Discipline Variables Research Articles

PERFORMANCE: Self, Management, and Organizational Social Perspectives

Good work results are the hope of every leader, but in reality performance is not always achieved. Therefore, managers/directors need to make measurable efforts in encouraging performance improvement, including by making disciplinary rules, encouraging morale, and trying to create a healthy work environment. Based on this phenomenon, this study seeks to analyze the factors that affect performance. The research method used is quantitative with regression analysis. The research data was obtained by distributing questionnaires to 33 employees of Kopkar GMF Aero Asia Sejahtera. The sampling technique was carried out by simple random sampling. The results of the study explain that it is possible for employee performance to increase significantly both in partial and simultaneous models, especially in the discipline variable. Discipline rules are management products that are made to control measurable and quality work behavior, so as to maintain good task execution and quality results.

PENGARUH DISIPLIN KERJA DAN MOTIVASI KERJA TERHADAP KINERJA KARYAWAN

This study aims to determine the motivation variable has a significant effect on work discipline and work motivation has a significant effect on employee performance. The sample in this study were 60 employee respondents who worked at PT. Samitex Bantul. Research analysis using multiple linear regression. The test results show that the work discipline variable has a significant effect on employee performance. It can also be said that every time there is an increase in work discipline, it will affect employee performance. Work motivation variable has an influence on employee performance. That is, every time there is an increase in work motivation will improve employee performance.

How work discipline and leadership influence employees’ performance?

This study aims to determine the effect of work discipline and leadership style on employee performance at hotels in Texas. The analysis used in this study using multiple regression analysis. The population in this study were all employees at the hotels. Sampling in this study was carried out using a sampling technique, namely saturated sampling, so the number of samples was 300 employees who were recruited as samples in the study. The results of the study after the data were processed with SPSS.21 with the analytical method used in this study, namely multiple linear regression analysis, Ftest, Ttest, and coefficient of determination (R2). Based on the results of the study it was found that there was a positive and significant effect of work discipline and leadership style variables on employee performance at the hotels simultaneously. This is evidenced by the value of Fcount which is greater than the value of Ftable (29.288 > 3.32) and the probability value which is smaller than (0.000 < 0.05). While partially there is a positive and significant effect of work discipline on employee performance and leadership style has a negative and significant effect on employee performance at the hotels in Texas. Where the tcount value is greater than the ttable value (1,703). The work discipline variable has a tcount value of 5.799 (p = 0.000) and the leadership style variable has a tcount value of -5.035 (p = 0.000). The variable that has the most dominant influence on employee performance at the hotels in Texas is the work discipline variable with the largest tcount value (5.799).

Pengaruh Pengembangan Pegawai on the Job Training dan Kedisplinan Kerja Terhadap Peningkatan Kinerja di BKD Kabupaten Gresik

This research was conducted to see the effect of ON THE JOB TRAINING Employee Development and Work Discipline on Performance Improvement in BKD Gresik Regency. The hypothesis has a simultaneous, partial and relatively dominant effect on the performance improvement. With the sample used is a number of 50 employees. From the results of the t-test of the Employee Development On The Job Training (X1) variable on Performance Improvement (Y), the results obtained a significant level of 0.000 <0.05 and tcount of 4.614 t table of 2.0129. From these data, the value of tcount > ttable (4.614 > 2.0129), it can be concluded that partially the Employee Development variable has a significant effect on Performance Appraisal. And the variable of Work Discipline (X₂) on Performance Improvement (Y) obtained the results of a significant level of 0.000 < from 0.05 and tcount of 2.762 ttable of 2.0129. From these data, the value of tcount > ttable (2.762 > 2.0129), it can be concluded that partially the price variable has a significant effect on Performance Improvement. Fcount (40.966) > Ftable (2.8086) with a significance of 0.00 which indicates that it simultaneously has an effect. And the most dominant variable is the Employee Development On The Job Training (X1) variable because it has the highest value of 0.421.

THE EFFECT OF DISCIPLINE AND WORK MOTIVATION ON THE PERFORMANCE OF EMPLOYEES OF REGIONAL GENERAL SERVICES AGENCY (BLUD) BANGKINANG HOSPITAL

This study aims to determine the effect of discipline and work motivation simultaneously and partially on the performance of employees of the Regional Public Service Agency (BLUD) Bangkinang Hospital. The population in this study were all employees of the Regional Public Service Agency (BLUD) of Bangkinang Hospital which were known to be 124 employees. The sampling method in this study was the total sample method using the saturated census technique so that the number of samples in this study was 124 respondents. Data analysis was carried out using multiple linear regression models. Based on the test results simultaneously and partially, the variables of discipline and work motivation proved to have a significant effect on the performance of the employees of the Regional Public Service Agency (BLUD) Bangkinang Hospital. The close relationship that occurs between the variables of discipline and work motivation on employee performance is strong. The contribution of the independent variable to the dependent variable is 63.6% while the remaining 36.4% is influenced by other variables not examined in this study.

EFFECT OF WORK DISCIPLINE AND WORK FACILITIES ON EMPLOYEE PERFORMANCE (Survey at Bangkinang, Airtiris and Lipat Kain)

This study aims to determine work discipline and work facilities on employee performance (Survey at the Bangkinang, Airtiris and Lipat kain) the analysis used in this study is multiple linear analysis, with the number of respondents as many as 40 people, hypothesis testing is carried out with the F test and t test with alpha 5% or 95% confidence level.Based on the results of the study, it can be concluded that the variables of work discipline and work facilities have a significant effect on the performance of the employees of the Bangkinang, Airtiris and Lipat Kain Post offices both simultaneously and partially.This is evident from the test results. F and t test at 95% confidence level.Work Discipline variable is the dominant factor influencing the performance of Bangkinang, Airtiris and Lipat Kain Post office employees, because the Work Discipline variable has a larger regression coefficient than the other variables.Work Discipline Variable (X₁) and Work Facilities (X₂) with Employee Performance ( Y) has a relationship of 87.7%. Thus, if the variables of Work Discipline (X₁) and Work Facilities (X₂) change, the Employee Performance (Y) will also change. Variations up or down in employee performance by 76.8% are determined by the variables of Work Discipline (X₁) and Work Facilities (X₂), while the remaining 23.2% of employee performance is determined by other factors outside the model.

IMPROVED PERFORMANCE OF KLATEN DISTRICT EDUCATION OFFICE EMPLOYEES IN 2021

<p><em>This study aims to determine the effect of the variables of professionalism, placement, experience and work discipline on the performance of the employees of the Klaten Regency Education Office. This research method uses a quantitative research design. The population in all employees who work in the Klaten Regency Education Office is 86 people. The sampling technique used in this study is the Census technique with a sample of 86 respondents. Collecting data by using a questionnaire. The data analysis technique used was statistical analysis, namely multiple linear regression test, F test, t test, and coefficient of determination.</em><em>The results showed that professionalism, placement, experience and work discipline had an effect on employee performance at the Klaten Regency Education Office.</em><em>Suggestions from this research, the Education Office of Klaten Regency continues to improve professionalism, placement, experience and work discipline, so that employee performance will increase and be better than before.</em></p>

Pengaruh Komunikasi dan Disiplin Kerja Terhadap Kinerja Karyawan: Study Case Anigre Kitchen

Communication within an organization/company can have a major impact on the performance and viability of the company, this affects things like innovation, safety and operational improvement. Likewise with work discipline, every organization requires work discipline because it is important for company operations to follow the rules that have been set. The main purpose of this study is to determine whether there is an influence between communication and work discipline on employee performance at Anigre Kitchen. The research method used is qualitative research, using a saturated sample of 17 Anigre kitchen employees. Data were obtained through questionnaires, interviews and literature studies. The results of the study partially show that communication and work discipline have a positive and significant effect on employee performance. While the results simultaneously show that the variables of communication and work discipline together have a significant effect on employee performance. The R square value of employee performance is influenced by independent variables, namely communication and work discipline, obtained from the results of the determination test, while the rest is explained by variables outside the study. It is recommended for companies to improve communication and work discipline so that employee performance can continue to improve and be maintained for the company's sustainability. For further research, it is recommended to use a larger sample size and choose hotels from various local and international brands to see wider results

THE EFFECT OF LEADERSHIP, ORGANIZATIONAL CULTURE AND COMPETENCY ON EMPLOYEE PERFORMANCE WITH WORKING DISCIPLINES AS INTERVENING VARIABLES IN THE KSOP OFFICE FOR SPECIAL BATAM

The purpose of this study was to analyze the influence of leadership, organizational culture and competence on employee performance with work discipline as an intervening variable at the Batam Special KSOP Office. The study population consisted of 122 Civil Servants and 36 Honorary Batam Special KSOP Office. The sample selection method used was simple random sampling, which is a random sampling of the population based on the probability frequency of all members of the population. The spread of the questionnaire was carried out on 36honorary employees of the Batam Special KSOP Office. The data analysis technique used to solve the problem in this research is quantitative analysis technique, namely path analysis with the application of multiple linear regression models using the help of the SPSS 24.0 program. The results of this study indicate that Leadership and Competence have a significant positive effect on Work Discipline. Organizational Culture has a positive but not significant effect on Work Discipline. Furthermore, leadership has a positive and significant effect on employee performance. Organizational Culture has a positive and insignificant effect on Employee Performance. Competence has a negative and insignificant effect on employee performance. As for the work discipline variable, it has a positive but insignificant effect on employee performance.

Pengaruh Kompetensi, Motivasi dan Disiplin Kerja terhadap Kinerja Karyawan (Studi Kasus Karyawan Perusahaan Pembiayaan Kota Jambi)

The purpose of this study is to see the extent to which competence, motivation and discipline affect employee performance, the analysis unit in this study is employees who work in financing companies in Jambi City, the sample number of 67 respondents, data collection techniques using questionnaires and processed by using multiple linear regression analysis, the results of the study show that there is a positive and significant influence both partially and significantly. Simultaneously from the variables of competence, motivation and discipline to the performance of employees of financing companies in Jambi City.

Pengaruh Beban Kerja Dan Disiplin Kerja Terhadap Kinerja Karyawan

The achievement of goals in an organization is strongly influenced by employee performance. Every organization will try to work on the presentation of its employees so that organizational goals can be achieved. One of the variables that can affect individual presentations is workload and work discipline. Implementation evaluation is expected to find out the results or level of achievement of a worker. The purpose of this study is to determine the extent to which workload and work discipline significantly affect the shipping company at Sicepat Express Batam. In this study, the population of this study were all employees of Sicepat Express Batam, which collected 115 people and the sample taken was the number of delivery parts for Sicepat Express Batam, which amounted to 115 people, using the multiple linear regression analysis method, namely Y = 4.091+ 0.118 X1 + 0.803 X2. The results of the T test partially prove, the results of the study state that workload and work discipline have a significant effect on employee performance at Sicepat Express Batam employees and the coefficient of determination (R2) obtained is 58.2% employee performance is influenced by workload and work discipline variables, and 41.8% influenced by other variables.
 Keywords: Workload, Work Discipline, Employee Performance.

THE INFLUENCE OF DISCIPLINE, RESPONSIBILITY, COMMITMENT ON EMPLOYEE PERFORMANCE AT PT. ASIA COCOA

The purpose of this study was to determine the effect of Discipline, Responsibility and Commitment on Employee Performance at PT. Asia Cocoa. The subjects of this study were employees of PT Asia Cocoa with the number of samples to be taken determined by the Slovin formula. The number of employees of PT Asia Cocoa is 43 people. By using the Slovin formula with a 5% margin of error, the results are obtained with a 95% presentation level. Data obtained by a questionnaire system using a Likert scale. The results of this study indicate that based on the results of the analysis in the image above, it is known that the discipline variable (X1) has a composite reliability of 0.905> 0.600, then the variable X1 is reliable, then the responsibility variable (X2) gets the composite reliability with the result 0.988> 0.600. then the variable X2 is reliable, the commitment variable (X3) gets the composite reliability results 0.877> 0.600 then the X3 variable is reliable, and the employee performance variable (Y) with the composite reliability value is 0.971> 0.600 then Y is reliable. Discipline variable (X1) produces an original sample value of 0.102 with a P value of 0.674 <0.05, so that the variable X1 has a positive and insignificant effect on variable Y employee performance. The responsibility variable (X2) produces an original sample value of 0.800 with a P value of 0.001 <0.05, so that the variable X2 has a positive and significant effect on the employee performance variable (Y). The commitment variable (X3) produces an original sample value of 0.113 with a P value of 0.179 <0.05, so that the variable X3 has a positive and insignificant effect on the employee performance variable (Y). The amount of influence of Discipline (X1).

Pengaruh Pelatihan, Pengawasan, dan Disiplin Kerja terhadap Kinerja Karyawan

Abstract: Purpose: This study aims to analyze the effect of Training, Supervision and Work Discipline on Employee Performance of PT Bank DKI Permata Hijau Branch. Research Methodology: This study uses quantitative research methods, and uses non-probability sampling that uses convenience sampling to take samples from people who are easy to meet. Results: In the partial regression coefficient test, the t-count of the training variables is 2.416, supervision is 2.089, and work discipline is 6.000, all calculations show greater than the t-table calculation of 1.994, meaning that the variables of training, supervision, and work discipline have an effect on employee performance. Limitations: Dissemination of dissemination is not carried out directly to respondents, with the spread of dissemination via google form. Contribution: This research is expected to improve the performance of employees of PT Bank DKI Permata Hijau Branch through training, supervision, and work discipline. Keywords: 1. Training 2. Supervision 3. Work Discipline 4. Employee Performance

Pengaruh Kepemimpinan, Disiplin Kerja dan Kepuasan Kerja terhadap Kinerja Tenaga Kesehatan

This study aims to determine how much influence the variables of leadership, work discipline and job satisfaction simultaneously and partially on the performance of health workers at the Muara Siberut Health Center, Mentawai Islands Regency, South Siberut District, using data collection methods in the form of questionnaires and the analysis method used is regression. multiple linear. The results showed that the variables of leadership, work discipline and job satisfaction had a significant effect on the performance of health workers at the Muara Siberut Health Center, Mentawai Islands Regency, South Siberut District, marked with an R value of 0.707 and an Adjusted R Square of 0.479. This shows that there is a strong relationship between leadership, work discipline and job satisfaction on the performance of health workers at the Muara Siberut Health Center, Mentawai Islands Regency, South Siberut District by 47.9% while the remaining 52.1% is influenced by other factors outside this study. Partially, the variables of leadership, work discipline and job satisfaction have a significant effect on the performance of health workers at the Muara Siberut Health Center, Mentawai Islands Regency, South Siberut District.

Level of Supervisory Competencies among Female Academic Supervisors and Female Part-Time Science Teachers from Female Student-Teachers’ Perspectives

This study investigated the level of supervisory competencies among female academic supervisors and female part-time science teachers from the perspective of female student-teachers in Najran University, Saudi Arabia. To achieve the study objective, the comparative descriptive method was used and a questionnaire was designed to collect data from the study sample which consisted of (72) female student-teachers in the practicum course from the departments of Chemistry and Physics. The study results revealed that the level of supervisory competencies of the academic supervisor was high, while the degree of supervisory competencies of part-time science teachers was average. The results also showed that there were no statistically significant differences at the level (0.05) for the supervisory competencies of the academic supervisors and the part-time science teachers that could be attributed to the variables of discipline (chemistry-physics) and the type of supervision (face to face- online). The study concluded with some recommendations, including conducting awareness-raising training courses for female part-time science teachers on the roles assigned to them in order to facilitate the practicum period for the student-teachers.

Level of Supervisory Competencies among Female Academic Supervisors and Female Part-Time Science Teachers from Female Student-Teachers’ Perspectives

This study investigated the level of supervisory competencies among female academic supervisors and female part-time science teachers from the perspective of female student-teachers in Najran University, Saudi Arabia. To achieve the study objective, the comparative descriptive method was used and a questionnaire was designed to collect data from the study sample which consisted of (72) female student-teachers in the practicum course from the departments of Chemistry and Physics. The study results revealed that the level of supervisory competencies of the academic supervisor was high, while the degree of supervisory competencies of part-time science teachers was average. The results also showed that there were no statistically significant differences at the level (0.05) for the supervisory competencies of the academic supervisors and the part-time science teachers that could be attributed to the variables of discipline (chemistry-physics) and the type of supervision (face to face- online). The study concluded with some recommendations, including conducting awareness-raising training courses for female part-time science teachers on the roles assigned to them in order to facilitate the practicum period for the student-teachers.

Pengaruh Kepuasan, Motivasi Kerja, Dan Disiplin Terhadap Kinerja Pegawai

<p><em>This study aims to determine the effect of satisfaction, work motivation, and discipline on employee performance, both partially and simultaneously.The method used in this research is descriptive analysis with a quantitative approach. The total population in this study were 73 populations and the sampling technique used was saturated sampling technique. Data collection techniques in this study were through the distribution of questionnaires and library data. The data analysis model used in this study includes: normality test, heteroscedasticity test, multicollinearity test, and autocorrelation test. The hypothesis test used in this study includes: multiple linear regression analysis, correlation coefficient, simultaneous correlation, coefficient of determination, t test and f test.Based on the results of the linear regression test with satisfaction with employee performance, a value of 0.559 is obtained, work motivation on employee performance is obtained a value of 0.540 and the discipline variable on employee performance is obtained a value of 0.163. Based on the results of the correlation coefficient test, the value of satisfaction with employee performance is 0.556, the value of work motivation on employee performance is 0.505 and discipline to employee performance is 0.100. Based on the Hajj, the coefficient of determination obtained the Adjusted R Square value of 0.327. Based on the results of the t test that has been carried out, the satisfaction variable has a positive and significant effect on employee performance. The work motivation variable has a positive and significant effect on employee performance and the discipline variable has no positive and insignificant effect on employee performance. In this study, the significant level was taken = 5% or = 0.05, there was an Fcount value of 12.676 and a Ftable value of 2.74. These results show the value of Fcount (12.676) > Ftable (2.74) with a significance value of 0.000 <0.05. This means that together Satisfaction, Work Motivation, and Discipline have a positive and significant effect on employee performance.</em><em> </em><em>Based on data analysis, it can be concluded that partial satisfaction has a positive and significant effect on employee performance. Work motivation has a positive and significant effect on employee performance. While Discipline has no positive and insignificant effect on employee performance. And simultaneously (together) Satisfaction, Work Motivation and Discipline have a positive and significant effect on employee performance.</em></p>

Pengaruh Pelatihan, Pengawasan, dan Disiplin Kerja terhadap Kinerja Karyawan

Abstract Purpose: This study aims to analyze the effect of Training, Supervision and Work Discipline on Employee Performance of PT Bank DKI Permata Hijau Branch. Research Methodology: This study uses quantitative research methods, and uses non-probability sampling that uses convenience sampling to take samples from people who are easy to meet. Results: In the partial regression coefficient test, the t-count of the training variables is 2.416, supervision is 2.089, and work discipline is 6.000, all calculations show greater than the t-table calculation of 1.994, meaning that the variables of training, supervision, and work discipline have an effect on employee performance. Limitations: Dissemination of dissemination is not carried out directly to respondents, with the spread of dissemination via google form. Contribution: This research is expected to improve the performance of employees of PT Bank DKI Permata Hijau Branch through training, supervision, and work discipline.

THE ROLE OF ORGANIZATIONAL CULTURE AS A MEDIATING TO INCREASING

This study is intended to assess the behavior of the variables of motivation, discipline, and leadership on the performance of ASN at the Wonogiri regional Secretariat through organizational culture or without organizational culture.From 140 ASN, be used 114 respondents as sample with Slovin formula were taken with a simple random sampling. The data was then analyzed using a path analysis system and equipped with statistical tests. Field findings show that: 1) Motivation has a significant influence on organizational culture in Wonogiri regional Secretariat; 2) Discipline has a significant influence on the culture of the organization in the Wonogiri regional Secretariat; 3) Leadership has an influence but not significant on the organizational culture in the Wonogiri regional Secretariat; 4) Motivation has a significant effect on the performance of ASN in the Wonogiri regional Secretariat; 5) Discipline has no significant effect on the performance of ASN in the Wonogiri regional Secretariat; 6) Leadership has an influence, although not insignificant, on the performance of ASN in the Wonogiri regional Secretariat; and 7) Organizational culture has a significant influence on the performance of ASN in the Wonogiri regional Secretariat

Influence of leadership style and work discipline on employee performance-based Islamic work ethic

This research is driven by the pattern of relationships that occur between superiors and subordinates that can make employees happy or unhappy to work in a cooperative, as an organization always deals with human resources to find the right person for the right job. This study aims to determine the existence of a leadership style and work discipline on employee performance based on the Islamic work ethic. In this way, it can be a benchmark for cooperatives to further improve the leadership style of the company in the future. This research uses quantitative research. Data collection techniques using questionnaires or questionnaires. This data collection technique involves obtaining data on the influence of variables (X1) Leadership style and variables (X2) Work discipline on variable (Y) employee performance based on Islamic work ethic. In addition, the results of the study indicate that the variable (X1) leadership style does not affect the variable (Y) of employee performance based on the Islamic work ethic, this is based on the results of the t test that the value sig> 0.05 so H0 is accepted and H1 is rejected. which means that the leadership style does not affect the performance of the employees. The results of this study are also reinforced by the results of a questionnaire that explains that the leadership style variable has an average presentation of 95% and the employee discipline variable (X2) affects the employee performance variable (Y). employed, it is based on the results of the t test that the value of sig <0.05 so that H0 is rejected and H2 is accepted. We can see by completing the questionnaire that describes the work discipline variable, the average presentation is 93.6% in work discipline. The F test shows the calculated F value of 3.686, where the value of 3.686> F table of 2.145, it means that the leadership variable (X1) and work discipline (X2) simultaneously affect the employee performance variable (Y), while leadership style and work discipline simultaneously have an effect of 36.2%, the remaining 63.8% being influenced by other variables not examined. Leadership is expected to motivate employees to do better at work. And it is hoped that a good leader can further improve employee performance.