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THE EFFECT OF LEADERSHIP AND MOTIVATION ON EMPLOYEE
PERFORMANCE IN THE MUHAMMADIYAH ZAKAT AND SHADAQAH
INSTITUTION (LAZISMU) BEKASI DISTRICT
Harries Madiistriyanto
1*
, Fahmi Hilman
2
STIMA IMMI Jakarta, Indonesia
1,2
1
2
ABSTRACT
The main problem in this study is how much influence leadership and work motivation have on employee
performance at LAZISMU Bekasi Regency, both simul- taneously and partially. The purpose of this study
was to determine and analyze leadership and work motivation and employee performance and the
magnitude of the influence of leadership and work motivation on employee performance at LAZISMU
Bekasi Regency, either simultaneously or partially. The method used in this study is a method with a
descriptive and verification approach. The population in this study were employees at LAZISMU Bekasi
Regency with a sample of 40 people. The data in this study is primary data, where the data is obtained
from respondents' answers to the questionnaires that the authors distribute. The results of the data analysis
that the author has done, the results show that there is an influence of leadership and work motivation on
improving employee performance at LAZISMU Bekasi Regency either partially or simultaneously.
Keywords: Leadership; work motivation; Employee Performance
INTRODUCTION
Human resource management can be interpreted as the science and art or the process of
obtaining, promoting, or developing and maintaining a competent workforce in such a way that
company goals can be achieved efficiently and there is satisfaction in the individuals concerned
(Riniwati, 2016). The role of human resources in organizations is very important in achieving
organizational goals, the increasing advancement of technology today has resulted in the
development of human understanding of the importance of aspects of human resources in an
organization (Mardhiyah et al., 2021).
Human understanding of the role of human resources encourages the growth and
development of knowledge about human resource management techniques within organizations
(Arifin & Haryanto, 2021). However sophisticated the technology used without the support of
humans as operational servants, it will not be able to produce an effective and efficient output.
Human resources do not only concern labor matters that occur within the organization, but must
also reach the environment outside the organization which also influences the development of
human resources.
Performance is a factor that plays an important role in achieving company goals and
individual goals. Roles will find it difficult to achieve their goals if employees do not comply with
the rules set by the company itself. Upholding work discipline is important for companies,
because with discipline it is expected that in carrying out their duties and responsibilities the
results will be more effective and efficient. The performance of Civil Servants has actually been
regulated by government regulation No. 53 of 2010 concerning the performance of civil servants,
where several regulations namely the obligation to come to work, giving punishment to
employees who violate the rules, and so forth. The performance of civil servants is under the
auspices of the minister for the utilization of the state apparatus (Daulay, 2022).
Good performance arises from self-awareness to comply with the rules and social norms
that apply in the company. As for the definition of performance according to Hasibuan (2009:
129) in (Sofiyanti & Nawawi, 2017), Performance is the awareness and willingness of a person to
comply with all regulations and social norms applicable. In an effort to achieve a regulatory goal,
it is necessary to have employees who are full of awareness, loyalty, and adherence to the rules
determined by the company. The best employee performance must be instilled in every employee,
preferably not on coercion or demands alone but based on self-awareness in each employee
(Kondalkar, 2020).
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The importance of performance at LAZISMU Bekasi Regency is seen from various aspects
which include compliance with the rules determined by LAZISMU Bekasi Regency itself, fixed
entry and exit times for work, attendance, work environment and other aspects, must show the
values of obedience, order , and good work discipline. Performance really needs to be considered
by every company in achieving its goals, without good discipline, it is difficult for the company
and in its efforts to achieve optimal goals. Effective performance will also produce optimal output,
and conversely low performance will result in non-optimal output. The performance of Civil
Servants has actually been regulated by the government No. 53 of 2010 concerning the
performance of civil servants under the auspices of the Minister for Administrative Reform, some
of which regulate the obligation to come to work, comply with regulations, and so on.
Research purposes, the author's purpose for conducting this research is as follows: To find
out in evaluating the influence of leadership on employee performance at LAZISMU Bekasi
Regency. To find out in evaluating the effect of motivation on employee performance at
LAZISMU Bekasi Regency. To find out in evaluating the influence of leadership and motivation
on employee performance at LAZISMU Bekasi Regency
Theory Review
An organization or company the role of human resources very important for the
organization or company itself. We can understand this because without human resources, a
company will not run effectively. Human resources are the movers and managers of other
production factors such as capital, raw materials, equipment and others in order to achieve
company goals.
Management contains and understanding, namely the understanding of management and
the understanding of human resource management. Management implies a process that includes
planning, organizing, directing, supervising carried out by managers in a company so that
predetermined goals can be achieved. Human resources are one of the resources contained in the
company, including all people who carry out activities. In order to make the notion of human
resource management easier to understand, several experts can put forward here. According to
Dessler (2003: 2) human resource management are policies and ways that are practiced and
related to human empowerment or HR aspects of a management position including recruitment,
selection, training, awards, and training (Goffar, 2021).
According to Hasibuan (2001: 10) human resource management is the science and art of
managing relationships and the role of the workforce so that it is effective and efficient in helping
the realization of corporate, employee and community goals (Almasri, 2016). According to
Handoko (2004:4) HR management is the withdrawal, selection, development, maintenance, and
use of human resources to achieve individual and company goals (Fathoni, 2015).
Some of the meanings put forward by some of the experts above, it can be concluded that
human resource management is a science and art or a process of obtaining, promoting, developing
and maintaining a competent workforce in such a way, in order to achieve company goals and
individual goals.
Based on the explanation of the literature review, the framework and the empirical review,
for the independent variables are leadership and work motivation and for the dependent variable
is performance, the paradigm in this study can be seen in Figure 1
The Effect of Leadership and Motivation on Employee Performance in The Muhammadiyah Zakat and
Shadaqah Institution (Lazismu) Bekasi District
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Figure 1
Research paradigm
Hypothesis Study
Based on the description above, it can be hypothesized that Leadership and Work
Motivation affect Employee Performance at LAZISMU Bekasi Regency, both simultaneously
and partially.
Sugiyono states that the hypothesis is a temporary answer to the research problem
formulation, where the problem formulation is stated in the form of a statement sentence
(Sugiyono, 2017, p. 63). It is said temporarily, because the new answers given are based on
relevant theory, not yet based on empirical facts obtained through data collection or
questionnaires. Based on the descriptions and research results developed by the experts and
previous researchers above, the simultaneous hypothesis taken by the authors of this study is:
Employee Performance and organizational culture affect Employee performance. Meanwhile,
based on the descriptions and research results developed by previous experts and researchers, the
partial hypotheses taken by the authors of this study are: Employee competence affects employee
performance; Organizational culture influences employee performance.
r.X1.Y
Parsial
r.X2.Y
Employee Performance (Y)
1. Obey the rules of time
2. Obey company
regulations
3. Obey the rules of
behavior in work
4. Obey other rules in the
company
Sutrisno (2009 : 94)
Simultan
Work Motivation
(X2)
1. The need
2. Need for
Affiliates
3. The Need for
Actualization
McCelland
(2007 : 96 )
Leadership (X1)
1. Counselor
2. Instructor
3. Meeting Leader
4. Decision Maker
Sutrisno (2009
: 228 )
The Effect of Leadership and Motivation on Employee Performance in The Muhammadiyah Zakat and
Shadaqah Institution (Lazismu) Bekasi District
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RESEARCH METHOD
Implementation of research at LAZISMU Bekasi Regency, the reason for choosing this
location is because researchers are interested in leadership styles on employee performance which
has its own characteristics.
The research method used
The method used to answer the problem formulation points 1,2 and 3 is using a descriptive
method, while to answer the problem formulation point 4 is using a verification research method.
Descriptive method is a research method that aims to describe, explain the existing situation in a
company based on facts, the characteristics of the population based on the data that has been
collected and then arranged systematically and then analyzed to draw conclusions (Rukajat,
2018). While the verification method is a method used to find out the truth of the hypothesis by
using calculations statistics Sugiyono, (2005) in (Suryanto, 2022).
Variable Definitions and Variable Operationalization
In this study carried out on the existence of a variable by using a research instrument. After
the research continues the analysis to find the relationship of a variable with other variables. In
this study there are three variables, namely Leadership (X1), Work Motivation (X2) and
Employee Performance (Y). Where there are indicators that will be measured by ordinal scale.
Population and Sampling Techniques
The population is a generalization area consisting of objects or subjects that are defined to
be studied and then drawn conclusions (Sugiyono, 2013, p. 115). The population that is the target
of the author's observation is LAZISMU employees of the Bekasi Regency Office of West Java
Province, totaling 128 people, consisting of 54 zakat collection units (UPZ), 8 Heads of
Sections/Divisions, 42 Permanent Amil Executors, and Administrative Officers. The business
consists of 24 people.
The sample is part of the number and characteristics possessed by the population. What is
learned from the sample, the conclusions will be applied to the population. For this reason, the
sample taken from the population must truly represent (Sugiyono, 2013, p. 116).
The sample size can be determined using the slovin formula as follows:
Rumus Slovin : n = N
1+N.e
2
Source: Husein Umar (Umar, 2019, p. 78) Where: n = sample size
N = Population
e = Error (tolerable percentage of error in sampling) and the error rate set by the author
is 40% Based on the above formula, the sample size can be determined as follows:
n = 128
1+128.(0,40)
2
n = 40
So, the size of the sample taken was 40 people from the total number of employees of
LAZISMU Bekasi Regency.
The Effect of Leadership and Motivation on Employee Performance in The Muhammadiyah Zakat and
Shadaqah Institution (Lazismu) Bekasi District
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RESULTS AND DISCUSSION
Data analysis in this study was carried out through descriptive data analysis with a
quantitative approach for each variable and linear regression analysis multiple times to test the
hypothesis. Analysis of research results can be carried out by processing the answers of
respondents to the questionnaire so that they can describe or describe the conditions of LAZISMU
Bekasi Regency employees.
Respondents who returned complete questionnaires out of 40 questionnaires, of which an
analysis was carried out to see the condition of LAZISMU Bekasi Regency employees who were
used as research objects based on their level of education, years of service and age can be seen
from the table below:
1. Gender
Table 1
Gender
Frequency
Percent
Valid Percent
Cumulative Percent
Valid Male
20
56
56
56
Female
20
44
44
100.0
Total
40
100.0
100.0
Source : Data Processing Using SPSS Program
From the table above, it can be seen that the number of male respondents is 20 people or
54% of the number of female respondents is 20 people or 42%.
Table 2
Age
Frequency
Percent
Valid Percent
Cumulative Percent
Valid 21-30
Year
15
38
38
38
31-40 year
13
20
20
58
>40 year
12
62
62
100.0
Total
40
100.0
100.0
Source : Data Processing Using SPSS Program
From the table above, it can be seen that the number of respondents aged 21 to 30 years is
as many as 15 people or 36% of respondents aged 31 to 40 years are as many as 13 people or
31.3%, and respondents who are over 40 years are as many as 12 people or 60%.
2. Status
Table 3
Status
Frequency
Percent
Valid Percent
Cumulative Percent
Valid Married
16
36
36
36
Unmarried
24
64
64
100.0
Total
40
100.0
100.0
Source : Data Processing Using SPSS Program
From the table above, it can be seen that the number of respondents who are married is 16
people or 11.3% and the number of respondents who are not married is 24 people or 84.7%.
The Effect of Leadership and Motivation on Employee Performance in The Muhammadiyah Zakat and
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3. Recent Education
Table 4
Educational Background
Frequency
Percent
Valid Percent
Cumulative Percent
Valid Diploma
15
38
38
38
Srata -1
20
20
20
58
Srata -2
5
42
42
100.0
Total
40
100.0
100.0
Source : Data Processing Using SPSS Program
From the table above, it can be seen that the number of respondents with Diploma education
is 15 people or 38%, Strata-1 is 20 people or 20%, and the number of respondents with last
education is Strata-2 is 5 people or 42%.
4. Length of Work
Table 5
Period of Service
Frequency
Percent
Valid Percent
Cumulative Percent
Valid <5 year
12
24
24
24
5- 10 year
15
52
52
76
>10 year
13
24
24
100.0
Total
40
100.0
100.0
Source : Data Processing Using SPSS Program
From the table above, it can be seen that the number of respondents who worked less than
5 years was 12 people or 22%, the number of respondents who worked between 5 and 10 years
was 15 people or 50%, and the number of respondents who worked over 10 years was 13 people
or 40%.
Data Normality Test
The aim is to test whether in the regression model, the dependent variable and independent
variable both have a normal distribution or not. A good regression model is having normal or
close to normal data distribution. To test whether the data distribution is normal or not, one of the
easiest ways to see normality is to look at the histogram which compares the observed data with
a distribution that is close to a normal distribution. The normal distribution will form a straight
line diagonally, and plotting the data will be compared with the diagonal line. If the data
distribution is normal, then what describes the actual data will follow the diagonal line (Ghozali,
2016, p. 83).
Multiple Regression Test of Leadership and Motivation on Employee Performance
To answer the hypothesis whether there is an influence between Motivation and Leadership
on Employee Performance, multiple linear regression tests are used for Employee Work
Discipline, multiple linear regression tests are used using SPSS Version 18.
Table 6
Liniear Regression Between Motivation and Motivation for Employee Performance
Coefficients*
Model
Unstandarized
Coefficients
Standardized
Coefficients
T
Sig
B
Std Error
Beta
1 (Constant)
11.756
2.409
-
4.880
.000
Motivation
.324
.092
.643
3.535
.001
Leadership
.219
.155
.257
1.417
.163
a. Dependent Variable : Employee Performance
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From the coefficient table above it can be seen that the regression equation is in the model
Y = 11.756 + 0.219 X1 + 0.324 X
From the significance value (t sig) a value of 0.163 is obtained for the variable X1
(Leadership) and 0.001 for the X2 variable (Work Motivation), these results indicate that there is
a significant influence by the variable Motivation to Y (Employee Performance), this can be seen
from the significant value which is lower than the degree of alpha error, which is 0.05 while for
the variable X1 (Leadership) the significant value is 0.163 which is greater than 0.05 this means
that the variable Leadership (X1) is not significant affect the Y variable, namely Employee
Performance. So that the recommended regression model is: Y = 11.756 + 0.324 X2.
The author manually compares the t-count values from the table above with the t-table values
presented in the appendix. The decision rules are as follows:
If the value of t-count> t-table, then the independent variable concerned significantly affects the
dependent variable.
For Work Motivation Variables:
t-hitung (from the table above) = 3.535
t(a=0.05 df=48) = 2.011
Significantly affect Employee Performance
For Leadership Variables:
t-hitung = 1.417
t(a=0.05 df=48) = 2.011
from the value above 1.417 <2.011 means that the leadership variable does not significantly
affect employee performance.
To see the influence of Motivation and Leadership on Employee Performance together, it
can be seen through the Analysis of Variance table through the SPSS program. 20 is obtained as
follows:
Tabel 7
ANOVA
b
Model
Sum of
Squares
Df
Mean
Squares
F
Sig
1 Regression
Residual
Total
168.315
45.685
214.000
2
47
49
.84.158
972
84.581
.000
a
a. Predictors : (Constant), Leadership, Motivation
b. Dependent Variable : Employee Performance
From the table above, a significant level of 0.000 is obtained, this means that the variables
of Leadership (X1) and Employee Work Motivation (X2) simultaneously significantly affect
Employee Performance.
Linear Correlation Coefficient Analysis
To find out how the relationship between the variables of Leadership and Employee Work
Motivation on Employee Performance is used SPSS.18, with the following calculation results:
Table 8
The Relationship Between Leadership and Work Motivation on Employee Performance
Model Summary
Mode 1
R
R. Square
Adjusted
Square
Std. Error of
the Estimate
1
.887
a
.787
.777
.986
a. Predictors (Constant), Work Motivation Leadership
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Shadaqah Institution (Lazismu) Bekasi District
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From the table above it can be seen that the relationship between the variables Leadership
and Work Motivation with Employee Performance is shown by the Person correlation coefficient
(R) from the table above the result is 0887 meaning that the relationship between supervision,
compensation and Employee Workforce Performance is very close and strong.
CONCLUSION
The conclusion of this research is: a. The Leadership Variable in LAZISMU Bekasi Regency
score is 54.725 which is in the good category. For that leadership conditions have met expectations.
From Multiple Linear Regression Analysis it can be seen that the regression equation is in the
model Y = 11.756 + 0.324X1 + 219X2 and the significance value is t sig. Obtained by 0.163 For
variable X1 (Leadership) these results indicate that there is no employee performance because the
significant value is greater than 0.05. b. The motivational variable is based on the accumulation of
respondents, namely the score obtained WMS of 51.429 which is in the good category. This means
employee motivation. At LAZISMU Bekasi Regency, according to employee perceptions it is
good. From the multiple linear regression analysis it can be seen that the regression equation is in
the model Y = 11.756 + 0.324X1 + 219X2 and the significance value is t sig. Obtained at 0.001
for Variable X2 (Work Motivation), these results indicate that the Leadership variable has a
significant influence on Employee Performance because the significant value is smaller and the
degree of error that is 0.05. c. Based on the Analysis of Variance table, a significance value of
0.000 is obtained, this means that the variables of Motivation and Leadership together significantly
affect Employee Performance. The Pearson correlation coefficient (R) yields a result of 0.887
meaning that the relationship between Leadership Motivation and Employee Performance is close
and strong. it is known that the value of R Square is 0.777 or it can be said that the magnitude of
the coefficient of determination (KP) is 77.70% meaning that Employee Performance is 77.70%
influenced by variables. Leadership and Work Motivation and the remaining 22.30% are
influenced by other factors not examined in this study.
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