Leadership Style, Work Environment, and Workforce Performance in Primary Healthcare: The Mediating Effect of Work Discipline
Keywords:
Work environment, Leadership style , Work discipline, Workforce performance, Primary health care personnelAbstract
Background: Leadership style and work environment are widely recognized as key determinants of workforce performance in healthcare organizations. However, evidence regarding the mechanisms through which these factors influence employee performance, particularly the mediating role of work discipline in primary healthcare settings, remains limited. Understanding these relationships is essential for developing effective organizational strategies to improve healthcare service quality. Objective: This study aimed to analyze the effects of leadership style and work environment on workforce performance through the mediating role of work discipline among personnel at Sekaran Primary Healthcare Center, Lamongan, Indonesia. Methods: A quantitative cross-sectional study was conducted using data collected through a structured questionnaire administered to healthcare personnel. Path analysis was employed to examine the direct and indirect relationships among leadership style, work environment, work discipline, and workforce performance. The mediating effect of work discipline was evaluated using the Sobel test, with statistical significance set at p < 0.05. Results: Leadership style had significant positive effects on work discipline (t = 11.527, p < 0.001) and workforce performance (t = 10.440, p < 0.001). Similarly, work environment significantly influenced work discipline (t = 5.189, p < 0.001) and workforce performance (t = 11.254, p < 0.001). Work discipline also demonstrated a significant positive effect on workforce performance (t = 6.923, p < 0.001). Mediation analysis revealed that work discipline significantly mediated the relationship between leadership style and workforce performance (Sobel Z = 5.970). Furthermore, the indirect effect of work environment on workforce performance through work discipline (0.412) exceeded its direct effect (0.110), emphasizing the important mediating role of work discipline. Conclusion: Work discipline plays a significant mediating role in the relationships between leadership style, work environment, and workforce performance in primary healthcare. These findings suggest that strengthening work discipline, alongside promoting effective leadership and a supportive work environment, can improve workforce performance. This study contributes to the limited evidence on the mediating role of work discipline in primary healthcare organizations and provides practical insights for developing organizational strategies to enhance employee performance.
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