JOURNAL INFORMATIC.
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The Influence of Work Motivation and Work Discipline on Teacher Performance at SDN Kebalen 02 Bekasi Nurhasan 1*.
Aswin Naldi Sahim 1.
Widya Nengsih 1 Universitas Mitra Bangsa Article Info Article history:
Received 30 November 2025 Revised 3 December 2025 Accepted 6 December 2025 Keywords:
Work Motivation.
Work Discipline.
Performance ABSTRACT This study aims to identify and analyze the influence of work motivation and work discipline on teacher performance at SDN Kebalen 02 Bekasi, both partially and simultaneously.
The study employs a quantitative method with descriptive and verificative approaches.
Data were collected using questionnaire instruments.
Respondents were 32 teachers at SDN Kebalen 02 Bekasi.
Multiple linear regression analysis with SPSS version 25 was used.
The findings show that work motivation has a positive effect on teacher performance at SDN Kebalen 02 Bekasi.
Work discipline also positively influences teacher performance.
The study further reveals that work motivation and work discipline simultaneously affect teacher performance at SDN Kebalen 02 Bekasi.
The simultaneous effect amounts to 74.
1% (R2 = 0.
, while the remaining 9% is influenced by other factors not examined in this study.
It can be concluded that combining improved work motivation and work discipline significantly enhances teacher performance at SDN Kebalen 02 Bekasi.
This is an open access article under the CC BY-SA license.
Corresponding Author:
Nurhasan | Universitas Mitra Bangsa Email: nurhasanamu83@gmail.
Introduction Human resources represent the most important asset in any organization because they direct, sustain, and develop the organization amid changing social demands and times.
Therefore, human resources must always be considered, maintained, and developed.
Quality human resources mean work activities produce the desired outcomes.
Quality does not merely imply intellectual capability but also meeting the qualitative requirements demanded by the job so that tasks can truly be completed according to plan.
Educational institutions require excellent human resources, and teachers are one of them.
With competent human resources, an educational institution will develop optimally as Teachers are human components within the teaching and learning process who participate in developing IndonesiaAos potential human resources.
Law No.
14 of 2005 Journal homepage: http://w.
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concerning Teachers and Lecturers states that AuTeachers are professional educators whose main tasks are to educate, teach, guide, direct, train, assess, and evaluate learners in early childhood education, primary education, and secondary education.
Ay Achieving quality education is strongly influenced by teachersAo performance in carrying out their duties.
therefore, teacher performance is a crucial demand for educational success.
Generally, the quality of education becomes a benchmark for the success reflected by teachersAo performance.
Teacher performance refers to a teacherAos ability to carry out teaching tasks or additional duties in accordance with the standards set by an educational institution, demonstrated through performance outcomes and behavior at work.
Teachers who display good performance results and behavior indicate solid teacher performance.
Teacher performance must be accompanied by high work motivation.
Motivation is an impetus that creates enthusiasm for work so that individuals are willing to collaborate, integrate, and exert every effort to achieve satisfaction.
Motivation is a potential force within a person that can be developed independently or through external stimuli.
Teachers with high work motivation are willing to work hard, contributing their entire abilities, thoughts, and skills to realize educational goals.
Teachers become educators because they have the motivation to teach.
with motivation, teachers will be able to build high work spirit.
Teacher capabilities driven by motivation encourage strong behavior that can be directed toward specific goals.
According to Wardana in SeptianaAos research journal .
AuWork motivation has a significant relationship with teacher performance.
Ay This indicates that motivation can influence the level of teacher performance.
As professional education personnel, teachers possess varying levels of work motivation.
This disparity will ultimately result in differences in teacher performance when improving the quality of education.
Teachers who lack work motivation will perform poorly and will not succeed in educating or teaching.
Thus, teacher success in fulfilling their duties is driven by motivation, signaling that what teachers have done aligns with their needs.
All activities carried out by teachers are of interest to them because they align with their own interests.
Motivated teachers experience job satisfaction because meeting their needs pushes them to improve performance, thereby achieving educational objectives effectively and optimally.
Teacher performance is also influenced by work discipline.
Teacher discipline is closely related to compliance in implementing school regulations.
Neglected teacher discipline can become a negative work culture that lowers performance in delivering education.
A teacherAos work ethic must be maximized as part of their dedication as trusted educators for the nation and state.
Discipline is a critical work ethic that must be firmly attached to teachers.
individuals carrying out a noble task, teachers must perform their duties well.
TeachersAo complex tasks become a challenge, especially given the time frame required to complete themAifrom being present at school, fulfilling teaching administrations, school administration, and any other tasks assigned outside teaching hours.
This requires teachers Journal homepage: http://w.
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to be self-aware of their significant responsibilities, which will be difficult to fulfill without strong discipline.
SDN Kebalen 02 Bekasi is a public elementary school located on Jl.
Warung Ayu Kebalen.
Kabupaten Bekasi, and has delivered education since 1976.
To achieve quality education.
SDN Kebalen 02 Bekasi pays close attention to teachers as the spearhead of educational Initial observations indicate that teacher performance at SDN Kebalen 02 Bekasi remains suboptimal, as seen in incomplete delivery of subject matter causing limited student progress, and frequent delays in completing tasks assigned by the principal.
The author suspects that this suboptimal performance is influenced by several factors, one being low work motivation observed through teachers who are less driven to maximize creativity and lack enthusiasm at work.
In addition to low motivation, low work discipline also appears to affect teacher This is evident from teachersAo limited awareness of discipline, reducing effectiveness in instructional delivery, frequent tardiness, and teacher explanations that often end earlier than scheduled, reducing teaching time.
Teacher work discipline can be observed from attendance and tardiness at SDN Kebalen 02 Bekasi, as shown below:
Table 1.
Teacher Tardiness at SDN Kebalen 02 Bekasi in 2024 No.
Month Number of Tardiness Cases July 2024 August 2024 September2024 October 2024 November2024 December 2024 Total Source: SDN Kebalen 02 Bekasi, 2024 The table shows that teacher tardiness at SDN Kebalen 02 Bekasi remains an issue.
Over the last six months, tardiness cases were still frequent, peaking in August 2024 and lowest in December 2024.
Based on the background above, the author is interested in conducting a more in-depth study titled AuThe Influence of Work Motivation and Work Discipline on Teacher Performance at SDN Kebalen 02 Bekasi.
Ay Literature Review According to Abraham Maslow in Soelistya et al.
AuMotivation results from an individualAos efforts to meet five basic needs: physiological, safety, social, esteem, and selfactualization.
These needs can create internal pressures that influence behavior.
Ay Henry Journal homepage: http://w.
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Simamora in Soelistya et al.
AuMotivation is a function of an individualAos expectation that certain efforts will produce performance levels that, in turn, yield desired rewards or outcomes.
Ay According to Dila Arika .
in Setiadi .
AuWork discipline is an employeeAos attitude and behavior that demonstrates compliance with organizational regulations, whether written or unwritten.
Ay Mathis and Jackson in Afandi .
define work discipline as Aua tool used by managers to change behavior and to increase awareness and willingness to obey all company regulations and prevailing social norms.
Ay Eti Hadiati .
in Setiadi .
AuPerformance is the result achieved by an individual or organization in performing tasks according to assigned responsibilities.
Ay Fundamentally, performance is what employees do or do not do when fulfilling their jobs (Mathis & Jackson in Azlansyah, 2.
Research Hypotheses Based on the core issues described in Chapter I and the theoretical foundation supporting this study .
resented in Chapter II), the following working hypotheses are proposed as provisional answers to the problems: There is an influence of work motivation on teacher performance at SDN Kebalen 02 Bekasi.
there is an influence of work discipline on teacher performance at SDN Kebalen 02 Bekasi.
there is a simultaneous influence of work motivation and work discipline on teacher performance at SDN Kebalen 02 Bekasi.
Research Method This study uses a quantitative approach with descriptive and verificative methods.
According to Sugiyono .
, quantitative research is grounded in positivism .
oncrete dat.
where research data are numerical and assessed statistically to address the research problem and produce conclusions.
Adiputra et al.
explain that descriptive research aims to describe existing phenomena either natural or human-made or to analyze subject outcomes without providing broader implications.
Sugiyono .
states that verificative research Auis conducted on a population or sample with the goal of testing predetermined hypotheses.
Ay According to Sugiyono .
, the population is the general domain consisting of objects or subjects sharing specific qualities and characteristics defined by the researcher to be studied and from which conclusions are drawn.
In this study, the population comprises all 32 teachers at SDN Kebalen 02 Bekasi.
Sugiyono .
defines a sample as a portion of the population with the same characteristics.
When the population is large and studying everyone is impractical due to time, resources, or funding, researchers may draw a sample.
Because the population in this study is relatively small 32 individuals the entire population was used as the sample .
ensus or saturated samplin.
Sugiyono .
AuSaturated sampling is a technique in which all population members are used as samples.
Ay Data collection techniques included field studies through non-participatory observation and Journal homepage: http://w.
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Data analysis techniques involved: Data quality analysis using SPSS for Windows Release 25, including validity and reliability tests.
Simple linear regression analysis.
Multiple regression analysis.
Correlation and coefficient of determination analyses.
Research Results and Discussion of Validity and Reliability Tests Discussion Table 2.
Respondent Responses to Work Motivation Variable (X.
Statement N Mean Inter pretation 1 Salary from the current workplace can meet Good present living needs 2 The health insurance provided by SDN 02 Good Kebalen Bekasi can guarantee health and 3 Good working relationships with superiors and 32 3.
Good colleagues improve work motivation 4 Good relationships with students and parents Good increase work motivation 5 The principal always gives appreciation in the Good form of praise and awards to outstanding 6 Working well to become a high-achieving Good teacher at the workplace and to create quality education for students Total Average Good Based on the table above, the average assessment of teacher motivation is 3.
85, which falls in the AugoodAy category according to the predetermined interval.
This means that teacher motivation at SDN Kebalen 02 Bekasi is already good.
Table 3.
Respondent Responses to Work Discipline Variable (X.
Statement N Mean Inter pretation 1 Arriving at the workplace on time before Good working hours 2 Leaving work on time according to the Good schedule set by the school 3 Being thorough at work Good 4 Being meticulous at work Good 5 Working in accordance with the standards Good set by the school 6 Obeying all school regulations Good 7 Being courteous to colleagues, the Good principal, students, and parents Journal homepage: http://w.
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Total Average A 376 Good Based on the table above, the average assessment of teacher discipline is 3.
91, which falls in the AugoodAy category.
This indicates that teachers at SDN Kebalen 02 Bekasi already exhibit good work discipline.
Table 4.
Respondent Responses to Performance Variable (Y) Statement N Mean Inter pretation 1 Preparing learning syllabi properly Good Explaining the order of subject matter .
for a given period .
ne semeste.
to students 3 Planning effective learning activities based on the learning objectives 4 Using varied instructional methods according to the subject matter 5 Applying effective learning approaches/strategies 6 Mastering subject matter to be taught to students in class 7 Managing the pattern of assignments for students according to their needs and the learning outcomes stated in the syllabus 8 Motivating or sustaining student engagement in learning 9 Using engaging media that support learning to prevent boredom 10 Designing evaluation tools to measure student progress and achievement 11 Using various strategies and assessment methods to monitor student progress and results in achieving specific competencies as stated in the syllabus Total Average Good Good Good Good Good Good Good Good Good Good Good Based on the table above, the average assessment of teacher performance is 3.
92, which lies in the AugoodAy category.
Thus, teacher performance at SDN Kebalen 02 Bekasi is already Journal homepage: http://w.
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Validity Test Table 5.
Validity Test for Work Motivation Variable (X.
Correlations Work Motivation Salary from the current workplace can meet present Health insurance provided by SDN 02 Kebalen Bekasi guarantees health and safety Good working relationships with leaders and peers increase motivation Good relationships with students and parents increase motivation The principal always gives appreciation to outstanding Working well helps become an accomplished teacher at the workplace and create quality education for Work Motivation Pearson Correlation Sig.
-taile.
Pearson Correlation Sig.
-taile.
Pearson Correlation Sig.
-taile.
Pearson Correlation Sig.
-taile.
Pearson Correlation Sig.
-taile.
Pearson Correlation Sig.
-taile.
,544** Pearson Correlation Sig.
-taile.
0,001 Validitas Valid
,542**
0,001
Valid
,543**
0,001
Valid
,741**
0,000
Valid
,663**
0,000
Valid
,733**
0,000
Valid **.
Correlation is significant at the 0.
01 level .
-taile.
Correlation is significant at the 0.
05 level .
-taile.
The table shows that all work motivation items have significance values below 0.
Thus, the work motivation variable is valid and can be used for further testing.
Table 6.
Validity Test for Work Discipline Variable (X.
Correlations Work Discipline Arriving at work on time before work hours begin Pearson Correlation Sig.
-taile.
Validitas ,605** 0,000 Journal homepage: http://w.
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Correlations Work Discipline Leaving on time according to the schoolAos designated end of the workday Being thorough at work Being meticulous at work Working according to the standards set by the school Obeying all regulations set by the school Being courteous to colleagues, principal, students, and parents Work Discipline Pearson Correlation Sig.
-taile.
Pearson Correlation Sig.
-taile.
Pearson Correlation Sig.
-taile.
Pearson Correlation Sig.
-taile.
Pearson Correlation Sig.
-taile.
Pearson Correlation Sig.
-taile.
Pearson Correlation Sig.
-taile.
Validitas ,872** 0,000 Valid
,756**
0,000
Valid
,868**
0,000
Valid
,863**
0,000
Valid
,728**
0,000
Valid
,741**
0,000
Valid **.
Correlation is significant at the 0.
01 level .
-taile.
Correlation is significant at the 0.
05 level .
-taile.
The table indicates that all work discipline items have significance values below 0.
Therefore, the work discipline variable is valid and suitable for further testing.
Table 7.
Validity Test for Performance Variable (Y) Correlations Performance Preparing learning syllabi properly Pearson Correlation ,795** Journal homepage: http://w.
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Correlations Explaining the order of subject matter .
for a specific period .
ne semeste.
to students Planning activities in accordance with the learning objectives Using varied instructional methods suited to the subject matter to be Applying approaches or strategies Mastering the material to be taught to students in class Managing assignments for students according to their needs and the learning outcomes specified in the syllabus Motivating and/or maintaining student engagement in learning Utilizing engaging media that support learning so it does not become boring Designing evaluation tools to measure student progress and Using various assessment strategies and methods to monitor student Sig.
-taile.
Pearson Correlation Sig.
-taile.
Pearson Correlation Sig.
-taile.
Pearson Correlation Sig.
-taile.
Pearson Correlation Sig.
-taile.
Pearson Correlation Sig.
-taile.
Pearson Correlation Sig.
-taile.
Pearson Correlation Sig.
-taile.
Pearson Correlation Sig.
-taile.
Pearson Correlation Sig.
-taile.
Pearson
Correlation Performance Validitas 0,000 Valid
,763**
0,000
Valid
,843**
0,000
Valid
,495**
0,004
Valid
,890**
0,000
Valid
,763**
0,000
Valid
,868**
0,000
Valid
,426*
0,015
Valid
,423*
0,016
Valid
,734**
0,000
,739**
Journal homepage: http://w.
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Correlations progress and learning outcomes in Sig.
-taile.
achieving specific competencies as N stated in the syllabus Performance Pearson Correlation Sig.
-taile.
Performance Validitas 0,000 Valid **.
Correlation is significant at the 0.
01 level .
-taile.
Correlation is significant at the 0.
05 level .
-taile.
The table demonstrates that the performance variable has significance values below 0.
Therefore, the performance variable is valid and can be used for further testing.
Reliability Test Table 8.
Reliability of Work Motivation Variable (X.
Reliability Statistics Cronbach's Alpha N of Items The table shows that all items have a CronbachAos alpha of 0.
790, exceeding the 0.
threshold, indicating that the work motivation variable is reliable and can be used for further Table 9.
Reliability of Work Discipline Variable (X.
Reliability Statistics Cronbach's Alpha N of Items The table shows that all items have a CronbachAos alpha of 0.
818, exceeding the 0.
threshold, indicating that the work discipline variable is reliable and can be used for further Table 10.
Reliability of Performance Variable (Y) Reliability Statistics Cronbach's Alpha N of Items The table shows that all items have a CronbachAos alpha of 0.
752, exceeding the 0.
threshold, indicating that the performance variable is reliable and can be used for further Journal homepage: http://w.
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Table 11.
Multiple Regression Analysis Results Coefficientsa Unstandardized Standardized Coefficients Coefficients Model Sig.
Std.
Beta Error 1 (Constan.
12,811 3,444 3,720 ,001 Work Motivation ,550 ,173 ,375 3,183 ,003 Work Discipline ,645 ,130 ,583 4,959 ,000 Dependent Variable: Performance Regression equation: y = a b x1 c x2 Result: y = 12.
This means that each one-point increase or decrease in work motivation, together with a simultaneous one-point increase or decrease in work discipline, corresponds to a change in performance equal to 12.
645, amounting to 14.
Table 12.
Coefficient of Determination of Work Motivation and Work Discipline on Performance Model Summary Adjusted Std.
Error of Model Square R Square the Estimate ,861 ,741 ,724 2,576 Predictors: (Constan.
Work Discipline.
Work Motivation Coefficient of Determination = R2 x 100% = 0.
741 x 100% = 74.
Table 13.
F-Test ANOVAa Sum of Mean Model Sig.
Squares Square 1 Regression 551,744 2 275,872 41,566 ,000b Residual 192,474 29
6,637
Total
744,219 31
Dependent Variable: Performance Predictors: (Constan.
Work Discipline.
Work Motivation Based on the ANOVA table, the significance value is 0.
000, which is less than the alpha significance level of 0.
%).
This means the hypothesis that work motivation and work discipline simultaneously influence performance is accepted.
There is a significant simultaneous effect of work motivation and work discipline on teacher performance at SDN Kebalen 02 Bekasi amounting to 74.
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Conclusions and Recommendations Conclusions Based on the research analysis, the conclusions are:
Work motivation positively and significantly influences teacher performance at SDN Kebalen 02 Bekasi.
The better the work motivation of teachers, the better their performance, because motivated teachers enable the institution to achieve its goals more Work discipline positively and significantly influences teacher performance at SDN Kebalen 02 Bekasi.
The better the teachersAo discipline, the better their performance.
There is a simultaneous influence of work motivation and work discipline on teacher performance at SDN Kebalen 02 Bekasi amounting to 74.
1%, with the remaining 25.
influenced by other factors not studied.
Recommendations Based on the discussion and conclusions, the following recommendations are proposed:
Although teacher work motivation at SDN Kebalen 02 Bekasi is already good, principals should provide competitive salaries and allowances aligned with teacher performance to further enhance motivation.
While teacher work discipline is already good, principals should conduct regular evaluations and feedback to improve discipline and provide recognition to teachers who demonstrate improved discipline.
Although teacher performance is already good, the principal should provide facilities for career development and capacity building to further enhance teacher performance.
Future researchers examining teacher performance are advised to explore other variables in greater depth.
References