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All Journal Health and Technology Journal (HTECHJ)
Sentot Imam Suprapto
Postgraduate Program in Public Health, Universitas STRADA Indonesia, Indonesia
Dentistry Health Professions Medicine & Pharmacology Nursing Public Health

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Factors Influencing Employee Performance and Loyalty at Kasih Hospital, Denpasar Komang Rhismala Oktaryanti Wulan; Sentot Imam Suprapto; Agusta Dian Ellina
Health and Technology Journal (HTechJ) Vol. 3 No. 6 (2025): December 2025
Publisher : KHD Production

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.53713/htechj.v3i6.541

Abstract

Human resources (HR) is a key factor in organizational success, including that of private hospitals. Kasih Ibu General Hospital in Denpasar faces high healthcare worker turnover and low BOR (68%), necessitating effective HR management. Factors such as leadership style, compensation, work motivation, job satisfaction, work culture, and work environment are suspected to influence employee performance and loyalty. This study aims to analyze Factors Influencing Employee Performance and Loyalty at Kasih Hospital, Denpasar. This study used a correlational approach with a cross-sectional design. The population included 125 employees, all of whom were sampled. Data were collected through a valid and reliable five-point Likert scale questionnaire. The independent variables included compensation, work motivation, leadership style, job satisfaction, and work culture. The moderating variable was the work environment, and the dependent variables were employee performance and healthcare worker loyalty. The analysis was conducted using multiple linear regression and Moderated Regression Analysis (MRA) using SPSS. Compensation, work motivation, leadership style, job satisfaction, and work culture significantly influenced performance. Loyalty, compensation, leadership style, and work culture were found to be significant, while work motivation and job satisfaction were not. The work environment strengthens the relationship between job satisfaction and loyalty, but not the relationship between leadership style and performance. The most significant factor influencing performance is leadership style, while work culture is the primary factor affecting loyalty. Leadership, compensation, work motivation, job satisfaction, and work culture all play a role in enhancing employee performance. Additionally, healthcare worker loyalty is influenced by compensation, leadership, and work culture.
Factors Influencing Employee Performance and Loyalty at Kasih Hospital, Denpasar Komang Rhismala Oktaryanti Wulan; Sentot Imam Suprapto; Agusta Dian Ellina
Health and Technology Journal (HTechJ) Vol. 3 No. 6 (2025): December 2025
Publisher : KHD Production

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.53713/htechj.v3i6.541

Abstract

Human resources (HR) is a key factor in organizational success, including that of private hospitals. Kasih Ibu General Hospital in Denpasar faces high healthcare worker turnover and low BOR (68%), necessitating effective HR management. Factors such as leadership style, compensation, work motivation, job satisfaction, work culture, and work environment are suspected to influence employee performance and loyalty. This study aims to analyze Factors Influencing Employee Performance and Loyalty at Kasih Hospital, Denpasar. This study used a correlational approach with a cross-sectional design. The population included 125 employees, all of whom were sampled. Data were collected through a valid and reliable five-point Likert scale questionnaire. The independent variables included compensation, work motivation, leadership style, job satisfaction, and work culture. The moderating variable was the work environment, and the dependent variables were employee performance and healthcare worker loyalty. The analysis was conducted using multiple linear regression and Moderated Regression Analysis (MRA) using SPSS. Compensation, work motivation, leadership style, job satisfaction, and work culture significantly influenced performance. Loyalty, compensation, leadership style, and work culture were found to be significant, while work motivation and job satisfaction were not. The work environment strengthens the relationship between job satisfaction and loyalty, but not the relationship between leadership style and performance. The most significant factor influencing performance is leadership style, while work culture is the primary factor affecting loyalty. Leadership, compensation, work motivation, job satisfaction, and work culture all play a role in enhancing employee performance. Additionally, healthcare worker loyalty is influenced by compensation, leadership, and work culture.
Driving Organizational Citizenship Behavior in Healthcare: The Synergistic Roles of Commitment, Motivation, and Job Satisfaction Rizal Maulana; Sentot Imam Suprapto; Atik Setiawan Wahyuningsih
Health and Technology Journal (HTechJ) Vol. 4 No. 3 (2026): June 2026
Publisher : KHD Production

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.53713/htechj.v4i3.636

Abstract

Organizational Citizenship Behavior (OCB) is critical for enhancing organizational effectiveness in healthcare settings, yet suboptimal levels persist in many hospitals. This study examined the influence of organizational commitment, work motivation, and job satisfaction on OCB among employees at RS Mata Undaan Surabaya, Indonesia, a specialized ophthalmology referral hospital. Using a quantitative cross-sectional survey design, data were collected from 200 randomly selected employees through structured questionnaires. Multiple linear regression analysis was employed to assess both partial and simultaneous effects of the independent variables on OCB. Descriptive analysis revealed that organizational commitment, work motivation, job satisfaction, and OCB were all at good levels. Regression results indicated that organizational commitment (β = 0.274, p < 0.001), work motivation (β = 0.273, p < 0.001), and job satisfaction (β = 0.189, p = 0.001) each exerted a positive and significant partial effect on OCB. Simultaneously, these three variables significantly predicted OCB (F = 64.997, p < 0.001), explaining 49.1% of the variance (Adjusted R² = 0.491). These findings indicate that OCB emerges from the synergistic interaction of positive work attitudes. Hospital management should implement integrated human resource strategies that simultaneously strengthen organizational commitment, enhance work motivation, and improve job satisfaction, thereby fostering voluntary employee behaviors that ultimately improve service quality and organizational performance in specialized healthcare settings.
Co-Authors Agusta Dian Ellina Atik Setiawan Wahyuningsih Komang Rhismala Oktaryanti Wulan Rizal Maulana