Track: Business Management

Abstract

The research objectives were (1) To determine and analyze the influence of competence on employee performance at the West Sulawesi Provincial Health Office, (2) To define and analyze the effect of compensation on employee performance at the West Sulawesi Provincial Health Office, (3) To determine and analyze the influence of competence. On employee job satisfaction at the West Sulawesi Provincial Health Office, (4) To define and analyze the effect of compensation on employee job satisfaction at the West Sulawesi Provincial Health Office, (5) To determine and analyze the impact of employee performance on employee job satisfaction at the Sulawesi Provincial Health Office West, (6) To define and analyze the effect of competence on job satisfaction through employee performance at the West Sulawesi Provincial Health Office and (7) To determine and analyze the impact of compensation on job satisfaction through employee performance at the Sulawesi Bar Provincial Health Office. This research was conducted at the West Sulawesi Provincial Health Office with 161 employees. The desired precision was 95% (or a tolerable error rate of 5%), so the minimum sample size to be taken was 115 respondents. Respondent status is Civil Servants and Employees contracted by the West Sulawesi Provincial Government. The sample was calculated using the Slovin formula (Umar, 2001). At the same time, the methods used in this research are interview and questionnaire/questionnaire. The use of interviews is intended to obtain initial data and also aims to get more detailed information. The use of questionnaires is meant to obtain primary data from respondents as research subjects. This study indicates that internal factors that have a positive and significant effect on job satisfaction are competence as an independent variable and employee performance as an intervening variable. Meanwhile, internal factors that do not positively and significantly affect job satisfaction are compensation as independent variables and competence through employee performance and payment through employee performance, which are separate and intervening variables.