E-ISSN: 3046-7632

International Journal of Administration and Education (IJAE)
https://journal.ashapublishing.co.id/index.php/ijae/hm

The Influence of the Work Environment on Employee Work Discipline
at the Central Statistics Agency Office Gowa Regency
Fadhilah Rezkiyanti¹, Risma Niswaty²*, Isgunandar³
1,2,3Universitas Negeri Makassar, Indonesia

Email: risma.niswaty@unm.ac.id

ABSTRACT
Human resources are essential to the success of an organization and play a vital role in any agency or institution.
"Human resources" is a term used to refer to the workforce or people within an organization. Every organization
or institution certainly requires quality human resources and includes aspects such as having expertise, skills,
knowledge, and high discipline, which are important foundations in maintaining smooth operations and the
success of an organization or institution. This study discusses the influence of the work environment on employee
work discipline at the Gowa Regency Central Statistics Agency Office. This study is a quantitative study to identify
cause and effect. The sample in this study was 32 people with the probability sampling technique with the simple
random sampling method. Data collection techniques were carried out through observation, questionnaires,
interviews, and documentation. Data analysis techniques used were descriptive data analysis and inferential
statistical analysis. The results of the study indicate that the work environment is in the "Very Good" category with
6 indicators in it: smoothness, security, safety, cleanliness, comfort, and adequate facilities. Meanwhile, work
discipline is categorized as "Very Good," with five indicators: attendance rate, work procedures, obedience to
superiors, work awareness, and responsibility. Based on the results of a simple linear regression analysis, it was
concluded that there is a positive and significant influence between the work environment and employee work
discipline at the Gowa Regency Central Statistics Agency Office.
Keywords: Environment, Discipline, Work

INTRODUCTION
An organization is an entity consisting of individuals or groups of people working together
to achieve specific goals. Organizations have structures, hierarchies, and procedures that are
set to coordinate activities and resources to achieve predetermined goals. One factor that
supports the success of an organization is human resource management (HR). Human
resources are an essential part of the success of an organization and have a vital role for
agencies and institutions. "Human resources" is a term used to refer to the workforce or people
within an organization. Every organization or institution certainly requires quality human
resources and includes aspects such as having expertise, skills, knowledge, and high
discipline, which are important foundations in maintaining the smooth operation and success
of an organization or institution.
Discipline is necessary to create professional and integrity-based human resources as
administrators of an agency. Discipline is a person's ability to comply with established rules,
procedures, and norms, such as those in the work environment, including completing tasks
on time and acting in accordance with established standards. Discipline helps create effective
cooperation, increase productivity, and maintain order within an agency. Discipline is a
behavior created and formed through a series of training processes developed into a set of
behaviors that demonstrate the values of obedience, compliance, loyalty, and orderliness,
carried out without coercion from others, but rather with self-awareness and a sense of
belonging.
Effective work discipline helps maintain order, efficiency, and productivity in the
workplace. Meanwhile, a favorable work environment provides support, motivation, and a
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sense of fairness to employees, thus encouraging them to comply with established rules and
standards. The work environment refers to all physical and social factors present in the place
where a person works. This includes the office building, workspace layout, organizational
culture, relationships, agency or organizational policies, and the level of work stress
experienced by employees. More broadly, the work environment also encompasses the
agency's values, implemented norms, and existing policies and procedures. A good work
environment will create conditions that support the physical and mental well-being of
employees, increasing productivity, job satisfaction, and the performance of the entire
organization.
During the four-month Merdeka Belajar Kampus Merdeka (MBKM) Independent
Internship at the Central Statistics Agency (BPS) of Gowa Regency—from September 1 to
December 29, 2022—observations showed that some employees often arrived late, failed to
meet deadlines, and did not make good use of their break time. These habits led to declining
work quality and the accumulation of unfinished tasks that required urgent completion, which
took up considerable time. If left unresolved, this situation could disrupt the balance of
resource allocation, as employees’ time and energy would be spent managing internal tensions
rather than achieving organizational goals. Ultimately, this condition may reduce overall
productivity and create an unhealthy work atmosphere that diminishes employee motivation.
The above issues are certainly not beneficial if left unchecked. The Gowa Regency Central
Statistics Agency (BPS) must pay more attention to the condition of the work environment by
providing maintenance to work facilities that can support the smooth running of employee
work activities. A favorable work environment can improve employee work discipline, and a
well-maintained environment is also beneficial for personal comfort and completing work
tasks. This will determine the success of an agency and the achievement of its goals
(Dehotman, 2023; Simorangkir et al., 2021; Sjahruddin et al., 2023). Based on the background
explained, by examining the work environment's influence on employee work discipline in
the office, the researcher has chosen the title as the research topic: The Influence of the Work
Environment on Employee Work Discipline at the Gowa Regency Central Statistics Agency
Office.
METHOD
The data in this research were presented in statistical form to measure the correlation
between the work environment and work discipline through a quantitative approach. A
bivariate analysis was employed to examine the relationship and influence between these two
variables. The primary objective of this study was to determine whether the work environment
has a significant effect on employees’ work discipline.
The population in this study was 35 employees at the Gowa Regency Central Statistics
Agency (BPS) Office. The sample was determined using the simple random sampling method,
a probability sampling technique, which randomly selects samples from the population
without considering strata within it. The Krejcie and Morgan tables were used to determine
the sample size. The sample size used was 35 people in the population (N), meaning that if the
population (N) in the study was 35, then the sample (S) used in the study would be 32 people.
The data collection and analysis methods were designed to align with the research
objectives and included observation, questionnaires, and documentation. The study applied
inferential statistical analysis, which involved several stages such as the normality test,
Product Moment correlation analysis, hypothesis testing (T-Test), and simple linear regression
analysis. These methods complemented descriptive statistical analysis to interpret the data
comprehensively. The indicators of the work environment examined in this study covered
aspects such as smooth workflows, security, safety, cleanliness, comfort, and the adequacy of

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facilities. Meanwhile, work discipline was measured using five indicators: attendance rate,
adherence to work procedures, obedience to supervisors, work awareness, and sense of
responsibility.
RESULT AND DISCUSSION
This study employed descriptive and inferential statistical analysis to determine the
influence of the work environment on work discipline. Data obtained during the study were
processed and presented using observation, questionnaires, interviews, and documentation
techniques. The data was then processed using the Statistical Package for the Social Sciences
(SPSS) program.
The work environment (X) and work discipline (Y) at the Gowa Regency Central Statistics
Agency office will be described or revealed through descriptive data analysis. Using a Likert
scale with gradations from very positive to very negative, including SL (Always), SR (Often),
KD (Sometimes), J (Rarely), and TP (Never).
Work environment
Table 1: Results of Descriptive Analysis Per Indicator of Work Environment Variables
No.
Indicator
n
N
%
Category
1
Smoothness
Excellent
291
320
90.93
2
Security
Good
241
320
75.31
3
Safety
Good
258
320
80.62
4
Cleanliness
Excellent
296
320
92.59
5
Comfort
Excellent
299
320
93.43
6
Adequate Facilities
Excellent
294
320
91.87
Total
1679
1920
87.44
Excellent
Source: Results of SPSS V.23 data processing.
The results of the descriptive analysis show that each indicator used in measuring how the
work environment is described in the Gowa Regency Central Statistics Agency office, where
the Smoothness Indicator is in the very good category with a percentage level of 90.93%, while
the achievement value obtained is 291 of the total overall value of 320; the security indicator is
in the good category with a percentage level of 71.31%, with an achievement value of 241 of
the total overall value of 320; the safety indicator is in the good category with a percentage
level of 80.63%, with an achievement value of 258 of the total overall value of 320; the
cleanliness indicator is in the very good category with a percentage level of 92.59%, with an
achievement value of 296 of the total overall value of 320; the comfort indicator is in the very
good category with a percentage level of 93.43%, with an achievement value of 299 of the total
overall value of 320; and the adequate facilities indicator is in the very good category with a
percentage level of 91.87%, with a score of 294 out of a total score of 320. Based on the results
of the data analysis in Table 1, the work environment variable is in the very satisfactory
category with a percentage level of 87.44%. The results of the analysis of the average and
standard deviation of the work environment variable are as follows in Table 2:

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DOI: https://doi.org/10.70188/7sx20641

Table 2: Results of the Analysis of the Average and Standard Deviation of Work
Environment Variables
Descriptive Statistics
N
Minimum Maximum
Mean
Std. Deviation
Work Environment
32
44
60
52.47
3.610
Valid N (listwise)
32
Source: Results of SPSS V.23 data processing
Based on the analysis of the mean and standard deviation for the work environment
variable, the results indicated that the respondents’ average (mean) score was 52.47, with a
standard deviation of 3.610. These findings were derived from indicators encompassing
smooth workflow, security, safety, cleanliness, comfort, and the adequacy of workplace
facilities.
The work environment variables at the Gowa Regency Central Statistics Agency Office
measure the indicators through six criteria, with the following description:
a. Smoothness
Fluency in the work environment refers to the ease and speed with which tasks and
activities are carried out without major obstacles. This condition allows responsibilities to
be completed efficiently and effectively, supporting overall organizational productivity
and achievement. A key factor in maintaining this smooth workflow is a conducive work
environment, where adequate facilities play an important role in ensuring that every
process runs seamlessly. Smooth work can motivate employees to be more enthusiastic in
carrying out tasks assigned by the company. The absence of obstacles can at least make it
easier for them to be accountable for their duties (Sirota & Klein, 2013; Towell et al., 1996;
Vaughn et al., 2024)
Data from interviews and observations indicate that a smooth workflow at the Gowa
Regency Central Statistics Agency Office involves strong teamwork, effective time
management, adequate work facilities, structured work schedules with clear tasks,
effective communication, a collaborative work culture, and attention to employee welfare.
All these factors work together to ensure that work can be completed easily and quickly,
without significant obstacles, enabling the organization to achieve higher productivity and
success. Smoothness is one of the indicators in the work environment variable, ranking in
the very favorable category with a percentage of 90.93%.
b. Security
Workplace security is a crucial element that ensures employees can carry out their duties
safely and are protected from various threats, risks, or hazards that could endanger their
lives, health, or the work environment. Physical security is a top priority in this office. The
building security system includes surveillance with CCTV cameras strategically placed
throughout the office area. Security guards are on duty during working hours to ensure
that only authorized personnel have access to office areas. The implementation of
occupational safety and health control technology aims to enhance the workforce's
physical endurance, work capacity, and overall health. Furthermore, it is hoped that this
will create a high level of work comfort and safety (Lingard & Holmes, 2001; Mohammadi
et al., 2023; Rajendran et al., 2021)
Security is assessed by examining conditions that are free from threats, risks, or hazards
that may endanger individuals, health, or the workplace environment. Based on interviews
and observations, it was found that the Central Statistics Agency (BPS) of Gowa Regency

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has implemented several security measures, including 24-hour security personnel,
surveillance facilities such as CCTV cameras, occupational safety training, and regular
emergency evacuation drills. The office also has important safety equipment, such as fire
extinguishers, first aid kits, and safety signs in work areas. Overall, the security aspect is
categorized as good, with an achievement level of 75.31% under the work environment
variable.
c. Safety
Occupational safety is a systematic effort to protect workers from various potential
hazards that could cause accidents, injuries, or other physical harm in the workplace. These
efforts include various preventive measures, starting with risk identification and
assessment, developing safe work procedures, implementing training programs, and
using personal protective equipment. Furthermore, maintaining equipment and the work
environment is also crucial. Equipment must be routinely inspected and maintained to
ensure it is functioning properly and does not pose a risk. Workplace hazards can occur
when the work environment causes injury, illness, or death. These hazards can originate
from many aspects, including equipment, hazardous materials, processing processes, and
work procedures. To prevent this, it is crucial to manage hazard risks by implementing
Occupational Safety and Health regulations (Darwis & Arhas, 2024; Leso et al., 2018;
Lingard & Holmes, 2001)
Occupational safety is assessed by examining preventive measures implemented to avoid
accidents and physical injuries in the workplace. Interviews and observations reveal
several efforts to improve workplace safety. These include monitoring the tools and
equipment used by employees, ensuring that all equipment remains in satisfactory
working condition, and conducting regular maintenance to keep them functioning
optimally. Overall, the safety aspect falls into the satisfactory category, with an
achievement level of 80.62% under the work environment variable.
d. Cleanliness
A clean work environment encompasses various aspects, including physical cleanliness,
air quality, and orderly room arrangement. Regular cleaning of work areas, such as desks,
equipment, and common facilities, helps prevent the accumulation of dust and dirt that
can harm employee health. Furthermore, it's crucial to provide adequate trash cans and
regularly empty them to prevent unpleasant odors and maintain cleanliness. A clean work
environment is crucial because it directly impacts employee health, safety, and
productivity. A clean work environment will create a conducive atmosphere. To be
healthy. Therefore, every organization should always maintain a clean work environment.
A clean environment will make employees happy, which will improve their performance
(Howard et al., 2015; Julia & Danasasmita, 2023).
Workplace cleanliness is measured by ensuring the environment or area is free from dirt,
garbage, and undesirable elements, including waste management and sanitation to
maintain health and comfort. Based on research conducted through interviews and
observations, it can be concluded that the Gowa Regency Central Statistics Agency (BPS)
Office has a regular waste management system, including the use of adequate trash bins.
The entire office area consistently maintains cleanliness, devoid of any litter or unwanted
debris. Cleanliness is one of the indicators in the work environment variable and is
categorized as very satisfactory with a percentage of 92.59%.

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e. Comfort
Workplace comfort is a multifaceted concept that includes physical, psychological, and
social dimensions. It focuses on creating an environment where employees feel at ease,
relaxed, and able to enjoy their work. This comfort encompasses both the physical and
psychological conditions that enhance employee productivity and overall well-being.
Physically, it involves factors such as lighting, ventilation, temperature, cleanliness, and
spatial arrangement. Proper lighting minimizes eye strain and supports better focus, while
adequate ventilation and comfortable room temperature help reduce stress and physical
fatigue, enabling employees to perform their duties more effectively. Environmental
comfort encompasses comfort when interacting with the environment, encompassing
conditions such as lighting effects, temperature, color, noise, and so on. (Boge et al., 2019;
Lim, 2024; Uppal, 2005)
The comfort of the work environment is measured by identifying the feeling of calm and
pleasant comfort felt by employees in the work environment that involves physical,
psychological, and social aspects to increase employee productivity and satisfaction. Based
on the results of research that has been conducted based on the results of interviews and
observations, it can be concluded that the comfort of work in the Central Statistics Agency
Office of Gowa Regency has been well maintained, where the work environment is in a
clean and orderly situation with a comfortable and organized workspace. Comfort is one
of the indicators in the work environment variable, which is in the very good category with
a percentage level of 93.43%.
f.

Adequate Facilities
Adequate facilities in the work environment play a crucial role in creating a comfortable,
productive atmosphere and supporting employee well-being. These facilities encompass
various aspects designed to meet the physical, mental, and social needs of employees.
Available work equipment is also an important indicator of adequate facilities. This
includes up-to-date computers and other technological devices, office equipment such as
printers and copiers, and ergonomic desks and chairs to reduce the risk of injury and
increase comfort. Work facilities not only support employee performance but also aim to
improve the well-being of employees and their families. The importance of providing work
facilities is also regulated in Law No. 13 of 2003 concerning Manpower, which states: a) To
improve the welfare of workers/laborers and their families, employers are required to
provide facilities. b). The provision of facilities as referred to in paragraph (1) is carried out
by taking into account the needs of workers/laborers and the company's capabilities. c).
Provisions regarding the types and criteria of facilities according to the needs of
workers/laborers and the company's capabilities as referred to in paragraphs (1) and (2)
are regulated by government regulation.
Adequate facilities are evaluated based on the availability and quality of infrastructure,
equipment, resources, and services that support work activities and fulfill employee needs.
From the results of interviews and observations, it can be concluded that the facilities at
the Central Statistics Agency (BPS) Office of Gowa Regency are generally sufficient. The
office features spacious and well-organized workspaces, well-maintained essential rooms,
and clean bathroom facilities. In addition, the availability of computers, printers, and other
necessary tools adequately supports employees’ daily tasks. Overall, the adequacy of
facilities is categorized as very satisfactory, with an achievement level of 91.87% under the
work environment variable.

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Work Discipline
To determine the general picture of work discipline at the Central Statistics Agency Office
of Gowa Regency. The data in this study are obtained from the distribution of research
questionnaires concerning work discipline variables with a total of 32 respondents. The
Central Statistics Agency Office of Gowa Regency measures work discipline using five
research indicators: the level of attendance, work procedures, obedience to superiors, work
awareness, and responsibility. The following analysis was conducted to determine how
respondents answered regarding the indicators used in this variable:
Table 3: Descriptive Analysis Per Work Discipline Indicator
No.
Indicator
n
N
1
Attendance Rate
449
480
2
Working Procedures
296
320
3
Compliance with the Rules
292
320
4
Work Awareness
299
320
5
Responsibility
450
480
1786
1920
Total
Source: Results of SPSS V.23 data processing

%
93.54
92.50
91.25
93.43
93.75
93.02

Category
Excellent
Excellent
Excellent
Excellent
Excellent
Excellent

The results of the descriptive analysis show that each indicator used to measure the picture
of work discipline in the Gowa Regency Central Statistics Agency office, where the attendance
level indicator is in the very good category with a percentage level of 93.54%, with a value of
449 out of a total value of 480, and the work procedure indicator is in the very good category
with a percentage level of 92.50%. with a value of 296 from a total value of 320, The compliance
indicator is categorized as very good, with a percentage level of 91.25% based on a value of
292 out of 320. The work awareness indicator is also in the very good category, showing a
percentage level of 93.43% from a value of 299 out of 320. Additionally, the responsibility
indicator falls into the very good category with a percentage level of 93.75%, based on a value
of 450 out of 480. Based on the results of the data analysis in Table 3, the work discipline
variable is in the very good category, with a percentage level of 93.02%. The analysis results
for the average (mean) and standard deviation of the work discipline variable are as follows:
Table 4: Results of the Analysis of the Average and Standard Deviation of Work Discipline
Variables
Descriptive Statistics
N
Minimum
Maximum
Mean
Std. Deviation
Disiplin Kerja
32
46
60
55.81
3.930
Valid N (listwise)
32
Source: Results of SPSS V.23 data processing
Based on the results of the analysis of the average (mean) and standard deviation of work
discipline, it shows that the average (mean) score of respondents' answers is 55.81, while the
standard deviation is 3.930. The data was obtained from indicators of attendance level, work
procedures, compliance with rules, work awareness, and responsibility.
In this study, work discipline at the Gowa Regency Central Statistics Agency Office was
measured using five research indicators: attendance rate, work procedures, adherence to
regulations, work awareness, and responsibility. These indicators are described as follows:

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a. Attendance Rate
Attendance is a key indicator of work discipline, demonstrating an employee's
commitment and responsibility to their duties and responsibilities. Consistent and
punctual attendance reflects an employee's dedication to their work and the company. This
not only demonstrates that the employee respects company regulations and policies but
also demonstrates respect for coworkers and superiors. Disciplined attendance tends to
make employees more reliable and productive. They understand the importance of
consistently contributing to team and company goals. Furthermore, excellent attendance
helps maintain an efficient workflow and prevents delays or obstacles in completing tasks.
High or low absenteeism rates affect employee productivity; higher absenteeism rates
decrease productivity, while lower absenteeism rates increase employee productivity.
Employees who consistently arrive on time according to the company's workday, with
high motivation and work capabilities, and supported by adequate work facilities and
infrastructure, will generate high productivity, and vice versa (Akib et al., 2022;
Holovchenko, 2024; Pratiwi et al., 2019).
Attendance levels are measured by identifying the extent to which employees are expected
to carry out work activities within the company, which is indicated by high and low
employee attendance levels. Based on the results of the research that has been conducted,
it can be concluded that the attendance level at the Gowa Regency Central Statistics
Agency Office is very satisfactory, where employees always arrive on time and regularly
so that work can be completed according to the predetermined schedule and targets. The
attendance level is one of the indicators in the work discipline variable, which is in the very
satisfactory category with a percentage level of 93.54%.
b. Work Procedures
Work procedures in work discipline are a series of procedures and policies implemented
by an organization to ensure employees adhere to established standards of behavior and
performance. This process begins with establishing clear policies and rules. Organizations
must develop and document the policies, rules, and standards expected of employees. All
employees must understand and agree to a code of ethics, rules of conduct, and standard
operating procedures. The next step is to disseminate these policies and rules to all
employees. Effective training and communication are essential to ensure all members of
the organization understand their expectations and responsibilities. Work procedures in
work discipline are very important in an organizational context because they regulate
employee behavior and performance according to established standards (Boreham et al.,
2003; Jamaluddin et al., 2024; Maryani et al., 2021)
Work procedures are evaluated based on the degree to which employees adhere to the
established rules and regulations that apply to all members of the organization. The
research reveals that the Central Statistics Agency (BPS) Office of Gowa Regency maintains
well-structured and effective work procedures. Employees demonstrate compliance with
existing guidelines, and management consistently reinforces the importance of following
these procedures. Additionally, attention is given to work ethics and communication
practices, ensuring that employees perform each task according to the prescribed
procedures, including the proper use of information systems. Overall, work procedures
are categorized as very satisfactory, with an achievement level of 92.50% under the work
discipline variable.

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The Influence of the Work Environment on Work Discipline
1. Normality Test
The normality test in this study was conducted using the Kolmogorov-Smirnov method.
The results presented below show the outcomes of the normality test for the work
environment and work discipline variables, which were analyzed using SPSS version 23.
Table 5: Results of the Normality Test of the Work Environment and Work Discipline
One-Sample Kolmogorov-Smirnov Test
Unstandardized
Residual
N
32
Normal Parametersa,b
Mean
.0000000
Std. Deviation
2.98738960
Most Extreme Differences
Absolute
.107
Positive
.080
Negative
-.107
Test Statistic
.107
Asymp. Sig. (2-tailed)
.200c,d
a. Test distribution is Normal.
b. Calculated from data.
c. Lilliefors Significance Correction.
d. This is a lower bound of the true significance.
Source: Results of SPSS 23 data processing
Based on Table 5, the results of the data normality test for the work environment (X) and
work discipline (Y) variables obtained a significance value of 0.200. The basis for making
decisions on the One-Sample Kolmogorov-Smirnov Test normality test is if the significance
value is > 0.05. Therefore, it can be concluded that the data is normally distributed because the
significance value obtained is 0.200 > 0.05.
2. Product-Moment Correlation Analysis
Table 6: Results of Product Moment Correlation Test
Correlations
Work environment Work Discipline
Work environment
Pearson Correlation
1
.650**
Sig. (2-tailed)
.000
N
32
32
Work Discipline
Pearson Correlation
.650**
1
Sig. (2-tailed)
.000
N
32
32
**. Correlation is significant at the 0.01 level (2-tailed).
Source: SPSS 23 data processing results
Based on the results of the product moment correlation analysis in table 6, it can be seen
that the significance value of the two variables is 0.000 from the calculated r value of 0.650. The
basis for decision-making is that if the significance value is <0.05, then the two variables are
correlated, or if the calculated r value is greater than the table r value, then the two variables
are correlated. Based on this, it can be concluded that there is a relationship between the work
environment (X) and discipline (Y) variables because the significance value obtained is 0.000
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< 0.05, and the calculated r value > r table, namely 0.650 > 0.339. The correlation coefficient
interval is at 0.60–0.79 so that the level of relationship is in the strong category.
3. Hypothesis Test (T-Test)
Hypothesis testing is used to determine the significant partial (independent) influence
between the work environment variable (X) and the work discipline variable (Y). The results
of the hypothesis testing in this study are as follows:
Table 7: Hypothesis Test Results (T-Test)
Coefficientsa
Unstandardized
Standardized
Coefficients
Coefficients
Model
B
Std. Error
Beta
1
(Constant)
18.690
7.946
Work
0.708
0.151
0.650
environment
a. Dependent Variable: Disiplin Kerja
Source: Results of SPSS 23 data processing

t
2.352

Sig.
0.025

4.683

0.000

Based on the results of the hypothesis test (T-Test) presented in Table 7, the analysis shows
a significance value of 0.000 and a calculated t-value of 4.683. According to the decisionmaking criteria for hypothesis testing, a significance value less than 0.05 indicates that variable
X affects variable Y. In this study, the obtained t-count (4.683) is greater than the t-table value
(1.694), which means H₀ is rejected and Hₐ is accepted. Therefore, the findings confirm that
there is a positive and significant relationship between the work environment and work
discipline at the Central Statistics Agency (BPS) Office in Gowa Regency.
4. Simple Linear Regression Analysis
Hypothesis testing is conducted to conclude conflicting tentative assumptions. In this
study, there are two hypotheses. First, the work environment is assumed to have no effect on
work discipline, and second, the work environment does have an effect on work discipline. To
reach a conclusion regarding the hypotheses in this study, testing was conducted using the
SPSS application.
Table 8: Results of Simple Linear Regression Analysis
Coefficientsa
Unstandardized
Standardized
Coefficients
Coefficients
Model
B
Std. Error
Beta
1
(Constant)
18.690
7.946
Work
0.708
0.151
0.650
Environment
a. Dependent Variable: Work Discipline
Source: Results of data processing SPSS V. 23

t
2.352

Sig.
0.025

4.683

0.000

The results of the simple regression calculation above show that the constant coefficient
value is 18.690 and the coefficient of variable X is 0.708 so that the regression equation Y =
18.690 + 0.708X is obtained. Based on the equation above, the constant value is 18.690
Mathematically, this constant indicates that when Variable X equals 0, profitability (Y) is
18.690. Furthermore, the positive value (0.708) contained in the regression coefficient of

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DOI: https://doi.org/10.70188/7sx20641

variable X illustrates that the direction of the relationship between variable X and variable Y
is unidirectional where each increase in one unit of variable X will cause an increase in variable
Y of 0.708. So it is concluded that the work environment X with work discipline (Y) has a
unidirectional relationship. The results of the coefficient of determination in this study are:
Table 9: Value of Determination Coefficient
Model Summaryb
Model
R
R Square
Adjusted R-Square
1
0.650a
0.422
0.403
a. Predictors: (Constant), Work environment
b. Dependent Variable: Work Discipline
Source: Results of data processing SPSS V. 23

Std. Error of the
Estimate
3.037

Based on the table above, the R Square value (determinant coefficient) is 0.422, which
means the influence of the independent variable (X) on the dependent variable (Y) or the large
influence of the work environment (X) on work discipline (Y) is 42.2 percent, meaning that
42.2 percent of the Y variable is influenced by the X variable while the remaining 57.8 percent
is influenced by other factors that have not been studied in this study. The influence of the
high and low coefficients of determination uses the guidelines put forward by Guilford (1964)
as follows:
Table 10: Interpretation of the Impact Level
Statement
< 4%
5% - 16 %
17% - 49 %
50% - 81 %
> 80 %

Information
Very low influence
Low but definite influence
The influence is quite significant
High or strong influence
Very high influence

The table above indicates a significant influence of the work environment (X) on work
discipline (Y). The relationship between the work environment and work discipline is
reciprocal, supporting the achievement of a company's goals. A conducive work environment
can improve employee work discipline, as they feel motivated and inspired to perform better.
Employee work discipline closely correlates with a good work environment. A conducive
work environment can create an atmosphere in which employees feel more motivated,
focused, and responsible for their work. Factors such as support from superiors and
coworkers, clarity of tasks, effective communication, and comfortable and safe physical
conditions all contribute to improving employee work discipline. The relationship between
the work environment and employee work discipline is very close. A conducive work
environment tends to create conditions in which employees feel motivated, responsible, and
focused on their work (Hafeez et al., 2019; Ong et al., 2021; Saidi et al., 2019; Sutaguna et al.,
2023)
This study was conducted with 32 employee respondents at the Gowa Regency Central
Statistics Agency Office. The results indicated that the work environment influences work
discipline. Therefore, it can be concluded that an adequate work environment is essential for
employee work discipline. Based on the research results, it was found that there was a positive
and significant influence between the work environment and employee work discipline at the
Gowa Regency Central Statistics Agency Office of 42.2% and was influenced by other variables

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DOI: https://doi.org/10.70188/7sx20641

not included in this study; therefore, it can be concluded that the research hypothesis was
accepted.
CONCLUSION
This study aims to determine the influence of the work environment on work discipline at
the Gowa Regency Central Statistics Agency Office. The formulation of the problem and the
results of the data analysis lead to the following conclusion: The work environment (X) at the
Gowa Regency Central Statistics Agency Office is in the very favorable category with a
percentage of 87.44 percent. The work environment variable is measured using six indicators,
namely smoothness, security, safety, cleanliness, comfort, and adequate facilities. Work
discipline (Y) at the Gowa Regency Central Statistics Agency Office is in a very good category,
with a percentage level of 93.02 percent. The work discipline variable is measured using five
indicators, namely attendance rate, work procedures, compliance with rules, work awareness,
and responsibility. There is a positive and significant influence between the work environment
and work discipline at the Gowa Regency Central Statistics Agency Office of 42.2 percent.
Other variables not included in this study also influence this relationship.
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