JURISMA: Jurnal Riset Bisnis dan Manajemen Volume Xi Nomor 1 (April 2.
E-ISSN: 2338-292X (Onlin.
P-ISSN: 2086-0455 (Prin.
E-mail: Jurisma@email.
Improving Employee Performance by Strengthening Teamwork.
Motivation and Increasing Job Satisfaction in Business Engaged in Health Service Sector Intan Irani Putri.
Reniati*.
Dian Prihardini Wibawa reniati@email.
University of Bangka Belitung.
Gang IV No.
Balun Ijuk.
Kepulauan Bangka Belitung.
Indonesia
Received Date
Revised Date
Accepted Date
ABSTRACT
The purpose of this study was to analyze and determine the effect of teamwork, motivation and job satisfaction on employee performance.
This research is a type of descriptive and quantitative research with a total sample of 37 respondents.
The sampling technique in this study used the census or saturation method.
The analytical method used is multiple linear regression analysis.
The results of this study indicate that teamwork, motivation and job satisfaction partially have a positive and significant effect on employee Simultaneous test results show that teamwork, motivation and job satisfaction have a positive and significant effect on employee performance.
The implication will be optimal if the work team is solid, motivation is high and job satisfaction Keywords Cooperation.
Motivation.
Job satisfaction.
Employee Performance.
Health Service Sector
ABSTRACT
Tujuan dari penelitian ini adalah untuk menganalisis dan mengetahui pengaruh kerjasama tim, motivasi dan kepuasan kerja terhadap kinerja pegawai.
Penelitian ini merupakan jenis penelitian deskriptif dan kuantitatif dengan jumlah sampel sebanyak 37 Teknik pengambilan sampel dalam penelitian ini menggunakan metode sensus atau saturasi.
Metode analisis yang digunakan adalah analisis regresi linier berganda.
Hasil penelitian ini menunjukkan bahwa kerjasama tim, motivasi dan kepuasan kerja secara parsial berpengaruh positif dan signifikan terhadap kinerja pegawai.
Hasil pengujian secara simultan menunjukkan bahwa kerjasama tim, motivasi dan kepuasan kerja berpengaruh positif dan signifikan terhadap kinerja pegawai.
Implikasinya akan optimal jika tim kerja solid, motivasi tinggi dan kepuasan kerja meningkat.
Kata Kunci Kerja Sama.
Motivasi.
Kepuasan Kerja.
Kinerja Pegawai.
Sektor
Jasa Kesehatan JURISMA : JURNAL RISET BISNIS DAN MANAJEMEN
INTRODUCTION
Superior and quality Human Resources can be obtained through planned and directed human resource development efforts.
Good quality human resources in an organization can be an influential factor in developing the activities of a business (Reniati, et al.
Every organization must strive to develop human resources so that the abilities and attitudes of its human resources increase according to job requirements and the needs of the organization or agency (Sayuti, 2.
Referring to the opinion above, the role of human resources in the running of an organization is very important so it needs to be managed properly because the success of an organization in improving its performance is very dependent on the quality of its human resources (Prastya, 2.
The existence of Perlang Village Community Health Center.
Lubuk Besar District, is located at Jl.
Merbah Kayu Ara.
Perlang.
Lubuk Besar District.
Central Bangka Regency.
has been stipulated in Kepmenkes No.
128 of 2004 concerning the basic policy of the Puskesmas, the Puskesmas is defined as the technical implementation unit (UPT) of the Regency/City Health Service which is responsible for organizing health development in a sub-district/city area.
According to Table 1.
Table 1.
Summary of Performance Assessment Recapitulation for the 2020-2021 Period Performance Assessment Factors Health services Management Service quality Source: Primary data processed by researchers, 2022 Average Value _ 64,93 68,59 9,21 Decrease (%) Increase (%) Table 1.
clearly shows that there has been a decrease in employee performance.
This can be seen in the average performance appraisal results for each employee performance indicator in 2021 which generally experienced a decline when compared to the performance appraisal results in 2020.
The biggest decline in the assessment factor lies in the assessment factor of service quality work.
The importance of employee performance at the Perlang Village Health Center which is related to service quality is very important because each employee is expected to have high work standards so that employee performance becomes optimal.
High employee performance is expected by the Perlang Village Health Center.
A decrease in the results of evaluating employee performance indicators can be an indication of symptoms indicating a decrease in employee This is also related to the ability of employees in carrying out their work when employees can plan and carry out the tasks or activities to be achieved, these activities can be realized.
One effort to pay attention to employee performance is to see the extent to which teamwork is carried out (Kusuma, 2.
Teamwork within the company will be formed when all individuals work together by doing and understanding the tasks that have been given (Widyaswari and Ruhana, 2.
Based on the results of interviews conducted by researchers with Perlang Village Health Center employees there is a teamwork problem because there are some employees who still don't care about co-workers and are less compact between fields.
Besides that, motivation is something that affects employee performance.
Sedarmayanti .
, argues that motivation is a force that encourages a person to take
JURISMA : JURNAL RISET BISNIS DAN MANAJEMEN
action or not which essentially exists internally and externally, positive or negative.
direct it is very dependent on the toughness of the leadership.
Based on the results of interviews conducted by researchers It can be seen that during working hours, some employees delay work and don't even finish work on time.
In addition to teamwork and motivation factors, job satisfaction also affects employee Furthermore.
Sunyoto .
, states that job satisfaction is an individual trait of a person so he has a different level of satisfaction according to the system of values that apply to him.
Economic development aims to improve people's welfare (Reniati.
, et Based on the results of interviews conducted by researchers some of the employees seem not to carry out their job responsibilities seriously, besides that some employees do not come up with new ideas in completing their tasks, and if there are errors in work the employees lack the initiative to fix them.
This study is expected to provide information and input that can be utilized by the Perlang Village Health Center.
It is hoped that this research can become a source of knowledge, information and reference regarding the influence of teamwork, motivation and job satisfaction on employee performance.
The aims of this research are as follows:
First.
To find out the description of teamwork, motivation and job satisfaction on employee performance at Puskesmas Perlang Village.
Second.
To determine the effect of teamwork on employee performance at Puskesmas Perlang Village.
Third.
To determine the effect of motivation on employee performance at Puskesmas Perlang Village.
Fourth.
To determine the effect of job satisfaction on employee performance at Puskesmas Perlang Village.
Fifth.
To determine the effect of teamwork, motivation and job satisfaction on employee performance at Puskesmas Perlang Village.
Researchers conducted a research approach using descriptive analysis and quantitative methods.
Quantitative analysis is based on the analysis of variables that can be described quantitatively .
with definite formulas or analytical tools.
Team Work According to Pandelaki .
, teamwork is evidenced by the existence of several individuals working together who have the same vision and mission to achieve the goals the company wants to achieve.
The dimensions of teamwork according to Sri Bachelor .
4 ) are cooperation, trust and cohesiveness.
Motivation Motivation comes from the Latin word "movere" which means to push or move, which is aimed at HR (Sunyoto, 2.
Sedarmayanti .
defines motivation as a force that encourages a person to take action or not, which in essence exists internally and externally, positive or negative.
To direct it is very dependent on the toughness of the leadership.
The dimensions of motivation according to David McClelland .
n Ridho, 2.
are the need for achievement, the need for power and the need for affiliation.
Job Satisfaction Job satisfaction is an emotional attitude that feels pleasant and loves his work, which then this attitude will be reflected in work morale, discipline and work performance (Hasibuan, 2.
Indicators of job satisfaction according to Robbins and Jugle .
n Puspitawati, 2.
namely salary/wages, promotions, the job itself, co-workers and JURISMA : JURNAL RISET BISNIS DAN MANAJEMEN Performance Performance is the actions and results achieved by workers, whereas performance is an outcome of work because it provides a strong relationship with the strategic goals of the organization (Verianto.
Juniarti et al.
, 2.
The dimensions of performance according to Edison .
are targets, quality, time and adherence to principles.
Hypothesis H1: Teamwork affects employee performance at Puskesmas Perlang Village.
H2:
Motivation influences employee performance at Puskesmas Perlang Village.
H3: Job satisfaction influence on employee performance at Puskesmas Perlang Village.
H4:
Teamwork, motivation and job satisfaction simultaneously have a positive and significant effect on employee performance at Puskesmas Perlang Village.
RESEARCH METHODS
Researchers conducted a research approach using descriptive analysis and quantitative methods.
Quantitative analysis is based on the analysis of variables that can be described quantitatively .
with definite formulas or analytical tools.
The quantitative method is the technique used in presenting research results in the form of numbers and the analysis uses statistics (Sugiyono, 2.
Descriptive research and a quantitative approach, namely explaining and describing variables with data in the form of numbers, then explaining the relationship between variables through hypothesis testing.
This study uses a quantitative analysis approach.
This research was conducted at the Perlang Village Health Center.
Research implementation began in January 2022 until it was The population in this study were all employees of the Perlang Village Health Center, totalling 37 people.
Sampling in this study used a saturated sampling technique in which the entire population was used as the sample.
The data analysis method used in this study is multiple linear regression analysis using the Statistical Package for Social Science (SPSS) version 25.
The questionnaire used is to use descriptive analysis test, validity and reliability test to test the results of the data with the classic assumption test which consists of the normality test, heteroscedasticity test, multicollinearity test and finally testing the hypothesis with the t-test and f-test, as well as analysis of the coefficient of determination (R2 ) and multiple regression analysis to test the independent variables together with the dependent variable.
The following is the formulation of multiple regression analysis:
Y = 1X 1 2X 2 3X 3 e
= Job Readiness = Constant
= Regression Coefficient = Competency = World of Work Information = Motivation to Enter the World of Work
= Prediction Error
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RESEARCH RESULTS AND DISCUSSION
Validity test Validity test results with a significance value of 5% and r table of 0.
The results of the validity test can be shown in Table 2.
Table 2.
Validity Test Results Variable Items X1.
X1.
X1.
X1.
X1.
X1.
X2.
X2.
X2.
X2.
X2.
X2.
X3.
X3.
X3.
X3.
X3.
X3.
X3.
X3.
X3.
X3.
X3.
X3.
Team Collaboration (X.
Motivation (X2 ) Job Satisfaction (X.
Employee Performance (Y) r count
6 8 4 _
8 43 _
85 1 _
41 6 _
r table Information Valid Valid Valid Valid Valid Valid Valid Valid Valid Valid Valid Valid Valid Valid Valid Valid Valid Valid Valid Valid Valid Valid Valid Valid Valid Valid Valid Valid Valid Valid Valid Valid Valid Valid Source: Primary data processed by researchers, 2022 Table 2.
shows that testing the validity of the research instrument with each statement obtaining a value of r count > r table, so that all research questionnaire items are declared valid.
The reliability Test is shown in Table 3.
Table 3.
Reliability Test Results Standard Cronbach Alpha .
Team Collaboration Motivation Job Satisfaction Employee Performance Source: Primary data processed by researchers, 2022 Variable Cronbach Alpha .
8 2 0 _ Information Reliable Reliable Reliable Reliable JURISMA : JURNAL RISET BISNIS DAN MANAJEMEN Table 3 shows the results of the reliability test with the results of all variables having a Cronbach Alpha value .
> 0.
7 0 so that each variable from the questionnaire is declared Classic assumption test Normality test Detecting residuals that are normally distributed or not is through graphic analysis.
The results of the normality test for graphic analysis are shown in Figure 1.
Figure 1.
Normality Test Results Source: SPSS data processed by researchers, 2022 Based on the picture above, the results of the normality test show that the histogram graph is not skewed to the right or to the left, which indicates that the data is normally Normal PP graphics The plot of regression standardized residuals shows the JURISMA : JURNAL RISET BISNIS DAN MANAJEMEN points spread around the direction of the diagonal line, the spread also follows the diagonal line so that the data is declared normally distributed.
Multicollinearity Test According to Table 4.
Table 4.
Multicollinearity Test Results Information To Teamwork
Motivation Job Satisfaction Source: Primary data processed by researchers, 2022
Collinearity Statistics VIF
1,628
3,772
4,172
Multicollinearity occurs when the tolerance value is < 0.
10 and the VIF value is > 10.
Table 4.
shows the results of the multicollinearity test with the acquisition of a tolerance value for each variable > 0.
10 and the VIF value of the three variables < 10 so that it can be stated that there is no multicollinearity between the independent variables in the Heteroscedasticity Test According to Table 5.
Table 5.
Heteroscedasticity Test Results Model (Constan.
To Teamwork Motivation Job Satisfaction Source: Primary data processed by researchers, 2022 Sig Table 5 shows the results of the heteroscedasticity test with a significant value for each variable above 0.
05, so it can be stated that there is no heteroscedasticity in this regression Multiple Linear Regression Analysis According to Table 6.
Table 6.
Results of Multiple Regression Analysis Model Unstandardized B (Constan.
6,948 To Teamwork Motivation Job Satisfaction Source: Primary data processed by researchers, 2022 Coefficients Std.
Error
Standardized Coefficients Beta
2,894
Table 6.
shows the results of multiple regression analysis with the acquisition of the regression equation as follows:
Y = 6 .
233 X 1 0.
345 X 2 0.
427 X 3 e The regression equation can be explained as follows: First, constant 6.
948 means that JURISMA : JURNAL RISET BISNIS DAN MANAJEMEN if the variables of teamwork, motivation and job satisfaction are not worth or equal to 0, then the value of employee performance will be worth 6.
So it can be stated that employee performance will be worth 6.
948 if there is no teamwork, motivation and job Second, the teamwork Regression Coefficient Value .
1 ) = 0.
233 teamwork variable has an effect on employee performance of 0.
233 or has a positive effect on employee performance.
If the teamwork variable increases, employee performance will Conversely, if the teamwork variable decreases, employee performance will Third, motivation Regression Coefficient Value .
2 ) = 0,345 motivational variable affects employee performance by 0.
345 or has a positive effect on employee performance.
If the motivational variable increases, the employee's performance will increase.
Conversely, if the motivation variable decreases, the employee's performance will Fourth, the regression Coefficient Value of Job Satisfaction .
3 ) = 0.
427 It means the variable of job satisfaction effect on employee performance of 0.
427 or a positive effect on employee performance.
If the variable of job satisfaction increases, the employee's performance will increase.
Conversely, if the variable of job satisfaction decreases, the employee's performance will decrease.
Partial Test .
-tes.
According to Table 7.
Table 7.
Results of Partial Test Analysis .
-tes.
Model
To Teamwork
Motivation Job Satisfaction Source: Primary data processed by researchers, 2022
t count
2, 2 32
3, 962
t table Sig The results of each variable can be seen which affects the performance of employees are as follows: First.
H1: Test the Teamwork Hypothesis on Employee Performance The calculation results show that the tcount for X1 is 2.
103 greater than the t table 2.
034 with a significance of 0.
043 which is smaller than the significance level of 0.
05, so that it is stated that H1 is accepted.
This shows that teamwork partially has a positive and significant effect on employee performance at the Perlang Village Health Center.
Second.
H2: Test the Motivation Hypothesis on Employee Performance, the calculation results show that the tcount for X2 is 2.
232 greater than the ttable 2.
034 with a significance of 0.
032 which is smaller than the significance level of 0.
05, so it is stated that H2 is accepted.
This shows that motivation partially has a positive and significant effect on employee performance at the Perlang Village Health Center.
Third.
H3: Job Satisfaction Hypothesis Test on Employee Performance the calculation results show that the tcount for X3 is 3.
962 greater than ttable 034 with a significance of 0.
000 which is smaller than the significance level of 0.
05, so it is stated that H3 is accepted.
This shows that job satisfaction partially has a positive and significant effect on employee performance at the Perlang Village Health Center.
The simultaneous Test (Test .
is Shown In Table 8.
Table 8.
Results of Simultaneous Test Analysis (Test F) JURISMA : JURNAL RISET BISNIS DAN MANAJEMEN
ANOVA a Model
Sum of Aquares 1 Regression 514,196 Residual 88,614 Total
602,811
Source: Primary data processed by researchers, 2022 MeanSquare 171,399 63,829 Sig Table 8.
it is known that the results of the calculation of the respondent's f test show that the f count is 63.
This shows that the f count is greater than the ftable, namely 2.
and the significance value is 0.
000 which is smaller than the 0.
05 significance level.
So that it can be stated that H0 is rejected and H4 is accepted, this shows that the variables teamwork, motivation, and job satisfaction simultaneously have a positive and significant effect on employee performance at the Perlang Village Health Center.
Analysis of the Coefficient of Determination (R.
is Shown in Table 9.
Table 9.
Analysis Results of the Coefficient of Determination (R.
Summary models Model R Square Source: Primary data processed by researchers, 2022 Adjusted R Square Error of the Estimate 1,63868 Table 9.
shows the Adjusted R Square figure of 0.
840 or 84.
0%, it can be stated that 84% of employee performance variables can be explained by teamwork, motivation and job satisfaction variables, and the remaining 16% are explained by variables other than this Overview of Teamwork.
Motivation.
Job Satisfaction and Employee Performance Based on the respondents' responses, it can be said that all research variables, namely teamwork, motivation and job satisfaction and employee performance, are in the very high category.
This can be seen through the statements submitted by the respondents obtained an average score of 4.
19 for the teamwork variable (X.
, 4.
25 for the motivation variable (X.
, 4.
32 for the job satisfaction variable (X.
38 for the employee performance variable (Y).
Influence Teamwork on Employee Performance Based on the results of research that has been done by researchers, it can be said that teamwork variables partially have a positive and significant effect on the performance of Perlang Village Health Center employees.
This is following quantitative calculations in which the teamwork variable (X.
obtained a tcount of 2.
103 which is greater than the ttable of 034 with a significance level of 0.
043 which is smaller than the significance level of 0.
The results of the regression analysis obtained the value of the regression coefficient for the teamwork of 0.
It can be said that if commitment increases by 1 it will affect employee performance by 0.
The results of this study support the research of Rahmat Hidayat .
Effendi Sinuhaji .
and Assyfa Rizka Awalia.
Dilla Fania and Diah Utami Setyaningrum .
which also show that teamwork has a positive and significant JURISMA : JURNAL RISET BISNIS DAN MANAJEMEN influence on employee performance.
The Effect of Motivation on Employee Performance Based on the results of research that has been done by researchers, it can be said that the motivational variable partially has a positive and significant effect on the performance of Perlang Village Health Center employees.
This is following quantitative calculations where the motivation variable produces a tcount of 2.
232 which is greater than the ttable of 034 with a significance value of 0.
032 which is less than 0.
The results of the regression analysis obtained a motivational regression coefficient of 0.
It can be said that if motivation increases by one, it will affect employee performance by 0.
The regression value indicates a positive influence between employee motivation and The results of this study support Sayuti's research .
which shows motivation has a positive and significant influence on employee performance.
Effect of Job Satisfaction on Employee Performance Based on the results of research that has been done by researchers, it can be said that the variable job satisfaction partially has a positive and significant effect on the performance of Perlang Village Health Center employees.
This is following quantitative calculations where the variable of job satisfaction produces a tcount of 3.
962 which is greater than the ttable of 2.
034 with a significance value of 0.
000 which is less than 0.
The results of multiple regression analysis obtained a regression coefficient of job satisfaction of 0.
It can be said that if job satisfaction increases by one, it will affect employee performance The results of this study support Rosmaini and Hasrudy Tanjung's research .
and Dita Chintia Pristiyanti's research .
which found that job satisfaction has a positive and significant effect on employee performance.
The Effect of Teamwork.
Motivation and Job Satisfaction on Employee Performance Teamwork, motivation and job satisfaction have a positive and significant effect on employee performance.
This is based on the results of the calculation of the respondent's f test which shows that the fcount is 63.
This shows that fcount is greater than ftable which is 89 and the significance value is 0.
000 which is smaller than the significance level of 0.
This can be stated that teamwork, motivation and job satisfaction can improve the performance of Perlang Village Health Center employees.
Furthermore, it can be stated that H0 is rejected and H4 is accepted.
The results of this study support the research conducted by Sayuti .
which results that leadership and motivation have a positive and significant influence on employee performance.
As well as supporting the research of Rosmaini and Hasrudy Tanjung .
which results that motivation and job satisfaction have a positive and significant effect on performance.
CONCLUSION
Based on the results of the analysis and discussion that has been carried out, it can be concluded that teamwork, motivation, job satisfaction and employee performance at the Perlang Village Health Center are in the very high category.
Teamwork influence on the performance of Perlang Village Health Center employees.
Motivation affects the performance of Perlang Village Health Center employees.
Job satisfaction influence on the performance of Perlang Village Health Center employees.
Teamwork, motivation and job
satisfaction simultaneously affect the performance of Perlang Village Health Center
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RECOMMENDATION
Based on the conclusions above, the authors provide advice to the leadership of the Perlang Village Health Center to increase the sense of concern for colleagues and help each other in completing work.
The leaders of the Puskesmas also need to improve their ability to work to complete the work promptly.
It is hoped that the leadership can improve the payroll system that is fair and in line with employee expectations.
REFERENCES