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An important aspect of the organization to improve the work ethos andproductivity by giving employees the motivation and effort in motivatingemployees by providing compensation in the form of incentives. Work motivationMuslims are seeking the blessing of Allah and worth worship. The research aimsto determine the relationship between incentives and work to worship withemployee motivation at the Polyclinic and Maternity Hospital Ibnu SinaBalikpapan.The study was conducted in January 2015 using a questionnaire. Analyses wereperformed quantitative approach with cross sectional study design. This researchsample 95 of 95 total population. The results showed as much as 75.8% ofrespondents have a low work motivation, as well as the most dominant variablewith work motivation is variable communication with superiors.Suggested Polyclinic and Maternity Hospital has a policy of ensuring goodcommunication with the boss as a forum for formal and informal meetingsregularly with employees and optimize the religious forum to improvecommunication with superiors.Keywords:Work Motivation, Incentives, Working for Worship
Dalam manajemen sumber daya manusia, masalah motivasi karyawan untuk bekerja dan berprestasi merupakan hal yang sangat penting. Walaupun bukan satu-satunya, uang merupakan salah satu motivator yang sangat penting, berkaitan dengan kepuasan kerja dan kinerja baik individu maupun kelompok.RSPI Suhanti Saroso adalah rumah sakit pemerintah pengguna Penerimaan Negara Bukan Pajak, memperoleh anggaran suplemen di mana 40 % dari pendapatan fungsional RS dapat dipergunakan untuk peningkatan mutu SDM termasuk insentif berupa Insentif Pelayanan (IP) yang dibagikan kepada seluruh karyawan. Selama ini belum ada Pola Pembagian IP yang disepakati seluruh (kelompok) karyawan, sehingga sering timbul ketidak-puasan, konflik antar kelompok, protes, demotivasi sampai mogok.Dilakukan penelitian dengan tujuan untuk mengetahui persepsi karyawan terhadap IP, tingkat kepuasan dan hubungannya dengan motivasi kerja serta mendapatkan masukan dan karyawan tentang faktor dasar penyusunan Pala Pembagian IP. Penelitian dilakukan secara "cross-sectional" menggunakan kuesioner dan wawancara mendalam terhadap sejumlah responden yang 'mewakili kelompok-kelompok karyawan, dilakukan pada bulan Mei - Juni 2002. Data yang dianalisa adalah karakteristik karyawan, persepsi karyawan tentang IP dan hubungannya dengan motivasi kerja. Analisis kuantitatif dikerjakan dengan menggunakan uji statistik univariat, bivariat dan multivariat.Hasil penelitian mengungkapkan bahwa dari 97 karyawan yang menjadi responden sebanyak 89 orang (91.8%) merasa kurang puas dengan imbalan yang diterima. Sebanyak 38 orang (39.2%) memiliki motivasi kurang. Pada analisis bivariat didapatkan faktor yang berhubungan dengan motivasi hanya umur. Untuk analisis multivariat didapatkan 3 variabel yang dapat dianggap sebagai kandidat namun setelah dianalisis ternyata tidak ada variabel yang memiliki nilai p < 0.05 sehingga tidak daat disusun suatu model regresi motivasi. Sebagian besar karyawan menghendaki agar pola pembagian IP yang ada sekarang dirubah dengan memperhatikan sejumlah faktor sebagai kriteria untuk menentukan besarnya IP yang diterima masing-masing karyawan.Sebagai kesimpulan penelitian, pengetahuan karyawan tentang IP masih belum memadai, hampir seluruh karyawan masih belum merasa puas terhadap berbagai faktor IP. Motivasi bekerja karyawan belum memadai. Tidak ada hubungan bermakna antara faktor faktor kepuasan terhadap IP dan karakteristik karyawan dengan motivasi kerja kecuali faktor umur.
Correlation Analysis between Characteristic and Employee's Perception on Incentive to Motivation to Work in Sulianti Saroso HospitalIn human resources management, motivating people is of very important thing. Although it is not the only thing, money is one of the very important motivator and well correlated with work satisfaction and performance both in individual and group as well.Sulianti Saroso Hospital is a government-owned hospital, Non-tax State Income user. The Government provides Supplementary Budget of which around 40% of it's functional income can be used to increase quality of the human resources, including incentive known as Insentif Pelayanan or IP (service fee, a component in hospital tariff). The incentive is distributed to all employees every month. To date there is no Distribution Pattern on IP which is agreed by the neither whole employee nor groups. As a consequence not rarely un satisfaction is expressed, conflicts between groups, protests, de motivation and even strikes takes place.A study is performed in order to disclose employee's perception on IP, level of satisfaction and its correlation with motivation for work, and also to collect inputs from the employee about basic factors in determining criteria?s for distribution pattern of the IP. The study is conducted cross-sectionals, through questioners and depth interview to representative number of respondents on May through June, 2002. Data was analyzed for employee's characteristic and employee's perception which are hypothetically correlated with motivation for work. Statistical analysis is using univariate, bivariate and multivariate analysis as well.The study revealed that out of 97 respondents, 89 (91.8%) feel unstisfied upon the incentive. Thirty-eight (39.2%) shows lack of motivation. Bivariate analysis found factor related to motivation is nothing but age. We found 3 variables which can be regarded as favorable candidate fit for multivariate analysis. Unfortunately there was no variable significant for developing a regression model for motivation. Most employees demanding the need for improvement of IP's distribution pattern, and a number of factors are proposed as criterion for determining the amount of incentive for every employee.As a conclusion, the employee's knowledge on incentive was still unsatisfactorily, almost all employee felt un satisfaction toward IP's factors. Motivation for work was low. There was no significant correlation between 1P's factors and employee's characteristic with motivation except respondent's age.
ABSTRAK RS~ Zahirah Jakarta mengalami turnover tenaga keperawatan yang eukup tinggi. Adanya keinginan berpindah kerja dapat memacu terjadinya turnover karyawan. Motivas dan kepuasan kerja merupakan faktor yang sering berkaitan dengan adanya keinginan berplndah kerja. Oleh karena itu penelitian ini bertujuan untuk menganatlsa hubungan antara motivasl dan kepuasan kerja dengan keinginan berpindah kerja terutamaa pada tenaga keperawatannya. Penelitian ini menggunakan pendekatan kualitatif dengan. metode crosssectional dan kuesioner sebagai alat pengumpul datanya. Penelitian ini dilakukan terbadap semua tenaga keperawatan di RSU Zaltirah. Variabel motivasi kelja yang memiliki hubungan dengan keinginan berpind!lh kerja adalah motivasi akan preswi dan motivasi kemajuan. Sedangkan variabel kepuasan ke~a yang memiliki hubungan dengan keinginan berpindah kerja adalahvariabel gaji dan prosedur atau pereturan. Dari beberapa variabel tersebut yang paling erat atau dominan berhubungan dengan keinginan be!pindah keda adal!lh karena motivasi prestasi
Abstract Zahirah Hospital Jakarta experiences of high enough turnover of Nurse Aids. EXtstence of turnover intentions can raee the happening of turnover employees. Job motivation and job satisfaction is factor that often relate to existence of turnover intensions. In consequence, this research bent on be for relation analysis between motivation and job satisfaction with turnover intentions especially at Nurse Aids. This Research uses quantitative approach with method crossseclional and questioner as a means of its data compiler. This Research ls conducted to all Nurse Aids Zahirah Hospital. Variable of job motivation that have relation with turnover intentions is motivation of achievement and progress motivation. Whereas variabl¢ of job satisfaction lhat have relation with turnover intentions is salary variable and procedure or regulation. From some variables referred dominant relate to turnover intensions is achievement motivation.
COVID-19 dispute claims is one of the problems at Islamic Hospital Ibnu Sina Bukittinggi. Dispute claims occur when there is disagreement in the BPJS Kesehatan verification process on hospital claim files. Dispute claims will have an impact on delays in payment of COVID-19 claims, which will affect the hospital's cash flow, and the settlement of disputed claims will also take longer. This study aims to determine the impact of the dispute, analyze the causes of the dispute claim in terms of input, process, output factors and the hospital's survival strategy in addressing this problem. This research uses a qualitative approach with a case study method. The study was carried out at Islamic Hospital Ibnu Sina Bukittinggi in June-July 2021. Using secondary data from the Verification Results for COVID-19 service months from April 2020 to May 2021. Then proceed with conducting in-depth interviews with selected informants. From the output data, there are claims of dispute at Islamic Hospital Ibnu Sina Bukittinggi with 115 cases of Rp. 3,087,614,900 (23%). Claims pending 62 cases of Rp. 891,426,800 (6%). And this has an impact that affects 54.7% when viewed from the side of hospital operations on average a month. From the results of the study, it was found that the causes of the most disputed and pending claims were diagnosis enforcement (suspect, comorbid and coincidental) that did not meet the criteria by 33%, the criteria for hospitalization did not comply with the provisions of 21%, supporting examinations did not meet the criteria 18%, entry errors and file uploads 17 % and the treatment is not in accordance with the provisions of 11%. If we examine further, the biggest problem is that it comes from internal hospital factors, the cause of the dispute and pending COVID-19 claims is from input related to human resources and policies, while from the process of entering and uploading files. In responding to dispute claims, hospital survival strategies are needed, including incresing revenue while maintaining COVID-19 patient services in accordance with applicable regulations, while still providing non-COVID-19 services, cutting costs by evaluating service financing. COVID-19 currently and making hospital PPK and CP related to COVID-19 services, Improving Cash Flow by evaluating the risk of claim disputes and strengthening the dispute claim settlement team so that all claims can become eligible claims from the Ministry of Health
Pada saat ini pelayanan kesehatan dihadapkan pada situasi persaingan yang tinggi, untuk itu diperlukan suatu usaha meningkatkan pelayanan kesehatan yang berkualitas. Pelayanan kesehatan yang berkualitas memerlukan sumber daya manusia yang memiliki kualitas kinerja yang baik. Dalam upaya mencapai hal tersebut perlu dilakukan berbagai usaha. Penelitian ini melihat hubungan antara Persepsi karyawan tentang kepemimpinan religius kepala rumah sakit dan kinerja baik secara langsung maupun melalui motivasi kerja karyawan di Rumah Sakit Bersalin Duren Tiga. Hasil penelitian menyimpulkan bahwa persepsi karyawan tentang kepemimpinan religius kepala rumah sakit tidak berhubungan secara langsung dengan kinerja karyawan melainkan melalui motivasi kerja karyawan Rumah Sakit Bersalin Duren Tiga.
At this time of health services are faced with a situation of high competition, for it required an effort to improve health care quality. Quality health services requires human resources that have a good quality performance. In the effort to achieve this needs to be done a variety of activity. This study looked at the relationship between employee perceptions about the hospital's head of religious leadership and performance, both directly and through employee motivation at the Duren Tiga Maternity Hospital. This study concluded that the perceptions of employees about the hospital?s headof religious leadership is not directly related to employee performance but through employee motivation.