JRSSEM 2022, Vol. 01, No. 6, 680 – 688
E-ISSN: 2807 - 6311, P-ISSN: 2807 - 6494
DOI : 10.36418/jrssem.v1i6.84
EFFECT OF E-PERFORMANCE, WORK ENGAGEMENT AND
ORGANIZATIONAL CULTURE ON EMPLOYEE PERFORMANCE
WITH JOB SATISFACTION AS INTERVENING
Tiara Ismawati
1*
Elisabet siahaan
2
Beby Karina F. Sembiring
3
1,2,3
Faculty of economics and business. North Sumatra University
E-mail: tiaraismawati9@gmail.com
*Correspondence: tiaraismawati9@gmail.com
Submitted: 30 November 2021, Revised: 10 January 2022, Accepted: 15 January 2022
Abstract. The application of e-performance-based performance appraisal will help organizations
evaluate the performance of their employees effectively and efficiently. High work engagement
between employees and their work will make employees maximize their work, so that they will be
able to improve organizational performance. An organizational culture that is adhered to by
employees will make it easier for the organization to apply the rules and carry out its work program.
The purpose of this study was to analyze the effect of e-performance-based performance appraisal,
work engagement, and organizational culture on employee performance with job satisfaction as
an intervening variable on employees of Doloksanggul Hospital, Humbang Hasundutan Regency.
The population in this study were 224 hospital employees with a sample of 143 respondents using
purposive sampling technique. Data were analyzed using descriptive statistical analysis and path
analysis through IBM SPSS Statistics. The results showed that e-performance based performance
appraisal, work engagement, and organizational culture directly had a positive and significant
effect on performance. Furthermore, e-performance-based performance appraisal, work
engagement, and organizational culture directly have a positive and significant effect on job
satisfaction. Job satisfaction mediates the relationship between performance appraisal based on e-
performance, job involvement and organizational culture on performance.
Keywords: performance appraisal based on e-performance; work engagement; organizational
culture; job satisfaction; employee performance.
Tiara Ismawati, Elisabet siahaan, Beby Karina F. Sembiring | 681
DOI : 10.36418/jrssem.v1i6.84
INTRODUCTION
Human resources in various types of
organizations, is a very important aspect in
achieving success because humans are
resources that will always be needed to
increase the productivity of an
organization, (Tajeri, 2020). With the
importance of the value of human
resources, there needs to be proper
management. Human resource
management or commonly referred to as
human resource management is an
acknowledgment of the importance of the
organization's workforce as human
resources in contributing to organizational
goals and the use of several functions and
activities to ensure that these human
resources are used effectively and fairly for
the benefit of individuals, organizations.
and society, (Riniwati, 2016). Every
organization must manage human
resources properly and appropriately,
including hospitals.
The existence of the COVID-19
pandemic has made the role of hospitals
very important because hospitals are
organizations that function to serve public
health, (Chen et al., 2020). Many COVID-19
referral hospitals have been flooded with
visits, even some hospitals are no longer
able to accommodate patients, (Sun et al.,
2021). Contrary to this, it turns out that
there are hospitals that experience the
opposite condition, namely non-COVID-19
referral hospitals. The corona virus
outbreak has caused a decrease in non-
covid inpatient visits, (Antonucci et al.,
2020). This condition resulted in a decrease
in the occupancy rate
(https://ugm.ac.id/id/berita/19619-
pandemi-Covid-19-unjuki-keuangan-
rumah-sakit).
If the problem continues, it will affect the
operational activities and performance of
the hospital. In dealing with these
problems, it is necessary to have optimal
human resource management so that the
hospital is able to survive this situation.
RSUD Doloksanggul is a class C general
hospital located in Kab. Humbang
Hasundutan and is a non-referral hospital
for Covid-19, has more than 300 human
resources consisting of ASN (State Civil
Apparatus), BLUD (Regional Public Service
Agencies), and contract workers,
(Dwiputrianti, 2020). During the pandemic
period, the Hospital experienced a
decrease in outpatient visits and non-
COVID-19 inpatients, this hampered the
hospital's finances and if this condition
continued it would greatly affect the
hospital's operational activities, (Grimm,
2020). To overcome this, extra performance
is needed for employees to be able to
overcome the problems being faced.
METHODS
Type of research was explanatory
research with a quantitative approach,
using path analysis research methods. In
this study, the population amounted to 224
employees with a sample of 143
respondents. The sampling technique in
this study used a purposive sampling
technique.
Table 1. Partial Test (t Test) Sub-Structure I
Coefficients
a
Model
Unstanda
rdized
Coefficien
Standar
dized
Coeffici
t
S
i
g
682 | Effect of E-Performance, Work Engagement and Organizational Culture on Employee
Performance tith Job Satisfaction as Intervening
ts
ents
.
B
Beta
1
(Consta
nt)
.
6
5
5
.
0
7
5
.
0
0
0
E-
Perform
ance
Based
Perform
ance
A
s
s
e
s
s
m
e
n
t
.088 .14
5
2
,
5
1
6
.
0
0
5
Work
E
n
g
a
g
e
m
e
n
t
.088 .28
1
2
,
0
5
4
.
0
1
8
Organiz
ational
Culture
.
5
0
7
.507
2
,
9
8
5
.
0
0
2
a. Dependent Variable: Job Satisfaction
Source: Research Results, 2021 (processed
data)
Based on the table above, by looking at
thevalue beta on the standardized
coefficients, a regression model for sub-
structure I can be made as follows:
Z = 0.145X
1
+ 0.281X
2
+ 0,507X
3
Based on the regression model of sub-
structure I, it can be explained that:
1. The effect of e-performance-based
performance appraisal on job
satisfaction is positive with an influence
value of 0.145, which means that if e-
performance-based performance
appraisal increases by 1 unit, then job
satisfaction will increase by 0.145.
2. The effect of work engagement on job
satisfaction is positive with an influence
value of 0.281, which means that if work
engagement increases by 1 unit, then
job satisfaction will increase by 0.281.
The influence of organizational culture
on job satisfaction is positive with an
influence value of 0.507, which means that
if organizational culture increases by 1 unit,
job satisfaction will increase by 0.507.
Table 2. Partial Test (t Test) Sub-Structure II
Coefficients
a
Model
Unstanda
rdized
Coefficie
nts
Standar
dized
Coeffici
ents
t
S
i
g
.
B
Std
.
Err
or
Beta
1
.700.03
7
5,
9
7
5
3
,
6
1
9
(
C
o
n
s
t
a
n
t
)
Perform
ance
Assess
ment of
Perform
ance-
Based
.0
6
5
.0
5
4.
0
0
6
5
,
4
3
3
E
-
.
0
4
0
Work
Engage
ment
.0
6
5
.3
3
.
4
2
8
.
0
0
1
Tiara Ismawati, Elisabet siahaan, Beby Karina F. Sembiring | 683
7
8,
2
5
7
Organiz
ational
Culture
.5
0
9.
0
0
8
.05
9
3
,
0
1
6
.
7
7
4
Satisfac
tion Job
.6
0
1
.06
3
.501
3
6
1
9
.
0
0
7
A. Dependent variable: performance
Source: Research Findings, 2021 (processed
data)
Based on the above table, by
lookingthe value of beta at the
standardizedcoefficients,the regression
model can be made to the sub-structure 2
is as follows:
Y = 0,054X
1
+ 0,337X,
2
+ 0509X
3
+
0,501Z
Based on the regression model of the
sub-structure 2, it was explained that:
1. Effect of e-based performance
assessment of performance against the
performance is a positive value effect of
0.054, which means that if the
performance appraisal based on e-
performance increases by 1 unit, then
the performance will increase by 0.054.
2. The effect of work engagement on
performance is positive with an effect
value of 0.337, which means that if work
engagement increases by 1 unit, then
performance will increase by 0.337.
3. The influence of organizational culture
on performance is positive with an
influence value of 0.509, which means
that if organizational culture increases
by 1 unit, then performance will
increase by 0.509.
4. The effect of job satisfaction on
performance is positive with an
influence value of 0.501, which means
that if job satisfaction increases by 1
unit, then performance will increase by
0.501.
SOBEL TEST
1. The Sobel test of the effect of e-
performance based performance
appraisal on performance through job
satisfaction
Figure 1. Sobel Test ofVariables E-
Kinerja-Based Performance
AssessmentBased
On Figure 1, it is known that the
statistical Sobel test is 26.31 > 1.96
which means that e-performance based
performance appraisal has an effect
positive and significant on performance
through job satisfaction as an
intervening variable.
2. Sobel test the effect of work
engagement on performance through
job satisfaction
684 | Effect of E-Performance, Work Engagement and Organizational Culture on Employee
Performance tith Job Satisfaction as Intervening
Figure 2. Sobel Test ofVariables Work
Engagement
Based on Figure 2 it is known that the
Sobel test statistic is 15.14 > 1.96, which
means that work engagement has a
positive and significant effect on
performance through job satisfaction as an
intervening variable.
3. Sobel test the influence of
organizational culture on performance
through job satisfaction
Figure 3. Sobel testVariables of
Organizational Culture
Based on Figure 3 it is known that the
Sobel test statistic is 60.79 > 1.96, which
means that organizational culture has a
positive and significant effect on
performance through job satisfaction as an
intervening variable.
Significance on work engagement is
0.018, Sig. t < or 0.018 < 0.05. It defines that
work engagement has a positive and
significant effect on job satisfaction.
Hypothesis 2 is accepted, meaning that the
better the work engagement of
Doloksanggul Hospital employees, the
higher their job satisfaction.
The Influence of Organizational Culture
on Job Satisfaction
Based on the results of the study, it
shows that organizational culture at
Doloksanggul Hospital had an influence on
employee job satisfaction with a result of
0.507, the significance value of
organizational culture was 0.002, Sig. t < or
0.002 < 0.05. It defines that organizational
culture has a positive and significant effect
on job satisfaction. Hypothesis 3 was
accepted, meaning that the better the
organizational culture of Doloksanggul
Hospital employees, the better their job
satisfaction.
The Influence of E-Kinerja-Based
Performance Assessment on
Performance
Based on the results, the study indicates
that e-performance-based performance
appraisal at Doloksanggul Hospital had an
influence on employee performance with a
result of 0.054, the significance value of e-
performance-based performance appraisal
was 0.006, Sig. t < or 0.006 < 0.05. It defines
that e-performance-based performance
appraisal had a positive and significant
effect on performance, (Wahyudi,
Herlambang, & Martini, 2022). Hypothesis
4 was accepted, meaning that the better
Tiara Ismawati, Elisabet siahaan, Beby Karina F. Sembiring | 685
the e-performance based performance
appraisal conducted by RSUD
Doloksanggul for its employees, the better
the performance will be.
Effect of Work Engagement on
Performance
Based on the results of the study, it
shows that work engagement at
Doloksanggul Hospital had an influence on
employee performance with a result of
0.337, the significance value of work
engagement was 0.001, Sig. t < or 0.001 <
0.05. (Wahyudi et al., 2022). Hypothesis 5 is
accepted, meaning that the better the level
of work engagement owned by
Doloksanggul Hospital employees, the
better the performance will be,
(ARITONANG, 1993).
The Effect of Organizational Culture on
Performance
Based on the results of the study, it
shows that organizational culture at
Doloksanggul Hospital had an influence on
employee performance with the result of
0.509 (Delima, Maidin, & Saleh, 2020), the
significance value of organizational culture
was 0.008, Sig. t < or 0.008 < 0.05. It defines
that organizational culture has a positive
and significant effect on performance.
Hypothesis 6 was accepted, meaning that
the better the organizational culture of
Doloksanggul Hospital employees, the
better their performance will be.
Effect of Job Satisfaction on
Performance
Based on the results of the study, it
shows that job satisfaction at Doloksanggul
Hospital had an influence on employee
performance with the result of 0.501, the
significance value of job satisfaction was
0.007, Sig. t < or 0.007 < 0.05. It defines that
job satisfaction has a positive and
significant effect on performance,
(Pushpakumari, 2008). Hypothesis 7 was
accepted, meaning that the higher the job
satisfaction level of the Doloksanggul
Hospital employee, the better the
performance will be.
The Effect of E-Kinerja-Based
Performance Assessment on
Performance through Job Satisfaction
Based on the test results, it can be seen
that e-performance-based performance
appraisal had a positive and significant
effect on performance through job
satisfaction, in other words job satisfaction
mediated the relationship of e-
performance-based performance appraisal
on performance with value was Sobel test
statistic 26.31 < 1.96 and significance is
0.00 > 0.05, Shen et al., 2017). This means
that Hypothesis 8 was accepted.
Effect of Job Engagement on
Performance through Job Satisfaction
Based on the test results, it can be seen
that job engagement had a positive and
significant effect on performance through
job satisfaction with the Sobel test statistic
value of 15.14 > 1.96 and a significance of
0.000 < 0.05. This means that Hypothesis 9
was accepted.
The Effect of Organizational Culture on
Performance through Job Satisfaction
Based on the test results, it can be seen
that organizational culture had a positive
and significant effect on performance
686 | Effect of E-Performance, Work Engagement and Organizational Culture on Employee
Performance tith Job Satisfaction as Intervening
through job satisfaction with a statistical
Sobel test score of 60.79 > 1.96 and a
significance of 0.000 < 0.05, (Ciuonzo, De
Maio, & Rossi, 2015). This means that
Hypothesis 10 was accepted.
RESULTS AND DISCUSSION
The Effect of E-Kinerja-Based
Performance Assessment on Job
Satisfaction
Based on the results, the study indicates
that e-performance-based performance
appraisal at Doloksanggul Hospital had an
influence on employee job satisfaction with
a result of 0.145, the significance value of e-
performance-based performance appraisal
is 0.005, Sig. t < or 0.005 < 0.05. It defines
that e-performance based performance
appraisal has a positive and significant
effect on job satisfaction. Hypothesis I was
accepted, meaning that the better the e-
performance based performance appraisal
conducted by RSUD Doloksanggul for its
employees, the better job satisfaction will
be.
The Effect of Job Engagement on Job
Satisfaction
Based on the results of the study, it
shows that work engagement at
Doloksanggul Hospital had an influence on
employee job satisfaction with a result of
0.281, the value.
CONCLUSIONS
Based on the results of data analysis
and discussion, the following conclusions
can be drawn:
1. Performance appraisal based on e-
performance has a positive effect and
significant on job satisfaction work.
2. Engagement has a positive and
significant effect on job satisfaction.
3. Organizational Culture has a positive
and significant effect on job satisfaction
4. Performance appraisal based on e-
performance has a positive and
significant impact on performance.
5. Work engagement has a positive and
significant effect on performance
6. Organizational Culture has a positive
and significant impact on performance.
7. Job satisfaction and significant positive
effect on the performance.
8. Assessment of performance based on e-
performance and significant positive
effect on performance through job
satisfaction.
9. Attachment to work has a positive and
significant effect on performance
through job satisfaction.
10. Organizational culture has a
positive and significant effect on
performance through job satisfaction.
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© 2022 by the authors. Submitted
for possible open access publication
under the terms and conditions of the Creative
Commons Attribution (CC BY SA) license
(https://creativecommons.org/licenses/by-sa/4.0/).