DETERMINANTS THAT FACTORS ASSOCIATED WITH WORKING AFFECT PERFORMANCE

AMONG EMPLOYEMENT
EMPLOYEES AT TAMANSARI REGIONAL PUBLIC HOSPITAL
Titta Gusni salim1, CSP Wekadigunawan2,
Rokiah Kusumapradja3tittagsalim@gmail.com
weka.digunawan@esaunggul.ac.id
rokiah.kusumapradja@esaunggul.ac.id

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
Performance is one of the factors that
influence the success of a company. According to (Dr.
Kasmir M.M, 2016) performance is the result of work
and work behavior that has been achieved in
completing assigned tasks and responsibilities in a
certain period. Meanwhile, the definition of
performance according to (Hamali, 2018) is the result
of work that has a strong relationship with the
organization's strategic goals, consumer satisfaction
and makes an economic contribution.
There have been many studies on employee
performance at various companies, offices, hotels
and others (Setyo Riyanto, Ady Sutrisno, 2017),
(Wicaksono, 2017), (Jayaweera, 2015). However,
little research has been carried out in government
hospitals. Therefore, the authors chose to conduct
research on employees at the Tamansari Regional
1
Public Hospital.
According to (Dr. Kasmir MM, 2016) there
are factors that affect employee performance,
namely abilities and expertise, knowledge, work
design, personality, work motivation, leadership,
leadership style, organizational culture, job
satisfaction, work environment, loyalty,
commitment. And work discipline. Meanwhile, the
factors that affect performance, according to (Harini
& Kartiwi, 2018) are workload and work
environment.
Human resources play an important role in
carrying out activities in a company. In order for
company goals to be achieved, it requires
employees who work efficiently and effectively so
as to provide good work results. Employees are the
main asset of the company and have a strategic role
in the company, namely as thinkers, planners and
controllers of company activities. In order to
achieve company goals, employees need
motivation to work more diligently. In addition to
motivation, another thing that can affect
performance is able, by having the appropriate
abilities, an employee can work better. (Robbins,
2001) states that ability is the capacity of an
individual to perform various tasks in a job.
Performance is a concrete result that can be
observed and can be measured (Ray Veithzal &
Juvenile Ella, 2013) which is usually used as a
basis for evaluating employees or individuals.
Good performance is a step towards achieving
individual goals. Therefore, performance is a
determining target in achieving individual goals.
According to (Mangkunegara, 2014), Performance
is the result of work in quality and quantity
achieved by an employee in carrying out his duties
in quality and quantity achieved by an employee in
carrying out his duties in accordance with the
responsibilities assigned to him. Factors that affect
performance achievement are the ability factor
(ability) and the motivation factor (motivation).
Based on previous research by (Sipatu, 2013) the
performance of nurses is determined by motivation,
work environment and work stress. Research by
(Muntaha & Mufrihah, 2017) where employee
performance is caused by work motivation so that
good work motivation will lead to an increase in
employee performance.
(Larasati & Gilang, 2016) argues that work
performance analysis or performance is related to 2
(two) main factors, namely (1) the willingness or
motivation of employees to work, which raises the
employee's business, and (2) the ability of
employees to carry it out. In order to achieve
organizational goals, employees need motivation
and work ability to work more optimally. Seeing
the importance of employees in the organization,
employees need serious attention to the tasks they
are doing so that organizational goals are achieved.
According to (Winardi, 2006) ability is a
trait inherent in humans or learned that allows a
person to carry out an action or mental or physical
work. The dimension of ability according to
(Robbins, S.y Judge, 2009) includes intellectual
abilities which are skills in carrying out mental
activities and physical abilities which are expertise
in carrying out tasks that require stamina, dexterity,
strength and similar skills.
Apart from motivation and work ability
factors, the work environment in which these
employees work is equally important in improving
2
employee performance. The work environment is
everything that is around the employee and can
affect the employee in carrying out the tasks
assigned to him (Nitisemito in his thesis, 2013).
According to (Sedarmayanti, 2017) states that
indicators in the work environment are lighting, air
temperature, noise, use of colors, job security,
employee relations.
Therefore the organization must provide an
adequate work environment such as a physical
environment (comfortable office layout, clean
environment, good air exchange, colors, sufficient
lighting and sweet music) as well as a non-physical
environment (employee work atmosphere, employee
welfare., relationships between fellow employees,
relationships between employees and leaders, and
places of worship). A good work environment can
support work implementation so that employees
have enthusiasm for work and improve employee
performance (Sedarmayanti, 2011). Based on
previous research by (Rep et al., 2016), it is stated
that work motivation has a positive and significant
effect on employee performance. The work
environment has a positive and significant effect on
employee performance.
Based on the annual report of the Tamansari
Hospital in 2019, there are several problems that
exist seen from human resources (HR), including:
1. The need to study employee placement
because it is not in accordance with the
ABK (workload analysis).
2. The number of human resources that are less
integrated with other departments
3. The need for assessments to provide training
opportunities Low commitment and
motivation of the Head of Room, discipline
and employee performance, which can be
caused by not optimal management of
employee attendance, not optimal training of
employees in understanding the fulfillment
of rights and obligations, not optimal reward
and punishment system for outstanding
employees and employees with problems.
Based on the results of interviews with the Head of
the Hospital Administration, there are still many
employees who are late for work or come home
from work that do not match their working hours
(based on reports from the hospital staffing
department) as many as 82%, do not come to work
without information as much as 10%. This is based
on the results of the 2019 attendance summary and
there are still many employees who work lazily.
 Based on the results of interviews conducted
with 20 employees at the Tamansari Hospital, they
said that not all employees have good work abilities
as desired by the hospital management. For example,
in filling out monthly reports, sometimes some people
do not collect reports on time according to the
predetermined date. Not all employees have main
duties and functions in accordance with their field of
work, some are lazy, so they are not given any
responsibility. If there are employees who are
diligent, their main duties and functions will be
greater than those who are lazy. Another problem that
exists in the Tamansari Hospital is the poor working
environment, seen from the poor air conditioning
facilities, the room is small and dark enough to make
employees feel uncomfortable in their activities.
RESEARCH PURPOSES
The study aimed to To analyze determine the
determinant factors associated with s that affect the
performance of employees at the Tamansari
Hospital.
RESEARCH METHODS
Research design
A cross-sectional study was applied in this studyto
determine the determinant factors of working
performance among employmentThis study uses a
quantitative approach, survey methods and path
analysis techniques.
Samples and sampling techniques
The sample was taken as many asA total of 153
people from all non-civil servant employees at the
Tamansari Regional Public Hospital who were
selected through a systematic randim sampling ide
random system. How to determine the sample
using the Slovin method.
The inclusion criteria in this study includingare: (1)
All employees at the Tamansari Regional Public
Hospital including civil servants and non-civil
servants (2) Willing to be the sample ofparticipate
in this study (3) Able to answer research questions.
While the exclusion criteria are: (1)The PHL
employees ( and 2) Employees who refuse to be the
sample ofto participate this study were excluded. .
Research Instruments
Motivation Questionnaire
In the The motivation questionnaire was used to
measure the motivation of working among the
3
employement. The questionnaire consisted of , there
are 4 components (consisting ofincluding abilities,
motives, expectations and incentives. ) and 7
statements. This instrument has been through
thevalidated through validity test by conducting
trials on 30 respondents in the Regional Public
Hospital. The characteristic of those hospital was
quite similar of the same type as the Tamansari
Regional Public Hospital and obtained a The
findings of validity wasvalue
r count> 0.361. It was indicated that the instrument
was valid. In addition, this instrument has also been
through a The reliability test to see the consistency
of the instrument with ashowed the Cronbach Alpha
value of was 0.930, which states that this
instrumenindicated that the instrument was t is
reliable.
Work ability Questionnaire
The questionnaire was used to measure the working
ability among employment. It was consisted of In
the workability questionnaire, there are 2
components included (consisting of intellectual
abilities and physical abilities) and 7 statements.
This instrument has been tested for validity by
conducting trials onusing 30 respondents in
hospitals of the same type as Tamansari Regional
Public Hospital and obtained thewith the value of r
count> 0.361. In addition, thisThis instrument has
also been throughtested for a reliability test to see
thedetermine the consistency of the instrument with
a Cronbach Alpha value of 0.902 which states that
this instrument is reliable.
Work environment Questionnaire
Work environment Questionnaire could be used
to describe the In the work environment at hospital.
The instrument consisted of questionnaire, there are
7 components such as ts (consisting of lighting, air
temperature, noise, use of color, space to move, job
security, and employee relations. ) and 10
statements. This instrument has been tested for
validity by conducting trials on 30 respondents in
hospitals of the same type as Tamansari Regional
Public Hospital and obtained the The findings of
validity was value of r count> 0.361 and the . In
addition, this instrument has also been through a
reliability test to see the consistency of the
instrument with a Cronbach Alpha value was of
0.876. It was indicated that the instrument was valid
and reliable for measuring the variable which states
that this instrument is reliable.

Employee performance questionnaire
In the employee performance questionnaire, there
are 5 components (consisting of objectives,
standards, feedback, competencies, and
opportunities) and 9 statements.. This instrument
has been tested for validity by conducting trials on
30 respondents in RSUD of the same type as
Tamansari Regional Public Hospital and obtained
the value ofgereral hospital with r count> 0.361. In
addition, this instrument has also been through a
reliability test to see determine the consistency of
the instrument with a Cronbach Alpha value of
0.884 which states that this instrument is reliable.
Statistical analysis
Variable Descriptive Analysis
Variable descriptions are usedIt was used to
determine describe therespondents' answers to the
variables of motivation, work ability, work
environment and employee performance. This
analysis useds index analysis. To get the tendency
of respondents' answers to each variable, it will be
based on the average score (index) which is
categorized into a range of scores based on the
calculation of the three box method (Ferdinand,
2006).
Upper limit of the score range: (% Fx5) / 5 =
(153x5) / 5 = 765
Lower limit of score range: (% Fx5) / 5 =
(153x1) / 5 = 153
Then the score range value is 204. By using the
three box method, the 204 score range is divided
into 3 parts, resulting in a range for each section
of 204, it will be used as a list of index
interpretations as follows:
153-357 (poor), 357.1-561 (good enough) and
561.1-765 (good). In addition to using the three
box method, the description of variables according
to respondents can be done by descriptive analysis
using the SPSS program.
Statistic testBivariate analysis
The statistical test used in this study isThe multiple
linear regression test was used to determine the
factors associated with performance among
employement. Before the multiple linear regression
test was carried out, the data normality assumption
was tested using SPSS software by looking at the
Kolmogorov Smirnov valuebefore carry out the
multiple linear regression. In addition, a
4
multicollinearity test was also carried out to see if
there was a correlation between the independent
variables. Simultaneous test (F test) was carried out
to see whether there was an effect of motivation,
work ability and work environment variables on
employee performance at the Tamansari Hospital
simultaneously. While the partial test (t test) is to
see the effect between each independent and
dependent variable partially.
Result
Characteristics of Respondents
Based on the questionnaire distributed by
researchers, data was obtained that revealed the
distribution of respondents based on the
demographics of the respondents. Researchers did
not differentiate respondents based on their duties
and functions (both medical and non-medical) but
based on gender, age, latest education, marital
status and length of time the employees worked.
From the questionnaire data obtained from the 153
respondents who studied the number of female
respondents was more than male respondents with
a percentage of 93 people (61%) female
respondents and 60 people (39%) male
respondents. Most of the respondents' ages ranged
from ≤ 30 years, namely 85 people (56%) and 68
people (44%) aged> 30 years. Most respondents'
education was undergraduate with 94 people
(61%), Diploma with 51 people (33%) and Senior
High School with 8 people (5%). For the marital
status of the most respondents married 147 people
(96%), 4 people (3%) unmarried and 2 widowers
(1%). The most respondents' length of work was ≥
2 years as many as 120 people (78%), followed by
1-2 years of work as many as 21 people (14%) and
between 3 months-1 year as many as 12 people
(8%).
Tambahkan table dari characteristic respondents
characteristic Total Persentage
(N) (%)
Male 60 39
Gender
Female 93 61
≤ 30 year 85 56
Age
>30 year 68 44
Education Senior 8 6
High
School
 Diploma 51 33 ability and work environment was simultaneously
University 94 61 association have an effect onwith employee
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
Table 1. Table of Results of Multiple Linear environment and work environment were associated
Regression Equations with working performance(p<0.01). However, , it is
found that motivation has no effect on employee
Model β т Sig performance(p<0.05). Work ability affects
Constant 3.,887 0.,000 employee performance. The work environment
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), Azar and
Hospital, which means that employee performance
Shafighi (2013), and Agusta (2013) which state that
can be affected by work ability and work
work motivation has a positive and significant
environment. Motivation variable has no effect on
effect on employee performance. The results of this
employee performance.
study are in line with Herzberg's theory or often
called the hygiene motivator theory where there are
Table 2. Simultaneous Hypothesis Test Table (Test
two factors that influence a person's motivation to
F)
work, the two factors are motivator factors and
hygiene factors. Job satisfaction depends on 2
Model Mean F Sign factors, namely satisfaction factors (motivating or
Square satisfying factors) and dissatisfaction factors
Regression 476.,307 108.,394 0.,000 (hygiene factors or dissatisfaction). The presence of
Residual 4.,394 motivating factors will cause employees to work
Total harder. For example work performance, recognition
Employee performance of success, the job itself, employee responsibilities,
Motivation, work ability, work environment career development and opportunities for
employees to learn new skills. The absence of
Based on the results in Ttable 2 , it is found that the hygiene factors will cause dissatisfaction for
test results simultaneously association among the workers. Examples of hygiene factors are company
variables or simultaneously state that theshowed policies, supervision, salary, working conditions,
that independent variables ofthe motivation, work relationships with colleagues, physical workplaces,
5
security and relationships between superiors and
subordinates. Work motivation that is not
significant with performance can be caused by 56%
employees of Tamansari Hospital with age <= 30
years where work performance and employee's
sense of responsibility towards work are still
lacking.
Effect of work ability on employee performance
Based on the results of the study, it was found that
there was a significant influence between work ability
on employee performance at Tamansari Hospital. The
results of this study are consistent with previous
research conducted by Yudha (2010) and Wagimin
(2001) where there is a significant influence between
work ability on employee performance and
performance. In addition, this study is in line with the
theory put forward by Mathis and Jackson (2009)
where there are three main factors that affect
individual performance, namely ability, effort and
support.
The influence of the work environment on
employee performance
Based on the results of the study, it was found that
there was a significant influence between the work
environment and the employee performance at the
Tamansari Hospital. Physical and non-physical work
environments cannot be separated because they both
affect employee performance. Researchers use the
theory from Faustino Cardoso Gomes (2013) that the
work environment is a work process in which the
environment interacts according to certain patterns
and each has certain characteristics and / or values.
Selalin is based on the theory of Robbins (2002)
where the physical work environment is a factor of
employee work stress that affects job performance. In
this study, researchers only looked at physical work
environment factors such as lighting, air temperature,
noise, use of color, space to move, job security and
the relationship between employees. The results of
this study are supported by research conducted by
Joko Purnomo (2008) which states that there is a
significant influence between work environment and
employee performance. The opinion of Robbins and
Judge (2012) and Ndraha (2005) which explains that
understanding organizational culture and how to
explain understanding of organizational culture and
how it is created, maintained and studied will increase
the ability to explain and predict organizational
6
behavior so that it helps management to improve
performance.
The influence of motivation, work ability, work
environment on employee performance
Employee performance can be affected by several
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
out. Performance achievement plays a significant role
in explaining employee intensity. Employee
performance can be formed with the ability to work
and a supportive work environment.
RESEARCH FINDINGS
The results showed that there was no significant
influence between work motivation on employee
performance at Tamansari Regional Public Hospital,
the results of this study are in line with Herzberg's
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
satisfaction depends on 2 types of factors, namely
satisfaction factors (motivating or satisfying factors)
and dissatisfaction factors (hygiene factors or
dissatisfaction factors). There is a significant influence
between work ability on employee performance at the
Tamansari Regional Public Hospital. Employees who
have high work ability will provide high performance
achievements.
There is a significant influence between the work
environment on employee performance at the
Tamansari Regional Public Hospital. The results of
this study indicate that the better the conditions of the
work environment, the better the performance of the
employees at work.
From the test results the coefficient of determination
(R2) is 0.686, which indicates that motivation, work
ability and work environment have a simultaneous
effect of 68.6% on employee performance at
Tamansari Regional Public Hospital. The remaining
31.4% is influenced by other factors not examined.
CONCLUSION
Based on the research results, it isIn conclusion,
concluded that the motivation variable does not have a
direct and significant effect on employee performance.
In this study, what was discussed by researchers was
limited to extrinsic motivation. so thatTherefore the
results were not directly related between motivation
and employee performance. Work ability Work and
environment variables have a direct and significant
effect on employee performance. Work environment
variables have a direct and significant effect on
employee performance. The factors that influence the
work environment discussed by the researchers are
the physical work environment which includes
lighting, air temperature, noise, use of color, space to
move, job security and the relationship between
employees. The results of simultaneous testing of the
variables of motivation, work ability and work
environment have a direct and significant effect on
employee performance.
IMPLICATIONS
1. Provide opportunities for employees in terms
of career development or promotion
2. Developing an HR model through intellectual
capital (where employees are expected to
have the ability, knowledge, ideas,
innovation, energy and commitment).
3. Developing an HR model through spiritual
capital which will give birth to a love of
work, a high work ethic, a spirit of mutual
help, and respect for others.
4. Developing an HR model through
psychological capital or psychological capital
so that every employee has confidence, is
optimistic, is diligent in achieving goals and
is able to survive if there are problems or
obstacles to achieve success.
Study recommendation SUGGESTION
The Create education and training programs
needed to that increaseimprove the employee
motivation and and employability through
ESQ or mental spiritual training. The
Providing awards for outstanding employees
Perform 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.
1. Conducting capacity building to build
commitment
GRATITUDE
On this occasion, the author would like to express his
deepest gratitude to Drh. CRI Sajjana Prajna
7
Wekadigunawan, Mkes, PhD and DR. Rokiah
Kusumapradja, MHA, as a mentorto all samples to
participate in this study.
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