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ABSTRAK Perawat sebagai ujung tombak pelayanan kesehatan yang berhubungan langsung dengan pasien dituntut untuk memiliki kinerja yang tinggi. Banyak faktor yang mempengaruhi kinerja diantaranya adalah Imbalan Finansial dan Imbalan Non Finansial. Imbalan Finansial dan Imbalan Non Finansial mempunyai peran penting dalam menentukan Kinerja Perawat. Penelitian ini bertujuan mengetahui hubungan imbalan finansial dan imbalan non finansial terhadap kinerja perawat di Rumah Sakit Ketergantungan Obat (RSKO) Jakarta Tahun 2011. Penelitian dilakukan pada bulan Mei 2011. Rancangan penelitian yang digunakan adalah cross sectional pada 63 responden. Analisis yang digunakan adalah analisis univariat, bivariat dan multivariat dengan menggunakan uji asumsi yang disyaratkan dan analisis regresi linier berganda. Dari hasil analisis bivariat diperoleh temuan penelitian adanya hubungan yang bermakna antara gaji, hubungan dengan atasan, hubungan dengan teman, promosi jabatan, kesempatan mengembangkan diri dan penghargaan terhadap hasil pekerjaan dengan kinerja perawat. Dari Analisis multivariat diperoleh temuan penelitian yaitu variabel yang mempengaruhi kinerja adalah imbalan finansial yaitu gaji dan imbalan non finansial yaitu hubungan dengan teman sekerja. Dengan hasil penelitian tersebut diatas, perlu bagi manajemen RSKO Jakarta untuk meningkatkan kinerja melalui imbalan finansial yaitu gaji, dan imbalan non finansial yaitu hubungan dengan teman. Disamping itu perlu juga memberikan kesempatan yang luas kepada para perawat untuk mengembangkan diri dengan mengikutsertakan perawat dalam pelatihan-pelatihan terkait bidang tugas dan pendidikan lanjutan agar kualifikasi dan kinerja perawat meningkat serta memberikan penghargaan atas hasil kerja perawat misalnya dengan pemilihan perawat teladan sehingga dapat memotivasi perawat untuk lebih meningkatkan kinerjanya. Kata kunci: imbalan finansial, imbalan non finansial, kinerja.
ABSTRACT Nurses as the spearhead of health services that relate directly to the patient is required to have high performance. Many factors affect the performance of which is the Financial Rewards and Nonfinancial Rewards. Financial Rewards and Non Financial Rewards play an important role in determining the performance of Nurses. This study aims to determine the relationship of financial rewards and non-financial rewards to the performance of nurses at the Rumah Sakit Ketergantungan Obat (RSKO) Jakarta in 2011. The study was conducted in May 2011. The design of the study is a cross sectional study in 63 respondents. The analysis used is univariate, bivariate and multivariate tests using the assumptions required and multiple linear regression analysis. From the results obtained by bivariate analysis of the research findings of a significant relationship between salary, relationships with superiors, relationships with friends, job promotion, an opportunity to develop themselves and respect for the work with the performance of nurses. Multivariate analysis of research findings obtained by the variables that affect the performance of the financial rewards of salary and non-financial rewards relationships with co-workers. With the above results, it is necessary for management RSKO Jakarta to improve performance through financial reward of salary and non-financial reward of relationships with friends. Besides it should also provide ample opportunity for nurses to develop themselves by engaging nurses in training-related tasks and qualifications and continuing education for nurses increased performance and reward the work of nurses such as choosing a exemplary nurse that can motivate nurses to further improve its performance. Key words: financial rewards, non-financial rewards, performance.
Healthcare workers are constantly faced with work demands and psychosocial hazards that affect their mental health, such as work related distress. This condition can manifest in the well-being of healthcare workers and the quality of patient care. In 2024, it was found that a number of healthcare workers at Balaraja Regional General Hospital (RSUD) experienced moderate to severe distress related to their work effort. This thesis aims to analyze of risk factors associated with work-related distress to healthcare workers of RSUD Balaraja, Tangerang Regency In 2025. This study used cross-sectional design with a quantitative approach, involved total 140 healthcare workers as respondens (doctors, nurses, pharmacists, and other health care workers such as midwife, medical recorders, physichal therapist, health analysts, radiographer, etc.) Work related distress was measured using a standardized instrument based on distress scale from DASS 21 and categorized as "Normal-Mild" and "Moderate-Severe". Psychosocial risk factors (based on the Effort-Reward Imbalance model, COPSOQ III, and the NIOSH Generic Job Stress Questionnaire) and individual factors were measured through a questionnaire. The results showed that 14.3% of respondents experienced moderate-to-severe work related distress. Inferential analysis indicated an association between psychosocial factors and work related distress, included work-life imbalance (OR=17.34; 95% CI 3.84–78.41; p<0.001), overcommitment (OR=14.48; 95% CI 3.21–65.31; p<0.001), high effort (OR=6.44; 95% CI 2.03–20.44; p=0.001), and low reward (OR=4.14; 95% CI 1.31–13.10; p=0.02). No statistical significant association was found between individual factors and work related distress (p > 0.05). Individual factors that may warrant attention include single marital status and unhealthy bahaviors (lack of physical activity, smoking, and consumption of coffee or alcohol.) The conclusion is that work related distress among healthcare workers at RSUD Balaraja is predominantly associated with modifiable, organizational psychosocial factors. Priority-based interventions are needed, especially to improve critical areas such as work-life imbalance and overcommitment. Recommendations focus on organizational policies to create a healthy, supportive, and positive work culture. These include provide competency-based training, education on distress and time management, and offer flexibility in scheduling holiday or day off; Second, conduct workload evaluations to prevent overload and ensure equitable distribution. Implement "fit-to-work" assessments for healthcare workers with physical limitations or recovering from illness. Ensure transparent communication regarding reward and compensation systems for all staff, including incentives and overtime pay policies, to achieve a better effort-reward balance. Third, reviewing workload policies for better distribution and prevention of excessive demands, providing competency-based training, and offering distress management, priority management, and coping mechanisms to restore work-life balance. Other recommendations include group exercise sessions, aiming for 150 minutes per week, Establish counseling groups for mental health support and to address unhealthy behaviors, improve the outpatient queuing system by implementing “a booking code system” for return visits or “a fast-track pathway." Furthermore, promoting a healthy work culture and controlling overcommitment through periodic evaluation of job tasks and workload by management, with input from employees, is advised. These strategies can be adopted to enhance occupational health and reduce work-related distress among healthcare workers at RSUD Balaraja.