The Commitment, Discipline and Motivation Effects on the

Non-domiciled Civil Servants’ Performance

Dibyantoro

, L. Suhairi Hazisma

, Jalaluddin Sayuti

, Munparidi

and M. Yusuf

Lecturers of Business Administration Department - State Polytechnic of Sriwijaya

Keywords: Commitment, discipline, motivation, performance.

Abstract: The improving individual performance aims to increase organizational productivity through efforts such as

commitments, discipline and individual motivation in achieving organizational goals. The objective of this

study was to analyze and prove the effects of commitment, discipline and motivation partially and

simultaneously on the non-domiciled civil servants performance in Prabumulih Mayor Office. The sample

in this study was 60 respondents. The data were obtained by distributing questionnaires. The data were

analyzed by using Multiple Linear Regression so that the statistical rules were carried out in this research.

The simultaneous test results showed that all variables - independent variables: Commitment (X

Discipline (X

), and Motivation (X

) simultaneously had significant influences on Performance (Y). The

civil servants performance is the main capital of Prabumulih Government in realizing the goals. For that

reason employees` motivation must be considered, so that the existence of commitment, discipline and high

work motivation guarantees an increase in performance.

1 INTRODUCTION

The performance measurement is very important to

assess the accountability of organization and

managers in producing better public services.

Having a reliable performance measurement system

is one of the key factors of organizational success,

because the performance measurement is used to

assess the performances of managers and

organizational units they lead. Improving individual

performance is desirable both from the organization

and workers. In general, it can be explained that an

increase in individual performance aims to increase

organizational productivity through efforts such

commitment, discipline and individual motivation in

achieving organizational goals (Yuwalliantin et al.,

2006).

According to Mahmudi (2013) performance is a

multi dimensional construct including many factors

that influence it. The influencing factors are:

1. Personal/individual factors, including:

knowledge, skill, ability, confidence, motivation,

and commitment owned by each individual.

2. Leadership factors, including: quality in giving

encouragement, enthusiasm, direction, and

support provided by managers and team leaders.



3. Team factors include: the quality of support and

enthusiasm given by colleagues in one team

,

trust in fellow team members, cohesiveness and

team members` closeness.

4. System factors, including: the work system,

work facilities or infrastructure provided by

organization, organizational processes, and

performance culture in the organization.

5. Contextual (situational) factors, including:

pressure and changes in the external and internal

environments.

The statement above surely these will have

impacts on the organization performance where in

the current reform era it demands high performance

of public organizations to maintain the community

trust, including in Prabumulih mayor office. Based

on data from Prabumulih Civil Service Board, out of

4,451 total civil servants in Prabumulih, 50 percent

were employees who lived in Palembang

(Prabumulih Civil Service Board, 2017). The large

number of employees in the Prabumulih Mayor

office domiciled Palembang could cause employees

ineffective at working and proposed to move to

Palembang though there was an agreement. As it is

known that the distance of Palembang to Prabumulih

by using a car in normal conditions is around 3

Dibyantoro, ., Hazisma, L., Sayuti, J., Munparidi, . and Yusuf, M.

The Commitment, Discipline and Motivation Effects on the Non-Domiciled Civil Servants’ Performance.

DOI: 10.5220/0009153000002500

In Proceedings of the 2nd Forum in Research, Science, and Technology (FIRST 2018), pages 95-100

ISBN: 978-989-758-574-6; ISSN: 2461-0739

hours, while using a train is around 2.5 hours. The

commitment of civil servants (PNS) who initially

stated they were ready to work and provided the best

service to community who need services at

Prabumulih mayor office was considered

insufficient. Based on preliminary observations civil

servants` working time discipline from the start to

the end of work hours did not meet working hours

standards. This was complained by people of

Prabumulih because they were only able to get

services above 10.00 AM, while the service had

started to be less optimal if it passed 02.00 PM.

Based on the results of the monthly attendance

recapitulation, around 70 percent of civil servants

domiciled in Palembang had lateness in attendance

and complete working hours before their time

(Prabumulih Civil Service Board, 2017). Such

conditions are an indicator of the low commitment,

discipline and motivation of non-domiciled

employees which impact the organization's

obstructions in this case the Government of

Prabumulih to implement the vision, mission and

work programs that have been made.

In relation with the description above, it is

necessary to conduct research to determine the

effects of commitment, discipline and motivation

factors of non-domiciled employees in Prabumulih

mayor office.

The objective of this study was to analyze and

prove the effects of partial and simultaneous

commitment, discipline and motivation on the non-

domicile civil servants performance in Prabumulih

Mayor Office.

2 LITERATURE REVIEW AND

HYPOTHESIS DEVELOPMENT

2.1 Organizational Commitment

The employee commitment to organization in many

ways in an organization social interaction is often

described as a form of attachment, identification and

involvement of individuals in the organization. The

organizational commitment for individuals can be

identified as a form of one's responsibility to

organizational goals with the intention to direct all

power (affective) for the benefit of the organization.

For an organization the existence of commitment

addressed to anyone in the organization is an

important aspect in the efforts to achieve the goals

through a process showing the presence of

continuity (Martini, Sari, & Wardhani, 2015).

Whetten & Kim (2013) provide an understanding

of organizational commitment as an attitude

reflecting the extent an individual knows and is

bound to his organization. An individual who has a

high commitment is likely to see himself as a true

member of the organization. Thus, organizational

commitment means:

1. A strong willingness to be a member of a

particular organization;

2. The willingness to work hard as organization

goals; and

3. Certain beliefs, and acceptance of organizational

values and goals.

This is an attitude reflecting employee`s loyalty

to the organization and an ongoing process in which

organizational members express their concern for

the organization, its success and continuous

progress.

2.2 Discipline

Simamora (2004) discipline is a procedure that

corrects or punishes subordinates for violating rules

or procedures. Work discipline is a way used by

managers to communicate with employees so that

they are willing to change behaviour and as an effort

to increase a person's awareness and willingness to

obey all company rules and prevailing social norms

(Rivai, 2004).

Setiyawan and Waridin (2006) there are five

factors in the assessment of work discipline towards

service delivery to the community, namely:

1. The work discipline quality, including start and

end on time, the use of time for the conducting

tasks and the ability to develop self-potency

based on positive motivation.

2. The work quantity includes the output and

contribution volumes.

3. Compensation required includes advice,

direction or improvement.

4. Work place location or residence.

5. Conservation includes respect to rules with the

courage to always prevent the occurrence of

actions contrary to the rules.

2.3 Motivation

Motivation teaches how to encourage subordinates'

working enthusiasm so that they want to work

harder and work hard by using all their abilities and

skills to advance and achieve company goals. The

theory of Mc Clelland's need in Robbins (2011)

states that achievement, power, and affiliation are a

FIRST 2018 - 2nd Forum in Research, Science, and Technology (FIRST) – International Conference

strong motivation for each individual. Mc Clelland

proposed a theory related to the learning concept

where needs are obtained from culture and learned

through the environment. Because these needs are

learned, the behaviour given reward tends to appear

more often. Mc Clelland also revealed that there is a

person's need to achieve his goals, this also relates to

the formation of behaviour and its influence on

academic achievement, interpersonal relationships,

lifestyle choices, and performance. These things are

defined as follows:

1. Need for achievement: the drive to exceed,

achieve standards, and strive to succeed.

2. Need for power: the need to make other

individuals behave in such a way that they will

not behave in contrary.

3. Need for affiliation: the willingness to establish a

friendly interpersonal relationship.

2.4 Performance

Performance is the result of work, both in quality

and quantity that has been achieved by employees in

carrying out their duties in accordance with the

responsibilities assigned by the organization and

their work results are adjusted to the work expected

by the organization through the criteria or employee

performance standards applied in the organization.

The success or failure of the performance achieved

by the organization is influenced by employee

performance level individually or in groups (Martini,

Sari, & Wardhani, 2015). The assumption that arises

is that the better the employee`s performance, the

better the organization`s performance.

To avoid errors in performance measurement,

indicators need to be set. There are five indicators of

individual employee performance (Robbins (2011),

namely:

1. Quality. Work quality is measured by employee`s

perceptions to the work quality produced as well

as the task perfection towards skill and ability.

2. Quantity. It represents the amount resulted which

is expressed in terms of unit numbers, completed

activity cycles numbers.

3. Timeliness. It is the activity level that is

completed at the beginning of the stated time,

viewed from the coordination point with the

output and maximizes the time available for other

activities.

4. Effectiveness. The usage level of organizational

resources (power, money, technology, raw

materials) is optimized with the intention of

increasing the yield of each unit in the use of

resources.

5. Independence. It is the level of an employee then

will be able to carry out his work functions where

the employee is committed and responsible for his

work.

Based on above exposure and previous research,

the following hypothesis is summarized:

1. It was assumed that there was a partial influence

of commitment, discipline and motivation on the

performance of non-domiciled civil servants in

the Prabumulih Mayor Office.

2. It was assumed that there was a simultaneous

influence of commitment, discipline and

motivation on the performance of non-domiciled

civil servants in Prabumulih Mayor Office.

3 RESEARCH METHODOLOGY

Focus in the study discussed about the influences of

commitment, discipline and motivation on the non-

domiciled civil servants performance in the

Prabumulih Mayor Office. The population in this

study was 300 civil servants in Prabumulih Mayor

office. According to Margono (2013) if the

population is more than 200 people, then 20 percent

of the total population has already representative.

Because the population in this study was 300 people,

the sample taken was 20 percent of the total

population so that the number of samples was 60

civil servants. The data in this study used

questionnaire data collection techniques.

This study used a type of interval scale

measurement scale which showed the extent

between one data and another and has the same

weight. While the type of scale used was the Likert

scale. Riduan (2012) the Likert scale is used to

measure attitudes, opinions and perceptions of a

person or group of people about social phenomena.

This scale can also be used to measure moral

behavior and personality (scales of attitude, moral,

character, and social participation). For the variables

of commitment (X1), discipline (X2), and

motivation (X3) on the performance (Y), the

assessment method for each question was scored in

the research variables, as follows:

Strongly Agree (SS) : Score 5

Agree (S) : Score 4

Less agree (LS) : Score 3

Disagree (D) : Score 2

Strongly Disagree (SD) : Score 1

The Commitment, Discipline and Motivation Effects on the Non-Domiciled Civil Servants’ Performance

The following was a description of each research

variables as follows:

1. Commitment (X1): affective, continuity and

normative.

2. Discipline (X2): discipline quality, job

quantity, compensation, work location, and

conservation.

3. Motivation (X3): need for achievement, need

for power, and need for affiliation.

4. Performance (Y): quality, quantity, timeliness,

effectiveness, and Independence.

The multiple regression analysis was used to

determine the effects of commitment (X1),

discipline (X2) and motivation (X3) simultaneously

on the performance variable (Y). The equation was

as follows:

Y = a + b

+ b2X2 + b3X3 + e

Where:

Y : Performance

a : Constants

X1 : Commitment

X2 : Discipline

X3 : Motivation

b1, b2, b3 : Regression Coefficient

e : error term

There are 2 types of hypotheses that were used to

test the regression coefficients in this study, namely

the F test and t test. From the F test, it could be

concluded that if F-count < F-table, H

Hypothesis

was accepted, if F-count > F-table, H

Hypothesis

was rejected, meaning that the independent variables

simultaneously had significant effects on the

dependent variable.

While the statistical test t test was used to test

whether the independent variables individually had

an effect on or not on the dependent variable in each

equation.

- If the value of t count > t critical then H

was

rejected or H

was accepted

- If the value of t counts < t value critical then H

was accepted or H

was rejected

Determination coefficient test was done to find

out the ability of all independent variables in the

regression model in explaining changes in the

dependent variable. In this case the adjusted R

square was used to measure the independent

variables. The greater the adjusted R square, the

greater the influence of the independent variables on

the dependent variable. Determination coefficient

was done to get measurement results on the

percentage of variance (variation) of independent

variables (Nachrowi and Usman, 2006).

One indicator of a good model is the goodness of

fit because the basic strength of regression analysis

is to explain as much variation as possible in the

endogenous variables caused by exogenous variables

in the model.

The model is considered good if the adjusted R2

square is as high as possible (Gujarati, 2001). Thus

R2 is a standard measure used in regression, because

it functions as a detection of whether or not a

regression model is estimated.

Furthermore, the instrument validity test was

conducted. It is a measure that shows the level of

validity or validity of an instrument (Arikunto,

2002). In testing the validity of each question item

the researchers compared r-count with r-table.

- If r-count > r-table (degree of freedom) then the

instrument was considered valid.

- If r-count < r-table (degree of freedom) then the

instrument was considered invalid (drop), so that

the instrument could not be used in research.

According to Sugiyono (2012) the criteria or

conditions of an item are stated valid if the

correlation of each factor is positive and it is 0.3 and

above. Giving interpretations to variable reliability

can be measured if the variable coefficient is more

than 0.60 (Nunnaly, 1967 in Ghozali, 2007) and

generally the following standards are used:

- The reliability of the trial ≥ 0.60 meant that the

results of the trial had good reliability.

- The reliability of the trial < 0.60 meant that the

results of the trial had poor reliability.

4 RESULT AND DISCUSSION

4.1 Result

4.1.1 General Description/Description of

Respondents

The results of these research showed that employees

with senior high school education is 28 percent,

Bachelor education is 18 percent, Master education

is 10 percent, and doctoral 4 percent. From the data

of bias education respondents, it could be convinced

that respondents in the study were considered able to

answer each item of statement in the study.

FIRST 2018 - 2nd Forum in Research, Science, and Technology (FIRST) – International Conference

Majority of Non-domiciled civil servant

respondents in Government of Prabumulih were

male (70%) which could be interpreted in terms of

physical would be better than female (30%) non-

domiciled civil servant respondents in Government

of Prabumulih which physically needed to travel

approximately 2 hours 30 minutes to reach

workplace destination.

4.1.2 Multiple Regression Analysis

Multiple regression analysis is a statistical tool used

to determine the effect(s) of one or several variables

on other variables. Influencing variables are often

called independent variables or explanatory

variables, with the following calculations:

Y = 20.853 + 0.353 (X

) + 0.098 (X

) + 0.368 (X

) + e

4.1.3 Test F

Simultaneous Test - using F Test with the aim to

determine whether the independent variables

simultaneously had a significant effect on the

dependent variable. The analysis result obtained

from probability value was 0.028. This showed that

the probability value was 0.028 < 0.05. Thus H

was

rejected and H

was accepted. This meant that the

independent variables, commitment (X1), Discipline

(X2) and Motivation (X3) simultaneously had a

significant influence on Work Performance (Y), so

the hypothesis in this study showed to have a

significant influence.

4.1.4 Partial Test

Partial influence significant test (t test) is a test

conducted to test significantly between independent

variables on the dependent variable partially or

individually. Testing the influence of the

Commitment variable (X1) on the Performance

variable (Y), with partial test the probability value

obtained was 0.040 < 0.05 (probability value was

smaller than 0.05), then Ha was accepted and Ho

was rejected, thus it could be concluded that the

hypothesis in this study showed that there was a

significant influence of the Commitment variable

(X1) to the Performance variable (Y).

Testing the influence of the Discipline variable

(X2) on the Performance variable (Y), with partial

test the probability value obtained was 0.583 > 0.05

(probability value was greater than 0.05), then Ha

was rejected and Ho was accepted, thus it could be

concluded that the hypothesis in this study was not

proven to show a significant influence of the

variable Discipline (X2) to the Performance variable

(Y).

Testing the effect of Motivation variable (X3) on

Performance variable (Y), with partial test

probability value obtained was 0.021 < 0.05

(probability value was smaller than 0.05), then Ha

was accepted and Ho was rejected, thus it was

concluded that the hypothesis in this study was

shown that there was a significant influence of

motivation variables (X3) to the Performance

variable (Y).

4.2 Discussion

Correlation coefficient is an instrument used to find

out how strong the relationship between independent

variables it can be known by looking at the how high

the correlation coefficient.

Correlation coefficient (R) was 0.459, it could be

concluded that the independent variables such as

commitment (X1), discipline (X2) and motivation

(X3) had a strong relationship on the performance

variable (Y) 0.45 or 45% and the rest 55% was

explained and influenced by other factors.

Terminated coefficients (R2) was 0.210, the

determination coefficient showed how high the

contribution of variables - independent variables

Commitment (X1), Discipline (X2), and Motivation

(X3) in explaining the Performance variable (Y). In

this study, the determination coefficient reflected the

amount of contribution given by independent

variables to the dependent variable.

Adjusted R Square was 0.140. It was a correction

of R2 so that the calculation was closer to the quality

of population model exploration. R2 adjusted was

0.140, meaning that the situation was closer to the

real equal to 0.140 changes in the variation of the

dependent variable which could be explained by the

independent variables.

5 CONCLUSIONS

From simultaneous test results it was obtained Ho

was rejected and Ha was accepted. This meant that

commitment, discipline, and motivation together had

a significant influence on performance.

This study was proven to show a significant

influence between commitment on performance. The

hypothesis in this study was not proven to show a

significant influence between discipline on

performance. From testing the influence of

motivation on performance, with partial test, Ha was

The Commitment, Discipline and Motivation Effects on the Non-Domiciled Civil Servants’ Performance

accepted and Ho was rejected. It was concluded that

the hypothesis in this study was shown that there

was a significant effect between motivation on

performance.

ACKNOWLEDGEMENTS

This research is based on work supported by State

Polytechnic of Sriwijaya, Indonesia. The author

thankfully acknowledges scientific discussion with

our colleagues from State Polytechnic of Sriwijaya,

Indonesia. The authors would like to acknowledge

the anonymous reviewers at the IC FIRST 2018

for their feedback on an earlier version of the

paper, and also thank to the two anonymous

reviewers who provided feedback as part of this

journal's review process.

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