Work Discipline as the Stronger Predictor of Public Sector Employee Performance

Abstract

General Background: Public sector organizational accountability depends not only on systems, regulations, and technological support but also on employee behavioral factors that shape task execution and responsibility. Specific Background: The studied regional financial management agency recorded average key performance indicator achievement of 84% of organizational targets, monthly attendance of 81%, and 43% of employees reporting inadequate recognition and development opportunities, indicating challenges related to motivation and workplace compliance. Knowledge Gap: Despite previous evidence linking motivation and disciplined behavior with job outcomes, limited empirical research has examined their relative contributions within regional public financial administration. Aims: This study examines the relationships between work motivation, work discipline, and employee performance using a cross-sectional survey of 44 employees and multiple linear regression analysis. Results: Work motivation was positively and significantly associated with employee performance (β = 0.303; p = 0.040), while work discipline showed a larger positive association (β = 0.541; p < 0.001). Together, both variables explained 62.9% of performance variance. Novelty: The findings establish disciplined workplace behavior as the more dominant explanatory factor relative to motivation within the examined public administration setting. Implications: Public organizations should prioritize regulatory compliance, punctuality, procedural adherence, responsibility, recognition, and development opportunities when strengthening workforce outcomes. Highlights: Motivation showed a positive significant association with job outcomes (β = 0.303; p = 0.040). Rule adherence produced the larger standardized coefficient (β = 0.541; p < 0.001). The regression model accounted for 62.9% of observed variance in job outcomes. Keywords: Work, Performance, Responsibility