Relationship of Motivation and Workload with the Performance of the Implementing Nurse in the Inpatient Room of the Langsa Regional General Hospital

Oct 13, 2025 by magicalceylontours.com 92 views

Relationship of Motivation and Workload with the Performance of the Implementing Nurse in the Inpatient Room of the Langsa Regional General Hospital

Introduction

The performance of the implementing nurse at the Langsa Regional General Hospital (RSUD) is a crucial determinant of the hospital's image. In this context, it is essential to understand how the motivation and workload of nurses contribute to their performance in this high-pressure work environment. The distribution of nurses' workloads in Langsa Regional Hospital should be better managed to improve the quality of their performance. This study aims to analyze the relationship between motivation, workload, and performance of implementing nurses at Langsa Regional Hospital.

Background

The Aceh Health Profile in 2012 revealed that the ratio of the number of nurses in the city of Langsa was 153.08 per 100,000 population, exceeding the normal standard set by the 2010 Healthy Indonesia Indicator, 117.5 per 100,000 population. This indicates that the distribution of nurses' workloads in Langsa Regional Hospital should be better managed to improve the quality of their performance. Interviews with five implementing nurses revealed that they felt less motivated to improve work performance due to a high workload, lack of attention from superiors, and the absence of clear incentive differences between nurses who are diligent and who are not.

Methodology

This study was conducted in July 2014 involving 336 implementing nurses as a population, and 77 of them were used as samples using simple random sampling techniques. The method used is quantitative with cross-sectional design. Motivation data is taken based on Herzberg's motivational theory, while performance is based on Mangkunegara theory. Workload is analyzed using a daily log. To analyze the relationship between variables, the Chi-Square test is used, and to identify the most influential variables, the logistics regression test is used.

Results

The results showed that the motivation of the implementing nurses in Langsa Regional Hospital was classified as high, with 55.8% of respondents having good motivation. Meanwhile, their workload is generally low, also reaching 55.8%. From the analysis conducted, it was found that there was a significant relationship between the motivation and performance of nurses (p = 0,000), while there was no relationship between the workload and the performance of the nurse (p = 0.187). Furthermore, logistics regression tests show that intrinsic motivation has an 18% opportunity to influence the performance of the implementing nurse at Langsa Regional Hospital.

Discussion

The results of this study indicate that motivation plays a significant role in the performance of implementing nurses at Langsa Regional Hospital. The high motivation of nurses is associated with good performance, while the low workload does not have a significant impact on their performance. This suggests that the management of Langsa Regional Hospital should focus on increasing the motivation of implementing nurses rather than reducing their workload.

Conclusion

Based on the results of this study, the management of Langsa Regional Hospital is advised to increase the motivation of implementing nurses. Some steps that can be taken include providing opportunities for nurses to attend training outside the region in rotation, choose exemplary nurses as an example, and provide promotional opportunities for each nurse. In addition, increasing nurses' knowledge and skills through education and training programs can also contribute to improving their performance. Thus, a more productive and quality work environment will be created in Langsa Regional Hospital.

Recommendations

Through this approach, it is expected to build a positive image of hospitals and improve the quality of health services provided to the community. The management of Langsa Regional Hospital should prioritize the motivation of implementing nurses to improve their performance and ultimately, the quality of health services provided to the community.

Limitations

This study has some limitations. The sample size is relatively small, and the study was conducted in a single hospital. Future studies should aim to increase the sample size and conduct the study in multiple hospitals to generalize the findings.

Future Research Directions

Future studies should aim to investigate the relationship between motivation, workload, and performance of implementing nurses in other hospitals. Additionally, studies should explore the impact of education and training programs on the motivation and performance of implementing nurses.

References

Aceh Health Profile (2012)
Healthy Indonesia Indicator (2010)
Herzberg, F. (1959). The Motivation to Work. New York: John Wiley & Sons.
Mangkunegara, A. A. (2005). Manajemen Sumber Daya Manusia. Jakarta: PT. Raja Grafindo Persada.

Appendix

Questionnaire used in the study
Data analysis procedures
Results of the Chi-Square test
Results of the logistics regression test
Frequently Asked Questions (FAQs) about the Relationship of Motivation and Workload with the Performance of the Implementing Nurse in the Inpatient Room 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 the relationship between motivation, workload, and performance of implementing nurses at Langsa Regional Hospital.

Q: What is the significance of this study?

A: This study is significant because it aims to understand how the motivation and workload of nurses contribute to their performance in a high-pressure work environment. The results of this study can help the management of Langsa Regional Hospital to improve the quality of health services provided to the community.

Q: What is the methodology used in this study?

A: This study used a quantitative approach with a cross-sectional design. The sample size was 77 implementing nurses, and the data was collected using a questionnaire based on Herzberg's motivational theory and Mangkunegara's theory of performance.

Q: What are the results of this study?

A: The results of this study showed that there was a significant relationship between motivation and performance of nurses (p = 0,000), while there was no relationship between workload and performance of nurses (p = 0.187). Additionally, logistics regression tests showed that intrinsic motivation has an 18% opportunity to influence the performance of implementing nurses at Langsa Regional Hospital.

Q: What are the implications of this study?

A: The implications of this study are that the management of Langsa Regional Hospital should focus on increasing the motivation of implementing nurses rather than reducing their workload. This can be achieved by providing opportunities for nurses to attend training outside the region in rotation, choosing exemplary nurses as an example, and providing promotional opportunities for each nurse.

Q: What are the limitations of this study?

A: The limitations of this study are that the sample size is relatively small, and the study was conducted in a single hospital. Future studies should aim to increase the sample size and conduct the study in multiple hospitals to generalize the findings.

Q: What are the future research directions?

A: Future studies should aim to investigate the relationship between motivation, workload, and performance of implementing nurses in other hospitals. Additionally, studies should explore the impact of education and training programs on the motivation and performance of implementing nurses.

Q: What are the recommendations for the management of Langsa Regional Hospital?

A: The management of Langsa Regional Hospital is advised to increase the motivation of implementing nurses by providing opportunities for nurses to attend training outside the region in rotation, choosing exemplary nurses as an example, and providing promotional opportunities for each nurse. Additionally, increasing nurses' knowledge and skills through education and training programs can also contribute to improving their performance.

Q: What are the benefits of this study?

A: The benefits of this study are that it can help to improve the quality of health services provided to the community by increasing the motivation and performance of implementing nurses. Additionally, the study can contribute to the development of a positive image of hospitals and improve the quality of health services provided to the community.

Q: What are the potential applications of this study?

A: The potential applications of this study are that it can be used to develop policies and programs to improve the motivation and performance of implementing nurses in other hospitals. Additionally, the study can be used to inform the development of education and training programs for nurses.

Q: What are the potential limitations of this study?

A: The potential limitations of this study are that the results may not be generalizable to other hospitals or settings. Additionally, the study may not capture the complexities of the relationship between motivation, workload, and performance of implementing nurses.