<![CDATA[REWARD, JOB SATISFACTION, MOTIVATION AND JOB PERFORMANCE AMONG NURSING STAFF Background: Nurse performance is the activity of the nurses in implementing their authority, duties and responsibilities as well as possible. From the results of prasurvey, obtained the result of temporary analysis the low performance of nurses was suspected due to job satisfaction, reward system, motivation of the nurse.Purpose: These study to known the influence of Reward and Job Satisfaction To Motivation and Performance of Nurses at Pertamina Bintang Amin Hospital Bandar Lampung.Methods: This was quantitative study with analytical design and cross sectional approach. This research was conducted since February to March 2018. Data analysis was done trough path analysis (Path Analysis).Results: showed there is significant influence of reward (p-value:0.048), job satisfaction (p-value:0.001) and motivation (p-value:0.000) to nurse performance. Value of coefficient beta reward ( 0.105), nurse satisfaction (0.311) and motivation (0.609) to nurse performance.Conclusion: Hospital institutions need to increase nurses motivation, so nurses always have good performance by providing intensive to nurses who work overtime and have good performance, facilitating the need for nurses to create job satisfaction, as well as providing support to continue education.Pendahuluan: Kinerja perawat adalah aktivitas perawat dalam mengimplementasikan sebaik–baiknya suatu wewenang, tugas dan tanggung jawabnya. Dari hasil prasurvey didapatkan hasil analisis sementara rendahnya kinerja perawat diduga terletak pada kepuasan kerja, sistem penghargaan, motivasi kerja perawat tersebut. Tujuan: Diketahui pengaruh Reward dan Kepuasan Kerja Terhadap Motivasi dan Kinerja Perawat di Rumah Sakit Pertamina Bintang Amin Bandar Lampung.Metode: Jenis penelitian ini adalah kuantitatif dengan rancangan analitik pendekatan cross sectional, dan telah dilaksanakan pada bulan Februari sampai Maret 2018. Analisa data menggunakanan alisis jalur (Path Analysis).Hasil: ada pengaruh signifikan antara Reward (p-value:0.048), Kepuasan Kerja (p-value:0.001), dan Motivasi (p-value:0.000) terhadap Kinerja perawat. Diketahui ada pengaruh positif antara Reward (beta:0.105), Kepuasan Kerja (beta:0.311) dan Motivasi (0.609) terhadap Kinerja.Kesimpulan: Institusi pelayanan keperawatan di Rumah Sakit melalui bidang keperawatan bekerjasama dengan pihak manajemen rumah sakit perlu meningkatkan motivasi kepada perawat, agar perawat selalu memiliki kinerja yang baik. Memfasilitasi kebutuhan perawat agar bisa menciptakan kepuasan kerja, serta mendukung perawat pelaksana melanjutkan pendidikan. ]]>
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