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The purpose of this study is to discuss how a servant leader is an honest, responsible leader and can delegate tasks to his subordinates. Higher education rectors in implementing servant leadership can also increase the satisfaction and performance of the lecturers they lead. Work discipline can encourage the creation of satisfaction and performance of lecturers in tertiary institutions. This research was conducted with the aim of knowing the impact of work discipline, compensation, servant leadership and job satisfaction on the performance of lecturers at the Indonesian Muslim University. This study used a quantitative approach with a total of 52 respondents as research subjects. Methods of data processing using path analysis (path analysis) and descriptive statistical methods. From the results of the study it was concluded that servant leadership does not have an effect on job satisfaction, compensation has a positive effect on employee performance, the greater the compensation, the greater the employee morale, work discipline has a positive effect on job satisfaction, servant leadership has a positive effect on lecturer performance, discipline work has a positive effect on lecturer performance, and job satisfaction has no effect on lecturer performance..    

The objectives to be achieved in this study are to determine and analyze the influence of work discipline and career development on employee performance at the Central Tapanuli Regency Transportation Service? The hypothesis in this study is that work discipline and career development have a simultaneous positive effect on employee performance at the Department of Transportation, Central Tapanuli Regency. population amounted to 117 people and a sample of 54 people. The type of data in this study is primary data obtained from field research and literature studies. The results obtained work discipline and career development simultaneously have a positive effect on employee performance at the Department of Transportation of Central Tapanuli Regency, where Fcount (44.747) is greater than Ftable (3, 13) or (44.747 > 3.13) Partially, the work discipline variable has the most dominant effect on employee performance, where the t-count value is 4.056 > t-table value is 2.004. Partially the career development variable has a positive and significant effect on employee performance, where the t-count value is 2.823 > the t-table value is 2.004. The results of calculating the coefficient of determination R Square of 0.554 means that 55.4% of employee performance can be influenced by work discipline and career development. While the remaining 44.6% can be influenced by other factors not discussed in this study.

This study aims to determine the extent to which FaveHotel PGC Cililitan, in creating and enforcing work discipline for employees and agencies, in addition to knowing what steps need to be taken by FaveHotel PGC Cililitan in enforcing work discipline. In this case the researcher used a research design using a qualitative approach method with a purposive sampling technique. And data analysis methods using data reduction, data presentation, drawing conclusions and verification.

Employee performance is a description of the level of achievement of the implementation of an activity program or policy to realize the goals, objectives, vision and mission of an organization as outlined in a strategic plan. Punishment or punishment is a form of procedure or action given to individuals or groups for mistakes, violations or crimes that are made in the form of negative reinforcement or suffering in the context of fostering and improving behavior so that it does not happen again. This study aims to determine the effect of work discipline partially on employee performance at PT. Deli Rubber Industry especially in the R1B section. The method in this study used a quantitative approach and the number of samples taken in this study were 104 respondents, the data collection technique in this study used a questionnaire. Data analysis used multiple linear regression tests with the SPSS 25 program, so that research shows that work discipline partially affects employee performance.

This study aims to determine the effect of integrity, competence, and work discipline on the performance of employees of the Kantor Pengawasan Dan Pelayanan Bea Dan Cukai (KPPBC)Tipe Madya Pabean Tanjung Emas Semarang. The research population included all employees of the Office KPPBC Type Madya Tanjung Emas Semarang, totaling 205 people and 67 people were taken as a sample. The analysis technique uses multiple linear regression statistical methods. The results showed: Integrity, Competence, and Work Discipline simultaneously have a significant effect on Employee Performance. Partially, integrity has a significant positive effect on employee performance, competence has a significant positive effect on employee performance and work discipline has a significant positive effect on employee performance.

He formulation of the problem in this study is the effect of training and discipline on employee performance at PT. Horizon Group (HG) Pondok Batu, Central Tapanuli Regency This study aims to determine the effect of training and discipline on employee performance at PT. Horizon Group (HG) Pondok Batu, Central Tapanuli Regency. The sample in this study were employees of PT. Horizon Group (HG) Pondok Batu, Central Tapanuli Regency, totaling 26 (twenty six) people. The data analysis technique in this study is Multiple Linear Regression. The results of this study indicate: Partial training has a positive and significant effect on employee performance; Work discipline partially has a positive and significant effect on employee performance; Training and work discipline simultaneously have a positive and significant effect on employee performance

In terms of improving human resources in the company, it is necessary to evaluate employee performance. By evaluating employee performance, companies have supporting data and information to evaluate human resources to make them even better. Employee performance is important in a company because it will affect the achievement desired by the company. The purpose of this study was to analyze the significant influence of work motivation, work discipline, and work environment simultaneously on the performance of employees in family companies in Surabaya. This study used a quantitative approach using multiple regression analysis because the sample used was a questionnaire with a total of 73 respondents. The results showed that some work motivation, work discipline, and work environment have a significant effect on employee performance. Simultaneously, work motivation, work discipline, and work environment have a significant effect on the performance of employees in family companies in Surabaya.

The purpose of this study was to determine and analyze the effect of work discipline, leadership style and work motivation on employee performance, to determine and analyze the effect of work discipline, leadership style and work motivation on employee performance at the Department of Industry and Trade of North Sumatra Province. The approach used in this study were all employees of the Department of Industry and Trade of North Sumatra Province, totaling 160 employees. While the samples that meet the sampling criteria for observations made are 62 respondents using the Slovin formula. The data collection technique in this study uses a questionnaire technique and technical data analysis in this study uses the SPSS version 25.00 software program. Partially it is known that work discipline has no positive and significant effect on the performance of the employees of the North Sumatra Province Industry and Trade Office. Partially it is known that motivation has a positive and significant influence on the performance of the employees of the Department of Industry and Trade of North Sumatra Province. Simultaneously it is known that work discipline, leadership style and work motivation have a significant influence on the performance of the employees of the Department of Industry and Trade of North Sumatra Province.

In general, every company or agency prioritizes the good performance of its employees. Good performance can advance the company in terms of time and completeness of work. The problem faced is that some employees are not disciplined in carrying out their duties and obligations. Given the performance of employees who are still far from expected because there are still some employee expectations that have not been met. The problem that occurs is that supervision is not carried out routinely and is not attentive. Given that supervision is still far from what was expected because there are still some expectations of supervision that have not been fulfilled. So this can affect employee performance. The problem at issue is that the reward does not meet employee satisfaction. Considering that the reward is still far from what was expected because there are still several expectations for the reward that have not been fulfilled. So that this can affect the performance of employees. This research is a quantitative research with associative method. Based on the results of the SPSS test on Anova data in column R Square = 0.921, all variables affect the Employee Performance Variable by 92.1% and the remaining 7.9% is influenced by other variables outside this regression equation or variables not examined. So it can be concluded that the specified variable is very influential on employee performance.

Management of qualified, adaptive, and innovative human resources plays an important role in the digital transformation era. According to the Minister of Manpower Ida Fauziyah, this will support national economic recovery. In addition, building HR resilience for company safety and health is an important function of HRM. Employee health is also a crucial factor in maintaining business continuity. Based on news quotes from CNN Indonesia, HRM has a vital role in creating quality human resources to achieve optimal employee performance. Organizational culture and work discipline are driving forces to improve the quality of employee work. Organizational culture has long been used in daily activities to improve work quality. Meanwhile, discipline is an attitude of respect and following the rules. R2 test results show numbers Adjusted R Square of 0.741 or 74.1% which means the Organizational Culture variable (X1) and Work Discipline (X2) both affect performance (Y) by 74.1% while the remaining 25.9% are influenced by other variables. Organizational Culture (X1) partially affects employee performance (Y) with a t count of 3.369 > t table of 1.98447. Work Discipline (X2) partially affects Employee Performance (Y) with a t count of 6390 > t table of 1.98447. X1 and X2 variable simultaneously have a positive effect on variable Y with a calculated f value of 138.779 > f table 3.09.    

Leadership style plays a very important role in determining employee discipline because the leader can be used as an example and determinant for his subordinates. The style of a disciplined leader can affect the discipline of employees / subordinates. Another phenomenon is the provision of proper motivation, where it will be able to generate enthusiasm, passion and sincerity of work. The purpose of this study was to determine and analyze: 1) the influence of women's leadership style on work discipline, 2) the effect of work motivation on work discipline, 3) the influence of women's leadership styles on performance, 4) the effect of work motivation on performance, and 5) the effect of work discipline on performance. This type of research is causal associative quantitative with a survey approach. This research was conducted on a ship crew where there was a female leader/officer on the deck and the engine department with a total population of 60 people. The results showed 1) leadership style had a significant effect on work discipline, 2) work motivation had a significant effect on work discipline, 3) women's leadership style had a significant effect on performance, 4) work motivation had a significant effect on performance and 5) work discipline had significant effect on performance.

This study aims to analyze "The Influence of Competence, Compensation, and Work Discipline on the Performance of Non ASN Employees (Study of the Regional Human Resource Development Agency (BPSDMD) of Central Java Province)". Methods of data collection using a questionnaire. The sampling technique used random sampling technique. A sample of 71 respondents were employees at the Regional Human Resources Development Agency (BPSDMD) of Central Java Province. Based on the results of testing the competency variable has a positive effect on employee performance. This is shown by the value of t count is greater than t table, namely 2.335 > 1.667 with a sig value. 0.023 > 0.05 and the regression coefficient (β1) is positive at 0.271 which means that the higher the employee's competency, the higher the employee's performance. So the hypothesis is proven. The compensation variable has a positive effect on employee performance. This is shown by the value of t count is greater than t table, namely 3.613 > 1.667, with a sig. of 0.001 <0.05 and the regression coefficient (β2) is positive at 0.411 which means that the more satisfying the compensation given, the higher the employee's performance. So the hypothesis is proven. While the work discipline variable has a positive effect on employee performance. This is shown by the greater t-count value of t-table, namely 2.548 > 1.667, with a sig. 0.013 < 0.05 and the regression coefficient (β3) is positive at 0.285 which means that the higher the employee's work discipline, the higher the employee's performance. So the hypothesis is proven.

The purpose of this study is to determine and explain whether there is an influence between the variables of communication, work discipline and work environment on the performance of UD Tenun Ikat Kodok Ngorek employees. Several factors including communication, work discipline and work environment at UD Kodok Ngorek have an influence on employee performance using the sampling method with a saturated sampling approach. The data analysis technique is using the instrument test of validity and reliability, multiple linear test, classical assumption test, t test and F test of the coefficient of determination (R2). The number of samples is 30 employees. The results obtained include a partially significant effect of communication on work performance with the value of Sig. 0.000 < 0.05. The partial effect of work discipline on employee performance has a value of Sig. 0.037 <0.05 which means that it has a significant effect then the influence of the work environment on employee performance partially also has a significant effect on the value of Sig. 0.002 < 0.05. The simultaneous influence of the variables of communication, work discipline and work environment on employee performance has a Sig value result. 0.000 <0.05 indicates that communication, work discipline, and work environment have a positive influence in improving employee performance at UD Tenun Ikat Kodok Ngorek.

Research Objectives To determine the influence of discipline, motivation and compensation variables on employee work performance at PT. Wesitan Development Consultation in Makassar. To find out what variables are most dominant in employee work performance at PT. Wesitan Development Consultation in Makassar. The research method used is a quantitative research method. Simultaneously shows that discipline, motivation and compensation factors have a significant effect on employee work performance at PT. Wesitan Development Consultation in Makassar. Partially, discipline, motivation and compensation factors significantly influence employee work performance at PT. Wesitan Development Consultation in Makassar. Partially, compensation factors have a dominant influence on employee work performance, followed by discipline and motivation factors in community service.

The aim of the research is to determine the quality factors of human resources that influence employee performance at the Transmigration Training Center in Makassar. To find out the factors that have a dominant influence on employee performance at the Transmigration Training Center in Makassar. This research uses quantitative research methods. Research results: The influential variables are education (X1), skills (X2), length of service (X3) and work discipline (X4) which together have a significant influence on the performance of employees at the Transmigration Training Center in Makassar. This can be seen by the F table value being greater than F Calculation or a significance of 0.000 which is smaller than 0.05. Of all these influencing factors, it turns out that the skill variable (factor) (X2) is dominant in increasing the performance of employees at the Transmigration Training Center in Makassar. This can be seen in the regression coefficient value (0.313 which is greater than the regression coefficient value of other independent variables) and the significance value (0.000).

This study aims to analyze the effect of motivation and work discipline on employee performance at KUD Sejahtera Babat Toman. Samples were selected using the saturated sample technique. Data for 40 respondents was collected through a questionnaire. This research implements multiple linear regression method to analyze the data. The data collection technique in this study used a questionnaire technique. The data analysis technique in this study uses the Classical Assumption Test, Multiple Regression, Hypothesis Testing (t-test and F-test), and the coefficient of determination. The data processing in this study used the SPSS (Statistical Package for the Social Science) software program version 23.00. The results of the investigation show that partially motivation has a significant and positive effect on the performance of KUD Sejahtera Babat Toman employees with a t count > t table or (3.372 > 2.028). or (0.806 < 2.028). However, simultaneously motivation and work discipline have a significant effect on employee performance with the value of F arithmetic > F table or (11.371> 3.25). This fact is useful for KUD Sejahtera Babat Toman to improve employee performance, so the company must consider motivation and work discipline factors together.  

  Pengaruh Budaya Kerja, Motivasi Kerja dan Disiplin Kerja terhadap Kinerja Pegawai (studi pada kantor Kecamatan Mijen). Tujuan penelitian ini  untuk menganalisis dan mengetahui pengaruh Budaya kerja, motivasi kerja, disiplin kerja terhadap kinerja pegawai di Kantor Kecamatan Mijen. Populasi dalam penelitian ini adalah  semua pegawai kantor Kecamatan Mijen yang berjumlah 90 orang.  Teknik sampel yang digunakan dalam penelitian ini menggunakan sampling jenuh (sensus) artinya teknik penentuan sampel bila semua anggota populasi digunakan sebagai sampel serta menggunakan alat analisis regresi berganda.Hasil penelitian ini menunjukkan bahwa terdapat pengaruh positif dan signifikan dari variabel budaya kerja terhadap kinerja pegawai. Terdapat pengaruh positif dan signifikan dari variabel motivasi kerja terhadap kinerja pegawai. Terdapat pengaruh positif dan signifikan dari variabel disiplin kerja terhadap kinerja pegawai.      

Penelitian ini membahas pengaruh disiplin kerja dan motivasi volunter pada PT. Global Arrow Semarang yang bertujuan untuk mengetahui pengaruh disiplin kerja dan motivasi volunteer terhadap kinerja karyawan. Populasi dalam penelitian ini adalah karyawan PT. Global Arrow Semarang, sebanyak 214 orang. Sampel dalam penelitian ini adalah seluruh karyawan PT. Global Arrow Semarang. Jenis data yang digunakan dalam penelitian ini adalah data kuantitatif. Pengumpulan data dilakukan dengan kuesioner, wawancara dan observasi langsung di lapangan. Metode pengambilan sampel akan dianalisis menggunakan Uji Validitas, Uji Reliabilitas,          Analisis Regresi Linear Berganda, Uji Normalitas, Uji Asumsi Klasik, Uji Goodnes of Fit (Uji Model) dan Uji Hipotesis. Adapun temuan dalam penelitian ini adalah, pertama, disiplin kerja berpengaruh positif terhadap kinerja karyawan di PT. Global Arrow, kedua  motivasi volunteer berpengaruh positif terhadap kinerja karyawan di PT. Global Arrow.Kata kunci: Computer Numeric Control ( CNC ), Material Fabrikasi, Karya Arsitektur

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.

The purpose of this study was to examine the effect of work discipline and work environment on employee performance. This study obtained data from 88 respondents who are employees of the Yogyakarta Special Region Health Service. The results showed that there was an effect of work discipline on employee performance. And the work environment is not empirically proven to have an effect on employee performance, this shows that DIY Provincial Health Office employees can work well without being affected by the conditions of the work environment according to the provisions and regulations that have been set by the organization supported by good communication and cooperation between individuals and departments.