Vol 5 No 1 (2023): Paulus Journal of Accounting (PJA) EFFECT OF WORK DISCIPLINE ON EMPLOYEE ACHIEVMENT AT DINAS PERDAGANGAN PROVINSI SULAWESI SELATAN Nur Awaliah Widarti1, Mahliah Muis2, Julius Jilbert3 Universitas Hasanuddin widiartinurawaliah19@gmail.com Volume 4 Nomor 2 Juni 2023 e-ISSN 2715-7474 Juni 2021 p-ISSN 2715-9892 Informasi Artikel Tanggal masuk 01 Mei 2023 Tanggal revisi 10 Mei 2023 Tanggal diterima 06 November 2023 Abstract: The final goal to be achieved from this study is to find out how work discipline influences employee achievement at the South Sulawesi Trade Office. This study uses 2 variabless, namelyy the independentt variable is work discipline (X) and the dependent variables is work performance (Y). The population of this research is all employees of ASN as many as 75 employees. Data was collected using documentation and questionnaire methods. Descriptive statistical analysis, prerequisite test, and multiplen linear regressionn analysis were used to test the hypotheses and processed with the help of IBM SPSS Statistics 21 were usedd to analyzee the data. The final results of this study indicate that work discipline affects the employee achievement of the South Sulawesi Provincial Trade Service Office. Kata Kunci: Work Discipline1, Employee Achievement2 INTRODUCTION Humanaresourcessare thee backbone offorganizational life, and overall organizational success depends heavily on HR to achieve organizational success and goals. Therefore, a company or institution must have employees who are disciplined, competent, experienced and accomplished. In addition, human resources must have many skills such as knowledge, expertise, and work. No matter how sophisticated the development of technology and information, without human resources, this goal will not be achieved. In connection with the issuance Discipline Regulations for Civil Servants, Government Regulation Number 53 of 2010, as government officials and the community, ASN must always be able to appropriately perform their duties, for the sake of realizing a clean and authoritative government starting with upholding national discipline in ASN environment. Discipline is part of the government's main goal in order to build quality work of government employees who are effective and efficient who have high discipline and full-service loyalty in their duties and responsibilities and are oriented towards community welfare through improving service to the community. The application of discipline is applied not only to staff but also to all employees from the leadership to employees at the operational level for the sake of public demand for good service quality. These changes are related to changes in work culture and employee behavior that lead to increased employee performance. Discipline is a need as well as a demand for various joints of social life, especially modern society in all places and times, both in the education industry, government and private 12 Vol 5 No 1 (2023): Paulus Journal of Accounting (PJA) agencies, to various public areas (Nitisemito in Sumanto (2020: 311)). Discipline is an attitude of rules, both written and unwritten. The South Sulawesi Provincial Trade Office is the implementingg elementt of the South Sulawesi governmentt led by the head of the service whose task is to assist the governor in carrying out government affairs in the trade sector, whichh are the regional authorityy and assistancee responsubilities assigned to the regional government. In Table 1. Recapitulation data for the presence of employees of the South Sulawesi Province Trade Office where delays still occur frequently, even the percentage of delays increases every year. Table 1. Recapitulation of the 2017-2019 South Sulawesi Provincial Trade Service Employee Attendance. Average Absent/Year Average delay/ year Year Permit % Without % Sick % Total % Late % Explanation 2017 116 28 253 16 169 30 588 20 536 29 2018 194 33 711 40 117 21 1.022 35 609 32 2019 226 39 805 46 270 49 1.301 45 723 39 Source: Trade Office HR Data (Processed by Author) for 2023 Considering table 1,, the average numberr off South Sulawesi trade service employees who are absent/month is the highest in 2019 at 45%. Whereas in 2019 as many as 39% the average number of employees who are late per month is very high. In light of the findings of the percentages It is evident from the table above that there are still frequent delays, the percentage of delays has increased every year. This can be one of the causes of non-optimal employee performance. Achievement is primarily due to several Work criteria that an employee must adhere. Employees can be said to be productive if within a certain time they can complete the work assigned to them. Essentially, a worker must possess a positive outlook based on the conviction that every day must be better than the one before, as well as talents and abilities that are compatible with competency and strong work ethics. Work performance or Performance is the outcome of a staff member's quantity and quality of work in completing tasks that are in line with the obligations given to him. (Mangkunegara, 2009). Thee point is that every job responsibility assigned to him will shape the qualityy andd quantityy of his work1 to determine his achievements in his work. Table 2. Performance Data of South Sulawesi Trade Office Employees for 3 Years (20172019). Year Information 2017 2018 2019 Employee work goals (SKP) 50,85 54,19 49,33 Service Orientation 85,71 90,57 84,28 Integration 87,33 87,47 82,67 Commitment 86,57 87,24 82,3 Discipline 87,66 87,6 82,51 Cooperation 86,4 87,73 82,56 13 Vol 5 No 1 (2023): Paulus Journal of Accounting (PJA) Leadership 30,8 31,25 29,77 Total value (%) 81,82 85,64 79,01 Targer (%) 100 100 100 Difference (%) 18,18 14,36 20,99 Source: Trade Office HR Data (Processed by Author) for 2023 In table 2 above, it can be seen that the work targets for employees of the South Sulawesi Provincial Trade Office have increased in 2019, and it can also be seen in the employee behavior section, especially in the discipline category, there has been a decrease every year. LITERATURE REVIEW 1. WORK DISCIPLINE 1) Understanding of Work Discipline According to Fahmi (2016: 65), discipline is the amount of time and attention given to the task at hand, as well as the ability to accept a reprimand or punishment if the task is completed. Discipline can also be interpreted as a self-development process that leads to more effective, efficient and productive work. The purpose of discipline is to improve the work performance of an employee so as to obtain organizational goals. Discipline is essentially a training process to change the mindset, attitude and behavior of employees so thatt theyy workk effectivelyy, efficiently andd efficiently which leads to the creation of profits and economic added value of the organization (company). (Prawironegoro and Utari, 2016:116-117) Every employee who works in general tends to have discipline and comply with any rules or conditions set by the organization (Yusuf et al., 2019). Usually, only a minority of the organization's members are disciplined, which is why this particular employee is referred to as a "problem employee." The types of work discipline, according to Mangkunegara in Sitorus (2020:28), are: a) Preventive discipline Preventive discipline is a strategy to encourage employees to participate and uphold company policies and procedures set by the organization. The purpose of preventive discipline is to encourage and encourage people to behave in discipline. b) Coreactive discipline. Correctivee disciplinee is an effort to move employeess to identify a rulee and move themi to complyi withe the rulese that apply to the organization. c) Progressivee disciplinee This is an activityy that providess for moree severe penalties for repeated offences. 2) Factors Affecting Work Discipline According to Singodimejo in Sutrisno (2020: 89), factorss that affectt work disciplinee are: a. The amount of compensationn given b. At least there are leadership guidelines in the organization. c. At least there are fixed rules that can be used as a reference. d. The courage of the leadership in taking action. e. At least there is a leadership check f. At least there is concern for employees. g. Creating a culture that supports discipline. 3) Work Discipline Indicators. According to Sutrisno in Sitorus (2020:28) there are several indicators of work discipline, including: a. Basic guidelines for professional attire and behavior. b. Obey company regulations 14 Vol 5 No 1 (2023): Paulus Journal of Accounting (PJA) c. Respect the rules of time. Judging from the times too go to workk, timee to go home, and rest timee in accordancee with the ruless that applyy in the organizationn. d. Obeyy the ruless of conductt at workk. based on numerous methods of working in line with the position's responsibilities, obligations, and manner of interacting with other work unit teams. EMPLOYEE ACHIEVEMENT 1) Understanding of Employee Achievement An organization is a group of individuals with a variety of skills (knowledge), who are interdependentt with one anotherr, who are trying to achieve their shared goals by making use of the resources already available. Basicallyy the commonn goals to bee achieved by an organizationn or agency is to achieve profitt. Thereforee, employeess who havee high work performancee are neededd. According to Maier in Fahmi (2017: 17) provides a definition of work performance which is a person's success when doing a job. From these limitations, it is clear what is meant by workk performancee is the result1 that has beenn achieved by someonee according to the standards that apply to the job in question. 2) Factors Affecting Employee Achievement According to Steers in Sutrisno (2007: 151) states that individual work performance creates a combined function of three factors, namely: a. A worker's abilities, behavior, and interests. b. Clarity and acceptance of explanation of employee roles . c. Standard of work motivation Although each factor may have important characteristics when considered separately, it is the combination of these factors that is most effective at enhancing overall organizational performance. 3) Employee Achievement Indicators Performance indicators in Sutrisno (2014: 152), namely: Performance indicators in Sutrisno (2014: 152), as follows: a. Results of work. The level of quantity and quality that has been obtained and the way supervision is carried out. b. Knowledge of work. The stage of understanding related to work which will directly affect the quality and quantity of the work. c. Incentives. Incentives given while carrying out their work, especially in terms of problems that exist in the future. d. Mental prowess. Ability and alertness in receiving work orders and adjusting to the way of work and existing work situations. e. Attitude. A positive attitude and strong work ethic are very important when carrying out their job duties. f. Absenteeism and time discipline. Time discipline in attendance. HYPOTHESIS H0: Workk disciplinee has a (+) and significantt effectt on employeee performancee Ha: Workk disciplinee has a (-) and insignificant effect on employeee performancee 15 Vol 5 No 1 (2023): Paulus Journal of Accounting (PJA) CONCEPTUAL FRAMEWORK Employee Achievement Work Discipline Figuree 1. Conceptual Model RESEARCH METHODS Location and Research Design Pre-researchh locations were conducted at the South Sulawesi Provincial Trade Office.In testing data analysis using the SPSS program, it is carried out to analyze simple linear regression data. Population and Sample The populationn used as the sample in thiss studyy were all ASN employeess at the Trade Office of thee Province of South Sulawesi, totaling 75 respondents. The technique used to determine the sample is a saturated sample, because the number of population is not taken using a saturatedd samplee, because the numbers of populationn is not enough 100 people. Method of collecting data The dataa usedd is quantitative. For the dataa collectionn process using primaryy data, namelyy dataa obtainedd directly by researcherss without using intermediaries. The data collection1 process wass carriedd out by distributingg questionnaires. Variable measurement using a liker scale DATA ANALYSIS METHOD Simplee Linearr RegressionnTest Simple linearr regressionn test is used to determinee the influence of work discipline on employee performance. Thee research resultss are shown below: Basedd on the SPSS1 completion data in tablee 3. simple linear regression, it can be expressed in the following equation: Work Performance (Y) = 22.403 + 0.578X This equation states that the constant value is 22.403, the regression coefficient is 0.578. That is, every increasee in workk disciplinee by 1%, work performancee willl alsoo increasee. 16 Vol 5 No 1 (2023): Paulus Journal of Accounting (PJA) RESEARCH RESULT Characteristics of Respondents Characteristics related to respondents' understanding of the research object which provides research results regarding the influencee off workk discipline1 on employee2 performancee. From the data that has been collected, from 75 respondents the researcher obtained information. Categories Basedd on Genderr Table 4. Characteristicss by Genderr. Genderr Frequency (f) Man 53 Woman 22 Total 75 Sourcee: Primaryy Date, 2023 Percentagee(%) 71 29 1000 Table 4 showss that the percentage of male employees at the South Sulawesi Provincial Trade Office is higher than that of female employees. This is because tasks such as in the field of consumer protection and orderly trade, in the field of trade distribution service centers and others at the South Sulawesi Provincial Trade Service require male workers. Characteristicss Basede on Educationn Levell Table 5. Characteristicse Basede on Educationn Levell Level of educationn Frequency (f) SLTA 8 D-III 4 D-IV 10 S1 35 S2 18 Total 75 Sourcee: Primaryy Data, 2023 Percentage (%) 11 5 13 47 24 100 According to table 5 above, it shows that most of the employees of the South Sulawesi Provincial Trade Office have a bachelor's both a bachelor's and a master's degree level of education. So that the formal education of employees can be categorized as very good. This can help DISDAG of South Sulawesi Province to achieve its goals, because individuals who obtain formal education to a higher level will have a more creative and innovative mindset. Characteristicss Basedd on Agee Table 6 Characteristicss Basedd on Agee Agee Frequency (f) Percentagee(%) 30-39 Tahun 19 25 40-49 Tahun 26 35 50-59 Tahun 30 40 Totall 75 100 Sourcee: Primaryy Dataa, 2023 17 Vol 5 No 1 (2023): Paulus Journal of Accounting (PJA) Table 6 showss thatt 40% of employees at the South Sulawesi Provincial Trade Office are aged 50-59 years. In some theories it is stated that employees at a young age are more productive than employees at an old age, but employees in that age range have more experience than employees at a young age and at that age are included in the productive age to accept responsibility. Characteristicss Basedd on Length off Servicee Tablee7. Characteristicss basedd on length of servicee Length of service Frequency (f) 1-9 Tahun 15 10-19 Tahun 30 20-29 Tahun 21 30-39 Tahun 9 Total 75 Sourcee: Primaryy Dataa, 2023 Percentage (%) 20 40 28 12 1000 Basedd on tablee 7 above, its showss thatt as many as 40% of employees at the Trade Office of the province of South Sulawesi have served as ASN within a period of 10-19 years. This can be a reference that employees have more experience, so that employees can have better quality work in achieving organizational goals and functions. INSTRUMENTt TESTt Validityy testt The validityy test tests how well the instrument is made to measure certain concepts. A questionnaire can be saidd too bee valid if the statements on the questionnairee cann reveall somethinggthat is measurede by the questionnaire. The validityy test is calculatedd by comparingg the values of rcount and rtable, if rcount and rtable, if rcount > rtable (significant level of 5%) thenn the item statement is declarede validd. The followingg are the resultss of the questionnaire validityy test, namely: Table 8. Validityy Test Resultss Variabel Work Discipline Itemm 1 2 3 4 5 6 7 8 9 10 11 12 1 2 3 4 Rcountt 0,460 0,522 0,492 0,558 0,609 0,467 0,514 0,575 0,636 0,469 0,483 0,387 0,577 0,635 0,445 0,382 Rtabell 0,224 0,224 0,224 0,224 0,224 0,224 0,224 0,224 0,224 0,224 0,224 0,224 0,224 0,224 0,224 0,224 18 Informationb Valid Vol 5 No 1 (2023): Paulus Journal of Accounting (PJA) 5 0,579 0,224 Employee Valid 6 0,504 0,224 Achievement 7 0,398 0,224 8 0,635 0,224 9 0,436 0,224 10 0,474 0,224 11 0,516 0,224 12 0,438 0,224 Source: Processed via IBM SPSS Statistics 21 Considering the testt outcomes in table 8 abovee, the resultss of the validity test stated that all the work discipline statement items used had rcountt higherr than rtablee (rcountt > 0.224). So it can be concluded that the instrument of work discipline statements on work performance is valid. Reliability Test The reliability test wass carriedd outt to findd out whetherr the instrument has consistency when measuring with a questionnaire is carried out from time to time. The questionnaire is declared reliablee iff thee Crombach Alphaa value is higher thann 0,60. The followingg are the resultss of the reliabilityy testt for the two variables of this study, namely: Table 9 illustratess the reliability test resultss showw thatt all variables have Crombach Alpha greater thann 0,60, so thatt it cann be saidd that all variabless in this studyy are reliablee. HYPOTHESIS TESTING Table 10 shows thee tcountt valuee is 6.763 and thee ttablee is 1.668 at a significant level of 5%. comparison of tcount > ttable (6.753> 1.668) which means that Ha iss acceptedn. So itt cann bee said thatt theree is a significantt influencee of work discipline on work performance. 19 Vol 5 No 1 (2023): Paulus Journal of Accounting (PJA) Determination Coefficient Test Through Table 11 above, it can be seen that the rcount is 0.621. Itt cann be seenn thatt the correlation coefficient shows a positivee valuee of 0.621, whichh means1 that workk disciplinee has a positivee influence and has a strong relationship. As forr thee coefficientt of determinationn (R Squaree) of 0.385, which meanss 38.5%, the influencee of employee performance is explained by work discipline. As for 61.5% of the deficiencies are factors or other variables that affect employee performance that are not explained in this study. DISCUSSION Work disciplinee in general hassa significant effect on improvingg employeee achievement. High performance disciplinee mustt alwayss be maintainedd, event must bee continuously improved. employees with high discipline are expected to be able to work better as much as possible to improve their performance as well. disciplined employees tend to be more punctual in completing their duties. Accordingg to the findingss of the T-test analysis, itt states thatt the values off tcount iss greaterr thann ttable, so it cann bee seen thatt thee influence off work discipline on employeee achievementt at the South Sulawesii provincial trade service is significant. If you look at the test of the coefficient of determination, it shows that the influencee of workk disciplinee variables on employeee achievement is in thee low category and theree is a positivee correlation betweenn work disciplinee and employeee achievement. Basedd onn thee explanation above, itt cann bee concluded that work discipline has a positivee and significantt effectt on thee employeee achievement of employees of the South Sulawesi Province Trade Office. This is because workk discipline iss onee of the factorss for employeee achievement. With increased work discipline, it is hoped that the work performance of the employees of the South Sulawesi Province Trade Office will also improve. This is in accordance with the results carried out in this study, where thatt iff workk disciplinee increases byy 1%, employee performance willl also increasee byy 1%. CONCLUSION The resultss of the researchh show that thee effectt off workk disciplinee on employeee achievement at the South Sulawesi provincial trade service has a positivee andd significantt influence. The resultss off thee study also show thatt thee correlation coefficientt iss positivee, namely 0.621, which meanss thatt thee influence of workk disciplinee hass aa strong influence andd relationship too employeee achievement. Then thee valuee off thee coefficientt of 20 Vol 5 No 1 (2023): Paulus Journal of Accounting (PJA) determinationn (R2) iss 0.385 (38.5%) changes in employeee achievement are explained by work discipline. THANK-YOU NOTE The success of writing this journal cannot be separated from the guidance and support from various directions, the author would like to thank as much as possible to: Mrs. Prof. Dr. Hj. Mahlia Muis, SE., M.Sii as thee main supervisor and to Mr. Dr. Julius Jilbert, SE., MIT as the accompanying lecturer. Then the author would like to thank my beloved parents, and to my brother who has helped finish this scientific journal. BIBLIOGRAPHY Ardiana, Linda Alfitri. 2017. The Influence of Work Motivation and Discipline on Employee Performance at PT. 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