| dc.description.abstract | Employee performance is a key element in determining organizational success, particularly for regional companies engaged in public services such as PERUMDA Tirtanadi Medan. As the primary provider of clean water for Medan and its surrounding areas, service quality and continuity depend heavily on the effectiveness and efficiency of its employees. Employee performance at PERUMDA Tirtanadi Medan has yet to reach an optimal level, as indicated by a significant number of staff receiving “fair,” “moderate,” or “poor” scores in annual performance evaluations. This suboptimal performance has led to service disruptions, increased customer complaints, and declining public trust in the company’s service quality. Employees with optimal performance are critical to achieving organizational goals, and several factors—including work discipline, work environment, work motivation, and job satisfaction—affect performance levels.
This study aims to examine the effect of work discipline and work motivation on employee performance, with job satisfaction as a mediating variable. The study involved 154 non-managerial employees of PERUMDA Tirtanadi Medan. Data were analyzed using the outer model and inner model approaches with SmartPLS software. The findings indicate that work motivation has the strongest influence on employee performance, followed by work environment, work discipline, and finally job satisfaction as a mediating factor. Regarding job satisfaction itself, the most influential factor is work environment, followed by work motivation and work discipline. For mediated effects on performance through job satisfaction, the strongest factor is work motivation, followed by work discipline and lastly work environment. | en_US |
