Jurnal Manajemen Bisnis Vol. 10, No.2 (2023) September, Page.

417-425
e-ISSN: 2621-1971|p-ISSN: 2088-7086

Employee Performance and the Impact of Workplace Facilities

and Discipline
Almita1, Muh. Tahir2, Mu’fidatul Nurul Hajjad3
1*,2,3
Universitas Muhammadiyah Mamuju, Jl. Baharuddin Lopa, Rimuku, Kec. Mamuju, Mamuju Regency,
West Sulawesi 91511

ARTICLE INFO ABSTRACT

The objective of this study was threefold: (i) to examine the impact of work facilities
on employee performance at the Human Resources Development Agency of West
Sulawesi Province, (ii) to investigate the influence of work discipline on employee
performance at the same agency, and (iii) to explore the combined effect of work
facilities and work discipline on employee performance at the Human Resources
Development Agency of West Sulawesi Province. This study employs quantitative
methodologies by gathering data through the administration of questionnaires. The
present study was conducted in the Human Resources Development Agency of
West Sulawesi Province, encompassing a total population of 43 personnel. The
sample for this research was determined using the saturation sampling technique.
The data obtained from the questionnaire were subjected to analysis using the SPSS
Correspondence Email: software programme. The findings of the research indicate that there is a noteworthy
[email protected] and favourable impact of work facilities on the performance of employees. This
finding demonstrates that the presence of favourable and satisfactory work
conditions has a positive impact on employee performance. The adherence to work
discipline is found to have a notable and favourable impact on the overall
Keywords: performance of employees. This finding indicates a positive correlation between an
Work Facilities; Work Discipline; employee's work discipline and their performance.
Employee Performance;
ABSTRAK
Tujuan penelitian ini ada tiga yaitu: (i) untuk menguji pengaruh fasilitas kerja
terhadap kinerja pegawai pada Badan Pengembangan Sumber Daya Manusia
DOI: Provinsi Sulawesi Barat, (ii) untuk mengetahui pengaruh disiplin kerja terhadap
https:doi.org/10.33096/jmb.v10i2.616 kinerja pegawai pada instansi yang sama, (ii) untuk mengetahui pengaruh disiplin
kerja terhadap kinerja pegawai pada instansi yang sama, dan (iii) untuk mengetahui
pengaruh gabungan fasilitas kerja dan disiplin kerja terhadap kinerja pegawai pada
Badan Pengembangan Sumber Daya Manusia Provinsi Sulawesi Barat. Penelitian
ini menggunakan metodologi kuantitatif dengan pengumpulan data melalui
pemberian kuesioner. Penelitian ini dilakukan di Badan Pengembangan Sumber
Daya Manusia Provinsi Sulawesi Barat dengan jumlah populasi sebanyak 43
personel. Sampel penelitian ini ditentukan dengan menggunakan teknik sampling
jenuh. Data yang diperoleh dari kuesioner dianalisis dengan menggunakan
program perangkat lunak SPSS. Temuan penelitian menunjukkan bahwa terdapat
pengaruh yang patut diperhatikan dan menguntungkan dari fasilitas kerja terhadap
kinerja karyawan. Temuan ini menunjukkan bahwa adanya kondisi kerja yang
menyenangkan dan memuaskan mempunyai dampak positif terhadap kinerja
karyawan. Ketaatan terhadap disiplin kerja terbukti mempunyai dampak penting
dan menguntungkan terhadap kinerja karyawan secara keseluruhan. Temuan ini
menunjukkan adanya korelasi positif antara disiplin kerja pegawai dengan
kinerjanya.

This work is licensed under a Creative Commons Attribution 4.0 International License.

INTRODUCTION
An organisational structure wherein human resources serve as the entity responsible for
strategizing, coordinating, and executing the operational endeavours of the organisation. In
accordance with the findings of Hamali (2016), human resources are a constituent resource
inside an organisation, encompassing all individuals engaged in the execution of organisational
tasks.

Almita, et, al. 417

 In accordance with the findings of Hasriany (2021), human resources play a crucial role as
a valuable asset within an organisation. It is emphasised that the indispensability of human
resources cannot be substituted by other resources, regardless of the level of technological
advancement or the amount of capital invested. If these things are unprofessional, then they lack
significance. As stated by Kasmir (2016), human resource management encompasses a series of
activities aimed at effectively overseeing individuals within an organisation. These activities
include strategic planning, recruitment, selection, training, development, compensation
provision, career advancement, and the establishment and maintenance of industrial relations.
The ultimate objective of these efforts is to attain organisational objectives and enhance the well-
being of stakeholders. Performance can be defined as the outcomes that an employee is able to
get in fulfilling their responsibilities by effectively utilising the resources provided by the
organisation and leveraging their abilities to the fullest extent. Human resource management is
a critical function that contributes to the identification and procurement of high-quality human
resources aligned with the specific requirements of an organisation. This entails fostering a
culture of discipline and productivity among employees, hence facilitating the attainment of
superior organisational performance.
Mangkunegara (2017) posits that employee success is contingent upon the extent to which
individuals fulfil their assigned obligations, hence accomplishing tasks with a satisfactory level
of quality and quantity. According to Kasmir (2016), there are various aspects that can exert an
influence on an individual's performance, specifically pertaining to 1) the competencies and
proficiencies possessed by an individual in a given occupation. 2) Proficiency, specifically an
individual possessing a strong understanding of their work, will yield favourable outcomes in
their performance. 3) The concept of work design entails the deliberate structuring of job roles
in a manner that facilitates employees in attaining their objectives more effectively. 4) The
personality or character traits exhibited by an employee. Work motivation refers to the intrinsic
or extrinsic factors that stimulate and drive individuals to engage in work-related activities. 6)
Leadership refers to the actions and conduct of an individual in a position of authority, who
effectively coordinates, oversees, and delegates tasks and obligations to their subordinates. The
concept of leadership style refers to the manner in which a leader effectively supervises and
interacts with their subordinates. Organisational culture refers to the established patterns of
behaviour, values, and beliefs that are commonly seen and practised inside an organisation or
firm. Job satisfaction refers to the subjective experience of contentment or gratification that
individuals derive from their work endeavours. The work environment refers to the overall
atmosphere and conditions of the physical site and facilities where work is conducted. 11)
Loyalty can be defined as the steadfast commitment and dedication to persistently engage in
work-related activities and actively safeguard the interests of the employing organisation. 12)
Employee commitment refers to the dedication and adherence of employees towards the
implementation of organisational norms and procedures. 13) Work discipline refers to the
practise of employees adhering to timeliness while carrying out work activities.
Moenir and Rifa'i (2019) define work facilities as encompassing all items, materials, spaces,
and amenities utilised, utilised, occupied, and appreciated by employees in direct association
with their work tasks, as well as those contributing to the efficient functioning of work processes.
The author's conclusion posits that work facilities encompass many resources that can be utilised
to facilitate and enhance employee productivity, hence enabling the efficient execution of duties.
Another influential component in an individual's performance is work discipline. As
Agustini (2019) asserts, work discipline refers to the attitude of adhering to the rules and

Employee Performance and the Impact of Workplace,... 418

standards established inside a firm, with the aim of enhancing employee motivation in attaining
the goals of the organisation. The author's conclusion posits that work discipline refers to the
behavioural manifestation of employees' adherence to the rules and regulations established
within the organisational context. The achievement of organisational goals can be facilitated by
the provision of suitable work conditions and the cultivation of strong work discipline among
personnel.
This study focuses on the West Sulawesi Province Human Resources Development
Agency, situated within the West Sulawesi Province Governor's Office Complex, specifically
located at Jalan H. Abdul Malik Pattana Endeng, Simboro Village, Mamuju District, Mamuju
Regency, West Sulawesi Province. Based on the findings of preliminary observations conducted
by researchers on the subject of study, it was determined that the performance of employees
within this organisation was suboptimal, as evidenced by their frequent failure to meet job
completion deadlines. Additionally, it was found that there is a deficiency in facilities such as
computers and printers, which are essential tools for employees. These things play a crucial role
in streamlining and expediting the execution of employee responsibilities. Subsequently,
subsequent to the implementation of direct observations, it was ascertained that the West
Sulawesi Provincial Human Resources Development Agency employed a total of 43 individuals.
Within this workforce, it was observed that there were still employees who consistently arrived
at the office after 8 am, despite the enforcement of stringent regulations, including the
imposition of deductions in the form of Additional Employee Income (TPP). This phenomenon
demonstrates the presence of employees who exhibit a lack of work discipline, resulting in
suboptimal performance within these agencies.
The primary objective of this research is to examine the impact of work facilities and work
discipline on employee performance at the West Sulawesi Province Human Resources
Development Agency. Specifically, the study will investigate the influence of work facilities and
work discipline separately, as well as their combined influence, on employee performance at the
aforementioned agency. The significance of this research lies in its aim to gather analytical
findings on the impact of work facilities and work discipline on employee performance at the
West Sulawesi Province Human Resources Development Agency.

RESEARCH METHOD
In this study, both quantitative and qualitative types of research were used. "Quantitative
data" is defined by Sugiyono (2019) as "data in the form of numbers or qualitative data that is
added up." Questionnaires were sent out to get the quantitative data for this study. Moleong
(2011) says that qualitative research is a type of research that tries to understand the phenomena
experienced by the object of research as a whole, such as behaviour, perception, motivation,
action, etc., and describe them through text and language in a specific context. Based on this
view, we can say that quantitative data is information or data that can be given a value and can
also be calculated or processed. Qualitative data, on the other hand, is data or information that
describes something or gives an account of how something works.
The study was done at the Human Resources Development Agency for the West Sulawesi
Province. (i) According to Sugiyono (2019), "observation is the basis of all science." Through
observation, researchers learn about behaviour and what it means. This method is used to
directly watch the events or things being studied. (ii) According to Sugiyono (2019), a
questionnaire is a way to collect information by giving people a list of questions or written
comments to answer. This survey uses a Likert scale, which has five types of answers that are

Almita, et, al. 419

each given a score, a). The number for Strongly Disagree is 1. b). The number for disagree is 2.c).
The number for disagreement is 3.d). The number for agree is 4.e). The number for "strongly
agree" is 5. (iii) According to Sugiyono (2019), "library studies are related to theoretical studies
and other references about the values, culture, and norms that develop in the social situation
being studied." Through the following testing steps, the data analysis used a quantitative
method: (i) test for validity, (ii) test for reliability, (iii) multiple linear regression analysis, (iv)
partial t test, and (v) simultaneous f test.

RESULTS AND DISCUSSION

Results
Determining the validity of the statement items on the questionnaire can be ascertained
by examining the computed r value in comparison to the tabulated r value. A questionnaire
statement item is deemed valid if the calculated r value exceeds the table r value. The calculated
correlation coefficient (r value) is derived from the processed data, whereas the tabulated r value
is taken from the product moment table. The degree of freedom (df) can be calculated as N-2,
where N represents the number of samples. In this case, with a sample size of 43 persons, the
degree of freedom is determined as 43-2, resulting in a value of 41. Additionally, the given value
of r table is 0.3008. The subsequent table presents the collected results of validity tests.

Table 1. Validity test Results

Variable Statement R calculate R tabel Information
Statement 1 0,587 Valid
Statement 2 0,407 Valid
Work Facilities (X1) Statement 3 0,536 0,3008 Valid
Statement 4 0,547 Valid
Statement 5 0,466 Valid
Statement 1 0,469 Valid
Statement 2 0,632 Valid
Work Discipline (X2) Statement 3 0,535 0,3008 Valid
Statement 4 0,465 Valid
Statement 5 0,512 Valid
Statement 1 0,512 Valid
Statement 2 0,657 Valid
Employee Performance
Statement 3 0,586 0,3008 Valid
(Y)
Statement 4 0,638 Valid
Statement 5 0,750 Valid
Source: Primary Data Processed, 2023

The table reveals that the rcount values for the work facility variable (X1), work discipline
(X2), and employee performance (Y) exceed the corresponding values in the r value table.
Therefore, it can be inferred that all components of the questionnaire statement have been
deemed valid. The reliability test was conducted by assessing the Cronbach's alpha coefficient,
which was required to exceed a threshold of 0.60. If the value of Cronbach's alpha (α) exceeds
0.60, it indicates that the questionnaire item can be considered reliable or consistent.

Table 2. Reliability test Results

Variable Cronbach Alpha Value Standardization Status
Work Facilities (X1) 0,651 0,60 Reliable
Work Discipline (X2) 0,677 0,60 Reliable
Employee Performance (Y) 0,742 0,60 Reliable
Source: Primary Data Processed, 2023

Employee Performance and the Impact of Workplace,... 420

Table 3. Multiple Llnear Regression Analysis Result
Coefficienta
Model Unstandardized Standardized T Sig.
Coefficients Coefficients
B Std. Error Beta
1 (Constant) 3.200 3.947 .811 .422
Work Facilities .422 .139 .404 3.040 .004
Work Discipline .412 .165 .331 2.496 .017
a. Dependent Variable: Employee Performance
Source: Primary Data Processed, 2023

The table provides evidence that the Cronbach's alpha coefficient for the questionnaire
item exceeds 0.60. Therefore, it can be inferred that every component of the questionnaire
statement exhibits reliability or consistency. This study employed a multiple linear regression
model to examine the presence and magnitude of the relationship between the independent
variables, namely work facility (X1) and work discipline (X2), and the dependent variable,
employee performance (Y). The following are the outcomes derived from the equation:

Table 4. f test Results

ANOVAa
Model Sum of Df Mean Square F Itself.
Squares
1 Regression 32.158 2 16.079 10.330 .000b
Residual 62.261 40 1.557
Total 94.419 42
a. Dependent Variable: Employee Performance
b. Predictors: (Constant), Work Discipline, Work Facilities
Source: Primary Data Processed, 2023

Based on the data presented in the table, it is evident that the computed f value of 10.330
exceeds the critical f value of 3.23, indicating statistical significance. Additionally, the obtained
p-value of 0.000 is lower than the conventional significance level of 0.05. It may be observed
that employee performance is influenced by characteristics that are independent of work
facilities (X1) and work discipline (X2). Therefore, the acceptance of the third hypothesis is
confirmed, which posits that the performance of employees at the Human Resources
Development Agency of West Sulawesi Province is influenced by the quality of facilities and
work discipline.

Discussion
The Impact of Work Facilities on Employee Performance within the Human Resources
Development Agency of West Sulawesi Province
Based on the findings from the conducted data analysis, it has been determined that the
provision of work facilities has a significant impact on the performance of employees at the
Human Resources Development Agency of West Sulawesi Province. The office of the Human
Resources Development Agency of West Sulawesi Province offers work facilities such as
photocopiers and computers/printers, which are currently deemed sufficient. However, efforts
are underway to further augment these resources due to their indispensable role in facilitating
and expediting employee tasks. Additionally, the study revealed that the lighting and air
conditioning settings within the office were conducive to creating a comfortable environment

Almita, et, al. 421

for employees. Furthermore, the office offers official automobile amenities to select employees,
albeit not universally accessible to all staff members.
This demonstrates that the work facilities offered by the Human Resources Development
Agency of West Sulawesi Province are regarded as satisfactory and capable of enhancing
employee performance. Moenir in Asep Rifa'I's (2019) study posits that work facilities
encompass all resources, equipment, spaces, and amenities utilised, occupied, and appreciated
by employees, both in direct correlation to their job tasks and to ensure the seamless execution
of their duties. Based on this perspective, it can be inferred that facilities serve as instrumental
resources that enable and streamline the execution of functions and daily operations inside an
organisation.
In accordance with the findings of Moenir and Priyatmono (2017), the presence of many
indicators can be observed to assess the availability of facilities. One such indicator is the
provision of work tool facilities, which encompass the management work tools that set norms,
authority, and power in the execution of tasks. Operational work tools refer to instruments that
are directly employed in operational operations, including typewriters, computer machines,
multipliers, and calculating machines. 2) Work equipment facilities encompass various objects
or items that are utilised in the workplace to support work activities, albeit not directly involved
in operational processes. These facilities include office buildings, which consist of essential
amenities such as roads, clean water supply, toilets, and parking lots. Additionally, they
encompass the provision of sufficient workspace, appropriate lighting, suitable furniture such
as tables and chairs, communication devices, and air conditioning systems. The third point to
consider is... Social facilities refer to amenities provided to employees that serve a dual purpose
of fulfilling their social needs and enhancing their overall pleasure. These facilities can take the
shape of dormitories or official residences, as well as official cars, which contribute to satisfying
the well-being and contentment of employees.

The Impact of Work Discipline on Employee Performance within the Human Resources
Development Agency of West Sulawesi Province
The findings additionally indicate that the performance of employees at the Human
Resources Development Agency of West Sulawesi Province is influenced by their work
discipline. This is evident through the consistent presence of employees in the office and their
adherence to established work regulations. However, it is worth noting that the agency still
encounters challenges in this regard, as there are still instances of employees arriving late to the
office and leaving during working hours. Additionally, it was discovered that employees
consistently adhere to relevant work standards, consistently demonstrate precision in their job,
and consistently exhibit a courteous demeanour while fulfilling their responsibilities.
This demonstrates that the work discipline exhibited by employees at the Human
Resources Development Agency of West Sulawesi Province is satisfactory, although there are
areas that require further enhancement. Work discipline is a critical determinant of both
employee performance and organisational effectiveness. Kasmir (2016) asserts that work
discipline, characterised by employees adhering to punctuality in carrying out work activities,
is a significant element influencing an individual's performance. According to Hasibuan (2019),
work discipline refers to an individual's consciousness and willingness to adhere to all
organisational policies and relevant societal norms. Based on this perspective, it may be inferred
that work discipline refers to the professional demeanour exhibited by an employee inside an

Employee Performance and the Impact of Workplace,... 422

organisational setting, characterised by compliance and adherence to all established regulations
and protocols.

The Impact of Work Facilities and Work Discipline on Employee Performance in the Human
Resources Development Agency of West Sulawesi Province
The findings of the study indicate that both work facilities and work discipline have a
simultaneous impact on employee performance at the Human Resources Development Agency
of West Sulawesi Province. The study reveals that good employee performance is demonstrated
by their consistent adherence to completing assigned tasks in a timely manner, which serves as
an indicator of their discipline. Furthermore, employees have the opportunity to effectively
utilise the available work facilities, and they consistently maintain a physical presence in the
office throughout their designated working hours.
This observation demonstrates that employees exhibit high levels of performance due to
their strong work discipline and effective utilisation of the facilities and infrastructure supplied
by the West Sulawesi Provincial Human Resources Development Agency office. The findings of
this study are consistent with the outcomes of prior research conducted by Putri (2019), which
indicated that both work discipline and facilities exert a substantial influence on the
performance of employees within the Ministry of Agrarian Affairs and Spatial Planning of the
National Land Agency.

CONCLUSIONS
The presence of adequate work facilities has been found to have a favourable and
statistically significant impact on employee performance. Therefore, the first hypothesis positing
that the quality of facilities has an impact on employee performance at the Human Resources
Development Agency of West Sulawesi Province is supported. The adherence to work discipline
exhibits a constructive and noteworthy impact on the overall performance of employees.
Therefore, the acceptance of the second hypothesis is warranted, which posits that work
discipline has an impact on employee performance at the Human Resources Development
Agency of West Sulawesi Province.
The presence of well-equipped work facilities and the implementation of effective work
discipline have been found to have a notable and favourable impact on the performance of
employees. Therefore, the acceptance of the third hypothesis is warranted, which posits that the
performance of employees at the Human Resources Development Agency of West Sulawesi
Province is influenced by both the quality of facilities and the level of work discipline. The
Human Resources Development Agency of West Sulawesi Province aims to enhance operational
efficiency by augmenting the inventory of computers, printers, and photocopiers to facilitate the
timely and effective execution of staff responsibilities.
The purpose of this communication is to address the employees of the Human Resources
Development Agency of West Sulawesi Province, with the objective of enhancing their
discipline. Specifically, it is advised that employees adhere to punctuality by being present at
the office on time, and comply with the relevant work laws that are in place.The Human
Resources Development Agency of West Sulawesi Province should prioritise addressing
employees who demonstrate suboptimal performance in task completion and those who
frequently arrive late to the office.

Almita, et, al. 423

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