Background
Job performance is an
extremely important criterion that relates to organizational outcomes and
success. Its like a key of success when an organization (especially for top
management) can make a person (especially for employee) get work properly to
reach goals set by the organization. Job performance is important because if we
refers to the level of success in implementing the tasks and the ability to
achieve its intended purpose. Otherwise good and successful performance is when
the desired goal can be achieved carefully (Donnelly, et. al, 1994).
The organization expects
their employees to have good performance and do each job responsibility fit
with work role. Standard of job performance refers to the extent to which a
management employee fulfills organizational prescribed work role expectations
(Katz & Kahn, 1966). Job performance refers to three essential components,
that will influence the organization there are objectives,
measures, and assessment. These
objectives will provide direction and influence
employee behavior expected by the organization. A job determination
is not enough, because
it is needed a
measures, whether an employee have
achieved the expected
performance. To measure
the quantitative and
qualitative performance standards
for each personnel task and personnel job profession
play an important role.
Commonly, job performance
is hard to keep because employees intend to have a high job stress if they do
the same activity in a long period. It is happened and felt by almost all
employees in various job profession and various organizations. A hospital as
public health service facility, they have doctors, nurses, and midwifes with
different responsibilities of each which sometimes feel stress and result in
decrease performance.
Hospital as one of public
health service has changed from social unit become social economic unit. So it
needs effective and efficient Human Resource Management without ignoring
objective and function of hospital as a health service for societies.
The existence of hospital
is an absolute important place for public health service, nevertheless
management in a hospital needs realize that quality service offered must meet customer
value (satisfying costumer need).
If the human resources
/ employees were satisfy with their work and appropriate with
vision of organization, it would increase job performance, so that the patients
would deserve good service and the patient would feel
satisfied. Statement is supported by a study conducted by Umar
Afiff (1998) at
a hospital in Bandung,
West Java, among
others, reveals that there is
a significant association between employee
satisfaction and job performance with
patient satisfaction.
Thus, the employee
satisfactions are one crucial factor to develop hospital service.
Therefore, hospital management should
have maintained and improved the
employee satisfaction. For instance, management in Hospital of Cilacap
Regency indicated that there was job dissatisfaction on the employees. Most of
the reasons of dissatisfaction are the employees felt uncomfortable about the remuneration package and day-off available, it needs
a measurement and test continuously about that indication to improve employee
satisfaction.
The employee satisfaction was come from the appropriate
employee with the job fit they take. Taking the wrong job would make
dissatisfaction of employee and bad for the organization. When management
recruited and selected, they should have give job description and elaborate the
background of organization in order the applicants have a realistic picture of
the job and organization, so that they could make consideration of their
capability and what they want.
One of the most important factors for increasing job performance is making the employee
satisfy with their job performance. The satisfaction of employee come from
person job-fit and person organization fit. This research would investigate the
factors that influence job performance.
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