Track: Business Management

Abstract

With more hospitals emerging in Indonesia has leads to increased competition to get the number of patients. From that reason the hospital is required to have maximum performance in terms of service in order to win the patient's choice. To increase the employee performance of hospital it can be generated if job satisfaction from employees can be full filled, so it necessary to improve job satisfaction by create the organizational culture and encouragement from the management level to work motivation of employees. This research was conducted in 5 biggest hospitals owned by PT. Pertamina Bina Medika, the sample is 338 employees from population of 2,172 employees. To know the pattern of relationship between variables with the aim of knowing the direct or indirect effect on exogenous and endogenous variables, this research uses Structural Equation Model (SEM). Outer model test results using convergence test validity obtained all the loading factor values ​​for the indicator greater than 0.70 it illustrates that the indicator is valid. The test results using discriminant validity obtained the value of loading factor for each indicator is greater to the intended construct than to the unintended construct, so it can be concluded that the indicator has a high discriminant validity value. Composite reliability test results show the value of composite reliability to four variables greater than 0.70 so it concluded that the variable has a good internal consistency. As for the value of variance of each indicator in the constraint obtained the value of AVE is greater than 0.50 so it can be concluded that the indicators in the construct can be caught by these variables more than the variance caused by measurement error. The reliability test results for each latent variable are obtained for Cronbach's Alpha value greater than 0.70 which means the reliability of the four variables is high. Inner model test results obtained R² value of 0.2906 for job satisfaction that describe that organizational culture and job motivation has an influence of 29.06% to the job satisfaction. The result of R² for employee performance is 0.3761 which describe organizational culture, work motivation and job satisfaction have impact 37.61% to employee performance. For hypothesis test 1 to hypothesis 5 has got the value of t-statistic > 1.96 that describe the significantly positive impact between organizational impact on job satisfaction, work motivation on job satisfaction, job satisfaction on employee performance, organizational culture on employee performance, and work motivation on employee performance. Result from hypothesis no 6 and hypothesis no 7 for exogenous construct shown z score> 1.98 at significance level of 0.05, that describe the exogenous construct has significantly positive impact on the endogenous construct through the intervening construct, and for the Hypothesis No 8 shown F value > F table (104.44 > 3.00) it concluded that organizational culture and work motivation simultaneously have a significantly positive impact on employee performance.

Keywords

Organizational Culture, Work Motivation, Job Satisfaction, Employee Performance, PT. Pertamina Bina Medika (PT. Pertamedika).