SULTANIST: Jurnal Manajemen dan Keuangan Volume: 14 No: 1S Year 2026 Page .
ISSN: 2338-4328 (Prin.
ISSN: 2686-2646 (Onlin.
Available online at:https://sultanist.
id/index.
php/sultanist THE INFLUENCE OF INCENTIVES.
SERVANT LEADERSHIP.
AND ORGANIZATIONAL CULTURE ON NURSESAo PERFORMANCE WITH WORK STRESS AS AN INTERVENING VARIABLE Yanti Fitriani Panjaitan.
Syaifuddin.
Salman Faris.
Nagian Toni.
Elly Romy.
Magister Management.
Universitas Prima Indonesia PUI Human Resource Management Research and Innovation Center.
Universitas Prima Indonesia Email: nagiantoni@unprimdn.
Abstrak Penelitian ini bertujuan untuk menganalisis pengaruh insentif, kepemimpinan pelayan, dan budaya organisasi terhadap kinerja perawat dengan stres kerja sebagai variabel intervening di Rumah Sakit Umum Delima Medan.
Populasi terdiri dari 39 perawat.
oleh karena itu, teknik pengambilan sampel jenuh diterapkan.
Data dikumpulkan menggunakan kuesioner dan dokumentasi, kemudian dianalisis dengan uji-t, uji Sobel, dan analisis jalur menggunakan SPSS 25.
Hasil penelitian menunjukkan: .
insentif berpengaruh positif terhadap stres kerja.
kepemimpinan pelayan berpengaruh negatif terhadap stres kerja.
budaya organisasi berpengaruh positif terhadap stres kerja.
insentif dan kepemimpinan pelayan berpengaruh positif dan signifikan terhadap kinerja.
budaya organisasi berpengaruh negatif dan tidak signifikan terhadap kinerja.
stres kerja berpengaruh positif dan signifikan terhadap kinerja.
tidak ada pengaruh insentif dan kepemimpinan pelayan terhadap kinerja melalui stres kerja.
budaya organisasi berpengaruh terhadap kinerja melalui stres kerja sebagai variabel intervening.
Kata kunci: Insentif.
Kepemimpinan Pelayan.
Budaya Organisasi.
Kinerja.
Stres Kerja Abstract This study aims to analyze the influence of incentives, servant leadership, and organizational culture on nursesAo performance with work stress as an intervening variable at Delima General Hospital Medan.
The population consisted of 39 nurses.
therefore, a saturated sampling technique was applied.
Data were collected using questionnaires and documentation, then analyzed with t-tests.
Sobel test, and path analysis using SPSS 25.
The findings revealed: .
incentives positively affect work stress.
servant leadership negatively affects work stress.
organizational culture positively affects work stress.
incentives and servant leadership have a positive and significant effect on performance.
organizational culture has a negative and insignificant effect on performance.
work stress has a positive and significant effect on performance.
there is no effect of incentives and servant leadership on performance through work stress.
organizational culture influences performance through work stress as an intervening variable.
Keywords: Incentives.
Servant Leadership.
Organizational Culture.
Performance.
Work Stress Article History: Received: 09 January 2026 Revised: 02 February 2026 Accepted: 09 February 2026 SULTANIST: Jurnal Manajemen dan Keuangan.
Vol (N.
Month Year
INTRODUCTION
Hospitals are essential healthcare institutions that provide comprehensive services, including promotive, preventive, curative, and rehabilitative care.
Nurses, as frontline caregivers, play a crucial role in maintaining the quality of hospital services.
However, nursesAo performance is often influenced by various organizational factors such as incentives, leadership style, organizational culture, and work stress (Sofiyan et al.
, 2022.
Lie et al.
, 2.
At delima general hospital medan, issues regarding service quality have been patientsAo dissatisfaction to challenges in maintaining professional performance among nurses.
While infrastructure and facilities are important, the competence, motivation, and well-being of nurses remain decisive.
Preliminary observations indicated that insufficient incentives, leadership approaches that are not fully empowering, and organizational pressures contribute to work stress and inconsistent performance outcomes.
This study is designed to examine the impact of incentives, servant leadership, and nursesAo performance, with work stress as a mediating By doing so, it aims to provide insights into human resource management practices in LITERATURE REVIEW.
Performance refers to the work results achieved by employees in accordance with assigned responsibilities (Mangkunegara.
Indicators include quality, quantity, timeliness, discipline, responsibility, and cooperation (Edison, 2.
Incentives are financial rewards provided to employees based on performance that exceeds standard expectations (Panggabean, 2.
Properly managed incentives enhance motivation and productivity.
Introduced by Greenleaf emphasizes leading through serving with values of compassion, humility, vision, trust, and empowerment (Wirawan, 2.
This leadership style reduces work stress and fosters organizational commitment and Organizational culture refers to the shared values, beliefs, and norms within an organization that shape membersAo behavior (Robbins Judge.
Strong organizational culture improves adaptation and employee engagement, though it may also generate pressure when misaligned with employeesAo expectations (Silalahi et al.
, 2022.
Kerdpitak & Jermsittiparsert, 2.
Work stress is defined as a condition of tension that affects emotions, cognition, and physical health due to job demands (Handoko.
Stressors interpersonal conflict, inadequate facilities, and ambiguous roles.
Previous research indicates that incentives, leadership, and organizational culture significantly affect performance, either directly or indirectly through work stress (Sedarmayanti et al.
, 2021.
Aprilda et al.
The conceptual framework suggests that organizational culture affect performance, both directly and indirectly through work Hypotheses test these causal relationships and mediation effects.
METHODS
This study employed a quantitative approach with a causal research design.
The population comprised all 39 nurses at delima general hospital medan, thus census sampling was data were collected through structured questionnaires using a five-point likert scale SULTANIST: Jurnal Manajemen dan Keuangan.
Vol (N.
Month Year and secondary documentation.
Instrument validity and reliability were tested prior to Analytical techniques included classical assumption tests, t-tests, path analysis, and sobel tests to assess mediation RESULTS Respondents were predominantly female, aged between 26Ae35 years, holding a Diploma in Nursing, and had worked for more than three All questionnaire items were valid .
> r tabl.
and reliable (CronbachAos Alpha > 0.
Work stress mediates the effect of organizational culture on performance, but not the effects of incentives or servant leadership on performance.
Table 1.
Partial Test Results of Sub Model I (T-Tes.
Coefficientsa Standardized Unstandardized Coefficients Coefficients Std.
Error Beta Model (Constan.
Incentive Servant Leadershi Leadership Style Organizational Culture Dependent Variable: Performance Table 2.
Partial Multicollinearity Test Sub Model II Coefficientsa Standardize Unstandardized Coefficients Coefficients Model Std.
Error Beta (Constan.
Incentive Servant Leadeship Leadership Style Organizational Culture Work Stress Dependent Variable: Performance Source: Primary Data Processed, 2024 Table 3.
Partial Sobel Test Results Test Variabel Unstandardized Std.
Eror Statistic Incentivizing Work Stress 484 .
142 (S.
Work Stress on Performance 283.
134 (S.
Servant Leadership 099 .
060 (S.
against Work Stress Itself.
Itself.
Std.
Eror PValue SULTANIST: Jurnal Manajemen dan Keuangan.
Vol (N.
Month Year Work Stress on Performance Organizational Culture Against Work Stress 283.
134(S.
118(S.
Work Stress on Performance 283.
134 (S.
Source: Data Processed with Calculation for the Sobel Test, 2025 Table 4.
Partial Total Impact No.
Influence Incentivization Ie
Performance Servant Leadership
Ie Kinerja Organizational Culture Ie
Performance Direct
Influence Indirect Influence Total Impact
0,080
369 x 0.
154 = 0.
0,024
0,282
(-0.
154 = -0.
673 x 0.
154 = 0.
DISCUSSION