ABSTRAK
Perubahan status RSMM menjadi Badan Layanan Umum membawa dampak padasemua bidang termasuk profesi keperawatan. Pada bulan Januari 2008, terjadi mutasiperawat dan hal ini beresiko untuk terjadinya konflik sehingga dirasakan perlu untukmelakukan pelatihan tentang manajemen konflik pada kepala ruangan dan dilihatpengaruhnya pada kinerja perawat pelaksana. Metode penelitian ini adalah quasieksperimentaldengan desain Pre and Post Test Without Control Group. Perawatpelaksana yang menjadi responden sebanyak 104 orang yang dipilih dengan simplerandom sampling dan tersebar pada 18 ruangan. Kepala ruangan mendapatkan pelatihantentang manajemen konflik dan dibimbing dengan frekuensi yang berbeda (6 kali, 3 kali,dan tanpa bimbingan), kemudian kepala ruangan menerapkan kemampuan manajemenkonflik dengan membimbing perawat pelaksana untuk meningkatkan kinerjanya.Karakteristik perawat pelaksana dianalisa dengan uji statistik deskriptif sedangkankinerja perawat pelaksana dianalisa dengan uji t-dependen untuk melihat perbedaankinerja perawat pelaksana sebelum dan sesudah dibimbing kepala ruangan dan ujiAnova untuk melihat perbedaan kinerja perawat pelaksana dengan frekuensi bimbinganyang berbeda pada kepala ruangan. Hasil penelitian menunjukkan peningkatan yangbermakna pada kinerja perawat pelaksana sesudah dibimbing kepala ruangan yang telahdilatih dan dibimbing (p Value < 0,05). Peningkatan kinerja perawat pelaksana yangkepala ruangannya dibimbing 6 kali lebih tinggi dibandingkan dengan yang kepalaruangannya tidak dibimbing, demikian juga degan kinerja perawat pelaksana yangkepala ruangannya dibimbing 3 kali. Sementara kinerja perawat pelaksana yang kepalaruangannya dibimbing 6 kali tidak berbeda secara bermakna dengan yang kepalaruangannya dibimbing 3 kali. Perawat pelaksana yang belum menikah lebih tinggikinerjanya dibandingkan dengan yang telah menikah. Dari hasil penelitian ini disarankanagar calon kepala ruangan diberikan pelatihan manajemen konflik dan dibimbingsebanyak 3 kali.
ABSTRACT
The status change of RSMM to independent public health service had impact to alldisciplines, including nursing profession. In January 2008, rotation of nurse wasconducted and potentially resulted conflicts. This condition was considered to beanticipated with providing training of conflict management for nurse managers, and thenevaluated its effect on nurse performance. This study used quasi- experimental designwith Pre and Post Test Without Control Group. Sample size of this study was 104nurses of 214 nurses who were selected randomly in 18 patient ward. The training andcoaching was performed in different frequency of sessions (6 sessions, 3 sessions, andsession without coaching) for nurse managers who then demonstrated their skill ofconflict management with guiding nurses in improving their performance. Descriptivestatistical test was applied for nurse characteristic and t-dependent test was applied fornurse performance with differentiating nurse performance before and after the guidanceprovided by nurse manager. Anova test was applied to predict the difference of nurseperformance with various frequency of coaching provided for nurse manager. The resultof this study showed increasing nurse performance after being guided by nurse managerswho were trained and coached (pValue < 0,05). The increasing of nurse performancewith nurse managers who were coached in 3 sessions and 6 sessions was higher thannurse performance with nurse manager who were not provided with coaching. Nurseperformance with nurse manager who were coached 3 times and 6 times was notsignificantly different. The performance of unmarried nurse was higher than marriednurse. It was recommended that candidates of nurse managers should be trained aboutconflict management with 3 sessions of coaching. |
