Pengaruh Komitmen Organisasi terhadap Kinerja Pegawai Kesehatan pada Puskesmas Dalu Sepuluh Kecamatan Tanjung Morawa

Abstract

Based on the development of the National Long Term Plan (RPJN) for 2005-2025, the Indonesian Government has planned to improve the quality of health workers in the Health Services Sector. Therefore, the government is trying to meet the community's needs for health services by establishing Community Health Centers (Puskesmas). In this case, it means that health employees have an important role in improving the quality of health services to the community. Quality service can be seen from employee performance, which can be influenced by organizational commitment. However, it is still found that people are dissatisfied with the services provided by health employees at the Puskesmas, one of which is at the Dalu Sepuluh Health Center, there are complaints that people do not get health services on time, there are employees who are unfriendly, employees who are indifferent, resulting in people being reluctant to ask questions because the attitude of health employees so that people are not satisfied with the services they receive. So the aim of this research is to determine the effect of organizational commitment on employee performance at the Dalu Sepuluh Health Center, Tanjung Morawa District. This research uses quantitative methods. Sampling in this research used saturated sampling with a total of 83 respondents where all members of the population were used as samples. In this study, primary data was obtained by distributing questionnaires to all health employees at the Dalu Sepuluh Health Center. Research data was obtained using a questionnaire containing statements from each variable indicator, data analysis was carried out using SmartPLS v.4.0.9.6 with the SEM (Structural Equation Modeling) analysis method. The results of the research show that there is an influence of organizational commitment on employee performance at the Dalu Sepuluh Health Center, Tanjung Morawa District. Therefore, the hypothesis in the research is accepted because it is supported by the significance value. Based on the results of data processing, it is known that affective organizational commitment has a stronger influence with a value of 0.769 compared to sustainable organizational commitment which has a value of 0.702. So because sustainable commitment has a small influence, in this case the Head of the Dalu Sepuluh Health Center can pay attention to sustainable commitment, such as in terms of giving rewards or bonuses to his employees.