THE EFFECT OF COMPENSATION, LEADERSHIP STYLE AND WORK DISCIPLINE ON THE PERFORMANCE OF HOSPITAL EMPLOYEE IN UNITED STATES

This study aims to find out how InfluenceCompensation, Leadership Style and Work Discipline on the Performance of Hospital Employee In United States. Therefore the author is interested in taking the title "The Influence of Compensation, Leadership Style and Work Discipline on the Performance of Hospital Employee In United States. The results of testing the hypothesis using multiple regression analysis and t test show that: a ttable value of 2.048 is obtained. From this description it can be seen that tcount (2.591) > ttable (2.048), likewise with a significance value of 0.01< 0.05 then it can be concluded hypothesisfirst received, that is Compensation Variable (X1)positive and significant effect on Employee Performance Variable (Y).A ttable value of 2.048 is obtained. From this description it can be seen that tcount (0.016) < ttable (2.048), likewise with a significance value of 0.98> 0.05 it can be concluded hypothesisboth rejected, meaningLeadership Style Variable (X2) has no effect on Employee Performance Variable (Y).A ttable value of 2.048 is obtained. From this description it can be seen that tcount (1.257) < ttable (2.048), and a significance value of 0.22 > 0.05, it can be concluded that the third hypothesis is rejected, meaningWork Discipline Variable (X3) has no effecton Employee Performance Variable (Y). The Ftable value of 2.98 is obtained. From this description it can be seen that Fcount (9,470) > Ftable (2.98), and a significance value of 0,00<0.05, it can be concluded that the fourth hypothesis is accepted, meaning that the Compensation Variable (X1), Leadership Style Variable (X2) and Work Discipline Variable (X3) have a positive and significant simultaneous effect on Work Discipline Variable (Y)


INTRODUCTION
Human Resource Management is needed to organize and organize every employee in each field. One of these tasks is carried out by the personnel sector where it is assigned to manage employees in certain fields and organize them. In the era of globalization, the personnel sector has begun to play a broader role in the selection, training, placement or promotion of employees.Talking about public services and government agencies, is basically about how to maximize existing human resources to carry out the function of serving the community so that good governance is realized in related agencies. In carrying out tasks and performance, employees are expected to be able to work well and maximize their abilities in carrying out their work. According to Bastian (2010: 2) states that performance is a description of the level of achievement of the implementation of an activity/program/policy in realizing the goals, objectives, mission and vision of the organization contained in the formulation of a strategic scheme (strategic planning) of an organization. Based on the explanation above, performance is a result achieved by someone in carrying out tasks based on skills, experience and sincerity as well as time according to predetermined standards and criteria. The following is the performance carried out by the Hospital Employee In United States. Source: Data Processed 2020 The table above explains how the work was carried out by the manpower office in polishing workers so that they can occupy a job and the progress of its development as measured in the past year. According to Hasibuan (2017: 119) Compensation is all income in the form of money, direct or indirect goods received by employees as a reward for services provided to the company. Establishing an effective compensation system is an important part of human resource management because it helps attract and retain talented jobs. In addition, the company/agency compensation system has an impact on strategic performance. Therefore this study tries to explain how compensation is related to performance where compensation is expected by employees as one of fulfilling their needs at a sufficient level so that all work is done by employees properly. The leadership style generally assumes that people's opinions are better than their own and that participation will lead to responsibility for its implementation. Another assumption is that participation provides opportunities for members to develop their employees so that employees can continue to be innovative and creative (Rivai, 2014). Democratic leaders are leaders who have the characteristics of good responsibility and cooperation, strength in the active participation of members, respecting every potential, and also utilizing each member according to their expertise. Democratic leaders are very good, what else is applied in organizations that have critical members. However, we see the practice in the field, this type of democratic leadership also has weaknesses. Especially if an organization consists of members who think critically. The fact of the leadership style explained here is that the pressure exerted by superiors on completing all work on time which is considered as an authoritarian leadership style without support and motivation is something wrong, so a leader must be able to provide good work motivation for his employees. Work motivation will affect employees in carrying out their work processes within the company, so that a good leadership style will not guarantee the success of a company if employees do not have good motivation at work. Work motivation possessed by employees will measure the work loyalty given by an employee for the company where he works. A leader must be able to establish good communication with his employees. Not only that, but there are times when employees within the company also have to take part in the problems that are being experienced by the company. According to Singodimedjo in Edy Sutrisno (2016: 86), states that Discipline is "an attitude of willingness and willingness of a person to obey and comply with the norms of regulations that apply around him. From the understanding of communication above, it can be concluded that communication is a process of sending and receiving messages that occur between sources and recipients and then produce an understanding that can affect one another. Related to the success of a company or organization, every communication process that takes place between individuals will produce influences that support the performance of employees. The research found one phenomenon, namely regarding the discipline of employees,.

Compensation
Compensation is everything that employees receive as remuneration that is able to provide satisfaction to employees for the work that has been completed. Compensation is divided into two types of financial compensation and non-financial compensation. Inadequate compensation reduces employees' sense of organizational commitment, job satisfaction and work motivation (Fatimah, 2013:50). Compensation justice through job satisfaction can build organizational commitment and reduce employee turnover rates (Robert Coulson cited Rahayu, 2012: 79). It's not just compensation that can determine a company's success and maintain employee turnover rates,

Leadership Style
The leadership style generally assumes that people's opinions are better than their own and that participation will lead to responsibility for its implementation. Another assumption is that participation provides opportunities for members to develop their employees so that employees can continue to be innovative and creative (Rivai, 2014). These styles can vary on the basis of motivation, power or orientation towards a particular task or person. Among several leadership styles, there are positive and negative leaders, where the differences are based on the way and their efforts to motivate their subordinates. If the approach to giving motivation emphasizes rewards (both economic and noneconomic) it means that a positive leadership style has been used. Conversely, if the approach emphasizes punishment or punishment, it means that he is applying a negative

Work Discipline
According to Singodimedjo in Edy Sutrisno (2016: 86), states that Discipline is "an attitude of willingness and willingness of a person to obey and comply with the norms of regulations that apply around him. From the understanding of communication above, it can be concluded that communication is a process of sending and receiving messages that occur between sources and recipients and then produce an understanding that can affect one another. Related to the success of a company or organization, every communication process that takes place between individuals will produce influences that support the performance of employees.

Performance
Performance refers to employee achievements as measured based on standards or criteria set by the company. The definition of work performance or performance is given a limit. as a person's success in carrying out a job. Bastian (2010: 2) states that performance is a description of the level of achievement of the implementation of an activity/program/policy in realizing the goals, objectives, mission and vision of the organization contained in the formulation of a strategic scheme (strategic planning) of an organization. So, performance is the willingness of a person or group of people to carry out activities or perfect them in accordance with their responsibilities with the expected results.

Data Types and Sources a. Data Type
1) Quantitative Data Quantitative data according to Sugiyono (2015: 190) is data in the form of numbers or qualitative data that is numbered. b. Data source 1) Primary Data Primary data is a data source that directly provides data to data collectors. In this study, primary data is in the form of data from questionnaires and interviews conducted by researchers. Sugiyono (2012: 193)

Data collection technique
The data collection technique used is by:

Questionnaire
The processing of data in this study uses a Likert Scale.According to Sugiyono (2013: 132) "Likert scale is used to measure attitudes, opinions and perceptions of a person or group of people about social phenomena". which has been filled in by the respondent needs to be scored. The following is the weight of the rating on the Likert scale.

Interview
According to Sugiyono (2015: 231) interviews are a data collection technique if the researcher wants to conduct a preliminary study to find problems that must be studied, but also if the researcher wants to know things from respondents that are more in-depth.

Library Studies
Literature study, according to Nazir (2013)

Reliability Test
Reliability is an index that shows the extent to which a measuring device can be trusted or relied on. According to Sugiyono (2013) A factor is declared reliable if the Cronbach Alpha is greater than 0.6. Based on the results of data processing using SPSS 25 for windows, the following results are obtained:

Classic assumption test
The testing of the classical assumptions with the SPSS 25 for windows program carried out in this study includes: 1. Normality test The Normality Test aims to test whether in the regression model, the confounding or residual variables have a normal distribution (Ghozali, 2016). Data normality testing can be done using two methods, graphics and statistics. The normality test for the graphical method uses the normal probability plot, while the normality test for the statistical method uses the one sample Kolmogorov Smirnov test. The normality test using the graphical method can be seen in the following figure:

Figure 4.3 Normal P Plot
Data that is normally distributed will form a straight diagonal line and residual data plotting will be compared with the diagonal line, if the residual data distribution is normal then the line that describes the actual data will follow the diagonal line (Ghozali, 2016). The test results using SPSS 25.00 are as follows:  Source: Data processed from attachment 4 (2020) From the output in table 4.8 it can be seen that the significance value (Monte Carlo Sig. Lower Bound) of all variables is 0.600. If the significance is more than 0.05, then the residual value is normal, so it can be concluded that all variables are normally distributed.

Multicollinearity Test
The multicollinearity test aims to determine whether there is a correlation between the independent variables in the regression model. The multicollinearity test in this study was seen from the tolerance value or variance inflation factor (VIF). The calculation of the tolerance value or VIF with the SPSS 25 for windows program can be seen in Table  4.9 below:  1.778, all of which are less than 10. Based on the calculation results above it can be seen that the tolerance value of all independent variables is greater than 0, 10 and the VIF values of all independent variables are also less than 10 so that there are no correlation symptoms in the independent variables. So it can be concluded that there are no symptoms of multicollinearity between independent variables in the regression model.

Heteroscedasticity Test
The heteroscedasticity test aims to test whether from the regression model there is an inequality of variance from the residuals of one observation to another. A good regression model is one that has homoscedasticity or does not have heteroscedasticity. One way to detect the presence or absence of heteroscedasticity is with the Glejser test, in the glejser test, if the independent variable is statistically significant in influencing the dependent variable then there is an indication of heteroscedasticity occurring. Conversely, if the independent variable is not statistically significant in influencing the dependent variable, then there is no indication of heteroscedasticity. This is observed from the significance probability above the 5% confidence level (Ghozali, 2016). The results of data processing using SPSS 25.00 show the results in the following table: Source: Data processed from attachment 4 (2020) Based on the test above, the significance value of compensation is greater than 0.05 (5%), namely 0.682, testing the significance value of leadership style is greater than 0.05 (5%), namely 0.590, testing the significance value of work discipline is greater than 0.05 (5 %), namely 0.955, there is no indication of heteroscedasticity.

Coefficient of Determination (R2)
The coefficient of determination is used to see how much the independent variable contributes to the dependent variable. In other words, the value of the determinant coefficient is used to measure the magnitude of the contribution of the studied variables X and Y as the dependent variable. The greater the value of the coefficient of determination, the better the ability of variable X to explain variable Y. If the determination (R2) is greater (close to 1), then it can be said that the influence of variable X is large on variable Y. The formula for the coefficient of determination is as follows: This shows that the model used is getting stronger to explain the effect of variable X on variable Y. Conversely, if the determination (R2) is smaller (closer to zero), it can be said that the effect of variable X on variable Y is smaller. This shows that the model used is increasingly not strong enough to explain the effect of variable X on variable Y.
The value used in viewing the coefficient of determination in this study is in the adjusted R square column. This is because the value of the adjusted R square is not susceptible to the addition of independent variables. The value of the coefficient of determination can be seen in Table 4.12 below:  Source: Data processed from attachment 4 (2020) The form of hypothesis testing based on statistics and curves can be described as follows: Decision Making Criteria: a) If the calculated F value > F table or Sig. < 0.05 then Ha is accepted and H0 is rejected. b) If the calculated F value < F table or Sig. > 0.05 then Ha is rejected and H0 is accepted. From table 4.14, the Fcount value is obtained9,470With α = 5%, dk quantifier: 3, dk denominator: 30-3-1 (5%; 3; 26) the Ftable value is 2.98. From this description it can be seen that Fcount (9,470) > Ftable (2.98), and a significance value of 0,00<0.05, it can be concluded that the fourth hypothesis is accepted, meaning that the Compensation Variable (X1), Leadership Style Variable (X2) and Work Discipline Variable (X3) have a positive and significant effect together (simultaneously) on Employee Performance Variable (Y).