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"Supervisi konsisten mempengaruhi kinerja perawat tetapi pelaksanaannya pada pelayanan keperawatan di Indonesia cenderung bersifat pengawasan dan kurang memberikan upaya-upaya untuk mendidik, memotivasi, melatih, dan memberi arahan. Model supervisi klinik educative, supportive and Administrative Cycle (ESA-C) dibuat untuk meningkatkan nilai positif dari supervisi. Model ini disintesa dari model supervisi Kadushin, Proctor dan mengintegrasikannya dengan teori interpersonal relationships Peplau serta nilai caratif Watson. Penelitian bertujuan menguji efektifitas model supervisi klinik ESA-C dalam meningkatkan kinerja perawat, menggunakan desain kuasi eksperimen pre-post test pada dua kelompok. Dua rumah sakit dirandom dari 5 rumah sakit umum, sampel diambil secara random sebanyak 90 perawat dan 270 pasien secara purposif. Hasil penelitian menunjukkan model supervisi klinik ESA-C mampu meningkatkan kinerja perawat secara signifikan (p Value < 0.05) pada dimensi task performance: keterampilan teknis sebesar 2%, pemberian edukasi 9%, pemberian dukungan emosionl kepada pasien 14%, dan contextual performance: pemberian bantuan bagi pasien dan keluarga 21%. Model ini disarankan digunakan pada pelayanan keperawatan terutama di rumah sakit dalam upaya meningkatkan kinerja perawat dalam memberikan asuhan keperawatan kepada pasien.

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Supervision is a consistent variable that affect to job performance. Unfortunately, the supervision that had done only just controlled rather than an effort to educating, coaching, directing, and nurse potential reinforcement. ESA-C clinical supervision model that developed is to eliminate negative side of supervision these times. Educative, supportive, and administrative cycle of clinical supervision model was a result from synthesize of Kadushin's, Proctor's, Heron's, Faugier's, and Experimental's models. The ESA-C model was synthesizing with interpersonal relationship from Peplau's and carative value from Watson's. ESA-C clinical supervision model use a group approach in an educative supervision and individual approach for supportive and administrative supervision.

The purpose of this research is to determine the effect of ESA-C clinical supervision model to increasing nurses' job performance. This research used quasi experiment design with intervention and control group. The sample of this research use a random method to 90 nurses (each group has 45 nurses) and 270 patients (each group has 135 patients).

The result of this research revealed that ESA-C clinical supervision model can increase nurses' job performance including task performance dimension (clinical skill, patient education, emotional support) and contextual job performance (assisting patient and the family). This research recommended the using of ESA-C model in hospital to increasing nurses' job performance in giving of nursing care to the patient."

"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."

"Sumber daya manusia keperawatan yang berkualitas merupakan kepribadian yang tidak cacat emosionalnya seperti kesalahan/kekurang telitian dalam pekerjaan, keterlambatan dalam menyelesaikan pekerjaan, semangat kerja yang buruk, bekerja secara asal-asalan dan kesal hati. Sebaliknya sumber daya manusia keperawatan yang berkualitas adalah perawat yang memiliki kegairahan dalam bekerja, kreatif, proaktif, mempunyai kehangatan dan mudah tersenyum, terkait dengan kompetensi perawat pelaksana didapatkan bahwa kompetensi inti yang dimiliki oleh perawat pelaksana adalah kepemimpinan, cara kerja, interpersonal/softskill, dan pengusaan lingkungan. Softskill sendiri dapat dikembangkan dan ditumbuhkan melalui berbagai cara, dan faktor yang dapat membentuk softskill diantaranya pelatihan, tantangan yang didapat, lingkungan, dan pendidikan. Penelitian ini bertujuan mengetahui efektifitas model Kepemimpinan Transformasional Kepala Ruang berbasis softskill, mendapatkan modul dan panduan panduan model yang terdiri dari panduan, modul dan portopolio model Kepemimpinan Transformasional Kepala Ruang berbasis softskill Metode yang digunakan dalam penelitian ini adalah action research dengan desain riset pengembangan dengan studi eksperimen kuasi, dengan menggunakan penilaian times series. Penelitian terdiri dari 3 tahap yaitu tahap studi pendahuluan, tahap pengembangan model, dan tahap implementasi model, alat ukur yang digunakan yaitu Kuesioner Transformational Leadership Questionnaire (TLQ) dan Nurse Soft skill Questionnaire (NSQ), panduan model yang terdiri dari panduan, modul dan portopolio model Kepemimpinan Transformasional Kepala Ruang berbasis softskill, pada tahap implementasi dilakukan sosialisasi, pelatihan, pendampingan penerapan panduan model yang terdiri dari panduan, modul dan portopolio model Kepemimpinan Transformasional Kepala Ruang berbasis softskill. Populasi dalam penelitian ini terdiri dari 18 kepala ruang yang ada dimasingmasing Rumah Sakit sebagai kelompok kontrol dan kelompok perlakuan (total sampel), dan 47 perawat pelaksana yang diambil secara random sampling. Hasil penelitian didapatkan panduan model yang telah divalidasi dan diuji keterterapannya oleh 2 orang pakar dan 2 orang praktisi, hasil implementasi model diperoleh adanya efektifitas model dalam meningkatkan softskill perawat pelaksana dalam hal kemampuan beradaptasi, berkomunikasi, bekerjasama tim, memecahkan masalah, percaya diri, disiplin dan teliti, didapatkan perbedaan kemampuan softskill pada bulan ke 1 dengan ke II, dan ke I dengan ke III setelah implementasi model. Model kepemimpinan transformasional kepala ruang berbasis soft skill sangat mungkin diterapkan ditatanan Unit perawatan di seluruh Rumah Sakit yang ada, untuk dapat menjawab tantangan dunia terhadap perbaikan sumber daya manusia melalui perbaikan kinerja dalam hal kemampuan interpersonal dan intrapersonal, kegiatan harian perawat kegiatan ini yang sering terbengkalai, portopolio lembar kerja yang sangat efektif dalam penerapan model.

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Human resources qualified nursing an emotional personality defects such as errors / lack of carefully situations in the work, the delay in completing the work, poor morale, work carelessly and bitter. Instead of nursing human resources are qualified nurses who have a passion for working, creative, proactive, have a warmth and an smiling, related to the competence of nurses found that the core competencies possessed by nurses is leadership, how to work, interpersonal / soft skills, and procurement environment. Soft skill can be developed and grown through a variety of ways, and the factors which may form such soft skills training, the challenge is to come, the environment, and education.

This study aims to determine the effectiveness of transformational leadership model of Head Room-based soft skills, gain module guides and guide model consisting of guides, modules and portfolio models Transformational Leadership Head Room-based soft skills. The method used in this study is an action research with research design the development of quasi-experimental studies, using the assessment times series. The study consisted of three phases: a preliminary study, the model development stage, and the implementation phase models, The instruments used Transformational Leadership Questionnaire (TLQ) and Nurse Soft skills Questionnaire (NSQ), guide model consisted of guides, modules and portfolio Transformational Leadership Model Head Room-based soft skills, at the implementation stage by socialization, training, mentoring guide application model consisted of guides, modules and portfolio models Transformational Leadership Head Room-based soft skills. The population in this study consisted of 18 head rooms in each of the existing hospital as a control group and the experimental group (total sampling), and 47 nurses were taken by random sampling.

The results was obtained the model guide has been validated and tested by 2 experts and 2 practitioners, the results obtained by the model of implementation effectiveness of the model in improving the soft skills of nurses in terms of adaptability, communication, team work, problem solving, self-confidence, discipline and meticulous, There were significant differences at 1st months and 2nd months, and 1st months and 3rd months after the implementation of the model. Transformational leadership model of head room-based soft skills are very likely applicable in care units of hospital, to be able to meet the challenges of the world to the improvement of human resources through improved performance in terms of interpersonal and intrapersonal skills, daily activities of the nurse's activities are often neglected, portfolio worksheet very effective in the application of the model."

"Kepuasan kerja perawat berkaitan dengan kualitas supervisi di rumah sakit. Penelitian ini bertujuan untuk mengetahui pengaruh supervisi klinis model akademik terhadap kepuasan kerja perawat di RSUD dr. Soeselo Slawi. Penelitian ini menggunakan pendekatan action research dengan metoda kuantitatif. Lembar observasi supervisi klinis model akademik digunakan untuk mengobservasi 4 kepala ruang dan dan kuesioner kepuasan kerja diisi oleh 53 perawat kelompok intervensi serta 51 perawat kelompok kontrol. Hasil penelitian menunjukan terdapat pengaruh supervisi klinik model akademik yang dilakukan dengan baik (80%) dari nilai total 100 terhadap kepuasan kerja perawat pelaksana dengan p value 0,023. Kesimpulan terdapat pengaruh yang bermakna supervisi klinik model akademik terhadap kepuasan kerja perawat di RSUD dr. Soeselo Slawi. Supervisor harus mempunyai kompetensi agar dapat melakukan supervisi klinis secara efektif sehingga meningkatkan kepuasan kerja perawat.

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Nurse's job satisfaction related to the quality of supervision at the hospital. This study aimed to determine the effect of academic model clinical supervision to nurses job satisfaction in dr. Soeselo Slawi General Hospital. The research design was an action research with quantitative methods. Observation sheets of academic model clinical supervision used to observe four head nurses and job satisfaction questioner filled by 53 nurses in intervention group and 51 nurses in control group.

The results showed that there are significant academic models clinical supervision that performed well (80%) of total value 100 point to the job satisfaction of nurses with p value 0.023. Conclusion of the study was there is significant effect of academic model clinical supervision to nurses job satisfaction in dr. Soeselo Slawi General Hospital. Supervisors should have the competence to be able to perform clinical supervision effectively to improve nurses job satisfaction."

"Latar Belakang: Tingginya tingkat kelelahan, belum optimalnya kepuasan kerja dan kualitas hidup berhubungan dengan sejumlah cedera dan risiko cedera perawat di rumah sakit. Tujuan: Uuntuk menguji efektifitas model Pencegahan Risiko Cedera Perawat terhadap tingkat kelelahan, kepuasan kerja dan kualitas hidup perawat di rumah sakit. Metode: Desain uji efektifitas menggunakan quasi eksperiment pre-post test design with control group terhadap 125 perawat dengan analisis t-test. Keseluruhan tahap penelitian menggunakan desain Multiphase Mixed Methods Research mencakup tahap eksplorasi untuk pengembangan model terhadap 21 partisipan (kualitatif) dan 176 partisipan (kuantitatif); tahap pengembangan dengan konsultasi pakar, analisis komponen model dengan Confirmatory Factor Analysis terhadap 324 partisipan dan uji keterbacaan; serta tahap uji efektifitas. Hasil: Model Pencegahan Risiko Cedera Perawat terdiri dari sumber dukungan, upaya pencegahan dan proteksi diri perawat. Hasil penelitian menunjukkan Model Pencegahan Risiko Cedera Perawat efektif menurunkan tingkat kelelahan dan meningkatkan kepuasan kerja perawat, sedangkan terhadap kualitas hidup tidak ditemukan pengaruh yang siginifikan. Tingkat kelelahan perawat dan kepuasan perawat secara bersama – sama berpengaruh terhadap kualitas hidup perawat. Kesimpulan: Pengambil kebijakan perlu menjadikan Model Pencegahan Risiko Cedera sebagai standar strategi intervensi terkait K3 perawat dan rumah sakit perlu melakukan program berkelanjutan untuk mitigasi risiko cedera perawat mengacu pada model yang telah diuji efektifitasnya.

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Background: High fatigue levels, suboptimal job satisfaction, and quality of life are associated with a number of injuries and the risk of injury to nurses in hospitals. Aim: This study aims to examine the effectiveness of the Risk Injury Prevention Model in the levels of fatigue, job satisfaction, and quality of life for nurses in hospitals. Methods: The design of the effectiveness test used a quasi-experimental pre-post test design with a control group on 125 nurses using a t-test analysis. All stages of the research used a Multiphase Mixed Methods Research design including an exploratory stage for developing a model for 21 participants (qualitative) and 176 participants (quantitative); development stage with expert consultation, analysis of model components with Confirmatory Factor Analysis of 324 participants and readability test; as well as the effectiveness test stage. Result: The Risk Injury Prevention Model consisted of the sources of support, prevention efforts, and self-protection among the nurses. The results showed that the Risk Injury Prevention Model was effective in reducing the fatigue levels and improving the nurses’ job satisfaction while it had no significant effects on the quality of life. The levels of fatigue and job satisfaction simultaneously affected the nurses’ quality of life. Conclusion: Policy makers are recommended to make the Risk Injury Prevention Model as a standard intervention strategy related to the occupational safety and health (OSH) of nurses, and hospitals need to carry out a sustainable program to mitigate the risk of injury among nurses by referring to the model that has been tested for its effectiveness."

"ABSTRAKMotivasi dan kepuasan kerja perawat masih menjadi tantangan yang harus disikapi oleh profesi keperawatan. Alternatif solusi untuk menjaga dan mempertahanakan motivasi dan kepuasan kerja perawat salah satunya melalui supervisi berjenjang. Penelitian ini bertujuan untuk mengidentifikasi hubungan supervisi berjenjang dengan motivasi dan kepuasan kerja perawat. Penelitian ini menggunakan desain cross sectional dengan metode convinience sampling di dua rumah sakit dengan 157 perawat pelaksana sebagai responden. Hasil analisis menyatakan bahwa supervisi berjenjang berpengaruh signifikan terhadap motivasi (p<0,001), dengan tingkat keeratan yang sedang (r=0,494). Namun hasil analisis antara supervisi berjenjang dengan kepuasan kerja didapatkan p > 0,05. Karakteristik tidak berhubungan dengan motivasi dan kepuasan kerja (p>0,05), sedangkan efikasi diri berhubungan signifikan dengan kepuasan kerja (p= 0,011). Supervisi berjenjang harus dilaksanakan secara konsisten dan berkesinambungan untuk meningkatkan motivasi kerja perawat.

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ABSTRACT Motivation and nurse job satisfaction is still a challenge that must be addressed by the nursing profession. Unoptimal supervision can decrease the motivation and job satisfaction of nurses. Alternatives to maintain and reinforce the motivation and job satisfaction of nurses one through tiered supervision. This study aims to identify the relationship of tiered supervision with motivation and nurse job satisfaction. This study used cross sectional design with convinience sampling method in two hospitals with 157 nurses as respondents. The result of analysis that tiered supervision has significant effect on motivation (p<0,001), with moderate level of closeness (r=0,494). However, the result of the analysis between tiered supervision and job satisfaction is obtained p=0,918. Tiered supervision needs to be carried out consistently and continuously to improve motivation of nurse."

"ABSTRAK Model kepemimpinan kepala ruangan dapat meningkatkan kinerja perawat pelaksana dalam memberikan asuhan keperawatan. Tujuan penelitian ini adalah untuk mengidentifikasi hubungan model kepemimpinan kepala ruangan dengan kinerja perawat pelaksana. Metode penelitian menggunakan cross sectional, proses analisis data menggunakan analisis univariat, bivariat, dan multivariat. Hasil penelitian didapatkan model kepemimpinan yang berhubungan dengan kinerja adalah servant, visioner, dan transaksional. Model kepemimpinan yang paling dominan berhubungan dengan kinerja adalah servant (p value 0,0001; α= 0,05; CI: 2,733-11,853; Odd Ratio: 5,691). Kepala ruangan yang dipersepsikan oleh perawat pelaksana menggunakan model kepemimpinan servant berpeluang meningkatkan kinerja perawat pelaksana sebesar 5 kali lebih tinggi dibandingkan dengan yang tidak dipersepsikan menggunakan model kepemimpinan servant. Hasil penelitian ini merekomendasikan kepada pimpinan RSAB Harapan Kita khususnya untuk kepala ruangan dapat menggunakan model kepemimpinan servant dalam peran dan fungsinya untuk meningkatkan kinerja perawat pelaksana.

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ABSTRACT

Head nurse leadership model can improve the performance of nurses in providing nursing care. The purpose of this study was to identify the correlation between the head nurse leadership model and the nurses? performance. This study applied a cross-sectional method. Data were analyzed using univariate, bivariate, and multivariate analyzes. The results showed that the leadership model related to the performance were servant, visionary, and transactional. The most dominant leadership model related to the performance was servant (p value= 0.0001; α= 0.05, CI: 2.733 to 11.853; odds ratio: 5.691). Head nurses that were perceived by nurses as using the servant leadership model had opportunity to improve the nurses? performance 5 times higher than those who were not perceived as using the servant leadership model. It is recommended that the head of Harapan Kita Hospital, especially the head nurses, to apply the servant leadership model in their roles and functions to improve the nurses? performance."

"Latar belakang: Supervisi klinis merupakan komponen penting dari jaminan kualitas dan kerangka tata kelola klinis dalam organisasi perawatan kesehatan. Penelitian ini bertujuan mengembangkan model supervisi klinis menggunakan alat bantu teknologi informasi berbasis motivasi dan efikasi diri (TIME) terhadap kompetensi perawat dalam keamanan obat. Metode: Desain penelitian mixed methode riset (kualitatif dan kuantitatif). Sampel: Kepala ruangan, perawat primer dan perawat pelaksana sebanyak 132 perawat. Hasil: tahap 1: studi kualitatif didapatkan 7 tema. Dukungan dalam efektivitas model, tahap 2: pengembangan model supervisi klinis “TIME”, model dan kurikulum, buku kerja dan buku evaluasi. Sistem aplikasi supervisi klinis “TIME”. Hasil user acceptance test (UAT) nilai rata - rata keberterimaan pelaksanaan 86% yang berarti sangat diterima. Hasil menunjukan bahwa terdapat perubahan yang bermakna uji efektivitas model sebelum dan sesudah intervensi model dengan p value < 0,05. Setelah intervensi model kompetensi perawat dalam keamanan obat terdapat perbedaan yang bermakna antara kelompok intervensi dan kelompok kontrol terkait kompetensi perawat dalam keamanan obat dengan p value < 0,05. Terdapat hubungan antara karakteristik perawat dalam hal usia, tingkat pendidikan, masa kerja dan intervensi model terhadap kompetensi perawat dalam keamanan obat dengan p value < 0,05. Faktor yang paling dominan berpengaruh adalah intervensi model supervisi klinis “TIME” terhadap kompetensi perawat dalam keamanan obat dengan p value < 0,05. Kesimpulan: Model supervisi klinis “TIME” dapat diimplementasikan pada tatanan pelayanan keperawatan sehingga dapat meningkatkan kompetensi perawat dalam keamanan obat.

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Background: Clinical supervision is an important component of the quality assurance and clinical governance framework in healthcare organizations. This study aims to develop a clinical supervision model using information technology tools based on motivation and self-efficacy (TIME) on nurse competency in drug safety. Methods: Mixed method research design (qualitative and quantitative). Sample: Head of room, primary nurse and implementing nurse as many as 132 nurses. Result: stage 1: qualitative study found 7 themes. Support in the effectiveness of the model, stage 2: development of the “TIME” clinical supervision model, model and curriculum, workbooks and evaluation books. “TIME” clinical supervision application system. The results of the user acceptance test (UAT) average value of 86% acceptance which means very acceptable. The results showed that there was a significant change in the effectiveness test of the model before and after the model intervention with a p value <0.05. After the intervention of the nurse competency model in drug safety, there was a significant difference between the intervention group and the control group regarding nurse competence in drug safety with a p value <0.05. There is a relationship between the characteristics of nurses in terms of age, education level, years of service and model interventions on the competence of nurses in drug safety with a p value <0.05. The factor that has the most dominant influence is the intervention of the clinical supervision model "TIME" on the competence of nurses in drug safety with a p value <0.05. Conclusion: The "TIME" clinical supervision model can be implemented in nursing service settings so that it can increase nurse competency in drug safety."

"Pendahuluan: Metode penugasan keperawatan primer dapat memberikan konsekuensi positif terhadap peningkatan kompetensi, kepuasan kerja perawat, mutu asuhan dan keselamatan pasien. Manajer keperawatan sangat menentukan dan bertanggung jawab terhadap pelaksanaan metode penugasan keperawatan primer. Kemampuan manajer keperawatan dalam melakukan supervisi memberikan berbagai dampak bagi pelayanan keperawatan. Tujuan dari penelitian adalah untuk mengidentifikasi hubungan supervisi kepala ruangan terhadap pelaksanaan metode penugasan keperawatan primer di rumah sakit. Metode: Desain penelitian menggunakan deskriptif kuantitatif dengan pendekatan cross-sectional. Jumlah sampel sebanyak 81 perawat primer yang berasal dari dua rumah sakit di Jabodetabek. Sampel diambil dengan teknik Total sampling. Data diambil menggunakan kuesioner yang dimodifikasi dari kuesioner Managerial Competencies of Head Nurses Tool, Overview of primary nursing core elements. Data dianalisis menggunakan uji Chi Square. Hasil : Hasil analisis menunjukan ada hubungan signifikan antara supervisi kepala ruangan dengan pelaksanaan metode penugasan keperawatan primer (p=0,047). Simpulan: Kepala ruangan yang melaksanakan supervisi dengan baik dapat melaksanakan metode penugasan keperawatan primer dengan nilai tertinggi. Kata Kunci: Kepala ruangan, metode penugasan keperawatan primer, persepsi perawat primer, supervisi, supervisi dalam pengarahan dan pengawasan.

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Introduction: Primary nursing method can provide a positive consequence towards the increasment of competence, job satisfaction, care quality and patient safety. The nurse manager majorly decides and is responsible of the implementation of primary nursing method. The ability of the manager to supervise provides various effects towards nursing service. Method: The research design used descriptive quantitative with a cross-sectional approach. The number of samples was 81 primary nurses from two hospitals in Jabodetabek. Samples were taken by total sampling technique. Data were taken using a modified questionnaire from the Managerial Competencies of Head Nurses Tool, Overview of primary nursing core elements questionnaire. Data were analyzed using Chi Square test. Result: The results of the analysis concluded that there was a significant relationship between the supervision of the head of nurses and the implementation of the primary nursing method (p = 0.047). Conclusion: The head nurses who carries out supervision properly can implemening of the primary nurse with the highest score. Keywords: Head nurses, primary nursing method, perception of primary nurses, supervision in actuating and controlling."

"Model bimbingan preceptorship dapat memaksimalkan pendidikan klinik keperawatan untuk menambah pengetahuan, keterampilan, kepercayaan diri dan hubungan profesional. Motivasi dianggap sebagai faktor yang berpengaruh terhadap perilaku pegawai untuk meningkatkan pengetahuan dan kinerja. Salah satu cara meningkatkan kinerja organisasi adalah dengan meningkatkan pengetahuan perawat melalui proses bimbingan yang optimal. Penelitian ini bertujuan untuk mengetahui hubungan implementasi preceptorship dengan motivasi dan kinerja perawat pelaksana di Rumah Sakit. Desain penelitian cross sectional dengan 56 responden diambil secara total sampling. Uji statistik menggunakan Spearman Test menunjukkan adanya hubungan bermakna antara implementasi preceptorship dengan motivasi (r= 0,540, p= 0,001,). Uji statistik Pearson Test menunjukkan ada hubungan antara implementasi preceptorship dengan kinerja (r= 0,184, p= 0,164). Rumah sakit diharapkan mempertahankan metode bimbingan yang ada dan terus melakukan evaluasi.

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Model guidance preceptorship can maximize nursing clinical education to increaseknowledge skills confidence and professional relationships. Motivation is considered asfactors that influence the behavior of employees to improve knowledge and performance. One way to improve the performance of the organization is to increase the knowledge ofnurses through the process of optimal guidance. This study aimed to determine therelationship of the implementation of preceptorship with motivation and performance ofnurses in the hospital. Cross sectional study design with 56 respondents taken by totalsampling Statistical test using Spearman test showed a significant relationship between theimplementation of preceptorship with motivation r 0 540 p 0 001. Pearson Test ofstatistical test showed no relationship between the implementation of preceptorship withperformance r 0 184 p 0 164. The hospital is expected to maintain the existing methodsof guidanc and continue to evaluate Keywords Performance motivation preceptorship."