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"Lingkungan kerja perawat di ruangan rawat anak memiliki banyak tantangan. Perawat anak membutuhkan tempat yang nyaman dan sehat. Beban kerja yang tinggi bagi perawat berkaitan dengan kecemasan, kelelahan, stress dan memberikan dampak yang tidak baik. Peran kepala ruangan sangat dibutuhkan dalam memperbaiki lingkungan kerja yang buruk. Kepala ruangan telah menjalankan peran manajer liaison, dessiminator, dan spokesperson. Peran kepala ruang belum optimal pelaksanaannya adalah peran sebagai figure head, leader, monitoring, disturbance handler, resource allocator dan negotiator. Tujuan penelitian ini untuk mengidentifikasi peran kepala ruangan dalam pelaksanaan kesehatan lingkungan kerja perawat di rumah sakit. Penelitian kuantitatif dengan desain cross sectional dilakukan pada 204 perawat pelaksana di rumah sakit dengan teknik pengambilan sampel purposive sampling. Hasil terdapat hubungan yang signifikan antara peran kepala ruangan, faktor psikologi, faktor dukungan sosial, faktor pekerjaan, dan faktor organisasi (p 0.001-0.035) dan terdapat faktor yang paling mempengaruhi pelaksanaan kesehatan lingkungan yaitu peran kepala ruangan (2.900; 95% CI: 1.565-5.373) dan faktor dukungan sosial (3.727; 95% CI: 2.018-6.884). Saran Bidang keperawatan membuat program evaluasi kepala ruangan dengan mendampingi, observasi, wawancara, supervisi untuk membantu meningkatkan peran kepala ruangan. Kepala ruangan harus mampu mempengaruhi dan mengatur jadwal dinas, ada jam istrahat 30 menit setelah bekerja 4-5 jam, memiliki jam makan tepat waktu dan rekan kerja saling menopang, setiap keputusan dari perawat pelaksana dapat dipertimbangkan dan mengikut sertakan perawat pelaksana dalam setiap kegiatan organisasi baik diruangan maupun di rumah sakit.

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The working environment of nurses in child care rooms has many challenges. Pediatric nurses need a comfortable and healthy place. High workload for nurses is related to anxiety, fatigue, stress and has an adverse impact. The role of the head nurse is needed in improving a bad work environment. The head nurse has assumed the roles of liaison manager, dessiminator, and spokesperson. The role of the head nurse that has not been optimally implemented is the role of a figure head, leader, monitoring, disturbance handler, resource allocator and negotiator.

The purpose of this study was to identify the relationship between the role of the head nurse and the implementation of nurses’ healthy work environment in the hospital. Quantitative research with cross sectional design was conducted on 204 nurses in the hospital with a purposive sampling technique.

The results showed a significant relationship between the role of the head of the room, psychological factors, social support factors, occupational factors, and organizational factors (p 0.001-0.035) and there were factors that most influenced the implementation of environmental health, namely the role of head nurse (2.900; 95% CI: 1.565). -5,373) and social support factors (3,727; 95% CI: 2,018-6,884).

Suggestions in the field of nursing to make an evaluation program for the head nurse by accompanying, observing, interviewing, supervision to help improve the role of the head nurse. The head nurse must be able to influence and manage the service schedule, there are rest hours 30 minutes after working 4-5 hours, have meal hours on time and co-workers support each other, every decision of the executive nurse can be considered and involve the nurse in every organizational activity either in the room and in the hospital."

"Kurangnya motivasi dalam bekerja dikarenakan kurangnya pengarahan serta penguatan dari kepala ruang yang dapat mempengaruhi motivasi kinerja perawat pelaksana dalam mencapai tujuan keperawatan. Penelitian ini bertujuan untuk mengetahui hubungan kepala ruang terhadap motivasi kerja perawat pelaksana di RS. Asri Jakarta. Penelitian ini memperoleh sample sebanyak 43 perawat pelaksana di RS. Asri Jakarta dengan teknik pengambilan total sampling dan menggunakan kuesioner sebagai instrumen penelitian serta menggunakan metode uji Chi Square pada analisis penelitian.Penelitian menyampaikan tidak terdapat hubungan antara peran kepala ruang secara keseluruhan terhadap motivasi kerja perawat di RS.Asri Jakarta dengan p=0,068. Masing-masing subvariabel dari peran kepala ruang serta karakteristik perawat terhadap motivasi kerja juga tidak menunjukkan adanya hubungan. Namun peran kepala ruang yang optimal menimbulkan motivasi yang baik bagi perawat pelaksana. Kepala ruang diharapkan dapat melaksanakan perannya lebih optimal lagi dengan cara melakukan upaya-upaya serta modifikasi peran seorang pemimpin terhadap kinerja perawat melalui tindakan-tindakan yang dapat menyemangati para perawat pelaksana.

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Lack of nurses work motivation can directly affect the performance to achieve nursing service goals. This study aimed to determine the relationship between head nurse’s roles and nurse staff work motivation at Asri Hospital Jakarta. This study was a descriptive correlative approach using total sampling technique to obtain data from 43 nurse staff. Data collected from questionnaires were analyzed using Chi Square tests.

It was found that there was no significant correlation between the role of head nurse ans nurses motivation (p=0,068). However, the optimal role of head nurse raised a good motivation for nurses. Head nurse is expected to carry out its role more optimally to motivate nurse at work by way of modification and the role of a leader on the performance of nurses through actions that can encourage the nurses."

"Manajer keperawatan berperan penting dalam memotivasi perawat. Penelitian cross sectional pada 276 perawat pelaksana di tiga RS TNI ini bertujuan untuk melihat pelaksanaan peran dan fungsi manajemen kepala ruangan, dan hubungannya dengan motivasi kerja perawat pelaksana. Hasilnya menunjukkan bahwa ada hubungan antara peran manajemen kepala ruangan (interpersonal, informational, dan decisional) dengan motivasi kerja perawat pelaksana di RSPAD Gatot Soebroto (p<0,001) dan RSAU dr.Esnawan Antariksa (p<0,005). Berbeda dengan di RSAL Mintohardjo yang berhubungan dengan motivasi kerja perawat pelaksana hanya peran interpersonal (0,001) dan informational (p=0,002). Fungsi manajemen kepala ruangan (perencanaan, pengorganisasian, ketenagaan, pengarahan dan pengendalian) berhubungan dengan motivasi kerja perawat pelaksana di RS TNI (p<0,042). Variabel yang paling dominan mempengaruhi motivasi kerja perawat pelaksana di RSPAD Gatot Soebroto adalah fungsi perencanaan, di RSAL Dr. Mintohardjo adalah fungsi pengendalian, di RSAU dr. Esnawan Antariksa adalah fungsi pengarahan. RS perlu meningkatkan kemampuan manajerial kepala ruangan melalui peningkatan strata pendidikan dan pelatihan manajemen keperawatan yang berkesinambungan.

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Implementation of the head nurse's management roles and functions of will bring accomplishment in the management of nursing services. This study used crosssectional method to involve sample of 276 nurses of three military hospitals using proportional random sampling method. The results showed that there was a significant relationship between the role of head nurse management (interpersonal, informational and decisional) and the work motivation of nurses at the Gatot Soebroto army hospital (p<0,001) and dr. Esnawan Antariksa air force hospital (p<0.005). However work motivation in Dr. Mintohardjo navy hospital is only associated with interpersonal (p=0,001) and informational roles (p=0,002). There was a significant relationship between the head nurse functions of management (planning, organizing, staffing, directing and controling) and the work motivation of nurses (p<0,042) at the military hospitals. The most dominant variable affecting nurses' work motivation in Gatot Soebroto hospital was planning function, while in Dr. Mintohardjo hospital was controlling function and finally in dr. Esnawan Antariksa hospital was directing function. It is important for hospital leaders to improve managerial skills of head nurse by increasing the level of education and continuous training of nursing management."

"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."

"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."

"Peran dan fungsi manajemen kepala ruangan berkontribusi dalam pelaksanaan komunikasi efektif terutama pada pelaksanaan serah terima. Tujuan penelitian ini adalah mengidentifikasi hubungan peran, fungsi manajemen kepala ruangan dan pelaksanaan serah terima dengan desain cross sectional. Penelitian ini menggunakan probability sampling (tehnik simple random sampling) dengan 266 sampel sesuai kriteria inklusi. Instrumen yang digunakan merupakan modifikasi dari berbagai sumber terkait. Analisis data dilakukan secara univariat, bivariat dan regresi linier berganda. Hasil uji valliditas dan reliabilitas instrumen B adalah 0,362-0,912 (Cronbach alpha 0,955) dan instrument C adalah 0,455-0,722 (Cronbach alpha 0,957) sehingga dikatakan valid dan reliabel. Kesimpulan adalah rata-rata staf pelaksana keperawatan berumur 32,01 tahun, masa kerja 12,27 tahun, mayoritas perempuan, berpendidikan vokasi, pernah mengikuti pelatihan komunikasi efektif, status kepegawaian sukarela/honor/kontrak, jenjang karir perawat klinik (PK) III, dan posisi jabatan sebagai pelaksana, kepala ruangan paling tinggi menjalankan peran informational dan fungsi pengarahan, ada hubungan antara peran kepala ruangan, fungsi manajemen, tingkat pendidikan, pelatihan komunikasi efektif, dan status kepegawaian dengan pelaksanaan serah terima (p = 0,0001–0,045, α = 0,05), faktor yang paling dominan mempengaruhi pelaksanaan serah terima adalah pelatihan komunikasi efektif (Nilai Beta = 3,059) fungsi manajemen kepala ruangan (Nilai Beta = 0,520). Rekomendasi adalah rumah sakit membuat program peningkatan pendidikan staf pelaksana vokasi menjadi pendidikan profesi, membuat program pelatihan peran dan fungsi manajemen kepala ruangan, menjadikan peran dan fungsi manajemen menjadi key performance indicator (KPI) kepala ruangan, kepala ruangan meningkatkan peran interpersonal dan supervisi, dan instrumen penelitian mengenai pelaksanaan serah terima dapat dijadikan panduan dalam melaksanakan serah terima di ruangan.

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The role and management function of the head nurse contributes to effective communication, especially during the handover. The purpose of this study was to identify the relationships among role, management functions of the head nurse and handover implementation with a cross sectional design. This study used probability sampling (simple random sampling technique) with 266 samples according to the inclusion criteria. The instrument used a modification of various related sources. Data analysis used univariate, bivariate and multiple linear regression.The results of validity and reliability test of instrument B are 0.362-0.912 (Cronbach alpha 0.955) and instrument C are 0.455-0.722 (Cronbach alpha 0.957) so that valid and reliable.

Conclusions were the average nursing staff aged 32.01 years, working period 12.27 years, majority of women, vocational education, had attended effective communication training, voluntary/honor/contract employment status, clinical nurse career ladder  III, and position as staff, the highest head nurse carriest out an informational role and directional function, there are relationship among roles of head nurse, management functions, education level, effective communication training, and employment status and handover (p = 0,0001–0,045, α = 0.05), the most dominant factor affecting the handover implementation were effective communication training (Beta Value = 3.059) and management function of head nurse (Beta Value = 0.520).

Recommendation is for hospitals to make education improvement programs for vocational staff to become professional education, make training programs for the role and function of the head of the room, make management roles and functions key room indicator (KPI), room heads improve interpersonal and supervision roles, and instruments research on the implementation of handover can be used as a guide in carrying out handovers in the room."

"Fungsi pengarahan kepala ruangan dapat meningkatkan kepuasan kerja perawat pelaksana. Hasil penelitian cross sectional pada 146 perawat pelaksana yang diambil secara acak membuktikan tujuan penelitian yang ingin melihat adanya hubungan antara fungsi pengarahan dengan kepuasan kerja perawat di Rumah Sakit Haji Jakarta. Seluruh variabel pengarahan yaitu; motivasi, supervisi, delegasi, manajemen konflik, dan komunikasi terbukti berhubungan dengan kepuasan kerja perawat pelaksana (p=0,000-0,005; α=0,05). Mayoritas perawat pelaksana mempersepsikan pelaksanaan fungsi pengarahan baik, dan kepuasan kerja perawat juga baik. Faktor yang paling berpengaruh terhadap kepuasan kerja perawat adalah fungsi motivasi kepala ruangan, sehingga perlu ditingkatkan untuk menghasilkan kepuasan kerja perawat pelaksana yang optimal.

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Nurse manager directing function will increase nurse job satisfaction. The crosssectional study result from 146 nurses by randomn sampling design proved the aim of the study that intended to find the relationship between nurse manager directing with nurses job satisfaction in Rumah Sakit Haji Jakarta. Variables of directing such as motivation, supervision, delegating, conflict management, and communication had relationship with nurses job satisfaction (p=0,000-0,005; α=0,05). Most nurses perceived that nurse manager directing was good, and the nurses job satisfaction were good as well. The most influential factor of nurse job satisfaction was motivational function of nurse manager, so it is needed to be improved to get an optimal nurse job satisfaction."

"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."

"Gaya kepemimpinan merupakan norma perilaku yang digunakan pemimpin untuk mempengaruhi pengikutnya. Gaya kepemimpinan yang diterapkan kepala ruangan dapat memengaruhi lingkungan kerja perawat, khususnya stres kerja.Studi deskriptif korelasional ini bertujuan mengidentifikasi hubungan karakteristik perawat dan gaya kepemimpinan kepala ruangan yang dipersepsikan perawat pelaksana dengan stres kerja perawat pelaksana di ruang rawat inap. Instrumen yang digunakan adalah kuesioner gaya kepemimpinan menurut Gillies dan Occupational Stress Inventory-Revised yang telah dimodifikasi oleh peneliti.Hasil studi terhadap 89 responden didapatkan bahwa karakteristik perawat tidak berhubungan dengan stres kerja perawat pelaksana, sedangkan gaya kepemimpinan kepala ruangan berhubungan dengan stres kerja perawat pelaksana (p<0.000; OR, 0.34; 95% CI, 0.009-0.125).Studi ini menyarankan diterapkannya gaya kepemimpinan demokratik oleh kepala ruangan untuk menurunkan stres kerja perawat pelaksana, serta adanya studi lanjutan mengenai faktor lain yang berhubungan dengan stres kerja perawat.

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Leadership style is a behavioral norm which is used by a leader to pursuade others. The leadership style used by the head nurse can affect the work environment in hospital ward, especially the work stress of the nurse staffs.

The aim of this descriptive correlational study is to investigate relationship between nurse's characteristics and head nurse's leadership style and nurse staff's occupational stress in hospital ward. The instruments used are the Gillies' leadership style questionnaire and Occupational Stress Inventory-Revised which have been modified.

The results from 89 respondents found that nurse's characteristics are not related to nurse staff's occupational stress, while the head nurse's leadership style is significantly related to nurse staff's occupational stress (p<0.000; OR, 0.34; 95% CI, 0.009-0.125).

This study recommends the implementation of head nurse's democratic leadership style and further examination of factors contributing to nurse occupational stress."

"Komitmen perawat pada organisasi merupakan faktor individu, sedangkan lingkungan kerja perawat merupakan faktor organisasional dalam pelayanan keperawatan di rumah sakit. Penelitian ini merupakan penelitian deskriptif dengan desain potong lintang yang bertujuan untuk mendapatkan gambaran hubungan antara komitmen pada organisasi dan lingkungan kerja perawat dengan kinerja perawat pelaksana di Rumah Sakit Tugu Ibu Cimanggis Depok. Populasi Penelitian adalah seluruh perawat pelaksana di Rumah Sakit Tugu Ibu Cimanggis Depok, dengan sampel penelitian adalah seluruh populasi yang memenuhi kriteria inklusi yaitu 107 perawat. Analisis hubungan variabel dilakukan melalui uji korelasi partial, sedangkan analisis faktor dominan melalui uji regresi linier ganda. Hasil penelitian menunjukkan adanya hubungan signifikan komitmen pada organisasi dengan kinerja perawat pelaksana setelah dipengaruhi karakteristik perawat (p = 0.0005) dengan kekuatan hubungan sedang dan berpola positif. Komitmen afektif dan komitmen normatif memiliki hubungan dengan kinerja perawat pelaksana, sedangkan komitmen berkesinambungan tidak berhubungan dengan kinerja perawat pelaksana. Lingkungan kerja secara signifikan berhubungan dengan kinerja perawat pelaksana setelah dipengaruhi karakteristik perawat (p = 0.0005) dengan kekuatan hubungan kuat dan berpola positif. Lingkungan kerja dari aspek manajemen, kepemimpinan dan budaya; kendali terhadap praktik berhubungan dengan kinerja perawat pelaksana, sedangkan kendali terhadap beban kerja dan sumber memadai tidak berhubungan dengan kinerja perawat pelaksana. Faktor paling dominan berhubungan dengan kinerja perawat pelaksana adalah komitmen afektif. Usulan penelitian pada institusi pelayanan, berupaya meningkatkan komitmen perawat pada organisasi melalui perhatian dan penghargaan organisasi terhadap kinerja, kesejahteraan, menumbuhkan motivasi, etos kerja dan kebutuhan berprestasi dan kecintaan terhadap profesi. Meningkatkan kualitas lingkungan kerja melelaui efektifitas komunikasi, peningkatan kemampuan majerial bagi tenaga perawat, penyediaan fasilitas perpustakaan, mendorong program ilmiah, penyusunan dan sosialisasi standar kinerja pelayanan, mencukupi kebutuhan sumber daya perawat dan fasilitas peralatan. Bagi peneliti disarankan untuk melakukan penelitian faktor lain yang mempengaruhi kinerja atau melakukan penelitian yang melihat hubungan faktor individu, organisasi yang mempengaruhi komitmen perawat, seperti motivasi, kebutuhan berprestasi, nilai dan sikap maupun faktor organisasi seperti kepemimpinan, kebijakan organisasi, struktur, pengambilan keputusan dan lingkungan kerja.

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Nurses commitment on organization is an individual factor, while nurses working condition is an organizational factor in hospital nursing services. This study used correlational descriptive design with cross sectional. The Purpose of the study was to describe the relationship between commitment to organization and nurses working condition with the performance of nurse provider at Tugu Ibu Hospital, Cimanggis, Depok. The sample of this study was consisted of total population meeting the inclusive criteria of 107 nurses. Analysis of variable correlation utilized partial correlation test, for while analysis the determinant factor used multiple linear regression test. The result of the study depicted that there was a significant relationship between commitment to organization with nurse providers performance after affected by nurses characteristics (p = 0.0005) with medium magnitude and positive pattern of correlation. Affective and normative commitments had correlation with nurse providers performance, while continuance commitment had no correlation with nurse providers performance. Nurses working condition had a significant relationship with the performance nurse providers after affected by the characteristic of nurses (p = 0.0005) with a strong magnitude and positive pattern of correlation. Working condition of management, leadership and culture aspect; control towards practice had correlation with nurse providers performance. while control towards workload and resource adequacy had no correlation with nurse providers performance. The most determinant factor related to nurse providers performance was affective commitment. Its proposed that the health service institustions should improve the commitment of nurses towards the organization through better reward system for nurses performance, welfare, improve motivation, and work ethos as well as the needs for accomplishment and high prestige and commitement to professional growth and development. To improve quality of working environment by effective communication and better managerial skills of nurses, provision of library facilities, scientific program and development and socialization of standard of nursing care professional performance, ensuring adequate number of qualified nurses and equipment. Its suggested that the researchers to study other factor affecting the performance of nurses or conduct research related to individual, and organizational factors which influence commitment of nurses, such as motivation, desire for prestige, value and attitude as well as organizational and leadership factors, organization policy, structure, decision making and working condition."