Employee performance in Bappeda Palembang as perceived through interpersonal communication and work environment

Received Mar 30, 2021 Revised Apr 18, 2021 Accepted May 18, 2021 The purpose of this study was to determine the effect of interpersonal communication and the work environment on employee performance in Bappeda Palembang. The sample was 40 employees in Bappeda Palembang. The survey for this study is based on 40 workers as respondents. Data were gathered and organized into a list of questions. The SPSS for Windows version 22 was used to analyze the outcomes using simple linear regression analysis, multiple linear regression analyses, t-tests, and f-tests. The interpersonal communication has a partially negative and insignificant effect on employee performance, work environment has a positive and significant effect on employee performance. Furthermore, obtained interpersonal communication as well as the workplace environment have a significant impact on employee performance. Keyword:


Introduction
Human resources are the primary motivating force behind an organization's activities; the presence or absence of human resources determines the organization's success or failure. As a result, employees in an organization have become a critical concern in order to achieve organizational success. Employees have an important role in an organization. Employee performance must be optimized and run in accordance with organizational standards. Many factors affect employee performance, and the factors include interpersonal communication and work environment.
Another factor that influences employee success is the work environment. According to Rahmawanti, Swasto, & Prasetya (2014) the working environment is an essential component of employees' work. The workplace is where employees go every day to do their jobs. Employees are said to be in a good work environment if they perform their tasks well, feel safe, and are relaxed. Furthermore, the level of job output is affected by the working environment. A pleasant work environment and effective interpersonal contact may have an impact on employee performance. According to Permanasari (2013), performance is a genuine job accomplishment or achievement that employees can achieve. Furthermore, performance is the result of work done over time in comparison to various possibilities, such as mutually agreed-upon expectations, goals, or requirements.
The work environment is one of the most important factors to consider. Even if the work environment does not directly affect the workers who carry out the manufacturing process in an organization, it does have an impact on them. Employee performance can be enhanced by providing an acceptable work environment, whereas employee performance can be harmed by providing an inadequate work environment.
Employee performance in Bappeda Palembang as perceived ...
The work environment is also referred to as the location where employees perform their daily tasks. Employees are said to be in a good work environment if they perform their tasks well, feel safe, and are relaxed. According to Siswanto and Yuniawan (2012), the working environment is the world in which people work and how it affects how they perform a mission or a job. Individuals in a company regard their work environment as an attribute that they use to embody their existence within the organization.
According to (Prihantoro, 2019), the work environment is everything that surrounds the workforce and can affect his ability to complete the tasks assigned to him. The work environment is divided in two sections, the internal work environment and the external work environment. According to Sedarmayanti (2017) the workplace is divided into two parts: a physical work-place atmosphere, and a social work-place environment that includes all working conditions outside the workplace that can affect the workforce directly or indirectly. To achieve a safe working environment, attention must be paid to the aid in the physical working environment (Indiyati, 2020;Theorell, 2015). Building maintenance, workspace and ambient temperature, ventilation, noise, color, workplaces, and cleanliness all have an impact on the physical working environment; Nonphysical work environment. Designing a non-physical work environment is actually more difficult than designing a physical work environment. This is due to heterogeneous human nature and changes that can occur quickly in humans, causing the design or design of this non-physical work environment to be inaccurately calculated. Based on the foregoing, the work environment indicators include: 1) employee relations, 2) work atmosphere, and 3) employee work facilities.
To achieve organizational goals, which must be accompanied by excellent performance from all employees. According to Sedarmayanti (2017), performance is a record of the results produced for specific work activities over time. Not characteristics and habits, but performance as a result of those characteristics and habits. Furthermore, progress refers to a person or group of individuals working in an association on the basis of its respective authorities and responsibilities to achieve the organization's goals in a legally, lawfully, socially, and ethically sound manner. Job and work success according to Kasmir (2016), derive from the completion of tasks and responsibilities assigned within a given timeframe. Employee performance, according to (Prihantoro, 2019), is the outcome of work over time compared to different options, such as mutually agreed-upon expectations, goals, or requirements.

Method
According to Sugiyono (2017), the mind frame is a model of how hypothesis have been established as significant influences. A positive frame of mind will explain the theoretical relationships between the variables to be investigated. The relationship between the independent and dependent variables must also be explained logically. The basis for reasoning in this analysis is interpersonal communication (X1) and the working environment (X2) as independent variables and employee performance (Y) as dependent variables.
In this study, interpersonal communication variables and the work environment are referred to as (independent variables) variable X, and they are variables that are independent of other variables. While the performance variables in this study, referred to as the dependent variable with a variable Y, are variables that are dependent on or affected by other variables. According to the findings of the study (Julita & Arianty 2018), interpersonal communication and working environments have a significant impact on performance in part and concurrently. This is also supported by the findings (Fachrezi & Khair, 2020) that interpersonal communication and the working environment have a significant impact on performance at the same time. A provisional assumption or hypothesis is derived from the above-mentioned framework of thought and theory: 1) It is suspected that interpersonal communication has an effect on the performance of Bappeda Palembang employees; 2) It is suspected that the work environment has an effect on the performance of Bappeda Palembang employees; and 3) It is suspected that interpersonal communication and the work environment both have an effect on the performance of Bappeda Palembang employees. The image below depicts the study's frame of mind.

Figure 1. Research framework
This study included 40 people from the Bappeda Palembang. The saturated sample technique was used in this study to determine the sample. As a result, the number of samples is the same as the population, which could be as many as 40 people. This is a quantitative study that uses questionnaires and documents to collect data. The assessment scale for this study is a Likert scale, which is used to assess an individual's or a group's beliefs, views, and impressions of social phenomena. Using a Likert scale, the variables to be evaluated are converted into indicator variables. These markers are then used as a jumping off point for creating instrument pieces, which can take the form of statements or queries. Using computerized SPSS 22.0 for Windows software, the questionnaire was reviewed with the following data: Based on the above validity test results, the results of a questionnaire object in each variable r count>table r can be inferred that both are correct and can be used for further research as a measurement instrument. Employee performance in Bappeda Palembang as perceived ...
Based on the above results, which show that the Cronbach's Alpha value is greater than 0.60, it can be concluded that the measuring instrument used in this study is reliable and can be used as a measuring tool for further analysis. It is assumed that the value for communication tolerances is 0.977>0.10 and the value for VIF is 1.02410. Based on the aforementioned findings. Aside from the working environment resistance of 0.977> 0.10 and VIF 1.02410, it is also possible to conclude that the independent variables are not multicollinear. Multicoloniality testing seeks to determine whether a relationship exists between the independent variables in the regression model (independent). When an association exists, this is referred to as multi-linearity. A strong regression model should show no association between independent variables. It is possible to detect signs of multicollinearity using the VIF value.

Figure 2. Heteroscedasticity test
It explains, based on the above equations' results, that no simple trend exists, such as the points on the y axis above and below number 0. As a result of the regression model, it is possible to conclude that there is no evidence of heteroscedasticity. The heteroscedasticity test determines whether the variances of the residuals between observations are unequal in the regression model. If the difference between observations is constant, it is referred to as homoscedasticity; otherwise, it is referred to as heteroscedasticity.   Rezaka & Waskito (2016), is an interaction, a symbolic process that requires people to regulate their environment by building human relationships through information exchange to strengthen attitudes and behaviors. As a result, it is suspected that interpersonal communication at the Palembang City Bappeda currently has a negative but insignificant effect on employee performance. Based on the table above, the simple linear regression results show that the regression coefficient for the Work Environment is 0.378 and the constant is 15.572, resulting in the following simple linear regression equation: Y = 15.572 + 0.378 X2, and because the t value for the work environment variable on performance tcount 2.092 is greater than the ttable 1.685, it can be concluded that the work environment has a significant positive effect on employee performance in part. This is consistent with existing theories and research findings. The regression coefficient for interpersonal communication is -0.299, and the regression coefficient value for the work environment is 0.426, according to the results of the calculation of multiple linear regression coefficients shown in the table above. In addition to the constants of 21.850 based on the value of the multiple linear regression equation, which are as follows: Y = 21.850-0.299X1 + 0.4262X2 Based on the t-value above, compare the t-value to the t-table to test the effect of each independent variable on the dependent variable. The value of t-table N = 40-2 = 38 and alpha 0.05 is 1.685, so the t-test is as follows: a. X 1 = t count -1.546 so that <t table 1.685 with a significance value greater than 0.05, was 0.089. b. X 2 = t count 2.388 so> t table 1.685 with a significance value smaller than 0.05, was 0.022, This means that interpersonal communication has a marginally negative and insignificant effect on performance, whereas the work environment has a significant positive effect.