Dampak disiplin kerja terhadap optimalisasi kinerja pegawai (Studi kasus pada Bagian Administrasi Pemerintah Umum Sekretariat Daerah Kota Pematangsiantar)

Siregar, Robert Tua; Silitonga, Hery Pandapotan; Sianipar, Ruth Tridianty

doi:10.31258/sorot.15.2.65-74

Cited by 3 publications

(5 citation statements)

References 6 publications

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“…Dengan begitu pelaku usaha selalu memberi peringatan saat karyawannya melanggar ketentuan yang berlaku. (Siregar, 2020).…”

Section: Keterampilanunclassified

Work Discipline on the Performance of UMKM Inboxmie Employees

Yulia Nur Fadilah,

Dhea Amelia Putri,

Dwi Epty Hidayaty

et al. 2023

JFBD

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The method used to collect data is descriptive method with observation and interviews. Based on the results of interviews with MSME owners, it was found that there were problems with the discipline of the employees who worked. The discipline problem that occurs in this Inboxmie business is the lack of time discipline for its employees, namely they are often late to work hours, and do not come to work without clear explanations. This of course violates the provisions set by the MSME business owner. Problems that occur can cause non-optimal business. Some efforts that need to be made to overcome the problem of work discipline on employee performance is by providing an orientation program for employees. The author concludes that the problem faced by these SMEs is the lack of discipline in employees. One of the factors that can increase productivity is work discipline.

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“…Dengan begitu pelaku usaha selalu memberi peringatan saat karyawannya melanggar ketentuan yang berlaku. (Siregar, 2020).…”

Section: Keterampilanunclassified

Work Discipline on the Performance of UMKM Inboxmie Employees

Yulia Nur Fadilah,

Dhea Amelia Putri,

Dwi Epty Hidayaty

et al. 2023

JFBD

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“…Disiplin kerja merupakan kesadaran dan kesediaan seseorang mentaati semua peraturan-peraturan perusahaan dan norma-norma sosial (Fuadati et al, 2017;Rahmawati & Frinaldi, 2021;Yuaningsih, 2020;Zain et al, 2022). Disiplin kerja akan memberikan dampak terhadap kinerja pegawai, hal ini sesaui dengan hasil penelitian yang menyatakan bahwa meningkatkan disiplin kerja akan meningkatkan kinerja pegawai, dan lingkungan kerja yang baik akan meningkatkan disiplin kerja pegawai (Siregar et al, 2020).…”

Section: Pendahuluanunclassified

“…Selain itu disiplin kerja juga dimaknai sebagai situasi yang dapat mendorong pegawai untuk melakukan kegiatan sesuai dengan norma atau peraturan yang telah ditetapkan (Fuadati et al, 2017;Rahmawati & Frinaldi, 2021). Sehingga dapat dikatan bahwa displin pegawai akan memberikan dampak terhadap kinerja pegawai, hal ini sesaui dengan hasil penelitian yang menyatakan bahwa meningkatkan disiplin kerja akan meningkatkan kinerja pegawai, dan lingkungan kerja yang baik akan meningkatkan disiplin kerja pegawai (Siregar et al, 2020). Ketiga, Perhitungan secara parsial menunjukkan ada pengaruh hubungan variabel kompensasi terhadap kinerja dengan signifikansinya sebesar 0,000 (p<0.05).…”

Section: Pembahasanunclassified

Pengaruh Kompetensi, Disiplin dan Kompensasi Terhadap Kinerja Petugas Lapangan Keluarga Berencana Non PNS dalam Pelaksanaan Program Bangga Kencana

Setiawati

2022

JPPSH

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Saat ini tingkat capaian kinerja/keberhasilan pelaksanaan program Bangga Kencana masih belum sesuai target. Analisis awal menunjukkan bahwa beberapa faktor yang mempengaruhi hal tersebut adalah kompetensi, disiplin dan kompensasi yang diperoleh, berdaasarkana hal tersebut penelitian yang bertujuan untuk menganalisis kompetensi, disiplin dan kompensasi terhadap kinerja petugas lapangan keluarga berencana (PLKB) non PNS dalam pelaksanaan program bangga kencana. Penelitian ini merupakan penelitian asosiatif kausal dengan menggunakan pendekatan kuantitatif. Populasi dalam penelitian ini PLKB Non PNS pada DPPKBPPPA sebanyak 115 orang dan seluruh populasi dijadikan sampel penelitian. Metode pengumpulan data dan instrumen yang digunakan dalam penelitian ini menggunakan kuesioner, dan observasi untuk memperoleh data kompetensi, disiplin, kompensasi dan kinerja PLKB Non PNS. Metode analisis data yang digunakan adalah metode analisis diskriptif dan analisis mutiregresi menggunakan bantuan SPSS 26.00. Hasil penelitian menunjukkan bahwa secara parsial tidak ada pengaruh variabel kompetensi terhadap kinerja PLKB Non PNS, tidak ada pengaruh antara variabel disiplin secara parsial terhadap variabel kinerja PLKB Non PNS dan ada pengaruh variabel kompensasi secara parsial terhadap kinerja PLKB Non PNS.

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“…According to Hasibuan (Astutik, 2017), work discipline is the awareness of a workforce to be obedient to all norms and all forms of regulations in an organization. Sopian (2014), work discipline is an attitude of respect, obedience and respect for existing regulations or policies and able to do so and is willing to accept penalties or sanctions if they violate these rules or policies as well as their responsibilities. Puspitasari (2019) stated that work discipline is a condition in the work environment that is formed through a process that encourages and shows the behavior of employees' obedience to existing regulations.…”

Section: Work Disciplinementioning

confidence: 99%

“…Organizational culture is considered related to the work environment that is characteristic of an organization and can also reflect the behavior of the workforce, especially those related to work discipline (Puspitasari, 2019). Some criteria in work discipline indicators include time discipline, rules and responsibilities (Sopian, 2014). The time discipline in question is an attitude that reflects compliance with working hours which can be seen from the timeliness in completing tasks and the level of workforce attendance.…”

Section: Work Disciplinementioning

confidence: 99%

Analysis of Work Motivation and Work Discipline of Employee at Wiyung Sejahtera Hospital Surabaya

Salsabilla

Puspitasari²,

Haqi

et al. 2022

ijph

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Introduction: Work discipline is the obedient attitude of an employee towards the rules that apply in the workplace. Work discipline directly affects work productivity. Methods: This study aimed to investigate the correlation of work motivation and work discipline of the employee at Wiyung Sejahtera Hospital Surabaya. This study was an observational analytical research with cross sectional method, where each of the respondents was observed or interviewed for once. The samples used proportional random sampling with a sample size of 80 respondents who were hospital employees. Independent variable in this study was work motivation and a dependent variable was dicipline of employee. Data were analyzed by using spearman. Result: The respondents’ characteristics were mostly female (81.25%) with age criteria age 21-30 years old (80.0%). Meanwhile, the characterictic based on educational level suggested that more than half of respondents were diploma graduates(67.5%) and have the most work periode for more than 3 years (33.75%). The majority of respondents had a moderate level of work motivation at 41.3% and the majority of respondents had a moderate level of work discipline at 42.5%. The results showed that there was correlation between work motivation and work discipline (p = 0.000). Conclusion: It can be concluded that there is a relationship between work motivation and work discipline of employee at Wiyung Sejahtera Hospital Surabaya. As the relation is very strong, an employee who has a high level of work motivation will have a high level of work discipline too and otherwise. Keywords: work motivation, work discipline,Wiyung Sejahtera Hospital

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Dampak disiplin kerja terhadap optimalisasi kinerja pegawai (Studi kasus pada Bagian Administrasi Pemerintah Umum Sekretariat Daerah Kota Pematangsiantar)

Cited by 3 publications

References 6 publications

Work Discipline on the Performance of UMKM Inboxmie Employees

Work Discipline on the Performance of UMKM Inboxmie Employees

Pengaruh Kompetensi, Disiplin dan Kompensasi Terhadap Kinerja Petugas Lapangan Keluarga Berencana Non PNS dalam Pelaksanaan Program Bangga Kencana

Analysis of Work Motivation and Work Discipline of Employee at Wiyung Sejahtera Hospital Surabaya

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