PENGARUH SERVANT LEADERSHIP, WORKLOAD, WORK ENVIRONMENT TERHADAP KINERJA KARYAWAN MELALUI INNOVATIVE BEHAVIOR & WORK ENGAGEMENT
DOI:
https://doi.org/10.34127/jrlab.v15i1.2118Keywords:
Servant Leadership, Workload, Work Environment, Innovative Behavior, Work Engagement, Employee PerformanceAbstract
Employees are a key resource in an organization, possessing the ability to process, analyze, and drive company goals effectively and efficiently . Employee performance can be influenced by servant leadership, workload, and the work environment . Servant leadership influences performance directly, innovative behavior , and work engagement , as well as performance through innovative behavior. Workload on performance directly and through Work Engagement . Work Environment on performance directly also on Innovative Behavior and Work Engagement as well as on performance through Work Engagement . Innovative Behavior and Work Engagement directly on performance. This study aims to gain a better understanding of the role of Servant Leadership , Workload, Work Environment on employee performance, by considering the role of Innovative Behavior and Work Engagement as mediators. Data collection was conducted through the distribution of online questionnaires to 152 health care workers at Lebak Mission Hospital. Data were analyzed using Structural Equition Modeling (SEM), Smart PLS 4.0 software. The results of the analysis show that Servant Leadership influences Innovative Behavior and Work Engagement but not directly on employee performance, nor does it influence employee performance through Innovative Behavior. Workload influences employee performance but does not influence through Work Engagement . Engagement . Work Environment influences Innovative Behavior and Work Engagement , does not directly affect performance. Work Environment also does not affect performance through Work Engagement . In addition, the results of this study also show that Innovative Behavior affects employee performance and Work Engagement also affects employee performance. This study recommends improvements in Innovative Behavior and Work Engagement to improve employee performance. Suggested improvements in Innovative Behavior are Root Cause Analysis (RCA) and Failure Mode Affect Analysis (FMEA) training aimed at training nurses to find the root cause of Patient Safety Incidents (PSI) so that they do not recur, there is continuous improvement, better decision making, increasing customer/patient and family trust. Digital Health and Telemedicine aimed at work efficiency. Nursing Project Management aimed at managing resources (time, funds, HR). Suggested improvements in Work Engagement are empowering job design training, namely by determining the appropriate nurse-patient ratio, non-nursing support staff (administration, cleaning) so that nurses focus on care. Coaching training, not blaming, namely if a Patient Safety Incident (PSI) occurs, the approach taken is just culture : system analysis, not directly punishing individuals. This aims to ensure nurses feel psychologically safe . Reflection rituals, activities aimed at reviving nurses' memories of why they chose nursing , will motivate employees to love their jobs more. For companies, the results of this study can be used to improve employee performance, which ultimately impacts company performance.
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