BibTex Citation Data :
@article{JIAB49868, author = {Khairunissa Yasin and Reni Dewi}, title = {Pengaruh Disiplin Kerja Dan Kepemimpinan Terhadap Kinerja Karyawan Dengan Kepuasan Kerja Sebagai Variabel Intervening (Studi Pada PT PLN (Persero) UID Jawa Tengah & Yogyakarta)}, journal = {Jurnal Ilmu Administrasi Bisnis}, volume = {15}, number = {2}, year = {2026}, keywords = {Employee Performance; Work Dicipline; Leadership; Job Satisfaction; Partial Least Square (PLS)}, abstract = { Abstract: Global competition requires companies to implement effective human resource management strategies to improve employee performance. Leadership plays an important role in guiding and motivating employees, while job satisfaction serves as a mediating variable in the relationship between leadership and performance. Although work discipline is often considered to have an effect on performance, this study found that work discipline has no direct effect on employee performance. This study uses a quantitative method with a Partial Least Square-Structural Equation Modeling (PLS-SEM) approach. Data were collected through questionnaires from 140 respondents and analyzed using SmartPLS. The results showed that leadership has a positive effect on job satisfaction and employee performance, and job satisfaction mediates the relationship between leadership and performance. However, work discipline only affects job satisfaction, not employee performance. In conclusion, companies need to improve the quality of leadership and employee welfare to increase job satisfaction and performance. Suggestions for companies are to improve leadership strategies and job satisfaction policies to create a more productive work environment. Abstraksi: Persaingan global menuntut perusahaan menerapkan strategi manajemen sumber daya manusia yang efektif untuk meningkatkan kinerja karyawan. Kepemimpinan berperan penting dalam membimbing dan memotivasi karyawan, sementara kepuasan kerja berfungsi sebagai variabel mediasi dalam hubungan antara kepemimpinan dan kinerja. Meskipun disiplin kerja sering dianggap berpengaruh terhadap kinerja, penelitian ini menemukan bahwa disiplin kerja tidak memiliki pengaruh langsung terhadap kinerja karyawan. Penelitian ini menggunakan metode kuantitatif dengan pendekatan Partial Least Square-Structural Equation Modeling (PLS-SEM). Data dikumpulkan melalui kuesioner dari 140 responden dan dianalisis menggunakan SmartPLS. Hasil penelitian menunjukkan bahwa kepemimpinan berpengaruh positif terhadap kepuasan kerja dan kinerja karyawan, serta kepuasan kerja memediasi hubungan antara kepemimpinan dan kinerja. Namun, disiplin kerja hanya berpengaruh terhadap kepuasan kerja, bukan kinerja karyawan. Kesimpulannya, perusahaan perlu meningkatkan kualitas kepemimpinan dan kesejahteraan karyawan untuk meningkatkan kepuasan kerja dan kinerja. Saran bagi perusahaan adalah memperbaiki strategi kepemimpinan dan kebijakan kepuasan kerja guna menciptakan lingkungan kerja yang lebih produktif. }, issn = {2746-1297}, pages = {952--963} doi = {10.14710/jiab.2026.49868}, url = {https://ejournal3.undip.ac.id/index.php/jiab/article/view/49868} }
Refworks Citation Data :
Abstract: Global competition requires companies to implement effective human resource management strategies to improve employee performance. Leadership plays an important role in guiding and motivating employees, while job satisfaction serves as a mediating variable in the relationship between leadership and performance. Although work discipline is often considered to have an effect on performance, this study found that work discipline has no direct effect on employee performance. This study uses a quantitative method with a Partial Least Square-Structural Equation Modeling (PLS-SEM) approach. Data were collected through questionnaires from 140 respondents and analyzed using SmartPLS. The results showed that leadership has a positive effect on job satisfaction and employee performance, and job satisfaction mediates the relationship between leadership and performance. However, work discipline only affects job satisfaction, not employee performance. In conclusion, companies need to improve the quality of leadership and employee welfare to increase job satisfaction and performance. Suggestions for companies are to improve leadership strategies and job satisfaction policies to create a more productive work environment.
Abstraksi: Persaingan global menuntut perusahaan menerapkan strategi manajemen sumber daya manusia yang efektif untuk meningkatkan kinerja karyawan. Kepemimpinan berperan penting dalam membimbing dan memotivasi karyawan, sementara kepuasan kerja berfungsi sebagai variabel mediasi dalam hubungan antara kepemimpinan dan kinerja. Meskipun disiplin kerja sering dianggap berpengaruh terhadap kinerja, penelitian ini menemukan bahwa disiplin kerja tidak memiliki pengaruh langsung terhadap kinerja karyawan. Penelitian ini menggunakan metode kuantitatif dengan pendekatan Partial Least Square-Structural Equation Modeling (PLS-SEM). Data dikumpulkan melalui kuesioner dari 140 responden dan dianalisis menggunakan SmartPLS. Hasil penelitian menunjukkan bahwa kepemimpinan berpengaruh positif terhadap kepuasan kerja dan kinerja karyawan, serta kepuasan kerja memediasi hubungan antara kepemimpinan dan kinerja. Namun, disiplin kerja hanya berpengaruh terhadap kepuasan kerja, bukan kinerja karyawan. Kesimpulannya, perusahaan perlu meningkatkan kualitas kepemimpinan dan kesejahteraan karyawan untuk meningkatkan kepuasan kerja dan kinerja. Saran bagi perusahaan adalah memperbaiki strategi kepemimpinan dan kebijakan kepuasan kerja guna menciptakan lingkungan kerja yang lebih produktif.
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