linear analysis is an analysis used to test something linear relationship between the two independent variables (independent) and the dependent variable (dependent)" [20].Related to the influence of Work Discipline (X1) and Culture Organization (X2) versus Performance (Y) model.From the results of testing the data using SPSS 22, the results are obtained in Table 9 as follows : The value for the work discipline variable (X1) is 0.024.This shows that the work discipline variable (X1) has a positive on performance variables but is not significant.The value for the organizational culture variable (X2) is -0.078.This shows that the organizational culture variable has a negative value on performance variables and is not significant.
Source: Results of SPSS Data Processing, 2022  "The t test aims to see whether there is a significant effect of the variable independent of the dependent variable.To do the t test, the test is done with the level significant 0.05 (α = 5%).The hypothesis is accepted or rejected using two criteria: comparing the calculated t value with the t table and then seeing the significance.Is t count > t table, then the hypothesis is accepted.If t count < t table, then H1 rejected and H0 accepted.The second criterion is: If the significant value is <0.05 then the hypothesis accepted.If the significant value is > 0.05 then the hypothesis is rejected.The Equation 1 for finding t table: Degree of freedom (df) = number of samples (n) -independent variable (k) Df = n-k 60-2 = 58 || value α = 0.05 2 way test at df 58 = 2.001" [21].
(1) The Table 10 shows that to see the results of this partial test is done by: First, could you look for the calculated t value to be compared with the t table and look for the significant value?The independent variable that the researcher intends is the Work Discipline variable (X1) and Organizational Culture variable (X2).The results of the partial test of the work discipline variable (X1) on employee performance (Y) are the calculated t values equal to 161 > 2.001, meaning that the work discipline variable has a negative influence on employee performance variables.The influence of work discipline variables on employee performance is not significant with a value of 0.872 > 0.05, which means the hypothesis is rejected.Furthermore, the results of the partial test of Organizational Culture variable (X2) on performance (Y) value of t the count is 373 > 2.001, meaning that the organizational culture variable has a negative influence on employee performance variables.The influence of organizational culture variables on performance employee is not significant with a value of 0.710 > 0.05, which means the hypothesis is rejected.

F Test (Simultaneous)
"The F test aims to test whether the variables X1 and X2 significantly affect the Y variable.The criteria for testing the F test are the level significant by 0.05 (α = 5%).In determining the decision of the value of F-count or area decision, namely where the null hypothesis area is accepted or rejected" [20].For The criteria for determining F-count are as follows: If F-count > F-table, then p value <α = 0.05, then Ho is rejected and Ha is accepted, so the ft regression model is accepted.If F-count <F-table, or p-value > α = 0.05, then Ho is accepted and Ha is rejected, then the regression model is not good or the hypothesis is rejected.The Equation 2 for finding the F table is as follows: Df 1 = quantifies || df 1 = number of independent variables = 2, then this df = 2 Df 2 = denominator || df 2 = n -k -1 60 -2-1 = 57,  then df 2 is = 57.
(2) After looking at the F test table, it can be seen that the results of df1 and df2 are = 0.094 The Table 11 shows that to see simultaneous tests in a first way first look for the calculated f value to be compared with the t table and look for the value its significance.The independent variable (k) that the researcher intends is work discipline (X1) and Organizational culture (X2) together with employee performance (Y) has F count which is bigger than F table, more details like (F count = 3.519 > F table = 0.094) with its significance (Sig, 0.910 > 0.05).So based on the test obtained that the variables of work discipline and organizational culture have a positive effect on the variables performance but not significant.Therefore the hypothesis in this study was rejected.

Test the Coefficient of Determination
"The coefficient of determination (R2) is aimed at measuring how far the ability is model in explaining a variation of the dependent variable.A value of the coefficient of determination that is the relationship between zero and one.A small R2 value means that it shows the ability of the variable el-independent variable in explaining a very limited dependent variation" [20] [22].
"The coefficient of determination (R2), in essence, only measures the ability to explain a variation of the dependent variable.The value of the coefficient of determination is between zero and one values.R2 value small means the ability of the independent variables in explains a very limited variation of the dependent variable" [20].Based on the SPSS output in the Table 12, it can be seen that from a calculation result, the coefficient of determination (R2) is indicated by the R Square value of 0.057.This means that the coefficient of determination of the influence of work discipline (X1) and organizational culture (X2) has a contribution to performance (Y) of 0.003.Source: Results of SPSS Data Processing, 2022

Discussion
Based on the results of Simultaneous Tests that have been carried out by researchers using f test results show that work discipline (X1) does not have a significant effect; however has a positive direction of influence on employee performance (Y).This can be known has a larger F count than F table, more details like (F count = 3.519 > F table = 0.094 ) with a significance (Sig.0.910 > 0.05).Based on this then Discipline work on employee performance, the results have a positive influence but not significant as well as the research hypothesis simultaneously rejected.The results in this study are in line with findings [12].Based on the results of the partial test that has been carried out by researchers using tests t (partial) Organizational Culture variable (X2) on performance (Y), the t value is 373 > 2.001, meaning that the organizational culture variable has a negative influence on the variable employee performance.The influence of organizational culture variables on employee performance is not significant with a value of 0.710 > 0.05 which means the hypothesis is rejected.Results in this study in line with [12].

Conclusion
Based on an analysis of research results and discussion that has been put forward, obtained conclusion as follows: Work discipline has no significant effect and has a positive value on performance employees at the Investment and One-Stop Service Office Karawang Regency.Organizational culture has no significant effect and has a negative value on performance employees at the Investment and One-Stop Service Office Karawang Regency.Work discipline and organizational culture simultaneously have a positive effect on employee performance at the District Investment and One-Stop Service Office Karawang but not significant.Therefore the hypothesis in this study was rejected.

Table 1 .
KPI Source: Data processed from the DPMPTSP Office, 2022

Table 7 .
Source : Results of SPSS Data Processing, 2022

Table 9 .
Multiple regression analysis

Table 12 .
The coefficient of Determination R2