The Influence Of Organizational Factors And Motivation On The Performance Of Nurses In The Emergency Installation Of The Langsa Regional General Hospital

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The Influence of Organizational Factors and Motivation on the Performance of Nurses in the Emergency Installation of the Langsa Regional General Hospital

Introduction

Nursing care at the Emergency Room (IGD) plays a crucial role in ensuring the quality of health services at the Langsa City Regional General Hospital (RSUD). However, the performance of nurses in the emergency room of Langsa Regional Hospital in 2011 showed unsatisfactory results, with a patient mortality rate of 35%. Meanwhile, 65% of patients treated at the emergency room managed to survive and were transferred to the inpatient room. The decline in service quality is caused by various factors, especially those related to organization and motivation. This study aims to analyze how organizational factors and motivation affect the performance of nurses in the Langsa Regional Hospital.

Methodology

The methodology used in this study was an explanatory survey, which was carried out from April to June 2012. The sample in this study involved the entire emergency nurse population totaling 33 people. Data was collected through interviews, observations, and questionnaires, then analyzed using multiple regression at the level of significance α = 0.05.

Results

The results showed that both organizational factors and motivation had a significant influence on the performance of nurses in the emergency room. However, the motivational factor turned out to have a greater impact on nurse performance than organizational factors. This finding shows the importance of motivation in improving the performance and productivity of health workers in critical situations such as the emergency room.

Discussion

The results of this study have several implications for the management of Langsa Regional Hospital. First, increasing communication and leadership is very necessary. Management is advised to conduct more effective guidance and supervision, including through direct face-to-face meetings. Adaptive leadership styles, which can accommodate a variety of nurses' characteristics, must also be considered.

Second, the socialization of work design needs to be done thoroughly to ensure that all nurses understand their duties and responsibilities well. This is important so that all recording and fulfillment activities are proceeding in accordance with the stipulated procedures.

Third, the reward and punishment system must be reviewed. Provision of incentives, both in the form of salary increases and other forms of appreciation, must be done by considering the needs of nurses. This will encourage them to be more motivated in carrying out their duties.

Finally, special training, such as Basic Trauma Cardiac Life Support (BTCLS), needs to be given regularly to nurses at the emergency room. In addition, the opportunity to continue education is also an effective way to improve the quality of human resources in hospitals.

Conclusion

With these steps, it is expected that the performance of nurses in the Emergency Department of Langsa Regional Hospital can be increased, so that the quality of health services provided can also be optimal, for the sake of patient safety that requires intensive care. The findings of this study highlight the importance of motivation in improving the performance and productivity of health workers in critical situations such as the emergency room.

Recommendations

Based on the results of this study, several recommendations are made for the management of Langsa Regional Hospital:

  1. Increase Communication and Leadership: Management is advised to conduct more effective guidance and supervision, including through direct face-to-face meetings. Adaptive leadership styles, which can accommodate a variety of nurses' characteristics, must also be considered.
  2. Socialization of Work Design: The socialization of work design needs to be done thoroughly to ensure that all nurses understand their duties and responsibilities well. This is important so that all recording and fulfillment activities are proceeding in accordance with the stipulated procedures.
  3. Review Reward and Punishment System: The reward and punishment system must be reviewed. Provision of incentives, both in the form of salary increases and other forms of appreciation, must be done by considering the needs of nurses. This will encourage them to be more motivated in carrying out their duties.
  4. Provide Special Training: Special training, such as Basic Trauma Cardiac Life Support (BTCLS), needs to be given regularly to nurses at the emergency room. In addition, the opportunity to continue education is also an effective way to improve the quality of human resources in hospitals.

Limitations

This study has several limitations. First, the sample size was relatively small, which may limit the generalizability of the findings. Second, the study only focused on the emergency room of Langsa Regional Hospital, which may not be representative of other hospitals. Finally, the study only analyzed the influence of organizational factors and motivation on nurse performance, which may not be the only factors influencing nurse performance.

Future Research Directions

Future research should aim to replicate this study in other hospitals and settings to increase the generalizability of the findings. Additionally, future research should explore other factors that may influence nurse performance, such as job satisfaction, work environment, and nurse-patient ratio.
Frequently Asked Questions (FAQs) about the Influence of Organizational Factors and Motivation on the Performance of Nurses in the Emergency Installation of the Langsa Regional General Hospital

Q: What is the main objective of this study? A: The main objective of this study is to analyze how organizational factors and motivation affect the performance of nurses in the emergency room of the Langsa Regional General Hospital.

Q: What methodology was used in this study? A: The methodology used in this study was an explanatory survey, which was carried out from April to June 2012. The sample in this study involved the entire emergency nurse population totaling 33 people. Data was collected through interviews, observations, and questionnaires, then analyzed using multiple regression at the level of significance α = 0.05.

Q: What were the results of this study? A: The results showed that both organizational factors and motivation had a significant influence on the performance of nurses in the emergency room. However, the motivational factor turned out to have a greater impact on nurse performance than organizational factors.

Q: What are the implications of this study for the management of Langsa Regional Hospital? A: The results of this study have several implications for the management of Langsa Regional Hospital. First, increasing communication and leadership is very necessary. Management is advised to conduct more effective guidance and supervision, including through direct face-to-face meetings. Adaptive leadership styles, which can accommodate a variety of nurses' characteristics, must also be considered.

Q: What are the recommendations of this study for the management of Langsa Regional Hospital? A: Based on the results of this study, several recommendations are made for the management of Langsa Regional Hospital:

  1. Increase Communication and Leadership: Management is advised to conduct more effective guidance and supervision, including through direct face-to-face meetings. Adaptive leadership styles, which can accommodate a variety of nurses' characteristics, must also be considered.
  2. Socialization of Work Design: The socialization of work design needs to be done thoroughly to ensure that all nurses understand their duties and responsibilities well. This is important so that all recording and fulfillment activities are proceeding in accordance with the stipulated procedures.
  3. Review Reward and Punishment System: The reward and punishment system must be reviewed. Provision of incentives, both in the form of salary increases and other forms of appreciation, must be done by considering the needs of nurses. This will encourage them to be more motivated in carrying out their duties.
  4. Provide Special Training: Special training, such as Basic Trauma Cardiac Life Support (BTCLS), needs to be given regularly to nurses at the emergency room. In addition, the opportunity to continue education is also an effective way to improve the quality of human resources in hospitals.

Q: What are the limitations of this study? A: This study has several limitations. First, the sample size was relatively small, which may limit the generalizability of the findings. Second, the study only focused on the emergency room of Langsa Regional Hospital, which may not be representative of other hospitals. Finally, the study only analyzed the influence of organizational factors and motivation on nurse performance, which may not be the only factors influencing nurse performance.

Q: What are the future research directions of this study? A: Future research should aim to replicate this study in other hospitals and settings to increase the generalizability of the findings. Additionally, future research should explore other factors that may influence nurse performance, such as job satisfaction, work environment, and nurse-patient ratio.

Q: What are the practical implications of this study for the management of Langsa Regional Hospital? A: The practical implications of this study for the management of Langsa Regional Hospital are:

  1. Improve Communication and Leadership: Management should conduct more effective guidance and supervision, including through direct face-to-face meetings. Adaptive leadership styles, which can accommodate a variety of nurses' characteristics, must also be considered.
  2. Socialize Work Design: The socialization of work design needs to be done thoroughly to ensure that all nurses understand their duties and responsibilities well.
  3. Review Reward and Punishment System: The reward and punishment system must be reviewed to provide incentives, both in the form of salary increases and other forms of appreciation, to nurses.
  4. Provide Special Training: Special training, such as Basic Trauma Cardiac Life Support (BTCLS), needs to be given regularly to nurses at the emergency room.

Q: What are the benefits of this study for the management of Langsa Regional Hospital? A: The benefits of this study for the management of Langsa Regional Hospital are:

  1. Improved Nurse Performance: The study provides recommendations to improve nurse performance, which can lead to better patient outcomes.
  2. Increased Motivation: The study highlights the importance of motivation in improving nurse performance, which can lead to increased job satisfaction and reduced turnover rates.
  3. Better Work Environment: The study provides recommendations to improve the work environment, which can lead to better nurse-patient relationships and improved patient outcomes.
  4. Improved Quality of Care: The study provides recommendations to improve the quality of care, which can lead to better patient outcomes and increased patient satisfaction.