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"Supervisi merupakan bagian yang penting dalam manajemen keperawatan. Pengelolaan asuhan keperawatan membutuhkan kemampuan manajer keperawatan dalam melakukan supervisi. Kepala ruangan merupakan manajer garda depan dan penanggung jawab ruangan harus mampu menjadi supervisor yang baik terhadap perawat pelaksana, sehingga dapat meningkatkan kualitas asuhan keperawatan yang diberikan dan pada akhirnya dapat meningkatkan kinerja perawat pelaksana. Penelitian ini menganalisa teknik dan frekuensi kegiatan supervisi kepala ruangan dengan kinerja perawat pelaksana. Hal ini dilatar belakangi masalah pelaksanaan supervisi di Rumah Sakit Umum Daerah Batang belum terpogram dan pelaksanaan supervisi oleh kepala ruangan belum tampak jelas karena belum ada perencanaan dari kepala ruangan tentang pelaksanaan kegiatan supervisi untuk perawat pelaksana. Desain yang digunakan dalam penelitian menggunakan metoda deskriptif analitik dengan pendekatan Cross Sectional. Hipotesis ditetapkan untuk melihat hubungan teknik dan frekuensi kegiatan supervisi dengan kinerja perawat pelaksana. Teori yang melatar belakangi penelitian ini adalah teori Kron (1987), Bittel (1987), Azwar (1996) dan untuk variabel teknik dan frekuensi supervisi dan Gibson(1994), Ilyas (1999) dan (Depkes,1994) untuk variabel kinerja. Hasil uji statistik Chi Square menunjukkan ada hubungan yang bermakna antara variabel frekuensi supervisi dengan kinerja perawat pelaksana dengan nilai p = 0,036. Sedangkan variabel teknik supervisi tidak ada hubungan yang bermakna dengan kinerja perawat pelaksana. Hasil uji regresi logistik menunjukkan frekuensi supervisi satu kali sehari merupakan variabel yang paling dominan memiliki hubungan dengan kinerja perawat pelaksana. Proporsi perawat pelaksana yang mendapatkan supervisi satu kali dalam satu harinya akan memiliki peluang kinerja lebih baik dibandingkan perawat pelaksana yang mendapatkan supervisi dua kali atau lebih dalam satu hari. Rekomendasi untuk pengelola Rumah Sakit Umum Daerah Batang Jawa Tengah agar memperhatikan dan meningkatkan kinerja perawat pelaksana dengan meningkatkan frekuensi supervisi, mensosialisasikan kembali standar asuhan keperawatan dan standar operasional prosedur keperawatan, memberikan dukungan terhadap prestasi kerja, meningkatkan kemampuan manajemen keperawatan dan memberikan penghargaan finansial maupun kesempatan melanjutkan pendidikan yang lebih tinggi, serta membuat suatu pola pengembangan jenjang karir yang baku.

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Supervision is an important part in nursing management. The nursing care management requires capability of a nursing manager in supervision. A head nurse as a front line manager and responsible person in the ward should be able to be a good supervisor for her/his staff, it could yield to an improvement in the quality of nursing care provided to the patients and then, could improve the performance of staff.

The purpose of the study was to analyze the relationship between technique and frequency of supervision from head nurses, and the clinical performance of the nurses. The background of this problem was that the implementation of supervision at Batang general hospital had not conducted sufficiently and appropriately due to in availability of a supervision program from head nurse to his/her staff.

The design of the study was descriptive analytical with cross sectional approach. The hypotheses were determined to identify the relationship between the technique and the frequency of supervision and the clinical performance of staff. The theories underlying the study were adopted from Kron (1987), Bittle (1987), Anwar (1996) for the variables of technique and frequency of supervision and Gibson (1994), Ryas (1999) and Ministry of Health (1994) were used for the variable of clinical performance.

The result of a Chi Square statistical test showed that there is a significant relationship between the variable of frequency and the clinical performance (p=0.036). There is no significant relationship between the variable of supervision techniques and the clinical performance of staff. The result of a logistic regression test demonstrated that the frequency of one supervision a day is the most dominant variable to the relationship with the staff clinical performance.The staff who are given one supervisions a day would have opportunities greater than compared to those who are given two or more supervisions.

Based on the findings, recommendation were addressed to the management of the Batang general hospital, Central Java should pay sufficient attention and to improve the clinical performance of the staff by: improving the frequency of supervision; re-disseminating the standard of nursing and nursing procedures; supporting the excellent performance; improving the capability of nursing management; providing financial rewards or opportunities to pursue further education; and developing pertinent program of career ladder."

"Sistem supervisi klinik kepala ruangan yang dijalankan dengan tepat dapat meningkatkan kepuasan kerja dan kinerja perawat pelaksana. Fenomena yang ditemukan di RS Woodward Palu, supervisi kepala ruangan, kepuasan kerja, dan kinerja perawat pelaksana belum optimal.Penelitian ini bertujuan untuk mengetahui pengaruh pelatihan supervisi klinik kepala ruangan terhadap kepuasan kerja dan kinerja perawat pelaksana di ruang rawat inap RS Woodward Palu.Penelitian ini menggunakan metode quasi experiment dengan pre-post test design with contol group. Sampel untuk supervisi kepala ruangan dan kepuasan kerja masing-masing kelompok 32 perawat dan sampel untuk kinerja perawat pelaksana masing-masing kelompok 56 dokumen. Intervensi yang dilakukan adalah pelatihan dan bimbingan supervisi klinik kepala ruangan model akademik.Hasil penelitian menunjukkan terjadi peningkatan yang signifikan (p value =0,000) pada supervisi klinik kepala ruangan setelah mendapat pelatihan dan bimbingan supervisi. Supervisi klinik yang dilaksanakan secara tepat telah berdampak pada kepuasan kerja dan kinerja perawat pelaksana secara signifikan (p value =0,000). Analisis lebih lanjut menunjukkan ada perbedaan kepuasan kerja dan kinerja perawat pelaksana yang signifikan (p value=0,000) antara kelompok intervensi dan kelompok kontrol.Penelitian ini membawa pada simpulan ada pengaruh pelatihan supervisi klinik kepala ruangan terhadap kepuasan kerja dan kinerja perawat pelaksana di ruang rawat inap rumah sakit Woodward Palu. Rekomendasi penelitian ini adalah terus mempertahankan penerapan supervisi klinik kepala ruangan dengan cara pembinaan, monitoring, dan evaluasi secara berkelanjutan agar kepuasan kerja dan kinerja perawat pelaksana terus dapat ditingkatkan.

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Clinical supervision by head nurse can increase working satisfaction and clinical performance by nursing staff in the ward. However, in Wordward hospital clinical supervision by head nurse, working satisfaction and clinical performance by nursing staff has not been improved.

The purpose of this study was to identify the influence of clinical supervision training by the head nurse on the working satisfaction and clinical performance of nursing staff in the in-patient ward of Woodward hospital in Palu.

This study used quasi experiment method with pre and post-test design with control group. The sample in clinical supervision and working satisfaction into groups, where each group consisted of 32 nurses, where for measuring clinical performance of staff nurses each group consisted of 56 nurses. Intervention that was given to the sample (intervention group) was training and supervision toward head nurse on clinical supervision with academic model.

The result showed that the clinical supervision by head nurse was significantly increased (p value = 0,000) after training and supervision. Clinical supervision that accurately implemented gave influence significantly (p value = 0,000) into working satisfaction and clinical performance of staff nurses. Further analysis showed the significantly difference on working satisfaction and clinical performance of staff nurses between intervention and control groups (p value = 0,000).

Conclusion of this study showed that there was a significantly influence on head nurse clinical supervision training working satisfaction and clinical performance of staff nurses in Woodward hospital in Palu. The recommendation of this study suggested that maintaining implementation of clinical supervision by head nurse should be improved by supervision, monitoring, and evaluation, in order to maintain the working satisfaction and clinical performance of staff nurses within the ward."

"Penelitian kuasi eksperimen dengan pre post test design with control group ini bertujuan untuk mengetahui pengaruh pelatihan supervisi terhadap pemahaman kepala ruangan dan wakil kepala ruangan tentang supervisi di RSUD Tugurejo Semarang. Hasil penelitian menunjukkan terjadi peningkatan bermakna (p=0.001) pada pemahaman kepala ruangan dan wakil kepala ruangan setelah mendapat pelatihan supervisi pada kelompok intervensi (N=30) dibandingkan kelompok kontrol (N=30). Karakteristik individu yang meliputi jenis kelamin, umur, lama kerja, dan tingkat pendidikan tidak bermakna secara signifikan terhadap pemahaman kepala ruangan dan wakil kepala ruangan tentang supervisi. RSUD Tugurejo Semarang dapat mengupayakan dan meningkatkan pemahaman kepala ruangan dan wakil kepala ruangan tentang supervisi dengan melakukan pelatihan supervisi secara berkelanjutan. Hasil penelitian ini diharapkan dapat diterapkan di tatanan pelayanan keperawatan dalam rangka lebih meningkatkan pelaksanaan supervisi di Rumah Sakit Umum Daerah Tugurejo Semarang, pada akhirnya dapat meningkatkan mutu pelayanan keperawatan.

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The objective of the research was to know the influence of supervision training to the understanding of the Head and Vice of the ward about supervision at RSUD Tugurejo, Semarang. The method used in the research was quasi experiment with pre posttest design with control group. From the research it was found out that there was meaningful improvement (p value 0.001) towards the understanding of the Head and Vice of the ward about supervision (N=30) after they had supervision training compared to control group (N=30). The individual characteristics of sex, age, working period and level of education did not give significant influence to the understanding of the Head and Vice of the ward about supervision.

RSUD Tugurejo Semarang can try to improve the understanding of the Head and Vice of the ward about supervision by giving the supervision continuously. The result of the research is expected to be applied in the system of nursing service in order to increase the supervision implementation at the hospital which later is hoped to improve the quality of nursing service."

"Penelitian ini bertujuan untuk mengidentifikasi tingkat kompetensi kepala ruangan dalam area personil keperawatan, lingkungan dan peralatan, asuhan keperawatan serta pendidikan dan pengembangan staf.Penelitian ini merupakan penelitian deskriptif analitik dengan pendekatan kualitatif dan kuantitatif dan bersifat cross sectional. Data primer diambil dengan mengadakan wawancara yang mendalam dan data sekunder didapatkan dari pengumpulan dokumen yang terkait. Sampel dalam penelitian ini sebanyak 132 orang yang terdiri dari 9 orang kepala ruangan, 122 pelaksana perawatan serta satu orang ketua komite keperawatan.Hasil dari penelitian ini menunjukkan bahwa uraian tugas kepala ruangan di ruang rawat inap sudah ada, tetapi belum sesuai dengan standar yang ada dalam literatur. Hal ini mungkin disebabkan karena pada waktu membuat uraian tugas tidak memakai acuan yang ada dan sebagian besar kepala ruangan belum pernah mendapat kursus manajemen perawatan. Skor kompetensi supervisi kepala ruangan rawat inap dalam area personil keperawatan : kurang sampai dengan sedang, di area lingkungan dan peralatan : sedang sampai dengan cukup, area asuhan keperawatan : sedang sampai dengan cukup, serta area pendidikan dan pengembangan staf : kurang sampai dengan cukup.Dari sini dapat diambil kesimpulan bahwa kompetensi supervisi kepala ruangan rawat inap RSPP masih perlu ditingkatkan. Saran dari penelitian ini adalah segera dilakukan penambahan pengetahuan manajemen keperawatan bagi kepala ruangan, melengkapi uraian tugas serta kaderisasi kepala ruangan rawat inap.

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Analysis on the Supervisory Competency of Ward Head Nurse in Pertamina Central HospitalThis study aimed to identify the effects of job descriptions and profile of the ward Head Nurse on the levels of supervision in the area of nursing personnel, environment & facility and nursing care as well as training & developing of staff.

The methodology was cross sectional, using qualitative and quantitative approach. Data collection was done by in-depth interview and secondary data was obtained through analyzing relevant documents.

The study interviewed 132 staff consisted of 9 ward head nurse, 122 nurse and the chief of nursing committee. The study found that job description of ward head nurse is available, yet not according to the Department of Health Standards. The Supervisory Competency of Ward Head Nurse in the area of nursing personnel is ranged: from very low to excellent, in the area of environment & facility: from low to moderate, in the area of nursing care: from low to moderate and the area of staff development & training : from very low to moderate.

This concludes that supervisory competency of Ward Head Nurse at the Pertamina Center Hospital needs to be improved."

"Pelayanan kesehatan yang bermutu sudah merupakan kebutuhan bagi masyarakat pada saat ini, rumah sakit sebagai bagian dari mata rantai pelayanan kesehatan dituntut untuk terus mengembangkan diri. Salah satu cermin pelayanan rumah sakit adalah pelayanan keperawatan, karena berhubungan langsung dengan pasien. Untuk itulah sebagai tenaga pelaksana terbanyak di rumah sakit kiranya perawat perlu mendapat perhatian mengenai faktor-faktor apa yang dapat meningkatkan motivasi kerja mereka sehingga dapat melaksanakan tugasnya seperti yang diharapkan.Saat ini hampir setengah jumlah perawat di Rumah Sakit Umum Daerah Kabupaten Cianjur adalah perawat dengan status honorer rumah sakit, khususnya di Instalasi Rawat inap ada sebanyak 53,7% perawat honorer yang penggajiannya dianggarkan dari dana operasional rumah sakit, sehingga jumlah gajinyapun belum dapat memadai.Pihak manajemen berusaha untuk dapat menambah kesejahteraan pegawainya termasuk perawat, baik yang berstatus Pegawai Negeri Sipil maupun honorer rumah sakit, salah satunya dengan pemberian uang Insentif yang dimaksudkan untuk dapat meningkatkan motivasi kerja mereka, adapun sumber biayanya didapat dari penghasilan rumah sakit sendiri dengan pengaturan pembagiannya diatur oleh Surat Keputusan Direktur.Dilakukan penelitian mengenai adakah hubungan pemberian insentif terhadap motivasi kerja perawat di Instalasi Rawat Inap Rumah Sakit Umum Daerah Kabupaten Cianjur, penelitian ini merupakan penelitian deskriptif yang dilanjutkan dengan analisis hubungan antar variabel, dilakukan secara cross sectional, dengan pengumpulan data melalui kuesioner terhadap 96 orang responden yang terdiri dari perawat di Instalasi Rawat Inap Rumah Sakit Umum Daerah Kabupaten Cianjur. Analisis data dilakukan dengan analisis univariat dan multivariat.Kesimpulan dari hasil penelitian, ternyata terdapat hubungan yang bermakna antara pemberian insentif dengan motivasi kerja perawat di instalasi rawat inap Rumah Sakit Umum Daerah Kabupaten Cianjur pada tahun 2004, sementara itu pada beberapa variabel imbalan non finansial justru didapatkan hasil yang sangat bermakna hubungannya dengan motivasi kerja.Daftar bacaan: 30 buku (1988-2004)

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The Relationships between the Incentive Program and the Work Motivations of Nurses in the Inpatient Facility of Cianjur Residency General Hospital Year 2004A good healthcare system undoubtedly has become a significant factor to create better societies. Consequently, a hospital as a part of the system is demanded to improve its quality of services to the community surroundings. One of the services that has direct contact to patients is nursing facility. Since nurses play a key role in every hospital operations, it is extremely important for the management to comprehend factors that are able to boost nurses morale and motivations that in turn will create a high performance organization in a hospital.

Nowadays, it is known that almost a half of the total numbers of nurse in Cianjur Residency General Hospital is in the status of honorary employees. Even in its Inpatient Facilities, 53.7% of the honorary employees are paid from the hospital's operational expenses. As a result, their wages are far below the standard.

Considering there is a direct relationship between reward system and employees' motivations, the management is committed to raise the employees' welfares (including both -the permanent and honorary nurses) by implementing an incentive program. Such a program allows the organization to give the eligible employees a certain amount of money as an incentive to increase the employees' performance in conducting their duties. The source of money is taken from the hospital's earnings which is based on and arranged in a decree released by the director.

In connection with the aforementioned matter, this paper analyzed the relationships between the ongoing incentive program and the nurses' motivations and work performances in the inpatient facilities of Cianjur Residency General Hospital. This paper includes descriptive research and followed by inter-variables analysis. The inter-variables analysis was conducted in cross sectional method; undertaking questioners and collecting data from 96 respondents. The respondents are nurses who work at the inpatient facility in Cianjur Residency General Hospital. Data analysis was calculated by using univariate and multivariate analyses.

Interestingly, based on the study of this paper, it is concluded that there is significant relationship between incentives and nurses' work motivations in the Inpatient Facility of Cianjur Residency General Hospital throughout year 2004. Meanwhile, it is known that several variables of non-financial rewards have made significant relationships to the motivation of the workers.

References: 30 (1988-2004)."

"Perubahan status RSMM menjadi Badan Layanan Umum membawa dampak pada semua bidang termasuk profesi keperawatan. Pada bulan Januari 2008, terjadi mutasi perawat dan hal ini beresiko untuk terjadinya konflik sehingga dirasakan perlu untuk melakukan pelatihan tentang manajemen konflik pada kepala ruangan dan dilihat pengaruhnya pada kinerja perawat pelaksana. Metode penelitian ini adalah quasieksperimental dengan desain Pre and Post Test Without Control Group. Perawat pelaksana yang menjadi responden sebanyak 104 orang yang dipilih dengan simple random sampling dan tersebar pada 18 ruangan. Kepala ruangan mendapatkan pelatihan tentang manajemen konflik dan dibimbing dengan frekuensi yang berbeda (6 kali, 3 kali, dan tanpa bimbingan), kemudian kepala ruangan menerapkan kemampuan manajemen konflik dengan membimbing perawat pelaksana untuk meningkatkan kinerjanya. Karakteristik perawat pelaksana dianalisa dengan uji statistik deskriptif sedangkan kinerja perawat pelaksana dianalisa dengan uji t-dependen untuk melihat perbedaan kinerja perawat pelaksana sebelum dan sesudah dibimbing kepala ruangan dan uji Anova untuk melihat perbedaan kinerja perawat pelaksana dengan frekuensi bimbingan yang berbeda pada kepala ruangan. Hasil penelitian menunjukkan peningkatan yang bermakna pada kinerja perawat pelaksana sesudah dibimbing kepala ruangan yang telah dilatih dan dibimbing (p Value < 0,05). Peningkatan kinerja perawat pelaksana yang kepala ruangannya dibimbing 6 kali lebih tinggi dibandingkan dengan yang kepala ruangannya tidak dibimbing, demikian juga degan kinerja perawat pelaksana yang kepala ruangannya dibimbing 3 kali. Sementara kinerja perawat pelaksana yang kepala ruangannya dibimbing 6 kali tidak berbeda secara bermakna dengan yang kepala ruangannya dibimbing 3 kali. Perawat pelaksana yang belum menikah lebih tinggi kinerjanya dibandingkan dengan yang telah menikah. Dari hasil penelitian ini disarankan agar calon kepala ruangan diberikan pelatihan manajemen konflik dan dibimbing sebanyak 3 kali.

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The status change of RSMM to independent public health service had impact to all disciplines, including nursing profession. In January 2008, rotation of nurse was conducted and potentially resulted conflicts. This condition was considered to be anticipated with providing training of conflict management for nurse managers, and then evaluated its effect on nurse performance. This study used quasi- experimental design with Pre and Post Test Without Control Group. Sample size of this study was 104 nurses of 214 nurses who were selected randomly in 18 patient ward. The training and coaching was performed in different frequency of sessions (6 sessions, 3 sessions, and session without coaching) for nurse managers who then demonstrated their skill of conflict management with guiding nurses in improving their performance. Descriptive statistical test was applied for nurse characteristic and t-dependent test was applied for nurse performance with differentiating nurse performance before and after the guidance provided by nurse manager. Anova test was applied to predict the difference of nurse performance with various frequency of coaching provided for nurse manager. The result of this study showed increasing nurse performance after being guided by nurse managers who were trained and coached (pValue < 0,05). The increasing of nurse performance with nurse managers who were coached in 3 sessions and 6 sessions was higher than nurse performance with nurse manager who were not provided with coaching. Nurse performance with nurse manager who were coached 3 times and 6 times was not significantly different. The performance of unmarried nurse was higher than married nurse. It was recommended that candidates of nurse managers should be trained about conflict management with 3 sessions of coaching."

"Rumah sakit berupaya menciptakan mutu pelayanan yang terbaik sebagai salah satu faktor penentu citra di masyarakat. Perilaku caring perawat merupakan salah satu indikator mutu pelayanan yang diterima oleh masyarakat.Tujuan penelitian ini untuk mengetahui faktor-faktor yang memengaruhi persepsi pasien terhadap perilaku caring perawat di Rumah Sakit Ichsan Medical Centre Bintaro dengan desain potong lintang. Populasi adalah pasien rawat inap dengan pengambilan sampel random sampling sebesar 93. Data dianalisis dengan univariat sampai bivariat dengan analisis kai kuadrat. Hasil penelitian menunjukkan faktor yang berhubungan dengan persepsi pasien yang menjalani perawatan di rawat inap Rumah Sakit Ichsan Medical Centre Bintaro adalah kebutuhan caring (nilai p = 0,001) dan perilaku caring perawat (nilai p = 0,006). Terpenuhinya kebutuhan caring dan perbaikan perilaku caring perawat akan menjadikan persepsi pasien menjadi positif selama rawat inap.

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The hospital strives to create the best quality of service as a determining factor for the image in society. Nurse caring behavior is one indicator of the quality of service received by the public.

The purpose of this study was to determine the factors that influence patient perception to nurse caring behaviors in Ichsan Medical Centre Hospital Bintaro with cross sectional design. The population was inpatients with sampling random sampling of 93. Data were analyzed by univariate and bivariate by chi-square analysis.

The results showed that associated factors with the perception of patients undergoing inpatient treatment at Ichsan Medical Centre Hospital Bintaro is caring needs (p value = 0.001) and the nurse caring behaviors (p value = 0.006). The fulfillment needs of caring and repair will make the nurse caring behaviors the perception become positive patients during hospitalization."

"Kinerja kemampuan pengesahuan, sikap, ketemmpilan dalam menerapkan Faktor karatif caring merupakan kompetensi kritis yang hams dimiliki oleh perawat profesional. Melalui kompetensi tersebut perawat dapal memperlihatkankan unjuk kezja (kinerja caring) dalam memberikan asuhan keperawatan kepada klien. Namun demikian masih ada keluhan klien/keluarga tentang layanan keperawatan yang kurang caring diantaranya: kurang memberikan informasi yang diperlukan klien, lama datang jika dipanggil, tidak empati, kurang melakukzm kegiatan observasi/moniroring dan kurang terampil dalam melalukan pekenjaan. Oleh karena itu, maka dapat disimpulkan bahwa belum optimalnya penerapan faktor karatif caring dalam asuhan keperawalan, sehingga menyebabkan kuaiitas kerja (kinerja) perawat belum optimal.Berdasarkan situasi tersebut penelilian ini dilakukan untuk meiihat efektifitas penerapan faktor karatif caring untuk meningkatkan kinerja: kemampuan (pengetahuan, sikap, keterampilan) perawat seteiah intervensi dibandingkan dengan keionpok kontrol. Penelitian ini menggunakan desain quasi experiment pre dan post fest pada perawat RS Persahabatan sebagai kelompok intervensi dan psrawat RS Fatmawati sebagai kelompok kontrol.Penelitian ini menggunakan teknik cluster sampling proporsi 2 (dua) populasi, sebanyak 40 sampel di tiap rumah sakit (RS Persahabamn dan RS Fatmawati). Instmmen penelitian terdiri dari 2 (dna) yaitu instrumen karakteristik dan instrumen kemampuan (pengelahuan, sikap, keterampilan) akan carin dalam asuhan keperawatan. Pengumpulan data diiakukan 2 (dua) kali yaitu sebe!um intervensi dan 6 minggu setelah intervensi.Penelitian ini menunjukkan kemarnpuan sikap dan ketetampijan perawat sebelum intervensi di RS Persahabatan lebih tinggi yaitu sikap (p=0,02'7) dan keterampilan (p=0,00I). Kemampuan sebelum dan sesudah intervensi di RS Persahabatan IX Perbandingan selisih perubahan kemampuan antara RS Persahabatandengan RS Fatmawati menunjukkan ada perbedaan bermakna pada tingkat pengetahuan (_p= 0, 006) dan sikap (p=0, 025), sedangkan keterampilan tidak bemnakna (p= 0,277).Penelitian ini membuktikan bahwa intervensi penerapan faktor karatif caring meningkatkan kinerja kemampuan (pengetahuan, sikap, keterampilan). Hal ini didukung oleh penelilian Rochmani (2003) yang membuktikan bahwa intervensi penerapan hubungan terapeutik perawat-klien meningkatkan kemampuan pengetahuan, sikap, keterampilan.Saran yang direkomendasikan untuk mempertahankan dan meningkatkan pelayanan kqierawalan di rumah sakit khususnya pelayanan keperawatan adalah perawat yang telah mempunyai kemampuan terus meningkatkan kemampuan tersebut sehingga akan menjadi unjuk kenja atau kinerja dan menjadi role model bagi perawat yang belum pelatihan, menumbuhkembangkan unjuk kerja caring dan akhirnya menjadi salah salu ciri budaya kerja setiap perawat sebagai individu maupun kelompok. Manajernen rumah sakil sebaiknya menindaklanjuti penerapan caring dalam asuhan keperawatan ini dengan adanya kebijakan pemberlakuan SOP penerapan caring dalam asuhan keperawalan, menggunakan penerapan caring dalam asuhan keperawatan sebagai salah satu indikator kualitas pelayanan keperawatan, memasukkan kompetensi penerapan caring dalam asuhan keperawatan sebagai poin untuk menentukan peringkat sistem imbal jasa sumber daya manusia (SDM) keperawatan. Sedangkan untuk organisasi profesi adalah agar penerapun caring dalam asuhan keperawatan dimasukkan sebagai salah sauu standur praktik keperawatan.

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Nurse's performance specially on knowledge, attitude, practice competency of the applied of caring carative factor is a critical competency that must be have for professional nurse. By that competency the nurse can show performance appraisal (performance appraisal of caring) in nursing service. However, it is shown that patients and their family expressed their concem that nurses did not show excellent the applied of caring carative factor in nursing service, it was reported that nurses did not give adequate infomation to patient, too long for coming if the patient called, was not empathy, was not good enough in patients monitoring/observation and was not skilltiil to do nursing intervention. To make the conclusion that the nurses was not optimal in the applied of caring carative factor in nursing service.Based on the situation, this study has trying to improve nurse's competency specially on knowledge, attitude and practice after intervention compare to control group. This study used a quasi experiment study, in which the intervention was given at Persahabatan Hospital and as control group ww Famawati Hospital- By using two-population sampling formula, 40 nurses was selected clustery in each hospital. The instrument consists of two part, i_e, the instrument of nurse's characteristic and nurse's performance specially on knowledge, attitude, practice of the applied of caring carative factor in nursing service. Data collection was twice, ie, before intervention and 6 weeks after intervention.This study showed that nurse's competency on attitude and practice before intervention at Persahabatan Hospital more higher with p-value of attitude 0,021 and p-value of practice 0,00l. Nurse's competency before and after intervention at Persahabatan Hospital showed a significant improvement on knowledge, attitude, practice with p-value of knowledge 0,000, p-value of attitude 0,000 and p-value of practice 0,000. Nurse's competency pre test and post test at Fatmawati Hospital showed a signiticant improvement on practice with p-value 0,0l7. There is a significant different on nurse's competency before and after intervention at Persahabatan Hospital with Fatmawati Hospital that without intervention wit.h p-val ue of knowledge 0,000, p-value of attitude 0,000 and p-value of practice 0,000. X Comparing nurse's competency deviation between Persahabatan and Fatmawati Hospital showed there is a significant different on knowledge (_p-value=0,006) and attitude (p- valuc=0,025), but on practice is not significant (p-va1ue=0, 277).This study proved that the intervention (the applied of carativc factor in nursing service) increase nurse's performance specially on knowledge, attitude, practice nurse's competency. This study was supported with Rochmani's study (2003) that the intervention (the applied of nurse's-patient terapeutic relationship) increase nurse's competency on knowledge, attitude and practice.This study recommends several applicative to maintain and improve hospital performance especially in nursing service such as nurses should improve their ability in applying caring carative factor that's become perfomiance appraisal of caring and become role model for nurses that do not training yet, to growth and to develop that nursc's performance appraisal Of caring and linally become nursing culture for each nurse as individual or as group. Hospital management should continue the applied of carative factor in nursing service trough regulation of using standard operating procedure, using the applied of carative faclor as one of indicator of quality in nursing service, using the applied of caring carative factor on grading system in reward system al nursing's human resource management. For the Indonesia musing organization should tl1e applied of caring carative factor become one of standard nursing practice."

"Rumah Sakit Islam Jakarta (RSIJ) Pondok Kopi Jakarta Timur sebagai suatu institusi pelayanan kesehatan masyarakat, dalam era globalisasi berusaha meningkatkan kualitas mutu pelayanan kesehatan termasuk pelayanan keperawatan. Salah satu indikator untuk menjaga kualitas pelayanan adalah peningkatan kinerja perawat pelaksana. Agar kinerja perawat pelaksana meningkat dilakukan kegiatan supervisi secara kontinyu. Supervisi adalah suatu usaha untuk meningkatkan kinerja dengan cara merencanakan, mengarahkan, menilai, dan melatih dalam setiap kegiatan supervisi, terhadap perawat pelaksana dalam memberikan Asuhan Keperawatan. Pelatihan supervisi tentang peran supervisor sebagai perencana, pengarah, penilai dan pelatih telah pernah dilakukan kepada para supervisor di RSIJ Pondok Kopi, untuk mengetahui pelaksanaan kegiatan supervisi oleh supervisor, dimaukan penelitian dengan tujuan memperoleh informasi tentang pengaruh pelatihan supervisi terhadap peningkatan kinerja perawat pelaksana di ruang rawat Map RSIJ Pondok Kopi Jakarta Timur. Penelitian ini merupakan penelitian deskriptif korelational yang dilakukan untuk melihat ada tidaknya pengaruh pelatihan supervisi terhadap peningkatan kinerja perawat pelaksana di ruang rawat map RSIJ Pondok Kopi Jakarta Timur. Sampel penelitian dengan menggunakan purposive sampling adalah 55 perawat pelaksana yang bekerja di ruang rawat inap perawatan umum RSIJ Pondok Kopi Jakrta Timur. Hasil penelitian dari analisis multivariat dengan regresi logistik menunjukan bahwa adanya pengaruh yang signifikan peran supervisor sebagai penilai dalam supervisi terhadap peningkatan kinerja perawat pelaksana setelah dimasukan faktor counfonding umur, jenis kelamin dan lama kerja dengan nilai OR=22,16 dan nilai p=0,003 (p<0,05). Berdasar hasil penelitian dapat disarankan agar bidang perawatan dapat membuat job description dari para supervisor, menetukan kriterianya, memelihara dan meningkatkan peran supervisor dalam melaksanakan perannya dalam upaya meningkatkan kinerja perawat pelaksana.

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Islamic Hospital Pondok Kopi east Jakarta as the public health care service institution is taking part in globalization development in improving health care service as well as nursing care. One of the indicator in maintaining the quality of nursing care is improvement of the clinical performance of the nursing staff In order to improve the clinical performance, it is implemented the supervision course program on the nursing staff regularly. Supervision course is preparing the supervisor to plan, supervise, evaluate and couch the nursing staff in implementing the nursing care. After intervention is given, the study examines the clinical performance of the nursing staff in the in-patient unit in Islamic Hospital Pondok Kopi east Jakarta. This study was descriptive correlation in order to see the influence of supervising course program to the improvement of clinical performance of nursing staff in patient unit in Islamic Hospital Pondok Kopi east Jakarta. The sample of this study was purposive sampling of 55 clinical nurses who were working in general ward in Islamic Hospital Pondok Kopi east Jakarta. The result of the study which was analyze using multivariate & logistic regression, showed the- high significance of supervisor role in supervising the nursing staff in order to improve the clinical performance. The result was using the confounding factor such as age, sex, and working experience with the result of OR = 22,16 and the p = 0,003 (p < 0,05). Some recommendation are suggested that the nursing officer should have the job description for supervisor, deciding the criteria to be a supervisor, maintaining and improving the role of supervisor in order to improve the clinical performance of the staff nurse."