Employee Discipline Research Articles

Analisis Kualitas Sistem Informasi Absensi Karyawan di SMP Negeri 15 Jakarta dengan Metode Mccall

The Employee Attendance Information System is a crucial component in human resource management at SMP Negeri 15 Jakarta, a vocational high school institution. This study aims to analyze the quality of the attendance information system using the McCall Method, which provides a comprehensive evaluation framework. The analysis measures indicators of correctness, usability, reliability, and efficiency. The evaluation results show that the attendance system achieved average scores ranging from 0.74 to 0.76, with a total score of 298 out of an ideal score of 140, placing it in the good category. While the system functions well and positively contributes to management, there remains significant room for further development. This study identifies factors influencing system quality, which can serve as a basis for future improvements. The recommendations derived are expected to support the development of a more effective and efficient attendance information system, enhancing employee discipline and productivity, and contributing to improved educational quality for students.

The imposition of penalties within the framework of the system of employee discipline during the period of socialism in Poland

ABSTRACT The purpose of this article is to identify different forms of punishment administered on employees in Polish organisations during the socialist period. The authors discuss methods of punishment, former employees’ sentiments about their organisations’ climate and reasons for disciplinary dismissals. The material for the empirical part was collected by means of interviews. Its selection was targeted and based on snowball sampling. The majority of the interviewees claimed that the organisational climate at the time had been positive. However, acts such as favouritism of employees belonging to the ruling party, widespread shortages of tools and materials, onerous working conditions and disregard of health and safety regulations were assessed negatively. During the period under study, formal penalties were rarely applied. Managers had employment quotas to fill, and employees were not afraid of losing their jobs as they could be employed elsewhere relatively easily. Financial penalties were imposed quite often. Disciplinary dismissals were rare and occurred only when managers saw no other means of discipline left at their disposal.

Pengaruh Absensi Online “Talenta” dan Motivasi Terhadap Disiplin Kerja Karyawan PT Kia Karawang

This study was made to determine the extent of the attendance technology system and work motivation provided by PT KIA Karawang to its employees in improving employee discipline in it. The analysis used in this study is to use independent variables, namely the "Talent" attendance system and work motivation, and the dependent variable, namely work discipline. This research included 85 employees from PT KIA Karawang and utilized multiple linear regression testing, alongside validity, reliability, classical assumption, and hypothesis testing techniques. The findings revealed that the Talent attendance system and work motivation together significantly and positively affect work discipline. However, when examined individually, the Talent Attendance System did not impact Work Discipline, whereas work motivation did have a positive and significant effect on work discipline.

The Influence of Employee Discipline and Perceived Organizational Support on Organizational Commitment among Employees in the Population and Civil Registry Office Surabaya

This study investigates the influence of employee discipline and perceived organizational support (POS) on organizational commitment among civil registry employees in Surabaya. Data were gathered from 50 public servants through structured questionnaires, utilizing the Partial Least Squares (PLS) method. The findings reveal that both employee discipline and POS positively and significantly impact organizational commitment. These results emphasize the vital roles of organizational support and workplace discipline in nurturing employee loyalty and responsibility.

Coordinating Standard Procedures of Disciplinary Actions to Conflict Resolution Techniques to Facilitate Conducive Working Environment in Zamboanga Sibugay Division

Ensuring a productive and happy work environment in educational institutions requires effective management of employee discipline and conflict resolution. This study fills in the knowledge gap about how Zamboanga Sibugay school administrators handle conflicts and use disciplinary measures. It aims to provide insights into better administrative tactics by assessing the efficacy of these practices and their effects on the workplace. This study uses a mixed-methods approach to evaluate how school administrators handle disciplinary measures and resolve conflicts. Structured questionnaires were utilized to gather quantitative data, and interviews with school officials yielded qualitative insights. The data was analyzed using statistical methods such as t-tests and z-tests, which revealed significant differences and correlations in the use of these practices. Results of the study showed that formal written warnings, formal disciplinary sessions, and verbal warnings are routinely used by school administration as forms of discipline, and the most common disciplinary action is suspension or loss of privileges, whereas termination is the least common. Furthermore, the most often used conflict resolution strategies include compromise, problem-solving teamwork, and compromise. Lastly, there were minimal relationships between the two sets of data, but significant variations were observed in the implementation of disciplinary actions and dispute-resolution strategies. The study concludes that although Zamboanga Sibugay school administrators generally follow established disciplinary procedures and conflict resolution strategies, there are variances in how they implement them. The most common disciplinary measure is suspension or loss of privileges, while the most common method of resolving conflicts is compromise. The results emphasize the necessity of a more coordinated strategy to improve company culture and successfully resolve conflicts. The study thus recommends modifications to improve organizational culture and offers insights into the effectiveness of present methods.

The Effect of Leadership Style and Work Environment on Employee Performance at Alila Ubud

Hotels are able to significantly increase profits by optimizing the capacity of human resources (HR). Poor employee performance has a negative impact on the company, including laziness in completing work, lack of work achievement, and employee discipline. This study has a mission to assess the impact of leadership style and work environment on employee performance at Alila Ubud. This study used a qualitative approach with a saturated sampling technique, involving 120 respondents as the sample. Data was collected through surveys distributed to respondents. Data analysis was conducted using multiple linear regression methods, t-test, f-test, and coefficient of determination. The study results state that 64% of employee performance is driven by leadership style and work environment, while the remaining 31% is driven by other factors not analyzed in this study.

The Performance of Employees of The Secretariat of The General and Public Relations Section In The Office of The Regional People's Representative Council (DPRD) Gorontalo City

This study aims to determine the performance of employees of the secretariat of the general and public relations section at the Gorontalo City Regional People's Representative Council (DPRD) office. This type of research is descriptive research using a qualitative approach. Data collection techniques were conducted through interviews with a number of informants, observation and documentation. The research focus consists of discipline, ability and work environment The results showed that: 1) Employee discipline in the general and public relations section is not optimal because there are still some employees who are not disciplined about working time. due to lack of awareness of the responsibilities given even though each employee is bound by a Work Agreement (PK) which requires employees to be orderly in carrying out their duties to prepare secretarial administration and sterilize meeting or session rooms. 2) The ability of employees in the general and public relations sections is in accordance with their respective duties and functions but has not been maximized when carrying it out. Because there are still some employees who do not understand the tasks distributed, one of which is secretarial administration. 3) The work environment in the general and public relations section is not conducive because there is noise during working hours in the form of booming voices and music everywhere, making work disturbed.

Optimalisasi Kinerja Karyawan: Hubungan Motivasi Kerja, Pembinaan Disiplin, dan Persepsi Atasan di Departemen Human Resource Pada PT. X

The decline in employee performance in terms of employee performance appraisal aspects of PT X company still has to be improved, especially in terms of processing time and conformity to standards in work, this is expected to increase if work motivation and discipline coaching are improved. The purpose of this study was to see respondents' responses about work motivation and employee discipline coaching on performance. The Human Resource Department of PT X is in good criteria. The sample used was 37 respondents and direct supervisors in the Human Resource Department. In the sampling technique, a saturated sampling method was used, and the data was analyzed using multiple linear regression. The results of this study indicate that work motivation does not have a positive effect on employee performance. However, employee discipline development has a positive effect on employee performance. Additionally, work motivation and discipline development simultaneously affect employee performance at PT. X.

Pengaruh Kompetensi dan Disiplin terhadap Kinerja Pegawai Dimediasi Motivasi pada Kantor Kesyahbandaran dan Otoritas Pelabuhan Kelas IV Muara Sabak

This study aims to determine and describe the picture of competence, discipline, motivation and performance of employees at the Port Master and Port Authority Office Class IV Muara Sabak and to determine and analyze the influence of competence and discipline on employee performance mediated by motivation at the Port Master and Port Authority Office Class IV Muara Sabak. The type of research uses descriptive verification research. The object of this study is the Port Authority Office and Class IV Muara Sabak Port Authority. This study uses the PLS analysis method. Based on the results of the study, competence has a positive and significant effect on motivation, discipline has a positive and significant effect on motivation, competence has a positive and significant effect on employee performance, discipline has a positive and significant effect on employee performance, motivation has a positive and significant effect on employee performance, competence has a positive and significant effect on employee performance and discipline has a positive and significant effect on employee performance mediated by motivation at the Port Authority Office and Class IV Muara Sabak Port Authority.

Pengaruh Disiplin dan Fasilitas Kerja terhadap Motivasi yang Berimplikasikan pada Kinerja Pegawai di Kecamatan Danau Teluk Kota Jambi

The aim of this research is to describe the discipline, work facilities, motivation and performance of employees in Danau Teluk District, Jambi City and to analyze the partial and simultaneous direct and indirect influence of discipline and work facilities on employee motivation and performance, as well as to analyze motivation on employee performance. To answer the research objectives, this research is supported by theoretical studies related to research variables, namely discipline, work facilities, motivation and performance. Apart from that, the author also looked for relevant previous research in the form of articles/journals and previous theses to support this research. The population in this research are employees in Danau Teluk District, Jambi City, totaling 53 employees with conditions in 2022. The data analysis technique used in this research is through path analysis followed by hypothesis testing through the F test (Simultaneous) and t test (Partial). From the path analysis tests carried out, it was found that discipline and work facilities had an influence on motivation by 65.4% while the rest was influenced by other variables. Discipline and work facilities have an influence of 42.0% on employee performance in Danau Teluk District, Jambi City. This research concluded that discipline, work facilities, motivation and employee performance were in good and high condition. Apart from that, discipline and work facilities partially and simultaneously have a positive and significant influence on the motivation and performance of employees in Danau Teluk District, Jambi City. Likewise, motivation has a positive and significant influence on employee performance.

Analysis of Employee Discipline at Favehotel Pgc Cililitan

Analysis of Employee Discipline at Favehotel Pgc Cililitan

PENGARUH KEPEMIMPINAN TRANSFORMASIONAL DAN BUDAYA ORGANISASI TERHADAP DISIPLIN KERJA PEGAWAI DI KANTOR KECAMATAN BAROS KABUPATEN SERANG

In the current era in an organization or institution, human resources (HR) are a very important component. For organizations or agencies, two factors that are worth studying in depth are leadership and organizational culture, which can increase employee motivation and commitment. And can uphold the values of Leadership, Organizational Culture and Work Discipline of employees at the Baros District Office, Serang Regency. The purpose of this research is to find out whether Transformational Leadership has an effect on employee work discipline, to find out whether Organizational Culture has an effect on employee work Discipline, to find out whether Transformational Leadership and Organizational Culture have an effect on employee work Discipline.The research method used in this research is a correlational quantitative approach. namely to test the influence of the independent variable on the dependent variable which in this research uses 2 independent variables (Transformational Leadership, Organizational Culture) and 1 dependent variable (Discipline). The approach used in this research is a survey method of 34 employees.The results of this research are that there is a significant influence of leadership on employee work discipline. Based on the calculation results of SPSS Version 27, the value of tcount > ttable (-4,939 > 1.693) is obtained, so H0 is rejected and H1 is accepted. And there is a significant influence of organizational culture on employee discipline. Based on the SPSS Version 27 calculation results, the value of tcount > ttable (13,102 > 1.693), H0 is rejected and H1 is accepted.Based on the significance test, the Fcount value was 99,220 and Ftable was 3.30. Based on the significance test, the Fcount value is greater than Ftable, so there is an influence between Leadership and Organizational Culture values on employee work discipline.

Eksplorasi penerapan reward and punishment aparatur sipil negara dalam upaya meningkatkan kedisiplinan pegawai pemerintah kota Sukabumi

The issue of discipline among civil servants is considered one of the bureaucratic pathologies. This can hinder the progress and effectiveness of government, leading to delays in decision-making and a lack of accountability. In the government of Sukabumi City, there are still civil servants who commit violations and social deviations, resulting in disciplinary actions ranging from light to severe, which can cause losses for both the individuals involved and the relevant institutions. The Regional Personnel and Human Resource Development Agency (BKPSDM) of Sukabumi City has implemented a reward and punishment system in an effort to improve employee discipline. This study aims to explore the extent to which the application of reward and punishment impacts the improvement of employee discipline in the Sukabumi City government. The method used is a descriptive research approach with a qualitative perspective, employing instruments such as observation, interviews, and documentation. The results of this study indicate that the implementation of the reward and punishment system in the Sukabumi City government has been effective and has had a positive impact on employee discipline. However, a lack of firmness, transparency, and guidance from leaders has resulted in a weak response from employees towards the reward and punishment system. In addition to the reward and punishment system, the Sukabumi City government also conducts training and technical guidance activities for its employees, aimed at developing human resources and enhancing employee competencies.

Analisis Kedisiplinan Pegawai Sebelum dan Sesudah Melalui Sistem Informasi Absensi Presensi (SIAP) Untuk Meningkatkan Kinerja Pegawai Badan Kepegawaian dan Pengembangan Sumber Daya Manusia Kabupaten Karawang

The purpose of this study was to analyze employee discipline before and after through the attendance attendance information system (SIAP) on employee performance at the Karawang Regency Personnel and Human Resources Development Agency. This research was conducted at BKPSDM Karawang Regency which is located at Jl. A, Yani No.1, Nagasari West Karawang, Karawang Regency. The method used is descriptive qualitative. Participation of informants as many as 4 employees. Analysis techniques used observation, interviews and documentation using Descriptive Qualitative. The results of the study were 1) discipline before using SIAP there was still employee discipline that decreased. 2) discipline after using SIAP there is improved employee discipline. 3) Performance before using SIAP there are still employees with low performance targets. 4) Performance after using SIAP has improved, although there are still some employees with low performance targets.

Efektivitas Penerapan Presensi Kehadiran ASN Di Dinas Perhubungan Kabupaten Malang Provinsi Jawa Timur

Currently, technological advances are very rapid and sophisticated. It is not surprising that this progress is utilized by many sectors, both private and government. The government must use technology to develop more sophisticated and inventive government systems. One of them is a unique finger impression-based attendance method that is used to discipline employees in carrying out their duties. The purpose of this research is to find out how effective the use of unique finger impressions is to discipline employees at the Malang Regency Transportation Service, how effective the use of unique finger impressions is to increase employee discipline, and the steps taken to improve employee discipline. This study is based on an inductive approach combined with a descriptive approach. Data collection methods include interviews, observation, and documentation. According to Tangkilisan (2005: 141), there are four ways to evaluate effectiveness: target achievement, adaptability, job satisfaction, and responsibility. By using unique finger impressions, employee discipline and organizational performance improve. However, there are several challenges, one of which is that employees continue to come for unique finger impressions rather than performance, which hinders them from completing tasks on time. One of the efforts made by the Malang Regency Transportation Service is to carry out direct supervision from the leadership and apply disciplinary penalties objectively and according to procedures. The author suggests improving or updating unique fingerprint scanning machine technology, especially the sensitivity of the scanner in reading fingerprints, and adding one unit of unique fingerprint scanning machine

THE EFFECT OF WORK DISCIPLINE AND MOTIVATION ON PERFORMANCE EMPLOYEES IN THE POLICE CIVIL SERVICE UNIT OF KARAWANG REGENCY

Purpose of the study — he research aims to determine employee performance which can be influenced simultaneously and partially by the work discipline and motivation of the Karawang Regency Satpol PP.Research method— he population in this study was 108 employees who had a tolerable error rate of 10% or an accuracy rate of 90%. Therefore, a purposive cluster probability sampling technique was used to sample 52 employees to represent the population. Descriptive and verification methods are used in this research, which means collecting data, displaying, analyzing and testing hypotheses, before making conclusions and recommendations. Descriptive statistical analysis, classical assumption tests, and multiple linear regression analysis were used with SPSS 26 hypothesis testing.Result— This research results that employee performance can be partially significantly and positively influenced by work discipline, employee performance can be partially significantly and positively influenced by work motivation, Employee performance can be affected simultaneously by discipline and work motivation.Conclusion— The work discipline and motivation of employees in the Karawang Regency Satpol PP have a significant and positive effect on employee performance, both partially and simultaneously.

Peran Kepemimpinan dan Disiplin Kerja Karyawan pada Kinerja Pelayanan di PT. X Surabaya

Effective leadership and employee discipline are essential to maintaining a productive and professional workplace environment. Leaders are expected to open up two-way communication so that employees can fully understand the Company's goals in achieving performance. Companies need to have a clear and consistent approach to employee discipline to ensure that employees understand company policies and comply with performance expectations. In addition, employee discipline helps identify and correct behavior or actions that are detrimental to the organization.

Analysis Product Control in Minimizing Skincare Product Returns (Case Study on Pt. CBD)

PT. CBD is a company that imports and distributes skincare cosmetics from Korea. The product distribution process flow often results in product returns which cause losses for the company. For this reason, this research aims to analyze the most specific reasons for product returns and find out the factors that cause product returns. Of the total number of returns, there were 14,901 pcs in 2022 and the largest return was in the Sheetmask (CA-10) category, 6,574 pcs. To minimize this, the Seven Tools and 5W1H methods are used . After further research, it was discovered that the results obtained showed that the most specific reason for returns was due to aging stock or goods with a shelf life of more than 3 months with the highest percentage of product returns being 51%, while the company's safe return limit must not exceed 15%. The main factor is that these returns are caused by human factors, namely lack of employee discipline regarding SOPs due to incorrect stock monitoring analysis methods or lack of control over the delivery of goods, so they have to carry out product planning properly and then create a checksheet to control the incoming and outgoing goods.

The Role of Supervision in Improving Work Discipline of State Civil Servant Employees at the Ministry of Religion

This research was conducted with the aim of: (1) finding out the role of supervision in improving the discipline of state civil servants at the Ministry of Religion, Bone Bolango Regency; (2) To find out what factors hinder the implementation of supervision of employee discipline at the Bone Regency Ministry of Religion. So this research uses a form of research with a qualitative approach and descriptive methods. The strategy used is single and fixed. Snippet technique with techniquepurposive snowball sampling. The data sources are informants at the research place or location, archives and documents. The data collection techniques used were interviews, observation and document analysis. For data validity, the technique used is data or source triangulation and method triangulation. Meanwhile, the data analysis technique used is flowing interactive analysis. The results of the research show that: (1) Supervision plays a large role in shaping the discipline of civil servants at the Bone Bolango Regency Ministry of Religion office, and this supervision can only work if the leadership at the Bone Bolango Regency Ministry of Religion office carries out their duties as actors in supervision; (2) Whereas based on data the discipline of civil servants at the Ministry of Religion office is still not optimal, not because there is no supervision, but because the leadership does not understand the theory or technical practice of supervision, resulting in not yet optimal supervision at the Bone Bolango Regency Ministry of Religion office. ; (3) That supervision is not only an order or rule that is the basis for implementation in an agency, but is a fundamental principle in the management of an institution such as the office of the Ministry of Religion, Bone Bolango Regency, this means that supervision plays an important role in improving the discipline of the State Civil Apparatus, so that Increasing human resources in leadership is the key word in realizing supervision to improve discipline in the State Civil Service.

Pengaruh Kepuasan Kerja, Motivasi Kerja dan Budaya Kerja terhadap Disiplin Kerja Karyawan pada UMKM Blush Eyewear Kota Bekasi

This study aims to measure the influence of job satisfaction, work motivation, and work culture on employee discipline at UMKM Blush Eyewear in Bekasi City. All employees of the company constitute the population of this research. The sampling method used is a saturated sample, where all members of the population are included as samples in the questionnaire distribution. A total of 40 employees participated in this study. This research employs a quantitative approach with multiple linear regression analysis, and hypothesis testing is conducted using t-tests and F-tests with a 5% significance level. The t-test results show that job satisfaction, work motivation, and work culture have a significant influence on employee discipline. The F-test results also indicate that the three variables, namely job satisfaction, work motivation, and work culture, collectively have an impact on employee discipline.