The Relationship between System Capitation Services and Intrinsic Motivation to the Performance of Puskesmas Officers in Puskesmas Often Medan Tembung District
Introduction
The National Health Insurance (JKN) era has brought about significant changes in the way healthcare services are managed and delivered in Indonesia. One of the key changes is the introduction of capitation funds provided by BPJS to First Level Health Facilities (FKTP), including Puskesmas. This capitation fund management is regulated to ensure that at least 60% of the total funds are used for payment of services and 40% for operations. However, this new regulation has created additional tasks for Puskesmas in financial management and services, which can be a burden for their performance.
The Importance of Performance in Puskesmas
Performance in an organization is very dependent on all human resources involved. In the context of Puskesmas, Human Resources (HR) is a key element that can determine the achievement of health service goals. Therefore, it is essential to carry out good planning in an effort to improve the performance of the officers. Motivation also plays an important role in triggering inspiration, encouragement, and morale, so that a harmonious relationship is formed between employees and management. Thus, organizational goals can be achieved optimally.
The Role of Intrinsic Motivation in Performance
Intrinsic motivation is a crucial factor that can influence an individual's performance. It refers to the internal drive that motivates an individual to perform a task or achieve a goal. In the context of Puskesmas, intrinsic motivation can be influenced by various factors, such as work environment, managerial support, and incentives given to officers. A positive work environment, for instance, can enhance an individual's motivation to perform their duties effectively.
The Capitation Service System and Its Impact on Performance
The capitation service system is a payment system where healthcare providers are paid a fixed amount per patient for a specific period. This system is designed to encourage healthcare providers to deliver high-quality services while controlling costs. However, the implementation of this system can be challenging, especially for Puskesmas, which may not have the necessary resources and infrastructure to manage the capitation funds effectively.
The Relationship between System Capitation Services and Intrinsic Motivation to the Performance of Puskesmas Officers
This study aims to reveal the relationship between the service capitation system and intrinsic motivation to the performance of Puskesmas officers at Puskesmas Fresh, Medan Tembung District. The study uses an observational analytic approach with cross-sectional design, and the research sample consists of 30 puskesmas officers taken purposive sampling.
Results
The results of this study showed the absence of a significant relationship between intrinsic motivation and officers' performance (P. Value = 1,000). In addition, there is also no relationship between the capitation service system and performance. This finding may be caused by other factors that affect officers' performance, where some of these factors are not fully understood by health workers and in health services.
Conclusion
Although the results of this study do not show a significant relationship, there are many aspects that need to be further investigated to understand how the capitation system and intrinsic motivation can have an impact on the performance of officers at the Puskesmas. Qualitative research can provide deeper insights and assist stakeholders in making policies that are more effective to improve the performance and quality of health services.
Recommendations
Based on the findings of this study, researchers suggest that further research can explore more about the service capitation system and the influence of intrinsic motivation on the performance of puskesmas staff using qualitative research designs. With this approach, it is expected that a more comprehensive understanding of the dynamics that occur in the field will be obtained.
In-Depth Analysis
This study shows the importance of further understanding the factors that influence the performance of puskesmas officers. Intrinsic motivation, although it does not seem to have a direct effect, may be influenced by the work environment, managerial support, and incentives given to officers. In addition, the capitation system that is expected to improve the performance of health services actually presents new challenges in terms of management and implementation.
Implications for Policy and Practice
The findings of this study have implications for policy and practice in the healthcare sector. Firstly, it highlights the need for further research on the service capitation system and its impact on the performance of puskesmas officers. Secondly, it emphasizes the importance of creating a positive work environment, providing managerial support, and offering incentives to officers to enhance their intrinsic motivation. Finally, it suggests that policymakers and practitioners should consider the challenges associated with the implementation of the capitation system and develop strategies to address them.
Limitations of the Study
This study has several limitations. Firstly, the sample size is relatively small, which may limit the generalizability of the findings. Secondly, the study uses a cross-sectional design, which may not capture the dynamic nature of the relationship between the service capitation system and intrinsic motivation. Finally, the study relies on self-reported data, which may be subject to biases and limitations.
Future Research Directions
Future research should aim to explore the service capitation system and its impact on the performance of puskesmas officers using qualitative research designs. This approach can provide deeper insights into the dynamics that occur in the field and assist stakeholders in making policies that are more effective to improve the performance and quality of health services.Frequently Asked Questions (FAQs) about the Relationship between System Capitation Services and Intrinsic Motivation to the Performance of Puskesmas Officers
Q: What is the National Health Insurance (JKN) era and how does it affect Puskesmas?
A: The National Health Insurance (JKN) era is a new healthcare system in Indonesia that provides universal health coverage to all citizens. The JKN era has brought about significant changes in the way healthcare services are managed and delivered in Indonesia, including the introduction of capitation funds provided by BPJS to First Level Health Facilities (FKTP), including Puskesmas.
Q: What is the capitation service system and how does it work?
A: The capitation service system is a payment system where healthcare providers are paid a fixed amount per patient for a specific period. This system is designed to encourage healthcare providers to deliver high-quality services while controlling costs.
Q: What is intrinsic motivation and how does it affect the performance of Puskesmas officers?
A: Intrinsic motivation is a crucial factor that can influence an individual's performance. It refers to the internal drive that motivates an individual to perform a task or achieve a goal. In the context of Puskesmas, intrinsic motivation can be influenced by various factors, such as work environment, managerial support, and incentives given to officers.
Q: What are the challenges associated with the implementation of the capitation system?
A: The implementation of the capitation system can be challenging, especially for Puskesmas, which may not have the necessary resources and infrastructure to manage the capitation funds effectively. Additionally, the capitation system may present new challenges in terms of management and implementation.
Q: What are the implications of this study for policy and practice in the healthcare sector?
A: The findings of this study have implications for policy and practice in the healthcare sector. Firstly, it highlights the need for further research on the service capitation system and its impact on the performance of puskesmas officers. Secondly, it emphasizes the importance of creating a positive work environment, providing managerial support, and offering incentives to officers to enhance their intrinsic motivation.
Q: What are the limitations of this study?
A: This study has several limitations. Firstly, the sample size is relatively small, which may limit the generalizability of the findings. Secondly, the study uses a cross-sectional design, which may not capture the dynamic nature of the relationship between the service capitation system and intrinsic motivation. Finally, the study relies on self-reported data, which may be subject to biases and limitations.
Q: What are the future research directions for this study?
A: Future research should aim to explore the service capitation system and its impact on the performance of puskesmas officers using qualitative research designs. This approach can provide deeper insights into the dynamics that occur in the field and assist stakeholders in making policies that are more effective to improve the performance and quality of health services.
Q: What are the recommendations for policymakers and practitioners based on the findings of this study?
A: Based on the findings of this study, policymakers and practitioners are recommended to:
Conduct further research on the service capitation system and its impact on the performance of puskesmas officers
Create a positive work environment, provide managerial support, and offer incentives to officers to enhance their intrinsic motivation
Develop strategies to address the challenges associated with the implementation of the capitation system
Q: What are the implications of this study for the healthcare sector in Indonesia?
A: The findings of this study have implications for the healthcare sector in Indonesia. Firstly, it highlights the need for further research on the service capitation system and its impact on the performance of puskesmas officers. Secondly, it emphasizes the importance of creating a positive work environment, providing managerial support, and offering incentives to officers to enhance their intrinsic motivation. Finally, it suggests that policymakers and practitioners should consider the challenges associated with the implementation of the capitation system and develop strategies to address them.