Work Discipline, Competence, Empowerment, Job Satisfaction, and Employee Performance

Yuliadi*,; Tahir, Rusdin

doi:10.35940/ijrte.c6221.098319

Cited by 17 publications

(23 citation statements)

References 15 publications

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“…Work discipline effects employee performance positively at The Department of Education and Culture of Lubuklinggau City. Discipline is an obedient attitude and service behavior which are orderly to the rules that have been set in the task Yuliandi & Tahir (2019). revealed that discipline is a person's willingness to obey the applied norms around them attitude.…”

mentioning

confidence: 99%

Analysis of Employee Performance in The Department of Education and Culture, Lubuklinggau City

Riwukore

Pilkandis²,

Habaora

2021

APJME

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The aims of this research are to determine the impact of incentivizing, motivation and discipline on the performance of The Department of Education and Culture of Lubuklinggau City employees simultaneously and partially. Qualitative method was used in this research, with 57 employees at The Department of Education and Culture of Lubuklinggau City as a sample. Multiple linear regression test, coefficient of determination test, f-test and t-test were used in this research as data analysis technique. The results obtained from partial test (t-test) proved that incentivization, motivation, and discipline each had a partially significant impact on employee performance at the office of The Department of Education and Culture of Lubuklinggau City where t (count) > t (table) and also sig 0,001 < 0,05. Incentives, Motivation, and Disciplines have simultaneously significant impact on employee performance, where t (count) > t (table) and also sig is 0,000 < 0,05. This research is an important contribution to the regulation of human resources in The Department of Education and Culture of Lubuklinggau City so. The determination of discipline, incentives, and motivation tends to be neglected in improving performance so that it is necessary to examine the relationship to performance in human resources, which is an important contribution of research.

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mentioning

confidence: 99%

Analysis of Employee Performance in The Department of Education and Culture, Lubuklinggau City

Riwukore

Pilkandis²,

Habaora

2021

APJME

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“…Hasil penelitian yang menyatakan bahwa disiplin kerja berpengaruh tehadap kinerja pegawai jika semakin baik pegawai menerapkan disiplin kerja mereka dan mematuhi peraturan/regulasi organisasi, akan meningkatkan kinerja pegawai (Sudiardhita et al, 2018), (Agussalim, 2017), hal senada juga dioleh (Muntazeri et al, 2018) bahwa dengan peningkatan disiplin kerja akan diikutipula peningkatan kepuasan kerja pegawai, temuan ini diperkuat oleh temuan (Nugrohadi et al, 2019), (Yuliandi & Tahir, 2019) dan (Barasa et al, 2018).…”

Section: Pendahuluanunclassified

“…Terpenuhinya kebutuhan pengawas maka kepuasan kerja yang dirasakan juga semakin tinggi, hal tersebut akan berdampak terhadap kinerjanya. Penting bagi dinas Pendidikan Provinsi Sulawesi Selatan untuk memperhatikan kebutuhan-kebutuhan pengawas seperti memberikan jaminan perlindungan keamanan, memberi penghargaan serta kesempatan kerja untuk mengembangkan potensi dirinya, memberi kesempatan untuk berinteraksi dan mengikutsertakan pengawas untuk mengambil keputusan Temuan ini sejalan dengan hasil penelitian yang dilakukan oleh (Muntazeri et al, 2018), (Yuliandi & Tahir, 2019) kepuasan kerja mempengaruhi kinerja pegawai. Maka dapat disimpulkan bahwa kepuasan kerja memiliki pengaruh terhadap kinerja pengawas, semakin tinggi peningkatan disiplin maka dapat meningkatkan kinerja pengawas.…”

Section: Pengaruh Disiplin Kerja Terhadap Kinerja Pengawasunclassified

“…Sebaliknya, jika tingkat disiplin kerja berkurang, hal ini dapat mengurangi kinerja pengawas. Ini berarti bahwa peningkatan disiplin kerja akan diikuti dengan peningkatan kepuasan yang dirasakan oleh pegawai dalam melaksanakana tugas dan tanggungjawab yang diberikan (Yuliandi & Tahir, 2019).…”

Section: Pengaruh Disiplin Kerja Terhadap Kinerja Pengawasunclassified

“…Selain daripada itu, seorang pengawas harus bertanggung jawab lebih maksimal pada pekerjaannya serta sebaliknya, jika sikap disiplin pengawas itu buruk, maka sikap bertanggung jawab pengawas pada masing-masing pekerjaannya juga akan semakin berkurang, temuan ini sejalan dengan hasil penelitian yang dilakukan oleh (Yuliandi & Tahir, 2019) yang menyimpulkan bahwa disiplin kerja secara langsung dan tidak langsung (melalui kepuasan kerja) mempengaruhi kinerja karyawan. Oleh karena itu penting untuk menjadi perhatian terhadap peningkatan kesadaran dan sikap sukarela seseorang dalam menaati sebuah peraturan dan sadar terhadap tugas serta tanggung jawabnya, dimana setiap pengawas harus memiliki sikap dan juga perilaku yang taat kepatuhan serta norma-norma yang berlaku pada Dinas Pendidikan Provinsi Sulawesi Selatan.…”

Section: Pengaruh Disiplin Kerja Terhadap Kinerja Pengawas Melalui Keunclassified

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Disiplin Kerja, Pengalaman Kerja Terhadap Kepuasan Kerja dan Kinerja Pengawas

Sabirin

Wang

2020

j.ilm.manaj.dan.n.a.

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This research aims to determine the direct and indirect influence of work discipline and work experience on job satisfaction and supervisor performance in the Education office of South Sulawesi Province. The research used is explanative with survey approach Sampling technique with simple random sampling method. The method used in this study is to use the Partial Least Square (PLS) method. From the results of the study to the direct influence shows work discipline does not affect job satisfaction, work discipline has a positive and significant effect on performance, work experience has a positive and significant effect on job satisfaction, work experience has no direct effect on performance, further influence of work discipline negatively and significantly affects performance through job satisfaction, and work experience has a positive and significant effect on performance through job satisfaction.

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Untitled

2022

Tour. hosp. manag.

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Purpose -This study aims to identify the extent to which different motivational elements can support strong bonds and good cooperation between front-line employees and hotels' leadership in times of crisis and work suspension. Design -The views of a sample of employees working in 4 and 5 star hotels in Heraklion Prefecture were studied in May 2020, when hotel operations were suspended. Methodology -Two hundred and one completed questionnaires were collected, consisting of 31 six-point Likert scales, whose data were analysed using the Exploratory and Confirmatory Factor Analysis (CFA). Approach -The Exploratory Factor Analysis (EFA) followed the principal component method of extraction based on a varimax rotation, while the CFA adοpted the method of Structural Equation Modeling, that was based on the maximum likelihood method of estimation. Results -In times of crisis, front-line employees of hotels consider that the creation of strong bonds and a good spirit of cooperation and communication between them and the leadership of the hotels is strongly based on the exploitation of their skills and the developmental opportunities offered.Originality of the research -The research identified motivational factors that can support the creation of strong bonds and a good spirit of cooperation and communication between front-line employees and hotel management in times of crisis. On a practical level, the findings can help hotel managers gain strategic advantage and experience for the future, should they need to deal with similar situations.

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Work Discipline, Competence, Empowerment, Job Satisfaction, and Employee Performance

Cited by 17 publications

References 15 publications

Analysis of Employee Performance in The Department of Education and Culture, Lubuklinggau City

Analysis of Employee Performance in The Department of Education and Culture, Lubuklinggau City

Disiplin Kerja, Pengalaman Kerja Terhadap Kepuasan Kerja dan Kinerja Pengawas

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