JTUS, Vol. 02, No. 3 March
2024
E-ISSN: 2984-7435, P-ISSN: 2984-7427
|
|
The Influence
of Leadership on the Performance of Employees in Karawang Class Iia Correctional Institution
Maulkre Her Susilo, Harries Madiistriyatno, Aji Winata
Mitra Bangsa University, Bintaro, DKI
Jakarta, Indonesia
E-mail : [email protected], [email protected], [email protected]
|
Abstract This study examines the relationship between
leadership and employee performance in Karawang Class IIA Correctional
Institution. The research method involved descriptive analysis to understand
leadership and employee performance in the institution, and verifiative analysis to quantify the impact of leadership
on employee performance. Primary and secondary data were collected through
observation, interviews, questionnaires, and literature review. The
hypothesis tested whether leadership influences employee performance in the
institution. Statistical methods including Simple Linear Regression,
Correlation Coefficient, and Coefficient of Determination were utilized
through the IBM SPSS application program. The findings revealed a Coefficient
of Determination (KD) value of 0.45, indicating a significant influence of
leadership on employee performance at Karawang Class IIA Correctional
Institution. Keywords: Leadership, Employee Performance,
Penitentiary. |
INTRODUCTION
In an organization, the
human factor is the main key that greatly supports the survival and success of
the organization in achieving goals. In this case, humans need adequate
facilities and infrastructure to achieve organizational goals. Because without the
facilities and infrastructure that support, humans cannot carry out the
programs set.
Leadership is a central
problem in organizational management, the back and forth of the organization,
the dynamics or not, the growth and development, the death of the organization,
whether or not people are happy to work in the organization, and the achievement
or failure of organizational goals, partly determined by the right or not the
leadership applied in the organization concerned.
The term leadership is
as old as human life since humans are aware of themselves; there is no group of
humans in their social life who do not have leaders because leaders are
considered to determine efforts to obtain what is the ideal needs of society
itself; leaders are people who guide and direct others to act.
Seeing the importance
of quality human resources in carrying out organizational activities, leaders who
can direct all personnel in the organization are needed. In other words, an
organization needs a leader who has the ability to
lead well and work together with all existing organizational components to
achieve goals.
To achieve the
organizational goals set, the personnel (in this case, employees) who are the
backbone of an agency/institution need to improve work results. Employee
performance is the level of work productivity that helps employees achieve job
requirements. Employee performance can also be interpreted as the results of
work that has been achieved by an employee in a certain period. By improving
the results of his work, he will be able to see the extent to which the plans
that have been set can achieve results. If the results obtained are by what was
planned, then the way of work implemented can be said to be good. However, if
the results of the work obtained are far from the plan, it is necessary to look
for the causative factors.
In an agency that has
complex tasks, an organizing system is needed that is able to
compare all sections so that a section head will lead each section. This is
done to make it easier to organize, nurture, and direct the subordinate
employees so that they can work well and optimally.
Employees, as the
personnel who carry out the operational activities of the institution, are
required to have knowledge and skills that can support the implementation of
their duties because employees are the spearhead of the organization in
carrying out their activities. Therefore, a leader who can direct his employees
is always needed to improve their work performance abilities.
A successful leader is
one who can adapt the style to fit the situation and can influence the
leadership style in a given situation, such as task
guidance, expectations, and superior abilities, although admittedly, these
factors all have an important influence on the style's effectiveness. The main
factors that impact the leadership style applied by the leader depend on the
level of maturity shown by followers for a particular task, function, or goal
that the leader wants to carry out through individuals or groups.
Effective leadership is
successful in carrying out his role as a leader. This success can generally be
measured in various aspects, including increasing employee work productivity,
service, job satisfaction, and production results or the work of the part he
leads. Therefore, the effectiveness of the work of leaders is very decisive for
the leadership role.
A common term for
people who can influence the behavior of others is leader. The leader largely
determines an organization's success or failure. That the leader is responsible
for failing to perform a job, is an expression that occupies the most important
position.
The ability of leaders
to move their subordinates is very important to support the success of an
organizational goal. For this reason, rational leadership is needed, meaning
that the leader must be able to manage his subordinates by the responsibilities
and authorities he has.
In this study, the
author sees that the knowledge, skills, and work maturity possessed by Karawang
Class IIA Correctional Institution Employees are still lacking, so personnel
performance is not optimal. Judging from the problems that have not been
handled properly, it can be seen that the Leader of Karawang Class IIA
Correctional Institution Employees in improving employee performance leadership
there are several obstacles, namely the lack of leadership in providing
motivation, support, guidance/direction and supervision to Karawang Class IIA
Correctional Institution Employees, lack of adequate facilities and
infrastructure so that the performance of Correctional Institution Employees
Class IIA Karawang is less than optimal.
The problem of
leadership is an attempt to move people to work together towards ideal,
convincing subordinates to follow and obey it. The leadership's efforts in
moving its employees are so that all instructions and orders can be carried out
properly, so that they can achieve organizational goals effectively and
efficiently. Leadership efforts to influence employees can be done individually
or in groups. The leader of Karawang Class IIA Penitentiary Employees must be
able to exercise his leadership by influencing every personnel and group of
people in his work unit to achieve their goals jointly.
From the background
above, the author is interested in researching further and becoming the
rationale for a thesis entitled The Influence of Leadership on Employee
Performance in Karawang Class IIA Penitentiary.
METHODS
The method used in this study is the Descriptive Method of Analysis,
which is meant by the Descriptive Method of Analysis is research aimed at
explaining certain social phenomena.
Operational Variables
According to Sugiyono (2013: 58) research variables are everything in any form set by
the researcher to be studied so that information is obtained about it, then
conclusions are drawn. Regarding this
understanding, in this
study, there are two variables, namely:
Dependent
Variables
According to Sugiyono (2013: 59), dependent variables are often called output variables,
criteria, and consequences. In Indonesian, it is often referred
to as a dependent variable. A dependent variable is a variable
that is affected
or that becomes
a result due to the presence
of an independent
variable.
This study's dependent variable is Personnel Performance at Karawang Class IIA Penitentiary. The knowledge,
skills, and work maturity possessed
by Karawang Class IIA Correctional Institution Employees are still lacking so employee
performance is not optimal,
judging from the problems in handling supplies
needed by both cooperative members and the surrounding community that have not
been handled properly, it can be seen that the Head of Karawang Class IIA
Correctional Institution in improving employee performance leadership there are several obstacles, namely lack leadership
in providing motivation, support, guidance/direction and supervision
to Karawang Class IIA Correctional Institution
Employees, lack of adequate facilities and infrastructure so that the work of
Karawang Class IIA Correctional Institution Employees is less than optimal.
Independent Variables
According to Sugiyono (2013: 59), independent variables are often called stimulus variables, predictors, and antecedents. In Indonesian, it is often referred
to as an independent variable. An independent variable is a variable that
affects or causes its change or the emergence of a dependent variable (bound).
In this case, the dependent variable is the Leadership of Karawang Class
IIA Penitentiary.
Table 1.
Variable Operationalization
|
Variable |
Conceptual |
Dimension |
Indicators |
Size |
Scale |
|
|
Leadership (X1) |
Norms of behavior used by a person at the time when
that person tries to influence the behavior of others
(Fiedler, 1967: 17) |
1) Provide support 2) Provide hints 3) Gives encouragement 4) The existence of work instructions and
procedures 5) The existence of homogeneous policies 6) Open dialog 7) Delegate or representative |
The extent to which a leader involves
himself in two-way communication |
1 - 5 |
Ordinal |
|
|
Employee Performance (Y) |
The level of work productivity of employees in
achieving job requirements. Employee performance is the result that has been
achieved by an employee in a certain period of time (Simamora, 2008:68) |
1) Provide ideas or ideas 2) Analytical skills and selecting
alternatives 3) Assign tasks 4) Troubleshoot problems |
-
The
ability of personnel to release new ideas towards better development. -
The
ability of personnel to analyze problems in their work while taking the
initiative to choose alternative decisions without direction from their
superiors. -
Personnel's
ability to accept something new. -
Ability
of personnel in solving all problems with results that are in accordance with
the targets and schedules that have been set. |
1 - 5 |
Ordinal |
|
Data Sources and Methods of Collection
Population and Research Sample
According
to Sugiyono (2013: 115), population is a generalized area of objects or
subjects with certain qualities and characteristics determined by researchers
to be studied and then draw conclusions.
Meanwhile,
according to Sugiyono (2013: 57), the sample is Part
of the number and characteristics possessed by the population.
The
sampling method/respondents use a simple random sampling method (Simple Random
Sampling). The method is used based on existing data namely the population is
homogeneous, with the number of Karawang Class IIA Penitentiary Employees as
many as 134 people by the Slovin formula (Husein Umar, 1997: 49) as follows:
N
n =
1 + N(e)2
where n = sample/respondent
N = employee population
e = 15% tolerable error
where
: N = 90
e = 15%
N
n
=
1
+ N(e)2
90
= 1
+ 90 (0.15)2
=
29.75
30
So in this study n =
134 respondents
Data Collection Techniques
The data collection
techniques used by the authors in this study are:
Field study
is a data collection technique carried out by the author directly into the
field to collect data using questionnaires (by providing a list of written
questions to respondents).
In collecting data
through this questionnaire, several things need to be explained, namely:
1.
The form of the questionnaire is closed; that is, the author has
determined the choice of answers to the questions asked.
2.
The author chooses alternative answers in choices with gradation form:
Always, Sometimes, Never.
The
answer to each item is measured according to the Likert scale, which is a scale
that has a very positive to negative gradation, also to analyze quantitatively.
According to Sugiyono (2013: 73):
Likert
scales measure the attitudes, opinions, and perceptions of a person or group of
people about social phenomena. The researcher has explicitly determined this
social phenomenon and hereinafter referred to as a research variable.
By
determining the score for the questions made, it is further classified as
follows:
(1)
For answer A with criteria always given a score of 3.
(2)
For answer B with criteria, sometimes given a score of 2.
(3)
For answer C with criteria, it was never scored 1.
Analysis Design and Hypothesis Test
The
data analysis technique used in this study is to collect data that is already
available and classified according to its type as follows:
1.
Primary data is obtained directly through questionnaires or
questionnaires distributed to respondents or Karawang Class IIA Correctional
Institution Employees.
2.
Secondary data is data obtained from archives at Karawang Class IIA
Penitentiary Employees.
Data
analysis is carried out with the following steps:
1.
Coding data is done by placing the letters provided and included in your
alternative answers. Respondents put a cross on the letter.
2.
Data processing is processed based on questionnaires collected from the
questionnaire given, then tabulated from the answers.
3.
Data analysis is processed to examine the tabulation results
qualitatively by comparing the results of observations.
The
purpose of the calculation and combination is that the tendency of each answer
can be known that the author also uses calculations according to Sugiyono
(2013: 204), namely the calculation of Weight Mean Score (WMS) with weighting
for each answer choice, because alternative answers use the second order
expressed the difference in level (scale) and frequency of answers from the
highest number to the lowest, so as follows:
•
Answer A means active, value 3.
•
Answer B Sometimes, value 2.
•
Answer C Never, value 1.
From
the scoring above, the interval between one criterion and another is obtained
as follows:
3 – 1 = 2 = 0.06
3 3
Obtained
for decision-making is determined by the following interpretation criteria:
• 1 – 1,66 means less
• 1,67 – 2,33 means medium
• 2,34 – 3 means good
From
the provisions above, the next level of answer categories to obtain the number
of interpretations or interpretations is used the calculation formula according
to Bakri Siregar as follows:
M = f(x) / n
Information:
M = acquisition of
interpretation number
f = frequency of
answers
x = weighting (scale of
values)
= Addition
n = total number of
answers.
Because
the data collected from each variable is an ordinal measurement scale,
according to Sugiyono (2013: 70): "Ordinal scale is a tiered scale where
something is more or less than the other".
So to find out whether
there is a relationship a statistical test is used, namely a test of the
Spearman Rank Order Correlation (ROS) (Sugiyono, 2013: 186) as follows:
Information:
Rs = Spearman Rank
Order Correlation Coefficient
n = number of samples
di = Ranking difference
between variable X and variable Y
While the level of
significance or alpa () is determined at 5% to test the hypothesis, the
correlation testing criteria are as follows:
a. If the results of the analysis are
calculated using the rs calculate > rs table , then the hypothesis
is accepted.
b. If the results of the analysis rs
calculate < rs table then the hypothesis is rejected.
rs table is the value
obtained from the Spearman Rank table with alpha () predefined with n many
data pairs.
To measure the level of relationship between
the independent variable and the dependent variable, the following research
criteria are used:
|
Interval |
Level |
|
Coefficient |
Relationship |
|
0,00 – 0,199 |
Very Low |
|
0,20 – 0,399 |
Low |
|
0,40 – 0,599 |
Medium |
|
0,60 – 0,799 |
Strong |
|
0,70 – 1,000 |
Very Powerful |
(Sugiyono, 2013: 149)
RESULTS
AND DISCUSSION
Influence of Leaders with Employee Performance in
Karawang Class IIA Penitentiary
In an effort to improve employee performance, the Head of
Karawang Class IIA Penitentiary, in addition to providing instructions to his
subordinates either regarding instructions to do a specific or in coordinating
to do a certain job.
In
addition, the Head of Karawang Class IIA Penitentiary also always encourages
his subordinates by providing input or ideas in work so that his subordinates
can improve their performance and always encourages their employees to be more
active in working.
To
keep his subordinates always feeling motivated, the leader in assessing the
results of a job is done as objectively as possible so that there are no
misunderstandings among fellow employees.
In
doing a job, leaders always provide input to employees to be more motivated in
doing a job. In addition, between leaders and subordinates often strengthen a
sense of unity in doing work and in communicating.
The
facilities felt or obtained by employees are sufficient in carrying out an
activity for employees because facilities are one of the most important in
carrying out employee performance activities.
In addition to means,
also the most crucial thing in work is to create a work discipline for
employees because with that discipline, employee performance can be improved.
Discipline is the main key in enhancing employee performance for the better.
Leadership Variable Analysis (Variable X)
Table 3. Recapitulation of Leadership Variable Indicators (X)
|
No. |
INDICATORS |
WMS |
INFORMATION |
|
1 |
Providing Support |
(2,28) |
Keep |
|
2 |
Giving Hints |
(2,27) |
Keep |
|
3 |
Giving Encouragement |
(2,26) |
Keep |
|
6 |
Existence of Work
Instructions and Procedures |
(2,07) |
Keep |
|
5 |
The existence of homogeneous
policies |
(2,37) |
Keep |
|
6 |
Open Dialog |
(1,67) |
Less |
|
7 |
Delegate or Representative |
(2) |
Keep |
|
å = 16.78/7 = 2.11 (Medium) |
|||
From the results of the
recapitulation of the table in addition, it was concluded that the
interpretation figure was 2.11 with a moderate assessment. This means that leadership
has run quite optimally, this is based on indicators of variables obtained from
respondents based on questionnaires and field interview results.
Performance
Variable Analysis (Variable Y)
Table 4. Recapitulation of Employee Performance Variable Indicators (Y)
|
No |
INDICATORS |
WMS |
INFORMATION |
|
1 |
Giving Ideas or Ideas |
(2,15) |
Keep |
|
2 |
Providing Analysis and Selecting Alternatives |
(1,78) |
Keep |
|
3 |
Assign Tasks |
(2,10) |
Keep |
|
6 |
Troubleshoot problems |
(2,33) |
Keep |
|
å = 8.36/6 = 2.09 (Medium) |
|||
From the table above,
the recapitulation of the interpretation figure is 2.09. This indicates a
moderate assessment. This means that it can be concluded that the performance
of the employees of Karawang Class IIA Penitentiary is quite good.
CONCLUSION
Based on the analysis and hypothesis testing
utilizing the Spearman Rank Order (ROS) Correlation formula, the obtained
correlation coefficient of r_s = 0.45 signifies a
significant relationship between leadership and employee performance at
Karawang Class IIA Correctional Institution. This result confirms the
acceptance of the research hypotheses. Furthermore, it indicates a moderate
level of association between the two variables. However, the questionnaire
responses also revealed that leadership at Karawang Class IIA Correctional
Institution may not be operating optimally despite fulfilling its function to
some extent. With 134 respondents providing answers to seven statements,
resulting in a score of 2.11 categorized as "Good Enough," the leadership
performance is deemed satisfactory. Hence, the data analysis using statistical
methods, including correlation coefficients and determination, supports the
conclusion that leadership significantly influences employee performance at
Karawang Class IIA Correctional Institution.
