Pengaruh Kompensasi dan Motivasi Kerja terhadap Kepuasan Kerja serta Implikasinya pada Kinerja Pegawai Puskesmas di Kecamatan Sukajadi Kota Bandung

Abstract

Employee performance is one of the strategic factors determining the success of public service organizations, including Community Health Centers (Puskesmas). As primary healthcare facilities, Puskesmas are required not only to provide accessible health services but also to ensure that employees receive adequate compensation, possess strong work motivation, and experience a supportive work environment that enables them to perform their duties optimally. This study aims to determine and analyze the conditions of compensation, work motivation, job satisfaction, and employee performance, as well as to examine the effects of compensation and work motivation on job satisfaction and their implications for employee performance at Puskesmas in Sukajadi District, Bandung City. This research employed a quantitative approach using descriptive and verification methods. Data were collected through questionnaires as the primary instrument, supported by interviews, observations, and literature studies. A census sampling technique was applied, involving all members of the population who met the research criteria. Field data collection was conducted in 2026. Data were analyzed using path analysis to examine the causal relationships among the research variables. The results indicate that compensation, work motivation, job satisfaction, and employee performance were generally categorized as less favorable. Compensation had an effect on job satisfaction, while work motivation also affected job satisfaction. Simultaneously, compensation and work motivation affected job satisfaction. Furthermore, job satisfaction affected employee performance. The contribution of job satisfaction to employee performance was 75.52%, while the remaining 24.48% was explained by other factors outside the research model. These findings indicate that improving compensation and work motivation should become an important managerial concern because both factors are associated with the development of job satisfaction, which subsequently contributes to better employee performance and improved healthcare service quality.