Analysis Of Influence Style Leadership, Motivation, And Work

p-ISSN : 2442-4099

IJBAM, Vol 2, No. 02, 2019: 95 - 101

e-ISSN : 2549-8711

Sekolah Tinggi Ilmu Ekonomi Indonesia Jakarta

https://ejournal.stei.ac.id/index.php/IJBAM

Analysis Of Influence Style Leadership,

Motivation, And Work Environment On

Employee Performance Pt. Bank Capital

Indonesia, Tbk

Eva Nopalina Panjaitan

, Meita Pragiwani

1,2

,Sekolah Tinggi Ilmu Ekonomi Indonesia Jakarta

Jalan Kayu Jati Raya No. 11A, Rawamangun, Jakarta Timur

Abstract—This study aims to determine the influence of

leadership style, motivation, and work environment on the

performance of employees of PT. Bank Capital Indonesia

(Operational Head Office). The method used in the

preparation of this thesis is to use a causal associative

method. Causal associative research is a study that aims

to determine the effect between two or more variables.

This research explains the influence and influence

relationship of the variables to be studied. The object of

this research is employees at PT. Bank Capital Indonesia,

Tbk Operational Headquarters, where the author

distributes a written questionnaire to be given to

employees of PT. Bank Capital Indonesia, Tbk

Operational Headquarters to be answered using the

"Likert Scale". In this study was taken 150 employees as

respondents in March 2017. Data analysis tool used in

this study is multiple linear regression analysis. From

result of research known that there is significant

influence between leadership style, motivation, and work

environment to employee performance. From 3 (three)

research variables analyzed, that motivation variable is

the most dominant variable affecting employee

performance and followed by work environment variable

and leadership style variable.

Keywords—: Leadership Style, Motivation, Work

Environment, Employee Performance

INTRODUCTION

Banking is the core of the financial system in

each country of Indonesia, which already has several

laws regulating banking. 3 of 2004 concerning Bank

Indonesia. The banking sector has an influential role

on the advancement or retreat of the economy within

a country. Banks play an important role to minimize

risks in the banking world and provide protection to

public funds in banking institutions. The Bank keeps

the inflation rate under control by balancing the

amount of money and goods circulating to the public.

The increase in the number of banks and their

implementing units has the potential to push the

banking sector business more competitive and

improve the efficiency and health of banks.

The company was established to have a

predetermined purpose, because the goal is a starting

point for all companies and goals also provide

direction for activities and ways to measure the

effectiveness of corporate activities. The purpose of

an established company is to get maximum profit,

high productivity with good quality. In

addition to capital, facilities and infrastructure,

technology, and regulations that apply, companies or

organizations require Human Resources (HR)

quality.

Good human resources will contribute well in

terms of achievement of productivity and quality

improvement, achievement of the company's vision

and mission. This seems to be good in domestic life,

social organization, especially when one enters the

workforce. Someone will interact, and enter into a

part of the organization where he works. According

to [6] Robbins (2006) the organization is a

deliberately managed social unit consisting of two or

more persons, which function in a relatively

continuous manner to achieve a common goal or set

of goals. Achieving an organization's goals requires

resources to achieve them.

hese resources include natural resources, financial

resources, science and technology resources, and

human resources. Among these resources, the most

important resource is human resources. According to

Simamora (2006) human resources are the most

important organizational assets and make other

organizational resources work. Therefore, the

https://doi.org/10.36406/ijbam.v1i1.xxx

existence of human resources in a company is very

important because the existing human resources is the

spearhead of a company's success, especially for

companies engaged in services. Achievement of an

organization is closely related to the quality

performance of members in it. To maintain

and maximize the performance of good members

there are many things that influence such as welfare,

education, training, motivation, leadership,

organizational culture, and work environment.

Performance in an organization is a result of the

work that has been done. Good employee

performance can result in a high level of achievement

or productivity and vice versa, so an organization

leader must pay attention to the performance of its

members. According to Noe et al (2014),

performance management is essential for an agency

to perform its talent management strategy, which is to

identify the strengths and weaknesses of its

employees, connect employees with appropriate

training and development activities, and reward good

performance with salaries and other incentives. A

performance management system is designed to

ensure that learning and development are aligned

with business strategy, triggering business results,

and employees have the ability to succeed in current

and future jobs.

Employee performance greatly affects the success

of the goals of an organization, see the importance of

employees in an organization. It is in accordance with

the opinion of [3] Koopmans et al (2014) that

performance is defined as a behavior or action

relevant to organizational goals. It can be said that

employees are valuable organizational assets, hence

the need for support and development to make the

employee's ability to be good. Good performance can

be seen from the results that can, in accordance with

the standards of the organization. One effort to

improve the performance of employees can be done

with the policy and applied directives from a reliable

leader and high motivation and direction. The policy

of any organization or agency in providing rules to

achieve its objectives is different.

Each agency has its own regulatory policy, the

rule is implemented by a leader, so one leader with

another leader has a different style. Leadership style

applied by a leader varies according to need so as to

encourage his subordinates to contribute the best to

the agency. With the existence of effective

leadership can improve employee performance.

According [1] Djatmiko (2005) leadership is the

process of inter-relationship or interaction between

leaders, followers and situations. Leadership must

involve others, subordinates or followers. Leadership

involves the unequal distribution of power between

leaders and group members, other than legitimately

able to direct their subordinates or followers, leaders

can also have influence. Effective leaders not

only use their power to encourage employees but also

can provide motivation, inspiration and loyalty for

employees to be able to devote all the focus of its

ability to achieve optimal performance. Every leader

of course uses a different way in his leadership

process.

There are leaders who have strong interactions

with followers (in Winkler: 2010) who consider the

needs of followers or known as transformational

leadership. Strong interaction creates positive values

and changes to followers.

When viewed more deeply, one of the important

things of human resource management that need to

be considered well by the company is motivation.

Without sufficient motivation, the performance of

existing human resources will be less than optimal.

The adverse impact of his lack of motivation (in

Winkler: 2010) of a leader or superiors can ultimately

reduce the performance of the company itself. In

addition, it can lead to increased complaints from

customers, causing lazy employees to work, and

other possibilities that lead to physical and

psychological actions, such as increasing the degree

of absenteeism and employee turnover.

Motivational issues always get great attention from

leaders or bosses because motivation is the source of

the crew for employees. Basically, the purpose of

work motivation is to help the organization achieve

strategic success while ensuring the ongoing work

while encouraging employees to improve the

employee's performance. Motivation is the decisive

factor for an employee in work. Conducive

atmosphere, adequate facilities, the ability of

employees if they do not have the motivation to

complete the job, then the results of the work will not

run properly. Giving motivation can be done by a

leader in its own way, it is necessary to foster

employees and mobilize his subordinates to

strengthen relationships within the organization and

create maximum production. Neither government nor

private agencies, not only expect capable, skilled and

skilled employees but most importantly they want to

work hard and want to achieve optimal results. For

that leadership should try to have employees have

high motivation to perform task or work. This is

where the importance of the role of motivation to

encourage employee morale in completing the work.

The motivation built into his followers is to reward

the extra performance that has been achieved.

An employee will produce a high performance

when he has the motivation in doing his job. Work

environment within an organization also greatly

affects the performance of its employees. Conditions

in the work environment can be said good if

someone in it can carry out various activities in a

good, healthy, safe, or comfortable. A working

Eva Nopalina Panjaitan ,Meita Pragiwani.

Analysis Of Influence Style Leadership

environment that satisfies the employees of the

company will encourage the employees to work as

well as possible.

PT. Bank Capital Indonesia, Tbk is one of the

companies engaged in banking that must compete in

the increasingly stringent banking world. To be able

to compete, PT. Bank Capital Indonesia, Tbk should

always improve the performance of human resources

efficiently and effectively. In this case the ability of a

leader in motivating and directing employees is

needed to improve employee performance. In

addition, the work environment within a company is

very important to be noticed by the management

company. A satisfactory working environment for

employees of the company will encourage these

employees to work best, including in terms of

optimal service to customers. So that the expected

employee performance can be increased, and

corporate goals can be easily achieved.

Based on Employee Attendance Data PT. Bank

Capital Indonesia, Tbk. Indicates that in 2012 the

number of employees of 150 (one hundred and fifty)

persons with the number of employees present there

are 141 (one hundred and forty one) persons, where

employees who are absent due to illness there are 5

(five) people, Permit 2 (two) people and Alfa 2 (two)

people, so the total percentage of attendance in 2012

is 94%. In 2013 the number of employees of 150 (one

hundred and fifty) persons with attendance was 122

(one hundred and twenty-two) persons, where

employees who were absent due to illness were 11

(eleven) persons, Permit 12 (twelve) persons and

Alfa 5 (five) persons, bringing the total attendance

percentage in 2013 at 81.33%. In 2014 the number of

employees of 150 (one hundred and fifty) persons

with the number of employees present is 120 (one

hundred and twenty) persons, where employees who

are not available because of illness there are 15

(fifteen) persons, Permit 10 (ten) persons and Alpha 5

(five) people, so the total percentage of attendance in

2014 is 80%. In 2015 the number of employees is

150 (one hundred and fifty) persons with the

attendance of 116 (one hundred and sixteen) persons,

where employees who are absent due to illness there

are 16 (sixteen) persons, 13 (thirteen) persons

and Alfa 5 (five) people, so the total percentage of

attendance in 2015 is 77.4%. In 2016 the number of

permanent employees is 150 (one hundred and fifty)

persons, but the number of employees present

decreases by 97 (ninety-seven) persons with

information not present in Sakit as many as 23

(twenty three) persons, License 20 (twenty) people

and Alfa as many as 10 (ten) people, so that in the

year 2016 attendance attendance decreased 12.7% to

64.7% .Based on the above information indicates

that the attendance of the number of employees

present from 2012 to 2016 has decreased

significantly , with employee information not present

due to illness, permission and alpha.

Berdasarkan data kinerja employees of PT.

Bank Capital Indonesia, Tbk is not as expected

because employees with good judgment more than

employees who have a very good assessment.

Assessment is given based on: (1) the main task, with

a weight of 50%; (2) skill and

competence with 25% weight; and (3) standard

performance, with a weight of 25%.

Decline in employee performance at PT. Bank

Capital Indonesia, Tbk can also be seen from the past

five years which indicate that there is a decrease of

quality which is indicated by the number of

complaints or claims coming from the customer. The

complaint is, among other things, the customer does

not have to wait too long to get the bank service, no

matter how busy the bank employees should be

happy to help customers, bank employees must

provide services quickly and efficiently. There are

several studies that show that the relationship of

leadership variables, motivation and work

environment to employee performance has different

results. This is evidenced by research conducted by

Enrico [4] Maramis (2013) and Hadi Irfani (2015), in

which the variables leadership, motivation, and work

environment have a significant positive impact on

employee performance. While this research variables

studied are leadership, motivation and work

environment on employee performance at PT. Bank

Capital Indonesia.

The role of leader, motivation and work

environment is very important in helping the

performance of employees to produce maximum

results. However, the applied leadership style should

be more effective to meet company goals and

improve employee performance. It is necessary to

improve the evaluation conducted by the leaders to

the employees and also provide direction and

guidance to employees in completing their duties,

the need for additional firm enough instruction from

the leader to the employees in order to achieve

maximum and effective targets.

Formulation of the problem

1. How the influence of Leadership Style on

Employee Performance PT. Bank Capital Indonesia,

Tbk?

2. How influence Motivation on Employee

Performance PT. Bank Capital Indonesia, Tbk?

3. How the influence of Work Environment on

Employee Performance PT. Bank Capital Indonesia,

Tbk?

https://doi.org/10.36406/ijbam.v1i1.xxx

4. How the influence of Leadership Style,

Motivation, and Work Environment on Employee

Performance PT. Bank Capital Indonesia, Tbk?

Research purposes

1. To know the influence of Leadership Style

on Employee Performance PT. Bank Capital

Indonesia, Tbk

2. To determine the effect of Motivation

on Employee Performance PT. Bank Capital

Indonesia, Tbk

3. To determine the effect of Work

Environment on Employee Performance PT. Bank

Capital Indonesia, Tbk 4. To know the influence of

Leadership Style, Motivation, and Work

Environment on Employee Performance PT. Bank

Capital Indonesia, Tbk

LITERATURE REVIEW

Leadership Style

According to [11] Wahjosumidjo (2002), leader

behavior in the process of decision making and

problem solving according to one's leadership style.

These styles include the following:

1) Leadership Style Directive

(1) Problem solving and decision- making

related to all workers is the responsibility of leaders

and leaders only give orders to subordinates to carry

out

(2) The leader determines all standards of how

the subordinate performs the task

(3) The leader exercises strict supervision of the

work

(4) Leaders provide threats and punishment to

subordinates who are not successful in performing

tasks that have been determined

(5) Relationship with lower subordinates, does

not provide motivation to subordinates to be able to

develop themselves optimally, because leaders are

less confident with the ability of subordinates.

2) Consultative Leadership Style

(1) Decision-making and problem- solving are

done by the leader after listening to complaints from

subordinates

(2) The Leader determines the goals and sets

out general provisions after going through a process

of discussion and consultation with subordinates (3)

Rewards and punishments are given to

subordinates in order to motivate subordinates

(4) Good relationship with subordinates

3) Participative Leadership Style

(1) Leaders and subordinates jointly involved in

decision making and problem solving or in other

words if the leader will make a decision, made after

the suggestions or opinions of subordinates

(2) Leaders provide subordinate flexibility to

carry out work

(3) Relationships with subordinates are well

established and in an atmosphere of friendship and

mutual trust

(4) The motivation given to subordinates is not

only based on economic considerations, but also

based on the importance of subordinate role in

performing organizational tasks.

4) Delegative Leadership Style

(1) The leader discusses the problems faced

with subordinates and subsequently delegates

decision- making and problem-solving to

subordinates

(2) Subordinates have the right to determine the

steps on how decisions are made

In the era of global competition the role of a

leader is very dominant to be able to bridge the

chronic problems faced by the organization

Work motivation

Motivation is derived from the Latin word

"movere" which means "drive or driving force" This

motivation is only given to humans, especially to

subordinates or followers (Malayu S.P.Hasibuan:

2001 in Danang [10] Sunyoto: 2012). Motivation

questioned how to encourage subordinate work

passion, so they will work hard by giving all the

ability and skill to realize the company's goals. This

motivation is important because with the motivation

expected every individual employees willing to work

hard and enthusiastic to achieve high work

productivity. A person's behavior is influenced and

stimulated by his wants, needs, goals and decisions.

Stimulation arises from the self (internal) and from

outside (external-environment).

This stimulation will create "motives and

motivations" that encourage people to work (activity)

Eva Nopalina Panjaitan ,Meita Pragiwani.

Analysis Of Influence Style Leadership

to obtain the needs and satisfaction of the results of

his work.

Motivation according to Sutrisno (2009) is a

factor that encourages a person to perform a certain

activity, therefore motivation is often interpreted also

as a factor driving a person's behavior. When he

needs and wants something, he is encouraged to do

certain activities to get what he needs. The needs and

desires of a person differ from the needs and desires

of others. The needs and desires of a different person

happens because of mental processes that have

occurred within a person.

Work environment The work environment is the

third level (3) of [5] Maslow and the second level

(2) of Alder, where one can interact with colleagues,

be accepted by the group and feel a familial

relationship or vice versa. Work environment can be

defined in physical form, ie building, room, neatness,

cleanliness, other physical facilities and

infrastructure. It can also be interpreted in the form of

a psychological work atmosphere that is comfortable,

fun, saturated, or boring. The work environment

according to [6] Robbins (2002) is the entire tooling

and material tools faced, the surrounding

environment in which a person works, his method of

work, and the arrangement of his work either as an

individual or as a group. Physical conditions

contribute to the behavior or attitude of the working

group. Generally a worker prefers a clean

environment, clean, comfortable, temperature and

appropriate lighting, advanced and modern

equipment, and so on. Good performance will not be

obtained with dirty, dusty tables, messy atmosphere,

hot weather, blinding light and so on.

Employee performance

In terminological terms, according to William

(2003) performance is a measure of how well people

do their job. Meanwhile, according to Wibowo

(2010) performance is about doing the job and the

results achieved from the work. Maximizing

performance is a priority for most organizations

today. "Performance" is translated from the word

"performance" with the origin of the word "to

perform", which means "do" or "organize".

Performance is often called performance.

Performance also depends on the profession, the type

of profession or one's position (Nyoman: 2006).

Mangkuprawira (2009) said

Performance or Performance is the work that can

be achieved by a person or group of people within

an organization in accordance with their respective

authority and responsibility in the effort of

achieving organizational goals.

Based on the above understanding, performance

or performance is the result of work achieved by an

employee in an organization, in accordance with its

authority and responsibility, in order to achieve

organizational goals. Thus, performance is related to

two main factors, namely employee motivation to

work, can generate effort and ability of employees to

implement it, or performance is a function of ability

and motivation work. Performance is a good mirror

for the organization and produces work

productivity, which will foster an image or

performance, such as work ethic, dedication, work

performance, work result and job satisfaction.

RESEARCH METHODS

Population and Sample Research Population

Research

[7,8,9]Sugiyono (2014) states that the population

is a generalization region consisting of objects or

subjects that have a certain quantity and

characteristics set by researchers to be studied and

then drawn conclusions. Population in this research is

all employees at PT. Bank Capital Indonesia,

Tbk Operational Headquarters with a total

employee of 150 employees.

Research sample

According [7,8,9]Sugiyono (2014) sample is part

of the number and characteristics possessed by the

population. When large populations, and researchers

are not likely to study everything in the population,

for example due to limited funds, manpower and

time, the researcher can use the sample he draws

from that population.

The sampling technique used in this research is

simple random sampling which is part of the

sampling probability sampling technique. The

probability sampling technique is a sampling

technique that provides equal opportunity for each

element (member) of the population to be elected as a

sample member.

Simple random sampling is said to be simple

(simple) because the sampling of the sample

members of the population is done randomly

regardless of the strata present in the population. The

type of data used in this study is primary data by

using questionnaire data collection method.

Sampling was stopped after 60 respondents had filled

out the questionnaire. The sample of this study

using Slovin formula with error rate of 10%, so the

level of fairness of the occurrence of errors in the

sampling can still be tolerated in this study.

https://doi.org/10.36406/ijbam.v1i1.xxx

100

Data collection technique

1. Interview

The technique of collecting data is done by

dealing directly with interviewing but can also be

given a list of questions first to be answered on

another occasion.

2. Documents

A large number of facts and data are stored in

material in the form of documentation. Data

collection techniques by taking data relating to the

issues under study from the publication of institutions

or government agencies, other organizations.

3. Questionnaire or Questionnaire

Data collection techniques by giving or

distributing a list of questions to respondents in the

hope of providing a response to the list of questions.

In this research used likert scale. The answer given

by the consumer is then scored by an agree- disagree

scale technique by developing a statement that

produces an agree-disagreeable answer in various

value ranges.

Data Analysis Technique

Data analysis techniques are a way of analyzing

data with relevant statistical tools. Data analysis

technique used in this research is multiple linear

regression analysis. Multiple linear regression

analysis is used to explain the strength and direction

of the relationship between independent variables and

dependent variable [7,8,9] (Sugiyono: 2012). In this

study, multiple linear analysis techniques are used to

measure the influence of leadership style, motivation,

and work environment on employee performance.

RESEARCH RESULT AND DISCUSSION

Descriptive Analysis

Based on the results of data processing obtained

that the average achievement of leadership style

variables to the highest value is 4.4, meaning that PT.

Bank Capital Indonesia, Tbk has a good leadership

style in working. Although the ability of superiors

does not allow subordinates to participate in decision

making has the lowest value of 2.4, let the leader let

his subordinates participate in any decision- making

associated with all the work to become better. Thus,

the correspondent's results show that leadership style

in PT. Bank Capital Indonesia, Tbk applies

participative leadership style.

Based on the results of data processing obtained

that the average achievement of the variable of

motivation to the highest value is 4.5, meaning that

PT. Bank Capital Indonesia, Tbk has a good working

motivation in working. Although the desire of

employees who always try to direct partners in

carrying out the work has the lowest value of 3.6,

better motivation of employees in directing their

partners more improved again. Thus, the

correspondent's results show that the motivation at

PT. Bank Capital Indonesia, Tbk based on affiliated

needs.

Based on the results of data processing obtained

that the average achievement of work environment

variables to the highest value is 4.5, meaning that PT.

Bank Capital Indonesia, Tbk has a comfortable

working environment in working between superiors

and subordinates and vice versa has the lowest value

of 4.0, well there is a sense of security because safety

equipment is always inspected regularly to improve

comfort in work. Thus, the correspondent results

show that the work environment in PT. Bank Capital

Indonesia, Tbk has good physical condition.

Discussion

Influence between Leadership Style on Employee

Performance

Style Leadership (X1) with a value of 0.247,

which means leadership style in PT. Bank Capital

Indonesia, Tbk in a significant qualification. This

shows that Interpersonal Roles, Informational Roles,

and Roles as Decision Makers have a positive effect

on employee performance as suggested by [2] Henry

Mitzberg. The results of this study indicate that

leadership style in PT. Bank Capital Indonesia, Tbk

is really felt by all employees and encourages them to

do work activities. Based on the above theory can be

seen that the factors of leadership style is one of the

factors that most affect the level of individual

employee performance. This is in line with research

conducted by Enrico [4] Maramis (2013) in the ISSN

journal entitled Leadership, Organizational Culture,

and Motivation Influence on Employee Performance

at PT. State Savings Bank (Persero) Branch Manado,

where from this research the results show the

influence of leadership style on employee

performance.

Influence between Motivation to Employee

Performance

Motivation (X2) has the highest value of 0.247,

which means employee work motivation PT. Bank

Capital Indonesia, Tbk in its qualifications is very

significant. This shows that Theory of need by Mc.

Clelland (2012) that needs achievement, Affiliated

Eva Nopalina Panjaitan ,Meita Pragiwani.

Analysis Of Influence Style Leadership

101

needs, and Need for power successfully proven to

show significant qualifications to the performance of

employees of PT. Bank Capital Indonesia, Tbk.

Based on the understanding of work motivation and

understanding of the performance, the work

motivation has an influence on the performance if the

motivation of each individual employee is high, will

generate high morale also, which will ultimately

contribute in the form of good performance. This is

in line with research that has been done by Kadek

Fajar Andika Karma, Gerianta Wirawan Yasa, Ni

Made Dwi Ratnadi (2016) in ISSN journal entitled

Influence Situational Leadership Style,

Organizational Culture and Motivation on Employee

Performance at PT. Bali Regional Development Bank

Badung Branch, where the results show the influence

of motivation on employee performance.

Influence between Work Environment on Employee

Performance

Working Environment (X3) has the second

highest value after the motivation of 0.355, which

means the work environment of PT. Bank Capital

Indonesia, Tbk in its qualification is significant. This

indicates that the physical condition and the building

of work give influence to the performance of

employees, therefore the addition and maintenance

need to increase PT. Bank Capital Indonesia, Tbk.

Based on the definition of work environment above,

then the work environment has an influence on

employee performance. This is in line with research

conducted by Hadi Irfani (2015) in the journal ISSN

entitled The Effect of Job Stress, Leadership Style,

and Work Environment on Employee Performance

PT. Bank Syariah Mandiri Painan Branch, where the

result shows the influence of work environment on

employee performance.

From the overall discussion that

in the employee performance research at PT.

Bank Capital Indonesia, Tbk, can be done gradually

or comprehensively by using findings from multiple

linear regression analysis, where motivation factor as

the most dominant factor and then followed by work

environment factor and leadership style.

CONCLUSION

1. Leadership style (X1) with Beta Coefficients

0.247 value on probability (Sig) 0.020 shows

significant, because <0.05, if leadership style rises 1

number, it will be followed by employee

performance improvement with regression value

(0.247).

2. Motivation (X2) with Beta Coefficients

0.480 value on probability (Sig) 0.001 indicates

significant, because <0.05, if motivation increases 1

number, it will be followed by improvement of

employee performance with regression value (0.480).

3. Working Environment (X3) with Beta

Coefficients 0.355 value on probability (Sig) 0.031

indicates significant, because <0.05, if the work

environment rises 1 number, it will be followed by

employee performance improvement with regression

value (0.355).

4. R Square (Coefficient of Determination)

obtained for 0.526 (52.6%). This value reflects the

variable changes in the performance variables, in

which performance can be determined by all

independent variables (free) together 52.6%, and the

remaining 47.4% is determined by other variables

(compensation, training, supervision, work discipline,

etc.) not examined in this study.

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