Pengaruh Lingkungan Kerja, Pengembangan Karier, dan Sistem Penghargaan terhadap SDM dengan Kepuasan Kerja sebagai Mediator di Dinas Kesehatan Tegal

Abstract

This study aims to examine the influence of work environment, career development, and reward system on the development of human resources (HR) with job satisfaction as a mediating variable. The research focuses on employees at the Tegal City Health Office, employing a quantitative research design. Data collection was carried out through the distribution of structured questionnaires to 95 respondents selected using purposive sampling, ensuring that participants met predetermined criteria relevant to the study’s objectives. The data were analyzed using Structural Equation Modeling with the Partial Least Squares (SEM-PLS) approach to test both direct and indirect relationships among the variables. The findings reveal that the work environment, career development, and reward system each exert a positive and significant direct effect on HR development. Additionally, these factors also have an indirect influence on HR development through the mediation of job satisfaction, indicating that job satisfaction serves as a key pathway linking organizational factors to HR outcomes. A supportive work environment fosters employee comfort and collaboration, structured career development opportunities enhance motivation and skill advancement, and a fair, transparent reward system boosts morale and engagement. Together, these elements contribute to producing employees who are more professional, productive, and competent. The implications of this research highlight the importance for public sector organizations, particularly in the health service sector, to prioritize policies that promote a conducive work atmosphere, provide clear career pathways, and implement equitable reward systems. Such strategies are crucial not only for improving job satisfaction but also for ensuring sustainable HR development that aligns with organizational goals. The study offers empirical evidence to support decision-making in HR management and serves as a reference for designing effective and long-term HR development strategies in government institutions.