The Influence of Work Motivation and Discipline on Employee Performance at PT. Kereta Api Property Manajemen Palembang

This study aims to determine the effect of motivation and work discipline on employee performance at PT. Kereta Api Property Manajemen Palembang. The type of research used in this study is associative. Population in this research all employees of PT. Kereta Api Property Manajemen Palembang. Base Hall which amounted to 110 and the sample used in this study as many as 86 respondents with sampling technique proportionate stratified random sampling. The data analysis technique used in this research is multiple linear regression analysis, F test and t test. The test result using multiple linear regression analysis simultaneously shows positive and significant influence between motivation and work discipline with Fcount 89.105> Ftable 3.11. While the partial motivation has a positive and significant effect on employee performance with the value of t 3.947> ttale 1.66365 and work discipline has a positive and significant impact on employee performance with the value of t 7.832> ttable 1.66365.


Introduction
Human resources are the most important asset in a business organization or company, because of their role as implementing subjects for company policies and operational activities.The resources owned by the company such as capital, methods and machines cannot provide optimal results if they are not supported by human resources who have optimal performance.To get optimal performance results, human resources must be managed and managed as well as possible, so that human resources in a company feel comfortable in carrying out their duties and get maximum results.Human resources management is the utilization, development, assessment, provision of services and management of individual members of an organization or group of employees (Simamora, 2006).
Based on the results of temporary observations, one of the problems faced by the company PT.Kereta Api Property Manajemen Palembangis motivation.In carrying out their duties, employees are less motivated, this can be seen from employees not being enthusiastic about working due to a lack of encouragement from the leadership, such as no appreciation from superiors for employees who excel, communication between superiors and subordinates is limited and the work environment is less comfortable, this can be seen from the workplace distance between employees is too close and not neatly arranged.
Apart from motivation problems, it is suspected that employee work discipline is still low, many employees still violate the rules and regulations set by PT.Kereta Api Property Manajemen Palembang, this can be seen from the fact that there are still employees who often come to work late.Even though working hours start at 08.00 WIB and during working hours there are still employees chatting with co-workers and playing with cellphones, employees often even extend their break hours.Employee indiscipline occurs due to a lack of supervision from company leadership when employees work.Employee performance can decrease or be unstable, which is influenced by employee motivation and discipline.Based on the description above, the author is interested in conducting research .

Work Motivation
According to Edy Sutrisno (2015: 109) motivation is a factor that encourages a person to carry out certain activities, therefore motivation is often interpreted as a factor that drives a person's behavior.Meanwhile, Edwin B Flippo in Hasibuan (2011: 143) states that motivation is a skill in directing employees and organizations to work successfully, so that the desires of employees and organizational goals are simultaneously achieved.Motivation is a desire that exists within an individual that stimulates him to take actions (GR Terry, in Malayu Hasibuan 2011: 145.According to Malayu SP Hasibuan (2011: 146)  e. Creating a good working atmosphere and relationships.
f. Increase employee loyalty, creativity and participation.g.Improving employee welfare.h.Increase employees' sense of responsibility for their duties.
i. Increase the efficiency of using tools and raw materials.

Discipline
Work discipline is a person's awareness and willingness to obey all company regulations and applicable social norms.Without good employee discipline, it is difficult for a company organization to achieve its goals (Malayu Hasibuan, 2011: 193).Discipline is a tool that managers use to communicate with employees so that they are willing to change behavior and as an effort to increase a person's awareness and willingness to comply with company regulations and applicable social norms.Good employee discipline will accelerate the achievement of company goals, while decreased discipline will become a barrier and slow down the achievement of company goals (Vethzal Rivai and Sagala, 2013: 825).Work discipline is an attitude of respect for company rules and regulations, which exists within an employee, which can cause him to adapt voluntarily to company rules and regulations (Edy Sutrisno, 2015: 87) .According to Malayu Hasibuan (2011:195) indicators of work discipline are as follows; a. Goals and abilities The work objectives assigned to employees must be in accordance with the abilities of the employee concerned, so that he or she works seriously and is disciplined in doing so.b.Leadership example The leader's example plays a very important role in determining employee discipline because the leader is used as an example and role model by his subordinates.Leaders must set a good example, be well disciplined, honest, fair, and be consistent in words and deeds.c. remuneration Remuneration (salary and welfare) also influences employee discipline because remuneration will give employees satisfaction and love for the company/work.d.Justice Justice contributes to the realization of employee discipline, because the ego and human nature always feel that they are important and ask to be treated the same as other humans.e. Waskat Waskat (attached supervision) is the real and most effective action in showing employee discipline.Waskat means that superiors must actively and directly supervise the behavior, morals, attitudes, passion for work and work performance of their subordinates.f.Punishment sanctions Punishment sanctions play an important role in employee discipline.With increasingly severe penalties, employees will be increasingly afraid of breaking company regulations, employee attitudes and disciplinary behavior will decrease.g.Firmness Leadership's firmness in taking action will affect the discipline of company employees.Leaders must be brave and firm, acting to punish every employee who is disciplinary in accordance with the legal sanctions that have been determined.h.Human relations Harmonious human relations between employees help create good discipline in a company.Managers must try to create an atmosphere of harmonious and binding human relations.

b. Working Standards
Standards are a measure of whether goals can be achieved because standards cannot be known when a goal is achieved.

c. Feedback
Feedback is input that is used to measure performance progress, performance standards, and goal achievement.

d. Competence
Competency is the main requirement in performance, the ability possessed by a person to carry out the work assigned to him well.

e. Tools or Means
Tools or means are resources used to help complete successful goals.

f. Motive
Motive is a reason or driving force for someone to do something.

g. Opportunity
Workers need to get the opportunity to show their work performance.
According to Gibson (2010:190) factors that influence performance are, a. Individual Factors, which include a person's abilities, skills, family background, work experience, social level and demographics.b.Psychological factors, which include perceptions, roles, attitudes, personality, motivation and job satisfaction.c.Organizational Factors, which include organizational structure, job design, leadership, reward systems.

Hypothesis
It is suspected that motivation and work discipline influence the performance of PT.Kereta Api Property Manajemen Palembang H1: It is suspected that shared motivation influences employee performance at PT. Kereta Api Property Manajemen Palembang H2: It is suspected that joint work discipline has an influence on employee performance at PT. Kereta Api Property Manajemen Palembang H3: It is suspected that motivation and work discipline jointly influence employee performance at PT. Kereta Api Property Manajemen Palembang

Data Types and Sources
This research uses a quantitative approach.Quantitative methods are methods based on the philosophy of positivism aimed at describing and testing hypotheses made by researchers.
Quantitative research contains a lot of numbers starting from collection, processing, and results which are dominated by numbers (Sugiyono 2018:15).The data required in this research is primary data and secondary data.Primary data in the form of questionnaire results filled in by respondents, and secondary data in the form of number of employees, company history and organizational structure at PT. Kereta Api Property Manajemen Palembang (Sugiyono, 2019:213).

Population and Sample
Population is a generalized area consisting of objects and subjects that have certain qualities and characteristics determined by researchers to be studied and then conclusions drawn (Sugiyono 2019: 130).The population in this study were all employees of PT.Kereta Api Property Manajemen Palembang, totaling 110 employees.
The sample is part of the number and characteristics of the population.There is no particular limit regarding how many samples are taken from the population because the validity of the sample does not lie in the size or number of samples taken but lies in the nature and characteristics of the sample which is close to the population or not (Sugiyono, 2019: 131).
The sampling technique used is Simple Random Sampling (Sugiyono 2019: 134).Because sampling members from the population is carried out randomly without paying attention to the strata in the population.Based on Slovin formula, 86 samples were obtained.

Validity and Reliability Test Results
Validity tests are carried out to measure whether the indicators or questionnaires for each variable are valid or not.The test was carried out by comparing the calculated r using the SPPS version 17 program.Using a significance level of 5%, and to see the r table using df = n-2.If r Based on table 2 above, all Cronbach's Alpha values exceed reliability standards.Because the entire Cronbach's Alpha value is greater than 0.60, it can be concluded that the entire instrument is declared reliable.

2 Normality Test Results
The normality test is used to test whether the distribution of the dependent variable for each value of a particular independent variable is normally distributed or not.In the linear regression model, this assumption is indicated by the error value ( ) which is normally distributed.(1.66365), so H 0 is rejected and H 1 is accepted.This means that there is an influence between motivation (X1 ) on employee performance (Y).2) Influence of Discipline (X 2 ) on employee performance (Y) Based on the Coefficients table above, it can be seen that the tcount for the discipline variable (X 2 ) on employee performance (Y) is 7.832.This means that t count is 7.832 > t table (1.66365), so H 0 is rejected and H 1 is accepted.This means that there is an influence between discipline (X 2 ) on employee performance (Y).Thus, the hypothesis is partially proven.
the goals of motivation include the following: increasing employee morale and job satisfaction.a. Increase employee work productivity.b.Maintaining the stability of company employees.c.Increase employee discipline.d.Make employee procurement effective.
According to Wibowo (2014:84) performance is a process of doing work and the results achieved from that work.Performance is real behavior displayed by each person as a work achievement produced by employees in accordance with their role in the organization (Rivai and Sagala, 2013: 269) .According to Wibowo (2014:85) employee performance indicators are as follows; are as follows: a. Objective Goals are distinct states of affairs that an individual or organization actively seeks to achieve.
A good regression model is a regression model that has a normal or close to normal distribution, so it is feasible to carry out statistical testing.Data normality testing uses the Kolmogorov-Smirnov Test of Normality in the SPSS program.99 The basis for decision making can be based on probability (Asymtotic Significance), namely: -If the probability is > 0.05 then the distribution of the regression model is normal.-If the probability <0.05 then the distribution of the regression model is not normal.

Table 3 .
Normality testAnova table 4 above, it can be seen that F is calculated for variable Motivation (X 1 ) and work discipline (X 2 ) on employee performance (Y) is 89.105 with a significant value of 0.000.Whereas F table with real level (α) = 5% with degrees of freedom, the number of independent variables df2 = nk-1, df2 86-2-1 = 83 is F table 3.11.In this study F count (89.105) > F table(3.11)and the significant value is 0.000 < 0.05.Then H 0 is rejected and H 1 is accepted.This means that simultaneously there is a significant influence between motivation (X1) and work discipline (X2) on employee performance (Y).This means that the hypothesis is simultaneously proven.Partial Test Results (t-test) The t test results in this research are shown in Table4.26 as follows: Table5.Partial test results (t test) Coefficients a Dependent Variable: Employee Performance The t table value with a real level (α) = 5% and df (n-2) = (86-2) = 84 is ttable 1.66365.It can be explained below: 1) Effect of Motivation (X 1 ) on employee performance (Y)Based on the Coefficients table above, it can be seen that the calculated t for the motivation variable (X 1 ) on employee performance (Y) is 3.947.This means t count (3.947) > t table a.