Effect of Reward on Motivation and Job Satisfaction

2021 ◽  
Vol 8 (1) ◽  
pp. 12-51
Author(s):  
Neeta Baporikar
Keyword(s):  
Job Satisfaction ◽  
Extrinsic Motivation ◽  
Work Motivation ◽  
Research Data ◽  
Cross Sectional ◽  
Mining Company ◽  
Is Success ◽  
Hygiene Factors ◽  
Work Security ◽  
Permanent Employees

The goal of all organizations is success in the current economic environment, which is increasingly uncertain and competitive. Companies, irrespective of size or industry, make every effort to motivate employees, recognizing their roles and influence on organizational effectiveness. Hence, the objective of this study is to explore the impacts of rewards on work motivation and job satisfaction at a mining company. The methodology is descriptive cross-sectional research. Data collection is by Likert-scaled questionnaire on a randomly selected population of 201 permanent employees and SPSS analysis for Cronbach's Alpha and multi regression analysis is undertaken. Findings reveal 59.3% of employees prefer both intrinsic and extrinsic motivation while 32.8% prefer only extrinsic motivation. A statistically significant form of intrinsic work motivation and job satisfaction is Herzberg's motivator factor ‘Achievement' (Beta= 0.272) and extrinsic work motivation and job satisfaction is hygiene factors of ‘Work security; (Beta= 0.442) trailed by peers and supervisors relationship.

scholarly journals PENGARUH MOTIVASI KERJA, KEPEMIMPINAN, PENDIDIKAN DAN PELATIHAN SERTA KEPUASAN KERJA TERHADAP KINERJA KARYAWAN TETAP DI RUMAAH SAKIT GRHA HUSADA

MANAJERIAL ◽  
2019 ◽  
Vol 6 (01) ◽  
pp. 25
Author(s):  
Budiyono Pristyadi ◽  
Muhammad Rantau Edy Santoso
Keyword(s):  
Job Satisfaction ◽  
Quantitative Research ◽  
Work Motivation ◽  
Linear Regression Analysis ◽  
Multiple Linear Regression Analysis ◽  
Education And Training ◽  
Research Data ◽  
Leadership Education ◽  
Permanent Employees ◽  
And Training

The purpose of this study to determine the effect of work motivation, leadership, education and training and job satisfaction on the performance of permanent employees in hospital grha husada. This study is a quantitative research. Data collection techniques through the distribution of questionnaires to 48 permanent employees. technical analysis used is multiple linear regression analysis. The results showed that work motivation, leadership, education and training, and job satisfaction have a positive significant affect partially on the performance of permanent employees in the hospital grha husada.

scholarly journals Hubungan antara Kepuasan dan Motivasi Kerja pada Tenaga Kerja di Bidang Kesehatan di Rumah Sakit (Risnakes 2017)

2020 ◽  
Vol 29 (4) ◽  
Author(s):  
Made Ayu Lely Suratri ◽  
Delima Delima ◽  
Hadi Siswoyo ◽  
Vebby Amelia Edwin
Keyword(s):  
Job Satisfaction ◽  
Human Resources ◽  
Significant Relationship ◽  
Random Sampling ◽  
Work Motivation ◽  
Health Workers ◽  
Simple Random Sampling ◽  
Military Police ◽  
Cross Sectional ◽  
A Value

Abstract Human Resources (HR) is the main and strategic factor for the achievement of the development of a nationStrong and highly competitive human resources in various aspects will support increased development, both in the economic, health and social and cultural fields. The performance of an organization will be determined by one of the main elements, namely the quality of human resources. Factors that can be used to improve employee performance, including job satisfaction and work motivation. The purpose of this study was to determine the relationship between jobs satisfaction and workforce motivation in the health sector in hospitals in Indonesia.The research method is a non-intervention study with a cross-sectional design, conducted by the National Institute of Health Research and Development, Ministry of Health of the Republic of Indonesia  through National Health Workforce Research (Risnakes)2017.The study sample was health workers working in 2,325 hospitals, namely General Hospitals (RSU) in the Government, Private Hospital, Military/Police General Hospital, Government Specific Hospital, Private Specific Hospital and Military/Police Specific Hospital. Determination of selected hospitals in each province is done by simple random sampling.  Data collection on job satisfaction and work motivation was obtained through filling out the 2014 happiness measurement survey questionnaires from the Central Bureau of Statistics (CBS)  by 30 health workers in selected hospitals . The variables studied were the characteristics of respondents (age, sex, education, employment status, length of work, health insurance), hospital characteristics (hospital status, hospital accreditation status, and type of hospital), job satisfaction and work motivation. Data were analyzed by univariate, bivariate, and logistic regression models.The results showed that respondents who worked for 10 years and below had a  t significant relationship with work motivation compared to those who worked more than 10 years, with a value of p <0.05 (p = 0.0001). There is a significant relationship between jobs satisfaction and work motivation on respondents, with a value of p <0.005 (p = 0.0001). The conclusion, that the job satisfaction of health workers is significantly related to work motivation.   Abstrak Sumber daya manusia (SDM) merupakan faktor utama dan strategis bagi tercapainya keberhasilan pembangunan suatu bangsa. SDM yang kuat dan berdaya saing tinggi dalam berbagai aspek akan mendukung peningkatan pembangunan, baik di bidang ekonomi, kesehatan maupun di bidang sosial dan budaya. Kinerja suatu organisasi akan ditentukan oleh salah satu unsur utama yaitu kualitas sumber daya manusia. Faktor-faktor yang dapat digunakan untuk meningkatkan kinerja pegawai, diantaranya kepuasan kerja dan motivasi kerja. Tujuan dari penelitian ini adalah untuk mengetahui  adanya  hubungan antara kepuasan kerja dan motivasi kerja tenaga kerja di bidang kesehatan di rumah sakit di Indonesia. Metode penelitian merupakan penelitian non intervensi dengan desain cross sectional, yang dilaksanakan oleh Badan Litbang Kesehatan, Kementerian Kesehatan RI melalui Riset Ketenagaan di Bidang Kesehatan (Risnakes) 2017. Sampel penelitian adalah tenaga kesehatan yang bekerja di  2.325 rumah sakit (RS) yaitu di Rumah Sakit Umum (RSU) Pemerintah, RSU Swasta, RSU TNI/Polri, RS Khusus Pemerintah, RS Khusus Swasta, dan RS Khusus TNI/Polri. Penetapan rumah sakit terpilih di setiap provinsi dilakukan secara acak sederhana (simple random sampling). Pengumpulan data diperoleh melalui pengisian kuesioner survei pengukuran tingkat kebahagiaan 2014 dari Badan Pusat Statistik (BPS) oleh 30 orang tenaga kesehatan di RS terpilih. Variabel yang diteliti adalah karakteristik responden (umur, jenis kelamin, pendidikan, status kepegawaian, lama bekerja, jaminan kesehatan), karakteristik rumah sakit (status RS, status akreditasi RS, dan jenis RS), kepuasan kerja dan motivasi kerja. Data dianalisis secara univariat, bivariat, dan model regresi logistik. Hasil penelitian menunjukkan bahwa responden yang bekerja selama 10 tahun ke bawah ada hubungan yang signifikan dengan motivasi kerja dibandingkan yang bekerja lebih dari 10 tahun, dengan nilai p<0,05 (p= 0,0001). Adanya hubungan yang signifikan antara kepuasan kerja dengan motivasi kerja pada responden, dengan nilai p< 0,005 (p=0,0001). Kesimpulan, bahwa kepuasan kerja dari tenaga kesehatan berhubungan secara signifikan dengan motivasi kerja.

scholarly journals Perbedaan Komunikasi Terapeutik Perawat Di Ruang Rawat Inap RS Pemerintah Dan RS Swasta

2017 ◽  
Vol 12 (1) ◽  
pp. 43
Author(s):  
Nova Fitria ◽  
Zahroh Shaluhiyah
Keyword(s):  
Job Satisfaction ◽  
Private Hospital ◽  
Work Motivation ◽  
Work Climate ◽  
Public Hospitals ◽  
Therapeutic Communication ◽  
Cross Sectional ◽  
Private Hospitals ◽  
Government Hospitals

ABSTRAKDengan adanya kesetaraan peran rumah sakit pemerintah dan rumah sakit swasta dalam meningkatkan kualitas layanan kesehatan di Indonesia, maka setiap rumah sakit harus memberikan pelayanan yang baik dan berkualitas. Perawat merupakan bagian dari SDM Rumah Sakit yang memberikan pengaruh cukup besar terhadap kualitas pelayanan. Pelaksanaan asuhan keperawatan yang baik tidak dapat dipisahkan dari peran komunikasi terapeutik yang dilakukan oleh perawat yang juga merupakan salah satu upaya peningkatan pelayanan kepada pasien. Jenis penelitian ini adalah penelitian kuantitatif dengan desain penelitian menggunakan cross-sectional. Hasil penelitian menunjukkan ada perbedaan yang signifikan pada pelaksanaan komunikasi terapeutik perawat di RS Pemerintah dan di RS Swasta, dimana pelaksanaan komunikasi terapeutik perawat di RS swasta lebih baik. Faktor-faktor yang berhubungan secara signifikan dengan pelaksanaan komunikasi terapeutik perawat di RS Pemerintah dan di RS Swasta adalah sama, yaitu variabel kepuasan kerja, motivasi kerja, iklim kerja, dukungan teman kerja dan dukungan kepala ruang. Faktor yang paling dominan berpengaruh terhadap kepatuhan perawat di RS Pemerintah dalam melaksanakan komunikasi terapeutik adalah motivasi kerja (OR 36,866); sedangkan di RS Swasta adalah dukungan kepala ruang (OR 28,598). Perbedaan yang bermakna antara RS Pemerintah dengan RS Swasta nampak pada variabel: umur, masa kerja, sikap, kepuasan kerja, motivasi kerja, iklim kerja, dukungan teman kerja, dukungan kepala ruang, dan pelaksanaan komunikasi terapeutik itu sendiri. Kata Kunci: Pelaksanaan, Komunikasi Terapeutik, RS Pemerintah-RS Swasta Differences Therapeutic Communication Nurse In Inpatient Room Government Hospital And Private Hospital;quality role of government hospitals and private hospitals in improving the quality of health services in Indonesia, causing every hospital should provide a good service and quality. Nurses are part of hospital human resource that considerable influence on the quality of service, and the implementation of good nursing care can not be separated from therapeutic communication. the optimal implementation of therapeutic communication by nurse is one of the efforts to improve services to the patients. The type of this research was quantitative with cross-sectional study. The results showed a significant differences in the implementation of nurses therapeutic communication between public hospitals and private hospitals, where the implementation of nurses therapeutic communication in private hospital are better. Associated factors significantly with the implementation of nurses therapeutic communication in public hospitals and in private hospitals are the same, the variables are job satisfaction, work motivation, work climate, coworkers support and head of ward support. The most dominant factor that affects the compliance of nurses in government hospitals in implementing therapeutic communication is work motivation (OR 36.866), while in private hospitals is head of ward support (OR 28.598). Significant differences between the government hospitals and private hospitals appears on variables: age, period of work, attitude, job satisfaction, work motivation, work climate, coworker support, head of ward support, and the implementation of therapeutic communication itself. Keywords: Implementation, Therapeutic Communication, Government-Private Hospital

scholarly journals DAMPAK STRESS KERJA DAN MOTIVASI KERJA TERHADAP KEPUASAN KARYAWAN PADA PT. SRIWIJAYA AIR DI MAKASSAR

2018 ◽  
Vol 1 (2) ◽  
pp. 39-44
Author(s):  
Salma Abdullah ◽  
Ampauleng Ampauleng
Keyword(s):  
Job Satisfaction ◽  
Multiple Regression ◽  
Job Stress ◽  
Employee Satisfaction ◽  
Work Motivation ◽  
Simple Random Sampling ◽  
Total Sample ◽  
Research Data ◽  
Analysis Method ◽  
Influential Variable

This study aimed to analyze the effects of job stress and work motivation on employee satisfaction on Air PT.Sriwijaya Makassar. This research data obtained from questionnaires, literature studies and interviews with relevant parties in accordance penelitian.Teknik destination using multiple regression analysis to test the hypothesis, the F test and t test. Total sample of 53 employees using simple random sampling method.The data analysis method is used in hypothesis testing Multiple Regression Analysis.The results showed that the stress of work and work motivation simultaneously influence and significant impact on job satisfaction of employees at Air PT.Sriwijaya Makassar. Partially, variable work motivation is the most influential variable on job satisfaction.

scholarly journals Do Attitudes towards Work or Work Motivation Affect Productivity Loss among Academic Employees?

2022 ◽  
Vol 19 (2) ◽  
pp. 934
Author(s):  
Malin Lohela-Karlsson ◽  
Irene Jensen ◽  
Christina Björklund
Keyword(s):  
Job Satisfaction ◽  
Work Environment ◽  
Work Motivation ◽  
Productivity Loss ◽  
Job Attitudes ◽  
Cross Sectional Study ◽  
Organisational Commitment ◽  
Cross Sectional ◽  
Health Related ◽  
High Work

Work motivation and job attitudes are important for productivity levels among academic employees. In situations where employees perceive problems, for example, health-related and work environment-related problems, the ability to perform at work could be affected, which may result in fewer publications, reduced quality and less research funding. Few studies, however, have paid attention to productivity loss among academic employees in order to understand how, or if, the perceived loss is affected by the reported problems, either alone or in combination with work motivation and job attitudes. To evaluate whether attitudes towards work—measured as job satisfaction, organisational commitment and work motivation—are associated with productivity loss in the workplace, a cross-sectional study was conducted. This type of design is required as performance is highly variable and is affected by changes in health and work status. This study includes employees who reported either health-related problems, work environment problems or a combination of both (n = 1475). Linear regression analyses were used to answer the hypotheses. Higher levels of motivation, job satisfaction and organisational commitment were associated with lower levels of productivity loss among employees who experienced either health-related or work environment problems. High work motivation and high commitment were significantly associated with lower levels of productivity loss among employees who experienced a combination of problems. In summary, productivity loss among academic employees is not only affected by health-related problems or problems in the work environment but also by work motivation, job satisfaction and organisational commitment; i.e., these factors seem to buffer, or moderate, the reduction in performance levels for this group of employees.

scholarly journals The Influence of Workload, Job Satisfaction and Work Motivation on Nurse Performance in Hospital Inpatient Installation

2020 ◽  
Vol 1 (2) ◽  
pp. 56-63
Author(s):  
Dian Rosyidawati ◽  
Noer Bahry Noor ◽  
Andi Zulkifli
Keyword(s):  
Job Satisfaction ◽  
Work Performance ◽  
Work Motivation ◽  
Poor Performance ◽  
Working Hours ◽  
Cross Sectional Study ◽  
Hospital Inpatient ◽  
City Hospital ◽  
Nursing Management ◽  
Cross Sectional

Work performance in quality and quantity achieved by an employee in carrying out his duties in accordance with the responsibilities assigned to him. This study aims to analyze the effect of workload, job satisfaction and work motivation on the performance of nurses in the inpatient installation of dr. Tadjuddin Chalid Hospital and Makassar City Hospital. This type of research is a quantitative study using an observational study with a cross sectional study design. The sample in this study were nurses in the inpatient installation of dr. Tadjuddin Chalid Hospital and Makassar City Hospital, totaling 170 respondents. The results showed that there was an effect of workload on the performance of nurses, there was an effect of job satisfaction on the performance of nurses, there was an effect of work motivation on the performance of nurses at dr. Tadjuddin Chalid and Makassar City Hospital. It is suggested to the hospital management that the need for improvement in nursing management, especially the division of duties and working hours of nurses to reduce the workload of nurses so as not to cause work stress that can impact on the performance of nurses, to further increase the work satisfaction of nurses by continuing to carry out fair rewards and punishments sytem, ​​giving motivation, both material and non-material, for nurses who have good performance to be able to maintain their performance while still carrying out their duties based on the applicable rules. For nurses who have poor performance, they can improve their performance by paying more attention to work targets to be achieved for the advancement and image of the organization as well as the quality of services provided to patients.

scholarly journals Pengaruh gaya kepemimpinan transformasional, motivasi kerja, dan kepuasan kerja terhadap kinerja guru sekolah dasar

2021 ◽  
Vol 9 (1) ◽  
pp. 54-63
Author(s):  
Slamet Wijayanto ◽  
Ghufron Abdullah ◽  
Endang Wuryandini
Keyword(s):  
Job Satisfaction ◽  
Transformational Leadership ◽  
Elementary School Teachers ◽  
Leadership Style ◽  
Work Motivation ◽  
Teacher Performance ◽  
Cross Sectional ◽  
Normality Test ◽  
Transformational Leadership Style ◽  
Positive Effect

Penelitian ini bertujuan membuktikan adanya pengaruh gaya kepemimpinan transformasional, motivasi kerja, dan kepuasan kerja, secara sendiri-sendiri maupun bersama, terhadap kinerja guru SD negeri di Kecamatan Comal Kabupaten Pemalang. Penelitian ini adalah penelitian kuantitatif dengan pendekatan cross sectional dan survey yang bersifat explanatory. Data dikumpulkan menggunakan kuesioner dengan skala Likert yang telah teruji keabsahannya terbukti valid dan stabil. Pengujian prasarat analisis yang meliputi uji normalitas, multikolinearitas, heteroskedasitas, dan linearitas menunjukkan persyaratan telah terpenuhi. Hasil uji F hitung 120,311 dengan nilai signifikansi 0,000<0,05, berarti ada pengaruh signifikan dan positif gaya kepemimpinan transformasional, motivasi kerja, dan kepuasan kerja terhadap kinerja guru. Dari uji parsial, diperoleh nilai signifikansi gaya kepemimpinan transformasional 0,001, motivasi kerja 0,000, dan kepuasan kerja 0,000< 0,05, berarti gaya kepemimpinan transformasional, motivasi kerja, dan kepuasan kerja masing-masing berpengaruh signifikan dan positif terhadap kinerja guru. Hal ini menunjukkan semua hipotesis dalam penelitian ini dapat diterima, artinya ada pengaruh yang positif dan signifikan dari gaya kepemimpinan transformasional, motivasi kerja, dan kepuasan kerja, baik secara sendiri-sendiri maupun bersama, terhadap kinerja guru.AbstractThis study aims to prove the influence of transformational leadership style, work motivation, and job satisfaction both individually and collectively on the performance of elementary school teachers in Comal District, Pemalang Regency. This is a quantitative study using a cross sectional approach and an explanatory survey. Data were collected using a questionnaire with a Likert scale that has been tested for validity and is proven valid and stable. The results of the analysis prerequisite test including normality test, multicollinearity, heteroscedasticity, and linearity show that the requirements have been fulfilled. The result of the F test count is 120.311 with a significance value of 0.000<0.05, meaning that there is a significant and positive effect of transformational leadership style, work motivation, and job satisfaction on teacher performance. Partial test shows that the significance value of transformational leadership style is 0.001, work motivation is 0.000, and job satisfaction is 0.000<0.05, meaning that transformational leadership style, work motivation, and job satisfaction have a significant and positive effect on teacher performance, respectively. It shows that all hypotheses in this study are acceptable, which means that there is a positive and significant effect of transformational leadership style, work motivation, and job satisfaction both individually and collectively on the teachers’ performance.

scholarly journals Work motivation, task delegation and job satisfaction of general practice staff: a cross-sectional study

2017 ◽  
pp. cmw142 ◽  
Author(s):  
Helle Riisgaard ◽  
Jens Søndergaard ◽  
Maria Munch ◽  
Jette V Le ◽  
Loni Ledderer ◽  
...  
Keyword(s):  
Job Satisfaction ◽  
General Practice ◽  
Work Motivation ◽  
Cross Sectional Study ◽  
Sectional Study ◽  
Cross Sectional ◽  
Practice Staff ◽  
Task Delegation

scholarly journals Hubungan Remunerasi dan Motivasi Kerja dengan Kepuasan Kerja Perawat di RS PKU Muhammadiyah Gamping

2020 ◽  
Vol 20 (1) ◽  
pp. 137
Author(s):  
Elmira Apriliani ◽  
Nur Hidayah
Keyword(s):  
Job Satisfaction ◽  
Path Analysis ◽  
Nursing Care ◽  
Random Sampling ◽  
Work Performance ◽  
Sampling Method ◽  
Work Motivation ◽  
Analysis Method ◽  
Cross Sectional ◽  
Compensation Management

Remuneration or reward, which is part of compensation management, may affect the morale and motivation of employees to do a better work performance. This research aimed to analyze the correlation between remuneration and work motivation with nurses’ job satisfaction in PKU Muhammadiyah Gamping Hospital. This study was a quantitative one with cross sectional approach. The sample of this study consisted of 123 nurses which was selected using proportional random sampling method. Questionnaires were used to gather data and the result analyzed with path analysis method. The result showed that remuneration variable had a positive and significant influences on nurses’ job satisfaction (p=0,007), work motivation (p=0,003) while work motivation had a positive significant influences on nurses’ job satisfaction (p=0,001). The result of path analysis indicated that the direct influence of remuneration on nurses’ job satisfaction is higher compared to its indirect influence. Optimalization of nurses’ work motivation and job satisfaction on the implementation of a professional nursing care in PKU Muhammadiyah Gamping hospital can be improved by adjusting the remuneration or compensation of their work services.

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.

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