PENGARUH BEBAN KERJA MELALUI STRES KERJA DAN KEPUASAN KERJA TERHADAP KINERJA PERAWAT DI RSUD BOLAANG MONGONDOW SELATAN

Abstrak

Penelitian ini bertujuan untuk menganalisis pengaruh beban kerja terhadap kinerja perawat di RSUD Bolaang Mongondow Selatan dengan stres kerja dan kepuasan kerja sebagai variabel mediator. Metode penelitian menggunakan pendekatan kuantitatif asosiatif dengan sampel 110 perawat yang dipilih melalui teknik total sampling. Data dikumpulkan melalui kuesioner dan dianalisis menggunakan SmartPLS versi 4 dengan metode Structural Equation Modeling (SEM). Hasil penelitian menunjukkan bahwa beban kerja berpengaruh signifikan terhadap stres kerja (p-value = 0.026) dan kepuasan kerja (p-value = 0.000). Stres kerja dan kepuasan kerja juga berpengaruh signifikan terhadap kinerja perawat (masing-masing p-value = 0.026 dan 0.000). Namun, beban kerja tidak berpengaruh langsung terhadap kinerja (p-value = 0.058). Kepuasan kerja terbukti memediasi hubungan beban kerja dan kinerja (p-value = 0.008), sedangkan stres kerja tidak (p-value = 0.100). Implikasi manajerial meliputi pengelolaan beban kerja yang seimbang, program manajemen stres, dan peningkatan kepuasan kerja melalui penghargaan dan pengembangan karier. Penelitian ini memberikan kontribusi teoritis dalam memahami mekanisme pengaruh beban kerja terhadap kinerja perawat serta praktis bagi manajemen rumah sakit dalam meningkatkan kualitas pelayanan kesehatan.

This study aims to analyze the effect of workload on nurse performance at Bolaang Mongondow Selatan Regional Hospital with work stress and job satisfaction as mediator variables. The research method uses an associative quantitative approach with a sample of 110 nurses selected through a total sampling technique. Data were collected through questionnaires and analyzed using SmartPLS version 4 with the Structural Equation Modeling (SEM) method. The results showed that workload had a significant effect on work stress (p-value = 0.026) and job satisfaction (p-value = 0.000). Work stress and job satisfaction also had a significant effect on nurse performance (p-value = 0.026 and 0.000, respectively). However, workload did not have a direct effect on performance (p-value = 0.058). Job satisfaction was shown to mediate the relationship between workload and performance (p-value = 0.008), while work stress did not (p-value = 0.100). Managerial implications include balanced workload management, stress management programs, and increasing job satisfaction through rewards and career development. This study provides theoretical contributions in understanding the mechanism of workload influence on nurse performance as well as practical for hospital management in improving the quality of health services.