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Abstrak :
Rumah sakit sebagai salah satu tatanan pemberi jasa pelayanan kesehatan harus mampu menyediakan berbagai jenis pelayanan yang bermutu dan profesional. Pelayanan keperawatan dirumah sakit merupakan bagian yang tidak dapat dipisahkan dari pelayanan kesehatan, dan merupakan salah satu faktor penentu bagi mutu dan citra rumah sakit dimata masyarakat. Oleh karena itu diperlukan kemampuan kepemimpinan yang tinggi dari kepala ruangan sehingga dapat mempengaruhi perawat yang berada dibawah tanggung jawabnya. Penelitian ini bertujuan untuk menganalisis hubungan antara gaya kepemimpinan kepala ruangan dengan produktivitas kerja dengan disain deskripsi korelasi melalui pendekatan cross sectional. Populasi dalam penelitian ini adalah perawat pelaksana yang bekerja di Instalasi rawat Inap Rumah Sakit Pusat Pertamina Jakarta berjumlah 379 orang dengan sampel berjumlah 210 orang. Data didapat melalui penyebaran kuesioner, pengolahan serta analisa data dilakukan dengan perhitungan statistik perangkat komputer. Hasil penelitian univariat menggambarkan distribusi karakteristik, sebagian besar responden yaitu umur 25-30 tahun 92 orang (50%), jenis kelamin wanita 162 orang (88%), tingkat pendidikan DIII Keperawatan 157 orang (85,3%), 152 orang (82,5%) tidak pernah mengikuti pendidikan tambahan, dan lama kerja 5-8 tahun 77 orang (41%). Gaya kepemimpinan kepala ruangan yang dipersepsikan oleh responden demokratis sebesar 58,69%, partisipatif 32,60%, Autokratis 7,06% dan laissez faire 1,63%. Produktivitas kerja perawat di RS Pusat Pertamina Jakarta 54,3% adalah tinggi sedangkan sisanya (45,7%) rendah. Kesimpulan dari penelitian ini terdapat hubungan antara gaya kepemimpinan demokratis kepala ruangan dengan produktivitas kerja perawat. Karakteristik responden tidak berhubungan secara bermakna dengan produktivitas kerja di RS Pusat Pertamina Jakarta. Dari hasil analisis tersebut maka disarankan untuk terns mengembangkan dan menerapkan gaya kepemimpinan yang paling berhubungan dengan produktivitas kerja perawat yaitu gaya kepemimpinan demokratis.

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The Relationship between the Leadership Styles of Head Nurses with Productivity of the Nursing Staff in Pertamina Central Hospital-Jakarta 2002Hospital as health care providers have to provide various qualified and professional services. Nursing services as a part of health services could not be separated, because it is one of the hospital determinations for quality. This study aimed to analyze the relationship between the leadership styles of head nurses with productivity of nursing staff in Pertamina Central Hospital. The methodology used in this study is description correlation through cross sectional approach. The populations were all nurses that work at inpatient department in Pertamina Central Hospital Jakarta, which were 379 nurses. The samples were 210 nurses which were decided based on proportional random sampling. This study used questionnaires to collect data than analyzed by computer's software. The result of univaried analysis described the characteristic of the respondent they are 25-30 years old (50%), female (88%), and nursing diploma (85,3%). 82,5% have never got additional education, and 41% of them have worked in Pertamina Central Hospital for 5-8 years. The leadership style of head nurses which perceived by the respondent was democratic 58,69%, participative 32,60%, autocratic 7,06% and laissez faire 1,63%. The productivity of nursing staff in Pertamina Central Hospital is 54,3%. The conclusion of this study showed that there was significant relationship between democratic leadership styles of the head nurses with productivity of nursing staff. The characteristics of respondent had no significant relationship with productivity in Pertamina Central Hospital. From this result can be suggested to develop and apply democratic leadership style in order to improve productivity.

Abstrak :
Peran manajer keperawatan daiam mcngeloia tenaga keperawatan maupun sumber lainnya merupakan faktor penting dalam mewujudkan pelayanan keperawatan yang berkualitas dan profesionai. Sebagai manajer harus memadukan antara kepemimpinan dan manajemen sehingga dapat mencapai tujuan. Kepala ruangan sebagai manajer bawah mengelola pelayanan keperawatan di ruang rawat inap, bertanggung jawab atas kualitas asuhan keperawatan yang berada dalam lingkup tanggung jawabnya. Kepala ruangan sebagai pemimpin di ruang rawat inap memegang peranan penting dalam menggerakkan. memotivasi dan mengarahkan staf untuk meningkatkan kinerjanya. Hasil penelitian Reni (2001), ditemukan adanya keluhan pasien agar perawat sering kontrol (7.14%), tingkatkan pelayanan (21.43 %), agar pasien dimandikan (14.29 %). Rohana (2004) mengatakan bahwa 54,7 % kepala ruangan jarang melakukan pendelegasian, menurut Prawiroscntono (1999) terdapat hubungan yang erat antara kinerja perorangan dengan kinerja organisasi. RSUD Koja adalah rumah sakit rujukan di daerah Jakarta Utara, jumlah tenaga yang ada 90 % adalah DIII keperawatan. SOP dan SAK sudah ada, visi, misi keperawatan ada. Jenjang karir untuk perawat belum ada, serta masih ditemukan pemberian asuhan yang tidak sesuai dengan SOP ruangan. Berdasarkan temuan tersebut maka dilakukan penelitian tentang hubungan penerapan fungsi pengorganisasian yang dilakukan oleh kepala ruangan dengan kinerja perawat pelaksana di ruang rawat inap RSUD Koja Jakarta Utara. Penelitian ini bertujuan untuk mengetahui hubungan penerapan fungsi pengorganisasian dengan kinerja perawat pelaksana. Metode penelitian adalah deskriptif korelasional dengan pendekatan cuss sectional. Tempat penelitian adalah 7 ruang rawat Inap RSUD Koja Jakarta Utara, dengan responden perawat pelaksana sebanyak 103 orang. Penelitian ini dilakukan pada minggu IV Mei sampai dengan minggu I Juni 2005. Instrumen penelitian terdiri dari tiga bagian yaitu kuesioner A mencakup karakteristik perawat pelaksana, kuesioner 13 mencakup penerapan fungsi pengorganisasian. dan kuesioner C mencakup kinerja perawat pelaksana. Berdasarkan hasil analisis univariat diperoleh bahwa 62,1% perawat pelaksana berumur ≤ 27 tahun, wanita (90.3 %), dan 48,5 % belum menikah, pendidikan yang paling banyak adalah DIII keperawatan yaitu 98.1 % dan 62.1 % perawat pelaksana tidak pernah mengikuti pelatihan. Lama kerja yang paling banyak adalah 5 6 tahun (55.3 %). Berdasarkan analisis diperoleh bahwa perawat pelaksana mempersepsikan kemampuan kepala ruangan untuk melakukan pembagian tubas 58.3 % menyatakan baik. Kemampuan untuk melakukan koordinasi dan penjadwalan 65 5 menyatakan baik. Kemampuan memberikan arahan dan komando 64. 1 % menyatakan kurang. kemampuan membagi tanggung jawab dan tugas melaksanakan asuhan keperawatan 50,5 % menyatakan baik dan kinerja perawat pelaksana 54.4 % menyatakan baik. Dari seluruh variabel konfounder jenis kelamin (p-value 0,050) dan umur (p-value 0.26) terbukti mempengaruhi kinerja perawat pelaksana. Hasil analisis multi varial ditemukan bahwa membagi tugas (p-value 0.017) dan membagi tanggung jawab dan tugas dalam pemberian asuhan keperawatan P-value 0.006) merupakan komponen yang berhubungan dengan kinerja perawat pelaksana setelah dikontrol umur dan jenis kelamin perawat pelaksana tersebut. Berdasarkan hasil penelitian disarankan kepada pimpinan rumah sakit agar senantiasa meningkatkan kemampuan kepemimpinan dan manejerial SDM keperawatan terutama tentang membagi tugas dan memberi tanggung jawab dalam pemberian asuhan keperawatan melalui pendidikan keperawatan berkelanjutan baik formal maupun informal serta hasil penelitian ini penerapan fungsi manajemen khususnya komponen penerapan fungsi pengorganisasian merupakan masukan dalam menentukan kriteria kepala ruangan sehingga perawat pelaksana yang akan dipromosikan menjadi kepala ruangan dapat dilakukan seleksi mengacu kepada komponen fungsi manajemen tersebut. Untuk meningkatkan kinerja perawat pelaksana diruangan perlu jenjang karir yang jelas dan bagi perawat. Baru peranan mentor dapat ditingkatkan, kepala ruangan hendaknya berperan aktif dalam memotivasi. memberikan bimbingan dan pengarahan untuk meningkatkan kinerja perawat pelaksana serta mampu sebagai contoh. Untuk memperoleh hasil yang lebih baik penelitian ini perlu dilanjutkan dengan metode kuasi eksperimen yaitu melakukan intervensi tentang penerapan fungsi pengorganisasian kepada sekelompok kepala ruangan dan perawat pelaksana dan sebagian responden tidak diintervensi kemudian hasilnya dibandingkan.

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The roles of nursing manager in managing workers or other sources are important factors to make a professional and quality nursing service. The manager should combine leadership and management to reach his aim. Chicks of the ward as sub managers direct nursing services in hospitalizes rooms and get responsible fir the quality of nursing. They as leaders hold important roles in mobilizing, monitoring and directing staff to improve their works. According to Reni's report (2001), some patients complained because of attention, they demanded more attention(7.14 %). The service should be improved (21,43 %) and the patients should be bathed (14.29 %). Rohana (2004) said that 54.7 % of chiefs of the ward were are delegating their patient. According to Prawirosentono (1999) there was tight relationship between individual work and team work. RSUD Koja is a sub hospital in North Jakarta which has 98 % of its nurse?s graduate from nursing diploma. Not only SOP and SAK but vision and nursing mission have already been prepared at this hospital. The career strata for nurses have been made but it is still found that the giving of care supervision has not fixed with SOP's ward rules. Based on the facts above, the writer conducts a study between the applied relationship of organization function which is done by chiefs of the ward and the works of duty nurses in hospitalize rooms at RSUD Koja, North Jakarta. The aim of study is to find out the applied relationship of organizing function with the works of duty nurses. The method of study is correlation descriptive with cross sectional as its approach, 7 hospitalize wards at RSUD Koja have been used as the setting of study with 103 duty nurses. The study's instruments consist of 3 parts they are first Questioner A includes duty nurses' characteristic. Second. Questioner B includes the organizing function applied. Third, Questioner C applied the works of duty nurses. Based on the result of univariat analysis found 'that 62.1 5 of duty nurses are less than 27,49 % years old women (90.3 %) and 48.5 % of nurses have not got married. In other side. 98.1 % of nurses got diploma degree and 62,1 % have not any training. The writer also found that the longest time work is 6.45 years (55,3 %). Based on the result analysis, the writer found that the duty nurses have some perception to the ability of chiefs of the ward in dividing jobs. 53,3 % of correspondents stated good. The ability in coordinating and scheduling, 65,5 % stated good. The ability in giving direction and ordering, 64.1 % slated good. The ability in dividing responsibility and implementing nursing 's jobs, 50,5 % stated good and the works of duty nurses. 54.5 % states good. From all sex confounder variables have tight relationship with the works of duly nurses (p-value 0.050). The result of multi variants found that is dividing jobs (p-value 0,017), responsibility and jobs under nursing care (p-value 0.006) are the most reasonable components with the works. Based on the result of study, it is advised to the director of hospital to improve the ability of leadership and human resources nursing managerial especially to divide and give responsibility to nursing under taking care. It can be done by continuing nursing education formally or informally. This result is an applied management function especially applied components of organizing function which are the inputs for recognizing some criteria. Some criteria are needed for chiefs of the word so that duty of nurses who will be promoted can be tested trough careful selection based on the components of management function. In improving the works of duty nurses, both the career strata and guidance and directing to improve nurses work. In addition, they have to be good examples for nurses. In getting a better result, this study should be continued with quasi experiment as method. Quasi experiment method is doing sonic intervention to the applied of organizing function to some chiefs of the ward, duty nurses and respondents who are not intervened then result of both sides compared.

Abstrak :
Penelitian ini menganalisis pengaruh emotional intelligence terhadap tingkat turnover intention perawat dengan perceived organizational support, psychological strain dan workplace stress sebagai mediating variable. Sampel pada penelitian ini adalah perawat yang bekerja di rumah sakit swasta maupun daerah. Sampel didapatkan dengan menggunakan random sampling sebanyak 216 sampel perawat dengan menyebarkan kuesioner secara langsung maupun melalui google form. Adapun analisis data dan uji hipotesis pada penelitian ini menggunakan software LISREL dan SPSS. Hasil dari peneliatian ini menunjukkan bahwa turnover intention perawat di mediasi oleh workplace stress dan psychological strain, serta perceived organizational support juga memediasi hubungan antara emotional intelligence perawat dengan pychological strain. Emotional intelligence memiliki pengaruh negatif terhadap psycological strain dan workplace stress. Emotional intelligence juga mempunyai pengaruh positif terhadap POS, sedangkan POS memiliki pengaruh negatif terhadap turnover intention perawat. Secara langsung maupun tidak langsung emotional intelligence diketahui pada penelitian ini tidak berpengaruh secara signifikan terhadap turnover intention. Penelitian ini diharapkan dapat membantu manajemen rumah sakit dalam mengelola sumber daya manusianya khususnya perawat untuk keberlangsungan organisasi dalam jangka waktu yang lama. ......This study analyzes the effect of emotional intelligence on psychological strains and workplace stress using perceived organizational support as mediating variable at the nurse turnover intention level. The method used is by distributing questionnaires to the sample, with sample criteria are nurses working in private and regional hospitals. Samples were obtained using simple random sampling are 216 . The data analysis and hypothesis testing in this study used LISREL and SPSS software with Mediation Regression Equations models. This study is limited by the use of the theory of Perceived organizational support, workplace stress, psychological strains and emotional intelligence that focuses on its influence on nurse turnover intention in regional and private hospitals in Indonesia. The results of this study indicate that nurse turnover intention is mediated by workplace stress and psychological strains, and perceived organizational support also mediates the relationship between nurse's emotional intelligence and pychological strains. Emotional intelligence has a negative influence on psycological strains and workplace stress. Emotional intelligence also has a positive effect on perceived organizational support, while perceived organizational support has a negative effect on nurse turnover intention. This research is expected to help the hospital management in managing its human resources, especially nurses for the sustainability of the organization in the long term.

Abstrak :
The health services of emergency care unit is considered as one of the quality indicators of hospital services because this unit provides a specialized service to the emergency patients continuosly 24 hours a day, therefore the emergency care unit services should be facilitated optimally which is mainly determined by the qualified nursing personnel. In relation to the demand forhigh quality of nursing services, the material and nonmaterial reward system need to be taken into consideration in motivating a better working performance of nurses. Career development as one of important aspects in improving the quality of emergency care at D.Cipto Mangunkusumo National Hospital. The existing performance of nursing personnel is still not adequate and do not meet the standard of nursing care. Based on this sivation ; the research problems was to answer the need of a well established nursing functional career development either through a formal or non formal education as an effort to improve a professional, and high quality of services by providing a safe, quick, and appropriate interventions. This research study utilized a descriptive explorative design with a qualitative research mehtodology. The data was collected using a focus group discussion, interview and observation methods. The research study revealed that the existing training was not as an a part of career development system of nursing staffs, and even there was no career ladder for nurses, as a consequences, the tasks and responsibilities for all nurses were the same. In addition, there was lack of financial support for education and training of nurses. In order to improve the qualtiy of nursing services at the emergency care unit, it s expected and required that the career ladder should be formulated and proposed that all nurses should follow the stages of a standardized career development based on the fuctional levels, so that there will be a clear roles and fuctions for .each emergency care unit nursing persnonnel. Based on the result of this study, it is recommended: 1) to develop a training curriculum; 2) to formulate a training proposal; 3) to conduct a need assessment for education and traning/ and 4) to provide an adequate and appropriate reward, which will optimally facilitate the personal and professional growth for each nursing personnel.

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Pelayanan instalasi gawat darurat merupakan tolok ukur kwalitas pelayanan rumah sakit, karena merupakan ujung tombak pelayanan rumah sakit, yang memberikan pelayanan khusus kepada pasien gawat arurat secara terus menerus selama 24 jam setiap han. Karena itu pelayanan di IGD hams diupayakan seoptimal rnungkin. Untuk itu diperlukan kualitas SDM profesional termasuk tenaga keperawatannya. Sehubungan dengan tuntutan kualitas pelayanan tersebut aspek penghargaán baik material maupun non. material merupakan aspek penting untuk mendorong motivasi kerja perawat. Pengembangan karidr adalah salah satu aspek yang terpenting dalam upaya meningkatkan mutu pelayanan di IGD RSUPN Dr. Cipto Mangunkusumo. Kenyataan dilapangan menunjukkan bahwa sampai saat mi kemampuan SDM keperawatan yang ada belum themadai, bilum sesuai dengan standar yang telah ditentukan. Berdasarkan hal tersebut, permasalahan dalain penelitian mi adalah belum terlaksananya pengembangan karier fungsional keperawatan yang berkesinambungan baik melalui pendidikan formal maupun tidak formal dalam upaya meningkatkan pelayanan yang profesional, berkualitas, aman dan nyaman. Penelitian ini merupakan penelitian deskriptif dengan menggunakan pendekatan kualitatif. Pengumpulan data dilakukan melalui diskusi kelompok terarah, wawancara mendalam dan observasi. Dari hasil penelitian terlihat bahwa pelatihan yang dilakukan belum merupakan bagian dari pengembangan karier staf, sertajenjang karier perawat belum ada, sehingga tugas dan tanggung jawab untuk semua perawat sama. Demikian juga tentang penyediaan dana untuk pendidikan dan pelatihan terbatas. Untuk meningkatkan mutu pelayanan keperawatann di IGD, maka IGD diharapkan mampu merumuskan jenjang kanier keperawatan, dengan usulan semua perawat melewati fase-fase yang telah ditentukan sesuai peringkat fungsi, sehingga akan memberikan kejelasan peran dan fungsi untuk setiap tenaga keperawatan di IGD. Saran penelitian adalah pembentukan tim pengembangan keperawatan untuk 1) menyusun kurikulum; 2) menyusun proposal; 3) mengkaji kebutuhan pendidikan dan pelatihan; 4) pemberian penghargaan yang memadai, sehingga tenaga keperawatan dapat mengembangkan profesinya dengan optimal.

Abstrak :
ABSTRAK
Di Indonesia sampai tahun 2018 tercatat ada 300 Rumah Sakit Islam, 40 Rumah Sakit Isalam sudah menjadi rumah sakit syariah, 5 Rumah Sakit pemerintah juga sudah menjadi rumah sakit syariah, Manajemen Syariah dulu dikenal hanya pada jasa keuangan perbankkan namun saat ini sudah masuk pada pelayanan kesehatan seperti rumah sakit, perusahaan obat makanan, pusat perbelanjaan, rumah makan, perhotelan, transportasi dan lain-lain, Rumah sakit pemerintah yang sudah terakreditasi SNARS berpeluang mengusulkan untuk menjadi rumah sakit syariah. Tujuan: Penelitian ini untuk melihat komitmen pemangku kepentingan RSUD Prof. Dr. H.M. Chatib Quzwain Sarolangun Jambi untuk menuju rumah sakit syariah Metode: kualitatif, Data dikumpul dengan wawancara mendalam kepada informan yang terdiri dari pemangku kepentingan RSUDCQ Sarolangun Jambi, dokter spesialis, komite medik, kepala ruangan, petugas kerohanian. Pemilihan informan pada penelitian ini berdasarkan prinsip kesesuaian (appropriate) dan kecukupan (adequacy). Kesimpulan: Langkah awal dari pelaksanaan syariah di rumah sakit pemerintah adalah komitmen pemangku kepentingan.

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ABSTRACT
In Indonesia by the year of 2018 noted there are 300 Islamic hospitals, 40 Islamic hospitals already got syariah certification from Indonesian religious leader, 5 government hospitals also received sharia certification from Indonesian religious leader. Sharia management used to be known only for financial services but now it has entered health services such as hospitals, drug and food companies. Government hospitals have potential to implement sharia certification. Objective: To see commitment of Prof. Dr. H.M. Chatib Quzwain Sarolangun jambi Hospital in order to go to the sharia. Method: The study was conducted using qualitative methods Data collection by in-depth interviews with informants consisting of hospital stake holders, specialists dokters, medical committees, head of rooms, spiritual officers. The selection of informants is based on conformity and adequacy. Conclusion: fist step of sharia implementation in Prof.Dr. H.M. chatib Quzwain Hospital is the commitment of stake holders.

Abstrak :
Kesiapan adalah prekursor kognitif bagi perilaku, baik untuk melawan atau mendukung upaya perubahan. Implementasi kompetensi manajerial perawat manajer di rumah sakit merupakan upaya perubahan yang memerlukan kesiapan. Determinan kesiapan perawat manajer dalam melaksanakan kompetensinya di rumah sakit belum diketahui secara jelas. Penelitian ini bertujuan untuk mengidentifikasi determinan kesiapan perawat manajer dalam melaksanakan kompetensinya di rumah sakit. Desain penelitian menggunakan cross sectional dengan metode sampling adalah purposive sampling. Responden adalah 103 perawat manajer yang memenuhi kriteria inklusi. Instrumen yang digunakan merupakan modifikasi dari berbagai tinjauan literatur yang kemudian dilakukan uji validitas dan reliabilitas. Mayoritas perawat manajer memiliki karakteristik sebagai beikut: mayoritas berjenis kelamin perempuan, berumur < 45 tahun, memiliki lama kerja 5 – 10 tahun, menduduki jabatan sebagai kepala ruang/nurse officer/supervisor, berpendidikan awal SPK dan D3 keperawatan dan berpendidikan akhir Ners dan S2 keperawatan. Terdapat hubungan signifikan antara bimbingan mentoring, kepercayaan terhadap pimpinan, dan partisipasi terhadap upaya perubahan organisasi dengan kesiapan perawat manajer melaksanakan kompetensi manajerial di rumah sakit (p=0.0001-0.016). Diperlukan kesiapan dalam melaksanakan kompetensi perawat manajer Pimpinan rumah sakit beserta jajarannya perlu berupaya meningkatkan kesiapan perawat manajer dengan menetapkan kebijakan dan panduan, melakukan bimbingan dan memfasilitasi pengembangan professional berkelanjutan. ......Readiness is a cognitive precursor to behavior, either to resist or support change efforts. The implementation of managerial competence for nurse managers in the hospital is an effort to change the organization. The determinant of the nurse manager's readiness to implement managerial competence is not yet clear. A broad and deep understanding of the determinants is needed. This study aimed to identify determinants of nurse managers' readiness to implement managerial competence in the hospital. A quantitative approach using a cross-sectional design was employed to collect data from 103 nurse managers. Data analyses were performed using chi square and multiple logistic regression. The majority of nurse managers had the following characteristics: female, aged < 45 years old, work duration 5-10 years, mostly were nurse officers/nurse supervisors, the initial education was vocational and the final education was undergraduate and postgraduate in nursing. There was a relationship between mentorship program, trust in leadership, and participation in organizational change with the nurse manager's readiness (p = 0.0001-0.016). Readiness is needed by nurse managers to implement managerial competence. Recommendations include establishing policies, providing guidance and facilitating continuous professional development before the assumption of management positions.

Abstrak :
Sistem supervisi klinik kepala ruangan yang dijalankan dengan tepat dapat meningkatkan kepuasan kerja dan kinerja perawat pelaksana. Fenomena yang ditemukan di RS Woodward Palu, supervisi kepala ruangan, kepuasan kerja, dan kinerja perawat pelaksana belum optimal. Penelitian ini bertujuan untuk mengetahui pengaruh pelatihan supervisi klinik kepala ruangan terhadap kepuasan kerja dan kinerja perawat pelaksana di ruang rawat inap RS Woodward Palu. Penelitian ini menggunakan metode quasi experiment dengan pre-post test design with contol group. Sampel untuk supervisi kepala ruangan dan kepuasan kerja masing-masing kelompok 32 perawat dan sampel untuk kinerja perawat pelaksana masing-masing kelompok 56 dokumen. Intervensi yang dilakukan adalah pelatihan dan bimbingan supervisi klinik kepala ruangan model akademik. Hasil penelitian menunjukkan terjadi peningkatan yang signifikan (p value =0,000) pada supervisi klinik kepala ruangan setelah mendapat pelatihan dan bimbingan supervisi. Supervisi klinik yang dilaksanakan secara tepat telah berdampak pada kepuasan kerja dan kinerja perawat pelaksana secara signifikan (p value =0,000). Analisis lebih lanjut menunjukkan ada perbedaan kepuasan kerja dan kinerja perawat pelaksana yang signifikan (p value=0,000) antara kelompok intervensi dan kelompok kontrol. Penelitian ini membawa pada simpulan ada pengaruh pelatihan supervisi klinik kepala ruangan terhadap kepuasan kerja dan kinerja perawat pelaksana di ruang rawat inap rumah sakit Woodward Palu. Rekomendasi penelitian ini adalah terus mempertahankan penerapan supervisi klinik kepala ruangan dengan cara pembinaan, monitoring, dan evaluasi secara berkelanjutan agar kepuasan kerja dan kinerja perawat pelaksana terus dapat ditingkatkan. ......Clinical supervision by head nurse can increase working satisfaction and clinical performance by nursing staff in the ward. However, in Wordward hospital clinical supervision by head nurse, working satisfaction and clinical performance by nursing staff has not been improved. The purpose of this study was to identify the influence of clinical supervision training by the head nurse on the working satisfaction and clinical performance of nursing staff in the in-patient ward of Woodward hospital in Palu. This study used quasi experiment method with pre and post-test design with control group. The sample in clinical supervision and working satisfaction into groups, where each group consisted of 32 nurses, where for measuring clinical performance of staff nurses each group consisted of 56 nurses. Intervention that was given to the sample (intervention group) was training and supervision toward head nurse on clinical supervision with academic model. The result showed that the clinical supervision by head nurse was significantly increased (p value = 0,000) after training and supervision. Clinical supervision that accurately implemented gave influence significantly (p value = 0,000) into working satisfaction and clinical performance of staff nurses. Further analysis showed the significantly difference on working satisfaction and clinical performance of staff nurses between intervention and control groups (p value = 0,000). Conclusion of this study showed that there was a significantly influence on head nurse clinical supervision training working satisfaction and clinical performance of staff nurses in Woodward hospital in Palu. The recommendation of this study suggested that maintaining implementation of clinical supervision by head nurse should be improved by supervision, monitoring, and evaluation, in order to maintain the working satisfaction and clinical performance of staff nurses within the ward.

Abstrak :
Fenomena di sebuah Rumah Sakit di Palu, supervisi, kepuasan kerja, dan kinerja perawat belum optimal. Penelitian ini bertujuan mengetahui pengaruh pelatihan supervisi klinik terhadap kepuasan kerja dan kinerja perawat di RS tersebut. Penelitian menggunakan quasi experiment pre-post test design with control group. Sampel tiap kelompok 32 perawat dan 56 dokumen. Intervensi yang dilakukan adalah pelatihan supervisi klinik. Hasil penelitian menunujukkan adanya peningkatan yang bermakna (p= 0,000; α= 0,05) pada supervisi klinik. Supervisi klinik berdampak pada kepuasan kerja dan kinerja perawat (p= 0,000; α= 0,05). Analisis lanjut menunjukkan ada perbedaan kepuasan kerja dan kinerja perawat (p= 0,000; α= 0,05) antara kelompok intervensi dan kontrol. Penelitian menyimpulkan ada pengaruh pelatihan supervisi klinik terhadap kepuasan kerja dan kinerja perawat. Rekomendasi hasil penelitian ini adalah untuk terus mempertahankan penerapan supervisi klinik kepala ruangan dengan cara pembinaan, monitoring, dan evaluasi secara berkelanjutan..

The phenomenon in a Palu?s hospital about supervision, working satisfaction, and clinical performance by nursing staff has not been improved. The purpose of this study was to identify the influence of clinical supervision training on the working satisfaction and clinical performance of nursing in the hospital in Palu. This study used quasi experiment with pre and posttest design with control group. The sample into groups of 32 nurses and 56 document. Intervention that was given to the sample (intervention group) was training supervision.. The result showed that the clinical supervision by head nurse was significantly increased (p= 0,000; α= 0,05) after training and supervision. Clinical supervision that accurately implemented gave influence significantly (p= 0,000; α= 0,05). Further analysis showed the significantly difference on working satisfaction and clinical performance of staff nurses between intervention and control groups (p= 0,000; α= 0,05). Conclusion of this study showed that there influence clinical supervision training working satisfaction and clinical performance of nurses. The recommendation of suggested that maintaining implementation of clinical supervision by head nurse should be improved by supervision, monitoring, and evaluation.

Abstrak :
Sumber daya manusia merupakan aspek kritikal dalam pelayanan di rumah sakit.Kinerja rumah sakit dapat menurun karena perilaku karyawan diantaranya adalahkeinginan pindah dari pekerjaan intention to quit . Angka turnover perawat diRumah Sakit BaliM d pada pertengahan tahun 2017 yaitu 13,9 . Penelitian ini bertujuan menganalisis faktor-faktor apa saja yang berhubungan keinginan berpindah kerja intentions to quit tenaga perawat di RS BaliM d. Penelitian ini merupakan penelitian observasional menggunakan metode potong lintang melalui pendekatan kuantitatif dan kualitatif. Responden kuantitatif adalah perawat yang telah bekerja di rumah sakit minimal 6 bulan berjumlah 154 orang. Responden kualitatif yaitu perawat yang sudah berhenti kerja di tahun 2017 dan manajemen RS BaliM d. Hasil studi menunjukkan faktor yang berhubungan dengan keinginan berpindah kerja yaitu lama kerja, status kepegawaian dan pendidikan pelatihan. Manajemen RS diharapkan memberikan sosialisasi secara rutin terkait sistem jenjang karir, penggajian dan pendidikan-pelatihan kepada perawat dengan lama kerja < 1 tahun, memberikan kepastian terhadap status kepegawaian pada perawat kontrak dan merancang anggaran yang tepat sehingga seluruh perawat mendapatkan pendidikan-pelatihan. ......Human resources is a critical factor in providing hospital services. Performance ofhospital were decrease due to the behavior of their employees including intentionto quit. Nurse turnover number in BaliM d Hospital in 2017 is 13.9. This study is aiming at analyzing factors related to intention to quit of nurses in BaliMed hospital. This observational study was using cross sectional method throughquantitative and qualitative approachs. Respondents were nurses who have beenworking for 6 month or more 154 nurses. The qualitative data was accessedform who has resigned in 2017 and BaliMed management. Study revealed factorsrelated to intentions to quit were length of work, employee status and educationtraining.It is expected that hospital desiminatim program and provide adequateinformation on career path, salary and educational especially for nurses who workless than 1 year in hospital, a clear contract includes employement status of nursesand ensure finding to support training.