Pengaruh Motivasi dan Sistem Kompensasi terhadap Kinerja Perawat di RSI Fatimah Banyuwangi

Rumah sakit berperan vital dalam pelayanan kesehatan, dengan perawat sebagai garda terdepan. Pada 2024, RSI Fatimah Banyuwangi mengubah sistem kompensasi dari fee for service menjadi proporsional, yang memicu keluhan pasien, penurunan kinerja perawat, dan tingginya pengunduran diri. Penelitian ini bertujuan menganalisis pengaruh motivasi dan sistem kompensasi terhadap kinerja perawat. Desain penelitian kuantitatif korelasional digunakan dengan total sampling terhadap 98 perawat aktif. Instrumen berupa kuesioner skala Likert (1–5) mengukur motivasi (intrinsik, ekstrinsik), kompensasi (gaji, tunjangan, bonus, insentif), dan kinerja (kualitas, produktivitas, disiplin). Validitas diuji dengan korelasi Pearson, reliabilitas dengan Cronbach’s Alpha. Analisis meliputi uji normalitas, korelasi, regresi linier sederhana dan berganda, uji-t, dan uji-F (α = 0,05). Hasil menunjukkan 74,5% responden memiliki motivasi tinggi, 84,7% menilai kompensasi sedang, dan kinerja berada pada kategori sedang hingga tinggi. Regresi linier berganda menunjukkan motivasi dan kompensasi berpengaruh signifikan terhadap kinerja baik parsial maupun simultan (Sig 0,000), dengan nilai Adjusted R-squared 0,662 yang berarti 66,2% variasi kinerja dipengaruhi kedua variabel tersebut, sedangkan 33,8% dipengaruhi faktor lain. Disimpulkan bahwa peningkatan kinerja memerlukan penguatan motivasi melalui pengembangan diri dan penghargaan, perbaikan kompensasi secara adil dan transparan, serta evaluasi kinerja yang objektif untuk menjaga mutu layanan.

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Hospitals constituted a critical component of healthcare systems, with nurses serving as the primary providers of direct patient care. In 2024, Fatimah Islamic Hospital Banyuwangi implemented a change in its compensation system, shifting from a fee-for-service scheme to a proportional system. This transition was associated with increased patient complaints, a decline in nursing performance, and a higher turnover rate. The present study aimed to examine the influence of motivation and compensation systems on nurses’ performance. A quantitative correlational research design was employed, utilizing total sampling to recruit 98 active nurses as respondents. Data were collected using a Likert-scale (1–5) questionnaire measuring motivation (intrinsic and extrinsic), compensation (salary, allowances, bonuses, incentives), and performance (quality, productivity, discipline). Instrument validity was assessed using Pearson’s correlation, and reliability was confirmed with Cronbach’s Alpha. Data analysis comprised normality testing, correlation analysis, simple and multiple linear regression, as well as t-tests and F-tests (α = 0.05). Findings indicated that 74.5% of respondents demonstrated high motivation, 84.7% perceived compensation as moderate, and performance levels ranged from moderate to high. Multiple regression analysis revealed that both motivation and compensation exerted a statistically significant influence on performance, both individually and jointly (p < 0.001), with an Adjusted R-squared value of 0.662, suggesting that 66.2% of the variance in performance was explained by these variables, while 33.8% was attributable to other factors. These results were consistent with motivational theories proposed by Adams, Vroom, and Herzberg. It was concluded that enhancing nurse performance required fostering motivation through professional development and recognition, revising compensation policies to ensure fairness and transparency, and implementing objective performance evaluations to maintain and improve service quality.