Pengawasan, motivasi dan kinerja pejabat struktural di lingkungan Dinas Kesehatan Kabupaten Sorong

RUMANGKANG, Paula Maitha, Dra. Yayi Suryo Prabandari, M.Si., Ph.D

2009 | Tesis | S2 Magister Kebijakan dan Manajemen Pelayanan Kese

Latar Belakang: Pengawasan yang dilakukan pejabat struktural di lingkungan Dinas Kesehatan Kabupaten Sorong lebih banyak difokuskan pada masalah keuangan, sehingga pengawasan terhadap kedisiplinan bawahan masih kurang. Bawahan banyak datang terlambat, pulang lebih awal, tidak mengikuti apel, dan mereka tidak mendapatkan teguran. Dalam menjalankan tugas sehari-hari, pejabat struktural diberi perhatian berupa fasilitas kendaraan dinas serta diberi kesempatan untuk mengikuti pendidikan ke jenjang yang lebih tinggi. Pemberian tersebut merupakan salah satu motivasi agar pejabat meningkatkan kinerjanya. Namun pada kenyataannya, masih ada pejabat yang datang terlambat bahkan tidak masuk kerja berhari-hari dan enggan melaksanakan pekerjaan. Hal tersebut terjadi karena pejabat yang mangkir memperoleh hak yang sama dengan yang rajin yaitu menerima gaji setiap bulannya. Tujuan: Untuk mengetahui sistem pengawasan, motivasi dan kinerja pejabat dan mengetahui faktor-faktor yang mempengaruhinya. Metode: Jenis penelitian ini adalah deskriptif. Sebanyak 22 pejabat eselon IV, III dan II berparitsipasi dalam penelitian ini. Data dikumpulkan melalui kuesioner dan panduan wawancara serta dianalisis sacara kuantitatif dan kualitatif. Analisis data dilakukan secara tabulasi silang dan uji korelasi pearson Hasil: Analisis deskriptif kinerja pejabat secara total yang diperoleh dari sumber penilaian atasan, assesment, DP3 pejabat eselon IV sebesar 74,3%, pejabat eselon III sebesar 78,9% dan pejabat eselon II 80,8%. Analisis dengan menggunakan kolerasi dari Pearson menunjukkan bahwa antara motivasi pejabat tidak memiliki hubungan yang signifikan dengan kinerja menurut kinerja atasan, assessment dan kinerja total, dengan nilai p > 0,05. Motivasi pejabat memiliki hubungan yang signifikan dengan kinerja DP3 (p < 0,05). Variabel pengawasan tidak memiliki hubungan yang signifikan dengan kinerja menurut atasan dengan kinerja DP3 nilai (p > 0,05), tetapi variabel pengawasan mempunyai hubungan yang signifikan dengan kinerja assessment dan kinerja total (p < 0,05). Kesimpulan: Motivasi pejabat terbentuk karena adanya prestasi, dan pencapaian target. Pengawasan pejabat dilakukan hanya berupa pendanaan, belum mengenai kedisiplinan

Background: Control that was already implemented toward the structural officers in the district health office of Sorong was more focused on the financial problem, so that there was still lack of control toward discipline. There were many of them who came late, early come home, did not followed official ceremonies, and they did not obtain any warning for their behaviors. In implementing their daily tasks, the structural officer given privilege such as official vehicle as well as given opportunity to continue to a higher education level. Indeed, this was considered as one of the motivation in making them to improve their work performance. However, there were stiil many of them who came late and even did not come to work for some days as well as did not implement their tasks well. This was occurred as the structural officer who did not comply the regulation were given the same rights as those who were obeyed the rule every month. Objective: This research was aimed to find out the system of control, motivation and work performance of structural officer and find out the influenced factors Method: This was a descriptive study with subjects of 22 structural officers of esselon IV, III, II. The data was collected by using questionnaire and indepth interview as well as analysed quantitatively and quanlitatively. The data analysis was conducted with cross tabulation and pearson correlation test . Results: The total descriptive analysis of structural officer’s work performance that was obtained from the source of supervisor evaluation, assessment, DP3 of structural officer of esselon IV with 74,3%, structural officer of esselon III was 78,9% and structural officer of esselon II 80,8%. The analysis was conducted with correlation from Pearson which showed that there was no significant correlation between structural officer’s motivation with work performance based on supervisor’s work performance, assesment and total work performance with p value was p > 0,05. There was a significant correlation between structural’s officer’s motivation with performance of DP3 (p < 0,005). There was no significant correlation between control varible with performance based on supervisor’s opinion with performance of DP3 with value of p > 0,05, and yet there was a significant correlation between control variable with assesment performance and total performance (p < 0,05) Conclusion: The structural officer’s motivation was formed because of target achievement. The control of structural officer was only implemented in the form of funding and yet in discipline area.

Kata Kunci : Pengawasan,Motivasi dan kinerja pejabat struktural, control, motivation and work performance of structural officer