Key findings:

This study at PT. Play Welfare Union analyzes the impact of work motivation, supervision, discipline, and job satisfaction on employee performance. Findings show that higher work motivation, effective supervision, and job satisfaction positively affect employee performance. These results emphasize the importance of these factors in enhancing employee productivity and organizational success.

What is known and what is new?

This study reaffirms the established understanding that work motivation, supervision, discipline, and job satisfaction significantly influence employee performance. However, it adds to the literature by specifically examining these factors in the context of PT. Play Welfare Union, providing context-specific insights. The findings underscore the importance of these factors in enhancing employee performance, contributing to the existing body of knowledge on organizational behavior and human resource management.

What is the implication, and what should change now?

The implication of this study is that PT. Play Welfare Union should focus on enhancing work motivation, effective supervision, discipline, and job satisfaction among its employees to improve overall performance. This could involve implementing incentive programs, improving supervision practices, and ensuring job satisfaction through various means. These changes could lead to increased productivity and competitiveness for the company in the long term.

Human resources in an organization determine whether the organization is running well or not in accordance with company procedures. Utilization of the management function is expected to be able to support the company in achieving its goals. In human resource management, employees are the company's main asset that must be managed properly to achieve the desired results. The company's goals will be achieved if the performance of human resources works well, the ability of employees is reflected in their performance, good performance is optimal performance [1].

Employee performance is the result of work in quality and quantity that can be achieved by an employee in carrying out tasks in accordance with the responsibilities assigned to him. Success in achieving superior performance requires a strategy for the role of employees as actors in every company activity [2]. Employee performance can be seen from the amount of work produced by employees, the level of efficiency and effectiveness of employees in carrying out their work, and the timeliness of completion of the work that has been determined [3]. Employees will work hard so that their needs can be met such as eating, drinking, clothing, boards and others, if these needs are not fulfilled then people will be motivated to work [4].

Deviations in work result in decreased work results, therefore every ongoing activity in the organization must be based on management functions, one of which is the function of supervising employee work discipline so that organizational goals can be achieved efficiently and effectively. The implementation of an organization's activities without any supervision can result in an automatic decrease in work discipline and will have a direct effect on other activities, so that it can hinder the process of an organization's activities. Therefore, an efficient and effective supervision system is needed so that it can have a positive impact on the development of the company [5].

Latent problems also often arise in PT. The Main Prosperity Union is why some employees work less well than others or why some employees have different levels of work performance, it is a question that often arises and is always faced by managers or company leaders. Problems in terms of the quality of employee work faced by PT. The Main Prosperity Union is that there are still mistakes in cultivating the land, some are tilted when plowing so that the plots are not the same. The problem in terms of timeliness faced by PT. The Main Prosperity Union is that there are still employees who delay work and have not been able to achieve the target. Problems in terms of work effectiveness faced by PT. The Main Prosperity Union is a production cost that can swell due to mistakes when working, such as wrongly working on the land, so it needs repetition in working on the land. From the problems that occur, it is necessary to provide work motivation, work supervision from superiors and increase work discipline so as to minimize errors while working.

On the other hand, the company must also carry out social functions internally and externally to ensure the welfare of its members and also have an impact on the survival of the company. To be able to compete with other similar industries, companies must have competitive advantages that are very difficult to imitate, which will only be obtained from employees who are productive, innovative, creative, always enthusiastic and loyal. Employees who meet such criteria will only be owned through the application of appropriate human resource management concepts and techniques with high morale as well as effective leaders and a supportive work environment.

With the above problems, it is necessary to have a knowledge and understanding about improving the performance of employees being studied, to increase productivity by identifying scientifically through research that examines the factors that affect the performance of employees of PT. The Main Prosperity Union which in this case focuses on providing work motivation, work supervision, work discipline and job satisfaction that affect employee performance. This study aims to analyze the effect of work motivation on employee performance, work supervision affects employee performance, work discipline affects employee performance and job satisfaction affects employee performance at PT. Serikat Sejahtera Utama.

Study this carried out at PT. Serikat Sejahtera Utama with consideration that location the is institution agribusiness specifically in the field technology mechanization tool agriculture sugarcane at PT. Nusantara XII Plantation Region Banyuwangi. Object study this is employee part mechanization at PT. The Serikat Sejahtera Utama. Sample used _ in study this of 56 respondents , sampling using _ Random Sampling formula, the type of data used on research this there are 2, namely secondary data and primary data. Method data analysis used that is use analysis equality structural with approach warpPLS. In use PLS analysis usually there is the two models used reference in data testing, the first is the Outer Model (Measurement Model) used for test whether the data is valid and reliable, second is the Inner Model (Structural Model) used for test causality, hypothesis, and predictive model test [6] .

• General Condition of PT. Serikat Sejahtera Utama:

PT. Serikat Sejahtera Utama is company private moving national _ in the field mechanization sugarcane that has been weave cooperation with PT. Nusantara Plantation, wrong the only one located in Glenmore District, Banyuwangi company this since 2016 has been cooperate with PT. Nusantara XII Plantation in working land Sugarcane HGU (Hak Business Use) with mechanization tool heavy or Alsintan (tools) machine agriculture). This company was founded on base existence problem increase cost production plantation and expensive power work in the sector agriculture by because problem the so application mechanization on plantation sugarcane Becomes very needed.

• Structural Equation Analysis:

The method of data analysis and processing in this study uses the Partial Least Square (PLS) approach with the analytical tool used is the WarpPLS version 7.0 program. According to Latan and Ghozali (Ghozali, I., & Latan, H. 2015) [7], the analysis stage using WarpPLS must at least go through five stages of process, namely conceptualizing the model, determining the algorithm analysis method, determining the resampling method, drawing path diagrams, and evaluating the model including evaluating the outer model or measurement model and evaluating the structural model. or inner models.

• Evaluation of Outer Model or Measurement Model:

1. Convergent Validity

Table 1: Outer Loading (Measurement Model) Indicator

Based on table 1, based on the table, it can be concluded that the average outer loading value is more than 0.7 and only some indicators are below 0.7 but for the initial stage it is sufficient to assess the loading factor of 0.50 so that all manifest variables are considered to have met the measurement model.

Table 2: Reliability Test Results

Table 2 shows that the reliability value in each variable is declared reliable or consistent because the resulting value is greater than 0.5. Thus the measurement items on each variable of motivation, supervision, discipline, satisfaction and performance are declared reliable or consistent so that they are suitable for use in research.

• Evaluation of Inner Model or Measurement Model:

The inner model is evaluating the effect of latent variables and testing the hypothesis. The structural model was evaluated using R-square for endogenous variables, path coefficients and probabilities between variables. This study has 1 (one) endogenous variable, namely the employee performance variable. Endogenous variables of employee performance are influenced by motivation, supervision, discipline and job satisfaction. The results of the Partial Least Square (PLS) test output with the WarpPLS 7.0 program.

Figure 1: Path Diagram

• R-Square (Coefficient of Determination):

R-Square is a test of the coefficient of determination that is carried out to find out how much the endogenous variables are simultaneously able to explain exogenous variables. The higher the R2 value, the better the prediction model of the proposed research model. The output of the coefficient of determination (R – Square) from the WarpPls structural model equation.

Table 3: R.Square Value of Satisfaction and Motivation Variables

Based on table 3 the results of the R-Square test show that the R-Square of motivation, supervision, discipline and job satisfaction on performance is 0.65 or 0.7 which can be interpreted that motivation, supervision, discipline and job satisfaction have a positive contribution to performance by 70% while 30% is explained by other variables outside the studied.

• Path Coefficient Value (Path Coefficient):

The path coefficient is a value that indicates whether or not the linear relationship between variables is strong. The results of the WarpPLS output for the Path Coefficient value can be seen in Table 4.

Table 4: Path Coefficient Value

The path coefficient shows the strength (strength) of a linear relationship and the direction of the relationship between two variables, in each path the coefficient value is above 0.1 and the sign of the path coefficient is + (positive) then the two variables have a unidirectional relationship which means that the increase X will coincide with an increase in Y and vice versa. From the description of the results of the analysis above, it can be interpreted that the higher the motivation, supervision, discipline and satisfaction given, the higher the performance will affect.

• Probability Value (P - Value):

The probability value (P-Value) can be interpreted as the magnitude of the observed probability (probability) from statistical tests. The results of the WarpPLS output for the probability value (P-Value) can be seen in Table 5.

Table 5: Probability Value (P –Value)

The output results of the probability test are 0.01 and <0.01 which means that if the value of sig. (p-value) is compared with a significant level of = 0.1 (alpha 10%) then automatically the results of the sig value. (p-value) is smaller than the value of = 10% which means out of 100, at most 10 errors can be tolerated and in this study has an error rate below 1 or 1.

• Hypothesis of the Effect of Motivation on Performance:

This hypothesis testing stage is carried out after the structural model evaluation stage is carried out. This stage is carried out to determine whether the research hypothesis proposed in the research model is accepted or rejected. Path coefficient values that are in the range of values of -0.1 to 0.1 are considered insignificant, values greater than 0.1 are significant and directly proportional values, and values smaller than -0.1 are significant values. and vice versa. Another consideration is to use a significant value, at least at = 0.1, so that it is considered significant if the P-value is less than 0.1. Therefore, the hypothesis is accepted if the path coefficient value is greater than 0.1 and the P value is less than 0.05. Table 6 shows the results of hypothesis testing on the research model as follows.

Table 6: Path Coefficients

The test results on the path coefficient between the independent variables to the dependent variable show significant results, namely by showing the path coefficient results greater than 0.1 and a significant positive value, this indicates an increase in the independent variable will coincide with an increase in the dependent variable and vice versa and the probability The research shows the results are smaller than = <0.1 (significant) which means that this study has a 90% chance of being right and 10% of the hypothesis being wrong.

The independent variables of motivation, supervision, discipline and job satisfaction have a significant and positive effect on the dependent variable of employee performance, which means that the higher the independent variable, the employee's performance variable will increase. Vice versa, the less the independent variable, the lower the dependent variable.

Based on results calculation analysis equality structural show that motivation work take effect positive and significant to performance employees, if employee get high motivation _ so will increase its performance. Supervision work take effect positive and significant to performance employees, if employee supervised or controlled during work so employee will feel supervised and Thing this can increase performance employees. Discipline work take effect positive and significant to performance employee, level discipline employee will result in enhancement its performance. Satisfaction work take effect positive and significant to performance employees, more tall level satisfaction work, then level performance performance will the more increase.

The authors declare that they have no conflict of interest.

No funding sources 

The study was approved by the Institutional Ethics Committee of UPN Veterans East Java

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