THE EFFECT OF SELF ESTEEM, SELF EFFICACY, AND LOCUS OF

CONTROL ON PERFORMANCE OF SURADADI Hospital EMPLOYEES,

TEGAL REGENCY WITH JOB SATISFACTION AS A MEDIATION
VARIABLE

Anindita

ABSTRACT

The purposes of this study were to 1) Knowing the effect of self-esteem on employee performance, 2)
determine the effect of self-efficacy on employee performance; 3) Knowing the effect of locus of control on employee
performance; 4) Knowing the effect of self-esteem on job satisfaction; 5) Knowing the effect of self-efficacy on job
satisfaction; 6). Knowing the effect of locus of control on job satisfaction; 7) Knowing the effect of job satisfaction on
employee performance; 8) Knowing the effect of self-esteem on employee performance with job satisfaction as a
mediating variable; 9) Knowing the effect of self efficacy on employee performance with job satisfaction as a
mediating variable; and; 10) Knowing the effect of locus of control on employee performance with job satisfaction as
a mediating variable.
The subjects of this study were all employees of Suradadi Hospital, Tegal Regency, which had 279 employees.
The technique used to collect data in this study is a questionnaire. The data analysis methods of this research are
instrument validity and reliability tests, descriptive statistics, and quantitative analysis.

Keywords: Self Esteem, Self Efficacy, Locus Of Control Performance, work goals
A. INTRODUCTION
High performance of an employee
cannot be separated from matters relating to the
attitude, self-confidence, and behavior of the
employee concerned at work or what is called
self-esteem. Self-esteem is a belief in one's own
value, so the higher the self-esteem possessed by
an employee, the higher his performance. Feeling
appreciated will make an employee try to work
better, so that his performance will increase.
Conversely, if the self-esteem of an employee is
low, then his performance will decrease further,
due to the inability to meet organizational
expectations and adapt to the work environment.
In order to create a sense of self-
efficacy that has an impact, a mental condition is
needed in an employee that begins with a
cognitive process, namely the employee's ability
to analyze and express ideas to achieve the
desired goal. Next is the motivational process,
which is a state in which employees are able to
complete tasks according to the planned actions
and accept the consequences of implementing the
plan. Then the emotional process, namely the
process by which employees can control their
emotions and threats that can undermine the
belief that they can complete certain tasks. The
last process is selection, namely the ability of
employees to choose the right behavior and
environment to achieve the desired goals
(Sebayang and Sembiring, 2017).
Kreitner and Kinicki (2019) explained
that a person's locus of control in an organization
consists of two structures, namely internal and
external. Internal control points arise if a person
believes that what happens is always under his
control, and always plays a role and is
responsible for every decision. While someone
who believes that the events that occur in his life
are beyond his control, including the point of
external control. Locus of control refers to the
belief that a person can control life events on his
own. In other words, locus of control can be
defined as a person's idea that forces or forces
beyond his own control are very influential in
positive or negative situations that occur in his
life (Sarddogan, 2016).
The hospital as an organization has a
goal to provide quality health services and
according to the needs of the community by
involving all parts of the organization. The
Suradadi Regional General Hospital (RSUD) in
Tegal Regency was established in 2010 through
the Decree of the Regent of Tegal Number
445/672/2009 regarding the Improvement of
Suradadi Health Center Inpatient to a Suradadi

1
Type D Hospital, Tegal Regency and the Decree
of the Regent of Tegal Number 445/268/2010
concerning the Granting of Temporary
Operational Permits for the Suradadi Regional
General Hospital, Tegal Regency.
Based on the results of interviews with
employees who handle the field of HR
development, it is known that there is a problem
of low performance in some employees of
Suradadi Hospital, Tegal Regency. There are
several hospital employees who come to work
after 08.00 West Indonesian Time (WIB). In
addition, during recess, some employees rest
early, and return to work after 13.00 WIB. In
Gambar 1.
Data on Delay in Entering the Work of Suradadi Hospital Employees, Tegal Regency in 2021
Source: Suradadi Hospital, Tegal Regency (2022).
Employees of the Suradadi Hospital in
Tegal Regency showed a fluctuating rate of late
arrival for work throughout 2021. In fact, the
hospital as an institution that provides services to
the community expects all employees to have a
high level of performance. Employee tardiness
reflects a low level of discipline which can lead to
less than optimal performance.
According to the results of interviews
with employees who handle the field of HR
development, there are often employees who
change shift schedules without notification to their
superiors. In addition, there were employees who
lacked empathy for patients. There are also
2
fact, there were also some employees who had
left work prematurely. Furthermore, some
employees are often late in compiling reports, in
addition to some of the work not achieving the
target, due to a lack of good cooperation among
employees, thus disrupting the performance of
individuals and the organization as a whole. The
following is data on the lateness rate of
employees at Suradadi Hospital, Tegal Regency
during 2021.
employees who are undisciplined, have difficulty
working with teams, are less communicative, and
are less obedient to superiors. Some nurses are
known to be undisciplined in following the system
both before and after carrying out their service, for
various reasons, such as being late or having urgent
interests.
The results of direct observation show
that there are employees who have low self-
confidence. For example, a nurse who is not calm
in giving action to a patient in the form of an
infusion, so the nursing action must be repeated. It
was also found that some employees felt that they
were not able to do several complex jobs at the
 same time, so they were dissatisfied with the results
of their work.
Research on self-esteem, self-efficacy,
and locus of control has been carried out by several
researchers, but there are inconsistencies in their
conclusions. Lai and Chen (2017), Efriany (2017),
and Yeti Indrawati (2017) for example, were able
to prove that self-efficacy has a significant and
positive effect on performance. While Noviawati
(2017), Alvian, Al Musadieq, and Aulia (2018) and
Iska Maulina (2017) produce different findings,
namely that self-efficacy has no effect on employee
performance. Furthermore, Maulina (2017) and
Indrawati (2014) conclude that self-efficacy has a
significant effect on employee satisfaction. This
B. FRAMEWORK OF THOUGHT
finding is different from the results of Wiyanto's
research (2017) that self-efficacy has no effect on
employee satisfaction. In other studies,
Figure 1 Theoretical Thinking Framework
C. RESEARCH METHOD
This research is a kind of qualitative
approach. The subjects of this study were all
employees of Suradadi Hospital, Tegal Regency,
totaling 279 employees. The technique used to
collect data in this study is a questionnaire.
D. Data Analysis Method
1. Test the Validity and Reliability of the Instru-
ment
Research activities have the aim of
obtaining the truth. In this case, the issue of
validity is a very important aspect considering
the truth is only obtained with valid instruments.
This validity test was carried out using the
Pearson product moment correlation test
3
Wuryaningsih and Kuswanti (2017), Gurendrawati
et al (2017), Appiah and Addai (2017), Wahyuni et
al (2016), and Saputra (2017) can prove that locus
of control has an effect on performance.
Meanwhile, the results of research by Khushk
(2019) and Al Azhar (2017) conclude that locus of
control has no effect on performance.
Based on the phenomena and problems
above, researchers are interested in conducting
research on "The Influence of Self-esteem, Self-
efficacy, and Locus of Control on Employee
Performance at Suradadi Hospital, Tegal Regency
with Job Satisfaction as a Mediation Variable".
Based on the description above, it can be
described the conceptual framework in this study.
technique. For the interpretation of the
coefficients, if rcount > rtable is obtained, it can
be concluded that the questionnaire items are
included in the valid category.
Reliability shows an understanding that
an instrument is reliable enough to be used as a
data collection tool because the instrument is
already good. A good instrument will not tend to
lead respondents to choose certain answers. The
reliability test with internal consistency was
carried out by testing the instrument only once,
then the data obtained were analyzed with
questions in this study using the Cronbach's
Alpha technique (alpha coefficient). A
measurement item can be said to be reliable if it
has an alpha coefficient greater than 0.7.
2. Statistik Deskriptif
2. Descriptive Statistics This analysis was
conducted to obtain a descriptive picture of the re-
spondents in this study, particularly regarding the re-
search variables used. Descriptive statistics is a
method related to collecting / presenting data to pro-
vide useful information. Descriptive statistics is more
directed to the process of collecting, analyzing and
presenting data which can be in the form of mean,
median, standard deviation, range, and so on..
3. Quantitative Analysis
a. SEM Analysis
Data analysis used the structural equation mod-
eling (SEM) from the AMOS 4.0 statistical software
package in the model and hypothesis assessment.
Structural equation model, Structural Equation
Model (SEM) is a set of statistical techniques that al-
lows the simultaneous testing of a series of “compli-
cated” relative relationships (Ferdinand, 2018).
The advantages of the application of SEM in
management research are due to its ability to confirm
the dimensions of a concept or factor that is very
commonly used in management and its ability to
measure the influence of theoretically existing rela-
tionships (Ferdinand, 2018). The steps in the SEM
calculation are:
a. Confirmatory factor analysis
The measurement model shows how the mani-
fest variable (indicator) represents the latent variable
to be measured, namely by testing the validity and
reliability of the latent variable through confirmatory
factor analysis. This study will test the construct va-
lidity by looking at the convergent validity. Conver-
gent validity will be obtained in SEM processing on
AMOS by looking at the factor loading value or also
called the lambda parameter (λ). Santoso (2019) said
that to find out whether the indicator explains the la-
tent variable or not, it is seen from the loading factor
(λ) which is greater than 0.5.
b. Evaluation of data normality
The normality of the multivariate data used in
this analysis can be tested for normality. The data is
said to be normal when it is not skewed to the left or
right and has an ideal sharpness. The cut-off value
that is generally used to assess normality according
to Schumaker and Lomax in Latan (2018) is the
skewness and kurtosis values ranging from 1.0 to 1.5
or the critical ratio (c.r) value must meet the require-
ments of -2.58 < c.r < 2.58.
c. Multicollinearity
Multicollinearty is useful to find out whether
there is a relationship between independent vari-
ables. Multicollinearty occurs when the correlation
value between other indicators is > 0.9 (Ghozali,
2018).
d. Model fit evaluation
After conducting confirmatory analysis and
structural equation modeling, the basic test that must
4
be carried out is model testing by looking at the
value of the goodness-of-fit index.
e. Analysis of the relationship between latent variables
(hypothesis testing)
Hypothesis testing is done to answer the ques-
tions in this study or to analyze the structural rela-
tionships of the model. Hypothesis data analysis can
be seen from the standardized regression weight
value which shows the coefficient of influence be-
tween variables. From data processing, it can be seen
that there is a positive relationship between variables
if the critical ratio (c.r) shows a value > 1.96 and a P
value < 0.05.
b. Mediation Test (Sobel test)
Media testing was conducted to determine the
effect of mediation. The Sobel test was carried out
by testing the strength of the indirect influence of the
independent variable (X) to the dependent variable
(Y) through the intervening variable (M). The indi-
rect effect of X to Y through M is calculated by mul-
tiplying path X→M (a) by path M→Y (b) or ab. So
the coefficient ab = (c – c'), where c is the effect of X
on Y without controlling for M, while c' is the coef-
ficient of the influence of X on Y after controlling
for M. Standard error coefficients a and b are written
as Sa and Sb, the standard error is indirect effect (in-
direct effect) Sat is calculated by the formula below;
sab =
where :
Sa = standard error coefficient a
Sb = standard error coefficient b
b = coefficient of mediating variable
a = coefficient of independent variable
To test the significance of the indirect effect,
we need to calculate the t value of the ab coefficient
with the following formula: t = , the value of t count
is compared to t table, if tcount > from ttable, it can
be concluded that there is a mediating effect.
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