The study examined civil servants working at Boyan Tanjung Public Health Center (Puskesmas) in Kapuas Hulu Regency, West Kalimantan. The findings suggest that employees who are more satisfied with their jobs and more motivated in their daily work tend to demonstrate stronger work ethics, which can directly affect the effectiveness and quality of healthcare services delivered to the public.
As governments continue to improve healthcare systems and public service performance, understanding what drives employee commitment and professionalism has become increasingly important. The research provides evidence that strengthening employee motivation may be one of the most effective ways to build a stronger workplace culture in public health institutions.
Why Work Ethic Matters in Public Healthcare
Public Health Centers, known as Puskesmas in Indonesia, serve as the frontline of primary healthcare delivery. They provide preventive, promotive, and curative services to communities, particularly in rural and remote areas.
The quality of these services depends not only on infrastructure and medical resources but also on the attitudes and commitment of healthcare workers. Employee discipline, responsibility, dedication, and willingness to serve are often reflected through work ethic.
At Boyan Tanjung Public Health Center, internal records showed fluctuations in employee absenteeism and work delays over recent years. These trends prompted researchers to explore whether job satisfaction and work motivation could help explain variations in employee work ethic.
According to Heri Yadi and Eru Ahmadia of Universitas Muhammadiyah Pontianak, psychological and organizational factors play a significant role in shaping employee behavior, especially in public service environments where performance directly affects community welfare.
How the Study Was Conducted
The research used a quantitative associative design to examine the relationship between job satisfaction, work motivation, and work ethic.
All 37 civil servants working at Boyan Tanjung Public Health Center participated in the study, making it a complete population survey rather than a sample-based investigation.
Researchers collected data through structured questionnaires and supported the findings with interviews conducted with the health center’s management. The responses were then analyzed using multiple linear regression techniques to determine the extent to which job satisfaction and work motivation influenced employee work ethic.
The statistical analysis also measured the strength of the relationship among the variables and assessed how much of employee work ethic could be explained by the two workplace factors.
Key Findings
The study revealed several important results:
- Job satisfaction has a positive and statistically significant effect on employee work ethic.
- Work motivation also has a positive and statistically significant effect on employee work ethic.
- Work motivation contributes more strongly to work ethic than job satisfaction.
- Both factors jointly influence employee work ethic.
- The relationship among the variables is classified as strong, with a correlation coefficient of 0.777.
- Job satisfaction and work motivation together explain 60.4 percent of the variation in employee work ethic.
The regression analysis showed that the influence coefficient for work motivation was 0.319, compared with 0.242 for job satisfaction. This indicates that motivation plays a more dominant role in shaping work ethic among the employees studied.
In practical terms, employees who possess strong internal and external motivation tend to demonstrate higher levels of dedication, discipline, and commitment to their responsibilities.
Motivation Emerges as the Strongest Driver
One of the study’s most notable findings is the dominant role of work motivation.
Motivation extends beyond financial incentives or material rewards. It also includes personal commitment, professional growth opportunities, recognition, achievement, and the belief that one's work contributes meaningfully to society.
For healthcare workers, especially those serving in community-based health facilities, a sense of purpose can become a powerful driver of performance and work ethic.
The researchers found that while job satisfaction remains important, motivation appears to have a greater influence on how employees approach their work and fulfill their responsibilities.
As Heri Yadi and Eru Ahmadia explain, the development of a strong work ethic cannot be separated from employees’ psychological conditions, perceptions of their work, and the internal drive that shapes workplace behavior.
Implications for Public Health Management
The findings offer valuable insights for healthcare administrators, local governments, and policymakers responsible for managing public sector human resources.
Organizations often focus on administrative controls such as attendance monitoring, performance evaluations, and compliance procedures. However, the study suggests that these measures alone may not be sufficient to strengthen work ethic over the long term.
Instead, institutions should also invest in strategies that enhance employee motivation and improve job satisfaction.
Possible approaches include:
- Providing meaningful recognition for employee achievements.
- Creating opportunities for professional development and career growth.
- Strengthening communication between leaders and staff.
- Building a supportive and collaborative workplace culture.
- Reinforcing the public service mission of healthcare organizations.
By combining these efforts, healthcare institutions may foster a more sustainable culture of professionalism and accountability.
Broader Significance for Public Sector Organizations
The study contributes to a growing body of evidence that employee attitudes are critical to organizational performance.
Previous research has frequently linked job satisfaction and motivation to productivity and performance outcomes. This study expands that understanding by demonstrating their influence on work ethic, a foundational element of workplace behavior.
The findings also suggest that organizational improvement initiatives should not focus exclusively on procedural compliance or material rewards. Psychological factors, particularly motivation, deserve equal attention in efforts to strengthen public service delivery.
For policymakers, the research highlights the importance of integrating human resource development with broader organizational strategies aimed at professionalism, responsibility, and citizen-centered service.
Author Profiles
Heri Yadi is a lecturer and researcher at the Faculty of Economics and Business, Universitas Muhammadiyah Pontianak, Indonesia. His research interests include human resource management, organizational behavior, employee performance, and public sector management.
Eru Ahmadia is a faculty member at the Faculty of Economics and Business, Universitas Muhammadiyah Pontianak. His areas of expertise include organizational management, human resource development, public administration, and workplace behavior.
Source
Article Title: The Effect of Job Satisfaction and Work Motivation on the Work Ethic of Civil Servants at Boyan Tanjung Public Health Center, Kapuas Hulu Regency
Authors: Heri Yadi and Eru Ahmadia
Journal: Asian Journal of Applied Business and Management (AJABM)
Year: 2026
Volume and Issue: Vol. 5, No. 2, pp. 625–640
DOI: https://doi.org/10.55927/ajabm.v5i2.42
Official Journal URL: https://journalajabm.my.id/index.php/ajabm
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