Title: THE INFLUENCE OF EDUCATION AND TRAINING AND WORK MOTIVATION OF OFFICER ON PUBLIC SERVICES AT COMMUNITY HEALTH CENTERS IN ROKAN HILIR DISTRICT, RIAU PROVINCE
Author: INDRA PUTRAYANA
Item Type : Thesis (Thesis)
Affiliations: Master of Management Study Program, Faculty of Economics and Business, Universitas Airlangga , Surabaya, Indonesia
Publisher: Universitas Airlangga
Abstract
Human resource development is an effective way for organizations to improve their services. In this regard, several opinions have been expressed that human resources in organizations are a source of sustainable competitive advantage. To increase employees' ability to be productive effectively and efficiently, it is necessary to increase education and provide training. So, by increasing employee capabilities, it is hoped that employee productivity can be increased optimally, which in the end will really help the organization in achieving its goals in accordance with the organization's vision and mission. Organizational policies must be able to provide motivation to each member or group so that they can make a full contribution to the organization. In addition, each member of the organization is expected to be fully responsible for the duties and functions that have been delegated to him. A good organization must always make continuous improvements to the quality of its output. Puskesmas as an organization that produces output in the form of services must always improve the quality of its services to the public effectively. Good service will place the health center in a positive image in the community. And this will of course be a strength that the Community Health Center has to win the tight competition. Based on observations both directly in the field and based on secondary data, it can be seen that in the 2002-2004 period, the performance of the Community Health Center (PUSKESMAS) in Rokan Hilir Regency did not show any improvement. In fact, in general it can be concluded that the quality of service at the Community Health Center in Rokan Hilir Regency is very far below good service quality standards. There are many complaints from the public who are dissatisfied with services, such as slow service, carelessness from officials, and unprofessional service. This low quality of service is caused by educational and training backgrounds that are still not in accordance with the qualifications of reliable and competent human resources. This is in addition to the fact that the work motivation of the officers does not fully support the implementation of their duties or they have not carried out their service functions well. This causes the prospect of public services to tend to be ineffective and inefficient, which further impacts the implementation of good work. This research aims to analyze the influence of education and training as well as the work motivation of officials on the effectiveness of public services at the Community Health Center (Puskesmas) in Rokan Hilir Regency, Riau Province. This research was conducted for three months (1 October 2005 31 December 2005). The population in this study were all structural officials in 10 (ten) Community Health Centers (PUSKESMAS) in Rokan Hilir Regency, Riau Province in 2005. Because the population in this study was relatively small, the sample used in this study was long in size. The research population was 40 respondents. The instrument used in this research was a questionnaire. After the data required for the research is collected, then an analysis of the validity and reliability of the data is carried out. Invalid and unreliable data were discarded from the analysis, while valid and reliable data were used for further analysis. Before testing the hypothesis, a classic test is first carried out to avoid data bias. The classic tests used are multicollinearity, heteroscedasticity and normality tests. Then a hypothesis test is carried out to answer the research hypothesis. From the results of statistical tests using SPSS 13 software, the following results were obtained: The results of testing the validity and reliability of the question items show that in the DIKLAT variable, all question items are valid and reliable. This means that all questions on the DIKLAT variable can be used as a proxy to measure the DIKLAT variable. The results of testing the validity and reliability of the question items on the MOTIVATION variable show that question item number 3 is invalid, so this question item cannot be used for hypothesis testing (must be excluded), while the other question items are valid and reliable. And the results of testing the validity and reliability of the questions on the SERVICE variable, show that question items no. 6, 7, and 8 are not valid and reliable, so these question items must be removed from the SERVICE variable, while the questions on the other SERVICE variables are valid and reliable. The classical test results show that the regression model formed is free from multicollinearity. This can be seen from the VIF value, which is 1.019 (smaller than 10). And the regression model is free from heteroscedasticity, this can be seen from the distribution of sample points on the graph resulting from the analysis (it does not form certain patterns). The results of normality testing show that the data used in this research tends to be abnormal. The results of the F test show that this research model is suitable for use because its significance is 0.000 (sig<0.05). This means that the variables TRAINING and MOTIVATION together have a significant effect on the SERVICE variable. So it can be concluded that alternative hypothesis 1 (one) is accepted (H1 is accepted). The results of the t test show that the MOTIVATION variable has a more significant effect than the DIKLAT variable. This can be seen in the significance value which is smaller than the DIKLAT variable (0.000 > 0.028). This means that the second alternative hypothesis is accepted (H2 is accepted). This can also be seen from the regression coefficient for the MOTIVATION variable which has a greater value than the DIKLAT variable. This means that the MOTIVATION variable has a more significant influence compared to the DIKLAT variable (0.871 > 0.604). The results of the R2 (R Square) calculation show a value of 0.389. This means that the dependent variable (SERVICE) can be explained by the independent variables (DIKLAT and MOTIVATION) amounting to 38.90%, while the rest is explained by other factors (social culture and work environment as well as factors not identified by the author).
Keywords: Community Health Center; TRAINING; MOTIVATION; SERVICE
Sources: http://repository.unair.ac.id/36374/
