JOSR: Journal of Social Research
Desember 2022, 2 (1), 234-243
p-ISSN: 2827-9832 e-ISSN: 2828-335x
Available online at http:// https://ijsr.internationaljournallabs.com/index.php/ijsr
http://ijsr.internationaljournallabs.com/index.php/ijsr
THE EFFECT OF JOB TRAINING, WORK MOTIVATION,
OCCUPATIONAL HEALTH AND SAFETY (K3) ON EMPLOYEE
PERFORMANCE AT CIBITUNG MEDIKA HOSPITAL
Rhema Andriana Susilo, Kasmir
Mercu Buana University, Jakarta, Indonesia
rhema.andriana@gmail.com, kasmir@mercubuana.ac.id
Abstract (Indonesia)
Received:
Revised :
Accepted:
Desember 08,
2022
Desember 10,
2022
Desember 17,
2022
Latar Belakang: Perkembangan bisnis yang pesat
mendorong perusahaan atau organisasi untuk
mengoptimalkan sumber daya manusia yang dimiliki guna
menghadapi persaingan, khususnya di sektor kesehatan.
Pertumbuhan ini menyebabkan meningkatnya permintaan
tenaga kerja sektor kesehatan. Rumah sakit yang sebelumnya
merupakan lembaga sosial, kini berkembang menjadi
industri jasa yang makin kompetitif. Oleh karenanya
perusahaan harus memiliki sumber daya manusia yang baik,
karena kemajuan suatu organisasi tidak lepas dari
keberadaan dan pengaruh sumber daya manusia di dalamnya.
Tujuan: Tujuan dilakukannya penelitian ini yaitu untuk
menganalisis pengaruh pelatihan kerja, motivasi kerja, dan
keselamatan kesehatan kerja terhadap kinerja karyawan di
Rumah Sakit Cibitung Medika.
Metode: Penelitian ini merupakan penelitian kuantitatif
dengan desain eksplanatif atau kausal, serta merupakan
penelitian cross-sectional.
Hasil: Hasil yang diperoleh dalam penelitian yakni pelatihan
kerja berpengaruh positif dan signifikan terhadap kinerja
karyawan di Rumah Sakit Cibitung Medika. Kemudian
motivasi kerja didapati berpengaruh positif dan signifikan
terhadap kinerja karyawan di Rumah Sakit Cibitung Medika.
Dan terakhir keselamatan dan kesehatan kerja berpengaruh
positif dan signifikan terhadap kinerja karyawan di Rumah
Sakit Cibitung Medika.
Kesimpulan: Dari hasil yang telah diperoleh, diketahui
pelatihan kerja, motivasi kerja, keselamatan dan kesehatan
kerja berpengaruh positif dan signifikan terhadap kinerja
karyawan di Rumah Sakit Cibitung Medika. Berkaitan
dengan variabel pelatihan kerja, maka disarankan kepada
pihak perusahaan agar pelatihan diberikan secara
berkesinambungan kepada setiap karyawan, akan lebih baik
Rhema Andriana Susilo, Kasmir / JOSR: Journal of Social Research, 2(1), 234-243
The Effect of Job Training, Work Motivation, Occupational Health and Safety
(K3) on Employee Performance at Cibitung Medika Hospital 235
jika pelatihan diberikan sejak awal penempatan karyawan
agar karyawan dapat dengan mudah menyesuaikan diri
dengan pekerjaan barunya.
Kata kunci: Pelatihan Kerja, Motivasi Kerja, Keselamatan
Dan Kesehatan Kerja, Kinerja Karyawan
Abstract (English)
Background: Rapid business development encourages
companies or organizations to optimize their human
resources to face competition, especially in the health
sector. This growth has led to an increase in labor demand
in the health sector. Hospitals, which were previously social
institutions, are now developing into an increasingly
competitive service industry. Therefore, companies must
have good human resources, because the progress of an
organization cannot be separated from the existence and
influence of human resources in it.
Objective: The purpose of this study is to analyze the effect
of job training, work motivation, and occupational health
safety on employee performance at Cibitung Medika
Hospital.
Methods: This research is a quantitative study with an
explanatory or causal design, and is a cross-sectional
study.
Results: The results obtained in the study, namely job
training, had a positive and significant effect on employee
performance at Cibitung Medika Hospital. Then work
motivation was found to have a positive and significant
effect on employee performance at Cibitung Medika
Hospital. And finally, occupational safety and health have
a positive and significant effect on employee performance
at Cibitung Medika Hospital.
Conclusion: From the results that have been obtained, it is
known that job training, work motivation, occupational
safety and health have a positive and significant effect on
employee performance at Cibitung Medika Hospital.
Regarding job training variables, it is recommended to the
company that training is given continuously to each
employee, it would be better if training is given from the
beginning of employee placement so that employees can
easily adjust to their new job.
Keywords: Job Training, Job Motivation, Occupational
Safety and Health, Employee Performance
*Correspondent Author: Rhema Andriana Susilo
Email: rhema.andriana@gmail.com
Rhema Andriana Susilo, Kasmir / JOSR: Journal of Social Research, 2(1), 234-243
The Effect of Job Training, Work Motivation, Occupational Health and Safety
(K3) on Employee Performance at Cibitung Medika Hospital 236
INTRODUCTION
The current era of globalization has an impact on the business world and fierce
competition among companies to get the market share they are targeting. Rapid business
development encourages companies or organizations to optimize their human resources to
face competition, especially in the health sector. This growth has led to an increase in labor
demand in the health sector. Hospitals, which were previously social institutions, are now
developing into an increasingly competitive service industry. Therefore, companies must
have good human resources, because the progress of an organization cannot be separated
from the existence and influence of human resources in it. In order to achieve the goals of
the organization, improving employee performance must always be pursued. Because
performance is a consequence of community demands need for excellent service or high-
quality service (Tejamaya et al., 2021).
At Cibitung Medika Hospital, were carrying out activities and achieving their
goals, it is determined by employee performance is one of the resources owned by the
company. The following is an annual performance assessment of employees at Cibitung
Medika Hospital from 2018 to 2020.
Figure 1. Employee Performance Appraisal for 2018-2020
In 2018, the performance appraisal reached 59.92, increased in 2019 to 60.81 and
decreased again in 2020, which was 58.61. According to the Director of Cibitung Medika
Hospital, the factors that have a major influence are job training, work motivation, and
occupational health and safety (K3). Training conducted on medical personnel in particular
is often not comprehensive, not all medical personnel receive training. Medical personnel
must be trained and developed in their respective fields to reduce and learn new skills to
improve their performance (R. Hasibuan, 2017). Training is a place for employees to able
to improve their skills. Training in this case has a very wide scope related to the work
process, which includes skills produced from the learning process and field practice. Job
training activities provide dividends to employees and companies, in the form of expertise
and skills which will subsequently become valuable assets for the company (Azis et al.,
2018).
Then there is motivation which is a condition to encourage or be the cause of
someone doing an act or activity, which takes place consciously (Azis et al., 2018). This is
a step to increase employee work discipline so that it will have an impact on employee
performance. Motivation can be in the form of small attention given by the leadership, not
Rhema Andriana Susilo, Kasmir / JOSR: Journal of Social Research, 2(1), 234-243
The Effect of Job Training, Work Motivation, Occupational Health and Safety
(K3) on Employee Performance at Cibitung Medika Hospital 237
only providing material to employees, but the form of appreciation and praise can be a
trigger to improve the employee's performance (Marpaung & Sahla, 2020).
Hospitals are included in the criteria for places to work with all possible hazards
that have an impact on health, both to the perpetrators directly in the hospital and patients
or visitors to the hospital. So it becomes a necessity for hospitals to implement occupational
safety and health (K3) in the hospital environment itself (R. Hasibuan, 2017). Occupational
safety and health in the organization can affect work productivity. Work does not run
smoothly if there is a work accident that results in reduced efficiency. Decreased
performance can occur due to employees experiencing injuries, equipment damage, and so
on (Subarkah & Tridayanti, 2018). The performance will be optimal if the workforce is
always guaranteed occupational safety and health.
Based on previous descriptions and inconsistent results of previous studies between
one researcher and another, researchers are interested in retesting employee performance
models by placing the variables of job training, work motivation, and occupational health
safety (K3) as free variables or those that directly affect employee performance
(Vidanaralage et al., 2022).
RESEARCH METHODS
This research is a quantitative study with an explanatory or causal design and is
included in cross-sectional research. this study consists of job training (X1), work
motivation (X2), and occupational health safety (X3). Meanwhile, the bound variable in
this study is employee performance (Y). The study was conducted at Cibitung Medika
Hospital, with the research population being all employees of Cibitung Medika Hospital
which amounted to 303 people. The sampling method used is probability sampling and the
sampling technique is carried out with simple random sampling. Based on the Slovin
formula, the size of the study sample was 173 people. The data used are primary and
secondary data. Primary data was obtained by distributing questionnaires directly to
respondents at Cibitung Medika Hospital. Meanwhile, secondary data is collected by
researchers from related agencies and sources such as reference books, and journals. The
data collection technique uses questionnaires intended to obtain the data needed to obtain
information by providing a list of questions to respondents. In their measurements, each
respondent was asked for their opinion on the question using a Likert scale. This study uses
an approach (SEM) with a measurement model using the Smart PLS program version 3.2.9
to measure the intensity of each research variable and a structural model (structural model)
analyzes research data and hypotheses.
RESULTS AND DISCUSSION
To specify the relationship between indicators and their latent variables, an evaluation
of the measurement model (outer model) is carried out. The results of the analysis are used
to ensure that the measurement results used are suitable for measurement (valid and
reliable). The following are presented the results of the outer analysis of the reflective
model convergent validity.
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The Effect of Job Training, Work Motivation, Occupational Health and Safety
(K3) on Employee Performance at Cibitung Medika Hospital 238
Table 1. Loading Factor Value
Job Training
Work
Motivation
Occupational
Safety and Health
0.736
0.863
0.789
0.722
0.760
0.898
0.758
0.845
0.789
0.742
0.763
0.808
0.849
0.776
0.830
0.716
0.758
0.853
0.791
0.850
0.798
0.783
0.785
0.828
0.801
0.800
0.749
0.846
0.722
0.849
0.745
0.734
0.878
0.795
0.760
All loading factor values of each indicator used to measure variables of job training,
work motivation, occupational safety, health, and employee performance are above 0.7.
This proves that all indicators used to measure each variable are valid or have met
convergent validity.
The next stage of discriminant validity testing is based on cross-loading values and
Average Variance Extracted (AVE) values. Cross Loading factor to find out whether latent
variables have adequate discriminants is by comparing the correlation between indicators
with other latent variables (Ghozali & Latan, 2015). Here are the results of discriminant
validity performed by looking at the AVE (Average Variance Extracted) value.
Table 2. Average Variance Extraction Results
Variables
AVE Value
Job Training
0.602
Work Motivation
0.624
Occupational Safety and Health
0.672
Employee Performance
0.642
The results show that the AVE value of the research model of all variables has been
valued above 0.5 so that the AVE value for discrimination validity testing has been met as
well as the convergent validity test.
Based on the PLS method, the reliability of the indicators in this study was determined
from the composite reliability and Cronbach’s alpha values for each indicator block. The
rule of thumb alpha or composite reliability value must be greater than 0.7 even though a
value of 0.6 is still acceptable. Here are the output results from the outer model of
composite reliability and Cronbach's alpha.
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The Effect of Job Training, Work Motivation, Occupational Health and Safety
(K3) on Employee Performance at Cibitung Medika Hospital 239
Table 3. Composite Reliability and Cronbach's Alpha Results
Variables
Composite
Reliability
Cronbach's
Alpha
Job Training
0.938
0.926
Work Motivation
0.961
0.957
Occupational Safety and Health
0.953
0.945
Employee Performance
0.956
0.949
The composite reliability value of the research model shows that each variable has a
composite reliability value above 0.7. Furthermore, the table shows the value of Cronbach’s
alpha from the research model which shows that each variable has a value of Cronbach’s
alpha above 0.6. So it can be concluded that the model has met the criteria of Composite
Reliability and Cronbach's Alpha so the research model has met the reliability criteria and
is a reliable and reliable measuring tool.
The next test, is a test of the type and magnitude of the influence of independent latent
variables on dependent latent variables. There are 2 stages of testing, namely the coefficient
of determination test (R
2
) and the hypothesis test. The results of the determination test are
presented below.
Table 4. Coefficient of Determination Test Results
Variables
R-Square
Employee Performance
0.641
The R-square value on the employee performance variable is 0.641 this shows that
64.1% of employee performance variables can be influenced by variables of job training,
work motivation, and occupational safety and health, while the remaining 35.9% is
influenced by other variables beyond those studied.
The results of the research model are depicted as shown below and the results of
hypothesis testing are shown in table 5 below.
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The Effect of Job Training, Work Motivation, Occupational Health and Safety
(K3) on Employee Performance at Cibitung Medika Hospital 240
Figure 3. Path Diagram
Through the results of data processing, the level of significance of the relationship is
also obtained to see whether the hypothesis is significant or insignificant. The relationship
between variables can be assessed through the path coefficient column, while the degree of
significance it can be assessed through the T-statistical or P-value column, as follows.
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The Effect of Job Training, Work Motivation, Occupational Health and Safety
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Table 5. Path Coefficient, t-Statistics, and P-Values Results
Original
Sample
(O)
T Statistics
(|O/STDEV|)
P
Values
Job Training -> Employee Performance
0.204
2.067
0.039
Work Motivation -> Employee Performance
0.298
2.796
0.005
Occupational Safety and Health -> Employee
Performance
0.401
3.954
0.000
Then there is the f square test table, which explains how much of the unexplained
proportion of variants is taken into account by the R2 change.
Table 6. f Square Results
Employee
Performance
Job Training
0.063
Work Motivation
0.113
Occupational Safety and Health
0.186
The job training variable has a small size effect in affecting employee performance by
0.063. Then, work motivation has a small size effect in affecting employee performance by
0.113. Occupational safety and health variables have a medium size effect in affecting
employee performance by 0.186.
Discussion
The job training variable on employee performance has a path coefficient value of
+0.204 with a calculated t-value of 2.067 > 1.97 and a p-value of 0.039 < 0.05. Thus, job
training has a positive and significant effect on employee performance at Cibitung Medika
Hospital. In other words, if employees get good training, they will have high performance.
And vice versa, if employees lack or even do not receive training properly, then it has an
impact on their lower performance of employees (Zahrani & Nugraha, 2020). In addition,
training helps to build the correct attitude toward the work of employees and helps
employees to forget about negative attitudes. Through extensive training programs,
employees gain more trust in the workplace resulting in work performance (Kanapathipillai
& Azam, 2020). The research (Mahadevan & Yap, 2019) found that job training, both on-
the-job training and off-the-job training, has a significant positive influence on the
performance of ElkenSdnBhd Malaysia employees. The better the training that the
company gives to employees, the better the performance of those employees will be.
The job training variable on employee performance has a path coefficient value of
+0.298 with a calculated t-value of 2.798 > 1.97 and a p-value of 0.005 < 0.05. Thus, work
motivation has a positive and significant effect on employee performance at Cibitung
Medika Hospital. It can be said that motivation is a driving force that causes employees to
work more actively because motivation will determine a person's achievements. (Yenni,
2019) revealed that in achieving performance, motivation is needed as the intensity of a
person's desire to do activities. Motivation is the thing that drives individuals to do to
achieve certain goals. Work motivation is a condition or energy that moves employees who
are directed or directed to achieve organizational goals as a pro and positive mentality
towards the work situation that will be able to motivate their work to achieve maximum
performance. (Darmawan, 2020) found similar results, in their research that obtained a
positive and significant influence between work motivation variables on employee
performance.
Rhema Andriana Susilo, Kasmir / JOSR: Journal of Social Research, 2(1), 234-243
The Effect of Job Training, Work Motivation, Occupational Health and Safety
(K3) on Employee Performance at Cibitung Medika Hospital 242
Occupational safety and health of employee performance have a path coefficient value
of +0.401 with a calculated t-value of 3.954 > 1.97 and a p-value of 0.000 < 0.05. Thus,
occupational safety and health have a positive and significant effect on employee
performance at Cibitung Medika Hospital. This means that better occupational health
safety applied to a company can improve employee performance. K3 is a responsibility and
a sense of security given by the company to its employees which aims to prevent work
accidents (Trisnawati & Kurniawan, 2021). In addition to aiming to avoid work accidents
in the company's production process, occupational safety and health programs are also to
increase the excitement, work harmony, and work participation of employees. So that it
can be ascertained that the performance of employees will increase. In line with (M. S. P.
Hasibuan & Hasibuan, 2016) who state that occupational health safety has a positive and
significant effect on employee performance.
CONCLUSION
From the results that have been obtained, it is known that job training, work
motivation, occupational safety, and health have a positive and significant effect on
employee performance at Cibitung Medika Hospital. Regarding job training variables, it is
recommended to the company that training is given continuously to each employee, it
would be better if training is given from the beginning of employee placement so that
employees can easily adjust to their new job. For work motivation variables, it is
recommended to the company to increase morale, increase morale, and employee job
satisfaction, increase productivity, increase discipline, create a good working atmosphere
and relationship, and increase a sense of responsibility for tasks. And finally, the variables
of occupational safety and health are good enough so that it is hoped that in the future the
company can continue to create a healthy work environment, and can increase a sense of
security while working.
For further research to be able to develop this research by adding other factors that
can affect employee performance. Researchers are also able to research by expanding the
research sample so that they can provide more representative research.
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