The Effect of Career Development and Work-Life Balance on Employee Performance through Job Satisfaction as an Intervening Variable at UPTD Puskesmas Karangasem I
Abstract
Employee performance is central to the effectiveness of primary health care services, yet several program targets at UPTD Puskesmas Karangasem I remain unmet. This study examines the effects of career development and work-life balance on employee performance through job satisfaction. A quantitative descriptive-verificative design was applied to 73 employees using saturated sampling, with data analyzed through path analysis and Sobel tests in SPSS. Career development significantly affected job satisfaction (β = 0.356; p = 0.002) and performance (β = 0.287; p = 0.005), while work-life balance significantly affected job satisfaction (β = 0.338; p = 0.004) and performance (β = 0.197; p = 0.047). Job satisfaction had the strongest direct effect on performance (β = 0.432; p < 0.001) and significantly mediated career development (Z = 2.58) and work-life balance (Z = 2.48). The model explained 74.5% of performance variance. This study’s original contribution is the empirical validation of a dual mediation mechanism in a primary public health setting, showing job satisfaction as a key pathway linking career development and work-life balance to performance. Its single-site scope and limited variable set constrain generalizability, indicating the need for multi-center studies incorporating motivation, competence, work discipline, or morale.
Keywords: Career Development, Work-Life Balance, Job Satisfaction, Employee Performance
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DOI: http://dx.doi.org/10.30829/jombi.v8i01.31034
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