Motivation and compensation

Oct 13, 2025 by pinkandtrash.com 76 views

Organizational Cultural Relationship with Work Productivity of Implementing Nurses in Medan City Hospital

Introduction

Organizational culture plays a vital role in every hospital, serving as an identity and a guideline for nurses. A positive relationship between organizational culture and increasing work productivity of nurses has a significant impact on hospitals. Strong organizational culture can encourage nurses to be more productive, leading to better patient care and outcomes. This study aims to reveal the relationship between organizational culture (involvement, consistency, adjustment, and mission) with the work productivity of the implementing nurse at the Medan City Hospital.

Background

The Medan City Hospital is a prominent healthcare institution in Medan, Indonesia, providing quality medical services to the community. The hospital has a large team of implementing nurses who play a crucial role in delivering patient care. However, the work productivity of these nurses can be affected by various factors, including organizational culture. This study seeks to investigate the relationship between organizational culture and work productivity of implementing nurses in the Medan City Hospital.

Methodology

This study uses a descriptive correlational method with sampling techniques SMple Random Sampling involving 160 implementing nurses. Data were analyzed using the pearson product moment. The study aims to reveal the relationship between organizational culture (involvement, consistency, adjustment, and mission) with the work productivity of the implementing nurse.

Results

The results of research at H. Adam Malik Hospital showed a positive and significant correlation between organizational culture (involvement, adjustment, and mission) with the work productivity of the implementing nurse. However, no significant relationship was found between organizational culture (consistency) and nurse work productivity. On the other hand, the results of research at RSUD Dr. Pirngadi Medan shows the absence of a significant relationship between organizational culture (involvement, adjustment, and mission) with the work productivity of the implementing nurse. However, a positive and significant correlation was found between organizational culture (consistency) and nurse work productivity.

Discussion

The findings of this study show that a strong organizational culture can increase the work productivity of the implementing nurse. However, the results also indicate that other factors besides organizational culture can affect nurse work productivity. These factors can include:

Motivation and compensation: A fair and transparent compensation and compensation system can increase nurses' motivation and productivity.
Workload: Excessive workload can reduce productivity and trigger fatigue.
Management Support: Supportive management and providing adequate training can improve the performance of nurses.

Recommendations

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

RSUP H. Adam Malik:
- Involves the implementing nurse in nursing-related policy making.
- Provide motivation to nurses to always provide the best service for patients.
- Re-emphasize the vision and mission of the hospital as a guide in providing services and policy making.
- Adjust the policy to the regulations in force in the hospital.
RSUD dr. Pirngadi Medan:
- Improve coordination between teams and other departments in the hospital.

Conclusion

This study shows that organizational culture has a significant influence on the work productivity of implementing nurses. However, other factors also play an important role in determining productivity. Therefore, it is essential for hospital management to create a strong organizational culture, provide adequate support, and pay attention to other factors that can affect nurse work productivity.

Limitations

This study has several limitations, including:

Sample size: The sample size of this study is relatively small, which may limit the generalizability of the findings.
Measurement tools: The study used a self-report questionnaire to measure organizational culture and work productivity, which may be subject to biases and limitations.

Future Research Directions

Future research should aim to:

Investigate the relationship between organizational culture and work productivity in other healthcare settings.
Explore the impact of other factors, such as motivation and compensation, on nurse work productivity.
Develop and test interventions to improve organizational culture and nurse work productivity.

References

[List of references cited in the study]

Appendices

[Appendices, including additional tables and figures, are included in the study]
Frequently Asked Questions (FAQs) about Organizational Culture and Work Productivity of Implementing Nurses

Q: What is organizational culture, and how does it affect work productivity?

A: Organizational culture refers to the set of values, norms, and beliefs that shape the behavior and attitudes of employees within an organization. A positive organizational culture can increase work productivity by motivating employees, improving communication, and fostering a sense of teamwork and collaboration.

Q: What are the key components of organizational culture that affect work productivity?

A: The key components of organizational culture that affect work productivity include:

Involvement: The extent to which employees are involved in decision-making and policy-making processes.
Consistency: The extent to which employees are consistent in their behavior and actions.
Adjustment: The extent to which employees are able to adapt to changing circumstances and priorities.
Mission: The extent to which employees are committed to the organization's mission and values.

Q: What are the benefits of a positive organizational culture for implementing nurses?

A: A positive organizational culture can benefit implementing nurses in several ways, including:

Improved job satisfaction: A positive organizational culture can lead to increased job satisfaction and reduced turnover rates.
Increased motivation: A positive organizational culture can motivate nurses to provide high-quality care and improve patient outcomes.
Better communication: A positive organizational culture can improve communication between nurses, doctors, and other healthcare professionals.
Reduced stress: A positive organizational culture can reduce stress and burnout among nurses.

Q: What are some strategies for improving organizational culture and work productivity?

A: Some strategies for improving organizational culture and work productivity include:

Leadership development: Developing leaders who can model and promote a positive organizational culture.
Employee engagement: Engaging employees in decision-making and policy-making processes.
Communication: Improving communication between employees, managers, and other stakeholders.
Recognition and rewards: Recognizing and rewarding employees for their contributions and achievements.

Q: What are some challenges to improving organizational culture and work productivity?

A: Some challenges to improving organizational culture and work productivity include:

Resistance to change: Employees may resist changes to the organizational culture and work processes.
Lack of resources: Organizations may lack the resources and budget to implement changes to the organizational culture and work processes.
Competing priorities: Organizations may have competing priorities and may not be able to devote sufficient resources to improving organizational culture and work productivity.

Q: What are some best practices for measuring and evaluating organizational culture and work productivity?

A: Some best practices for measuring and evaluating organizational culture and work productivity include:

Surveys and questionnaires: Using surveys and questionnaires to measure employee attitudes and perceptions.
Performance metrics: Using performance metrics to measure productivity and quality of care.
Focus groups and interviews: Conducting focus groups and interviews to gather qualitative data and insights.
Benchmarking: Benchmarking against other organizations to identify best practices and areas for improvement.

Q: What are some future directions for research on organizational culture and work productivity?

A: Some future directions for research on organizational culture and work productivity include:

Investigating the impact of organizational culture on patient outcomes: Researching the impact of organizational culture on patient outcomes and quality of care.
Exploring the role of leadership in shaping organizational culture: Researching the role of leadership in shaping organizational culture and work productivity.
Developing and testing interventions to improve organizational culture and work productivity: Developing and testing interventions to improve organizational culture and work productivity.
Investigating the impact of technology on organizational culture and work productivity: Researching the impact of technology on organizational culture and work productivity.