Human Resource Development (HRD) and Organizational Justice on Employee Performance at the Regional General Hospital of Kolaka Regency
Keywords:
Employee Performance , Human Resource Development, Organizational JusticeAbstract
This study aims to examine and explain the effects of human resource development (HRD) and organizational justice on employee performance, both partially and simultaneously, at the Regional General Hospital of Kolaka Regency. The study employed a survey method with an explanatory research design. Data were collected cross-sectionally using a questionnaire. The population comprised all 65 civil servants employed at the Regional General Hospital of Kolaka Regency. Data were analyzed using multivariate regression analysis. The results show that HRD has no significant effect on employee performance, whereas organizational justice has a positive and significant partial effect on employee performance. Simultaneously, HRD and organizational justice have a significant effect on employee performance. Therefore, improvements in HRD and organizational justice, as reflected in empowerment and interactional justice, contribute positively to improved employee performance, as indicated by work-target aspects (quantity, quality, and time) and work behavior (service orientation, integrity, commitment, discipline, cooperation, and leadership).
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This work is licensed under a Creative Commons Attribution 4.0 International License.
