<![CDATA[This cross-sectional study examined whether compensation, workplace need satisfaction, and perceived disciplinary regime were associated with employee performance at the One-Stop Integrated Investment and Licensing Service Office of Asahan Regency, North Sumatra. A census produced 30 usable responses to a 19-item questionnaire. Because the five Maslow-based items assess need satisfaction rather than motivational intensity, and the five Hasibuan-based items assess organisational determinants of discipline rather than individual rule-following, the constructs were relabelled to match their item content. The ordinary least squares model was significant, F(3, 26) = 13.94, p < .001, R² = .617, adjusted R² = .572. Compensation showed the largest positive partial association (B = 0.285, 95% CI [0.182, 0.388], β = .710), workplace need satisfaction showed a smaller positive association (B = 0.113, 95% CI [0.021, 0.205], β = .313), and perceived disciplinary regime showed a negative partial association (B = −0.173, 95% CI [−0.271, −0.075], β = −.453). Incremental effect sizes were calculated from changes in R², but their magnitude is sample-dependent because N = 30 and all variables were concentrated near their scale ceilings. Zero-order correlations and verified standard deviations were unavailable; consequently, suppression and motivation crowding are treated as untested explanations rather than demonstrated mechanisms. The findings warrant replication with respondent-level data, direct measures of motivation and individual discipline, and longitudinal or experimental designs.]]>
