THE EFFECTS OF COMMUNICATION, WORK ENVIRONMENT AND WORK DISCIPLINE ON THE PERFORMANCE OF VILLAGE OFFICERS IN KROYA SUB-DISTRICT CILACAP REGENCY

The purpose of this study is to examine the effect of communication, work environment and work discipline on the performance of village officers in Kroya District, Cilacap Regency. The sampling technique in this study was done by purposive sampling method. Multiple regression analysis was used to analyze the data. The results of the analysis indicate that the variables of communication, work environment and work discipline significantly affect the performance of village officers in the Kroya Sub-district, Cilacap Regency.

Work environment is also another factor that needs to be considered by institutions. A comfortable, safe working environment will support employees in carrying out their duties more efficiently. This can have a positive influence on the psychological condition of employees in achieving performance. According to Nitisemito (2008) the work environment is anything that exists around the worker and that can affect him in carrying out the tasks that are charged. Iskandar (2017), Taufiq et al (2012), Peoni. (2014 Gunaseelan (2014), Prasetya et al. (2014), Wardhani. (2016, that the work environment has a significant and significant effect on employee performance. In addition to the work environment, work discipline is also important in supporting the achievement of organizational goals. According to Rivai (2011), work discipline is a means used by leaders to communicate with employees so that they are willing to change a behavior and as an effort to increase awareness and willingness of a person to meet all company regulations. The study of Suci and Idrus (2015), Mangkunegara and Waris (2015), Thaief et al (2015) found that work discipline affects on performance. This is different from the findings of Parerung et al (2014) who state that work discipline does not significantly influence performance.
This study intends to combine several variables from previous studies, namely communication, work environment and work discipline variables. The formulation of the problem raised is whether or not communication, work environment and work discipline affect performance.

II. RESEARCH METHOD
This is a quantitative research. Quantitative research is a process of finding knowledge that uses data in the form of numbers as a means of analyzing information about what needs to be identified (Kasiram 2008). The population in this study were 310 village officers in Kroya Sub-district, Cilacap Regency. The sample in this study was that part of the village employees selected as respondents as many as 103 people. Purposive sampling method is used as the sampling technique in this study with criteria. It obtained the officiers with the minimum service life of 1 year. The type of data in this study is primary data sourced from respondents' answers to statements shared by researcher. Questionnaire was used to collect the data of this research. According to Bangun (2012) performance indicators are: Amount of work Amount of work is all work that is charged to employees.

Quality of work
Quality of work is the good or bad work that has been completed. Accuracy Completion of work assigned to employees.

Presence
Attendance is a presence that shows whether or not an employee is consistent. Cooperative ability.

A. Research Intrument
According to Sujarweni (2015) data collection instruments are selected and used in collecting data so that these activities become systematic and simple. Likert scale approach is used in this study. According to Sujarweni (2015) Likert scale is used to measure the attitudes, opinions and perceptions of a person or group of people about social phenomena. Each item has five alternative answers including the following: Strongly Agree (SS) = 5 Agree (  b. Determination Coefficient Test (R 2 ) According to Sujarweni (2015) the determination coefficient (R 2 ) is used to determine the percentage change in the dependent variable (Y) caused by the independent variable (X). If R 2 gets bigger, then the percentage change in the dependent variable (Y) caused by the independent variable (X) is getting higher. If R 2 gets smaller, then the percentage change in the dependent variable (Y) caused by the independent variable (X) is getting lower.

III. RESULTS AND DISCUSSIONS A. Validity Test
A total of 103 questionnaires were returned and analyzed. Based on the results of the validity test, it is found that all statement items in this study are valid (Pearson correlation values indicate sig < 0.05).

B. Reliability Test
The reliability test of a variable or construct of a research data can be seen from the results of the Cronbach Alpha statistical test (α). A variable or construct is said to be reliable if the Cronbach Alpha value> 0.7. The more the alpah value is the more reliable the data value is. The results of reliability testing can be seen in Table 2 below:   Table 2. Reliability Test Results Based on the above table, it is known that the value of r count is more than r table so it can be concluded that the questionnaire can be said to be reliable so that henceforth the items in each variable concept are feasible to be used as a measurement tool.

C. Classical assumption test
All data in this study have passed the classical assumption test.

D. Feasibility Test Model (F Test)
The F test is also used to test whether the independent variable used in the model is able to explain the change in the value of the dependent variable or not.

E. Multiple Regression Analysis
Multiple regression analysis is used to analyze the effect of several independent variables on the dependent variable.  This result is in line with previous research by Puspita et al (2016) stating that communication has a positive and significant effect on employee performance.

The Effect of Work Environment on Employee Performance
Based on the results of the t test analysis, the t value is 3.031 (greater than t table (1.984)) and the significance level is 0.003 (less than 0.05). This means that there is an effect of the work environment variables on employee performance at the village offices in Kroya Subdistrict.
This result is in line with previous research by Setiawan (2013) stating that the work environment has a positive and significant effect on employee performance.

The Effect of Work Discipline on
Employee Performance Based on the results of the t test analysis, the t value is -1.286 (greater than the t-table value (-1.984)) and the significance level is 0.201 (greater than 0.05), meaning that there is a negative effect of work discipline on employee performance at the village offices in Kroya Subdistrict.
This result is in line with previous studies by Suci and Idrus (2015), Mangkunegara and Waris (2015) Thaief et al (2015) stating that work discipline affects the employee performance.

The coefficient of determination
The coefficient of determination is notated by essentially measuring how far the ability of the model in explaining the variation of dependent variables. The value of the coefficient of determination is between zero and one. A small value means the ability of the dependent variables is very limited. Value that is close to one means the independent variables providing almost all the information are needed to predict variations in the dependent variable (Ghozali, 2016).