Increase transparency in the incentive system

Oct 13, 2025 by vinooalluri.com 60 views

The Effect of Giving Incentives on the Performance of Inpatient Room Nurses at Dr. Djasamen Saragih Pematangsiantar City in 2018

Introduction

Incentives play a crucial role in motivating nurses to perform their duties effectively in the inpatient room of Dr. Djasamen Saragih Pematangsiantar City. However, the lack of incentives received by nurses can lead to declining work motivation, ultimately affecting their performance. This study aims to identify the incentive picture received by nurses, describe their performance, and analyze the effect of giving incentives on the performance of nurses in this hospital in 2018.

Background

Incentives are one of the essential tools that can improve the performance of nurses in the inpatient room. However, the problem that often arises is the lack of incentives received by nurses, which can be the cause of declining their work motivation. The results of the initial survey showed that there were complaints related to incentives, especially in terms of justice, feasibility, and timeliness of giving, all of which had an impact on nurses' performance that were not optimal.

Methodology

This type of research is a survey research with the Explanatory Research approach, which is designed to explain the relationship between the incentives given (from the point of view of justice, feasibility, and timeliness) and nurse performance. In this study, the population consisted of 118 nurses in the inpatient room, and the samples taken were 54 nurses. Data was collected through a questionnaire, and data analysis was carried out by multiple linear regression methods.

Results

The results showed that of the 54 nurses surveyed, only 5.6% felt that the provision of good incentives, while 94.4% considered it bad. Based on incentive indicators, it was found that the provision of incentives was considered unfair, did not meet the principle of eligibility and fairness, and was not on time. The significance obtained from the indicator of justice is 0,000, feasibility of 0.002, and the timeliness of 0,000. The overall incentive variable has the same level of significance, which is 0,000, showing a significant effect on nurse performance. The performance of the nurse in the inpatient room is still classified as 61.1%. Overall, incentives affect the performance of nurses by 44.2%.

Discussion

Based on the results of the study, it can be concluded that the provision of incentives received by nurses is currently classified as bad, which has an impact on their performance which is still at a moderate level. For this reason, Dr. Djasamen Saragih is advised to improve and improve the incentive system. One way that can be done is to increase transparency in the incentive system. In addition, it is important to determine clear work provisions, so that nurses who are able to achieve or even exceed the work target can be given awards. With this step, it is hoped that the passion of the nurses can increase significantly. Finally, for the aspect of timeliness, the hospital needs to improve the data recapitulation system from the manual to automatic, so that the process of giving incentives can be more efficient and timely.

Conclusion

By making these improvements, it is expected that not only the performance of nurses will increase, but also the quality of services in Dr. Djasamen Saragih Pematangsiantar City will be better. This will certainly have a positive impact on all parties, especially for patients who need optimal health services.

Recommendations

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

Increase transparency in the incentive system: The hospital should increase transparency in the incentive system by clearly communicating the criteria for receiving incentives and the process of giving incentives.
Determine clear work provisions: The hospital should determine clear work provisions, so that nurses who are able to achieve or even exceed the work target can be given awards.
Improve the data recapitulation system: The hospital should improve the data recapitulation system from the manual to automatic, so that the process of giving incentives can be more efficient and timely.

Limitations of the Study

This study has several limitations, including:

Small sample size: The sample size of this study is relatively small, which may limit the generalizability of the findings.
Self-reported data: The data used in this study is self-reported, which may be subject to biases and errors.
Limited scope: This study only focuses on the effect of incentives on nurse performance in the inpatient room of Dr. Djasamen Saragih Pematangsiantar City, and may not be generalizable to other hospitals or settings.

Future Research Directions

Future research should aim to:

Investigate the effect of incentives on nurse performance in other hospitals: This study only focuses on the effect of incentives on nurse performance in the inpatient room of Dr. Djasamen Saragih Pematangsiantar City. Future research should aim to investigate the effect of incentives on nurse performance in other hospitals.
Examine the relationship between incentives and nurse job satisfaction: This study only examines the effect of incentives on nurse performance. Future research should aim to examine the relationship between incentives and nurse job satisfaction.
Investigate the impact of incentives on patient outcomes: This study only focuses on the effect of incentives on nurse performance. Future research should aim to investigate the impact of incentives on patient outcomes.
Frequently Asked Questions (FAQs) about the Effect of Giving Incentives on the Performance of Inpatient Room Nurses at Dr. Djasamen Saragih Pematangsiantar City in 2018

Q: What is the main objective of this study? A: The main objective of this study is to identify the incentive picture received by nurses, describe their performance, and analyze the effect of giving incentives on the performance of nurses in the inpatient room of Dr. Djasamen Saragih Pematangsiantar City in 2018.

Q: What type of research is this study? A: This study is a survey research with the Explanatory Research approach, which is designed to explain the relationship between the incentives given (from the point of view of justice, feasibility, and timeliness) and nurse performance.

Q: What is the population of this study? A: The population of this study consists of 118 nurses in the inpatient room of Dr. Djasamen Saragih Pematangsiantar City.

Q: What is the sample size of this study? A: The sample size of this study is 54 nurses.

Q: What is the data collection method used in this study? A: The data collection method used in this study is a questionnaire.

Q: What is the data analysis method used in this study? A: The data analysis method used in this study is multiple linear regression.

Q: What are the results of this study? A: The results of this study show that the provision of incentives is considered unfair, does not meet the principle of eligibility and fairness, and is not on time. The overall incentive variable has a significant effect on nurse performance, with a performance level of 61.1% and an incentive effect of 44.2%.

Q: What are the implications of this study? A: The implications of this study are that the provision of incentives has a significant effect on nurse performance, and that the hospital should improve and improve the incentive system to increase nurse motivation and performance.

Q: What are the recommendations of this study? A: The recommendations of this study are to increase transparency in the incentive system, determine clear work provisions, and improve the data recapitulation system from the manual to automatic.

Q: What are the limitations of this study? A: The limitations of this study are the small sample size, self-reported data, and limited scope.

Q: What are the future research directions of this study? A: The future research directions of this study are to investigate the effect of incentives on nurse performance in other hospitals, examine the relationship between incentives and nurse job satisfaction, and investigate the impact of incentives on patient outcomes.

Q: What are the practical implications of this study? A: The practical implications of this study are that the hospital should improve and improve the incentive system to increase nurse motivation and performance, and that the hospital should increase transparency in the incentive system, determine clear work provisions, and improve the data recapitulation system from the manual to automatic.

Q: What are the theoretical implications of this study? A: The theoretical implications of this study are that the provision of incentives has a significant effect on nurse performance, and that the hospital should improve and improve the incentive system to increase nurse motivation and performance.

Q: What are the policy implications of this study? A: The policy implications of this study are that the hospital should improve and improve the incentive system to increase nurse motivation and performance, and that the hospital should increase transparency in the incentive system, determine clear work provisions, and improve the data recapitulation system from the manual to automatic.