Introduction
One of the organizational resources
that has an important role in achieving its goals is human resources (Huzain, 2021). Today,
the rapidly changing business environment demands the role of human resources
in competitive advantage. In dealing with these demands, a more effective and
professional management of human resources is needed. The human qualities
needed by the Indonesian people in the future are humans who are able to
compete with other nations (Atiah, 2020). To get
quality human beings will be produced through the implementation of quality
education.
Based on PP No. 60 of 1999 Chapter
II article 1, that the goals of higher education are:
a. Prepare
students to become members of the community who have academic and/or
professional abilities who can apply, develop and/or enrich the repertoire of
science, technology and/or arts.
b. Developing
and disseminating science, technology and/or arts as well as seeking their use
to improve the standard of living of the community and enrich the national
culture.
In achieving these goals,
universities as one of the educational institutions have a very strategic
position, for that it is necessary to prepare universities with all their
tools, including the main one is academic staff as the main driver of learning
activities, so lecturers must get planned career coaching and proportional (Pribadi &
Suhariadi, 2022).
Lecturers are one of the essential
components in an education system in higher education (Permanasari et al.,
2014). The
roles, duties, and responsibilities of lecturers are very important in
realizing the goals of national education, namely educating the nation's life,
improving the quality of Indonesian people (Andoyo et al., 2017), including
the quality of faith and piety, noble character, and mastery of science,
technology, and art, as well as realizing an Indonesian society that is
advanced, just, prosperous, and civilized.
The position of lecturers as
education personnel has a very strategic position, which has a direct influence
on the learning process, quality of graduates and competitive output patterns (Pakpahan, 2021). The
quality of the lecturers will determine the existence of the students, which
means that the quality of the students is determined by the quality of the
lecturers as the main element of the education staff (Agustina, 2020). Through
the quality assurance system that is currently being developed, and has become
a standard reference for each university, establishing lecturers as a resource
that is highly correlated with the ability of graduates to be competition
minded, namely having expertise and knowledge in accordance with the discipline
they are engaged in (Djojonegoro, 2004).
In carrying out their duties,
lecturers are required to show good performance so that educational goals can
be achieved properly. Performance improvement must be supported by several
factors such as: a conducive organizational climate, high motivation, job
satisfaction and other factors (Yustianus &
Indonesia, 2021).
According to (Wirawan, 2007) that
"organizational climate is the perception of members of the organization
and those who are constantly in contact with the organization, about what
exists or occurs in the organization's internal environment on a regular basis,
which affects the attitudes and behavior of organizational members and the
performance of organizational members individually and in groups. which then determines organizational performance.
Organizational climate is a general collective picture of the work atmosphere
of the organization that forms the hopes and feelings of all lecturers so that
they can improve organizational performance. In carrying out the learning
process, the performance of lecturers is strongly influenced by the
organizational climate in providing knowledge to students. Organizational
climate must be created, so that with a healthy climate, lecturers will feel
motivated which will ultimately improve their performance.
According to (James L. Gibson,
Ronald D. Hedlund, 2003) define
motivation as a force that encourages employees to do something that causes and
directs behavior. Motivation is one of the determinants of performance.
Motivation is formed from the attitude of an employee in dealing with work
situations. According to (Karjantoro, 2004) that
motivation is a condition that moves employees to achieve organizational goals.
In this case, there is a positive relationship between the achievement motive
and the achievement of lecturer performance. Achievement motive is an
encouragement within the lecturer to carry out an activity or task as well as
possible in order to be able to achieve high work performance.
Job satisfaction is defined as a
person's general attitude towards his work or it can also be interpreted as the
difference between the amount of rewards / awards received by employees and the
amount they should get. According to (Robbins, 2001) states
that job satisfaction is a person's attitude towards the work done. The
existence of a high level of satisfaction from lecturers will lead to
seriousness in doing their work so that the goals of the institution can be
achieved efficiently and effectively.
Performance according to (Mangkunegara &
Prabu, 2014) is
"the result of work in quality and quantity achieved by an employee in
carrying out his duties in accordance with the responsibilities given to
him." Performance in this case shows the work achieved by a person after
carrying out the work tasks assigned by the organization. While the measure of
whether or not the work is good can be seen from the quality or quality
achieved by employees in accordance with the demands of the organization.
Performance can be achieved properly if employees are able to work in
accordance with the assessment standards set by the organization.
Medan State Polytechnic is an
educational institution that aims to form quality human resources through the
teaching and learning process. To achieve this goal, an organizational climate
is needed that can stimulate motivation in lecturers to excel as well as to
increase job satisfaction. Currently, the strategic role of the Medan State
Polytechnic is fading away when compared to when the institution was founded in
1982. The teaching and learning process that used to be carried out with
discipline, enthusiasm, and dedication, is no longer visible. Now it can be
seen that the lecturers do not show enthusiasm and discipline in carrying out
their duties even though teaching monitoring is carried out. Many lecturers
come late for each teaching and also during class hours, there are many rooms
where students are in class but the lecturer is not there. From the results of
observations in the field, many lecturers only gave assignments to students, even not a few lecturers who only gave assignments
then signed the attendance list and then left the class. This would be very
contrary to the teaching system applied at the Polytechnic as a vocational
education.
The rate of delay of lecturers in
carrying out teaching is still quite high, namely 41.60% in odd semesters and
even increases to 44.80% for even semesters. Medan State Polytechnic sets a
maximum tolerance limit of 15 minutes.
The presence of lecturers to teach
is still below the set standard, which is 100% in accordance with ISO 9001:
2008 regulations. The level of achievement above shows that the level of
attendance of lecturers from all majors in teaching activities has not yet
reached the set target. Even if it is explored more deeply, the figures 78.4%
and 79.8% or more than 75% are the minimum teaching achievement figures set by
the institution which are prerequisites for obtaining a Teaching Decree that
functions for KUM promotions.
This study aims to determine the
effect of organizational climate, work motivation and job satisfaction on the
performance of lecturers at the Medan State Polytechnic.
The study of previous research is
intended to determine the relationship between research that has been carried
out and research that will be carried out.
(Siwantara, 2009) conducted a study entitled: The Effect of Professional
Competence and Work Motivation and Organizational Climate on Work Discipline
and Performance of Bali State Polytechnic Lecturers. The results showed that
professional competence and work motivation as well as organizational climate
had a positive and significant effect on lecturer performance. Work motivation
has a positive and significant effect on the performance of Bali State
Polytechnic lecturers, which means that the better the work motivation of the
Bali State Polytechnic lecturers, the better the performance and vice versa, the
worse the work motivation of Bali State Polytechnic lecturers, the worse the
performance. Organizational climate has a positive and significant effect on
the performance of Bali State Polytechnic lecturers, which means that the
better the organizational climate, the better the performance, on the contrary,
the worse the organizational climate, the worse the performance. The data
analysis technique was carried out using the Multiple Regression Analysis
method.
(Risetiawan, 2002) conducted a study with the title: "The Influence of
Organizational Climate and Work Motivation on Employee Performance of Regional
Water Company in Blora Regency. Data
processing using Multiple Regression Analysis Method. The results showed
that organizational climate and work motivation had a positive and significant
effect on employee performance.
According to (Pardosi, 2012) with the
research title "Analysis of the Effect of Job Satisfaction and Work
Motivation on Teacher Performance at the Cinta Rakyat
High School (STM) Pematang Siantar".
Data processing is done by using Multiple Regression Analysis. This study
proves that job satisfaction and work motivation have a positive and
significant effect on teacher performance.
Methods
Data analysis techniques in this
study, using descriptive analysis and multiple regression analysis. Descriptive analysis is an
analytical method that describes and summarizes various conditions, situations,
or various variables by collecting data to provide an overview or affirmation
of a concept or symptom, as well as answer questions regarding the current
status of the research subject. While regression analysis is
used to determine the value of the influence of the independent variable on the
dependent variable.
Based on the previous conceptual framework, the regression
equation model of the study can be seen as follows:
Y = a + b1x1 + b2x2 + b3x3 + e
Where: Y = Lecturer Performance
X1 ����� =
Organizational Climate
X2 ����� = Work
Motivation
X3 ����� = Job
Satisfaction
e �������� =
Unrevealed variable (error term)
a.
Hypothesis
test
This method is used to determine the
effect of organizational climate, work motivation and job satisfaction on the
performance of lecturers at the Medan State Polytechnic. The effect was tested
with a 95% confidence interval or naive = 0.05. This can be known by conducting
simultaneous tests and partial tests.
b.
Simultaneous
Test (F Test)
Hypothesis testing for the
simultaneous test of the research regression equation is as follows:
Ho: b1, b2, b3 = 0 means that there
is no positive and significant influence jointly between organizational
climate, work motivation and job satisfaction on the performance of lecturers
at the Medan State Polytechnic.
H1: b1, b2, b3 0 means that there is
a positive and significant influence jointly between organizational climate,
work motivation and job satisfaction on the performance of lecturers at the
Medan State Polytechnic.
To find out whether the independent
variables have a positive and significant effect together on the dependent
variable, it can be done by comparing FCalculate with
Ftable. Formula to find Fcount
(Pryatno: 2008) are as follows:
If Fcount
< Ftable at the 95% confidence level, then Ho is
accepted and Ha is rejected, whereas if Fcount > Ftable at the 95% confidence level, then Ho is rejected and
H1 is accepted.
c.
Partial
Test (t Test)
Hypothesis testing for the partial
test on the research regression equation is as follows:
Ho: b1 = 0, meaning that there is no
positive and significant influence between organizational climate on lecturer
performance at Medan State Polytechnic.
H1: b1 0, meaning that there is a
positive and significant influence between the organizational climate on the
performance of lecturers at the Medan State Polytechnic.
Ho: b2 = 0, meaning that there is no
positive and significant effect between work motivation on lecturer performance
at Medan State Polytechnic.
H1: b2 0, meaning that there is a
positive and significant influence between work motivation on the performance
of lecturers at the Medan State Polytechnic.
H0 : b3 = 0, meaning that there is no
positive and significant effect between job satisfaction on the performance of
lecturers at the Medan State Polytechnic.
H1 : b3 0, meaning that there is a
positive and significant influence between job satisfaction on the performance
of lecturers at the Medan State Polytechnic.
The formula for determining tcount (Sanusi: 2011) is as follows:
If tcount
< ttable at the 95% confidence level, then Ho is
accepted and Ha is rejected, and if tcount > ttable, then Ho is accepted and Ha is rejected at the 95%
confidence level.
Result and
Discussion
A.
Hypothesis Testing
Results
To find out how the
influence of organizational climate variables, work motivation variables and
job satisfaction variables on lecturer performance variables at the Medan State
Polytechnic can be seen in the regression equation.
Y = 0,594 + 0,332X1 +
0,603X2 + 0,030X3 + e2
B. Simultaneous Testing of Hypotheses (Test F)
This test is carried out
by setting the following hypotheses:
H0: b1, b2,
b3 = 0, there is no positive and significant relationship between
organizational variables, work motivation variables, and job satisfaction
variables on lecturer performance variables at the Medan State Polytechnic.
H1: b1, b2,
b3 0, there is a positive and significant relationship between organizational
climate variables, work motivation variables, and job satisfaction variables on
lecturer performance variables at Medan State Polytechnic.
The Fcount
value is 34.605 and the significance value is 0.000. At the 95% confidence
level or alpha = 0.05, the Ftable value is 2.725.
This shows that Fcount > Ftable
is 34.605 > 2.725 and the significance level of the research results is <
the significance level is 0.000 <0.05. Therefore, H0 is rejected and H1 is
accepted, which means that the organizational climate variable, work motivation
variable, and job satisfaction variable simultaneously have a positive and
significant effect on the performance of lecturers at the Medan State
Polytechnic.
C.
Coefficient of
Determination (R-Square) Regression Equation
To see the effect of
organizational climate variables, work motivation variables and job
satisfaction variables simultaneously on lecturer performance variables at the
Medan State Polytechnic, it can be seen the results of calculations in the
summary model, especially the R Square number.
The number of R Square
(R2) is 0.590. This figure is used to see the magnitude of the influence of
organizational climate variables, work motivation variables, and job
satisfaction variables on lecturer performance variables by calculating the
coefficient of determination with the following formula:
KD = r2 x 100%
KD = 0,590 x 100%
KD = 59,00%.
The coefficient of
determination of 59.00% means that the influence of organizational climate
variables, work motivation variables, and job satisfaction variables on
lecturer performance variables is 59.00%, while the remaining 41.00% (100% -
59.00%) is influenced by other factors. In other words, that the lecturer's
performance variable that can be explained using organizational climate
variables, work motivation variables and job satisfaction variables is 59.00% and
41.00% is caused by other variables outside the model.
D.
Partial Testing of
Hypotheses
This test is carried out
by setting the following hypotheses:
Ho: b1 = 0,
there is no positive and significant relationship between organizational
climate variables and lecturer performance variables at the Medan State
Polytechnic.
H1: b1 0,
there is a positive and significant relationship between organizational climate
variables and performance variables at the Medan State Polytechnic.
Ho: b2 = 0,
there is no positive and significant effect between work motivation variables
on performance variables at Medan State Polytechnic
H1: b2 0,
there is a positive and significant effect between work motivation variables on
performance variables at Medan State Polytechnic.
Ho: b3 = 0,
there is no positive and significant effect between job satisfaction variables
on lecturer performance at Medan State Polytechnic.
H1: b3 0,
there is a positive and significant effect between job satisfaction variables
on the performance of lecturers at the Medan State Polytechnic.
The test results show, if
tcount > ttable, then Ho
is rejected and H1 is accepted, whereas if tcount
< ttable, then Ho is accepted and H1 is rejected.
Based on Table 4.4, the
results of partial hypothesis testing are obtained as follows:
1.
Effect of organizational climate variable (X1) on lecturer
performance variable (Y).
The test results show
that the organizational climate variable has a tcount
of 3.752 while a t-table of 1.665. This shows that the value of tcount > ttable, which is
3.752 > 1.665, then H1 is accepted and H0 is rejected. Thus, it can be
concluded that the organizational climate variable has a positive and
significant effect on the lecturer performance variable at the Medan State
Polytechnic.
2.
The influence of work motivation variable (X2) on lecturer
performance variable (Y).
The test results show
that the work motivation variable has a tcount of
6.982 while a t-table of 1.665. This shows that the value of tcount > ttable, which is
6.982 > 1.665, then H1 is accepted and Ho is rejected. Thus, it can be
concluded that the work motivation variable has a positive and significant
effect on the lecturer's performance variable.
3.
The effect of job satisfaction variable (X3) on lecturer
performance variable (Y).
The test results show
that the job satisfaction variable has a tcount of
0.027 while a t-table of 1.665. This shows that the value of tcount < ttable, which is
0.027 < 1.665, then H1 is rejected and Ho is accepted. Thus, it can be
concluded that the job satisfaction variable has no positive and insignificant
effect on the lecturer performance variable at the Medan State Polytechnic.
Conclusion
Based
on data analysis and discussion, several things can be concluded that
organizational climate has a positive and significant effect on the performance
of lecturers at the Medan State Polytechnic.
Work
motivation has a positive and significant effect on the performance of
lecturers at the Medan State Polytechnic. Job satisfaction has no positive and
insignificant effect on the performance of lecturers at the Medan State
Polytechnic.
Organizational
climate, work motivation and job satisfaction together have a positive and
significant effect on the performance of lecturers at the Medan State
Polytechnic.
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