HUBUNGAN KEPUASAN KOMPENSASI, MOTIVASI KERJA, DAN KINERJA PERAWAT DI RS AKADEMIK UGM

Rosyida Avicennianing Tyas; Andreasta Meliala

doi:10.22146/jmpk.v26i4.11031

Rosyida Avicennianing Tyas Program Pascasarjana Kebijakan dan Manajemen Kesehatan, Fakultas Kedokteran, Kesehatan Masyarakat, dan Keperawatan, Universitas Gadjah Mada
Andreasta Meliala Departemen Kebijakan dan Manajemen Kesehatan, Fakultas Kedokteran, Kesehatan Masyarakat, dan Keperawatan, Universitas Gadjah Mada

DOI: https://doi.org/10.22146/jmpk.v26i4.11031

Keywords: compensation satisfaction, work motivation, performance, nurse

Abstract

Background: Nurses are the largest human resource that has a big impact on the quality of health services to patients. Good nurse performance will result in good quality health services as well. Employee performance will increase if employees are satisfied with the compesation they receive and have high work motivation. UGM Academic Hospital began implementing a remuneration system in October 2021, but there are still pros and cons to its implementation. After the remuneration system was implemented, there was no significant improvement in nurse’s performance. Various problems that occur in terms of employment status and work environment can also affect nurse’s work motivation.

Objective: To measure the relationship between remuneration system satisfaction, work motivation and nurse performance at UGM Academic Hospital.

Method: Case study research with an explanatory design. Quantitative data was obtained from the results of filling out questionnaires and documentation studies. Qualitative data was obtained from in-depth interviews with representatives of nurses, other professions (doctors), representatives of room heads, heads of nursing, HR directors, and the remuneration team.

Results: The level of work motivation of UGM Academic Hospital nurses was classified as medium and tended to be high, as many as 86.5% were in the medium category, while the other 13.5% were in the high category. The level of compensation satisfaction classified as medium tends to be low, as much as 60.1% is in the medium category, while the other 39.9% is in the low category. The results of the Spearman's Rank Correlation test on work motivation and performance show a p-value of 0.814 with a correlation coefficient of 0.018, while test on compensation satisfaction and performance show a p-value of 0.484 with a correlation coefficient of 0.053.

Conclusion: There is no relationship between work motivation and compensation satisfaction on the performance of UGM Academic Hospital nurses.

References

Negussie N. Relationship between rewards and nurses' work motivation in addis ababa hospitals. Ethiop J Health Sci [Internet]. 2012;22(2):107–12. Available from: http://www.ncbi.nlm.nih.gov/pubmed/22876074%0Ahttp://www.pubmedcentral.nih.gov/articlerender.fcgi?artid=PMC3407833

Albani A. Pemberian Kompensasi yang Adil. J At-Tadbir STAI Darul Kamal NW Kembang kerang. 2019;3(1):78–91.

Widayanti R. Evaluasi Implementasi Penilaian Kinerja Perawat Klinik Di Instalasi Rawat Inap RSUP Dr SARDJITO YOGYAKARTA. 2017.

Ilyas Y. Kinerja, Teori, Penilaian dan Penelitian. Jakarta: Pusat Kajian Ekonomi Kesehatan FKM UI. 2002.

Azizah LK, Bachri AA, Adenan A. Pengaruh Pay Satisfaction Sistem Remunerasi Dan Motivasi Terhadap Kinerja Pegawai. J Berk Kesehat. 2017;1(2):60–6.

Sudarsono MF, Masyurrosyidi H, Chalidyanto D. Sistem Remunerasi Terhadap Motivasi Kerja dan Kinerja Perawat. J Keperawatan Silampari. 2021;5(1):115–24.

Hartono B, Sulaeman S, Nopianna I, Sari K. Pengaruh Sistem Remunerasi Terhadap Motivasi Kerja, Kepuasan Kerja dan Dampaknya Terhadap Kinerja Perawat. J Keperawatan Muhammadiyah. 2019;4(2):24–30.

Juairiah, Malwa RU. Hubungan Antara Pemberian Remunerasi Terhadap Kinerja Karyawan di Rumah Sakit Islam Siti Khadijah Palembang. J Psikol Islam. 2016;2(2):161–71.

Progestian P. Hubungan Antara Persepsi Kepuasan Insentif dan Kinerja Perawat di Rumah Sakit Muhammadiyah Taman Puring. 2016.

Hidayat Y. Pengaruh Sistem Remunerasi dan Lingkungan Kerja terhadap Motivasi Kerja dan Dampaknya terhadap Kinerja Perawat di RS Paru Dr. H.A Rotinsulu Bandung. In Jurnal Manajemen. 2016:1–22.

Pratiwi CS. Analisis Kepuasan Sistem Remunerasi Dan Faktor-Faktor Yang Mempengaruhinya (Studi Kasus pada Dokter Spesialis RS Pemerintah di Jakarta). 2021.

Muthmainnah, Yetti K, Gayatri D, Kuntarti. Remuneration satisfaction to improve work motivation of nurses: A cross-sectional, descriptive analysis study. J Int Dent Med Res. 2019;12(1):291–8.

Stone R. Human Resource Management. 10th edition, Wiley Art Department, Milton, Australia. 2002

Uthaman T, Chua TL, Ang SY. Older nurses: A literature review on challenges, factors in early retirement and workforce retention. Proc Singapore Healthc. 2016;25(1):50–5.

Rulita PW. Penerapan Penilaian Kinerja Aparatur Sipil Negara Melalui Elektronik Remunerasi Kinerja (e-RK) dalam Meningkatkan Kinerja Pada Pemerintah Kabupaten Musi Rawas. 2022.

Susanto Y, Sukoco. Pengaruh kompetensi, komitmen kerja dan motivasi kerja terhadap kinerja pegawai di dinas kependudukan dan pencatatan sipil kota lubuklinggau. J Media Ekon. 2019;24(2):1–15.

Devi EKD. Analisis pengaruh kepuasan kerja dan motivasi terhadap kinerja karyawan dengan komitmen organisasional sebagai variabel intervening (studi pada karyawan outsourcing PT semeru karya buana semarang). 2009.