SINERGI : Jur n al Il miah Il mu Man ajemen ,  VOLUME  13  NUMBER 1  M A R C H  2023 

30 Okky Wahyudha Nur Susanto
1*), Slamet Riyadi2, Abdul Halik3 

THE IMPACT OF DISCIPLINE AND INTEGRITY ON  
THE PERFORMANCE OF TELKOM EMPLOYEES  

IN THE SOUTH SURABAYA REGION 

 

 

THE IMPACT OF DISCIPLINE AND INTEGRITY ON 

THE PERFORMANCE OF TELKOM EMPLOYEES  

IN THE SOUTH SURABAYA REGION  
 

Okky Wahyudha Nur Susanto1*), Slamet Riyadi2, Abdul Halik3 

 
123*) University 17 Agustus 1945, Surabaya, Indonesia 

 

Email: 1*)1262100003@surel.untag-sby.ac.id,  2)slametriyadi10@untag-sby.ac.id,   
3)halik@untag-sby.ac.id     

 

 
ABSTRACT 

Discipline and integrity possessed by employees is a reflection of the company's performance, both of which will be able to 

affect employee performance. Maintaining the discipline and integrity of employees is one of the important functions of 

operational human resource management because the better the level of discipline and integrity of employees, it will 

simultaneously affect the company's performance. This study aims to determine the impact of discipline and integrity on 

employee performance. Discipline is tested through example, waskat (attached supervision), firmness. Integrity is tested 

through honesty, consistency, commitment. 

Performance is tested through the quality of work, responsibility, cooperation. 

The research method is quantitative with a sample taken of 110 Telkom employees in the South Surabaya Region. The data 

analysis technique uses the Structural Equation Modeling (SEM) method using IBM SPSS Statistics and AMOS version 24 

software. The results of this study indicate that discipline and integrity have a significant influence on the performance of 

Telkom employees in the South Surabaya Region 

 

Keywords: Discipline, Integrity, Performance 

 

I. INTRODUCTION 
Employees are the most important 

resource owned by a company, of course the 

performance of an employee is positive, the 

performance of the company will also be 

positive. Therefore, to maintain or even 

improve the performance of employees who 

are disciplined and with integrity are needed. 

Discipline and integrity possessed by 

employees is a reflection of the company's 

performance, both of which will be able to 

affect employee performance. Maintaining the 

discipline and integrity of employees is one of 

the important functions of operational human 

resource management because the better the 

level of discipline and integrity of employees, 

it will simultaneously affect the company's 

performance. 

Telkom is a state-owned information 

and communication company. Telkom itself 

has received Anti-Bribery Management 

System (SMAP) certification. This 

certification was obtained due to the 

commitment and implementation of Good 

Corporate Governance (GCG). With the  

 

implementation of SMAP, of course Telkom 

Regional employees are required to always be 

disciplined, have integrity and maximize their work. 

Therefore, employees who are disciplined and have 

integrity are needed. 

According to Tarigan & Priyanto (2021) work 

discipline is very important for agencies or companies 

to determine a company's ability to carry out its 

mission and achieve certain goals. Employee 

performance can be seen from the ability, skill, 

quality of work, quantity of work, time spent by 

employees to work, and work discipline. Work 

discipline determines the success of a company in 

achieving its goals. Therefore, every company has the 

hope that the company's employees can comply with 

the regulations that have been set so that they are able 

to have a competitive advantage in facing the era of 

globalization, the information age in entering the 

industrial revolution. 

According to Sujiyanto (2017) defines 

integrity as moral excellence and equates integrity as 

"identity". Integrity is also defined as acting 

consistently in accordance with the values and code 

of ethics, in other words integrity is defined as "only 

words with deeds. According to Becker et al in Rani 



SINERGI : Jur n al Il miah Il mu Man ajemen , VOLUME  13  NUMBER 1  M A R C H  2023 

31 
Okky Wahyudha Nur Susanto1*), Slamet Riyadi2, Abdul Halik3 
THE IMPACT OF DISCIPLINE AND INTEGRITY ON  
THE PERFORMANCE OF TELKOM EMPLOYEES  
 

 

 

et al. (2018) defines integrity as something 

related to a person's trust and honesty. Integrity 

is expected to create a common goal to achieve 

what is aspired to. 

According to Hasibuan (2010: 21) 

human resource management (Human 

Resources Management) is a series of 

activities in a company for the purpose of 

directing and developing the workforce so that 

they can work effectively and efficiently. 

Human resource management functions 

include planning, organizing, directing, 

controlling, procurement, development, 

compensation, integration, maintenance, 

discipline. Based on the background and 

empirical research above, it shows that 

discipline and integrity can have a significant 

influence on an employee's performance. 

Therefore this study aims to answer this 

statement empirically. In accordance with the 

background above, the title of this study is 

"The Impact of Discipline and Integrity on the 

Performance of Telkom Employees in the 

South Surabaya Region". 

 

Employee Discipline 

According to Siagian in Kumarawati et 

al. (2017) stated that discipline is a 

management action to encourage members of 

the organization to meet the demands of 

various conditions that must be obeyed and 

standards that must be met. According to 

Hasibuan (2010: 194) indicators to measure 

employee discipline are as follows: 

1. Exemplary 
2. Supervision 
3. Firmness 

 

Employee Integrity 

Integrity is the concept of consistency 

in actions, values, methods, steps, principles, 

expectations and results. In ethics, integrity is 

considered as honesty and truth or accuracy of 

one's actions Masram & Mu'ah (2017:41). 

According to Abdullah in Eprianti et al. (2020) 

indicators to measure employee integrity are as 

follows: 

1. Honesty 
2. Consistency 
3. Commitment 

 

Employee performance 

Performance or performance according to 

Rivai in Tarigan & Priyanto (2021) is an illustration 

of the level of achievement of implementing a 

program of activities or policies in realizing the goals, 

objectives, vision and mission of the organization as 

outlined through the strategic planning of an 

organization. According to Mangkunegara in Tania 

(2017) indicators for measuring employee 

performance are as follows: 

1. Quality 
2. Responsibilities 
3. Cooperation 

 

 

II. LITERATURE REVIEW 

The conceptual framework is a link between 

the theories or concepts that support the research used 

as a guide in compiling a systematic research. The 

conceptual framework will serve as a guideline for 

researchers to systematically explain the theory used 

in the research. This research has a conceptual 

framework that will be explained in the figure below 

and more details will be explained in the following 

discussion as follows: 

 

 
 

Figure 1. Conceptual Framework 
 

Information : 

1 Variabel 

Independen 

: X1 Discipline 

X2 Integrity 

2 Variabel 

Dependen 

: Y Performance 

    
III RESEARCH HYPOTHESIS 

 

Based on the conceptual framework that has 

been described, the following hypothesis is 

formulated: 



SINERGI : Jur n al Il miah Il mu Man ajemen ,  VOLUME  13  NUMBER 1  M A R C H  2023 

32 Okky Wahyudha Nur Susanto
1*), Slamet Riyadi2, Abdul Halik3 

THE IMPACT OF DISCIPLINE AND INTEGRITY ON  
THE PERFORMANCE OF TELKOM EMPLOYEES  

IN THE SOUTH SURABAYA REGION 

 

 

Hypothesis 1 

According to Siagian in Kumarawati et 

al. (2017) stated that discipline is a 

management action to encourage members of 

the organization to meet the demands of 

various conditions that must be obeyed and 

standards that must be met. Research 

conducted by E. M. Putri et al. (2019) with the 

research title "The Effect Of Work 

Environment On Employee Performance 

Through Work Discipline" proves that shows 

that work discipline is able to mediate the 

influence of the work environment on 

employee performance. 

 

H1: Discipline has a significant influence on 

the performance of Telkom employees in the 

South Surabaya Region. 

 

Hypothesis 2 

According to Sujiyanto (2017) defines 

integrity as moral excellence and equates 

integrity as identity. Research conducted by 

Febrina & Syamsir (2020) in a study entitled 

"The Influence Of Integrity And 

Organizational Commitment On Employee 

Performance" proves that organizational 

integrity and commitment simultaneously have 

a positive and significant effect on the 

performance of ASN Office Secretariat City 

Sawahlunto, West Sumatra Province. 

 

H2: Integrity has a significant influence on the 

performance of Telkom employees in the 

South Surabaya Region. 

 

 

IV. RESEARCH METHODS 

Quantitative research model. This 

study departs from a theoretical framework, 

previous research and understanding of 

researchers based on field experience, then 

develops problems to be proposed in order to 

obtain justification for empirical data in 

accordance with conditions in the field. The 

data collection method was carried out by 

distributing questionnaires to employees who 

work in the Telkom environment in the South 

Surabaya region using the Google Form 

media. The questionnaire data is used to find 

out the empirical data of the Discipline, Integrity and 

Employee Performance variables. 

The analysis in this study was conducted to 

describe the answers from the respondents to the 

variables tested. Data analysis in this study used 

quantitative analysis using Structural Equation 

Modeling (SEM) analysis techniques using IBM 

SPSS Statistics and AMOS version 24 software. 

Measurement of the variables of Discipline (X1), 

Integrity (X2), Employee Performance (Y) uses a 

Likert scale which consists of five answer scales. 

Answers from respondents will be given a score as 

follows: 

1 Strongly Agree : 5 

2 Agree : 4 

3 Neutral : 3 

4 Disagree : 2 

5 Strongly Disagree : 1 

 

Population and Sample 

Population is a generalized area consisting of 

objects/subjects that have certain qualities and 

characteristics determined by researchers to be 

studied and then conclusions drawn in Sugiyono 

(2013). Due to the unknown population size, it was 

determined using the Hair et al. formula. (2017:100) 

are as follows: 

 

𝑛 = (5 − 20) 𝑥 𝑘 𝑜𝑟 10: 1  
𝑛 = 10 𝑥 16  

𝑛 = 160 
 

n=(5-20) x k or you can use a 10:1 ratio 

n=10 x 16 

n=160 

 

Information 

    

𝑛 : Total 
𝑘 : Number of research variables 
(5
− 20) 

: Number of observers according Hair 

et al. (2017:100) 

 

 

Based on the results of calculations using the 

formula Hair et al. (2017: 100) then determined the 

total population of 160 employees. Sujarweni in 

Widodo et al. (2018) the sample is part of a number 

of characteristics possessed by the population used for 

research. According to Sugiyono stated that the 

sample is part of the number and characteristics 



SINERGI : Jur n al Il miah Il mu Man ajemen , VOLUME  13  NUMBER 1  M A R C H  2023 

33 
Okky Wahyudha Nur Susanto1*), Slamet Riyadi2, Abdul Halik3 
THE IMPACT OF DISCIPLINE AND INTEGRITY ON  
THE PERFORMANCE OF TELKOM EMPLOYEES  
 

 

 

possessed by the population Sugiyono (2013: 

215). Based on the qualifications of the 

respondent profile data that had been 

determined in the questionnaire, 112 

respondents received data feedback, but there 

were 2 respondents who did not meet the 

research requirements and criteria so they were 

not included in the study. This study used a 

saturated sampling technique, with a total 

sample of 110 respondents. 

 

V. RESULTS AND DISCUSSION 

Measurement Measurement Model 

 
Figure 2. Measurement Model 1 

 

Figure 2 shows the results of factor 

loading calculations on the Discipline, 

Integrity and Performance variables. From the 

results of factor loading can be seen as follows: 

 

Table 1.  

Measurement Model of Fit 1 

Measureme

nt Model of 

Fit 

Cut Off Hasil 
Result

s 

Chi-Square 
Expecte

d small 

722.35

2 
Bad 

Probabilitas ≥ 0,05 0.000 Bad 

GFI ≥ 0,90 0.672 Bad 

AGFI ≥ 0,90 0.614 Bad 

CFI ≥ 0,95 0.793 Bad 

TLI ≥ 0,95 0.744 Bad 

RMSEA ≤ 0,08 0.107 Bad 

CMIN/DF ≤ 2.00 2.250 Bad 

 

Table 1 shows the results of the 

calculation of the factor loading showing that 

the Measurement Model is inappropriate or 

less than the expected value. Therefore, the 

model was modified according to the 

recommendations in the modification indices for 

Amos. The modified results of Amos' 

recommendations are as follows: 

 
Figure 3. Measurement Model 3 

 

Figure 3 shows the results of factor loading on 

Discipline, Integrity and Performance formed by 

indicators that have been modified following the 

recommendations on modification indices on Amos. 

From the calculation of factor loading can be seen as 

follows: 

 

Table 2.  

Measurement Model of Fit 2 

Measurement 

Model of Fit 
Cut Off Hasil Results 

Chi-Square 
Expected 

small 
83.099 Fit 

Probabilitas ≥ 0,05 0.038 Fit 

GFI ≥ 0,90 0.896 Moderate 

AGFI ≥ 0,90 0.847 Moderate 

CFI ≥ 0,95 0.971 Fit 

TLI ≥ 0,95 0.963 Fit 

RMSEA ≤ 0,08 0.056 Fit 

CMIN/DF ≤ 2.00 1.340 Fit 

 

Table 2 shows the results of factor loading 

calculations showing the Measurement Model on the 

Discipline, Integrity and Employee Performance 

variables formed by the indicators in it are appropriate 

or the model can be said to be (fit) with the data. The 

results of calculating the factor loading on each 

indicator can be seen as follows: 

 

 

 

 

 

 

 



SINERGI : Jur n al Il miah Il mu Man ajemen ,  VOLUME  13  NUMBER 1  M A R C H  2023 

34 Okky Wahyudha Nur Susanto
1*), Slamet Riyadi2, Abdul Halik3 

THE IMPACT OF DISCIPLINE AND INTEGRITY ON  
THE PERFORMANCE OF TELKOM EMPLOYEES  

IN THE SOUTH SURABAYA REGION 

 

 

Table 3.  

Factor Loading Value 

Variable 
Indic
ator 

Loading 
Factor 

Results 

Discipline 
(X1) 

Z1.1 0.598 Fit 

Z1.5 0.672 Fit 

Z1.7 0.672 Fit 

Z1.8 0.849 Fit 

Integrity 
(X2) 

Z2.2 0.744 Fit 

Z2.3 0.770 Fit 

Z2.4 0.795 Fit 

Z2.5 0.656 Fit 

Performan
ce (Y) 

Y2 0.813 Fit 

Y3 0.841 Fit 

Y4 0.921 Fit 

Y5 0.601 Fit 

Y7 0.616 Fit 
 

Table 3 shows that the indicators on the 

Discipline, Integrity and Employee 

Performance variables have a loading factor 

value greater than 0.50. So that these indicators 

can be declared valid in forming the variables 

of Transformational Leadership, Transactional 

Leadership, Discipline, Integrity and 

Employee Performance and can be used to 

build the next model. 

 

Validity test 

Validity test is a way to see the probability of 

each indicator. Validity test is useful to 

determine the validity of the indicator. An 

indicator can be said to be valid if the 

Probability (P) value is less than ≤ 0.05. The 

results of the validity test on each variable are 

as follows: 

Table 4.  

Validity Test Table 

 
Esti
mat
e 

S.
E
. 

C.
R. 

P 
Re
sul
ts 

Z1.
5 

← 
Disci
pline 

1.000    Valid 

Z1

.7 
← 

Disci

pline 
.961 

.1

6

2 

5.

95

1 

*

*

* 

Val

id 

Z1

.8 
← 

Disci

pline 

1.13

4 

.1

6

7 

6.

79

9 

*

*

* 

Val

id 

 
Esti
mat
e 

S.
E
. 

C.
R. 

P 
Re
sul
ts 

Z1

.1 
← 

Disci

pline 

1.19

0 

.2

2

6 

5.

26

9 

*

*

* 

Val

id 

Z2

.3 
← 

Integ

rity 

1.00

0 
   Valid 

Z2

.4 
← 

Integ

rity 
.903 

.1

1

0 

8.

20

4 

*

*

* 

Val

id 

Z2

.5 
← 

Integ

rity 
.891 

.1

3

5 

6.

60

3 

*

*

* 

Val

id 

Z2

.2 
← 

Integ

rity 
.949 

.1

2

3 

7.

69

9 

*

*

* 

Val

id 

Y3 ← 

Perfo

rman

ce 

1.00

0 
   Valid 

Y4 ← 

Perfo

rman

ce 

1.21

6 

.0

9

9 

12

.3

09 

*

*

* 

Val

id 

Y5 ← 

Perfo

rman

ce 

1.08

8 

.1

6

1 

6.

75

2 

*

*

* 

Val

id 

Y2 ← 

Perfo

rman

ce 

1.02

6 

.1

0

0 

10

.2

68 

*

*

* 

Val

id 

Y7 ← 

Perfo

rman

ce 

.858 

.1

2

2 

7.

00

2 

*

*

* 

Val

id 

 

Table 4 shows the value (P) of each variable 

that has a value smaller than ≤ 0.05 or close to 0 

(zero). Thus it can be concluded that the indicator 

value is valid (legitimate) for further testing. 

 

Reliability Test 

The results of the reliability test are used to see 

whether each questionnaire tested has consistency 

and can be trusted or not. A questionnaire can be said 

to be reliable if the Cronbach Alpha value is > 0.60. 

The results of the reliability test can be seen as 

follows: 

 

 

 

 



SINERGI : Jur n al Il miah Il mu Man ajemen , VOLUME  13  NUMBER 1  M A R C H  2023 

35 
Okky Wahyudha Nur Susanto1*), Slamet Riyadi2, Abdul Halik3 
THE IMPACT OF DISCIPLINE AND INTEGRITY ON  
THE PERFORMANCE OF TELKOM EMPLOYEES  
 

 

 

Table 5.  

Reliability Test 

Variabel Item 
Cronbach 

Alpha 
Results 

Discipline 

(X1) 
4 0.766 Reliable 

Integrity 

(X2) 
4 0.826 Reliable 

Performance 

(Y) 
5 0.854 Reliable 

 

Table 5 shows that the Discipline, 

Integrity and Performance variables have a 

Cronbach Alpha value of more than > 0.60. By 

having it can be concluded that the variable is 

Reliable. 

 

Normality test 
The results of the normality test are 

used to see the effect relationship on each 

research variable. The normality test results 

can be seen as follows: 

Table 6.  

Normality Test 

Vari

able 

m

in 

m

ax 

sk

ew 

 
c.r

. 

kur

tosi

s 

c.r

. 

Y7 

3.

00

0 

5.

00

0 

-

.44

1 

 -

1.8

87 

-

.66

3 

-

1.4

19 

Y2 

3.

00

0 

5.

00

0 

-

.24

3 

 -

1.0

42 

-

.99

2 

-

2.1

23 

Y5 

2.

00

0 

5.

00

0 

-

.30

5 

 -

1.3

06 

-

.55

5 

-

1.1

88 

Y4 

3.

00

0 

5.

00

0 

-

.29

0 

 -

1.2

40 

-

.76

2 

-

1.6

31 

Y3 

3.

00

0 

5.

00

0 

-

.05

2 

 -

.22

4 

-

1.5

29 

-

3.2

72 

Z2.2 

2.

00

0 

5.

00

0 

-

.58

5 

 -

2.5

06 

.55

8 

1.1

94 

Z2.5 

2.

00

0 

5.

00

0 

-

.55

0 

 -

2.3

57 

.12

6 

.27

0 

Z2.4 
3.

00

5.

00

-

.38

 -

1.6

-

.93

-

2.0

Vari

able 

m

in 

m

ax 

sk

ew 

 
c.r

. 

kur

tosi

s 

c.r

. 

0 0 1 30 5 03 

Z2.3 

2.

00

0 

5.

00

0 

-

.92

8 

 -

3.9

74 

1.7

52 

3.7

52 

Z1.1 

1.

00

0 

5.

00

0 

-

1.2

45 

 -

5.3

29 

2.0

36 

4.3

58 

Z1.8 

3.

00

0 

5.

00

0 

-

.58

0 

 -

2.4

82 

-

.91

5 

-

1.9

60 

Z1.7 

3.

00

0 

5.

00

0 

-

1.2

46 

 -

5.3

36 

.56

0 

1.1

99 

Z1.5 

2.

00

0 

5.

00

0 

-

1.5

78 

 -

6.7

55 

3.2

10 

6.8

72 

Multi

variat

e 

   
 

 75.

957 

20.

17

0 

 
Table 6 shows that the c.r value is 20,170, 

which means that the research data is not normally 

distributed. Then the SEM estimation can use the 

Boostrapping approach. 

 

Structural Model Analysis 

Structural model analysis is used to ensure 

that the model is (fit) with the data and to test the 

hypothesis of the influence of the variables studied. 

The estimate used in the structural model analysis is 

the Maximum Likelihood Estimation (MLE). The 

results of the structural model analysis with Amos can 

be seen in Figure 5.2 as follows: 

 
Figure 3. Structural Research Model 



SINERGI : Jur n al Il miah Il mu Man ajemen ,  VOLUME  13  NUMBER 1  M A R C H  2023 

36 Okky Wahyudha Nur Susanto
1*), Slamet Riyadi2, Abdul Halik3 

THE IMPACT OF DISCIPLINE AND INTEGRITY ON  
THE PERFORMANCE OF TELKOM EMPLOYEES  

IN THE SOUTH SURABAYA REGION 

 

 

The results of the model suitability test 

ensure that the model is fit with the data, so that 

the model can be used to test hypotheses. 

Following are the results of the Measurement 

Model of Fit test resulting from the structural 

model as follows: 

Table 7.  

Measurement Model of Fit 

Measureme

nt Model of 

Fit 

Cut Off Hasil Results 

Chi-Square 
Expecte

d small 

127.30

6 
Fit 

Probabilitas ≥ 0,05 0.000 
Moderat

e 

GFI ≥ 0,90 0.868 
Moderat

e 

AGFI ≥ 0,90 0.810 
Moderat

e 

CFI ≥ 0,95 0.906 Fit 

TLI ≥ 0,95 0.884 Fit 

RMSEA ≤ 0,08 0.097 Fit 

CMIN/DF ≤ 2.00 2.021 
Moderat

e 

 

Table 7 shows that the test results show 

the suitability of the model. From the table 

above after testing the Probability value, CFI, 

TLI, RMSEA and CMIN/DF show good 

results or the index can be said (Fit). But in 

testing the value of GFI, AGFI shows results 

that are critical but still acceptable. Therefore 

it can be concluded that the structural model is 

feasible for further testing. 

 
Hypothesis Testing 

Hypothesis testing is used to determine 

the causality relationship in each research 

variable. The results of hypothesis testing can 

be seen as follows: 

Table 8.  

Hypothesis Test Results 

Relationship 

between variables 

Esti

mat

e 

S.

E 

C.

R 
P 

Resu

lts 

H

1 

Disci

pline 

(X1) 

→ 

Perfor

mance 

(Y) 

0.55

0 

0.

09

5 

5.

76

6 

*

*

* 

Signi

ficant 

H

2 

Integ

rity 
→ 

Perfor

mance 

0.35

8 

0.

07

5.

25

*

*

Signi

ficant 

Relationship 

between variables 

Esti

mat

e 

S.

E 

C.

R 
P 

Resu

lts 

(X2) (Y) 4 8 * 

 

Hypothesis Test Results 1 

The test results on H1 show the relationship 

between the discipline variable and the performance 

variable. The H1 test shows that the value of c.r = 

5,766 meets the requirements > 1.96 and the value of 

p = *** meets the requirements < 0.05. It can be 

concluded that H1 is accepted because discipline has 

a significant influence on the performance of Telkom 

employees in the South Surabaya Region. 

Hypothesis Test Results 2 

The test results on H2 show the relationship 

between integrity variables and performance 

variables. The H2 test shows that the value of c.r = 

5,258 meets the requirements > 1.96 and the value of 

p = *** meets the requirements < 0.05. It can be 

concluded that H2 is accepted because discipline has 

a significant influence on the performance of Telkom 

employees in the South Surabaya Region. 
 

 

V. CONCLUSIONS AND LIMITATIONS 

 Based on the presentation of research data that 

has been carried out under the title Impact of 

Discipline and Integrity on the Performance of 

Telkom Employees in the South Surabaya Region, the 

authors can draw conclusions and suggestions related 

to the research that the authors conducted. The 

conclusions and suggestions that the authors found 

are as follows: 

1. Simultaneous Discipline and Integrity have a 
significant influence on the performance of 

Telkom employees in the South Surabaya 

Region. 

2. Simultaneous Discipline and Integrity have a 
significant influence on the performance of 

Telkom employees in the South Surabaya 

Region. 

 



37 
SITI ISTIKHOROH1), MOELJADI2), MADE SUDARmA3), SITI AISJAH4) 
KNOWLEDGE-BASED VARIABLES IN THE SUSTAINABILITY OF PRIVATE UNIVERSITIES IN EAST JAVA 

SINERGI : Jur n al Il miah Il mu Man ajemen , VOLUmE 11 NUmBER 2 SEPTEmBER 2021  

 

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