<![CDATA[ABSTRACT Work motivation is a psychological drive that influences the direction, intensity, and persistence of a person in performing work to achieve certain goals. The level of work motivation among nurses at DR A. Dadi Tjokrodipo Hospital is not yet satisfactory. This quantitative analytical study used a cross-sectional design with a closed-ended questionnaire (G-form) as the measurement tool. The study sample consisted of 94 respondents, the data were analyzed using Smart PLS 3.0. The results showed that there was a direct effect of hospital policy (Path Coefficient 0.092, t-statistic 2.026, p-value 0.043), compensation (Path Coefficient 0.156, t-statistic 2.949, p-value 0.003), working conditions (Path Coefficient 0.211, t-statistic 2.056, p-value 0.040) on work motivation. There is a direct effect of hospital policy (Path Coefficient 0.139, t-statistic 2.463, p-value 0.014), compensation (Path Coefficient 0.616, t-statistic 7.977, p-value 0.000), working conditions (Path Coefficient 0.238, t-statistic 2.705, p-value 0.007), on responsibility. There is an indirect effect of hospital policy (Path Coefficient 0.062, t-statistic 2.219, p-values 0.027), compensation (Path Coefficient 0.276, t-statistic 4.188, p-value 0.000), working conditions (Path Coefficient 0.107, t-statistic 2.354, p-value 0.019) on work motivation through responsibility. Hospital management needs to pay attention to promotion procedures being carried out openly and transparently, salaries commensurate with workload, creating smooth communication between departments, creating motivation and opportunities for development, so that nurse job satisfaction can be better realized. Keywords: Hospital Policy, Compensation, Working Conditions, Responsibility, Motivation. ABSTRAK Motivasi kerja adalah dorongan psikologis yang mempengaruhi arah, intensitas, dan ketekunan seseorang dalam melakukan pekerjaan untuk mencapai tujuan tertentu. Tingkat motivasi kerja tenaga perawat di RSD DR A,Dadi Tjokrodipo belum memuaskan. Jenis penelitian kuantitatif analitik dengan rancangan cross sectional menggunakan alat ukur instrument quesioner tertutup (G-form). Sampel penelitian sebanyak 94 responden, data dianalisis menggunakan Smart PLS 3.0. Hasil penelitian menunjukkan ada pengaruh langsung kebijakan rumah sakit (Path Coefficient 0,092, t-statistik 2,026, p-value 0,043) kompensasi (Path Coefficient 0,156, t-statistik 2,949, p-value 0,003), kondisi kerja (Path Coefficient 0,211, t-statistik 2,056, p-value 0,040) terhadap motivasi kerja. Ada pengaruh langsung kebijakan rumah sakit (Path Coefficient 0,139, t-statistik 2,463, p-value 0,014), kompensasi (Path Coefficient 0,616, t-statistik 7,977, p-value 0,000), kondisi kerja (Path Coefficient 0,238, t-statistik 2,705, p-value 0,007), terhadap tanggung jawab. Ada pengaruh tidak langsung kebijakan rumah sakit (Path Coefficient 0,062, t-statistik 2,219, p-values 0,027), kompensasi (Path Coefficient 0,276, t-statistik, 4,188 p-value 0,000), kondisi kerja (Path Coefficient 0,107, t-statistik 2,354, p-value 0,019), terhadap motivasi kerja melalui tanggung jawab. Manajemen rumah sakit perlu memberikan apresiasi atas kontribusi tenaga perawat serta menjamin keamanan finansial, guna meningkatkan motivasi kerja. Perawat diharapkan terus menjaga dan meningkatkan motivasi melalui kerja sama serta hubungan yang harmonis. Penelitian selanjutnya disarankan untuk menambahkan variabel lain dan mengembangkan metode intervensi yang lebih komprehensif terkait motivasi kerja. Kata Kunci: Kebijakan Rumah Sakit, Kompensasi, Kondisi Kerja, Tanggung Jawab, Motivasi.]]>
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