<![CDATA[Employee performance in primary healthcare institutions is central to service quality, yet the drivers of that performance are not always straightforward. This study examines the partial and simultaneous effects of work discipline, motivation, and incentive provision on employee performance at the Goranggareng Taji Community Health Center (Puskesmas), Magetan Regency, and identifies the most dominant factor. A quantitative approach was used, with a census of all 64 employees. Data were collected via a Likert-scale questionnaire and analyzed using multiple linear regression in SPSS, following validity, reliability, and classical assumption tests. Results show that motivation (β = 0.327; p = 0.001) and incentive provision (β = 0.318; p < 0.001) had significant positive effects on performance, while work discipline had a significant negative effect (β = −0.389; p = 0.003). Simultaneously, the three variables significantly affected performance (F = 20.864; p < 0.001), explaining 51.1% of its variance (R² = 0.511). Incentive provision (0.533) was the most dominant predictor, followed by motivation (0.502) and work discipline (−0.415). The negative discipline coefficient, despite high discipline scores, suggests a ceiling effect and shows that administrative compliance alone does not improve performance without adequate motivation and reward. Puskesmas management should therefore pursue an integrated human-resource strategy that couples discipline with motivational support and a fair, transparent incentive system.]]>
