The Influence Of Individual, Psychological And Organizational Factors On The Performance Of Specialist Doctor Services At Bhayangkara Hospital Medan

Feb 27, 2025 by ADMIN 149 views

Introduction

The provision of specialist medical services at Bhayangkara Hospital Medan (RSBM) is heavily reliant on non-resident specialists from various institutions, both government and private. In recent times, there has been a decline in the quality of the performance of specialist doctors at RSBM. This decline has significant implications for the quality of medical services provided to patients. Therefore, it is essential to conduct research on the factors that influence the performance of specialist doctors in RSBM.

Background

The performance of specialist doctors is influenced by a complex array of individual, psychological, and organizational factors. Individual factors, such as knowledge and skills, are critical in determining the quality of medical services provided. Psychological factors, such as motivation, perception, and attitudes, also play a significant role in influencing the performance of specialist doctors. Organizational factors, including rewards or payment systems, can also have a significant impact on the performance of specialist doctors.

Methodology

This study employed an explanatory survey design to analyze the effect of various factors on the performance of specialist doctors in RSBM. The research population consisted of 30 non-resident specialist doctors in RSBM, and a total sampling method was used to collect data. A structured questionnaire was administered to the participants during the April to June 2010 period. Data analysis was carried out using multiple linear regression at a 95% confidence level.

Results

The results of the study indicate that several aspects of the payment system have a significant effect on the performance of specialist doctors. Specifically, the balance and appropriateness of the honorarium received (p = 0.040), the timeliness of payment (p = 0.006), and the provision of incentives (p = 0.023) show a positive significance level for improving performance. In contrast, factors such as knowledge, skills, motivation, perception, and attitude have no significant effect on the performance of specialist doctors.

Discussion

The findings of this study suggest that organizational factors, particularly in terms of reward and financing systems, are more dominant in influencing the performance of specialist doctors. This is in contrast to individual and psychological factors, which are often considered to be critical in determining the quality of medical services provided. The results of this study have significant implications for the management of RSBM, as they suggest that improvements to the payment system are necessary to optimize the performance of non-resident specialist doctors.

Conclusion

In conclusion, this study highlights the importance of organizational factors in influencing the performance of specialist doctors at RSBM. The findings of this study suggest that improvements to the payment system, including the balance and appropriateness of the honorarium received, the timeliness of payment, and the provision of incentives, are necessary to optimize the performance of non-resident specialist doctors. By making these improvements, not only the welfare of specialist doctors will be guaranteed, but also the quality of medical services in RSBM can increase, has a positive impact on patients served.

Recommendations

Based on the findings of this study, the following recommendations are made:

The management of RSBM should continuously evaluate and improve the financing system to optimize the performance of non-resident specialist doctors.
Improvements to the payment system, including the balance and appropriateness of the honorarium received, the timeliness of payment, and the provision of incentives, should be implemented to optimize the performance of specialist doctors.
The welfare of specialist doctors should be guaranteed through the provision of a fair and competitive payment system.
The quality of medical services in RSBM should be increased through the provision of high-quality medical care and the use of evidence-based practices.

Limitations

This study has several limitations that should be noted. Firstly, the sample size of 30 non-resident specialist doctors may not be representative of the larger population of specialist doctors at RSBM. Secondly, the study only examined the effect of individual, psychological, and organizational factors on the performance of specialist doctors, and did not examine other potential factors that may influence performance. Finally, the study only examined the performance of non-resident specialist doctors, and did not examine the performance of resident specialist doctors.

Future Research Directions

Future research should aim to build on the findings of this study by examining other potential factors that may influence the performance of specialist doctors. For example, research could examine the effect of team dynamics, communication, and leadership on the performance of specialist doctors. Additionally, research could examine the effect of other organizational factors, such as staffing levels and workload, on the performance of specialist doctors.

Conclusion

Q: What is the main focus of this study?

A: The main focus of this study is to analyze the effect of individual, psychological, and organizational factors on the performance of specialist doctors at Bhayangkara Hospital Medan (RSBM).

Q: What are the individual factors that were examined in this study?

A: The individual factors that were examined in this study include knowledge, skills, motivation, perception, and attitude.

Q: What are the psychological factors that were examined in this study?

A: The psychological factors that were examined in this study include motivation, perception, and attitudes.

Q: What are the organizational factors that were examined in this study?

A: The organizational factors that were examined in this study include rewards or payment systems.

Q: What were the results of the study in terms of the effect of individual factors on the performance of specialist doctors?

A: The results of the study indicate that individual factors such as knowledge, skills, motivation, perception, and attitude have no significant effect on the performance of specialist doctors.

Q: What were the results of the study in terms of the effect of psychological factors on the performance of specialist doctors?

A: The results of the study indicate that psychological factors such as motivation, perception, and attitudes have no significant effect on the performance of specialist doctors.

Q: What were the results of the study in terms of the effect of organizational factors on the performance of specialist doctors?

A: The results of the study indicate that organizational factors, particularly in terms of reward and financing systems, are more dominant in influencing the performance of specialist doctors.

Q: What are the implications of the study for the management of RSBM?

A: The study suggests that improvements to the payment system, including the balance and appropriateness of the honorarium received, the timeliness of payment, and the provision of incentives, are necessary to optimize the performance of non-resident specialist doctors.

Q: What are the recommendations of the study for the management of RSBM?

A: The study recommends that the management of RSBM should continuously evaluate and improve the financing system to optimize the performance of non-resident specialist doctors.

Q: What are the limitations of the study?

A: The study has several limitations, including a small sample size and the examination of only individual, psychological, and organizational factors.

Q: What are the future research directions suggested by the study?

A: The study suggests that future research should aim to build on the findings of this study by examining other potential factors that may influence the performance of specialist doctors.

Q: What are the conclusions of the study?

A: The study concludes that organizational factors, particularly in terms of reward and financing systems, are more dominant in influencing the performance of specialist doctors at RSBM.