The Effect of Compensation, Workplace Environment, and Organizational Commitment on Non-Government Health Care Practioner’s Performance

Susanti Angraeni, Rokiah Kusumapadja, Rian Adi Pamungkas

Abstract


Compensation can improve work performance, motivate employees and bring job satisfaction. This study aimed to determine the effect of compensation, workplace environment, and organizational commitment on work performance. The sample used was non civil servant health workers at X Hospital South Tangerang with a total of 108 correspondent who has work period of more than 3 years. In this research design we use a quantitative study with a cross sectional approach. Furthermore, the Interviews, Key Performance Indicator data collection, and questionnaires were used as methods of collecting data. Here, the data analysis technique in this study was performed using multiple linear regression with the SPSS 25 program. The results showed the compensation, workplace environment, and organizational commitment simultaneously and partially had a positive and significant effect on non- Government Health Care Practioner’s Performance at X Hospital in South Tangerang with contributed 67.6% to the performance. Based on the results, the regression analysis, with coefficient value was obtained which indicated that the compensation regression coefficient (0.379) had the highest value compared to the regression coefficient value for workplace environment (0.259) and organizational commitment (0.254). These results indicated that compensation is the more dominant factor affecting the performance of non-Government Health Care Practioner’s Performance on X Hospital, South Tangerang, compared to workplace environment and organizational commitment.

Keywords


Compensation, Workplace Environment, Organizational Commitment, and Non-Government Health Care Practioner’s performance

Full Text:

PDF

References


. Adil, Sendow, & Lumintang. (2018). Pengaruh Komitmen Organisasional, Disiplin Kerja Dan Kompensasi Non Finansial Terhadap Kinerja Karyawan Pada Dinas Ketenagakerjaan Dan Transmigrasi PROV. Sulawesi Utara. EMBA, 6, 3733 – 3742.

. Allen, & Meyer. (2013). The Measurement and Antecedents of Affective, Contintinuance and NormativeCommitment to Organitazion. PT Elex Media Komputindo.

. Beede Emerole, D. O., & Ogbu Edeh, F. (2019). The Effect of Compensation on Employee Performance in Nigeria Civil Service: A Study of Rivers State Board of Internal Revenue Service. SSRN Electronic Journal. https://doi.org/10.2139/ssrn.3480547

. Dessler, & Gary. (2015). Manajemen Sumber daya Manusia. Salemba Empat.

. Heizer, Jay dan Render, B. (2016). Manajemen Operasi (Sebelas). Salemba Empat.

. Juliarti, P. A. D., Agung, A. A. P., & Sudja, I. N. (2018). Effect of Compensation and Work Environment on Employee Performance with Employee Job Satisfaction as an Intervening Variable. International Journal of Contemporary Research and Review, 9(03), 20553–20562.

https://doi.org/10.15520/ijcrr/2018/9/03/460

. Larastrini, M. putu, & Adnyani, D. (2019). Pengaruh Kepuasan Kerja, Lingkungan Kerja dan work-life Balance Terhadap Loyalitas Karyawan. E-Jurnal Manajemen, https://doi.org/10.24843/EJMUNUD.2019.v08.i 06.p14

. Lestary, L., & Harmon, H. (2018). Pengaruh Lingkungan Kerja Terhadap Kinerja Karyawan. Jurnal Riset Bisnis Dan Investasi, 3(2), 94. https://doi.org/10.35697/jrbi.v3i2.937

.Mamesah, Kawet, & Lengkong. (2016). Pengaruh Lingkungan Kerja, Disiplin Kerja, dan Loyalitas Terhadap Kinerja Karyawan Pada LPP RRI Manado. Jurnal EMBA, 4, 600–611.

.Mathews, C., & Khann, I. K. (2016). Impact of Work Environment on Performance of Employees in Manufacturing Sector in India:

.Mathis, R. L. & J. H. J. (2006). Human Resource Management: Manajemen Sumber Daya Manusia. No Title (Angelia & Dian (eds.)). Salemba Empat.

.Mathis, R. L. & J. H. J. (2008). Human resource management (Mason (ed.); 12th ed.). Thomson South Western.

.Nugraha, A., & Tjahjawati, S. S. (2018). Pengaruh Kompensasi Terhadap Kinerja Karyawan. Jurnal Riset Bisnis Dan Investasi, 3(3), 24. https://doi.org/10.35697/jrbi.v3i3.942

.Pane, S. G., & Fatmawati. (2017). Pengaruh Komitmen Organisasi Terhadap Kinerja Pegawai Pada Badan Pertanahan Nasional Kota Medan. Jurnal Riset Manajemen Dan Bisnis (JRMB), 2(3), 67–79.

.Robbin, S. (2002). Organizational Behavior (D. H. Pujoatmoko (ed.)). PT. Prenhaltindo.

.Robbins, & Judge. (2019). Perilaku Organisasi (16th ed.). Salemba Empat.

. Srimulyani, I., Murniningsih, R., & Raharja, B. S. (2017). Pengaruh Komitmen Organisasional terhadap Kinerja Karyawan dengan Organizational Citizenship Behavior ( Ocb ) sebagai Variabel Moderating. 111– 114.

.Steers, & Porter. (1983). Motivation and Work Behavior (Edisi Keti). McGraw Hill Book Company.

.Sugiyono. (2016). Metode Penelitian Kuantitatif Kualitatif dan R&D (keduapuluh).

.Sutanto, E. M., & Ratna, A. (2015). Pengaruh Komitmen Organisasional Terhadap Kinerja Karyawan Berdasarkan Karakteristik Individual. Jurnal Bisnis Dan Manajemen, 9(1), 56–70. https://doi.org/10.1017/

CBO9781107415324.004

.Tyssen, & T.G. (2005). Buku Petunjuk Bagi Manajer Pemula (A. H. P. Alih Bahasa (ed.)). ARCAN.

.Wijaya, H., & Susanty, E. (2017). Pengaruh Lingkungan Kerja Terhadap Kinerja Pegawai Pada Instansi Pemerintah Daerah Kabupaten Musi Banyuasin (Studi Kasus Dinas Pertambangan Dan Energi Kabupaten Musi Banyuasin). Jurnal Ecoment Global, 2(1), 40. https://doi.org/10.35908/jeg.v2i1.213


Refbacks

  • There are currently no refbacks.


Creative Commons License
This work is licensed under a Creative Commons Attribution 3.0 License.


Supported by :



Pusat Dokumentasi dan Informasi Ilmiah
Lembaga Ilmu Pengetahuan Indonesia




Indexed by :