Ardiwan Aziz, Bustari Muchtar

PENGARUH KOMUNIKASI ORGANISASI DAN MOTIVASI KERJA TERHADAP DISIPLIN KERJA PEGAWAI PADA BADAN KEPEGAWAIAN DAERAH (BKD) KOTA BUKITTINGGI

Introduction

Pengaruh komunikasi organisasi dan motivasi kerja terhadap disiplin kerja pegawai pada badan kepegawaian daerah (bkd) kota bukittinggi. Telusuri pengaruh komunikasi organisasi & motivasi kerja terhadap disiplin pegawai BKD Bukittinggi. Penelitian ini menguji signifikansi & menemukan solusi peningkatannya.

Abstract

Penelitian ini dilakukan dalam lingkup menganalisis Pengaruh Komunikasi Organisasi dan  Motivasi  Kerja terhadap Disiplin Kerja Pegawai Pada Badan Kepegawaian Daerah (BKD) Kota Bukittinggi , serta mengkaji signifikansi pengaruh variabel eksogen terhadap variabel endogen serta melihat permasalahan dan mencari solusi pemecahannya guna meningkatkan disiplin kerja Pegawai Pada Badan Kepegawaian Daerah (BKD) Kota Bukittinggi. Populasi dalam penelitian ini yaitu keseluruhan Pegawai yang bertugas Pada Badan Kepegawaian Daerah (BKD) Kota Bukittinggi yang berjumlah 52 orang. Penarikan sampel pada penelitian ini dilakukan secara“Proportional Stratified Random SamplingTemuan penelitian ini adalah : 1) Komunikasi organisasi berpengaruh signifikan terhadap motivasi kerjapegawai pada Badan Kepegawaian Daerah (BKD) Kota Bukittinggi. 2) Komunikasi organisasi berpengaruh signifikan terhadap disiplin kerja pegawai pada Badan Kepegawaian Daerah (BKD) Kota Bukittinggi. 3) Motivasi kerja berpengaruh signifikan terhadap disiplin kerja pegawai pada Badan Kepegawaian Daerah (BKD) Kota Bukittinggi. Terdapat pengaruh langsung maupun tidak langsung komunikasi organisasi dan motivasi kerja terhadap disiplin kerja pegawai Badan Kepegawaian Daerah Kota Bukittinggi. Secara langsung dan tidak langsung Komunikasi organisasi mempengaruhi disiplin pegawai sebesar 28 %, motivasi kerja mempengaruhi disiplin kerja sebesar 26,7 %.  Variabel lain yang memiliki potensi untuk meningkatkan disiplin pegawai sebesar 45,3 %, sehingga perlu dilakukan pengkajian lebih lanjut tentang variable lain yang dapat mempengaruhi disiplin pegawai

Review

This study addresses a pertinent issue within public sector management, investigating the impact of organizational communication and work motivation on employee work discipline at the Regional Personnel Agency (BKD) of Bukittinggi City. The authors set out to analyze the significance of these exogenous variables on the endogenous variable, employee discipline, with an overarching goal of identifying problems and proposing solutions for improvement. Methodologically, the research adopted a quantitative approach, surveying the entire population of 52 employees at the BKD Bukittinggi City using a Proportional Stratified Random Sampling technique, which lends a degree of representativeness within the specific organizational context. The findings illuminate several key relationships critical for understanding employee behavior and performance. The study robustly concludes that organizational communication significantly influences both work motivation and, directly, work discipline. Furthermore, work motivation itself is found to significantly impact employee work discipline. The analysis quantifies these effects, stating that organizational communication directly and indirectly accounts for 28% of the variation in discipline, while work motivation contributes 26.7%. These results collectively underscore the vital roles that effective internal communication and strategic motivational efforts play in fostering a more disciplined workforce within the BKD. While providing valuable insights, the research also highlights an important area for future inquiry. The study acknowledges that organizational communication and work motivation together explain approximately 54.7% of the variance in employee discipline, leaving a substantial 45.3% unexplained by the current model. This gap presents a significant opportunity for further investigation into other latent variables that might influence employee discipline, suggesting a need for broader theoretical consideration in subsequent research. Additionally, while surveying the entire population ensures internal validity for this specific context, the relatively small sample size (n=52) could limit the generalizability of these findings to larger public sector entities or different organizational cultures. Nevertheless, this study offers a solid empirical basis for targeted interventions aimed at enhancing employee discipline within the BKD Bukittinggi City through improved communication strategies and motivational frameworks.

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