The Influence of Leadship Style, Discipline and Evironment on Employee Performance at PT Giri Palma Moderated by Motivation
DOI:
https://doi.org/10.22441/indikator.v9i3.34039Keywords:
Leadership Style, Work Discipline, Work Environment, Work Motivation, Employee PerformanceAbstract
This study investigates the influence of leadership style, work discipline, and work environment on employee performance, with work motivation examined as a moderating variable, in the context of PT Karya Giri Palma, one of the prominent furniture companies in Malang, Indonesia.. The study employed a quantitative approach and involved 110 employees, selected from a total population of 150 using a simple random sampling technique based on the Slovin formula. The analysis was conducted using Partial Least Squares (PLS) with the SmartPLS 4.0 software. The results show that work discipline significantly influences employee performance, whereas leadership style and work environment do not have a statistically significant effect. Additionally, work motivation does not moderate the relationships between the independent variables and employee performance. These findings underscore the critical importance of work discipline in enhancing employee outcomes and offer practical insights for improving human resource strategies in similar manufacturing contexts. The study also contributes to the literature by clarifying the limited moderating role of motivation in performance-related models.References
Afandi, P. (2018). Manajemen Sumber Daya Manusia: Teori, Konsep dan Indikator. Zanafa Publishing.
Budiharjo. (2019). Manajemen Sumber Daya Manusia. Samudra Biru.
Fahmi, I., Zainal, V. R., & Nawangsari, L. C. (2023). The Effect of Motivation and Job Training on The Performance of Employees of PT BPR Sukasada Palembang City. International Journal of Advanced Multidisciplinary, 1(4), 397–401. https://doi.org/10.38035/IJAM.V1I4.152
Hair, J., Black W, Babin, B., & Anderson, R. , J. (2010). Multivariate Data Analysis. In River (7th ed.). Prentice Hall International.
Hersey, P., & Blanchard, K. H. (1969). Life cycle theory of leadership. Training & Development Journal, 23(5), 26–34.
Mangkunegara, A. P. (2017). Manajemen Sumber Daya Manusia Perusahaan (14th ed.). Remaja Rosdakarya.
Putri, A. N., & Warganegara, L. T. (2024). Pengaruh Lingkungan Kerja, Penghargaan, Dan Bonus Terhadap Kinerja Karyawan Melalui Kepuasan Kerja Sebagai Variabel Intervening Pada Pt Bank Lampung Kcp Teuku Umar. Innovative: Journal Of Social Science Research, 4(5), 1791–1806. https://doi.org/10.31004/INNOVATIVE.V4I5.14600
Riniwati, H. (2016). Manajemen Sumberdaya Manusia: Aktivitas Utama dan Pengembangan SDM. Universitas Brawijaya Press.
Riyanto, S., Endri, E., & Herlisha, N. (2021). Effect of work motivation and job satisfaction on employee performance: Mediating role of employee engagement. Problems and Perspectives in Management, 19(3), 162–174. https://doi.org/10.21511/ppm.19(3).2021.14
Rizqi, M. A. (2019). Buku Pintar Human Resources Development: Praktik Singkat Divisi Sumber Daya Manusia. Deepublish.
Robbins, S. P., & Judge, T. A. (2016). Perilaku Organisasi Edisi 16. Jakarta .
Sedarmayanti. (2017). Perencanaan dan Pengembangan Sumber Daya Manusia untuk Meningkatkan Kompetensi, Kinerja, dan Produktivitas Kerja. Rafika Aditama.
Setiyani, A., Djumarno, D., Riyanto, S., & Nawangsari, L. Ch. (2019). The Effect Of Work Environment On Flexible Working Hours, Employee Engagement And Employee Motivation. International Review of Management and Marketing, 9(3), 112–116. https://doi.org/10.32479/IRMM.8114
Shihab, N. (2016). Catatan Najwa. Lentera Hati Group.
Soegoto, E. S. (2017). Tren Kepemimpinan Kewirausahaan dan Manajemen Inovatif di Era Bisnis Modern. Penerbit Andi.
Sunyoto, D. (2015). Penelitian Sumber Daya Manusia: Teori, Kuesioner, Alat Statistik, dan Contoh Riset. Media Pressindo.
Suryani, N. L. (2020). Manajemen Sumberdaya Manusia: Konsep dan Praktek. Desanta Publisher.
Wilton, N. (2022). An Introduction to Human Resource Management. In . SAGE. SAGE.
Winata, E. (2022). Manajemen Sumberdaya Manusia Lingkungan Kerja: Tinjauan dari Dimensi Perilaku Organisasi dan Kinerja Karyawan. Penerbit P4I.
Yuliana, R., Bukhari, E., & Nursal, M. F. (2024). Pengaruh Lingkungan Kerja, Beban Kerja, dan Motivasi Kerja terhadap Kinerja Karyawan pada PT. Paparti Pertama di Bekasi. Jurnal Manajemen Dan Ekonomi Kreatif, 2(3), 317–343. https://doi.org/10.59024/JUMEK.V2I3.404
Downloads
Published
How to Cite
Issue
Section
License
The copyright to this article is transferred to Universitas Mercu Buana (UMB) if and when the article is accepted for publication. The undersigned hereby transfers any and all rights in and to the paper including without limitation all copyrights to UMB. The undersigned hereby represents and warrants that the paper is original and that he/she is the author of the paper, except for material that is clearly identified as to its original source, with permission notices from the copyright owners where required. The undersigned represents that he/she has the power and authority to make and execute this assignment.
We declare that:
1. This paper has not been published in the same form elsewhere.
2. It will not be submitted anywhere else for publication prior to acceptance/rejection by this Journal.
3. A copyright permission is obtained for materials published elsewhere and which require this permission for reproduction.
Furthermore, I/We hereby transfer the unlimited rights of publication of the above mentioned paper in whole to UMB. The copyright transfer covers the exclusive right to reproduce and distribute the article, including reprints, translations, photographic reproductions, microform, electronic form (offline, online) or any other reproductions of similar nature.
The corresponding author signs for and accepts responsibility for releasing this material on behalf of any and all co-authors. This agreement is to be signed by at least one of the authors who have obtained the assent of the co-author(s) where applicable. After submission of this agreement signed by the corresponding author, changes of authorship or in the order of the authors listed will not be accepted.
Retained Rights/Terms and Conditions
1. Authors retain all proprietary rights in any process, procedure, or article of manufacture described in the Work.
2. Authors may reproduce or authorize others to reproduce the Work or derivative works for the authors personal use or for company use, provided that the source and the UMB copyright notice are indicated, the copies are not used in any way that implies UMB endorsement of a product or service of any employer, and the copies themselves are not offered for sale.
3. Although authors are permitted to re-use all or portions of the Work in other works, this does not include granting third-party requests for reprinting, republishing, or other types of re-use.
This work is also licensed under a Creative Commons Attribution-NonCommercial 4.0 International License.
