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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 analyze human resource management (HRM) based on Islamic boarding school values ​​in strengthening educator professionalism and sustaining academic performance at MA Al-Amiriyyah Blokagung. The study focuses on the process of internalizing Islamic boarding school values ​​in HRM policies and practices and their implications for educator professionalism and the sustainability of the institution's academic quality. This study uses a qualitative approach with a case study design. Data collection was conducted through in-depth interviews with madrasah leaders and educators, observations of institutional practices, and documentation studies of policies and human resource development programs. Data analysis was conducted thematically through the stages of data reduction, data presentation, and drawing conclusions. The results show that Islamic boarding school values ​​such as sincerity, service, discipline, exemplary behavior, and moral responsibility have been internalized normatively and practically in HRM policies, particularly in aspects of human resource planning, recruitment, coaching, and evaluation of educator performance. These values ​​shape educator professionalism that is not only based on pedagogical competence, but also an ethos of devotion and moral integrity. The human resource development and coaching system contributes to maintaining work motivation and consistent academic performance among educators. However, the internalization of Islamic boarding school values ​​still tends to be cultural and person-centered, and has not been fully institutionalized in written policies, standard procedures, and long-term strategic planning. Therefore, its sustainability remains dependent on leadership figures. The implications of this research emphasize the importance of strengthening the institutionalization of Islamic boarding school value-based human resource management (HRM) through formal policies, a sustainable human resource development system, and systematic managerial governance to ensure the sustainable maintenance of educator professionalism and the institution's academic performance.

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.  

Employee performance is one of the key indicators in assessing the quality of human resources within an organization or company. To improve performance, companies generally implement various strategies, such as training programs, educational development, enforcement of work discipline, motivational efforts, and the management of a supportive work environment. This study aims to analyze the influence of competence, work discipline, and organizational climate on employee performance at The Kayon Resort Ubud. This research involved all employees of The Kayon Resort Ubud as the population. The sampling technique used was a saturated sampling method, in which the entire population was included as the research sample, totaling 71 respondents. To analyze the relationships between variables and test the hypotheses, multiple linear regression analysis was employed. The results of the study indicate that competence has a positive and significant effect on employee performance. Likewise, work discipline and organizational climate also have a positive and significant influence on employee performance at The Kayon Resort Ubud. Based on these findings, future researchers are encouraged to expand the study by including other variables that may affect employee performance.

This study aims to determine the influence of motivation on employee performance at the Regional Disaster Management Agency (BPBD) Office of Sidenreng Rappang Regency. Motivation is seen as one of the fundamental factors in human resource development because it can encourage increased work morale, effectiveness, and efficiency in carrying out employee duties and responsibilities. Highly motivated employees will be encouraged to work more disciplined, creative, and productive, so that they can make a positive contribution to the achievement of organizational goals, especially in public service and disaster management.nThis study uses a quantitative approach with a survey method. The sampling technique chosen is a saturated sample, namely all employees and honorary personnel at BPBD Sidenreng Rappang Regency are made respondents. This consideration is made because the population is relatively small so that it can be reached as a whole. The research data was collected using a questionnaire compiled based on indicators of work motivation and employee performance, then analyzed using a simple regression test to determine the relationship and influence between variables.nThe results showed that the calculated t value of 2.167 was greater than the t table of 2.048 at a significance level of 5%. This proves that there is a positive and significant influence between motivation on employee performance. Motivation contributes 15.7% to performance improvement, while the rest is influenced by other factors such as work discipline, work environment, competence, and leadership. Nevertheless, these findings emphasize that motivation continues to play an important role as the main driver of employee performance.nThus, increasing motivation through the provision of awards, incentives, and continuous coaching can be an important strategy in strengthening the quality of performance of BPBD employees in Sidenreng Rappang Regency.

This study aims to describe the transformational leadership strategy implemented in Masohi hospital and analyze its impact on the performance of human resources (HR). The research approach used is qualitative with case study design, which allows researchers to understand the phenomenon in depth in a real context. The Data was collected through in-depth interviews with eight informants, consisting of directors, field heads, room heads, and implementing staff, so that diverse perspectives were obtained from various levels of management and implementers. The data analysis process is carried out through three main stages, namely data reduction, data presentation, and conclusion/verification. The results showed that transformational leadership strategies in Masohi hospital include exemplary, inspirational motivation, innovative thinking encouragement, and attention to individual employee needs. Implementation of this strategy can improve discipline, work ethic, teamwork, and a sense of responsibility of employees in providing services to patients. In addition, it was found that the work culture built through transformational leadership can strengthen organizational commitment and improve overall service quality. However, the implementation of this strategy is not free from challenges. The obstacles that arise include complex bureaucracy, managerial competence gaps between units, as well as resistance to change among staff. This challenge requires an adaptive approach and effective communication so that the strategy can run optimally. Overall, the findings of this study confirm that transformational leadership has a positive impact on strengthening work culture and improving service quality in regional hospitals. This research is expected to be a valuable input for the development of leadership and HR management policies, not only in Masohi hospital, but also in other regional hospitals that face similar challenges.

Employee performance, which is a reflection of their competence in completing tasks, is very important for achieving organizational goals. Therefore, improving performance is a top priority for the company.This quantitative research aims to analyze the factors that influence employee performance in the Quality Control division of PT. Hwa Seung Indonesia, Jepara. Of the total 174 employees, 121 were used as research samples selected using the Slovin formula. Data collection was carried out through questionnaires with saturated sampling techniques. The collected data was then analyzed using various statistical methods, including multiple linear regression analysis. The research results show that the variables workload, compensation (t-value 2.865), work discipline (t-value 4.707), and motivation (t-value 4.425) together have a positive and significant influence on employee performance.

This study aims to analyze the role of competitive human resources (HR) as a determinant of business success and development at the Sumber Berkat Abadi Maumere Cooperative. The method used was descriptive qualitative through interviews, observations, and document review. The results indicate that the implementation of competitive HR is carried out through development, training, performance management, and vision-mission-based strategies. The main factors supporting competitiveness are competence, education, motivation, discipline, innovation, communication, work ethic, work environment, and leadership. Indicators of success are evident in the expansion of branches to several regions and high public trust. Obstacles identified include the lack of a written performance appraisal system and limited technology-based training. This study concludes that competitive HR is the key to the cooperative's progress.

This study aims to analyze in depth the principal’s policies in improving teacher performance at public junior high schools (SMP Negeri) in Keluang District, Musi Banyuasin Regency. The principal plays a strategic role as an educational leader who is responsible for directing, guiding, and developing human resources—particularly teachers—so that they can perform professionally in accordance with the demands of the Merdeka Curriculum. This research employs a descriptive qualitative approach, using data collection techniques such as in-depth interviews, direct observation, and document analysis. The research subjects include principals, teachers, and school supervisors. The findings reveal that the principal’s policies to improve teacher performance are implemented through four main strategies. First, enhancing teacher competence through training, workshops, academic supervision, and continuous professional development activities. Second, implementing reward and sanction systems to foster motivation and discipline among teachers. Third, building a collaborative work culture through subject teacher discussions (MGMP), regular meetings, and reflective teaching activities. Fourth, strengthening participatory leadership by involving teachers in school planning and evaluation processes. These policies have proven effective in improving teachers’ sense of responsibility, creativity, and instructional innovation. Thus, the principal’s role as a transformational leader is crucial in creating a conducive work environment and fostering efforts to improve the quality of education at the junior secondary school level.

The purpose of this study was to determine the Influence of Competence, Motivation and Work Discipline on the Performance of Employees of the Investment and One-Stop Integrated Service Office of Ciamis Regency. In this study, the author used a quantitative research method, including subject selection, data collection techniques (such as questionnaires, observation and interviews). With the measurement scale used in this study is Likert. With the sampling technique using the total sampling technique, namely all employees of the Investment and One-Stop Integrated Service Office of Ciamis Regency in 2019 as many as 44 people. The results of the study showed that 1). There is an influence of competence on employee performance, the correlation coefficient value (R) of 0.767 means that the better the employee's competence, the employee's performance will increase, 2). There is an influence of motivation on employee performance, the correlation coefficient value (R) of 0.633 means that the better the motivation, the employee's performance will increase, 3). There is an influence of work discipline on employee performance, the correlation coefficient value (R) of 0.672 means that the better the work discipline, the employee's performance will increase, 4). There is an Influence of Competence, Motivation and Work Discipline on Employee Performance, the correlation coefficient value (R) is 0.839, meaning that the better the Competence, Motivation and Work Discipline, the more effective the employee performance will be. Based on the calculation, it is known that F count 31.785> F table 3.23, so the relationship between X1, X2, X3 and Y is significant. In other words, the hypothesis proposed by the author can be accepted because it has been statistically tested.

The purpose of this study was to evaluate the impact of Competence and Work Motivation on Employee Performance and also the role of Work Discipline as a moderator variable. The population used in this study were all civil servants at the Senori District Office, Tuban Regency, and the sample taken using saturated or census sampling techniques, with a total of 37 respondents. Data analysis used Smart Partial Least Square (PLS) software.The results of this study indicate that good competence will improve employee performance, also with good motivation will improve employee performance. This study also found that work discipline can improve employee performance. Furthermore, it was also found that work discipline has a strong moderating role on competence towards employee performance, and has a moderating role on motivation towards employee performance at the Senori District Office, Tuban Regency.

The essence of this research aims to decide the impact of HR Competence and Work Discipline on MSME performance with Inspiration as a mediator in Semarang City. This research itself was conducted at the Culinary MSME of Semarang City. The research method uses quantitative research. The respondents obtained were 539 respondents who were Culinary MSME business actors in Semarang City. The testing strategy utilized simple random sampling with a total sample of 241 respondents. The analysis technique used is multiple linear regression analysis, for data processing utilizing the assistance of SmartPLS 3.0 SEM software. The research results obtained that HR Competency and Work Discipline meaningfully a positive and significant effect on   Motivation with a T-Value   > 0.01. Motivation affects positive and significant MSME performance with a T-Value > 0.01.  

The purpose of this research is to analyze the partial significance of the influence of work motivation, work discipline, organizational commitment, and competence on employee performance in DPKUKM Cilacap Regency. The sample in this study includes the entire population, consisting of 38 employees. The sampling technique used is proportional random sampling. Data analysis is conducted using multiple linear regression. The results of this research is work motivation, organizational commitment, and competence have a significant positive effect on the performance of DPKUKM employees in Cilacap Regency. However, work discipline does not have a significant effect on the performance of DPKUKM employees in Cilacap Regency. The implications of this research suggest that DPKUKM Cilacap Regency needs to enhance employee performance by: 1) increasing work motivation by improving employee compliance with applicable regulations; 2) enhancing organizational commitment by strengthening the sense of family among employees; 3) improving competence by training employees in precision at work. Although work discipline does not significantly influence employee performance, DPKUKM Cilacap can improve punctuality in working hours through stricter monitoring of office entry, break, and departure times.  

This research aims to reveal the role of madrasa head leadership in improving teacher performance at MAS Islamiyah Tamiang. The research background illustrates the importance of educational leadership in achieving the effectiveness and efficiency of educational institutions. The focus of the research is on the duties and functions of the madrasa head in Learning Management (PBM) at Madrasah Aliyah Islamiyah Tamiang. The research method used is field research with a qualitative approach. Data was collected through interviews, field notes, documentation and observation. The research results show that madrasa heads play an active role in improving teacher performance by involving them in training, training, seminars and other activities. Routine supervision is carried out to accompany and improve the teaching and learning process. Apart from that, the madrasah principal provides motivation, rewards, and includes teachers in workshops to improve professional competence. The research conclusion shows that the leadership of the madrasa head has a positive impact on teacher performance. The madrasa head carries out his role by involving teachers in various activities that support competency development. However, the research also identified several weaknesses in the supervision of teacher discipline and use of time, as well as suggestions for improving the optimization of supervision by madrasah heads.  

This study aims to determine the Effect of Competence, Discipline, and Work Motivation on Employee Performance (Case Study at CV. Vin_Case). The population used in this study were all employees of CV. Vin_Case totaling 45 employees. This study uses a quantitative method using a questionnaire. The method of data analysis in this study uses multiple linear analysis with the dependent variable being Employee Performance, while the independent variables are Competence, Discipline and Motivation. In this study using saturated sampling techniques, namely sampling techniques where all members of the population are used as samples. Then the data collection method was through questionnaires and data analysis using SPSS version 21. Data analysis techniques used in this study included validity testing, reliability testing, classical assumption testing, multiple regression analysis, hypothesis testing using the t test and the coefficient of determination test (R2). The results of this study indicate that the independent variables, namely Competence (X1), Discipline (X2) and Motivation (X3) have a positive and significant effect on Employee Performance (Y). Based on the coefficient of determination 58.6 percent of employee performance can be explained by independent variables in this study, while the remaining 41.4 percent is explained by variables not observed in this study.

This research is motivated by the still not optimal performance of the Banjar City Regional Finance and Revenue Management Agency employees which is characterized by frequent recording and reporting errors involving administrative management, the completion of existing work that is not in accordance with work achievement targets, employees who arrive late from work hours entering work that has been determined, besides that employees often leave the effective time of working hours and delays in completing work. The formulation of the problems posed in this study are as follows: 1. How does competence affect employee performance? 2. How does work motivation affect employee performance? 3. How does work discipline affect employee performance? 4. How does competence, motivation and work discipline simultaneously influence employee performance at the BPKPD in Banjar City? The method used in this study uses quantitative methods. Data collection techniques through questionnaires, literature, and documentation. With a research sample of 50 employee respondents and data analysis used through statistical tests of correlation and multiple regression using SPSS version 26.00 for windows. The research results show: 1). Competence tends to be good and employee performance is high, so competence has a positive and significant effect on employee performance. This means that the better the competence, the better the performance of employees at the Banjar City Regional Revenue and Financial Management Agency. 2). Work motivation tends to be good and employee performance is high, so work motivation has a positive and significant effect on employee performance. This means that the better the work motivation, the better the performance of employees at the Banjar City Regional Revenue and Financial Management Agency. 3). Work discipline tends to be good and employee performance is high, so work discipline has a positive and significant effect on employee performance. This means that the better the work discipline, the better the performance of employees at the Banjar City Regional Revenue and Financial Management Agency 4). Competence, motivation and work discipline tend to be good and employee performance is high, so that competence, motivation and work discipline have a positive and significant effect on employee performance. This means that the better the competence, motivation and work discipline, the better the performance of employees at the Banjar City Regional Revenue and Financial Management Agency.