Work Discipline Research Articles

PENGARUH MOTIVASI DAN BUDAYA KERJA TERHADAP KINERJA PEGAWAI MELALUI DISIPLIN KERJA DI CABANG DINAS PENDIDIKAN WILAYAH PROBOLINGGO

Every government agency has goals to be achieved by utilizing the human resources owned and managed effectively and efficiently, the human resources owned are required to work professionally, have good motivation, good work culture, good work discipline and good performance. This research aims to determine the influence of motivation, work culture and work discipline on employee performance at the Probolinggo Regional Education Office Branch. Data collection methods by distributing questionnaires, documentation and collecting primary and secondary data. The population and sample of this research were employees of the Probolinggo Regional Education Office Branch totaling 32 respondents. Hypothesis testing in this research uses validity test analysis, reliability test and path analysis test. This research data analysis is assisted by the SmartPLS 4.1.0.6 application. The results of this research show that motivation has no significant effect directly on employee performance. Work culture has no significant effect directly on employee performance. Motivation has a significant effect directly on work discipline. Work culture has no significant effect directly on work discipline. Work discipline has no significant effect directly on employee performance. Motivation has no significant indirect effect on employee performance through work discipline. Work culture has no significant indirect effect on employee performance through work discipline.

The Influence of Training, Occupational Health and Safety (OHS), And Work Discipline on Employee Performance at The Surabaya Fire and Rescue Department

This study investigates the influence of training, occupational health and safety (OHS), and work discipline on employee performance at the Surabaya Fire and Rescue Department. The research highlights the critical role of human resource management in public safety organizations. Using a quantitative approach, data were gathered via validated questionnaires from 124 randomly selected employees. The analysis utilized multiple linear regression to assess the impact of the independent variables on employee performance. The results indicate that training, OHS, and work discipline significantly enhance employee performance both individually and collectively. These findings emphasize the importance of structured training programs, comprehensive OHS implementation, and consistent work discipline to achieve operational excellence in high-risk environments.

PENGARUH KETERAMPILAN KERJA, DISIPLIN KERJA DAN LINGKUNGAN KERJA TERHADAP KINERJA PEGAWAI PADA DINAS PEMBERDAYAN MASYARAKAT DAN PEMERINTAHAN DESA KABUPATEN PANDEGLANG

This study aims to determine the effect of work skills, work discipline, and work environment on employee performance at the Community Empowerment and Village Government Service of Pandeglang Regency. The research method used is based on data collection techniques, so this study was conducted using a quantitative approach by distributing questionnaires. The population in the study were all employees totaling 63 people, with sampling using saturated samples totaling 63 people, with multiple linear regression analysis techniques. The results of this study indicate that partially work skills, work discipline, and work environment have a significant effect on employee performance at the Community Empowerment and Village Government Service of Pandeglang Regency, while simultaneously work skills, work discipline, and work environment have a significant effect on employee performance at the Community Empowerment and Village Government Service of Pandeglang Regency

Influence of Work Discipline, Motivation and Work work-life balance on Employee Engagement at PT Bank Syariah Indonesia (BSI) KCP Buah Batu

This research aims to analyze the influence of work discipline, motivation, and work-life balance on employee engagement at Bank Syariah Indonesia (BSI) KCP Buah Batu 2, using quantitative research methods and descriptive and verification analysis approaches. The primary data was obtained through pre-surveys, questionnaires, document collection, and interviews with Bank Syariah Indonesia (BSI) KCP Buah Batu 2 employees. The research sample was taken using a non-probability sampling method, namely the assessment sample technique, which resulted in 31 people employees as the population and research sample. The results of the regression analysis show that work discipline, motivation, and work-life balance have a significant effect on employee engagement. The coefficient of determination shows a value of 0.699 or 69.9%, which means that overall, the variables of work discipline, motivation and work life balance simultaneously contribute 69.9% to employee engagement. In comparison, 30.1% is influenced by other factors.

The Influence of Human Resource Quality, Professionalism, and Work Discipline on Work Performance and Organizational Commitment at CV Oktaviana Tas Grosir Mojokerto

Based on results overlay visualization from research mapping analysis using applications VOS-Viewer, it appears that the research trends are related work performance (work performance) in the last five years is still relatively minimal. In fact, this topic has great potential for further development considering its relevance in the ever-changing world of work. This research aims to analyze the influence of Human Resource Quality, Professionalism and Work Discipline on Work Performance and Organizational Commitment. This research method is quantitative with an explanatory research approach, which aims to verify the hypothesis that has been determined by the researcher. The population in this study were employees of CV Oktaviana Tas Grosir Mojokerto, total 70 employees using a saturated sample. Hypothesis testing in this research was carried out using an approach Structural Equation Model (SEM) based Partial Least Square (PLS). Based on the 7 direct influence hypotheses processed in this research, there are 2 hypotheses which state that the effect is not significant while the other 5 hypotheses state that the effect is significant. The results of this research show that Human Resources Quality and Professionalism partially have an insignificant effect on Organizational Commitment. Meanwhile, Work Discipline has a significant positive effect on Organizational Commitment. Then Professionalism, Work Discipline and Organizational Commitment partially have a significant positive effect on Work Performance. Meanwhile, Human Resources Quality has a significant negative effect on Work Performance.

Competence and Discipline in Improving Police Performance: Qualitative Analysis

This study aims to examine the extent to which the competence and work discipline of police members in the Directorate of Vital Object Security of the South Sumatra Regional Police affect their performance in carrying out security duties in the Obvitnas/Obviter area. The research method used in this study is qualitative analysis. Respondents in this study were personnel of the Ditpamobvit of the South Sumatra Regional Police who carried out security duties in the Obvitnas area: Head of Bin Opsnal, Deputy Director of Pamobvit, and Director of Pam Obvit. The location of the study was at the Ditpamobvit of the South Sumatra Regional Police. The instruments used included interviews, observations, and documentation. The steps in this study included collecting data from interviews with personnel who carried out security and the leadership of Ditpamobvit and then describing and presenting the data that had been collected in written form. The results of this study indicate that competence and work discipline greatly influence the improvement of the performance of Ditpamobvit personnel of the South Sumatra Regional Police in carrying out duties in the Obvitnas and Obviter areas.

IMPROVING EMPLOYEE PERFORMANCE THROUGH LEADERSHIP STYLE AND WORK DISCIPLINE

Research on human resource management is highly intriguing, and employee emotional engagement can create a favorable environment for job happiness and productivity. The purpose of this study is to ascertain how leadership style and work discipline and impact employee performance. SPSS version 20 and a questionnaire for 102 respondents are used in this study. This study uses multiple linear regression techniques along with statistical analysis and quantitative research. Multiple linear regression analysis results for leadership style (X1) of 2.174 with a significance value of 0.032 and work discipline (X2) of 6.002 with a significance value of 0.000 were produced by researchers based on SPSS data analysis. The results of the simultaneous test (F test) showed a significance value of 0.000 and a score of 36.233. The conclusion of this study, the first hypothesis is that leadership style has a significant effect on employee performance, the second hypothesis is that work discipline has a significant effect on employee performance and the last hypothesis is that the two variables (leadership style, work discipline,) have a simultaneous influence on employee performance.

The Role of Work Discipline, Islamic Work Ethics, Compensation in Shaping Job Satisfaction Among Muslim Employees

This study examines the impact of work discipline, Islamic work ethics, and compensation on the job satisfaction of Muslim employees in Tangerang City. Using a Saturated Sampling method, data were collected via a questionnaire and analyzed using the Partial Least Square Structural Equation Modeling (PLS-SEM) method. The findings reveal that work discipline, Islamic work ethics, and compensation each have a positive and significant effect on job satisfaction. These factors are shown to be highly effective in enhancing job satisfaction among employees. The managerial implications suggest that improving work discipline, fostering Islamic work ethics, and offering fair and competitive compensation can significantly boost job satisfaction. This study contributes by highlighting the importance of these variables in shaping employee satisfaction, specifically within the context of Islamic values. Moreover, the predictive model developed through PLS-SEM offers organizations practical insights into creating fair, consistent policies that align with Islamic principles to enhance workplace satisfaction. These findings underscore the value of integrating ethical and equitable practices to improve the job satisfaction of Muslim employees in Tangerang City.

Impact Of Compensation And Work Discipline On Employee Performance With Work Motivation As Intervening Variable (Case Studies Of LAZIS Muhammadiyah)

The study aims to study the impact of compensation, work discipline, and motivation on employee performance, with motivation as an intervening variable. The study analyzed data from 105 respondents using quantitative approaches and Partial Least Squares Structural Equation Modeling (PLS-SEM). In addition, although compensation has a significant impact on work motivation, work discipline also strongly affects work motivations. Work motivation has been shown to mediate the relationship between compensation and employee performance. These findings suggest that in addition to competitive compensation, improving employee discipline and motivation can be an effective strategy for improving performance. The results of this research can serve as a benchmark for managers to formulate more effective compensation policies and develop human resources.

The Influence Of Transformational Leadership Style, Work Motivation, And Work Discipline On The Performance Of Employees Of RSUD Mojokerto District

In the era of Industry 4.0, the competition among companies has become increasingly fierce, prompting organizations to strive to maintain and develop themselves to achieve success. One of the key factors supporting the sustainability and development of an organization is human resources, which serve as a benchmark for success to achieve organizational goals. Using SPSS data analysis techniques with a path analysis approach, correlation tests, determination tests, simultaneous tests, and partial tests with a sample size of 75 employees, the results of this study show that leadership style, motivation, and work discipline significantly influence employee performance. Partially, only work discipline has a positive and significant effect on employee performance, while leadership style and motivation do not significantly influence employee performance but positively impact it. Furthermore, this study finds that work discipline has the most substantial influence on employee performance. The research used a saturated sample, which includes the entire population of 50 respondents. The quantitative method was applied, and the analysis used multiple linear regression, T-tests, F-tests, and classical assumption tests using SPSS version 25. The questionnaire employed in this research has been validated and tested for reliability. Based on the findings, transformational leadership style significantly influences employee performance, along with work motivation and employee discipline.

PENGARUH MOTIVASI DAN DISIPLIN KERJA TERHADAP KINERJA KARYAWAN DENGAN KEPUASAN KERJA SEBAGAI VARIABEL MEDIASI PADA PT X JAKARTA PUSAT

This study aims to analyze the impact of work discipline and motivation on employee performance, with job satisfaction acting as an intermediary variable. A quantitative research method was utilized in this investigation. The target population consisted of employees at PT X, located in Central Jakarta. The sampling process utilized a purposive sampling method, involving a total of 80 respondents. Data collection was conducted using a questionnaire formatted on a Likert scale. For data analysis, PLS technique was applied with the assistance of SMARTPLS 4.0 software. The PLS-SEM analysis consists of two main components: the Inner Model and the Outer Model. The result showed that motivation positively affects employee performance, but the impact is not significant. In contrast, work discipline has a positive and significant influence on employee performance. Moreover, both motivation and work discipline contribute positively and significantly to job satisfaction. Additionally, job satisfaction acts as a mediator in the relationship between motivation and work discipline with employee performance.

KINERJA KARYAWAN PRODUKSI CV.XYZ DIPENGARUHI OLEH DISIPLIN KERJA DAN BUDAYA ORGANISASI

Every organization must strive to achieve company goals. One aspect that can support progress within a company is employee performance. This finding intends to see how much the contribution of work discipline and cultural organizational culture to employee performance. Distributed questionnaires in this study were distributed to 40 production employees who were used as samples. The data was then processed using Smart Partial Least Square (PLS) to determine the validity, reliability, and hypothesis tests. This study shows the results that employee performance is positively influenced by work discipline and organizational culture. Employees who are able to obey all company regulations and are able to apply the culture set by the company will make employees able to improve their performance.

Pengaruh Kompensasi, Motivasi dan Disiplin Kerja Terhadap Kepuasan Kerja Karyawan pada PT Epiroc Southern Asia Balikpapan

The purpose of this study is to determine the Effect of Compensation, Motivation and Work Discipline on Employee Job Satisfaction of PT> Epiroc Southern Asia Balikpapan. Data collection was carried out by distributing a questionnaire with a total of 37 respondents from PT. Epiroc Southern Asia Balikpapan, this research method uses a quantitative method. The sampling technique in this study uses the total sampling technique or census. Statistical tests and data processing were carried out using Partial Least Square (PLS) with the Smart PLS program version 3.0. The results of the study show that the motivation variable has a positive and significant effect on the job satisfaction of employees of PT. Epiroc Southern Asia Balikpapan while the variables of compensation and work discipline have no effect on the job satisfaction of employees of PT. Epiroc Southern Asia Balikpapan.

Determinan Produktivitas Kerja Karyawan PT. Perkebunan Nusantara XIII

This study aims to analyze the influence of leadership style, work discipline and work motivation on work productivity. The sample in this study was 87 people who were employees of Perkebunan Nusantara XIII Kebun Ngabang. The data collection technique used was by distributing questionnaires. The results of the instrument test stated that the data in this study were valid and re-labeled. The classical assumption test stated that in this study it was normally distributed, free from multicollinearity and heteroscedasticity. The results of the study showed that: (1) Leadership style has a positive and significant effect on work productivity. (2) Work discipline has a positive and significant effect on work productivity. (3) Work motivation has a positive and significant effect on work productivity. These results have an impact on further researchers to assess work productivity in various companies and use other variables besides those in this study. The results of this study give the impression that PT Perkebunan Nusantara XIII Kebun Ngabang needs to optimize leadership style, work discipline and work motivation in order to create work productivity so that it can create good company performance.

The Influence of Leadership Style and Work Discipline on Employee Performance in Regional Government Offices

This study aims to analyze and understand how leadership style and work discipline can affect employee performance partially and simultaneously in providing maximum service to the community. This study uses a quantitative approach with descriptive statistical methods, Data collection techniques are carried out by conducting observations and distributing questionnaires, while data analysis techniques used in this study are data quality instrument tests, classical assumption tests, multiple linear regression analysis, and hypothesis tests. The results of the study indicate that leadership style and work discipline have a positive and significant influence on employee performance. Therefore, it can be said that the variables of leadership style and work discipline affect employee performance at the Jaya District Office, Depok.

DAMPAK PENERAPAN SISTEM ABSENSI FINGER PRINT DAN PUNISHMENT TERHADAP KINERJA KARYAWAN DENGAN DISIPLIN KERJA SEBAGAI VARIABEL MEDIASI DI STIKES SENIOR MEDAN

This study was conducted at STIKES Senior Medan, an educational institution, to examine the effect of implementing a fingerprint attendance system and punishment, both partially and simultaneously, on employee performance mediated by work discipline. The research subjects included all employees working at STIKES Senior Medan, totaling 125 people. The sampling technique was carried out by census, meaning that the entire population was used as respondents. Primary data was obtained by distributing questionnaires to all respondents. Data analysis includes data quality tests, path analysis, regression assumption tests, and hypothesis testing. The results of the data analysis show that the fingerprint attendance system has a significant influence on the application of sanctions on employee work discipline. In addition, a high level of work discipline plays an important role in improving employee performance. The results showed that work discipline acts as a mediating factor that strengthens the relationship between the application of the fingerprint attendance system and the application of sanctions with employee performance at STIKES Senior Medan. When examined together, the implementation of the fingerprint attendance system and the application of sanctions have a significant effect on employee work discipline. In addition, the combination of the three variables - fingerprint attendance, work discipline, and sanctions - also significantly affected employee performance. This study found a strong relationship between the use of the fingerprint attendance system and the application of sanctions to employee work discipline. An equally strong relationship was also found between the combination of the three variables and employee performance. About 52.9% of the variation in employee work discipline at STIKES Senior Medan can be explained by the influence of the fingerprint attendance system and the application of sanctions. Meanwhile, about 59.7% of the variation in employee performance can be explained by the combination of the three variables. At the same time, the rest is influenced by other factors that are not measured in this study.

Peningkatan Disiplin Aparatul Sipil Negara Melalui Kesadaran Diri (Self Awarrnes)

Work discipline is an important aspect in the performance of State Civil Apparatus (ASN) as public servants. However, the level of ASN discipline is still a challenge, with various problems such as non-compliance with work rules, lateness, and lack of responsibility. This study aims to improve ASN discipline through a self-awareness approach. Self-awareness is the ability to understand strengths, weaknesses, emotions, and self-motivation that can encourage ASN to improve self-control and responsibility for those assigned. This research method uses a quantitative approach with a quasi-experimental design involving a number of ASN in the district government environment as respondents. The intervention provided was in the form of training and guidance to improve ASN self-awareness in the context of professionalism and work discipline. Information was collected through questionnaires before and after the intervention, and analyzed using statistical tests to see significant changes in the level of work discipline. The results of the study showed that after the self-awareness intervention, there was a significant increase in ASN work discipline, especially in terms of compliance with rules, increasing time effectiveness, and individual responsibility. ASN who have high self-awareness tend to be more disciplined and responsible in carrying out their duties, because they have a better understanding of the impact of their behavior and performance on public services. In conclusion, increasing self-awareness can be an effective strategy in improving ASN work discipline. This finding provides an important influence for the government in designing training and development programs that not only focus on technical skills, but also on psychological aspects such as self-awareness. Thus, it is hoped that ASN discipline and performance can continue to be improved in order to support the creation of better and more efficient public services.

Pengaruh Kompensasi terhadap Kinerja melalui Disiplin Kerja sebagai Variabel Intervening pada Karyawan Honor Sekretariat DPRD Provinsi Jambi

This research aims to determine the effect of compensation on employee performance through work discipline as an intervention variable for honorary employees of the Jambi Province DPRD Secretariat. The analytical method used here is a quantitative descriptive analysis method. The population and sample are honorary employees of the Jambi Province DPRD Secretariat with a sample size of 69 employees. Data collection was carried out by distributing questionnaires with a Likert scale. The statistical analysis used is using the Structural Equation Modeling (SEM) technique, with Partial Least Square (PLS) as a creation tool using the SmartPLS program. The results of this research show that compensation has a positive and significant effect on employee performance, compensation has a positive and significant effect on work discipline, work discipline has a positive and significant effect on employee performance and compensation has a positive and significant effect on employee performance mediated by work discipline.

Cognitive Predictors of Perception and Adaption to Dysarthric Speech in Older Adults.

In effortful listening conditions, speech perception and adaptation abilities are constrained by aging and often linked to age-related hearing loss and cognitive decline. Given that older adults are frequent communication partners of individuals with dysarthria, the current study examines cognitive-linguistic and hearing predictors of dysarthric speech perception and adaptation in older listeners. Fifty-eight older adult listeners (aged 55-80 years) completed a battery of hearing and cognitive tasks administered via the National Institutes of Health Toolbox. Participants also completed a three-phase familiarization task (pretest, training, and posttest) with one of two speakers with dysarthria. Elastic net regression models of initial intelligibility (pretest) and intelligibility improvement (posttest) were constructed for each speaker with dysarthria to identify important cognitive and hearing predictors. Overall, the regression models indicated that intelligibility outcomes were optimized for older listeners with better words-in-noise thresholds, vocabulary knowledge, working memory capacity, and cognitive flexibility. Despite some convergence across models, unique constellations of cognitive-linguistic and hearing parameters and their two-way interactions predicted speech perception and adaptation outcomes for the two speakers with dysarthria, who varied in terms of their severity and perceptual characteristics. Here, we add to an extensive body of work in related disciplines by demonstrating age-related declines in speech perception and adaptation to dysarthric speech can be traced back to specific hearing and cognitive-linguistic factors.

Motivasi Intrinsik sebagai Faktor Penentu Disiplin Kerja Karyawan PT Family Aurora Nusantara

This study aims to analyze the relationship between intrinsic motivation and work discipline among employees of PT Family Aurora Nusantara, a company operating in the food and beverage (FnB) sector. Using a quantitative descriptive approach, data were collected through Likert-scale questionnaires from a total sample of 43 employees. The analysis revealed that intrinsic motivation positively and significantly influences work discipline, contributing 24.9% (R² = 0.249), with the remaining variance explained by other factors outside this study. A regression coefficient of 0.595 indicates that a one-unit increase in intrinsic motivation corresponds to a 0.595-unit increase in work discipline. The data also highlighted that higher levels of work discipline are correlated with adherence to company regulations and enhanced employee responsibility. This study emphasizes the crucial role of intrinsic motivation in fostering work discipline within the FnB sector. Companies are recommended to implement strategies such as rewards, training, and individual counseling to enhance intrinsic motivation, thereby improving operational effectiveness and employee well-being.