Dampak Disiplin Kerja, Work Life Balance, dan Punishment Terhadap Kinerja Pegawai di Dinas Kebudayaan dan Pariwisata Provinsi Sumatera Selatan

Abstract

ABSTRAK

Penelitian ini bertujuan untuk menganalisis pengaruh Disiplin Kerja, Work Life Balance, dan punishment terhadap Kinerja Pegawai pada Dinas Kebudayaan dan Pariwisata Provinsi Sumatera Selatan. Penelitian ini mempergunakan metodologi kuantitatif dengan teknik deskriptif. Sampel berjumlah 95 responden diperoleh dengan menerapkan teknik simple random sampling. Temuan penelitian mengindikasikan bahwasanya Disiplin Kerja tidak berpengaruh signifikan terhadap Kinerja Karyawan, work life balance berdampak positif dan signifikan, sedangkan punishment berdampak negatif serta signifikan terhadap Kinerja Karyawan. Ketiga variabel tersebut secara kolektif memberikan pengaruh yang signifikan bagi Kinerja Karyawan, dibuktikan dengan koefisien determinasi (R²) mencapai 41%. Ini mengindikasikan disiplin kerja, work-life balance, serta Punishment dapat menjelaskan 41% varians dari kinerja karyawan, sedangkan sisanya disebabkan oleh faktor lain. Temuan ini mengindikasikan pentingnya pengelolaan keseimbangan kerja dan penerapan sanksi yang adil dalam meningkatkan kinerja pegawai sektor publik.

ABSTRACT

This study aims to analyse the effect of Work Discipline, Work Life Balance, and Punishment on Employee Performance at the Culture and Tourism Office of South Sumatra Province. This research uses quantitative methodology with descriptive techniques. A sample of 95 respondents was obtained by applying simple random sampling technique. The research findings indicate that Work Discipline has no significant effect on Employee Performance, Work Life Balance has a positive and significant impact, while Punishment has a negative and significant impact on Employee Performance. The three variables collectively have a significant influence on Employee Performance, as evidenced by the coefficient of determination (R²) reaching 41%. This indicates that work discipline, work-life balance, and Punishment can explain 41% of the variance in employee performance, while the rest is caused by other factors. This finding indicates the importance of managing work-life balance and applying fair sanctions in improving the performance of public sector employees.