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All Journal Mandalika Journal of Business and Management Studies
Tristiana Rijanti
Universitas Stikubank, Indonesia
Decision Sciences, Operations Research & Management

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The Influence of Compensation and Career Development on Employee Performance Mediated by Job Satisfaction at the Demak District Health Office Adi Saputra; Tristiana Rijanti
Mandalika Journal of Business and Management Studies Vol 3 No 2 (2025): Mandalika Journal of Business and Management Studies
Publisher : Mandalika Institute

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.59613/mjbms.v3i2.283

Abstract

This research investigates the effect of compensation and career development on employee performance, mediated by job satisfaction, at the Demak Regency Health Office. The study found that compensation has a positive and significant effect on job satisfaction, meaning that higher compensation increases employees' job satisfaction. Similarly, career development positively affects job satisfaction, indicating that better career development opportunities enhance job satisfaction. Furthermore, compensation positively and significantly impacts employee performance, with employees who receive adequate compensation showing better performance. Career development also contributes positively to employee performance by providing opportunities for skill enhancement and career advancement. Job satisfaction was found to have a significant positive impact on performance, demonstrating that satisfied employees are more motivated to deliver high-quality work. Additionally, job satisfaction was shown to mediate the effects of both compensation and career development on performance. This suggests that while compensation and career development directly impact performance, job satisfaction plays a crucial intermediary role in enhancing performance outcomes. These findings emphasize the importance of improving job satisfaction through adequate compensation and career development opportunities to optimize employee performance in the health sector.
The Influence of Workload and Work Stress on Turnover Intention Mediated by Job Satisfaction (A Study at Harapan Hospital Magelang) Munawar Munawar; Tristiana Rijanti
Mandalika Journal of Business and Management Studies Vol 3 No 2 (2025): Mandalika Journal of Business and Management Studies
Publisher : Mandalika Institute

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.59613/mjbms.v3i2.288

Abstract

Based on the research conducted at RS Harapan Magelang, this study investigates the impacts of workload and work stress on job satisfaction and turnover intention. The research employed a quantitative approach, utilizing data gathered through questionnaires administered to nurses and midwives. The findings show that workload and work stress do not significantly affect job satisfaction, with statistical results indicating no substantial relationships. Additionally, the study reveals that work stress positively and significantly impacts turnover intention, suggesting that higher stress levels lead to a stronger desire to leave the job. However, job satisfaction does not mediate the relationship between workload or stress and turnover intention. This highlights the importance of addressing stress management in the workplace to reduce turnover and improve employee retention. The results provide valuable insights for organizational strategies aiming to enhance employee well-being and decrease turnover rates.
The Influence of Competence and Work Environment on Employee Performance with Organizational Commitment as an Interevening Variable Sofiatun Sofiatun; Tristiana Rijanti
Mandalika Journal of Business and Management Studies Vol 3 No 2 (2025): Mandalika Journal of Business and Management Studies
Publisher : Mandalika Institute

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.59613/mjbms.v3i2.293

Abstract

This study investigates the influence of competence and work environment on employee performance at the Demak District Health Office, with organizational commitment as a mediating variable. Drawing on quantitative data collected from 51 employees through closed-ended questionnaires, the study employs multiple regression and Sobel tests to evaluate both direct and indirect relationships among variables. The results reveal that competence and work environment significantly and positively influence employee performance. However, neither competence nor work environment has a significant effect on organizational commitment. Moreover, organizational commitment does not significantly influence employee performance and fails to mediate the relationship between competence or work environment and performance. These findings suggest that while employee skills and a supportive work environment directly boost performance, organizational commitment does not play a substantial mediating role. One reason may be that commitment expressed by employees does not translate into active participation or productivity. Factors such as normative attachment and job security may explain high loyalty levels without corresponding performance impacts. The study contributes to human resource management theory by challenging the assumption that organizational commitment always enhances performance. Managerial implications highlight the importance of continuous training to enhance competence, improving work facilities, and designing incentive structures that go beyond fostering loyalty to promote actual performance outcomes. Limitations include a relatively small sample and reliance on self-reported data, which may introduce bias. Future research should explore other mediating factors that link workplace conditions and individual competencies to performance more effectively.
Co-Authors Adi Saputra Munawar Munawar Sofiatun Sofiatun