Corresponding Author: I
Gusti Made Suwandana
E-mail: [email protected]
INTRODUCTION
Human Resources are the resources that most
determine the success of an organization. Companies are required to manage
their human resources properly for the sake of the company's progress, success
in the company's processes is determined by the achievement of good performance
results by employees. This research
was conducted on hospital employees in Denpasar, Bali where employees are
required to remain professional in carrying out their work while maintaining
health protocols during this Covid 19 pandemic.
Table 1. List
of Hospital Names in Denpasar Bali
Source: Wikipedia, 2022
The current Covid 19 phenomenon
has resulted in hospital workers having to work extra extra than usual. Of
course, this results in the emergence of problems that result in a decrease in
the performance of hospital employees. From the results of initial interviews
with the leadership and several employees who were met, there were problems
within the hospital such as decreased employee commitment as a result of the
pandemic situation, lack of attention and fairness of leadership in the
division of tasks to employees, lack of appreciation for employees who had
carried out their duties well, and the lack of coordination between fellow
employees and leaders in their work so that it has an impact on employee
performance in providing services to patients.
(Massie et al., 2018) suggest that performance can be defined as the ability of an
employee to be responsible for carrying out the assigned tasks. In this study,
the factors that influence employee performance are leadership style, work
motivation and organizational commitment. According to (Robbins, 2017) organizational commitment is a condition where an employee favors
a particular organization and its goals and desires to maintain membership in
the organization. Research by (Tuada et al., 2020), (Kusa & Mansur, 2018), (Saputri & Muhsin, 2018), (Hafiz, 2017), and (Marhayani & Ibrahim, 2019) shows that commitment has a positive effect on performance.
employee. But on the contrary with research conducted by (Harwiki, 2016) and (Bodroastuti et al., 2018) which shows that commitment has no effect on employee
performance.
Success in
advancing the quality of human resources along with standardization of company
operations cannot be separated from the role of leaders in carrying out their
managerial functions in an organization. According to (Saputra & Danim, 2019), leadership style can maximize productivity, job satisfaction,
and easily adapt to all situations. Research (Purwanto et al., 2020), (Amrani et al., 2019), (Desta, 2019), and (Soegihartono, 2019) show that leadership has a positive effect on employee
performance. On the other hand, research conducted by (Marjaya & Pasaribu, 2019), and (Sukrisnawati et al., 2019) shows that leadership has no effect on employee performance.
A leader must
provide direction to subordinates, motivate those who drive or move employees
to work together productively and achieve the goals set by the company.
According to (Ekhsan et al., 2019) motivation comes from the word motive which means encouragement.
It can be interpreted that motivation means a condition that influences a
person to take action with a specific purpose. The results of research by (Haryono & Sulistyo, 2020), mention that motivation has a positive and significant influence
on employee performance, in contrast to the results of research conducted by (Hasanah, 2017), (Aryanta et al., 2019) motivation has no effect on employee performance and research
results from (Kumarawati et al., 2017) motivation have a negative effect on employee performance.
Based on the
background provided, the objectives of this study are to examine the role of
leadership, work motivation, and organizational commitment in the performance
of hospitals in Bali. The research is expected to make a significant
contribution to the understanding of practitioners, hospital management, and
health policies in Bali. Anticipated benefits include a profound understanding
of the roles of leadership, work motivation, and organizational commitment in
the context of hospital performance. The study is also expected to provide
management guidance, support the improvement of healthcare service quality,
contribute to academic literature, and serve as a basis for policy decisions in
developing strategies to enhance hospital performance in the region.
METHOD
This research
was conducted on hospital employees in Denpasar, Bali. The background for
choosing the location of this research is because there are problems related to
the variables of leadership, work motivation, organizational commitment and
employee performance due to the Covid 19 pandemic. The operational definitions
of variables in this study are as follows:
Table 2.
Definition of Operational Variables
|
Variable
|
Variable Operational Definition
|
|
Employee
Performance (Y)
|
a. Work Quantity (Y1)
b. Quality of Work (Y2)
c. Output Term (Y3)
d. Cooperation (Y4)
|
|
Leadership
(X1)
|
a. Intelligence (X1.1)
b. Broad Maturity, Social and Relationships (X1.2)
c. Self motivation and achievement drive (X1.3)
d. Attitudes of human relations (X1.4)
e. Strong Influence (X1.5)
f. Have a good relationship pattern (X1.6)
g. Has certain properties (X1.7)
h. Possess position (X1.8)
i. Able to interact (X1.9)
j. Capable of beguiling (X1.10)
|
|
Work
Motivation (X2)
|
a. Behavior Direction (X2.1)
b. Business Level (X2.2)
c. Persistence Level (X2.3)
|
|
Employee
Commitment (X3)
|
a. Strong desire to
remain as a member of the organization (X3.1)
b. Desire to take
action on behalf of the organization (X3.2)
c. Acceptance of
company values and goals (X3.3)
d. High and low
absenteeism rate (X3.4)
|
Source reference, 2022
This study used a sample of 200
respondents who were employees of 20 hospitals in Denpasar Bali. Data was
collected through interviews and questionnaires. The analysis technique used is
multiple linear regression analysis. to find out or get an idea about the
influence of leadership variables, work motivation and employee commitment on
performance variables using SPSS for Windows Program.
RESULTS AND DISCUSSION
This study
used 200 respondents who were employees of 20 hospitals in Denpasar Bali with
the criteria of age, gender, age, education and years of service. The
percentage of male respondents is 47.5 percent and female respondents are 52.5
percent. This shows that hospital employees in Denpasar are dominated by women.
The highest percentage of age is 32.5 percent with an age range of 26-30 years,
while the lowest percentage of age is > 40 years by 20 percent. This means
that hospital employees in Denpasar are mostly 26-30 years old because they are
considered to be still productive and actively working. The respondent's last
dominant education was at the undergraduate level with a percentage of 38.5
percent, while for the last education it was master's with a percentage of 17.5
percent. This shows that the position of hospital employees in Denpasar is
mostly filled by S1 graduates. The dominant tenure of respondents is 3-5 years
with a percentage of 37.5 percent, while for a period of 1-2 years it has a percentage
of 27 percent. This shows that the working period of hospital employees in
Denpasar is dominated by 3-5 years.
Research
Instrument Test Results
Table
3. Instrument Validity Test Results
|
Variable
|
Indicator
|
Pearson
Correlation
|
Information
|
|
Employee
Performance (Y)
|
Y.1
|
0.810
|
Valid
|
|
Y.2
|
0.803
|
Valid
|
|
Y.3
|
0.832
|
Valid
|
|
Y.4
|
0.717
|
Valid
|
|
Leadership
(X1)
|
X1.1
|
0.662
|
Valid
|
|
X1.2
|
0.667
|
Valid
|
|
X1.3
|
0.726
|
Valid
|
|
X1.4
|
0.589
|
Valid
|
|
X1.5
|
0.663
|
Valid
|
|
X1.6
|
0.398
|
Valid
|
|
X1.7
|
0.753
|
Valid
|
|
X1.8
|
0.767
|
Valid
|
|
X1.9
|
0.327
|
Valid
|
|
X1.10
|
0.450
|
Valid
|
|
Work
motivation (X2)
|
X2.1
|
0.883
|
Valid
|
|
X2.2
|
0.719
|
Valid
|
|
X2.3
|
0.838
|
Valid
|
|
Employee
commitment (X3)
|
X3.1
|
0.619
|
Valid
|
|
X3.2
|
0.728
|
Valid
|
|
X3.3
|
0.610
|
Valid
|
|
X3.4
|
0.711
|
Valid
|
Source:
processed data, 2022
The results of the validity test in this study showed that the
four variables obtained a correlation coefficient value (Pearson Correlation)
with a total score of all indicators greater than 0.30. This proves that the
statement items in this research instrument have met the data validity requirements.
Table 4. Instrument Reliability Test Results
|
Variable
|
Cronbach
Alpha
|
Information
|
|
Y (Employee
performance)
|
0.797
|
Reliable
|
|
X1
(Leadership)
|
0.800
|
Reliable
|
|
X2 (Work
motivation)
|
0.748
|
Reliable
|
|
X3
(Employee commitment)
|
0.675
|
Reliable
|
Source:
processed data, 2022
The results of the reliability test in this study showed that the
four variables obtained a Cronbach Alpha greater than 0.60 so that the
statements in the questionnaire in this study can be said to be reliable and
can be used to conduct research.
Description of Research Variables
All variables
were measured by a 5-point Likert Scale with a rating of 1=strongly disagree
and 5=strongly agree.
Table 5. Description of Respondents' Answers to Employee Performance
|
No.
|
Statement
|
Answer
Frequency
Respondent
|
Mean
|
Criteria
|
|
1
|
2
|
3
|
4
|
5
|
|
|
|
1
|
I am able
to work on any assigned volume or workload
|
0
|
2
|
20
|
92
|
86
|
4.31
|
Very high
|
|
2
|
I
prioritize neatness, accuracy, and relevance of results without ignoring the
volume of work
|
0
|
0
|
20
|
104
|
76
|
4.28
|
Very high
|
|
3
|
I have the
ability to complete a job within a set time
|
0
|
0
|
13
|
111
|
76
|
4.32
|
Very high
|
|
4
|
I have a
relationship with fellow employees in helping each other, synergistically,
and complementing while handling work in the work environment
|
0
|
4
|
28
|
117
|
51
|
4.08
|
High
|
|
|
Variable
Score AverageEmployee performance
|
4.24
|
Very high
|
Source:
processed data, 2022
Table 5.
shows the distribution of respondents' answers to employee performance with the
highest average value of 4.32 on the statement "I am able to do all the
assigned work volumes or workloads" and the lowest average value of 4.08
on the statement "I have a relationship with fellow employees in helping
each other, synergistically, and complete while handling work in the work
environment. The average value for the employee performance variable of 4.24 is
included in the very high criteria, meaning that the performance of hospital
employees in Denpasar is very high and always does all the assigned work
volumes or workloads.
Table 6. Description of Respondents' Answers to Leadership
|
No.
|
Statement
|
Answer
Frequency
Respondent
|
Mean
|
Criteria
|
|
1
|
2
|
3
|
4
|
5
|
|
|
|
1
|
My leader
has intelligence in carrying out managerial for the achievement of company
goals.
|
0
|
2
|
31
|
118
|
49
|
4.07
|
Well
|
|
2
|
My leader
has stable emotions and mature personality
|
0
|
6
|
39
|
97
|
58
|
4.04
|
Well
|
|
3
|
My leader
is relatively highly motivated and driven to achieve goals
|
0
|
19
|
79
|
70
|
32
|
3.58
|
Well
|
|
4
|
My leader
acknowledges the existence, dignity and worth of his subordinates
|
0
|
18
|
68
|
80
|
34
|
3.65
|
Well
|
|
5
|
My leader
has a strong influence in moving other people or his subordinates to achieve
organizational goals
|
0
|
4
|
37
|
104
|
55
|
4.05
|
Well
|
|
6
|
My leader
is able to create a good relationship between individuals
|
0
|
8
|
51
|
88
|
53
|
3.93
|
Well
|
|
7
|
My leader
has a good personality and high ability and will
|
0
|
4
|
34
|
109
|
53
|
4.06
|
Well
|
|
8
|
My leader
has a certain position and authority in the organization
|
0
|
2
|
37
|
107
|
54
|
4.07
|
Well
|
|
9
|
My leader
always interacts well with fellow leaders and their subordinates in any
situation and condition
|
0
|
0
|
26
|
114
|
60
|
4.17
|
Well
|
|
10
|
My leader
is able to empower his subordinates to be productive and develop their
creativity
|
0
|
2
|
41
|
103
|
54
|
4.05
|
Well
|
|
|
Variable
Score Average Leadership
|
3.97
|
Well
|
Source: processed
data, 2022
Table 6 shows
the distribution of respondents' answers to leadership with the highest average
value of 4.18 on the statement "My leader always interacts well with
fellow leaders and their subordinates in any situation and condition" and
the lowest average value of 3.58 on statement "My leader is relatively
highly motivated and driven to achieve goals". The total average value for
the leadership variable is 3.97 which is included in the criteriatall, meaning that
hospital leaders in Denpasar have a leadership stylegood
and always interact wellwith fellow leaders and subordinates.
Table 7.
Description of Respondents' Answers to Work Motivation
|
NO.
|
Statement
|
Answer
Frequency
Respondent
|
Mean
|
Criteria
|
|
1
|
2
|
3
|
4
|
5
|
|
|
|
|
1
|
At work I
always obey the rules set by the company
|
0
|
4
|
39
|
104
|
53
|
4.03
|
High
|
|
|
2
|
I always try seriously to be able to carry out work
|
0
|
0
|
22
|
111
|
67
|
4.37
|
Very high
|
|
|
3
|
When I make
a mistake in doing work, I will take the initiative to immediately fix it for
the better.
|
0
|
2
|
23
|
120
|
55
|
4.23
|
Very high
|
|
|
|
Average
Score of Work Motivation Variables
|
4.21
|
Very high
|
|
|
|
|
|
|
|
|
|
|
|
|
Source: processed data, 2022
Table 7 shows the distribution of respondents' answers to work
motivation with the highest average value of 4.37 in the statement "I always
try to be serious to be able to carry out work" and the lowest average
value of 4.03 in the statement "In my work I always obey the rules.
determined by the company". The average value for the work motivation
variable of 4.21 is included in the very high criteria, meaning that hospital
employees in Denpasar have high work motivation and always try to be serious in
carrying out their work.
Table 8. Description of Respondents' Answers to Employee Commitment
|
NO.
|
Statement
|
Answer
Frequency
Respondent
|
Flat-
Flat
|
Criteria
|
|
1
|
2
|
3
|
4
|
5
|
|
|
|
|
1
|
I have a
high sense of responsibility for my work.
|
0
|
2
|
23
|
120
|
55
|
4.14
|
Tall
|
|
|
2
|
I never
give up in achieving a target
|
0
|
0
|
27
|
118
|
55
|
4.14
|
Tall
|
|
|
3
|
I try to
make ends meet in my life by working
|
0
|
0
|
18
|
125
|
57
|
4.20
|
Very high
|
|
|
4
|
I love
getting compliments for what I do
|
0
|
4
|
38
|
91
|
67
|
4.11
|
Tall
|
|
|
|
Variable
Score Average Employee commitment
|
4.15
|
Tall
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
Source: processed data, 2022
Table 8 shows the distribution of respondents' answers to employee
commitment with the highest average score of 4.20 on the statement "I try
to fulfill my life needs by working" and the lowest average value of 4.11
on the statement "I am happy to get praise for what I do." The
average value for the employee commitment variable of 4.15 is included in the
high criteria, meaning that hospital employees in Denpasar have a high
commitment to the organization.
Hypothesis testing
Table 9. F Test
Results
|
ANOVA
|
|
Model
|
Sum of
Squares
|
df
|
Mean Square
|
F
|
Sig.
|
|
1
|
Regression
|
5022,957
|
3
|
1674,319
|
2284,282
|
.000b
|
|
Residual
|
143.663
|
196
|
.733
|
|
|
|
Total
|
5166,620
|
199
|
|
|
|
|
a.
Dependent Variable: Employee performance
|
|
b.
Predictors: (Constant), Employee commitment, Work motivation, Leadership,
|
Source: processed data, 2022
From the results of the SPSS calculation, it was found that the results of
the sig. F of 0.000 which is smaller than the significant value of 0.05 (0.000
< 0.05). These results indicate that leadership, work motivation and
employee commitment have a simultaneous (together) effect on employee
performance.
Table 10. Coefficient of Determination Test Results
|
Model
Summaryb
|
|
Model
|
R
|
R Square
|
Adjusted R
Square
|
Std. Error
of the Estimate
|
|
1
|
.986
|
.972
|
.972
|
.856
|
|
a.
Predictors: (Constant), Employee commitment, Work motivation, Leadership
|
|
b.
Dependent Variable: Employee performance
|
Source: processed data, 2022
Based on
table 10, it is known that the value of R square is 0.635, meaning that the
effect ofleadership, work motivation and
employee commitmenton employee performance by 63.5 percent while the
remaining 36.5 percent is influenced by other factors outside the model.
Table 11. T Test
Results
|
Coefficients
|
|
Model
|
Unstandardized
Coefficients
|
Standardized
Coefficients
|
t
|
Sig.
|
|
B
|
Std.
Error
|
Beta
|
|
|
|
1
|
(Constant)
|
3.824
|
1.029
|
|
3.717
|
.000
|
|
Leadership
|
.223
|
.034
|
.263
|
2,678
|
.019
|
|
Work
motivation
|
.323
|
.114
|
.270
|
2.828
|
.006
|
|
Employee
commitment
|
.493
|
.093
|
.527
|
5,292
|
.000
|
|
a.
Dependent Variable: Employee performance
|
Source: processed data, 2022
From the results
of the SPSS calculation, the sig.t value of 0.019 is less than the significant
value used (0.019 <0.05) and the 1 value of 0.223 indicates a positive
direction. This shows thatleadership
has a positive and significant effect on employee performancewhich means H0 is rejected and H1 is
accepted.
From the
results of the SPSS calculation, the sig.t value of 0.006 is less than the
significant value used (0.006 <0.05) and the 2 value of 0.323 indicates a
positive direction. This shows thatwork
motivation has a positive and significant effect on employee performancewhich means H0 is rejected and H2 is
accepted.
From the
results of SPSS calculations, the sig.t value of 0.000 is less than the
significant value used (0.000 <0.05) and the 3 value of 0.493 indicates a
positive direction. This shows thatemployee
commitment has a positive and significant effect on employee performancewhich means H0 is rejected and H3 is
accepted.
CONCLUSION
Leadership has a positive and
significant effect on the performance of hospital employees in Denpasar. This
means that the better the leadership style applied by the leader, the
employee's performance will increase. Work motivation has a positive and
significant effect on the performance of hospital employees in Denpasar. This
means that the higher the employee's work motivation, the employee's
performance will increase. Employee commitment has a positive and significant
effect on the performance of hospital employees in Denpasar. This means that
the higher the employee's commitment to the company, the higher the employee's
performance.
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