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This study aims to analyze the influence of job satisfaction on employee performance at Warung Makan Ayam Penyet Pelem Asri, Boyolali. The study used a qualitative method with a case study approach. Data collection was conducted through in-depth interviews with employees and the business owner, direct observation of work activities, and relevant documentation. The results showed that the level of employee job satisfaction is relatively high, formed from a combination of structural, social, physical, and psychological factors. These factors include clear division of tasks, a regular work shift system, harmonious interpersonal relationships between employees, and the availability of adequate work facilities and compensation. High job satisfaction has been shown to encourage intrinsic motivation, discipline, and consistency in carrying out employees' duties. This is reflected in the ability of employees to provide fast, friendly, and consistent service, especially during busy operating hours. The research findings confirm that job satisfaction has a significant influence on employee performance, which in turn impacts customer satisfaction and business sustainability. Therefore, management needs to maintain and improve factors supporting job satisfaction to maintain service quality and business competitiveness.

This internship report aimed to describe the results of the analysis of employee performance at the Secretariat of the DPRD of Sikka Regency, particularly in providing administrative support for the budgeting function and achieving organizational accountability. The internship was conducted for four months, from August 11 to December 12, 2025, and took place in the Budgeting and Oversight Division. Data collection methods used in preparing this report included participatory observation of bureaucratic activities, structured interviews with the Head of the Budgeting and Oversight Division, and review of internal documents such as the 2024 Performance Report (LAKIP). The analysis focused on identifying operational obstacles and formulating effective problem-solving strategies.The results of the analysis showed that although administrative governance had generally been implemented in accordance with procedures, significant constraints were still found, including limited human resource competencies, low levels of work discipline, and inadequate facilities and infrastructure. These issues affected delays in the completion of financial accountability reports (LPJ), which in turn influenced the credibility of budget accountability. As a solution, this report formulated optimization strategies through strengthening periodic technical guidance (Bimtek), increasing staff supervision, and improving the effectiveness of internal communication patterns. The implementation of these strategies is expected to ensure the creation of work efficiency and sustainable budget accountability within the Secretariat of the DPRD of Sikka Regency.

This study examines the influence of work discipline, training, and motivation on employee performance at PDAM Tirta Ayu, Tegal Regency. In a public service organization such as PDAM, employee performance is crucial to ensure customer satisfaction and strengthen institutional competitiveness. A quantitative survey method was used with questionnaires distributed to all 115 employees using a saturated sampling technique, as the entire population was included. The independent variables analyzed were work discipline (attitude, compliance with rules, responsibility), training (materials, methods, instructor competence, duration, facilities), and motivation (intrinsic and extrinsic). Employee performance, as the dependent variable, was measured using indicators of work quality, work quantity, teamwork, and problem-solving ability. The data were processed through multiple linear regression to assess simultaneous and partial effects. The research findings revealed that work discipline, training, and motivation each have a positive and significant impact on employee performance, but for training has a positive and insignificant effect, this is shown by the significant results of each significant level for work discipline sig value = 0.000 (<0.05), training sig value = 0.632 (>0.05) and motivation with sig value = 0.000 (<0.05). These results highlight the importance of strengthening employee discipline, implementing well-structured and sustainable training programs, and fostering sustainable motivation strategies. This research provides practical implications for PDAM Tirta Ayu management in designing policies to improve overall employee performance, thereby improving service quality and organizational competitiveness.  

This study aims to analyze the influence of workload, work discipline, and the work environment on employee performance at the Tarokan District Office. Employee performance is a crucial element in achieving organizational objectives, as human resources are considered the most valuable asset of an institution. Workload, work discipline, and the work environment are three interrelated factors that often determine whether employees can achieve optimal performance levels. This research employs a quantitative approach with data collected through questionnaires distributed to employees of the Tarokan District Office. The analysis was conducted to examine both partial and simultaneous effects of the three variables on employee performance. The findings reveal that workload partially has a significant effect on employee performance, indicating that a balanced workload improves effectiveness while excessive workload may hinder output. Similarly, work discipline partially demonstrates a significant effect, highlighting the role of adherence to rules and punctuality in enhancing performance outcomes. The work environment also partially exerts a significant effect, suggesting that supportive facilities, comfortable conditions, and positive interpersonal relationships contribute to higher productivity. Furthermore, the results show that workload, work discipline, and work environment simultaneously have a significant effect on employee performance. These findings provide important implications for organizational leaders in designing policies that ensure sustainable performance improvements.

This study aims to explore the impact of work discipline and available facilities on the performance of employees at the Community and Village Empowerment Office. In the era of public service reform, employee performance is considered a critical factor in achieving organizational goals and providing quality services to the community. The research employed a quantitative approach, with data collected through questionnaires distributed to employees. The collected data were then processed and analyzed using SPSS software. Prior to hypothesis testing, validity, reliability, and classical assumption tests were conducted to ensure the quality of the instruments and the suitability of the data. The results of the t-test show that work discipline has a positive and significant effect on employee performance, with a t-value of 4.217 greater than the t-table of 2.01174 and a significance value of 0.000 less than 0.05. Similarly, work facilities also demonstrate a positive and significant effect, indicated by a t-value of 2.185 greater than the t-table and a significance value of 0.034 less than 0.05. Furthermore, the results of the F-test indicate that work discipline and work facilities simultaneously influence employee performance, with an F-value of 28.344, higher than the F-table value of 3.19, and a significance level of 0.000. These findings highlight the importance of maintaining strict discipline and providing adequate work facilities to enhance overall employee performance in public institutions.

This study aims to determine the effect of training, compensation, and work facilities on employee performance at the Regional Disaster Management Agency (BPBD) of Langsa City. The approach used in this research is quantitative, with a population of 156 employees. The sample determination in this study is a random sampling technique, and the calculation uses the Slovin formula with an error rate of 5% (0.05), so that the number of respondents in this study is 112 people. The data analysis method used is multiple linear regression, t test for partial analysis, F test for simultaneous analysis, and the coefficient of determination test (Adjusted R²). So from the results of multiple linear regression, the equation Y = 10.491 + 0.247X₁ + 0.275X₂ + 0.255X₃ is obtained. Thus, based on the t-test results, it shows that training has a significant value (t sig.) of 0.000 < 0.05, compensation of 0.001 < 0.05, and work facilities of 0.012 < 0.05. This result indicates that training, compensation, and work facilities significantly affect employee performance at BPBD Langsa City. Furthermore, the F test results show a significant value (F sig.) of 0.000 < 0.05, which explains that training, compensation, and work facilities simultaneously significantly influence employee performance. The coefficient of determination test (Adjusted R²) produces a value of 0.336, which indicates that the variables of training, compensation, and work facilities affect employee performance by 33.6%. The remaining 66.4% is influenced by other variables not included in this study, such as occupational safety and health (OHS), work stress, work experience, competence, workload, job satisfaction, work culture, work discipline and external organisational factors.

This study aims to examine the performance of employees in public service at Selaru District, Tanimbar Islands Regency. The type of research used in this study is qualitative research. The author evaluates employee performance indicators in public service through observation techniques, interview techniques, and documentation techniques. Based on the research findings, the quality of service in Selaru District can be measured by public satisfaction. Although most residents consider the employees' service to be fairly good, there are still complaints regarding long service times. Factors hindering employee performance include a lack of facilities such as computers and low service quality. Punctuality is also an issue, as employees often do not arrive on time, and service speed needs improvement. Service effectiveness is further affected by low work discipline, caused by a lack of leadership firmness and weak sanctions for employees who are late, leave their workplace without a clear reason, or leave early. Additionally, in terms of independence, the government and district head are expected to be more proactive in providing services and meeting the needs of the community quickly and responsively to enhance the effectiveness of public service in Selaru District.

This study aims to determine the influence of training and work facilities on employee performance through work discipline as an intervening variable in PT Semen Padang. The method of collecting data is through surveys and distributing questionnaires to employees as respondents using a quantitative approach. The data analysis technique used is structural Equation Modeling (SEM) analysis with Partial Least Square (PLS) 3.0.The results of the study show that there is a positive and insignificant influence between work facilities on employee performance through work discipline at PT Semen Padang. There is a positive and significant influence between training and work discipline. There is a positive and significant influence between work facilities on work discipline at PT Semen Padang.There is a positive and significant influence between training on employee performance at PT Semen Padang. There is a positive and significant influence between work discipline on employee performance at PT Semen Padang. Training has a positive effect and mediates work discipline on employee performance.

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%.

This research aims to determine the influence of work discipline and work facilities on the performance of CV Alif Media Informatika employees. This type of research is quantitative research. This research data was obtained through primary and secondary data. The population in this study were employees at CV Alif Media Informatika. The sample in this study was 32 employees with a sampling technique using saturated sampling. The analysis techniques used are validity testing, reliability testing, classical assumption testing, multiple linear regression analysis and hypothesis testing. The research results show that the partial t test results of work discipline and work facilities variables influence the performance of CV Alif Media Informatics employees. The results of the F test simultaneously work discipline and work facilities influence the performance of CV Alif Media Informatics employees.

The role of leadership is something that is very related to employee work discipline. Meanwhile, work discipline is a benchmark in assessing employee performance in a company. However, at PT. Arta Samudra still has some employees who lack discipline in carrying out their job responsibilities. Among them are coming on time, often abusing the facilities provided. With a qualitative method, this study is aimed at determining the role of leadership in employee work discipline at PT. Arta Samudra, what are the obstacles faced by the leadership to employee performance at PT. Ocean Art. The results obtained are that the role of leadership in employee work discipline is good, but there are still some employees who lack discipline, with the obstacles faced by the leadership, namely the lack of reliable Human Resources and also the special treatment given to employees, and also trying to speak up to all employees about what is expected as their efforts.

This study aims to describe the employee compensation management system implemented in the Tanjungpinang Class II Port Authority and Municipal Office (KSOP). This study uses a descriptive method with a qualitative approach. Data collection was carried out by interview and direct observation techniques. The sample used in this study is purposive sampling. The informant in this study is Mr. Harry Priambodo, S.Pi. as the head of the administrative sub-division at the Tanjungpinang Class II Port Authority and Municipal Office (KSOP). The data analysis used in this study was carried out through three stages, namely data reduction, presenting data, and making conclusions. The results of the study show that the implementation of the employee compensation management system at the Tanjungpinang Class II Municipal and Port Authority Office has been running in accordance with applicable regulations and has a positive impact on employee performance. This can be seen from the regularity in the management of basic salaries, allowances, and work facilities such as BPJS Kesehatan, BPJS Employment, and supporting equipment. The procedure begins with performance measurement based on discipline and work achievement monitored through digital and manual attendance. The system also supports career development through Periodic Raises and promotions.

This research aims to find out whether employee performance can influence the relationship between work facilities and work discipline that researchers found at PDAM Tirta Bhagasasi West Cikarang Branch.  By using quantitative research methods, the population and sample were generated from employees of PDAM Tirta Bhagasasi West Cikarang Branch using the saturated sample method.  The sample used in this research consisted of 33 employees as respondents according to the number of employees at PDAM Tirta Bhagasasi West Cikarang Branch.  This research reveals that the work facility variable has a positive effect on employee performance.  However, the work discipline variable has a negative effect on employee performance.

Air transportation is the primary choice due to its speed, safety, and comfort. Airports are places where aircraft land and take off and conduct various activities related to passengers and cargo, categorized into domestic and international. The Apron Movement Control (AMC) unit at PT Angkasa Pura I oversees movements in the apron area and provides services to airport users. Strict supervision is required to maintain safety and discipline on the apron. However, observations at the AMC at Sultan Hasanuddin International Airport in Makassar show a lack of discipline among staff, such as oil spills on the apron, which pose a safety hazard. This research aims to understand the role of AMC in enforcing employee discipline and the challenges faced at Sultan Hasanuddin International Airport in Makassar. This research employs a qualitative approach to understand the phenomena in the Apron Movement Control unit at PT Angkasa Pura I, Sultan Hasanuddin International Airport in Makassar, from June 1 to July 31, 2024. Primary data were collected through interviews and direct observations, while secondary data were obtained from company documents and literature studies. Data analysis involves reduction, presentation, and conclusion drawing, with data validity tested through source, technique, and time triangulation. Research steps include interviews, observations, data analysis, and conclusion drawing.The results show that the Apron Movement Control (AMC) unit at Sultan Hasanuddin International Airport in Makassar plays a crucial role in maintaining security, order, and discipline on the apron. They control the movements of aircraft, vehicles, and personnel and ensure operations follow safety procedures. AMC also acts as disciplinarian and educator through regular training. However, they face challenges such as a lack of employee understanding of procedures, limited communication equipment, communication challenges due to noise, and high operational pressure. To overcome these challenges, AMC needs to strengthen training, improve communication and coordination, enhance facilities, and increase employee welfare. These measures are expected to improve AMC's performance and instill a strong work discipline culture, making them the front line in maintaining airport security and operational efficiency.    

This research aims to determine and analyze the influence of the physical work environment, job training, compensation and work discipline on the performance of CV employees. Bintang Rema Utama Purwokerto production department. The population in this study were all employees of CV. Bintang Rema Utama Purwokerto production section in November 2023 as many 149 people. The samples obtained were 109 using the probability sampling method with a sampling technique, namely simple random sampling technique. This research uses multiple linear regression analysis tools with the help of SPSS statistics 26 software. The results of this research show that the physical work environment, job training, compensation and work discipline have a positive and significant effect on the performance of CV employees. Bintang Rema Utama Purwokerto production department. The implication in this research is that there is more attention from CV leaders. Bintang Rema Utama Purwokerto strives to improve the performance of its employees, such as providing lighting, circulation and room humidity that supports it, providing training materials that are easy to understand, providing adequate benefits and facilities, and warning employees whose attendance is not on time.

This study aims to determine the partial and simultaneous effects of motivation, discipline and facilities on the job performance of UPTDPagerbarang Clinic employees. This research is included in quantitative research using a sample of 87 UPTD Pagerbarang Oinic employees with saturated sampling technique. The data was processed with the SPSS 26.00 application using the multiple regression method. The results of data processing from this study show the results where the three independent variables have a significant  effect on improving employee performance. The results of hypothesis testing show that motivation, discipline, and work facilities have a very significant effect on employee performance. The results of the F test show that simultaneously has a significant influence on employee performance.

The Department of Population and Civil Registration is an agency engaged in the field of public services. Nowadays, many people are aware of the importance of civil registration of Indonesian citizens. Currently there are still many people who feel dissatisfied with the performance provided by employees to the community. This is due to problematic employee performance, such as employee attitudes that are less than friendly, employee performance that does not satisfy the public, and employees not completing their work on time. The aim of this research at the Tangerang City Population and Registration Service is to determine and analyze the performance of employees at the Tangerang City Population and Civil Registration Service. The method used in this research is a descriptive method with a qualitative approach. The results of this study indicate that the performance of employees at the Department of Population and Civil Registration is not optimal. In terms of quality indicators, employee performance still needs to be improved due to the mismatch between job placement and their abilities and skills. On the quantity of work indicator, it can be said that it is quite good because the work plan every year can be carried out properly. In terms of punctuality indicators, it still cannot be said to be optimal, because there are still employees being late in coming to work and employees not being on time in completing work. On the effectiveness indicator, it is quite good, because the facilities and systems in the office are adequate. The independence indicator is quite good, because there has been progress in the employee's initiative in carrying out their duties. In terms of work commitment indicators, the research results show that the responsibilities of employees are good, but there is still a lack of employee discipline when coming to work.    

Success in carrying out work duties serving the community can be achieved with the quality of community satisfaction. Improving the quality of performance at the Public Works and Spatial Planning Department of Serdang Bedagai Regency will be achieved by continuously improving the quality of Human Resources and work facilities which are always oriented towards improving the quality and quality of services. The objectives of this research are (1) To analyze the influence of work discipline on the performance of employees at the Public Works and Spatial Planning Department of Serdang Bedagai Regency. (2) To analyze the influence of work facilities on employee performance at the Public Works and Spatial Planning Service of Serdang Bedagai Regency. (3) To analyze the effect of compensation on employee performance at the Public Works and Spatial Planning Service of Serdang Bedagai Regency. (4) To analyze the influence of work discipline, work facilities and compensation on employee performance at the Public Works and Spatial Planning Service of Serdang Bedagai Regency. The population was 70 employees, the sample taken was 64 employees. The data collection methods used were observation, interviews and questionnaires. The results of this research show that partially it can be concluded that work discipline (X1), work facilities (X2) and compensation (X3) have a positive and significant influence on performance (Y) . From the results of this research, it can be concluded that work discipline, work facilities and compensation simultaneously have a significant influence on performance.

This study aims to explain the partial and simultaneous influence between work discipline variables and work facilities on employee performance in the Depok City Regional Secretariat. Problems that occur regarding work discipline, work facilities, so that it can interfere with employee performance. This type of research is quantitative research because it leads to measurement methods and samples to test variables and hypotheses. Data processing using the SPSS program version 27, researchers conducted several tests including validity tests, reliability tests, normality tests, multicollinearity tests, heteroscedasticity tests, t tests, F tests, multiple linear regression analysis and determination coefficient tests. The population in this study amounted to all employees of the Depok City Regional Secretariat, the research sample was 50 people and all permanent employees were used as research samples (saturated samples). The results of this study obtained that work discipline has a partial and significant effect on employee performance. Work facilities have a partial and significant effect on employee performance. Work Discipline and Work Facilities simultaneously affect employee performance    

The objective of this study is to determine and analyze the effects of the work environment, communication, and discipline on employee performance. The background of this study is the phenomenon of inadequate company facilities, budget constraints, poor communication with colleagues, where employees tend to form separate groups, and the low level of discipline and self-awareness of employees and superiors regarding compliance with regulations. The study is quantitative, and the data was analyzed using multiple linear regression. A sample of 41 employees was taken with the saturated sampling approach. The results showed that work facilities had a good and statistically significant effect on staff performance at PT. Prosperous Administration Development, as well as on work communication and work discipline. Furthermore, the impact of work facilities, communication, and discipline on the performance of PT. Bina Administration Sejahtera staff was also significant.