Wiwin Ottu, Frans Gana, Maria Lino

Pengaruh Kompetensi, Self-Efficacy, Disiplin dan Lingkungan Kerja terhadap Kinerja Karyawan RSUD S.K. Lerik Kupang di Moderasi Kepuasan

Introduction

Pengaruh kompetensi, self-efficacy, disiplin dan lingkungan kerja terhadap kinerja karyawan rsud s.k. Lerik kupang di moderasi kepuasan. Kaji pengaruh kompetensi, self-efficacy, disiplin, dan lingkungan kerja terhadap kinerja karyawan RSUD S.K. Lerik Kupang. Kepuasan kerja memengaruhi kinerja secara langsung.

Abstract

This study aims to analyze the influence of HR competency, self-efficacy, work discipline, and non-physical work environment on employee performance, with job satisfaction as a moderating variable at SK Lerik Kupang Regional General Hospital. The study sample consisted of 203 randomly selected employees, with data collected through questionnaires and analyzed using Partial Least Square (PLS), this method is strong in predicting the relationship between latent variables and their indicators. The results showed that competency, self-efficacy, work discipline, and non-physical work environment had a positive and significant effect on employee performance. Meanwhile, job satisfaction was proven to have a direct effect on performance, but did not moderate the relationship between the four variables and employee performance. This finding confirms the importance of improving competency, discipline, self-efficacy, and the quality of the work environment in driving performance, while job satisfaction plays a more independent role.

Review

This study presents a clear and relevant investigation into factors influencing employee performance within a specific healthcare setting, RSUD S.K. Lerik Kupang. The objective to analyze the impact of HR competency, self-efficacy, work discipline, and non-physical work environment, with job satisfaction as a potential moderator, is well-articulated and addresses a critical area for organizational success. The methodology appears sound, employing a substantial sample size of 203 randomly selected employees and utilizing Partial Least Square (PLS) analysis, a technique explicitly highlighted for its predictive strength in examining relationships between latent variables. This robust approach provides a solid empirical foundation for the findings. The findings reveal significant insights into the direct drivers of employee performance. Competency, self-efficacy, work discipline, and the non-physical work environment were all found to exert a positive and significant direct effect on performance, reinforcing established theories in human resource management. A particularly noteworthy result pertains to job satisfaction: while it was proven to have a direct positive effect on performance, it did not fulfill its hypothesized role as a moderating variable for the relationships between the four independent variables and employee performance. This distinction is crucial, suggesting that while satisfaction is independently important for performance, it may not amplify or diminish the strength of other established performance drivers in this specific context, offering valuable nuances for practitioners. Overall, this study makes a valuable contribution by empirically confirming several key determinants of employee performance within a healthcare environment in Indonesia. The identification of strong direct effects provides clear, actionable avenues for intervention for hospital administrators, emphasizing the importance of strategic investments in staff training, fostering a sense of self-belief, upholding work discipline, and cultivating a positive work environment. While the lack of a moderating effect for job satisfaction is an interesting finding, it also opens doors for future research to explore the nuances of its role in greater depth or investigate other potential moderating mechanisms. The findings offer a strong basis for developing targeted human resource strategies, even if the single-location focus suggests a need for further validation in diverse contexts.

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