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"This title looks at the leadership, interpersonal and management skills needed to manage change effectively within multiprofessional healthcare settings."

"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."

"Penelitian ini bertujuan untuk memberikan bukti empiris tentang hubungan antara penerapan tata kelola media sosial dengan legitimasi organisasi, serta pengaruh karakteristik internal organisasi dalam mempengaruhi hubungan tersebut. Tata kelola media sosial adalah sekumpulan kerangka kerja (frameworks) yang mengatur aktivitas dari anggota organisasi di media sosial. Berdasarkan teori legitimasi, organisasi yang melakukan kegiatan yang selaras dengan norma sosial akan diterima oleh masyarakat atau memperoleh legitimasi. Kegiatan ini juga meliputi aktivitas media sosial yang umum dimanfaatkan organisasi pada saat ini. Maka, model penelitian pertama dibangun untuk membuktikan asosiasi positif antara tata kelola media sosial dengan legitimasi organisasi. Namun, kekuatan hubungan ini turut dipengaruhi oleh karakteristik internal perusahaan seperti budaya dan tipe organisasi. Organisasi menurut tipe dibagi berdasarkan orientasi laba, kepemilikan pemerintah, dan kepemilikan publik di pasar saham. Sedangkan, budaya organisasi diidentifikasikan dengan The Competing Value Model. Perbedaan kekuatan hubungan ini diprediksi oleh teori institutional yang menyatakan bahwa konteks sosial dimana organisasi beroperasi, serta nilai dan norma internal antar anggota, mempengaruhi perilaku organisasi. Oleh karena itu, model penelitian kedua dan ketiga dibangun untuk meneliti efek dari budaya dan tipe organisasi terhadap hubungan antara tata kelola media sosial dengan legitimasi organisasi. Populasi dalam penelitian ini adalah seluruh organisasi di Indonesia. Sampel dipilih dengan purposive sampling untuk memastikan keterwakilan setiap tipe organisasi. Data yang digunakan dalam penelitian ini berasal dari data kuesioner yang didistribusikan kepada pegawai di 51 organisasi sampel untuk mengukur tata kelola media sosial dan karakteristik internal organisasi. Lalu, legitimasi organisasi diukur berdasarkan analisis sentimen pada data Twitter terkait organisasi sampel selama periode Januari 2019 hingga Mei 2020. Hasil menunjukkan bahwa semakin baik aplikasi tata kelola media sosial, semakin baik pula legitimasi organisasi, dimana budaya klan dan orientasi laba memperkuat asosiasi tersebut. Penemuan in menunjukkan pentingnya tata kelola media sosial untuk meraih legitimasi organisasi yang memiliki karakteristik internal yang berbeda-beda.

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This study aims to provide empirical evidence on the association between social media governance and organizational legitimacy and whether organizations’ internal characteristics affect the association. Social media governance is a set of frameworks that regulate an organization’s members’ actions within the social web. This postulate is based on legitimacy theory; an organization that maintains its operations to comply with social norms will be regarded as legitimate, including in the area of social media communication as commonly used these days. Therefore, the first research model was built to seek evidence of the association between social media governance and organizational legitimacy. However, the magnitude of association might vary in different organizational characteristics, such as types and cultures. Organizational types distinguish organizations by profit orientation, state ownership, and public ownership. Organizational culture refers to The Competing Values Model. These discrepancies are predicted by institutional theory because of the social context where firms operate, and the shared value and norms between members influence an organization’s behavior. Therefore, two additional research models were developed to examine the effect of internal characteristics on the first model. The population of this study is all organizations in Indonesia. Samples were selected using purposive sampling to ensure the representation of each organizational types. Questionnaires were distributed to employees to measure social media governance and organizations’ internal characteristics. Subsequently, sentiment analysis was conducted to measure organizational legitimacy by examining tweets related to 51 sample organizations from January 2019 to May 2020. Results show that a better social media governance application is associated with better organizational legitimacy, and clan culture and profit-oriented characteristics strengthen this association. These findings reveal the benefit of social media governance to help organizations achieve the goals under different organizational settings."