FATIGUE AND WORK ENGAGEMENT ON EMPLOYEES AT ACCOUNTING DEPARTMENT IN SANGLAH HOSPITAL
DENPASAR
Luh Made Indah Sri Handari Adiputra1, Eko Putu Indrawati2 and I Made Krisna Dinata3
1,3UDAYANA UNIVERSITY, SCHOOL OF MEDICINE, PHYSIOLOGY DEPARTMENT
2 SANGLAH HOSPITAL, MEDICAL REHABILITATION DEPARTMENT EMAIL: 1[email protected], 3[email protected]
ABSTRACT : Employee performance is influenced by various factors. The factors referred to task demands, organizations, and work environment. When all of these factors have been ergonomically thus the employees can work effectively, convenient, safety, healthy and efficient, and finally the high productivity can be achieved.
Fatigue can be experienced by employees after work and during work time. Accumulated fatigue can be lead to a decrease in work performance. Work performance also influenced by work engagement. Many studies found that the employee performance with high work engagement is better than less work engagement. It is mentioned that the work engagement can predict good health, physical health, mental health, and employee performance. The purpose of this study was to determine the fatigue and work engagement of employees in the accounting department at Sanglah Hospital.
This research was cross sectional study using 50 samples that chosen by simple random sampling. Fatigue was measured using 30 items of rating scale, and work engagement measured using UWES 17..
The results showed mean scores of fatigue is 46.64 + 13.63 and the mean scores of work engagement is 62.46 + 16.85. It was suggested that the research should be continued.
Keywords: fatigue, work engagement, employee, ergonomics
INTRODUCTION
Optimum performance can be achieved by the employee if there is a balance between task demands and worker capacity. Task demands consist of material characteristics, task / workplace charac-teristics, organizational characteristics, and environmental characteristics. Worker capacity consists of personal characteristics, physiological capacity, psychological capacity, and biomechanical capacity. If the task demands ratio is greater than the worker capacity, the performance of the worker is discomfort, overstress, fatigue, accidents, injuries, pain, disease and non-productive. When the task demands ratio less than the worker capacity, the performance can be under
stress, boredom, weary, lethargy, sore and not productive (Manuaba, 2000).
Fatigue is a state of loss of efficiency and a disinclination for effort. It is a painful phenomenon which arises in the overstressed of muscles and diffused sensation which is accompanied by feelings of indolence and disinclination for any kind of activity. Fatigue symptoms are both subjective and objective, such as: a) subjective feelings of weariness, somnolence, faintness and distate for work, b) sluggish thinking, c) reduced alertness, d) poor and slow perception, e) unwillingness to work, and f) decline in both physical and mental performance.
Methods of measurement of fatigue currently used methods that categorized
into six groups: a) quality and quantity of work performed, b) recording of subjective perceptions of fatigue, c) Electroencephalography / EEG, d) measuring frequency of flicker-fusion of eyes, e) psychomotor tests, and f) mental tests (Kroemer and Grandjean, 20000).
According to the Industrial Fatigue Research Committee (IFRC) Japan, assessment of fatigue employees grouped into: a) fatigue associated with the activity, b) fatigue associated with motivation, and c) fatigue associated with physical complaints (Yoshitake, 1971 in Adiatmika, 2009). Fatigue items were measured through a) ten questions about the weakening of activity, such as: heavy feeling in head, whole body fatigue, heavy legs, yawning, confused thoughts, drowsiness, strain in the eye, awkward and stiff movements, unstable standing, desire to lie, b) ten questions about the weakening of motivation, such as: difficulty in thinking, tired to talk, nervous, lost of concentration, hard to concentrate, forgetful, self confidence decreases, feel anxious, attitude control difficulty, not diligent at work, c) ten questions about the description of physical exhaustion such as:
headache, shoulders stiffness, back pain, shortness of breath, thirst, hoarseness, feeling dizzy, eyelid spasm, tremors of limb, feeling unwell (Adiatmika, 2009).
Work engagement is a positive, fulfilling, work-related state of mind that is characterized by vigor, dedication, and absorption. Rather than a momentary and specific state, engagement refers to a more persistent and pervasive affective-cognitive state that is not focused on any particular object, event, individual, or behavior. Vigor is characterized by high levels of energy and mental resilience while working, the willingness to invest one effort in one’s work, and persistence even in the face of difficulties. Dedication refers to being strongly involved in one’s work and experiencing a sense of significance, enthusiasm, inspiration, pride, and challenge. Absorption is characterized by
being fully concentrated and happily engrossed in one’s work, whereby time passes quickly and one has difficulties with detaching oneself from work (Schaufeli and Bakker, 2003). The measurement of work engagement using self-report questionnaire called UWES (Utrecth Work Engagement Scale)-17. UWES-17 has been developed that includes the three constituting aspects of work engagement: vigor is assessed by six items, dedication is assessed by five items, and absorption is measured by six items.
METHODS
The research was conducted with 50 employees at accounting department Sanglah Hospital, Denpasar on May 2014.
This research was cross sectional study.
Samples were selected from employees, especially in accounting department at Sanglah Hospital.
Measurement of research subjects was done to get characteristics data, scores of fatigue and scores of work engagement after working time. Subjects were asked to fill in all the questions by putting a check on the scale of perceived fatigue, and fill in the numbers from zero until seven on the scale of engagement. The measurement of fatigue used 30 items of rating scale with Likert scale. The total score of the items shows the level of fatigue. The higher the scores of the selected items show the higher level of fatigue. The measurement of work engagement used UWES-17. The norm scores for the UWES-17 is < 1.93 categorized very low, 1.94-3.06 is low, 3.07-4.66 is average, 4.67-5.53 is high, >
5.54 is very high.
RESULTS AND DISCUSSION Subject characteristics
Table 1. Characteristics of Employees of Accounting Department at Sanglah Hospital Denpasar
No. Parameter Mean Standard Deviation 1. Age (years) 37.09 8.81
2. Work
experience
(years) 12.07 9.86
Table 1 showed that the mean of employees age 37.09 ± 8.81 years and the range between 21-53 years. The mean of work experience was 12.07 + 9.86 years and the range between 1-31 years. Subjects were 78% female, and 22% male. The age of the employee in this study is still belong in the category of productive age. According to Kumashiro (2003), a person productive age ranged from 15-64 years old. The average length of work experience for accounting employees shows that all subjects have more than one year work experience.
According to Manuaba (1992), the longer someone works, the more his/her able to adapt to working conditions.
Scores of fatigue
Table 2. Scores of Fatigue of Employees of Accounting Department at Sanglah Hospital Denpasar
No. Parameter Mean Standard Deviation 1. General Fatigue 46.64 13.63 2. Activity Fatigue 17.62 7.32 3. Motivation
Fatigue 13.44 4.09 4. Physical Fatigue 15.58 4.85
Table 2 showed that the mean scores of general fatigue at the end of work was 46.64 + 13.63. The mean scores of activity fatigue was 17.62 + 7.32, motivation fatigue was 13.44 + 4.09, physical fatigue was 15.58 + 4.85. This result similar with Handari (2013) that the mean scores of general fatigue was 41.65 + 5.29 after work.
Scores of work engagement
Table 3. Scores of Work Engagement of Employees of Accounting Department at Sanglah Hospital Denpasar
No. Parameter Mean Standard Deviation
1. Work
Engagement 62.46 16.85
Table 3 showed that the mean scores of work engagement after work was 62.46 + 16.85. The norm of the mean scores was 3.67 + 0.99 and categorized average.
Handari (2013) found that the mean scores of work engagement was 57.99 + 13.20 on employees at the accounting department of Bali Hyatt Hotel after work.
CONCLUSION
It was concluded that the mean scores of fatigue was 46.64 + 13.63 and the mean scores of work engagement was 62.46 + 16.85. It was suggested that the research should be continued.
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Bali – Indonesia, October 2014
Ergofuture - 6
