Relationship Of Motivation With Nurse Performance In The Inpatient Room Of Bina Kasih RSU In 2017

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The Relationship of Motivation with Nurse Performance in the Inpatient Room of Bina Kasih RSU in 2017

Introduction

Hospitals play a vital role in providing quality health services to the community. One of the key indicators of good quality health services is the performance of health workers, particularly nurses. The performance of nurses is influenced by various factors, including work motivation. This study aims to analyze the work motivation of nurses and their performance, and explore the relationship between work motivation and nurse performance in the inpatient room of Bina Kasih Hospital in 2017.

Background

Hospitals are required to be responsive and productive in meeting the needs of quality health services. The performance of nurses is a critical factor in achieving this goal. However, the performance of nurses is influenced by various factors, including work motivation. Work motivation is a psychological factor that drives individuals to achieve their goals and perform their tasks effectively. In the context of nursing, work motivation is influenced by factors such as responsibility, working conditions, supervision, and incentives.

Methodology

This study is a quantitative research that uses a survey method to collect data. The sample involved in this study consisted of 68 nurses on duty in the inpatient room of Bina Kasih Hospital Medan. The data used is primary data, with the selection of samples through the total sampling method. The data analysis technique applied is univariate and bivariate analysis, which is processed using SPSS software.

Research Result

The results of this study showed that of the 68 nurses who were respondents, as many as 40 nurses (58.8%) had good performance. Meanwhile, 21 nurses (30.9%) are in the moderate performance category, and 7 nurses (10.3%) are included in the poor performance category. This study also found that the variable responsibility, working conditions, supervision, and incentives have a significant value each with a p-value of less than 0.05, namely:

  • Responsibility: p = 0000
  • Working conditions: P = 0,000
  • Supervision: P = 0.008
  • Incentives: P = 0,000

This significant value shows that there is a positive relationship between work motivation and nurse performance. That is, the better the work motivation of the nurse, the higher the performance produced.

Research Implications

Based on the results of this study, it is recommended to the Head of Nursing to pay more attention to the work motivation aspects of the nurses. The steps that can be taken include:

  1. Seminar and Training: holding a routine and continuous seminar to increase nurses' knowledge and skills.
  2. Improvement of the Work Environment: Creating a comfortable and safe working conditions, which can increase the comfort and productivity of nurses.
  3. Performance Evaluation: Perform regular performance appraisal to monitor the development of nurses' performance and provide constructive feedback.

Conclusion

Work motivation is a psychological factor that is very influential on the performance of nurses. By understanding and managing the factors that influence work motivation, hospitals can create a more productive work environment. This is expected to improve the performance of nurses, which in turn will improve the quality of health services in Bina Kasih General Hospital. Fostering enthusiasm and work motivation is the key to achieving optimal health service goals.

Recommendations for Future Research

This study provides a foundation for future research on the relationship between work motivation and nurse performance. Future studies can explore the impact of work motivation on nurse performance in different settings, such as outpatient departments or specialized units. Additionally, future studies can investigate the effectiveness of different interventions aimed at improving work motivation and nurse performance.

Limitations of the Study

This study has several limitations. Firstly, the sample size is relatively small, which may limit the generalizability of the findings. Secondly, the study only focuses on the inpatient room of Bina Kasih Hospital, which may not be representative of other hospitals or healthcare settings. Finally, the study only explores the relationship between work motivation and nurse performance, and does not investigate other factors that may influence nurse performance.

Conclusion

In conclusion, this study provides evidence of the positive relationship between work motivation and nurse performance. By understanding and managing the factors that influence work motivation, hospitals can create a more productive work environment. This is expected to improve the performance of nurses, which in turn will improve the quality of health services in Bina Kasih General Hospital. Fostering enthusiasm and work motivation is the key to achieving optimal health service goals.
Frequently Asked Questions (FAQs) about the Relationship between Motivation and Nurse Performance

Q: What is the relationship between motivation and nurse performance?

A: The study found a positive relationship between work motivation and nurse performance. This means that nurses who are motivated to work are more likely to perform their tasks effectively and provide high-quality care to patients.

Q: What are the factors that influence work motivation in nurses?

A: The study identified four factors that influence work motivation in nurses: responsibility, working conditions, supervision, and incentives. These factors can either positively or negatively impact a nurse's motivation to work.

Q: How can hospitals improve nurse performance by enhancing work motivation?

A: Hospitals can improve nurse performance by enhancing work motivation through various strategies, such as:

  • Providing regular training and development opportunities to increase nurses' knowledge and skills.
  • Creating a comfortable and safe working environment that promotes job satisfaction.
  • Providing regular feedback and performance evaluations to help nurses set and achieve goals.
  • Offering incentives and rewards for outstanding performance.

Q: What are the benefits of improving nurse performance through enhanced work motivation?

A: Improving nurse performance through enhanced work motivation can lead to several benefits, including:

  • Improved patient outcomes and satisfaction.
  • Increased job satisfaction and reduced turnover rates among nurses.
  • Enhanced reputation and competitiveness of the hospital.
  • Improved quality of care and reduced medical errors.

Q: How can hospitals measure the effectiveness of interventions aimed at improving work motivation and nurse performance?

A: Hospitals can measure the effectiveness of interventions aimed at improving work motivation and nurse performance through various methods, such as:

  • Conducting regular surveys and feedback sessions with nurses.
  • Monitoring patient outcomes and satisfaction.
  • Analyzing nurse performance data and identifying areas for improvement.
  • Conducting regular performance evaluations and providing constructive feedback.

Q: What are the limitations of this study?

A: This study has several limitations, including:

  • The sample size is relatively small, which may limit the generalizability of the findings.
  • The study only focuses on the inpatient room of Bina Kasih Hospital, which may not be representative of other hospitals or healthcare settings.
  • The study only explores the relationship between work motivation and nurse performance, and does not investigate other factors that may influence nurse performance.

Q: What are the implications of this study for future research?

A: This study provides a foundation for future research on the relationship between work motivation and nurse performance. Future studies can explore the impact of work motivation on nurse performance in different settings, such as outpatient departments or specialized units. Additionally, future studies can investigate the effectiveness of different interventions aimed at improving work motivation and nurse performance.

Q: What are the recommendations for hospitals and healthcare organizations based on this study?

A: Based on this study, hospitals and healthcare organizations are recommended to:

  • Prioritize the development of a positive and supportive work environment that promotes job satisfaction and motivation among nurses.
  • Provide regular training and development opportunities to increase nurses' knowledge and skills.
  • Offer incentives and rewards for outstanding performance.
  • Conduct regular performance evaluations and provide constructive feedback to help nurses set and achieve goals.

Q: What are the implications of this study for nursing practice and education?

A: This study has implications for nursing practice and education, including:

  • The importance of developing a positive and supportive work environment that promotes job satisfaction and motivation among nurses.
  • The need for regular training and development opportunities to increase nurses' knowledge and skills.
  • The importance of providing incentives and rewards for outstanding performance.
  • The need for regular performance evaluations and constructive feedback to help nurses set and achieve goals.