ISSN 2528-2433 .
ISSN 2599-283X .
Volume 10.
Number 2 December 2025, pp.
The Effect of Work Discipline.
Work Motivation and Work Ethic on Private Employee Performance in Bandar Lampung Ade Candra*.
Hamartoni Ahadis Faculty of Economics and Business.
Universitas Teknokrat Indonesia.
Indonesia
Article Info
ABSTRACT
Article History:
Abstract.
This study aims to examine the effect of work discipline, work motivation, and work ethic on the performance of private employees in Bandar Lampung.
The population of this research consists of private employees in Bandar Lampung, with a sample size of 140 employees.
The sampling technique used is purposive sampling, based on Hair's formula .
The data analysis methods applied include multiple linear regression analysis, the coefficient of determination (RA), t-test, and F-test.
The results of the study indicate that the variables of work discipline, work motivation, and work ethic each have a positive and significant influence on the performance of private employees in Bandar Lampung.
Received 3 Oct, 2025 Accepted 20 Nov, 2025 Keywords:
Work Discipline.
Work Ethic.
Work Motivation.
Performance This is an open access article under the CC BY 4.
0 license Corresponding Author Ade Candra Email: adecandra@teknokrat.
INTRODUCTION
The rapid growth of the business sector in Bandar Lampung intensifies competition among private service and trade companies, making competent and productive human resources (HR) essential (Adha et al.
, 2.
Employee performanceAishaped by education, training, and workplace practicesAican be enhanced through discipline, motivation, and work ethic (Ritonga, 2.
Work discipline ensures order and productivity, motivation drives goal achievement (Ekhsan, 2.
, and a strong work ethic fosters responsibility, honesty, and dedication (Ramli & Widarto, 2.
Field observations (April 21, 2.
in companies such as Momoyo.
Master Geprek 3.
Indomaret.
Alfamart.
Saburai Durian & Resto, and Shamiya revealed low discipline, weak motivation, and poor work ethic.
Prior studies show mixed resultsAisome finding positive effects individually, others only when combinedAileaving a gap in research on their simultaneous impact in Bandar LampungAos private sector.
This study examines the effects of work discipline, work motivation, and work ethic on employee performance.
It aims to: .
analyze the effect of work discipline, .
analyze the effect of work motivation, and .
analyze the effect of work ethic on employee Journal homepage http://mebis.
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Theoretically, it contributes to HR management literature in developingcountry contexts.
practically, it provides insights for improving HR strategies to enhance LITERATURE REVIEW Work Disciplines Work discipline is essential for achieving company success, ensuring employees comply with regulations voluntarily, and imposing sanctions for violations (Syafrina, 2.
serves as an effective tool for maintaining order and guiding behavior to meet organizational goals (Wahyudi, 2.
Discipline benefits both companiesAiby ensuring smooth operationsAiand employeesAiby creating a positive work environment (Liyas & Primadi, 2.
It also prevents unproductive activities during working hours (Ningsih et al, 2.
Work discipline is an important responsibility for every office or institution where someone works, aimed at improving employee productivity and preventing them from engaging in irrelevant activities during working hours (Ri et al, 2.
The indicators of work discipline are as follows: Compliance with work standards.
Compliance with Ethical behavior.
High alertness.
Work Motivation Work motivation is the inner drive to achieve goals, influenced by needs and directed toward success (Ramli & Widarto, 2.
It can be external, such as support from superiors, or internal, such as self-confidence (Wahyudi, 2.
Leaders play a key role in fostering motivation through training, recognition, target setting, and fair rewards/punishments.
Motivation directs, energizes, and sustains behaviour (Luisri & Siagian, 2.
The indicators of work motivation are as follows: Direction of behaviour.
Effort level.
Persistence level.
Work Ethic Work ethic reflects oneAos personality, beliefs, and commitment to achieving optimal results (Ningsih et al, 2.
It consists of positive behaviours rooted in strong awareness, fundamental beliefs, and dedication to work values, such as seeing work as a blessing, trust, calling, self-actualisation, worship, honour, and service (Nurjaya et al.
, 2.
The indicators of work ethic are as follows: Work as a trust.
Work as a calling.
Work as selfactualization.
Performance Performance is a multidimensional concept involving technical, managerial, individual, and leadership factors (Ritonga, 2.
It refers to the quality and quantity of work achieved in line with assigned responsibilities (Syafrina, 2.
It depends on employee skills, competitiveness, and commitment, with each employeeAos performance assessed individually (Adha et al.
, 2.
Performance is the outcome of work that supports organisational goals (Yuliantari & Prasasti, 2.
The indicators of employee performance are as follows: Quality of work.
Quantity of work.
Timeliness.
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RESEARCH METHODS
This study adopts a quantitative approach under the positivist paradigm to test hypotheses (Sugiyono, 2.
Primary data were gathered through field observations and online The variables include three independentsAiWork Discipline (X.
Work Motivation (X.
, and Work Ethic (X.
Aiand one dependent variable.
Employee Performance (Y).
Work Discipline refers to compliance with regulations, attendance, work standards, ethical behaviour, and alertness (Ningsih et al, 2.
Work Motivation is the internal drive shaping behaviour direction, effort, and persistence (Luisri & Siagian.
Employee Performance is the achievement of quality, quantity, and timeliness in line with organisational goals (Yuliantari & Prasasti, 2.
The population comprises 140 permanent employees from 10 private trading companies in Bandar Lampung, with total sampling applied (Sugiyono, 2.
and sample size confirmed using Hair et al.
Data were collected using a five-point Likert scale Analysis involved validity and reliability tests, multiple linear regression.
F-tests for simultaneous effects, t-tests for partial effects .
% significanc.
, and RA to assess explanatory power.
RESULTS AND DISCUSSION
Result Validity Test Validity testing is used to measure the accuracy between the actual data and the data obtained from the questionnaire, or in other words, to determine whether a questionnaire is valid or not.
According to Sugiyono .
Auvalidation is the degree of accuracy between the actual data that occurs in the research object and the data that can be reported by the researcher.
Ay In this case, it can be seen in the following table:
Table 1 Validity Test Variable Work Disciplines Work Motivation Work Ethic Employee Performance Statement Item Statement 1 Statement 2 Statement 3 Statement 4 Statement 5 Statement 6 Statement 7 Statement 8 Statement 9 Statement 1 Statement 2 Statement 3 Statement 4 Statement 5 Statement 6 Statement 1 Statement 2 Statement 3 Statement 1 Statement 2 Statement 3 Statement 4 Sig- 2-tailed 0,000 0,000 0,000 0,000 0,000 0,000 0,000 0,000 0,000 0,000 0,000 0,000 0,000 0,000 0,000 0,000 0,000 0,000 0,000 0,000 0,000 0,000 Journal homepage http://mebis.
Rcount
0,511
0,629
0,674
0,747
0,632
0,433
0,393
0,375
0,451
0,558
0,810
0,581
0,791
0,505
0,626
0,745
0,824
0,801
0,322
0,639
0,638
0,665
Rtable 0,166 0,166 0,166 0,166 0,166 0,166 0,166 0,166 0,166 0,166 0,166 0,166 0,166 0,166 0,166 0,166 0,166 0,166 0,166 0,166 0,166 0,166 Description Valid Valid Valid Valid Valid Valid Valid Valid Valid Valid Valid Valid Valid Valid Valid Valid Valid Valid Valid Valid Valid Valid Jurnal MEBIS (Manajemen dan Bisni.
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Variable Employee Performance Statement Item
Statement 5
Statement 6
Statement 7
Statement 8
Statement 9
Statement 10
Sig- 2-tailed 0,000 0,000 0,000 0,000 0,000 0,000 Rcount
0,775
0,601
0,562
0,680
0,547
0,601
Rtable 0,166 0,166 0,166 0,166 0,166 0,166 Description Valid Valid Valid Valid Valid Valid Reliability Test Reliability testing determines the extent to which an instrument can be trusted as a data collection tool, assuming the instrument is already well-designed.
CronbachAos Alpha is the method used for the reliability test.
The testing criteria are as follows: if the CronbachAos Alpha value is greater than 0.
6 ( > 0.
, then the measurement instrument is considered reliable.
Table 2 Reliability Test
Variable Work Discipline Work Motivation Work Ethic
Employee Performance Cronchbach Alpa
0,705
0,723
0,699
0,805
Reliable Limit
0,60
0,60
0,60
0,60
Description Reliable Reliable Reliable Reliable From Table 2 above, it can be seen that the results of this study show that the variables Work Discipline.
Work Motivation.
Work Ethic, and Employee Performance all have CronbachAos Alpha values greater than 0.
Therefore, it can be concluded that all research indicators are considered reliable and can be trusted as measurement tools for the variables.
Multiple Linear Regression Analysis Multiple linear regression analysis is a regression model that involves more than one independent variable.
In this case, the results of the multiple linear regression analysis are as follows:
Table 3 Multiple Linear Regression Analysis Coefficientsa Model Unstandardised Coefficients Std.
Error (Constan.
Work Discipline Work Motivation Work Ethic Dependent Variable: Employee Performance Standardised Coefficients Beta Sig.
Based on Table 3 above, the multiple linear regression equation model can be formulated as follows:
Y = 19.
174XCA 0.
516XCC 0.
311XCE
The regression results indicate that the constant value (CA) of 19.
556 means that without increases in work discipline, motivation, or ethic, employee performance is 19.
The coefficients show positive relationships: a 1% increase in work discipline (CA = 0.
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work motivation (CC = 0.
, or work ethic (CE = 0.
leads to respective increases in employee performance by those amounts.
T-Test The t-test is a test used to determine whether an independent variable has an effect on a dependent variable by comparing the calculated t-value with the t-table value.
The t-test results are as follows:
Tabel 4 T-Test Coefficientsa Model Unstandardised Coefficients Std.
Error (Constan.
Work Discipline Work Motivation Work Ethic Dependent Variable: Employee Performance Standardised Coefficients Beta Sig.
The t-table value is ( = 5%, df = 140 Oe 3 Oe 1 = .
, resulting in a t-table value of 1.
Based on Table 4 above, the partial t-test results are as follows:
Work Discipline variable: The calculated t-value is 3.
249 > t-table value of 1.
with a significance level of 0.
001 < 0.
Therefore, the t-test results indicate that HCA is rejected and HCa is accepted, which means the Work Discipline variable has a positive and significant effect on the Employee Performance variable.
Work Motivation variable: The calculated t-value is 8.
915 > t-table value of 1.
with a significance level of 0.
000 < 0.
Therefore, the t-test results indicate that HCA is rejected and HCa is accepted, which means the Work Motivation variable has a positive and significant effect on the Employee Performance variable.
Work Ethic variable: The calculated t-value is 3.
513 > t-table value of 1.
977, with a significance level of 0.
001 < 0.
Therefore, the t-test results indicate that HCA is rejected and HCa is accepted, which means the Work Ethic variable has a positive and significant effect on the Employee Performance variable.
Simultaneous Test (F-Tes.
The F-test is used to determine whether there is a joint or simultaneous effect of the The F-test results are as follows:
Table 5 Simultaneous Test ANOVAa Model Sum of Squares Mean Square Regression Residual Total Dependent Variable: Employee Performance Predictors: (Constan.
Work Ethic.
Work Discipline.
Work Motivation Journal homepage http://mebis.
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The F-table value is ( = 5%, df = 140 Oe 3 Oe 1 = .
, resulting in an F-table value of In Table 5 above, the F-test results in this study show that the variables Work Discipline.
Work Motivation, and Work Ethic jointly or simultaneously have an effect on the Employee Performance variable.
This can be seen from the calculated F-value of 434 > 2.
67, with a significance value of 0.
000 < 0.
R2 Test (Coefficient of Determinatio.
The coefficient of determination is used to calculate the percentage of the total variation explained by the regression.
The value of the coefficient of determination ranges between 0 and 1.
The closer the coefficient of determination is to 1, the stronger the calculation is in explaining the independent and dependent variables.
The RA test results are as follows:
Table 6 R2 Test (Coefficient Determinatio.
Model Summary Model R Square Adjusted R Square Std.
Error of the Estimate Predictors: (Constan.
Work Ethic.
Work Discipline.
Work Motivation Based on Table 6 above, the results of the coefficient of determination test show an Rsquare value of 0.
634 or 63.
The remaining 100% Oe 63.
4% = 36.
6% is influenced by other variables not discussed in this study.
Discussion Discussion on the Role and Influence of Work Discipline on Employee Performance Work discipline is the willingness to comply with company rules and norms, reflecting responsibility and improving performance (Hasibuan, 2.
The t-test result .
= 3.
> 1.
977, sig.
= 0.
001 < 0.
shows a positive and significant effect, meaning better discipline leads to higher performance.
Similar results were found by Kurniawan .
, and Gumelar .
, confirming its importance for company development.
Ningsih et al.
also found a sig.
value of 0.
018, indicating discipline directly boosts performance.
In Bandar Lampung companies, proper job placement and proportional sanctions were key factors, with the highest score .
on AuSanctions match the level of violation.
Ay Discussion on the Role and Influence of Work Motivation on Employee Performance Work motivation, driven internally or externally, boosts employee contributions and goal achievement (Kasmir, 2.
The t-test result .
= 8.
915 > 1.
977, sig.
= 0.
000 < 0.
shows a positive and significant effect.
Similar findings by Landra .
and Gumelar .
emphasise motivationAos major role in performance improvement.
At Bandar Lampung companies, motivation should be enhanced through education and role alignment, with the highest score .
on AuI have the desire to complete my work.
Ay Discussion on the Role and Influence of Work Ethic on Employee Performance Work ethicAireflecting character, habits, and responsibilityAistrongly influences performance (Dodi, 2.
The t-test result .
= 3.
513 > 1.
977, sig.
= 0.
001 < 0.
confirms a positive and significant effect.
Supporting studies by Landra .
Gumelar .
Kurniawan .
, and Ningsih et al .
highlight that a strong work ethic, including Islamic values, fosters commitment and better results.
In Bandar Lampung companies, appreciation of a high work ethic serves as an example, with the highest score .
on AuI work with full responsibility.
Ay Journal homepage http://mebis.
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Discussion on the Role and Influence of Work Discipline.
Work Motivation, and Work Ethic on Employee Performance The F-test (F = 78.
434 > 2.
67, sig.
= 0.
000 < 0.
shows these three variables jointly have a positive and significant effect on performance.
Kurniawan .
found they 9% of performance variation, with similar conclusions from Gumelar .
and Wahid .
In practice, improving motivation supported by strong discipline and a work ethic leads to significant performance gains and overall company growth.
CONCLUSION
This study concludes that work discipline, work motivation, and work ethic each have a positive and significant effect on the performance of private employees in Bandar Lampung.
Employees who demonstrate higher disciplineAithrough compliance with rules, punctuality, and adherence to work standardsAitend to achieve better performance Likewise, strong work motivation, reflected in goal-directed behaviors, persistent effort, and enthusiasm for completing tasks, greatly enhances employee productivity and effectiveness.
In addition, a strong work ethic, including responsibility, commitment, and sincerity in carrying out work, also contributes significantly to improving performance.
The simultaneous testing results show that these three variables together explain 63.
of the variation in employee performance, indicating that discipline, motivation, and work ethic play a major role in shaping work outcomes within private companies in Bandar Lampung.
The study implies that organizations should strengthen HR practices by enforcing discipline fairly, fostering motivation through supportive leadership and reward systems, and cultivating a positive work ethic to enhance overall performance.
REFERENCES