How to cite:

Didik Hadiyatno, Tutik Yuliani, Pudjiati. (2021). Employee Work

Motivation in Maintaining the Performance of Balikpapan Regional

Hospital Nurses during the Covid-19 Pandemic. Journal Eduvest.

1(11): 1268-1275

E-ISSN:

2775-3727

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Eduvest – Journal of Universal Studies

Volume 1 Number 11, November 2021

p- ISSN 2775-3735 e-ISSN 2775-3727

EMPLOYEE WORK MOTIVATION IN MAINTAINING THE

PERFORMANCE OF BALIKPAPAN REGIONAL HOSPITAL NURSES

DURING THE COVID-19 PANDEMIC

Didik Hadiyatno, Tutik Yuliani, Pudjiati

Balikpapan University, Indonesia

E-mail: didikhadiyatno@uniba-bpn.ac.id, tutik.yuliani@uniba-bpn.ac.id,

pudjiati@uniba-bpn.ac.id

ARTICLE INFO ABSTRACT

Received:

October, 26

2021

Revised:

November, 16

2021

Approved:

November, 18

2021

This study aims to analyze the effect of Motivation, Work

Environment, and Compensation Variables on the

Performance of Nurses at Regional Hospitals in

Balikpapan, both Simultaneously and Partially. The

population is 138 people with sample j used is 138 nurses

and the analysis tool used is multiple linear regression.

From the results of the simultaneous test, it was obtained

that there was a strong relationship between the

variables of Motivation, Work Environment and

Compensation on the Nurse Performance variable at the

Hospital in Balikpapan. it can be concluded that the

variables of Motivation, Work Environment and

Compensation are proven together to have a significant

effect on the variable of Nurse Performance at Hospitals

in Balikpapan. Meanwhile, based on the results of the

partial test, it was found that the variables of motivation,

work environment, and compensation proved to have an

influence on the performance of nurses at the Balikpapan

Regional Hospital, that it was the compensation variable

that had a dominant influence on the performance of

hospital nurses in Balikpapan.

KEYWORDS

Motivation, Work Environment, Compensation, Performance

Didik Hadiyatno, Tutik Yuliani, Pudjiati

Employee Work Motivation in Maintaining the Performance of Balikpapan Regional

Hospital Nurses during the Covid-19 Pandemic 1269

This work is licensed under a Creative Commons

Attribution-ShareAlike 4.0 International

INTRODUCTION

Currently, public services that are in the spotlight are hospitals, especially

hospitals that are referrals for COVID-19 patients. The obstacle experienced by the

referral hospital is the limited number of nurses while the number of patients continues to

grow every day (Utami, Pinzon, & Meliala, 2021). The high number of Covid patients is

a serious problem for hospitals due to the limited number of nurses to provide health

services. Health services are closely related to nurses because they are one of the most

important resources owned by hospitals. Nurses play an important role because they are

directly involved with patients and the role of a nurse in providing services will determine

the quality of service (Haji, Madiistriyatno, Widayati, & Usman, 2021; Madiistriyatno &

Setiawan, 2021), if the nurse lacks or even has low immunity, then health services will

not be optimal. Hospitals must utilize the resources they have to overcome the health

problems faced by society today, namely by paying attention to their medical personnel.

(Watung, Kawet, & Saerang, 2016) employee performance refers to employee

performance which is regulated based on standards or criteria set by an organization.

High employee performance can improve overall organizational performance

(Madiistriyatno, 2017). And vice versa, if employee performance is low, it will reduce the

performance of an organization or company (Madiistriyatno, 2015). (Kustomo &

Suwitho, 2018) employee performance is the result of work achieved by individuals who

are adjusted to the role or task of the individual in a company or organization within a

certain period, which is associated with a measure of value or a certain standard of the

company where the individual works (Madiistriyatno & Wahyuningsih, 2021).

(Fauzi & Khuzaini, 2019) work motivation is a willingness and encouragement

from within a person to achieve company goals without neglecting his ability to fulfill

needs (Pudjiati & Yusuf, 2021). Motivation and work experience are things that play an

important role in increasing work effectiveness. Because people who have motivation

will try their best so that their work can be as successful as possible, will form an increase

in work productivity. (Haya & YPE, 2020) the work environment is one that affects

employee performance (Bonnario, Madiistriyatno, & Zulfikar, 2021), because a

comfortable and safe work environment can develop employee creativity and good

cooperation between employees. A comfortable work environment can make them

calmer, more effective, diligent and serious in dealing with their duties (Pratama &

Supriyatin, 2020) compensation is a problem that often occurs in small and large

companies. The amount of compensation given to employees can reflect an employee's

work given to an organization or company (Madiistriyatno & Sofianto, 2021).

According (Nginayati, 2019) the existence of a good compensation system in a

company is expected to improve the performance of employees. If the company provides

additional compensation to employees, then employees tend to try to improve their

performance. This study will look at the impact of employees in doing work during the

Eduvest – Journal of Universal Studies

Volume 1 Number 11, November 2021

1270 http://eduvest.greenvest.co.id

current pandemic, of course there is a gap in carrying out their performance from the

aspect of motivation, work environment and compensation obtained in the workplace. job

improvement efforts.

RESEARCH METHOD

In a study, the selected population has a close relationship with the problem

under study. The population in this study were all non-medical employees of the Regional

Hospital in Balikpapan, amounting to 138 employees. Sampling was used with saturated

sampling with the census method as many as 138 respondents. Data analysis carried out

by researchers was carried out with the help of the SPSS program as a tool to regress the

formulated model. The analytical model used in this study is in the form of Multiple

Linear Regression. This model is used to determine the effect of the independent variable

on the dependent variable, in this case it includes the independent variable on the

dependent variable. The specified multiple linear regression equation is as follows:

Y = a + b1X1 + b2X2 + b3X3 + ei

Where :

Y = Employee Performance

X1 = Compensation Variable

X2 = Discipline Variable

X3 = Motivation Variable

a = Constant

b1b2b3 = Regression Coefficient

ei = Interference Parameter

RESULT AND DISCUSSION

This hospital was established to meet the community's need for referral health

services in the era of social health insurance. In 2007 a Feasibility Study was made which

was carried out by Bappeda. and continued with the making of a hospital master plan and

UKL-UPL in 2008 which was carried out by the Balikpapan City Health Office. In 2009

a Detailed Engineering Design (DED) was made which was carried out by the Public

Works Department. The development process was carried out in a multi-year manner,

starting from 2012 to 2014. Construction of the Balikpapan Regional Hospital, which is

located on Jalan Mayjend. Sutoyo (Mount Malang) Gunung Sari Ulu Village, Central

Balikpapan District. Through Regional Regulation Number 7 of 2014 it was determined

to be a Class C Hospital whose inauguration on February 10, 2015 coincided with the

118th anniversary of Balikpapan City. The Balikpapan Regional Hospital is located as a

Regional Work Unit for the Balikpapan City government in the field of public health

services. In 2015 the Mayor of Balikpapan Decree No. 188.45-67/2015 Regarding the

Determination of the Balikpapan Regional General Hospital as a hospital that implements

the Financial Management Pattern of the Regional Public Service Agency in stages. Then

in 2016 the Mayor of Balikpapan Decree Number 188.45-426/2016 was issued regarding

the designation of the Balikpapan Regional Hospital as a hospital that fully implements

the Financial Management Pattern of the Regional Public Service Agency. Based on the

research data, the frequency distribution of the respondents' last education is seen as

follows:

Didik Hadiyatno, Tutik Yuliani, Pudjiati

Employee Work Motivation in Maintaining the Performance of Balikpapan Regional

Hospital Nurses during the Covid-19 Pandemic 1271

Table 2 Multiple Linear Regression Analysis

Respondent's Last Education

Total

Percentage (%)

2,9%

SMP

3,6%

SMA/SMK

68,8%

D1/D2/D3

10,8%

12,3%

1,4%

Total

138

100%

Source: Primary data 2021H

Based on the results presented in table 1, it can be explained that of the 138

respondents, 4 people (2.9%) have elementary education, 5 people have junior high

school education, 95 people have high school education, 15 people have D1/D2/D3, 17

people have 12 education. ,3% and 2 people have a master's degree.

Multiple Linear Regression Analysis

Multiple linear regression test was conducted to determine how much influence

the variables Compensation (X1), Discipline (X2) and Motivation (X3) on Employee

Performance (Y) at the Balikpapan Regional Hospital. From these results, a linear

equation can be made which will later explain the effect of these independent variables on

the dependent variable. Based on these equations, it can also be seen that the constants of

each variable explain the relationship between the variables. The results of the analysis

are contained in the table as follows:

Indicator

Unstandardized

Standardized

Coefficient

Sig

Correlation

Std.

Error

Beta

Partial

Part

Constant

1,409

0,315

4,480

0,000

Compensation

0,034

0,065

0,040

0,521

0,603

0,045

0,034

Discipline

0,186

0.084

0,172

2,222

0,028

0,188

0,146

Motivation

0,493

0,070

0,536

7,066

0,000

0,521

0,464

R = 0,650

F Count = 32.648

R Square = 0,422

F Table = 2,67

Adjusted R Square = 0,409

T Table = 1,977

Durbin Watson = 1,983

Sig. t = 0,05

Source: Primary data 2021H

The results of the Multiple Linear Regression analysis obtained are as follows:

Y = 1.409 + 0.034 X1 + 0.186 X2 + 0.493 X3

Based on the results of the multiple linear regression equation above, it can be

interpreted as follows:

The constant coefficient value of 1.409 indicates if the value of the Compensation

(X1), Discipline (X2), and Motivation (X3) variable has a constant value or zero, then the

Employee Performance variable (Y) at the Balikpapan Regional Hospital is 1.409.

Meanwhile, based on statistical analysis, the value of the regression coefficient is

described as follows: The relationship between compensation variable (X1) on employee

performance (Y) at the Balikpapan Regional Hospital is shown in the regression

Eduvest – Journal of Universal Studies

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coefficient value of 0.034 which is positive with a significant value of 0.603 <0.05 and

can also be seen from tcount < t ttable, namely 0.521 < 1.977, it means that compensation

(X1) has a positive but not significant effect on employee performance (Y). positive with

a significant value of 0.028 <0.05 and can also be seen from tcount > ttable which is

2.222 > 1.977, meaning that Discipline (X2) has a positive and significant effect on

Employee Performance (Y). Balikpapan Regional Hospital is shown in the regression

coefficient value of 0.493 which is positive with a sig . value the significance is 0.000

<0.05 and can also be seen from tcount > ttable which is 7.066 > 1.977 which means that

motivation (X3) has a positive and significant effect on employee performance (Y).

Discussion

The F test (Simultaneous Test) was conducted to see the effect of the independent

variables (Compensation, Discipline, Motivation) on the dependent variable (Employee

Performance) together. Shown by comparing the value of fcount with the value of ftable.

ftable = f(k;n-k) = f(3;135) = 2.67. From the results of these calculations, the

ftable value is 2.67 with a fcount value of 32.648.

Furthermore, to determine H0 and Ha can be accepted or not, it can be done by

determining the significant level of 5% (0.05). Comparing the significant level (α = 0.05)

with the significant level of F which is known directly using the SPSS program with the

following criteria: A significant value of F < 0.05 means that H0 is rejected and Ha is

accepted, this means that all independent variables are simultaneously and significantly

affect the dependent variable. F value > 0.05 means H0 is accepted and H1 is rejected,

this means that all independent variables simultaneously and significantly affect the

dependent variable. Based on the comparison between the values of sig. F < 0.05 if seen

from table 2 then H1 is accepted because 0.000 < 0.05.

Based on this, it means that there is a joint influence between Compensation,

Discipline, and Motivation on Employee Performance at the Balikpapan Regional

Hospital which has been proven true and can be accepted. The t statistical test basically

shows how far the influence of one explanatory variable is. or independent individually in

explaining the variation of the dependent variable. The test uses a significance level of

0.05 (α = 5%). = 1.977. Based on the results of hypothesis testing, compensation,

discipline, and motivation variables have an influence on employee performance. From

the results of the analysis and discussion, it can be concluded that compensation,

discipline, motivation together affect employee performance at the Balikpapan Regional

Hospital.

This is in accordance with research conducted (Tindow, Mekel, & Sendow,

2014) entitled “Work Discipline, Motivation and Compensation Effect on Employee

Performance at Pt. Bank Sulut Calaca Branch "shows that work discipline, motivation

and compensation can improve employee performance, this can help companies achieve

company goals or targets

Effect of Compensation (X1) on Employee Performance (Y) at the Regional

Hospital of Balikpapan with partial results with significant testing tcount = 0.603 < ttable

= 1.977 at sig 0.603 <0.05 with a partial correlation coefficient value of 0.034 (3.4%)

which means that the Compensation variable (X1) has no effect on Employee

Performance (Y) at the Balikpapan Regional Hospital. The facilities provided by the

company have not been felt to be fair to employees and are not in accordance with what

employees expect at the Balikpapan Regional Hospital. Indicators of this discipline

variable consist of salary, incentives, allowances and facilities. This is in accordance with

research conducted by (Katidjan, Pawirosumarto, & Isnaryadi, 2017) entitled "The

Influence of Compensation, Career Development and Communication on Employee

Didik Hadiyatno, Tutik Yuliani, Pudjiati

Employee Work Motivation in Maintaining the Performance of Balikpapan Regional

Hospital Nurses during the Covid-19 Pandemic 1273

Performance". Compensation for employees is a source of motivation for employees but

may not necessarily affect the level of employee performance due to different levels of

employee motivation preferences.

The effect of Discipline (X2) on Employee Performance (Y) at the Regional

Hospital of Balikpapan with partial results with significant testing tcount = 2.222 > ttable

= 1.977 at sig 0.028 <0.05 with a partial correlation coefficient value of 0.186 (18.6%)

which means that the Discipline variable (X2) is proven to have an influence on

Employee Performance (Y) at the Balikpapan Regional Hospital.

It means that the second hypothesis: that there is an influence of work motivation

on employee performance at the Balikpapan Regional Hospital is proven true and can be

accepted. The results of this study indicate that discipline has a positive and significant

effect on employee performance at the Balikpapan Regional Hospital. This shows that

high work discipline can improve employee performance. The indicators of this discipline

variable consist of obeying the rules of time, obeying company regulations, obeying the

rules of behavior and obeying other regulations in the company.

This is in accordance with research conducted by (Pudjiati & Yusuf, 2021)

entitled "The Influence of Organizational Culture, Work Discipline, and Employee

Performance of PT PLN (Persero) UP3 Balikpapan." stated that Work Discipline affects

the performance of employees of PT PLN (Persero) UP3 Balikpapan.

The Effect of Motivation (X3) on Employee Performance (Y) Balikpapan

Regional Hospital with partial results with significant testing t-count = 7.066 > ttable =

1.977 at sig 0.000 <0.05 with a partial correlation coefficient value of 0.493 (49.3%)

which means that the Motivation variable (X3) is proven to have an influence on

Employee Performance (Y) at the Balikpapan Regional Hospital .

It means that the third hypothesis: that there is an influence of motivation on

employee performance at the Balikpapan Regional Hospital is proven true and can be

accepted. The results of this study indicate that motivation has a positive and significant

effect on employee performance at the Balikpapan Regional Hospital. Work motivation is

very influential on employee performance, this shows that the higher a person's

motivation, the better his performance and vice versa if someone's motivation is low, his

performance will also decrease. The indicators of this motivational variable consist of

physiological needs, safety needs, social needs, esteem-needs and self-actualization

needs.

This is in accordance with research conducted by (Gultom, 2015) entitled "The

influence of corporate organizational culture and motivation on employee performance at

PT. Perusahaan Gas Negara (Persero) Tbk Medan” states that motivation has a significant

effect on employee performance. Thus, if employee motivation is greater in a company, it

can improve employee performance in the company

Based on the results of the partial test, it was found that the motivation variable

(X3) is the most dominant variable, seen from the tcount which is the largest 7.066 with a

significance value of 0.000 and has a regression coefficient of 0.493. Thus the fifth

hypothesis is proven true and can be accepted.

CONCLUSION

Based on the results of the analysis and discussion in this study, the authors can

make a conclusion as the final result of this study are as follows: Compensation (X1),

Discipline (X2), Motivation (X3) together have a simultaneous effect on Employee

Performance at Regional Hospitals Balikpapan. Compensation (X1) has no significant

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effect on employee performance at the Balikpapan Regional Hospital. Discipline (X2) has

a significant effect on employee performance at the Balikpapan Regional Hospital.

Motivation (X3) has a significant effect on employee performance at the Balikpapan

Regional Hospital. Motivation (X3) has the most dominant effect among the other

dependent variables.

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