Driving Public Sector Performance through Discipline Remuneration and Motivation Evidence from ASN PPPK in Indonesia

Abstract

The performance of Government Employees with Work Agreements (ASN PPPK) plays a crucial role in ensuring the effectiveness of public sector institutions, particularly within legislative-supporting bodies such as the Secretariat of the DPRD of East Kalimantan Province. However, achieving optimal performance remains a challenge due to the interaction of behavioral and organizational factors. This study aims to analyze the influence of work discipline, remuneration, and employee motivation on ASN PPPK performance. A quantitative approach with a causal associative design was employed, involving 120 respondents selected through simple random sampling from a population of 172 employees. Data were collected using structured questionnaires measured on a Likert scale and analyzed using multiple linear regression with SPSS. The results indicate that work discipline (β = 0.325; p < 0.05), remuneration (β = 0.210; p < 0.05), and employee motivation (β = 0.450; p < 0.05) each have a positive and significant effect on performance. Among these variables, employee motivation emerges as the most dominant factor. Simultaneously, all variables significantly influence performance (p < 0.001), with an adjusted R² value of 0.685, indicating that 68.5% of performance variation is explained by the model. These findings suggest that improving ASN PPPK performance requires a balanced and integrated human resource management approach that strengthens discipline, ensures fair remuneration, and prioritizes motivation enhancement. The study highlights the importance of career development opportunities and performance recognition systems in fostering sustainable employee performance in the public sector.