Servant Leadership, Knowledge Management, and Employee Performance of Undata Regional Public Hospital Palu

ABSTRACT


INTRODUCTION
Performance can be improved with various approaches, but performance can also decrease due to several things.Related to this research conducted at the Undata Regional General Hospital (RSUD) Palu, hospital employees must pay attention to their performance.This is accomplished by providing adequate health services.One form of public service and health service the government implements is fulfilling public health needs.The RSUD can fulfill health services with leadership and knowledge owned by human resources in the hospital.The variables in this study focus on servant leadership, knowledge management, and employee performance.Employee performance in hospitals is influenced by servant leadership and knowledge management.Servant leadership has characteristics not found in other leadership models (Karatepe et al., 2019) The knowledge management possessed by leaders and subordinates will result in maximum performance, so its existence is essential.Based on this, this research is crucial to do to develop science in the field of human resource management.The problems to be studied in this research are based on the results of the phenomenon of problems in the field.Based on this, the research team raised a problem that was considered very important to study, namely the problem of employee performance at the Undata Palu Regional General Hospital (RSUD).This is considered very important to study because, for a long time now, the service at Undata Palu Hospital has still received a lot of negative responses from patients and their families.The specific objectives of this study are to contribute to the development of science related to human resource management, especially servant leadership, knowledge management, and employee performance.This research is urgent because research on servant leadership, knowledge management, and employee performance in hospitals is still limited, especially in Indonesia, where such research has not become an important issue to be studied.Another thing that urges this research is that no previous research has raised the topic, especially at Undata Palu Hospital.It is known from the results of journal searches, both national and international, that no one has raised the topic, so this research is essential.

LITERATURE REVIEW Leadership
Leaders can use performance information to different degrees and in different ways (Masal & Vogel, 2016).In discussions about organizational success, managers often say that employee morale is one of the critical factors for success (Bakotić, 2016).Leadership behaviors are essential in predicting perceived performance and job satisfaction (Fernandez, 2008).Results of a study conducted Masal & Vogel (2016) explain the important role of leadership in performance management and highlight the leader as a conduit for performance information.Public sector leaders who define themselves as servant leaders can provide their employees with better work environments and more significant work engagement opportunities (Shim et al., 2016).Servant leadership is a leadership style that prioritizes serving its followers to meet their needs and expectations (Ehrhart, 2004).Servant Leadership Theory relates to the level of satisfaction of employees in the situation they experience in their organization (Liden et al., 2008).Knowledge Management Am.J. Econ.Bus. Innov. 3(2) 54-58, 2024 Knowledge management helps companies stimulate innovation, improve customer service, and achieve business excellence through the accumulation, increased availability and accessibility, and effective use of knowledge (Demchig, 2015).Therefore, it is necessary to manage knowledge deliberately and improve knowledge management capabilities, and it is essential to understand and recognize what organizational knowledge is.Effective knowledge management is a powerful driver for product and organizational growth (Thomas, 2021).Knowledge management enables efficient creation, sharing, and use of information.However, it is not entirely clear what underlying knowledge is involved in agile training and how teams handle it.There are many obstacles to developing knowledge management approaches and sustainable knowledge transfer capabilities.According to organizations, the uncertainty and organizational tempo of the current market climate require more modern and agile strategies.To achieve higher levels of individual and organizational success, information transfer processes must be changed.Agility in knowledge management refers to fast delivery and output that can be adapted to society, context, and business climate.Knowledge management activities are continuously informed and developed by business strategy and organizational criteria.Employee Performance Employees are the key element of the organization.The success or failure of the organization depends on employee performance (Hameed & Waheed, 2011).employee performance is the results and achievements made at work (J., 2014).It is further said that employee performance shows employees' financial or non-financial results that have a direct relationship with organizational performance and its success (J., 2014).

MATERIALS AND METHODS
This research was designed using a quantitative approach.The quantitative approach was deployed to achieve the research objectives and answer the research questions (Adeniji et al., 2020).In this approach, the variables This research uses independent variables and dependent variables.Variable independent variables in this study are servant leadership and knowledge management, while the dependent variable is employee performance.The data for this study were sourced from primary and secondary data.Techniques used to collect data include observation, questionnaires, and written documents.The population of this research is all employees of Undata Hospital Palu.Furthermore, this research questionnaire is arranged based on hierarchical categories using a Likert scale, where respondents are asked to indicate their level of agreement, for example, strongly disagree, disagree, moderately agree, and strongly agree.This research was designed using a quantitative approach with multiple linear regression analysis.

RESULTS AND DISCUSSION
The results of this study include several things that are required and determined in statistical testing, including the results of the validity and reliability tests of research instruments and the results of multiple linear regression tests to test the research hypothesis.The variables in this study consist of independent variables and dependent variables.Independent variables consist of servant leadership (X1), knowledge management (X2), and employee performance (Y).The validity and reliability test results show that the questionnaire in this study is valid and reliable.The basis for consideration is that if the r count is greater than the r table and the value is positive, then the item question or indicator is declared valid (Ghozali, 2011).It can be seen in the Item-Total Statistics table in the Correlated Item-Total Correlation column by comparing the Correlated Item-Total Correlation value with the results of the r table calculation.While the standards for determining the level of reliability are > .9= Excellent; > .8= Good; > .7 = Acceptable; > .6 = Questionable; > .5 = Poor, and < .5 = Unacceptable (George & Mallery, 2003).Based on these standards, all question items in this study were declared reliable at an excellent level.Cronbach's alpha reliability coefficient ranges between 0 and 1.The closer Cronbach's alpha coefficient is to 1.0, the greater the internal consistency of items on the scale (Gliem & Gliem, 2003).

Multiple Linear Regression Test Results
The regression test aims to answer the research hypothesis proposed in this study.To determine the influence and relationship between the independent variables (servant leadership and knowledge management) and the dependent variable (employee performance) used.Table 2 shows the effect of independent variables on the dependent variable simultaneously.A simultaneous test (F test) is a test conducted to see whether all independent variables together have an effect or not on the dependent variable by comparing the F count value with the F table with the following decision making.
a.If the value of F count > F table , then the hypothesis is rejected, meaning that together, the independent variables affect the dependent variable.
b.If the value of F count < F table , then the hypothesis is accepted, meaning that together, the independent variables do not affect the dependent variable.The following are the results of multiple regression testing using the F test: The results of the calculated F count obtained of 274,679 are greater than the F table value of 3,031, and this means that servant leadership and knowledge management simultaneously affect the performance of employees of the Undata Palu Regional.General Hospital, while the partial effect can be seen in the following table: From the results in the table above, it can be seen that servant leadership has a significance value of 0.225 > probability 0.05, so it can be concluded that servant leadership does not affect employee performance at Undata Palu Hospital.This differs from the test results on the knowledge management variable, which obtained a significance value of 0.000 < 0.05 probability.This means that knowledge management has a significant effect on employee performance at Undata Palu Hospital.These results are determined based on the following decisionmaking rules: a.If the significance value (sig.)> probability 0.05, then the hypothesis is rejected, meaning that partially the independent variable (X1) does not affect the dependent variable (Y).
b.If the significance value (sig.)<0.05 probability, the hypothesis is accepted, meaning that partially the independent variable (X2) has a significant effect on the dependent variable (Y).Meanwhile, to find out the magnitude of the influence of the independent variable on the dependent variable it can be seen in the following table: The table above shows the R Square value of 0.669 or 66.9%.These results conclude that the effect of the independent variable on the dependent variable or servant leadership and knowledge management on the performance of employees of the Undata Palu Regional General Hospital is 66.9%.In comparison, the remaining 33.1% is influenced by other variables not examined or not included in the research model.Based on the results obtained, employee performance in hospitals cannot always be influenced by leadership, but specifically in hospitals, employee performance can be influenced by knowledge management.This is related to the work in hospitals that requires expertise, and the results of this study prove it.

CONCLUSION
The results of this study overall show that servant leadership and knowledge management on employee performance at Undata Palu Regional General Hospital have a significant effect simultaneously.However, partially only knowledge management has a significant effect on employee performance, while servant leadership has no effect.This result means that employee performance in hospitals cannot always be influenced by leadership, but specifically in hospitals, employee performance can be influenced by knowledge management.This is related to work in hospitals that require expertise.

Table 1 :
Tabel Item-Total Statistics Item

Table 3 :
Coefficients a

Table 4 :
Model Summary b