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This thesis discusses the factors that influence the retention of doctors in community health center. The study was conducted by processing secondary data from the results of the Health Research in 2017 (Risnakes), with total sample of 14,091 doctors who served at the community health center. Processing data using path analysis. The results of the study showed that being close to extended families was the main reason for most retention (34%). The effect of total character variables on retention is 0.23, on job satisfaction 0.04, and on motivation 0.08. The effect of the total non-financial benefit variable on retention rate -0.15, and motivation 0.03. The effect of the total variable financial benefits on retention rate 0.04, job satisfaction 0.13 and motivation 0.11. There is no direct effect from the financial benefit variable on the level of retention, and from the non-financial benefit variable to satisfaction. The effect of total satisfaction variables on retention is 0.26 and on motivation 0.58. Effect of total motivational variables on retention of 0.05. It is recommended that the Central Government synchronize the recruitment and distribution policy for doctor, subsidize the budget incentives doctor for regional with low fiscal capacity and or have financial limitations, and continue 2 special assignment programs for the placement of doctor, compile and apply affirmative policies for the distribution of doctor in community health center, including programs official ties and medical education scholarships, datasering. Local Governments can carry out recruitment innovation and distribution of doctor through special assignments, regional scholarship programs for medical education, provide appropriate financial incentives for doctor, and provide sufficient facilitation for capacity building programs.
ABSTRAK
Pelayanan publik salah satunya adalah bidang kesehatan yang dilaksanakanpada tingkat pelayanan primer di Puskesmas. Dokter merupakan salah satu jenisketenagaan di Puskesmas yang sehari-hari secara langsung berinteraksi denganpasien dan masyarakat sebagai pemberi pelayanan kesehatan. Berbagai tekanandalam pekerjaan tentunya dirasakan oleh seorang dokter dalam menjalankanperannya. Stres kerja dapat berasal dari berbagai sumber dan mempengaruhiorang-orang dengan cara yang berbeda. Berbagai sumber stres kerja diantaranyakebingungan peran, konflik peran, ketersediaan waktu yang berkaitan dengan jamkerja, kelebihan beban kerja, tanggung jawab, pengembangan karir, sertaketidakamanan kerja. Pada akhirnya stres kerja yang dihadapi oleh dokter akanmempengaruhi kinerjanya.Penelitian ini bertujuan untuk mengetahui gambaran stres kerja dokter yangdilihat dari aspek peran, karir, fasilitas, dan bahaya pekerjaan terhadap pelayanankesehatan dan hubungannya dengan kinerja pelayanan kesehatan di Puskesmas diKota Cirebon serta faktor-faktor yang menjadi prioritas yang perlu diperhatikanuntuk meningkatkan kinerja tenaga medis di Puskesmas Kota Cirebon.Rancangan penelitian ini merupakan penelitian kuantitatif dengan desainpenelitian potong lintang atau cross sectional. Responden pada penelitian initerdiri seluruh dokter yang berjumlah 36 orang yang telah bekerja di PuskesmasKota Cirebon sebelum 1 Januari 2012 sampai saat penelitian dilakukan.Hasil penelitian menunjukkan rata-rata skor stres kerja untuk aspek peran2,50, aspek karir 2,83, aspek fasilitas 3,09, dan aspek bahaya pekerjaan 3,07. Streskerja aspek peran termasuk kategori rendah sedangkan aspek karir, fasilitas, danbahaya pekerjaan termasuk kategori sedang. Uji bivariat menunjukkan terdapathubungan yang bermakna pada aspek peran terhadap absensi dokter dan jumlahpasien, aspek karir terhadap absensi dokter, serta aspek fasilitas terhadap absensidokter dan jumlah pasien. Uji multivariat terhadap absensi dokter maupun jumlahpasien menunjukkan R2 kurang dari 10%. Ini berarti lebih dari 90% variasivariabel terikat disebabkan oleh faktor lain diluar variabel bebas dalam model.
ABSTRACT
One of which is a public service of health conducted in primary care at thehealth center level. Doctor is one of the workforce in the day-to-day health centerdirectly interact with patient and the community as a health care provider. Thepressure of work must be felt by a physician in carryng out its role. Work stresscan come from a variety of sources and affects people in different ways. Varioussources of job stress include role ambiguity, role conflict, time availability, roleoverload-quantitative, career development, responsibility, resources adequacy,and occupational hazards. At the end of work stress faced by clinicians will affectits performance.This study aims to descibe the physician job stress as seen from the aspectof the role, career, facilities, and occupational hazard to health care and itsralationship to the performance of health services at the health center in the KotaCirebon and the factors that need to be considered a priority to improve the energyperformance medical health center in Kota CirebonThe design of this study is the quantitative study with a cross sectional studydesign. Respondents in this study comprises all the 36 doctors who had beenworking in the health center Kota Cirebon before Januari 1, 2012 until the time ofthe study.The results show the average score of job stress for aspects of the role 2,50,aspects of career 2,83, aspects of facilities 3,09 and aspects of occupational hazard3,07. Job stress of aspects of the role is low while the aspects career, facilities, andoccupational hazards are moderate categorized. Bivariate test shows there is asignificant relationship on aspects of the role of a doctor absenteeism and thenumber of patients, a career aspects of a doctor absenteeism, as well as aspects ofthe facility and the number of patient a doctor absenteeism. Multivariate testagains absentee doctors and the number of patient showing R2 less than 10%. Thismeans more than 90% variation in the dependent variable due to factors other thanthe independent variable in the model.