Beban Kerja, Motivasi Kerja, Kepuasan Kerja dan Disiplin Kerja Mempengaruhi Kinerja Perawat dan Bidan

Abstract

The decline in the performance of health workers in hospitals will have an impact on the quality of health services, so that aspects of the quality of health services become one of the factors for patient retention. This study aims to determine the effect of workload, work motivation, job satisfaction and work discipline on the performance of nurses and midwives at Bhayangkara Brimob Hospital Kelapa Dua. The design of this study was cross-sectional. The research subjects were 104 nurses and midwives who were selected using the total population sampling technique. Data were collected through filling out a questionnaire, then analyzed using Partial Least Square. The results showed that the performance of nurses and midwives was influenced by workload (24.89%), work motivation (25.16%), job satisfaction (15.72%) and work discipline (6.30%). This study concludes that work motivation has the greatest influence. Thus, in order to improve the performance of health workers in hospitals, it is necessary to provide motivation in the form of rewards, both financial and non-financial, such as career development opportunities or learning/training.

Keywords: midwife; nurse; performance; motivation

ABSTRAK

Penurunan kinerja tenaga kesehatan di rumah sakit akan berdampak pada kualitas pelayanan kesehatan, sehingga aspek kualitas pelayanan kesehatan menjadi salah satu faktor bagi retensi pasien. Penelitian ini bertujuan untuk mengetahui pengaruh beban kerja, motivasi kerja, kepuasan kerja dan disiplin kerja terhadap kinerja perawat dan bidan di RS Bhayangkara Brimob Kelapa Dua. Rancangan penelitian ini adalah cross-sectional. Subyek penelitian adalah 104 perawat dan bidan yang dipilih dengan teknik total population sampling. Data dikumpulkan melalui pengisian kuesioner, lalu dianalisis menggunakan Partial Least Square. Hasil penelitian menunjukkan bahwa kinerja perawat dan bidan dipengaruhi oleh beban kerja (24,89%), motivasi kerja (25,16%), kepuasan kerja (15,72%) dan disiplin kerja (6,30%). Penelitian ini menyimpulkan bahwa motivasi kerja memiliki pengaruh yang paling besar. Dengan demikian, dalam rangka meningkatkan kinerja tenaga kesehatan di rumah sakit, perlu pemberian motivasi dalam bentuk reward, baik secara finansial maupun non-finansial seperti kesempatan pengembangan karir atau belajar/pelatihan.

Kata kunci: bidan; perawat; kinerja; motivasi