The Impact of Leadership and Work Discipline on Employee Performance at Empat Putra Utama Bersama Ltd

The goal of this research was to identify the influence between leadership and work discipline towards the Empat Putra Utama Bersama Ltd employees’ performance. This research focused on the quantitative method. Furthermore, the researcher varied the population from supervisors and field staff of Empat Putra Utama Bersama Ltd which consisted of 46 respondents. Saturated sampling were employed in this reserch’s sampling procedure. The data analysis technique utilized PLS (Partial Least Square) method. The research has discovered that work discipline and leadership correlated and affected to the Empat Putra Utama Bersama employees’ performance

The goal of this research was to identify the influence between leadership and work discipline towards the Empat Putra Utama Bersama Ltd employees' performance.This research focused on the quantitative method.Furthermore, the researcher varied the population from supervisors and field staff of Empat Putra Utama Bersama Ltd which consisted of 46 respondents.Saturated sampling were employed in this reserch's sampling procedure.The data analysis technique utilized PLS (Partial Least Square) method.The research has discovered that work discipline and leadership correlated and affected to the Empat Putra Utama Bersama employees' performance

INTRODUCTION
Human Resources employees play an essential part in the company, especially its performance.Good employee performance can certainly benefit the company in achieving company goals and targets.Many factors can influence the performance of employees, which include work motivation and leadership.These two factors can influence employee behavior and performance in achieving company goals.As a result, many strategies may be implemented to increase employee performance in a company, such as providing training, implementing work discipline, and changing leadership methods.Otherwise, the employee's performance will drop and negatively impact the company.
Employees' performance is defined as their achievements.Mangkunegara (2013:67) stated that performance results from employees' achieved work in terms of quality and quantity by carrying out his duties as responsibilities assigned to them.The above performance depiction means that performance results from work accomplished by an employee in a certain period to achieve predetermined goals.To fulfil the set goals of the company, each company is bound to try to continuously enhance the performance of its employees by creating job satisfaction, including through a leadership style and work discipline that aligns with employee expectations.
Good leadership will influence employees' and leaders' performance and work morale.Leadership is a series of actions that influences and directs the behaviors of subordinates or other individuals in order to achieve corporate goals.Good leadership will influence employees' and leaders' performance and work motivation.The leader's role in a company is assertive.Still, a leader must recognize the role of the workforce or employees' significance.A leader is required to have strong characteristic to develop his subordinates' perspective or act decisively (Dubrin, 2006: 10-11).
Mangkuprawira (2017: 122) defined work discipline is correlated with employee characteristic who intentionally follows the organisation's regulations and principles.Work discipline can be defined as managerial endeavour of company management.Its functions consist of how employees carry out organizational standards in the company in a measured manner to achieve the company's goals or objectives.Work discipline becomes part of the performance (Setiayawan & Waridin, 2006).The performance of the employee will increase as a result of work discipline.Many studies have proven that work discipline influences employee performance.
Problems that arise at Empat Putra Utama Bersama Ltd, a company engaged in the procurement of spare parts and maintenance, are based on data for 2019-2022, the performance of employees of Empat Putra Utama Bersama Ltd experienced fluctuations during the last four years in which it could not fulfil its targets, resulting in the company's goals and targets not being achieved.Not achieving this target is indeed a problem for the company, both the company itself and partner companies that collaborate with Empat Putra Utama Bersama Ltd.
According to the researcher's observations, the directors of Empat Putra Utama Bersama Ltd shared a lack of involvement and cooperation with their employees, resulting in inadequate performance.Directors are the driving force and one of the most significant actors in accomplishing the company's goals (Ridwan, 2018).Leadership also plays an important role in managing human resources to produce performance that meets company standards (F.R. Putri & Kustini, 2021).A leader should be able to participate and collaborate well or guide his subordinates to complete their satisfactory work.A leader's lack of firmness towards his subordinates can also cause problems in the company's operational activities, disrupting and affecting employee performance and impacting company performance.
Aside from leadership, the issue that has been identified as influencing performance is work discipline.According to observations and employee attendance records, several employees are frequently late, and there is a rise in employee absences without explanation.Employees who are absent and late for work are more likely to neglect or fail to execute jobs adequately, which is far from what is expected.The increasing number of unexplained absenteeism and lateness indicates a lack of discipline (Widiastri & Bagia, 2020).Work discipline is essential since the employees' disciplines indeed affect the work performance they achieve.The discipline formed within employees reflects responsibility in carrying out work.It can increase work morale, which impacts performance and can achieve company goals (F.I. Putri & Kustini, 2021).However, Sari (2014) mentioned that work discipline has no impact on the employees performance.In contrast, according to Marjaya & Pasaribu (2019), leadership has an insignificant negative effect on employee performance.As a result, the researcher intends to conduct more studies to determine if both work discipline and leadership do have the impact of the performance of each employee.

LITERATURE REVIEW Leadership
According to Gary Yukl as cited in Edison et al. (2017:87), Leadership is the process of persuading others to comprehend and cooperate on the tasks that need to be done and how the duties are efficiently carried out, as well as encouraging individual and collective efforts to achieve common goals.Weak Leadership will impede operational activities; contrarily, strong Leadership encourages subordinate achievements and activities to achieve goals (Muafi, 2019).According to Veitzhal Rivai, cited from Pratama (2019), leadership indicators are divided into (1) Ability to foster good cooperation and relationships, (2) Effectiveness ability, (3) Participative Leadership, and (4) Ability to entrust tasks and time.

Work Discipline
Afandi, as cited Zultilhansyah & Haryanti (2020), expressed that work discipline is part of employee adherence to all regulations set by the company.Employee behaviors that violate regulations show whether or not their behavior is under control.Meanwhile, according to Hasibuan (2018), discipline is a person's awareness and willingness to obey all company regulations and applicable social norms.Indicators of work discipline, according to Afandi (2018:21), are (1) Punctuality, (2) Effective time management, (3) No absenteeism, and (4) Complying with all organizational and company regulations.Work Performance Kasmir (2018:182) stated that performance is arguably resulted from work.Moreover, work behavior is attained by accomplishing the obligations and responsibilities assigned in a specific time period.Meanwhile, according to Mangkunegara, as cited in Immanuel (2019) The outcome of an employee's performance is the quality and quantity of work performed while fulfilling his responsibilities.Performance indicators, according to Mangkunegara (2018), are: (1) Quality of work, (2) Quantity of work, (3) Implementation of tasks, (4) Responsibility.

METHODOLOGY
This research was quantitative research using independent variables, particularly Leadership (X1), Work Discipline (X2) and Performance (Y) as the dependent variable.The data collection method employed primary data collected through questionnaires distributed to Empat Putra Utama Bersama Ltd employees as the respondents.1 proves that all reflective indicators on the Leadership (X1), Work Discipline (X2), and Performance (Y) variables display factor loading (original sample)which is bigger than 0.50 and significant (T-Statistic value more than the α= value 0.05 (5%) = 1.96).Thus, the displayed findings of all indicators have fulfilled convergent or good validity.
Figure 1.PLS Conceptual Model

Table 1 .
outer loadings Source : Processed data Table

Table 1
displays the value ofR^2=0,843.With a percentage of 84.3%, the model can define the performance phenomena, which is influenced by exogenous factors, specifically Leadership (X1) and Work Discipline (X2).In comparison, except for the Leadership and Work Discipline categories, the remaining 15.7% is determined by variables beyond the scope of this research.