Hubungan Karakteristik Dan Motivasi Bidan Dengan Kinerja Dalam Memberikan Pelayanan Nifas Di RSUD Tgk Chik Ditiro Kabupaten Pidie Tahun 2015
ABSTRAK
Sumber daya manusia dalam menjalankan tugasnya merupakan indikator
penilaian kinerja bidan. Tanpa sumber daya yang baik, upaya penurunan angka
kematian ibu dan anak sulit tercapai. RSUD Tgk Chik Ditiro Kabupaten Pidie
merupakan salah satu rumah sakit terbesar dan dijadikan sebagai pusat rujukan,
namun tingkat kepuasan pasien masih jauh dari taget yang ditetapkan berdasarkan
standar pelayanan minimal >80%. Tujuan penelitian adalah untuk mengetahui
hubungan karakteristik dan motivasi bidan dengan kinerja dalam memberikan
pelayanan nifas di Rumah Sakit Umum Daerah Tgk Chik Ditiro Kabupaten Pidie.
Jenis penelitian adalah metode survei dengan pendekatan cross sectional.
Populasi adalah seluruh bidan yang bertugas di ruang kebidanan/bersalin Rumah
Sakit Umum Daerah Tgk Chik Ditiro Kabupaten Pidie berjumlah 32 orang, dan
seluruh populasi dijadikan sampel Penumpulan data dengan menggunakan kuosioner,
Analisis data dilakukan dengan analisis univariat, bivariat, multivariat menggunakan
uji regresi logistik ganda.
Hasil penelitian menunjukkan kinerja bidan dalam memberikan pelayanan
nifas sebesar 43,8%. Ada hubungan status pekerjaan (p=0,049), pelatihan (p=0,021)
dan motivasi eksternal (p=0,032) dengan kinerja bidan, tetapi yang paling besar
berpengaruh adalah pelatihan. Hasil multivariat menunjukkan bahwa pelatihan (Exp
B =10,995) dan motivasi eksternal (Exp B = 8,680) dan Status pekerjaan (Exp B =
8,495)
Diharapkan RSUD Tgk Chik Ditiro Kabupaten Pidie dapat
menyelenggarakan, meningkatkan pelatihan, melakukan bimbingan, pengarahan dan
memberi penghargaan bagi bidan yang berprestasi serta menerapkan sanksi yang
ditetapkan secara adil bagi bidan yang melakukan kesalahan. Bidan pengelola secara
rutin melakukan pengawasan dan pemeriksaan dalam memberikan pelayanan
khususnya nifas sesuai dengan Standar Operasional Prosedur (SOP).
Kata kunci : Status Pekerjaan, Pelatihan, Motivasi, Kinerja Bidan
ABSTRACT
In undertaking his duty, one acts as an indicator of the assessment of a
midwife’s performance. Without good human resources, the attempt to decrease
maternity death rate is difficult to be achieved. RSUD (Regional General Hospital)
Tgk Chik Ditiro in Pidie District is one of the biggest hospitals in Pidie District and
used as the referral hospital, but the level of patients’ satisfaction is far from the
intended target, based on the minimum service standard of > 80%. The objective of
the research was to find out the correlation of midwives’ characteristics and
motivation with their performance in providing nifas (childbirth) service at RSUD
Tgk Chik Ditiro in Pidie District.
The research was a survey with cross sectional design. The population was
32 midwives who were on duty in midwifery/maternity wards of RSUD Tgk Chik
Ditiro in Pidie District, and all of them were used as the samples. The data were
gathered by distributing questionnaires and analyzed by using univatriate, bivatriate,
and multivatriate analyses with multiple logistic regression tests.
The result of the research showed that the percentage of midwives’
performance in providing childbirth care was 43.8%. There was the correlation of
occupational status (p = 0.049), training (p = 0.021), and external motivation (p =
0.032) with midwives’ performance. The variable which had the most dominant
influence was training. The result of multivatriate analysis showed that training was
Exp β = 10.995, external motivation was Exp β = 8.680, and occupational status was
Exp (β) = 8.495.
It is recommended that the hospital management organize and increase
training, guidance, and directions, and give reward to midwives with good
performance and impose punishment on midwives who did wrong deeds. Midwife
practitioners should supervise and control regularly in giving childbirth care
according to SOP (Procedural Operational Standard).
Keywords: Occupational Status, Training, Motivation, Midwife’s Performance
Sumber daya manusia dalam menjalankan tugasnya merupakan indikator
penilaian kinerja bidan. Tanpa sumber daya yang baik, upaya penurunan angka
kematian ibu dan anak sulit tercapai. RSUD Tgk Chik Ditiro Kabupaten Pidie
merupakan salah satu rumah sakit terbesar dan dijadikan sebagai pusat rujukan,
namun tingkat kepuasan pasien masih jauh dari taget yang ditetapkan berdasarkan
standar pelayanan minimal >80%. Tujuan penelitian adalah untuk mengetahui
hubungan karakteristik dan motivasi bidan dengan kinerja dalam memberikan
pelayanan nifas di Rumah Sakit Umum Daerah Tgk Chik Ditiro Kabupaten Pidie.
Jenis penelitian adalah metode survei dengan pendekatan cross sectional.
Populasi adalah seluruh bidan yang bertugas di ruang kebidanan/bersalin Rumah
Sakit Umum Daerah Tgk Chik Ditiro Kabupaten Pidie berjumlah 32 orang, dan
seluruh populasi dijadikan sampel Penumpulan data dengan menggunakan kuosioner,
Analisis data dilakukan dengan analisis univariat, bivariat, multivariat menggunakan
uji regresi logistik ganda.
Hasil penelitian menunjukkan kinerja bidan dalam memberikan pelayanan
nifas sebesar 43,8%. Ada hubungan status pekerjaan (p=0,049), pelatihan (p=0,021)
dan motivasi eksternal (p=0,032) dengan kinerja bidan, tetapi yang paling besar
berpengaruh adalah pelatihan. Hasil multivariat menunjukkan bahwa pelatihan (Exp
B =10,995) dan motivasi eksternal (Exp B = 8,680) dan Status pekerjaan (Exp B =
8,495)
Diharapkan RSUD Tgk Chik Ditiro Kabupaten Pidie dapat
menyelenggarakan, meningkatkan pelatihan, melakukan bimbingan, pengarahan dan
memberi penghargaan bagi bidan yang berprestasi serta menerapkan sanksi yang
ditetapkan secara adil bagi bidan yang melakukan kesalahan. Bidan pengelola secara
rutin melakukan pengawasan dan pemeriksaan dalam memberikan pelayanan
khususnya nifas sesuai dengan Standar Operasional Prosedur (SOP).
Kata kunci : Status Pekerjaan, Pelatihan, Motivasi, Kinerja Bidan
ABSTRACT
In undertaking his duty, one acts as an indicator of the assessment of a
midwife’s performance. Without good human resources, the attempt to decrease
maternity death rate is difficult to be achieved. RSUD (Regional General Hospital)
Tgk Chik Ditiro in Pidie District is one of the biggest hospitals in Pidie District and
used as the referral hospital, but the level of patients’ satisfaction is far from the
intended target, based on the minimum service standard of > 80%. The objective of
the research was to find out the correlation of midwives’ characteristics and
motivation with their performance in providing nifas (childbirth) service at RSUD
Tgk Chik Ditiro in Pidie District.
The research was a survey with cross sectional design. The population was
32 midwives who were on duty in midwifery/maternity wards of RSUD Tgk Chik
Ditiro in Pidie District, and all of them were used as the samples. The data were
gathered by distributing questionnaires and analyzed by using univatriate, bivatriate,
and multivatriate analyses with multiple logistic regression tests.
The result of the research showed that the percentage of midwives’
performance in providing childbirth care was 43.8%. There was the correlation of
occupational status (p = 0.049), training (p = 0.021), and external motivation (p =
0.032) with midwives’ performance. The variable which had the most dominant
influence was training. The result of multivatriate analysis showed that training was
Exp β = 10.995, external motivation was Exp β = 8.680, and occupational status was
Exp (β) = 8.495.
It is recommended that the hospital management organize and increase
training, guidance, and directions, and give reward to midwives with good
performance and impose punishment on midwives who did wrong deeds. Midwife
practitioners should supervise and control regularly in giving childbirth care
according to SOP (Procedural Operational Standard).
Keywords: Occupational Status, Training, Motivation, Midwife’s Performance