PENGARUH REWARD AND PUNISHMENT, KOMPETENSI DAN PELATIHAN TERHADAP KINERJA PEGAWAI MELALUI DISIPLIN KERJA PADA DINAS PERTANIAN DAN KETAHANAN PANGAN KABUPATEN SITUBONDO

Ananda Insani Wulandari (Universitas Abdurachman Saleh Situbondo)
Lusiana Tulhusnah (Universitas Abdurachman Saleh Situbondo)
Yudha Praja (Universitas Abdurachman Saleh Situbondo)

Jurnal Mahasiswa Entrepreneur
Vol 5 No 5 (2026): MEI 2026

Human resources constitute a strategic asset that plays a pivotal role in determining organizational success. Accordingly, improving employee performance requires comprehensive support through the implementation of an effective reward and punishment system, competency development, the provision of training programs, and the reinforcement of work discipline. This study aims to examine the effects of reward and punishment, competence, and training on employee performance, with work discipline serving as an intervening variable at the Department of Agriculture and Food Security of Situbondo Regency. This study employed a quantitative research approach using a survey method. The research population comprised all Civil Servants (ASN/PNS) employed at the Department of Agriculture and Food Security of Situbondo Regency. A saturated sampling technique was applied, whereby the entire population of 53 employees was selected as the research respondents. Data were collected through both offline and online questionnaires and subsequently analyzed using the Partial Least Squares Structural Equation Modeling (PLS-SEM) technique with SmartPLS 3.0 software.The direct hypothesis testing revealed that reward and punishment had a positive and significant effect on work discipline; competence exerted a positive but statistically insignificant effect on work discipline; training had a positive and significant effect on work discipline; reward and punishment had a positive and significant effect on employee performance; competence demonstrated a positive but statistically insignificant effect on employee performance; training also showed a positive but statistically insignificant effect on employee performance; and work discipline exhibited a positive but statistically insignificant effect on employee performance. Furthermore, the indirect hypothesis testing indicated that reward and punishment, competence, and training each had positive but statistically insignificant indirect effects on employee performance through work discipline.