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"ABSTRAKPada era tahun 90 sampai saat ini terjadi pergeseran kebutuhan dari doctor oriented menjadi customer oriented. Dengan adanya pergeseran pada pelayanan kesehatan manajemen rumah sakit harus juga merubah menjadi pelayanan kesehatan yang berdasarkan customer oriented. Pelayanan jenis ini memerlukan partisipasi aktif seluruh karyawan sehingga mutlak diperlukan motivasi kerja yang erat hubungannya dengan kepuasan kerja karyawan.Masalah yang dihadapi dalam meningkatkan motivasi kerja karyawan antara lain sistem imbalan yang berdasarkan peraturan PNS dan adanya model pemberian insentif yang belum mengacu pada fairness.Penelitian dilaksanakan dengan pendekatan secara kualitatif dan kuantitatif dengan metoda deskriptif analitik dengan rancangan cross sectional. Didapatkan 110 sampel dari total populasi 439 karyawan. Data primer didapat dari angket dan wawancara mendalam, data sekunder dari bagian personalia. Pengolahan data dengan perangkat lunak SPSS versi 7.5 for windows dengan analisis Label silang dua variabel (chi square).Dari hasil penelitian didapatkan ketidakpuasan responden terhadap sistem imbalan yang dinyatakan oleh lebih dan separuh responden (65.5 %), begitu juga dengan faktor pekerjaan (57.3 %).Tidak terdapat hubungan bermakna antara karakteristik karyawan dengan faktor pekerjaan. Pada sistem imbalan terdapat hubungan bermakna antara karakteristik karyawan dengan aspek usia, lama bekerja, pekerjaan, pendidikan dan status perkawinan.Pihak manajemen perlu mengkaji kembali sistem imbalan termasuk premi bidan, perlu dirancang lagi uraian kerja, standar prosedur yang disesuaikan dengan beban kerja, memelihara hubungan antar karyawan / karyawan dengan atasan.Kepustakaan 32 ( 1973 - 1997 )

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ABSTRACT

Employee Satisfaction on Reward System and Job Factor at Budi Kemuliaan Maternity Hospital JakartaIn this globalization era there has been many changes in the health care delivery systems to improve the services quality of health services. The organization has to consider both are internal and external organizational factors. In this situation the organization have to consider the customer-oriented management and also to provide high quality of working life for their members. Essentially, the high quality of working life in the organization will be reflected through the high employee satisfaction to their job and low rate of employee turnover and absenteeism. Employee job satisfaction is important because satisfaction will directly influence motivation to perform well the work.

At the present time has it reward system and job design model nearly identical with the model of the government hospital. A report from the personnel department note that they observed some employee expressed their dissatisfaction with the existing condition. The management should pay attention seriously to this symptom due to its relation to the employee performance. For this reason, research of employee satisfaction should be conducted to evacuate employee altitude to the existing management system.

A cross sectional study was conducted with 110 samples from 439 population. A questioner was constructed to identify employee satisfaction with existing reward system and existing job factors. Beside an closed ended questioner an in-depth interview was also conducted to validate data gathered from the closed ended questioner. Statistical Package for Social Sciences version 7.5 for windows was utilized to process bi variate analysis.

The result of the study indicated 65,5 % of the employee dissatisfied with the existing reward system and 57,3 °/o dissatisfied also with job factors. Bivariate analysis indicated the significance difference between employee characteristics with the reward system, but indicated no significance difference between employee characteristics with the job factors.

Based on this study result, it is advices management has to restructure its reward systems especially its incentive for midwife and also to redesign the work load with the new standard operating procedure.

Bibliography 32 ( 1973 - 1997 )"

"ABSTRAK Kepuasan kerja dan Loyalitas Kerja merupakan salah satu elemen kunci pengelolaansumber daya manusia, maka penting bagi penulis menganalisis Kepuasan danLoyalitas kerja untuk melakukan perubahan cara kerja yang sesuai dengan nilai-nilaiKepuasan dan Loyalitas kerja guna meningkatkan kemampuan dan komitmen sesuaidengan tugas pokok dan fungsi pegawai.Berdasarkan latar belakang dan rumusan masalah yang ada penelitian ini bertujuanuntuk Menganalisis pengaruh Gaji, Tunjangan, dan Penghargaan terhadap KepuasanKerja, apakah berpengaruh secara sendiri-sendiri ataukah secara bersama-samamempengaruhi Kepuasan Kerja. Apakah Kepuasan Kerja berpengaruh terhadapLoyalitas Kerja.Penelitian ini termasuk penelitian analitik design cross sectional dimana populasinyaadalah Pegawai Negeri Sipil di Satuan Pol PP Kabupaten Pemalang. Dimana seluruhpersonel Pol PP kabupaten pemalang sebanyak 60 orang.Oleh karena populasi memiliki karakteristik tertentu maka penentuan sampeldilakukan dengan menggunakan teknik simple random sampling. Pengumpulan datadilakukan dengan menggunakan kuesioner. Pengukuran terhadap variabel-variabeldijabarkan dalam item-item pernyataan yang merujuk pada skala Likert, dengankisaran skor antara 1 – 5. Variabel dalam penelitian ini adalah variabel bebas: Gaji(X1), Tunjangan (X2), dan Penghargaan (X3). sedangkan variabel terikatnya adalahKepuasan Kerja (Ŷ) dan Loyalitas Kerja (Ŵ). Data dianalisis menggunakan analisisregresi linear berganda (multiple regresi).Hasil penelitian membuktikan bahwa besarnya pengaruh variabel bebas Gaji,Tunjangan dan Penghargaan terhadap Kepuasan Kerja adalah 0,528 atau 52,8% dannilai F hitung = 5.521 dengan tingkat signifikansi sebesar 0,002 (Sig p < 0,05) yangberarti Gaji, Tunjangan dan Penghargaan mempunyai pengaruh signifikan terhadapKepuasan Kerja. Pengaruh Variabel Kepuasan Kerja terhadap Loyalitas Kerja adalah0.759 atau 75.9% dan nilai F hitung = 10.973 dengan tingkat signifikansi sebesar0,002 (Sig p < 0,05) yang berarti Kepuasan Kerja mempunyai pengaruh signifikanterhadap Loyalitas Kerja.Sedangkan hasil penelitian besarnya pengaruh variabel bebas budaya kerjaterhadap komitmen hanya sebesar 0,044 atau 4,4% dan nilai F hitung = 0,893 dengan tingkat signifikansi sebesar 0,489 (p > 0,05) yang berarti budaya kerja tidakmempunyai pengaruh signifikan terhadap komitmen.

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ABSTRAK Job satisfaction and Job Loyalty is one of the key elements of human resourcemanagement, it is important for authors analyzed Satisfaction and Loyalty of work tomake changes to the way work is in accordance with the values of work satisfactionand loyalty in order to increase the capability and commitment in accordance with theduties and functions employees.Based on the background and the existing formulation of the problem, this study aimsto analyze the influence of Salary , Allowances , and Recognition on Job Satisfaction, affect whether individually or jointly affect job satisfaction . Is Job SatisfactionLoyalty affect the Work.This study includes a cross-sectional analytical study design where the population isthe Civil Service Police Unit PP Pemalang. Where the whole of all district personnelPol PP 60 people.Therefore, the population has a certain characteristic sampling done using simplerandom sampling technique. The data was collected using a questionnaire.Measurement of the variables described in the statement items that refer to a Likertscale, with a score range between 1-5. Variables in this study are independentvariables: Salary (X1), allowances (X2), and Awards (X3). While the dependentvariable is job satisfaction (Ŷ) and Loyalty Work (Ŵ). Data were analyzed usingmultiple linear regression analysis (multiple regression).The research proves that the influence of the independent variable Salary, Allowancesand Recognition on Job Satisfaction is 0.528 or 52.8 % and the calculated F value =5,521 with a significance level of 0.002 (Sig p < 0.05) which means the Salary,Allowances and Awards have significant influence on job satisfaction. VariablesInfluence Job Satisfaction to Loyalty Work is 0.759 or 75.9 % and the value of Fcount = 10 973 with a significance level of 0.002 (Sig p < 0.05) which means that jobsatisfaction has a significant influence on Loyalty Work.The research of the influence of free variables work culture to a commitment of only0,044, or 4.4 % and the calculated F value = 0.893 with a significance level of 0.489(p > 0.05), which means the work culture does not have a significant effect oncommitment ."