ANALYSIS OF MONO -LOYALTY PRACTICE PERSPECTIVE INTERM OF BURNOUT AND ENGAGEMENT AMONG PHYSICIANS (CASE STUDY: dr. ZAINOEL ABIDIN HOSPITAL) FINAL PROJECT by: ROVY PRATAMA NIM: 29320328 Master of Business Administration Program School Of Business and Management Institut Teknologi Bandung 2022 ii ANALISIS PERSPEKTIF PRAKTIK MONOLOYALITAS TERHADAP KEJENUHAN DAN KETERIKATAN KERJA DOKTER (STUDI KASUS: RUMAH SAKIT UMUM DAERAH dr. ZAINOEL ABIDIN) ROVY PRATAMA NIM: 29320328 Tanggal Sidang (12/08/2022) Tanggal Wisuda (22/10/2022) Program of Master of Business Administration, Institut Teknologi Bandung, 2022 Pembimbing Tugas Akhir: Hary Febriansyah, Ph.D ABSTRAK Tingkat kejenuhan kerja yang rendah dan keterikatan terhadap institusi yang tinggi merupakan salah satu faktor krusial dalam profesionalisme dokter. Penerapan praktik monoloyalitas (dokter hanya bekerja pada satu pusat layanan kesehatan) dapat menjadi salah satu kontributor profesionalisme dokter dalam praktik klinik berkaitan dengan kejenuhan dan keterikatan kerja yang legal secara hukum di Indonesia. Studi ini bertujuan untuk menilai potensi manfaat penerapan praktik monoloyalitas di Rumah Sakit Umum Daerah dr. Zainoel Abidin (RSUDZA) sebagai rumah sakit tersier dan rumah sakit Pendidikan utama dalam menurunkan kejenuhan kerja dan mempromosikan keterikatan dokter terhadap tempat kerja. Studi ini menggunakan mentode penelitian campuran. Secara kuantitatif, The Oldenburg Burnout Inventory (OLBI) dan Utrecht Work Engagement Scale-9 (UWES-9) digunakan untuk menilai kejenuhan dan keterikatan kerja terhadap dokter spesialis yang bekerja di RSUDZA. Analisis triangulasi data kualtitatif dan kualitatif (wawancara terhadap dokter dan manajemen rumah sakit) berkaitan dengan 7 komponen kejenuhan-keterikatan kerja (beban kerja, kontrol dan fleksibilitas, intergrasi pekerjaan dan kehidupan pribadi, dukungan sosial dan komunitas dalam bekerja, kultur dan nilai organisasi, efisiensi dan sumber daya, dan kemaknaan dalam bekerja) dilakukan untuk menentukan komponen kunci kejenuhan-keterikatan kerja dalam implementasi praktik monoloyalitas. Sebanyak 62,9% dokter di RSUDZA mengalami kejenuhan kerja dengan tingkat keterikatan kerja berada pada kategori rata-rata. Komponen beban kerja, kontrol dan fleksibilitas serta kultur dan nilai organisasi menjadi komponen kunci kejenuhan- keterikatan kerja berkaitan dengan praktik monoloyalitas. Responden penelitian ini beranggapan bahwa mono-loyalitas dapat meningkatkan fokus dalam bekerja dan mereka setuju untuk diterapkan secara parsial dan sukarela. Penerapan praktik monoloyalitas dapat meningkatkan fokus dalam bekerja sehingga dapat mewujudkan ketahanan institusi dan kekuatan individu yang berdampak positif terhadap ketiga komponen kunci tersebut sehingga dapat menurunkan kejenuhan dan meningkatkan keterikatan kerja dokter pada rumah sakit tersier-pendidikan di Indonesia. Kata kunci: Praktik monoloyalitas dokter, kejenuhan kerja, keterikatan kerja, rumah sakit tersier pendidikan iii ANALYSIS OF MONO-LOYALTY PRACTICE PERSPECTIVE IN TERM OF BURNOUT AND ENGAGEMENT AMONG PHYSICIANS (CASE STUDY: dr. ZAINOEL ABIDIN HOSPITAL) ROVY PRATAMA NIM: 29320328 Date of Passing Final Test (12/08/2022) Date of Graduation Ceremony (22/10/2022) of Master of Business Administration Program, Institut Teknologi Bandung, 2022 Final Project Counselor: Hary Febriansyah, Ph.D ABSTRACT Low level of burnout and high level of work-engagement are important factors in physicians’ professionalism. The implementation of mono-loyalty practice (where physicians are only allowed to work at one hospital) can be one of the factors contributing to physicians’ professionalism in the medical practice, is related to burnout and work- engagement, and is legal in Indonesia. This study aimed to examine the potential benefit of mono-loyalty practice implementation in reducing burnout and promoting engagement at dr. Zainoel Abidin General Hospital (RSUDZA) as a tertiary and main teaching hospital in Aceh, Indonesia. A mixed method approached was employed in this study where quantitative data were collected using The Oldenburg Burnout Inventory (OLBI) and Utrecht Work Engagement Scale-9 (UWES-9) to measure physicians burnout and work-engagement, respectively. Triangulation analysis of quantitative and qualitative data (interviews on physicians and hospital management) on burnout-engagement seven drivers (workload, control and flexibility, work-life integration, organizational values and culture, social and community support, efficiency and resources, and meaning at work) was done to determine burnout-engagement key drivers in regards to the implementation of mono-loyalty practice. Around 62,9% physicians at RSUDZA experienced burnout with engagement fell in the average category. Workload, control and flexibility, and organizational culture and values were the burnout-engagement key drivers in regards to the implementation of mono-loyalty practice at RSUDZA. Respondents of this study think that mono-loyalty practice implementation can increase focus at work and agreed for mono-loyalty practice to be implemented partially and voluntarily. The implementation of mono-loyalty practice can increase focus at work, which enhance institutional resilience and individual resources that will positively impact the three key drivers, leads to reduced burnout and promote engagement among physicians working at the tertiary-teaching hospitals in Indonesia. Keywords: Physicians’ mono-loyalty practice, burnout, engagement, tertiary and teaching hospital iv DECLARATION OF NON -PLAGIARSM Plagiarism is: Plagiarism is presenting someone else's work or ideas as your own, with or without their consent, by incorporating it into your work without full acknowledgement. All published and unpublished material, whether in manuscript, printed or electronic form, is covered under this definition. Plagiarism may be intentional or reckless, or unintentional. Under the regulations for examinations, intentional or reckless plagiarism is a disciplinary offence. (Oxford, 2019) Plagiarism is considered as the act of dishonesty and a breach of academic ethics in which strongly against the school's policy and regulation. I declare that materials presented in this Final Project are my own work and do not involve plagiarism. Should I do plagiarism in this Final Project, hereby I am willing to accept any consequences determined by the school. Date: June 09 th , 2022 Name: Rovy Pratama Student ID: 29320328 Signed_________________________________ v ANALYSIS OF MONO -LOYALTY PRACTICE PERSPECTIVE IN TERM OF BURNOUT AND ENGAGEMENT AMONG PHYSICIANS (CASE STUDY: dr. ZAINOEL ABIDIN HOSPITAL) By: ROVY PRATAMA NIM: 29320328 Master of Business Administration Program General Management Counselor June 24 th , 2022 Hary Febriansyah, Ph.D NIP: 197802042015041004 vi ACKNOWLEDGMENT Praise be to Allah the Lord of all worlds, for it is by His Grace this final project can be completed as a requirement for finishing study at Masters of Business Administration Program at Institut Teknologi Bandung. The author has been struggling in managing the time to complete this program during working and taking the class. However, with the efforts, diligent, and continuous support from the family and colleagues at MBA Jakarta Program, the Final Project is finally accomplished. The author also would like to acknowledge and express gratitude for those whose help and support were very invaluable in writing this final project: 1. Bapak Hary Febriansyah, PhD as the final project supervisor for his time, expertise, guidance and advice 2. The author’s family for the prayer and support all the time 3. Prof. Dr. dr. Maimun Syukri, Sp.PD KGH, FINASIM as the dean of school of medicine Universitas Syiah Kuala dean who has given opportunity for the author to continue this Master Program 4. Dr. dr. Isra Firmansyah, Sp.A Ph.D as hospital director for the dialogues and insight on dr. Zainoel Abidin General Hospital, Banda Aceh 5. dr. Amanda Yufika, M.Sc, as an research assistant 6. The author’s friends in GM 12 class for the year together 7. Chairman of Badan Pengembangan Sumber Daya Manusia Aceh who has provided educational scholarship the author to continue this Master Program The author expects that this Final Project can be helpful and considered to be implemented at the company where the author is currently working for or by anyone by their own volition may decide to rely on this paper Last but not least, any Critiques and suggestions are very appreciated and welcomed for this improvement of this Final Project.