Pendahuluan: Salah satu yang mendukung motivasi kerja perawat adalah gaya kepemimpinan demokratis, dimana gaya kepemimpinan demokratis itu sendiri adalah adanya peran serta bawahan dalam pengambilan keputusan yang dilakukan secara musyawarah. Seorang perawat yang bekerja di unit rawat inap harus mempunyai motivasi kerja yang tinggi agar dapat melakasanakan asuhan keperawatan secara baik, namun kenyataanya banyak perawat yang kurang bersemangat dalam menjalankan tugasnya karena gaya kepemipinan yang diterapkan kepala ruang belum sesuai. Tujuan dari penelitian ini untuk mengetahui hubungan gaya kepemimpinan kepala ruang terhadap motivasi kerja perawat di ruang rawat inap RSUD dr. R. Koesma Tuban.Metode: Desain penelitian ini adalah cross sectional. Populasi dalam penelitian ini adalah seluruh perawat di ruang rawat inap RSUD dr. R. Koesma Tuban yang sesuai dengan kriteria inklusi sebanyak 47 responden dengan jumlah besar sampel penelitian 42 responden, kemudian menggunakan teknik cluster sampling sebagai cara pengambilan sampel. Instrumen menggunakan kuesioner. Data dianalisis dengan Koefisien Kontingensi.Hasil: Berdasarkan hasil penelitian didapatkan hampir seluruhnya perawat menilai bahwa gaya kepemimpinan kepala ruang yang dimiliki adalah demokratis, dan sebagian besar perawat memiliki motivasi tinggi. Hasil koefisien kontingensi didapatkan, maka variabel gaya kepemimpinan (p<0,05) mempunyai hubungan terhadap motivasi kerja perawat dengan korelasi sedang (r=0,542), dan arah korelasi positif yang berarti semakin demokratis gaya kepemimpinan kepala ruang maka motivasi kerja perawat semakin tinggi.  Kesimpulan: Ada hubungan gaya kepemimpinan kepala ruang dengan motivasi kerja perawat di ruang rawat inap RSUD dr. R. Koesma Tuban. Sehingga diharapkan kepala ruang dapat menerapkan gaya kepemimpinan demokratis sehingga mampu meningkatkan motivasi perawat yang masih rendah.

Introduction: Improved hospital performance can improve employee performance. The better employee performance, the more services provided to patients Employee performance is influenced by work motivation. The purpose of this study was to analyze the effect of motivation on employee performance. Methods: This research uses a quantitative descriptive design with a cross-sectional approach. The number of respondents in this study was 79 employees. Data were analyzed using correlation analysis. Motivation is assessed by questionnaire and performance evaluation uses observation sheets. Results: Employee motivation and performance are included in the high category (82.3%) and (92.4%). There is a significant influence between motivation on employee performance (r = 0.775 p (0, 00) <0, 05). The effect of intrinsic motivation (r = 0.737) is stronger than extrinsic motivation (r = 0.325). There is the influence of sub-variable responsibility (p = 0.032), recognition (p = 0.002), work performance (p = 0.007), career development (p = 0.000), work (p = 0.016), promotion (p = 0.029)) working conditions (p = 0.001) on employee performance. Conclusions: Overall there is a strong influence on the work motivation of hospital employees. Work motivation still needs to be maintained and improved for better employee performance.

Nurse as a profession prosecuted to work in a professional, qualified, and responsible for providing services. A variety of work demands can lead to burnout on nurses, demonstrated by the attitude of the nurses who tends to be cynical about the other person, be indifferent, put up a wry face, temper for no apparent reason, and feeling tired. This research aims to know the relationship of work motivation with burnout on nurses in the Inpatient Installation of RSUD dr. R. Koesma Tuban.The design of this research was analytic correlation with cross sectional approach and a sample of 40 respondents. Sampling technique using cluster sampling and data collection with questionnaires. Research analysis using spearman rank test with significance level α = 0,05.The spearman test results showed there is a relationship of work motivation with burnout on nurses in the inpatient installation of RSUD dr. R. Koesma Tuban with a value of p = 0.001.From the description above it can be concluded that the work motivation can affect the burnout. So, it is expected nurses maintain or increase his work motivation and the hospital must reassess factors supporting the work motivation, in order to the nurse can work optimally and to improve the quality of service and patient care.

<em>The purpose of this study was to determine the significance of the correlation between the implementation of excellent services with the level of patient satisfaction. The design of this study used correlational analytics with the Cross-Sectional time approach. The sample in this study was inpatients in the VIP room of Medika Mulia Hospital of Tuban with an accidental sampling technique. The sample size was 56 people. </em><em>The data collection used a questionnaire instrument.</em> <em>Then analyzed used Spearman Rank statistical test with significance level α = 0.05.<strong> </strong>The results of study 52 (96.3%) respondents stated excellent service of nursing with a very satisfying level of satisfaction, 2 (3.7%) respondents stated excellent service of nursing with a satisfying level of satisfaction, 1 (50%) stated that nursing service was quite excellent with a level of satisfaction is very satisfied, 1 (50%) of respondents said that the nursing service was excellent with a satisfied level of satisfaction and none of the respondents stated that nursing service was not prime and was not satisfied with the services of nursing.<strong> </strong>The results of data analysis obtained the value of p = 0.004, meaning p &lt;0.05, which means there was a correlation between the implementation of excellent service of nursing with the level of patient satisfaction in the VIP Room of Medika Mulia Hospital of Tuban.</em>

Problems human resources should get attention was matter of performance. Performance is work performance to reach organizational goals. One factor that can influences the performance was job satisfaction that was perception workers to rewards received .The purpose of this research to know relations performance to the job satisfaction on employees in Nahdlatul Ulama Institute of health science Tuban. The research design used analytic correlation with cross sectional time approach. The population in the study were 29 employees according to the inclusion criteria, the sample was taken using simple random sampling amounted to 27 respondents. The independent variable is job satisfaction, while the dependent variable is performance. Data collection using questionnaires. Data analysis using spearman rank test with value α = 0,05.The almost entirely of employees have good performance and the most of the employees who have satisfied job satisfaction. Employees who have good performance there are many in satisfied job satisfaction. Spearman rank  test results got job satisfaction variable (p0,05) have relation to performance, with strong correlation (r=0,674) and direction of positive correlation which means more satisfied job satisfaction employee hence, its performance increases.Concluded that job satisfaction can affect employee performance. So the evaluation of work needs to be improved with several ways to improve performance by providing fair job opportunities, assessing the recruitment process appropriately, adjusting compensation and providing training and development.