THE EFFECT OF LEADERSHIP ON EMPLOYEE PERFORMANCE THROUGH EMPLOYEE MOTIVATION IN PRIMARY AND PRIVATE DENTAL CLINICS IN JAKARTA

In the midst of today's new normal era, the world economy has become very competitive. Many companies are competing to create innovations and make modifications to produce the best service to be provided, especially in the health sector. Health services in the new normal era like today need adaptation in providing services to the community, especially at dental clinics. This study aims to test and analyze "The Influence of Leadership and Employee Motivation on Employee Performance" The sample used in this study was 150 respondents who worked at the Main and Private Dental Clinic Companies. Testing was carried out using SEM analysis. The results of this study support the hypothesis that Leadership has a positive influence on Employee Motivation, Employee Motivation has a positive effect on Employee Performance, Leadership has a positive influence on Employee Performance with Employee Motivation as a mediating variable. This research has implications for the owner and management of the Main Dental Clinic and Personal to improve Employee Performance by paying attention to and increasing Employee Motivation and Leadership, so that in the end it can affect Employee Performance.


INTRODUCTION
In the midst of today's new normal era, the world economy has become very competitive (Surodjo et al., 2022). Many companies are competing to create innovations and make modifications to produce the best service to be provided, especially in the health sector (Hausman & Johnston, 2014). Health services in the new normal era like today need adaptation in providing services to the community, especially at dental clinics. According to the Ministry of Health, efforts are needed to adjust dental and oral health services to prevent the transmission of Covid-19 in order to save the lives of patients and dentists. Thus, many aspects become operational and non-operational challenges that need to be considered for leaders and employees. The importance of cooperation and good relationships between leaders and employees in an effort to maintain health facilities to survive and continue to provide the best service. Company leaders must be very concerned about what their employees need, such as Employee Motivation because it will affect the quality and Employee Performance of them in the dental clinic, and ultimately will also have an impact on the quality and image of the dental clinic. Good and positive leadership will also greatly determine independence and will encourage employees to innovate freely and broadly, so that in the work environment will create a personality of work spirit in employees who show a proactive attitude and are willing to take risks in business. This is very important, because company leaders must have the ability to run the company by utilizing the resources they have (Kyal et al., 2022).

Leadership
A leader is an individual who can effectively lead a group of individuals and turn them into a team to achieve the goals of the company. In general, Leadership can be defined as the capacity to direct, guide, or influence (Mathews et al., 2022). Meanwhile, based on other research, a leader must consider the role of employees and their perception of the role of a leader. So Leadership is a joint process and cooperative task set by the leader and all aspects of the company (Ali et al., 2022). Leaders need to have a well-structured and neat leadership spirit so that employees more easily achieve success and can complete their work well (Willermark & Islind, 2022).

Employee Performance
Employee Performance is one of the factors in the success and success of a company. Employee Performance is defined as the ability of employees to realize company goals that have been set, both in the form of products and services provided. This is very important for the sustainability and success of the company (Arraya, 2022). Employee Performance is one of the five categories in evaluating the leadership of a company. This is an important benchmark because Employee Performance is an attitude or result described by employees and all layers of the company from how or the leader's style in leading the company.

Employee Motivation
Employee Motivation is the result of interaction between employees within the company. Employee Motivation focuses on the willingness and enthusiasm of employees to behave positively within the company. This can be judged by the magnitude of innovation of employees within the company and will ultimately affect Employee Performance (Adiguzel & Sonmez Cakir, 2022). According to Self-Determination Theory (SDT), Employee Motivation is a positive attitude from the results of meeting three basic human psychological needs, namely: autonomy, competence, and relatedness. That way, employees will be optimally motivated and prosperous while working within the company (Forner et al., 2020).
H1: Leadership has a positive influence on Employee Motivation. Previous research by Ludwikowska (2022), revealed that there is a significant positive impact between Leadership and Employee Motivation. The research was conducted on 263 organizations based in Poland. In line with this research, Kurian & Nafukho (2022) also conducted research in the hotel industry and produced data that Leadership has a significant positive effect on organizational justice, which includes Employee Motivation.
H2: Employee Motivation has a positive influence on Employee Performance. Based on research conducted by Adiguzel and Cakir (2022), in the automotive spare parts sector in Turkey, it was found that there is a significant positive influence between Employee Motivation and Employee Performance. In his research on 51 company leaders, Forner et al (2020), also mentioned that the results of a deeper study related to Employee Motivation indicators showed a significant positive relationship with Employee Performance.
H3: Leadership has a positive influence on Performance with Employee Motivation as a mediation variable. Bassani et al (2021) in their research conducted on leaders of construction companies in Southern Europe stated that with the right leadership style will encourage employees to produce good company outcomes. In this case, company outcomes are interpreted as Employee Performance. The encouragement given by company leaders to employees is another term for Employee Motivation. In addition Kyal, et al. (2021) in their research revealed that one of the indicators that affect Employee Performance is Employee Motivation.

Data Resources
Data collection in this study was carried out by distributing questionnaires to medical and non-medical personnel at the Main and Private Dental Clinics totaling 150 respondents. Sampling is carried out by census techniques, namely sampling techniques by taking the entire population. The data used in this study is primary data, which is data collected directly by researchers to answer problems or research objectives. The characteristics of respondents are based on the general description of respondents which includes the character of the job. Based on the table above, respondents in this study were categorized into two categories based on their occupational profession, where the majority were non-medical, which included management and receptionists with a total of 79 people (52.7%) and the rest were medical professions, which included dentists and dental nurses with a total of 71 people (47.3%). Most respondents are aged 26-30 years, namely as many as 82 people (54.7%), followed by respondents aged > 30 years with a total of 44 people (29.3%), and respondents aged 20-25 years as many as 24 people (16%). Most respondents were women, 84 people (56%). Male respondents in this study amounted to 66 people (44%). most respondents have an S1 education background, which is 96 people (64%). The rest were respondents with D3 education backgrounds, which were 54 people (36%). most of the old respondents worked at Dent Smile Dental Clinic and Jalakanya Dental Clinic for < 5 years, which was 58 people (38.7%). Followed by respondents with a working period of 5-10 years, which is 50 people (33.3%). And the least are respondents with a length of work > 10 years, which is as many as 42 people (28%).

Technique of Collection
The data used in this study are primary data. Data collection is carried out by questionnaire technique, namely by providing written statements to respondents made based on the variables to be studied, as many as 36 items of translated statements from research instruments that have been done previously with slight modifications so that respondents understand the statements given are used in this research. Previously, a pilot study was conducted to determine the validity and reliability of the 36 statement items to be disseminated.

Test Standardize factor loadings Validity
The validity test is used to measure the validity or absence of a measurement indicator or statement in the questionnaire used, which means that it is able to reveal something to be measured. According to Nazir (2019), the basis for making decisions on validity testing with Standardized Factor Loading quoted from Hair Jr et al (2021), is as follows: If the value of the standardized factor loading < α (0.40), then the statement item is considered invalid. If the value of the standard factor loading > α (0.40), then the statement item is considered valid.

Reliability Test
Test the reliability of each construct used in this study using Cronbach's Coefficient Alpha with the help of SPSS software version 20. According to Sekaran & Bougie (2016), Cronbach's Coefficient Alpha that is quite acceptable is the value of 0.60 or more The results of validity and reliability tests conducted with Convergent Validity and cronbach's alpha, Standardize factor loadings Validity are as follows: From the table above, it can be seen that all standardized factor loading values, all data loading values are valid and the values meet the Cronbach alpha so that it can be said to be reliable.

Data Analysis Method
Amos 6.0. According to Ghozali and Fuad (2020), data analysis techniques use the Structural Equation Model.

RESULTS AND DISCUSSION
The data analysis method used in this study is the Structural Equation Model (SEM) which is run with Amos 6.0 software. According to Ghozali and Fuad (2020), data analysis techniques using the Structural Equation Model are carried out to thoroughly explain the relationship between variables in the study. In simple terms, SEM calls for the most suitable and efficient estimation technique for simultaneously estimated multiple regression. Table 3 Descriptive Statistics The method. The basis for making a hypothesis test decision is to compare the magnitude of the pvalue with the level of significance of 5% (alpha 0.05). If the p-value is more than alpha 0.05 then the null hypothesis (Ho) fails to be rejected which means there is no significant effect between the two variables and vice versa if the p-value is lower than alpha 0.05 then the null hypothesis (Ho) is rejected. The sound of the null hypothesis (Ho) and the alternative hypothesis (Ha) are as follows: Ho1: Leadership does not have a positive influence on employee motivation.
Ha1: Leadership has a positive influence on Employee Motivation.
Based on table 9, Leadership has a significant effect on Employee Motivation. Because the coefficient value is 0.686 and the p-value is 0.000 or less than the error rate (α = 5%) Ha1 is accepted, meaning that the higher the application of Leadership to employees at Dent Smile Dental Clinic and Jalakanya Dental Clinic, the higher the Employee Motivation will be.

Hypothesis 2
The sound of the null hypothesis (Ho) and the alternative hypothesis (Ha) are as follows: