Sukabumi, West Java – The Effect of
Work Discipline Development and Work Motivation on the Job Satisfaction of
State Civil Apparatus UPT XYZ Sukabumi. This research was conducted by Havsyah
Abellia and Khaerul Rizal Abdurahman from the Faculty of Economics and Business,
Jenderal Achmad Yani University (UNJANI), which will be published in the East
Asian Journal of Multidisciplinary Research (EAJMR) in 2026.
Research conducted by Havsyah Abellia
and Khaerul Rizal Abdurahman revealed that work motivation has a significant
influence on the job satisfaction of state civil servants (ASN), while the
development of work discipline does not have a direct partial effect.
ASN job
satisfaction as the key to the quality of public services
In the
context of government organizations, job satisfaction is not just an indicator
of employee comfort, but is closely related to performance, commitment, and
service effectiveness. Researchers found that at UPT XYZ Sukabumi there are
still indications of job satisfaction that are not optimal, as reflected in
absenteeism data without information and a fairly high rate of employee delays
throughout 2024.
This
phenomenon shows that the aspect of human resource management needs to be
strengthened, especially through strategies that are able to increase internal
employee motivation. In many cases, public organizations tend to focus on
formal rules and disciplines, but pay less attention to the motivational
factors that influence attitudes and work engagement.
Work
discipline: important as control, but not a determinant of satisfaction
Based on
data analysis, the development of work discipline at UPT XYZ Sukabumi has gone
quite well. This can be seen from the application of rules, the provision of
sanctions, and disciplinary training that received positive assessments from
respondents. However, the results of statistical tests show that work
discipline does not have a significant effect on the level of job satisfaction
directly.
The
researcher explained that discipline functions more as a mechanism to control
organizational behavior and obligations. This means that discipline maintains
operational stability, but does not always create a sense of psychological
satisfaction. Employees may obey the rules out of obligation, not because they
feel happier or fulfilled in their work.
Work
motivation has been proven to increase employee satisfaction
In
contrast to work discipline, work motivation shows a positive and significant
influence on ASN's job satisfaction. Employees who have high internal drive,
feel recognized, have clear responsibilities, and see career development
opportunities tend to have higher levels of satisfaction.
The study
noted several motivational indicators that play an important role, including:
- The desire to achieve achievements and produce optimal
performance.
- The need for recognition and appreciation for the results of
work.
- Responsibility for duties and compliance with operational
standards.
- Opportunities for competency development and career growth.
The
results of the regression analysis showed that work motivation was the most
dominant variable in increasing job satisfaction compared to discipline
coaching.
Simultaneous
influence: a combination of discipline and motivation remains important
Although
work discipline had no partial effect, the study found that when combined with
work motivation, the two variables were simultaneously able to explain about
65.9 percent of the variation in ASN job satisfaction. This means that
discipline still has a role as the foundation of the organization, while
motivation serves as a key driver that improves the employee work experience.
According
to Havsyah Abellia and Khaerul Rizal Abdurahman from UNJANI, public
organizations need to shift the paradigm from just rules-based control to a more
human-centered approach. Strengthening motivation through awards, open
communication, and self-development opportunities can create a more positive
work environment.
Implications
for public sector HR management
The
findings of this study provide a number of strategic recommendations for
government agencies:
1.
Develop a work motivation improvement program
based on recognition and performance awards.
2.
Provide clear career paths and competency
development opportunities.
3.
Maintaining consistency in the application of
discipline as a control system, but not making it the only management approach.
4.
Creating a work environment that supports a
balance between organizational demands and employee psychological needs.
For
policymakers, the results of this study show that improving the quality of
public services is not enough only through structural reforms, but also
requires a human resource management strategy that pays attention to
motivational aspects.
Author
profile
•
Havsyah Abellia – Faculty of Economics and
Business, Jenderal Achmad Yani University (UNJANI).
•
Khaerul Rizal Abdurahman –Faculty of Economics
and Business, Jenderal Achmad Yani University (UNJANI)
Research
source
Abellia, H., & Abdurahman, K. R.
(2026). The Effect of Work Discipline Development and Work Motivation on the
Job Satisfaction of UPT XYZ Sukabumi Civil Servants.
East Asian
Journal of Multidisciplinary Research (EAJMR), Vol. 5 No. 2, pp. 387–402.
DOI : https://doi.org/10.55927/eajmr.v5i2.6
Official URL: https://journaleajmr.my.id/index.php/eajmr
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