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Scientific Journals Master of Management UBL

2018

EFFECT OF TRAINING, INTEGRITY, AND WORK DISCIPLINE TO EMPLOYEE PERFORMANCE WITHOUT FRAUD IN BANKING OPERATION AT PT BANK DKI TANGERANG SOUTH REGION

Ni Made Citta Iswari

Master of Management Budi Luhur University

Abstrak

Penelitian ini bertujuan untuk menganalisis pengaruh variabel pelatihan, integritas, dan disiplin kerja terhadap kinerja karyawan tanpa fraud secara simultan dan parsial, serta untuk mengetahui bagaimana pelatihan, integritas, dan disiplin kerja di PT.Bank DKI wilayah Tangerang Selatan. Dalam penelitian ini, metode yang digunakan adalah metode survey untuk mendapatkan data primer yang selanjutnya diolah dalam software SPSS versi 20. Teknik pengumpulan data menggunakan studi kepustakaan dan kuesioner kepada 51 responden. Model penelitian ini menggunakan model regresi linier berganda. Berdasarkan hasil pengujian, diperoleh nilai koefisien determinasi sebesar 74.2 % yang artinya pelatihan, integritas, dan disiplin kerja berpengaruh signifikan secara simultan dan parsial terhadap kinerja karyawan tanpa fraud di PT.Bank DKI Wilayah Tangerang Selatan.

Kata kunci : Pelatihan, Integritas, Disiplin kerja, Kinerja Karyawan tanpa fraud

INTRODUCTION

The banking industry has an important role as a source of capital and financial intermediaries. As a financial institution, a bank is a business entity that collects funds from the public in the form of savings and distributes it to the community to improve the standard of living of many people. The customer is a party that uses the bank's services and thus the bank has two functions: collecting funds from the community and second as a channel of funds to the community. Banks and customers have a very close relationship where the relationship is based on the relationship on the basis of law and trust. As a company based on financial services, the human resources factor is inherent in the company. Professional and high integrity human resources are needed in a banking industry, because banks are financial institutions that are trusted by the community as customers to keep their funds. HR or bank employees are at the forefront of banking operations. In doing the work, employees are required to understand the SOP and jobdesk respectively so that things that are not desirable like fraud can be minimized. Fraud action is one of the problems that occurred in PT.Bank DKI, because almost every year the action of fraud is found. Fraud is a deliberate acts or omissions committed to deceive, deceive, and manipulate banks, customers, or other parties that occur in the bank environment. The number of Fraud cases that occurred in PT.Bank DKI for three years ie 2014-2016 based on calculations performed by the Audit group PT.Bank DKI is as follows

Table 1. Fraud cases in PT.Bank DKI

No

Years

Number of cases

1

2014

6 cases

2

2015

5 cases

3

2016

5 cases

Source : Audit group

REVIEW OF LITERATURE AND HYPOTHESES DEVELOPMENT

Definition of Employee Performance without fraud Performance by Bernardin (2010) is an outcome record generated from the function of a particular job or activity over a specified period of time. Albrecht (2012) cheating is a general term, and includes all the ways in which human intelligence is imposed by an individual to create a way to gain benefit from others from false representations.

Definition of Training Training according to Dessler (2011) is the process of assisting the workforce to gain effectiveness in their present or future work through developing the habit of thinking, action, skill, knowledge, and attitudes.

Definition of Integrity According to Arens (2008) integrity means a person acting according to his conscience, under any circumstances.

Definition of Work Discipline According to Rivai (2011) work discipline is a tool that managers use to communicate with employees so that they are willing to change behavior and as an effort to increase awareness and willingness of a person in fulfilling all the rules in the company.

Research paradigm To further clarify the direction of research that shows that there is influence between training, integrity, and work discipline on the performance of employees without fraud then created the research paradigm as follows:

without fraud then created the research paradigm as follows: Picture 1. Research paradigm Source : Researcher,

Picture 1. Research paradigm

Source : Researcher, 2017

Development of Hypotheses

Hypothesis is a temporary statement or answer about something or problem to be studied. Hypothesis in this research is as follows:

1.

There is influence of training variable on employee performance

without fraud.

2. The influence of the integrity variable on employee performance

without fraud.

3. There is influence of work discipline variable on employee performance

without fraud.

4. There is influence of training variables, integrity, and work discipline

on employee performance without fraud.

RESEARCH METHODOLOGY

Type of Research Type of research used in this research is descriptive type. In the descriptive type, data collection is used to test the hypothesis in this study through the assessment of the attitude or opinion of the individual (in this case the employee at Bank DKI in South Tangerang region). ). In this study, researchers used survey methods to obtain primary data. Primary data obtained by giving questionnaires directly to the respondents.

Data collection technique Data collection techniques that the authors do in the preparation of this study are as

follows:

1. Library research

This research was conducted to obtain secondary data by reading, collecting data, studying

text book, and reference books such as journal and other print media in library and internet.

2. Questionnaire

Data collection techniques with this questionnaire is the collection of data through a list of

statements given to respondents in this case the employees of PT.Bank DKI Tangerang

Selatan region. The list of statements is arranged in such a way as to be able to answer in five levels of statement responses. The scale order used for the assessment is:

• Strongly agree (5)

• Agree (4)

• Doubtful (3)

• Disagree (2)

• Strongly disagree (1)

Population and Sample Research The target population of this research are employees of PT.Bank DKI Tangerang Selatan Area consisting of BSD Branch, Nature Sutera Sub-Branch, Bintaro Sub-Branch Office, Karawaci Sub-Branch Office, Pamulang Helper Branch Office and Kelapa Dua Cash Office with total employees in Tangerang South as many as 51 employees (especially employees who have received integrated anti fraud training).

Research model The research model used to test the hypothesis related to the influence of training, integrity, and work discipline on the performance of employees without fraud in banking operations in PT.Bank DKI Tangerang Selatan region is as follows multiple linear regression model with the following formula:

Y = a + b1 X1 + b2 X2 + b3 X3

where

Y: Employee performance without fraud a: Constants b1: Regression coefficient X1 b2: Regression coefficient X2 b3: Regression coefficient X3 X1: Training X2: Integrity X3: Work discipline

Validity test According Sugiyono (2012) validity is the degree of accuracy between the actual data occurred on the object of research with data obtained on the basis of research reports.

A. Results of the validity test of training variables

Table 2. Result of validiity test of training

Item Statement

Correlation

Limit value

Conclusion

1

0.39

0.30

Valid

2

0.61

0.30

Valid

3

0.71

0.30

Valid

4

0.71

0.30

Valid

5

0.63

0.30

Valid

6

0.69

0.30

Valid

7

0.69

0.30

Valid

8

0.60

0.30

Valid

9

0.69

0.30

Valid

10

0.43

0.30

Valid

11

0.72

0.30

Valid

12

0.55

0.30

Valid

13

0.31

0.30

Valid

14

0.62

0.30

Valid

Source : Researcher, 2017 it is known that the statement item on the training variable is valid, because the correlation value exceeds the limit value is 0.30.

B. Results of validity test of integrity variable

Table 3. Results of validity test of integrity variable

Item statement

Correlation

Limit Value

Conclusion

1

0.66

0.30

Valid

2

0.59

0.30

Valid

3

0.61

0.30

Valid

4

0.67

0.30

Valid

5

0.66

0.30

Valid

6

0.56

0.30

Valid

7

0.74

0.30

Valid

8

0.57

0.30

Valid

9

0.55

0.30

Valid

10

0.77

0.30

Valid

11

0.61

0.30

Valid

Source: Researcher, 2017 it is known that the statement item on the integrity variable is valid, because the correlation value exceeds the limit value of 0.30.

C.

Results of validity test of work discipline variavble Table 4. Results of validity test of work discipline variable

Item statement

Correlation

Limit value

Conclusion

1

0.59

0.30

Valid

2

0.53

0.30

Valid

3

0.73

0.30

Valid

4

0.40

0.30

Valid

5

0.76

0.30

Valid

6

0.39

0.30

Valid

Source: Researcher, 2017 it is known that the statement item of the work discipline variable is valid, because the correlation value exceeds the limit value of 0.30.

D. Results of validity employee performance without fraud Table 5. Results of validity test of employee performance without fraud

Item statement

Correlation

Limit value

Conclusion

1

0.36

0.30

Valid

2

0.40

0.30

Valid

3

0.60

0.30

Valid

4

0.32

0.30

Valid

5

0.48

0.30

Valid

6

0.59

0.30

Valid

7

0.45

0.30

Valid

8

0.42

0.30

Valid

9

0.39

0.30

Valid

Source: Researcher, 2017 it is known that the statement item of the employee performance without fraud variable is valid, because the correlation value exceeds the limit value of 0.30.

Reliability Test According Sugiyono (2012) reliability with respect to the degree of consistency and stability

of data or findings. In other words, reliability is the level of confidence of a measurement result. It is recommended that the reliability coefficient between 0.70 - 0.80 is good enough for basic research purposes (Kaplan-Saccuzzo, 2016).

A. The results of the training variable reliability test It is known that the reliability value for a valid training variable item is 0.873. The result of reliability coefficient obtained in the criteria of good reliability value because the coefficient of 0.70-0.80 is good enough for research.

B. Reliability test results of integrity variables It is known that the reliability value for a valid integrity variable item is 0.856. The result of the reliability coefficient obtained in the criterion of good reliability value because the coefficient of 0.70-0.80 is good enough for research.

C. Reliability test results variable work discipline It is known that the reliability value for a valid work discipline variable item is 0.856. The result of reliability coefficient obtained in the criteria of good reliability value because the coefficient of 0.70-0.80 is good enough for research.

D. Reliability test results of employee performance variable without fraud It is known that the reliability value for an employee performance variable item without a valid fraud is 0.724. The result of reliability coefficient obtained in the criteria of good reliability value because the coefficient of 0.70-0.80 is good enough for research.

Normality test Normality test aims to test whether in the regression model the dependent variable and independent

variables both have a normal distribution or not.

Table 6. Results of Normality Test One-Sample Kolmogorov-Smirnov Test

Unstandardize

d Residual

N

Normal Parameters a,b

 

51

Mean

.00000000

Std. Deviation

3.84730275

Absolute

.122

Positive

.122

Negative

-.110

.873

.431

Most Extreme

Differences

Kolmogorov-Smirnov Z Asymp. Sig. (2-tailed)

a. Test distribution is Normal.

b. Calculated from data.

Source : Resourcher, 2017 it can be seen that the test of normality test using one sample kolmogorov sminrnov test shows a significance value of 0.431. Because the significance is greater than 0.05 then the residual value is normal.

is greater than 0.05 then the residual value is normal. Source : Resourcher, 2017 the result

Source : Resourcher, 2017 the result of the normal spss output p-plot shows that the distribution of the data points spreads around the diagonal line and the dispersion of data points is in the direction of the diagonal line so it can be concluded that the data is normal.

Multicollinearity Test This test aims to test whether the regression model found a correlation between independent variables. Multicollinearity test results are as follows:

Training of tolerance values = 0.939 and VIF = 1.065 Integrity value of toleance = 0.886 and VIF = 1.129 Work discipline values of tolerance = 0.891 and VIF = 1.122 it can be seen that the tolerance value of each independent variable (training, integrity, and work discipline)> 0.1 and VIF value of each independent variable also <10 it can be concluded that between independent variables does not occur multicollinearity.

Heteroscedasticity Test The test aims to examine whether in the regression model the variance and residual inequality of one observation to another observation occurs.

Source : Resourcher, 2017 it is known that the dispersion of the output of the

Source : Resourcher, 2017

it is known that the dispersion of the output of the scatterplot image, obtained dots spread below and above the Y axis, and does not have a regular pattern. Then it can be concluded that the above free variable does not occur heteroskedastisitas or homoscedasticity.

Autocorrelation Test The autocorrelation test is used to see if there is a linear correlation between the error sequences of observations sorted by time (time series data). Size in determining whether or not there is an autocorrelation problem with the Durbin-Watson Test (DW), with the following conditions:

• There is a positive autocorrelation if DW is below -2 (DW <-2). • No autocorrelation occurs if DW is between -2 and +2 or -2 <DW +2 Table 7. Results of autocorrelation test

Model Summary b

Model

R

R Square

Adjusted R

Std. Error of

Durbin-Watson

 

Square

the Estimate

1

.328 a

.108

.051

3.113

1.557

Source : Resourcher, 2017

it is known that the output of the Durbin-Watson value summary model is 1.557 which is located between -2 and +2 or -2 <+2, so it is concluded that the above data occurs negative autocorrelation (no autocorrelation.

RESULTS AND DISCUSSION

Profile of PT.Bank DKI PT. Bank DKI is a Regional Owned Enterprise (BUMD) whose shareholding is owned by the provincial government of DKI Jakarta and PD Pasar Jaya. Bank DKI was first established in Jakarta under the name "PT.Bank Pembangunan Daerah Djakarta Raya" as stated in the deed of establishment of a limited liability company of Djakarta Raya Regional Development Bank No.30 dated 11 April 1961. The scope of activities of PT.Bank DKI is to carry out general banking activities. With the vision of "Being a Modern & High-Value Regional Bank, Maintaining a Balance between Benefits & Development of Jakarta" and the mission of "Supporting Jakarta's development by being the preferred bank for transactions, SMEs and realizing a less-cash society", "Achieving business success by utilizing access to Jakarta community ", and" Maximizing the role of Jakarta partner to drive commercial success ".

Demographics of Respondents

1. It is known that 26 respondents from 51 respondents are male and 25 respondents from 51 respondents are female, so it can be concluded that the majority of respondents PT.Bank DKI Tangerang Selatan region is male.

years, so it can be concluded that the majority of respondents who work at PT. Bank DKI area of South Tangerang 20-30 years old.

3.

It is known that 14 respondents have diploma 3 (D3) from a total of 51 respondents, 3 respondents have master's degree (S2) from a total of 51 respondents, and 34 respondents have undergraduate education (S1) from a total of 51 respondents, so it can be concluded that the majority of respondents in PT.Bank DKI Tangerang Selatan region educated undergraduate (S1).

4.

It

can be seen that there are 2 respondents with a working period of <20 years from a total of

51 respondents, 45 respondents with a working period of 1-10 years from a total of 51 respondents, and 4 respondents with a working period of 11-20 years out of a total of 51

respondents, it is concluded that the majority of respondents who work in PT.Bank DKI Tangerang Selatan region is respondents with tenure of 1-10 years.

Respondent Response Distribution to Each Variable

1. Total of all responses of respondents to the training variables are as many as 714 responses (51 respondents x 14 statements).

2. Total of all responses of respondents to the integrity variable is 561 responses (51 respondents x 11 statements).

3. Total of all responses of respondents to work discipline variables are as many as 306 responses (51 respondents x 6 statements).

4. Total of all responses of respondents to employee performance variables without fraud is as much as 459 responses (51 respondents x 9 statements).

Simultaneous Test The simultaneous tests for training variables, integrity, and work discipline on employee performance without fraud are as follows:

Table 8. Results of simultaneous test

ANOVA a

Model

Sum of

Df

Mean

F

Sig.

Squares

Square

 

Regression

116.899

3

38.966

2.863

.000 b

1

Residual

639.611

47

13.609

Total

756.510

50

a. Dependent Variable: Kinerja karyawan tanpa fraud b. Predictors: (Constant), Disiplin kerja, integritas, pelatihan Source : Resourcher, 2017

it can be seen that the value of F (F arithmetic) obtained for training variables, integrity, and

work discipline on employee performance variable without fraud is 2,863. The value of F arithmetic obtained is greater than F table that is 2.840. (F table <F arithmetic). Then for the significance obtained based on spss test output is 0.00 which is smaller than sig α = 0.05 (Sig <0.05), so it can be concluded that the training, integrity, and work discipline significantly affect employee performance without fraud. Based on the simultaneous test results, then obtained multiple regression equation that is:

Y = 13.942 + 1.202 X1 + 0.976 X2 + 0.567 X3

Information :

Y = Employee Performance without Fraud

X1 = Training X2 = Integrity

X3 = Work discipline The multiple regression equation can be interpreted as follows:

2.

Any increase in training variables of one unit, then there will be an increase in employee performance without fraud of 1202 assuming variable integrity and work discipline is fixed or cateris paribus.

3. Any increase in the training variable of one unit, then there will be an increase in employee performance without fraud of 0.976 with the assumption of training variables and work discipline is fixed or cateris paribus.

4. Any increase in the variable discipline of work of one unit, then there will be an increase in employee performance without fraud of 0.567 with the assumption of training variables and integrity is fixed or cateris paribus.

Partial Test of Training Variable Partial test results for training variable are presented in table 9 below:

Table 9. Results of partial test of training variables Coefficients a

Model

Unstandardized

Standardized

t

Sig.

Coefficients

Coefficients

B

Std. Error

Beta

 

(Constant

23.236

6.344

 

3.663

.000

1

)

Training

.351

.114

.404

3.095

.003

Source : Resourcher, 2017

It is known that the significance value for the training variable is 0.003 which is less than the significance value (sig <α = 0.05). Then for the value of t arithmetic obtained for 3,095 which is greater than the value of t table of 2.012 (t table <t arithmetic) so it can be concluded that H0 rejected which means training variables partially have a significant effect on employee performance without fraud.

Partial Test of Integrity Variable Partial test results for the integrity variable are presented in table 10 below:

Table 10. Results of partial test of integrity variable Coefficients a

Model

Unstandardized Coefficients

Standardized

t

Sig.

 

Coefficients

 

B

Std. Error

Beta

1

(Constant)

108.724

53.714

2.024

.000

Integritas

3.771

1.124

.432

3.354

.002

Source : Resourcher, 2017 It is known that the value of significance for the integrity variable is 0.002 which is less than the significance value (sig <α = 0.05). Then for the value of t arithmetic obtained for 3354 which is greater than the value of t table of 2.012 (t table <t count) so that it can be concluded that H0 rejected which means the variable integrity partially have a significant effect on employee performance without fraud.

Partial Test of Work Discipline Variable Partial test results for work discipline variable are presented in table 11 below :

Table 11. Result of partial tets of work discipline variable

Coefficients a

Model

Unstandardized Coefficients

Standardized

t

Sig.

 

Coefficients

 

B

Std. Error

Beta

1

(Constant)

51.719

5.288

9.781

.000

Disiplin kerja

.681

.209

.421

3.253

.002

Source : Resourcher, 2017 it is known that the significance value for the work discipline variable is 0.002 which is less than the significance value (sig <α = 0.05). Then for the value of t arithmetic obtained for 3.253 which is greater than the value of t table of 2.012 (t table <t arithmetic) so it can be concluded that H0 rejected which means work discipline variable partially have a significant effect on employee performance without fraud.

Determination Test The coefficient of determination is used to find out how much the influence of training (X1), integrity (X2), and work discipline (X3) on employee performance without fraud. The test results of the coefficient of determination are shown in table 12 below:

Table 12. Result of determination test

Model Summary

Model

R

R Square

Adjusted R Square

Std. Error of the Estimate

1

.879 a

.772

.742

870.80

Source : Resourcher, 2017

Based on table 4:18 note that the value of adjusted R square is 0.742. This shows that the training, integrity, and work discipline simultaneously contributes the effect of 0.742 to the employee's performance without fraud (Y), while the rest of 22.8% is influenced by other variables outside this regression model.

CONCLUSION Based on the results of tests that have been done before, then the conclusions that can be obtained based on the results of this study are:

1. Training, Integrity, and Work Discipline significantly influence Employee Performance without Fraud simultaneously.

2. Training has a significant effect on Employee Performance without Fraud partially.

3. Integrity has a significant effect on Employee Performance without Fraud partially.

4. Work discipline significantly influence Employee Performance without Fraud partially.

5. Training gives the biggest contribution to Employee Performance without Fraud based on the most respondent's answer to indicator strongly agree and agree.

6. Work discipline gives the smallest contribution to Employee Performance without Fraud based on the most respondent answer to indicator strongly agree and agree.

SUGGESTION Based on the results of research that has been done, the researcher gives some suggestions

such as:

1. Training, Integrity, and Discipline of work is a unity that gives a positive impact on employee performance, therefore expected company and employees support each other in order to create employee performance without fraud.

2.

Training, Integrity, and Work Discipline simultaneously proved to have a significant effect on Employee Performance without Fraud, therefore PT.Bank DKI as a company and employees as workers are expected to be more active and active again in organizing and participating in training activities that will be cultivate awareness of integrity and discipline in work.

3. Partial training proved to have a significant effect on Employee Performance without Fraud, for that the researcher suggested that PT.Bank DKI in the future can conduct better training in order to realize the performance of employees free of fraud.

4. Integrity partially proved to have a significant effect on Employee Performance without Fraud, for that researchers suggest that employees of PT.Bank DKI can be more active again to raise awareness of integrity in themselves so as to avoid fraud.

5. Work discipline partially proved to have a significant effect on Employee Performance without Fraud, for that researchers suggest that employees more aware of the culture of discipline in work to avoid fraud.

RECOMMENDATION

Based

on

the

results

of

research

recommendations that are:

that

has

been

done,

the

researcher

gives

some

1. PT.Bank DKI in conducting training should prioritize the latest training materials not just refreshment and keep putting forward the values of work culture (Professional, Integrity, and Customer Focus).

2. Employees to always be vigilant and introspective against things that can harm yourself and the company with always put integrity (banker ethics) and discipline in work to avoid fraud.

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