How to cite:

Rima Nurul Afifah, Gurawan Dayona Ismail, Yoyo Sudaryo, Dayan Hakim Natigor Sipahutar,

Dadan Abdul Aziz Mubarok (2024) The Influence of Leadership Style, Communication, and

Motivation on Employee Performance at Pt. Fengtay Indonesia Enterprise, (06) 07,

E-ISSN:

2684-883X

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Ridwan Institute

THE INFLUENCE OF LEADERSHIP STYLE, COMMUNICATION, AND

MOTIVATION ON EMPLOYEE PERFORMANCE AT PT. FENGTAY INDONESIA

ENTERPRISE

Rima Nurul Afifah, Gurawan Dayona Ismail, Yoyo Sudaryo, Dayan Hakim Natigor

Sipahutar, Dadan Abdul Aziz Mubarok

Universitas Indonesia Membangun, Indonesia

Email: [email protected]

Abstract

This research was conducted for problems that occurred at PT. Fengtay Indonesia Ent. namely

low employee performance, this is characterized by a decline in employee performance which

is assessed through IPT (Individual Performance Targets) and UPT (Unit Performance

Targets) never reaching the IPT and UPT targets. Then the level of employee discipline

decreases. These problems must of course be addressed immediately, because employees are

one of the factors that can determine the success of a company. The aspects examined in this

research are leadership style, work communication, and motivation. This research uses

quantitative methods with descriptive and verification approaches. In this research,

quantitative methods with descriptive and verification approaches are used to test whether

there is an influence of leadership style, communication and motivation on the performance of

PT employees. Fengtay Indonesia Enterprise. The results of this research show that with good

leadership style, work communication, motivation, employee performance will increase and

achieve targets.

Keywords: Leadership Style, Communication, Motivation, Employee Performance

INTRODUCTION

In practice, organizations have a formal, coordinated, structured, organized union

system with the aim of creating cooperation to achieve something that has been mutually

agreed upon. To create maximum results in a company organization. Companies really need

human resources who have the potential to advance and develop the company in a better and

better direction. The human resources needed by the company are a leader and employee who

is tasked with supervising the work of employees in order to achieve the company's desired

targets.

The company's success depends on the workforce or human resources managed by the

company. The company tries to prepare the quality of management and the quality of human

resources to be stronger and able to work in new ways, have high qualifications and reliable

work quality. The quality of an organization's human resources is one of the main factors in

whether a company is good or bad. Companies try to take various methods to obtain human

JOURNAL SYNTAX IDEA

p–ISSN: 2723-4339 e-ISSN: 2548-1398

Vol. 6, No. 07, Juli 2024

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2988 Syntax Idea, Vol. 6, No. 07, Juli 2024

resources who have high quality, productive work ethic, skills and creativity, professionalism,

discipline, and are able to master and develop human resource technology that functions well

to support the success of the company's organization.

Ministries, government agencies, and local governments are expected to create and

develop an organization culture oriented towards performance improvement (Saebah &

Asikin, 2022) (Sudaryo, Aribowo, & Sofiati, 2019). The development of an organization is

highly relevant, especially for state organizations. Well-developed organizations can bring

many benefits, such as increased efficiency and productivity, achieving employee work

targets, and adapting to environmental changes. On the contrary, stagnant or underdeveloped

organizations may face various problems, including poor performance, loss of human

resources potential, and an inability to cope with change.

According to Dessler, (2015) human resource management is the process of acquiring,

training, assessing, and compensating employees and for managing labor relations, health and

safety, as well as matters related to justice, explaining that companies need employees who

have high job performance.

According to Mangkunegara, (2013), performance is the result of work both in quality

and quantity achieved by someone in carrying out tasks according to the responsibilities

given. Employee performance is very important for a government agency to know the quality

of work, quantity of work, and the time employees spend working. Based on this description,

it can be explained that performance is the real behavior displayed by each person as a work

achievement that is produced both in quality and quantity in accordance with the work criteria

and responsibilities given to him, apart from that, employee performance also determines the

achievement of a goal expected by a person. government agencies.

According to Wayne, Olmstead, Vorobieff, Truman, & Kumar, (2015) a factor that can

influence employee performance is leadership style. Leadership style is something that can

influence an employee's performance so that they are willing to carry out work activities and

improve company performance, with indicators namely charismatic leadership,

transformational leadership. Leadership style is part of the attributes of a leader who knows

and recognizes each individual employee.

According to (Robbins, Judge, Millett, & Boyle, 2013) another factor that can influence

employee performance is the communication created by leaders with their subordinates.

Communication can be said to be effective if superiors motivate subordinates, provide

knowledge, control and coordinate each employee's work activities by providing emotional

encouragement and expression of feelings, with the indicators being downward

communication, upward communication, lateral communication. Communication activities in

the company are always accompanied by achieving the expected goals.

Apart from communication, according to Mangkunegara (2017:93), there is a factor that

can influence employee performance, namely motivation. Motivation is a condition that

moves employees to be able to achieve the goals of their motives. Indicators of motivation

itself are physical protection, protection from threats of danger, communication and

interaction, mutual respect and appreciation and the level of support for self-development.

Providing good motivation can encourage employee enthusiasm to carry out tasks and do their

work better. Providing encouragement as a form of motivation to subordinates is important to

improve employee performance in order to provide work enthusiasm and encouragement so

that employees are more active in working.

PT. Fengtay Indonesia Enterprese is an international Nike shoe production company

that has good quality because the majority of production of these shoes is marketed

internationally. Every day the company produces six thousand pairs of shoes in various sizes

The Influence of Leadership Style, Communication, and Motivation on Employee

Performance at Pt. Fengtay Indonesia Enterprise

Syntax Idea, Vol. 6, No. 07, Juli 2024 2989

for parents, adults and children. The shoes produced include Jordan Nike, Air Force sneakers,

Nike Waffle, Air Max sneakers, Sport Run sneakers, Nike Borge, Nike Daybreak and so on.

The company is located on Jln. Raya Banjaran No. KM 14, Bojongmanggu, Kec.

Pameungpeuk, Bandung Regency, West Java 40377. Work activities at the company are

always accompanied by achieving the expected goals in order to achieve maximum shoe

production targets in accordance with instructions from superiors.

However, recently there have been various obstacles faced, one of which is employee

performance which has not been optimal, in improving the performance of PT employees.

Fengtay Indonesia Enterprise must know the factors that can influence performance.

RESEARCH METHOD

The method used in this research is quantitative with a descriptive and verification

approach. According to (Sugiyono, 2017). Research methods are: "A scientific way to obtain

data with specific purposes and uses. According to Sugiyono, (2017), this is: "This descriptive

research method is carried out to determine the existence of independent variables, either only

on one or more variables (stand-alone variables or independent variables) without making

comparisons of the variables themselves and looking for relationships with other variables" .

Meanwhile, according to (Sugiyono, 2013), the verification method is as follows: "The

verification method is defined as research carried out on a certain population or sample with

the aim of testing a predetermined hypothesis." In this research, quantitative methods with

descriptive and verification approaches are used to test whether there is an influence of

leadership style, communication and motivation on the performance of PT employees.

Fengtay Indonesia Enterprise.

RESULT AND DISCUSSION

Normality test

The normality test aims to test whether in the regression model the confounding or

residual variables have a normal distribution. In other words, the normality test is carried out

to determine the nature of the distribution of research data which serves to determine whether

the samples taken are normal or not by testing the distribution of the data being analyzed. The

normality test in this study uses

Kolmogrov Smirnov test, in this test the guidelines used in decision making are: If the

significant value is <0.05 then the data distribution is not normal. If the significant value is >

0.05 then the data distribution is normal

Hypothesis used: Ho: residual data is normally distributed. Ha: residual data is not

normally distributed. The basis for decision making is based on probability, if the probability

value is > 0.05 then Ho is accepted, while if the probability value is < 0.05 then Ho is

rejected. The following are the results of the normality test based on Kolmogrov Smirnov as

follows:

Rima Nurul Afifah, Gurawan Dayona Ismail, Yoyo Sudaryo, Dayan Hakim Natigor

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2990 Syntax Idea, Vol. 6, No. 07, Juli 2024

Table 1 Results of One-Sample Kolmogorov-Smirnov Test Analysis

Unstandardized

Residuals

Normal Parameters, b

Mean

.0000000

Std. Deviation

1.94332356

Most Extreme Differences

Absolute

,086

Positive

,072

Negative

-.086

Statistical Tests

,086

Asymp. Sig. (2-tailed)

,200c,d

a. Test distribution is Normal.

b. Calculated from data.

c. Lilliefors Significance Correction.

d. This is a lower bound of the true significance.

Source: Primary Data processed using SPSS 23.0

The test results show a significance value for Unstandardized Residual of 0.200. A sig

value of 0.200 > 0.05 means that the data on the variable is normally distributed, so that the

regression model meets the normality assumption.

Multicollinearity Test

The multicollinearity test aims to detect whether there is not a high correlation between

one independent variable and other independent variables. Correlation between these

independent variables can be detected using the Variance Inflation Factor (VIF). To test the

existence of multiple collinearity, it can be seen through the Variance Inflation value. Factor

(VIF). These two measures show which independent variables are explained by other

independent variables. Tolerance measures the variability of an independent variable that

cannot be explained by other independent variables. So a low tolerance value is the same as a

high VIF value (because VIF = 1 / tolerance). An example value that is generally used to

indicate the presence of multicollinearity is a tolerance value < 0.10 or the same as VIF > 10.

The decision-making criteria is that multicollinearity does not occur if the tolerance value is

less than 0.10 and the independent variable has a VIF value > 10. Following are the results of

multicollinearity test below:

Table 2 Results of Tolerance and VIF Value Analysis

Model

Collinearity Statistics

Tolerance

VIF

(Constant)

Leadership Style

,234

4,272

Communication

,275

3,641

Motivation

,345

2,895

The Influence of Leadership Style, Communication, and Motivation on Employee

Performance at Pt. Fengtay Indonesia Enterprise

Syntax Idea, Vol. 6, No. 07, Juli 2024 2991

a. Dependent Variable: Performance

Source: Primary Data processed using SPSS 23.0

The results of the multicollinearity test show that all independent variables have a

Tolerance value > 0.1 and a VIF value < 10. This means that there is no high relationship

between the independent variables, so the regression model meets the multicollinearity

assumption.

Heteroscedasticity Test

According to Ghozali (2018: 137), the heteroscedasticity test aims to see whether in the

regression model there is inequality in the residuals or other observations. A good regression

model will not experience heteroscedasticity. Heteroskedasticity is a situation where there is a

diversity of independent variables varying in the data at hand. One of the key assumptions in

the ordinary regression method is that errors have the same diversity in each sample.

Following are the results of the heteroscedasticity test below:

Table 3 Glejser Test Analysis Results

Model

Unstandardized Coefficients

Standardized Coefficients

Sig.

Std. Error

Beta

(Constant)

1,470

,751

1,958

,054

Leadership Style

,022

,027

,190

,806

,423

Communication

-.077

.041

-.412

-1,891

,063

Motivation

,048

,191

,984

,328

a. Dependent Variable: AbsRes

Source: Primary Data processed using SPSS 23.0

The Glejser test results in the table above show that the influence of all independent

variables on the Absolute Residual value is not significant, because the sig value is > 0.05.

This result means that the variance from the residual from one observation to another

observation is constant so that the regression model meets the heteroscedasticity assumption.

Linearity Test

This test is used to see whether the model specifications used are correct or not.

Whether the function used in an empirical study should be linear, quadratic or cubic. With the

linearity test, information will be obtained whether the empirical model should be linear,

quadratic or cubic. Following are the results of the linearity test below:

Table 4 Linearity Test Analysis Results

Relationship Between Variables

Sig

Linearity

Deviation from Linearity

Performance * Leadership Style

0,000

0.085

Performance * Communication

0,000

0.522

Performance * Motivation

0,000

0.917

Source: Primary Data processed using SPSS 23.0

The results of the linearity test between the Leadership Style Variable and Performance

have a significance value of Linearity of 0.000 and Deviation From Linearity of 0.085.

Rima Nurul Afifah, Gurawan Dayona Ismail, Yoyo Sudaryo, Dayan Hakim Natigor

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2992 Syntax Idea, Vol. 6, No. 07, Juli 2024

Because sig Linearity < 0.05 and Sig Deviation From Linearity > 0.05, the relationship

between the Leadership Style Variable and Performance is Linear. The relationship between

Communication Variables and Performance has a significance value of Linearity of 0.000 and

Deviation From Linearity of 0.522. Because sig Linearity < 0.05 and Sig Deviation From

Linearity > 0.05, the relationship between the Communication Variable and Performance is

Linear. The Motivation and Performance variables have a significance value of Linearity of

0.000 and Deviation From Linearity of 0.917. Because sig Linearity < 0.05 and Sig Deviation

From Linearity > 0.05, the relationship between Motivation and Performance is Linear.

Partial Hypothesis Test Results (t Test).

The basis for making t-test decisions is to look at the significance value and compare

the calculated t-value with the t-table value. The error rate used is 5% or 0.05 with a

significance level of 95%. The table is obtained by the formula: t-table = (ɑ = 0.05, nk-1 or df

residual). Following are the results of the partial hypothesis test (t test) below:

Table 5 Analysis ResultsPartial Hypothesis (t Test).

Model

Unstandardized

Coefficients

Standardized

Coefficients

Sig.

Std. Error

Beta

(Constant)

-3.122

1,171

-2,665

,009

Leadership Style

,325

,042

,509

7,727

,000

Communication

,290

,064

,276

4,536

,000

Motivation

,338

,076

,242

4,463

,000

a. Dependent Variable: Performance

Based on table 5 The results of partial hypothesis testing are as follows:

1. The influence of Leadership Style on Performance has a t-count value of 7.727 with a

significance of 0.000. Because tcount > ttable (7.727 > 1.993), H0 is rejected and Ha is

accepted, meaning that partially Leadership Style has a significant effect on Employee

Performance.

2. The effect of communication on performance has a t-value of 4.536 with a significance of

0.000. Because tcount > ttable (4.536 > 1.993), H0 is rejected and Ha is accepted, meaning

that partially communication has a significant effect on employee performance.

3. The influence of motivation on performance has a t value of 4.463 with a significance of

0.000. Because tcount > ttable (4.463 > 1.993), H0 is rejected and Ha is accepted, meaning

that partially motivation has a significant effect on employee performance.

Simultaneous Test Results (F Test).

The F test aims to see whether all the independent variables included in the model have

a simultaneous influence on the dependent variable. The F test is carried out by comparing the

calculated F value with the F table and looking at the significance value of 0.05 in the

following way: If Fcount > Ftable or probability < significance value (Sig ≤ 0.05), then the

The Influence of Leadership Style, Communication, and Motivation on Employee

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Syntax Idea, Vol. 6, No. 07, Juli 2024 2993

research model can be used. If Fcount > Ftable or probability > significance value (Sig ≥

0.05), then the research model cannot be used. Following are the results of the simultaneous

test (F Test) below.

Table 6 Analysis ResultsSimultaneous Test (F Test)

ANOVAa

Model

Sum of Squares

Mean Square

Sig.

Regression

3582.804

1194.268

303,753

,000b

Residual

287,014

3,932

Total

3869.818

a. Dependent Variable: Performance

b. Predictors: (Constant), Motivation, Communication, Leadership Style

Source: Primary Data processed using SPSS 23.0

The results of simultaneous hypothesis testing show an Fcount value of 303.753 with a

significance value of 0.000. Because Fcount > Ftable (2.730) and sig 0.000 < 0.05, H0 is

rejected and Ha is accepted, meaning that together there is a significant influence of

Leadership Style, Communication and Motivation on Employee Performance. These results

also show that the regression model can be used to predict performance variables.

The Influence of Leadership Style on Employee Performance at PT. Fengtay Indonesia

Enterprise

Based on the research results, it shows that the leadership style variable influences the

performance of PT employees. Fengtay Indonesia Enterprise, when viewed from the results of

the partial hypothesis test (t test), has a t value of 7.727 with a significance of 0.000. Because

tcount > ttable (7.727 > 1.993), H0 is rejected and Ha is accepted, meaning that partially

Leadership Style has a significant effect on PT Employee Performance. Fengtay Indonesia

Enterprise.

The regression test result is 0.325, meaning that Leadership Style has a positive effect

on Performance. For every increase in Leadership Style by 1 unit while the Communication

and Motivation variables have a constant value (0), Performance will increase by 0.325 times.

The influence of leadership style on employee performance is because the role of a leader is

often to give direction and command employees well so as to create more optimal employee

work, apart from that, leaders always pay attention to employees in completing work.

This is in line with the journal (Rosi, Suparman, & Pdi, 2020) which explains that

leadership style influences employee performance. Likewise, Marselina, Al Hafizh, &

Triyana, (2024) explains that leadership style has a positive or significant effect on employee

performance at PT Laksana Karis Industri.

The Effect of Communication on Employee Performance at PT. Fengtay Indonesia

Enterprise

Based on the research results, it shows that communication variables influence the

performance of PT employees. Fengtay Indonesia Enterprise, when viewed from the results of

the partial hypothesis test (t test), has a t value of 4.536 with a significance of 0.000. Because

Rima Nurul Afifah, Gurawan Dayona Ismail, Yoyo Sudaryo, Dayan Hakim Natigor

Sipahutar, Dadan Abdul Aziz Mubarok

2994 Syntax Idea, Vol. 6, No. 07, Juli 2024

tcount > ttable (4.536 > 1.993), H0 is rejected and Ha is accepted, meaning that partially

communication has a significant effect on employee performance.

The regression test result is 0.290, meaning that communication has a positive effect on

performance. For every increase in Communication by 1 unit while the Leadership Style and

Motivation variables have a constant value (0), Performance will increase by 0.290 times. The

influence of communication on employee performance is because employees always convey

work problems they face to superiors, and superiors or leaders accept complaints and work

problems well so that this can improve employee performance in a better direction. Similar to

Adams et al., (2023) which states that communication formed by leaders with their employees

has a positive effect on the performance of PT employees. GranVille Indonesian Shoe

Industry. Likewise, according to the journal (Muhammad, 2022) which explains that

communication built between leaders and employees can have a positive or significant effect

on the performance of PT Adis Dimenson Footwer employees who focus on the Adidas and

Vans brand shoe industry.

The Influence of Motivation on Employee Performance at PT. Fengtay Indonesia

Enterprise

Based on the research results, it shows that motivation variables influence the

performance of PT employees. Fengtay Indonesia Enterprise, when viewed from the results of

the partial hypothesis test (t test), has a t value of 4.463 with a significance of 0.000. Because

tcount > ttable (4.463 > 1.993), H0 is rejected and Ha is accepted, meaning that partially

motivation has a significant effect on employee performance.

The regression test result is 0.338, meaning that motivation has a positive effect on

performance. For every increase in Motivation by 1 unit while the Leadership and

Communication Style variables have a constant value (0), Performance will increase by 0.338

times. The influence of motivation on employee performance is due to the superiors of PT.

Fengtay Indonesia Enterprise always provides motivation to employees to make the company

develop more rapidly with the abilities of its employees. This is in line with the journal Rosi

Dede & Kuşakcı, (2022) which explains that superiors' work motivation can influence

employee performance well. Similar to the journal Marselina et al., (2024) which explains

that motivation directly has a significant influence on employee performance.

The Influence of Leadership Style, Communication and Motivation on Employee

Performance at PT. Fengtay Indonesia Enterprise.

Based on the results of simultaneous hypothesis testing (Test F), it shows that the F

value is 303.753 with a significance value of 0.000. Because Fcount > Ftable (2.730) and sig

0.000 < 0.05, H0 is rejected and Ha is accepted, meaning that together there is a significant

influence of Leadership Style, Communication and Motivation on PT Employee Performance.

Fengtay Indonesia Enterprise. These results also show that the regression model can be used

to predict performance variables.

In accordance with the journal (Ling, Landon, Tarrant, & Rubin, 2021) explains that

there is a significant influence of leadership style and communication on employee

The Influence of Leadership Style, Communication, and Motivation on Employee

Performance at Pt. Fengtay Indonesia Enterprise

Syntax Idea, Vol. 6, No. 07, Juli 2024 2995

performance due to the leadership receiving input from employees and following up on it, as

well as establishing communication, one of which is that superiors always communicate with

their employees, and superiors always give awards when employees can do a good job.

Likewise with the research results of Rosi et al., (2020) which explains that the leadership

style and work motivation of superiors can influence employee performance well or

significantly because superiors or leaders always provide motivation to employees in order to

make the company develop more rapidly with the abilities of its employees so that every

employee able to complete a job well. This is similar to Resya Dwi Marselina (2018) who

explains that leadership style and motivation can influence employee performance well, one

of which is because superiors always trust each employee to do their job well.

Based on the theory expressed by Usman, 92022) suggests that, "Leaders are people

who determine goals, motivation and actions for other people". Furthermore, "Leadership is

the science and art of influencing people or groups to act as expected to achieve goals

effectively and efficiently." Meanwhile, according to Thoha, (2016) "Communication is a

process of conveying and receiving news or information from one person to another." Husaini

Usman, 92022) states that, "Communication is the process of conveying or receiving

messages from one person to another, either directly or indirectly, in written, oral or non-

verbal language."

According to (Robbins, S. P., & Judge, 2015) motivation is the encouragement or

enthusiasm that arises within a person or employee to do something or work, because of

external stimulation from both superiors and the work environment as well as the basis for

fulfilling a sense of satisfaction and fulfilling responsibility for tasks. -tasks assigned and

carried out within the organization.

CONLUSSION

Based on the results of research and discussion about the influence of leadership style,

communication and motivation on the performance of PT employees. Fengtay Indonesia

Enterprise can be summarized as follows The employee performance variable is based on

respondents' answers. The overall average score for the Performance variable is 2.85 (in the

score interval 2.60 - 3.39) or is in the Fair category. The highest score is found in the results

of the questionnaire regarding the employee's ability to work without having to be supervised

by superiors, which is the item that is perceived the highest with an average score of 3.00 or

in the Sufficient category. Meanwhile, the lowest score was found in the employee's ability to

work questionnaire without having to be supervised by superiors," which was the lowest

perceived item with a score of 2.53. The leadership style variable is based on respondents'

answers. The overall average score for the Leadership Style variable is 2.92 (in the score

interval 2.60 - 3.39) or is in the Fair category. The highest score was found in the

questionnaire results regarding leaders always paying attention to employees in completing

work with an average score of 3.10 or in the Fair category. Meanwhile, the lowest score was

found in the questionnaire results regarding employees who always respect their leaders with

a score of 2.57. The communication variable is based on respondents' answers. The overall

average score for the Communication variable is 2.72 (in the score interval 2.60 – 3.39) or is

Rima Nurul Afifah, Gurawan Dayona Ismail, Yoyo Sudaryo, Dayan Hakim Natigor

Sipahutar, Dadan Abdul Aziz Mubarok

2996 Syntax Idea, Vol. 6, No. 07, Juli 2024

in the Fair category. The highest score is found in the questionnaire results regarding

employees always conveying work problems they face to their superiors with an average

score of 2.92 or in the Fair category. Meanwhile, the lowest score was found in the

questionnaire results regarding superiors always giving awards when employees can do their

work well with a score of 2.48..

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The Influence of Leadership Style, Communication, and Motivation on Employee

Performance at Pt. Fengtay Indonesia Enterprise

Syntax Idea, Vol. 6, No. 07, Juli 2024 2997

Rima Nurul Afifah, Gurawan Dayona Ismail, Yoyo Sudaryo, Dayan Hakim Natigor

Sipahutar, Dadan Abdul Aziz Mubarok (2024)

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