Work Motivation and Work Discipline as Predictors of Employee Productivity at the West Nusa Tenggara Provincial Health Office

Abstract

This study examines whether work motivation and work discipline predict employee productivity at the West Nusa Tenggara Provincial Health Office, both individually and jointly. A quantitative associative survey design was employed. The population comprised 129 permanent employees, and 56 respondents were selected using the Slovin formula and proportionate stratified random sampling. Data were collected through a five-point Likert questionnaire and analyzed with SPSS version 25 using validity and reliability testing, classical assumption testing, multiple linear regression, t tests, an F test, and the coefficient of determination. All retained items were valid, and construct reliability coefficients ranged from 0.759 to 0.766. Work motivation positively and significantly predicted productivity (B = 0.262, beta = 0.338, t = 2.497, p = 0.016), while work discipline showed a stronger positive prediction (B = 0.411, beta = 0.455, t = 3.362, p = 0.001). The overall model was significant, F(2, 53) = 31.748, p < 0.001, with R-squared = 0.545 and adjusted R-squared = 0.528. Descriptively, work motivation was high (M = 3.93), work discipline was very high (M = 4.23), and employee productivity was high (M = 4.08). Social needs were the strongest motivational dimension, whereas effective use of working time was the strongest discipline dimension. The findings indicate that public-sector productivity is supported by both psychological encouragement and consistent rule-oriented behavior. Managers should strengthen career security, recognition, development opportunities, and punctuality while maintaining compliance with procedures and effective time use.