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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 determine the influence of work discipline (variable X1) and work culture (variable X2) on employee performance (variable Y). The research method used is a descriptive and verifiable method with a quantitative approach. Data collection techniques include observation, interviews, documentation, and literature studies to obtain comprehensive and relevant data for the purpose of the research. Data analysis techniques are carried out systematically, starting from the data compilation process, data tabulation, to the hypothesis testing stage. Data analysis uses multiple linear regression to determine the influence of each independent variable on the dependent variable. The results showed that the determination coefficient (R²) value was 69.8%, which means that work discipline and work culture simultaneously have a significant effect on employee performance. Meanwhile, 30.2% of employee performance was influenced by other factors outside of the study, such as motivation, work ability, leadership, personality, job satisfaction, work environment, and employee loyalty. Thus, it can be concluded that improving work discipline and a positive work culture plays an important role in improving.

This study aims to determine and analyze the Influence of Leadership and Work Discipline on Employee Performance Through Job Satisfaction as an Intervening Variable at Lubuk Basung Regional Hospital. This study uses the Structural Equation Modeling (SEM) model with the SmartPLS 3.0 analysis tool. The population and sample of this study were all office management employees of Lubuk Basung Regional Hospital, totaling 62 people. The results of the study found that there was a positive and significant influence of leadership on job satisfaction at Lubuk Basung Regional Hospital. Work discipline had a positive and significant effect on job satisfaction at Lubuk Basung Regional Hospital. Leadership had a negative and insignificant effect on employee performance at Lubuk Basung Regional Hospital. Work discipline had a positive and significant effect on employee performance at Lubuk Basung Regional Hospital. Job satisfaction had a positive and insignificant effect on employee performance at Lubuk Basung Regional Hospital. Leadership had a positive and insignificant effect on employee performance through job satisfaction as an intervening variable at Lubuk Basung Regional Hospital. Work discipline had a positive and insignificant effect on employee performance through job satisfaction at Lubuk Basung Regional Hospital.

PT Efrata Garmindo Utama Sukoharjo itself operates in the retail sector which makes batik clothes (men, women and children) with its flagship brand, namely Bateeq. This research is a survey with quantitative data, namely data on the number of employees and the number of respondents to the questionnaire. Primary data in this research is the result of distributing questionnaires given to employees of PT Efrata Garmindo Utama. The population in this study were all employees of PT Efrata Garmindo Utama, totaling 502 employees. The sample in this study was narrowed using the Slovin formula to 85 respondents using a purposive sampling technique. The data collection technique uses a questionnaire. Test research instruments with validity and reliability tests, classic assumption tests including multicollinearity tests, autocorrelation tests, heteroscedasticity tests and normality tests. The data analysis method uses descriptive analysis, multiple linear regression test, t test, F test and R² test. The results of the validity test for all instruments obtained a significance value = 0.000 < 0.05, meaning that all instruments were valid. Reliability test results for all reliable variables. The results of the multicollinearity test, autocorrelation test, heteroscedasticity test, normality test for all variables passed the test. The results of the multiple linear regression test obtained the regression equation Y = 17.062 + 27.571 X₁ – 47.771 X₂ + 0.013 The results of the t test for the work ethic variable have no significant effect on employee performance with ρ-value = 0.378 > 0.05. Work discipline has a significant effect on employee performance with ρ-value = 0.012 < 0.05. Work motivation has a significant effect on employee performance with ρ-value = 0.000< 0.05. The results of the F test show a calculated F of 34.876 with a ρ-value of 0.000 < 0.05, meaning that the model used to test the influence of the independent variables is variable X1 (work ethic), variable X2 (work discipline) and variable X3 (work motivation) on The dependent variable, namely employee performance (Y), is correct. The R² test results obtained a value (Adjusted R²) of 0.574, meaning that the contribution of the independent influence of variable X1 (work ethic), variable X2 (work discipline) and variable X3 (work motivation) to Y (employee performance) was 54.7%. The remainder (100% - 54.7%) = 45.3% is explained by other variables outside the model, for example quality of work life, workload, work environment, job satisfaction and leadership style.

The aim of this research is to analyze the significance of the influence of leadership, job satisfaction and motivation on the performance of Karanganyar Regency Dispermades employees. This research uses qualitative and quantitative data types. The data source used is the acquisition of primary data and secondary data. The population in this study was 40 employees of the Karanganyar Regency Dispermades, so the sampling technique in this study used a census technique, so that the entire population was sampled. The data analysis techniques used in this research are descriptive analysis, multiple linear regression analysis, t test, F test, and coefficient of determination (R2). The results of this research show that leadership (X1) has a significant effect on the performance of Karanganyar Regency Dispermades employees, thus the first hypothesis is proven to be true. Job satisfaction (X2) has no significant effect on the performance of Karanganyar Regency Dispermades employees, thus the second hypothesis is not proven true. Motivation (X3) has a significant effect on the performance of Karanganyar Regency Dispermades employees, thus the third hypothesis is proven to be true. The results of the F test show a significance value of 0.000, which means the model is correct in predicting the influence of leadership, job satisfaction and motivation on the performance of Karanganyar Regency Dispermades employees. The R2 test result is 0.915, meaning that the contribution of the leadership, job satisfaction and motivation variables to employee performance is 91.5%, the remainder (100% - 91.5%) = 8.5% is explained by other variables outside the model, for example discipline work, work environment, rewards, etc.

This research aims to (1). To find out whether work discipline has a significant effect on the performance of PT employees. Darma Henwa (ACP) Tanah Laut Regency. (2). To find out whether leadership style has a significant effect on the performance of PT employees. Darma Henwa (ACP) Tanah Laut Regency. (3). To find out whether discipline and leadership style simultaneously have a significant effect on the performance of PT employees. Darma Henwa (ACP) Tanah Laut Regency. The method in this research uses quantitative methods and data analysis techniques use multiple linear regression. The sample for this research consisted of 74 employees in the PT operator sector. Darma Henwa (ACP) Tanah Laut Regency and the data collection techniques used in this research were direct observation and distribution of questionnaires at PT. Darma Henwa (ACP) Tanah Laut Regency.The research results show that work discipline has a significant effect on the performance of PT. Darma Henwa (ACP) Tanah Laut Regency, as well as leadership style have a significant influence on the performance of PT. Darma Henwa (ACP) Tanah Laut Regency. Discipline and leadership style greatly influence employee performance at PT. Darma Henwa Asam-Asam Coal Project (ACP). Good discipline and effective leadership are proven to increase efficiency, productivity and job satisfaction. These two factors explain 59.4% of the variation in employee performance, indicating the importance of discipline and leadership in improving performance.    

Work productivity is the result of work or job performance. However, work productivity actually has a broader meaning, not only in terms of the output but also in how the work processes occur. Work productivity is the outcome of tasks closely related to an organization's strategic goals, target satisfaction, and contribution to the organization. Employee work productivity can be influenced by several factors, including work discipline, leadership style, and job competency. The purpose of this research is to analyze the influence of various variables such as work discipline, leadership style, and job competency on work productivity within the 2021 batch of students at the Faculty of Economics, UNJ, in a partial manner. The data collection technique used in this research is the distribution of questionnaires with a Likert scale to 133 respondents. This study is of a quantitative descriptive nature. The data analysis technique used in this research employs structural equation modeling with a partial least squares (SEM-PLS) model calculated using the smart PLS software. The results of this research indicate that work discipline, leadership style, and job competency have a direct and significant positive influence on work productivity within the student organization of the Faculty of Economics, UNJ. Work discipline has a direct and significant influence on work productivity. Leadership style has a direct and significant influence on work productivity. Job competency has a direct and significant influence on work productivity.

The study was conducted to see and collect data on how leadership style, work discipline, and job satisfaction affect employee performance. The research I conducted used quantitative methods and descriptive analysis. For this study, data were collected online through a randomized method through a likert scale questionnaire 1-5 to 190 respondents who met the following criteria: they are over 18 years old and have worked or participated in an organization, team, or company. For data analysis, the SmartPLS application is used to perform inner measurements, reliability values, discriminant validity, Cronbach's Alpha, and exterior measurements. The outer measurements also use T-test calculations, determinacy coefficient, f-square, and VIF. The main purpose of this study is to prove that leadership style contributes positively to employee performance, work discipline has a positive influence on employee performance, and job satisfaction has a positive impact on employee performance.

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..