Analysis of The Effect of Leadership Style, Work Discipline, and Training on Employee Performance of RSGM University Jember

Abstract

Human resources are an important aspect to support the sustainability of the company. The process of developing human resources, which can improve employee performance in a company, is needed to achieve good employee performance and also the success of the company. Performance is influenced by several factors including leadership style, work discipline, and training. This study used a quantitative approach, the type of analytic observational research with a cross-sectional design or research design. The research was carried out at the RSGM Universitas Jember in November–March 2022. The population in the study were employees of the RSGM Universitas Jember. The sampling technique used is probability sampling with the type of simple random sampling according to Lemeshow (1997) the results obtained are 97 people. The variables in this study include the characteristics of the respondents, namely gender, age, education level, years of service, leadership style, work discipline, and training. The research data were statistically tested use the Spearman correlation test and ordinal logistic regression test. This research has conducted an ethical test with the number 1403/UN25.8/KEPK/DL/2021. The results of the analysis showed that gender (p=0.000) affected employee performance. Performance is a commitment choice chosen by officers, not an innate characteristic, women are considered to have better performance abilities than men. The results of the analysis show that age (p=0.041) affects employee performance. Older employees are more experienced in completed their work compared to younger employees, but younger employees tend to be more sensitive, open, and more flexible to changes and new things. The results of the analysis of the level of education (p=0.545) showed that there was no effect on employee performance. Employee performance is not influenced by the level of education of an employee. Each employee has a different educational level background so performance is measured according to the position of the employee where performance is measured based on their respective competencies. The results of the analysis of the period of service (p = 0.036) showed that it affected the performance of the employees of the RSGM Jember University. The work period is often a measure to determine a person's maturity at work. The longer a person's working period, the more mature they will be in mastering the job. The results of the leadership style analysis (p=0.288) showed that there was no effect on the performance of the employees of the RSGM Universitas Jember. Based on the results of the distribution analysis, shows that the leadership style applied in RSGM is task and subordinate-oriented. The results of the analysis of work discipline (p = 0.042) showed that it affected the performance of the employees of the RSGM Jember University. Without the support of good employee discipline, it is difficult for the organization to realize its goals. The results of the training analysis (p = 0.009) showed that there was an effect on the performance of the employees of the RSGM Jember University. This showed that improving the training methods that are good or appropriate will also improve employee performance. Conclusions from the distribution of gender data, most of them are female, most of them are 31-40 years old, most of them have S1/S2/S3 education level, most of them have 1-5 years of service, most of their leadership style is a combination of relationship and task orientation, discipline work in the medium category, training in the good category, and performance in the medium category. The results of the bivariate analysis showed that there was an influence between gender, age, years of service, work discipline, and training on employee performance. There is no influence between education level and leadership style on employee performance. The most influential factor on employee performance is work discipline. Suggestions for agencies should be an evaluation of written regulations related to work discipline that have an impact on employee performance.