Penelitian ini bertujuan untuk mengetahui pengaruh reward dan punishment terhadap kinerja karyawan dengan disiplin kerja sebagai variabel intervening pada PT. Patapan Karya Mulya. Latar belakang penelitian ini didasarkan pada permasalahan rendahnya kinerja karyawan yang ditunjukkan dari hasil pra-survei dan penilaian kinerja periode Januari–Desember 2023, di mana sebagian besar karyawan belum mampu mencapai target kerja, menyelesaikan pekerjaan tepat waktu, serta menunjukkan ketelitian dan ketepatan dalam mengambil keputusan. Faktor yang diduga memengaruhi kinerja karyawan adalah reward, punishment, dan disiplin kerja. Penelitian ini menggunakan metode kuantitatif dengan pendekatan deskriptif dan verifikatif. Populasi dalam penelitian ini adalah seluruh karyawan PT. Patapan Karya Mulya, dengan jumlah sampel sebanyak 83 responden. Teknik pengumpulan data dilakukan melalui penyebaran angket atau kuisioner. Data dianalisis menggunakan uji validitas, reliabilitas, uji asumsi klasik, uji regresi, uji koefisien determinasi (R²), uji t (parsial), serta analisis jalur (path analysis) untuk mengetahui pengaruh langsung dan tidak langsung antar variabel. Hasil penelitian menunjukkan bahwa reward berpengaruh positif dan signifikan terhadap kinerja karyawan. Punishment juga berpengaruh positif dan signifikan terhadap kinerja karyawan. Selain itu, reward dan punishment berpengaruh positif dan signifikan terhadap disiplin kerja. Disiplin kerja terbukti berpengaruh positif dan signifikan terhadap kinerja karyawan, serta disiplin tidak dapat memediasi pengaruh reward terhadap kinerja karyawan tetapi disiplin kerja dapat memediasi pengaruh punishment terhadap kinerja karyawan. Dengan demikian, perusahaan disarankan untuk lebih mengoptimalkan sistem pemberian reward dan punishment, serta meningkatkan kedisiplinan kerja guna meningkatkan kinerja karyawan.
Kata Kunci : Reward, Punishment, Disiplin Kerja, Kinerja Karyawan, Path Analysis

This study aims to determine the effect of reward and punishment on employee performance with work discipline as an intervening variable at PT. Patapan Karya Mulya. The background of this study is based on the problem of low employee performance as shown by the results of the pre-survey and performance assessment for the period January–December 2023, where most employees have not been able to achieve work targets, complete work on time, and demonstrate accuracy and precision in making decisions. Factors suspected of influencing employee performance are reward, punishment, and work discipline. This study uses a quantitative method with a descriptive and verification approach. The population in this study were all employees of PT. Patapan Karya Mulya, with a sample size of 83 respondents. Data collection techniques were carried out by distributing questionnaires. Data were analyzed using validity tests, reliability tests, classical assumption tests, regression tests, coefficient of determination tests (R²), t-tests (partial), and path analysis to determine the direct and indirect effects between variables. The results showed that rewards had a positive and significant effect on employee performance. Punishment also had a positive and significant effect on employee performance. In addition, reward and punishment have a positive and significant effect on work discipline. Work discipline has been proven to have a positive and significant effect on employee performance, and discipline cannot mediate the effect of reward on employee performance but work discipline can mediate the effect of punishment on employee performance. Thus, companies are advised to further optimize the reward and punishment system, and improve work discipline in order to improve employee performance.
Keywords: Reward, Punishment, Work Discipline, Employee Performance, Path Analysis