EVALUASI PENERAPAN SISTEM REMUNERASITERHADAP MOTIVASI KERJA DAN KEPATUHAN STANDAR OPERASIONAL PROSEDUR TENAGA KESEHATAN(STUDI KASUS DI RSUD KABUPATENMAJENE)

Ahmad Ahmad; Bayu Wahyudi; Yani Restiani Widjaja

doi:10.31539/g4ff6351

Authors

Ahmad Ahmad Universitas Adhirajasa Reswara Sanjaya
Bayu Wahyudi Universitas Adhirajasa Reswara Sanjaya
Yani Restiani Widjaja Universitas Adhirajasa Reswara Sanjaya

DOI:

https://doi.org/10.31539/g4ff6351

Keywords:

Sistem Remunerasi; Motivasi Kerja; Kepatuhan SOP; Tenaga Kesehatan; Kualitas Pelayanan Rumah Sakit

Abstract

Hospital service quality is closely associated with healthcare workers’ motivation and compliance with Standard Operating Procedures (SOPs). A well-designed remuneration system can serve as an important managerial mechanism for strengthening professional performance, accountability, and adherence to established standards. However, remuneration implementation in public hospitals may face challenges related to transparency, performance linkage, regulatory constraints, and limited integration with hospital information systems. This study aimed to evaluate the effect of the remuneration system on healthcare workers’ work motivation and SOP compliance at RSUD Kabupaten Majene and to examine the mediating role of work motivation. A mixed-methods approach with a sequential explanatory design was employed. Quantitative data were collected through questionnaires from 137 healthcare workers selected using proportionate stratified random sampling and supplemented by SOP compliance audits. Quantitative data were analyzed using path analysis. Qualitative data were obtained through in-depth interviews with hospital management, unit heads, and SIMRS/Electronic Medical Record officers and analyzed thematically. The findings indicate that the remuneration system has a positive and significant effect on both work motivation and SOP compliance. Work motivation also significantly affects SOP compliance and mediates the relationship between remuneration and SOP compliance. Qualitative findings indicate that remuneration remains predominantly based on pay for people rather than pay for performance. Therefore, transparent, fair, and performance-based remuneration reform is needed to strengthen motivation, SOP compliance, and hospital service quality.

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