The Influence of Leadership and Work Motivation on Work Effectiveness through Discipline

This type of research used in this study is associative research. The research site is located at the Department of Education and Culture, Soppeng Regency. The sample used the census method, which an entire population of as many as 112 employees. In conducting statistical testing, it uses path analysis. The results showed that leadership positively and significantly affected employee discipline in the Department of Education and Culture in Soppeng Regency. Work motivation has a positive and significant effect on employee discipline in the Department of Education and Culture in Soppeng Regency. This study's result is: 1) Leadership has a positive and significant impact on the Soppeng District Education and Culture Office's work effectiveness. 2) Work motivation has a positive and significant impact on the Soppeng District Education and Culture Office's efficacy. 3) Employee discipline has a positive and significant effect on the Department of Education and Culture's work effectiveness in Soppeng Regency. 4) Leadership has a positive and significant impact on work effectiveness through employee discipline at the Department of Education and Culture in Soppeng Regency. 5) Work motivation has a positive and significant effect on work effectiveness through employee discipline at the Department of Education and Culture in Soppeng Regency.

The Effect of Compensation on Employee Performance Through Work Discipline as an Intervening Variable at Panahmas Dwitama Distrindo Ltd. Jember

Panahmas Dwitama Distrindo Jember is a product distributor company of Unilever Indonesia Ltd. has low employee discipline and decreased productivity of employee performance is one of the problems this company faces. This study aims to see the effect of compensation on employee performance through work discipline as an intervening variable at Panahmas Dwitama Distrindo Ltd. Jember. This research method uses quantitative research methods by taking 60 respondents. Answer the problem formulation with the help of Smart Partial Least Square (PLS) 3 and analyze the data using the Partial Least Square (PLS) analysis technique. The study results show that compensation has a negative and insignificant effect on employee performance, compensation has a positive and significant effect on work discipline. Work discipline has a positive and significant effect on employee performance, and compensation has a positive and significant effect on performance. Employees through work discipline as an intervening variable.

THE EFFECT OF LEADERSHIP AND SUPERVISION ON EMPLOYEE DISCIPLINE AT PT. PERKEBUNAN NUSANTARA III (PERSERO) KEBUN BANDAR SELAMAT

The results of this study have the aim of knowing the existence of "The Influence of Leadership and Supervision on Employee Discipline at PT. Perkebunan Nusantara III (Persero) Kebun Bandar Selamat". The approach taken in this study uses an associative approach. The population in this study were all employees at PT. Perkebunan Nusantara III (Persero) Kebun Bandar Selamat, totaling 264 people with a sample of 72 people using the slovin formula. The data analysis technique uses the Classical Assumption Test, Multiple Linear Regression, Hypothesis Testing (T Test, F Test), & Coefficient of Determination. Data processing in this study using the SPSS 25.00 software program. The data collection technique used a questionnaire technique by producing a positive influence between Leadership on Employee Discipline which could state tcount ttable 4.784 2.972 significant 0.00 0.05. There is a positive influence on employee discipline at PT. Perkebunan Nusantara III (Persero) Kebun Bandar Selamat with tcount 4.784 1,401 ttable significantly.The conclusion of the research on the influence of leadership and supervision on employee discipline at PT. Perkebunan Nusantara III (Persero) Kebun Bandar Selamat states that there is a positive influence, which is based on the results of the Fcount test of 12,984 with a significant value of 0.000 and the value of Ftable 2.391, because Fcount Ftable then Ha rejected.

PRINSIP DASAR PENERAPAN HUKUMAN DISIPLIN TERHADAP PEGAWAI NEGERI SIPIL

Civil Servants as public servants must be oriented to community satisfaction, it takes ASN who have high integrity and discipline in their duties. Employee discipline must be instilled by every employee. As the embodiment of a government system that wants to achieve national goals, it requires public servants who perform well, have quality, as well as a clean and authoritative government system and create targeted performance so that the implementation is effective and efficient. Work discipline is one of the factors that includes supporting the improvement of employee performance in an organization. In this article, we will discuss the basic principles of imposing disciplinary penalties on Civil Servants. This study uses normative legal research with qualitative analysis through a conceptual approach and a statutory approach to legal issues that are the main problems in the research. This study analyzes how the principle rather than the application of disciplinary punishment to Civil Servants is in accordance with the purpose of the law. PP Disciplinary Civil Servants regulates the principles of applying disciplinary penalties and limiting the authority to impose disciplinary penalties. The success or failure of an organization in realizing its goals by the performance of individual employees.Pegawai Negeri Sipil sebagai pelayan publik harus berorientasi pada kepuasan masyarakat, dibutuhkan ASN yang memiliki integritas tinggi serta disiplin dalam tugas. Disiplin pegawai harus ditanamankan oleh setiap pegawainya. Evaluasi dan pengawasan merupakan cara pemenuhan pelayanan publik terhadap kinerja pegawai. Melalui evaluasi serta dilakukannya pengawasan tersebut diharapkan kinerja PNS dapat menjadi lebih baik dan disiplin. Sebagai perwujudan sistem pemerintahan yang ingin mencapai tujuan nasional, maka dibutuhkan pelayan publik yang berkinerja baik, berkualitas, serta kinerja yang tepat sasaran sehingga dalam pelaksanaannya bersifat efektif dan efisien. Disiplin kerja adalah salah satu faktor yang termasuk penunjang peningkatan kinerja pegawai dalam suatu organisasi. Penelitian ini menggunakan penelitian hukum normatif dengan analisis kualitatif melalui pendekatan konseptual dan pendekatan perundang-undangan terhadap isu hukum yang menjadi pokok permasalahan dalam penelitian. Penelitian ini menganalisis bagaimanakah prinsip dasar daripada penerapan hukuman disiplin terhadap Pegawai Negeri Sipil apakah sesuai dengan tujuan hukum. PP Disiplin PNS mengatur terkait. prosedur, tata cara, dan pembatasan yang diatur dalamnya agar tidak adanya tindakan sewenangnya dalam penjatuhan hukuman disiplin. Berhasil tidaknya suatu organisasi dalam mewujudkan tujuannya dipengaruhi oleh kinerja individu pegawai. Kesimpulan

Implementation motivation, work discipline in work productivity of employees in the hospital

The hospital is one of the health service units for the community that functions health services, the hospital must pay attention to employee motivation so that good work discipline is realized, thereby creating work harmony that will later have an impact on productivity. The research objectives are to find out 1) The Effect of Motivation on Work Discipline at Udayana University Hospital; 2) The Effect of Motivation on Employee Productivity at Udayana University Hospital; 3) The Effect of Work Motivation and Discipline on Employee Productivity at Udayana University Hospital. This research uses quantitative methods with SEM PLS analysis techniques. This study shows the results of 1) The significant positive effect of motivation on employee discipline of 0.573 with a t-statistic value of 6.615; 2) The significant positive effect of motivation on productivity is 0.307 with a t-statistic value of 3.730; 3) The significant positive effect of employee discipline on productivity is 0.621 with a t-statistic value of 8.875.

Kepuasan kerja sebagai mediasi efek locus of control terhadap kedisiplinan karyawan

The aim of the study was to investigate the effect of locus of control on employee discipline and the role of job satisfaction in mediating the relationship of locus of control on employee discipline. This study uses a quantitative approach, the research was conducted at YPI Miftahul Huda Papar, Kediri Regency, data was collected using a questionnaire filled out by all employees. Locus of control is measured by the ability, interest, effort, fate, and influence of others. Job satisfaction is measured by using 2 factors motivation, the last work discipline includes goals, justice, inherent supervision, sanctions and punishments. Data were analyzed for hypothesis testing using Path Analysis. The results of the analysis reveal that locus of control and job satisfaction have an effect on employee discipline. Another finding is that job satisfaction plays a role in mediating the influence of locus of control on work discipline. Suggestions for further research is to develop this research in a different place and examine the consequences of work discipline.

Efektivitas Aplikasi SIAP terhadap Kedisiplinan Pegawai Sekretariat Daerah Kota Sukabumi

ABSTRACTResearch on Employee Attendance Information System Applications (SIAP) on this discipline is motivated by1) low level of employee discipline relating to attendance and punctuality at work, 2) easy application to be manipulated by employees, 3) frequent system disturbances (errors) in the application when used by employees, which have an impact on the ineffectiveness of the SIAP system. Research analysis using Information Systems theory from Davis and Discipline Theory from Singodimedjo.The method used is quantitative with associative models. Respondents were civil servants in the Regional Secretariat of Sukabumi, totaling 160 people. 61 samples were taken using proportionate stratified random sampling technique. The results of data analysis showed a correlation coefficient of 0.918. The coefficient of determination is 84.3%. For this reason, researchers suggest that the local government of Sukabumi City improve the accuracy of the SIAP attendance system by adding a face camera system.Keywords: SIAP Application, Face Camera, Discipline, Information System

Akurasi Pemberian Insentif Menggunakan Algoritma K-Medoids Terhadap Tingkat Kedisiplinan Pegawai

Assessment of a discipline is a performance evaluation stage that is important for the continuity of company activities. Monitoring and assessment of an employee's discipline must be carried out continuously in order to improve the quality of human resources. This research was conducted to make the accuracy of providing incentives based on the level of employee discipline. The data processed in this study is a recapitulation of the attendance of AMIK and STIKOM Tunas Bangsa Pematangsiantar employees as many as 25 employees as a sample. For grouping the employee data using the K-Medoids Algorithm. K-Medoids groups a set of n objects into a number of k clusters using the partition clustering method. Furthermore, the employee data is processed using Rapid Miner software. Research using this method obtained results in the form of grouping employees into 3 groups that have good discipline levels of 12 employees, sufficient discipline levels of 8 employees, and less disciplinary levels of 5 employees. Based on the grouping results that have been produced, it can be a consideration for the leadership to determine the amount of incentives for employees.

Effectiveness of additional income for ASN at BKPSDMD Makassar City

Essentially, awarding the Employee with Additional employee Income (TPP) is expected to improve the welfare and performance of ASN to support development in Makassar and to provide better public services in Makassar. Therefore, this study aims to find out the Effectiveness of Providing Additional Employee Income (TPP), especially for ASN at BKPSDMD Makassar City, whether it has been effective in improving ASN performance or not. The research method used in this research is descriptive qualitative and descriptive quantitative data to optimize the result of the research findings. Interviews, observation, questionnaires, and document reviews are used to collect the data. The data analysis technique collects the data from the results of interviews, observations, questionnaires, and document reviews which are then presented systematically in descriptive form. The result shows that providing additional employee income (TPP) for ASN at BKPSDMD Makassar City has been effective, especially in improving the welfare of ASN. On the contrary, it is ineffective in terms of employee discipline. This is because the Leaders at BKPSDMD Makassar City do not set an excellent example regarding discipline. Moreover, Leaders are expected to set a good example of discipline and supervise the ASN.