International Journal of Science and Research (IJSR) ISSN: 2319-7064 ResearchGate Impact Factor (2018): 0.28 | SJIF (2019): 7.583 Volume 9 Issue 8, August 2020 www.ijsr.net Licensed Under Creative Commons Attribution CC BY Affect Analysis of Work Load, Competence to Work Motivation with Compensation as Intervening Variables of Nurse Care Implementation in Ananda Hospital Bekasi Indonesia Uli Dumai 1 , Rokiah Kusumapradja 2 , M. Reza Hilmy 3 Magister Hospital Administration Program, Esa Unggul University, West Jakarta, Indonesia Abstract: Strong motivation leads employees to work with high performance, if not, it can end in termination of employment. This work motivation can be influenced from within or from outside individual employees. The high rate turnover at Ananda Bekasi Hospital is a strong reason to look for the causes and solutions. External causes can be due to workload, leadership style, salary, work atmosphere and others. This study aimed to analyze the effect of workload and competence on work motivation with compensation as an intervening variable in 180 implementing nurses, through a quantitative descriptive causality approach and SEM analysis. Data collected techniques used is primary questionnaire data with 4 Likert scale. The results obtained: (1) workload and competence simultaneously does not affect work motivation through compensation; (2) workload does not affect work motivation; (3) competence has a positive effect on work motivation; (4) compensation does not affect work motivation; (5) workload affects compensation; (6) competence influences compensation. Workload and compensation do not affect work motivation, but competence, through skills and expertise in giving courses training and incentive for reasoning retend the employees who remain loyal to work, which can then be followed by an increase income. Keywords: Workload, Competence, Work Motivation, Compensation 1. Background The quality of hospital services is greatly influenced by several factors, among which the most dominant is human resources, in this case the nursing staff. Professional qualified Nursing Care Services in which is one of the determining factors in the image of public health service institutions is insisted. Commonly, Strong Work nurses Motivation are caused by competitive salary, and job high status. Here, will see the facts, workload, competence or compensation. Motivation has an energy that moves people toward a particular class goal, so that it becomes a motivator, a person's spur to be able to complete his work with enthusiasm because he wants to run it. Strong motivation leads employees to work with high performance, if not, it can end in turnover. This work motivation can be influenced by various things, within and from outside individual employees. From within the employee can be in the form of family, education, work distance, needs, length of work, work training, professionalism. While those who come from outside the employees namely are from the organization where they work, the factors that stimulant can be in the form of promotions, incentives, salaries, benefits, work environment, supervisory supervision. As in his research (Willis-Shattuck et al., 2009) states that highly motivating factors in job retention are financial incentives, career development, and subsequent management supervision which supported by recognition, adequate resources and infrastructures. The turnover rate from the totally 180 employees implementing nurses, is quite high in Ananda Bekasi Hospital. In the year of 2018 for one year experienced were 37 employee turnover events, then in the first semester of 2019 there were 26 cases of turnover. This figure is quite high. The management attempted to direct and motivated its workers to remain to serve even work more than expected. Thus, furthermore when viewed from the nurses' view, workload can cause stressing on the nurses themselves, in case of quantity where the tasks must be done too much / too less or in quality where the tasks that must be done require much expertise or less. If the number of tasks is not proportional to the ability of both physical and expertise and the time available, it will become a stressing sources and stress experienced and will affect motivation in providing patient services, namely becomes less than optimal, and if the burden is sufficient enough, it can make the occurrence desire to turnover intention. In the study of Kokoroko & Sanda, 2019 found that Nurses' work stress in Ghanaian OPD correlated with workload. Competence with its components, namely knowledge, skills, and professional attitudes are needed by nurses as a motive for work passion or work motivation. In research I.N. Budiawan, (Budiawan et al., 2015) found that workers with good motivation, good affiliation, reward and punishment, were influenced by competence: their knowledge, skills and professionalism were also in good. In this study aims to see and prove the above, competence is closely related to work motivation. There were 2Of the 5 nurses observed that still had to be assisted by their colleagues in fulfilling their duties. Actually the provision of compensation is the influence in strategic human resources function. From the theory which states that the main factors causing the desire to turn other institution are because by salary, promotion and commitment to the company. When the compensation Paper ID: SR20802165518 DOI: 10.21275/SR20802165518 292