DETERMINANTS THAT FACTORS ASSOCIATED WITH WORKING AFFECT PERFORMANCE

AMONG EMPLOYEMENT
EMPLOYEES AT TAMANSARI REGIONAL PUBLIC HOSPITAL
Titta Gusni salim1, CSP Wekadigunawan2,
Rokiah Kusumapradja3tittagsalim@[Link]
[Link]@[Link]
[Link]@[Link]

ABSTRACT

Employee performance is one of the factors that plays an important role in achieving company goals and
individual goals. Performance is an ability that a person has to complete a task given from a superior so that it is
completed with the willingness and skills of a person. Higd and low performance of an employee is determined
by factors that affect him directly or indirectly. Employees are the main asset of the company role in the
company, namely as planning thinkers and controlling company activities. In order to achieve company goals,
employees need motivation to work more diligently. Besides motivation, other things that can affect
performance are the ability and work enviroment in which the employee works.
The purpose oh this study aimed is to analyze determine the determinants of factors that affectassociated
with employees’ performance in the Tamansari Regional Public Hospital. A cross-sectional study was applied in
this study. The number oh samples wasWe involved the 153 people who were randomly selected using systematic
random sampling. The results of this study indicated that work ability and work enviroment effect were positive
association with employee the performance among employment in Tamansari Hospital. However, while work
motivation does not affetct was not associatiated with employees’ performance.
The training programs needed to improve the motivation and ability through ESQ or mental
spiritual training. The routine performance evaluations need to conduct regularly for all employees by
involving Kasatpel and coordinators. Further study need to conduct the study with higher total sample
using the structure equation model to confirm the factors associated with working performance.

Tambahkan 1 paragraph recomandasi untuk clinical practice and study selanjutnya

Key words : Motivation, work ability, work enviroment, employee performance.

PRELIMINARYIntroduction Regional Public Hospital.
Performance is one of the factors that According to (1)(Dr. Kasmir MM, 2016)
influence the success of a company. According to (1) (1)there are factors that affect employee
performance is the result of work and work behavior performance, namely abilities and expertise,
that has been achieved in completing assigned tasks knowledge, work design, personality, work
and responsibilities in a certain period. Meanwhile, motivation, leadership, leadership style,
the definition of performance according to (2) organizational culture, job satisfaction, work
(Hamali, 2018) is the result of work that has a strong environment, loyalty, commitment. And work
relationship with the organization's strategic goals, discipline. Meanwhile, the factors that affect
consumer satisfaction and makes an economic performance, according to(6) (Harini & Kartiwi,
contribution. 2018) are workload and work environment.
There have been many studies on employee Human resources play an important role in
performance at various companies, offices, hotels carrying out activities in a company. In order for
and others (3)(4)(5) (Setyo Riyanto, Ady Sutrisno, company goals to be achieved, it requires
2017), (Wicaksono, 2017), (Jayaweera, 2015). employees who work efficiently and effectively so
However, little research has been carried out in as to provide good work results. Employees are the
government hospitals. Therefore, the authors chose main asset of the company and have a strategic role
to conduct research on employees at the Tamansari in the company, namely as thinkers, planners and
1
controllers of company activities. In order to factors, the work environment in which these
achieve company goals, employees need employees work is equally important in improving
motivation to work more diligently. In addition to employee performance. The work environment is
motivation, another thing that can affect everything that is around the employee and can
performance is able, by having the appropriate affect the employee in carrying out the tasks
abilities, an employee can work better. (7) assigned to him (15)(Nitisemito in his thesis, 2013).
(Robbins, 2001) states that ability is the capacity of According to (16)(Sedarmayanti, 2017) states that
an individual to perform various tasks in a job. indicators in the work environment are lighting, air
Performance is a concrete result that can be temperature, noise, use of colors, job security,
observed and can be measured (8) (Ray Veithzal & employee relations.
Juvenile Ella, 2013) which is usually used as a Therefore the organization must provide an
basis for evaluating employees or individuals. adequate work environment such as a physical
Good performance is a step towards achieving environment (comfortable office layout, clean
individual goals. Therefore, performance is a environment, good air exchange, colors, sufficient
determining target in achieving individual goals. lighting and sweet music) as well as a non-physical
According to (9)(Mangkunegara, 2014), environment (employee work atmosphere, employee
Performance is the result of work in quality and welfare., relationships between fellow employees,
quantity achieved by an employee in carrying out relationships between employees and leaders, and
his duties in quality and quantity achieved by an places of worship). A good work environment can
employee in carrying out his duties in accordance support work implementation so that employees
with the responsibilities assigned to him. Factors have enthusiasm for work and improve employee
that affect performance achievement are the ability performance (17)(Sedarmayanti, 2011). Based on
factor (ability) and the motivation factor previous research by (18)(Rep et al., 2016), it is
(motivation). Based on previous research by (10) stated that work motivation has a positive and
(Sipatu, 2013) the performance of nurses is significant effect on employee performance. The
determined by motivation, work environment and work environment has a positive and significant
work stress. Research by (11)(Muntaha & effect on employee performance.
Mufrihah, 2017) where employee performance is Based on the annual report of the Tamansari
caused by work motivation so that good work Hospital in 2019, there are several problems that
motivation will lead to an increase in employee exist seen from human resources (HR), including:
performance. 1. The need to study employee placement
(12)(Larasati & Gilang, 2016) argues that because it is not in accordance with the
work performance analysis or performance is ABK (workload analysis).
related to 2 (two) main factors, namely (1) the 2. The number of human resources that are less
willingness or motivation of employees to work, integrated with other departments
which raises the employee's business, and (2) the 3. The need for assessments to provide training
ability of employees to carry it out. In order to opportunities Low commitment and
achieve organizational goals, employees need motivation of the Head of Room, discipline
motivation and work ability to work more and employee performance, which can be
optimally. Seeing the importance of employees in caused by not optimal management of
the organization, employees need serious attention employee attendance, not optimal training of
to the tasks they are doing so that organizational employees in understanding the fulfillment
goals are achieved. of rights and obligations, not optimal reward
According to (13)(Winardi, 2006) ability is and punishment system for outstanding
a trait inherent in humans or learned that allows a employees and employees with problems.
person to carry out an action or mental or physical
work. The dimension of ability according to (14) Based on the results of interviews with the Head of
(Robbins, S.y Judge, 2009) includes intellectual the Hospital Administration, there are still many
abilities which are skills in carrying out mental employees who are late for work or come home
activities and physical abilities which are expertise from work that do not match their working hours
in carrying out tasks that require stamina, dexterity, (based on reports from the hospital staffing
strength and similar skills. department) as many as 82%, do not come to work
Apart from motivation and work ability without information as much as 10%. This is based
2
on the results of the 2019 attendance summary and In the The motivation questionnaire was used to
there are still many employees who work lazily. measure the motivation of working among the
Based on the results of interviews conducted employement. The questionnaire consisted of , there
with 20 employees at the Tamansari Hospital, they are 4 components (consisting ofincluding abilities,
said that not all employees have good work abilities motives, expectations and incentives. ) and 7
as desired by the hospital management. For example,
statements. This instrument has been through
in filling out monthly reports, sometimes some people
do not collect reports on time according to the thevalidated through validity test by conducting
predetermined date. Not all employees have main trials on 30 respondents in the Regional Public
duties and functions in accordance with their field of Hospital. The characteristic of those hospital was
work, some are lazy, so they are not given any quite similar of the same type as the Tamansari
responsibility. If there are employees who are Regional Public Hospital and obtained a The
diligent, their main duties and functions will be findings of validity wasvalue
greater than those who are lazy. Another problem that r count> 0.361. It was indicated that the instrument
exists in the Tamansari Hospital is the poor working was valid. In addition, this instrument has also been
environment, seen from the poor air conditioning through a The reliability test to see the consistency
facilities, the room is small and dark enough to make of the instrument with ashowed the Cronbach Alpha
employees feel uncomfortable in their activities.
value of was 0.930, which states that this
instrumenindicated that the instrument was t is
RESEARCH PURPOSES
The study aimed to To analyze determine the reliable.
determinant factors associated with s that affect the Work ability Questionnaire
performance of employees at the Tamansari The questionnaire was used to measure the working
Hospital. ability among employment. It was consisted of In
the workability questionnaire, there are 2
RESEARCH METHODS components included (consisting of intellectual
Research design abilities and physical abilities) and 7 statements.
This instrument has been tested for validity by
A cross-sectional study was applied in this studyto
conducting trials onusing 30 respondents in
determine the determinant factors of working
hospitals of the same type as Tamansari Regional
performance among employmentThis study uses a
Public Hospital and obtained thewith the value of r
quantitative approach, survey methods and path
count> 0.361. In addition, thisThis instrument has
analysis techniques.
also been throughtested for a reliability test to see
thedetermine the consistency of the instrument with
Samples and sampling techniques
a Cronbach Alpha value of 0.902 which states that
The sample was taken as many asA total of 153 this instrument is reliable.
people from all non-civil servant employees at the
Tamansari Regional Public Hospital who were Work environment Questionnaire
selected through a systematic randim sampling ide Work environment Questionnaire could be used
random system. How to determine the sample to describe the In the work environment at hospital.
using the Slovin method. The instrument consisted of questionnaire, there are
The inclusion criteria in this study includingare: (1) 7 components such as ts (consisting of lighting, air
All employees at the Tamansari Regional Public temperature, noise, use of color, space to move, job
Hospital including civil servants and non-civil security, and employee relations. ) and 10
servants (2) Willing to be the sample ofparticipate statements. This instrument has been tested for
in this study (3) Able to answer research questions. validity by conducting trials on 30 respondents in
hospitals of the same type as Tamansari Regional
While the exclusion criteria are: (1)The PHL
Public Hospital and obtained the The findings of
employees ( and 2) Employees who refuse to be the
validity was value of r count> 0.361 and the . In
sample ofto participate this study were excluded. .
addition, this instrument has also been through a
reliability test to see the consistency of the
Research Instruments
instrument with a Cronbach Alpha value was of
Motivation Questionnaire 0.876. It was indicated that the instrument was valid
3
and reliable for measuring the variable which Kolmogorov Smirnov valuebefore carry out the
states that this instrument is reliable. multiple linear regression. In addition, a
multicollinearity test was also carried out to see if
Employee performance questionnaire there was a correlation between the independent
In the employee performance questionnaire, there variables. Simultaneous test (F test) was carried out
are 5 components (consisting of objectives, to see whether there was an effect of motivation,
standards, feedback, competencies, and work ability and work environment variables on
opportunities) and 9 statements.. This instrument employee performance at the Tamansari Hospital
has been tested for validity by conducting trials on simultaneously. While the partial test (t test) is to
30 respondents in RSUD of the same type as see the effect between each independent and
Tamansari Regional Public Hospital and obtained dependent variable partially.
the value ofgereral hospital with r count> 0.361. In
addition, this instrument has also been through a Result
reliability test to see determine the consistency of Characteristics of Respondents
the instrument with a Cronbach Alpha value of Based on the questionnaire distributed by
0.884 which states that this instrument is reliable. researchers, data was obtained that revealed the
distribution of respondents based on the
Statistical analysis demographics of the respondents. Researchers did
Variable Descriptive Analysis not differentiate respondents based on their duties
Variable descriptions are usedIt was used to and functions (both medical and non-medical) but
determine describe therespondents' answers to the
based on gender, age, latest education, marital
variables of motivation, work ability, work
environment and employee performance. This status and length of time the employees worked.
analysis useds index analysis. To get the tendency From the questionnaire data obtained from the 153
of respondents' answers to each variable, it will be respondents who studied the number of female
based on the average score (index) which is respondents was more than male respondents with
categorized into a range of scores based on the a percentage of 93 people (61%) female
calculation of the three box method (19)(Ferdinand, respondents and 60 people (39%) male
2006). respondents. Most of the respondents' ages ranged
from ≤ 30 years, namely 85 people (56%) and 68
Upper limit of the score range: (% Fx5) / 5 = people (44%) aged> 30 years. Most respondents'
(153x5) / 5 = 765 education was undergraduate with 94 people
Lower limit of score range: (% Fx5) / 5 = (61%), Diploma with 51 people (33%) and Senior
(153x1) / 5 = 153 High School with 8 people (5%). For the marital
Then the score range value is 204. By using the status of the most respondents married 147 people
three box method, the 204 score range is divided (96%), 4 people (3%) unmarried and 2 widowers
into 3 parts, resulting in a range for each section (1%). The most respondents' length of work was ≥
of 204, it will be used as a list of index 2 years as many as 120 people (78%), followed by
interpretations as follows: 1-2 years of work as many as 21 people (14%) and
153-357 (poor), 357.1-561 (good enough) and between 3 months-1 year as many as 12 people
561.1-765 (good). In addition to using the three (8%).
box method, the description of variables according
to respondents can be done by descriptive analysis
Tambahkan table dari characteristic respondents
using the SPSS program.
characteristic Total Persentage
Statistic testBivariate analysis (N) (%)
The statistical test used in this study isThe multiple Male 60 39
Gender
linear regression test was used to determine the Female 93 61
factors associated with performance among ≤ 30 year 85 56
employement. Before the multiple linear regression Age
>30 year 68 44
test was carried out, the data normality assumption Education Senior 8 6
was tested using SPSS software by looking at the
4
 High variables or simultaneously state that theshowed
School that independent variables ofthe motivation, work
Diploma 51 33 ability and work environment was simultaneously
association have an effect onwith employee
University 94 61
performance (p<0.01).
single 4 3 Table 3. Partial Test Table (T Test)
Marital Marry 147 96
divorced / 2 1 Model β T Sig
status divorcee Constant 3.,887 0.,000
3 month – 12 8 Motivation 0.,109 1.,576 0.,117
length of 1 year Work ability 0.,503 7.,075 0.,000
Work 0.,291 3.,611 0.,000
work environment
1-2 year 21 14 Employee performance
> 2 year 120 78
TBased on table 3 showed the partial testing among
each variables, The findings showed that work
environment and work environment were associated
Table 1. Table of Results of Multiple Linear with working performance(p<0.01). However, , it is
Regression Equations found that motivation has no effect on employee
performance(p<0.05). Work ability affects
Model β т Sig employee performance. The work environment
Constant 3.,887 0.,000 affects employee performance. Work ability and
Motivation 0.,109 1.,576 0.,117 work environment affect employee performance.
Work 0.,503 7.,075 0.,000
Ability
Work 0.,291 3.,611 0.,000 DISCUSSION
Environment The influence of motivation on employee
Employee performance performance
From the analysis, it is known that there is no
Based on table 1, where the multiple linear significant influence between work motivation on
regression equation shows that work ability and employee performance at Tamansari Hospital. The
work environment have an influence on employee results of this study are not in line with research
performance at Tamansari Regional Public conducted by Oluseyi & Ayo (2009)(20), Azar and
Hospital, which means that employee performance Shafighi (2013)(21), and Agusta (2013)(22) which
can be affected by work ability and work state that work motivation has a positive and
environment. Motivation variable has no effect on significant effect on employee performance. The
employee performance. results of this study are in line with Herzberg's
theory or often called the hygiene motivator theory
Table 2. Simultaneous Hypothesis Test Table (Test where there are two factors that influence a person's
F) motivation to work, the two factors are motivator
factors and hygiene factors. Job satisfaction
Model Mean F Sign depends on 2 factors, namely satisfaction factors
Square (motivating or satisfying factors) and dissatisfaction
Regression 476.,307 108.,394 0.,000 factors (hygiene factors or dissatisfaction). The
Residual 4.,394 presence of motivating factors will cause employees
Total to work harder. For example work performance,
Employee performance recognition of success, the job itself, employee
Motivation, work ability, work environment responsibilities, career development and
opportunities for employees to learn new skills. The
Based on the results in Ttable 2 , it is found that the absence of hygiene factors will cause dissatisfaction
test results simultaneously association among the for workers. Examples of hygiene factors are
5
company policies, supervision, salary, working culture and how it is created, maintained and studied
conditions, relationships with colleagues, physical will increase the ability to explain and predict
workplaces, security and relationships between organizational behavior so that it helps management to
superiors and subordinates. Work motivation that is improve performance.
not significant with performance can be caused by
56% employees of Tamansari Hospital with age <= The influence of motivation, work ability, work
30 years where work performance and employee's environment on employee performance
sense of responsibility towards work are still Employee performance can be affected by several
lacking. factors. Several previous studies have been used as a
basis for researchers and show the extent to which
research on employee performance has been carried
Effect of work ability on employee performance out. Performance achievement plays a significant role
Based on the results of the study, it was found that in explaining employee intensity. Employee
there was a significant influence between work ability performance can be formed with the ability to work
on employee performance at Tamansari Hospital. The and a supportive work environment.
results of this study are consistent with previous
research conducted by Yudha (2010)(23) and
Wagimin (2001)(24) where there is a significant
influence between work ability on employee RESEARCH FINDINGS
performance and performance. In addition, this study The results showed that there was no significant
is in line with the theory put forward by Mathis and influence between work motivation on employee
Jackson (2009)(25) where there are three main factors performance at Tamansari Regional Public Hospital,
that affect individual performance, namely ability, the results of this study are in line with Herzberg's
effort and support. theory or often referred to as the motivator hygiene
theory where there are two factors that affect a
person's motivation to work, both factors are
motivating factors. and hygiene factors. A person's job
The influence of the work environment on satisfaction depends on 2 types of factors, namely
employee performance satisfaction factors (motivating or satisfying factors)
Based on the results of the study, it was found that and dissatisfaction factors (hygiene factors or
there was a significant influence between the work dissatisfaction factors). There is a significant influence
environment and the employee performance at the between work ability on employee performance at the
Tamansari Hospital. Physical and non-physical work Tamansari Regional Public Hospital. Employees who
environments cannot be separated because they both have high work ability will provide high performance
affect employee performance. Researchers use the achievements.
theory from Faustino Cardoso Gomes (2013)(26) that There is a significant influence between the work
the work environment is a work process in which the environment on employee performance at the
environment interacts according to certain patterns Tamansari Regional Public Hospital. The results of
and each has certain characteristics and / or values. this study indicate that the better the conditions of the
Selalin is based on the theory of Robbins (2006)(27) work environment, the better the performance of the
where the physical work environment is a factor of employees at work.
employee work stress that affects job performance. In From the test results the coefficient of determination
this study, researchers only looked at physical work (R2) is 0.686, which indicates that motivation, work
environment factors such as lighting, air temperature, ability and work environment have a simultaneous
noise, use of color, space to move, job security and effect of 68.6% on employee performance at
the relationship between employees. The results of Tamansari Regional Public Hospital. The remaining
this study are supported by research conducted by 31.4% is influenced by other factors not examined.
Joko Purnomo (2008) which states that there is a
significant influence between work environment and CONCLUSION
employee performance. The opinion of Robbins and Based on the research results, it isIn conclusion,
Judge (2012)(28) and Ndraha (2005)(29) which concluded that the motivation variable does not have a
explains that understanding organizational culture and direct and significant effect on employee performance.
how to explain understanding of organizational In this study, what was discussed by researchers was
6
limited to extrinsic motivation. so thatTherefore the On this occasion, the author would like to express his
results were not directly related between motivation deepest gratitude to Drh. CRI Sajjana Prajna
and employee performance. Work ability Work and Wekadigunawan, Mkes, PhD and DR. Rokiah
environment variables have a direct and significant Kusumapradja, MHA, as a mentorto all samples to
effect on employee performance. Work environment participate in this study.
variables have a direct and significant effect on
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