Employee Performance Reviewed By Leadership and Work Discipline at the East Cikarang District Office

This research aims to test and analyze employee performance in terms of leadership and work discipline of East Cikarang District Office employees. This research approach is quantitative with an associative type. The number of samples is the same as the population because it uses a sample determination technique, namely non-probability sampling, totaling 46 people. The method used to carry out data analysis is multiple linear regression. The results of the partial and joint analysis also show that employee performance can increase because it is influenced by the leadership and work discipline of employees at the East Cikarang District Office. The joint contribution of leadership and work discipline variables to performance is 91%, with 9% being the influence of other factors.


Introduction
The existence of human resources in an institution is vital because this is related to achieving the goals of the institution itself [1].The realization of the goals that have been set shows that the performance of human resources is being carried out well [2].Performance is the output produced well by someone who does a job or activity [3].The creation of good performance is a manifestation that the values existing in an institution are implemented by its employees [4].Like employees at the East Cikarang District Office.
The East Cikarang District Office is a line office of the Regional Government that is directly connected with the community and has a role in providing guidance to sub-districts/villages in the East Cikarang administrative area.As an office that is included in the type of public service, the East Cikarang District Office must be able to have employees who are competent in their duties, bearing in mind that their role, apart from providing guidance, is also to serve the community.However, in reality, it is still seen that several East Cikarang District employees are not working optimally.The lack of optimal performance reflects that the completion of services or work to the community is not carried out with high commitment and responsibility as a public servant based on a good governance system.This can be proven by the following graph of preliminary preliminary research results.

Source : East Cikarang District Office, 2022
The Figure 1 explains that the performance conditions of employees at the East Cikarang District Office are still relatively low.It can be seen that the aspects of discipline, cooperation, commitment, and service orientation have a score below 80 based on the assessment criteria in the SKP for the East Cikarang District Office.Of course, this must immediately be thoroughly evaluated by the East Cikarang District Office, because if it continues it will reflect poor service quality.And it is not good that the quality of service reflects that the performance of the employees is still low.Weak implementation of leadership and low awareness in the application of discipline are suspected causes of low employee performance at the East Cikarang District Office.
Leadership is the process of a leader creating a vision and interacting by influencing each other to realize the vision which will ultimately achieve the company's goals [5].Leaders are figures or elite members of the organizational system who are known to their subordinates and who attempt to influence their subordinates directly or indirectly [6].The fundamental thing in leadership activities is the ability of a leader or superior to influence his subordinates in carrying out tasks or work so that they can be completed on time by the organization's expectations so as to produce optimal performance [7].
Employee discipline is also an important part of efforts to improve performance [8].This is because discipline in work aims to encourage all employees to comply with the regulations or norms and values that exist at the East Cikarang District Office.Because without implementing work discipline, it will certainly hinder the achievement of institutional goals [9].The importance of applying discipline in carrying out work is proven by [10] where in his study he explains that applying work discipline in an organization is a necessity because this can have an impact on achieving institutional goals.Based on the description above, this research aims to determine employee performance in terms of leadership and work discipline at the East Cikarang District Office, both partially and simultaneously.

Research Method
This research approach is quantitative research that focuses only on employee performance in terms of leadership and work discipline at the East Cikarang District Office.The type of research is associative.Associative research is research that aims to identify the relationship between 2 or more variables.The independent variables used are leadership and work discipline as well as performance variables.
The research timeline starts from April -July 2022, with the research object at the East Cikarang District Office located at Jalan.Citarik Lama Raya No. 37, Jatibaru Village, East Cikarang District, Kab.Bekasi West Java Province l7530.East Cikarang District Office employees served as subjects in this research.Where the number is 46 people.This number is the population in the study.The sampling technique uses a saturated sample.

Figure 1. Employee Performance Assessment at the East Cikarang District Office
This research was conducted guided by research procedures.This research starts with choosing a research title, then conducting a pre-survey to find out about the problem to be solved.The next step is searching for and collecting sources that can be used as research data so that conclusions can be drawn from this research.
The research data source is primary data, meaning that the data is obtained directly and then collected by the person who needs the data.Data obtained through questionnaires or interviews.This primary data was obtained directly from the research sample, namely through a questionnaire related to the problem being studied.A literature study is a type of secondary data that is used as additional research data.The research instrument is a set of tools that can be used to collect the data required by researchers in the form of a questionnaire [11].When distributing questionnaires, a scale is used to make it easier for respondents to answer.The Likert scale used in this research has prepared answer options starting from (STS) or Strongly Disagree with a weight of 1, (TS) or Disagree with a weight of 2, (CS) or Quite Agree with a weight of 3, (S) or Agree with a weight of 4 and (SS) or Strongly Agree with a weight of 5. Data collection is a systematic and structured method.The research data collection technique is the questionnaire distribution technique.Data analysis is one of the efforts to answer problem formulation and prove temporary assumptions in research [12].The use of statistical analysis techniques is verification using multiple linear regression.

Validity and Reliability Test
Validity analysis is an analysis of measuring the level of validity of data that has been obtained from the results of distributing questionnaires [13].The critical value used as a basis for making decisions is 0.361.Reliability testing is an analysis used to see the measurement results of the data that has been obtained so that it can be trusted it can proceed to the next analysis with the existing data.The critical value used as a basis for decision making is 0.6.It can be seen from the Table 1 of validity testing results for all the variables used in the research above that all of them are said to be valid.Because the calculated r-value is greater than the critical value.It can be seen from the Table 2 of data reliability testing results that all research variables are declared reliable because they show that Cronbach's Alpha value exceeds the predetermined critical value.

Normality Test
A normality test is used to measure whether the data obtained is normally distributed or not [14].Here are the results.It can be seen from the Table 3 of data normality test results that all the variables used in this research above are all said to be normal because the sig value is 0.200 > 0.005.Source : Data processing result 2022

Multicollinearity Test
Multicollinearity test to determine whether there is a deviation or not from the classic assumption of multicollinearity, namely the existence of a linear relationship between independent variables in the form of regression [15].To determine the formation of multicollinearity, is done by looking at whether the Variance Inflation Factor (VIF) number is less than 10, which is a limited form of multicollinearity.In accordance with the results of the analysis, the independent variable as a whole does not have symptoms of multicollinearity because it shows a tolerance value of 0.164 which is greater than 0.10 (0.164 > 0.10) while the Variance Inflation Factor value of 6.098 is smaller than 10.00 (6.098 > 10, 00).

Heteroscedasticity Test
The heteroscedastic test is used to determine whether or not there are variance deviations from the residuals for all observations in the regression model [16].Based on the results of the analysis, it was found that all variables declared independent did not experience symptoms of heteroscedasticity.Because all independent variables had a significance value of >0.05 for the residual value of the performance variable (Y).The Effect of Shopping Lifestyle and Product Quality on Impulse Buying that the value of Sig.0.000 < 0.05 and the calculated F value is 16.069 > 3.09 so it can be concluded that H3 is accepted The Table 4 produces the following research multiple regression Equations 1: Y = 1.344+ 0.636X + 0.319X + ɛ (1) Information: The constant shows 1.344, then if there is no leadership and work discipline, employee performance will be 1.344.The regression coefficient X1 shows 0.636, so every increase in one leadership unit will increase employee performance by 0.636.Conversely, every decrease in one leadership unit will reduce employee performance by 0.636, assuming that work discipline remains.The regression coefficient X2 shows 0.319, so every increase in work discipline by one unit will increase employee performance by 0.329.And conversely, every one unit decrease in work discipline will reduce employee performance by 0.319, assuming that leadership remains.The Table 5 shows the Adjust R Square (R2) value of 0.910 or 91%.So the conclusion is that the two independent variables.It can explain the dependent variable and only the remaining 9% (100-91%) shows that the performance of East Cikarang District Office employees is explained by other variables.

Hypothesis Testing t Test (Partial)
This test was carried out to partially explain the influence of the independent variable on the dependent variable.The critical value used as a basis for determining decisions is 0.05.Condition accepts this test if the p-value of each variable has a value smaller than 0.05, but if the p-value of each variable has a value greater than 0.05, the decision is Ha rejected.Information: The results of the Table 6 t-test explain that the leadership variable (X1) obtained a t value of 5.571 with a probability value of 0.000.The probability value is less than the alpha value of 0.05.This means that H1 is accepted, so there is a partially significant positive influence of leadership on employee performance at the East Cikarang District Office (Y).The results of the t test explain that the work discipline variable (X2) obtained a t value of 3.043 with a probability value of 0.004.This probability value is below the alpha value of 0.05.This means that H1 is accepted, so there is a partially significant positive influence of work discipline on employee performance at the East Cikarang District Office (Y).

F Test (Simultaneous)
Simultaneous test (F) to see the influence of all independent variables together on the dependent variable [17].Table 7 shows that the Fcount value obtained in this study was 217.350 with a probability level of 0.000.Whose value is below 0.05.So it can be explained that all the independent variables used in this research (leadership and work discipline) have a joint influence on employee performance at the East Cikarang District Office.

Discussion
The test results on the leadership variable (X1) on employee performance at the East Cikarang District Office are the results of research analysis that shows leadership influences employee performance at the East Cikarang District Office positively and significantly.Relevant to the results of other research which shows leadership influences performance [18].
The results of testing the work discipline variable (X2) on employee performance at the East Cikarang District Office as research analysis shows that work discipline influences employee performance positively and significantly.Relevant to the results of other research which shows work discipline influences performance [19].
The test results on the leadership (X1) and work discipline (X2) variables on employee performance at the East Cikarang District Office as an analysis of this research show that leadership and work discipline influence employee performance at the East Cikarang District Office positively and significantly.Relevant to the results of other research which shows leadership and work discipline influence performance [20].

Conclusion
This research concludes that, partially and simultaneously.Leadership and work discipline have a positive and significant influence on employee performance at the East Cikarang District Office.These results reveal that leadership and discipline are important aspects for an agency in improving employee performance, especially for public service agencies.

Table 1 .
Variable Validity Test Results

Table 5 .
Coefficient of Determination Test

Table 6 .
Variable Reliability Test Results