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"Fokus penelitian ini adalah tentang kinerja pegawai pada bagian Sumber Daya Manusia RSUP Fatmawati 2012, yang berkaitan dengan karakteristik individu, motivasi dan profil kepemimpinan.Tujuan dari penelitian ini adalah untuk mengetahui hubungan antara karakteristik individu, motivasi dan profil kepemimpinan dengan kinerja karyawan pada bagian Sumber Daya Manusia RSUP Fatmawati tahun 2012. Penelitian ini merupakan penelitian kuantitatif dengan desain cross sectional.Hasil dari penelitian ini menunjukkan bahwa ada hubungan yang signifikan antara variabel motivasi (p value = 0,040; OR = 7,778), sub variabel imbalan (p value = 0,039; OR = 8,250), variabel profil kepemimpinan (p value = 0,013; OR = 12,833), sub variabel kredibilitas (p value = 0,024; OR = 3,167) terhadap kinerja pegawai di bagian Sumber Daya Manusia RSUP Fatmawati tahun 2012.The focus of this study is the employees? performance in the Human Resources of RSUP Fatmawati 2012 related to individual characteristics, work motivation and leadership profiles.

The purpose of this study is to know the relation between individual characteristics, work motivation and leadership profiles with the employees? performance in the Human Resource of RSUP Fatmawati 2012. This research is a quantitative study with cross sectional design.

The result of this research suggests that there is a significant relationship between motivational variables (p value = 0.040; OR = 7.778), sub variables remuneration (p value= 0.039; OR = 8.250), leadership profile variables (p value = 0.013; OR = 12.833), sub credibility of the variables (p value = 0.024; OR = 3.167) toward the employees? performance in the Human Resources of RSUP Fatmawati 2012."

"Skripsi ini membahas tentang analisis hubungan gaya kepemimpinan terhadap kinerja karyawan di IPP RSUP Fatmawati. Tujuan penelitian ini untuk mengetahui hubungan variabel independen yaitu karakteristik responden (umur, jenis kelamin dan masa kerja) dan gaya kepemimpinan yang diterapkan dengan variabel dependen yaitu kinerja karyawan di IPP RSUP Fatmawati. Penelitian ini menggunakan desain penelitian cross sectional, dengan jumlah sampel 39 responden yang merupakan karyawan yang bekerja di IPP RSUP Fatmawati. Untuk menguji analisis univariat digunakan analisis distribusi frekuensi, sedangkan untuk menguji analisis bivariat menggunakan uji chi-kuadrat.Hasil analisis mutu pelayanan rawat jalan menunjukkan tidak ada hubungan yang signifikan antara karakteristik responden dengan kinerja karyawan di IPP Rumah Sakit Fatmawati karena p-value > 0,05. Namun terdapat hubungan yang signifikan antara gaya kepemimpinan dengan kinerja karyawan karena p value < 0,05 (p-value = 0,001).

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This thesis talk about analysis relations leadership style against employee performance in installation billing patient?s (IPP Fatmawati's Hospital). The purpose of this research to know the independent variable that is characteristic of respondents (the age and sex) leadership style applied with the dependent variable for employee performance in the IPP Fatmawati's Hospital. This research using design cross sectional, research by the number of samples 39 respondents who is an employee who works in IPP Fatmawati's Hospital. To test for univariate analysis used frequency distribution analysis, while the bivariate analyzes to test theuse of Chi-squared.The results of the analysis of outpatient service of quality showed no relationship between the characteristics of the respondents with the employee performance cause p-value >0.05. But there is a significant relationship between leadership style with the employee performance cause p-value <0.05 (p-value = 0,001)."

"Kurangnya kepatuhan pegawai dalam menaati peraturan kehadiran merupakan masalah yang dilatarbelakangi oleh adanya data rekapitulasi mengenai ketidakhadiran pegawai tanpa keterangan. Skripsi ini merupakan studi tentang motivasi kerja yang bertujuan untuk mengetahui faktor-faktor yang berhubungan dengan motivasi kerja pegawai non medis di Rumah Sakit Umum Pusat Fatmawati Jakarta. Metode yang digunakan adalah kuantitatif dengan desain penelitian cross-sectional untuk melihat dinamika korelasi antara faktor-faktor risiko dan efek yaitu variabel independen dengan variabel dependen. Penelitian ini dilakukan pada bulan Desember 2011 dengan cara menyebarkan kuesioner kepada 62 orang responden sebagai sampel penelitian. Teknik pengambilan sampel yaitu dengan metode simple random sampling. Hasil penelitian ini menunjukkan bahwa semua variabel yang diteliti memiliki hubungan yang signifikan terhadap motivasi kerja pegawai non medis. Variabel tersebut meliputi variabel penghargaan, pengakuan, kekuasaan, kondisi lingkungan kerja, kompensasi, supervisi, jaminan pekerjaan dan peraturan/kebijakan. Di samping itu, hasil penelitian ini menggambarkan bahwa pegawai non medis memiliki motivasi kerja yang baik.

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Lack of obedience employees to obey attendance rules is a problem that motivated by recapitulation of data about employee absenteeism without explanation. This thesis is a study of work motivation that aims to determine the factors associated with non medical employees work motivation in Fatmawati general hospital, Jakarta.

The method used was quantitative with cross-sectional research design to look at the dynamics of correlations between risk factors and effects of independent variables and dependent variable. This research was conducted in December 2011 by distributing questionnaires to 62 respondents as the sample. Sampling technique that is by simple random sampling method.

The results of this study indicate that all variables studied had a significant association of medical employee work motivation. These variables are appreciation, recognition, power, working conditions, compensation, supervision, job security, and regulatory/policy. In addition, the result of this study describes that non medical employees have good work motivation."

"ABSTRAKPemanfaatan tempat tidur yang terisi (BOR) di Rumah Sakit Bhayangkara Tk. IRaden Said Sukanto tahun 2011 mengalami penurunan sementara imbalan yang diterimasudah standar bagi perawat pelaksana dan bidan yang berstatus PNS. Tujuan penelitian iniuntuk mengetahui ?Analisis hubungan karakteristik individu, faktor organisasi, dan motivasiterhadap Kinerja perawat pelaksana dan bidan di Rumah Sakit Bhayangkara Tk. I Raden SaidSukanto tahun 2011? dalam memberikan asuhan keperawatan. Desain penelitian ini adalahdeskriptif cross sectional dengan jumlah populasi sebanyak 407, sedangkan sampel diambilsebanyak 102 responden. Data diperoleh dengan menggunakan kuesioner berupa angket danlembar observasi yang telah diuji validitas dan realibilitasnya. Analisis data dilakukan denganbantuan program SPSS versi 18.0 menggunakan uji Chi-Square. Dalam penelitian ini,karakteristik individu, faktor organisasi, dan motivasi terhadap Kinerja perawat pelaksanadan bidan yang baik sebanyak 66,7% dan karakteristik individu, faktor organisasi, danmotivasi terhadap Kinerja perawat pelaksana dan bidan yang kurang baik sebanyak 33,3%.Dari hasil uji Chi-Square, jenis kelamin, kepemimpinan, imbalan, dan motivasi berhubunganterhadap Kinerja perawat pelaksana dan bidan di Rumah Sakit Bhayangkara Tk. I Raden SaidSukanto tahun 2011. Peneliti menyarankan kepada pihak manajerial Rumah SakitBhayangkara Tk. I Raden Said Sukanto agar lebih memperhatikan aspek jenis kelamin,kepemimpinan, imbalan, dan motivasi bagi perawat pelaksana dan bidan di Rumah SakitBhayangkara Tk. I Raden Said Sukanto dalam bentuk pengembangan karir bagi perawat yangmerata hal ini dilakukan agar setiap perawat pelaksana dan bidan memiliki kesempatan yangsama untuk memiliki karir sampai jenjang karir profesional yang tertinggi sehingga mobilitasberfungsi dengan baik dan benar.

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ABSTRACTUtilization of the occupied bed (BOR) in Bhayangkara Hospital Level I Raden Said

Sukanto in 2011 has decreased while the consideration received already implementing

standards for nurses and midwives with the status of civil servants. The purpose of this study

to determine the "Analysis of the relationship of individual characteristics, organizational

factors, and motivation towards implementing Performance nurses and midwives in the

Hospital Bhayangkara Tk. I Raden Said Sukanto of 2011 "in providing nursing care. This

study design is descriptive cross-sectional with a population of 407, while the sample is taken

as 102 respondents. Data obtained using the questionnaire in the form of questionnaires and

observation sheets that have tested the validity and realibilitasnya. Data analysis was

performed with SPSS version 18.0 using Chi-Square test. In this study, individual

characteristics, organizational factors, and motivation towards implementing Performance

nurses and midwives are good as much as 66.7% and individual characteristics,

organizational factors, and motivation towards implementing Performance nurses and

midwives are not good as much as 33.3%. From the results of Chi-Square test, gender,

leadership, rewards, and motivation related to the performance of nurses and midwives in

implementing Bhayangkara Hospital Tk. I Raden Said Sukanto in 2011. Researchers suggest

that the managerial Bhayangkara Hospital Tk. I Raden Said Sukanto to pay more attention to

aspects of gender, leadership, rewards, and motivation for nurses and midwives in

implementing Bhayangkara Hospital Tk. I Raden Said Sukanto in the form of career

development for nurses who evenly this is done so every nurse and midwife executor has the

same opportunity to have a career to the highest professional career path so that the mobility

function properly and correctly. "

"Dalam sebuah organisasi terdapat iklim organisasi yang terbentuk dari persepsi pekerja terhadap kebijakan, dukungan, kejelasan organisasi, penghargaan dan tanggung jawab. Iklim organisasi selanjutnya akan menciptakan iklim kerja yang dapat mempemgaruhi pekerja dalam tiga hal yaitu : motivasi, kinerja dan kepuasan kerja pekerja.Penelitian ini merupakan penelitian dengan disain deskriptif korelasional yang bertujuan untuk menguji hubungan antara iklim kerja dan karakteristik indidividu dengan kinerja perawat pelaksana di ruang rawat map RSUP H. Adam Malik. Penelitian menggunakan total populasi yang telah memenuhi kriteria inklusi, yaitu sebanyak 157 perawat pelaksana yang bertugas di ruang rawat inap RSUP H. Adam Malik. Kuesioner yang berhasil terkumpul sebanyak 141 responden/perawat. Instrumen yang digunakan adalah iklim kerja dan kinerja perawat yang telah dimodifikasi dan disesuaikan dengan kebutuhan penelitian. Uji validitas dan reliabilitas untuk instrumen iklim kerja nilai alpha = 0,8923 dan untuk instrumen kinerja nilai alpha = 0,9505.Hasil penelitian ini menunjukkan ada 3 variabel yang berhubungan dengan kinerja perawat yaitu : kejelasan visi misi dan tujuan pelayanan keperawatan, tanggung jawab perawat dan umur responden di ruang rawat map RSUP H. Adam Malik. Perawat yang mempersepsikan kejelasan visi misi dan tujuan pelayanan keperawatan baik mempunyai kinerja baik 5,8 kali dibanding perawat yang mempersepsikan kejelasan visi misi dan tujuan pelayanan keperawatan kurang. Demikian juga dengan perawat yang mempersepsikan tanggung jawab perawat baik berpeluang mempunyai kinerja baik 3,9 kali dibanding perawat yang mempersepsikan tanggung jawab kurang. Sedangkan perawat yang berumur 35 tahun berpeluang mempunyai kinerja baik 2,6 kali dibanding perawat yang berumur < 35 tahun. Dengan demikian variabel yang paling dominan berhubungan dengan kinerja adalah kejelasan visi misi dan tujuan pelayanan keperawatan ( p value = 0,001; OR = 5,793 ).Peneliti menyimpulkan bahwa perlunya keterlibatan perawat dengan pimpinan rumah sakit dalam menyusun rencana strategi khususnya pelayanan keperawatan yang nantinya akan merumuskan visi misi dan tujuan pelayanan keperawatan terkait yang akan melahirkan kebijakan, peraturan, standar keperawatan. Perlunya kejelasan tanggung jawab yang meliputi uraian tugas, pendelegasian tugas yang sesuai dengan kemampuan perawat, otonomi yang jelas dan adanya kewenangan dalam pengambilan keputusan secara mandiri dalam memberikan asuhan keperawatan. Usia perawat pelaksana yang lebih banyak pada kelompok usia produktif, merupakan potemsi bagi pengembangan dan pemberdayaan SDM keperawatan di RSUP H. Adam Malik.

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Organizational climate is formed from the staff's perception upon policy, support, organization's clarity, reward and responsibility. In turn it will create a working climate influencing the staff within 3 aspects: motivation, performance and job satisfaction.

The research was descriptive was correlation with cross-sectional design that aimed to examine the relationships between work climate and individual characteristics with nursing performance of the nurses working inpatient wards of H. Adam Malik Hospital. The research used total population which has fulfilled inclusion criteria were 157 nurses inpatient wards of H. Adam Malik Hospital. The questioners that have been collected were 141. The instruments applied to this study was modified an instrument. The validity and reliability test of the work climate instrument was a = 0,8923 and the nursing performance was a = 0,9505.

The study found that there were 3 correlated variables which related to nursing performance namely the vision and mission clarity and the nursing service objectives, nurses who perceived good to the vision and mission clarity and nursing service objectives had good performance 5,8 times compared to the nurses who perceived less to the vision and mission clarity and nursing service objectives. The nurses who perceived good nurses responsibility had odds ratio for good performance 3, 9 times compared to nurses who perceived less to the nurses? responsibility. The nurses at age 35 year old who had good performance 2,6 times compared to nurses at age < 35 year old. Therefore the dominant variables that correlated with performance was the vision and mission clarity (p value = 0,001; OR =-5,793).

The results of this study concluded that lead to the policy, rules, and nursing standards. The study also suggested the importance of the clarity of the responsibilities which covered job descriptions, delegations accord to the staff capabilities, the clarity of autonomy and authority in making decisions of nursing care independently. The big number of productive age of nursing staff was considerably potential to the improvement and empowerment to the nursing human resources at H. Adam Malik Hospital."

"Masih rendahnya disiplin kerja perawat di rumah sakit rnerupakan suatu indikator masih kurang kualitas pelayanan keperawatan yang diterima oleh masyarakat. Keberhasilan rumah sakit dalam menjalankan fungsinya ditandai dengan meningkatnya mutu pelayanan rumah sakit. Faktor yang dominan mempengaruhi mutu rumah sakit adalah sumber daya manusia. Salah satu aspek kekuatan SDM itu dapat tercermin pada sikap dan perilaku disiplin, karena disiplin mempunyai dampak yang kuat terhadap suatu organisasi untuk mencapai keberhasilan dalam mencapai tujuan yang direncanakan. Peningkatan disiplin kerja perawat dapat dilakukan melalui berbagai upaya diantaranya dengan meningkatkan kepuasan remunerasi, dan pola gaya kepemimpinan hal ini juga disesuaikan dengan karakteristik individu dari perawat. Demikian halnya yang dilakukan oleh Rumah Sakit Dr. Moh. Hoesin Palembang untuk meningkatkan disiplin kerja perawat PNS. Disain penelitian yang digunakan adalah survey dengan pendekatan kuantitatif. Sampel pada penelitian ini adalah sebagian dari perawat PNS di RSUP Dr. Mohammad Hoesin Palembang yang berjumlah S4 orang dari 540 orang perawat yang menjadi populasi. Pengumpulan data dilakukan dengan menyebarkan kuesioner. Hasil penelitian menunjukkan variabel karakteristik individu yang signifikan adalah umur, pendidikan, dan lama kerja perawat PNS memiliki hubungan dengan tingkat kedisiplinan perawat PNS di RSMH Palembang, kemudian variabel gaya kepemimpinan demokratis serta persepsi kepuasan remunerasi Perawat PNS. Hal ini terlihat dari nilai signifikansi variabel pada analisis bivariat yang lebih kecil dari alpha 5%. Hasil penelitian ini teruji pada tingkat keyakinan 95% dengan alha 5%. Dampak dari penelitian ini adalah adanya informasi yang berguna sebagai bahan pertimbangan untuk RSMH Palembang khususnya bagian manajemen keperawatan untuk meningkatkan kualitas disiplin kerja perawat sehingga akan meningkalkan kualitas pelayanan kesehatan bagi masyarakat.

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The low of nursing hospital discipline ability is become an indicator of less service nursing quality which accepted by society. Hospital achievement in run marked the function showed by the height of hospital service quality. Dominant factor that influences hospital quality is human resource. One of the strength aspects of this can be found in attitude and behaviors discipline due tue discipline has strong impact towards an organization to pursue success in achieve aim that planned.

Enhancing the discipline of nursing can be done in various things, such as increasing the satisfaction of remuneration, and this matter of leadership style pattern also accustomed with individual characteristics of nurse. However, such the things done by dr. Moh. Hoesin Palembang that to increase nurse discipline work of PNS.

Design of analytical that used is doing survey with quantitative approaching. Sample in this research is some of PNS nurse RSUP dr. Mohammad Hoesin Palembang that number 84 person from 540 nurses which become a population. Data collecting is done with distribute questioners.

The research result shows individual characteristics that have variable significant. For instance age, education, and how long PNS nurse has relationship connection with nurse discipline level at RSNH Palembang, then democratic leadership style variable with satisfaction perception remunerasi nurse PNS. This matter is seen from value signifikansi variable in bivariate analysis smaller than alpha 5%. This result, confidence analytically in level 95% with alha 5%.

Impact of this research is hopefully give useful information existence upon which deliberation to RSMH Palembang, especially management part to increase quality of the discipline of nurse, thus will increase well-being service quality for society."

"Masih rcndahnya disiplin kerja perawat di rumah sakit merupakan suatu indikator masih kurang kualitas pelayanan keperawatan yang diterima oleh masyarakat. Keberhasailan rumah sakit dalam mcnjalankan fhngsinya ditamdai dengan meningkatnya mutu pelayanan rumah sakit. Faktor yang dominan mempengaruhi mutu rumah sakit adalah sumber daya manusia. Salah satu aspek kekualan SDM itu dapal tercermin pada sikap dan perilaku disiplin, karena disiplin mempxmyai dampak yang kuat terhadap suatu organisasi untuk mencapai keberhasilan dalam mencapai tujuan yang direncanakan. Peningkatan disiplin kerja perawat dapat dilakukan mclalui berbagai uapayta diantaranya dengan meningkatkan kepuasan remunerasi, dan pola gaya kepemimpinan hal ini juga disesuaikan dengan kazakteristik individu dari perawat. Dcmikian halnya yang dilakukan oleh Rurnah Sakit Dr.Moh.l-loesin Palembang untuk meningkatkan disiplin kerja perawat PNS. Disain penelitian yang digunakan adalah survey dengan pendekatan kuanlitatiti Sampel pada penelitian ini adalah sebagian dari perawat pns di RSUP Dr. Mohammad Hoesin Palembang yang berjumlah 84 orang dari 540 orang perawat yang menjadi populasi. Pengumpulan data dilakukan dcngan menyebarkan kuesioner. Hasil penelitian menunjukkan Variabel Karakteristik individu yang signiflkan adalah umur, pcndidikan, dan Iama kerja perawat PNS memiliki hubungan dengan tingkat kedisiplinan perawat PNS di RSMH Palembang, kemudian variabel gaya kepemimpinan demokratis Sena persepsi kepuasan remunerasi perawat PNS. Hal ini lerlihat dari nilai signifikansi variabel pada analisis bivariat yang lebih kecil dari alpha 5%. Hasil penelitian ini teruji pada tingkat keyakjnan 95% dengan alha 5%. Dampak dari pcnelitian ini adalah adanya informasi yang berguna sebagai bahan pertimbangan untuk RSMH Palembang khususnya bagian manajemen keperawatan untuk meningkatkan kualitas disiplin kerja pcrawat sehingga akan mcningkatkan kualitas pelayanan kesehatan bagi masyarakat.

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The low of nursing hospital discipline ability is become an indicator of less service nursing quality which accepted by society. Hospital achievement in run marked the function showed by the height of hospital service quality. Dominant factor that influences hospital quality is human resource. One of the strength aspects of this can be found in attitude and behaviors discipline due tue discipline has strong impact towards an organization to pursue success in achieve aim that planned.

Enhancing the discipline of nursing can be done in various things, such as increasing the satisfaction of remuneration, and this matter of leadership Style pattern also accustomed with individual characteristics of nurse. However, such the things done by dr. Moh. Hoesin Palembang that to increase nurse discipline work of PNS.

Design of analytical that used is doing survey with quantitative approaching. Sample in this research is some of PNS nurse RSIIP dr. Mohammad Iloesin Palembang that number 84 person from 540 nurses which become a population. Data collecting is done with distribute questioners.

The research result shows individual characteristics that have variable significant. For instance age, education, and how long PNS nurse has relationship connection with nurse discipline level at RSMH Palembang, then democratic leadership style variable with satisfaction perception remunerasi nurse pns. This matter is seen from value signifikansi variable in bivariate analysis smaller than alpha 5%. This result, confidence analytically in level 95% with alha 5%.

Impact of this research is hopefully give useful information existence upon which deliberation to RSMH Palembang, especially management part to increase quality ofthe discipline of nurse, thus will increase well-being service quality for society."

"The main duties and functions of Employee's Education and Training Center (ETC) of Department Justice and Human Rights are to conduct, to coordinate and to organize especially related with the field of employee's education and training center to all human resources of Department Justice and Human Rights which divided in to 10 units of Echelon I, 59 Echelon II, 203 Echelon III, 549 Echelon IV, also 30 provincial office with total employees consists of 52.188 people.The factual problems is the existence of phenomenon that the performance level of employees of Education and Training Center isn't optimal. Meanwhile the conceptual problems is if the employees have high quality, so the performance level is also high.Davis (1993: 227) explain that one's performance is influenced by competence and motivation one has, the competence is influenced by knowledge and skill, meanwhile motivation is influenced by attitude and situation, next the performance of employee and resource will influence the organization's achievements.The objective of this research is to know and to prove how strong is the performance of employee. This research uses survey sampling or "census" by taking population of all employees of ETC at Department Justice and Human Right especially those who are at staff level consists of 80 people. Meanwhile the instrument that is used to collect variable data of competence is using statement essay form questioner which consists of 17 questions, meanwhile the statement for work motivation variable consists of 9 questions, each score uses liken scale 1 to 5.Meanwhile performance variable data collecting is by direct scoring to staff performance by each direct superior (Head of subsection or head of sub field). Around 95 % of all performance evaluation at low and mid level of organization is conducted by direct superior of that employee (Robbins, 2001: 260), the scoring instrument that is used is the evaluation design model which developed by James E. Neal (2004 : 25 - 51) with scoring scale 1 to 5.The data analysis technique uses correlation analysis Spearman rho, the result of finding in the research shows:1. There is positive and significant relations between competence variable and performance variable, with correlation coefficient (r) is 0.430 with significance level is 0.027, and this relations means that the higher the competence level one has, so the higher the performance level.2. There is positive and significant relations between work motivation variable and performance variable, with correlation coefficient (r) is 0.445 and significance level is 0.021, and this relations means that the higher an employee is motivated, the higher the performance level.In order to deal. with Reform Era Nowadays which result a lot of implication especially about strong demand of community to public organization performance especially with changing is service sector, so it is urgent to be balanced with the improvement of human resource quality through education and training way so the knowledge improvements, because along with the improvement of human resource quality will also increase the individual performance, and so on will also influence the organization performance. Result of this research will show that the competence and work motivation of employee has positive and significant relations with employee's performance. So the two factors have big advantage to employee individually.The performance improvement of employee will be better and will give bigger advantage if started with increasing employees work motivation first, then followed by improving employee competence, because based on result of statistical test, work motivation variable, shows the relation which stronger if compared with the competence variable even the score differences is not too big. The policy directs to the improvement of employee work motivation should orient the valent factor, hope and instrumentality. Meanwhile, the improvement of employee's competence should be by giving education and training based on competence which is suited organizational needs."

"Sumber daya manusia dalam suatu organisasi merupakan faktor yang sangat penting. Untuk mencapai tujuan organisasi, diperlukan kinerja yang baik dari pegawainya. Kinerja pegawai dipengaruhi oleh faktor-faktor antara lain pengetahuan, motivasi, imbalan, kepemimpinan, pelatihan dan jadwal kerja. Penelitian ini menggunakan jenis kuantitatif dengan desain cross sectional. Penelitian ini dilakukan di Instalasi Laboratorium Klinik RSUP Fatmawati tahun 2012. Data yang dikumpulkan merupakan data primer dengan alat bantu kuesioner. Responden dalam penelitian ini adalah pegawai laboratorium sebanyak 45 orang. Dari hasil penelitian ditemukan tidak ada hubungan antara pengetahuan dan jadwal kerja dengan kinerja. Dan memiliki hubungan yang signifikan antara motivasi, kepemimpinan, imbalan dan pelatihan dengan kinerja. Oleh karena itu, saran untuk Instalasi Laboratorium Klinik adalah dengan meningkatkan kinerja lebih baik lagi, menyediakan pegawai yang sesuai dengan, meningkatkan profesionalisme pegawai.

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Human resources in organization is very important factor. To achieve the goal of organization, needed a good performance from this employees. Employee performance is affected by factors such as knowledge, motivation, reward, leadership, training and work schedule. This type of this research is quantitative research using cross-sectional design. This study was conducted at the Instalation Laboratory at Fatmawati Hospital in 2012. The data collected is the primary data with a questionnaire. Responden is the research is an employee of the lab as much as 45 people.

From the result of the study found no relationship betweed knowledge and work schedule with the performance. And have an significant relationship between motivation, leadership, reward, and training with performance. Therefore, suggestion for the installation is to improve Laboratory performace better yet, provide employees with the appropriate, improve the professionalism of the employee."

"Kepemimpinan kepala ruangan sangat berpengaruh etrhadap kinerja perawat yang merupakan cerminan dari mutu pelayanan rumah sakit. Penelitian ini bertujuan untuk mengidentifikasi hubungan karakteristik individu, kepemimpinan transformasional dengan kinerja perawat di P.K. St. Carolus Jakarta. Desain penelitian menggunakan deskriptif korelasi dengan pendekatan cross sectional terhadap 116 perawat.Hasil penelitian mendapatkan hubungan yang signifikan antara kepemimpinan transformasional (karisma, konsiderasi individu, simulasi intelektual) dan kepemimpinan transaksional (manajemen eksepsi) dengan kinerja perawat ( p value <0,05). Tidak ada hubungan karakteristik individu meliputi usia, tingkat pendidikan, masa kerja, status perkawinan dan imabalan kontinjen dengan kinerja perawat ( p value>0,05). Variabel yang dominan berhubungan dengan konerja perawat adalah manajemen eksepsi (p value=0,006).

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The Leadership of head of nurse is very influential on the performance of nurses who are a reflection of the quality of hospital services. The purpose of this study was to identify the relationship between individual characteristics, transformational and transactional leadership to the performance of nurses in nursing service quality control programmes in Health Services Sint Carolus Jakarta. This study used a cross-sectional descriptive correlation design by 116 nurses.The study's result showed a significant relationship between transformational leadership, charisma individual consideration, intellectual stimulation, transformational leadership, and management of exceptions to the performance of nurses (p value <0.05). There is no relation between the individual characteristics such as age, education level, occupation, marital status and benefits contingent with the performance of nurses (p value > 0.05). The most dominant variable associated with the performance of nurse is a management of exception (p value = 0.006)."