e-Jurnal Apresiasi Ekonomi Volume 12.
Nomor 2.
Mei 2024: 326-329 ISSN Cetak : 2337-3997 ISSN Online : 2613-9774 THE INFLUENCE OF WORK MOTIVATION.
DISCIPLINE AND WORK
ENVIRONMENT ON ASN PERFORMANCE WITH WORK
COMPENSATION INTERVENING VARIABLES
IN WEST PASAMAN HOSPITAL
Jelli Isma Syartika1 .
Elfiswandi2.
Zefriyenni3 Rumah Sakit Umum Daerah Pasaman Barat Faculty of Economics and Business.
Putra Indonesia University Email: drjellyismasyartika@gmail.
ABSTRACT
This research aims to determine the influence of work motivation, discipline and work environment on ASN performance through work compensation as an intervening variable at West Pasaman Regional Hospital.
The method used is multiple linear regression analysis and path analysis.
by distributing a questionnaire to 100 respondents.
The results obtained show that there is a positive and significant influence of work motivation on work recovery.
There is a positive and insignificant influence of discipline on work There is a positive and insignificant influence of the work environment on work There is a positive and significant influence of work motivation on performance.
There is a positive and significant influence of discipline on performance.
There is a positive and significant influence of the work environment on performance.
There is a positive and insignificant effect of work recovery on Work pay does not mediate the effect of work motivation on performance.
Work compensation does not mediate the influence of the work environment on performance.
Finally, the author suggests to the West Pasaman Regional Hospital to further increase work motivation, discipline and pay attention to the work environment so that it is hoped that employee performance will increase.
Keywords: Work Motivation.
Discipline.
Work Environment.
Compensation and Performance INTRODUCING The West Pasaman Regional General Hospital is a regional government-owned company which operates in the field of health services in West Pasaman Regency which aims to provide health services for the community in West Pasaman Regency and its surroundings.
The following is the performance of West Pasaman Regional Hospital employees in 2021-2022 which has not yet been achieved optimally, which can be seen in table 1 as follows Table 1 Performance of West Pasaman Regional Hospital employees in 2020-2021 Indicator Target Target Realizati Target Realization Customer satisfaction Customer loyalty Certified emergency services Achievement of minimum hospital service standards Improving independent and accountable hospital governance Data: West Pasaman Regional Hospital 2021 Based on the table above, it can be seen that there are 5 indicators at the West Pasaman Regional Hospital in 2021.
From this data there are 3 target indicators that have not achieved the predetermined targets, namely providing certified emergency services, achieving minimum hospital service standards and improving governance.
independent and accountable hospital, while the 2 e-Jurnal Apresiasi Ekonomi Volume 12.
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Mei 2024: 326-329 target indicators that have achieved the predetermined targets are customer satisfaction and customer loyalty.
In 2022 there are 5 target indicators at the West Pasaman Regional Hospital.
From this data, there are 3 target indicators that have not reached the predetermined targets, namely customer loyalty, certified emergency service providers, achievement of minimum hospital service standards, while 2 target indicators that have achieved the predetermined targets are customer satisfaction, and Improving governance.
an independent and accountable hospital.
This data illustrates that the performance of West Pasaman Regional Hospital employees still has not yet achieved perfect results.
From the data above, it can be concluded that employee performance is not optimal, which is apparently caused by work motivation, discipline and work environment.
To improve high performance, it is necessary to increase optimal work and be able to utilize the potential of human resources possessed by employees to create organizational goals, so that they will make a positive contribution to the development of the organization.
In addition, organizations need to pay attention to various factors that can influence employee performance, in this case the role of the organization is needed in motivation, enforcing discipline and creating a conducive work environment to encourage the creation of professional attitudes and actions in completing work in accordance with respective fields and responsibilities.
Performance refers to employee work performance measured based on standards or criteria set by the organization.
Management to achieve very high employee performance, especially to improve overall organizational performance.
Based on the results of initial observations by researchers at the West Pasaman Regional General Hospital, it can be seen that employee performance has not been maximized, it still appears to be ineffective, such as in completing filling in patient status, there are still some who are not on time, there are still employees who do not utilize their working time well at work.
, this can be seen when employees carry out their work and responsibilities, employees sometimes do not comply with the SOPs at work.
This situation results in the employee's work being ineffective and not achieving the set goals.
This ineffective employee performance is caused by several factors, including the work motivation at the West Pasaman Regional Hospital provided by the leadership which is still not implemented every ISSN Cetak : 2337-3997 ISSN Online : 2613-9774 So that employees are less enthusiastic about the tasks given by the leadership and it can also be seen that the work motivation of employees at the West Pasaman Regional Hospital is still low, this can be seen by the fact that there are still employees who waste time joking, enter data slowly and sometimes there are also those who look at smartphones so that work becomes take longer and keep piling up and are slow to resolve.
Motivation to comply.
is a psychological factor that shows an individual's interest in work, a sense of satisfaction and responsibility for the activities or work carried out.
A person's behavior is generally motivated by the desire to obtain certain goals.
Motivation is an important thing to pay attention to, because with motivation an employee or employee will be able to have high enthusiasm in carrying out the assigned tasks.
Without motivation, an employee cannot fulfill his duties well, and the resulting work results will not be satisfactory.
Meanwhile, according to.
says that motivation is something that creates enthusiasm or encouragement for work, for this reason work motivation is defined as a condition in a person's personality that encourages the individual's desire to carry out activities to achieve The work motivation at West Pasaman Regional Hospital provided by the leadership is still not fully implemented so that the tasks given by the leadership are not in accordance with the employees' abilities so that in their performance the employees find it difficult to develop their Next, discipline, it can be seen that there is still a lack of employee discipline in working, such as there are still employees who are late, there are still employees who do not comply with dress As stated by Saydam in.
that the application of discipline in organizational life is aimed at ensuring that all employees in the organization are willing to obey all applicable rules and regulations, if everyone in the organization can control themselves and comply with all applicable norms then this can be the main determining factor in achieving organizational goals.
The better the employee's work discipline, the higher the performance they produce.
Good work discipline reflects the extent of a person's responsibility for the tasks assigned to him.
Absolute work discipline is maintained so that all activities that are and will be carried out run according to the predetermined With work discipline, employees will not take actions that could harm the agency.
This can be seen in employees who are still absent without news and come to work and leave work not on time.
Work discipline is also an important e-Jurnal Apresiasi Ekonomi Volume 12.
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Mei 2024: 326-329 factor in improving employee performance.
Work discipline is a condition or attitude of respect that exists in employees towards company rules and Thus, if the rules or regulations within the company are ignored, or frequently violated, then employees will have poor work discipline.
the other hand, if employees comply with company regulations, it illustrates that there is a condition of good discipline.
Discipline is a very important function and is the key to realizing goals because without good discipline it is difficult to achieve maximum goals.
Discipline is a feeling of obedience and obedience to the values for which one is believed to be responsible, such as duties in the office and employee attendance at the company's adjusted hours.
The higher the discipline, the employee performance will also increase, so that employees will sincerely work as best as possible to achieve the goals of a company.
According to supardi inside.
The work environment has a big role in improving employee performance in the company.
According to.
states that the physical work environment is all physical conditions found around the workplace that can affect employees either directly or indirectly.
Furthermore, the work environment is an important factor in creating employee performance because the work environment has a direct influence on employees in completing work which will ultimately improve organizational performance.
work environment condition is said to be good if employees can carry out activities optimally, healthily, safely and comfortably.
Compensation is a factor that can influence compensation is very important for employees who are expected to be able to provide welfare for these employees so that they can motivate employees to work better which will have an impact on improving performance.
According to Rivai inside.
Compensation employees receive in lieu of contributing their services to the company.
Compensation can be interpreted as extrinsic rewards received by employees in the form of wages or salaries, incentives or bonuses, and several benefits.
Compensation can be interpreted as extrinsic rewards received by employees in the form of wages or salaries, incentives or bonuses, and several benefits.
Then the next factor that causes less effective employee performance is the work As said by.
that a work environment is said to be good or suitable if the people in it can carry out their activities optimally, healthily, safely and comfortably.
The suitability of ISSN Cetak : 2337-3997 ISSN Online : 2613-9774 the work environment has an impact over a long period of time, an unfavorable work environment will make it difficult to obtain an effective and efficient work system.
The work environment is a very important factor and has a huge influence on employee performance.
The work environment can be said to be good if the work environment is clean, healthy, comfortable and enjoyable, it will make employees feel better at work so that it can make employees feel more at home in their work space and more enthusiastic about completing their On the other hand, if the work environment is not good and not supportive, it will make employees feel less good, less comfortable and less enthusiastic about completing their work.
Based on the results of researchers' observations, the work environment at the West Pasaman Regional Hospital is very uncomfortable, because the environment at the West Pasaman Regional Hospital still requires a lot of improvement, especially the location of the parking lot, patient waiting room, and patient queue along with the medicine queue, because the activities are still manual and not yet available.
supported by IT activities.
Some of the existing rooms appear to be lacking in arrangement and facilities, and the air circulation is not optimal.
terms of neatness, the spatial layout is still not optimal, because work files are still arranged in an untidy manner.
From the explanation of the background and problems above which are based on previous theories and research, the author conducted research on the influence of work motivation, discipline and work environment on ASN performance with the intervening variable work compensation at the West Pasaman Regional Hospital.
The hypothesis proposed by this research is as follows:
H1:
Allegedly there isThe influence of work
ASN
compensation at West Pasaman Regional Hospital.
H2:
Allegedly there isThe influence of discipline on compensation for ASN employees at West Pasaman Regional Hospital.
H3:
Allegedly there isThe influence of the work environment on ASN employee compensation at West Pasaman Regional Hospital.
H4:
Allegedly there isThe influence of work motivation on the performance of ASN e-Jurnal Apresiasi Ekonomi Volume 12.
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Mei 2024: 326-329 employees at West Pasaman Regional Hospital H5:
Allegedly there isThe influence of discipline on the work performance of ASN employees at West Pasaman Regional Hospital H6:
Allegedly there isThe influence of the work environment on the performance of ASN employees at West Pasaman Regional Hospital H7:
Allegedly there isThe Influence of Compensation on the Performance of ASN Employees at West Pasaman Regional Hospital H8 : Allegedly there isThe influence of work motivation on ASN employee performance through compensation as an intervening variable at West Pasaman Regional Hospital H9 : Allegedly there isThe influence of discipline on the performance of ASN employees through compensation as an intervening variable at the West Pasaman Regional Hospital H10 : Allegedly there isThe influence of the work environment on the performance of ASN employees through compensation as an intervening variable at the West Pasaman Regional Hospital.
ISSN Cetak : 2337-3997
ISSN Online : 2613-9774
RESEARCH METHODS
This research is quantitative research.
The population in this study were all ASN employees at West Pasaman Regional Hospital, totaling 225 samples were taken usingformula.
The formula used to determine the number of samples to be taken is the Slovin formula, then the author found a sample of 100 employees.
Data collection Interview Method.
Questionnaire Method.
Observation Method,Literature method.
The instrument tests used are validity tests and reliability tests.
Then, the basic assumption test is carried out.
The analysis technique uses multiple linear regression analysis and path
RESULTS AND DISCUSSION
Validity test From the results of the motivation validity test, discipline, work environment, performance and compensation stated that all statement items have a corrected Item-Total Correlation value > From the results above, all statements are declared valid and can be used for further testing.
Reliability Test From testing the reliability of these variables, the results obtained can be seen in the following table:
Table 2 Reliability Test Results for Work Motivation.
Discipline.
Work Environment.
Performance and Compensation Variables Variable N= 100 Rule of Information Trump Number of Cronbach Statement Items Work motivation (X.
Reliable Discipline (X.
Reliable Working environment (X.
Reliable Performance (Y) Reliable Compensation (Z) Reliable From table 2 above, it can be seen that all instruments based on reliability analysis of other research variables show that the Cronbach's alpha value for all variables is above 0.
7, therefore all variables can be declared reliable .
Classic assumption test Normality test The results of the normality test calculations can be seen in the table below:
e-Jurnal Apresiasi Ekonomi Volume 12.
Nomor 2.
Mei 2024: 326-329 ISSN Cetak : 2337-3997 ISSN Online : 2613-9774 Table 3 Normality Test Results Variable Work motivation(X.
Discipline(X.
Work Environment (X.
Performance (Y) Compensation (Z) Sig Alpha Information Normal Normal Normal Normal Normal From table 3 above, it can be seen that the significant value for Performance (Y) is 0.
motivation (X.
shows the number 0.
discipline (X.
shows the number 0.
Work Environment (X.
shows the number 0.
132 and Compensation (Z) shows the number 0.
And all variables have a significant value > 0.
05, so the data in this study can be said to be normally Linearity Test Based on testing, the linearity test results are presented in the following table:
Figure 2 linearity test From Figure 2 above, which is the result of a linear probability plot curve, it can be explained that the points on the graph appear to stick together and follow a straight diagonal line, so that based on the linear probability plot curve, the data used is linearly distributed.
Multicollinearity Test The results of the multicollinearity test can be seen as follows:
Table 4 Multicollinearity Test of Tolerance and VIF Independent variable Tolerance VIF Information Work Motivation (X.
No symptomsmulticollinearity 2,273 Discipline (X.
1,958 No symptomsmulticollinearity Work Environment(X.
1,934 No symptomsmulticollinearity Compensation (Z) 2,455 No symptomsmulticollinearity Based on table 4above it is known that the tolerance value for all independent variables is > The Variance Inflation Factor (VIF) value for the three variables is < 10.
Based on the criteria in decision making, it can be concluded that there is no multicollinearity.
e-Jurnal Apresiasi Ekonomi Volume 12.
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Mei 2024: 326-329 Heteroscedasticity Test The heteroscedasticity test aims to test whether in the regression model there is inequality ISSN Cetak : 2337-3997 ISSN Online : 2613-9774 of variance from the residue of one observation to Figure 3 Heteroscedasticity test From Figure 3 above, it can be seen that there are no symptoms of heteroscedasticity in the regression model because there is no clear pattern, and the points are spread above and below the number 0 on the Y axis.
So it can be said that the heteroscedasticity test is fulfilled.
Multiple Linear Regression Analysis Regression Model 1 To determine the influence of work motivation, discipline and work environment on work compensation, multiple linear regression analysis is used, where the independent variables are work motivation (X.
, discipline (X.
and work environment (X.
and the dependent variable is work compensation (Z) .
The following model I regression test was carried out:
Table 5 Multiple Linear Regression Test Results Coefficientsa Model 1 (Constan.
Work Motivation Discipline Work Environment Unstandardized Standardized Coefficients Coefficients Std.
Error
Beta
,591
,323
1,830
Sig.
,070
,367
,389
3,495
1,388
5,917
,001
,168
,000
,091
,066
,323
,459
Based on table 5 above, the regression equation can be seen as follows:
Z = 0.
591 0, 367 X1 0, 126 X2 0, 389 X3 e (X.
, work environment (X.
and compensation Regression Model II To determine the influence of work (Z) as well as variables The binding factor is motivation, discipline, work environment and performance (Y).
The following model II compensation on performance, multiple linear regression test was carried out:
regression analysis is used, where the independent variables are work motivation (X.
, discipline e-Jurnal Apresiasi Ekonomi Volume 12.
Nomor 2.
Mei 2024: 326-329 ISSN Cetak : 2337-3997 ISSN Online : 2613-9774 Table 6 Multiple Linear Regression Test Results Coefficientsa Model (Constan.
Standardi Unstandardized Coefficie Coefficients Std.
Error
Beta
,816
,238
Work Motivation Discipline Work Environment Compensation ,253 ,081 ,066 ,056 ,074 ,271 ,485 ,159 ,050 3,429 Sig.
,001
3,133
6,037
1,992
,557
,002
,000
,049
,579
Based on table 6 above, the regression equation can be seen as follows:
Y = 0.
816 0, 253 X1 0, 401 X2 0.
111 X3 0.
041Z e hypothesis 4 is accepted.
The discipline variable Hypothesis testing has a regression coefficient of 6.
037 and a t test From the table above, it can be seen that in significance value of 0.
000 (< 0.
This data regression model I, the regression coefficient for shows that the discipline variable has a positive the work motivation variable is3,495and a and significant effect on performance.
This means significance value of 0.
001 (< 0.
Thus it can be that hypothesis 5 is accepted.
The work concluded that work motivation has a positive and environment variable has a regression coefficient significant effect on compensation or hypothesis 1 992 and a significance value of 0.
049 (< 0.
is accepted.
The discipline variable has a This data shows that work environment variables regression coefficient of 1.
388 and a significance have a positive and significant effect on value of 0.
168 (> 0.
This data shows that the This means that hypothesis 6 is discipline variable has a positive and insignificant The compensation variable has a effect on compensation.
This means that regression coefficient of 0.
557 and a significance hypothesis 2 is rejected.
The work environment value of 0.
579 (> 0.
This data shows that the variable has a regression coefficient of 5,917 and a compensation variable has a positive and significance value of 0,000 (< 0.
This data insignificant effect on performance.
This means shows that work environment variables have a that hypothesis 7 is rejected.
positive and significant effect on compensation.
This means that hypothesis 3 is accepted.
F test In regression model II, the regression Regression Model 1 coefficient for the work motivation variable The results of calculating the regression is3,133and a significance value of 0.
002 (< 0.
model parameters together are obtained in the Thus it can be concluded that work motivation has following table:
a positive and significant effect on performance or Table 7 Simultaneous variable hypothesis testing ANOVAa Model Regression Residual Total Sum of Squares 16,848 Mean Square 5,616 46,553 Sig.
,000b 11,581 28,429 Source: primary data .
e-Jurnal Apresiasi Ekonomi Volume 12.
Nomor 2.
Mei 2024: 326-329 ISSN Cetak : 2337-3997 ISSN Online : 2613-9774 results of the F test above, it can be concluded that the variables of work motivation, discipline and work environment together have a positive and significant effect on compensation.
From table 7 it can be seen that the regression value is 46,553 with a significance value of the F test of 0.
This means that the F significance value is smaller than alpha 5% .
< 0.
Thus, it can be said that the existing regression model is good and suitable for use in this research.
Apart from seeing the suitability of the model, the F test is also used to see the influence of independent variables simultaneously.
From the Regression Model 2 The results of calculating the regression model parameters together are obtained in the following table:
Table 8 Simultaneous variable hypothesis testing ANOVAa Model Regression Residual Total Sum of Squares 13,197 6,010 19,207 From table 8 it can be seen that the regression value is 52,155 with the significance value of the F test being 0.
This means that the F significance value is smaller than alpha 5% .
000 < 0.
Thus, it can be said that the existing regression model is good and suitable for use in this research.
Apart from seeing the suitability of the model, the F test is also used to see the influence of independent variables simultaneously.
From the results of the F test above, it can be concluded that the variables of work motivation, discipline, work Mean Square 3,299 52,155 Sig.
,000b ,063 environment and compensation together have a positive and significant effect on performance.
Coefficient of Determination (R.
Regression Model 1 Analysis determination in multiple linear regression is used to determine the percentage contribution of the influence of independent variables consisting of work motivation (X.
, discipline (X.
and work environment (X.
on compensation (Y).
Table 9 Results of the Coefficient of Determination of the Variables Work Motivation (X.
Discipline (X.
and Work Environment (X.
simultaneously on Compensation (Z) Model Summary Adjusted R Std.
Error of Model R Square Square the Estimate ,593 ,580 Source: primary data .
Based on table 9 above, the Adjusted R2 Regression model 2 figure is 0.
580 or 58%, this shows that the Analysis percentage contribution of the independent determination in multiple linear regression is used variables work motivation (X.
, discipline (X.
to determine the percentage contribution of the and work environment (X.
to the dependent influence of independent variables consisting of variable Compensation (Z) is 0.
580 or 58 %.
work motivation (X.
, discipline (X.
, work Meanwhile, the remaining 42% is influenced by environment (X.
and compensation (Z) on other variables outside this research.
performance (Y).
e-Jurnal Apresiasi Ekonomi Volume 12.
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Mei 2024: 326-329 ISSN Cetak : 2337-3997 ISSN Online : 2613-9774 Table 10 Results of the Coefficient of Determination of Variables Work Motivation (X.
Discipline (X.
Work Environment (X.
and Compensation (Z) simultaneously on Performance (Y) Model Summary Adjusted R Std.
Error of Model R Square Square the Estimate ,687 ,674 Source: primary data .
Based on table 4.
23 above, the Adjusted R2 figure is 0.
674 or 67.
4%, this shows that the percentage contribution of the independent variables work motivation, discipline, work environment and compensation to the dependent variable Performance is 0.
674 or 64.
Meanwhile, the remaining 32.
6% is influenced by other variables outside this research.
Work (X.
Workload (X.
Path Analysis Model 1 Path Coefficients Based on the equation obtained from multiple linear regression analysis in model 1, the path diagram for model 1 can be formulated as Z = 0.
323 X1 0.
125 X2 0.
459 X3 e Compensation (Z) Workload (X.
* e1 =Oo.
Oe ycI 2 ) =Oo.
Oe 0,.
= 0.
Figure 4 Model 1 Path Diagram (Structure I) Model II Path Coefficients Based on the equation obtained from multiple linear regression analysis in model 2, the path diagram for model 2 can be formulated as Y = 0.
271 X1 0.
485 X2 0.
Work motivation(X1 Discipline(X.
Work Environment (X.
Compensatio
n (Z) Performanc
(Y)
Figure 5 Model II path diagram (Structure II) e-Jurnal Apresiasi Ekonomi Volume 12.
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Mei 2024: 326-329 * e1 =Oo.
Oe ycI 2 ) =Oo.
Oe 0,.
= 0.
Path Analysis Test Interpretation Based on the path diagram that has been formulated, it can be concluded that the direct and indirect effects are as follows:
The influence of work motivation (X.
on performance (Y) through compensation (Z) as an intervening variable Direct effect = 0.
Indirect influence through work motivation (Y) = 0.
323*0.
050 = 0.
So it can be concluded that the indirect influence of work motivation on performance (Y) through compensation (Z) is smaller than the direct influence of work motivation (X.
on performance (Y).
Proven by the value of Indirect effect < direct effect or 0.
016 < 0.
271, it can be explained that compensation has not been able to act as an intervening variable or compensation mediates the influence of work motivation on performance.
The influence of discipline (X.
on performance (Y) through compensation (Z) as an intervening variable Direct effect = 0.
Indirect effect through compensation (Z) = 0.
125*0.
050 = 0.
Hypothesis ISSN Cetak : 2337-3997 ISSN Online : 2613-9774 So it can be concluded that the indirect effect of discipline (X.
on performance through compensation (Z) is smaller than the direct effect of discipline (X.
on performance (Y).
Proven by the value of Indirect effect > direct effect 0.
485, it can be explained that compensation has not been able to act as an intervening variable or compensation mediates the influence of discipline on performance.
The influence of the work environment (X.
on performance (Y) through compensation (Z) as an intervening Direct effect = 0.
Indirect compensation (Z) = 0.
459*0.
So it can be concluded that the indirect influence of the work environment (X.
on performance through compensation (Z) is smaller than the direct influence of the work environment (X.
on performance (Y).
Proven by the value of Indirect effect > direct effect 0.
022 < 0.
159, it can be explained that compensation has not been able to act as an intervening variable or compensation mediates the influence of the work environment on Table 11 Recapitulation of Research Results Statement Significant Comparison Work Motivation has a significant effect on Work Compensation Discipline has a significant effect on Work Compensation The work environment has a significant effect on 0,000 Work Compensation Work Motivation has a significant effect on Discipline has a significant effect on performance 0,000 The work environment has a significant effect on Compensation has a significant effect on Source: primary data .
Decision Accepted Rejected Accepted Accepted Accepted Accepted Rejected e-Jurnal Apresiasi Ekonomi Volume 12.
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Mei 2024: 326-329 ISSN Cetak : 2337-3997 ISSN Online : 2613-9774 Table 12 Recapitulation of Direct and Indirect Research Results Hypothesis Statement Direct Indirect Decision H10 Compensation mediates the effect of work motivation on Compensation mediates the effect of discipline on Compensation mediates the influence of the work environment on Source: primary data .
DISCUSSION Based on the results of the research that has been carried out, the author can imply the The influence of work motivation on The results of the research found that work motivation has a positive and significant effect on compensation.
Proven by the sig value .
< .
So it can be concluded that partially the work motivation variable has a positive and significant effect on compensation.
The effect of discipline on compensation The results of the research found that discipline had a positive and insignificant effect on compensation.
Proven by the sig value .
> .
So it can be concluded that partially the workload variable has a positive and insignificant effect on compensation.
The influence of the work environment on compensation The results of the research found that the work environment has a positive and significant effect on compensation.
Proven by the sig value .
< .
So it can be concluded that partially environmental variables work has a positive and significant effect on compensation.
The influence of work motivation on The results of the research found that work motivation has a positive and significant effect on performance.
Proven by the sig value .
< .
So it can be concluded that partially the work Not Mediating Not Mediating Not Mediating motivation variable has a positive and significant effect on performance.
The The results of the research found that discipline has a positive and significant effect on performance.
Proven by the sig value .
< .
So it can be concluded that partially the discipline variable has a positive and significant effect on performance.
The influence of the work environment on performance The results of the research found that the work environment has a positive and significant effect on performance.
Proven by the sig value .
< .
So it can be concluded that partially work environment variables have a positive and significant effect on performance.
The effect of compensation on The results of the research found that compensation had a positive and insignificant effect on performance.
Proven by the sig value .
> .
So it can be concluded that partially work environment variables have a positive and significant effect on performance.
Direct and indirect influence of work motivation on performance The results of the research found that the indirect influence of work motivation on performance (Y) through compensation (Z) was smaller than the direct influence of work motivation (X.
on performance (Y).
Proven by the value of Indirect effect > e-Jurnal Apresiasi Ekonomi Volume 12.
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Mei 2024: 326-329 direct effect or 0.
016 < 0.
271, it can be explained that compensation is not able to act as an intervening variable or compensation does not mediate the influence of work motivation on Direct and indirect effects of discipline on performance The results of the research found that the indirect effect of discipline (X.
on performance through compensation (Z) was smaller than the direct effect of discipline (X.
on performance (Y).
Proven by the value of Indirect effect > direct effect 0.
< 0.
485, it can be explained that compensation is unable to act as an intervening variable or compensation does not mediate the influence of discipline on Direct and indirect influence of the work environment on performance The results of the research found that the indirect influence of the work environment (X.
on performance through compensation (Z) was smaller than the direct influence of the work environment (X.
on performance (Y).
Proven by the value of Indirect effect > direct effect 0.
022 < 0.
159, it can be explained that compensation is unable to act as an intervening variable or compensation does not mediate the influence of the work environment on performance.
ISSN Cetak : 2337-3997 ISSN Online : 2613-9774 Hospital with a significance value of 0.
(<0.
There is a positive and significant influence of discipline on performance at West Pasaman Regional Hospital with a significance value of 0.
000 (<0.
There is a positive and significant influence of the work environment on performance at West Pasaman Regional Hospital with a significance value of 0.
(<0.
There is a positive and insignificant effect of compensation on performance at West Pasaman Regional Hospital with a significance value of 0.
579 (>0.
Compensation does not mediate the effect of work motivation on performancewith an Indirect effect value > direct effect or 016 < 0.
Compensation does not mediate the effect of discipline on performancewith an indirect effect value > direct effect 0.
Compensation does not mediate the influence of the environment on performancewith an indirect effect value > direct effect 0.
022 < 0.
BIBLIOGRAPHY