ANALYSIS OF MONO-LOYALTY PRACTICE PERSPECTIVE INTERM OF BURNOUT AND ENGAGEMENT AMONG PHYSICIANS (CASE STUDY: DR. ZAINOEL ABIDIN HOSPITAL)
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 pr...
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| Format: | Theses |
| Language: | Indonesia |
| Online Access: | https://digilib.itb.ac.id/gdl/view/67631 |
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| Institution: | Institut Teknologi Bandung |
| Language: | Indonesia |
| Summary: | 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.
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