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Methods in collecting data in this study are questionnaires, interviews, and documentation. Methods of data analysis using descriptive and quantitative method with multiple linear regression analysis is used to measure the Factors Influencing Employee Performance Against Local Government Bureau Secretariat On Sulawesi Selatan consisting of motivation, working environment and Organizational Commitment. Based on the F test of independent variables (Motivation, Work Environment and Organizational Commitment) together have a positive and significant influence on the dependent variable (employee performance). Through testing the correlation coefficient (R) obtained that the level of correlation or relationship between Motivation, Work environment and Organizational Commitment to Employee Performance is a high relationship that is 84.1%. And organizational commitment is the most dominant factor influencing performance Bureau of Local Government Employees At the Regional Secretariat of South Sulawesi province. Organizational performance is always related to productivity. An organization is called productive when it can achieve its goals, by transferring inputs to output at the lowest cost. Performance within the organization is the answer to the success and failure of the organization goals that have been set. Leaders or managers often do not pay attention unless it is very bad or everything goes awry. Some of these are quite interesting and important issues, because they benefit the interests of individuals, communities, nations and countries. One of the factors that can lead to greater employee productivity are efforts to increase employee motivation adequate, such as meeting the needs of both internal or external. There are several other factors that may affect the performance of government apparatus in addition to motivation. Another factor that also affects the performance of employees within a company is the work environment. Although the work environment does not carry out work processes within a company, but the work environment has a direct influence on employees who carry out the work process. The Regional Government Bureau is headed by the Head of Bureau which has the main duty of preparing materials, coordination, guidance, facilities, monitoring and evaluation of compilation and implementation of local government implementation policy, local government performance, autonomous regional development and governance arrangement. According to the Governor Regulation No. 5 of 2009 on the Main Duty, Function and Details of the Duties of Structural Position at the Regional Secretariat of South Sulawesi Province, that the SubDivision of Administration of the Regional Representative Council is preparing the materials and examining administrative files in the framework of proposal, approval, dismissal and appointment of the chairman and members of the House of Representatives District / Municipal and Provincial Parliament. Absence or absenteeism is one indicator that can be used as a tool to measure employees' organizational commitment to the company. As suggested by Mathis and Jackson (2000), that: "The commitment the organization has a significance level of trust and acceptance workforce to organizational goals and have a desire to remain in the organization, which in turn is reflected in the statistics absence and went out of labor". Things like this, showing the employees have a low attitude of work discipline. Thus it can be said that the organizational commitment was low. Based on the problems described above, the writer interested to do research titled "Factors Influencing Employee Performance Against Local Government Bureau Secretariat On Sulawesi Selatan". I. Method The research was conducted at the Bureau of Local Government Regional Secretariat of South Sulawesi province. The choice of location is based on the consideration of the acquisition of data and information easily available and do not cost too much, and are relevant to the subject matter which is the object of research. Population is the sum of all objects (units / individuals) whose characteristics are to be expected (Djarwanto, 1998: 107). The population is the total number of which will be the object of research is all employees (ANS) in the Bureau of Local Government Regional Secretariat of South Sulawesi province with the number of 253 people. The study sample is part of the population taken as a data source and can represent the entire population. Seeing the large population, the sampling using Proportional Random samplin statified techniques, Total sample is 72 respondents. Data collection methods used in this study are as follows: Questionnaires are data collection through a list of questions or a questionnaire distributed to respondents, Factors Affecting Employees 'Performance At The Regional Local Government Bureau Regency Of .. DOI: 10.9790/487X-1905068289 www.iosrjournals.org 83 | Page Observation is a technique of collecting data through direct observation of daily activities related to aviation, Documentation is data collection techniques by studying the documents, reports and information relating to research, Interview is data collection techniques to conduct interviews to obtain information from respondents relevant to the research. The method used in this research is the multiple regression analysis to test the hypothesis with SPSS 21 with the formula Regression as follows: Y = bo+b1x1+b2x2+b3x3+ε With: Y = Employee performance; x 1 = Motivation; x 2= an Environmental Work; x 3= Organizational Commitment; b 0 = Constant regression; b 1, b 2, .. b 3 = Regression coefficients (parameters) to be estimated; Ε = Error term Furthermore, to determine the effect of independent variables on related variables, both together (F test) or individually t-test and the coefficient of determination (R 2) and partially (r 2). Performance is the result of work achieved by employees in carrying out the tasks assigned to him. Effective performance is the minimum acceptable level of work output. This is usually the boundary line where employees who work below this line are considered incompetent to do the job. Performance of employees can be seen based on indicators Loyalty, honesty, skill, attitude and behavior and responsibility is the degree of selfbonding to the organization. Motivation is "giving impulses that cause the individual to act in the person behaves in a way that leads to the goal". Someone who has high motivation, then he will work hard, maintain hard steps, and have selfcontrolled behavior toward important goals. Thus the high motivation of an employee in the work will result in high performance as well. Indicators used to measure the motivation of the following payments / wages, job security, relationships among workers, supervision (supervisors) and the work itself. The work environment is all the circumstances that occur relating to the relationship work, either relationship with superiors or peer relationships, or relationships with below. Indicators Working Environment is measured by respondent's opinion as follows: Continuous and tight supervision, Working atmosphere encourages morale, rewards, harmonious relationships and Employees are treated objectively. Organizational commitment is a belief that binds a person with the organization where he works, which is shown by loyalty, involvement in work and identification of organizational values and goals. As a grand theory that distinguishes the organizational commitment of three components: affective commitment (affective commitment), continuance commitment (continuence commitment) and normative commitment (normative commitment). Affective commitment (Affective Commitment), indicators: Trust in the organization's objectives, Continuing Commitment (Commitment Continuence): Motivation based benefits, work motivation based on contributions. Normative commitment (Commitment Normative): To uphold the duties and obligations imposed, Maintaining a positive image of the organization. And all of the above variables are measured using the Likert scale by grouping into five categories: (i) 5 = Strongly agree, (ii) 4 = Agree, (iii) 3 = Less agree, (iv) 2 = Disagree, (v ) 1 = Strongly disagree. II. Results And Discussion Descriptive Analysis Descriptive analysis is the result of research that describes the analysis of several factors that influence employee performance Bureau Local Government Regional Secretariat of South Sulawesi province, based on the feasibility employee respondents respondents in providing information to the questionnaire questions submitted in accordance with the level of understanding of the substance of the respondent. The study looked at variables Y and X, diimana dependent variable is employee performance (Y), while the independent variable is the motivation (X1), work environment (X 2), and organizational commitment of employees (X 3). The frequency distribution of respondents' answers result is a tendency level perception of the study variables, such as motivation, work environment, and organizational commitment to employee performance n the Bureau of Local Government Secretariat Office of Sulawesi Selatan. Testing of Research Instruments According Sugiyono (2007: 233), corrected item total correlation is a correlation between the total score of the item, so open to interpretation by consulting the critical value of r-table, if r arithmetic> rcritical value tables product moment the instrument is valid or it can be said that the item statement From the reflection of each variable in this study its existence on the research instrument is valid (valid). Reliability test is performed to know the stability and consistency if re-measured with the same subject. Reliability measurement is done by using Cronbach's alpha (Cronbach alpha). From the test results are analyzed Factors Affecting Employees 'Performance At The Regional Local Government Bureau Regency Of .. DOI: 10

iosr journal of business and management

Motivation, Work Environment and Organizational Commitment to Performance at the Regional Local Government Bureau Regency of Provincial Area South Sulawesi