The Influence of Individual and Organizational Characteristics on the Performance of P2P Officers in the DHF Program in the Lhokseumawe City Health Office in 2009
Background of the Study
The Province of Nanggroe Aceh Darussalam experienced a significant outbreak of dengue hemorrhagic fever (DHF) in 2006, with a case fatality rate (CFR) of 4.72%. In the city of Lhokseumawe, the number of DHF cases was recorded at 250 with a CFR of 2.4%. This figure shows that public health problems due to DHF became serious, especially when in 2007 the number of cases was recorded at 251 with a CFR of 1.6%, and jumped again to 500 cases in 2008 with a CFR of 0.6%. With this background, this study aims to analyze more deeply about the influence of individual characteristics, such as education, training, and working periods, as well as organizational characteristics, such as resources, leadership, and rewards, on the performance of DBD P2P program officers in Lhokseumawe City in 2009.
Methodology
This study uses a cross-sectional design and involves 31 officers who handle the DHF P2P program as research subjects. The data obtained were analyzed using multiple regression tests with a significance level α = 0.05. The results showed that there was a statistical significant effect of individual characteristics variables, such as education and training, as well as organizational characteristics including leadership and rewards, on the performance of P2P DBD program officers (P <0.05). The analysis shows that the contribution of the effect of independent variables on performance is 36.2%. Among all of these variables, rewards are proven to be the most dominant variables that affect performance, with β coefficient of 0.559.
Results and Discussion
The results of this study highlight the importance of individual characteristics, such as education and training, in improving the performance of health workers. Good education and appropriate training can provide the knowledge and skills needed to handle DHF programs effectively. In addition, organizational characteristics such as good leadership and fair reward systems also contribute significantly to performance. The study also found that rewards are the most dominant variable that affects performance, with a β coefficient of 0.559. This suggests that a fair and equitable reward system is essential in motivating and retaining health workers.
Implications of the Study
The findings of this study have several implications for the Lhokseumawe City Health Office and the Lhokseumawe City Government. Firstly, the study highlights the importance of regular technical guidance and training for health workers to improve their performance. Secondly, the study recommends that the Lhokseumawe City Government formulates a policy that supports the equalization of incentives for DHF P2P officers. This policy is important to increase the motivation and welfare of officers, so that they can be more optimal in carrying out their duties in the field. With the right steps, it is expected that the handling of DHF in Lhokseumawe can run more effectively and DHF cases can be minimized in the future.
Conclusion
In conclusion, this study provides valuable insights into the influence of individual and organizational characteristics on the performance of P2P officers in the DHF program in the Lhokseumawe City Health Office in 2009. The study highlights the importance of education and training, good leadership, and fair reward systems in improving the performance of health workers. The study also recommends that the Lhokseumawe City Government formulates a policy that supports the equalization of incentives for DHF P2P officers. With the right steps, it is expected that the handling of DHF in Lhokseumawe can run more effectively and DHF cases can be minimized in the future.
Recommendations
Based on the findings of this study, the following recommendations are made:
The Lhokseumawe City Health Office should provide regular technical guidance and training for health workers to improve their performance.
The Lhokseumawe City Government should formulate a policy that supports the equalization of incentives for DHF P2P officers.
The Lhokseumawe City Government should increase the motivation and welfare of officers by providing fair and equitable reward systems.
The Lhokseumawe City Health Office should evaluate the performance of health workers regularly to identify areas for improvement.
Limitations of the Study
This study has several limitations that should be noted. Firstly, the study only involved 31 officers who handle the DHF P2P program as research subjects. Secondly, the study only analyzed the influence of individual and organizational characteristics on the performance of P2P officers in the DHF program in the Lhokseumawe City Health Office in 2009. Therefore, the findings of this study may not be generalizable to other settings or populations.
Future Research Directions
This study provides several directions for future research. Firstly, future studies should investigate the influence of other individual and organizational characteristics on the performance of P2P officers in the DHF program. Secondly, future studies should examine the effectiveness of different training and guidance programs in improving the performance of health workers. Finally, future studies should investigate the impact of policy interventions on the performance of P2P officers in the DHF program.Frequently Asked Questions (FAQs) about the Influence of Individual and Organizational Characteristics on the Performance of P2P Officers in the DHF Program
Q: What is the main objective of this study?
A: The main objective of this study is to analyze the influence of individual and organizational characteristics on the performance of P2P officers in the DHF program in the Lhokseumawe City Health Office in 2009.
Q: What are the individual characteristics that were studied?
A: The individual characteristics that were studied include education, training, and working periods.
Q: What are the organizational characteristics that were studied?
A: The organizational characteristics that were studied include resources, leadership, and rewards.
Q: What was the significance level used in the study?
A: The significance level used in the study was α = 0.05.
Q: What was the contribution of the effect of independent variables on performance?
A: The contribution of the effect of independent variables on performance was 36.2%.
Q: Which variable was found to be the most dominant in affecting performance?
A: Rewards were found to be the most dominant variable in affecting performance, with a β coefficient of 0.559.
Q: What are the implications of the study for the Lhokseumawe City Health Office?
A: The study highlights the importance of regular technical guidance and training for health workers to improve their performance.
Q: What are the implications of the study for the Lhokseumawe City Government?
A: The study recommends that the Lhokseumawe City Government formulates a policy that supports the equalization of incentives for DHF P2P officers.
Q: What are the limitations of the study?
A: The study only involved 31 officers who handle the DHF P2P program as research subjects, and the study only analyzed the influence of individual and organizational characteristics on the performance of P2P officers in the DHF program in the Lhokseumawe City Health Office in 2009.
Q: What are the future research directions based on the study?
A: Future studies should investigate the influence of other individual and organizational characteristics on the performance of P2P officers in the DHF program, examine the effectiveness of different training and guidance programs in improving the performance of health workers, and investigate the impact of policy interventions on the performance of P2P officers in the DHF program.
Q: What are the recommendations based on the study?
A: The recommendations based on the study are:
The Lhokseumawe City Health Office should provide regular technical guidance and training for health workers to improve their performance.
The Lhokseumawe City Government should formulate a policy that supports the equalization of incentives for DHF P2P officers.
The Lhokseumawe City Government should increase the motivation and welfare of officers by providing fair and equitable reward systems.
The Lhokseumawe City Health Office should evaluate the performance of health workers regularly to identify areas for improvement.
Q: What are the potential applications of the study?
A: The potential applications of the study are:
Improving the performance of health workers in the DHF program.
Developing effective training and guidance programs for health workers.
Formulating policies that support the equalization of incentives for DHF P2P officers.
Evaluating the performance of health workers regularly to identify areas for improvement.