The Correlation Between Individual Characteristics

And Performance of Medical Record Officers In

Islamic Hospital "Siti Hajar" And "Permata Hati"
Mother and Child Hospital in Mataram
Reni Chairunnisah Helmina Andriani
Syamsuriansyah
Medical Record and Health Information Medical Record and Health Information
Medical Record and Health Information
Management Management
Management
Politeknik Medica Farma Husada Politeknik Medica Farma Husada
Politeknik Medica Farma Husada
Mataram, Indonesia Mataram, Indonesia
Mataram, Indonesia
renichairunnisah.fkm@gmail.com eena.andriani@gmail.com
sam_bptk@yahoo.com
Ria Rahmatul Istiqomah Uswatun Hasanah
Noor Alamsyah
Medical Record and Health Information Medical Record and Health Information
Medical Record and Health Information
Management Management
Management
Politeknik Medica Farma Husada Politeknik Medica Farma Husada
Politeknik Medica Farma Husada
Mataram, Indonesia Mataram, Indonesia
Mataram, Indonesia
riarahmatulistiqomah88@gmail.com uswatun_nersuh@yahoo.com
alamsyahnoor.90@gmail.com
Yan Reiza Permana Lita Citra Dewi
Ikhwan
Medical Record and Health Information Medical Record and Health Information
Medical Record and Health Information
Management Management
Management
Politeknik Medica Farma Husada Politeknik Medica Farma Husada
Politeknik Medica Farma Husada
Mataram, Indonesia Mataram, Indonesia
Mataram, Indonesia
yankuzza51@gmail.com lita040499@gmail.com
ikhwan@yahoo.com

Abstract—Individual performance, motivation, and
employee retention are the main factors for the organization to
maximize the effectiveness of human resources. Performance is
influenced by individual characteristics brought into the work
environment. The purpose of this study was to analyze the
relationship between individual characteristics with the
performance of medical record officers at the RSI "Siti Hajar"
and RSIA "Permata Hati" Mataram City. This study uses
quantitative analytical research methods. The research was
conducted in December 2018 at the RSI "Siti Hajar" and the
RSIA "Permata Hati" Mataram City. The population in this
study were 30 medical record officers and sampling techniques
namely total sampling so that the sample in this study were all
medical record officers at the RSI "Siti Hajar" and the RSIA
"Permata Hati" Mataram City. The data analysis technique
used in this study was a spearman rank correlation test. Data
collection is done by giving a questionnaire containing
statements that must be filled out by the respondent. The
results showed that there is no relationship between individual
characteristics (education level, length of service, age, gender
and marital status) with the performance of medical record
officers at the RSI "Siti Hajar" and RSIA "Permata Hati"
Mataram City.
Keywords— Individual Characteristics, Performance,
Medical Record Officer
I. INTRODUCTION
Hospital is a health service institution that organizes
individual health services in a comprehensive manner that
provides inpatient, outpatient and emergency services [1]. A
hospital must hold a medical record as proof of the medical
service process that has been given to patients. Medical
records are important files or documents for hospital
agencies. Medical records are files that contain notes and
documents about the patient's identity, examination,
treatment, actions and other services that have been given to
the patient. The medical record contains sufficient and
accurate information about the patient's identity, the course
of the disease while the patient is in the hospital [2]. The
management of medical records in hospitals is to support the
achievement of orderly administration in the context of
efforts to achieve hospital goals, namely improving the
quality of health services in hospitals. In managing medical
records to support the quality of services for hospitals,
management of medical records must be effective and
efficient so that in this case the performance of officers is
very influential [3]. The performance of individual
employees is a factor that influences the success of an
organization. Besides employees can be competitive
advantages, they can also be liabilities or inhibitors. When
employees leave the company continuously and when
employees work but are not effective, the resources place
the organization in a state of loss. Individual performance,
motivation, and employee retention are the main factors for
the organization to maximize the effectiveness of human
resources. Performance is influenced by individual
characteristics brought into the work environment [4].
Personal characteristics (individuals) include age, gender,
years of service, level of education, ethnicity, and
personality. Characteristics of individuals that characterize
one person with another person is different because each
individual has different potential and needs. Therefore,

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management is required to understand individual behavior
to be aligned with organizational goals [5].
Based on observations made by the author at the
Islamic Hospital "Siti Hajar" and the Permata Hati Hospital
of Mother and Child City of Mataram, the individual
characteristics studied in this study included education and
years of service. The results of the observation showed that
of the 30 medical records officers there were several officers
whose last education was not graduates of Medical Records
and some even graduated from high school. Whereas, every
Medical Recorder who will do his job must have a Medical
Registration Certificate (STR). Every Medical Recorder
who does his work in a health service facility is required to
have a Medical Record Work Permit (SIK). The Medical
Recorder is written evidence provided to carry out medical
record work at health care facilities. Medical Recorder is
given to Medical Recorders who have STR Medical
recorders and issued by the district / city government. In
addition, there are officers with new working periods so that
they are not used to reading doctors' diagnoses, making it
difficult to process the medical record file [6].
II. RESEARCH METHODS
A. Research Design
The type of research used is quantitative analytic.
Quantitative research is a process of finding knowledge that
uses data in the form of numbers as a tool to analyze
information about what you want to know [7]. Analytical
research means research that aims to find relationships
between variables. In this study we found out whether
individual characteristics influence the performance of
respondents in the Islamic Hospital "Siti Hajar" and the
"Permata Hati" Mother and Child Hospital Mataram. This
research was carried out at the Islamic Hospital "Siti Hajar"
and the "Permata Hati" Mother and Child Hospital of
Mataram City in December 2018.
B. Definition of Key Terms
The independent variables in this study were individual
characteristics. The dependent variable in this study was
performance. Following are the operational definitions of
each variable:
1) Individual characteristics
The characteristics of the individuals studied in this
study included education, years of service, age, gender,
and marital status.
2) Performance Components of performance include
quality of work, quantity of work, supervisors,
attendance, and conservation.
C. Population and Samples
The populations in this study were all respondents of the
Islamic Hospital "Siti Hajar" and the "Permata Hati" Mother
and Child Hospital Mataram staff, which numbered 30
people.
D. Sampling Technique
The sampling technique in this study was total sampling.
Total sampling is a sampling technique where the number of
samples is equal to the number of population [8].
E. Research Instrument
The instrument used in this study was using a
questionnaire sheet.
F. Data Collection Technique
The data collection technique of this research used
questionnaires. Questionnaire is a data collection tool in the
form of a series of questions that asked to the respondents to
get answers. A questionnaire is a number of questions or
written statements about factual data or opinions related to
the respondent's self, which are considered facts or truths
that are known and need to be answered by the respondent
[9]. In this case the researcher provided a questionnaire that
fulfills the Likert scale type statements.
Likert scale was used to measure attitudes, opinions and
perceptions of a person or group of people about social
phenomena. For each answer choice given a score, the
respondent must describe, support the statement. To use the
chosen answer. With a Likert scale, the variables to be
measured are translated into variable indicators. Then the
indicator is used as a benchmark for compiling instrument
items that can be in the form of questions or statements [8].
G. Data Analysis
Data analysis is processed either manually or using
computer assistance, the final output of data analysis must
obtain meaning or meaning from the results of the study
[10]. The results are generated in this study and carried out
analysis data using the SSPS program assistance. The
analysis technique used in this study is the Spearman
correlation correlation. The Spearman Rank correlation
technique is the technique used to examine the hypothesis of
association / correlation [8].
The research uses a significance level of α = 0.05,
meaning a randomisation error of 5% or a level of trust in an
estimate of 95%. Independent (X) and the dependent
variable (Y). That is, in the formulation of the hypothesis,
what is tested is the variable (X) invalidity (Y). Working
Hypothesis (H1) is a hypothesis that states the relationship
between the independent variable (X) and the dependent
variable (Y) studied. The results of the H1 calculation will
be used as the basis for searching research data. Retrieval of
analysis and data of value of <0.05 then Hodita reject. The
meaning is related to individual characteristics and
performance in the Islamic Hospital "Siti Hajar" and the
Mother and Child Hospital "Permata Hati" Mataram.
 III. RESULTS Based on Table III, it can be seen that the highest
number of respondents are respondents aged 26-35
years with the number of respondents 15 or a
A. Characteristics of Respondents percentage of 50%.
The data collection conducted during the December
2018 on the research respondents is the Medical Record 4) Frequency Distribution Based on Gender
officer at the Siti Hajar Islamic Hospital and the Permata Frequency distribution based on sex can be seen in
Hati Mataram Mother and Child Hospital with a sample of Table IV.
30 people. The subject of the study covered the
characteristics that have been obtained by the Medical TABLE IV. FREQUENCY DISTRIBUTION BASED ON
GENDER
Record staff who were the research respondents.
Characteristics of staff include a) education; b) length of Total
Gender
service; c) age; d) gender and; e) marital status. N Percentage
Female 21 70 %
1) Frequency Distribution Based on Education Male 9 30 %
Distribution of frequencies based on education can Total 30 100 %
be seen in Table I.
Based on Table IV, it can be seen that the majority of
TABLE I. FREQUENCY DISTRIBUTION BASED ON
EDUCATION
respondents were female with a number of 21
respondents or a percentage of 70%.
Total
Education
N Percentage 5) Frequency Distribution Based on Marriage Status
Junior school 1 3,3 % Frequency distribution based on marital status could
Senior high 5 16,5 %
be seen in Table V.
Diploma 14 46,2 % TABLE V. FREQUENCY DISTRIBUTION BASED ON
Bachelor 10 33,3 % MARRIAGE STATUS
Total 30 100 %
Total
Marital Status
N Percentage
Based on Table I, it can be seen that the most recent Single 16 53,3 %
education was at the Diploma level, which is 16 Marriage 14 46,7 %
respondents with a percentage of 53.3%. Total 30 100 %

2) Frequency Distribution Based on Length of Service
Frequency distribution based on length of service
can be seen in Table II.
TABLE II. FREQUENCY DISTRIBUTION BASED ON LENGTH
OF SERVICE
Based on Table 5, the marital status referred to in this
study is single or married. It could be seen that the
single status is the highest number, namely 16
respondents with a percentage of 53.3%.

Length of Service
Total B. Performance of Respondents
N Percentage
New 22 73,3 %
The performance of respondents (Medical Record
Old 8 26,7 % officers) in this study was categorized into 3 categories,
Total 30 100 % namely high performance, moderate performance, and low
performance. The performance of officers in the Hospital in
Based on Table II, it can be seen that the working this study was measured by 15 statements. Performance
period of respondents shows that most of the results were summarized in Table VI.
respondents at the Islamic Hospital "Siti Hajar" and the
"Permata Hati" Mother and Child Hospital of Mataram TABLE VI. PERFORMANCE OF MEDICAL RECORD OFFICERS IN
City have worked less than 3 years with 22 HOSPITALS
respondents or a percentage of 73.33 %.
Total
Performance
3) Age-Based Frequency Distribution N Percentage
Frequency distribution based on age can be seen in High performance 29 96,7 %
Table III. Moderate performance 1 3,33 %
Low Performance 0 0,0 %
TABLE III. FREQUENCY DISTRIBUTION BY AGE Total 30 100 %

Total Based on Table VI, it could be seen that of the 30

Age
17 – 25 years old
26 – 35 years old
36 – 45 years old
46 – 55 years old
Total
N Percentage respondents in the Islamic Hospital "Siti Hajar" and the
10 33,3 %
15 50,0 %
"Permata Hati" Mother and Child Hospital of Mataram City
4 13,3 % there were 29 respondents who had high performance with a
1 3,3 % percentage of 96.7%.
30 100 %
C. Relationship between Education and Performance.
TABLE IX. RESULTS OF ANALYSIS OF THE CORRELATION
Based on the results of the data analysis, to determine BETWEEN AGE AND PERFORMANCE
the relationship between education and performance could Age Performance
be seen in Table VII.
Spearm Age Correlati 1.000 .111
TABLE VII. RESULTS OF THE ANALYSIS OF THE CORRELATION an's on
BETWEEN EDUCATION AND PERFORMANCE Rho Coefficie
nt
Educat Performa Sig. (2- . .559
ion nce Tailed)
Spearm Educat Correlation 1.000 .046 N 30 30
an's rho ion Coefficient Perfo Correlati .111 1.000
Sig. (2- . .808 rman on
tailed) ce Coefficie
nt
N 30 30
Sig. (2- .559 .
Perfor Correlation .046 1.000
Tailed)
mance Coefficient
N 30 30
Sig. (2- .808 .
tailed)
Table IX showed that the results of the analysis using the
N 30 30
Spearman rank correlation test obtained a value of p value =
Table VII showed that the results of the analysis using the 0.559. The value of p value is 0.559> the value of α = 0.05
Spearman rank correlation test obtained p value = 0.707. so that Ho is accepted which means there is no relationship
The value of p value is 0.808> the value of α = 0.05 so that between age and performance.
Ho is accepted, which means there is no relationship
between education and performance.
F. Correlation between Gender and Performance
D. Correlation between Length of Service and Based on the results of data analysis conducted, then to
Performance find out the relationship between sexes and performance can
be seen in Table X.
Based on the results of the data analysis, to find out the
relationship between length of service and performance can TABLE X. RESULTS OF ANALYSIS OF THE CORRELATION
be seen in Table VIII. BETWEEN GENDER AND PERFORMANCE
TABLE VIII: RESULTS ANALYSIS OF THE RELATIONSHIP
BETWEEN LENGTH OF SERVICE AND PERFORMANCE Gender Performance
Length of Performance
Service Spearman Gender Correlation 1.000 -.284
's Rho Coefficient
Spe Length Correlation 1.000 .112
Sig. (2-Tailed) . .129
arm of Coefficient
N 30 30
an's Service Sig. (2-Tailed) . .556
Perform Correlation -.284 1.000
Rho N 30 30
ance Coefficient
Perfor Correlation .112 1.000
Sig. (2-Tailed) .129 .
mance Coefficient
N 30 30
Sig. (2-Tailed) .556 .
N 30 30
Table X showed that the results of the analysis using the
Table VII showed that the results of the analysis using the Spearman rank correlation test obtained a value of p value =
Spearman rank correlation test obtained a value of p value = 0.129. The value of p value is 0.129> the value of α = 0.05
0.556. The value of p value 0.556> value α = 0.05 so that so that Ho is accepted which means there is no relationship
Ho is accepted, which means there is no relationship between gender and performance.
between the period of work and performance.

E. Relationship between Age and Performance G. Correlation between Marital Status and Performance
Based on the results of the data analysis, to determine Based on the results of the data analysis, to determine
the relationship between age and performance can be seen in the relationship between education and performance could
Table IX. be seen in Table XI.
 TABLE XI: RESULTS ANALYSIS OF THE CORRELATION
BETWEEN MARITAL STATUS AND PERFORMANCE
Marital Performance
status
Spear Correlation 1.000 .174
man's Perfor Coefficient
Rho manc Sig. (2- . .359
e Tailed)
N 30 30
Correlation .174 1.000
Coefficient
Sig. (2- .359 . aspect performance p = 0.645> 0.05. This shows that the
Tailed)
N 30 30
Table XI showed that the results of the analysis using the
Spearman rank correlation test obtained a value of p value =
0.359. The value of p value is 0.359> the value of α = 0.05
so that Ho is accepted, which means that there is no
relationship between marital status and performance.
IV. DISCUSSION
A. Correlation between Education and Performance
Most of the respondents who worked in the Islamic
Hospital "Siti Hajar" and the "Permata Hati" Mother and
Child Hospital of Mataram City were the respondents whose
diploma education was as many as 14 respondents with a
percentage of 46.2%, while at the bachelor level there were
10 respondents with a percentage of 33.3%. At the junior
high school level there is 1 respondent with a percentage of
3.33% and at the high school level there are 5 respondents
with a percentage of 16.5%. Of the 30 number of
respondents there are 1 respondent who has moderate
performance, while 29 other respondents have high
performance.
According to the research, the results obtained that the
level of education of all Bachelor or Diploma of Polyclinic
officers tends to have good performance. The results of the
logistic regression test obtained the value of p = 0.506>
0.05, which means that the education level variable does not
significantly influence performance [11]. Another study
from the results of statistical tests showed that there was no
relationship between recent education and personal
performance p = 0.288> 0.05. This means that one's
educational background does not affect performance [12].
After analyzing the data using the SPSS application it
turns out that this research is in line with the research
conducted by [11] and [12] that there is no relationship
between education and respondent performance because
both junior high school level and Strata 1 respondents had
high performance.
B. Correlation between Length of Service and
Performance
Most of the respondents who worked in the Islamic
Hospital "Siti Hajar" and the "Permata Hati" Mother and
Child Hospital in Mataram City were respondents whose
work period was <3 years (new), which were 22
respondents with a percentage of 73.3%, while 8 other
respondents are respondents whose working period is> 3
years (old) with a percentage of 26.7%. Of the 30 number of
respondents there are 1 respondent who has moderate
performance, while 29 other respondents have high
performance.
According to research conducted [11] that the length of
service of polyclinic officers who are ≥ 12 years old tends to
have better performance compared to officers <12 years old.
The value of p = 0.580> 0.05 the results of the logistic test
means that the working period variable does not have a
significant effect on performance. Another study conducted
by [12] from the results of statistical tests showed that there
was no relationship between years of service and personal
length of service is not related to performance.
After analyzing the data using the SPSS application it
turns out that this study is in line with the research
conducted by [11] and [12] that there is no relationship
between length of service and the respondent's performance
because both respondents have worked in new and old
periods of time but respondents still have high performance.
C. Correlation between Age and Performance
Most of the respondents who worked in the Islamic
Hospital "Siti Hajar" and the "Permata Hati" Mother and
Child Hospital in Mataram City were respondents in the
range of 26-35 years, namely 15 respondents with a
percentage of 50%, while in the age range of 17- 25 years
there are 10 respondents with a percentage of 33.3%. In the
age range of 36-45 years there are 4 respondents with a
percentage of 13.3% and in the age range of 46-55 years
there is 1 respondent with a percentage of 3.3%. Of the 30
number of respondents there are 1 respondent who has
moderate performance, while 29 other respondents have
high performance.
According to research conducted by [11] that polyclinic
officers aged ≥ 35 years tend to have good performance,
than polyclinic officers aged <35 years. Logistic regression
test results obtained p = 0.575> 0.05, which means that the
age variable does not significantly influence the
performance of polyclinic officers. Another study conducted
by [12] from the results of statistical tests found that there
was no relationship between age and nurse's personal
performance p = 1,000> 0.05. Therefore, even if someone is
still young, his personal performance will not be high, or
vice versa. After analyzing the data using the SPSS
application it turns out that this study is in line with the
research conducted by [11], [12] and [13] that there is no
correlation between age and respondent's performance
because both young respondents and old respondents still
have high performance.
D. Correlation between Gender and Performance
Most of the respondents who worked in the Islamic
Hospital "Siti Hajar" and the "Permata Hati" Mother and
Child Hospital in Mataram City were respondents who were
female, as many as 21 respondents with a percentage of
70%, while 9 other respondents were male with a percentage
of 30%. From 30 numbers of respondents there were 1
respondent who has moderate performance, while 29 other
respondents had high performance.
According to research conducted by [11] that all
polyclinic officers both women and men tend to have good
performance. Logistic regression test obtained p value =
0.298> 0.05, which means that gender variables do not have
a significant effect on performance. Another study
conducted by [12] from the results of statistical tests showed
that there was no correlation between sex and nurses'
personal performance p = 1,000> 0.05. Therefore, the sex of
a nurse has nothing to do with his personal performance.
After analyzing the data using the SPSS application, it turns
out this research is in line with the research conducted by
[11] and [12] that there is no correlation between gender and
respondent's performance because both female and male
respondents still had high performance.
E. Correlation between Marital Status and Performance
Most of the respondents who worked in the Islamic
Hospital "Siti Hajar" and the "Permata Hati" Mother and
Child Hospital of Mataram City were respondents whose
still single as many as 16 respondents with a percentage of
53.3%, while 14 other respondents were respondents who’s
married with a percentage of 46.7%. From the 30 number of
respondents there are 1 respondent who has moderate
performance, while 29 other respondents have high
performance.
According to research conducted by [14] stated that
based on the results of statistical tests show that the P value
= 0.765 and ɑ = 0.05. This means that there is no
relationship between marital status and nurse performance
because the P value = 0.765> ɑ = 0.05. After analyzing the
data used the SPSS application, it turns out that this study
was in line with the research conducted by [14] that there
was no correlation between marital status and respondent
performance because both respondents who are single and
married had high performance.
V. CONCLUSION
[4] Kurniawati, F., dkk, 2015, Gambaran Kinerja Petugas Rekam Medis
Rumah Sakit PKU Muhammadiyah di Yogyakarta.
[5] Pujiwati, P., dan Susanty, E., 2014, Pengaruh Karakteristik
Individual dan Motivasi Karyawan Terhadap Kinerja (Studi Kasus di
Kantor Pemerintah Daerah Provinsi Jawa Barat dan Pt. Kelsri
Jakarta).
[6] Peraturan Menteri Kesehatan RI No.55 Tahun 2013 Tentang
Penyelenggaraan Pekerjaan Perekam Medis.
[7] Kasiram, M., 2008, Metodologi Penelitian, Malang: UIN-Malang
Pers.
[8] Sugiyono, 2010, Metode Penelitian Kuantitatif Kualitatif & RND.
Bandung : Alfabeta.
[9] Anwar, S., 2009, Pemahaman Individu, Observasi, Checklist,
Interviu, Kuesioner dan Sosiometri, Yogyakarta : Pustaka Pelajar.
[10] Notoadmodjo, S, 2012, Metodologi Penelitian Kesehatan, Jakarta :
Rineka Cipta.
[11] Sudiar, T. N., 2013, Pengaruh Karakteristik Individu dan
Kesejahteraan Karyawan Terhadap Kinerja Petugas Poliklinik RS
PKU Muhammadiyah Surakarta
[12] Ramli, M., Indar dan Masni, 2010, Hubungan Karakteristik Individu
dan Beban Kerja Dengan Kinerja Perawat Di Ruang Instalasi Rawat
Inap Rsu Haji Makassar
[13] Chairunnisah, R. 2014. Hubungan Kepemimpinan dan Motivasi
Kerja Pegawai Dengan Kinerja Puskesmas di Kabupaten Jember,
Skripsi, Fakultas Kesehatan Masyarakat, Universitas Jember, Jawa
Timur.
[14] Worung, P. L. L., Rumayar, A. A. dan Kolibu, 2015, F. K, Hubungan
Umur, Status Perkawinan dan Motivasi Kerja Dengan Kinerja Praktik
Keperawatan Jiwa Di Rumah Sakit Jiwa Prof. Dr. V. L.
Ratumbuysang Provinsi Sulawesi Utara.

Based on the description in the previous chapter, the

following conclusions were obtained:
a. The majority of respondents were educated as diploma
level with a percentage of 53.3%. The length of service
of respondents showed that most respondents have
worked less than 3 years with a percentage of 73.33%.
Most respondents were in respondents aged 26-35
years with a percentage of 50%. Most of the
respondents are female with a percentage of 70%. And
most of the respondents were single for marital status
with a percentage of 53.3%.
b. There were 29 respondents who had high performance
with a percentage of 96.7%.
c. There is no correlation between individual
characteristics and the performance of medical record
officers.

REFFERENCES

[1] Undang-Undang Republik Indonesia Nomor 44 Tahun 2009 Tentang

Rumah Sakit.
[2] Peraturan Menteri Kesehatan RI Nomor 269 Tahun 2008 tentang
Rekam Medis.
[3] Susanti, T., 2013, Studi Tentang Kinerja Petugas Rekam Medis di
Rumah Sakit Persatuan Djamaah Haji Indonesia Yogyakarta.