EFFECT transformational leadership, distributive justice PROCEDURAL

COMPENSATION AND JOB SATISFACTION OF NURSES IN RSU PKU

Muhammadiyah Bantul
Influence OF THE POLICY ON ITS MANAGEMENT`S Transformational Leadership,
Distributive JUSTICE AND COMPENSATION procedural toward THE SATISFACTION
OF WORK OF THE Nurses AT RSU PKU Muhammadiyah Bantul
Meise Satriani1 , Heru Kurnianto Tjahjono2, Qurratul Aini3 Faculty of Medicine and Health
Sciences, University of Muhammadiyah Yogyakarta
ABSTRACT
Background: RSU PKU Muhammadiyah Bantul is a growing private hospital. Leadership held at
RSU PKU Muhammadiyah Bantul today is a transformational leadership. The compensation
system used in RSU PKU Muhammadiyah Bantul is determined by employee status, rank and
work period. The management of RSU PKU Muhammadiyah Bantul strives to provide proper
compensation to employees either in distributive or procedural. This is to improve work
motivation, which in turn will improve employee satisfaction so that services provided to
patients more effective, efficient and quality. Injustice in giving compensation gives
dissatisfaction in working.
Research Methodology: This research is quantitative with cross sectional survey design with
measuring instrument using questionnaires distributed to 104 respondents. The subjects of this
study are all permanent nurse staff RSU PKU Muhammadiyah Bantul with data collection
techniques based on total popuasi.
Results: The results of this study indicate that transformational leadership and distributive justice
and procedural compensation have a significant effect together on job satisfaction with (R =
0.475; F arithmetic = 14,446; p <0.05) indicated by the t value of the transformational leadership
variable on job satisfaction of 2.717 and t arithmetic variable distributive justice and procedural
compensation to job satisfaction of 4.713.
Conclusions and suggestions: With a significant influence between transformational leadership
and distributive justice and procedural compensation together can improve the nurse's job
satisfaction at PKU Muhammadiyah General Hospital in Bantul. Hospital management pay more
attention to things that can increase satisfaction
1
Student Of Master Hospital Management, Faculty Of Medicine And Health Sciences, Muhammadiyah University Of
Yogyakarta. 2 Lecturer At Master Hospital Management, Faculty Of Medicine And Health Sciences, Muhammadiyah University
Of Yogyakarta. 3 Lecturer At Master Hospital Management, Faculty Of Medicine And Health Sciences, Muhammadiyah
University Of Yogyakarta.
nurse work. For further research can be an input ingredient in doing similar research.
Keywords: Transformational Leadership, Distributive Justice and Procedural
Compensation, Job Satisfaction Nurse
ABSTRACT
Background: RSU PKU Muhammadiyah Bantul is a privately-owned public hospital that has
been burgeoning. Leadership held at PKU Muhammadiyah Hospital in Bantul Today is a
transformational leadership. While, for motivating employee, the management of the hospital
strives to provide adequate and fair compensation based on employee status, class rank and
tenure. Hence, the compensation system will encourage every employee to give excellent service
for each patient. Methodology: The research is a quantitative analysis using cross-sectional
survey method. Data is obtained by disseminating questionnaire to the population, the whole
permanent employee up to 104 respondents. Result: The statistical result indicates that
management's policy transformational leadership and distributive justice and procedural
compensation rate affects the satisfaction of work of the nurses at RSU PKU Muhammadiyah
Bantul. Summary: Regarding to the result of the research, management's policy to appreciate its
employee through a good and fair compensation can improve the satisfaction of work of the
nurses at RSU PKU Muhammadiyah Bantul. Moreover, the management should keep a workable
situation and pay a lot of attention to the nurses.
Keywords: Transformational Leadership, Distributive and Procedural Compensation, Job
Satisfaction of Nurses
INTRODUCTION
Employee job satisfaction grows
from trust in leadership
and employee commitment to the
organization, then trust and
commitment of employees will
affect job satisfaction.
Employee job satisfaction is
a very determinant factor of the quality of
work provided by employees
in providing services 1. RSU PKU
Muhammadiyah Bantul as an
institution of health care providers, it
takes a leader who
can manage existing resources,
manage administration, direct
and implementhealth services
appropriatewith the vision and mission of the hospital.
Transformational leadership
as the influence of leaders or superiors
to subordinates, where subordinates
feel trust, pride,
loyalty and respect to superiors
and they are motivated to do
beyond what is targeted or
expected.leadership
Transformationalin principle
motivates subordinates to do
better than is commonly done,
in other words can increase the
confidence or self-confidence of
subordinates that will affect the
improvement of performance. Theformulation
transformational leadership
encompasses four dimensions:
charisma, intellectual stimulation,motivation
inspirationaland individualized attention.
2. Leadership
held at PKUGeneral Hospital in
MuhammadiyahBantul at present
is aleadership style
transformational.
Adequate compensation
will also greatly affect
employee job satisfaction, because according
to Maslow 3 theory states
that the need for survival
or physiological needs such as
eating, drinking, clothing, and boards
is a basic human need
to survive.
Here the researcher examines the
justice system of compensation at RSU
PKU Muhammadiyah Bantul where
the compensation system has itsrules
ownaccording to the rules
applicable to compensation consists of:
wages and basic salary given every
month, incentive money given
to employees if the number of patients
targeted in 1 year to reach the
target, then employees will get
incentives, bonuses are given to
employees if the target income in 1
year is achieved. The compensation system
used in RSU PKU Muhammadiyah
Bantul is determined by employee status,
rank class, employment,
job performance and employee type.
Here are the benefits that
exist in RSU PKU Muhammadiyah Bantul;
Structural allowance, Job allowance,
Functional allowance,benefit
Old Age(pension), Spouse's,
allowanceChild allowance, Rice
allowance, Holiday allowance, Allowance present,
Other non-benefits / incentives are
bindingprovided in accordance with the
achievement of hospital income.
The theory of facet satisfaction
according to 4 that individuals are
satisfied with a particular aspect
of their work, such as
payments, work itself, coworkers
, job promotion and
piety / leadership,
suggests that leadership and
compensation positively affect
employee job satisfaction . What
is important is the extent to which the salary
received is fair, if salaries are
perceived as fair onbasis
theof job demands, employment levels,levels
individual skill, and salary standards
applicable tooccupational groups
certain, there will be job satisfaction.
Money or rewards will have an
impact on work motivation if the
amount of rewards adjusted for
high performance.
Based on the facts that have been
raised, the nursing manager of RSU
PKU Muhammadiyah Bantul has
appliedleadership style
transformationaland management ofGeneral Hospital of
PKU MuhammadiyahBantul has been
trying to givecompensation
properto the employees. It is
intended to further improve
work motivation, which in turn will
improve employee work satisfaction,
so that services provided
to patients more effective, efficient and
quality. It's just that whether thestyle
leadershiptransformational managers of
nursing and in the application of
the compensation system has been judged
fair by employees at the General Hospital of PKU
Muhammadiyah Bantul whether viewed from the
results or distribution received by
employees and viewed in terms
of compensation orprocedures
payrollso as to give
satisfaction in work , that's
what the researcher wants to
do research.
METHODOLOGY
This research is a type
of descriptive quantitative
research with cross sectional
survey. The cross sectional survey
is how the variables
studied will explain the object being
studied through the collected data and the
observation is only done once
only 5. The
subjects of the research are nurses,
nursing managers and managers of PSDI
RSU PKU Muhammadiyah Bantul and the
object of RSU PKU Muhammadiyah
Bantul to be conducted research
in January 2011 held in the
city of Bantul. Population in this research
is all nurse employee
in RSU PKU Muhammadiyah Bantul
which amounted to 167 people. In
this study the researchers took samples of
all permanent nurses in RSU
PKU Muhammadiyah Bantul. The selection of
sampling in this study
using purposive sampling is the
selection of samples selected specifically
based on research objectives.
The research instrument used
in this study is a questionnaire
with a closed question system
consisting of questionnaires on
transformational leadership,
distributive justice and procedural
compensation, employee job satisfaction
and transformational leadership
for nursing managers. In
the data collection, the researcher used
questionnaires. Data analysis inresearch
thisis using primaryand
datasecondary data. The method of data analysis in
this study used multipleregression test
linearconsisting oftest
partial(t test) and f test andassumption test
classicalconsisting of
multicollinearity test, autocorrelation test
, residual normality test,test
heteroscedasticity.
RESULTS AND DISCUSSION
Regression analysis in this study was
used to examine the effect
of transformational leadership,
distributive justice and procedural
compensation onjob satisfaction
nurse. From this analysis technique can be
known between the significance of the influence between
two variables of
both variables (p <0.05) and the
coefficient of alpha reliability that has
known the strong weak influence
categorized according to 5.
Table 1. Results of Multiple Linear Regression Analysis of
Independent Variable Coefficient T
arithmetic

Significance of
Constants 0.537 0.128 0.899 Transformational Leadership (X
1

0.174 2,717 0.008) Distributive and procedural justice

Compensation (X
2

0.259 4,713 0,000

R = 0.475 R2 = 0.226 F
count

)
= 14,446 Sig. (p-Value) = 0,000
From the above data processing obtained
F
calculate the

procedural compensation given,

= 14,446, while p value =
then the job satisfaction will increase.
0.000 smaller than α = 0.05 then
Leadership carried out in RSU
variable is significant, meaning
PKU Muhammadiyah Bantul at this time
regression model of influence
is the leadership style
of transformational and transformational leadership
. The leadership style of
distributive justice and theprocedural
transformationalapplied by
compensation to the job satisfaction of
a nursing manager in the nursing hospitals
is significant. It is
PKU Muhammadiyah Bantul in
showing that leadership
performs its duties as
transformational and distributive justice
manager in applying the influence
and procedural of compensation
ideally, individual consideration, stimulation
together influence to
intellectual and inspirational motivation
of nurse job satisfaction.
in every activity that occurs in RSU PKU
Better leadership of
Muhammadiyah Bantul that can be
run transformasional and
improve performance so that
the better distributive justice and
give job satisfaction to
subordinate. Job satisfaction
felt by the nurses can
improve the performance of nurses which
will increase thesatisfaction
servicein RSU PKU Muhammadiyah
Bantul.
Muhammadiyah Hospital of Bantul
has set clear and detailed
about the payroll system because this
is a major factor for employees
regarding their performance.
Salariesand wages based on merit
and performance of employees. The employees ofGeneral Hospital of
PKU MuhammadiyahBantul considered that
the compensation andprocess
allocationwas fair
although there were still
some employees (nurses) feeling
unfair, especially the nurses in the ER, ICU
and OK because they felt their workload
was heavier when compared
to the ward nurses and polyclinics .
The ability of RSU PKU Muhammadiyah
Bantul to compensate
by considering the principle of
justice and its allocation has been
through a fair process will
createemotional state
a pleasant employeewhich
is a reflection ofjob satisfaction
employee.
Job satisfaction is positively related
to leadership, as well as
compensation is positively related to
job satisfaction, as explained
by 6 that job satisfaction is influenced
by several factors, among others:conditions
working, superior leadership, policies
and procedures, relationships with co-
workers and incentives.
T test results may indicate that
transformational leadership variable
has a value of
t

= 2,717 withvalue
p = 0.008, smaller than α =
0.05,H
1

is accepted. The result of this researchthat

showsthere is a positive influence
between transformational leadership
toward the nurses' job satisfaction inGeneral Hospital of
PKU MuhammadiyahBantul this is
because the leader's firmness in
giving information about
the working procedure clearly and
comprehensively. The behavior of thisstyle
leadershipalways encourages
subordinates to cultivate
their innovation and
creativity and
rewardsubordinates
high-performing.
According to the leadership style researchers
conducted bymanagers
nursingat RSU PKU Muhammadiyah
Bantul has applied astyle
transformational leadership
so that amanager should
nursingbe able to maintain
the leadership style because
transformational leadership more
influence his followers.
Tjiptono and Syakhroza (1999),
suggests thatleaders
transformationalcan successfully
change qou status within the
organization by
practicing appropriate behavior
at each stage of the transformation process
8 7. According to the opinion, which says
that the practice ofleadership
transformationalcan improve
job satisfaction for employees because
of the need higher employees
such as self-esteem and
self-actualization.
T test results may indicate that
distributive justice andvariable
proceduralcompensation has a value of
t

= 4.713 with p value = 0.000,

smaller than α = 0.05, H2
is accepted. This means distributive justice and
procedural compensation statistically
affect thejob satisfaction
nurse's. This result is in accordance with
previous research by 9 which
concludes that distributive
justice and procedural justice have aeffect
significanton individual satisfaction.
The General Hospital of PKU
Muhammadiyah Bantul in terms ofsystem
an effective and appropriate compensation
aimed at attracting and
retaining
competent and talented people who can
help achieve organizational goals.
The elements of compensation received
by employees based on work performance
include: wages, basic salary, andsalary
additional, incentive money
allowances and services. the
ThusPKU Muhammadiyah Hospital
in Bantul utilize human resources
competentin order to improve
organizational performance and provide
payroll in accordance with the provisions
of prevailing wage in PKUHospital
Muhammadiyahin Bantul.
According to 10, if the salary received
by employees is considered fair and in
accordance with the demands of work,
individual skills andstandards
community, then the possibility of
increased job satisfaction will be
met. The hospitals of injustice
in compensation are still
visible and not in accordance with the expectations of
employees and in general the sense of
injustice arises because the compensation
received is not proportional to
the workload.
CONCLUSION
1. There is a positive and
significant influence betweenleadership
transformationalandjustice
distributiveand procedural
compensation tosatisfaction
nurse jobat RSU PKU
Muhammadiyah Bantul.
2. Transformational leadership
positively affects the
work satisfaction of nurses at RSU
PKU Muhammadiyah Bantul.
3. Distributive justice and
procedural compensation
have a positive effect on
job satisfaction of nurses at RSU
PKU Muhammadiyah Bantul.
SUGGESTIONS
1. RSU PKU Muhammadiyah
Bantul need to maintain
the leadership style
applied bymanagers
nursingwho apply
theleadership style
transformational. The amount of
compensation given by
each employee should be
adjusted workload, type
and risk of work,
responsibility and not only
based on rank,
class, employment,performance
joband position alone.
2. For further research it is necessary to
conduct further research
onjob satisfaction
qualitative, and
need to increase the number of
samples by
including all
employees and by
extending the scope ofarea
research.
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