Leadership Style, Discipline, and Work Environment: Effects on Employee Performance via Job Satisfaction

Abstract

Purpose: This study aimed to determine and analyze the determinants of leadership style, discipline, and work environment on employee performance through employee job satisfaction at the Bintan Regency Community Health Center.

Methodology: An associative causal design was used, with questionnaire data collected from 236 civil servants across 15 Bintan Regency Health Centers through purposive sampling, analyzed using Structural Equation Modeling with Partial
Least Squares (SEM-PLS) and path analysis.

Results: Leadership style, discipline, and work environment each had a positive and significant direct effect on performance (p=0.041, 0.002, 0.004) and job satisfaction had a significant direct effect on performance (p=0.006). Discipline and work environment significantly affected job satisfaction (p=0.003, 0.010), while leadership style did not (p=0.065). Job satisfaction did not mediate leadership style's effect on performance (p=0.553), but significantly mediated discipline (p=0.003) and work environment (p=0.023).

Conclusions: Leadership style, discipline, and work
environment all directly strengthen performance, and job satisfaction mediates discipline and work environment but not leadership style.

Limitations: The causal survey design, confined to one regency's health centers, cannot fully rule out confounding factors and may not generalize elsewhere.

Contributions: This research clarifies which human resource levers most reliably improve performance through job satisfaction in Indonesian primary health care administration.