MODEL KUANTITATIF MANAJEMEN STRES KERJA DAN MOTIVASI UNTUK MENINGKATKAN KINERJA PETUGAS REKAM MEDIS DI RS ORTOPEDI PROF. DR. R. SOEHARSO SURAKARTA

2016 ◽  
Vol 5 (2) ◽  
pp. 150-156
Author(s):  
Laili Rahmatul Ilmi
Keyword(s):  
Stress Management ◽  
Work Stress ◽  
Work Performance ◽  
Work Motivation ◽  
Cross Sectional ◽  
Staff Performance ◽  
Bivariate Correlation ◽  
And Performance ◽  
The Relationship ◽  
Management Work

Background: Workload may indirectly cause stress. The ability to manage work stress may affect staff’s motivation and performance. The staff performance will affect decision-making in improving the service quality. Objective: This study aimed to analyze the relationship between stress management, work motivation and work performance. Method: This was an analytic observational study with a cross sectional approach. A sample of 19 medical record staff, working at Prof. Dr. R Soeharso orthopedic hospital Surakarta, were selected for this study. A set of questionnaires were developed and administered to measure stress management, work motivation and work performance. Data were then analyzed with a bivariate correlation analysis. Results: There were statistically significant correlations between work stress management, work motivation and work performance. The ability to manage stress positively increased the motivation (r= 0,56; p= 0,013), as well as the work performance (r= 0,49; p= 0,036). Moreover, a higher motivation will lead to a higher performance (r= 0,42; p= 0,071). Conclusion: There were positive relationships between work stress management, work motivation and work performance. Key words: work stress management, motivation, performance.

scholarly journals MODEL KUANTITATIF MANAJEMEN STRES KERJA DAN MOTIVASI UNTUK MENINGKATKAN KINERJA PETUGAS REKAM MEDIS DI RS ORTOPEDI PROF. DR. R. SOEHARSO SUR

2019 ◽  
Vol 5 (2) ◽  
pp. 150-156
Author(s):  
Laili Rahmatul Ilmi
Keyword(s):  
Stress Management ◽  
Work Stress ◽  
Work Performance ◽  
Work Motivation ◽  
Cross Sectional ◽  
Staff Performance ◽  
Bivariate Correlation ◽  
And Performance ◽  
The Relationship ◽  
Management Work

Background: Workload may indirectly cause stress. The ability to manage work stress may affect staff’s motivation and performance. The staff performance will affect decision-making in improving the service quality. Objective: This study aimed to analyze the relationship between stress management, work motivation and work performance. Method: This was an analytic observational study with a cross sectional approach. A sample of 19 medical record staff, working at Prof. Dr. R Soeharso orthopedic hospital Surakarta, were selected for this study. A set of questionnaires were developed and administered to measure stress management, work motivation and work performance. Data were then analyzed with a bivariate correlation analysis. Results: There were statistically significant correlations between work stress management, work motivation and work performance. The ability to manage stress positively increased the motivation (r= 0,56; p= 0,013), as well as the work performance (r= 0,49; p= 0,036). Moreover, a higher motivation will lead to a higher performance (r= 0,42; p= 0,071). Conclusion: There were positive relationships between work stress management, work motivation and work performance. Key words: Work stress management, motivation, performance.

Influence of Perceived Job Enrichment and Goal Characteristics on Employees' Satisfaction, Motivation, and Performance

1984 ◽  
Vol 54 (1) ◽  
pp. 131-137 ◽  
Author(s):  
Léandre J. Maillet
Keyword(s):  
Work Performance ◽  
Work Motivation ◽  
Work Satisfaction ◽  
Performance Measure ◽  
Job Descriptive Index ◽  
Design Variables ◽  
Job Enrichment ◽  
And Performance ◽  
The Relationship ◽  
Goal Characteristics

This article describes (a) the relationship of goal setting and job enrichment with work satisfaction, intrinsic work motivation and performance, (b) the importance of growth need strength as a moderating variable, and (c) the evidence for a curvilinear association between job design variables and outcome measures. 117 penitentiary guards received the Job Diagnostic Survey of Hackman and Oldham, the Job Descriptive Index of Smith, et al., Steers' questionnaire on goal characteristics and a performance measure. Hierarchical multiple regression analyses showed that the specificity of goal and job enrichment were equally effective in the prediction of satisfaction and motivation, while difficulty of goals appears to be the best single predictor of work performance. Growth need strength moderated the relationship between difficulty of goals and work satisfaction. The curvilinear effect was nonsignificant.

scholarly journals The Influence of Motivation and Workload on Employee Performance in Hospital

2020 ◽  
Vol 5 (1) ◽  
pp. 8
Author(s):  
Tiara Putri Ryandini ◽  
Mokhamad Nurhadi
Keyword(s):  
Work Performance ◽  
Extrinsic Motivation ◽  
Work Motivation ◽  
Employee Performance ◽  
Employee Motivation ◽  
Hospital Performance ◽  
Cross Sectional ◽  
Hospital Employees ◽  
And Performance ◽  
Quantitative Descriptive

Introduction: Improved hospital performance can improve employee performance. The better employee performance, the more services provided to patients Employee performance is influenced by work motivation. The purpose of this study was to analyze the effect of motivation on employee performance. Methods: This research uses a quantitative descriptive design with a cross-sectional approach. The number of respondents in this study was 79 employees. Data were analyzed using correlation analysis. Motivation is assessed by questionnaire and performance evaluation uses observation sheets. Results: Employee motivation and performance are included in the high category (82.3%) and (92.4%). There is a significant influence between motivation on employee performance (r = 0.775 p (0, 00) <0, 05). The effect of intrinsic motivation (r = 0.737) is stronger than extrinsic motivation (r = 0.325). There is the influence of sub-variable responsibility (p = 0.032), recognition (p = 0.002), work performance (p = 0.007), career development (p = 0.000), work (p = 0.016), promotion (p = 0.029)) working conditions (p = 0.001) on employee performance. Conclusions: Overall there is a strong influence on the work motivation of hospital employees. Work motivation still needs to be maintained and improved for better employee performance.

scholarly journals The Relationship between Workload and Performance of Research University Academics in Malaysia: The Mediating Effects of Career Commitment and Job Satisfaction

2021 ◽  
Vol 17 (2) ◽  
pp. 85
Author(s):  
Jamali Janib ◽  
Roziah Mohd Rasdi ◽  
Zoharah Omar ◽  
Siti Noormi Alias ◽  
Zeinab Zaremohzzabieh ◽  
...  
Keyword(s):  
Job Satisfaction ◽  
Academic Performance ◽  
Research University ◽  
Academic Staff ◽  
Influencing Factor ◽  
Career Commitment ◽  
Cross Sectional ◽  
Staff Performance ◽  
And Performance ◽  
The Relationship

Abstract: The purpose of this study is to test the relationship between job workload and academic performance among university academic staff in Malaysia. The paper also attempts to discuss and then seek empirical evidence to the two mediational paths (namely, career commitment and job satisfaction) that explain the focal relationship between job workload and academic performance. To test the three proposed hypotheses, the study used cross-sectional data collected from academic staff serving in Malaysian Research Universities (MRUs). The final sample of 191 valid and complete responses was analysed using SmartPLS 3.3.3 to test the hypotheses. Results showed that workload is negatively related to academic staff performance. In addition, job satisfaction mediates workload and academic staff performance linkage. These findings reinforce the importance of job satisfaction as an influencing factor against the deleterious effect of job workload and academic staff performance. The study has shown that, contrary to our expectations, career commitment does not mediate the relation between job workload and academic staff performance.  Going forward, this study provides new insights about the effect of job workload on the performance of university academic staff through intervening variables.    Keywords: Career commitment, Job satisfaction, Job workload, Academic staff performance, Malaysian Research University

Locus of control, psychological empowerment and intrinsic motivation relation to performance

2015 ◽  
Vol 30 (4) ◽  
pp. 422-438 ◽  
Author(s):  
Yi Li ◽  
Feng Wei ◽  
Shenggang Ren ◽  
Yang Di
Keyword(s):  
Locus Of Control ◽  
Work Performance ◽  
Work Motivation ◽  
Psychological Empowerment ◽  
Innovation Performance ◽  
Mediating Effect ◽  
Organizational Level ◽  
Cross Sectional ◽  
Content Type ◽  
The Relationship

Purpose – The purpose of this paper is to test the relationship between psychological empowerment and R & D employees’ performance. The moderating effect of locus of control and the mediating effect of intrinsic work motivation are also examined. Design/methodology/approach – The questionnaires were completed by 209 R & D employees and their immediate supervisors of a large foreign-funded R & D institute in China. Hierarchical regression and bias-corrected bootstrap procedures were used to test the hypotheses. Findings – Results demonstrate that psychological empowerment is positively related to R & D employees’ task, contextual and innovation performance. The relationship between psychological empowerment and contextual and innovation performance was found to have been moderated by locus of control. Intrinsic work motivation partially mediates the psychological empowerment-work performance relationship. Research limitations/implications – This is a cross-sectional study, with data limited to a large R & D institute in Shanghai. It did not consider organizational level variables, such as organizational structure and job characteristics. Practical implications – This study highlights the importance of enhancing psychological empowerment and intrinsic work motivation to promote employees’ work performance. Moreover, the results provide evidence in favor of managerial interventions aimed at motivating employees who differ on locus of control. Originality/value – This study extends the psychological empowerment literature by first examining the psychological mechanism through which empowerment affects work performance and how this effect is contingent upon individual locus of control. It also provides insight into motivating R & D employees in Chinese context.

The Impact of Women’s Employment on Marital Stability in Qatar Society

2019 ◽  
Vol 10 (2) ◽  
pp. 144-151
Author(s):  
Noora Ahmed Lari ◽  
Keyword(s):  
Work Motivation ◽  
Marital Stability ◽  
Female Employment ◽  
Social Constraints ◽  
Primary Data ◽  
Family Policies ◽  
Insufficient Time ◽  
And Performance ◽  
The Impact ◽  
The Relationship

The State of Qatar has implemented several family policies in order to improve the wellbeing of Qatari families and ensure fair distribution of development benefits for both men and women. However, there is a linkage between female employment outside the home and instability in the marriages of Qatari families. This paper investigates the impact of female employment on marital stability, based on the results of primary data collected in Qatar, a questionnaire that consisted of several sections such as challenges in the workplace, supervisor, family and spouse relations, work motivation and performance. Of the 824 questionnaires that were returned, 807 were completed and valid for analysis. Regression analysis and an ANOVA test have been used to test the relationship between the variables. The results of the research have produced mixed findings about how wives’ employment increases marital instability and have yielded few significant differences on mean scores of discuss on work demands, insufficient time together, housework, financial matters, communication, relatives and rearing children. The results indicates that in general Qatar working women face several challenges in relation to their marital life as part of cultural and social constraints.

Faktor-Faktor yang Berhubungan dengan Kinerja Penyuluh Pertanian di Kabupaten Ciamis Jawa Barat

2020 ◽  
Vol 4 (4) ◽  
pp. 545
Author(s):  
Nur Puti Kurniawati ◽  
Dwi Sadono ◽  
Endang Sri Wahyuni
Keyword(s):  
Achievement Motivation ◽  
Census Data ◽  
Work Motivation ◽  
Agricultural Extension ◽  
Field Extension ◽  
Need For Achievement ◽  
Extension Agent ◽  
Spearman Correlation Test ◽  
And Performance ◽  
The Relationship

Agricultural extension agent was the main spearhead in carrying out counseling. A good agricultural extension agent can be reflected in their performance. The purpose of this study were: (1) describe the characteristics of agricultural extension agent, (2) describe the level of competence, level of work motivation, and describe level of performance of agricultural extension agent, (3) analyze the relationship between characteristics of agricultural extention agent and the level of performance of agricultural extension agent, (4) analyze the relationship between the level of competency of agricultural extension agent and the level of performance of agricultural extension agent, (5) analyze the relationship between the level of motivation of agricultural extension agent and the level of performance of agricultural extension agent. Responden in this study were 48 field extension agent who are civil servant in Ciamis Regency West Java and selected by census. Data were analyzed using Rank Spearman correlation test. The results showed that agricultural extension agent in Ciamis Regency were dominated by extension agent who were old, undergraduate educated, had little training, and had a long working period. Agricultural extension agent in Ciamis Regency generally have sufficient competency which tends to be high and generally dominated by the need for achievement motivation. The results also show that there is a relationship between managerial competence and performance, social competence with performance, technical competence with performance, level of competency with performance, and the need for achievement with performance.Keywords: Agricultural Extension Agent,Competence, Motivation, Performance.

Intellectual capital and performance of listed companies: empirical evidence from Italy

2014 ◽  
Vol 18 (1) ◽  
pp. 22-35 ◽  
Author(s):  
Domenico Celenza ◽  
Fabrizio Rossi
Keyword(s):  
Explanatory Power ◽  
Value Added ◽  
Listed Companies ◽  
Cross Sectional ◽  
Content Type ◽  
Accounting Performance ◽  
And Performance ◽  
The One ◽  
Two Stages ◽  
The Relationship

Purpose – The aim of this paper is to investigate the relationship between corporate performance and Value Added Intellectual Coefficient (VAICTM) on the one hand, and the relationship between the variations in market value and the variations in VAIC on the other hand. Design/methodology/approach – Starting from the VAIC model, 23 Italian listed companies were examined with the aim of investigating the relationship between VAIC and the performance of the firms in the sample. The analysis was divided into two stages. In the first stage, eight models of linear regression were estimated to verify the presence of a positive and statistically significant relationship between M/BV and VAIC and between accounting performance indicators (ROE, ROI, ROS) and the VAIC. In the second stage, six other models were tested, considering as an independent variable the variations in VAIC and the variations in profitability indicators. Findings – The outcomes of the application stress the importance of VAIC in the explanation of the variations in MV and its role as “additional coefficient” in the analysis of equity performance. Originality/value – This methodology highlights some very interesting aspects. In particular, whereas the relationship between M/BV and VAIC and between profitability indicators (ROI, ROE, ROS) and VAIC is statistically insignificant, the subsequent analysis highlights the importance of VAIC as a variable capable of increasing the explanatory power of the regression in a cross-sectional perspective.

scholarly journals The Moderating Effects of Organizational Culture on the Relationship between Work Motivation and Work Commitment of University Academic Staff

2018 ◽  
Vol 8 (1) ◽  
pp. 137
Author(s):  
Saira Irfan ◽  
Najib Ahmad Marzuki
Keyword(s):  
Organizational Culture ◽  
Work Motivation ◽  
Survey Design ◽  
Academic Staff ◽  
Work Commitment ◽  
Cross Sectional Survey ◽  
Cross Sectional ◽  
Work Settings ◽  
The Relationship

The link between the work motivation and work commitment is well established in a variety of work settings. However, the role of organizational culture is not explored in depth, especially as a moderator between work motivation and work commitment. The present study undertakes an examination of the above explained model. The sample consisted of 351 academics from nine public universities in the state of Punjab, Pakistan. Cross-sectional survey design was employed to collect the data. The statistical analyses were performed with Partial Least Squares technique using the Smart PLS 3.0. The findings revealed that adhocracy culture moderates the link between non-self-determined work motivation and work commitment among university academic staff. The study has implications for authorities to capitalize on organizational culture to boost work motivation that will ultimately improve work commitment among academics.

scholarly journals Relationship among Room Head's Leadership Style and Work Motivation with Nurses' Performance in Inpatient Room at AN-NISA Hospital Tangerang

2019 ◽  
Vol 2 (2) ◽  
pp. 65
Author(s):  
Alpan Alpan ◽  
Nining Sriningsih ◽  
Ummi Giyanti
Keyword(s):  
Leadership Style ◽  
Work Experience ◽  
Work Performance ◽  
Work Motivation ◽  
Family Background ◽  
Sampling Technique ◽  
Organizational Factors ◽  
Performance Standard ◽  
P Value ◽  
Cross Sectional

In the hospital, nursing staff are the greatest number of hospital human resource and the longest staff who interact with clients. Nursing practice standards,  include  the  standard  of  care  and  the  professional  performance standard that are use as evaluations in assessment nursing care who carry out by nurses. Performance or work performance comes from job performance word (work performance or real achievement someone has ever achieved). The factors that can affect on someone performance, are individual factors: abilities, skills, family background, work experience, social level and demography factor; psychological factors: perception, role, attitude, personality, motivation, and job satisfaction; organizational factors: organizational structure, job design, and leadership. To getting nurses with good performance, hospital need a leader who can understand the nurses' necessary and can provides good environmental assistance to make nurses feel motivated. This study aims to determine the relationship between room head's leaderschip style and work motivation in the inpatient room of AN-NISA Hospital, Tangerang. The research design used is a quantitative correlation with a cross-sectional approach. The sample in this study is  organizer nurses in the inpatient room of AN-NISA Hospital in Tangerang and using  purposive  sampling  technique  with  83  respondents.  Analysis  technique using Chi-square test. The results showed that the dominant style of leadership in inpatient  room  of  AN-NISA  Hospital  Tangerang  is  democratic  style  (48.2%). There is a relationship between the room head's leadership style and the performance of nurses (p.value = 0.033) and there is a relationship between work motivation  and  nurse  performance  (p.  Value  =  0.019).  It  is  hoped  that  this research can be used as a material for evaluating hospitals regarding the leadership style of the head of the room, work motivation and performance of the nurse nurses to be able to maintain and improve the performance of nurses.

Sign in / Sign up

Export Citation Format

Share Document