The Influence of Motivation, Job Satisfaction, and Work Discipline in Employee Performance at Nutrihub Medan

This research was conducted to investigate and assess the impact of discipline, job happiness, and motivation on worker performance at Nutrihub Medan. A questionnaire was issued to 80 employees of the business, which is located in Jalan Sei Besitang Gg. Baru No. 16, Sei Sikambig D, Kec. Petition Field, in order to collect the data. This study uses SPSS version 25 for data analysis. The validity test, the reliability test with Alpha Crobach's alpha, the traditional assumption test, and multiple linear regression analysis to prove the research hypothesis. The results of the analysis prove that motivation has no considerable impact on employee performance, including work discipline and job satisfaction.


Definition of Work Discipline
Work discipline is the awareness and readiness of employees to adhere to all applicable corporate policies and social norms, according to Sinambela (2018, 335).
Work discipline is defined as "an order or regulation made by the management of an organization, ratified by the board of commissioners or capital owners, agreed upon by the union, and known to the Manpower Office," by (Afandi, 2018 11).

Performance Definition
According to Rismawati and Mattalata (2018⁚2) performance is a condition that must be known and confirmed to certain parties to determine the level of achievement of the results of an institution related to the vision carried out by a company or company and to know the positive and negative effects of an operational policy.
According to Afandi (2018⁚83) performance is work acquisition that can be achieved by a person or group of people in a company in accordance with their respective authorities and responsibilities in an effort to achieve organizational goals in an illegal manner, does not violate the law and does not conflict with morals and ethics.
According to Fahmi (2018⁚2) Performance is the result obtained by an organization, both the organization is profit-oriented and non-profit oriented which is produced over a period of time. Hutabarat,Sitanggang,Rezeki,Siregar,Harahap 558

Theory of the influence of motivation on employees
According to Handayani (2018) it shows that there is a positive and significant influence between work motivation and employee

Theoretical framework for the connection between employee performance and job satisfaction
According to Edy Sutrisno (2019, p, 74) job satisfaction is an employee's attitude towards work related to work situations, work, cooperation between employees, rewards received at work, as well as matters relating to psychological factors.

Theory of how employee performance is influenced by work discipline
According to Rivai (2019) "Work discipline is a tool used by managers to communicate with employees so that they are willing to change behavior and as an effort to increase awareness and willingness to comply with all company regulations and applicable social norms.

Figure 1.Conceptual Framework
Conceptual Framework, the hypothesis can be taken from this study, namely ⁚ H1 ⁚ Motivation affects employee performance at NUTRIHUB MEDAN H2 ⁚ Work discipline has an impact on employee performance at NUTRIHUB MEDAN H3 :Job happiness also influences performance there. H4 ⁚ Employee performance at NUTRIHUB MEDAN is influenced by motivation, job happiness, and work ethics.

METODOLOGY
This journal research will be carried out at NUTRIHUB MEDAN which is located on Jalan Sei Besitang Gang Baru No.16, Sei Sikambing D Medan. The research time is planned for September 2022 to December 2022.The approach to be implemented in this study is a scientific strategy. Sugiyono (2018, p. 15) claims that the quantitative approach is a methodology founded on the positivist school of thought. aimed at describing and testing the hypotheses

H1
Indonesian Journal of Business Analytics (IJBA) June, Vol. 3,No.3, 2023: 555-572 559 made by researchers. This method will contain research data starting from collection, processing, and acquisition which is dominated by numbers. Sugiono (2018, p. 87) states that "the entire object or individual who has characteristics is included in the research material." The study's sample, which consisted of 100 participants, was made up entirely of Nutrihub Medan personnel. To calculate the number of samples, Sugiono (2018, p. 87) states that "A portion of the population used to observe its characteristics is called a sample." 80 individuals were selected from Nutrihub Medan so that The study and validity testing could include samples from the complete population of 100 employees..4 Data Gathering Methods According to Sugiono (2019), There are three types of data collection methods: interviews, documentation, and questionnaires. The data sources Both primary and secondary data were employed in this investigation, according to Sugiono (2019: 296). The dependent variable's functional definition and the independent variable is as follows:

Data Collection Techniques Classical Assumption Test Normality Test
According to Ghozali (2018: 161), the goal of the normalcy test is to identify whether the residual or confounding variables are present. The regression model must have a normal distribution. If the significance is >0.05, the data are normally distributed; if it is 0.05, they are not normally distributed. Kolmogorov-Smirnov formula. is used in this normality test. Multicollinearity Test II.8.2 According to Ghozali (2018: 105) "to find and check to see if the independent variables are correlated. The multi-collinearity test is seen from the tolerance value and the Variance Inflation Factor (VIF). If the VIF value < 10, it means that there is no multicollinearity. if the VIF value > 10 then there is multicollinearity in the data.

Heteroscedasticity Test
According to Ghozali (2018: 135), " to determine whether the variance of the residuals from one observation to another will be unequal in the regression Y = a +b₁ .x₁ + b₂ .x₂ + b₃ .x₃ + e model. Whether or not heteroscedasticity occurs will be seen from the value of the Spearman Rank correlation coefficient with each independent variable and the confounding variable. If the probability value (sig) is > 0.05, there will be no heteroscedasticity.

Research Data Analysis Model Research Model
For a purpose and a research hypothesis, the research model that will be used is the multiple linear regression analysis method. With the formula: Information : Y : Employee Performance a : constant X₁ : Work Motivation b₁,₂,₃ : Regression Coefficient of Independent Variable X₂ : Job Satisfaction e : Standard Error 5% X₃ :Work Discipline

Coefficient of Determination
The coefficient of determination (adjusted R²) according to Ghozali (2018: 97) assesses how far the model's ability when explaining the dependent variable is with a value between zero to one (0<R²<1). A small adjusted R² value means the ability of the independent variables to explain variation the dependent variable is very limited.

Simultaneous Hypothesis Testing (F-Test)
The F test, according to Ghozali (2018: 98), was used to demonstrate that all independent variables in the model that have a combined effect on the dependent variable were included. The significance level for the test criteria is set at 0.05. The research model is appropriate for use If the significance value is larger than or equal to 0.05, it should not be used, and if it is less than or equal to 0.05, it should not be used.

Partial Hypothesis Testing (Test -t)
The t test was used, according to Ghozali (2018: 98), to determine the impact of each independent variable on the dependent variable. The test is conducted under the conditions that the hypothesis is accepted if the significance value is less than 0.05 and rejected if it is more than 0.05.

General Description of the NUTRIHUB MEDAN Company
NUTRIHUB is a place for inter-community collaboration that aims to be a creative home for inter-community partners with PT Nutrifood. Nutrihub is engaged in the health food and beverage industry which aims to know more about one's own potential and develop and become a big contributor to Indonesia. Nutrihub Medan, which is located at Jl. Sei Besitang, No. 16. Last year, Nutrihub made it a national company that produces healthful food and beverage products. The products available at Nutrihub are Nutrisari,Lokarate, Milo, Tropicana, L-Men Protein Crunch snacks. Nutrihub inaugurated a healthy millennial area to exchange healthy ideas and actions. Nutrihub Medan is the 10th Nutrihub after previously Nutrihub was present in the cities of Pekanbaru, Palembang, Jakarta, Tangerang, Bandung, Yogyakarta, Surabaya, Bali and Manado. Nutrihub also invites young people to stand up because what the world really needs now is for young people to have achievements, contribute more to many people and also be able to know more about their own potential.

Vision
Helping our customers achieve longer healthy lives through our leading leading brands Mission "Inspiring a nutritious life"

Descriptive Statistical Analysis
For research at NUTRIHUB Employee performance was the dependent variable in Medan, and the observed independent factors were motivation (X1), job satisfaction (X2), and work discipline (X3). You can see descriptive statistics in the table below: From the number of output tables showing the answers of 80 respondents, the acquisition of motivation variable measurements (X1) obtained a small (minimum) score of 6.00, The highest score is 16, the mean is 14, the standard deviation is 1, and the mean score is 14. According to the findings of measuring the X2 variable for job satisfaction, 80 respondents Got a score that ranged from 9.00 to 16.00, with an average of 13.6625 and a standard deviation of 1.77139. In light of the results of measuring the variable "Work discipline" (X3), 80 respondents received scores ranging from 8.00 (the minimum) to 16.00 (the maximum), with a mean of 13.3125 and a 2.08426 standard deviation. The evaluation's findings for 80 respondents' employee performance variable (Y) yielded the following scores: 10.00 for the lowest (minimum) score, 16.00 for the

Classical Assumption Test Results
The traditional assumption test is the first step utilized prior to multiple linear regression analysis, claims Ghozali (2018). The purpose of this test is to provide assurance that the regression coefficients are impartial, consistent, and have reliable estimates. The traditional assumption test is used to demonstrate that the test procedure has passed heteroscedasticity, autocollinearity, multicollinearity, and normalcy of the data, allowing for the test to be applied to linear regression analysis.

Normality Test
To determine if the residuals are regularly distributed or not, two systems are obtained, namely:

Try out some graphics
Using a histogram graphic, which contrasts the noticed It is possible to evaluate data when their distribution resembles a normal distribution. if the residuals are normally distributed.
The graph below shows the test results: a. Histogram graph Considering the image above, the normal P.regression It may be inferred that the regression model is normally distributed from the Above, in the Standardized Residual, are the points that disperse around the diagonal and then move in the direction of the diagonal line..

Statistical Evaluation
The Kolmogorov-Smirnov (K-S) non-parametric statistical test can be utilized for the normality test. The test requirements are: 1. The data are regularly distributed if the significance value is greater than 0.05. 2. The data are not regularly distributed if the significance value is less than 0.05. Kolmogorof_Smirnov Normality Test One-Sample Kolmogorov-Smirnov Test is the normality test according to statistics employing Kolmogorov-Smirnov.

Multicollinearity Test
Multicollinearity can be seen in the variance inflation factor (VIF) and tolerance calculations. for A tiny tolerance value is balanced by using a high VIF value since VIF =1/tolerance is used to signal Multicollinearity, for instance when the tolerance value is >0.10 or comparable to a VIF value of 10. The Multicollinearity test's findings are as follows: Demonstrates that the tolerance Motivation (X1) is valued 0.795, job satisfaction (X2) is 0.661, and work discipline (X3) is worth 0.3 for each independent variable. worth 0.651 more than 0.1, although motivation (X1) is worth 1.268, job satisfaction (X2) is worth 1.513, and work discipline (X3) is worth 1.537, the VIF value for each independent variable is less than 10, showing that the data is free from multicollinearity.

Hetoscedasticity Test
Two tests are used to determine heteroscedasticity, namely: The data is shown to be free from hetoroscedasticity in the image above since it expands erratically, travels away from point 0 and does not form a regular pattern.  Table 5. demonstrates a substantial number of independent motivational tables (X1) worth 0.986 > 0.05, independent job satisfaction variables (X2) worth 0.839, and independent work discipline variables (X3) worth 0.007 > 0.05. As a result, it may be claimed that the Glejser test results do not have a heteroscedasticity issue.

Results of Research Data Analysis
Multiple linear regression analysis is being utilized to examine the study hypothesis. The equation for multiple linear regression is as follows: The following is the justification for the multiple linear regression: 1. If there is no value for the variable motivation, job happiness, and work discipline, constant (a) worth 1.975 is applied. Consequently, the company's employees have an achievement value of 1.975.
2. For each unit increase in the work motivation variable, the motivational variable (X1), valued 0.160, is applied. Using the supposition that the other variables are constant, the value of employee achievement will then rise by 0.160 units. 3. The variable (X2) with a value of 0.233 is utilized to account for each rise in the work satisfaction variable that is worth a unit. Assuming that all other factors stay the same, employee achievement will consequently increase by 0.233 units in value. 4. The work discipline variable (X3) has a value of 0.487, which indicates that the value rises by 1 for each unit increment. The employee's achievement value will then increase by 0.487 units on the assumption that the other variables stay the same. Coefficient of Determination of the Hypothesis Corrected coefficient of determination, which equates the method of making each sum of squares with degrees of freedom, is used to adjust R square. The coefficient of determination (R square) value is 0.576, showing that work discipline (X3), job satisfaction (X2), and motivating variables (X1) all have a role in the outcome. can account for 57.6% of the variation in employee performance variables (Y). 42.4 percent of the study's variance is made up of other independent variables. Y = 1.975 + 0,160X₁ + 0,233X₂ + 0,487X₃ Hutabarat,Sitanggang,Rezeki,Siregar,Harahap 568

Simultaneous Hypothesis Testing (F test)
The results of the F test are seen in the table, namely: Source: SPSS research results 25 Degrees of freedom 1 (df1) = k = -1 =4 -1 =3, and degrees of freedom 2 (df2) = n-k = 80-4 = 76 based on the table above. which equals n = all samples, k = all variables, and ultimately, the Ftable value at the 0.05 level of confidence of significance is 2.49. Testing the hypothesis yielded Fcount valued at 34,461 more than Ftable valued at 2.49 with sig, 0.000 0.05; the results then indicate whether the hypothesis should be accepted or rejected. Consequently, work discipline, job happiness, and motivation all have a considerable positive impact on employee performance characteristics. at Nutrihub Medan.

Testing the partial hypothesis test (t test)
The results of the t test are seen in the table, namely:  783 1.99210) and a sig value of 0.079>0.05, the hypothesis is disproved and the sig value is accepted. It has been determined that at Nutrihub Medan, staff performance is influenced by motivating factors.
The satisfaction The hypothesis is accepted since variable (X2) has a tcount of 2.375 and a ttable value of 1.99210 job satisfaction at Nutrihub Medan partially has a positive and significant impact on employee performance.
The work discipline variable (X3) has a tcount value of 5.783 and a ttable value of 1.99210. The t t value (5.783> 1.99210) and a sig value of 0.000 0.05 are considered to support the hypothesis that work discipline has a positive and substantial impact on employee performance at Nutrihub Medan.

Effect of Motivation on Employee Performance
The calculation of the hypothesis' partial evaluation shows that it has a tcount of 1.783 and a ttable value of 1.99210, indicating that the tcount > the ttable (1.783 1.99210 and a sig value of 0.079 0.05). According to Murty's (2012) assertion, employee performance is significantly and favorably impacted by work motivation.
It is clear from comparing the findings that staff performance at Nutrihub Medan may be renewed and enhanced because motivation plays a key role. because workers are improving, resulting in a higher level of motivation at Nutrihub Medan and an appreciation of their accomplishments for the benefit of the business. The findings of the motivation study have an impact on how well staff perform at Nutrihub Medan.

The Impact of Employee Performance on Job Satisfaction
As can be seen, the computation of the partial hypothesis has a tcount of 2.375 and a ttable of 1.99210, which results in a t value of (2.375 > 1.99210) and a sig.020 value of 0.05. This circumstance indicates that the hypothesis-that job happiness, at least in part, has a positive impact on employees' performance at Nutrihub Medan-is true.
According to this study, job satisfaction has a major impact on employee performance, so it would be preferable if Nutrihub Medan's employees received more attention and acknowledgment for their efforts to maintain a high level of job satisfaction. The outcomes of studies on job satisfaction have an impact on how well employees perform at Nutrihub Medan.

Effect of Work Discipline on Employee Performance
It can be seen that the calculation of the hypothesis examination in partial has a tcount of 5.783 and a ttable value of 1.99210 so that the value of tcount>ttable (5.783> 1.99210) and a sig.000 In this case, a score of 0.05 indicates that the hypothesis-that work discipline has a positive and significant impact on employee performance at Nutrihub Medan-is accepted. According to study on work discipline, it significantly affects employee performance.

CONCLUSIONS AND RECOMMENDATIONS
Several things can be inferred from the analysis's findings and the abovedescribed explanation, including According to the partial test's findings, employee performance (Y) at Nutrihub Medan is significantly and unfavorably impacted by the motivation variable (X1). Which motivating variable (X1) has a ttable value of 1.99210 and a tcount value of 1.783 such that the value (1.783 1.99210) and a sig value of 0.079> 0.05. Based on the partial results of the test, it can be concluded that employee performance at Nutrihub Medan is positively and significantly impacted by the variable Job satisfaction (X2). Which of the following motivating variables (X2) has a tcount of 2.375, a ttable of 1.9210, and a sig value of 0.020 0.05. Based on the partial test results, it can be concluded that Employee Performance (Y) at Nutrihub Medan is positively and significantly impacted by the Work Discipline variable (X3). In which the Work Discipline variable (X3) has a ttable value of 1.99210 and a tcount of 5.783, resulting in a value of (5.783 > 1.99210) and a sig value of 0.00 0.05.
For Nutrihub Medan, it is suggested to increase employee performance with motivation, job satisfaction, work discipline so that the company's targets can be achieved. For future researchers, it is advisable to use more sources and add different variables so that they can affect employee performance so that they can develop research. For Prima Indonesia University, research results can contribute to improving skills and learning in students of the Faculty of Economics.

ADVANCED RESEARCH
This research still has limitations so that further research is still needed related to this topic.