Relationship between Work Motivation and Performance of Civil Servants at the Pinrang Regency Health Office

Abstract

Pendahuluan: Motivasi kerja merupakan faktor penting yang mempengaruhi kinerja pegawai negeri sipil (PNS), terutama pada sektor pelayanan publik seperti Dinas Kesehatan Kabupaten Pinrang. Metode: Penelitian ini bertujuan untuk menganalisis hubungan antara motivasi kerja dengan kinerja pegawai negeri sipil, menggunakan pendekatan kuantitatif dan rancangan cross-sectional. Sebanyak 93 pegawai negeri sipil diambil secara total sampling, dan data dikumpulkan melalui kuesioner skala likert dan dianalisis menggunakan uji Chi-square. Hasil: Hasil penelitian menunjukkan adanya hubungan yang signifikan antara aspek gaji (p = 0,003), kondisi kerja (p = 0,026), keselamatan kerja (p = 0,001), dan solidaritas (p = 0,014) dengan kinerja pegawai, sedangkan kesejahteraan tidak menunjukkan hubungan yang signifikan (p = 0,127). Meskipun 59,1% pegawai tergolong berkinerja baik, masih terdapat 40,9% yang berkinerja kurang, menunjukkan pentingnya peningkatan motivasi kerja sebagai strategi peningkatan kinerja. Kesimpulan: Temuan ini menggarisbawahi perlunya perhatian terhadap kebutuhan dasar karyawan, baik fisiologis maupun sosial, untuk mendukung pencapaian target layanan kesehatan yang optimal.

Introduction: Work motivation is an important factor affecting the performance of civil servants (PNS), especially in the public service sector such as the Pinrang District Health Office. Method: This study aimed to analyze the relationship between work motivation and civil servant performance, using a quantitative approach and cross-sectional design. A total of 93 civil servants were taken by total sampling, and data were collected through a Likert scale questionnaire and analyzed using the Chi-square test. Results: The results showed a significant relationship between aspects of salary (p = 0.003), working conditions (p = 0.026), work safety (p = 0.001), and solidarity (p = 0.014) with employee performance, while welfare showed no significant relationship (p = 0.127). Although 59.1% of employees are classified as performing well, there are still 40.9% who are underperforming, indicating the importance of increasing work motivation as a performance improvement strategy. Conclusion: This finding underscores the need for attention to employees' basic needs, both physiological and social, to support the achievement of optimal health service targets.