HUBUNGAN STATUS PEGAWAI DENGAN KOMITMEN ORGANISASI, KEPUASAN KERJA, ORGANIZATIONAL CITIZENSHIP BEHAVIOR DAN KINERJA PADA PERAWAT PNS DAN KONTRAK DI RUMAH SAKIT MAYJEN H.A. THALIB KABUPATEN KERINCI

ALPIANTRI, Dr. Mubasysyir Hasanbasri, MA.

2013 | Tesis | S2 Ilmu Kesehatan Masyarakat

Latar belakang: Rumah sakit memiliki sumber daya manusia yang terdiri dari perawat yang berstatus pegawai PNS dan perawat yang berstatus pegawai kontrak. Adanya perbedaan status kepegawaiaan diantara dua kelompok perawat ini memungkinkan terjadinya turnover, terutama pada perawat yang berstatus pegawai kontrak. Turnover yang tinggi akan memberi pengaruh negatif pada stabilitas dan kontinuitas pelayanan keperawatan yang berkaitan dengan komitmen organisasi, kepuasan kerja, organizational citizenship behavior dan kinerja. Tujuan: Penelitian ini bertujuan untuk mengetahui perbedaan antara perawat PNS dan perawat kontrak dalam komitmen organisasi, kepuasan kerja, organizational citizenship behavior dan kinerja. Metode: Penelitian ini adalah penelitian kuantitatif dengan rancangan crosssectional. Subyek penelitian adalah seluruh perawat PNS dan perawat kontrak (total populasi, n=157) dengan alat pengumpul data berupa kuesioner terstruktur. Analisis data dilakukan dengan menggunakan chisquare untuk mengetahui perbedaan antara perawat PNS dan perawat kontrak dalam komitmen organisasi, kepuasan kerja dan organizational citizenship behavior serta kinerja Hasil: Komitmen organisasi, kepuasan kerja, organizational citizenship behaviour dan kinerja kebanyakan lebih tinggi pada perawat PNS dibandingkan dengan perawat kontrak. Perbedaan yang signifikan untuk komitmen organisasi sub variabel komitmen afektif p-value < 0,05, kepuasan kerja sub variabel upah sekarang atau gaji dan kesempatan promosi p-value < 0,05, organizational citizenship behaviour sub variabel altruisme p-value < 0,05 dan kinerja sub variabel kualitas hasil kerja p-value < 0,05. Kesimpulan: Perawat PNS mempunyai komitmen organisasi, kepuasan kerja, OCB dan kinerja lebih tinggi dibandingkan dengan perawat kontrak, karena adanya jaminan kompensasi dan gaji yang lebih tinggi serta pengembangan karier yang jelas di bandingkan perawat kontrak. Perlu komitmen tertulis bagi pegawai kontrak, dan upaya manajemen untuk memperbaiki sistem kompensasi yang adil dan gaji yang lebih baik.

Background: Hospital has the human resources consisting of government nurses and contract nurses. The differences in employment status between the two groups of nurses allows the high turnover, particularly on the contract staff nurses. The high turnover will adversely affect the stability and continuity of nursing care related to organizational commitment, job satisfaction, organizational citizenship behavior and performance. Objective: This study aimed to determine the differences between civil servants nurses and contract nurses in organizational commitment, job satisfaction, organizational citizenship behavior and performance. Methods: This research was quantitative study with cross-sectional design. Subjects were all civil servant nurses and contract nurses (total population, n=157 ). Data was collected with structured questionnaire. Data analysis was performed using chi-square to determine the difference between civil nurses and contract nurses in organizational commitment, job satisfaction and organizational citizenship behavior and performance. Results: Organizational commitment, job satisfaction, organizational citizenship behavior and performance, government staff had been mostly higher as compared to contract nurses. Significant differences for organizational commitment was on sub variable affective commitment with p-value <0.05, job satisfaction subvariables of consisting salary and promotion opportunities with p-value <0.05, organizational citizenship behavior with sub variables of altruism with p-value <0.05 and the performance of sub variable quality of the work with p-value <0.05. Conclusion: Civil servant nurses have organizational commitment, job satisfaction, OCB and performance higher than the contract nurses, because of the guarantee of compensation and a higher salary as well as a clear in career development compared to contract nurses. It is a need to have written commitment to contract, and efforts to improve of the management fair compensation system and a better salary.

Kata Kunci : Status pegawai, komitmen organisasi, kepuasan kerja, organizational citizenship behavior, kinerja