Effects of Job Stress, Work Culture and Against the Performance of Lecturers and Work Associations as Intervening Variables at the University of Ibnu Sina

The purpose of this study is to determine the causality of work stress relationships, work ties to the performance of lecturers and payments at Ibnu Sina University. The research was carried out using quantitative methods and statistical package analysis tools for Social Sciences (SPSS) 25 with respondents surveyed 99 samples from 132 lecturer populations and research using questionnaires. The results of the study that (1) work stress directly does not significantly influence the performance of lecturers at the University of Ibnu Sina; (2) work culture directly has a significant effect on lecturer performance at Ibnu Sina University; (3) work ties directly have insignificant effect on the performance of lecturers at Ibnu Sina University; (4) work stress does not have a significant effect on lecturers' performance through work ties at Ibnu Sina University; (5) work culture has no significant effect on the performance of lecturers through work ties at the Ibnu Sina University. Keywords​: Job Stress, Work Culture, Work Ties and Lecturer Performance. Copyright © 2021 IAIC All rights reserved.


Introduction
Human resources are one of the assets of the organization, so human resources are very important to be a concern for the future of the organization. Widiyanti, Airlangga (2018) that human resources are a factor that influences company performance and value. Quality human resources will improve organizational performance. The University of Ibnu Sina (UIS) Batam is a private university that continues to grow but there are several phenomena that occur and have implications for lecturers' performance. Acceptance of new students at UIS continues to increase, especially in the faculties of economics and engineering, this requires the campus to improve the service and performance of the tri dharma of the university as a whole [1].
The performance of lecturers in the field of teaching has been better in line with this institution becoming a university in 2019, but in the field of research and community service needs to be a concern because some lecturers have activities outside the campus, so the lecturers have the potential to experience work pressure due to excessive workload, not just as a capacity as a lecturer but also other business activities outside of campus, so that it has the potential to experience work stress and have an impact on the performance of lecturers in the UIS environment. This is in line with the results of research Noor, Hidayati, Syaharuddin (2017) that work stress has a significant effect on employee performance. The relatively extensive activity of the lecturers resulted in a number of lecturers who were only active in teaching and lacked interaction with the campus environment, so this could potentially degrade culture and work ties within the UIS Batam lecturer environment, thus impacting on the behaviour and performance of lecturers [2].

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■ 84 This statement is supported by Siagian (2018) that organizational culture significantly influences employee performance. Liu (2018) that work ties affect employee performance. The urgency of this research is the result of Dewi's research (2017) that lecturer performance in class (lecturer performance) partially negatively affects the quality of education (quality education). It is necessary to prove empirically the causal relationship between lecturers' performance at UIS Batam with work stress variables and work culture as an independent variable, work ties as an intervening variable [3]. Suprawa, Brahmasari, Brahmaratih (2018) work stress is a condition that arises because of the interaction between humans and their work, which forces them to be marked by changes that have an impact that deviates from their normal functioning. Hasan, Fathoni, Malik (2018) variables derived from work stress characteristics or indicators, namely: (1) role conflict; (2) workload; (3) career development [4].

Work Culture
Siagian (2018) that organizational culture is a repetitive habit and becomes the value and lifestyle of a group of individuals in an organization, or agreed norms in determining individual organizational behavior. Cultural Indicators of Organization according to Malini (2017), namely: (1) leadership ( Pemimpin ); (2) communication; (3) motivation [5] .

Job Embeddedness
Zakaria, Astuti (2017) that job embeddedness is the attachment between employees and work and is a factor in considering their desire to leave the organization. Özçelik and Cenkci (2014) indicators of work ties are as follows: (1) links; (2) Fit; (3) sacrifice; (4) organization [6].

Performance
Irawati (2018) that performance is the result of quality and quantity of work achieved by employees in carrying out tasks according to the responsibilities given. Retnowati, dkk (2017) that lecturer performance is assessed through four aspects namely: (1) performance in teaching; (2) performance in research; (3) performance in the Community Service Program; (4) lecturer capacity [7].

Research Method
Research using quantitative research. Quantitative research methods emphasize the existence of research object variables and must be defined in the operational form on each variable. The relationship of this research variable uses an associative approach. The study determined the independent variables consisted of Work Stress (X1), Work Culture (X2), lecturer performance (Y) dependent variable and Work Association (X3) as intervening variables on the object of research at Ibnu Sina University, Jalan Teuku Umar, Lubuk Baja Batam. Population and sample according to Sugiyono (2011) is a generalization area consisting of objects / subjects that have certain qualities and characteristics determined by researchers to be studied and then conclusions drawn [8].
The sample is part of the amount and characteristics possessed by the population. Samples taken from the population must be representative because the analysis of research is based on sample data while the conclusions will be applied to the population. Samples that are representative are obtained by using a sampling technique. The population of this research is 132 permanent and non-permanent lecturers of UIS, the number and adequacy of the sample is determined through slovin calculation, which is 99 samples. The conceptual framework of the study is as follows [9]. The conceptual framework, this study sets the following research hypotheses: 1) Job stress has a significant effect on lecturer performance 2) Work culture has a significant effect on lecturer performance 3) Work ties have a significant effect on lecturer performance. 4) Job stress has a significant effect on the performance of lecturers through work ties 5) Work culture has a significant effect on the performance of lecturers through work ties Data processing with SPSS 25 tools uses the steps of data analysis techniques through: (1) validity test; (2) reliability testing; (3) normality test; (4) Hypothesis test, consisting of the coefficient of determination test, the statistical test F (F-test), the statistical test t (t-test), path analysis. To analyze the results of data processing with the formulation of hypotheses and acceptance / rejection hypothesis criteria are as follows: 1) H0 is rejected if the probability value r ≤ significant level is 0.05 (Sig.2-tailed ≤ α 005 ): H1 is accepted.

a. Test Validity, Reliability and Normality
Validity test is the accuracy between the data collected and the data that actually occurs on the object under study. The decision on testing the validity of the respondent's items is as follows: (1) r table value with dk = n-2 and a significance level of 5%; (2) statement items examined are said to be valid if r Calculate> r Table; (3) statement items are said to be invalid if r Calculate <r Table. An instrument is declared reliable if the reliability coefficient is at least 0.60 or alpha value> 0.60 [10].
The results of the validity test on the instrument against the 99 samples above obtained by Pearson items correlated to all items of the statement on the questionnaire above the significance level of 5% and r Calculate> r Table, then declared valid. The instrument was declared reliable because the reliability coefficient> 0.60 or alpha value> 0.60. The normality test with histograms forms a bell image and is normally distributed. The P-P plot results show that the points are scattered and follow a diagonal line so the instrument is declared normal [11]. The relationship of variables X1, X2, X3 to Y based on the calculation of the coefficient as follows: 1) The significance value of X1 to Y is 0.115> 0.005, then X1 directly has no significant effect on Y. 2) The significance value of X2 to Y is 0,000 <0.005, then X2 directly has a significant effect on Y.
3) The significance value of X3 to Y is 0.075 <0.005, so X3 has no significant effect on Y. Based on the calculation of the path coefficient, the calculation results can be described as shown in the following model [12,13 ]:  The relationship of variables X 1 to Y through X 3 and X 2 to Y through X 3 is interpreted as follows: 1) The direct effect of X 1 on Y is 0.160 and the indirect effect of X 1 on Y through X 3 is 0.258 x beta value of 0.178 = 0.046. It is known that 0.160> 0.046, indirectly, work stress does not significantly influence the performance of lecturers through work ties.
2) The direct effect of X 2 on Y is 0.403 and the indirect effect of X 1 on Y through X 3 is 0.413 x beta value of 0.178 = 0.074. It is known that 0.403> 0.074, indirectly the work culture does not significantly influence the performance of lecturers through work ties.

DISCUSSION
Based on the test results of the causal relationship between variables from the analysis, obtained a significance value of X 1 to Y of 0.115> 0.005. The first hypothesis (H1) was rejected because work stress directly had insignificant effect on the performance of lecturers at the University of Ibnu Sina. The relationship was not significant because some lecturers had high workloads because they actively worked off campus other than teaching, so it was difficult to meet lecturer work demands in the field of research. Another thing is because it is not yet optimal in stimulating lecturers through research training activities so that it affects lecturers' performance. The significance value of X 2 to Y of 0,000 <0.005, then the second hypothesis (H2) is accepted and work culture directly influences the performance of lecturers at Ibnu Sina University in Batam. Significant influence of work culture directly on the performance of lecturers because the lecturers are able to adapt to the work environment such as communication and good relations between lecturers at each faculty level, so there is no conflict and the function of lecturers towards teaching runs optimally.
The significance value of X 3 against Y was 0.075 <0.005, then the third hypothesis (H3) was rejected, so the work ties did not have a significant effect on the performance of lecturers at Ibnu Sina University, Batam. The insignificant relationship is because this university institution was previously a high school and in 2019 became a University, so it was not optimal to form lecturers Work patterns in a wider work environment and not yet optimally integrated, thereby affecting lecturers' performance in the research and community service sectors. The value of the direct relationship X 1 to Y produced that 0.160> 0.046 and the fourth hypothesis (H4) was rejected. Indirectly, work stress does not significantly affect the performance of lecturers through work ties at the University of Ibnu Sina. The influence is not significant because there are several lecturers who have excessive workloads that affect productivity in the field of research and community service and career development as a lecturer. Another thing is still not the maximum implementation of competition-based research training to stimulate lecturer performance.
The direct effect of X 2 on Y is known that 0.403> 0.074 then the fifth hypothesis (H5) is rejected. Indirectly, work culture does not significantly influence the performance of lecturers through work ties at the University of Ibnu Sina. The relationship is not significant because some lecturers have not adapted themselves to build a more optimal relationship in a university institutional community, so that it has not maximally increased productivity and innovation in teaching, research and community service systems. The coefficient of determination obtained a value of 0.405 means that the variables of work stress, work culture and work ties contribute to the performance of lecturers by 40.5% and 59.5% contributed by other variables not examined in this study.

Conclusion
Based on the results of the analysis and discussion, this research can be concluded as follows: 1) Job stress directly has an insignificant effect on the performance of lecturers at Ibnu Sina University. Lecturer performance can be improved through limiting and managing workloads and stimulating lecturers to improve research activities.
2) Work culture directly has a significant effect on lecturer performance at Ibnu Sina University in Batam. The performance of lecturers can be improved through work culture by maintaining and even increasing communication and relationships between lecturers who are already established at the faculty level.
3) Work ties directly have an insignificant effect on the performance of lecturers at Ibnu Sina University. Lecturer performance can be improved through work ties by further optimizing cross-faculty activities so as to stimulate cooperation in the field of research and community service.

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■ 89 4) Job stress has no significant effect on the performance of lecturers through work ties at the Ibnu Sina University. This relationship can improve the performance of lecturers through cross-faculty community service collaboration and competition-based research training. 5) Work culture has no significant effect on the performance of lecturers through work ties at the University of Ibnu Sina. This relationship can be enhanced by organizing collaborations across faculties to produce innovations in teaching, research and community service systems.