THE INFLUENCE OF WORK ETHIC AND ORGANIZATIONAL COMMITMENT ON EMPLOYEE PERFORMANCE AT PT. BTN (PERSERO) MEDAN BRANCH OFFICE

This study aims to analyze the influence of work ethic on employee performance, ascertain the impact of organizational commitment on employee performance, and determine the combined influence of work ethic and organizational commitment on employee performance. The research is of a quantitative nature with an associative approach. The study's population consists of employees at PT. Bank Tabungan Negara (Persero) Tbk Medan Branch Office. Simple random sampling was employed to select a sample of 61 respondents. The findings reveal that the work ethic variable (X1) significantly affects employee performance, as does organizational commitment (X2). Work ethic and organizational commitment collectively influence employee performance. The determination test yielded a correlation coefficient (R) value of 0.661, indicating a relatively strong relationship between work ethic, organizational commitment, and employee performance. The adjusted R-square value, or coefficient of determination, suggests that 41.7% of employee performance variance can be explained by work ethic and organizational commitment variables, while the remaining 58.2% is influenced by other unexamined variables.


INTRODUCTION
In the current era of globalization, intense competition in the banking industry is one of the factors influencing a company's success in achieving its goals.The banking business can meet expectations when it has human resources that share the same objectives as the company (Citra et al., 2018).Human resources are the primary driving force in carrying out all activities to achieve these objectives (Juniarti & Setia, 2021).Human resource management is both the science and art of effectively and efficiently organizing the roles and relationships of the workforce to contribute to the realization of the company's, employees', and the community's goals (Priyono & Darma, 2016).
The most critical resource for a banking company is its human resources (Silaban & Siregar, 2023).These individuals provide their energy, creativity, and effort to the company.Banking institutions need employees who perform well in their business activities.Employee performance is a factor that influences the success of achieving the company's objectives (Furqan & Siregar, 2022).To enhance employee performance and achieve the company's objectives, it requires the support of skilled, creative, and competent employees in their respective fields.According to Mangkunegara (2016), employee performance represents the quality and quantity of work accomplished by an employee in fulfilling their responsibilities.Therefore, to fulfill their responsibilities, an employee must possess a strong work ethic and commitment.

143
PT. BTN (Persero) Medan Branch Office is a State-Owned Enterprise (SOE) operating in the banking sector.PT.BTN is committed to being a bank that serves and supports housing financing through three main products: retail banking, business banking, and sharia banking.In 2020, the performance of employees at PT. BTN (Persero) Medan Branch Office experienced a decline.This suggests that, while the average employee performance is generally good, the overall capability of employees has not reached an ideal state, namely, a very high level of performance.Moreover, the increasing number of employees falling under the fairly good performance category indicates a potential decrease in the individual performance of employees.
The observed phenomenon of declining very high-performance employees and the growing number of fairly good performance employees at PT. BTN (Persero) Medan Branch Office indicates that employees are facing challenges in fulfilling their tasks and responsibilities.This necessitates an investigation into the factors contributing to the decline in employee performance, particularly regarding work ethic and commitment among all employees at PT. BTN (Persero) Medan Branch Office.Identifying the influential factors in the decline of employee performance at PT. BTN (Persero) Medan Branch Office is crucial because a lack of work ethic and commitment among employees can lead to a loss of motivation, resulting in delayed and neglected responsibilities.Low work ethic can significantly affect job performance and execution, with employees demonstrating insufficient awareness and compliance with the established company rules (Yuliani & Siregar, 2023).Conversely, without strong commitment or a firm agreement among employees, the goals of the company or organization are more likely to fail or remain unattained.
A preliminary study conducted through interviews with employees at PT. BTN (Persero) Medan Branch Office revealed several employees demonstrating suboptimal performance, a lack of enthusiasm at work, subpar work output, and some employees either arriving on time at the office or leaving before the end of the workday.These observations point to a lack of employee discipline in terms of work ethics.Furthermore, there are instances of employees not actively participating in decision-making processes and demonstrating a lack of dedication by failing to invest time and effort into their work.These indicators collectively suggest a deficiency in organizational commitment among employees at PT. BTN (Persero) Medan Branch Office.
Identifying the influence of work ethic and organizational commitment on the decline in employee performance is crucial because the absence of a strong work ethic, especially regarding work responsibilities at PT. BTN (Persero) Medan Branch Office, can lead to reduced dedication, motivation, and a lack of accountability in fulfilling work responsibilities.Organizational commitment can also affect employee performance, potentially leading to a lack of initiative in completing tasks effectively, poor time management, and a lack of loyalty to the company.
This study aims to investigate the impact of work ethic and organizational commitment on the declining employee performance at PT. BTN (Persero) Medan Branch Office, focusing on the identification of factors contributing to the decline in very high-performance employees and the increase in fairly good performance employees.145 evaluate personnel within an organization.Consequently, performance is a factor in achieving organizational objectives, and efforts must be made to enhance employee performance.

Previous Research
Nugraha (2018) conducted a study titled: "The Influence of Work Ethic and Organizational Commitment on Employee Performance in the Credit Department at PT. Bank Riau Kepri Pekanbaru."The objective of this research was to determine the extent of the influence of work ethic and organizational commitment on employee performance in the Credit Department at PT. Bank Riau Kepri Pekanbaru.The independent variables utilized were Work Ethic and Organizational Commitment, while the dependent variable was Employee Performance.The study's population consisted of 32 employees in the Credit Department at PT. Bank Riau Kepri Pekanbaru.The sampling method employed was purposive sampling, focusing exclusively on the Credit Department.Data sources included both primary and secondary data, with data collection conducted using questionnaires.Data analysis encompassed multiple linear regression, the F-test, and determination test (R 2 ).The study aimed to produce two primary outcomes: substantive technical contributions and scholarly publications.The findings revealed that work ethic and organizational commitment had a simultaneous positive influence, but this influence was not statistically significant, as evidenced by the R Square value of 0.568, indicating a moderate level of influence.
Akwani & Suwitho (2021) conducted a study titled: "The Influence of Work Ethic, Work Environment, and Organizational Commitment on Employee Performance at PT. Saba Indomedika Surabaya."The research aimed to assess the extent of the influence of work ethic, work environment, and organizational commitment on employee performance at PT. Saba Indomedika Surabaya.The independent variables were Work Ethic, Work Environment, and Organizational Commitment, while the dependent variable was Employee Performance.This study utilized a quantitative approach with primary data supported by responses from respondents through questionnaires.The sampling method employed was saturation sampling, involving 50 employee respondents at PT. Saba Indomedika Surabaya.Based on t-test analysis, the research findings indicated that work ethic had a positive and significant influence on employee performance at PT. Saba Indomedika Surabaya.Similarly, the work environment variable exhibited a positive and significant impact on employee performance, as did the organizational commitment variable.
Luthfia et al. ( 2017) conducted a study titled: "The Influence of Work Ethic and Organizational Commitment on Employee Performance at the Office of the Ministry of Religious Affairs in Batu City."The independent variables employed were Work Ethic and Organizational Commitment, while the dependent variable was Employee Performance.The study revealed that work ethic, specifically involving work enthusiasm, character, attitude, and beliefs, significantly influenced employee performance at the Office of the Ministry of Religious Affairs in Batu City.Work discipline, including effective time management, adherence to institutionally established regulations, and job responsibility, also significantly influenced employee performance.Additionally, organizational commitment, encompassing justice and support, shared values, trust, and job involvement, exhibited a significant influence on employee performance at the Office of the Ministry of Religious Affairs in Batu City.Collectively, work ethic, work

RESEARCH METHODS
The research methodology employed in this study is a quantitative research method with an associative approach (Hardani et al., 2020).This approach is well-suited for investigating relationships and associations between variables.In this research, the entire workforce of PT.Bank Tabungan Negara (Persero) Tbk Medan Branch Office in the year 2023, consisting of 158 employees, was considered the population.The use of the entire employee population enhances the study's representativeness.To create a manageable sample, the researcher employed the Simple Random Sampling method, ensuring that each employee in the population had an equal chance of being selected.This method is crucial in reducing biases and making the sample findings more generalizable to the broader population.
Data collection in this study encompassed several key techniques, including a comprehensive review of existing literature, the distribution of questionnaires to gather self-reported data, direct observation, and interviews with the employees.These varied data collection methods provide a robust and well-rounded dataset, allowing for a comprehensive analysis.Subsequently, the collected data was processed and analyzed using SPSS software version 25, a widely accepted tool for quantitative data analysis (Janie, 2012).

Result
The following is a summary of employee performance evaluations at PT. Bank Tabungan Negara Medan Branch Office from 2017 to 2020: Consequently, based on the results of the validity test, it can be concluded that all the statements for the variables, namely Work Ethic, Organizational Commitment, and Employee Performance, are considered valid according to the established criteria.This suggests that the data collected for each variable is reliable and can be used for further analysis or research purposes.Based on the data processing results in Table 4, it can be observed that the Kolmogorov-Smirnov value is 0.200.This value adheres to the criteria for declaring data normality, wherein the asymp.Sig value should be greater than 0.05.Consequently, it can be inferred that the data under consideration follows a normal distribution.Based on Figure 1, it can be observed that the histogram graph exhibits a bellshaped pattern and is not heavily skewed to the right or left.From this data, it can be concluded that the data conforms to a normal distribution.

Figure 2. Normality Probability Plot (P-P Plot) Graph
Based on Figure 2, it can be concluded that the data is distributed around the diagonal line, following the direction of the diagonal line.Hence, the regression model used can satisfy the assumption of normality.

Multicollinearity Test
To test for multicollinearity, the tolerance and VIF (Variance Inflation Factor) methods are employed for each independent variable.If the Tolerance value is greater than > 0.10, it can be inferred that the data is free from multicollinearity.multicollinearity among the independent variables, and the regression model is considered suitable for the regression equation.

Heteroscedasticity Test
A good heteroskedasticity test would indicate the absence of heteroskedasticity, as the presence of heteroskedasticity in a regression model can lead to variability in the analysis results.Data points should not exhibit a specific pattern and should be evenly dispersed across the range.

Figure 3. Scatterplot of Heteroscedasticity Test Result
Based on Figure 3, it can be observed that the data points are evenly scattered, and they do not form a specific pattern.The data points are distributed both above and below zero, indicating random dispersion.This suggests that there is no presence of heteroskedasticity in the regression model in this study.

Multiple Linear Regression Analysis
The purpose of this multiple linear regression analysis is to examine the independent variables, namely Ethic of Work (X1) and Organizational Commitment (X2), with respect to Employee Performance (Y).Based on the results of the regression analysis, the multiple linear regression model used in this study is represented as follows: Y = 10.867+ 0.862X1 + 0.403X2.In this 151 regression equation, it can be concluded that the regression coefficient for Ethic of Work (X1) is 0.862, meaning that for each one-unit increase in variable X1, Employee Performance (Y) increases by 0.862.Similarly, the regression coefficient for Organizational Commitment (X2) is 0.403, indicating that for each one-unit increase in variable X2, Employee Performance (Y) increases by 0.403.

Partial Significance Test (t-test)
The t-test is used to determine whether the variables Ethic of Work (X1) and Organizational Commitment (X2) have a statistically significant partial effect on Employee Performance (Y).Based on the test results using statistical software, it was found that the Ethic of Work (X1) variable has a significant impact on Employee Performance.This can be observed from the significance value of the Ethic of Work variable (X1), which is sig = 0.000 (less than 0.05), and the t-value is 4.391 (greater than 1.671).Therefore, Ha1 is accepted.Thus, it can be concluded that the Ethic of Work (X1) variable has a significant effect on Employee Performance (Y).
Similarly, based on the test results using statistical software, it was found that the Organizational Commitment (X2) variable also has a significant impact on Employee Performance.This can be observed from the significance value of the Organizational Commitment variable (X2), which is sig = 0.007 (less than 0.05), and the t-value is 2.814 (greater than 1.671).Therefore, Ha1 is accepted.Thus, it can be concluded that the Organizational Commitment (X2) variable has a significant effect on Employee Performance (Y).

Simultaneous Test (F-test)
The simultaneous test (F-test) is conducted to determine whether the independent variables, Ethic of Work (X1) and Organizational Commitment (X2), collectively influence the dependent variable, Employee Performance (Y).Based on Table 8, it can be determined that the F-statistic value is 22.446, which is greater than the F-table value of 3.09, or the significance value (sig.) is 0.000, which is less than 0.05.Consequently, it can be concluded that the independent variables, namely Ethic of Work (X1) and Organizational Commitment (X2), collectively have a positive and significant influence on the dependent variable, Employee Performance (Y).

Coefficient of Determination Test (R-squared)
Here are the results of the coefficient of determination test conducted in the study:  9, it can be determined that the R-value is 0.661, which means that there is a 67.0%relationship between the Ethic of Work (X1) and Organizational Commitment (X2) variables concerning Employee Performance (Y).This indicates a strong relationship between the variables.The R-squared value (R2) is 0.417, signifying that 41.7% of the Employee Performance at PT. BTN (Persero) Medan Branch Office can be influenced by Ethic of Work (X1) and Organizational Commitment (X2).The remaining 58.3% is affected by other variables not included in this study.

The Influence of Work Ethic (X1) on Employee Performance (Y)
Based on the previously examined data, it can be observed that the statements concerning the Work Ethic (X1) variable, Organizational Commitment (X2), and the dependent variable, Employee Performance (Y) are both valid and reliable, rendering them suitable for this research.The study on work ethic encompasses three indicators: interpersonal skills, initiative, and dependability.The most influential indicator in this research is the interpersonal skills indicator, with 60.6% strongly agreeing that employees can adapt and collaborate with other employees.Additionally, the dependability indicator, in which employees can always attend company meetings or perform company activities outside of working hours, garnered 59.0% strongly agreeing responses.
The test results for the Work Ethic (X1) variable yielded a t-value (t-statistic) of 4.391, where the t-value is greater than the t-table value (t-table) of 1.671 (4.391 > 1.671), and the significance level (p-value) is less than 0.05 (0.000 < 0.05).The regression coefficient is positive at 0.341.This suggests that the Work Ethic (X1) variable significantly affects Employee Performance (Y).Therefore, Ha1 is accepted, which states, "There is a significant effect of work ethic on employee performance at PT. BTN (Persero) Medan Branch Office."

The Influence of Organizational Commitment (X2) on Employee Performance (Y)
This research employs five indicators, as proposed by Busro (2018), to measure the organizational commitment variable: trust in accepting organizational values, loyalty, willingness to exert effort for the organization's benefit, willingness to work, and responsibility to advance the company.The most influential indicator in this research is the willingness to exert effort for the organization, with 60.6% strongly agreeing that they consistently perform their job well in line with the company's vision and mission.In addition, for the statement "If there is overtime work, I always accept and complete it well," 55.7% strongly agreed, and 31.1% agreed.
The research results indicate that employee performance is influenced by organizational commitment.Employees consistently perform their job well in accordance with the company's vision and mission.Employees also consistently accept and complete company assignments well.The higher the organizational commitment held by employees, the better their performance.Additionally, high organizational commitment leads to lower employee turnover rates.
Based on the test results using SPSS software, for the Organizational Commitment (X2) variable with respect to Employee Performance (Y), the t-value (t-statistic) is 2.814, which is greater than the t-table value (t-table) of 1.671, and the significance level is 0.007, which is less than 0.05.Furthermore, the regression coefficient is 0.403.Based on these results, Ha2 is accepted, and H02 is rejected.This indicates that the Organizational Commitment (X2) variable significantly and positively affects Employee Performance (Y).

The Influence of Work Ethic (X1) and Organizational Commitment (X2) on Employee Performance (Y)
The indicators used in this research to measure the Employee Performance (Y) variable, as suggested by Robbins, S. P., & Judge (2013), include job quality, quantity, timeliness, willingness to work, effectiveness, and independence.
Based on the preceding explanation, it is apparent that the Work Ethic (X1) and Organizational Commitment (X2) variables collectively have a significant impact on Employee Performance (Y).The contribution of the Work Ethic (X1) and Organizational Commitment (X2) variables in influencing Employee Performance (Y) simultaneously can be represented by the coefficient of determination, which is 0.661.In this research, 41.7% of employee performance is influenced by work ethic and organizational commitment, while the remaining 58.2% is influenced by other factors.

CONCLUSION
The research findings affirm the significant impact of work ethic and organizational commitment on employee performance at PT. BTN (Persero) Medan Branch Office.The higher an employee's work ethic, the better their performance, particularly in terms of interpersonal skills.Similarly, a high level of organizational commitment results in more productive, innovative, and goal-oriented employees, especially in their efforts for the benefit of the company.Furthermore, this research underscores the synergy between work ethic and organizational commitment in enhancing employee performance.This highlights the paramount importance of fostering a robust work ethic and organizational commitment within the workplace to achieve optimal outcomes.

Table 1 . Summary of Employee Performance Evaluation Data at PT. Bank Tabungan Negara Medan Branch Office from 2017 to 2020
Table1reveals that the employee performance assessments at PT. BTN (Persero) Medan Branch Office are mostly rated as good, with no employees falling below this level.However, the table also indicates a consistent decline in the number of employees who perform at a very high level each year, while the number of employees with a fairly good performance rating steadily increases.In 2017, 24.32% of employees were in this category, rising to26.32% in 2018, 31.58% in 2019, and 41.03% in 2020.

1.1. Validity Test
In this research, the validity test for the employee performance variable (Y) was conducted with 61 respondents, having a degree of freedom (df) of 59 respondents and a critical t-value (rtable) of 0.252.The results of the validity test for the Work Ethic variable (X1) are presented in Table2 below:

4.1.2. Reliability Test Table 3. Reliability Test Result Variables Croanbach's Alpa Description
Based on Table3, it can be observed that the reliability coefficients (Cronbach's Alpha) for the variables Ethic of Work (X1) is 0.747, Organizational Commitment (X2) is 0.667, and Employee Performance (Y) is 0.827.Consequently, the reliability coefficients exceed the threshold of > 0.60, indicating that all research instruments are deemed reliable and suitable for inclusion as variables in this research measurement.

Table 5 ,
it can be determined that the tolerance values for each variable are 0.832, which is greater than 0.10.Additionally, the VIF values for each variable are 1.202, which is less than 10.Consequently, it can be concluded that there is no