The Influence of Achievement Motivation on Workplace Well-Being with the Mediation of Service Quality Dimensions at PKU Muhammadiyah Hospital, Blora Regency
Abstrak
This study aims to examine and analyze the effect of Achievement Motivation on Workplace Well-Being, with Service Quality dimensions acting as mediating variables, at RS PKU Muhammadiyah in Blora Regency. In addition, this study aims to test the role of each Service Quality dimension Tangible, Reliability, Responsiveness, Assurance, and Empathy in mediating the relationship between Achievement Motivation and Workplace Well-Being. This research employs a quantitative approach using multiple linear regression analysis and mediation testing via the Bootstrap technique in a parallel regression model (PROCESS Model 4 for SPSS). The sample consists of 128 respondents selected using Slovin’s formula from a total population of 189 eligible employees. The main variables in this study include one independent variable (Achievement Motivation), one dependent variable (Workplace Well-Being), and five Service Quality dimensions as mediating variables. Data were collected through a Likert-scale questionnaire distributed to employees directly involved in patient services at RS PKU Muhammadiyah, Blora Regency. The results show that Achievement Motivation has a positive and significant effect on all Service Quality dimensions. Furthermore, Reliability, Responsiveness, and Assurance have a significantly positive effect on Workplace Well-Being, while Tangible and Empathy have a significantly negative effect. Mediation analysis reveals that the indirect effect of Achievement Motivation on Workplace Well-Being through Service Quality dimensions is not significant overall, although some mediation pathways such as through Reliability, Responsiveness, and Assurance show both positive and negative significant effects. This study provides implications that improving employees' achievement motivation can enhance service quality, which in turn may improve workplace well-being, although the mediating effects are complex and depend on specific Service Quality dimensions. These findings are expected to serve as a reference for hospital management in designing human resource development strategies and improving service quality.
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