Kepuasan kerja pegawai di RS SMH

Naritha, Cecilia (2024) Kepuasan kerja pegawai di RS SMH. Masters thesis, Universita Pelita Harapan.

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Abstract

Kepuasan kerja merupakan sasaran penting dalam manajemen sumber daya manusia karena akan mempengaruhi kinerja dan produktivitas kerja. RS SMH menetapkan standar mutu turnover karyawan per tahun di angka <5%. Data yang ada didapatkan angka turnover karyawan pada tahun 2022 sebesar 7,87%. Kepuasan kerja yang kurang cenderung merangsang karyawan untuk keluar dari pekerjaannya dan tentunya akan meningkatkan turnover karyawan. Survei kepuasan karyawan selama tiga tahun terakhir di RS SMH mendapatkan hasil yang kurang baik, dimana didapatkan nilai sebesar 69,93% pada tahun 2021 dan 72,29% pada tahun 2022. Penelitian ini menggunakan metode kualitatif dengan strategi penelitian studi kasus dengan 8 informan karyawan RS SMH. Hasil dari penelitian ini adalah mengkonstruksi mini model theory kepuasan kerja pegawai di RS SMH yang mengindikasikan laten variabel, seperti: tunjangan dan fasilitas yang kurang sepadan, pengakuan dan apresiasi yang kurang, kebijakan dan peraturan yang tidak konsisten, hubungan interpersonal yang kurang harmonis, lingkungan kerja yang suportif, respons manajemen terhadap turnover replacement yang kurang, role model in leadership yang berkontribusi terhadap kepuasan kerja pegawai./Job satisfaction is an important target in human resource management because it will affect work performance and productivity. SMH Hospital sets a quality standard for employee turnover per year at <5%. The existing data shows that the employee turnover rate in 2022 is 7.87%. Less job satisfaction tends to stimulate employees to leave their jobs and of course will increase employee turnover. The employee satisfaction survey over the last three years at SMH Hospital obtained poor results, with a score of 69.93% in 2021 and 72.29% in 2022. This research uses qualitative methods with a case study research strategy. 8 informants, employees of SMH Hospital. The results of this research are to construct a mini model theory of employee job satisfaction at SMH Hospital which indicates latent variables, such as: inadequate benefits and facilities, lack of recognition and appreciation, inconsistent policies and regulations, less harmonious interpersonal relationships, supportive work environment, management response to lack of turnover, role models in leadership who contribute to employee job satisfaction.

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