THE OPTIMIZATION OF LEADERSHIP MEDIATION, WORK ENVIRONMENT, AND COMMUNICATION FOR EMPLOYEE PERFORMANCE IN DISTRICT SERVICE DIVISION IN PT. STATE ELECTRICITY COMPANY

This study identifies and analyzes optimization by work morale to mediate leadership style, work environment, and communication on the performance of employees of PT. State Electricity Company (PLN PERSERO) Customer Service Unit. This research was conducted using a quantitative, descriptive approach. The population in this study were employees of PT. State Electricity Company (PLN PERSERO) of the Customer Service Unit, amounting to 48. We use path analysis techniques to determine the direct and indirect relationship between leadership style, work environment, and communication on employee performance. As well as how the enthusiasm of work mediates the variables of leadership, work environment, and communication on the performance of employees in the Nuisance Services Division at the PT State Electricity Company, Network Service Unit. The results of this study conclude that (1) leadership style has a positive effect on morale, (2) leadership style directly has a positive effect on work performance, (3) work environment has a positive effect on morale, (4) the work environment directly has a positive effect on work performance. (5) Communication has a positive effect on morale, (6) communication directly has a positive effect on work performance, (7) work performance has a positive effect on morale. (8) Leadership style indirectly positively influences work performance through work morale as an intervening variable, (9) work environment has a positive effect on work performance through work morale as an intervening variable, (10) communication style positively influences work performance through work morale as an intervening variable in service division employees at PT. State Electricity Company (PLN PERSERO) Customer Service Unit.


INTRODUCTION
Human Resources (HR) is a very valuable asset or a large investment that will be the main factor that determines an organization or company. Management of Human Resources Management (HRM) is right for an organization or company will be a major factor and bring maximum success. A superior company has strong human resources who can compete in the global world and bring the company to be more successful.
Human resources can be said as a great asset that is priceless for an organization because quality human resources will be able to encourage creativity and innovations that are sustainable in the organization so that the organization will continue to develop innovations concerning achieving success sustainable. As a major investment, quality human resources in an organization will also be able to help to design and produce goods and services well, oversee the quality of goods or services or output that will be produced, market the goods or services, manage the financial resources of an organization and will also be able to formulate organizational strategies and objectives.
Effective human resource management requires finding the best way to plan human resources, organize human resources, direct human resources, develop human resources and evaluate the performance of human resources in an organization to achieve the goals of the organization or company.
Utilization of human resource management also involves understanding the individual needs of employees so that the potential of human resources within the employee can be explored and fully utilized. But human resources can also be a problem in an organization. By having low-performing human resources, the organization will certainly perform less optimally. Therefore, the concept of human resource management is needed by an organization to ensure that human resources that perform less than the maximum can be transformed into good and quality human resources and also have loyalty in an organization.
One factor that can be influenced by factors in individual character with the work environment, while a person's behavior is generally motivated by the desire to achieve certain goals, thus the needs which are life goals can be met. If the need for affiliation is urgent, people will act and form others in need, trying to foster pleasant and mutual understanding relationships. Several studies related to the effect of motivation on commitment are shown by research conducted by Argensia et al (2014), Buraidah the style used is influenced by many factors. The communication style is dynamic and very difficult to guess. Like culture, communication style is something relative.

Spirit at work.
Work spirit is the mental attitude of an individual or group that shows enthusiasm to carry out his work so that it encourages to be able to work together and be able to complete tasks on time with a sense of responsibility towards the work assigned to him. To discuss morale. Many experts define morale from a different perspective.
Work spirit is the desire and sincerity of someone to do well and be disciplined to achieve maximum work performance (Hasibuan, 2018: 152) Work spirit is the ability of a group of people to work together actively and consistently in pursuing common goals. (Tohardi, 2012: 427) From some of the opinions mentioned above, it can be said that basically morale is a condition that arises from within an individual that causes the individual or human being to do work in a happy atmosphere so that they work diligently, quickly, and better. That spirit describes a feeling related to a situation that reflects the spiritual condition or behavior of individuals that stimulate each individual to do a job better and is more enthusiastic in achieving organizational goals that have been set.

Performance of Employees
A company organization is founded because it has certain goals that it wants and must achieve. In achieving its objectives every organization is influenced by organizational behavior. One of the most common activities carried out in an organization is employee performance, which is how he does everything related to a job or role in the organization.
The performance measured is not only the aspects of loyalty, productivity, and effectiveness as well as the work ethic of each employee, but in terms of leadership aspects. Based on the results of the assessment of leadership aspects, the company can program the career path for each employee. Thus, it is expected that the company will have professional and qualified officials from various levels, starting from the position of section chief, section head, manager, general manager, to director though.
Understanding performance or performance is a description of the level of achievement of the implementation of a program of activities or policies in realizing the goals, objectives, vision, and mission of the organization as outlined in the strategic planning of an organization. Performance is a complete view of the state of the company for a certain period, is a result or achievement that is influenced by the company's operational activities in utilizing the resources owned according to Helfert in Veitzhal (2010: 604). According to Moeheriono (2015: 69), the meaning of the word performance comes from the words job performance and is also called actual performance or actual work achievements or achievements that have been achieved by some employees. Moeheriono (2015: 11) In his book concludes the definition of employee performance or the definition of performance or performance as a result of performance that can be achieved by someone or a group of people in an organization both qualitatively and quantitatively, following the authority, duties, and responsibilities of each in efforts to achieve the goals of the organization concerned legally, not violating the law and by morals or ethics.

METHODOLOGY
In this study using descriptive qualitative research methods, because in assessing the problem, researchers do not prove or reject the hypothesis made before the study but process data and analyze a problem non-numerically. Qualitative method to test hypotheses/theories (Sugiyono, 2016: 38). Based on a series of theories about quantitative research, because this type of research focuses on the description of data in the form of sentences that have a deep meaning derived from informants and observed behavior.
Data from the results of this study are in the form of facts found during the field by researchers (Sugiyono, 2016: 38).
According to Sugiyono (2014: 8), quantitative methods are: "Research methods based on the philosophy of positivism, are used to examine populations of a particular sample, sampling techniques are generally random, data collection using research instruments, quantitative or statistical data analysis with the goal is to test a predetermined hypothesis. " According to Sugiyono (2013: 81) understanding of the sample is as follows: "The sample is part of the number and characteristics possessed by the population".
The sample used for research must be representative or be able to represent the population through characteristics and characteristics that can represent that population. For research that uses the entire study population, the entire research unit is the research sample. This is closely called the total population. Meanwhile, for studies that do not use the entire study population, the so-called sampling technique (Zaluchu, 2012)  All of the collected data will be analyzed using descriptive statistics. The internal consistency of the instrument was tested by hypotheses and factor analysis was used for testing the validity. Then, the regression analysis was used to test the direction and the intensity influence between dependent and independent variables.  The manual steps taken in the path analysis are: After the path coefficient is calculated, then hypothesis testing is carried out to prove the independent variables being studied have a significant effect on the dependent variable.
In this study the data obtained by directly delivering the questionnaire to respondents who were at PT.
State Electricity Company (PLN Persero) Unit for Reparation of Network. In distributing questionnaires to companies conducted by distributing 48 questionnaires. Each questionnaire is given to the respondent and it is expected that the respondent can fill out the statements submitted on the questionnaire following the actual situation. Of the 48 questionnaires distributed, all can be processed into useful data for the continuation of this research.

Validity test
Validity test is used to find out whether the questionnaire is valid or valid to be used as a variable measurement tool. Tests using the calculated r value and r table. R value is the correlation of respondents' answers in each question item on each variable to see the value of the corrected item-total correlation. As for the value of r table obtained using the product-moment r table, namely with df = n -2, then 70 -2 = 68 and the level of sig. α = 0.05, we get r two-sided table of 0.2352. The results of the validity test can be seen in Tables 1 until Table 5    The reliability test results showed that the Cronbach's alpha value was greater than 0.60, so it can be concluded that the questionnaire of the variables of communication style, work environment, leadership style, work morale, and employee performance was stated to be reliable.

Multicollinearity Test
Multicollinearity testing is used to show whether there is a strong correlation between the independent variables, where a good regression model does not have a strong correlation between the independent variables. Multicollinearity test can be seen from the Tolerance and VIF values. If the Tolerance value is above 0.1 and VIF is below 10 then there is no multicollinearity. Multicollinearity test results can be seen in table 7. Based on the results of the multicollinearity test shows that among the independent variables of communication style, work environment and leadership style does not occur multicollinearity, because the Tolerance value is above 0.1, and the VIF value is below 10.

Heteroscedasticity Test
The heteroscedasticity test is intended to see whether there is an unequal variance from the residuals of one observation to another regression of the variance from the residuals one observation to another must be permanent or not heteroscedasticity occurs. The test is carried out using graph media, namely scatterplot graphs, provided that the graph does not form a clear pattern, and the points spread above and below the number 0 on the Y axis, then there is no heteroscedasticity. The graph of the heteroscedasticity test can be seen in figure 4.

Figure 4 Scatterplot
Source: Primary Data Processed, 2019 The graph of the two scatterplots above shows that the points on the graph cannot form certain clear patterns, where the points spread above and below the number 0 on the Y axis, thus heteroscedasticity does not occur.

Normality test
This normality test is done by using the Kolomogorov-Smirnov test. Test results for normality using the Kolomogorov-Smirnov test can be seen in table 8.

Path Analysis
To test the effect of intervening variables used the path analysis method. Path analysis is an extension of multiple linear regression analysis, or path analysis is the use of regression analysis to estimate causal relationships (causal models) between variables that have been predetermined based on theory (Ghozali, 2014: 210). Path analysis in this study can be described as follows: a. Analysis of the influence of leadership style, work environment, and communication on employee    Y 1 = b 1 X 1 + b 2 X 2 + b 3 X 3 + e 1 Y 1 = 0,156 X 1 + 0,118 X 2 + 0,388 X 3 + 0,740 ……………………….. (1) The equation shows that: 1. Every time there is an increase in leadership style, there will be an increase in performance of 0.156.
2. Increasing the quality of the work environment will be followed by an increase in performance by 0.118.
3. Every time there is an increase in the quality of the communication style, it will be followed by an increase in performance by 0.388.

Figure 6 Intervening Test Results
Source: Primary data processed, 2019.

Direct, Indirect and Total Impacts
In the path analysis model, this study will explain the direct and indirect effects of exogenous variables on endogenous variables. .388). This shows that the communication style variable can be through intervening variables namely work performance in influencing morale but the coefficient value without going through work performance or directly to morale is greater.
3. The influence of communication style variables on work morale that has an impact on work performance X 3 →Y 1 →Z = ρzx 3 + {( ρzx 3 ) x (ρzy 1 )} = (0,244 + 0,161) = 0,405. Based on the results above can calculate the value of the influence of mediation using the following formula: For work environment variables, the effect of mediation is shown by the indirect effect of multiplication (P2 x P3) = (0.132 x 0.662) of 0.087 then the sobel test is as follows: Based on the results above can calculate the value of the influence of mediation using the following formula: For the communication style variable, the effect of mediation is shown by the indirect effect of multiplication (P3 x P3) = (0.118 x 0.662) of 0.0781 so the sobel test is as follows: Based on the results above can calculate the value of the influence of mediation using the following formula: It can be concluded that there is no mediating effect on the intervening variable, namely work performance because each t value is smaller than 1.66.

DESCRIPTIVE ANALYSIS
1. The influence of leadership style on employee work performance at PT. State Electricity Company (PLN Persero) Restoration Unit.
The results of the t-test between the imperial style and the work performance get t count = 4,568> t table = 1,667 and sig. 0.002 <α = 0.05. With this result it is proved that the hypothesis stating leadership style has a direct and significant effect on work performance.
The results of this study indicate that the leadership style currently given by PT. State Electricity Company (PLN Persero) Restoration Unit.has a large impact on the work performance of company employees. This result is also supported by previous research by Aditia Pratama (2016). The results of the study show that compensation has a significant effect on employee loyalty. The positive coefficient value indicates that if the leadership style variable increases, employee job satisfaction will also increase, and vice versa if the leadership style decreases, employee job satisfaction will also decrease.

Effect of Work Environment on Employee Work Performance at PT. State Electricity Company (PLN Persero) Restoration Unit.
T-test results between work environment and work performance get t count = 3.160> t table = 1.667 and sig. 0.003 <α = 0.05. With this result it is proved that the hypothesis stating the work environment has a direct and significant effect on work performance.
The results of this study indicate that a conducive and comfortable work environment provided by PT. State Electricity Company (PLN Persero) Restoration Unit.has a large impact on the job satisfaction of company employees. This result is also supported by previous studies by Angelia Steelyasinta Pareraway (2016). The results of the study indicate that the work environment has a significant effect on job satisfaction. A positive coefficient value indicates that if the variable work environment rises, employee job satisfaction will also increase, and vice versa if the work environment has decreased the employee job satisfaction will also decrease.

The influence of communication style on employee work performance at PT. State Electricity Company (PLN Persero) Restoration Unit
T-test results between the communication style of work performance get t count = 3,410> t table = 1,667 and sig. 0.001 <α = 0.05. With this result, it is proven that the hypothesis stating the communication style directly and significantly influences work performance.
The results of this study indicate that a good communication style for leaders of PT. State Electricity Company (PLN Persero) Restoration Unit has a large impact on the work performance of company employees. This result is also supported by previous research by Adidha Fiqi Rindyantama (2017) The results of the study show that communication style has a significant effect on employee performance. The positive coefficient value indicates that if the leadership style variable increases, employee job satisfaction will also increase, and vice versa if the communication style decreases, employee job satisfaction will also decrease.

The influence of leadership style on employee morale at PT. State Electricity Company (PLN Persero) Restoration Unit
T-test results between the leadership style of work spirit get t count = 3,843> t table = 1,667 and sig. 0.002 <α = 0.05. With this result, it is proved that the hypothesis stating leadership style has a direct and significant effect on morale.
The results of this study indicate that the leadership style currently given by PT. State Electricity Company (PLN Persero) Restoration Unit has a great impact on the morale of the company's employees. This result is also supported by previous research by Lea Ayu (2017) which mentions that leadership style partially has a significant effect on employee morale. Positive coefficient values indicate that if the leadership style variable rises, employee morale will also increase, and vice versa if the leadership style decreased, employee morale will also decrease. The results of this study indicate that a conducive and comfortable work environment provided by PT. State Electricity Company (PLN Persero) Restoration Unit has a great impact on the morale of the company's employees. This result was also supported by previous research by Aditia Pratama (2016) using a quantitative approach to path analysis. The results of the study showed that the work environment had a significant effect on morale. A positive coefficient value indicates that if the variable work environment increases, employee morale will also increase, and vice versa if the work environment has decreased the employee morale will also decrease. Based on the results of the t-test it can be proved as follows: The results of the t-test between work performance on morale get t count = 8,320> t table = 1,667 and sig. 0,000 <α = 0.05. With this result it is proved that the hypothesis stating work performance has a direct and significant effect on morale.
The results of this study indicate that employees who obtain good and maximum work performance have a major impact on the morale of the company's employees. This result is also supported by previous research by Aditia Pratama (2016). The results showed that work performance significantly affected employee morale. Positive coefficient values indicate that if the variable work performance increases, employee morale will also increase, and vice versa if work performance has decreased, employee morale will also decrease.
8. The influence of leadership style on employee morale that has an impact on employee performance at PT. State Electricity Company (PLN Persero) Restoration Unit Based on the results of testing data hypotheses using the SPSS program it can be concluded that the influence of leadership style variables on work morale through work performance gets a value of 0.219. The value of the compensation path coefficient on direct employee morale is 0.132 and the significance is 0.002, which means Hypothesis 1 is acceptable because the path coefficient is positive (0.132) and the significance value is less than 0.05 (0.002 <0.05). This means that there is a direct positive effect of compensation on work loyalty at PT. State Electricity Company (PLN Persero) Restoration Unit.
The indirect effect value is obtained from the path coefficient value ρy1x1 multiplied by the value of the path coefficient ρzx1 to (0.132 x 0.662) = 0.087. The multiplication results show that the coefficient of the indirect effect {(ρy2x1) x (ρy2y1)} is smaller than the value of the direct effect coefficient ρy1x1, (0.087 <0.156). This shows that the imminent style variables can be through intervening variables namely work performance in influencing work morale but the coefficient value without going through job satisfaction or directly to the greater work quality. According to the theory put forward by Hasibuan (2014: 65) the purpose of giving compensation is motivation.
Motivation is a factor that drives a person to do a certain action. Motivation is often also interpreted as a factor driving a person's behavior. Motivation to work is very important, because it will affect the high or low productivity of the company and loyalty to the company. Without the motivation of workers to work together in the interests of the company, the goals set by the company will not be achieved.

CONCLUSION
With this results it is proved that the hypothesis stating leadership style, the work environment has a direct significant effect on work performance, communication style has consistent with the hypothesis that has been proposed by the researcher so that the hypothesis is accepted. Thus, consistency by leadership style, work environment, and communication give the effect on morale.
It proves that the leadership style has a significant effect on morale through work performance at PT State Electricity Company (PLN) Network Service Unit, and satisfaction can mediate the relationship between the influence of leadership style on work morale. This means that if the level of leadership style changes decreases or increases then this will affect the work performance of employees. This factor is related to past research about the work context and the meaning of compensation for individuals (Shi, Sheng and Liu, 2013). The question are working conditions by creating the environment. Likewise, the basis for payment (salary), organizational policy, interpersonal relations, and quality of supervision.
Satisfier Factor is a satisfying factor that is meant related to the contents of work and the definition of how someone enjoys or feels his job. The factors in question are achievement, recognition, responsibility, and opportunities for growth. The employee's feelings about the obligations must give to the organization. Normative commitment (normative commitment) is an individual commitment to the organization because of the encouragement of one's belief to be morally responsible that should be loyal or loyal to the organization. Asserts reciprocity is a universal norm. Every reciprocal interaction between humans.
Someone should help others who have helped, and should not harm others who have helped. Normative commitment arises from an employee's self-values.
With these results, it is proven that the work environment has a significant effect on morale through work performance at PT State Electricity Company (PLN) Network Service Unit, and performance can mediate the relationship of the influence of the work environment on work morale. The high quality of the work environment, and the high motivation of employees. If the work culture in an organization/company is oriented to innovation, results, details, team, people, aggressiveness and stability supported by a conducive work environment, namely coloring, noise, air exchange, adequate lighting, safety, and cleanliness, and high work motivation with the fulfillment of physical needs, security needs, social needs, self-esteem needs, and actualization needs will emerge the confidence of employees to further increase their commitment to the achievement of organizational goals. Robbins (2013: 69) explains that organizational commitment is a condition in which a person sided with an organization and its goals, and intends to maintain its membership. High involvement of a person in a working relationship means taking sides in a particular work of an individual, while high organizational commitment means taking sides in recruiting the individual (Reid, 2013).
With these results, it proves that communication style has a significant effect on morale through work performance at PT State Electricity Company (PLN) Network Service Unit, and performance can mediate the relationship of the influence of communication style on work morale. Related to past research between a working relationship and commitment can go through continuous commitment (Gabcanova, 2012). Continuous commitment means a component based on the employee's perception of the loss. The consequences if he leaves the organization. Continuance commitment means staying in the organization, is a need for individuals, and is based on the consideration that someone has invested too many resources, personal capacity (knowledge and skills) in the organization, so it is very risky if he has to leave the organization. Someone with a strong affective commitment will be staying in the organization. Indeed the employee likes the organization. While someone with a strong continuance commitment, staying in the organization for reasons of life needs as the main impetus (Resources, 2011). As for someone with a strong normative commitment, staying in the organization, because of morality superiors. However, substantially the form of commitment is the same, namely the individual's acceptance of organizational goals and values. The willingness of individuals to strive to achieve organizational goals, the desire to maintain membership in the organization. In this study, the commitment construct is operationalized as a single construct. Related to spirit of work need to improve for employee performance by leadership mediation, work environment, and communication for employee performance as a spirit of work for the optimization of employee performance.