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"Perawat harus berkinerja baik dalam pelayanan keperawatan namun perawat sangat rentan dengan penyakit akibat kerja dalam menjalankan pekerjaannya. Healthy eating merupakan salah satu faktor pendukung kesehatan perawat. Tujuan dari penelitian ini adalah untuk mengidentifikasi hubungan healthy eating dengan penyakit akibat kerja dan kinerja perawat. Metode penelitian menggunakan metode crosssectional pada 266 perawat pelaksana yang diambil dengan menggunakan quota sampling. Instrumen penelitian terdiri dari instrumen healthy eating (Cronbachs alpha 0,915), Penyakit akibat kerja (Cronbachs alpha 0,939) dan Kinerja (Cronbachs alpha 0,859). Hasil healthy eating tergolong kurang baik (61,7%), keanekaragaman pangan kurang baik (56,4%), PHBS baik sebesar 52,3%, pemantauan berat badan baik (87,2%), aktivitas fisik rendah  (65,8%), status gizi perawat didominasi oleh obesitas (42,5%), perawat tergolong risiko tinggi penyakit akibat kerja (52,3%), kinerja perawat tergolong kurang baik (67,7 %) Kesimpulan: ada hubungan antara healthy eating dengan penyakit akibat kerja (p 0,037) dan ada hubungan antara healthy eating dengan kinerja perawat (p 0,043). Komponen healthy eating yang paling berhubungan dengan penyakit akibat kerja adalah pemantauan berat badan (p 0,003). Komponen healthy eating yang paling berhubungan dengan kinerja adalah keanekaragaman pangan (p 0,032). Rekomendasi yang diberikan adalah mengoptimalkan healthy eating perawat dengan meningkatkan upaya promotif dan preventif pemantauan berat badan agar mempertahankan status gizi normal, dan mengoptimalkan keanekaragaman pangan perawat dengan upaya promotive dan preventif tanpa meninggalkan kuratif dan rehabilitative untuk meningkatkan kinerja perawat dan mencegah risiko terjadinya penyakit akibat kerja sehingga dapat meningkatkan mutu pelayanaan keperawatan.

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Nurses must perform well in nursing services, but nurses are very vulnerable to occupational diseases in carrying out their work. Healthy eating is one of the supporting faktors for nurses' health. The aim of this research is to identify the relationship between healthy eating and occupational diseases and nurse performance. The research method used a cross-sectional method on 266 implementing nurses who were taken using quota sampling. The research instruments consisted of healthy eating instruments (Cronbach's alpha 0.915), occupational diseases (Cronbach's alpha 0.939) and performance (Cronbach's alpha 0.859). Healthy eating results were classified as poor at 61.7%, food diversity was poor at 56.4%, PHBS was good at 52.3%, weight monitoring was good at 87.2%, low physical activity was 65.8%, status nurses' nutrition is dominated by obesity at 42.5%, nurses are at high risk of occupational diseases at 52.3%, nurses' performance is classified as poor at 67.7%. Conclusion: there is a relationship between healthy eating and occupational diseases (p 0.037) and there is a relationship between healthy eating and nurse performance (p 0.043). The components of healthy eating that are most related to occupational diseases is weight monitoring (p 0.003). The components of healthy eating that are most related to performance is food diversity (p 0.032). The recommendations given are to optimize nurses' healthy eating by increasing promotive and preventive efforts to monitor body weight to maintain normal nutritional status to reduce the risk of occupational diseases and optimize the food diversity of nurses with promotive and preventive efforts without neglecting curative and rehabilitative to improve the performance of nurses so as to improve the quality of nursing services."

"Kurangnya jam tidur perawat dapat menyebabkan gangguan emosional, kelelahan berlebih, penurunan kinerja dan konsentrasi sehingga berdampak pada kualitas pelayanan keperawatan. Penelitian cross sectional pada 226 perawat di ruangan rawat inap ini bertujuan untuk mengidentifikasi hubungan healthy sleep dengan kinerja dan konsentrasi kerja perawat. Instrumen The Pittsburgh Sleep Quality Index, Nursing Performance Instrument, dan The Subjective Attention Scale digunakan dalam pengumpulan data. Hasil penelitian diperoleh tidak ada hubungan antara healthy sleep dengan kinerja perawat (p=0,251) dan konsentrasi kerja perawat (p=0,075), namun power napping (p<0,001), durasi tidur (p=0,048), disfungsi siang hari (p=0,027), dan kualitas tidur subjektif (p=0,015) memiliki hubungan dengan kinerja perawat. Power napping juga memiliki hubungan dengan konsentrasi kerja perawat (p<0,001). Hasil analisis regresi linier berganda didapatkan faktor yang paling berhubungan dengan kinerja dan konsentrasi kerja perawat adalah power napping. Mayoritas perawat memiliki kualitas tidur yang buruk (85%) dengan durasi tidur yang kurang dari jumlah yang disarankan (77%), dengan skor rerata kinerja 28,83 dengan kategori cukup (95% CI=28,16−29,49) dan skor rerata konsentrasi kerja 45,95 dengan kategori cukup (95% CI=44,82−47,11). Perawat memiliki konsentrasi berkelanjutan yang tinggi (95% CI=9,30−9,85), namun memiliki konsentrasi bergantian yang rendah (95% CI=8,54−9,09). Manajemen rumah sakit dapat mempertimbangkan strategi peningkatan konsentrasi dan kinerja perawat melalui pembuatan kebijakan power napping dengan melakukan prophylactic napping sebelum bekerja, menentukan unit pelayanan, durasi tidur 20−30 menit, dan waktu pelaksanaan napping, menyusun jadwal dinas yang humanis dan sehat serta jadwal napping secara bergantian antar sesama tim, mendesain ruangan khusus istirahat yang mudah dijangkau, nyaman dan tenang, serta dilengkapi perlengkapan tidur yang nyaman untuk perawat.

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Lack of nurse sleep hours can cause emotional disturbances, excessive fatigue, decreased performance and concentration that has an impact on the quality of nursing services. This cross-sectional study of 226 nurses in the inpatient room aimed to identify the relationship between healthy sleep and nurses' work performance and concentration. The Pittsburgh Sleep Quality Index, Nursing Performance Instrument, and The Subjective Attention Scale were used in data collection. The results of the study obtained that there was no relationship between healthy sleep and nurse performance (p=0,251) and nurse work concentration (p=0,075), but power napping (p<0,001), sleep duration (p=0,048), daytime dysfunction (p=0,027), and subjective sleep quality (p=0,015) had a relationship with nurse performance. Power napping also has a relationship with nurses' work concentration (p<0,001). The results of the multiple linear regression analysis showed that the factor most related to the performance and work concentration of nurses was power napping. The majority of nurses had poor sleep quality (85%) with a sleep duration less than the recommended amount (77%), with an average performance score of 28,83 with the moderate category (95% CI=28,16−29,49) and an average work concentration score of 45,95 with the moderate category (95% CI=44,82−47,11). Nurses had high sustained concentration (95% CI=9,30−9,85), but low alternating concentration (95% CI=8,54−9,09). Hospital management can consider strategies to improve nurses' concentration and performance by making power napping policies by conducting prophylactic napping before work, determining service units, sleep duration of 20-30 minutes, and napping implementation time, compiling humane and healthy service schedules and napping schedules alternately between teammates, designing special resting rooms that are easy to reach, comfortable and quiet, and equipped with comfortable bedding for 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."

"ABSTRAKKinerja adalah tingkat pencapaian hasil atas pelaksanaan tugas tertentu. Beberapa variable yang berhubungan dengan kinerja adalah fungsi manajerial kepala ruangan. RSUD Budhi Asih merupakan rumah sakit milik Pemda DKI yang selalu meningkatkan mutu pelayanan keperawatan, salah satunya dengan melaksanakan MPKP di 3 ruang rawat inap. Namun sampai saat ini belum pernah dilakukan penelitian tentang pelaksanaan fungsi manajerial kepala ruangan dengan kinerja perawat di ruang MPKP dan NonMPKP. Penelitian ini merupakan penelitian deskriptif dengan desain potong lintang yang bertujuan untuk mengatahui hubungan persepsi perawat pelaksana tentang pelaksanaan fungsi manajerial kepala ruangan dengan kinerja perawat di ruang MPKP dan non MPKP Rumah Sakit Umum Daerah Budhi Asih Jakarta. Sampel penelitian ini adalah seluruh populasi perawat pelaksana yang memenuhi kriteria inklusi sebanyak 109 perawat, sedangkan metode pengumpulan data menggunakan instrumen kuesioner. Analisa hubungan antar variabel dilakukan melalui uji kai kuadrat.Hasil penelitian menunjukkan tidak ada hubungan yang bermakna antara fungsi perencanaan, pengorganisasian, pengawasan kepala ruangan dengan kinerja perawat pelaksana diruang MPKP, adanya hubungan yang bermakna antara fungsi pengarahan kepala ruangan dengan kinerja perawat pelaksana diruang MPKP, adanya hubungan yang bermakna antara fungsi perencanaan, pengorganisasian, pengarahan dan pengawasan kepala ruangan dengan kinerja perawat pelaksana diruang NonMPKP. Faktor yang paling dominan mempengaruhi kinerja perawat diruang MPKP adalah fungsi pengarahan, sedangkan di ruang Non MPKP adalah fungsi pengorganisasian. Usulan dari hasil penelitian ini bagi Pimpinan Rumah Sakit dan Kepala Bidang Keperawatan perlunya membentuk tim mutu keperawatan, pemberdayaan kepala ruangan, menerapkan standar kompetensi kepala ruangan, pengembangan sumber daya keperawatan. Bagi peneliti lebih lanjut perlu dilakukan penelitian lain untuk menjawab fenomena secara spesifik melalui rancangan penelitian lain yang ada kaitannya dengan kinerja perawat.

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ABSTRACT

Performance is a result target level on special duty implementation. Some variables which related to performance are managerial function of room head. RSUD Budhi Asih is a hospital of district government at DKI which always increases nursing care quality. One of them is MPKP implementation at 3 inpatient rooms. But until now it has not been done a research of managerial function implementation of room head by nurse performance at MPKP and non MPKP room. This research is descriptive research by a cross sectional design. Purpose of this research is to find related between executor nurse perception on managerial function implementation of room head and nurse performance at MPKP and non MPKP room of RSUD Budhi Asih in Jakarta. This research samples are all executor nurses population who fulfilled an inclusion criterion, they are almost 109 nurses, while collecting data used a questionnaire instrument method. Analysis of related each variable have been done by kai square test.

Research result indicated that there was no good relationship between planning function, organizational, observation of room head on executor nurse performance at MPKP room. There was a good relation between planning function, organizational, observation of room head on executor nurse performance at Non MPKP room. Dominant factor which effects of nurse performance at MPKP room is guidance function, while at Non MPKP room is an organizational function. From this research result, it was suggested for head of hospital and head of nursing department and room head to form a quality nursing team, enabling of room head, applying room head competency, developing of nursing resource. For next researcher, it is important to do by other research for answering phenomenon specifically by the other research design concerning with nurse performance."

"Penelitian ini membahas Analisis Kebututuhan Tenaga Perawat dengan Metode Workload Indicator Staffing Need WISN di Unit Rawat Inap RS Masmitra Tahun 2016. WISN digunakan untuk menghitung kebutuhan tenaga berdasarkan beban kerja. Penelitian ini bertujuan untuk mengetahui jumlah kebutuhan tenaga perawat di unit rawat inap RS Masmitra, Bekasi berdasarkan beban kerja. Merupakan penelitian kualitatif yang dilakukan selama tujuh hari kerja. Pengumpulan data primer dilakukan dengan observasi menggunakan formulir time and motion study, sementara data sekunder didapatkan dengan telaah dokumen. Hasil dari penelitian ini menunjukkan bahwa perlu penambahan tenaga perawat sebanyak 5 lima orang di unit rawat inap RS Masmitra, Bekasi. Namun, hal ini belum sejalan dengan kegiatan produktif yang dilakukan oleh tenaga perawat di unit tersebut, pasalnya kegiatan produktif dinyatakan belum optimal. Oleh sebab itu, perlu diadakan perbaikan SOP maupun pelatihan SDM untuk meningkatkan produktifitas tenaga perawat di unit rawat inap RS Masmitra, Bekasi sebelum dilakukan penambahan tenaga.

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This study discussed about Needs Analysis of Nursing at the inpatient unit of Masmitra Hospital, Bekasi year of 2016. WISN is used to calculate the needs based on workload. This study attempts to know the number of nurses needs at the inpatient unit of Masmitra Hospital based on workload. This is a qualitative research conducted by during seven days. The collection of primary data done with observation using time and motion study form, while secondary data was obtained through review of documents.

The result of this research indicated that need to increase the quantity of nurses about 5 five at inpatient unit Masmitra Hospital, Bekasi. But, it is not in line with productive activities conducted by the nurses at the unit, because the productive activity expressed not optimal, yet. Therefore, must be improvement SOP and resources training to increase productivity of nurses at inpatient unit of Masmitra Hospital, Bekasi, prior to increase the quantity of worker."

"ABSTRAKKualitas pelayanan rumah sakit sangat ditentukan oleh pelayanan keperawatan. Kinerja perawat merupakan kunci utama dalam pelayanan keperawatan. Kinerja ini dipengaruhi oleh karakteristik individu (umur, jenis kelamin, masa kerja, status perkawinan, dan status kepegawaian) dan faktor organisasi (kepemimpinan, supervisi, dan imbalan). Tujuan penelitian ini adalah diketahui hubungan antara karakteristik individu dan faktor organisasi (kepemimpinan, supervisi, dan imbalan) dengan kinerja perawat pelaksana di RSUD Langsa, Nanggroe Aceh Darussalam (NAD). Metode penelitian yang digunakan adalah deskriptif korelasi dengan pendekatan cross sectional. Sampel diambil dengan teknik acak proporsional pada 98 perawat di RSUD Langsa. Instrumen yang digunakan adalah kuesioner dan pedoman observasi. Analisis data menggunakan uji t independen, korelasi Pearson, dan regresi linier berganda. Hasil penelitian ini menunjukkan bahwa ada hubungan kepemimpinan (p=0,000), supervisi (p=0,000), dan imbalan (p=0,018) dengan kinerja perawat, di mana supervisi merupakan variabel yang paling dominan mempengaruhi kinerja perawat. Setiap peningkatan kemampuan supervisi kepala ruangan maka kinerja perawat akan meningkat sebesar 0,195 setelah dikontrol variabel umur, lama kerja, dan kepemimpinan. Saran dari temuan ini adalah perlunya melakukan supervisi secara berkala, menggunakan pedoman supervisi yang baku dan melakukan penilaian kinerja yang objektif dalam upaya peningkatan kinerja perawat pelaksana.

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ABSTRACTQuality of hospital care is determined by nursing care. Nurse performance is key factor in nursing care. Nurse performance is influenced by individual characteristic (age, sex, length of work,marriage status, job status) and organization factor (leadership, supervision and reward system). The objectives of research are describing the relation of individual characteristic (age, sex, length of work,marriage status, job status) and organization factor (leadership, supervision and reward system) with nursing performance in General Hospital Langsa, Nanggroe Aceh Darussalam (NA). The research was using descriptive correlation design and cross sectional approach. Sample was chosen by tehnic proportional in 98 nurse in nursing wards of General Hospital Langsa. Data were collected using questionnaires and observation. The research was analyzed by T Independen test, correlation pearson and double regression linier. The result from the research has shown that there are relation of leadership (p = 0,000), supervision (p = 0,000) and reward (p = 0,018) with nurse performance. Supervision is the most influenced nurse performance. Every increase competency supervision from head nurse, will increase 0,195 nurse performance after is controlled by age, length of work and leadership. The recomendation from this finding is application of supervision with routine, use standard for supervision, and objective evaluation performance for getting better from nurse executive performance."

"Kualitas tidur merupakan hal yang sangat penting dipenuhi oleh setiap individu, tidak terkecuali perawat. Penurunan kualitas tidur mampu mempengaruhi kinerja perawat dalam melakukan asuhan keperawatan. Penelitian ini bertujuan untuk mengidentifikasi kontribusi kualitas tidur dengan kinerja perawat di rumah sakit yang bekerja secara shift malam. Penelitian ini menggunakan desain penelitian study cross sectional pada 151 perawat di Rumah Sakit Universitas Indonesia. Analisis menggunakan uji bivariat Wilcoxon Signed Test. Hasil penelitian ini menunjukkan adanya hubungan anatara kualitas tidur dengan kinerja perawat (p<0.001; p<0.05). Penelitian ini menyatakan bahwa karakteristik penghasilan memiliki hubungan dignifikan dengan kualitas tidur (p=0.042). Rumah sakit perlu memperhatikan kesejahteraan perawat dalam hal pemenuhan waktu istirahat.

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Sleep quality is very important to be fulfilled by every individual, including nurses. A decrease in sleep quality can affect nurses' performance in providing nursing care. This study aims to determine the contribution of sleep quality to the performance of nurses in hospitals who work in night shifts. This study used a cross sectional study research design on 151 nurses at the University of Indonesia Hospital. Analysis using the wilcoxon signed test bivariate test. The results of this study showed a relationship between sleep quality and nurse performance (Sig <0.001). This study states that income characteristics have a significant relationship to sleep quality (p=0.042). Hospitals need to pay attention to the welfare of nurses in terms of fulfilling rest time."

"Penilaian kinerja merupakan proses kontrol kinerja karyawan yang dievaluasi berdasarkan standar tertentu.Tujuan untuk menganalisa hubungan kepuasan kerja dan sosiodemografi terhadap kepuasan kerja perawat puskesmas. Metode rancangan penelitian yang digunakanadalah analitik dengan pendekatan Cross Sectional. Populasi dalam penelitian ini adalah 594 perawat di 84 Puskesmas Wilayah Jakarta Timur. Pengambilan data dengan menggunakan kuesioner google form. Analisis hubungan dengan mengunakan uji Chi-square dan α = 0.05. Hasil penelitian ini menunjukkan bahwa perawat dengan kepuasan kerja sebesar 58,2% dan perawat yang memiliki kinerja yang baik sebesar 57,6%. Variabel tingkat pendidikan (ρ=0,029), kepuasan kerja (ρ=0,019), memiliki pengaruh terhadap kinerja perawat.

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Performance appraisal is a process of controlling employee performance which is evaluated based on certain standards. The aim is to analyze the relationship between job satisfaction and sociodemography on the job satisfaction of nurses in puskesmas. The research design method used in this research is analytic with a cross sectional approach. The population in this study were 594 nurses in 84 Health Centers in East Jakarta. Collecting data using a google form questionnaire. Analysis of the relationship using the Chi-square test and = 0.05. The results of this study indicate that nurses with job satisfaction are 58.2% and nurses who have good performance are 57.6%. Variabel level of education (ρ = 0.029), job satisfaction (ρ = 0.019), has an influence on the performance of nurses."

"Dengan semakin bertambahnya jumlah pasien yang dirawat di Rumah Sakit Mohammad Hoesin Palembang (RSMH), beban kerja perawat pelaksana dirasakan semakin besar, Tenaga perawat di RSMH berjumlah 634 orang sedangkan jumlah kapasitas tempat tidur berjumlah 660 tempat tidur: Di instalasi Penyakit Dalam RSMH Palembang, jumlah tempat tidur (162 TT) dengan jumlah tenaga perawat (65 orang), atau rasio 2 : 5 menunjukkan bahwa RSMH Palembang sepertinya belum mencapai standar RS Tipe A dan B. Menurut Departemen Kesehatan ratio antara perawat dengan TT adalah 3 perawat : 2 tempat tidur. Hal ini salah satu penyebabnya adalah kurang meratanya pendistribusian tenaga perawat, disisi lain masih banyaknya tenaga perawat yang ditempatkan pada unit-unit non keperawatan. Tenaga perawat yang dipekerjakan di unit rawat jalan mencapai lebih dari 100 orang. Hal ini diduga rnerupakan salah satu faktor yang mempengaruhi kinerja perawat.Penelitian ini bertujuan untuk melihat hubungan antara beban kerja dengan kinerja perawat. Sampel dari penelitian ini adalah perawat pelaksana yang bekerja pada Ruang Rawat inap Instalasi Penyakit Dalam RSMH Palembang berjumlah 58 orang. Penelitian ini hanya menggunakan kuesioner tanpa dilakukan observasi.Hasil penelitian menunjukkan bahwa ada hubungan yang bermakna antara beban kerja dengan kinerja perawat (p=0,000), dengan subvariabel yang dominan dalam mempengaruhi kinerja perawat adalah sistem penugasan.Peneliti memberikan saran kepada RSMH Palembang, yang meliputi perbaikan dalam hal pendistribusian tenaga perawat, perlunya dilakukan supervisi yang terus menerus, perlunya evaluasi kinerja secara berkala dan pemberian penghargaan (reward). Selain itu peneliti juga menyararankan agar setiap perawat memahami Standard Operating Procedure (Protap) sebagai bentuk operasional dari sistem penugasan yang jelas dan terukur.

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The Relationship of Job Responsibility and the Task of Nursing Staff at in Patient Wards of Internal Deasease Unit in RSMH Palembang in 2003The more patients treated in RSMH Palembang, the bigger job responsibility the nursing staffs have. The nurse working load get larges, the totality of whole nurses in Dr. Mohammad Hoesin Hospital now are 634 man, and total of capacity of hospital's bed are 660 beds. In the Department of Interns the ratio of the beds (165 beds) compared with numbers of nursing staff (65 nurses) or in the ratio of l to 2,5 shows that RSMH Palembang nursing staff is 3 nurses to 2 beds. One of the reason is unspread about distribution of a nursing staff, on the other side, still a lot of a nursing staff to get position in non-nursing units, beside that about 100 nursing staff does at out patient unit. This is supposed to have affected the tasks of a nursing staff. On the other side, a nursing staff does a lot more administrative work than does her nursing routine tasks. This is supposed to have affected the tasks of a nursing staff.

This research is aimed to observe the relationship between the job responsibility with the task of nursing staff. The samples of this research are 58 nurses working at the in patient wards of Internal Disease Unit in RSMH Palembang.

The result of this research shows that there is a significant relationship between the job responsibility with the task of nursing staff and the dominant variable which influence the nursing staffs task is the system of order.

The researches suggests that increase i.e. nurse distribution, continuous supervision, periodic evaluation of the tasks, and reward given. The other case the researches suggest that every nursing staff at RSMH Palembang should understand Standard Operating Procedure (Protap) as an operational form a distinct and measurable order system."

"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.

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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."