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"Sistem jenjang karir perawat yang diterapkan di Rumah Sakit dapat meningkatkan kinerja, kepuasan, dan profesionalisme perawat, sehingga mutu pelayanan kesehatan menjadi meningkat. Penelitian ini bertujuan untuk mengetahui gambaran persepsi perawat tentang peningkatan jenjang karir dan untuk mengidentifikasi hubungan karakteristik perawat dengan persepsi tentang jenjang karir juga dengan sub variabel jenjang karir (pengembangan karir, penghargaann pengakuan, promosi dan tantangan). Desain penelitian ini adalah deskiptif dengan pendekatan potong lintang (cross-sectional) menggunakan sampel perawat klinik di Rumah Sakit Krakatau Medika Cilegon sebanyak 133 responden yang dipilih dengan teknik Proposional sampling. Penelitian dianalisis dengan cara chi squere. Hasil penelitian menemukan terdapat hubungan bermakna antara usia dengan persepsi perawat tentang pengakuan (p= 0.034), terdapat hubungan bermakna antara lama kerja dengan persepsi tentang pengakuan (p= 0.031: OR= 0.423). Hasil penelitian ini merekomendasikan program jenjang karir yang dapat diterapkan untuk menciptakan profesi keperawatan yang Profesional. Mengimplementasikan sistem jenjang karir institusi pelayanan harus menyiapkan perangat sistem jenjang karir yang akan digunakan, merencanakan kapan target untuk mulai dilaksanakan dan panduan untuk kedepan agar sistem jenjang karir dapat berlaku untuk saat ini dan masa yang akan datang.

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Nursing career ladder system which is implemented at the hospital can improve the nurses’ performance, satisfaction and professionalism, so that the quality of health services can be improved. This study aimed to describe the nurses’ perception of career ladder promotion and to identify the correlation between the nurses’ characteristics and their perceptions of career ladder and its sub variables (career development, reward, recognition, promotion and challenge). This research was a descriptive study with cross sectional design. The sample was 133 clinical nurses at the Krakatau Medika Cilegon Hospital who was selected by proportional sampling technique. The study was analyzed using Chi Square.

The study found that there was a significant correlation between the nurses’ age and their perception of career recognition (p = 0.034), there was a significant correlation between the length of employment and the perception of career recognition (p = 0.031: OR = 0.423). The results of this study recommended a career ladder program that can be applied to create a professional nursing profession. The implementation of career ladder program in health services institutions needs a preparation of a career ladder system that will be used, a plan of time when the system has to be implemented and a guide for a future so that the career ladder system can be applied now and in the future."

"Sistem jenjang karir keperawatan yang direncanakan dan diimplementasikan dapat memengaruhi proses kehidupan dan masa depan perawat. Penelitian ini bertujuan mengidentifikasi faktor dominan yang memengaruhi efektifitas pelaksanaan program sistem jenjang karir dengan implementasi manajemen nyeri di rumah sakit. Disain penelitian menggunakan deskriptif korelasi dengan pendekatan cross sectional. Data dikumpulkan melalui data primer sebanyak 121 perawat pelaksana serta data sekunder dokumen rekam medis pasien berisi catatan keperawatan terkait manajemen nyeri yang terdiri dari pengkajian, intervensi dan re-evaluasi. Tehnik pengambilan sampel adalah simple random sampling. Analisis menggunakan regresi linier berganda. Hasil penelitian didapatkan bahwa variabel implementasi sistem jenjang karir yang paling berpengaruh terhadap implementasi manajemen nyeri oleh perawat klinik adalah pengembangan profesional berkelanjutan (PPB). Peneliti merekomendasikan perlunya perencanaan terstruktur melalui analisa kebutuhan training bagi masing-masing perawat.

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Career ladder system which its planning and implementation affected nurse?s life and future. This study aimed to identify the dominant factors of career ladder system program to the implementation of pain management in the hospital. The design research was descriptive correlative with cross sectional approach. Data were collected through primary data as much as 121 nurses and also secondary data from patient medical records related to pain management nursing documentation included assessment, intervention, and re-evaluation. The sampling technique was simple random sampling. Data were analyzed by multiple linear regression. The result showed that the variables of the career ladder system implementation that most affected on the pain management implementation by clinical nurses is continuing professional development (CPD). It is recommended to make structured planning through training needs analysis for each nurse."

"Discharge planning dapat menurunkan angka rawatan ulang. Penelitian ini bertujuan mengidentifikasi hubungan implementasi sistem jenjang karir dan fungsi manajemen dengan pelaksanaan discharge planning. Desain penelitian deskriptif korelasi dengan pendekatan cross sectional. Sampel penelitian adalah perawat dan dokumen discharge planning masing-masing sebanyak 121. Cara pengambilan data menggunakan simple random sampling dan proportional sampling. Analisis data menggunakan korelasi Spearman. Hasil penelitian menunjukkan ada hubungan implementasi sistem jenjang karir (p=0,001), penilaian kompetensi (p=0,001), kewenangan klinik (p=0,001), pengembangan profesional berkelanjutan (p=0,001), dan fungsi manajemen (0,001) dengan pelaksanaan discharge planning. Hasil penelitian ini merekomendasikan perlunya pelatihan discharge planning bagi perawat untuk meningkatkan kompetensi perawat dalam melaksanakan discharge planning.

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Discharge planning can reduce patient readmission. This study aimed to identify relationship of implementation nursing career ladder system and management function to the implementation of discharge planning. Design research was descriptive correlation with cross sectional approach. Data were collected through primary data as much as 121 nurses and also secondary data from patient medical records related to discharge planning documentation. The sampling technique was simple random sampling and proportional sampling. Data were analyzed by spearman correlation. The result showed a significant correlation between implementation of career ladder system (p=0,001), competency assessment (p=0,001), clinical privileges (p=0,001), continuing professional development (p=0,001) and management function (p=0,001) and the implementation of discharge planning. It is recommended to the need for discharge planning training for nurse to improve the competency of nurses in implementing discharge planning."

"ABSTRAKImplementasi jenjang karir akan meningkatkan efikasi diri perawat dalam pemberian asuhan keperawatan. Penelitian ini bertujuan untuk mengetahui hubungan pemahaman dan persepsi jenjang karir dengan efikasi diri dalam pemberian asuhan keperawatan. Desain penelitian cross sectional eksplorative dengan jumlah sampel 182 perawat diambil dengan teknik simple random sampling. Data dianalis menggunakan uji Korelasi Pearson, Kruskal-Wallis dan Regresi Linear Multivariabel. Hasil penelitian menunjukkan nilai tertinggi efikasi diri adalah perawat dengan level PK IV 80 74 dari nilai total, gambaran persepsi perawat pada jenjang karir sudah 82 56 , sedangkan efikasi diri 77,9 167,52 dan pemahman terhadap jenjang karir 75 36 masih dibawah 80 , terdapat hubungan yang bermakna antara pemahaman dengan efikasi diri p

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ABSTRACT

The implementation of career ladder will improve nurse rsquo s self efficacy in applying nursing care. The objective of this study was to identify the relationship between understanding of career ladder, the perception of career ladder and self efficacy in applying nursing care. The study was used sectional explorative design and 182 nurses were participated in this study. The Sampling technique in this study was simple random sampling. Pearson correlation, Kruskall Wallis, and Linear Regression Multivariable were employed for data analyzing in this study. The result study was showed that highest level of self efficacy among nurses was in PK IV level 80 , the perception of nurse career ladder was 82 from totally value. The result study also was showed the relationship between understanding of nurse career ladder."

"Kesenjangan pengembangan karir perawat klinik dalam jenjang jabatan struktural di RS Mohamad Ridwan Meuraksa, merupakan sesuatu yang kurang sesuai dengan konsep pembinaan karir. Kesempatan pengembangan karir perawat klinik PNS terbatas bila dibandingkan dengan perawat klinik militer. Disisi Iain pengembangan karir melalui jalur karir fungsional belum jelas, yang diperlukan dalam pengembangan karir terutama perawat klinik PNS, karena dengan adanya jalur karir fungsional akan menempatkan perawat klinik sesuai dengan peran dan fungsinya di rumah sakit, dengan harapan akan meningkatkan kinerja dan mute pelayanan.Penelitian dilaksanakan di Rumah Sakit Mohamad Ridwan Meuraksa Jakarta dengan metode penelitian kualitatif. Data sekunder diperoleh dan telaah dokumen serta data primer diperoleh melalui wawancara mendalam terhadap pimpinan Rumah Sakit dan suprasistem sampai dengan perawat pelaksana dilapangan. Adapun tujuan penelitian adalah untuk mengetahui gambaran pola karir yang efektif untuk pengembangan karir perawat klinik di Rumah Sakit Mohamad Ridwan Meuraksa.Rumah Sakit Mohamad Ridwan Meuraksa memiliki tenaga keperawatan berjumlah 189, yang berstatus perawat klinik berjumlah 178 orang yang terdiri dan perawat klinik militer 50 orang, perawat klinik PNS 84 orang dan perawat klinik sukarelawan 44 orang. Karakteristik dari masing-masing personil tersebut adalah Perawat Klinik militer mempunyai umur sebagian besar antara 31 - 40 tahun berjumlah 39 orang (78%), pendidikan sebagian besar SPK/bidan/SPRG berjumlah 39 orang (78%), masa kerja sebagian besar antara 6 - 10 tahun berjumlah 22 orang (44%), dan sebagian besar berpangkat Bintara berjumlah 39 orang (78%). Perawat klinik PNS mempunyai umur sebagian besar antara 31 - 40 tahun berjurnlah 29 orang ( 33,3%), pendidikan sebagian besar SPK/bidan/SPRG berjumlah 70 orang (80,5%), masa kerja sebagian besar antara 16 - 20 tahun berjumlah 29 orang (33,3%), pangkat sebagian besar golongan II berjumlah 72 orang (82,8%). Perawat klinik Sukarelawan mempunyai umur sebagian besar antara 20 - 30 tahun berjurnlah 39 orang (88,6%), pendidikan sebagian besar D3 keperawatan berjumlah 29 orang (65,9%).Pengembangan tenaga keperawatan di Rumah Sakit Mohamad Ridwan Meuraksa melalui pendidikan dan pelatihan, hampir seluruh program berasal Bari supra sistem. Rumah sakit sendiri hanya mempunyai program pelatihan, tetapi belum menjadi program yang tersistem dengan baik. Pengalaman kerja yang diperoleh oleh tenaga perawat dalam pengembangan karirnya adalah melalui riwayat jabatan dan kepangkatan, program mutasi dan promosi, pendidikan dan pelatihan yang mereka peroleh, bimbingan para perawat senior dan pimpinan, dan khusus perawat milker penugasan lapangan dari supra sistem. Kebijakan dan peraturan tentang pengembangan karir perawat klinik di Rumah Sakit Mohamad Ridwan Meuraksa tergantung dari supra sistem terutama dari Kesdam Jaya, karena rumah sakit merupakan badan pelaksana dari Kesdam Jaya. Disamping itu Ditkesad sebagai pembina teknis dari kecabangan kesehatan secara tidak Iangsung juga ikut mempengaruhi keputusan rumah sakit. Pala karir yang berlaku saat ini hanya pola karir struktural sesuai dengan struktur organisasi dan tugas Rumah Sakit Moh. Ridwan Meuraksa. Berdasarkan wawancara mendalam sebagian besar informan menyatakan bahwa, pola karir fungsional sudah seharusnya dibuat agar pengembangan karir perawat klinik sesuai dengan pola karir profesional yang sesuai dengan konsep teori tentang pola karir perawat yaitu perawat klinik I, Perawat klinik II, Perawat klinik III, perawat klinik IV, dan perawat klinik V.Pada akhir penelitian ini dapat diambil suatu kesimpulan bahwa untuk peningkatan kualitas pelayanan, maka perawat klinik hares ditempatkan sesuai dengan peran dan fungsinya.

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Regarding to the concept of career development, there is a disparity on career development of structural function level of clinic's nurses at MRM hospital, which is considered inequitable. Because, clinic's nurses that having the status of civil government officer (PNS) has more limited opportunity in developing their career, comparing to their colleagues at military clinic. Moreover, the developing career through functional career route is still unclear. Suppose that career route is very important to PNS clinic's nurses, as they can develop and improve their career in suitable roles and functions. Therefore, they can implement their tasks and duties at the hospital in proper way, and it is expected that their performance and their quality services will be increased. Based on the thought above, this study has an aim on describing an effective career pattern on career development of clinic's nurses at MRM hospital.

The study is carried out at the MRM Hospital in Jakarta, using qualitative research method. Two types data will be perform, i.e. the primary data attained from in-depth interview of hospital top director until program implemented nurses in the field, and the secondary data that obtained from documents review.

The MRM hospital has 189 nurses, which 178 of them are clinic's nurses. Of 178 clinic's nurses, 50 of them are military clinic's nurses, 84 are PNS clinic's nurses, and 44 are voluntary clinic's nurses. To describe each personnel characteristics: there are 39 (78%) of military clinic's nurses are mostly on the range of age 31 to 40 years old; 39 (78%) are graduated from SPKJBidanISPRG; 22 (44%) of them have working period on the range of 6 to 10 years; and most of them 39 person (78%) are in lowest grades of military rank, called Bintara. From 84 PNS clinic's nurses, there arc 29 (33.3%) in the range of age 31 to 40 years old; 70 (80.5%) are graduated from SPK/Bidan/SPRG; 29 (33.3%) of them have working period from 16 to 20 years; and 72 (82.8%) of them are in the rank of grade II PNS. Of the 44 voluntary clinic's nurses, mostly or 39 (88.6%) of them are in the range of age 20 to 30 years old; 29 (65%) person have graduate from nurses diploma (D3). At MRM hospital, the development of nurse personnel is trough education and trainings. Almost all of training programs at the hospital are part of the supra system program, as the hospital only have a limited training program and have not yet arrange as a systematically usefulness program. Working experience as part of career development is mostly achieved due to experience on function and rank of their employment grade, mutation and promotion program, education and training, guidance from their seniors, and particular from military nurses are supra system of field duty. The policy and regulation on clinic's nurses career development at MRM hospital is depend on its supra system of Kesdam Jaya, as because the hospital is part of implementation unit (badan pelaksana) of Kesdam Jaya. Moreover, the Ditkesad, as the technical assistant from health subdivision, is also indirectly influence the decision making on the hospital management. The pattern of career development that legitimately valid up to now is a structural career pattern appropriate with the organizational structure and the duty on the MRM hospital. As the in-depth interview, almost all informants stated that a functional career development is should be determined in order to support the career development of clinic's nurses. Therefore, it will be suitable to its professional career development and it's also concurred with the theory of career pattern concept of the nurse, i.e. clinic's nurse I, clinic's nurse II, clinic's nurse III, clinic's nurse IV, and clinic's nurse V.

To increasing the quality on hospital services, it is needed to arrange the clinic's nurses on regards to their roles and function with considerable on their education, working experiences, and competency."

"Penelitian ini melihat perbedaan fokus karir antara pekerja dewasa muda yang mengalami pindah kerja dan tidak pindah kerja di Jakarta dengan tinjauan teori tahapan karir Super. Penelitian ini bersifat deskriptif dengan metode penelitian kuantitatif dan analisis dilakukan dengan independent sample t-test. Partisipan penelitian berjumlah 221 pekerja yang berada pada tahapan usia dewasa muda, bekerja di Jakarta, memiliki jenjang karir dan pernah atau tidak pernah mengalami pindah kerja. Alat ukur yang digunakan dalam penelitian ini adalah alat ukur fokus karir dewasa yang dimodifikasi dari alat ukur Adult Career Concern Inventory Short Form yang disusun oleh Perrone, Gordon, Fitch dan Civiletto (2003). Alat ukur ini digunakan untuk mengukur fokus mereka terhadap tahapan karir.Hasil penelitian menunjukkan bahwa mayoritas partisipan berada pada tahapan maintenance. Hasil analisis independent sample t-test, menunjukkan bahwa terdapat perbedaan yang signifikan antara kelompok yang pindah kerja dan tidak pindah kerja di tahapan exploration. Akan tetapi, tidak terdapat perbedaan yang signifikan antara dua kelompok tersebut pada tahapan establishment, maintenance dan disengagement.

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This study describes the difference of career concern between young adulthood workers who have and haven`t the experience of turnover in Jakarta by using Super`s career stage theory. This is a descriptive research using a quantitative method with independent sample t-test as a statistical technique to analyze. The participants of this research were 221 of young adulthood workers who work in Jakarta, have a career path in their companies and had or never had turnover in their careers. The inventory of this research was Adult Career Concern Inventory (ACCI) which had been adapted from the same inventory constructed in 2003 by Perrone, Gordon, Fitch and Civiletto.The result illustrates that most of the participants are in the maintenance stage. Meanwhile, based on the result of the independent sample t-test, there are differences between the group that has the experience of turnover and has not the experience of turnover in the exploration stage. In other side, there are no differences between two groups in the establishment stage, the maintenance stage and the disengagement stage."

"Misalkan graf G(V,£), sering ditulis sebagai G, terdiri dari himpunan tak kosong simpul V dan himpunan busur £. Penambahan busur pada graf Tangga L, (n= 2) yang diperluas, akan mengakibatkan diperolehnya suatu graf baru. Graf Tangga L, (n = 2) adalah hasil perkalian Cartesius graf lintasan P, x P,. Pada tesis ini dipelajari variasi dua graf tangga yaitu : graf Tangga Segitiga LS, dan graf Tangga Segitiga Variasi X,,. Pelabelan harmonis sesuai dari definisi Graham dan Sloane (1980) adalah fungsi injektif f:V(G)—>Z,;, yang menginduksi fungsi pelabelan busur bijektif f* : E(G)— Z, dimana f*(xy) = f(x) + f(y)(mod |E|). Pada tesis ini dibuktikan bahwa graf LS, dan graf X,, untuk n = 2 merupakan graf harmonis.

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Let G(V,£), in short G, be a graph which consists of a non empty set of vertices Vand a set of edges &. By adding several edges in Ladder graph L,,(n = 2), we can obtain a new graph. A Ladder graph L,,(n = 2) is a graph product between two paths P,; X P,. In this tesis, we study on the construction of harmonious labeling of Triangular Ladder graph LS,, and Variation of Trianguler Ladder graph X,- A harmoniuous labeling, referred to Graham and Sloane ( 1980 ), is an injective function f:V(G) > Zz, which will induced bijection edge function f*:E(G) > Zg where f*: E(xy) > f(x) + fF”) (mod |E|). In this tesis, it will be proved that graph LS,, and graph X, for n => 2 is harmoniuous graphs."

"Angka turnover yang tinggi pada Generasi Y menjadi masalah serius bagi perusahaan. Perusahaan perlu cara yang berbeda untuk menghadapi Generasi Y karena mereka berbeda dari generasi sebelumnya. Penelitian ini menawarkan konstruk jangkar karir sebagai cara untuk memahami perbedaan perilaku kerja antara Generasi X dan Generasi Y. Jangkar karir adalah persepsi individu terhadap kebutuhan, nilai-nilai, dan bakat yang membentuk keputusan karirnya (Igbaria & Baroudi, 1993). Jangkar karir ini memberikan informasi yang relevan mengenai apa yang diinginkan seseorang dari karir mereka daripada konstruk lain. Terdapat dua generasi yang mendominasi tempat kerja saat ini yaitu Generasi X dan Generasi Y. Penelitian ini bertujuan untuk mengetahui perbedaan jangkar karir pada karyawan Generasi X dan Generasi Y.Jangkar karir terdiri dari sembilan dimensi. 303 subjek (Generasi X= 106 ; Generasi Y= 197) diperoleh dengan Career Orientation Inventory. Hasil analisis menggunakan independent sample t-tes menunjukkan bahwa Generasi Y memiliki skor lebih tinggi yang signifikan daripada Generasi X pada delapan dimensi jangkar karir yaitu geographic security, job security, managerial competence, autonomy, sense of service, pure challenge, entrepreneurship, dan lifestyle. Hanya pada satu dimensi yaitu technical competence Generasi Y tidak memiliki skor lebih tinggi yang signifikan daripada Generasi X.

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High rate of turnover in Generation Y has ben a serious problem for companies. Companies need different ways to deal with Generation Y turnovers from the ways the currently do with the previous generations. This research offers career anchors as a way to understand differences in work behavior between Generation X dan Generation Y. Career anchors are individual's needs, values, and talents that give shape to career decision (Igbaria & Baroudi, 1993). Career anchors provide more relevant information than other constructs do about what an employees want from. There are two generations currently dominateing workplace, Generation X and Generation Y. This study aims to determine differences of career anchor between Generation X and Generation Y employees.Career anchor consists of nine dimensions. 303 subjects (106 Generation Xs and 197 Generation Ys) filled out Career Orientation Inventory. Independent sample t-test analysis shows that Generation Ys significantly scored higher than Generation X in eight dimensions of career anchors including geographic security, job security, managerial competence, autonomy, sense of service, pure challenge, entrepreneurship, and lifestyle. Only in one dimension, technical competence, that Generation Y‟s did not significantly scored higher significantly than Generation X`s."

"Kelas Graf Tangga Umum GTU(n,m) adalah graf lingkaran n C dengan penambahan ( 1) m- tali-busur, yang disebut busur partisi, dengan syarat tidak ada busur partisi yang memiliki simpul persekutuan, tidak ada busur partisi yang saling bersilangan di sisi dalam graf, dan setiap blok graf memiliki maksimal 2 busur partisi. Untuk mengkonstruksi GTU(n,m) berlabel Total Busur Ajaib Super (TBAS), bobot busur partisi yang ditambahkan adalah min{ } 1 W - atau max{ } 1 W + , di mana W adalah himpunan bobot busur dari GTU(n,m-1). Berdasarkan bobot busur partisinya, GTU(n,m) dapat digolongkan menjadi 3 jenis yaitu GTU(n,m) dengan busur partisi berbobot minimal, GTU(n,m) dengan busur partisi berbobot maksimal, atau GTU(n,m) dengan busur partisi berbobot kombinasi minimal dan maksimal. Di dalam tesis ini, konstruksi Kelas Graf Tangga Umum GTU(n,m) dilakukan dengan menggunakan matriks ketetanggaan (a,1)-Simpul Antiajaib Busur (SAB). Pola pelabelan TBAS yang digunakan adalah pola pelabelan TBAS untuk n C dari Enomoto et al. (1998) untuk n ganjil, dan pola pelabelan TBAS untuk t n C dari MacDougall dan Wallis (2003) untuk n genap. Berdasarkan sifatsifat pada matriks ketetanggaan SAB untuk GTU(n,m), sifat-sifat dari kelas GTU(n,m) dapat diketahui.

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General Ladder Graph class GTU(n,m) is a cycle graph n C added with ( 1) m- chords, called as partition edges, by conditions that there are no partition edges sharing a vertex, there are no partition edges crossing each other in the inner side of the graph, and every block has maximum 2 partition edges. To construct GTU(n,m) with Super Edge-Magic Total (SEMT) labeling, the weight of the newly added partition edge is min{ } 1 W - or max{ } 1 W + , where W is a set of edge weights of GTU(n,m-1). Based on the weight of partition edges, GTU(n,m) is divided into three categories. There are GTU(n,m) with minimum weight of partition edges, GTU(n,m) with maximum weight of partition edges, and GTU(n,m) with combination of minimum and maximum weight of partition edges. The construction of General Ladder Graph class GTU(n,m) explained in this thesis is done by using (a,1)-Edge-Antimagic Vertex (EAV) adjacency matrix. SEMT labeling function for n C from Enomoto et. al (1998) is used for n odd, and SEMT labeling function for t n C from MacDougall and Wallis (2003) is used for n even. Based on the properties of EAV adjacency matrix for GTU(n,m), the properties of GTU(n,m) graph can be discovered."