The Influence of Discipline, Compensation, and Motivation on Employee Performance Mediated by Job Satisfaction at Universitas Mandala Waluya
Keywords:
Compensation, Discipline, Employee Performance, Job Satisfaction, Motivation.Abstract
This study aims to examine the effect of Discipline, Compensation, and Motivation on Employee Performance, with
Job Satisfaction acting as a mediating variable at Universitas Mandala Waluya. The research employs a quantitative
approach using primary data collected through questionnaires distributed to lecturers and education staff. The total
sample consisted of 118 respondents selected using a census (saturated sampling) technique. Data analysis was
conducted using Partial Least Squares Structural Equation Modeling (PLS-SEM) to evaluate both the measurement
model and the structural model. The results indicate that Discipline, Compensation, and Motivation each have a
positive and significant effect on Job Satisfaction. Furthermore, Discipline, Compensation, and Motivation each have
a positive and significant direct effect on Employee Performance. Job Satisfaction is also found to have a positive and
significant effect on Employee Performance. The mediation analysis demonstrates that Job Satisfaction significantly
mediates the relationship between Discipline, Compensation, and Motivation on Employee Performance. The Rsquare values indicate a strong explanatory power of the model in explaining variations in Job Satisfaction and
Employee Performance. These findings suggest that improving disciplinary practices, providing fair compensation,
and strengthening employee motivation can enhance job satisfaction, which in turn contributes to improved employee
performance. This study contributes to human resource management literature by providing empirical evidence on
the mediating role of Job Satisfaction in the higher education sector and offers practical implications for institutional
management in developing effective performance improvement strategies.
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This work is licensed under a Creative Commons Attribution 4.0 International License.
This work is licensed under a Creative Commons Attribution 4.0 International License.
