Influence of Work Discipline, Work Motivation and Workload on Employee Productivity

This research aims to investigate how work discipline, work motivation, workload, and productivity are interrelated, laying groundwork for future studies. Multiple linear regression analysis is the chosen method, with a sample size of 100 individuals. Results show that work discipline, motivation, and workload collectively influence employee productivity, highlighting their importance in enhancing performance.


INTRODUCTION
According to (Sutrisno, 2018) productivity refers to the measure of an individual's work outcomes or performance relative to the input and output processes, serving as a key indicator of employee effectiveness in achieving high performance within an organization.
Apart from work discipline, motivation, according to (Harini, 2017) denotes the process of leveraging employees' capabilities and potential to cultivate their willingness to collaborate effectively and attain predetermined goals.Workload, as defined by (Koesmowidjojo, 2017) entails the methodical evaluation of the quantity or duration of human resources necessary to complete a particular task within a specified timeframe.
To increase employee work productivity, good work discipline is needed.Hasibuan (2017) identifies work discipline as a crucial factor impacting work productivity.It pertains to an individual's degree of consciousness and readiness to comply with both workplace regulation and pertinent societal norms.This research was carried out at PT. XYZ is a company engaged in the field of garment/ textile established in 2015.High employee productivity is highly expected by the company, employee is required to be able to successfully and efficiently fulfil tasks and responsibilities by meeting the specified production targets.The following production targets are obtained as follows:  1, the production achievement target only reached 78%.Achievement of production targets occurred in October reaching 104%, this was because the company received more orders from buyers, while for other months the targets set by the company were not achieved, this achievement was thought to be due to decreased work productivity caused by work discipline, work motivation, and workload that are still being assessed not optimal.
The underlying factor contributing to the decrease in employee productivity is suspected to be work discipline.Based on interviews with the HR department, it was revealed that there were still many violations, types of violations by PT.XYZ employees in the form of light, medium or serious violations.Even though the rules have been made by the company, in reality there are still many employees who violate them.

Source: PT. XYZ, 2023
Table 2 reveals that every month there are always PT. XYZ employees.Has committed light, medium or serious violations.In the type of minor violation (WL1) with a total of 41 cases, the largest was in July and the lowest was in May with cases of employees having problems because they were absent from work without reason for 3 consecutive days.Medium violations (WL2) with numbers 13 cases.The largest in May and the lowest in March with cases of being absent from work without reason for 3 consecutive days and working not in accordance with the SOP.Meanwhile, there were serious violations (WL3) with 3 cases of problematic employees due to abusing their authority and illegally possessing or selling company property.

METHODOLOGY
Human Resources Management (HRM) Mangkunegara (2017) states that Human Resource Management encompasses the strategic planning, coordination, implementation, and supervision of acquiring, developing, providing services, integrating, maintaining, and allocating personnel to achieve business objectives.

Work Discipline
According to Hasibuan (2017), work discipline entails an individual's willingness and awareness to adhere to company policies and pertinent social norms.With indicators of attitudes, norms, and responsibilities.

Work Motivation
According to Harini (2017), motivation serves as a means of harnessing the capabilities and potential of employees, thereby fostering their willingness to collaborate effectively and achieve pre-established objectives.With indicators of motives, hopes, incentives.

Work Load
Koesmowidjojo (2017), workload is the process of assessing the amount of time utilized and needed by human resources to finish a task within a designated timeframe.With target indicators that must be achieved, working conditions, and standard work.

Work Productivity
Productivity as explained by Sutrisno ( 2018) is characterized by assessing an individual's work outcomes or performance, with the input process serving as the input and the output serving as the output.This metric acts as a gauge of employee performance and aids in devising strategies to achieve higher levels of productivity within an organization.By leveraging indicators of capability, one can enhance outcomes, elevate morale, encourage self-improvement, enhance quality, and boost efficiency.

Research Methods
A descriptive verification approach is the method used.

Samples and Sample Techniques
The sample in this study was 100 employees by choosing a nonprobability sampling technique.

Data Analysis Methods
Using the SPSS software, variables are analysed through the multiple linear regression test, which constitutes the research method employed in this analysis.

Validity Test
1.The results of the validity test for work discipline items have 6 question items have 6 question items have a calculated r value ≥ 0.3, the highest value is 0.859 and the lowest is 0.560 so that the training items are declared valid.2. The results of the validity test of work motivation items have 6 statement items and the 6 items with a calculated r value ≥ 0.3, the highest value is 0.902 and the lowest is 0.561 so that the motivations items are declared valid.3. The results of the validity test for workload item gave 6 statement items and the 6 items with a calculated r value ≥ 0.3 have the highest value of 0.870 and the lowest 0.717 so that the workload items are declared valid.4. The results of the validity test of work productivity items have 12 statement items and the 12 items with a calculated r value ≥ 0.3 have the highest value of 0.900 and the lowest value of 0.548 so that the performance items are declared valid.

Reliability Test
The reliability test results for all variables obtained a value of more than 0.6 so they can be declared reliable.

Classic Assumption Test
1.The Normality Test obtained a sig value Og 0.099 so it was declared normally distributed.2. Indicating the absence of multicollinearity problem, the multicollinearity test yielded a VIF value <5 and a tolerance value greater than 0.5.3. Heteroscedasticity test using a scatterplot graph with the results that heteroscedasticity does not occur.

RESULT AND DISCUSSION
Employee responses to work productivity are considered high on average.The self-growth indicator exhibits the highest score, while the efficiency indicator demonstrates the lowest score.Employee responses to work discipline are considered adequate on average.The attitude indicator exhibits the highest score, while the responsibility indicator demonstrates the lowest score.
Employee responses to work motivation are rated high on average.The highest value is on the hope indicator and the highest value is on the target indicator that must be achieved and the lowest value is on the work standard indicator (use of working time).Lowest on incentive indicators.Employee responses to the average workload are considered appropriate.
Regarding multiple linear regression testing with SPSS, Table 3 presents the analysis results for multiple linear regression.Source: Primary data is processed, 2023 Table 3 follows with the interpretation model: Y = 5,377+ 0,263 X1 + 0,519 X2 + 0,815 X3 + ɛ X1 of 0.263 is positive, meaning that if there is an increase in the work discipline variable, it will be followed by an increase in productivity.
X2 of 0.519 is positive, meaning Subsequently increasing productivity follows an increase in the motivation variable.
X3 of 0,815 is positive, meaning that the more appropriate the workload, the more productivity will increase.Source: Primary data is processed, 2023 Table 4 reveal the R value of 0,784 is between the interpretation values 0,600 to 0,799 which means that the relationship between work discipline, work motivation and workload on productivity is strong.A positive correlation shows that the greater work discipline, work motivation and appropriate workload, the higher employee productivity.

Coefficient of Determination
Table 4 reveal the R² value is 0,614 meaning 61% of the influence of the variables in this research on productivity.

Partial Significance Test Result Uji (Uji t)
The following is a test of the test result with the help of SPSS:  X2), the tcount is 2.989, exceeding the ttable value of 1,290, with a significance value of 0.004 smaller than the threshold of 0.05 (0.004 < 0.05).Therefore, the alternative hypothesis (Ha) is accepted, rejecting the null hypothesis (H0), indicating a negative and significant impact of job motivation on employee productivity.c.Regarding workload (X3), the tcount is 4.666, higher than the critical ttable value of 1,290, with a significance value of 0.000 lower than the predetermined threshold of 0.05 (0.000 < 0.05).Indicating a significant positive relationship between workload and employee productivity, the null hypothesis (H0) is rejected in favor of the alternative hypothesis (Ha).

CONCLUSIONS AND RECOMMENDATIONS
Decision making and suggestions in this research are: 1. Work discipline, work motivation and workload on PT.XYZ employee productivity has a positive and significant effect simultaneously.2. The partial influence is as follows: a. Employee productivity is partially positively and significantly affected by work discipline.b.Employee productivity is partially positively and significantly affected by work motivation.c.Employee productivity is partially affected by workload.3.As for what PT.XYZ, namely increasing employee productivity can be done through work discipline, namely increasing productivity so that employee is serious about carrying out their work.And the implementation of work motivation can be improved by paying attention to compensation and improving it better.

Table 3 .
Multiple Linear Regression

Table 2 .
Results of Multiple Correlation Analysis

Table 4 .
Test Result t