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"Upaya penghargaan bagi perawat masih berorientasi kepada pemberian finansial dan perawat merasakan kurangnya perhatian terhadap kebutuhan kompetensi yang memadai, pengakuan, kontrol dan penguatan nilai-nilai keyakinan dalam memberikan pelayanan dan asuhan keperawatan yang optimal dan berkualitas bagi klien.Tujuan penelitian mengidentiifikasi hubungan empowerment dengan kinerja pada perawat pelaksana di RSU Kota Semarang. Desain penelitian desikriptif korelasional dengan pendekatan cross sectional. Total sampel yang memenuhi kriteria inklusi pada penelitian ini berjumlah 91 responden. Instrumen dibuat sendiri oleh peneliti dan diuji validitas dengan r hitung > r tabel = 0,444 dan reliabilifas > 0,76l2.Hasil penelitian menunjukkan ada hubungan antara kontrol dengan kinerja pada perawat pelaksana dengan p-value = 0,029 dan hubungan antara empowerment dengan kinerja dengan p-value = 0,009 melalui uji Chi Square. Variabel kompetensi, pengakuan dan nilai-nilai keyakinan tidak berhubungan dengan kinerja karena p-value > 0,05. Uji regresi Iogistik berganda menunjukkan variabel kontrol paling berhuhungan dengan kinerja perawat pelaksana dengan p-value = 0,031. Kesimpulan penelitian ada hubungan antara empowerment dan kontrol dengan kinerja perawat pelaksana di RSU Kota Semarang Rekomendasi berupa pemberian penghargaan non finansial dan penguatan kontrol perawat terhadap tugas dan fungsi dalam pelayanan dan asuhan keperawatan bagi klien.

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The effort in rewarding for nurses has being oriented to finance. In addition, nurses notice minimal attention of competence need, acknowledgement, control and reinforcement of conviction value in giving optimal and qualitied nursing care and service for client.

The research goal is to identify relationship between empowerment and performer nurse?s action in RSU Kota Sernarang. The research design is correlation description with cross sectional approach. Total samples, that are according to inclusion criterion are 91 respondens. The instrument is made by the researcher. Furthermore, this validity test shows account > r table = 0,444 and the reliability > O,76l2.

The research result shows that there is relationship between control and nurse?s action to performer nurses with p-value = 0,029 and there is relationship between empowerment and nurse?s action with p-value = 0,009 trough rising Chi Square test. The competence, acknowledge and convictional value variables not related to nurse?s action because p-value > 0,05. Double logistic regression test shows the control variable is the most related variable to nurse?s action with p-value = 0,031. The research conclucles that there is relationship between empowerment and control to performer nurse?s action in RSU Kota Semarang. Increasing non financial reward and nurse controlling empowerment on their care delivery task and frmction was needed for appropriate study."

"This paper is based on a study of sample of small manufacturing firms operating in Semarang region of Central Java. On the basis of the perceptions of owner/managers,the study attempts to identify a set of variables that may contribute to the performance of small manufacturing firms....."

"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

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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."

"Iklim organisasi di antaranya dipengaruhi oleh empowerment. Tujuan penelitian cross sectional ini untuk mengetahui hubungan struktur empowerment dengan iklim organisasi perawat pelaksana di RSBY. Hasil penelitian pada 101 perawat pelaksana (total sampling) menggunakan dua instrumen (OCQ dan CWEQ-II) menunjukkan mayoritas perawat mempersepsikan struktur empowerment cenderung rendah sedangkan iklim organisasi cenderung baik. Uji Chi Square membuktikan struktur empowerment (kesempatan, informasi, dukungan, sumber daya, kekuatan formal, kekuatan informal) berhubungan dengan iklim organisasi (p=0,000-0,031;α=0,05). Faktor yang paling berpengaruh pada iklim organisasi dalam penelitian ini adalah dimensi kekuatan informal, sehingga perlu ditingkatkan di RSBY. Perawat perlu memiliki empowerment leadership skill untuk menciptakan iklim organisasi yang baik.

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Organizational climate is affected by empowerment. This cross sectional research aimed to investigate the relationship between structural empowerment and organizational climate of nurses in RSBY. Analysis on the data collected from 101 nurses employing two tools (OCQ and CWEQ-II) showed that majority of the nurses perceived that the structural empowerment tended to be low while the organizational climate was already in a good condition. Statistical tests using Chi Square showed a relationship between structural empowerment (opportunity, information, support, resource, formal power, informal power) and organizational climate (p=0,000-0,03;α=0,05). Moreover, the most influential factor on the organizational climate was the dimension of the informal power, therefore, this factor should be strengthened in RSBY. It is suggested that nurses are expected to have empowerment leadership skill to enhance the organizational climate."

"Fungsi pengarahan kepala ruangan dapat meningkatkan kepuasan kerja perawat pelaksana. Hasil penelitian cross sectional pada 146 perawat pelaksana yang diambil secara acak membuktikan tujuan penelitian yang ingin melihat adanya hubungan antara fungsi pengarahan dengan kepuasan kerja perawat di Rumah Sakit Haji Jakarta. Seluruh variabel pengarahan yaitu; motivasi, supervisi, delegasi, manajemen konflik, dan komunikasi terbukti berhubungan dengan kepuasan kerja perawat pelaksana (p=0,000-0,005; α=0,05). Mayoritas perawat pelaksana mempersepsikan pelaksanaan fungsi pengarahan baik, dan kepuasan kerja perawat juga baik. Faktor yang paling berpengaruh terhadap kepuasan kerja perawat adalah fungsi motivasi kepala ruangan, sehingga perlu ditingkatkan untuk menghasilkan kepuasan kerja perawat pelaksana yang optimal.

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Nurse manager directing function will increase nurse job satisfaction. The crosssectional study result from 146 nurses by randomn sampling design proved the aim of the study that intended to find the relationship between nurse manager directing with nurses job satisfaction in Rumah Sakit Haji Jakarta. Variables of directing such as motivation, supervision, delegating, conflict management, and communication had relationship with nurses job satisfaction (p=0,000-0,005; α=0,05). Most nurses perceived that nurse manager directing was good, and the nurses job satisfaction were good as well. The most influential factor of nurse job satisfaction was motivational function of nurse manager, so it is needed to be improved to get an optimal nurse job satisfaction."

"Penelitian dengan disain deskriptif korelasi dilatar belakangi ketidakpuasan perawat akibat lingkungan kerja. Tujuannya menguraikan lingkungan kerja, karakteristik individu dengan kepuasan kerja perawat RSUD Tugurejo Semarang. Populasi sebanyak 225, menggunakan total sampling, kriteria inklusi bekerja 6 bulan, tidak meninggalkan rumah sakit lebih 1 bulan, diuji dengan T Independen, chi squere, regresi logistik model prediksi. Ditemukan hubungan kualitas kepemimpinan, gaya manajemen, program dan kebijakan ketenagaan, otonomi, hubungan interdisiplin, dan pengembangan profesional dengan kepuasan kerja. Faktor paling dominan adalah program dan kebijakan ketenagaan setelah dikontrol kualitas kepemimpinan dan hubungan interdisiplin. Manajemen dapat meningkatkan program menciptakan lingkungan kerja positif, khususnya program dan kebijakaan ketenagaan.

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This study used a descriptive correlation design with background of nurses dissatisfaction with their working environment. It investigated the correlation between working environment, individual characteristics and job satisfaction of nurses at Tugurejo RSUD, Semarang. The population is 225 people using total sampling with inclusion criteria of working for six months, not leaving the hospital more than one month. It used independent T test, chi square and logistic regression prediction model.

The result showed a relationship between leadership qualities, management style, programs and policies of personnel, autonomy, interdisciplinary relationships, professional development and job satisfaction. The most dominant factor was the programs and policies of personnel after being controlled the leadership quality and interdisciplinary relationships. Management can improve the program that creates a positive work environment, particularly programs and policies of personnel."

"Kemampuan melakukan bimbingan merupakan bagian dari tugas seorang manajer dalam melaksanakan fungsi manajemen yaitu fungsi pengarahan. bertujuan mengetahui hubungan karakteristik perawat pelaksana dengan kemampuan kepala ruangan melakukan bimbingan yang dipersepsikan oleh perawat pelaksana. Penelitian ini menggunakan disain cross sectional. sampel sebanyak 100 perawat, dan cara pengambilan dengan simple random sampling. Hasil penelitian menunjukkan kemampuan kepala ruangan melakukan bimbingan masih kurang= 60% dan analisis bivariat chi square menunjukkan bahwa tidak ada hubungan antara karakteristik perawat dalam mempersepsikan kemampuan kepala ruangan melakukan bimbingan. Implikasi dalam penelitian ini adalah agar teknik bimbingan dilaksanakan sebaikbaiknya dengan metode bimbingan yang efektif, dan diharapkan bagi kepala ruangan untuk meningkatkan kemampuan membimbing melalui pendidikan, pelatihan dan seminar tentang bimbinganagar staf bisa menerima manfaat dari pemberian bimbingan.

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Nurse coaching is among the most important duties of a first line manager in conducting his/her daily duties. This research aims to find out a relationship between nurse's characteristics and first line manager's ability to do individual coaching according to the nurse's perception. This is a cross sectional study where 100 nurses were randomly sampled from the hospital, RSH-Jakarta. The collected data were then analyzed the results shown the ability of first line manager in conducting individual coaching is less=60% and using a bivariate analysis with chi-squared test.

The results shown that there is no relationship between nurse's characteristics with the ability of first line manager in conducting individual coaching. The results imply that individual coaching should be done systematically and to achieve the goal, it is important for first line managers to keep their knowledge updated by attending available seminars and trainings in hospital room management on patient care."

"Penelitian ini untuk melihat hubungan beban kerja, stres kerja dan kepuasan kerja dengan kinerja perawat pelaksana. Pengumpulan data menggunakan lembar angket. Analisa data menggunakan metode univariat dengan uji statistik prosentase, chi square dan regresi logistik berganda. Hasil penelitian didapat Sebagian besar perawat pelaksana 65 orang (63,5%) memiliki kinerja yang baik, sebagian besar perawat pelaksana memiliki beban kerja yang berat 103 orang (57,9%), stres kerja relatif lebih tinggi pada kategori tidak stres sebesar 117 orang (65,7%), sebagian besar perawat pelaksana puas dalam bekerja sebesar 126 orang (70,8%). Hasil uji chi square ada hubungan beban kerja (p value = 0,039), ada hubungan stres kerja (p value = 0,030), ada hubungan kepuasan kerja (0,001) dengan kinerja perawat pelaksana. Hasil uji statistik regresi logistik berganda variabel kepuasan kerja merupakan variabel yang paling dominan berhubungan dengan kinerja perawat pelaksana. Implikasi bagi keperawatan hasil ini dapat memperkaya referensi keilmuan dalam bidang manajemen keperawatan khususnya dalam pengelolaan kinerja perawat pelaksana.

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The purpose of this study was to determine the correlation between the work load, work stress, and work satisfaction with working performance of staff nurse. Data were analyzed using univariate, chi square, and multiple logistic regressions. The result revealed that majority of staff nurses have a good working performance (63.5%), a high workload (57%), no work stress (65.7%), a high work satisfaction (70.8%). The chi square showed there was a significant correlation between the work load (p = 0,039), work stress (p = 0,030), and work satisfaction (p =0,001) with working performance of staff nurses. The multiple logistic regression revealed that work satisfaction was the most dominant variable for staff nurse working performance. Implication for treatment result of this can enrich science reference in the field of management of treatment especially in management of treatment working performance of staff nurses."

"ABSTRAK Model kepemimpinan kepala ruangan dapat meningkatkan kinerja perawat pelaksana dalam memberikan asuhan keperawatan. Tujuan penelitian ini adalah untuk mengidentifikasi hubungan model kepemimpinan kepala ruangan dengan kinerja perawat pelaksana. Metode penelitian menggunakan cross sectional, proses analisis data menggunakan analisis univariat, bivariat, dan multivariat. Hasil penelitian didapatkan model kepemimpinan yang berhubungan dengan kinerja adalah servant, visioner, dan transaksional. Model kepemimpinan yang paling dominan berhubungan dengan kinerja adalah servant (p value 0,0001; α= 0,05; CI: 2,733-11,853; Odd Ratio: 5,691). Kepala ruangan yang dipersepsikan oleh perawat pelaksana menggunakan model kepemimpinan servant berpeluang meningkatkan kinerja perawat pelaksana sebesar 5 kali lebih tinggi dibandingkan dengan yang tidak dipersepsikan menggunakan model kepemimpinan servant. Hasil penelitian ini merekomendasikan kepada pimpinan RSAB Harapan Kita khususnya untuk kepala ruangan dapat menggunakan model kepemimpinan servant dalam peran dan fungsinya untuk meningkatkan kinerja perawat pelaksana.

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ABSTRACT

Head nurse leadership model can improve the performance of nurses in providing nursing care. The purpose of this study was to identify the correlation between the head nurse leadership model and the nurses? performance. This study applied a cross-sectional method. Data were analyzed using univariate, bivariate, and multivariate analyzes. The results showed that the leadership model related to the performance were servant, visionary, and transactional. The most dominant leadership model related to the performance was servant (p value= 0.0001; α= 0.05, CI: 2.733 to 11.853; odds ratio: 5.691). Head nurses that were perceived by nurses as using the servant leadership model had opportunity to improve the nurses? performance 5 times higher than those who were not perceived as using the servant leadership model. It is recommended that the head of Harapan Kita Hospital, especially the head nurses, to apply the servant leadership model in their roles and functions to improve the nurses? performance."

"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.

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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."