Employee discipline and workplace facilities are closely linked to productivity at PT Semar Badranaya in Pelalawan Regency, according to research by Ivalaina Astarina, Puspa Dewi, Yudha Remofa, and Angga Hapsila of Institut Teknologi dan Bisnis Indragiri. Published in 2026 in the International Journal of Finance and Business Management (IJFBM), the research also examined whether supervision could strengthen the relationship between workplace conditions and employee productivity. The findings show that discipline and facilities both contribute to productivity, while supervision plays a specific mediating role in the relationship between discipline and productivity.
Productivity Remains Closely Connected to Workplace Conditions
Employee productivity is an important factor in organizational performance. When employees can complete their responsibilities efficiently and effectively, companies have greater capacity to achieve operational targets.
The research by Ivalaina Astarina, Puspa Dewi, Yudha Remofa, and Angga Hapsila highlights several factors that can shape employee productivity, including discipline, workplace facilities, and supervision.
Discipline relates to employees' willingness to follow schedules, company regulations, workplace conduct, and other applicable rules. Facilities, meanwhile, include equipment, supplies, and supporting infrastructure that help employees complete their work.
The researchers note that previous research has produced different conclusions about how discipline and facilities relate to productivity. This variation provided the context for examining the two factors together while also considering supervision as an intermediary factor.
Research Conducted at PT Semar Badranaya
The research was conducted at PT Semar Badranaya in Pelalawan Regency over a period of six months.
The study involved employees of PT Semar Badranaya. The researchers used saturation sampling, meaning all members of the relevant employee population were included as respondents. The data were analyzed using SmartPLS, a statistical application designed to examine relationships between several variables.
The research examined four main variables:
- Work discipline
- Workplace facilities
- Supervision
- Employee productivity
The researchers assessed whether discipline and facilities directly influenced productivity and whether supervision mediated those relationships.
The measurement results showed that the indicators used for the variables met the required validity standards. The reliability analysis also showed Cronbach's alpha and composite reliability values above 0.70 for all four variables, indicating that the measurement model was considered reliable.
Discipline Has the Strongest Direct Relationship
The clearest relationship in the analysis involved work discipline.
The path coefficient between discipline and employee productivity was 0.773, with a t-statistic of 7.622 and a p-value of 0.000. Because the t-statistic exceeded the study's threshold of 1.96, the researchers concluded that discipline had a significant effect on employee productivity.
In practical terms, the result indicates that employees' adherence to workplace rules, schedules, and expected conduct was strongly associated with productivity at PT Semar Badranaya.
The result is consistent with the broader argument presented by the authors that employees who maintain discipline are better positioned to complete assigned responsibilities effectively.
Workplace Facilities Also Support Productivity
Workplace facilities also showed a significant relationship with employee productivity.
The facility-to-productivity path coefficient was 0.390, with a t-statistic of 3.263 and a p-value of 0.001. The result passed the statistical threshold used in the research.
The finding suggests that providing appropriate work equipment, supplies, and supporting facilities can help employees perform their responsibilities more effectively.
The article describes facilities broadly, including direct work equipment, supplies that support daily activities, communication and data-processing equipment, furniture, and other infrastructure that facilitates work.
This means productivity is not only connected to employee behavior. The physical and operational environment in which employees work also matters.
Supervision Plays a Specific Role
Supervision produced a more nuanced result.
The researchers found that supervision mediated the relationship between discipline and employee productivity. The indirect path from discipline through supervision to productivity produced a coefficient of -0.133, a t-statistic of 2.192, and a p-value of 0.028. Because the t-statistic was above 1.96, the mediation relationship was considered significant.
However, supervision did not significantly mediate the relationship between facilities and productivity.
The indirect relationship between facilities, supervision, and productivity produced a coefficient of -0.079, a t-statistic of 1.329, and a p-value of 0.184. The t-statistic did not reach the 1.96 threshold used in the analysis.
The results therefore show that supervision does not operate in the same way for every workplace factor.
What the Findings Mean for Employers
The findings offer a practical message for organizations seeking to improve employee productivity: strengthening workplace discipline and providing adequate facilities can work alongside effective supervision.
For management, discipline can be supported through clear schedules, consistent workplace rules, and expectations that employees understand. Facilities can be improved by ensuring that employees have access to appropriate equipment, supplies, and supporting infrastructure.
The research also suggests that supervision deserves attention as part of employee management, particularly in relation to workplace discipline. Effective supervision involves monitoring whether planned activities are carried out according to established standards.
At the same time, the findings do not indicate that supervision automatically strengthens every relationship. In the case of workplace facilities, the research found no significant mediating effect.
Ivalaina Astarina, Puspa Dewi, Yudha Remofa, and Angga Hapsila therefore present productivity as a result of several interconnected workplace factors rather than a single management practice. Their analysis indicates that employee discipline and facilities have direct relationships with productivity, while supervision has a more specific role in the discipline-productivity relationship.
A Model That Explains Much of Employee Productivity
The statistical model produced an R-square value of 0.839 for employee productivity. In the researchers' analysis, this indicates that the structural model provides substantial explanatory value for differences in employee productivity within the observed data.
The result reinforces the importance of examining employee productivity through multiple workplace dimensions.
However, the research focuses specifically on employees at PT Semar Badranaya in Pelalawan Regency. The findings should therefore be understood within that organizational context rather than automatically applied to every company or industry.
Author Profile
Ivalaina Astarina, Puspa Dewi, Yudha Remofa, and Angga Hapsila are affiliated with Institut Teknologi dan Bisnis Indragiri. Their work examines human resource management, workplace discipline, facilities, supervision, and employee productivity. Angga Hapsila is identified as the corresponding author of the article.
Research Source
Article Title: The Effect of Discipline and Facilities on Employee Productivity, Mediated by Supervision at PT. Semar Badranaya, Pelalawan Regency
Authors: Ivalaina Astarina, Puspa Dewi, Yudha Remofa, Angga Hapsila
Affiliation: Institut Teknologi dan Bisnis Indragiri
Journal: International Journal of Finance and Business Management (IJFBM)
Publication Year: 2026
Volume: 4, No. 4, pp. 427–436
DOI: https://doi.org/10.59890/ijfbm.v4i4.16
0 Komentar