This research examines the role of disciplinary factors in employee performance, with a focus on leadership style, organizational culture, and supervision. High employee discipline is crucial for ensuring consistent performance, even when there is minimal direct supervision. Leadership style plays a central role in guiding employees to stay aligned with organizational goals and expectations. Meanwhile, organizational culture significantly impacts employee behavior, as it shapes the overall work environment and attitudes towards discipline. Supervision acts as a reinforcing mechanism, ensuring that employees adhere to rules and maintain discipline in the workplace. The study was conducted on employees at the Regional Secretariat of Mojokerto City, with a total population of 110 employees. A sample of 86 respondents was selected using the Slovin formula and simple random sampling method. Data were collected via questionnaires, and responses were analyzed using SPSS Version 22 with path analysis to test the relationships between variables. The findings show that leadership style and organizational culture significantly affect supervision. Leadership style directly influences work discipline, whereas organizational culture does not. However, supervision has a significant positive effect on work discipline, reinforcing the importance of proper oversight. Additionally, leadership style and organizational culture indirectly affect employee discipline through the mediation of supervision. The study concludes that strengthening leadership, fostering a positive organizational culture, and implementing effective supervision mechanisms can improve employee discipline, leading to greater workplace efficiency at the Mojokerto City Regional Secretariat.

This study aims to analyze the influence of leadership, competence, and self-motivation on the performance of village officials in Singosari District, Malang Regency. The performance of village officials plays an important role in supporting effective public services and village development. This research employed a quantitative approach with an explanatory research design. The sample consisted of 61 village officials selected using proportional random sampling techniques. Data were collected through questionnaires and analyzed using multiple linear regression assisted by SPSS version 21. The results indicate that leadership, competence, and self-motivation simultaneously and partially influence the performance of village officials. Self-motivation was found to be the most dominant factor in improving performance. These findings support human resource management theories that emphasize the importance of motivation in enhancing organizational performance. The implication of this study recommends that village and regional governments develop programs to improve the motivation, competence, and leadership skills of village officials to strengthen the quality of public services at the village level.