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Kinerja pegawai merupakan hasil kerja secara kualitas dan kuantitas yang dicapai oleh seseorang karyawan dalam melaksanakan tugasnya sesuai dengan tanggung jawab yang diberikan kepadanya. Cara untuk meningkatkan kinerja seorang pegawai dengan mengukur motivasinya baik dari segi instrinsik maupun ekstrinsik. Tujuan penelitian ini adalah untuk mengetahui hubungan motivas,i meliputi: pengembangan individu, tanggung jawab, pengakuan, kebijakan perusahaan, supervisi, gaji, hubungan antarpribadi, dan kondisi kerja dengan kinerja pegawai nonmedis di Direktorat Umum, SDM, dan Pendidikan RSUP Fatmawati Jakarta. Penelitian ini merupakan penelitian kuantitatif dengan desain studi Cross Sectional. Populasi pegawai nonmedis sebanyak 181 orang. Penentuan sampel menggunakan teknik sampling. Jumlah sampel dalam penelitian sebanyak 181orang. Instrumen yang digunakan adalah kuesioner, cara pengumpulan data pengisian angket diisi sendiri oleh responden. Uji statistik yang digunakan untuk menganalisis hubungan antar variabel menggunakan chi- square. Hasil univarit menunjukkan bahwa responden yang memiliki kinerja baik (51,2%), pengembangan individu sesuai (68,5%), tanggung jawab baik (69,6%), pengakuan baik (54,8%), kebijakan perusahaan sesuai (76,2%), supervisi sesuai (57,7%), gaji sesuai (54,2%), hubungan antarpribadi baik (67,9%), dan kondisi kerja baik (53,5%). Hasil penelitian menunjukkan bahwa ada hubungan yang signifikan antara sub variabel pengembangan (p=0,011), tanggung jawab (p=0,004), supervisi (p=0,032), kondisi kerja (p=0,047) dengan kinerja pegawai non medis di Direktorat Umum, SDM, dan Pendidikan Rumah Sakit Umum Pusat Fatmawati Jakarta. Hasil menunjukkan bahwa tidak ada hubungan antara pengakuan (p=0,172), kebijakan perusahaan (p=0,724), gaji (p=0,776), hubungan antar pribadi (p= 0,299) dengan kinerja pegawai non medis di Direktorat Umum, SDM, dan Pendidikan Rumah RSUP Jakarta. Saran bagi RSUP Fatmawati adalah tetap memberi inspirasi dan motivasi agar pegawai dapat menyenangi tugasnya sehingga kinerja mereka dapat meningkat.
ABSTRACT
Employee performance was a result of worked in the quality and quantity achieved by someone who has duties in accordance with the responsibilities of given to him. Ways to improved performance of an employee by measured the motivation both in terms of intrinsic or extrinsic. This study aimed to determined the relationship of motivation include: individual development, responsibilities, recognition, company policies, supervision, interpersonal relationships, salaries, worked conditions, and employee performance with non-medical officer of the general directorate, human resource, and education in Fatmawati Government General Hospital. This research was quantitative with Cross-sectional design. The population of this study was 181 peoples. Sample determination used sampling techniques with a total sample as many as 181 peoples. The instruments used questionnaire and collected data filled by the respondent. Chi-square test used to analyze the relationship between variables. The univariat results showed that respondent have a good performance (51,2%), Individual development is in compliance (68,5%), have a good responsibilities (69,6%), have a good recognition (54,8%), company policies is in compliance (76,2%), supervision is in compliance (57,7%), salaries is in compliance (54,2%), have a good interpersonal relationships (67,9%), and have a good work condition(53,5%). The bivariat results showed there was significant correlated between variable sub development (p=0,011), responsibilities(p=0,004), supervision, (p=0,032), work condition (p=0,047). There was no significant correlated between variable sub recognition (p=0,032), company policies (p=0,724), salaries (p=0,776), and interpersonal relationships (p= 0,299) with non-medical officer of the general directorate, human resource, and education in Fatmawati Government General Hospital. Advice for Fatmawati Government General Hospital to inspired and motivated the employees that can have passion for their job so can be improved their performance.