Hasil Pencarian  ::  Simpan CSV :: Kembali

"Kualitas tidur yang tidak memadai dapat berdampak buruk terhadap kinerja pekerjaan perawat, yang akan berimbas pada keselamatan pasien dan keselamatan perawat itu sendiri. Penelitian ini bertujuan untuk mengidentifikasi hubungan antara kualitas tidur dan kinerja perawat dalam melaksanakan asuhan keperawatan. Desain penelitian ini adalah analitik dengan pendekatan potong lintang pada 120 perawat di ruang rawat inap RSUD Cibinong yang dipilih dengan total sampling. Kualitas tidur diukur dengan kuisioner The Pittsburgh Sleep Quality Index (PSQI) dan kinerja diukur dengan kuisioner kinerja perawat yang dimodifikasi dari kuisioner Royani.Hasil penelitian ini menunjukkan bahwa ada hubungan antara kualitas tidur dengan kinerja perawat dalam melaksanakan asuhan keperawatan di ruang rawat inap RSUD Cibinong (p=0,002, α= 0,05). Skor total PSQI pada perawat yang berkinerja baik lebih rendah 1,42 poin dibanding yang berkinerja kurang baik. Kegiatan untuk meningkatkan kualitas tidur dan kinerja perlu diprogramkan oleh perawat dan manajemen rumah sakit melalui pengaturan jadwal kerja yang sesuai dan peningkatan sumber daya perawat melalui sekolah, serta perlu dilakukan penelitian lebih lanjut yang berkaitan dengan kualitas tidur dan kinerja perawat.

---

Poor sleep quality and sleep deprivation adversely impact work performance, patient safety and nurse safety. This study aims to identify the relationship between sleep quality and performance of nurses in implementing nursing care. The study design was cross-sectional analytic approach to the 120 nurses in the inpatient hospital Cibinong selected with a total sampling. Quality of sleep was measured with a questionnaire The Pittsburgh Sleep Quality Index (PSQI) and the performance is measured by the performance of the nurse questionnaire modified from the questionnaire Royani.

The results of this study indicate that there is a relationship between sleep quality and nurse?s performance in implementing nursing care in inpatient wards Cibinong hospital (p = 0.002, α = 0.05). PSQI total score on the nurse who performs well 1,42 points lower than the poor performers. Activities to improve the quality of sleep and performance need to be programmed by nurses and hospital management through appropriate setting work schedules and increased resource of nurses, as well as the further research related to sleep quality and performance of nurses."

"Pemberian pelayanan kesehatan memerlukan sumber daya berkualitas agar menghasilkan luaran yang baik. Dengan demikian, sumber daya manusia harus dipandang sebagai aset bahkan investasi rumah sakit. Perawat yang merupakan proporsi ketenagaan terbesar dalam layanan kesehatan akan memberikan sumbangan bagi keberhasilan pelayanan bila dapat melakukan tugas dan fungsinya sesuai standar. Perawat yang memiliki kemampuan dan motivasi yang baik akan berkontribusi terhadap tugas penyelenggaraan pelayanan kesehatan rumah sakit melalui layanan keperawatan. Sebaliknya, perawat yang tidak melakukan asuhan keperawatan dengan baik dan benar dapat menimbulkan masalah pada pelayanan terhadap pasien. Oleh karena itu, dilakukan penelitian ini dengan tujuan untuk melihat hubungan antara kemampuan, motivasi dan supervisi perawat terhadap kelengkapan dokumentasi asuhan keperawatan di ruang rawat RSU Imanuel Sumba. Penelitian ini menggunakan desain penelitian observasional kuantitatif dengan metode pengambilan data potong lintang yaitu dengan melakukan pengamatan atau pengukuran terhadap setiap variabel penelitian satu kali dalam satu waktu. Dalam penelitian ini, subjek penelitian adalah perawat di RSU Imanuel. Subjek diminta mengisi kuesioner kemampuan, motivasi dan supervisi. Skor untuk setiap item kuesioner dijumlahkan. Nilai total adalah 100%, nilai 65% atau lebih dianggap baik sedangkan nilai < 65% dianggap kurang. Dari 22 responden perawat yang bertugas di ruang rawat inap RSU Imanuel Sumba, yang kemudian ditelusuri asuhan keperawatannya, didapatkan 8 orang (36,4 % ) perawat yang kelengkapan asuhan keperawatannya termasuk katagori baik, dan sisanya 14 orang (63,6% ) kelengkapan asuhan keperawatannya termasuk katagori kurang baik. Perawat yang memiliki pengetahuan yang baik 17 (77,3%) dan kurang baik 5 (22.7%). Perawat yang mempunyai keterampilan baik 16 (72,7%) dan kurang baik 6 (27,3%). Perawat dengan motivasi baik 5 (22,7%) dan kurang 17 (77,3%). Perawat yang menyatakan supervisi baik 9 (40,9%) dan kurang 13 (59,1%). Tidak terdapat hubungan bermakna antara pengetahuan (p value=0,613) dan keterampilan (p value =0,624) dengan kelengkapan asuhan keperawatan. Ada hubungan yang bermakna antara motivasi (p value=0,039) dan supervisi (p value=0,043) dengan kelengkapan asuhan keperawatan.

---

Providing health services requires quality resources to produce a good outcome. Thus, human resources should be viewed as assets and even hospital investments. Nurses who are the largest proportion of workforce in health services will contribute to the success of the service if they can perform their duties and functions according to standards. Nurses who have good ability and motivation will contribute to the task of administering hospital health services through nursing services. Conversely, nurses who do not perform nursing care properly and correctly can cause problems in patient care. Therefore, this research was conducted with the aim of looking at the relationship between the abilities, motivation and supervision of nurses on the completeness of nursing care documentation in the Imanuel Hospital Sumba ward. This study used a quantitative observational research design with cross-sectional data collection methods by observing or measuring each research variable once at a time. In this study, the research subjects were nurses at Imanuel General Hospital. Subjects were asked to fill out a questionnaire on ability, motivation and supervision. The scores for each questionnaire item are summed. A total score is 100%, a score of 65% or more is considered good, while a score less than 65 is considered insufficient. Of the 22 nurse respondents who served in the inpatient room of Imanuel Sumba Hospital, whose nursing care was then traced, there were 8 nurses (36.4%) whose complete nursing care was categorized as good, and the remaining 14 people (63.6%) had complete care. nursing is in a poor category. Nurses who have good knowledge 17 (77.3%) and less good 5 (22.7%). Nurses who have good skills are 16 (72.7%) and less good 6 (27.3%). Nurses with good motivation are 5 (22.7%) and less 17 (77.3%). Nurses who stated good supervision were 9 (40.9%) and less 13 (59.1%). There is no significant relationship between knowledge (p value = 0.613) and skills (p value = 0.624) with the completeness of nursing care. There is a significant relationship between motivation (p value = 0.039) and supervision (p value = 0.043) with the completeness of nursing care."

"Penelitian deskriptif korelasi dan cross sectional ini bertujuan mengetahui hubungan antara sistem penghargaan dengan kinerja perawat dalam menjaksanakan asuhan keperawatan di Instalasi Rawat Inap RSUD Kota Cilegon. Pengumpulan data dilakukan dengan kuesioner dan observasi. Metode Chi Square dan Multiple Logistic Regression digunakan dalam analisis data.Hasil penelitian menunjukkan tidak ada hubungan bermakna antara sistem penghargaan dengan kinerja 65 perawat dengan p value (menurut persepsi perawat) = 0,720 dan p value (berdasarkan hasil observasi} = 0,716. Sub variabel pengaruh dan pertumbuhan diri adalah sub variabel yang paling berhubungan dengan kinerja perawat Rumah sakit perlu mempertimbangkan jenjang karir perawat sebagai dasar utarna pemberian sistem penghargaan

---

This research aim to know relation between reward system with nurse performance in nursing care in RSUD Cilegon. Method Research use descriptive correlation with cross sectional device. Sampel use 65 nurse. Data collecting conducted with kuesioner and observation. Method Chi Square and Multiple Logistic Regression used in data analysis.

Result of research found that no significant relationship between re\vard system with nurse performance with p value (according to nurse perception = 0,720) and p value (result of observation = 0,716). Sub variable influence and growth are most sub variable relate to nurse performance. The hospital require to develop nursing career as basic mayor reward system."

"Kinerja perawat memberikan dampak terhadap peningkatan kualitas pelayanan di rumah sakit. Penelitian ini bertujuan untuk mengidentifikasi hubungan kompetensi perawat dan kepuasan kerja perawat dengan kinerja perawat pelaksana di rawat inap. Metode penelitian kuantitatif menggunakan cross sectional, jumlah sampel dalam penelitian 167 perawat. Hasil penelitian ditemukan bahwa secara parsial kompetensi perawat berhubungan positif dan signifikan dengan kinerja perawat p = 0.016 < α 0.05, kepuasan kerja perawat berhubungan dengan kinerja perawat p = 0.002 < ± 0.05. Secara simultan kompetensi dan kepuasan kerja perawat berhubungan dengan kinerja perawat p = 0.001 < 0.05. Kepuasan kerja perawat paling dominan berhubungan dengan kinerja perawat OR = 2.959 dibandingkan dengan kompetensi perawat OR = 2.453. Perlu adanya perhatian dari manajer keperawatan untuk memperhatikan kompetensi dan kepuasan kerja perawat dengan memberikan dukungan dan keikutsertaan dalam kegiatan pengembangan kemampuan dan skill sehingga kinerja perawat dapat meningkat yang akan berdampak terhadap kualitas pelayanan di rumah sakit.

---

The performance of nurses has an impact on improving the quality of service in hospitals. This study aimed to identify the relationship between the competence of nurses and nurse job satisfaction with the performance of nurses in inpatient care. A quantitative research method and cross-sectional design were used, involving 167 nurses. The study's results found that nurse competence was partially positively and significantly related to nursing performance p = 0.016 < 0.05, and nurse job satisfaction was related to nursing performance p = 0.002 < 0.05. Simultaneously the competence and job satisfaction of nurses related to the performance of nurses p = 0.001 < 0.05. Nurse job satisfaction is most dominantly related to nurse performance OR = 2,959 compared to nurse competence OR = 2,453. There needs to be attention from nursing managers to pay attention to the competence and job satisfaction of nurses by providing support and participation in ability and skill development activities so that nurse performance can increase, which will have an impact on the quality of service in hospitals."

"Metoda pemberian asuhan keperawatan tim, apabila dilaksanakan secara efektif dan efisien menimbulkan kepuasan untuk perawat. Penelitian ini bertujuan mengetahui hubungan penerapan metoda asuhan keperawatan tim dengan kepuasan kerja perawat di Instalasi Rawat Inap Rumah Sakit Umum Kabupaten Tangerang. Desain menggunakan deskriptif korelasi dengan cross sectional. Jumlah sampel sebanyak 80 orang dengan total sampling. Hasil penelitian menunjukkan terdapat hubungan yang bermakna antara koordinasi dan supervisi dengan kepuasan kerja perawat (p < 0.05). Perlu peningkatan koordinasi di dalam tim dan unit terkait dan supervisi yang dilakukan secara berkala dan insidentil untuk peningkatan asuhan keperawatan.

---

Team nursing method if this method carried out effectively and efficiently it could lead to nurses? satisfaction. The purpose of this study is to determine the relationship between the utilization of team nursing care method and the nurses? job satisfaction in Installation Inpatient Tangerang Regency Hospital. This was a descriptive correlation study using cross sectional design. A number of 80 nurses were involved using total sampling technique.

The results showed that coordination and supervision were significantly associated with nurses? job satisfaction (p <0.05). Therefore, there is a need to increase coordination both in the team nursing and other units related to nursing services, to conduct supervision periodically and incidentally, as well as to increase application of team nursing care method particularly in nursing care."

"Perawat merupakan salah satu profesi yang paling penting di dalam suatu organisasi Rurnah sakit. Perawat adalah mayoritas karyawan Rumah Sakit yang berperan secara langsung melayani pasien. Selama memiliki kontak terlama dengan pasien, 24 jam sehari. Dalam melaksanakan tugasnya perawat memiliki standar asuhan keperawatan yang merupakan acuan pekerjaanya. Salah satu bagian dari stan""dar asuhan keperawatan ada1ah implementasi keperawatan. Menurut Drucker dalam Gillies (1996) potensi terbesar hagi kontrol berada pada titik Cli mana tindakan dilaksanakan, jadi untuk maksud 'tru:alitas kontrol supervisi Personil ke erawatan sebaiknya dilakukan di dalam lingkungan perawatan. Datan sen iri dan melihatnya adalah satu-satunya masukan yang dapat diperca a. Atas dasar itu penulis memilih I plementasi Keperawatan yang dijadikan bahan observasi sebagai dasar penilaian. Tujuan dari penelitian ini adalah untuk mengetabui detenninan kineija perawat dalam implementasi asuhan keperawatan di instalasi rawat inap RSUD Cideres kabupaten Majalengka. Desain pene1itian menggunakan...metode kuantitatif dan kualitatif dengan p-value = 0,001 , OR = 6,048 setelah dikontrol oleh variabel sumber daya/sarana dengan nilai p-value = 0,047.OR= 0,343. Dari hasil penelitian ini disarankan kepada manajemen rumah sakit untuk mengupayakan pemenuhan dan pemeliharaan alat-alat kesehatan baik medis maupun non medis sesuai dengan standar. Selain itu diperlukan upaya-upaya dari manajemen rumah sakit untuk meningkatkan motivasi perawat. Kegiatan yang paling mendesak yang mendorong motivasi kerja perawat menjadi lebih baik adalah membuktikan apakah beban keija mereka sudah sesuai standar? Untuk menjawabnya secara tepat diperlukan evaluasi beban keija perawat di tiap-tiap ruangan erawatan. Upaya yang lain adalah pembinaan berupa diskiisi refleksi kasus, monitoring dan evaluasi secara kontinyu, mendukung dan atau menyelenggarakan pendidikan dan pelatihan keperawatan memberlakukan pemberian imbalan baik imbalan ekstrinsik (extrinsic rewards) maupun imbalan Intrinsik (Intrinsic rewards).

---

Nurse is one of. the most important professions and a hospital organization. Nurse is majority of hospital employee that stlirectly serves patients. While patient taken care in hospital, nurses have the longest contact with patients, which is 24 hours a day. In performing their duty, nurses have nursing upbrinmng standar that is nursing implementation. According to Drucker in Gillies (1996), the largest potential for control placed in pointrwhere an act eonducted, so that supervision co trol quality of nursing personnel had better do in a nursmg environment. Come by yourself and see it become the onl:y: input that could be trustee. f3ased on it writer choose Nursing Implementation that made an observation material as basic assessment.

This researc objective is to identify the determinant of urse performance in implementation of nursing uporingin a RSUD inpatient installation Cideres Majalengka regency. Research design is using quantitative and qualitative method with 77 (seventy-seven) samples of nurse administrator. Performance dependent variable measured with observation method toward implementation o nursing upbringing. A for independent variable that checked irresponsibility appropriate with standard ? To answer it correctly need nurse work responsibility evaluation in each nursing hall. Other effort is comprehension such as case reflection discussion, monitoring and continually evaluation, encouraging and or conducting nurse education and training, giving reward whether extrinsically (Extrinsic reward) or Intrinsically (Intrinsic reward)."

"ABSTRAKKepuasan kerja perawat merupakan indikator mutu pelayanan keperawatan yang dapat mempengaruhi kinerja. Perilaku caring merupakan kinerja perawat yang menjadi inti dari praktik keperawatan untuk memberikan asuhan keperawatan yang berkualitas. Penelitian ini bertujuan untuk mengidentifikasi hubungan kepuasan kerja dengan perilaku caring perawat pelaksana di RSUD Cibinong. Desain penelitian adalah deskriptif korelasi dengan pendekatan cross sectional. Sampel penelitian adalah perawat pelaksana di ruang rawat inap sebanyak 108 orang dengan teknik proportional sampling. Uji bivariat menggunakan chi-square menunjukkan adanya hubungan antara kepuasan kerja dengan perilaku caring perawat pelaksana (p=0,000, CI 95%). Perawat yang merasa puas mempunyai peluang 4,7 kali untuk berperilaku caring. Uji regresi logistik menyatakan bahwa kepuasan kerja intrinsik merupakan faktor yang paling dominan yang mempengaruhi kepuasan kerja. Manajer keperawatan harus melakukan monitoring kepuasan kerja perawat pelaksana serta melakukan pengarahan dan pengawasan pelaksanaan caring. Perawat yang kurang berperilaku caring harus diberikan pembinaan, sedangkan untuk rekrut perawat baru perlu melakukan psikotes untuk mengkaji faktor intrinsik calon perawat baru.

---

ABSTRACT

Nurse job satisfaction is an indicator of the quality of nursing care and affects performance. Caring behavior as the performance of nurse which become the core of nursing practice in providing quality of nursing care. Caring is the essence of nursing practice that reflects the quality of nursing care. This study aims to identify the relationship of job satisfation with caring behavior of nurses in Cibinong Hospital. This study was a descriptive correlation with cross sectional approach. The research sample were taken nurses in the inpatient unit as many as 108 people with a stratified sampling technique. Bivariate test using a chi-square showed no relationship between job satisfaction and nurses caring behavior (p < 0.05). Nurses who were satisfy have the opportunity to practice caring 4.7 times. Logistic regression analysis stated that intrinsic job satisfaction is the most dominant factor. Nursing managers should be monitoring job satisfaction as well as the direction and supervision of the implementation of caring. Nurse who practice caring less should be given guidance. For new nurses in recruit nurses should emphasize the intrinsic factor this would include making psikotes."

"Pekerjaan perawat di Rumah Sakit sangat bervariasi baik jenis dan jumlahnya, sehingga perawat memiliki beban kerja yang tinggi dan hal ini dapat menyebabkan kelelahan. Tujuan penelitian ini menjelaskan hubungan kualitas tidur dan shift kerja dengan kelelahan kerja. Metode penelitian semi kuantitatif yang bers i fat analitik dengan rancangan cross sectional. Tempat penelitian di RSUD kota Bekasi, dengan sampel 100 perawat. Pengukuran kelelahan menggunakan Kuesioner Alat Ukur Perasaan Kelelahan Kerja dan Piitsburg Sleep Quality Index untuk kualitas tidur. Analisis data univariat menunjukkan responden mengalami kelelahan sedang (83%), dan kualitas tidur buruk (71%), sedangkan hasil bivariat menggunakan nilai pearson correlation yang memiliki hubungan dengan kelelahan yaitu kualitas tidur dengan nilai p=0.009 (p value < 0.05), dan status kesehatan dengan nilai p=0.033. Kesimpulan kualitas tidur dan status kesehatan merupakan faktor yang paling berpengaruh terhadap kelelahan perawat di RSUD Kota Bekasi.

---

Hospital nurse jobs in highly variable both type and quantity, thus making the nurses have a high workload and this can lead to fatigue. The purpose of this study was to determine the relationship of shift work sleep quality and fatigue work. Semi-quantitative research methods with the analytic cross sectional design. Hospital research site in Bekasi city, with a sample of 100 nurses. Measurement of fatigue using the Fatigue Feelings Questionnaire Measuring Work and Piitsburg Sleep Quality Index for the quality of sleep.

Univariate analysis of the data showed respondents experienced moderate fatigue (83%), and poor sleep quality (71%), while the bivariate results using Pearson correlation values which are related to fatigue is sleep quality with p = 0.009 (p value of <0.05), and health status with p = 0.033. In conclusion, the quality of sleep and health status are factors that most influence the fatigue of nurses in hospitals Bekasi."

"[Skripsi ini membahas hubungan kualitas kehidupan kerja dengan Kinerja perawat rawat inap RSUD Leuwiliang. Penelitian ini menggunakan penelitiankuantitatifdengan desain cross sectional, jumlah populasi pada penelitian ini adalah 84 orang, menggunakan alat ukur kuisoner, analisis yang digunakan adalah analisis univariat dan bivariat dengan uji statuistk chi-square.Hasil penelitian,2 (dua) variabel signifikan berhubungan dengan kinerja perawat yaitu variabel keterlibatan perawat dan variabel penyelesaian masalah. Saran untuk RSUD Leuwiliang bogor yaitu meningkatkan keterlibatan perawat, karena dengan meningkatkan keterlibatan perawat akan meningkatkan kinerja perawat 3 kali lebih tinggi dibandingan dengan perawat yang tidak terlibat dalam pekerjaannya;This study discusses teh relationship between quality of work life and nurses performance in inpatient ward, in Leuwiliang Hospital, 2015. This is a quantitatife study with cross-sectional study design, using questionnaires and total sample of 84 nurses. The result showed that nurse involvment and problems solution are the factors related significantly with nuses performance. This study suggested that Leuwiliang Hospital should increase the involvement of nurses, so that it willimprove the performance Of nurses three timeshigher compared with the nurseswho were not involved in the work;This study discusses teh relationship between quality of work life and nurses performance in inpatient ward, in Leuwiliang Hospital, 2015. This is a quantitatife study with cross-sectional study design, using questionnaires and total sample of 84 nurses. The result showed that nurse involvment and problems solution are the factors related significantly with nuses performance. This study suggested that Leuwiliang Hospital should increase the involvement of nurses, so that it willimprove the performance Of nurses three timeshigher compared with the nurseswho were not involved in the work, This study discusses teh relationship between quality of work life and nurses performance in inpatient ward, in Leuwiliang Hospital, 2015. This is a quantitatife study with cross-sectional study design, using questionnaires and total sample of 84 nurses. The result showed that nurse involvment and problems solution are the factors related significantly with nuses performance. This study suggested that Leuwiliang Hospital should increase the involvement of nurses, so that it willimprove the performance Of nurses three timeshigher compared with the nurseswho were not involved in the work]"

"ABSTRAKBudaya organisasi merupakan nilai bersama yang dimiliki dan tercermin dalam prilakuanggota organisasi. Budaya organisasi yang kuat dapat meningkatkan kinerja. Kinerjaperawat berperan penting dalam meningkatkan mutu layanan rumah sakit. Selain budayaorganisasi, faktor lain yang dapat mempengaruhi kinerja adalah gaya kepemimpinankepala ruang. Tujuan penelitian ini untuk mengidentifikasi hubungan budaya organisasidan gaya kepemimpinan kepala ruang dengan kinerja perawat pelaksana di RSD RadenMattaher Jambi. Disain penelitian menggunakan deskriptif korelasi dengan pendekatanpotong lintang (cross sectional) terhadap 143 perawat pelaksana yang diambil secaraproporsional sampling yang memenuhi kriteria inklusi. Instrumen yang digunakan adalahkuesioner yang disusun berdasarkan elemen-elemen budaya organisasi, gayakepemimpinan, dan kinerja. Hasil uji validitas dan reliabilitas didapatkan seluruhpernyataan dalam kuesioner adalah valid (0,368-0,841) dan reliabel (0,947). Analisis datamenggunakan analisis univariat, bivariat dan multivariat. Hasil penelitian adalah 58,7%perawat pelaksana mempersepsikan budaya organisasi lemah, gaya kepemimpinan kepalaruang berorientasi karyawan tinggi 53,1%, dan berkinerja baik 53,8%. Lebih lanjutdidapatkan adanya hubungan yang bermakna antara budaya organisasi yang meliputiketerlibatan, penyesuaian, konsistensi, misi dan gaya kepemimpinan kepala ruangberorientasi karyawan dengan kinerja perawat pelaksana. Variabel yang palingberhubungan dengan kinerja adalah penyesuaian, misi dan jenis kelamin sebagai variabelconfounding. Variabel penyesuaian merupakan variabel yang paling berhubungan dengankinerja perawat pelaksana. Rekomendasi penelitian: perlu mensosialisasi visi, misi dantujuan organisasi, dasar kebijakan, peraturan, diaplikasikan dalam aktifitas pelayanankeperawatan; gaya kepemimpinan kepala ruang berorientasi pada perawat pelaksanadengan membangun hubungan kerjasama yang baik melalui pelaksanaan pendekataninterpersonal kepala ruangan kepada perawat pelaksana.

---

ABSTRACTOrganizational culture is a system of shared values by the organizations people to produce norms that powerfully shape the behavior of individuals in the organization. The strong organizational culture it will create with staff nursing performance inpatient wards.The best performance is reflected through the quality nursing care in hospital. The else organizational culture, which is one factors that can increase the nurse’s work performance is predicted to be contributed by leadership style of head nurse.The aim of this research is to give a description the relationship between organizational culture and leadership style of head nurse with work of nurse performance inpatients ward in Raden Mattaher general hospital Jambi. The design of this research was descriptif correlational with cross sectional method to 143 subject of nurse with proporsional sampling with inclusion criteria. The quesionaires were used to be valid and reliable. The validity and reliability test of the organizational culture, style leadership head nurse and the nurse performance instrument was validity (0,368-0,841) and reliability (0,947). In analyzes the research with univariate, bivariate and multivariate. The results of univariate analyzes described nurses who perceived weak to the organizational culture 58,7%, who style leadership head nurse was high 53,1%, and good nurses perfomance 53,8%. The conclution of the study showed that their was significant relationship between organizational culture and style leadership the head nurse with nurses performance. The variable responsibility, mission and gender are considered as the influential factors toward nurse performance and the most influential factor between of them is responsibility, mission. The dominant variable that correlated with nurses perfomance were responsibility. From this result can be sugested: Direction of Raden Mattaher hospital need to make socialization, vision, mission and goal of organization, empowered the nurses with opportunities through formal education or give trainings with patient nursing care and nursing leadership trainings for head nurse in Raden Mataher hospitali. To head nurses inpatient increased good relationship with the nurse provider’s and make interpersonal relation."