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This study aims to explore the disciplinary processes for nurses, from organizational supervision to final decisions by the Finnish regulatory authority.Regulatory authorities are responsible for protecting the public, by ensuring that they receive safe, competent and ethical nursing care, but little is known about the disciplinary processes for nurses.This is a retrospective document analysis of 296 disciplinary decisions by the Finnish regulatory authority from 2007 to 2016. The data were analysed using a quantitative design with descriptive statistics.We studied 204 disciplined nurses (81.4% female) with a mean age of 43.5 years. The disciplinary process comprised organizational supervision, complaints, investigations and decisions. Nurses with substance abuse issues were more likely to face criminal investigations and receive temporary decisions. The process lasted from under 1 month to years and could have profound effects on nurses, colleagues and nurse managers and compromise patient safety.This study identified key factors that could inform the disciplinary processes for nurses. More knowledge is needed about how organisations ensure patient safety when unprofessional conduct is suspected.Retaining nursing professionals is vital due to global shortages, and more attention should be paid to organizational supervision and support for nurses during disciplinary processes.

Currently, all countries in the world are experiencing disaster, namely Covid-19 including Indonesia. So government has imposed restrictions by imposing a new normal. However, the positive number of Covid-19 is still soaring, this is presumably due to industrial sector is still open as usual, where employees who work violate the rules that have been set. So this is related to employee discipline in complying with health protocols. This study aims to determine the effect of self-awareness and adjustment to the discipline of using health protocols in the normal era. Subjects in this study were 84 employees of PT. Duta Beton Mandiri, using accidental sampling as a sampling technique. Data collection uses a discipline scale, self-awareness scale, and self-adjustment scale. Discipline scale there are 36 items with a reliability of 0,898, on self-awareness scale there are 34 items with a reliability of 0,911, and on self-adjustment scale there are 36 items with a reliability of 0,891. Data analysis technique using multiple regression analysis. From calculation results, F value is 31,532 with p = 0,000 (p ˂ 0,05), so there are is a very significant influence between self-awareness and self-adjustment to discipline of using health protocols in the new normal era. Currently, all countries in the world are experiencing disaster, namely Covid-19 including Indonesia. So government has imposed restrictions by imposing a new normal. However, the positive number of Covid-19 is still soaring, this is presumably due to industrial sector is still open as usual, where employees who work violate the rules that have been set. So this is related to employee discipline in complying with health protocols. This study aims to determine the effect of self-awareness and adjustment to the discipline of using health protocols in the normal era. Subjects in this study were 84 employees of PT. Duta Beton Mandiri, using accidental sampling as a sampling technique. Data collection uses a discipline scale, self-awareness scale, and self-adjustment scale. Discipline scale there are 36 items with a reliability of 0,898, on self-awareness scale there are 34 items with a reliability of 0,911, and on self-adjustment scale there are 36 items with a reliability of 0,891. Data analysis technique using multiple regression analysis. From calculation results, F value is 31,532 with p = 0,000 (p ˂ 0,05), so there are is a very significant influence between self-awareness and self-adjustment to discipline of using health protocols in the new normal era.

Research on Employee Attendance Information System Applications (SIAP) on this discipline is motivated by1) low level of employee discipline relating to attendance and punctuality at work, 2) easy application to be manipulated by employees, 3) frequent system disturbances (errors) in the application when used by employees, which have an impact on the ineffectiveness of the SIAP system. Research analysis using Information Systems theory from Davis and Discipline Theory from Singodimedjo.The method used is quantitative with associative models. Respondents were civil servants in the Regional Secretariat of Sukabumi, totaling 160 people. 61 samples were taken using proportionate stratified random sampling technique. The results of data analysis showed a correlation coefficient of 0.918. The coefficient of determination is 84.3%. For this reason, researchers suggest that the local government of Sukabumi City improve the accuracy of the SIAP attendance system by adding a face camera system.Keywords: SIAP Application, Face Camera, Discipline, Information System

Assessment of a discipline is a performance evaluation stage that is important for the continuity of company activities. Monitoring and assessment of an employee's discipline must be carried out continuously in order to improve the quality of human resources. This research was conducted to make the accuracy of providing incentives based on the level of employee discipline. The data processed in this study is a recapitulation of the attendance of AMIK and STIKOM Tunas Bangsa Pematangsiantar employees as many as 25 employees as a sample. For grouping the employee data using the K-Medoids Algorithm. K-Medoids groups a set of n objects into a number of k clusters using the partition clustering method. Furthermore, the employee data is processed using Rapid Miner software. Research using this method obtained results in the form of grouping employees into 3 groups that have good discipline levels of 12 employees, sufficient discipline levels of 8 employees, and less disciplinary levels of 5 employees. Based on the grouping results that have been produced, it can be a consideration for the leadership to determine the amount of incentives for employees.

PURPOSE Disciplinary action imposed on physicians indicates their fitness to practice medicine is impaired and patient safety is potentially at risk. This national retrospective cohort study sought to examine whether there was an association between academic attainment or performance on a situational judgment test (SJT) in medical school and the risk of receiving disciplinary action within the first 5 years of professional practice in the United Kingdom. METHOD The authors included data from the UK Medical Education Database for 34,865 physicians from 33 U.K. medical schools that started the UK Foundation Programme (similar to internship) between 2014 and 2018. They analyzed data from 2 undergraduate medical assessments used in the United Kingdom: the Educational Performance Measure (EPM), which is based on academic attainment, and SJT, which is an assessment of professional attributes. The authors calculated hazard ratios (HRs) for EPM and SJT scores. RESULTS The overall rate of disciplinary action was low (65/34,865, 0.19%) and the mean time to discipline was 810 days (standard deviation [SD] = 440). None of the physicians with fitness to practice concerns identified as students went on to receive disciplinary action after they qualified as physicians. The multivariate survival analysis demonstrated that a score increase of 1 SD (approximately 7.6 percentage points) on the EPM reduced the hazard of disciplinary action by approximately 50% (HR = 0.51; 95% confidence interval [CI]: 0.38, 0.69; P < .001). There was not a statistically significant association between the SJT score and the hazard of disciplinary action (HR = 0.84; 95% CI: 0.62, 1.13; P = .24). CONCLUSIONS An increase in EPM score was significantly associated with a reduced hazard of disciplinary action, whereas performance on the SJT was not. Early identification of increased risk of disciplinary action may provide an opportunity for remediation and avoidance of patient harm.

This study aims to the influence of employee discipline, learning and supervision on the service performance of public works in Bina Marga office of Ponorogo Regency. The results showed the simultaneous influence of discipline and organizational learning behavior on the performance. The results empirically prove that discipline and organizational learning behavior is highly relevant as a measuring tool with sufficient accuracy to determine the service performance of service employees in the Public Works and Bina Marga Office of Ponorogo Regency. The simultaneous influence of employee discipline with learning behavior of organization on employees in the licensing sector at PU in Ponorogo Regency which has an impact on the performance or performance of public services can be illustrated that Public Works Department employees as a learning organization are not far from the mindset that only senior management can and do all the thinking for the whole institution. The learning behavior of organization challenges all employees to utilize their mental resources and potential, with the hope that every employee in the PU office can build their own community based on the principles of freedom, humanity, and a collective desire to learn. As a managerial implication, it can be said that discipline in the work process at the Ponorogo District Public Works office goes hand in hand with the willingness of employees to increas discipline and organizational learning behavior which are correlated to form service performance

The objective of the research were to asses the implementation of supervision and obstacles in the proses work discipline of empolyess at the news section of the Public Broadcasting Institation Radio Republic of Infonesia Makassar, as wal as supervision in the news section of LPP RRI. The research method employed was descriptive qualitative, which means that the research describes the findings of observations and direct interviews with employees. Final Project Writing is the result of research conducted in May 2021. After examing and the topic,the research finds that the work discipline in the work discipline has been going as evidencod by the high level of attendance and neatness thathas been maintance. The findings of this study should be to provied useful information to the institution.

The research was conducted to improve employee discipline in having absenteeis. PT. ABC has been using the attendance system with ID Card for 10 years. When employees forget to bring their ID cards, there will be a lot of manual work which is wasteful and can reduce employee productivity. In this study, an analysis of additional jobs was carried out because employees did not carry ID card.When the employee does not carry an ID card, the employee must write down the data in the book provided, the security officer must make sure the employee writes the data correctly, then delivers the book every morning to the HR payroll staff and takes it back every afternoon and the HR payroll staff must enter employee data manually to attendance data.Based on these conditions, the company, in this case the HR and IT department and in collaboration with all related departments, changed the attendance system from using an ID Card to a system with face detection.The face is a unique and inherent part of the body for every employee.The face is declared unique because everyone's face is different from one another even though they are twins.The application of the attendance system with face detection has an effect on improving employee discipline and productivity.

The study aims to know and analyze the effect of motivation, work discipline, and compensation on employee performance both partially and simultaneously. This research was carried out at PT. Sinar Jernih Suksesindo. The procedure starts from the trial of research instruments, data collection through questionnaires, conducting data analysis, and preparing research report results. The number of samples studied amounted to 130 employees. The data used in this study is the primary data that researchers obtain directly from the source. The result of this study states motivation, leadership and Compensation has significant effect on the employee performance with a sig value < 0.001. Factors that affect performance include work discipline, compensation, and motivation. Work discipline is needed to produce a good performance; with discipline, employees will try to do the work as much as possible, and the resulting performance will be better. Discipline must be enforced in an organization or company because without good employee discipline, and it is difficult for companies to realize their goals. The key to the company's success in achieving its goals is discipline. A discipline is a form of awareness or willingness of a person to obey all organizational or company regulations and applicable social norms.

Sharia national pension savings bank (BTPNS) is a company that provides financial products and services to people who are mengarh or pre-prosperous. Therefore, it is very necessary that BTPNS will foster discipline and provide the best service class for employees in their performance for underprivileged people. The purpose of this study is to understand whether employee discipline and service have a major impact on customer satisfaction levels. In this study, using a quantitative method with a research population of 2022 people who became BTPNS customers in the Cisarua area, Bogor Regency, with a sample of 100 customers. The results of the observation stated that the level of service and discipline had a very positive and relevant impact on customer satisfaction. This is confirmed from the results of hypothesis testing which states the relevant numbers of the two independent variables that help the hypothesis.

Purpose The United States Medical Licensing Examination (USMLE) recently announced 2 policy changes: shifting from numeric score reporting on the Step 1 examination to pass/fail reporting; and limiting examinees to 4 attempts for each Step component. In light of these policies, exam measures other than scores such as the number of exam attempts are of interest. Attempt limit policies are intended to ensure minimum standards of physician competency, yet little research has explored how Step attempts relate to physician practice outcomes. This study examined the relationship between USMLE attempts and likelihood of receiving disciplinary actions from state medical boards. Method The sample population was 219,018 graduates from U.S. and Canadian MD-granting medical schools who passed all USMLE Step exams by 2011 and obtained a medical license in the United States, using data from the National Board of Medical Examiners and the Federation of State Medical Boards. Logistic regressions estimated how attempts on Steps 1, 2 Clinical Knowledge (CK), and 3 exams influenced likelihood of receiving disciplinary actions by 2018, while accounting for physician characteristics. Results A total of 3,399 physicians (2%) received at least one disciplinary action. Additional attempts needed to pass Steps 1, 2 CK, and 3 were associated with an increased likelihood of receiving disciplinary actions (odds ratio [OR] = 1.07, 95% confidence interval [CI] = 1.01, 1.13; OR = 1.09, CI = 1.03, 1.16; OR = 1.11, CI = 1.04, 1.17, respectively), after accounting for other factors. Conclusions Physicians who took multiple attempts to pass Steps 1, 2 CK, and 3 were associated with higher estimated likelihood of receiving disciplinary actions. This study offers support for licensure and practice standards to account for physicians' USMLE attempts. The relatively small effect sizes, however, caution policy makers from placing sole emphasis on this relationship.

PT Tri Mandiri Selaras is a showroom company of Daihatsu cars equipped with authorized workshops for routine checks and maintenance as well as vehicle engine repair customers who are located on Aji Lake RT.05 Malay Village Kutai Kartanegara Regency. The number of employees working on PT Tri Mandiri Selaras are 26 people divided into 7 people mechanics, 6 administrators, 4 sales people, 2 office boys, 2 cashiers, 1 person, 1 head marketing and 3 human resouch developmen. The study was conducted in April 2018, the population data available in April 2018 was 25 people and the number of samples used in this study were 25 people. The analysis tools used are multiple regression analysis and hypothesis testing using F test and t test with the help of SPSS For Window 20.0. The results of F test calculations (simultaneous correlation / joint), variable punisment (X1) and reward (X2) simultaneously affect employee work discipline. Then the independent variables have a significant relationship or employee discipline variables influenced by the variable punisment (X1) and reward (X2). From both result of partial correlation test above seen the biggest punisment variable value compared to reward variable, so the punisment variable is the most dominant variable affecting employee work discipline. Keywords: Punishment, Reward, Work Discipline

Discipline is very important because discipline plays a role in creating disciplined and productive employees. Discipline means carrying out its responsibilities in accordance with office regulations, thus employees will become more productive and able to work effectively and efficiently. One of the factors that affect the discipline of work is the example of the leader, the example of the leader is very instrumental in determining the discipline of employees, because the leadership is used as an example and role model by his subordinates. The purpose of this study was to analyze the influence of leadership on work discipline. This research was included in associative-quantitative research, which was research that connects two or more variables to see the influence between variables through hypothesis testing. In this study, researcher gave five alternative answers to respondents using a scale of one to five. The population in this study was employees at the Office of Cooperatives, Small and Medium Enterprises, Industry and Trade of North Tapanulli Regency as many as 30 people under the leadership of echelon 3. The R Square value of 0.744 means that 7.44% of employee work disciplinary variables (Y) can be explained by leadership (X). While the remaining 25.6% can be explained by other variables that were not studied in this study. Based on the results of the analysis of this study where the leadership plays a role in the discipline of employees' work, this is because good leadership is one of the important factors in the process of disciplining employees' work. Leadership can affect employee discipline and result in the form of work requirements that employees will carry out. If the leadership in the company or organization is good and has the ability to influence or control its employees in carrying out office tasks then the work discipline will be improved as expected by the company.

The Office of Industry, Trade, Cooperatives and Small and Medium Enterprises of Yapen Islands Regency, Papua, as a local government agency is obliged to foster, protect, and pay attention to issues related to industry, trade, cooperatives, and small and medium enterprises. Good employee performance is important in order to support the smooth running of official duties. This study aims to examine and analyze the effect of work discipline, work ethic and work environment on employee work performance at the Department of Industry, Trade, Cooperatives and Small and Medium Enterprises, Yapen Islands Regency. Data collection techniques were carried out by distributing questionnaires and interviews. The sample used in this study were 66 respondents. The hypothesis was tested by multiple linear regression analysis with the help of SPSS software. The results of the analysis show that work discipline has a significant positive effect on employee work performance, the higher the level of employee discipline, the higher the work performance. Work ethic has a significant positive effect on employee work performance, the better the work ethic of the employee, the better the work performance. The work environment has a significant positive effect on employee work performance, the better the work environment, the better the employee's work performance.

The purpose of this study was to determine and analyze the implementation of the Employee Additional Income policy in Bengkulu Province. This type of research is descriptive qualitative. The type of data used is primary data obtained through interviews and documentation studies. Respondents or informants in the study were civil apparatus in Bengkulu Province Government recipients of Employee Additional Income. Data analysis method used is descriptive analysis and qualitative analysis. This study found that: (1) Terms of granting Employee Additional Income in the Bengkulu Province Government are calculated based on the determination of job weight, work performance and employee discipline, as stated in the Bengkulu Province Regulation concerning Giving Additional Income to Bengkulu Province Government Employees; and (2) Mechanisms for granting Employee Additional Income within the Bengkulu Province Government have been carried out according to operational standards for improving employee welfare in the Bengkulu Province Government, namely based on Bengkulu Province Regulation concerning Giving Additional Income to Bengkulu Province Government Employees.

Introduction. Human resources are the main factor, because with their main importance, namely as the activator and determinant of the agency, which is in charge of regulating the agency nets from start to finish. Even though the position of human resources in an agency is central, human resources themselves have many limitations and shortcomings that the agencies must pay attention to, so that human resources themselves are maximized in carrying out their duties assigned by the agencies themselves. Work discipline is one of the determining factors for the success of achieving the goals of an agency / company. Good employee discipline will accelerate company goals, while degenerating discipline will become a barrier and slow down the achievement of company goals. Aims and Task. This study aims to analyze and describe the influence of the work environment and motivation on the Work Discipline of the State Civil Apparatus, Panyileukan District. The population is 60 State Civil Servants, Panyileukan District, Bandung City. The method used in this research is descriptive and verification methods with a quantitative approach, in which the analysis uses the SPSS version 20 program package. Results. Based on the calculation results show that the variables of work environment and motivation to work discipline. Adjusted R square 0.336 shows that the influence of these two variables is 33.6% and the remaining 66.4% is influenced by other factors described by the researcher. Through the results of partial hypothesis testing, it is found that the work environment has a significant effect on Work Discipline Adjusted R by 0.333, indicating that the Work Environment has an influence of 33.3% and the remaining 76.7% is influenced by other factors, while motivation has a significant effect on discipline Adjusted R work of 0.014 shows that motivation has an influence of 1.4% while the remaining 98.6% is influenced by other factors. Conclusion. This study provides an insight that the work environment and motivation have a significant effect on work discipline, which means that work discipline will follow the work environment, and motivation is the same as a work environment that is constant.

This study aims to analyze the influence of motivation and leadership style on employee’s work discipline. The population in this study were 30 employees of PT. Cipta Pedagang Unggul. The sample used was 30 employees of PT. Cipta Pedagang Unggul with saturated sample method. The data used are primary data from observations, questionnaires, and interviews. The research instrument is a questionnaire. Data analysis method using Likert scale, processed using SPSS. This study proves that motivation has no significant effect on employee discipline. Leadership style has a positive and significant effect on employee discipline.

The attendance system is very important for assessing employee performance, especially in terms of employee discipline and responsibility. Android-based online attendance applications are starting to be frequently used by companies, because employee loyalty and performance are difficult to measure if the attendance system used by the company still uses a manual attendance system. The purpose of this study is to determine the Android-based online attendance system at the Regional Government Office of Majalengka Regency, West Java. The method used in this research uses a qualitative case study approach. The results showed that the online attendance system based on android can improve the discipline and responsibilities of civil servants in the Regional Government Office of Majalengka Regency, West Java.

Direktorat Jenderal Bea dan Cukai dalam hal ini Kantor Pengawasan dan Pelayanan Bea dan Cukai Tipe Madya Pabean B Makassar telah mengatur mekanisme penegakan disiplin kepada para pejabat dan pegawai di seluruh satuan kerja yang mulai dimplementasikan. Telah disusun butir-butir yang mengatur pegawai agar disiplin dalam berpakaian dinas seragam dan pakaian olah raga (untuk senam Jumat pagi), disiplin dalam kehadiran dan jam kerja, serta disiplin dalam sikap dan perilaku. Permasalahan yang terjadi dalam implementasinya adalah proses pencatatan pelanggaran pegawai yang dilakukan oleh Tim Penegak Disiplin masih secara manual, belum paperless, serta diperlukan transparansi yang dapat diakses secara real time atas kontrol kedisiplinan seluruh pegawai. Tujuan dari penelitian ini adalah untuk membuat sebuah sistem aplikasi pencatatan pelanggaran dalam proses penegakan disiplin secara elektronik yang memudahkan Tim Penegak Disiplin dalam melakukan administrasi pelanggaran. Penelitian ini merupakan bentuk penelitian terapan yang dilakukan dengan pendekatan kualitatif. Metode pengumpulan data yang digunakan melalui observasi, wawancara, telaah dokumen, dan dokumentasi untuk mendapatkan informasi-informasi yang berhubungan dengan pengembangan pegawai dan informan dalam penelitian ini berjumlah 3 (tiga) orang. Penelitian ini menghasilkan sebuah aplikasi sebagai solusi memudahkan proses penegakan disiplin yang berbasis aplikasi, dapat diakses secara mobile, sehingga diharapkan dapat meningkatkan kedisiplinan pegawai, serta sarana monitoring pimpinan terhadap tingkat pelanggaran disiplin. Oleh karena itu, demi kelancaran proses penegakan disiplin pegawai di dalam organisasi, diperlukan pemanfaatan SIPEDIS (Sistem Penegakan Disiplin) sebagai sarana yang mampu memberikan kemudahan dalam implementasinya.

This study aims to analyze and test the effect of compensation and work confusion on employee performance with discipline as an mediasi variable. This research was conducted at the Lima Puluh Kota Regional Secretariat with a type of comparative causal research. The population in this study was ASN who served in the Lima Puluh Kota Regional Secretariat totaling 118 people. Data is processed using Structural Equation Modeling (SEM) with the Smart PLS application. The results showed that: Compensation, positive and not significant effect on employee performance, the work environment had a positive and significant effect on employee performance, discipline had a positive and significant effect on employee performance, Compensation had a positive and significant effect on employee discipline, the work environment had a positive and significant effect. significant on employee discipline, Compensation on employee performance with disciplinary inter mediaries positive influence is not significant on employee performance, work environment on employee performance with disciplinary inter mediaries positive influence, and significant on employee performance at the Lima Puluh Kota Regional SecretariatKeywords: Compensation, Work Environment, Discipline, Employee Performance

This study aimed to determine and analyze the influence of transformational leadership style on employee discipline in the Office of Population and Civil Registry of Takalar Regency. This study used a descriptive study using quantitative methods and approaches that described the transformational leadership style of employee discipline in the Office of Population and Civil registry of Takalar Regency. The population in this study were all employees in the Office of Population and Civil Registry of Takalar regency as many as 50 people, civil servants were 30 people and 20 honorary. Sampling technique used saturated sampling. The results showed that the transformational leadership style had a positive and significant effect on employee discipline at the Office of Population and Civil Registration, with an R square coefficient of 0,524, meaning 52.4% of the leadership style affected employee discipline at the Office of Population and Civil Registration at Takalar Regency.

Penelitian ini bertujuan : (1) Pengaruh iklim organisasi terhadap efektifitas kinerja. (2) Pengaruh etos kerja terhadap efektifitas kinerja (3) Pengaruh disiplin kerja terhadap efektifitas kinerja organisasi (4) Pengaruh iklim organisasi, etos kerja, dan disiplin kerja terhadap efektifitas kinerja organisasi di Badan Pertanahan Nasional Papua Barat. Metode penelitian ini menggunakan metode Regresi Linear Berganda dengan populasi dan sampel sebesar 55 responden. Analisis data yang digunakan adalah analisis deskriptif untuk mendeskripsikan gejala hasil penelitian sedangkan untuk melihat pengaruh budaya organisasi, etos kerja dan disiplin kerja pegawai terhadap efektifitas kinerja Badan Pertanahan Nasional Papua Barat di Manokwari (data kuantitatif) menggunakan alat analisis regresi linear berganda. Hasil penelitian menunjukkan terdapat pengaruh secara bersama-sama budaya organisasi, etos kerja dan disiplin kerja terhadap efektifitas kinerja organisasi di Badan Peratanahan Papua Barat, dengan hasil uji F dengan nilai sig lebih kecil dari nilai t tabel. Kata Kunci : Budaya Organisasi, Etos Kerja, Disiplin Kerja, Efektifitas Kinerja Pegawai.

The purpose of this study was to determine and analyze the effect ofincentives on employee discipline at the Office of Housing and Settlementsof Bima Regency. The type of research used is associative, with a sampleof 68 respondents. The sampling technique used was purposive sampling.The research instrument used was a questionnaire with a Likert scalemeasurement. Data collection techniques by questionnaire, observationand documentation. Data analysis methods used were validity test,reliability test, simple linear regression, coeficient correlation, coeficientdetermination and t test (two part). The results of this study conclude thatincentives have a significant influence on employee discipline asevidenced by the t test value of 9,429 and Sig 0,000. The degree ofinfluence of incentives on employee discipline at Bima Regency Housingand Settlement Service Office is strong.Kata Kunci: Incentives, Employee Discipline

This study aims to determine whether there is an influence of growth opportunities, capital structure and dividend policy on investment decisions in manufacturing companies in the consumer goods industry sector which are listed on the Indonesia Stock Exchange (IDX) during the 2015-2018 period. The factors tested are growth opportunities, capital structure and dividend policy and investment decisions. The data used in this study are secondary data and this study uses 18 samples of manufacturing companies listed on the Indonesia Stock Exchange (IDX) for the 2015-2018 period. This study uses the Social Sciences Statistics Package (SPSS) version 17.0 to determine the results of the hypothesis. Tests using SPSS get results that show that: 1) growth opportunities have a positive and significant influence on investment decisions; 2) capital structure has a positive and significant effect on investment decisions; 3) dividend policy has a negative and significant effect on investment decisions; 4) growth opportunity variables (company growth opportunities, capital structure, dividend policy simultaneously influence investment decisions.Kata Kunci: Incentives, Employee Discipline

This article discusses the literature review on Public Sector Organizations, especially in the Work Environment, Behavior and Employee Discipline. The external environment refers to the factors and forces that are outside the organization but affect organizational performance. The specific environment is external forces that have a direct impact on decision making. Discipline is the desire and awareness to obey organizational rules and social norms. Therefore, discipline is an important means of achieving goals, therefore discipline development is a very important part of management. Any management in its implementation requires discipline of all members of the organization. Discipline is also said to be a means of training and educating people on rules so that there is compliance and so that they can run in an orderly and orderly manner in the organization. The existence of an attitude of work discipline, the results of employee work will be good and maximum. Of course this will have a positive impact on the sustainability of the company. The work done in a disciplined manner by employees will contribute to the organization.

This research aimed to discover and explain the role of employee satisfaction on the influences of work discipline and employee motivation on employee performance at The Research and Development Department of Ministry of Transportation, Republic of Indonesia. The research method used a quantitative approach. The population was 160 employees of that department. The sample taken by Slovin’s formula with 5% error tolerance was 115 respondents. The data collection technique was administered through questionnaires by convenience method. Data were analyzed by using SEM SmartPLS version 3.2.8 for Windows. The results showed that: work discipline had significant and positive influence on both employee performance and employee satisfaction; employee employee motivation had significant and positive influence on both employee performance and employee satisfaction. However, the path analysis results showed that the indirect influences of work discipline and employee employee motivation on employee performance through the mediating role of employee satisfaction were both smaller than their direct influences.

This study aims to determine the effect of simultaneous and partial compensation and workload discipline on the performance of employees of PT. Tozy Santosa Surabaya. This research is a quantitative study. Population and sample based on the distribution of questionnaires to the performance of the employees of PT. Tozy Santosa Surabaya was taken as many as 40 respondents. Data collection techniques used interviews, observations and questionnaires. Data analysis used was reliability test, validity test, classic assumption test and multiple linear analysis test. The results of the study were simultaneous and partial discipline, compensation and workload significant effect on the performance of employees of PT. Tozy SantosaSurabaya because of the significance of

Business competition is getting tougher, both locally and globally, requiring companies to increase their productivity with the right strategy. The optimal level of employee productivity will have a positive influence on the company's production and operational activities, both now and in the future. Employee training is one way to increase employee productivity. In addition to training, employee discipline can also increase employee productivity. The purpose of this study is to identify training programs and find out how much influence training and work discipline have on agribusiness company productivity. The object of research is the agribusiness company Packing Section employees. Data were collected through questionnaires, interviews, observations and literature studies. Prior to data analysis, the instrument questionnaire items were processed with validity and reliability tests. Then analyzed with descriptive analysis, linear regression analysis, correlation analysis, coefficient of determination and hypothesis testing. The results showed that the Packing Section employee training was carried out with the apprenticeship method and aimed at improving skills in using small machines to cut vegetables, knowledge of chemical use and firefighting training, and instructors from internal company. Research concludes that training has a significant effect on employee productivity, while work discipline has no significant effect on employee productivity. However, simultaneous training and work discipline have a significant effect on employee productivity

This research was conducted due to several problems including: the absence of efforts to transfer land rights according to clear procedures and conditions, the absence of legal certainty and protection for holders of land rights grants. This research was conducted on 20 people involved in the Ministry of Agrarian Affairs and Spatial Planning/National Land Agency Bungo Regency of Bungo Regency using a survey method with a descriptive qualitative approach. The results of the research show the procedures for administering the transfer of rights to land grants at the Ministry of Agrarian Affairs and Spatial Planning. Procedures for administering the transfer of land rights to the grant, for land that has been certified by the grantee and the grantee before the official land deed maker (PPAT) to sign the grant deed. In the process of making a grant deed, the grant giver must complete land data and data on the grantee and recipient of the grant. Obstacles to the Office of the Ministry of Agrarian Affairs in the Transfer of Rights to Land Grants is the high number of people who do not understand about the transfer of rights to land grants, underutilized office facilities and infrastructure, lack of employee discipline.

This research was conducted due to several problems, including: weak annual work program planning, weak program control, this research was conducted on 60 people involved in the Technical Implementation Unit in Rantau Pandan using the survey method with a descriptive qualitative approach with the aim of knowing how far. where is the implementation of the Technical Service Unit of the Rantau Pandan District Education Office. The results obtained: the duties and functions have not been carried out optimally, in providing direction it is quite good, there is still a lack of supervision carried out and from the results above there are several conditions that cause this to occur including the skill factor and the employee discipline factor.

INTRODUCTION: We conducted a descriptive study to evaluate any changes in practice behaviour regarding the provision of hydrocortisone and lignocaine (H&L) injections among doctors and how an H&L injection is priced following a disciplinary proceeding decision. A doctor had been fined SGD 100,000 for failing to obtain informed consent before an H&L injection. METHODS: We performed a survey shortly after the disciplinary decision to ascertain: (a) the category of the respondent; (b) whether the respondent provided H&L injections and how much he charged before the decision; and (c) after the decision. All members of the Singapore Medical Association and College of Family Physicians Singapore are doctors and were invited to participate. RESULTS: 1,927 doctors responded to the survey. Prior to the decision, 804 doctors did not perform H&L injections; this increased by 20.4% to 968 after the decision. The number of doctors who gave H&L injections decreased by 164 (14.6%), from the previous 1,123. Pre-decision, doctors who determined their own price for H&L injections charged a median pricing ≤ SGD 100. Post-decision, the median charge rose to > SGD 100 to SGD 200. At higher price bands, the number of doctors who charged > SGD 1,000 increased eight-fold, from eight to 65. CONCLUSION: The study demonstrated how a disciplinary decision can affect practice behaviour, and specifically how doctors may choose to not offer a service, an example of defensive medicine through avoidance behaviour. It also showed how prices for a service can rise following such a decision, which demonstrates the concept of negative general deterrence in sentencing.

In installation environments Jakarta Fatmawati hospital, the level of compensation is still unable to satisfy their existing employees, nor the motivation given by the management company is still lacking, and also the problem of employee discipline that can be categorized as a lack of discipline. Of course, with things like that can affect employee performance, but if the amount is very significant effect or not must be done further research.For studying, this research is conducted with the formulation of the problem as follows: (1) How much influence Compensation for employee performance Installation of Pharmacy in General Hospital Fatmawati, South Jakarta, (2) How much influence work motivation on employee performance Installation of Pharmacy in General Hospital Fitness Fatmawati, South Jakarta, (3) How much influence Work Discipline against employee performance Installation of Pharmacy in General Hospital Fatmawati, South Jakarta (4) How much influence Compensation, Work Motivation and Discipline Working together towards employee performance Pharmacy Installation at Home General Hospital Center Fatmawati, South Jakarta.To answer the problem formulation above, this study was conducted with descriptive correlational design. This research was conducted the hospital pharmacy environment Fatmawati Jakarta with a population of 150 people and a sample of 110 people. Samples taken at random proportional. Collecting data in this study using a questionnaire or a questionnaire as an instrument.The results showed that: (1) Compensation is the independent variable that proved positive and significant effect on the performance of employees by 93%, while the remaining 7% is influenced by other factors. It shows if the compensation increases, performance of employees will increase. (2) Motivation is a free variable that proved positive and significant impact on employee performance of 88.9%, while the remaining 11.1% is influenced by other factors. It shows if the motivation to increase the performance of employees will increase. (3) Discipline is the independent variable that proved positive and significant effect on the performance of employees amounted to 91.6%, while the remaining 8.4% is influenced by other factors. It shows if the discipline increases the performance of employees will increase. (4) Compensation, motivation and discipline simultaneously together significant positive effect on the performance of employees amounted to 96.8%. While the remaining 3.2% is influenced by other variables not examined in this study. Keywords : Compensation, Motivation, Discipline, Performance Officer.

This study aims to determine the effect of discipline on the performance of employees of the Community Health Center (Puskesmas) of Raya Pematangsiantar City. This research used the design of literature and field research. The research method used was the causality method with a quantitative approach. The type of data used in this study was qualitative and quantitative data. Data sources consisted of primary and secondary data. The population and sample used in this study were 34 permanent employees. Data collection was done by questionnaire, interview, and documentation. The analysis technique used was qualitative descriptive and quantitative descriptive analysis consisting of multiple linear regression, correlation test, the test of determination and hypothesis. The results of this study concluded that employee discipline and performance was good. Regarding the results of the hypothesis, it shows that discipline has a positive and significant effect on employee performance.

The State Civil Apparatus (ASN) is an important element in carrying out the tasks of government and development in a country. In implementing governance and development, professional ASNs are needed, free from political intervention, free from corrupt, collusion and nepotism practices, able to provide public services to the community and able to play a role as the glue of national unity and integrity based on Pancasila and the 1945 Constitution. as a tool requires guidance to improve the quality of human resources to work effectively and efficiently in providing services. the services provided to the community must be fair and comprehensive, especially in terms of providing services based on community rights so that justice in Indonesia can be realized. The State Civil Apparatus (ASN) prospective judges in Indonesia who are competent in carrying out their duties and functions will create a great court without negative attitudes or arbitrary actions of an officer. The State Civil Apparatus (ASN) guidance for prospective judges is important to improve the quality of ASN's work. The purpose of this paper is to identify the ASN model for prospective judges in realizing a large judiciary in Indonesia. This study uses a literature review method which is a research method by studying the literature or primary data sources used in research. From the results of research and data analysis, it can be determined that The State Civil Apparatus (ASN) coaching for prospective judges in Indonesia uses a coaching model based on employee discipline through the level of punishment from severe, moderate, and mild. See the position of Judge more priority to integrity than intelligence. Intelligence can be increased through various education and training programs. While morality which is the nature and basic nature can not be formed and improved. So prospective judges who behave despicably must be fired in order to realize a great court in Indonesia.

Drawing from moral foundations theory, we show that differences in sensitivity to distinct moral norms help explain differences in the perceived (un)fairness of punishing employees for off-duty deviance. We used an initial study to validate realistic examples of non-criminal behavior that were perceived as violating a specific moral foundation. Participants in the main study (n = 166) evaluated scenarios in which co-workers were fired for those behaviors, which took place outside of work but were revealed via social media. The extent to which participants valued the norm violated by the co-worker positively predicted perceived fairness of the firing, and negatively predicted expressed intent to take retributive action against the responsible manager. This effect was moderated by the presence of a pre-existing organizational policy regarding off-duty conduct, which uniformly decreased negative reactions to the firing. Because social media now makes the revelation of an employee’s off-duty behavior to a broad audience increasingly likely, our results suggest the importance of developing an approach for responding to employee off-duty deviance while highlighting the relevance of moral pluralism to the study of third-party reactions.

Whistleblowing has been examined from various angles over the past 40 years, but not yet as a matter of epistemology. Whistleblowing can be understood as resulting from the improper transmission of critical knowledge in an organization (eg, knowledge about poor care or wrongdoing). Using the sociology of ignorance, we wish to rethink whistleblowing and the failures it brings to light. This article examines how nurses get caught in the strategic circulation of knowledge and ignorance, which can culminate in acts of whistleblowing. The sociology of ignorance helps understand how whistleblowing is borne out of the complex and strategic circulation of knowledge and ignorance that spells multiple and intersecting epistemic positions for nurses. In particular, various organizational blind spots position nurses as untrustworthy and illegitimate speakers in the "business" of the organization. Organizational failings therefore remain concealed while nurses become hypervisible, both as faulty care providers and as problematic information brokers.

Work culture is a philosophy as values into the nature, habits, and the driving force that is shared by every individual in the working environment of an organization. This study aims to determine whether the work culture, discipline, openness, and cooperation has partially and simultaneously influence on work performance of Dispora employees. Based on the background and purpose of the study above it can be drawn a conclusion that is allegedly working culture that consists of a variable discipline, openness and cooperation and simultaneous partial effect on work performance. Allegedly discipline variable most dominant influence on the performance of Dispora employees. Data used in the study consisted of: primary data and secondary data. Further data collection techniques by using observation, documentary and questionnaire. Data analysis methods: Test Validity, Reliability Testing , Regression , Correlation , Coefficient of Determination , t Test , and Test F. From the test results obtained t count variable t discipline ( X1 ) 8.694 1.678 ≥ t table , openness variable ( X2 ) 4,656 ≥ t table 1,678 and variable cooperation ( X3 ) 7.498 1.678 ≥ t table. So it can be concluded that the discipline variable ( X1 ) , openness ( X2 ) and cooperation ( X3 ) partially significant effect on job performance ( Y ) employees Dispora Lamongan . ANOVA table F count equal to 233.739 ≥ f. The table is 2.81 means that the variable discipline, openness, and cooperation simultaneously significant effect on job performance . Y = 1.179 + 1,340X1 + 0,578X2 + 0,783X3. Judging from discipline variable regression coefficient of 1.340 has the greatest value compared with other variable regression coefficient (openness and cooperation). Thus it can be concluded that the most dominant factor influencing performance is variable discipline. Based on the above analysis of the research results it can be deduced that the variable discipline , openness , and cooperation has a significant influence on the performance of partially or simultaneously , and it can be seen that the variable most dominant discipline on job performance. Employee discipline should be put forward by the management office. Based on research conducted by multiple factors evident that discipline is regarded as an influential factor on the performance of the Dispora office.

Green Human Resource Management (GHRM) refers to usage of human resource rules to support the sustainable use of property resources and to guarantee environmental sustainability. The practices of GHRM include planning, green job analysis and design, green recruitment and selection, green induction, training and development, green performance appraisal, green reward management, green employee discipline management and green employee relations. This research aims to identify the extent to which Egyptian hotels adopt GHRM practices and the barriers of implementation. To achieve this aim, a total of 347 self-administrated questionnaires were distributed to a random sample of hotel human resource managers in Red Sea Region. Among the questionnaires returned, 303 were useable ones, representing a response rate of 87.3%. The results showed that Egyptian hotels in Red Sea Region do not apply the GHRM practices due to a number of barriers related to management and employees facing their implementations. There are some implications for both academics and hoteliers.

Aim This study explores Australian clinical nurses' and midwives' familiarity with a new code of conduct and understanding in what ways the code is important for nurses as they carry out clinical practice. Background Codes specify the expectations of nurses' responsibilities, legal requirements, behaviour and conduct. Being familiar with the code is central to being a professional nurse or midwife. As nursing continues to advance, updating the code is crucial to maintain professional and safe practice. Design This project utilized a cross-sectional descriptive design. Methods A survey was developed incorporating Likert-type scale assessments of the 7 value statements from the 2018 Australian Nurses' Code of Conduct for familiarity and importance. The survey included open-ended questions to elicit clinical nurses' experiences of conduct breaches, opinions regarding usefulness and relevance of the code for current practice. Data were collected at an acute care hospital in Sydney during January 2018. Results Significant differences relating to cultural and patient-centred approaches were revealed in the study. The new value involving the role of research was least understood and ranked least important by nurses and midwives. Professional 'integrity' resonated with participants when considering the behaviour of nurses, and short, unambiguous values were the most popular. Additionally, a substantial number of participants had no knowledge of the code or were not aware of the recently revised version. Conclusion and implications for nursing A code of conduct provides structure and guidance for workplace values and principles. A respected code is important to the nursing profession to help prevent inappropriate and incompetent behaviour and as a guide for nursing performance. Nurses in this study claimed the code was highly relevant to their work as a nurse and was incorporated into their daily practice.

Companies in achieving organizational goals requires human resources with high performance. Sophistication teknoloogi owned by the company does not mean anything if they are not supported by adequate human resources. This study aimed to determine the effect of labor discipline on the performance of employees at PT WOM Finance Kebumen. The method used is descriptive quantitative method. The analytical method used is the Spearman rank correlation and coefficient of determination. The results showed that employee discipline and performance of employees at PT WOM Finance Kebumen are in either category in number 80,63% and 80%. The relationship between the variables of labor discipline with the performance of employees amounted to 0,833 at the 5% significance level that the degree is very strong relationship in a positive direction. The coefficient of determination showed 0.682 which means that the variable is explained by the variable performance of employees working discipline by 68.2% and the remaining 21.8% is explained by other factors beyond the study.

This study aims to examine and analyze the effect of the application of fingerprint attendance on employee discipline in Markas Komando Direktorat Pengamanan Badan Pengusahaan Batam. Data collected through distributing questionnaires to 55 respondents. A sampling technique uses a saturation sampling. The data analysis method used is quantitative analysis using validity and reliability testing, classic assumption test, F test, t test, coefficient of determination and multiple linear regression analysis. The results of data analysis show that 1) the practical dimensions of fingerprint attendance have a positive but not significant effect on employee discipline, 2) the accurate dimension of fingerprint attendance has a positive but not significant effect on employee discipline, 3) high securities fingerprint attendance has a positive and significant effect on employee discipline, 4) the dimensions of fingerprint attendance hardware have a positive but not significant effect on employee discipline, 5) practical, accurate, high security, and fingerprint attendance hardware simultaneously have a positive and significant effect on employee discipline.

Discipline is very important for organizational growth, used primarily to motivate employees to be able to discipline themselves in carrying out work both individually and in groups. Besides that, the discipline is beneficial to educate employees to comply with and enjoy the rules, procedures, and policies that exist, so that they can produce good performance.The objectives of this study are: 1) To find out whether organizational culture and employees intrapreneurship have a partial effect on work discipline of employees in Brangkal Offset Mojokerto 2) To find out whether intrapreneurship organizational culture and employees simultaneously influence the work discipline of employees in Brangkal Offset Mojokerto. The population in this study were 35 people, this study used population research. In sampling from 35 employees, 100% were taken as subjects or respondents.Based on the results of the regression analysis it was found that first that: 1) There is a partial influence between intrapreneurship organizational culture and employees on employee discipline in Brangkal Offset Mojokerto. 2) There is a simultaneous influence between intrapreneurship organizational culture and employees on work discipline of employees in Brangkal Offset Mojokerto.

This study aims to test and analyze the work discipline of positive and significant effect on performance clerk Bappeda East halmahera Regency, the moderating influence of Retribution against the work performance of the employee discipline Bappeda East halmahera Regency, organizational commitment and significant positive effect on performance clerk Bappeda East halmahera Regency, and retribution to moderate the influence of organizational commitment on performance clerk Bappeda kabupaten East Halmahera. Methods of analysis used in this study was multiple linear regression that analysts used to analyze whether the variable eksogenus (a work discipline, organizational commitment, and retribution) affect variable endogenus (performance employees). The research results showed that the variables work discipline, organizational commitment, and retribution is positive and significant effect on performance in the next variable employee discipline of work and organisational commitment is also positive and significant effect against retribution on halmahera Regency or halmahera bappeda timurdari test results have significance > t-table, or 5,050 > 1,679, then disciplined to work influential and significantly to the performance of the employees. t-female > t-table, or 5,769 > 1,679, then the most influential and significant organizational commitment against the performance of employees.

Serious ethical violations in medicine, such as sexual abuse, criminal prescribing of opioids, and unnecessary surgeries, directly harm patients and undermine trust in the profession of medicine. We review the literature on violations in medicine and present an analysis of 280 cases. Nearly all cases involved repeated instances (97%) of intentional wrongdoing (99%), by males (95%) in nonacademic medical settings (95%), with oversight problems (89%) and a selfish motive such as financial gain or sex (90%). More than half of cases involved a wrongdoer with a suspected personality disorder or substance use disorder (51%). Despite clear patterns, no factors provide readily observable red flags, making prevention difficult. Early identification and intervention in cases requires significant policy shifts that prioritize the safety of patients over physician interests in privacy, fair processes, and proportionate disciplinary actions. We explore a series of 10 questions regarding policy, oversight, discipline, and education options. Satisfactory answers to these questions will require input from diverse stakeholders to help society negotiate effective and ethically balanced solutions.

Medical regulators have a responsibility to protect, promote, and maintain the health and safety of patients. Here, we compare and contrast the processes for addressing concerns about doctors in four countries with legal systems based on English common law: the UK, Australia, the United States, and Canada. The legal provisions underpinning each jurisdiction’s disciplinary processes depict distinctive outlooks from the different authorities as each works toward the same goal. The initial stages of the investigation process are broadly similar in all of the jurisdictions examined. Each process, however, has subtle differences with regard to its comparators. Factors include how matters of discipline are framed, the constitution of disciplinary panels, and how the perceived independence of these panels all philosophically affect the public safety remit of each regulator. This work constitutes the first comparison of international regulatory frameworks for the profession of medicine.

During the Covid-19 pandemic the government implement the imposition of Large-Scale Social Restrictions (PSBB). This PSBB also has an impact on companies in Jabodetabek including PT Akses Digital Indonesia. In order to comply with regulations given by the government, PT Akses Digital Indonesia has implemented a Work From Home (WFH) policy for its employees. During the implementation of the WFH policy, had difficulty monitoring the performance of its employees. Attendance is one measure of the level of performance, especially employee discipline. Based on the identification of the problem, an employee presence web service application is needed. Of course, this application should be as effective as conventional fingerprint machines in offices. This application is accompanied by a validation feature using geotagging, fingerprint and device checkers to minimize fraud when employees make attendance. This study implements the RESTful API security feature on web services using JSON Web Token (JWT) based on the HMAC SHA-256 algorithm. All implementation stages are tested using the Black Box method and show that JWT can secure the authentication process and secure data. The validation feature is able to provide attendance data with an accuracy of 90,9%.

Employee performance in a motor vehicle tax payment service is very important. Various efforts to repair and rearrangement have been taken seriously. Even so, the results still do not look encouraging, because there are still many illegal levies, inconsistent with the speed of service, and employee discipline, is still a daily sight. The research method used is a qualitative approach with a qualitative descriptive research type. Using research informants. Data collection techniques are, Observations, Interviews, and Documents. Data Analysis Techniques include Data Reduction, Data Presentation, and Conclusion Withdrawal. The results showed that the Employee Performance in the Regional Revenue Service Unit (UPPD) of the SAMSAT Banjarmasin II Office was still low because there were still officers who could not be replaced directly by anyone if they were not present unless appointed directly by the leadership, some officers were found to practice brokers secretly , and inconsistent with the speed of service. However, in the event that the service process for motor vehicle tax payments has been carried out properly because it is in accordance with the procedures established by the SOP.

Judicial amnesty is one of the main issues that raises many inquiries, The most important of which is the problematic of the extent of the impact of the judicial amnesty on the accused employee on his disciplinary accountability for the act he committed and which resulted in both criminal and disciplinary responsibilities, On the basis of this problem, we discussed the topic (judicial amnesty and its impact on the disciplinary responsibility of the public employee) according to the analytical approach and comparison between laws that contain different legal provisions, In order to analyze the legislative texts in Iraq and other countries that adopt a system of judicial amnesty and compare them with some, in order to find the right direction regarding it. Through our study we found that, judicial amnesty generally haven’t effect on the disciplinary responsibility of a judicially pardoned employee, and when referring to the Iraqi State Employee Discipline Law No. (14) Of 1991 amended, We find that the administration has the right to discipline the employee, despite his judicial exemption, but by referring to the text of Article (8 / VII / A, B) and Article (8 / VIII / B) of the aforementioned law, we find that the administration cannot impose the punishment of dismissal and removal except If a court ruling is found, the employee will be convicted, This means that the administration must impose other penalties stipulated in Article (8) mentioned above, in a manner consistent with the gravity of the act committed by the employee who is judicially pardoned. In the context of seeking to solve these problems, the legislator recommended that we need to amend Article (129 / A) of the Iraqi Criminal Procedure Law No. (23) For 1971 amended, and Article (8 / VIII / A) of the Iraqi State Employee Discipline Law No (14) for 1991 amended.