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This study aims to analyze the effect of Additional Employee Income (TPP) and Work Motivationon Employee Performance, both directly and indirectly through Discipline, as well as to analyze thesimultaneous effect of Additional Employee Income (TPP) and Work Motivation on Work Disciplineand Employee Performance at Bappeda of East Kutai Regency.The research method used was aquantitative approach, with data collected through questionnaires distributed to 103 civil servants atBappeda of East Kutai Regency. The data analysis technique used Structural Equation Modeling(SEM) based on Partial Least Square (PLS).The results show that Additional Employee Income(TPP) and Work Motivation individually do not have a significant effect on Employee Performanceat Bappeda of East Kutai Regency. In contrast, Additional Employee Income (TPP) and WorkMotivation have a significant effect on Work Discipline, and Work Discipline significantly affectsEmployee Performance. Furthermore, Work Discipline is proven to act as a mediating variable in therelationship between Additional Employee Income (TPP) and Work Motivation on EmployeePerformance. Simultaneously, Additional Employee Income (TPP) and Work Motivation have asignificant effect on Work Discipline and Employee Performance at Bappeda of East Kutai Regency.

The formulation of this research is how the influence of Work Attitude and Work Motivation on Employee Performance in the Legal Field of the North Sumatra Regional Police (POLDA). The purpose of this study was to determine and analyze work attitudes and work motivation towards employee performance in the legal field of the North Sumatra Regional Police (POLDA). This research is quantitative descriptive research. Data collection techniques are done through interviews, questionnaires and documentation studies. The sample in this study were 37 employees. Variables are measured with a Likert scale.  Hypothesis testing using multiple linear regression analysis through the F test and t test. The test results simultaneously show that work attitude and work motivation have a significant effect on employee performance variables in the Legal Division of the North Sumatra Regional Police (POLDA) with a coefficient of determination of 1%. Partially, work discipline has a positive and significant effect on employee performance in the Legal Division of the North Sumatra Regional Police (POLDA) with a regression coefficient value of 1%, work motivation has a positive and significant effect on employee performance in the Legal Division of the North Sumatra Regional Police (POLDA) with a regression coefficient value of 1 %. The highest regression coefficient value is work motivation.

The Role of Leadership in the Implementation of Employee Performance Supervision at the Manpower and Transmigration Office at the Regional Manpower Supervisory Agency (UPTD) for Regional Manpower Supervisory Agency (Balai Wasnaker) 1. This study aims to determine the role of leadership in the implementation of employee performance supervision. Effective leadership is an important factor in ensuring that employees perform their duties and responsibilities in accordance with organizational goals and established regulations. The research method used was descriptive qualitative, with data collection techniques through observation, interviews, and documentation. Informants were selected based on their involvement in supervision activities and understanding of employee performance management. The results indicate that leadership plays a significant role through direction, coaching, monitoring, and evaluation of employee performance. Employee performance is generally quite good, but supervision has not been optimal due to limited time, diverse tasks, and inconsistent evaluation follow-up. In addition, communication and coordination between leaders and employees influence the effectiveness of supervision. Therefore, the implementation of leadership-supported supervision has a positive impact on employee discipline, responsibility, and work effectiveness, but there is still a need for improvement in the consistency of employee supervision and coaching to achieve optimal organizational performance.

The rubber processing manufacturing company PT Darmasindo Intikaret Tebing Tinggi is encountering more and more intense competition. So, managing human resources, the company's most valuable asset, is a top priority alongside meeting financial and operational goals. In human resource management, employee happiness is a key performance measure. Leadership style, discipline, and K3 are all variables that this study hopes to identify and examine in some detail. This research falls under the category of development studies and employs a quantitative methodology. This research makes use of both primary and secondary sources for its data. Findings from both primary and secondary sources are used into this research. People who work in production at PT. Darmasindo Intikaret were the subjects of this research. According to the results of the complete sampling method, the milling production staff consists of 34 individuals. In this study, the entire population is employed as a sample. The data analysis techniques utilised in this study included reliability and validity tests, tests for classical assumptions like normality and multicollinearity and heteroscedasticity, and tests for multiple regression, determination coefficients, and hypotheses like the F and T tests. Leadership style significantly and positively affects employee job satisfaction, according to the study's results. There is a favourable and statistically significant relationship between discipline and employee job satisfaction, and K3 is no exception. Employees' happiness on the job is influenced by a number of factors, including leadership style, discipline, and K3. The significance of enhancing the quality of leadership style, discipline, and 3 in boosting employee job satisfaction in a firm, particularly manufacturing companies, can be demonstrated by doing this study.

This study was conducted to examine, from an organizational behavior perspective, how leadership styles influence employee work behavior at the Population and Civil Registration Service (Dukcapil) of Magelang Regency. This study utilized various reference sources, including books, scientific journals, and previous research on leadership, organizational behavior, and employee work behavior. The results showed that certain leadership styles have a significant impact on employee work behavior, particularly in terms of improving discipline, motivation, responsibility, and the quality of public services. Transformational, democratic, and authentic leadership styles are considered more effective because they can create a good work environment, build trust, and encourage positive behaviors such as cooperation and initiative. Conversely, ineffective leadership can lead to low work motivation, decreased organizational commitment, and decreased quality of public services. Furthermore, this study shows that organizational systems are not the only factor influencing the success of public services; leaders also have the necessary expertise to direct and change employee work behavior. Therefore, a flexible and engaging leadership style is an important component in improving the quality of public services at Dukcapil of Magelang Regency.

This study aims to determine the effect of Motivation (X1) on Employee Performance (Y), Work Environment (X2) on Employee Performance (Y), and Work Discipline (X3) on Employee Performance (Y) among employees of CV. Rens Jaya in Tangerang Regency. The research uses a non-probability sampling technique with a saturated sampling method. The population in this study consists of 45 employees working at CV. Rens Jaya in Tangerang Regency. The research was conducted using multiple linear regression analysis, assisted by SPSS version 25 and Microsoft Excel 2016. The results show that Work Motivation (X1) has a positive and significant effect on Employee Performance (Y), the Work Environment (X2) has a positive and significant effect on Employee Performance (Y), and Work Discipline (X3) has a positive effect on Employee Performance (Y).

This study aims to identify and analyze the effects of job competence, work discipline, and incentives on employee performance. This study employs a quantitative method with a descriptive and associative approach. The population of this study consists of all 40 employees in the marketing division at PT Pratama Mitra Aksara. Data collection was conducted through the distribution of an online questionnaire, followed by data analysis using multiple linear regression to test the effect of each independent variable on the dependent variable. The results of the study indicate that job competence, work discipline, and incentives simultaneously have a positive and significant effect on employee performance. The t-scores for the Job Competence variable were 2.569, for the Work Discipline variable 2.894, and for the Incentives variable 2.998. Thus, it is concluded that improving job competence and work discipline, along with providing appropriate incentives, can enhance employee performance. It is hoped that this study will serve as a basis for companies to improve employee performance through more effective human resource management.

This study aims to analyze the influence of work discipline, professionalism, and organizational culture on organizational commitment among employees in the Public Service Sector. Organizational commitment is an important factor that reflects employee loyalty and attachment to the institution, while the three independent variables are considered as internal factors that can strengthen this commitment. The method used in this study is associative quantitative with a multiple linear regression approach. Data were collected through distributing questionnaires to 46 respondents based on probability sampling techniques. Data processing and analysis in this study used SPSS software version 27. Based on the results of the study, it was found that there is a significant influence of work discipline on organizational commitment. In addition, professionalism has a significant effect on organizational commitment, organizational culture has a significant effect on organizational commitment. Based on simultaneous hypothesis testing, it is proven that work discipline, organizational culture, and professionalism jointly influence organizational commitment. While the amount of contribution is 54% to organizational commitment, while the remaining 46% of organizational commitment is influenced by other factors such as leadership style, motivation, competence, rewards, job satisfaction, and employee performance. Thus, this study confirms that to increase organizational commitment, government agencies need to strengthen a healthy work culture, enforce discipline, and encourage a professional attitude in the work environment.

This study aims to analyze the effectiveness of the e-SIDAK application as a tool for recording and evaluating the performance of civil servants at BKPSDM Belitung Regency. The research employs a descriptive qualitative approach with 12 purposively selected informants, including managers, administrators, and application users. Data were collected through semi-structured interviews, observations, and documentation, and analyzed thematically using NVivo 12 Pro based on the digital service effectiveness indicators proposed by Pedrosa et al., namely ease of use, simplicity, understandability, consistency, trustworthiness, availability, speed, and usefulness. The findings indicate that the e-SIDAK application fulfills most effectiveness indicators, particularly in terms of ease of use, process simplicity, clarity of information, interface consistency, and service usefulness. The application facilitates systematic work activity recording, simplifies reporting, improves employee discipline, and supports performance monitoring integrated with the employee performance allowance system. However, its effectiveness remains limited in terms of system reliability, service availability, and access speed due to server capacity constraints, network conditions, and the accumulation of data input at the end of reporting periods. In addition, the point-based evaluation system has not fully reflected task duration, complexity, and workload. This study recommends strengthening system infrastructure, developing user guidelines, regulating input timing, and improving the point-based evaluation system to enhance digital service effectiveness in local government institutions.

Employee attendance is an important indicator to demonstrate the discipline and performance of village employees. The process of recording employee attendance previously at the Lumban Dolok Village Office was still done manually. This can cause problems such as incorrect data, slow report collection, and absenteeism. Therefore, the purpose of this study is to develop a web-based presence-monitoring information system that uses the Location-Based Service (LBS) method. The purpose of the LBS method is to ensure that the attendance process can be carried out only when employees are within a specified radius of the Lumban Dolok Village Office. This system uses latitude and longitude data from the user's device to calculate the geographic distance to the location's center point. The developed system uses the user's device's latitude and longitude to calculate the distance between the employee's location and the attendance center. Within a radius of 25 meters, the attendance process can only be carried out if the employee is within that radius; if they are outside the radius, then the attendance will be automatically rejected by the system. In this study, the waterfall system development method was employed, with PHP and UML. The results of the study show that this system can help the village office monitor employee attendance directly, speed up the collection of attendance reports, and reduce the risk of data manipulation. In addition, attendance reports are easily accessible by admins and village heads to assess employee performance. Thus, the web-based attendance information system using the LBS method is expected to improve compliance, transparency, and effectiveness of attendance management at the Lumban Dolok Village Office.

This study examines the influence of work discipline, employee motivation, and work environment on employee performance at the Office of Women Empowerment, Child Protection, Population Control, and Family Planning (DP3AP2KB) of Batam City. The research applies a quantitative approach with an associative design to determine the relationship and influence among variables. Data were collected from all employees using a structured questionnaire that had been tested for validity and reliability to ensure the accuracy of the research instrument. The analysis technique used is multiple linear regression to evaluate both partial and simultaneous effects of the independent variables on employee performance. The findings indicate that work discipline, motivation, and work environment collectively contribute significantly to improving employee performance. Individually, each variable also shows a meaningful and positive effect, reflecting the importance of both internal and external factors in shaping employee outcomes and productivity. These results imply that strengthening discipline, enhancing employee motivation, and creating a supportive, comfortable, and conducive work environment are essential strategies for improving organizational performance and achieving institutional goals effectively. Therefore, organizations are encouraged to implement policies and programs that support employee development, maintain a positive work atmosphere, and improve overall work quality in a sustainable manner.

This study aims to determine the application of competitive Human Resource Management (HRM) to employee productivity at Angkringan Lestari Restaurant. Human resources are a crucial factor in the success of a business, particularly in the culinary industry, which relies heavily on service quality, work speed, discipline, and employee ability to serve customers. Competitive HRM implementation is achieved through improving employee performance, knowledge, skills, motivation, discipline, and assigning appropriate responsibilities to employees to optimally increase work productivity.The research method used was descriptive qualitative, with data collection techniques through observation, interviews, and documentation. The study was conducted at Angkringan Lestari Restaurant, focusing on the application of HRM to support employee productivity. The results indicate that the implementation of competitive HRM positively impacts employee productivity. This is evident in improved service quality, punctuality, employee collaboration, and increased customer satisfaction with the service provided.Furthermore, work performance, knowledge, and skills are important factors in increasing employee productivity. However, several obstacles remain, such as limited job training and a lack of continuous competency development. Therefore, efforts are needed to improve the quality of human resources through training, work motivation, and skills development so that employee productivity can continue to increase and be able to compete competitively.

This research is motivated by the issue of employee productivity at Estetiderma Clinic Bekasi, as indicated by the unmet distribution target data during the 2021–2024 period. In addition, there are indications that improvements are needed in the effectiveness of recruitment methods and employee work discipline, as reflected in the attendance data. The purpose of this study is to determine whether recruitment (X1) and work discipline (X2) have an effect on employee productivity (Y), either partially or simultaneously, at Estetiderma Clinic Bekasi. The research method used is associative quantitative research. The population and sample consist of all 130 employees of Estetiderma Clinic Bekasi. The data analysis techniques employed include multiple linear regression analysis, correlation coefficient analysis, coefficient of determination, and hypothesis testing (t-test and F-test). The results of the study show that: (1) the recruitment variable (X1) has a t-value of 9,503 > t-table 1.978 and a significance value of 0.000 < 0.05, indicating a positive and significant effect of recruitment on employee productivity; (2) the work discipline variable (X2) has a t-value of 13,154 > t-table 1.978 and a significance value of 0.000 < 0.05, indicating that work discipline has a positive and significant effect on employee productivity; and (3) the simultaneous F-test result shows an F-value of 114.347 > F-table 3.067 with a significance value of 0.000 < 0.05, which means that recruitment and work discipline simultaneously have a significant effect on employee productivity. These two variables contribute 64.3% to employee productivity, while the remaining 35.7% is influenced by other factors not included in this study.

This research investigates the influence of employee motivation and work discipline on staff performance at Cafe Empat, located in Serang City. In the hospitality and food service industry, human resources serve as a critical element for operational success due to continuous face-to-face customer interactions. Utilizing a quantitative, causal-associative framework, this study examined the entire population of 45 employees using a total sampling technique. Primary data gathered via structured Likert-scale questionnaires were processed using IBM SPSS v.26 for multiple linear regression analysis, following rigorous classical assumption testing (normality, multicollinearity, and heteroscedasticity). Results show that work motivation has a significant positive effect on employee performance (t = 4.217; p < 0.05), as does work discipline (t = 3.985; p < 0.05). The F-test confirms that both variables jointly exert a significant positive influence on performance (F = 29.843; p < 0.05). The coefficient of determination (R2 = 0.684) indicates that 68.4% of variance in employee performance is explained by these two variables, while the remaining 31.6% is attributed to factors not included in the model. Management is advised to consistently develop motivational programs and enforce disciplinary standards to sustain productivity and competitive advantage.

Work discipline is a crucial element in improving employee performance, particularly in the Micro, Small, and Medium Enterprises (MSME) sector such as automotive workshops, which often face managerial and structural challenges. This study aims to explore the understanding, implementation, and influence of work discipline on employee performance at Gandi Jaya Motor Workshop, Jombang, within a local context characterized by religious values and informal work culture. The research employs a descriptive qualitative method with a case study approach. Data were collected through in-depth interviews, observation, and documentation, and were analyzed thematically. The findings reveal that work discipline is perceived as a form of personal responsibility driven by leadership example and religious values, rather than by formal systems alone. External factors such as limited infrastructure and the absence of a structured HR evaluation system also affect performance effectiveness. These findings expand the scope of Work Discipline and Employee Performance theories by incorporating social and cultural dimensions as determinants of work behavior. The study concludes by emphasizing the need for a humanistic approach to HR management in MSMEs and recommends further exploration with broader participant coverage and more diverse methodological approaches.

Human resources (HR) are an important factor in determining the success of a business because they play a role in increasing productivity, service quality, and company competitiveness. In an era of increasingly intense business competition, companies are required to have a competitive, professional workforce that is capable of adapting to technological developments and customer needs. This paper aims to identify competitive human resource development strategies at Helen Cempaka Bakery and their impact on business progress. The method used in this paper is a descriptive method with a literature study approach and observation of the business conditions at Helen Cempaka Bakery. The results of the discussion show that human resource development strategies at Helen Cempaka Bakery are implemented through job training, guidance and supervision, motivation, improvement of work discipline, teamwork development, and the use of modern technology and equipment. In addition, indicators of competitive human resources include ability, expertise, knowledge, and good work attitudes. Human resource development has a positive impact on improving employee performance quality, business productivity, service quality, and customer satisfaction. Therefore, continuous human resource development is highly necessary so that Helen Cempaka Bakery can maintain competitiveness and continue to grow amid business competition.

This study examines how work motivation and work discipline shape the job performance of employees at Cafe Empat, Serang City. The culinary and hospitality sector relies heavily on human resources as the backbone of service quality, given the high frequency of direct customer interactions involved. Adopting a quantitative, causal-associative research design, this investigation encompassed the entire workforce of 45 employees through a census or total sampling approach. Structured Likert-scale questionnaires served as the primary data collection instrument, and the resulting data were subjected to multiple linear regression analysis via IBM SPSS version 26, after satisfying the prerequisites of classical assumption tests covering normality, multicollinearity, and heteroscedasticity. The analysis reveals that work motivation exerts a significant positive impact on employee performance (t = 4.217; p < 0.05), and the same holds true for work discipline (t = 3.985; p < 0.05). An F-test further confirms that both variables, when considered jointly, produce a significant combined effect on performance (F = 29.843; p < 0.05). The coefficient of determination (R2 = 0.684) indicates that the two predictors collectively account for 68.4% of the variance in employee performance, with the remaining 31.6% attributable to other factors outside the model. On the basis of these findings, it is recommended that management at Cafe Empat invest in structured motivational frameworks and reinforce discipline systems as complementary levers for sustained operational excellence.

Printing businesses such as Anugerah Digital Printing Maumere face increasingly fierce competition, yet many have not fully implemented the concept of competitive human resources effectively. This study aims to analyze the role of competitive human resources in improving service quality and work productivity. The method used involves direct interviews with management and literature studies. The results indicate that the current condition of human resources still faces several challenges, including a lack of mastery of new technology, limited creativity and innovation, and a need for improved discipline. The efforts undertaken to address these issues include skills training and development, provision of motivation and rewards, optimization of technology usage, and establishment of a positive work culture. The implementation of these strategies has proven effective in enhancing employee performance and service quality. This research provides practical implications for business owners in their efforts to increase company competitiveness despite limited resources..

The implementation of a reward and punishment system is considered capable of improving employee work discipline. Rewards are given to encourage employee morale, while punishments are given as a reminder of the consequences of misconduct. This study aims to describe the implementation of the reward and punishment system in the Civil Service. Through a qualitative approach with in-depth observation, structured interviews with employees, and documentation studies. The results of the study found that the implementation of the reward and punishment system has been carried out well, with rewards given based on the level of discipline and performance of employees, while punishments are given based on the type of violation committed. The rewards given include Additional Employee Income, the Satyalancana Karya Satya award, exemplary employee awards, internship certificates, and retirement awards. Meanwhile, the punishments given include verbal warnings, written warnings, deductions from Additional Employee Income, and severe sanctions for employees with serious violations.  

Abstraks Tujuan penelitian ini adalah untuk mengidentifikasi faktor-faktor yang mempengaruhi kinerja kerja di Puskesmas Lasem, khususnya dengan melihat iklim kerja, disiplin kerja, dan motivasi karyawan. Output karyawan merupakan variabel dependen dalam analisis ini, dengan ketiga faktor tersebut sebagai variabel independen. Penelitian ini terutama didasarkan pada tanggapan kuesioner, dan menggunakan data primer. Informasi pribadi subjek penelitian menjadi dasar penelitian ini. Sampel yang digunakan berjumlah 85 orang. Proses pengambilan sampel menggunakan sampel jenuh. Penelitian ini menggunakan analisis regresi linier berganda sebagai pendekatan analisis datanya. Hasil penelitian memperlihatkan adanya hubungan positif dan signifikan secara statistik antara variabel lingkungan kerja dan kinerja karyawan, serta hubungan positif dan tidak signifikan secara statistik antara variabel disiplin kerja dan kinerja karyawan.   Abstact The purpose of this research is to identify the factors that affect job performance at the Lasem District Health Center, specifically looking at the workplace climate, work discipline, and employee motivation. Employee output is the dependent variable in this analysis, with the aforementioned three factors serving as independent ones. Primarily based on responses to a questionnaire, this study draws on primary data. Research subjects' personal information is what the research relies on. Using a sample size of 85 people. The sampling process makes use of saturated samples. The research used multiple linear regression analysis as its data analysis approach. The study found that there is a positive and statistically significant relationship between the work environment variable and employee performance, as well as a positive and statistically insignificant relationship between the work discipline variable and employee performance.