Increase Training and Development Opportunities

Oct 13, 2025 by recoveryshake.com 97 views

The Influence of Individual, Psychological, and Organizational Factors on the Performance of P2P Staff in Controlling and Eradicating DHF Disease in Dairi Regency in 2017

Introduction

Dengue hemorrhagic fever (DHF) is a common infectious disease that continues to spread in the tropics. In Dairi Regency, the control and eradication of this disease is carried out by P2P (Control and Eradication of Disease) staff who play a crucial role in assisting the Head of the Health Service in formulating technical policies and implementation, as well as coordinating activities in controlling and eradicating disease. The 2012 to mid-2017 period saw a total of 268 DHF cases recorded in this area. This study aims to analyze the effect of three main factors - individuals, psychological, and organizations - on the performance of P2P staff in dealing with DHF.

Theoretical Background

According to the theories put forward by Gibson (1997) and Kasmir (2016), a person's performance is influenced by three factors:

Individual Factors

Ability: The capacity to perform tasks and duties effectively.
Work Discipline: The ability to maintain a high level of work quality and productivity.
Experience: The level of expertise and knowledge gained through work experience.
Knowledge: The understanding and application of relevant information and skills.

Psychological Factors

Attitudes: The positive or negative feelings towards work and the organization.
Motivation: The drive and enthusiasm to perform tasks and achieve goals.
Job Satisfaction: The level of contentment and happiness with one's job.

Organizational Factors

Appreciation: The recognition and reward for work performance.
Loyalty: The commitment and dedication to the organization.
Organizational Culture: The values, norms, and beliefs that shape the work environment.
Commitment: The willingness to contribute to the organization's goals and objectives.

Methodology

This study uses mixed methods, including quantitative and qualitative analysis. The population studied consisted of 48 P2P staff in the Dairi District Health and Health Center, where 48 people became samples for quantitative analysis and 5 people for qualitative analysis. To test the effect of these variables, a statistical test of the Pearson correlation and multiple linear regression with a confidence level of 95% (p <0.05) was used.

Results

The results showed that individual factors (ability and knowledge), psychological factors (motivation and job satisfaction), as well as organizational factors (appreciation and organizational culture) significantly influence the performance of P2P staff. Of all the variables tested, appreciation is the most dominant factor affecting performance, with a value of B of 0.308. This shows that the higher the award given, the better the performance of the staff in the control and eradication of DHF.

Discussion

This analysis confirms the importance of paying attention to all factors that influence performance, both at the individual and organizational level. Increasing the ability and knowledge through sustainable training, and creating a positive organizational culture, can increase the motivation and job satisfaction of staff. In addition, giving appropriate awards for work performance will encourage them to work better in controlling and eradicating infectious diseases such as DHF.

Conclusion

With this understanding, the authorities in Dairi Regency are expected to be able to formulate a better strategy in efforts to control DHF and other diseases, so that the performance of P2P staff can be maximized for public health. By recognizing the importance of individual, psychological, and organizational factors, the authorities can take steps to improve the performance of P2P staff and ultimately contribute to the control and eradication of DHF in Dairi Regency.

Recommendations

Based on the findings of this study, the following recommendations are made:

Increase Training and Development Opportunities: Provide sustainable training and development opportunities to improve the ability and knowledge of P2P staff.
Create a Positive Organizational Culture: Foster a positive organizational culture that promotes motivation, job satisfaction, and commitment among P2P staff.
Implement a Reward System: Establish a reward system that recognizes and rewards outstanding performance among P2P staff.
Monitor and Evaluate Performance: Regularly monitor and evaluate the performance of P2P staff to identify areas for improvement.

By implementing these recommendations, the authorities in Dairi Regency can improve the performance of P2P staff and ultimately contribute to the control and eradication of DHF in the region.
Frequently Asked Questions (FAQs) on the Influence of Individual, Psychological, and Organizational Factors on the Performance of P2P Staff in Controlling and Eradicating DHF Disease in Dairi Regency in 2017

Q: What is the main objective of this study?

A: The main objective of this study is to analyze the effect of individual, psychological, and organizational factors on the performance of P2P staff in controlling and eradicating DHF disease in Dairi Regency in 2017.

Q: What are the three main factors that influence the performance of P2P staff?

A: The three main factors that influence the performance of P2P staff are:

Individual Factors: Ability, work discipline, experience, and knowledge.
Psychological Factors: Attitudes, motivation, and job satisfaction.
Organizational Factors: Appreciation, loyalty, organizational culture, and commitment.

Q: What is the significance of appreciation in influencing the performance of P2P staff?

A: Appreciation is the most dominant factor affecting performance, with a value of B of 0.308. This shows that the higher the award given, the better the performance of the staff in the control and eradication of DHF.

Q: What are the implications of this study for the authorities in Dairi Regency?

A: The authorities in Dairi Regency are expected to be able to formulate a better strategy in efforts to control DHF and other diseases, so that the performance of P2P staff can be maximized for public health.

Q: What are the recommendations of this study for improving the performance of P2P staff?

A: The following recommendations are made:

Increase Training and Development Opportunities: Provide sustainable training and development opportunities to improve the ability and knowledge of P2P staff.
Create a Positive Organizational Culture: Foster a positive organizational culture that promotes motivation, job satisfaction, and commitment among P2P staff.
Implement a Reward System: Establish a reward system that recognizes and rewards outstanding performance among P2P staff.
Monitor and Evaluate Performance: Regularly monitor and evaluate the performance of P2P staff to identify areas for improvement.

Q: What are the limitations of this study?

A: The limitations of this study include:

Small Sample Size: The sample size of 48 P2P staff may not be representative of the larger population.
Limited Time Frame: The study was conducted over a limited time frame, which may not capture the full range of factors influencing P2P staff performance.

Q: What are the future directions for research on this topic?

A: Future research could explore the following directions:

Longitudinal Study: Conduct a longitudinal study to examine the impact of individual, psychological, and organizational factors on P2P staff performance over a longer period.
Comparative Study: Conduct a comparative study to examine the differences in P2P staff performance between different regions or countries.
Qualitative Study: Conduct a qualitative study to gain a deeper understanding of the experiences and perspectives of P2P staff.