THE INFLUENCE OF WORK DISCIPLINE AND WORK MOTIVATION ON EMPLOYEE PERFORMANCE AT THE PUPR VIII COMPETENCY DEVELOPMENT CENTER FOR THE MAKASSAR REGION

In the dynamic landscape of current organizations, the performance of employees is a pivotal factor in achieving goals and maintaining competitiveness. A multitude of variables can significantly influence employee performance, with work discipline and work motivation being of particular importance. The Competency Development Center of PUPR VIII, located in the Makassar region, serves as the setting for this research, where the intricate interplay of these two variables on employee performance is investigated. This research seeks to ascertain the impact of work discipline and work motivation on employee performance within the ambit of the Competency Development Center of PUPR VIII, situated in the Makassar region. The research methodology employed is quantitative, utilizing a sample of 37 employees. Data analysis techniques encompass validity and reliability assessments, classical assumption tests, multiple linear regression analysis, T-tests, and F-tests. The findings of this study affirm a significant correlation between work discipline (X1) and work motivation (X2) and employee performance (Y), substantiated by T-test and F-test analyses. Furthermore, the results demonstrate that the F-value exceeds the tabulated F-value (0.000 < 0.005). The coefficient of determination, R-square, amounts to 0.494%, underlining the influence of these variables on employee performance.


INTRODUCTION
Resources play a vital role in the pursuit of a company's vision, mission, and goals.They bestow the essential power, strength, and energy required to execute a company's activities.These resources take two forms: tangible resources, which are visible and include elements like human resources, capital, and materials, and intangible resources, which are invisible and encompass knowledge and management systems.Among these resources, human resources stand out as the primary drivers in achieving company objectives, serving as determinants of productivity and competitive advantage.Consequently, the company requires a workforce that is professional and unwavering in dedication.
Given the central importance of human resources in driving company success, enhancing employee performance becomes a necessity.Employee performance is intrinsically linked to the overall success of the organization, as underscored by Dessler (2017), who emphasizes the critical role of employee performance in organizational achievement.Work discipline stands out as a pivotal factor that can influence employee

Employee Performance
Performance according to Kasmir (2016) is the result and individual work behavior that is obtained from completing the tasks and responsibilities given within a certain period.Performance is the result of employee productivity related to their duties and responsibilities.According to Saputra & Pertiwi (2020) performance is the result of work in quantity and quality in carrying out the work given.According to Srimulyani (2013) performance is the number of contributions made by employees to the company including quantity of output, quality of output, time period, presence at work and cooperative attitude.Performance is the amount of participation that can be evaluated from the results of employee work.

Previous research
Research from Agustian (2019) shows that there is a positive influence on work discipline and work motivation on employee performance, research by Indriyani (2021) shows that work discipline and work motivation have a significant effect on employee performance.Syafitriningsih's research (2017) shows that the two variables work discipline and work motivation have a significant effect on employee performance (Y).

RESEARCH METHODS
This study employed a quantitative research approach, which was a method used to examine a specific population or sample.Data collection techniques included direct field observations, questionnaires that were answered by employees and leaders, and documentation.The research used various analytical techniques, including validity and reliability tests, classical assumption tests (linearity test, normality test, multicollinearity test, and heteroscedasticity test), multiple linear analysis, hypothesis testing (t-test and Ftest), and the calculation of the coefficient of determination (R²).Based on table 1 above, the results of the validity test for variables X1, X2, X3 are declared valid.This is based on the r-statistic value > r-table (0.324) and the sig value.< 0.05 so the question item is said to be valid.Based on table 2 above, the results of the reliability test for variables X1, X2, X3 can be said to be reliable and can be used as a measuring tool because all variables are > 0.6.Source: Processed Primary Data (2023)

Reliability Test
Based on table 4 above, the Asymp value is obtained.Sig (2-tailed) is 0.541, which indicates that this value is greater than 0.05, so it can be said that the data in this study is normally distributed.Source: Processed Primary Data (2023) Based on table 5 above, it shows that there is no heteroscedasticity in the variables tested, which means there is no correlation between the size of the data and the residuals.This is because each independent variable has a significance value > 0.05.Source: Processed Primary Data ( 2023) Based on table 6 above, it can be seen that the significance value of Deviation from Linearity is > 0.05, this indicates that there is a linear relationship between work discipline variables and employee performance.Source: Processed Primary Data (2023) Based on table 7 above, it can be seen that the significance value of Deviation from Linearity is > 0.05, this indicates that there is a linear relationship between work motivation variables and employee performance.Based on the multiple linear regression equation, it can be concluded that: a.The constant coefficient α value of 4.415 indicates that the consistency value of variable Y (employee performance) is 4.415.So, it can be interpreted that if all work discipline and work motivation variables are constant or have a value of zero, then the employee performance will be 4.415.b.The X1 coefficient (work discipline) of 0.479 indicates that the work discipline variable has a positive influence on performance.So every increasing work discipline by one unit, then performance will increase by 0.479 assuming other variables are constant.c.The X2 coefficient (work motivation) is 0.528 so that for every one unit increase in work motivation, performance will increase by 0.528 assuming that the other variables are constant.Based on table 9 above, the f value is greater than the f-table (16,586 > 3.28).The significant value in the f test is 0.000, which indicates that this value is smaller than the f value (0.000 < 0.005).So, it can be concluded that work discipline and work motivation simultaneously influence employee performance.

The Effect of Work Discipline on Employee Performance
Based on the results of the t-statistical test, the t-statistic value for the work discipline variable (X1) is 3.199, while the t-table is 2.032.Consequently, it can be inferred that work discipline (X1) indeed influences employee performance (Y), as the tstatistic > t-table and the significance value equals 0.003, which is less than 0.05.Therefore, H1 is accepted.Work discipline demonstrates a positive and significant effect on employee performance at the PUPR VIII Competency Development Center in the Makassar Region, signifying that better work discipline corresponds to enhanced employee performance.
These findings align with a study conducted by Agustian (2018) titled "The Influence of Motivation and Work Discipline on Employee Performance at the Makassar City Central Statistics Agency (BPS) Office," which also established that the work discipline variable has a positive impact on employee performance at the Central Statistics Agency Office (BPS) in Makassar City.As noted by Sinambela (2017), discipline encompasses attitudes, behaviors, and actions that conform to regulations.Upholding discipline is vital for organizational order and the efficient execution of tasks, ultimately yielding optimal work results.

The Influence of Work Motivation on Employee Performance
Based on the results of the t-statistical test, the t-statistic value for the work motivation variable (X2) is 4.883, surpassing the t-table value of 2.032.Consequently, it can be concluded that work motivation (X2) exerts an influence on employee performance (Y), with a significance value of 0.000, which is less than 0.05.Thus, H2 is accepted.Work motivation exhibits a positive and significant effect on employee performance at the PUPR VIII Competency Development Center in the Makassar Region, indicating that higher work motivation corresponds to enhanced employee performance.
This research is in line with a study conducted by Syafitriningsih (2017) titled "The Influence of Work Discipline and Work Motivation on Employee Performance at Pt. Inkabiz Indonesia," which concluded that work discipline and work motivation have a positive impact on the performance of Pt.Inkabiz Indonesia's employees.As emphasized by Kasmir (2016), motivation is a driving force behind human behavior, promoting hard work and enthusiasm to achieve optimal results.Motivation is a key factor influencing performance; without motivation, employee performance may decline, while high motivation can lead to improved performance.

The Influence of Work Discipline and Work Motivation on Employee Performance
The research findings indicate that work discipline (X1) and work motivation (X2) jointly influence employee performance (Y).The results of the F-test reveal an F-value of 16.586, surpassing the F-table value of 3.28.The significance value in the F-test is 0.000, indicating a value smaller than 0.05 (0.00 < 0.05).Since the F-statistic value exceeds the F-table value and is less than 0.05, it can be deduced that work discipline and work motivation simultaneously impact employee performance.
This research underscores that higher levels of work discipline and work motivation correspond to improved employee performance.Employee performance assessment serves as a means to evaluate employee performance against established standards.Effective performance assessment aims to guide employee behavior toward delivering high-quality services, enhancing work performance, identifying development needs, and pinpointing errors in work.
These findings align with the results of a study conducted by Indriyani ( 2021), which affirms a significant influence of work discipline and work motivation on employee performance.Thus, it can be asserted that enhancing work discipline and work motivation leads to improved levels of employee performance.

CONCLUSION
Based on the results of the analysis and discussion that have been presented, it can be concluded that Work discipline is shown to have a positive and significant impact on employee performance at the PUPR VIII Competency Development Center in the Makassar Region.This suggests that higher levels of work discipline among employees result in increased performance.Similarly, work motivation is found to have a positive and significant effect on employee performance within the same context.It emphasizes that heightened employee work motivation corresponds to enhanced performance, with work motivation emerging as the dominant influence on employee performance.Furthermore, when considering work discipline and work motivation simultaneously, it becomes evident that these two variables are interconnected and jointly influence employee performance at the PUPR VIII Competency Development Center in the Makassar Region.
In light of the research findings, several practical suggestions can be made to boost employee performance at the PUPR VIII Competency Development Center in the Makassar Region.Firstly, the organization should encourage and uphold work discipline by offering training and workshops that emphasize the importance of adhering to company rules and policies.Additionally, promoting work motivation can be achieved through incentives, career growth opportunities, and cultivating a positive work atmosphere.Combining both discipline and motivation efforts, ensuring consistent and fair disciplinary policies, and conducting regular performance evaluations can further enhance overall employee performance.Teamwork and collaboration, continuous training, employee recognition programs, and monitoring employee well-being also play vital roles in sustaining high performance levels.Lastly, maintaining open channels for

Table 8 . Multiple linear regression test results
THE INFLUENCE OF WORK DISCIPLINE AND WORK MOTIVATION ON EMPLOYEE PERFORMANCE AT THE PUPR VIII COMPETENCY DEVELOPMENT … Batari Khamila Jufri et al. 138 CASHFLOW | CURRENT ADVANCED RESEARCH ON SHARIA FINANCE AND ECONOMIC WORLDWIDE https://ojs.transpublika.com/index.php/CASHFLOW/E-ISSN: 2809-8226 | P-ISSN : 2809-848X

Table 9 . F Test Results
a. Predictors: (Constant), Work Motivation, Work Discipline b.Dependent Variable: Performance Source: Processed Primary Data (2023)

Table 11 . Coefficient of Determination Test Results
Based on table 11 above, the determinant coefficient value is known to be 0.494, indicating that 49.4% of employee performance variables can be explained by work discipline and work motivation variables, while 50.6% is explained by other variables not examined in this research.