Pengaruh Pelatihan Dan Motivasi Berprestasi Terhadap Kinerja Pegawai Pada UPTD Puskesmas Bojonggambir

Nurul Puadah (Universitas Cipasung Tasikmalaya)
Sri Sudiarti (Universitas Cipasung Tasikmalaya)

Balance : Jurnal Akuntansi dan Manajemen
Vol. 5 No. 1 (2026): April 2026

Penelitian ini mengkaji permasalahan kinerja pegawai di puskesmas, seperti kualitas pelayanan yang belum optimal dan ketidakkonsistenan kehadiran. Penelitian sebelumnya lebih fokus pada pelatihan sebagai faktor eksternal, sementara motivasi berprestasi sebagai faktor internal kurang diperhatikan. Penelitian ini bertujuan menganalisis pengaruh pelatihan dan motivasi berprestasi terhadap kinerja pegawai di UPTD Puskesmas Bojonggambir, Tasikmalaya. Metode yang digunakan adalah kuantitatif dengan survei. Data dikumpulkan melalui kuesioner yang diuji validitas dan reliabilitasnya, dengan populasi 70 pegawai. Hasil analisis menunjukkan bahwa pelatihan dan motivasi berprestasi berpengaruh signifikan terhadap kinerja pegawai, dengan nilai R Square 0,745, yang berarti 74,5% variasi kinerja pegawai dijelaskan oleh kedua variabel ini. Implikasi penelitian ini menunjukkan bahwa peningkatan kinerja pegawai puskesmas memerlukan pelatihan yang berkelanjutan dan penguatan motivasi berprestasi, melalui penghargaan, pengembangan karier, dan budaya kerja yang mendukung.   This study examines employee performance issues at community health centers, such as suboptimal service quality and inconsistent attendance. Previous research has mainly focused on training as an external factor, while achievement motivation as an internal factor has received less attention. This study aims to analyze the impact of training and achievement motivation on employee performance at the Bojonggambir Community Health Center, Tasikmalaya. A quantitative approach with a survey method was used. Data were collected through a validated and reliable questionnaire, with a population of 70 employees. The results indicate that both training and achievement motivation significantly affect employee performance, with an R Square value of 0.745, meaning 74.5% of the variation in performance can be explained by these two variables. The implications of this study suggest that improving employee performance at community health centers requires continuous training and strengthening achievement motivation, through rewards, career development, and a supportive work culture.