Rumah sakit merupakan institusi pelayanan kesehatan yang bergantung pada perawat. Kepuasan kerja perawat menjadi faktor penting yang memengaruhi kualitas pelayanan kesehatan. RSUD Cilincing telah menerapkan sistem remunerasi berbasis kinerja berdasarkan Pergub DKI Jakarta Nomor 51 Tahun 2021. Dalam pelaksanaannya terjadi kendala terkait penurunan remunerasi yang diterima. Penelitian ini bertujuan untuk menganalisis kepuasan kerja perawat terhadap penerapan remunerasi berbasis kinerja serta faktor-faktor yang berhubungan dengan kepuasan di RSUD Cilincing. Penelitian menggunakan pendekatan kuantitatif dengan desain cross-sectional. Populasi penelitian adalah perawat sejumlah 98 orang. Data dikumpulkan menggunakan kuesioner yang mengukur kepuasan kerja terhadap remunerasi pada karakteristik pegawai, serta karakteristik organisasi. Analisis data dilakukan secara univariat dan bivariat untuk mengetahui hubungan antara variabel independen dengan kepuasan kerja perawat. Hasil penelitian menunjukkan bahwa sebagian besar perawat merasa puas terhadap penerapan sistem remunerasi berbasis kinerja (83,67%). Faktor yang terbukti berhubungan signifikan dengan kepuasan kerja perawat adalah motivasi (p = 0,043), pengetahuan (p = 0,01), kepemimpinan (p = 0,003), supervisi (p = 0,013), besaran insentif (p = 0,035), dan sosialisasi (p = 0,006). Sementara itu, karakteristik individu tidak menunjukkan hubungan yang bermakna dengan kepuasan kerja perawat. Kesimpulan penelitian ini menunjukkan bahwa pelaksanaan remunerasi berbasis kinerja di RSUD Cilincing telah memberikan pengaruh positif terhadap kepuasan kerja perawat, namun optimalisasi sistem masih diperlukan melalui peningkatan sosialisasi, transparansi, dan komunikasi agar tujuan sistem remunerasi berbasis kinerja dapat tercapai secara optimal.

Hospitals are health service institutions that depend on nurses. Nurses' job satisfaction is an important factor that affects the quality of health services. Cilincing Hospital has implemented a performance-based remuneration system based on Jakarta Governor Regulation Number 51 of 2021. In its implementation, there are obstacles related to the decrease in remuneration received. This study aims to analyze nurses' job satisfaction towards the implementation of performance-based remuneration as well as factors related to satisfaction at Cilincing Hospital. The study used a quantitative approach with a cross-sectional design. The study population was 98 nurses. Data was collected using a questionnaire that measured job satisfaction with remuneration on employee characteristics, as well as organizational characteristics. Data analysis was conducted univariate and bivariate to determine the relationship between independent variables and nurses' job satisfaction. The results showed that most nurses were satisfied with the implementation of a performance-based remuneration system (83.67%). Factors that were shown to be significantly related to nurses' job satisfaction were motivation (p = 0.043), knowledge (p = 0.01), leadership (p = 0.003), supervision (p = 0.013), amount of incentives (p = 0.035), and socialization (p = 0.006). Meanwhile, individual characteristics do not show a meaningful relationship with nurses' job satisfaction. The conclusion of this study shows that the implementation of performance-based remuneration at Cilincing Hospital has had a positive influence on nurses' job satisfaction, but system optimization is still needed through increased socialization, transparency, and communication so that the goals of the performance-based remuneration system can be optimally achieved.