Pengaruh Faktor Motivasi dan Hygiene terhadap Kepuasan Kerja Karyawan di Rumah Sakit X

Tingginya turnover rate di RS X mencapai 11,9% pada tahun 2023, melebihi batas normal 5–10%, khususnya terjadi di unit rawat inap sebesar 60%, mengindikasikan adanya masalah kepuasan kerja. Turnover tinggi berdampak negatif terhadap efektivitas organisasi dan kualitas pelayanan. Penelitian ini bertujuan: 1) Mengetahui gambaran faktor motivasi, hygiene dan kepuasan kerja karyawan di RS X. 2) Menganalisis pengaruh faktor motivasi terhadap kepuasan kerja. 3) Menganalisis pengaruh faktor hygiene terhadap kepuasan kerja. 4) Menganalisis pengaruh faktor motivasi dan hygiene terhadap kepuasan kerja karyawan. Penelitian ini menggunakan kuantitatif dengan desain cross-sectional dan teori Herzberg (1959) sebagai landasan, yang membagi kepuasan kerja menjadi dua dimensi: motivasi dan hygiene. Sampel berjumlah 77 karyawan rawin dipilih dengan purposive sampling. Data dikumpulkan melalui kuesioner skala Likert dan dianalisis menggunakan regresi logistik melalui SPSS versi 24. Analisis data menggunakan regresi logistik setelah uji validitas dan reliabilitas menunjukkan seluruh instrumen valid dan reliabel. Hasil deskriptif menunjukkan bahwa 97% responden memiliki motivasi tinggi, 91% memiliki tingkat hygiene tinggi, dan 92% merasa puas dengan pekerjaannya. Analisis regresi logistik menunjukkan bahwa faktor hygiene berpengaruh signifikan terhadap kepuasan kerja nilai p = 0,001, sedangkan faktor motivasi tidak berpengaruh signifikan secara tunggal nilai p = 0,999, namun berpengaruh signifikan secara simultan bersama hygiene dengan nilai Negelkerke R Sguare 0,65. Strategi peningkatan kepuasan difokuskan pada perbaikan kebijakan dan administrasi, pemberian penghargaan serta penyesuaian manajemen SDM sesuai kombinasi faktor motivasi dan hygiene, Hal ini menegaskan pentingnya pengelolaan faktor hygiene secara prioritas disertai penguatan motivasi agar turnover dapat ditekan dan kualitas layanan di RS X tetap terjaga.

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The high turnover rate at Hospital X reached 11.9% in 2023, exceeding the normal limit of 5–10%, particularly in the inpatient unit at 60%, indicating a job satisfaction problem. High turnover negatively impacted organizational effectiveness and service quality. This study aimed to: 1) Determine the description of motivation factors, hygiene, and job satisfaction of employees at Hospital X. 2) Analyze the influence of motivation factors on job satisfaction. 3) Analyze the influence of hygiene factors on job satisfaction. 4) Analyze the influence of motivation and hygiene factors on employee job satisfaction. This study used a quantitative, cross-sectional design and Herzberg's theory (1959) as a basis, which divided job satisfaction into two dimensions: motivation and hygiene. A sample of 77 rawin employees was selected by purposive sampling. Data were collected through a Likert scale questionnaire and analyzed using logistic regression via SPSS version 24. Data analysis using logistic regression after validity and reliability tests showed that all instruments were valid and reliable. Descriptive results showed that 97% of respondents had high motivation, 91% had a high level of hygiene, and 92% were satisfied with their jobs. Logistic regression analysis showed that hygiene factors had a significant effect on job satisfaction with a p-value of 0.001, while motivation factors did not have a significant effect individually with a p-value of 0.999, but did have a significant effect simultaneously with hygiene with a Nagelkerke R Square value of 0.65. The strategy for increasing satisfaction focused on improving policies and administration, providing awards, and adjusting HR management according to the combination of motivation and hygiene factors. This emphasized the importance of managing hygiene factors as a priority along with strengthening motivation so that turnover could be reduced and the quality of service at Hospital X was maintained.