The Relationship Of Rewarding With Work Motivation Of Honorary Nurses

Nursing as a science that continues to develop, both due to external pressure and because of internal pressure nursing. One of the problems faced by Indonesian nurses in the health service system is the low standard of reward which can have an impact on nurse performance. The purpose of this study was to determine the relationship of rewarding with work motivation of nurses in the Inpatient Room of H. Andi Sulthan Daeng Radja Hospital in Bulukumba Regency, with total sampling taking 48 respondents.This research is a quantitative study using an analytic observational design using a cross-sectional study approach. The results of bivariate fisher analysis showed that the value of the p-value was 0.028 p (<0.05). The value of 0.028 is below the alpha value (0.05), thus there is a relationship between giving rewards with work motivation of nurses.Then it was concluded that there was a relationship between rewarding and work motivation for honorary nurses in the inpatient room of H. Andi Sulthan Daeng Radja Hospital in Bulukumba Regency. Based on the results of the study it is expected to the Hospital to provide more appropriate rewards or awards to improve better nursing services.


INTRODUCTION
The quality of nursing services as an indicator of the quality of health services is one of the determinants of the image of health care institutions in the eyes of the community, so the performance and motivation of nurses are always encouraged to be improved.
This happens because nursing is the professional group with the highest number and is closest to the patient and his family. (Nursalam, 2014).
Minister of Health RI, dr. NafsiahMboi, Sp.A, MPH said that currently there are 220,575 nurses in Indonesia, with the majority of women. Based on the World Health Organization ratio the number of nurses in Indonesia is sufficient, but the problem that needs to be addressed is the distribution and quality of nurses. Therefore nurses should return pride to serve (pride to serve) in nurses (Ministry of Health RI, 2013 2015). In this study, the sample selection technique used by researchers is total sampling ie the entire population is sampled by researchers totaling 44 honorary nurses on duty in the inpatient room. The research instrument is a tool used by researchers to observe, measure or assess a phenomenon (Kelana, 2011).
The instrument used in this study was a questionnaire using a Likert scale to determine the relationship of reward giving with work motivation of honorary nurse nurses in the inpatient room of H. Andi Sulthan Hospital Daeng Radja Bulukumba Regency. Bivariate analysis is an analysis to find out the interaction of two variables, in the form of comparative, associative and correlative (Saryono and Anggraeni, 2013 and respondents with nursing education are 13 (62.5%).  The results of testing the hypothesis using the Fisher test showed a p value of 0.028, when compared with an α value of 0.05, the results were smaller (0.05 <0.028). This means that there is a significant relationship between rewarding with work motivation of nurses. Researchers assume that the higher the award or reward given to nurses in performing nursing services, the better the nursing services will be provided to patients. Because with the provision of sufficient rewards will meet the needs of nurses so that nurses whose needs are fulfilled will be motivated at work.

Based on research conducted in the inpatient room of H. Andi Sulthan Daeng Radja
Hospital in Bulukumba Regency it can be seen that the number of highly motivated nurses is 40 people (83.3%) and the number of nurses who have low motivation is 8 people (16.7%). From this study, it was found that the majority of respondents had high motivation and respondents who had low motivation, according to the researchers' assumptions this was due to lack of satisfaction at work caused by workplace This means that there is a significant relationship between rewarding with work motivation of nurses. The conclusion of the research shows that there is a relationship between service compensation and work motivation of nurses in the Manganitu Health Center in Sangihe District.
The ability to carry out tasks is a major element in assessing a person's performance. However, the task will not be finished well without the support of a will and motivation. If someone has done a good job, they will get satisfaction with the results achieved and challenges during the implementation process. This satisfaction https://doi.org/10.37362/jch.v1i2.229 can be created with a strategy to provide rigging, both in the form of physical, psychological and increased motivation. (Nursalam, 2012).
However, to grow the work motivation of each nurse, it is not as easy as expected. The problem is the leaders who encourage nurses to work vary and differ in ways from one another. This can be seen in one nursing unit, some nurses are diligent and diligent at work, are very productive, and have a high ability to complete tasks and responsibilities in providing nursing care. Conversely, some nurses are lazy, and lacking enthusiasm in working so that low work productivity. According to the researchers' assumptions, giving rewards is closely related to motivation. The higher the nurse's rewards, the higher the nurse's motivation at work to produce a good performance. Appropriate rewards in both financial and non-financial firms will encourage and motivate nurses to provide the best performance and produce optimal work productivity. Thus, when the Hospital wants good service for patients, the award given to honorary nurses must also be considered, so that nursing services provided by honorary nurses will be as desired.

CONCLUSIONS
There is a relationship between rewarding with work motivation of nurses in the inpatient room of H. Andi Sulthan Daeng Radja Hospital in Bulukumba Regency 1. For the Hospital to give rewards or more appropriate awards so as to improve better nursing services