Pengaruh Work to Family Conflict dan Kompensasi Terhadap Kinerja Perawat dengan Motivasi Kerja sebagai Variable Moderating di Rumah Sakit Umum Wulan Windi

Abstract

Operational activity of a hospital is aimed to optimize service quality which highly influenced by nurses' performance. The hospital management evaluates nurses' effective and efficient work regularly in order to maintain and increase service quality. Nurses' performance is one of the factors which influence competitiveness among hospitals. Some factors which directly influence nurses' performance are the level of work to family conflict, the amount of compensation, and work motivation. The objective of this research was to find out and to analyze the influence of work to family conflict and compensation on nurses' performance and on nurses with work motivation as moderating variable at Wulan Windi Hospital. The research used descriptive quantitative and explanatory research method. The population was 54 nurses at Wulan Windi Hospital, and 43 of them were used as the samples, taken by using purposive sampling technique. The number of samples was based on the criteria: the respondents had been married and had children. The data were gathered by conducting interviews, questionnaires, and documentary study. Interval scale was used for measuring scales and the data were analyzed by using multiple linear regression analysis, while residual test and interaction test were used for moderating variable. The result of the research, in the first hypothesis, showed that, partially, work to family co,iflict had negative but significant influence on nurses' performance. The result of the second hypothesis showed that, partially, compensation had positive and significant influence on nurses' performance. The result of the third hypothesis showed that work to family conflict and compensation had significant injluence on nurses' performance. The result of the fourth hypothesis showed that the variable of work motivation was not significant in moderating the correlation of work to family conflict and compensation with nurses' performance.