Quality Organizational Culture, Job Satisfaction, Job Resources & Rewards On Employees ' Work Engagement At Hospital In Makassar
Abstract
At Hospital X in Makassar City, employee turnover data in 2021 was 19.58%. While in 2022, turnover data at the hospital was 20.18% and in 2023 it was 20.90%. The purpose of this study was to determine the quality of organizational culture, job satisfaction, job resources & rewards on employee work engagement at Hospital X Makassar. The determination of informants used the purposive sampling method and obtained 17 informants . Data validation tests were carried out using source triangulation and technique triangulation . The results of the study showed that employees at hospital X showed freedom in decision-making that was carried out in accordance with the SOP and the responsibilities of their work units, which reflected the existence of good responsibility and work ethic from employees . However , there is a need for increased transparency of information related to promotions and the provision of special competency training. Meanwhile, the family atmosphere in the hospital work environment plays an important role in increasing job satisfaction and employee enthusiasm in providing beneficial services to patients. Various backgrounds and expertise among employees, mutually supportive relationships and a sense of togetherness can create a positive and inclusive work environment. In this case, job satisfaction is a variable that plays an important role in increasing work engagement in hospital X. This researcher suggests that the hospital create inclusive policies that support diversity in the workplace and ensure that all employees feel valued and accepted, implement reward programs to recognize outstanding performance and contributions from employees, provide ongoing career development and training programs for employees, and conduct regular employee engagement surveys to measure their level of job satisfaction and engagement
Downloads
Metrics
References
Bersin, J. Why Companies Fail To Engage Today's Workforce: The Overwhelmed Employee.Forbes (2014).
Rindu, R., Lukman, S., Hardisman, H., Hafizurrachman, M. & Bachtiar, A. The Relationship between Transformational Leadership, Organizational Commitment, Work Stress, and Turnover Intentions of Nurses at Private Hospitals in Indonesia. Open Access Maced. J. Med. Sci. 8 , 551–557 (2020).
Arifah, N. Conceptual Model of Employee Engagement at State University Hospitals in Indonesia. Hasanuddin University (Hasanuddin University, 2024).
Colosi, B. 2021 NSI National Health Care Retention & RN Staffing Report . (2021).
Susanti, R., Hasyim, . & Rita, K. Turnover Intention and Behavior Organizational Citizenship on Indonesian Hospital Case. Eur. J. Bus. Manag. Res. 5 , (2020).
Mathis, RL, Valentine, SR & Jackson, JH Human resource management: Essential perspectives . (Cengage Learning, 2011).
Setiawan, S. & Tan, PHP The Effect of Job Stress, Work Environment, and Work Life Policies
on Turnover Intention at Hospitals in Central Jakarta City. J. Accounting and Finance Science.04 , 27–39 (2021).
Bakker, A.B., Demerouti, E. & Sanz-vergel, AI Burnout and Work Engagement : The JD – R Approach. (2014) doi:10.1146/annurev-orgpsych-031413-091235.
Yilmaz, C. & Ergun, E. Organizational culture and firm effectiveness: An examination of the relative effects of culture traits and the balanced culture hypothesis in an emerging economy.
J. World Bus. 43 , 290–306 (2008).
Puspitasari, DI, Suprayitno, E. & Bustami, B. Work Stress Level of Emergency Nurses During the Covid-19 Pandemic. Wiraraja Med. J. Health. 11 , 25–29 (2021).
Wiratama, B. et al. The Role of Work Engagement in Determining Job Satisfaction: Examining Work-Family Conflict and Work Stress. J. Din. Manaj. 13 , 294–304 (2022).
de Jonge, J., Spoor, E., Sonnentag, S., Dormann, C. & van den Tooren, M. “Take a break?!” Off-job recovery, job demands, and job resources as predictors of health, active learning, and creativity. Eur. J. Work Organ. Psychol. 21 , 321–348 (2012).
Bakker, AB, Albrecht, SL & Leiter, MP Key questions regarding work engagement. Eur. J. Work Organ. Psychol. 20 , 4–28 (2011).
Bakker, AB & Demerouti, E. Job Demands – Resources Theory: Taking Stock and Looking Forward. J. Occup. Health Psychol. 22 , 273–285 (2017).
Schaufeli, WB & Bakker, AB Utrecht work engagement scale Preliminary Manual Version
Occup. Heal. Psychol. Utr Unit. Univ. 1–60 (2004) doi:10.1037/t01350-000.
Grant, A.M., Parker, S. & Collins, C. Inside the Workplace: Findings from the What Works Center for Wellbeing's Work, Learning, and Wellbeing Evidence Review. Int. J. Evidence- Based Coach. Mentors. 17 , 15–39 (2019).
Leineweber, C. et al. Nurses' practice environment and satisfaction with schedule flexibility is related to intention to leave due to dissatisfaction: A multi-country, multilevel study. Int. J. Nurs. Stud. 58 , 47–58 (2016).
Institute of Medicine (IOM). The Future of Nursing: Leading Change, Advancing Health . (National Academies Press, 2011).
Bakker, A.B., Tims, M. & Derks, D. Proactive personality and job performance: The role of job crafting and work engagement. Hum. Relations 65 , 1359–1378 (2012).
Leiter, MP & Maslach, C. Nurse turnover: The mediating role of burnout. J. Nurs. Manag. 17 , 331–339 (2009).
Keyko, K., Cummings, GG, Yonge, O. & Wong, CA Work engagement in professional nursing practice: A systematic review. Int. J. Nurs. Stud. 61 , 142–164 (2016).
Judge, TA & Kammeyer-Mueller, JD Job Attitudes. Annu. Rev. Psychol. 63 , 341–367 (2012).
Jiang, K., Lepak, D.P., Hu, J. & Baer, J.C. How Does Human Resource Management Influence Organizational Outcomes? A Meta-analytic Investigation of Mediating Mechanisms. Acad.
Manag. J. 55 , 1264–1294 (2012).
Downloads
Published
How to Cite
Issue
Section
License
Copyright (c) 2025 Achmad Anshar, Syahrir A. Pasinringi, Nur Arifah, Fridawaty Rivai, Andi Indahwaty Sidin, Sangkala, Anwar Mallongi
This work is licensed under a Creative Commons Attribution 4.0 International License.
You are free to:
- Share — copy and redistribute the material in any medium or format
- Adapt — remix, transform, and build upon the material for any purpose, even commercially.
Terms:
- Attribution — You must give appropriate credit, provide a link to the license, and indicate if changes were made. You may do so in any reasonable manner, but not in any way that suggests the licensor endorses you or your use.
- No additional restrictions — You may not apply legal terms or technological measures that legally restrict others from doing anything the license permits.
