THE INFLUENCE OF WORK DISCIPLINE AND ORGANIZATIONAL CULTURE ON WORK MOTIVATION WITH JOB SATISFACTION AS AN INTERVENING VARIABLE AMONG VILLAGE APPARATUS IN KEBONAGUNG

¹Fajar Dermawan, ²Bambang Raditya Purnomo

Abstract

Human Resource Management (HRM) faces significant challenges at the Kebonagung Village Office, where employee performance remains suboptimal. Despite the importance of work discipline, organizational culture, and work motivation, these factors are not effectively driving improvements in performance. Many employees fall into the “sufficient” performance category, highlighting issues with discipline and motivation. Additionally, the organizational culture does not appear to be fostering the desired work environment, which contributes to the declining performance levels observed. The study examines the impact of work discipline, organizational culture, and work motivation on employee performance at Kebonagung Village staff. This research employs a descriptive quantitative method and regression analysis, using a quantitative approach. The study was conducted in Kebonagung Village, Mejayan Subdistrict, Madiun Regency. Data collection techniques were carried out through questionnaires distributed via Google Forms. The questionnaire used consisted of closed-ended questions utilizing a Likert Scale. The results reveal that work discipline positively influences employee performance, while organizational culture does not significantly affect performance. Work motivation also has a significant effect on employee performance, but organizational culture does not notably impact work motivation. Additionally, work discipline influences work motivation, and organizational culture also affects work motivation. However, neither work discipline nor organizational culture impacts employee performance through work motivation as an intervening variable. This suggests that work motivation does not mediate the relationship between work discipline, organizational culture, and employee performance