Articles

The Influence of Governance and Job Satisfaction on the Performance of Husada Hospital Mediated by Employee Loyalty

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Background: Hospital performance is vital for sustaining quality healthcare services. At Husada Hospital, fluctuations in inpatient numbers and workforce trends from 2019 to 2024 underscore the need to understand how governance and job satisfaction influence performance. Employee loyalty may play a key mediating role, yet this relationship remains underexplored.

Objective: This study aims to analyze the effects of governance and job satisfaction on hospital performance, and to assess the mediating role of employee loyalty in these relationships.

Methods: This quantitative study was conducted at Husada Hospital, Jakarta, from June 9–13, 2025, involving 160 employees selected through proportionate stratified random sampling. Data were collected using Likert-scale questionnaires and analyzed using Structural Equation Modeling–Partial Least Squares (SEM-PLS) via SMARTPLS to assess direct and mediated relationships among governance, job satisfaction, employee loyalty, and hospital performance.

Results: PLS-SEM analysis showed that governance and job satisfaction significantly influenced employee loyalty (R² = 0.580) and hospital performance (R² = 0.413). Employee loyalty had the strongest direct effect on performance (β = 0.642) and significantly mediated the effects of both governance and job satisfaction, highlighting its key role in improving hospital outcomes.

Conclusion: Governance and job satisfaction significantly influence employee loyalty, which plays a key role in enhancing hospital performance. Job satisfaction had the strongest effect on loyalty, while loyalty emerged as the most dominant predictor of performance. Loyalty also mediated the effects of governance and job satisfaction on performance, confirming its central role in linking internal organizational factors to hospital outcomes.

Employer Branding to Improve Employee Loyalty after a Business Merger in PT Pelindo Terminal Petikemas

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In today’s world, solid employer branding is important for any company or organization. Ambler & Barrow (1996) defined employer branding as the process of building and promoting a company’s reputation as an employer. Ilyas et al. (2020) stated that employer branding has a strong positive relationship with employee loyalty and the extent to which employees are committed to their organization and its goals. When a business goes through a merger, employee loyalty becomes an important factor in ensuring the company’s productivity, which is something that PT Pelindo Terminal Petikemas and some other Indonesian State-Owned Enterprises have gone through in recent years. The primary research objective of this study is to identify the specific aspects of employer branding that can be prioritized by PT Pelindo Terminal Petikemas to enhance employee loyalty. The methodology used is primarily quantitative research with correlational analysis as the statistical model, however, additional qualitative data was also collected and analyzed. The primary data were acquired through an online questionnaire given to the employees of PT Pelindo Terminal Petikemas. This study concludes that employer branding and employee loyalty have a strong positive significant correlation. Furthermore, it was also found that the employer branding dimensions with the strongest correlation with employee loyalty are organizational culture, ethics and corporate social responsibility, and diversity. PT Pelindo Terminal Petikemas can focus on improving the organizational culture, ethics and corporate social responsibility, and diversity aspects of employer branding to improve employee loyalty. The research also provides actionable solutions for PT Pelindo Terminal Petikemas to further strengthen its employer branding and improve employee loyalty.