Increase the role of the medical committee

Oct 13, 2025 by talynt.org 45 views

The Influence of Motivation on the Performance of Doctors at the Sultan Sulaiman Regional General Hospital (RSUD) Serdang Bedagai

Introduction

The quality of health services in hospitals is heavily reliant on the performance of doctors. At the Sultan Sulaiman Regional General Hospital (RSUD) Serdang Bedagai, the analysis has shown that the hospital's performance has not yet reached its optimal level. This can be seen from the low Bed Occupancy Rate (BOR) of 30.5% in 2011 and 40.15% in 2012, which falls short of the target range of 60-80%. The low performance of the hospital is closely linked to the low motivation of doctors, both intrinsically and extrinsically. This study aims to analyze the influence of motivation on doctor's performance at the Sultan Sulaiman Regional General Hospital.

Background

The Sultan Sulaiman Regional General Hospital is a major healthcare provider in Serdang Bedagai Regency. The hospital's performance is crucial in providing quality health services to the community. However, the hospital's performance has been suboptimal, with a low BOR and a range of other performance indicators that are below target. The low performance of the hospital is a concern, as it may impact the quality of health services provided to the community.

Methodology

This study used the Explanatory Survey method and was carried out from April to June 2013. The population studied consisted of 54 doctors, and of that number, 31 doctors were chosen as samples. The research data was obtained through interviews using a questionnaire, which was then analyzed with multiple regression with a significance level of α = 0.05.

Results

The results of the study showed that both intrinsic and extrinsic motivation had a significant influence on doctor's performance in providing services to inpatients at the Sultan Sulaiman Regional General Hospital. More interestingly, the contribution of intrinsic motivation turned out to be greater than extrinsic motivation. This shows that the factors related to personal satisfaction and a sense of individual achievement are more supportive of doctor's performance compared to external incentives.

Discussion

The findings of this study have several implications for the management of the Sultan Sulaiman Regional General Hospital. Firstly, the management of the hospital needs to increase the role of the medical committee in upholding professionalism. This is important to maintain the quality of service through effective credential mechanisms, ethical maintenance, and professional discipline. In addition, management must provide motivation in the form of appreciation, such as praise for doctors who excel, as well as reprimand as a form of performance evaluation.

Secondly, local governments need to increase attention to the implementation of hospital organizational functions based on good management principles. This is important to provide quality and sustainable services, according to the needs of the community. Commitment to evaluate the welfare of medical staff must also be improved so that they feel cared for and supported in carrying out their duties.

Thirdly, doctors are expected to be at the maximum assignment in order to provide optimal services. They must also continue to maintain professional competence and ethics, as well as discipline at work. With the application of these suggestions, it is hoped that the performance of doctors at the Sultan Sulaiman Regional General Hospital can increase, and eventually contribute to improving the quality of health services in Serdang Bedagai Regency.

Conclusion

By understanding the importance of motivation in doctor's performance, it is expected that the management of human resources in hospitals can be done better, so that optimal health services can be realized for the community. The findings of this study have several implications for the management of the Sultan Sulaiman Regional General Hospital, and it is hoped that the suggestions made in this study can be applied to improve the performance of doctors at the hospital.

Recommendations

Based on the findings of this study, the following recommendations are made:

Increase the role of the medical committee: The management of the hospital needs to increase the role of the medical committee in upholding professionalism. This is important to maintain the quality of service through effective credential mechanisms, ethical maintenance, and professional discipline.
Provide motivation: Management must provide motivation in the form of appreciation, such as praise for doctors who excel, as well as reprimand as a form of performance evaluation.
Increase attention to hospital organizational functions: Local governments need to increase attention to the implementation of hospital organizational functions based on good management principles. This is important to provide quality and sustainable services, according to the needs of the community.
Improve the welfare of medical staff: Commitment to evaluate the welfare of medical staff must also be improved so that they feel cared for and supported in carrying out their duties.
Maximize doctor's assignment: Doctors are expected to be at the maximum assignment in order to provide optimal services. They must also continue to maintain professional competence and ethics, as well as discipline at work.

Limitations

This study has several limitations. Firstly, the study was conducted at a single hospital, and the findings may not be generalizable to other hospitals. Secondly, the study used a small sample size, which may not be representative of the larger population of doctors. Finally, the study used a quantitative approach, which may not capture the nuances of the complex issues related to motivation and performance.

Future Research Directions

This study has several implications for future research. Firstly, future studies should investigate the relationship between motivation and performance in other healthcare settings. Secondly, future studies should explore the role of other factors, such as leadership and organizational culture, in influencing motivation and performance. Finally, future studies should investigate the effectiveness of different interventions aimed at improving motivation and performance.

References

[List of references cited in the study]

Appendix

[Appendix containing additional information, such as raw data and additional tables and figures]
Frequently Asked Questions (FAQs) about the Influence of Motivation on Doctor's Performance at the Sultan Sulaiman Regional General Hospital (RSUD) Serdang Bedagai

Q: What is the main objective of this study? A: The main objective of this study is to analyze the influence of motivation on doctor's performance at the Sultan Sulaiman Regional General Hospital (RSUD) Serdang Bedagai.

Q: What methodology was used in this study? A: This study used the Explanatory Survey method and was carried out from April to June 2013. The population studied consisted of 54 doctors, and of that number, 31 doctors were chosen as samples. The research data was obtained through interviews using a questionnaire, which was then analyzed with multiple regression with a significance level of α = 0.05.

Q: What were the findings of this study? A: The results of the study showed that both intrinsic and extrinsic motivation had a significant influence on doctor's performance in providing services to inpatients at the Sultan Sulaiman Regional General Hospital. More interestingly, the contribution of intrinsic motivation turned out to be greater than extrinsic motivation.

Q: What are the implications of this study for the management of the Sultan Sulaiman Regional General Hospital? A: The findings of this study have several implications for the management of the Sultan Sulaiman Regional General Hospital. Firstly, the management of the hospital needs to increase the role of the medical committee in upholding professionalism. Secondly, management must provide motivation in the form of appreciation, such as praise for doctors who excel, as well as reprimand as a form of performance evaluation. Thirdly, local governments need to increase attention to the implementation of hospital organizational functions based on good management principles.

Q: What are the recommendations of this study? A: Based on the findings of this study, the following recommendations are made:

Increase the role of the medical committee: The management of the hospital needs to increase the role of the medical committee in upholding professionalism.
Provide motivation: Management must provide motivation in the form of appreciation, such as praise for doctors who excel, as well as reprimand as a form of performance evaluation.
Increase attention to hospital organizational functions: Local governments need to increase attention to the implementation of hospital organizational functions based on good management principles.
Improve the welfare of medical staff: Commitment to evaluate the welfare of medical staff must also be improved so that they feel cared for and supported in carrying out their duties.
Maximize doctor's assignment: Doctors are expected to be at the maximum assignment in order to provide optimal services.

Q: What are the limitations of this study? A: This study has several limitations. Firstly, the study was conducted at a single hospital, and the findings may not be generalizable to other hospitals. Secondly, the study used a small sample size, which may not be representative of the larger population of doctors. Finally, the study used a quantitative approach, which may not capture the nuances of the complex issues related to motivation and performance.

Q: What are the future research directions based on this study? A: This study has several implications for future research. Firstly, future studies should investigate the relationship between motivation and performance in other healthcare settings. Secondly, future studies should explore the role of other factors, such as leadership and organizational culture, in influencing motivation and performance. Finally, future studies should investigate the effectiveness of different interventions aimed at improving motivation and performance.

Q: What are the practical implications of this study for healthcare providers? A: The findings of this study have several practical implications for healthcare providers. Firstly, healthcare providers should recognize the importance of motivation in influencing doctor's performance. Secondly, healthcare providers should implement strategies to increase motivation, such as providing appreciation and recognition for doctors who excel. Finally, healthcare providers should prioritize the welfare of medical staff and provide a supportive work environment.

Q: What are the policy implications of this study? A: The findings of this study have several policy implications. Firstly, policymakers should recognize the importance of motivation in influencing doctor's performance. Secondly, policymakers should implement policies to increase motivation, such as providing incentives for doctors who excel. Finally, policymakers should prioritize the welfare of medical staff and provide a supportive work environment.