Occupational Health and Safety, Work Discipline, Leadership Style Affect Employee Performance

Human Resources is one of the most important things in managing an existing system within an organization or company. Therefore, human resources must be managed as well as possible to improve quality in the company. This study aims to analyze the effect of occupational safety and health, work discipline, and leadership style on employee performance. This type of research is a quantitative descriptive study. This research is explanatory, or so-called pure research or main research. The number of samples in this study were 261 people who were determined using simple random sampling technique. The data in this study were collected using an instrument in the form of a questionnaire. Data were analyzed using t-test and f-test. The results showed that in partially the occupational safety and health variables have a significant effect on performance which can be seen from the t-count(-2.876) higher than t-table (1.65), the work discipline variable has a significant effect on performance can be seen from the t-count (11,177) higher than t-table (1.65), and the variable leadership style has a significant effect on performance which can be seen from the t-count(3.849) higher than t-table (1.65). The variables of occupational safety and health, discipline, and leadership style simultaneously have a significant effect on employee performance, as seen from Fcount (84,116) higher than F table (2.65) and a significance probability of 0.000 smaller than 0.05. So, it can be concluded that occupational safety and health, work discipline, and leadership style simultaneously have a significant influence on employee performance. Copyright © Universitas Pendidikan Ganesha. All rights reserved.


Introduction
Human Resources is one of the factors that affect the level of success of an organization or company. Therefore, the quality of human resources needs to be considered in order to optimize the achievement of organizational or company goals (Hasibuan, 2014;Robbins, 2018) . Employees have a very big role in achieving company success. Employee performance is an important factor in influencing the success rate of an organization or company. Employee performance is an action taken by an employee in carrying out the task / job assigned by the company (Handoko, 2017;V. Rivai & Sagala, 2014). Along with increasing competition in the business world, companies need high employee performance. Therefore, companies are required to conduct an analysis of the factors that can affect employee performance (Mangkunegara, 2013;Widayatama et al., 2019).
Several indicators that indicate an increase in employee performance include an increase in the amount of production using the same resources, the same amount of production or an increase with fewer resources, and a much larger amount of production with a relatively large addition of resources (Supriyadi, 2010;Lei et al., 2018). High performance is expected to make a positive and significant contribution to the company's performance and capabilities. This is because the company is a synergy and collaboration of all employees and the performance of all company unit teams (Darmanegara, 2013;Suhardono et al., 2019).
Employee performance is influenced by various factors. In general, can be classified into factors that originate from within the employee and originate from outside the employee. Previous research International Journal of Social Science and Business, Vol. 4, No. 4, 2020, pp. 429-437 430 IJSSB. P-ISSN: 2614-6533 E-ISSN:  shows that one of the factors that affect employee performance is occupational safety and health (K3) (Putra & Prasetya, 2018;Wibowo & Widiyanto, 2019;Widari et al., 2018). Occupational safety and health (K3) is defined as an effort to guarantee the integrity and physical and spiritual perfection of workers in a company, or communities around the company or a certain workplace (Alhamda & Sriani, 2015;Djatmiko, 2016;Liang et al., 2019).
Apart from occupational safety and health, another factor that can affect employee performance is employee work discipline (Binarsih et al., 2013;Handayani Bachri & Alim, 2014;Istiqomah & Suhartini, 2015). Work discipline is defined as the ability of workers / employees to comply with the work rules set by the company. Work discipline also refers to the compliance and willingness of workers to comply with any prevailing norms around it (Engelbrecht et al., 2008;Hasibuan, 2014).
Apart from the two factors above, the previous research found that leadership style can also affect employee performance (Afifah, 2018;Erlangga et al., 2013;Prahasti & Wahyono, 2019). The leadership style in question is the way the company leader acts and influences its members, in this case the employees to achieve company goals (Cahyadi, 2019).
This study aims to analyze the effect of work safety, work discipline, and leadership style on employee performance at PT Perkebunan Nusantara III (Persero).

Methods
This research uses descriptive quantitative research. This research is explanatory, or what it is called pure research or main research. Explanatory research is a study that aims to explain the position of the variables under study, as well as the influence between one variable and another (Sugiyono, 2014). The research framework that includes the design of the relationship between variables in this study is presented in Figure 1.

Figure 1. Research framework
The population in this study were employees at PT. Perkebunan Nusantara III (Persero). The sample determination uses simple random sampling technique. This technique is assisted by the help of the Slovin formula with a standard off error rate of 5%. In this case, sampling is done randomly without considering the equality in the population. Based on the sampling technique, the sample members were 261 people.
Collecting data in this study using an instrument in the form of a questionnaire. A total of 261 respondents participated in filling out this questionnaire. Questionnaires containing questions about occupational safety and health variables, work discipline, and leadership styles, as well as the perceptions they cause on employee performance, are then distributed so that they can be filled in by respondents.
The data size scale used in this study is a Likert scale, namely the range of 1 -5 scores given, namely the answer SS =Strongly agree (5), S = Agree (4), N = Neutral (3), TS = Disagree (2), STS = Strongly Disagree (1). Data analysis using multiple linear regression analysis techniques. Multiple linear regression analysis technique is used to determine the relationship between the dependent and independent variables simultaneously. Calculation and processing of primary and secondary data uses the help of the SPSS program.

Descriptive Analysis Results
The results of the descriptive analysis of the data are presented in Table 1.

Graph Analysis
Graph analysis of normality test results is presented in Figure 2.

Figure 2. Normality Analysis Graph
From the histogram graph in Figure 1 above, the curve shows the shape of a bell and has an almost equal slope. Based on this, it can be interpreted that the analyzed data is normally distributed.

PP Plot
The PP Plot Normality Graph is presented in Figure 3. Based on the PP Plot Normality Graph in Figure 2, it can be seen that the data spreads around the diagonal line, the distribution is mostly close to the diagonal line. This means that the data is normally distributed.

The Kolmogorov-Smimov test
The results of the normality test through the Kolmogorov-Smirnov test are presented in Table 2. .256 The Kolmogorov-Smimov test shows the results of the normality test using the Kolmogorov Smirnov test show a significant value of 0.256> 0.05. Thus, the Kolmogorov Smirnov test results show that the data is normally distributed.

Multicollinearity Test Results
The multicollinearity test results are presented in Table 3. From the table above, VIF <10 and tolerance> 0.1, which indicates that there is no multicollinearity and no problems. It is concluded that this study does not occur multicollinearity or is free from multicollinearity problems. From the scatterplot graph, it can be seen that the dots spread with an unclear pattern, either above or below the zero (0) on the Y axis, do not converge in one place, so from the scatterplot graph it can be concluded that there is no heteroscedasticity in the regression model. The presence or absence of heteroscedasticity can be seen from the probability of significance, if the significance value is above the 5% confidence level, it can be concluded that it does not contain heteroscedasticity.

Gletser test
The results of the heteroscedasticity test are presented in Table 4. International Journal of Social Science and Business, Vol. 4, No. 4, 2020, pp.  Based on Table 4, it can be concluded that the data are normally distributed and do not experience heteroscedasticity problems. This can be seen from the value of Sig> 0.05, so it can be said that this study is free from heteroscedasticity problems.

Multiple Linear Regression Test Results
The results of multiple linear regression tests can be seen in Table 5. Term of error or error clearance rate

Hypothesis Test Results
The t-test functions to show how much influence one variable has individually or independently in explaining the variation in the dependent variable. The t-test results can be seen in Table 6.

Effect of Occupational Safety and Health on Employee Performance
Based on Table 6, it is known that Sig. Price 0.004 <0.05 and tcount <ttable (-2.876 <1.652) so it can be concluded that occupational health and safety does not have a significant effect on employee performance at PT. Perkebunan Nusantara III (Persero).

The Effect of Leadership Style on Employee Performance
Based on Table 6, it is known that Sig. Price 0,000 <0.05 and tcount> ttable (3,849> 1,652) so it can be concluded that leadership style has a significant influence on employee performance at PT. Perkebunan Nusantara III (Persero).
Furthermore, the f-test is useful for knowing simultaneously the independent variable has a significant or no effect on the dependent variable. The f-test results are presented in Table 7. Based on Table 7, the test results obtained Fcount 84,116 with a significance level of 0,000. While the Ftable with a confidence level of 95% (α = 0.05) is 2.65. Therefore, Fcount> Ftable (84.116> 2.65) with a significant 0.000 <0.05, then Ha is accepted and H0 is rejected. This proves that occupational safety and health, work discipline, and leadership style have a significant and simultaneous influence on employee performance at PT. Perkebunan Nusantara III (Persero).

Determination Coefficient Test
The result of the coefficient of determination test obtained an Adjusted R Square value of 0.490, this means that 49% of the variation in the dependent variable, namely the performance which can be explained by the variation of the independent variables, is free occupational safety and health, work discipline, leadership style, while the rest is 51% (100% -49%). And the remaining 51% varied by other factors not examined in this study such as incentives and employee job satisfaction.

DISCUSSION The Effect of Occupational Safety and Health on Employee Performance
Based on the findings and data analysis that has been done, work safety has a negative and significant effect on employee performance. This is different from the findings of research conducted by (Frans, 2015;Jayaputra & Sriathi, 2020) which suggests that occupational safety and health has a positive and significant effect on employee performance. The same thing was stated by (Hamzah & Oktarina, 2015;Hidayat & Wahyuni, 2016;Widayatama et al., 2019), which suggests that occupational safety and health have a positive contribution in improving employee performance. In this case, occupational safety and health has an influence on the quality of work because with the guarantee of the safety and health of employees, it will provide a sense of security and comfort for employees at work, so that it can improve employee performance.

The Effect of Work Discipline on Employee Performance
Based on the research findings and data analysis, it was found that work discipline has a positive and significant effect on employee performance. These findings are in line with the results of research conducted by (Handayani Bachri & Alim, 2014) which states that work discipline has a positive and significant effect on employee performance. The same thing was also found by (Buntarti & Shrimp, 2015) which suggests that work discipline provides a positive and significant contribution to improving employee performance in a company. In this case, work discipline affects employee performance because when employees work in accordance with the rules and mechanisms that have been regulated and established by the company, it will have a positive impact on employee work efficiency, so that it can improve employee performance. The higher the employee's work discipline, the greater the employee's performance improvement.

The Effect of Leadership Style on Employee Performance
Based on the results of research and data analysis, it was found that the leadership style provides a positive and significant influence on employee performance. The results of this study are in line with research conducted by (Apandi, 2018) which suggests that leadership style has a positive and significant influence on employee performance. Leadership style is a set of characteristics that company leaders use to influence employee performance (Hasibuan, 2014;Z. Rivai, 2014). In this case, the leadership style has an influence on employee performance because when company leaders apply a participatory and persuasive leadership style, it will create harmonious cooperation, foster loyalty and employee participation. So that it can provide motivation for employees to improve their performance.

The Influence of Occupational Safety and Health, Work Discipline, and Leadership Style on Employee Performance
Based on the results of data analysis that have been carried out show that the variables of occupational safety and health, work discipline, and leadership style simultaneously have a significant influence on employee performance. This finding is in line with the statement (Apandi, 2018;Hafid, 2018;Widari et al., 2018) that occupational safety and health, work discipline, and leadership style are factors that can significantly influence employee performance in the company. This can be due to the fact that at work, employees need a sense of security and comfort in order to work optimally (Liang et al., 2019). In addition, optimal performance is also obtained by obeying the rules or norms set by the company, for example coming and going from work according to the time set by the company.

Conclusion
Based on the results and discussion that research can be collected, namely the results of the hypothesis partially occupational safety and health have a negative and significant effect on employee performance, the results of the hypothesis partially work discipline have a positive and significant effect on employee performance. The results of the hypothesis that partially the leadership style has a positive and significant effect on employee performance. Based on the results of the analysis and the conclusions of suggestions for the company. Considering the factors of leadership style, safety, and work discipline, both simultaneously and partially, have been proven to have a significant effect on employee performance, therefore the company needs to pay attention to these factors so that employee performance is maintained. It is expected that in providing work safety to employees it should be done with the principle of appropriateness so that the quality desired by the company will be in accordance with what employees want. If this can be done well, it will undoubtedly improve employee performance