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This study aims to analyze the influence of work discipline and organizational culture on employee job satisfaction at Hotel Sangga Buana. Job satisfaction is a crucial factor in improving performance, productivity, and employee loyalty in the hospitality industry, which demands professionalism and excellent service. The research employed a quantitative approach using a survey method. Data were collected through questionnaires distributed to 30 employees from operational and administrative departments. The data were analyzed using multiple linear regression with the assistance of SPSS version 25. The results reveal that both work discipline and organizational culture have a positive and significant effect on job satisfaction, both partially and simultaneously. Work discipline was found to be the most dominant variable influencing job satisfaction, as high discipline fosters order and accountability in the workplace. Meanwhile, a positive organizational culture contributes to a harmonious work environment and enhances employee motivation. These findings emphasize the importance of implementing strong discipline and cultivating a supportive organizational culture to improve job satisfaction and overall employee performance in the hospitality sector.

This study aims to determine the effect of organizational culture, compensation, and work discipline on employee performance at Lotus Garden Hotel Kediri. The research employs a quantitative approach to analyze the relationship between the variables. Data were collected from both primary sources, such as questionnaires distributed to employees, and secondary sources, including company records and relevant literature. The population in this study consisted of all employees working at Lotus Garden Hotel Kediri. A total sample of 45 employees was selected using a saturated sampling technique, meaning the entire population was used as the sample due to the relatively small number of employees. The data analysis methods used in this study included validity and reliability tests to ensure the quality of the research instruments. Additionally, classical assumption tests were conducted to confirm the suitability of the regression model. Multiple linear regression analysis was used to examine the relationship between the independent variables (organizational culture, compensation, and work discipline) and the dependent variable (employee performance). The results of the partial t-test showed that each independent variable had a significant effect on employee performance. Moreover, the results of the simultaneous F-test indicated that organizational culture, compensation, and work discipline together had a significant and positive influence on employee performance at Lotus Garden Hotel Kediri.

This study aims to examine and analyze how the implementation of Standard Operating Procedures (SOP) impacts employee performance improvement at Chatter Lounge Restaurant, Gumaya Tower Semarang. The background of this research stems from initial observations and interviews that revealed inconsistencies in SOP implementation, particularly in aspects of grooming and staff attitudes toward guests. A qualitative descriptive method with a case study approach was employed to gain a comprehensive understanding of the phenomenon. Data were collected through in-depth interviews with four key informants, direct observations of operational activities, and digital documentation related to SOP practices. The data analysis followed the interactive model of Miles and Huberman, which includes three main stages: data reduction, data display, and conclusion drawing. The findings indicate that SOP implementation positively contributes to enhancing employee discipline, time efficiency, and accuracy in following service procedures, leading to a more standardized service quality. Nevertheless, the implementation is not yet fully optimal as several employees lack a comprehensive understanding of SOP content. Inhibiting factors include limited advanced training opportunities, one-way briefings that restrict interactive communication, and the absence of a performance-based reward system to motivate staff. The study highlights that while SOPs serve as a crucial guideline to improve consistency and professionalism, their effectiveness depends heavily on continuous reinforcement and employee engagement. Therefore, it is recommended that the restaurant management strengthen SOP implementation through ongoing training, more participatory internal communication, and the establishment of performance-based reward mechanisms to maximize employee motivation, ensure service excellence, and ultimately enhance guest satisfaction.

Guest comfort is a key indicator of hotel service quality, strongly influenced by the professionalism of Room Attendants and the cleanliness of guest rooms. This study aims to analyze the role of Room Attendant professionalism in maintaining room cleanliness standards at Hotel Grand Mercure Solo Baru. Using a qualitative approach, in-depth interviews with three housekeeping staff members were conducted. The findings show that Room Attendant professionalism contributes directly to room cleanliness and positively impacts guest comfort. Professional attitude, discipline, and responsibility are crucial in ensuring room quality. Additionally, the study highlights the importance of attention to detail, commitment to cleanliness standards, and proactive approaches to maintaining guest rooms. The research also found that regular training and management support are vital for improving Room Attendant professionalism. Encouraging staff to take ownership and motivating them to uphold cleanliness standards is essential. Effective communication between staff and management helps identify and address challenges in room cleanliness practices. The study emphasizes that a motivated and well-trained team contributes significantly to guest satisfaction and loyalty, which in turn supports the hotel's reputation and encourages repeat business. The study suggests that investing in the professional development of Room Attendants is crucial for long-term success in the hospitality industry. It also recommends ongoing performance evaluations, regular feedback, and motivational initiatives to continuously improve service quality. These measures are essential for enhancing guest satisfaction, improving employee morale, and maintaining a competitive edge in the hospitality sector, ultimately contributing to sustainable growth, success, and better overall guest experiences for the hotel.

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.

The research aims to analyze how far work discipline and work facilities influence the level of effectiveness of employee performance at Ibis Hotel Padang. The method applied in this research is a descriptive method with a quantitative approach. Data in the form of numbers was obtained through distributing questionnaires, and processed using SPSS version 26. The research results showed that work discipline and work facilities had an impact on employee effectiveness. Hypothesis testing using analysis with multiple linear regression results shows that the F value of 39.272 is greater than the F value of 3.15, with a significance level of 0.00 which is smaller than 0.05.  This shows that the variables work discipline (X1) and work facilities (X2) have an effect on work productivity (Y), and the alternative hypothesis (H1) is accepted. Furthermore, the regression coefficient for variable X1 was obtained at 0.088 with a significance level of 0.019 (smaller than 0.05). Meanwhile, variable X2 has a regression coefficient of 0.654 with a significance level of 0.00 (smaller than 0.05). This indicates that an increase of one in work discipline may increase the effectiveness of employee performance by 0.088, while every increase of one in work facilities will increase the effectiveness of employee performance by 0.654. Multiple linear regression analysis shows that the influence of work discipline (X1) and work facilities (X2) on employee performance effectiveness (Y) is 55.7%.

The research purposes is to calculate how much impact discipline of work has on performance of employee at the Daima Hotel. The population used is all Daima Hotel employees. The research sample utilized was 67 employees. The type of method in this research uses causal associative quantitative. Data was obtained by give questionnaires to informants. The employee work discipline results are sufficient (65.68%). Employee performance is adequate (67.17%). The influence of the two variables is 9.5%.    

Employee performance must always be maintained so that the company survives. Research to determine the influence between variables of Leadership, Motivation and Work Discipline on Employee Performance at NEO Hotel, Kebayoran, Jakarta. This research method uses quantitative research methods by conducting parametic statistical analysis in the form of multiple linear regression analysis. The data used is primary data obtained from the answers of 40 respondents.The results showed that leadership and motivation had a significant effect partially and simultaneously all of them had a significant effect on employee performance and the correlation value was 75.4% and the remaining 24.6% was found in other factors that were not studied.

This research aims to examine the combined influence of (1) work discipline and job satisfaction on employee performance; (2) work discipline on employee performance; and (3) job satisfaction on employee performance. The research design employed is quantitative causal. The subjects of this study encompass all employees at Aston Batam Hotel & Residence, with a population of 100. Data collection was conducted through a survey using a questionnaire as the research instrument. The collected data were analyzed using multiple linear regression while adhering to classical assumptions. The results of the analysis indicate that both work discipline and job satisfaction, when considered together, significantly affect employee performance. Furthermore, work discipline and job satisfaction individually and significantly contribute to employee performance.

This research is motivated by an agency operating in the hospitality sector, because in agencies human resources are very important in achieving success. The purpose of this research is to explain the influence of teamwork, work discipline, and work ethics on employee performance. The research method used is a quantitative method using questionnaires as data. This research uses a saturated sampling technique. The sample in this research was all PKWT employees, 47 employees of Lotus Garden Hotel Kediri. In this research, the results showed that teamwork partially had no significant effect on the performance of Lotus Garden Hotel Kediri employees, work discipline partially had a significant effect on the performance of Lotus Garden Hotel Kediri employees, and work ethics partially had an effect on the performance of Lotus Garden Hotel Kediri employees. Meanwhile, simultaneously these three variables have a significant effect on the performance of Lotus Garden Hotel Kediri employees.