Effect of Leadership Styles and Work Motivation Employee Performance Against the PT. Kimia Farma Palembang
Eka Fitria Pratiwi
Universitas Bina Darma Palembang
ABSTRACT
Eka Fitria Pratiwi, “The Effect of Leadership Styles and Work Motivation Employee Performance Against the PT. Kimia Farma Palembang “. Guided by Heriyanto and Fitriasuri. Formulation issue of whether there is an influence of leadership styles and motivation on employee performance at PT. Kimia Farma Palembang. The purpose of this study was to determine the style of leadership and motivation on employee performance at PT. Kimia Farma Palembang. Object of research is done on the PT. Kimia Farma Palembang. In this study using saturation sampling technique is the technique of sampling when all members of the population are used as samples. Multiple linear regression equation Y = 7.011-0.021 0.795 + leadership styles work motivation + e, the correlation coefficient of 0.684 indicates that the independent variables of leadership style and work motivation has a strong cohesion with the dependent variable is the performance of the employees. Magnitude of the coefficient of determination (R2) of 0.467 indicates that the dependent variable is the performance of the employees had a determination of 46.7% can be explained by the independent variables of leadership style and motivation sis any work while 53.3% is explained by other variables.
Keywords: Leadership styles, Motivation, Performance
BACKGROUND
Globalization crisis happened has affected all aspects of life of all countries all over the world, including Indonesia. The state of the Indonesian economy is now less so encouraging to the business in Indonesia. Decline in business conditions in Indonesia is thought to occur because of the global crisis. As a result of that many industries are experiencing losses in performing their activities, but to deal with the higher losses, the company is required to pay attention to all the aspects contained in the company. Some of the industry is currently experiencing a decline, one of which is the pharmaceutical industry where the pharmaceutical industry is one of the major industrial influence in Indonesia. As a developing country, Indonesia is a potential drug market.
PT. Kimia Farma Palembang can not understand the mission of the company. In other words, the company’s HR has not been functioning properly. The fact was discovered by the appearance of several phenomena employee performance within the PT. Kimia Farma Palembang. Personnel Manager suggests there is still a lack of assignment balance, use of work time is less effective, for example, employees pass the time at work to take a break or get out of his desk just for a chat and a late entry when recess was over. Absenteeism significant influence on the level of employee performance. Employee absenteeism reflects the working hours are not effective and will not cause a negative impact on the achievement of targets. Meanwhile, employees are actually required to work and use the time as effectively and efficiently as possible, so that the work performance of employees can function optimally.
Leadership style is certainly very influential in getting good employee performance. Because if the leader is able to direct employees with both the performance of employees will rise as well, the leader is the backbone of a company without a leader because that would be difficult for a company to berkembangan and compete. Leadership is defined as the implementation and decision-making authority, and may also diatikan as an initiative to act that produces a consistent pattern in order to find a way of solving a problem together.
Performance of good employees is critical to the survival of a company. If companies want to grow and compete then the company should have the human resources that can provide good performance. High employee performance will make employees more loyal to the company, the more motivated to work will most likely achieve high productivity and performance as well.
PT. Kimia Farma is Indonesia’s pharmaceutical industry has a major business activity of producing the drug formulation and production of raw materials has developed into a major healthcare company in Indonesia that increasingly play an important role in the development and construction of the nation and society. PT. Kimia Farma Palembang has a variety of characteristics of employees, of the difference is sometimes difficult to provide a firm understanding of the assigned task, usually employees working longer will quickly understand when given an explanation of the assigned work than new employees.
In the above description and illustration of the importance of leadership and motivation in supporting employee performance, the authors try to assess the PT. Kimia Farma Palembang under the title “The Effect of Leadership Styles and Work Motivation Employee Performance Against PT. Kimia Farma Palembang. ”
Research Objectives
The objectives of this study are: to determine the effect of leadership style and work motivation on employee performance PT. Kimia Farma Palembang.
Benefits of Research
1.Bagi Company
To try to provide input to firms expect more companies to improve work performance management improvement in the future.
2. For Members of the Academic
As a source of information for the development of science, especially concerning human resource management.
3. For Authors
This study to add to the experience, knowledge and apply theory in the science of human resource management.
Scope of Research
In order to research the author did more purposeful, focused, and do not deviate from the main targets of research. Therefore, the authors focused on the discussion of “Effects of leadership style and work motivation on employee performance at PT. Kimia Farma Palembang. ”
Basis Theory
Leadership
Definition of Leadership
Understanding the definition of neighbors of an object is a very important study, understand, analyze and draw conclusions on an object. Prior to further explore the aspects related to the issue essentially the first step that must be done is to formulate the first boundary or definition and scope of the subject.
There are several definitions of leadership presented several experts, among others:
Leadership is any action taken by individuals or groups to coordinate and provide direction to individuals or groups who joined in the containers to achieve the goals set before (Danim, 2004: 56).
Leadership is a form of domination based on the capabilities / personal abilities, is able to encourage and invite others to do something in order to achieve a common goal (Kartono, 2005: 87).
Leadership Style
Understanding Leadership Styles
In the success of the company’s leadership, leaders need to think about and demonstrate leadership style that will be applied to its employees (Mulyadi and Rivai, 2009: 105). Supervisor leadership style can affect employee successes in berprsetasi, and will lead to the success of the organization in achieving its goals (Suranta, 2002: 56). Leaders need to think about the most appropriate style of leadership, which leadership style is most appropriate leadership style to maximize performance, and easy to adapt to any situation within the organization (Mulyadi and Rivai, 2009: 105).
Mulyadi and Veithzal Rival (2009: 107) explains that leadership style is a pattern of behavior and strategies are favored and often implemented by a leader in order to achieve the organization’s objectives. It can be concluded that leadership style is a pattern of behavior and strategies that favored and often applied leadership, the goals of the organization with the goal of bringing together individuals or employees, in order to achieve goals or targets that have become a common commitment.
Work Motivation
Understanding Work Motivation
Motivation comes from the Latin word “Movere” which means a boost or power moves. Motivation is granted only to humans, especially to his subordinates or followers. Motivation questioned how to encourage morale subordinates, so that they would work hard to provide all the ability and skills to achieve company goals. Basically, companies expect employees not only capable, competent and skilled, but most importantly, they are willing to work hard and willing to achieve an optimal work.
Here is the opinion of the experts on motivation, among others: According Sardiman (2007: 73), said the motive power can be interpreted as an effort to encourage someone to do something. Motifs can be considered as the driving force from within and in the subject to carry out certain activities in order to achieve a goal. Even the motifs can be considered as an internal condition (preparedness). Starting from the word motive, the motivation can be defined as the driving force that has become active. Motif become active at certain times, especially when the need to achieve a goal is perceived or urgent.
According Simamora (2004:510), motivation is: “A function of individual hope that this effort will result in a certain level of performance, which in turn will lead to rewards or results dikehendki”.
Employee Performance
Understanding Employee Performance
Here are some definitions of the performance in the opinion of experts as follows: Mangkunegara (2005: 67) defines performance as follows: “The performance is the result of the quality and quantity of work accomplished by an employee in carrying out their duties in accordance with the responsibilities assigned to him”. Hariandja (2002: 195) states the following performance: “Performance is the result or the performance of the work produced by the employee or the actual behavior displayed in accordance with its role in the organization”. Meanwhile, according to Hasibuan (2006: 94) The performance is a result of work accomplished person in performing duties levied based on the skills, experience, and determination as well as the time “.
From the definition, the writer can conclude that the performance of an output or the work produced both in quality and quantity of their work and can be accounted for in accordance with its role in the organization or company that is accompanied with the ability, skills, and skills in completing the work
Relationship Leadership Style and Motivation Work with Employee Performance
Leadership style is a way of a person to influence a group of people or subordinates to work together and make an effort with enthusiasm and confidence to achieve the goals set. In a given organization, is highly dependent on the effectiveness of leadership in organizations that are bersngkutan. It can be said that there is leadership in an organization plays a very dominant role in the success of the organization in carrying out its activities mainly seen in the performance of their employees. (Siagian, 2001:34)
Leaders who are in the organization should have an advantage compared to the subordinates, the employees in the company are concerned, so as to demonstrate to his subordinates to move to achieve the goals that have been set, so the need for a boost so that employees have a strong interest in the job. Based on this for attention is directed to a subordinate leader that will increase employee performance.
An expertise in directing employees and interest organizations in order to work successfully, in order to reach the desire of the employees at the same time achieve organizational goals. (Malay Hasibuan, 2001:143)
Of definitions have been proposed, it can be concluded that the motivations are the personal circumstances that encourage the desire of individuals to carry out activities in order to measure in an objective.
Thinking Framework
Basically anyone involved in human resources management bersependapat that performance is the most important part of the organization’s goals, because performance will determine the existence of the organization. Therefore the performance as the dependent variable (Y), then it is necessary to study what variables would make the dependent variable can be increased.
Hypothesis
The hypothesis used in this study is a comparative hypothesis (Ho) and the hypothesis (Ha)
Ho: There is no effect between leadership be stylish and work motivation on employee performance.
Ha: There is influence between leadership style and work motivation on employee performance.
Research object
The object of research at PT. Kimia Farma Palembang, located in the demat Wide Leaves, zip code 30137 Palembang.
Data Collection Methods
The data used in this study are:
a. Observation
That data collection by direct observation and study of objects studied by seeing, hearing directly from the fact that the company was hubunganny with the influence of leadership styles and motivation on employee performance PT. Kimia Farma Palembang so that the agencies can be observed directly sercara.
b. Questionnaires or Questionnaire
Perform data collection by providing a number of written questions to the employees of PT. Kimia Farma Palembang to obtain the necessary information.
Sign up study using closed-type questionnaire or structured questionnaires, the questionnaires are presented in a way that respondents were asked to choose one answer that suits her character by way of a check list members. Questionnaires were distributed in the research related to the core consists of 10 statements about leadership style, the 10 statements about the motivation and the 10 statements about the performance of the employees.
c. Research Bibliography
Is to collect data by studying the problems associated with the object under study and sourced from handbooks compiled by experts who berhungan the problems examined.
Sampling Techniques
According Sugiyono (2007), the population is a region consisting of generalization: the objects or subjects that have certain qualities and characteristics are determined by the investigator to be studied and then drawn conclusions. In this study, the samples were all employees of PT. Kimia Farma Palembang numbered 38 people.
Sampling technique is a sample that is saturated sampling technique when all members of the population are used as samples. In this sample population the authors take as many as 38 people.
Analysis Techniques
The analytical techniques used by the author are:
Multiple Linear Regression Analysis
Multiple regression analysis is used to predict how things are going (up and down) the dependent variable (criterion), when two or more independent variables as predictors manipulated factors (elevated lower value) (Sugiyono, 2007: 250). Linear regression equation as follows:
Description:
Y: Employee Performance
a: Constant
b1-b2: the regression coefficient, which shows the force increase or decrease (+) or decrease (-) variable Y
X1: Leadership Style
X2: Work Motivation
e: error item
2. Analysis of correlation coefficient (r)
Analysis of correlation coefficient (r) according Sugiyono (2007:182) analysis is intended to determine the influence of closeness of leadership style and work motivation on employee performance generated.
3. Multiple coefficient of determination (R ^ 2)
According to Usman (2006: 20) the coefficient of multiple determination reflects how much variation can be explained by Y bound variable X. If the coefficient value equal to 0 (R ^ 2 = 0), meaning that the variability of Y can not be explained by X at all. Meanwhile, if the R ^ 2 = 1, meaning that the variability of the Y as a whole can be explained by X. In this study, using SPSS version 20.
3.7 The F
F test is used to test the coefficient (slope) regression together (Nawawi and Usman, 2006:16).
Steps:
Determining the hypothesis
Comparing the probability of F-statistic with alpha = 5%
Criteria for acceptance and rejection
Ho: b1 = b2 … b1 = 0, bearti no significant effect of all independent variables on the dependent variable
Ha: b1 ≠ b2 … b1 ≠ 0, bearti no significant effect of all independent variables on the dependent variable
Of F will decide to accept or reject the hypothesis proposed
When F count <F table or р-value> 0.05 then Ho is accepted and Ha rejected this means that all the independent variables together have no effect on the dependent variable
When F count> F table or р-value <0.05 then Ho is rejected and Ha accepted. This shall mean all the independent variables together influence
Ho failed rejected bearti no significant effect between the independent variable on the dependent variable, while revenue
Hα has meant there is a significant effect of the independent variable on the dependent variable
In this study, the test results can be seen in the output F ANOVA results of multiple linear regression analysis using SPSS 20.
Discussion
4.4.1 Characteristics of Respondents
The characteristics of the respondents by education, income and gender. Further characteristics of the respondents can be seen below:
Table 4.1
Sex Characteristics
Characteristics Amount%
Male – Male 31 81.58
7 18.42 Women
Total 38 100
Source: Results of questionnaire
Based on Table 4.1 it is known that the characteristics of the male respondents in the study as many as 31 people and 7 81.58% or 18.42% were women.
Table 4.2
Characteristics of Age
Characteristics Amount%
21-30 6 15.79%
31-40 17 44.74%
≥ 40 yr 15 39.47%
Total 38 100
Source: Results of questionnaire
Based on Table 4.2 it is known that the characteristics of respondents by age is 6 people aged 21-30 yr or 15.79%, 17 people aged 31-40 yr and 15 or 44.74% of people aged ≥ 40 yr or 39.47%.
Table 4.3
Characteristics of Education
Characteristics Amount%
SMA 3 7.89%
D3 / Academic 13 34.21%
Bachelor 20 52.63%
S2/S3 2 5.27%
Total 38 100
Source: Results of questionnaire
Based on Table 4.3 it is known that the characteristics of respondents by education level is 3 or 7.89% high school education, 13 D3 or Academic educated or 34.21%, .20 Degree educated or 52.63%, and 2 people educated S2 / S3 or 5.27%.
Table 4.4
Tenure Characteristics
Characteristics Amount%
0-5 Year 17 44.74%
5-10 Year 12 31.58%
≥ 10 Years 9 23.68%
Total 38 100
Source: Results of questionnaire
Based on Table 4.4 describes the characteristics of the respondents work period is 17 people or 47.74% with tenure up to 5 years, tenure 5-10 years as many as 12 people or 31.58% and ≥ 10-year tenure as many as 9 people or .23 , 68%.
Description of Research Variables
1. Leadership Style (X1)
The results of the questionnaire leadership style variable (X1) is known to the average value of 4.32 which is the greatest leader of the eight statements Bapakk / Mothers should always motivate subordinates, while the lowest average value of 3.58 which is the statement of the Leader of the sixth Mr / Ms should be willing to provide guidance on what the employee can do the job well and tenth statements Leader Mr / Ms should review the results of subordinates.
2. Work Motivation (X2)
The following will explain the tabulation of the results of the questionnaire variables of work motivation (X2):
The results of questionnaires of work motivation variable (X2) is known to the largest average value of 4.26 is the eighth statement Employees observe and respond to any procedure rules applicable to PT. Kimia Farma Palembang, while the average value of 3.79 is the lowest in six statements that offer a career fair and the employees felt so cared for.
3.Kinerja Employees (Y)
The following will explain the tabulation of the results of questionnaires of employee performance variable (Y):
The results of questionnaires of employee performance variable (Y) is known to the largest average value of 4.13 is the statement now holding seventh position requires a high initiative, while the lowest average value of 3.16 is the fifth statement is employee creativity factor indispensable in carrying out the work.
Analysis of Testing
Multiple Linear Regression Analysis
Based on the regression results contained in the table show the regression equation influence leadership style and work motivation on employee performance are as follows:
Y = a + b1X1 b2X2 + + e
Y = 7.011-0.021 0.795 X1 + X2 + e
From the regression equation above can dikatahui that:
Constants a = 7.011 means that if the force kepemimipinan (X1), work motivation (X2), equal to zero then the employee’s performance will be worth 7.011.
Kepemibmpinan style regression coefficient (b1) = -0.021 means that if the style of leadership has increased by one unit score, then the performance of the employee (Y) will also be decreased by 0.021.
Regression coefficient motivai work (b2) = 0.795 means that if motivation has increased by one unit score, then the performance of the employee (Y) would have amounted to an increase of 0.795.
Coefficient of Determination
Usman (2006: 20) states deteriminasi coefficient (R2) can inform you whether or not the regression model terestimasi. Coefficient of multiple determination (R2) reflects how much contribution the influence of variation in the dependent variable can be explained by the independent variables
Magnitude coefficient of determination (R2) = 0.467 indicates that the dependent variable is the performance of the employees had a determination of 46.7% can be explained by the independent variable that is the style of leadership and motivation. While the remaining 53.3% is explained by other factors not included in this study but described in previous studies such as job satisfaction (M. Fauzan Baihaqi, 2010) are not included in this study.
Correlation Coefficient
Based on statistical calculations are shown in Table 4.9 of the obtained values of correlation (R) of 0.684 indicates that the independent variables kepemimipinan style and work motivation has a strong cohesion with the dependent variable is the performance of the employees.
Table 4.10
Value Table correlation coefficient or r
Coefficient of Interval Level Relations
0.00 to 0.19 Very Weak
0.20 to 0.399 Weak
0.40 to 0.599 Enough
0.60 to 0.799 Strong
0.80 to 1.00 Very Strong
Sources: Sugiyono, 2005: 175
Partial test (t test)
This test is used to determine if a variable in the regression model partially significant effect on the dependent variable (Priyanto, 2010: 68). Test – t can be seen from the following table:
Effect of Leadership Styles on Employee Performance
Based on the results of testing the partial effect of leadership style on employee performance using SPSS 4:11 in the table were obtained t count equal to -0.130 <t table 1.689 with a significance level of 0.897> α = 0.05 it can be concluded that Ho accepted and Ha rejected. This suggests that the absence of influence of leadership styles on employee performance.
Effect of Motivation on Employee performance
Based on the results of testing the partial effect of motivation on employee performance using SPSS 4:11 in the table were obtained for 5.449 t count> t table 1.689 with a significance level of 0.000 <α = 0.05 we can conclude that Ho is rejected and Ha accepted. This indicates that the influence of motivation on employee performance.
Simultaneous Test (Test F)
F test is used to test the coefficient (slope) regression together (Nawawi and Usman, 2006:16).
From the above table shows that the value of F count was 15.363 and F-tables with significance level 2.87 0.000. Significant value less than 0.05. Simultaneous Test 15.363> 2.87 or 0.000 <α = 0.05, then there is a significant effect of leadership style and work motivation on employee performance.
Discussion
F test results seen from the figures that showed significant regression F-count probability of 15.363> F-table 2.87 level of significance 0.000 <α = 0.05 can thus be concluded Ho is rejected and Ha accepted meaning of leadership styles and motivation significantly effect simultaneously (simultaneously) on employee performance.
Based on the results of testing the partial effect of leadership style on employee performance using SPSS 4:11 in the table were obtained t count equal to -0.130 <t table 1.689 with a significance level of 0.897> α = 0.05 it can be concluded that Ho accepted and Ha rejected. This suggests that the absence of influence of leadership styles on employee performance.
Based on the results of testing the partial effect of motivation on employee performance using SPSS 4:11 in the table were obtained for 5.449 t count> t table 1.689 with a significance level of 0.000 <α = 0.05 we can conclude that Ho is rejected and Ha accepted. This indicates that the influence of motivation on employee performance.
Based on the coefficient of determination (R2) = 0.467 indicates that the dependent variable is the performance of the employees have of determination of 46.7% can be explained by the independent variable that is the style of leadership and motivation. While the remaining 53.3% is explained by other factors not included in this study but described in previous studies such as job satisfaction (M. Fauzan Baihaqi, 2010) are not included in this study.
CONCLUSIONS AND RECOMMENDATIONS
In the previous chapters have described clearly and in detail about the impact of leadership style and work motivation on employee performance. Based on the description and discussion, then this chapter will provide conclusions and recommendations outlined from the previous discussion.
Conclusion
Based on the results of the research value of the coefficient of determination (R2) = 0.467 indicates that the dependent variable is the performance of the employees have of determination of 46.7% can be explained by the independent variable that is the style of leadership and motivation. While the remaining 53.3% is explained by other factors not included in this study but described in previous studies such as job satisfaction (M. Fauzan Baihaqi, 2010).
Based on the results of testing the partial effect of leadership style on employee performance using SPSS 4:11 in the table were obtained t count equal to -0.130 <t table 1.689 with a significance level of 0.897> α = 0.05 it can be concluded that Ho accepted and Ha rejected. This suggests that the absence of influence of leadership styles on employee performance.
Based on the results of testing the partial effect of motivation on employee performance using SPSS 4:11 in the table were obtained for 5.449 t count> t table 1.689 with a significance level of 0.000 <α = 0.05 we can conclude that Ho is rejected and Ha accepted. This indicates that the influence of motivation on employee performance.
Suggestion
The following will be given advice to the company and are expected to be useful for the progress of the company:
Saw no significant effect of leadership style and work motivation on employee performance, it helps the company be more selective in determining which leadership style leader and motivator that can be received by an employee that will facilitate achieve a common goal agreed upon between management and employees .
In leadership style factors still need to be improved, and the company should be more selective in determine the leadership, especially the leaders who have high leadership, so that employees will be able to improve performance.
In the motivational factors of work still needs to be improved a good relationship between leaders and employees, and leaders need to be encouraged or motivate employees to work. So this would make the employees are motivated to perform better because of the support of the leadership in improving employee performance to achieve corporate objectives.
