Keinginan pindah tenaga kesehatan di daerah terpencil Kabupaten Kotawaringin Timur

ALI, dr. Kristiani, SU

2006 | Tesis | S2 Ilmu Kesehatan Masyarakat (Kebij. dan Manaj. Pe

Latar belakang. Kabupaten Kotawaringin Timur masih menghadapi inefisiensi pendayagunaan tenaga kesehatan akibat distribusi tenaga kesehatan yang tidak merata, khususnya daerah terpencil dan daerah yang kurang diminati. Petugas kesehatan umumnya enggan ditempatkan di daerah terpencil, bersediapun tidak bertahan lama karena akan pindah ke tempat lain. Tujuan penelitian. Tujuan penelitian adalah mengetahui keinginan pindah tenaga kerja kesehatan yang bertugas di daerah terpencil dan faktorfaktor yang berhubungan dengan keinginan pindah tersebut. Metode penelitian. Penelitian ini merupakan penelitian analitik, menggunakan rancangan cross sectional, dengan metode kuantitatif dan kualitatif. Subjek penelitian adalah seluruh tenaga kesehatan yang bekerja di daerah terpencil sebanyak 208 orang dan 3 orang pejabat struktural yang terkait dengan ketenagaan. Lokasi penelitian adalah Kabupaten Kotawaringin Timur. Instrumen penelitian yang dipakai adalah kuesioner, daftar tilik (check list) dan panduan wawancara mendalam. Data kuantitatif dianalisis menggunakan uji Chi-Square, regresi logistik sederhana dan ganda. Data kualitatif dianalisis secara deskriptif untuk mendukung data kuantitatif. Hasil penelitian. Sebanyak 36,5% tenaga kesehatan yang bekerja di daerah terpencil ingin pindah. Karakteristik sosio-demografi yang berhubungan secara bermakna dengan keinginan pindah yaitu tingkat pendidikan (p=0,000), status perkawinan ( p=0,024) dan asal daerah (p=0,000). Faktor pekerjaan yang berhubungan dengan keinginan pindah adalah kesulitan lokasi kerja (p=0,004) dan rutinitas pekerjaan ( p=0,000). Faktor kualitas kehidupan kerja yang berhubungan dengan keinginan pindah adalah kesempatan mengembangkan diri (p=0,000) dan keamanan kerja (p=0,021). Dukungan masyarakat adalah faktor-faktor dukungan sosial yang berhubungan secara bermakna dengan keinginan pindah (p=0,017). Kompensasi mempunyai hubungan bermakna dengan keinginan pindah tenaga kesehatan di daerah terpencil (p=0,000). Faktor paling dominan yang mempengaruhi keinginan pindah adalah asal daerah. Kesimpulan. Keinginan pindah tenaga kesehatan di daerah terpencil dipengaruhi oleh faktor pendidikan, status perkawinan, asal daerah, kesulitan lokasi, rutinitas pekerjaan, kesempatan mengembangkan diri, keamanan, dukungan masyarakat dan kompensasi yang diterima, dengan asal daerah sebagai faktor dominan.

Background. The District of Kotawaringin Timur still faces inefficiency in health officers, empowerment due to uneven distribution of the health officers, especially in remote and uninteresting areas. Health officers are usually reluctant to be located in remote areas, and if willing, they do not stay for a long period of time because eventually they will move to other places. Objectives. The objective of this research was to investigate the reasons of the turnover reguest of health officers located in remote areas and the factors related to the request. Methods. The research was an analytical research, with cross sectional design, using quantitative and qualitative methods. The research subjects were all health officers working in remote areas, which were 208 people, and 3 stuctural officers who were related to the employment. The research was conducted at the District of Kotawaringin Timur. The research instruments were questionnaires, observation check-list, and in-depth interview guide. Quantitative data were analysed statistically using chi-square test, also multiple and simple logistic regression tests. Qualitative data were analysed descriptively to support the quantitative data. Result. 36.5% of health officers working in remote areas requested to be relocated to other areas. Some sosio-demographic charasteristics which significantly correlated to the turnover request were education level (p=0.000), marital status (p=0,024), and place of origin (p=0.000). Working factors which significantly correlated to the turnover request were remote working location (p=0.004) and working routines (p=0.000). The quality of work life factors which significantly correlated to the turnover request were the chance for self development (p=0.000) and working security (p=0.021). Community support was the social factors significantly correlated to the turnover request (p=0.017). Compensation had significant correlation to the turnover request (p=0.000). The most dominant factors which influenced the turnover reguest were place of origin. Conclusion. The turnover reguest of health officers working in remote areas were influenced by several factors such as education level, marital status, place of origin, remote working place, working routines, chance for self development, security, community support, and received compensation, with place of origin as the most dominant factors.

Kata Kunci : Manajemen Kesehatan, Tenaga Kesehatan, Pindah Kerja dan Daerah Terpencil, Turnover Request, Health Officers, Remote Areas.