<![CDATA[Purpose: This study compares two independently specified models from Indonesian public service organizations to examine whether the relationship between work discipline and employee performance is consistent across different organizational settings. Research Method: A structured cross-study comparison was conducted using findings from two independent cross-sectional studies. The first examined employees of a regional public hospital, focusing on work environment and work discipline. The second examined a district land administration office, focusing on organizational culture, leadership, and work discipline. Results were interpreted within each model and compared descriptively without pooling individual-level data. Results and Discussion: Work discipline showed a positive relationship with employee performance in the hospital study, whereas it did not demonstrate a distinct relationship in the land administration study after other organizational factors were considered. These contrasting patterns indicate that the discipline–performance relationship may depend on model specification and organizational conditions. Implications: Differences in samples, measurement instruments, and predictor configurations limit direct comparison. Future studies should use harmonized multi-site designs and equivalent measures. Originality: The study demonstrates that the relationship between work discipline and employee performance is not necessarily consistent across public service organizations and emphasizes context-sensitive interpretation of comparative findings.]]>
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