The Influence Of Individual, Psychological And Organizational Factors On Doctor's Performance At The Medan Medika Mitra General Hospital
The Influence of Individual, Psychological, and Organizational Factors on Doctor's Performance at the Medan Medika Mitra General Hospital
Introduction
The performance of doctors in hospitals plays a crucial role in improving the quality of services and hospital images. As professionals, doctors are expected to provide high-quality care to patients, and their performance is influenced by various factors. This study aims to analyze the influence of individual, psychological, and organizational factors on the performance of doctors in Mitra Medika Hospital, Medan. The study was conducted with a quantitative approach using a cross-sectional design, and a total of 32 general practitioners and specialists participated in the study as a sample.
Methodology
The study used a quantitative approach with a cross-sectional design. The sample consisted of 32 general practitioners and specialists who worked at Mitra Medika Hospital, Medan. The data was collected through questionnaires, which included independent variables such as individual factors (age, sex, last education, and length of work), psychological factors (job satisfaction), and organizational factors (leadership and organizational culture). The dependent variable measured was the doctor's performance, which was assessed by the Director and the Medical Committee. The data analysis was carried out using univariate, bivariate, and multivariate analysis, including multiple logistics regression at the level of meaningfulness α = 0.05.
Results
The results of the study showed that job satisfaction (p = 0.009), leadership (p = 0.019), and organizational culture (p = 0.012) had a significant influence on doctor's performance. Conversely, sub-variables such as age (p = 0.492), sex (p = 0.265), the latest education (p = 0.288), and the length of work (p = 0.538) did not show a significant effect on doctor's performance.
Discussion
The results of the study suggest that psychological and organizational factors play a more dominant role in influencing doctor performance than individual factors. Job satisfaction becomes an important indicator that shows that when doctors feel satisfied with their work, they tend to provide better services to patients. This highlights the importance of management in creating a work environment that supports and rewards good performance.
Good leadership from hospital management plays an important role in motivating doctors to work optimally. Effective leaders are able to create a positive organizational culture, where doctors feel valued, heard, and involved in decision making. Strong organizational culture can increase the sense of ownership of doctors towards hospitals and improve their performance.
Conclusion
The study concludes that psychological and organizational factors play a more dominant role in influencing doctor performance than individual factors. Job satisfaction, leadership, and organizational culture are important indicators that can improve doctor's performance. Therefore, it is recommended that hospital management increases doctor's commitment to the vision and mission of the organization. Provision of training programs, re-analysis of medical services provided, as well as rewarding the achievement of doctor's work is very important.
Recommendations
Based on the results of the study, the following recommendations are made:
- Increase doctor's commitment to the vision and mission of the organization: Hospital management should increase doctor's commitment to the vision and mission of the organization by providing training programs, re-analysis of medical services provided, and rewarding the achievement of doctor's work.
- Involve doctors in decision making process: Hospital management should involve doctors in the decision making process related to their work to increase their sense of ownership and improve their performance.
- Improve organizational culture: Hospital management should create a positive organizational culture that values, hears, and involves doctors in decision making.
- Encourage doctors to be active in service quality improvement activities: Doctors should be encouraged to be active in service quality improvement activities, be open to patient complaints, and provide constructive input to management.
- Promote a positive attitude towards changes: Doctors should be encouraged to have a positive attitude towards changes that occur in the work environment to contribute to overall performance improvement.
Limitations
The study has some limitations. The sample size was small, and the study was conducted in one hospital. Therefore, the results may not be generalizable to other hospitals. Future studies should be conducted with a larger sample size and in multiple hospitals to increase the generalizability of the results.
Future Research Directions
Future research should focus on exploring the relationship between individual, psychological, and organizational factors and doctor's performance in different hospitals. The study should also explore the impact of hospital management on doctor's performance and the role of leadership in creating a positive organizational culture.
Conclusion
In conclusion, the study highlights the importance of psychological and organizational factors in influencing doctor's performance. Job satisfaction, leadership, and organizational culture are important indicators that can improve doctor's performance. Therefore, hospital management should increase doctor's commitment to the vision and mission of the organization, involve doctors in decision making process, improve organizational culture, encourage doctors to be active in service quality improvement activities, and promote a positive attitude towards changes.
Frequently Asked Questions (FAQs) about the Influence of Individual, Psychological, and Organizational Factors on Doctor's Performance
Q: What are the main factors that influence doctor's performance?
A: The main factors that influence doctor's performance are individual, psychological, and organizational factors. Individual factors include age, sex, last education, and length of work. Psychological factors include job satisfaction, while organizational factors include leadership and organizational culture.
Q: What is the role of job satisfaction in doctor's performance?
A: Job satisfaction is an important indicator that shows that when doctors feel satisfied with their work, they tend to provide better services to patients. This highlights the importance of management in creating a work environment that supports and rewards good performance.
Q: How does leadership affect doctor's performance?
A: Good leadership from hospital management plays an important role in motivating doctors to work optimally. Effective leaders are able to create a positive organizational culture, where doctors feel valued, heard, and involved in decision making.
Q: What is the impact of organizational culture on doctor's performance?
A: Strong organizational culture can increase the sense of ownership of doctors towards hospitals and improve their performance. A positive organizational culture values, hears, and involves doctors in decision making.
Q: How can hospital management increase doctor's commitment to the vision and mission of the organization?
A: Hospital management can increase doctor's commitment to the vision and mission of the organization by providing training programs, re-analysis of medical services provided, and rewarding the achievement of doctor's work.
Q: What is the role of doctors in service quality improvement activities?
A: Doctors should be active in service quality improvement activities, be open to patient complaints, and provide constructive input to management.
Q: How can hospital management promote a positive attitude towards changes in the work environment?
A: Hospital management can promote a positive attitude towards changes in the work environment by involving doctors in decision making, providing training programs, and rewarding the achievement of doctor's work.
Q: What are the limitations of this study?
A: The study has some limitations. The sample size was small, and the study was conducted in one hospital. Therefore, the results may not be generalizable to other hospitals.
Q: What are the future research directions?
A: Future research should focus on exploring the relationship between individual, psychological, and organizational factors and doctor's performance in different hospitals. The study should also explore the impact of hospital management on doctor's performance and the role of leadership in creating a positive organizational culture.
Q: What are the implications of this study for hospital management?
A: The study highlights the importance of psychological and organizational factors in influencing doctor's performance. Hospital management should increase doctor's commitment to the vision and mission of the organization, involve doctors in decision making process, improve organizational culture, encourage doctors to be active in service quality improvement activities, and promote a positive attitude towards changes.
Q: What are the implications of this study for doctors?
A: The study highlights the importance of job satisfaction, leadership, and organizational culture in influencing doctor's performance. Doctors should be active in service quality improvement activities, be open to patient complaints, and provide constructive input to management.
Q: What are the implications of this study for patients?
A: The study highlights the importance of high-quality care provided by doctors. Patients should expect high-quality care from doctors who are satisfied with their work, have good leadership, and work in a positive organizational culture.