服务型领导和组织氛围对员工绩效的影响——以情感沟通为中介变量(基于库马拉Siwi Mijen Kudus公立医院医护人员的研究)

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摘要

医院是整个医疗保健系统的一个组成部分,为患者提供各种服务。健康问题对提高人们的生活水平起着很大的作用。医院的先锋队,即卫生工作者,由协同工作的各种专业人员组成。卫生工作者绩效是指卫生工作者在多大程度上根据工作专长履行其职责并有效实现医院目标。本研究旨在通过情感承诺作为中介变量,探讨服务型领导和组织氛围对员工绩效的影响。这项研究是在库马拉Siwi Mijen Kudus公立医院进行的。本研究使用的方法是定量的,即使用一个有代表性的样本来回答每一个提交的陈述,并使用问卷来收集研究数据。研究样本是152名库马拉Siwi Mijen公立医院医生以外的卫生工作者,工作年限至少为两年。研究分析工具采用AMOS 22.00软件,采用结构方程建模(SEM)方法。结果显示,仆人式领导对卫生工作者的绩效没有显著影响,p值为0.689 (H1被拒绝)。组织氛围对卫生工作者绩效有显著影响,p值为0.006 (H2可接受)。仆人式领导对情感承诺有显著影响,p值为0.001(接受H3)。组织氛围对情感承诺有显著影响,p值为0.022(接受H4)。情感承诺对卫生工作者绩效有显著影响,p值为0.025(接受H5)。结论:情感承诺是仆人式领导对医护人员绩效的中介变量,其间接效应值为0.120,直接效应值为0.066。因此,情感承诺在组织氛围与卫生工作者绩效之间没有中介作用,因为直接效应的值比间接效应的值大0.318,而间接效应的值为0.073。
本文章由计算机程序翻译,如有差异,请以英文原文为准。
The Influence of Servant Leadership and Organizational Climate on Employee Performance Through Affective Communication as an Intervening Variabel (Study on Health Workers of Kumala Siwi Mijen Kudus Public Hospital)
Hospital is an integral part of the entire health care system that serves patients with various types of services. Health problems have a big role in improving people's standard of living. The spearhead of the hospital, namely health workers, consists of various professions that work collaboratively. Health worker performance refers to the extent to which health workers carry out their roles based on work expertise and efficiently achieve hospital goals. This study aims to examine how the influence of servant leadership and organizational climate on employee performance through affective commitment as an intervening variable. The research study was conducted at Kumala Siwi Mijen Kudus Public Hospital. The method used in this study is quantitative, namely using a representative sample to answer each statement submitted and using a questionnaire to collect research data. The research sample was 152 as health workers other than doctors at Kumala Siwi Mijen Public Hospital with a minimum working period of two years. The research analysis tool uses the AMOS 22.00 software with the SEM (Structural Equation Modeling) method. The results showed that servant leadership had no significant effect on the performance of health workers with a p-value of 0.689 (H1 was rejected). There is a significant influence of organizational climate on the performance of health workers with a p-value of 0.006 (H2 accepted). There is a significant influence of servant leadership on affective commitment with a p-value of 0.001 (H3 accepted). There is a significant influence of organizational climate on affective commitment with a p-value of 0.022 (H4 accepted). There is a significant effect of affective commitment on the performance of health workers with a p-value of 0.025 (H5 accepted). The conclusion is that affective commitment can be a mediating variable between servant leadership on the performance of health workers with an indirect effect value of 0.120 compared to a direct effect of 0.066. Then affective commitment does not mediate between organizational climate and the performance of health workers because the value of the direct effect is 0.318 greater, compared to the indirect effect of 0.073.
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