Analisis Hubungan Budaya Organisasi, Motivasi Kerja dan Lingkungan Kerja dengan Kepuasan Kerja Tenaga Kesehatan di Rsud Pasaman Barat

Abstract

Kepuasan kerja tenaga kesehatan memengaruhi mutu layanan, retensi, dan kinerja rumah sakit. Penelitian ini bertujuan menganalisis hubungan budaya organisasi, motivasi kerja, dan lingkungan kerja dengan kepuasan kerja tenaga kesehatan di RSUD Pasaman Barat serta mengidentifikasi faktor paling dominan. Penelitian dilaksanakan 26 Agustus–11 September 2025. Metode yang digunakan adalah kuantitatif dengan desain potong lintang pada 185 responden yang dipilih secara proportional random sampling. Instrumen meliputi Job Satisfaction Survey (JSS), Denison Organizational Culture Survey (DOCS), Work Motivation Scale (WMS), dan Work Environment Scale–Short Form (WES-SF). Hasil menunjukkan lebih dari separuh responden memiliki kepuasan kerja rendah (53,5%), budaya organisasi lemah (50,3%), motivasi kerja rendah (51,9%), dan lingkungan kerja kurang baik (50,8%). Terdapat hubungan bermakna antara budaya organisasi (p=0,010), motivasi kerja (p=0,003), dan lingkungan kerja (p=0,016) dengan kepuasan kerja. Analisis multivariat menunjukkan motivasi kerja sebagai faktor paling dominan (OR=2,371), yang berarti tenaga kesehatan dengan motivasi tinggi berpeluang 2,3 kali lebih puas dibandingkan yang bermotivasi rendah. Disarankan manajemen rumah sakit memperkuat sistem penghargaan berbasis kinerja, mengintensifkan sosialisasi misi serta pelibatan staf, dan meningkatkan kualitas lingkungan kerja (fasilitas, sumber daya, serta partisipasi dalam pengambilan keputusan) melalui program pengembangan SDM berkelanjutan. Kata Kunci: budaya organisasi, kepuasan kerja, lingkungan kerja, motivasi kerja Abstract Job satisfaction among health workers influences service quality, retention, and hospital performance. This study aimed to analyze the relationship between organizational culture, work motivation, and work environment with job satisfaction among health workers at Pasaman Barat Regional Public Hospital, as well as to identify the most dominant factor. The study was conducted from August 26 to September 11, 2025. A quantitative method with a cross-sectional design was employed, involving 185 respondents selected through proportional random sampling. The instruments used included the Job Satisfaction Survey (JSS), Denison Organizational Culture Survey (DOCS), Work Motivation Scale (WMS), and Work Environment Scale–Short Form (WES-SF). The findings revealed that more than half of the respondents had low job satisfaction (53.5%), weak organizational culture (50.3%), low work motivation (51.9%), and a less favorable work environment (50.8%). Significant relationships were identified between organizational culture (p = 0.010), work motivation (p = 0.003), and work environment (p = 0.016) with job satisfaction. Multivariate analysis indicated that work motivation was the most dominant factor (OR = 2.371), suggesting that health workers with high motivation were 2.3 times more likely to experience job satisfaction compared to those with low motivation. It is recommended that hospital management strengthen performance-based reward systems, intensify the dissemination of mission and staff involvement, and improve the quality of the work environment (facilities, resources, and participation in decision-making) through sustainable human resource development programs. Keywords: job satisfaction, organizational culture, work environment, work motivation