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Beji District Office is 1 of 11 districts in the city of Depok which has the task of assisting the Mayor in coordinating the implementation of general government affairs, government affairs in the field of community empowerment and sub-districts as well as the delegation of some government affairs in other fields.The sample in the study was 38 respondents using saturated sampling techniques, all populations in this study were used as research samples. The data collection technique uses a questionnaire method with a Likert scale. Based on the results of this study, the variable Work Environment (X1) has a positive and significant influence on Employee Performance (Y) obtained from the calculation of the calculation of the ttable > (4.217 > 1.690) with a significance level of 0.001 < 0.05. The Work Discipline Variable (X2) has a positive and significant influence on Employee Performance (Y). This is shown from the results of the calculation of the tcount > ttable (5.176 > 1.690) with a significant level of 0.001<0.05. Simultaneously, the variables of Work Environment (X1) and the variables of Employee Performance (X2) have a positive and significant influence on Employee Performance (Y). This was obtained from the results of the calculation of Fcount of 171.585 with a significant level of 0.001 < 0.05 and Fcal > Ftabel (171.585 > 3.27). The results of the analysis of the determination coefficient (R2) obtained R Square of 0.907 or 90.7% were influenced by the variables of Work Environment (X1) and the variable of Work Discipline (X2) while the remaining 9.3% were influenced by other independent variables that were not studied in this study.   Keywords: ,, 

This study aims to determine the influence of work discipline, workload, and work environment on employee performance at the Mranggen village office.The method used in this study is a quantitative approach. The population in this research consists of employees working at the Mranggen village office, with a sample of 40 respondents selected using Saturation Sampling  technique. The data analysis method used is multiple linear regression analysis.The results of the study show that, based on the t-test and F-test, work discipline and work environment have a positive and significant effect on employee performance. Meanwhile, workload has a negative and significant effect on employee performance. Furthermore, work discipline, workload, and work environment simultaneously have a significant effect on employee performance.This study supports various theories that highlight the significant role of work discipline and work environment in shaping employee performance. The implication of this research is expected to contribute to the improvement of employee performance.

The problem in this study is the lack of communication between superiors and employees. There are still employees who are not disciplined in company regulations, the physical work environment at CV. Asia Mega Mas is inadequate and employee performance appraisal data has decreased from 2021-2023. The purpose of this study is to determine the effect of communication, work discipline and work environment on employee performance at CV. Asia Mega Mas.  The type of research is quantitative. The population in this study is employees of CV. Asia Mega Mas totaling 48 samples while the sampling technique uses the saturated sampling method. The sources in this study come from primary data and secondary data. The data collection method uses observation, interviews, questionnaires and documentation. The data analysis technique used is multiple linear regression. Data processing is assisted by the SPSS version 25 tool.  The results of the (t) test or partial test show that the communication variable (0.001) is greater than the alpha 5% (0.05) or t count = 3.561> t table 2.015. The work discipline variable (0.000) is greater than the alpha 5% (0.05) or t count = 4.168> t table 2.015. And the environmental variable (0.009) is greater than the alpha 5% (0.05) or t count = (-2.728)> t table 2.015. Then simultaneously the (F) test significant value F is smaller than 5% or 0.05 or the f count value = 36.243> F table 2.82. The results of the determination coefficient (R2) The adjusted R Square value is 0.692 (69.2%). So it can be said that 69.2% of the variation in communication, work discipline and environment variables in the model can explain employee performance variables, while the remaining 31.8% is influenced by other variables outside the model.

An employee's performance can affect the company's success in competing with its competitors to achieve its goals. However, there are several factors that can affect the rise and fall of employee performance. This study aims to determine the effect of the work environment, work discipline, and work conflict on employee performance. This study uses quantitative methods to evaluate the relationship between variables. Data were obtained through questionnaire results analyzed using SPSS Version 25 software. The total questionnaire data was 31 respondents from the number of J&T Express and J&T Cargo employees at the Kras, Ngadiluwih, and Mojo Branches. The results of this study prove that the work environment, work discipline, and work conflict have a partial and simultaneous effect on employee performance. The coefficient of determination supports the results of this study with a percentage level of 81.9% of variable (X) affecting variable (Y). Also, the work environment successfully dominates its influence on employee performance.

This study aims to determine the influence of work discipline and incentives on employee performance at PT Sun Star Prima Motor Dealer Mitsubishi Siliwangi. The background of this research is based on the importance of internal factors such as discipline and incentivization in encouraging increased work productivity in the automotive sector, especially in the motor vehicle dealer environment. The research method used was quantitative with an associative approach, where data was collected through questionnaires distributed to 53 respondents who were permanent employees in the operational and administrative departments. The data analysis technique uses multiple linear regression to test the extent to which the variables of work discipline (X₁) and incentives (X₂) affect employee performance (Y). The results of the study show that work discipline has a significant positive effect on employee performance and the incentives provided, proven to have a significant and positive influence on performance improvement. Simultaneously, the two independent variables made a significant contribution to improving employee performance with a calculated f-value of 33.695 which means > f the table or 33.695 > 3.187 and a significance value of 0.000 which is smaller than 0.05 or 0.000 < 0.05. The conclusion of this study is that managerial efforts in improving work discipline and providing appropriate incentives can be an effective strategy in encouraging employee performance in the automotive dealer sector.

This study aims to analyze the influence of Work Discipline and Organizational Culture on Employee Performance at PT. BYD Arista Elektrika Pondok Indah. Employee performance is a key determinant of organizational success, and understanding the internal factors that shape it is essential for effective management. The research employs a quantitative approach, with data collected through questionnaires distributed to 62 respondents representing employees of the company. The data were processed and analyzed using SPSS 27, applying both partial (t-test) and simultaneous (F-test) statistical analyses to examine the significance of the relationships among variables. The results demonstrate that Work Discipline has a positive and significant effect on Employee Performance, emphasizing that adherence to rules, punctuality, and consistent task completion contribute substantially to better performance outcomes. Likewise, Organizational Culture also exerts a positive and significant effect, indicating that shared values, norms, and behavioral patterns within the organization play an important role in shaping employee attitudes and productivity. Furthermore, the F-test findings confirm that both Work Discipline and Organizational Culture, when considered together, significantly influence Employee Performance. The coefficient of determination (R²) is 0.631, meaning that 63.1% of the variance in employee performance can be explained by these two variables, while the remaining 36.9% is attributed to other factors beyond the scope of this study. Specifically, Work Discipline contributes 57.8% and Organizational Culture contributes 51.4% to employee performance. These findings underscore the strategic importance of instilling strong work discipline while simultaneously fostering a supportive and cohesive organizational culture. The practical implication for management is the necessity to design policies and initiatives that not only enforce discipline but also build a positive work environment that motivates employees. Strengthening these aspects is expected to enhance overall productivity, improve organizational outcomes, and create a sustainable competitive advantage for the company.

Physical work environment and work discipline are important to improve performance. managing the physical work environment is to create optimal conditions for employees to work comfortably, efficiently and productively, while the application of work discipline in the organization is to create a structured and productive work environment by ensuring that all employees comply with the policies, procedures and standards set by has been set. This research examines the influence of the physical work environment, work discipline, and employee performance at Solo Swalayan. The physical work environment includes factors such as work space comfort, lighting, ventilation, and ergonomics, while work discipline includes compliance with policies, rules, and procedures established by the company. Using quantitative methods, Multiple Linear Regression statistical data with Solo Swalayan employees as research objects. This research evaluates how these two variables affect overall employee performance. Based on the research results, it shows that the physical work environment and work discipline partially have a significant effect on employee performance. As well as the research results, physical work environment variables and work discipline simultaneously have a significant effect on the performance of Solo Swalayan employees.

This research aims to determine the influence of organizational culture on employee work discipline at PT Wira Mas Permai in Banggai Regency. The research employs a quantitative method, with data processed using descriptive statistics, classical assumption tests, and hypothesis testing. The data were analyzed using simple linear regression with the assistance of IBM SPSS 21 software. The type of data used in this research is primary data, which was collected through questionnaires distributed to the employees of PT Wira Mas Permai in Banggai Regency. This research consists of a dependent variable, namely employee work discipline at PT Wira Mas Permai in Banggai Regency, and an independent variable, namely organizational culture. The results indicate that the organizational culture variable has a positive and significant influence on employee work discipline. The regression analysis indicates a positive coefficient of 0.651, which means that every increase in organizational culture will improve employee work discipline. Organizational culture contributes 42% to employee work discipline, while the remaining 58% is influenced by other factors such as leadership, motivation, and the work environment.

This study explores the implementation of employee work discipline at PT Gojek and its impact on company productivity. Using the literature study method, this study highlights how work discipline manifested in compliance, responsibility, and giving to work regulations contributes to effectiveness. The results of the study indicate that work discipline has a significant influence on performance and service quality. The conclusion of the study states that the implementation of clear rules, effective communication, and consistent supervision are very important in building a disciplined and competitive work environment, especially in technology-based service companies.

The problem in this research is that several employee performance assessments tend to decline, including service orientation, integrity, discipline and cooperation. The decline in performance is thought to be caused by several things, including a lack of quality of the work environment and job satisfaction that have not been fully met. The aim of this research is to test and analyze the influence of the environment and work motivation on employee performance through job satisfaction as an intervening variable at the Bondowoso District Office, Bondowoso Regency. This research was included in confirmatory research with a population and sample of 115 respondents, a saturated sampling technique was used because the entire population was used as the sample. The data analysis technique used is Structural Equation Modeling (SEM) processed with Smart PLS 4.0. Based on the results of data analysis, it shows that the quality of the work environment has a significant effect on job satisfaction. Work motivation has a significant effect on job satisfaction at the Bondowoso District Office, Bondowoso Regency. The quality of the work environment, work motivation and job satisfaction have a significant effect on employee performance at the Bondowoso District Office, Bondowoso Regency. The quality of the work environment has a significant effect on employee performance through job satisfaction at the Bondowoso District Office, Bondowoso Regency. Work motivation has a significant effect on employee performance through job satisfaction at the Bondowoso District Office, Bondowoso Regency

In a more competitive business environment, employee performance is a crucial factor that influences an organization's success. Elevated employee performance not only facilitates the attainment of business objectives but also fosters a positive and productive work environment. This study seeks to examine the correlation among employee motivation, work discipline, and performance, along with external influences that may affect the interplay among these three components. By comprehending this link, it is anticipated that firms can devise more effective strategies for managing human resources, hence enhancing total employee performance. This study used a quantitative methodology with a sample of all employees from energy companies in Madura, comprising a total of 50 individuals. Data were gathered via questionnaires with a Likert scale ranging from 1 to 5. Data study employed multiple linear regression, revealing that job motivation and work discipline significantly influenced employee performance. The analysis results indicated that the regression model accounted for 44.1% of the variance in employee performance, with work motivation and work discipline identified as significant independent factors. This study's conclusions offer theoretical and practical insights for firms to enhance employee performance. Organizations must cultivate a work environment that fosters internal drive and work discipline, while also considering external elements such as effective supervision and leadership structures. Consequently, firms can formulate more efficient human resource management strategies to enhance employee performance across diverse sectors.

 This study aims to test and analyze the influence of leadership style , organizational culture and organizational justice partially and simultaneously on the performance of employees of the Bank Indonesia Jember Representative Office. The population in this study were all employees of Bank Indonesia Jember with a sampling technique of saturated sampling technique totaling 42 employees. The analysis method used is multiple linear regression analysis. Based on the results of the data analysis, it shows that partially, leadership style does not have a significant effect on employee performance. However, certain aspects such as decision making, motivation, communication, employee control, and emotional control play an important role. Improvements in this aspect can support performance indirectly. Organizational culture significantly affects employee performance. Self-awareness, aggressiveness, personality, performance, and team orientation play a role in creating a productive work environment. Organizational justice does not significantly affect employee performance. Indicators such as resource allocation, procedural fairness, and personal relationships play an important role. The three variables ( leadership style , organizational culture, and organizational justice) together affect employee performance. In addition, the researcher's suggestions for further research are expected to complement the limitations of the researcher's problems such as increasing the number of samples, for example all employees of KpwBI Jember, or adding independent variables to be studied, for example motivation, discipline, workload, occupational health and work life balance.

The research entitled The Influence of Motivation and Work Environment on Employee Performance at the Fakfak Regency Plantation Service. The purpose of this study is to find out: 1) To find out employee perceptions about Motivation, work environment, and employee performance at the Fakfak Regency Plantation Service, 2) To find out the significance of the partial influence of Motivation and environment on employee performance Is work discipline employee performance at the Fakfak Regency Plantation Service, 3) To find out the significance of the simultaneous influence of motivation and work environment on employee performance at the Fakfak Regency Plantation Service. This research is a quantitative type that is structural in nature, namely looking for the relationship between motivation and work environment on employee performance at the Fakfak Regency Plantation Service. The sample used in this study was 50 employees. Data were collected using interview techniques, questionnaires and documentation and analyzed using descriptive and inferential statistics using the Smart PLS 3.8 application. The results of descriptive statistical analysis show that the employee performance variable is 79.91%, work motivation is 80.55%, work environment is 86.8% which is included in the good category. The results of the Inferential statistical test show that partially the Motivation variable has a significant effect on employee performance with a t value of 2,341 and a significance value of 0.024. then the decision is to accept the alternative hypothesis (Ha), partially the work environment variable has a significant effect on the employee performance variable with a t value of 3,694 with a significance value of 0.001, then the decision is to accept the alternative hypothesis (Ha). The results of the statistical test based on Anova calculations show a calculated F value of 39,120 with a significance value of 0.000. This significance value is smaller than the alpha level used, which is 5% or 0.05, so the 2 (two) independent variables in this study simultaneously have a positive and significant influence on employee performance. The coefficient of determination (R2) is 0.700%. This means that the work motivation and work environment variables contribute 70% to the variation in employee performance at the Fakfak Regency Plantation Service, while the remaining 30% is explained by other variables not included in this study. Based on the results of this study, it is recommended that employees at the Fakfak Regency Plantation Service need to improve their work motivation to excellent levels by implementing all leadership policies in carrying out their duties and responsibilities.

Human Resource Management (HRM) is a strategic approach to managing the workforce within an organization, aiming to enhance both individual effectiveness and overall organizational performance. Job satisfaction plays a crucial role as a supplement for employees to maintain and carry out their jobs. When employees feel valued and heard, they tend to have higher intrinsic motivation, leading to improved performance. This research employs a quantitative approach with data collection techniques using questionnaires. The data analysis technique utilized is multiple regression analysis. The results of the study reveal that: Testing results indicate that discipline significantly affects the job satisfaction of employees at the Religious Affairs Office (KUA) in Banyuwangi Regency; Testing results indicate that the work environment significantly affects the job satisfaction of employees at the Religious Affairs Office (KUA) in Banyuwangi Regency; Testing results indicate that Organizational Citizenship Behavior (OCB) significantly affects the job satisfaction of employees at the Religious Affairs Office (KUA) in Banyuwangi Regency; Testing results indicate that discipline, work environment, and OCB collectively affect the job satisfaction of employees at the Religious Affairs Office (KUA) in Banyuwangi Regency. High discipline, supported by clear rules, can improve the job satisfaction of KUA employees in Banyuwangi Regency. Employees who feel comfortable in their workplace contribute to higher job satisfaction. Employees exhibiting strong OCB are more likely to experience greater job satisfaction. The synergy of high discipline, a conducive work environment, and strong OCB can significantly enhance the job satisfaction of KUA employees in Banyuwangi Regency.

The work environment is all conditions or situations in the workplace that affect employees in carrying out their duties and responsibilities. Work discipline is the attitude and behavior of employees that shows compliance with the rules, policies, and procedures that have been set by the company or organization. This study aims to determine the extent to which the work environment and work discipline influence employee performance. This study uses a quantitative method, the sampling technique is to use the saturated method, where this study has 50 respondents, the data collection technique is carried out by observation and questionnaires. The results of the calculation of the t test where the sig value has a partial effect on X1 on Y is 0.000 <0.05 and the calculated t value is 4.597> t table 1.679. So that the work environment has a significant effect on employee performance, then the calculation of the t test where the sig value has a partial effect on X2 on Y, The calculation results on the t sig test are 0.009 <0.05 and the calculated t value is 2.740> t table 1.679. where the sig value has a partial effect on X2 on Y, then the calculation of the f sig test is 0.000 <0.05 and the calculated t value is 39.04> t table 3.20 So, which means H3 is accepted, it can be concluded that the work environment X1 and work discipline X2 simultaneously or together have a significant effect on employee performance. 

The hotel industry is a service sector that relies heavily on the quality of human resources, so internal communication has a central role in maintaining smooth operations and improving staff performance. This study examines the implementation of Human Resource Development (HRD) communication through the General Manager Table Program at XHotel Mojokerto, which is designed as a medium for direct dialogue between management and employees. The program aims to accelerate the distribution of information, accommodate the aspirations of staff, and build more open and effective two-way communication. The research method uses a descriptive qualitative approach, with data collection techniques through in-depth interviews, observations, and documentation studies. The study participants included General Managers, HRD, and hotel staff who participated in the program for a six-month period in 2025. Data analysis was carried out with reference to Mintzberg's organizational communication theory, which emphasizes the managerial role in the functions of monitoring, information dissemination, facilitation, and negotiation. The results of the study show that the General Manager Table Program contributes positively to the effectiveness of internal communication. Through this program, HRD not only plays the role of conveying information, but also as a dialogue facilitator that encourages active employee involvement. The program has been proven to improve communication transparency, speed up conflict resolution, and strengthen a sense of belonging among staff. The impact can be seen in increasing motivation, discipline, and more consistent work performance, while strengthening the harmonious relationship between management and employees in the work environment. The implication of this research is the need for sustainability and the development of similar programs as innovative HRD communication strategies. The application of this model can be a reference in building a positive work culture that supports productivity, service quality, and competitiveness of the hospitality industry amid global dynamics.

This study aims to analyze the influence of discipline, competence, and work environment on employee performance at the Southwest Aceh Regency Secretariat. The method used is quantitative with a survey approach. Data was collected through a questionnaire using the Likert scale and involved 30 respondents who were secretariat employees. Data analysis was carried out using the Partial Least Squares-Structural Equation Modeling (PLS-SEM) method. The results of the study show that discipline, competence, and work environment have a positive effect on employee performance. The reliability test of the instrument showed a Composite Reliability value of more than 0.7, which indicates that the research instrument has a good level of internal consistency. These findings show that improving discipline, competence, and a conducive work environment can improve employee performance at the Southwest Aceh Regency Secretariat. This research has implications for local governments in designing policies that focus on improving work discipline, developing employee competencies, and creating a more productive work environment to increase organizational work effectiveness.

Human resources that are kinejaa person includes the mind and physical power that become an important element in an organization. In other words, the success of an organization depens largely on the performance of its employees, but in reality in schools employee performance is stil relatively low, this can be seen from the less effective working hours (not on time), and responsibility for tasks that are still lacking. Therefore, the principal and researchers are trying to find out what most affects the motivation and discipline of employees, so that employees performance problems that often occurin the organization or institution in the school can be solved, if it can not be resolved at least thereis an improvement in performance. This study aims to find out the influence of improving human resource performance through motivation and discipline in the work environment and to find out whether there are inhibitory factors and support the improvement of human resource performance through motivation and discipline in the work environment. Respondents in this study were selected using the proposiv sample method by distributing questionnaires to as many as 53 employees. It can be explained that the positive is claused by the work environment, discipline and work motivation. There is a significant positive influence of the work environment, discipline, and work motivation together on the performance of Human Resources.

Employee performance, particularly in the customer care department, is crucial as all aspects of hospital care related to patient experience. Effective and responsive interactions can enhance patient satisfaction, build trust, and create a supportive environment that aids the healing process. Additionally, customer care employees serve as a bridge between patients and medical staff, ensuring that patients' needs and inquiries are addressed with distinction. Therefore, it is essential for hospital management to maintain employee performance by providing work motivation, discipline, and appropriate compensation. This study aims to analyze the partial and simultaneous effects of work motivation, work discipline, and compensation on improving employee performance in the Customer Care Department of Bandung Adventist Hospital. This descriptive quantitative research was conducted with 30 customer care employees at Bandung Adventist Hospital in early September 2024. The findings indicate that work motivation and compensation do not significantly affect employee performance according to the data analysis, whereas work discipline has a significant impact on employee performance. However, when considered together, work motivation, work discipline, and compensation collectively have a significant effect, accounting for 44.1% of the variance. From this data, it can be concluded that maintaining work motivation, discipline, and compensation together can help sustain employee performance in the Customer Care Department of Bandung Adventist Hospital.

This study aims to develop a Work Discipline Training Program (P3K) in the Paluta Education Office environment. The problems studied are 1) How is the level of work discipline of employees in the Paluta Education Office environment? 2) How is the quality of service in the Paluta Education Office? 3) How is the performance of administrative staff in the Paluta Education Office? The research method used is qualitative with a case study approach. Data collection is done through interviews, observation, and document study. The results showed that the level of work discipline of employees in the Paluta Education Office still needs to be improved, especially in the aspect of attendance and compliance with regulations. The quality of service in the Paluta Education Office is also not optimal, with public complaints regarding the slow administrative process. The performance of administrative staff still needs to be improved, especially in communication skills and mastery of information technology. This research resulted in the design of a Work Discipline Training Program (P3K) which is expected to improve discipline, service quality, and employee performance in the Paluta Education Office environment.