Hubungan Gaya Kepemimpinan Transformasional, Kualitas SDM dan Motivasi, Terhadap Kinerja Pegawai Puskesmas Jambula Kecamatan Pulau Ternate

Abstract

ABSTRACT

Employee performance is one of the important factors supporting the achievement of organizational goals. Employee performance can be influenced by various factors, including transformational leadership style, human resource (HR) quality, and work motivation. Leadership that provides inspiration and support, adequate human resource quality, and high work motivation are expected to improve employee performance. Objective: To analyze the relationship between transformational leadership style, human resource quality, and work motivation and employee performance, as well as to determine the most dominant factor associated with employee performance. Methods: This study employed an analytic quantitative research design with a cross-sectional approach. The sample consisted of 66 respondents. Data were collected using questionnaires and analyzed through univariate analysis, bivariate analysis using Spearman's rho correlation test, and multivariate analysis using multiple linear regression. Results: Most respondents assessed transformational leadership style as moderately transformational, with 35 respondents (53.0%); human resource quality as moderate, with 32 respondents (48.5%); work motivation as moderate, with 39 respondents (59.1%); and employee performance as moderate, with 37 respondents (56.1%). The bivariate analysis showed significant relationships between transformational leadership style and employee performance (r = 0.333; p = 0.006), human resource quality and employee performance (r = 0.257; p = 0.037), and work motivation and employee performance (r = 0.373; p = 0.002). The multivariate analysis showed that transformational leadership style (p = 0.028) and work motivation (p = 0.012) were significantly associated with employee performance, whereas human resource quality (p = 0.772) was not significantly associated with employee performance after simultaneous analysis. Work motivation was the factor with the most dominant relative contribution to employee performance, based on the highest Standardized Coefficient Beta value of 0.322. Conclusion: Transformational leadership style, human resource quality, and work motivation were associated with employee performance in the bivariate analysis. After simultaneous analysis, transformational leadership style and work motivation remained significantly associated with employee performance, with work motivation demonstrating the most dominant relative contribution in the research model.