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"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."

"Rumah Sakit Hqii Jakarta telah melaksanakan program pengembangan tenaga. Perawat pelaksana sebagai usaha unluk memberikan pelayanan kepemwalan yang berkualitas. Program ini telah dilaksanakan sejak 6 tahun yang laiu. Berdasarkan survei RSI-U (2000) diketahui bahwa masih rendahnya pendokumentasian proses keperawatzn disebabkan kurangnya pemahaman tentang proses kepemwatan Penelitian ini menggunakan desain cross sectional dengan jumlah sampel 92 responden. Analisis nmivariat digunakan untuk mengetahui karakteristik perawat Analisis bivariat, menggunakan Kai Kuadrat, untuk mengetahui hubungan antara karak'teristik perawat dengau penerapan proses keperawatan. Analisis regresi logistik ganda dilalcukan untuk mengetahui vmiabel yang paling dominan berhubungan dengan penerapan proses keperawatan.Hasil penelitian menunjukan bahwa dari scmua variabel bebas baik pada uji bivariat(Kai Imadrat) maupun uji mult.ivaria1(Regresi logistik ganda), ternyata hanya variabel umur yang bcrhubungan dengan penerapan proses keperawatan. Dari 91 responden,ada 85,7% melakukan penerapan proses keperawatan dengan baik dan sekitar 14,3% melakukan penerapan proses keperawatan dengan tidak baik Mempertimbanglcan hasil penelitian ini, penulis menyarankan RSHJ untuk memberikan pendidikan dan pelatihan kepada tenaga perawat pelaksana, khususnya. yang memiliki masa kerja lebih dari 5 tahun dan berumur Iebih dari 30 tahun dalam rangka meningkatkan produktifitas mereka.

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Jakarta Haji Hospital has performed development program of nursing staffs in order to provide good quality services of nursing, This program has been conducted since six years ago. Based on survey conducted by Jakarta Haji Hospital in 2000, it was known that inadequacy of documentation of nursing process was caused by the low understanding of nursing process. Ninety two samples were used in cross sectional study. Univariatc analysis is used to know the characteristics of nurses. Bivariate analysis, chi sqnane test was used to investigate relationship between characteristic of the nurse and application of nursing process. Multiple logistic regression analysis is used to know the most dominant variable ofthe application of nursing process.

The result of this study showed that those independent variables, either based on bivariale ana|yisis(Chi Square) or multivariate analyisis(Mulliple Logistic Regression), age was the only variable which has relation with application of nursing process. Eighty five point seven percent ofthe respondent is good in the application of nursing process and 14,3 percent is poor in the application of nursing process. Considering the result of this research, I suggest the RSHJ to provide trainings to nursing sta& especially those who have length of work more than tive years and those who more than 30 years of age in order to increase their productivity."

"Supervisi merupakan bagian yang penting dalam manajemen keperawatan. Pengelolaan asuhan keperawatan membutuhkan kemampuan manajer keperawatan dalam melakukan supervisi. Kepala ruangan merupakan manajer garda depan dan penanggung jawab ruangan harus mampu menjadi supervisor yang baik terhadap perawat pelaksana, sehingga dapat meningkatkan kualitas asuhan keperawatan yang diberikan dan pada akhirnya dapat meningkatkan kinerja perawat pelaksana. Penelitian ini menganalisa teknik dan frekuensi kegiatan supervisi kepala ruangan dengan kinerja perawat pelaksana. Hal ini dilatar belakangi masalah pelaksanaan supervisi di Rumah Sakit Umum Daerah Batang belum terpogram dan pelaksanaan supervisi oleh kepala ruangan belum tampak jelas karena belum ada perencanaan dari kepala ruangan tentang pelaksanaan kegiatan supervisi untuk perawat pelaksana. Desain yang digunakan dalam penelitian menggunakan metoda deskriptif analitik dengan pendekatan Cross Sectional. Hipotesis ditetapkan untuk melihat hubungan teknik dan frekuensi kegiatan supervisi dengan kinerja perawat pelaksana. Teori yang melatar belakangi penelitian ini adalah teori Kron (1987), Bittel (1987), Azwar (1996) dan untuk variabel teknik dan frekuensi supervisi dan Gibson(1994), Ilyas (1999) dan (Depkes,1994) untuk variabel kinerja. Hasil uji statistik Chi Square menunjukkan ada hubungan yang bermakna antara variabel frekuensi supervisi dengan kinerja perawat pelaksana dengan nilai p = 0,036. Sedangkan variabel teknik supervisi tidak ada hubungan yang bermakna dengan kinerja perawat pelaksana. Hasil uji regresi logistik menunjukkan frekuensi supervisi satu kali sehari merupakan variabel yang paling dominan memiliki hubungan dengan kinerja perawat pelaksana. Proporsi perawat pelaksana yang mendapatkan supervisi satu kali dalam satu harinya akan memiliki peluang kinerja lebih baik dibandingkan perawat pelaksana yang mendapatkan supervisi dua kali atau lebih dalam satu hari. Rekomendasi untuk pengelola Rumah Sakit Umum Daerah Batang Jawa Tengah agar memperhatikan dan meningkatkan kinerja perawat pelaksana dengan meningkatkan frekuensi supervisi, mensosialisasikan kembali standar asuhan keperawatan dan standar operasional prosedur keperawatan, memberikan dukungan terhadap prestasi kerja, meningkatkan kemampuan manajemen keperawatan dan memberikan penghargaan finansial maupun kesempatan melanjutkan pendidikan yang lebih tinggi, serta membuat suatu pola pengembangan jenjang karir yang baku.

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Supervision is an important part in nursing management. The nursing care management requires capability of a nursing manager in supervision. A head nurse as a front line manager and responsible person in the ward should be able to be a good supervisor for her/his staff, it could yield to an improvement in the quality of nursing care provided to the patients and then, could improve the performance of staff.

The purpose of the study was to analyze the relationship between technique and frequency of supervision from head nurses, and the clinical performance of the nurses. The background of this problem was that the implementation of supervision at Batang general hospital had not conducted sufficiently and appropriately due to in availability of a supervision program from head nurse to his/her staff.

The design of the study was descriptive analytical with cross sectional approach. The hypotheses were determined to identify the relationship between the technique and the frequency of supervision and the clinical performance of staff. The theories underlying the study were adopted from Kron (1987), Bittle (1987), Anwar (1996) for the variables of technique and frequency of supervision and Gibson (1994), Ryas (1999) and Ministry of Health (1994) were used for the variable of clinical performance.

The result of a Chi Square statistical test showed that there is a significant relationship between the variable of frequency and the clinical performance (p=0.036). There is no significant relationship between the variable of supervision techniques and the clinical performance of staff. The result of a logistic regression test demonstrated that the frequency of one supervision a day is the most dominant variable to the relationship with the staff clinical performance.The staff who are given one supervisions a day would have opportunities greater than compared to those who are given two or more supervisions.

Based on the findings, recommendation were addressed to the management of the Batang general hospital, Central Java should pay sufficient attention and to improve the clinical performance of the staff by: improving the frequency of supervision; re-disseminating the standard of nursing and nursing procedures; supporting the excellent performance; improving the capability of nursing management; providing financial rewards or opportunities to pursue further education; and developing pertinent program of career ladder."

"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."

"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."

"Gaya kepemimpinan kepala ruangan dalam berinteraksi dengan anggota dan saat mengelola ruang rawat akan mempengaruhi kepuasan kerja dan kinerja perawat yang dipimpinnya. Penelitian ini bertujuan mengidentifikasi hubungan gaya kepemimpinan kepala ruangan yang dipersepsikan perawat pelaksana dengan kepuasan dan kinerja perawat pelaksana.Metode penelitian menggunakan pendekatan cross sectional desain deskripsi korelasi melibatkan 146 perawat Rumah Sakit Umum Daerah RSUD Cibinong yang dipilih secara random sampling. Data dianalisis dengan Chi Square, uji Fisher dan regresi logistik.Hasil penelitian menunjukkan terdapat hubungan antara gaya kepemimpinan (servant dan transformasional) dengan kepuasan (p<0,05), antara gaya kepemimpinan (servant, transaksional, dan transformasional) dengan kinerja (p < 0,05), serta terdapat hubungan antara kepuasan dan kinerja perawat (p < 0,043). Gaya kepemimpinan kepala ruangan yang paling berhubungan dengan kepuasan perawat pelaksana adalah gaya kepemimpinan transformasional (OR = 6,345), dan kinerja adalah transaksional (OR = 3,846).Hasil ini menyarankan untuk menerapkan gaya kepemimpinan transformasional untuk meningkatkan kepuasan dan gaya kepemimpinan transaksional untuk meningkatkan kinerja perawat pelaksana.

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Head nurses leadership style, when interacting with nursing staffs and when managing nursing service area, affected to nursing staffs satisfaction and performance.

This study aimed to identify the relationship between head nurses leadership style, that perceived by nursing staffs, with their satisfaction and performance.

The design research was descriptive correlative with cross sectional approach. The sample were selected randomized involving 146 nursing staffs in Cibinong General Hospital. Data were analyzed by chi-square, Fisher's exact test and logistic regression.

The results showed that there was a relationship between head nurses leadership style (servant and transformational) with nursing staffs satisfaction (p <0.05), there was a relationship between head nurses leadership style (servant, transactional, and transformational) with nursing staffs performance (p <0.05), and there was a relationship between nursing staffs satisfaction with their performance (p <0.043). head nurses Leadership style that most related to the nursing staffs satisfaction was a transformational leadership style (OR = 6.345), and the most related to the nursing staffs performance is transactional leadership style (OR = 3.846).

It is recommended for head nurses to apply the transformational leadership style to improve nursing staffs satisfaction and the transactional leadership style to improve nursing staffs performance."

"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.

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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."

"Penelitian ini bertujuan untuk mengetahui hubungan antara pelaksanaan fungsi manajemen kepala ruang dengan komitmen perawat pelaksana pada organisasi di Rumah Sakit Bhakti Yudha Depok. Penelitian ini merupakan jenis penelitian deskreptiif korelasi dengan rancangan cross sectional, dan jumlah sampel 119 perawat pelaksana dengan teknik pengambilan total sampling. Hasil penelitian ini menunjukkan bahwa fungsi manajemen yang mempunyai hubungan dengan komitmen perawat pelaksana pada organisasi adalah fungsi perencanaan (p=0,47, 95% CI=1,005-4,480), fungsi pengarahan (p=0,017, 95% CI=1,255-5,576), dan fungsi pengendalian (p=0,012, 95% CI=1,312-5,844). Sedangkan dari karakteristik individu yang terdapat hubungan adalah tingkat pendidikan (p=0,048, 95% CI=0,899-66,204). Faktor paling berhubungan adalah fungsi pengarahan setelah dikontrol variabel tingkat pendidikan. Kepala ruangan perlu memberikan motivasi dan memfasilitasi perawat pelaksana untuk meningkatkan komitmen pada organisasi.

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This study aimed to determine the relationship between implementation of headnurse's management functions and the nurse's commitment to the organization at Bhakti Yudha Hospital Depok. This research was descriptive correlation study with cross-sectional design and 119 sample nurses working in hospital, recruited using total sampling technique. Results of this study indicated that the management functions which associated with the nurse's commitment were planning (p=0,47, 95% CI=1,005-4,480), directing (p=0,017, 95% CI=1,255-5,576), and controlling functions (p=0,012, 95% CI=1,312-5,844). The individual characteristics that associated with nurse's commitment was the education level (p=0,048, 95% CI=0,899-66,204). The most related factor was a directing function after it has been controlled by education level. Head nurse needs to motivate and facilitate nurses to develop and improve the commitment to organization."

"Kinerja perawat pelaksana dalam pengelolaan mutu keperawatan belum optimal. Kinerja perawat pelaksana sebagai acuan keberhasilan dalam meningkatkan pelayanan keperawatan. Pelaksanaan mutu keperawatan di ruang rawat inap belum dipahami oleh perawat pelaksana. Kepala ruangan sebagai manajer keperawatan di ruangannya, menjalankan fungsi manajemen keperawatan. Pelaksanaan fungsi manajemen keperawatan di ruang rawat inap oleh kepala ruangan akan mempengaruhi kinerja perawat pelaksana dalam pengelolaan mutu keperawatan di ruang rawat inap. tujuan dari penelitian ini untuk mengetahui hubungan fungsi manajemen kepala ruangan dengan kinerja perawat pelaksana dalam pengelolaan mutu keperawatan di rawat inap. Penelitian ini cross sectional pada 167 perawat pelaksana di dua rumah sakit. Hasilnya menunjukkan bahwa ada hubungan antara fungsi manajemen kepala ruangan terutama fungsi ketenagaan dan fungsi pengarahan dengan kinerja perawat pelaksana dalam pengelolaan mutu keperawatan (p < 0,001). Variabel yang dominan mempengaruhi kinerja perawat pelaksana yaitu fungsi ketenagaan dan fungsi pengarahan. Kepala ruangan perlu diberikan dukungan dan kesempatan untuk meningkatkan kemampuan manajerial serta jenjang pendidikan guna meningkatkan mutu keperawatan di rumah sakit.

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The performance nurse in nursing quality management has not been optimal. The performance nurse as a reference for success in improving nursing services. The implementation of nursing quality in the inpatient room has not been understood by the implementing nurse. The head nurse as a nursing manager in room, carries out the nursing management function. The nursing management function in the inpatient room by the head nurse will affect the performance of the implementing nurse in managing the quality of nursing in the inpatient room. The purpose of this study was to determine the relationship between the management function of the head nurse and the performance nurses in managing the quality of nursing in inpatients. This study was cross sectional on 167 nurses in two hospitals. The results showed that there was a relationship between the management function of the head nurse, especially the function of personnel and the function of direction, with the performance of nurse in managing the quality of nursing (p < 0.001). The dominant variables affecting the performance of nurse are the staffing function and the directive function. The head nurse needs to be given support and opportunities to improve managerial skills and education levels in order to improve the quality of nursing in hospitals."

"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."