Recognition of Achievement

Oct 13, 2025 by miodeya.com 77 views

The Influence of Work Motivation, Leadership, and Organizational Culture on Nurses' Performance with Job Satisfaction as Intervening Variables: Studies at Santa Elisabeth Hospital Medan

Introduction

The healthcare industry is a complex and dynamic sector that requires a high level of performance from its workforce, particularly nurses. Nurses play a crucial role in providing quality care to patients, and their performance has a direct impact on patient outcomes. However, the factors that influence nurses' performance are multifaceted and can be influenced by various internal and external factors. This study aims to identify and analyze the effect of work motivation, leadership, and organizational culture on nurse performance with job satisfaction as intervening variables. The study was conducted at Santa Elisabeth Hospital Medan, involving 190 nurses who served in 13 inpatient rooms.

Methodology

The study used a stratified sampling method to select 129 nurses as samples, based on the criteria that they had worked for at least one year and were not on leave or participated in training outside the city. Data was collected in the form of primary data through questionnaires that were distributed directly to the nurses. Hypothesis testing was carried out with a significance level of 5% using the T test, F test, and path analysis.

Results

The results showed that partially, work motivation and leadership had a significant influence on the performance of nurses, while organizational culture did not show a significant effect. However, when seen simultaneously, the three variables - work motivation, leadership, and organizational culture - have a significant influence on the performance of nurses. Interestingly, this research found that motivation, leadership, and organizational culture had no significant effect on the performance of nurses through job satisfaction, which means job satisfaction does not function as an intervening variable in the context of this research.

In-Depth Analysis

Work Motivation

Work motivation is the main driver in improving the performance of nurses. When nurses feel motivated, they tend to work more efficiently and provide better services to patients. This study shows that factors such as appreciation, recognition of achievement, and opportunities for self-development contribute to motivation. Therefore, hospitals need to create a conducive work environment to maximize employee motivation.

Appreciation: Nurses who feel appreciated by their colleagues and supervisors tend to be more motivated and perform better.
Recognition of Achievement: Nurses who receive recognition for their achievements tend to be more motivated and perform better.
Opportunities for Self-Development: Nurses who have opportunities for self-development tend to be more motivated and perform better.

Leadership

Good leadership is also shown to significantly affect the performance of nurses. Effective leaders can provide clear direction, emotional support, and create a positive work culture. This not only encourages nurses to work better, but also increase their sense of involvement in the team. Transformative leadership, for example, can inspire nurses to innovate and improve nursing practices.

Clear Direction: Effective leaders provide clear direction and expectations, which helps nurses to focus on their tasks and perform better.
Emotional Support: Effective leaders provide emotional support to nurses, which helps to reduce stress and improve job satisfaction.
Positive Work Culture: Effective leaders create a positive work culture, which encourages nurses to work better and be more involved in the team.

Organizational Culture

Meanwhile, organizational culture plays a role in creating work atmosphere. However, in this study, organizational culture does not have a significant influence on the performance of nurses. This might indicate that although organizational culture is important, other factors such as motivation and leadership are more dominating in the context of hospitals. This implies the need for further research to understand how organizational culture can be utilized to support the performance of nurses more effectively.

Work Atmosphere: Organizational culture plays a role in creating a work atmosphere that is conducive to performance.
Teamwork: Organizational culture can encourage teamwork and collaboration among nurses, which can improve performance.
Communication: Organizational culture can encourage open communication among nurses and other healthcare professionals, which can improve performance.

Job Satisfaction

Job satisfaction, although it is often considered an important factor in improving performance, is not proven to function as an intervening variable in this study. This shows that even though nurses are satisfied with their work, it does not necessarily improve their performance directly. Further research is needed to explore a more complex relationship between job satisfaction and performance, as well as other factors that may affect.

Job Satisfaction: Job satisfaction is often considered an important factor in improving performance.
Performance: Job satisfaction does not necessarily improve performance directly.
Other Factors: Other factors such as motivation, leadership, and organizational culture may affect performance more significantly.

Conclusion

This study provides valuable insights on the effect of work motivation, leadership, and organizational culture on nurse performance at Santa Elisabeth Hospital Medan. The results highlight the importance of attention to motivation and leadership in an effort to improve the performance of health workers. In addition, this research also opens the way for future research to further explore the role of organizational culture and job satisfaction in the context of nurse performance. By paying attention to these factors, it is hoped that a better work environment can be created, which in turn will improve the quality of health services to the community.

Recommendations

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

Hospitals should prioritize motivation and leadership: Hospitals should prioritize motivation and leadership in their efforts to improve nurse performance.
Organizational culture should be developed: Organizational culture should be developed to create a work atmosphere that is conducive to performance.
Job satisfaction should be explored further: Job satisfaction should be explored further to understand its relationship with performance and other factors that may affect it.

By implementing these recommendations, hospitals can create a better work environment that is conducive to performance and improves the quality of health services to the community.
Frequently Asked Questions (FAQs) on the Influence of Work Motivation, Leadership, and Organizational Culture on Nurses' Performance

Q: What is the main driver in improving the performance of nurses?

A: Work motivation is the main driver in improving the performance of nurses. When nurses feel motivated, they tend to work more efficiently and provide better services to patients.

Q: What are the factors that contribute to motivation?

A: Factors such as appreciation, recognition of achievement, and opportunities for self-development contribute to motivation.

Q: What is the role of leadership in improving nurse performance?

A: Good leadership is also shown to significantly affect the performance of nurses. Effective leaders can provide clear direction, emotional support, and create a positive work culture.

Q: What is the role of organizational culture in creating a work atmosphere?

A: Organizational culture plays a role in creating a work atmosphere that is conducive to performance.

Q: Why did job satisfaction not function as an intervening variable in this study?

A: Job satisfaction, although it is often considered an important factor in improving performance, is not proven to function as an intervening variable in this study. This shows that even though nurses are satisfied with their work, it does not necessarily improve their performance directly.

Q: What are the implications of this study for hospitals?

A: The results of this study highlight the importance of attention to motivation and leadership in an effort to improve the performance of health workers. Hospitals should prioritize motivation and leadership in their efforts to improve nurse performance.

Q: What are the recommendations for future research?

A: Future research should explore the role of organizational culture and job satisfaction in the context of nurse performance. Additionally, further research is needed to understand how organizational culture can be utilized to support the performance of nurses more effectively.

Q: What are the benefits of creating a better work environment for nurses?

A: By creating a better work environment, hospitals can improve the quality of health services to the community. A better work environment can also lead to improved job satisfaction, reduced turnover rates, and improved patient outcomes.

Q: How can hospitals create a better work environment for nurses?

A: Hospitals can create a better work environment for nurses by prioritizing motivation and leadership, developing organizational culture, and exploring the role of job satisfaction. By implementing these strategies, hospitals can improve nurse performance and ultimately improve patient outcomes.

Q: What are the key takeaways from this study?

A: The key takeaways from this study are:

Work motivation and leadership are critical factors in improving nurse performance.
Organizational culture plays a role in creating a work atmosphere that is conducive to performance.
Job satisfaction does not necessarily improve performance directly.
Hospitals should prioritize motivation and leadership in their efforts to improve nurse performance.
Future research should explore the role of organizational culture and job satisfaction in the context of nurse performance.