Hubungan antara insentif dan persepsi kinerja dengan kepuasan kerja dokter dan perawat di ruang rawat inap RSUD Tanjungpinang

FITRIADI, Rahmat, Drs. Sito Meiyanto, Ph.D

2006 | Tesis | S2 Ilmu Kesehatan Masyarakat (Manajemen Rumah Saki

Latar belakang: RSUD Tanjungpinang milik Pemerintah Kota Tanjungpinang dengan tipe C, jumlah tempat tidur 134 buah, mempunyai BOR rata-rata 56,95% dalam 4 tahun terakhir yang relatif tetap. Jumlah dokter dan perawat diruang rawat inap masing-masing 21 orang dan 41 orang sebagai pegawai tetap (PNS). Mempunyai angka kemangkiran pegawai rawat inap rata-rata 32,23% dengan tertinggi di kelompok dokter sebesar 84,98% dan terendah di ruang rawat ICU sebesar 5,36%. Insentif yang rendah, baik yang diterima oleh dokter atau perawat. Dokter dengan tindakan bedah mendapat insentif rata-rata Rp. 4.476.346,- dan dokter tanpa tindakan bedah mendapat Rp.2.073.795,- serta perawat rata-rata mendapat Rp. 134.218,-.Insentif didapat dari kegiatan medis dan paramedis yang dilakukan karyawan tersebut. Kepuasan kerja Dokter dan Perawat sebagai variabel dependen, sebagai veriabel independen adalah persepsi karyawan terhadap insentif dan kinerja karyawan. Tujuan: Penelitian ini bertujuan untuk mengetahui seberapa besar derajat insentif, persepsi kinerja dan kepuasan kerja serta mengetahui hubungan insentif dan persepsi kinerja dengan kepuasan kerja dokter dan perawat di ruang rawat inap RSUD Tanjungpinang. Memprediksi kepuasan kerja melalui insentif dan persepsi kinerja Metode: Metode yang digunakan dalam penelitian ini adalah kuantitatif dengan rancangan cross sectional survey. Data primer menggunakan kuesioner kepada responden. Skala yang digunakan adalah skala interval dengan skoringnya menggunakan skala Likert. Analisis statistik menggunakan regresi korelasi terhadap kedua variabel. Hasil dan pembahasan: Derajat kepuasan kerja, insentif dan persepsi kinerja responden tinggi, nilai persentase skoring masing-masing 76,36%, 65,88% dan 69,68%. Insentif dan persepsi kinerja berhubungan positif dengan kepuasan kerja, mempunyai angka koefesien (R) 0,609 dengan signifikansi 0,000. Hubungan tersebut termasuk kategori kuat. Insentif dan persepsi kinerja dapat menjelaskan kepuasan kerja sebesar 37%. Persamaan rumus regresi: Kepuasan kerja = 17,888 + 0,441 insentif + 0,221 persepsi kinerja. Kesimpulan dan saran: Insentif, persepsi kinerja dan kepuasan kerja responden tinggi. Insentif dan persepsi kinerja berperan terhadap kepuasan kerja. Untuk mempertahankan kepuasan kerja, RSUD Tanjungpinang dan Pemerintah Kota Tanjungpinang perlu memperhatikan insentif dan persepsi kinerja yang tepat bagi dokter dan perawat. Kata kunci: Kepuasan kerja, insentif, persepsi kinerja

Background: Tanjungpinang Hospital is a C type hospital owned by Tanjungpinang Municipal Government. It has 134 beds with bed occupancy rate as much as 56.95% and relatively the same within the past four years. There are as many as 21 doctors and 41 nurses as civil servant. Absence level of inpatient staff is at average 32.23% with highest occurence among doctors (84.98%) and lowest in ICU room (5.36%). Incentives received by both doctors and nurses are relatively small. The incentives of Doctors with surgical is Rp 4.476.346,- at average, while Doctors without surgical is Rp.2.073.795,-. Nurses get incentives as much as Rp 134,218,-. Incentives are obtained from medical and paramedical activities conducted by the staff. Objective: The study was intended to find out the amount of incentive, perception of performance and job satisfaction; to identify association between incentives and perception of performance with job satisfaction of doctors and nurses at inpatient room of Tanjungpinang Hospital; and to predict job satisfaction through incentives and perception of performance. Method: The study was Quantitative with cross sectional survey. Primary data were obtained from questionnaire. Interval scale was used with scoring technique using Likert. Dependent variable was job satisfaction of doctors and nurses and independednt variable was perception of staff about incentives and staff performance. Statistical analysis used regression correlation of the two variables. Result and Conclusion: Job satisfaction, incentives and performance perception of the respondents were high with each scoring percentage as much as 76.36%, 65.88% and 69,68% consequtively. Incentives and perception of performance had positive correlation with job satisfaction with coefficient (R) 0.609 and significance level 0.000. The correlation is strong category. Incentives and perception of performance indicated job satisfaction as much as 37% and regression equivalent of job satisfaction= 17.888 + 0.441 incentives + 0.221 perception of performance. Conclusion and Suggestion: Incentives, perception of performance and job satisfaction of the respondents were high. Incentives and perception of performance affected job satisfation. To sustain job satisfaction Tanjungpinang Hospital and Tanjungpinang Municipal Government should provide suitable incentives and perception of performance for doctors and nurses.

Kata Kunci : Kepuasan Kerja Dokter dan Perawat,Insentif dan Perspsi, job satisfaction, incentives, perception of performance