Pengaruh Disiplin dan Motivasi Kerja terhadap Prestasi Kerja Karyawan pada CV Arga Jaya Konstruksi Kota Depok
DOI:
https://doi.org/10.59603/ppiman.v3i4.1101Keywords:
CV Arga Jaya, Depok City, Employee Performance, SPSS, Work Discipline, Work MotivationAbstract
Employee performance is not merely a benchmark stipulated by an organization; rather, it constitutes a pivotal determinant that substantially contributes to the attainment of corporate objectives and long-term sustainability. Superior performance illustrates the extent to which employees are capable of executing their designated responsibilities, which subsequently exerts a direct influence on organizational productivity, efficiency, and growth trajectory. Among the multidimensional variables affecting performance, two particularly salient aspects are work discipline and work motivation. Discipline functions as a regulatory mechanism that ensures adherence to established norms, policies, and operational procedures, while motivation operates as an internal drive that fosters persistence, engagement, and consistency in accomplishing tasks. Collectively, these two dimensions are assumed to exert a decisive influence on performance outcomes. The present study endeavors to examine the impact of work discipline and work motivation on employee performance within CV Arga Jaya, located in Depok City. Employing a quantitative research design, this investigation utilizes multiple linear regression analysis facilitated through SPSS version 27. The study encompasses a population comprising employees from both administrative and operational divisions, yielding a total of 43 valid respondents. Data were elicited through the administration of structured questionnaires as the principal instrument. The empirical results reveal that work discipline (X1) and work motivation (X2) simultaneously exert a significant influence on performance (Y), corroborated by an F-count of 6.38 exceeding the F-table value of 3.23 with a significance level of 0.004. Partial analysis indicates that work discipline (X1) has a significant positive impact, with a T-count of 2.377 surpassing the T-table threshold of 2.021. Conversely, work motivation (X2) demonstrates no significant partial effect, as evidenced by a T-count of 1.339 and a significance level of 0.188. The coefficient of determination (R²) of 0.242 suggests that 24.2% of the variation in performance is explained by these factors, whereas 75.8% is attributable to variables beyond the scope of this study.
References
Blaelhaki, M. K., & Faisal, A. (2020). Pengaruh Disiplin Kerja, Pelatihan, dan Kepuasan Kerja Terhadap Prestasi Kerja Karyawan, 10(1), 10-22.
Blaharuddin, A. A., Musa, M. I., & Blurhanuddin. (2022). Pengaruh Motivasi dan Kompetensi Kerja Terhadap Prestasi Kerja Karyawan Sales. Jurnal Akuntansi, Manajemen dan Ekonomi, 1(1), 55-62. https://doi.org/10.56248/jamanel.v1i1.13
Juwita, R., & Widia, A. (2022). Pengujian Hipotesis Asosiatif - Pengaruh Produk Domestik Regional, 3, 72. https://doi.org/10.47491/landjournal.v3i1.1750
Manao, A. S. (2022). Pengaruh Kompensasi dan Lingkungan Kerja Terhadap Motivasi Kerja Pegawai pada Dinas Pekerjaan Umum Kabupaten Nias Selatan. Jurnal Ilmiah Mahasiswa Nias Selatan, 5(1), 1-9.
Manuain, E. L. A. (2022). Pengaruh Perilaku Pemimpin, Motivasi, dan Lingkungan Kerja Terhadap Prestasi Kerja Pegawai (Literature Review Manajemen Sumber Daya Manusia). Inisiatif: Jurnal Ekonomi, Akuntansi dan Manajemen, 1(4), 10-20. https://doi.org/10.30640/inisiatif.v1i4.346
Misdiono, A., & Sinarti, T. (2021). Pengaruh Gaya Kepemimpinan dan Motivasi Kerja Terhadap Prestasi Kerja Pegawai Kantor Kecamatan Rawas Ulu Kabupaten Musi Rawas Utara. PELNDAHULUAN Sumber Daya Manusia Merupakan Bagian Terpenting Suatu Organisasi dalam Mencapai Tujuannya. Organisasi Sendiri, 13(3), 320-332. https://doi.org/10.31851/jmwe.v18i3.6649
Muhammad, A., & Taufik, M. (2020). Pengaruh Disiplin Kerja dan Kemampuan Kerja Terhadap Prestasi Kerja Karyawan. Jurnal Humaniora, 4(2), 244-255.
Mulyani, S., Salfadri, & Yulistia. (2024). Pengaruh Disiplin Kerja dan Motivasi Kerja Terhadap Kinerja Pegawai. Elkasakti Matua Jurnal Manajemen, 2(1), 20-27. https://doi.org/10.70052/jelbla.v2i1.265
Ozili, P. K. (2023). The Acceptable R-Square in Empirical Modelling for Social Science Research. Social Research Methodology and Publishing Results: A Guide to Non-Native English Speakers, (115769), 134-143. https://doi.org/10.4018/978-1-6684-6859-3.ch009
Ramadhan, T. G. (2022). Pengaruh Motivasi dan Disiplin Kerja Terhadap Prestasi Kerja yang Berdampak pada Kinerja Pegawai pada Kantor Pertahanan Nasional Kota Selarang. Jurnal Ilmiah, Manajemen Sumber Daya Manusia, 5(3), 687-701.
Rayyan, A., & Bludi, P. A. (2021). Pengaruh Motivasi Kerja dan Disiplin Kerja Terhadap Kinerja Karyawan Toko Buku Gramedia Matraman Jakarta, 2(1), 9-19. https://doi.org/10.35968/ynmbs387
Safitri, E. A., Afriyani, F., & Lazuarni, S. (2023). Pengaruh Motivasi Kerja, Pengalaman Kerja, dan Lingkungan Kerja Terhadap Prestasi Kerja pada PT Asabri (Persero) Palembang. Elksis: Jurnal Ilmiah Ekonomi dan Bisnis, 14(1), 107. https://doi.org/10.33087/elksis.v14i1.342
Sutrisno, T., & Arsanti, T. A. (2023). Pengaruh Goal Setting dan Self-Efficacy Terhadap Kinerja Karyawan. INOBLIS: Jurnal Inovasi Bisnis dan Manajemen Indonesia, 7(1), 96-105. https://doi.org/10.31842/jurnalinoblis.v7i1.306
Syamsimblar. (2022). Pengaruh Disiplin Kerja, Usia Kerja, dan Stres Kerja Terhadap Prestasi Kerja Pegawai pada Dinas Perdagangan Provinsi Sulawesi Selatan. YUMEL: Journal of Management, 5(1), 18-26. https://doi.org/10.2568/yum.v5i1.1183
Taqiyuddin, A., Fitriyah, L., & Fahimah, M. (2020). Pengaruh Motivasi dan Disiplin Terhadap Prestasi Kerja Pegawai (Studi Kasus pada PT Pegadaian Jomblang). Jurnal Ekonomi dan Pengembangan Bisnis, 3(1), 8-18.
Taruh, F. (2020). Motivasi Kerja (Menciptakan Suara Hati Menolak Perilaku Korupsi). Yogyakarta: Delelpublish Publisher. Retrieved from https://books.google.co.id/books?id=HeldWELQAAQBLAJ&printsec=frontcover&hl=id&source=gbls_gel_summary&r&cad=0#v=onepage&q&f=false
Downloads
Published
How to Cite
Issue
Section
License
Copyright (c) 2025 PPIMAN Pusat Publikasi Ilmu Manajemen

This work is licensed under a Creative Commons Attribution-ShareAlike 4.0 International License.