PENGARUH GAYA KEPEMIMPINAN, MOTIVASI KERJA DAN KEDESIPLINAN TERHADAP KINERJA PEGAWAI   SEKRETARIAT DPRK KABUPATEN SORONG

La Ode  Sarima; Pahmi Pahmi; Andi Irwan

doi:10.34127/jrlab.v15i1.2158

Authors

La Ode Sarima Universitas Pendidikan Muhammadiyah Sorong
Pahmi Universitas Pendidikan Muhammadiyah Sorong
Andi Irwan Universitas Pendidikan Muhammadiyah Sorong

DOI:

https://doi.org/10.34127/jrlab.v15i1.2158

Keywords:

Leadership Style, Work Motivation, Discipline, Employee Performance

Abstract

This study aims to analyze the influence of leadership style, work motivation, and discipline on employee performance at the Secretariat of the Sorong Regency DPRK. The research was conducted due to indications of low employee performance marked by lack of initiative, delays in task completion, and weak coordination, which are suspected to be related to suboptimal leadership style, motivation, and discipline. This study uses an associative quantitative approach with a survey method. The population and sample in this study were all 64 permanent employees of the Sorong Regency DPRK Secretariat, taken using a census technique. Data were collected using questionnaires and analyzed with multiple linear regression. The results show that: (1) Leadership style has a significant negative effect on employee performance (β = -0.154; p = 0.037), indicating that the applied leadership style is ineffective and even hinders performance; (2) Work motivation does not have a significant effect on employee performance (β = -0.015; p = 0.905), showing that motivation is not a key determining factor in a procedural bureaucratic context; (3) Discipline has a positive and very significant effect on employee performance (β = 0.953; p = 0.000), making it the strongest predictor; (4) Simultaneously, the three variables have a significant effect on employee performance (F value = 106.310; p = 0.000) with a coefficient of determination (R²) of 0.842, meaning that 84.2% of the variation in performance can be explained by these three variables. The implication of this research is the importance of transforming leadership style towards a more participative and supportive approach, strengthening a value-based discipline system, and revitalizing the reward system to enable motivation to be converted into performance. Recommendations are directed at leadership to evaluate leadership practices and improve the work environment to be more conducive to improving organizational performance.

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