Factors Affecting the Performance of Jonggon Jaya Community Health Center Employees

Abstract

Employee performance is a critical determinant of the quality of primary healthcare services, yet it may be influenced by workload, remuneration, and work motivation. This study aims to examine the effects of workload and remuneration on employee performance and to determine the mediating role of work motivation at the Jonggon Jaya Community Health Center. A quantitative survey was conducted among all 60 Community Health Center employees using a saturated sampling technique. Data were collected through a five-point Likert-scale questionnaire and analyzed using Structural Equation Modeling based on Partial Least Squares (SEM-PLS) with SmartPLS 4. The results showed that workload had no significant direct effect on employee performance (β = 0.077; t = 0.681; p = 0.496), but had a positive and significant effect on work motivation (β = 0.533; t = 4.767; p < 0.001). Work motivation had a positive and significant effect on employee performance (β = 0.711; t = 7.170; p < 0.001). Remuneration had no significant effect on either employee performance (β = 0.011; t = 0.107; p = 0.915) or work motivation (β = 0.223; t = 1.867; p = 0.062). The findings highlight work motivation as the key mechanism linking workload to employee performance, whereas remuneration did not demonstrate a significant direct relationship with performance or motivation. This study contributes empirical evidence that, in the context of a Community Health Center, improving employee performance requires greater attention to motivational factors and appropriate workload management rather than relying primarily on financial incentives. The findings provide practical implications for strengthening human resource management and service performance in primary healthcare organizations.