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"Latar belakang: Bidan merupakan tenaga kesehatan profesional yang sangat diharapkan kinerjanya dalam meningkatkan derajat kesehatan dalam upaya penurunan Angka Kematian Ibu. Sehingga, bidan dalam melaksanakan tugas dan fungsi nya harus memenuhi standar yang dapat menjamin kualitas pelayanan yang diberikan. Namun kenyataannya cakupan pelayanan kesehatan ibu yaitu cakupan kunjungan ibu hamil (K4), persalinan yang ditolong oleh tenaga kesehatan, dan kunjungan nifas ketiga (KF3) belum merata di wilayah kerja Kabupaten Cirebon sehingga dapat diasumsikan bahwa kinerja bidan puskesmas secara makro belum maksimal dalam melaksanakan pelayanan kesehatan. Kinerja bidan dapat dipengaruhi oleh kualitas kehidupan kerja (keterlibatan pegawai, kompensasi yang adil/seimbang, rasa aman terhadap pekerjaan, keselamatan lingkungan kerja, rasa bangga terhadap institusi, pengembangan karir, fasilitas yang tersedia, penyelesaian masalah, dan komunikasi) di tempat bekerja karena kualitas kehidupan kerja dinilai dapat menumbuhkan partisipasi bidan terhadap organisasi atau institusi. Tujuan: Penelitian ini bertujuan untuk menganalisis hubungan kualitas kehidupan kerja dengan kinerja bidan puskesmas di Kabupaten Cirebon. Metode: Penelitian ini dilakukan dengan pendekatan kuantitatif dengan desain penelitian cross sectional menggunakan data primer berupa kuesioner. Unit analisis dalam penelitian ini adalah bidan puskesmas. Sampel yang digunakan sebanyak 57 bidan. Analisis yang digunakan adalah analisis univariat, analisis bivariat dengan uji chi square, dan analisis multivariat dengan uji regresi logistik. Hasil: Proporsi kinerja bidan tertinggi yaitu bidan yang memiliki kinerja baik sebanyak 34 (59,6%). Berdasarkan uji chi square, kinerja bidan memiliki hubungan yang signifikan dengan keterlibatan pegawai (p = 0,051), kompensasi yang adil/seimbang (p = 0,018), keselamatan lingkungan kerja (p = 0,048), rasa bangga terhadap institusi (p = 0,002), pengembangan karir (p = 0,002), fasilitas yang tersedia (p = 0,0005) dan penyelesaian masalah (p = 0,015). Sedangkan kinerja bidan tidak memiliki hubungan yang signifikan dengan rasa aman terhadap pekerjaan (p = 0,056) dan komunikasi (p = 0,072). Berdasarkan uji regresi logistik, kompensasi yang adil/seimbang memiliki hubungan yang signifikan dengan kinerja bidan setelah dikontrol oleh lama masa kerja dan usia bidan (p = 0,006 dan OR = 7,019), rasa bangga terhadap institusi memiliki hubungan yang signifikan dengan kinerja bidan setelah dikontrol oleh pendidikan bidan (p = 0,007 dan OR = 23,189) dan komunikasi memiliki hubungan yang signifikan dengan kinerja bidan setelah dikontrol oleh status perkawinan dan usia bidan (p = 0,031 dan OR = 5,468). Kesimpulan: Keterlibatan pegawai, kompensasi yang adil/seimbang, keselamatan lingkungan kerja, rasa bangga terhadap institusi, pengembangan karir, fasilitas yang tersedia, dan penyelesaian masalah dapat memberikan pengaruh terhadap kinerja bidan puskesmas di Kabupaten Cirebon. Saran:Diperlukan monitoring dan evaluasi kinerja bidan secara periodik sehingga dapat diketahui perencanaan yang perlu disusun berdasarkan hasil evaluasi yang dilakukan dalam upaya peningkatan kualitas pelayanan kebidanan

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Introduction: Midwives are professional health workers whose performance is highly expected in improving health status in an effort to reduce maternal mortality. Thus, midwives in carrying out their duties and functions must meet standards that can guarantee the quality of services provided. However, the reality is that the coverage of maternal health services, namely the coverage of visits by pregnant women (K4), deliveries assisted by health workers, and the third postpartum visit (KF3) has not been evenly distributed in ​​Kabupaten Cirebon area, so it can be assumed that the performance of midwives at the public health center is not optimal in carrying out services health. The performance of midwives can be influenced by the quality of work life (employee participation, equitable compensation, a safe environment, job security, pride, career development, wellness, conflict resolution, and communication) in the workplace because the quality of work life is considered to be able to foster the participation of midwives in organizations or institutions. Objective: This study aims to analysis of the relation between the quality of work life and the performance of health centers midwife in Kabupaten Cirebon. Methods: This research was conducted with a quantitative approach with a cross sectional research design using primary data in the form of a questionnaire. The unit of analysis in this study is the midwife. The sample used was 57 midwives. The analysis used was univariate analysis, bivariate analysis with chi square test, and multivariate analysis with logistic regression test. Results: The highest proportion of midwives performance was midwives who has good performance as many as 34 (59,6%). Based on the chi square test, the performance of midwives has a significant relationship with employee participation (p = 0,051), equitable compensation (p = 0,018), job security (p = 0,048), pride (p = 0,002), career development (p = 0,002), wellness (p = 0,0005) and conflict resolution (p = 0,015). While the performance of midwives does not have a significant relationship with safe environment (p = 0,056) and communication (p = 0,072). Based on logistic regression test, equitable compensation had a significant relationship with midwife performance after controlled by length of work and age of the midwife (p = 0,006 and OR = 7,019), pride in the institution had a significant relationship with midwife performance after controlled by midwife education (p = 0,007 and OR = 23,189) and communication had a significant relationship with midwife performance after controlled by marital status and age of the midwife (p = 0,031 and OR = 5,468). Conclusion: Employee participation, equitable compensation, job security, pride, career development, wellness, and conflict resolution have an influence on the performance of health centers midwife in Kabupaten Cirebon. Suggestion: It is necessary to monitor and evaluate the performance of midwives periodically so that it can be seen that the planning that needs to be prepared are based on the results of the evaluation carried out in an effort to improve the quality of midwifery services"

"ABSTRAKSkripsi ini membahas mengenai kompetensi serta kewenangan bidan serta meninjau tanggung jawab hukum bidan yang melakukan tindakan aborsi. Metode penelitian yang dipergunakan dalam skripsi ini jika ditinjau dari bentuknya merupakan penelitian yuridis-normatif denganmenggunakan metode deskriptif-analitis. Dapat disimpulkan bahwa kompetensi dan kewenangan bidan dalam berprofesi meliputi keluarga berencana, persalinan baik sebelum masa kehamilan, pada masa kehamilan, pada saat kehamilan dan setelah masa kehamilan serta Bidan juga memiliki wewenang dalam memberikan pelayanan kesehatan kepada anak. Sehingga dalam hal ini bidan tidak memiliki kompetensi dan kewenangan dalam menangani persalinan tidak normal atau melakukan aborsi. Tanggung jawab hukum Bidan dapat dilihat dari tanggung jawab Bidan yang dilanggar, sehingga kemudian Bidan karena kesalahannya dapat dikenakan hukuman pidana. Penulis juga memiliki saran bahwa pengaturan mengenai dewan pengawas perlu diperbaiki dan ditambah serta perlunya penambahan pengetahuanhukum bagi para tenaga kesehatan di seluruh Indonesia

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ABSTRACTThis thesis discusses the competence and authority of midwives and reviews the legal responsibilities of midwives who carry out abortion. The research method used in this thesis if viewed from its form is juridical-normative research using descriptive-analytical methods. It can be concluded that the competence and authority of midwives in their profession includes family planning, childbirth both before pregnancy, during pregnancy, during pregnancy and after pregnancy, and midwives also have the authority to provide health services to children. So that in this case the midwife does not have the competence and authority to handle abnormal labor or have an abortion. The legal responsibility of the Midwife can be seen from the responsibilities of the Midwife who is violated, so that later the Midwife due to his mistake can be subject to criminal punishment. The author also has suggestions that arrangements regarding the supervisory board need to be improved and added and the need for additional legal knowledge for health workers throughout Indonesia."

"Skripsi ini membahas mengenai kompetensi serta kewenangan bidan serta meninjau tanggung jawab hukum bidan yang melakukan tindakan aborsi. Metode penelitian yang dipergunakan dalam skripsi ini jika ditinjau dari bentuknya merupakan penelitian yuridis-normatif denganmenggunakan metode deskriptif-analitis. Dapat disimpulkan bahwa kompetensi dan kewenangan bidan dalam berprofesi meliputi keluarga berencana, persalinan baik sebelum masa kehamilan, pada masa kehamilan, pada saat kehamilan dan setelah masa kehamilan serta Bidan juga memiliki wewenang dalam memberikan pelayanan kesehatan kepada anak. Sehingga dalam hal ini bidan tidak memiliki kompetensi dan kewenangan dalam menangani persalinan tidak normal atau melakukan aborsi. Tanggung jawab hukum Bidan dapat dilihat dari tanggung jawab Bidan yang dilanggar, sehingga kemudian Bidan karena kesalahannya dapat dikenakan hukuman pidana. Penulis juga memiliki saran bahwa pengaturan mengenai dewan pengawas perlu diperbaiki dan ditambah serta perlunya penambahan pengetahuanhukum bagi para tenaga kesehatan di seluruh Indonesia

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This thesis discusses the competence and authority of midwives and reviews the legal responsibilities of midwives who carry out abortion. The research method used in this thesis if viewed from its form is juridical-normative research using descriptive-analytical methods. It can be concluded that the competence and authority of midwives in their profession includes family planning, childbirth both before pregnancy, during pregnancy, during pregnancy and after pregnancy, and midwives also have the authority to provide health services to children. So that in this case the midwife does not have the competence and authority to handle abnormal labor or have an abortion. The legal responsibility of the Midwife can be seen from the responsibilities of the Midwife who is violated, so that later the Midwife due to his mistake can be subject to criminal punishment. The author also has suggestions that arrangements regarding the supervisory board need to be improved and added and the need for additional legal knowledge for health workers throughout Indonesia."

"Skripsi ini bertujuan untuk mengetahui komponen kualitas kehidupan kerja/quality of work life dan hubungannya dengan kinerja bidan puskesmas dalam penatalaksanaan pertolongan persalinan di Kabupaten Bogor. Metode penelitian menggunakan desain kuantitatif dan pendekatan cross sectional pada 101 bidan puskesmas di Kabupaten Bogor. Digunakan analisis univariat dan bivariat dengan uji statistic chi-square. Hasil analisis bivariat didapat ada tiga komponen QWL yaitu : kompensasi yang seimbang, keselamatan lingkungan kerja dan pengembangan karir, masing-masing mempunyai hubungan yang signifikan dengan kinerja bidan.

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This skripsi aims to determine the components quality of work life (QWL) and its relationship with midwife performance at public health in the help childbirth in the city of Bogor. Use quantitatif research method and design of a cross sectional study in 101 midwife at public health in the city of Bogor. Use univariate analysis and bivariate analysis statistical chi-square test. Bivariate analysis results obtained there are three components of QWL are : fair compensation, working environment safety and career development, each having a meaningful relationship/significant with midwife performance."

"Tesis ini membahas hubungan antara komponen kualitas kehidupan kerja (quality of work life) dengan kinerja bidan puskesmas di wilayah Kabupaten Bangka Tengah Tahun 2013. Penelitian ini dilakukan karena peneliti melihat adanya penurunan kinerja bidan pada tahun 2012. Penelitian ini merupakan penelitian observasional dengan desain cross sectional.Teori yang digunakan untuk melihat kualitas kehidupan kerja bidan adalah teori Cascio (2013) yang terdiri dari sembilan komponen yaitu keterlibatan pegawai, kompensasi yang adil atau seimbang, rasa aman terhadap pekerjaan, keselamatan lingkungan kerja, rasa bangga terhadap institusi, pengembangan karir, fasilitas yang tersedia, penyelesaian masalah dan komunikasi.Hasil penelitian menunjukkan bahwa komponen QWL yang signifikan berhubungan dengan kinerja adalah keterlibatan pegawai sekaligus komponen QWL yang paling kuat hubungannya dengan kinerja bidan puskesmas.Berdasarkan hasil penelitian, peneliti menyarankan agar bidan sebagai tenaga kerja yang profesional harus bekerja sesuai dengan peraturan dan standar operasional yang berlaku. Puskesmas sebagai tempat kerja harus memperhatikan semua komponen QWL yang berhubungan dengan kinerja bidan dan Dinas Kesehatan sebagai pembuat kebijakan harus melakukan monitoring dan evaluasi secara rutin, memenuhi kebutuhan kesehatan dan keselamatan kerja di puskesmas serta melakukan reward and punishment terhadap kinerja pegawai.

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This thesis studies the relationship between component of quality of work life to the performance of midwife clinics in Central Bangka regency in 2013. This research was conducted because researchers saw a decrease in performance midwife in 2012. This study is an observational study with cross-sectional design.

Theory is used to see the quality of work life midwife is the theory Cascio (2013) which consists of nine components: employee participation, job security, save environment, pride, career development, wellness, conflict resolution and communication.

The results showed that a significant component of QWL is related to the employee participation and become the most powerful component of QWL do with performance midwife clinic.

Based on the research results, the researchers suggested that midwives as professional workforce to work in accordance with the regulations and standards applicable operational. Health centers as workplaces should pay attention to all components of QWL related to the performance of the Department of Health as a midwife and policy makers must undertake monitoring and evaluation on a regular basis, to meet the needs of health and safety in the clinic and do reward and punishment on employee performance."

"Meningkatnya AKI serta adanya kesenjangan cakupan pelayanan kesehatan ibu antar puskesmas, diasumsikan terkait dengan kinerja bidan puskesmas yang dipengaruhi lingkungan tempat bekerja (puskesmas). Penelitian berdesain cross sectional dengan pendekatan kuantitatif dan kualitatif ini, bertujuan untuk mengetahui hubungan antara komponen Quality of Work Life (QWL) dengan kinerja bidan puskesmas dalam pelayanan kesehatan ibu. Dilaksanakan di 11 puskesmas wilayah kerja Kabupaten Bintan pada bulan Februari-Maret 2013. Menggunakan kuesioner pada 67 responden dan wawancara pada 10 informan. Berdasarkan hasil penelitian, hanya 35,8% bidan puskesmas mempunyai skor kinerja di atas rata-rata, beberapa puskesmas mempunyai skor komponen QWL di bawah rata-rata, terdapat hubungan signifikan antara komponen keterlibatan karyawan (p=0,005) dan rasa bangga terhadap institusi (p=0,039) dengan kinerja bidan puskesmas dalam pelayanan kesehatan ibu.

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Increasing MMR and also gaps of the maternal health services scope among community health centers, assumed related to the performance of midwife clinics who is affected by the environment in which working (community health centers). This cross sectional study with quantitative and qualitative approaches, aims to determine the relationship between Quality of Work Life (QWL) component with the midwives clinics performance in maternal health services. Implemented in 11 community health centers in working area Bintan Regency in February-March 2013. Using questionnaires with 67 respondents and interview with 10 informants.

Based on the study results, only 35.8% midwives clinics having performance scores above average, some community health center having component QWL scores below average, and there is relationship between employee engagement (p=0,005) and sense of pride to the institution (p=0,039) with midwives clinics performance in maternal health services."

"Penelitian ini bertujuan untuk mengetahui faktor-faktor yang berhubungan dengan kinerja pegawai Puskesmas Celikah Tahun 2020. Penelitian ini menggunakan metode kuantitatif dengan desain penelitian cross sectional. Sampel pada penelitian ini seluruh PNS di Puskesmas Celikah yang berjumlah 57 orang (total sampling). Faktor yang berhubungan dengan kinerja pegawai Puskesmas Celikah adalah disiplin kerja, motivasi kerja dan Imbalan. Faktor yang paling berhubungan dengan kinerja pegawai Puskesmas Celikah Tahun 2020 adalah Disiplin kerja. Kinerja pegawai Puskesmas Celikah masih kurang memiliki kinerja yang baik. Diperlukan peningkatan kinerja pegawai dengan menerapkan sistem reward dan punishment yang tegas, pembinaan rutin, peningkatan kemampuan pegawai, dan evaluasi kinerja secara berkala.

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This study aimed to determine the factors associated with the performance of Puskesmas Celikah employees in 2020. This study uses quantitative methods with cross sectional design. Sample in this study are all of the government employees in Puskesmas Celikah, 57 persons in total. Factors related to the performance of Puskesmas Celikah employees are discipline, motivation and rewards. The most related factor to the performance of Puskesmas Celikah employees in 2020 is discipline. The performance of Puskesmas Celikah employees still lacks good performance. It is necessary to increase employee performance by implementing a firm reward and punishment system, routine coaching, increasing employee capacity, and periodic performance evaluation.

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"Kinerja karyawan memiliki peranan penting dalam pelayanan kesehatan kepada masyarakat di puskesmas. Tingginya angka kemangkiran, kurang optimalnya pencapaian Standar Pelayanan Minimal program dan ketidakdisiplinan waktu penyampaian laporan dapat berdampak pada kinerja karyawan. Hingga saat ini karyawan Puskesmas kecamatan Tambora belum memiliki informasi yang cukup mengenai kinerja karyawan dan kualitas kehidupan kerja mereka.Tujuan dilakukannya penelitian ini adalah untuk mengetahui gambaran kinerja karyawan, hubungan komponen kualitas kehidupan kerja terhadap kinerja mereka serta komponen mana yang paling dominan hubungannya dengan kinerja karyawan di Puskesmas Kecamatan Tambora. Penelitian ini adalah penelitian kuantitatif dengan desain cross sectional, pada 119 (seratus sembilan belas) orang karyawan menggunakan alat ukur kuesioner.Hasil penelitan menunjukkan bahwa jumlah karyawan yang memiliki kinerja kurang cukup besar yaitu mencapai 49,6%. Ada dua variabel yang signifikan berhubungan dengan kinerja karyawan yaitu rasa bangga terhadap institusi dan komunikasi. Variabel yang paling dominan berhubungan dengan kinerja adalah komponen rasa bangga terhadap institusi.Saran bagi Puskesmas kecamatan Tambora adalah membangun rasa bangga (pride) terhadap perusahaan bagi setiap karyawan dengan cara memperkuat identitas dan citra puskesmas, melalui peningkatan kepedulian karyawan terhadap institusi karena secara statistik akan meningkatkan kinerja tiga kali lebih baik dari pada karyawan yang tidak memiliki rasa bangga tersebut.

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The employee?s performance plays a vital role in delivering healthcare service for people at community health center. The high of employee?s absence, the less of achievement to Minimum Service Standards and the undisciplinary behavior in maintaning reporting programme on time results in the decrease in the employee's performance. Tambora community health center currently does not have the complete information regarding the employee's performance as well as their quality of work life.The purpose of this study is to figure out the employee?s performance, the relationship of the employee?s quality of work life with their performance along with which is the most influential factor on the employee's performance in Tambora community health center. This is a cross sectional survey designed using questionnaire on 119 (one hundred and nineteen) employees.The results revealed that 49,6% of the employees have poor performances. There are 2 (two) significant variables associated with the performance of employees are a sense of pride to the institution and communication. The most pertinent variable is sense of pride to the institution.Suggestion for Tambora community health center is to build the sense of pride to the institution by strengthening the institution's identity and image through increasing the employee?s concerned to it because it will statistically improve the performance of employees three times higher than if they don't."

"The study aims to know the application of the public service ethics. In the service process, however, its application ethics still of deviation actions that be done by the bureaucracy apparatus. To respond these cases, public service of ethics very important be understood each bureaucracy apparatus towards the norms in the organization. In the public service the ethics to have to giving an expectation that would be able to satisfy the users. It highly relate to factors of control mechanism, consistence of bureaucracy apparatus, and effective communication. Its meaning that, the control mechanism, consistence of bureaucracy apparatus effective communication can build the public service ethics. The methods used in this study were 1) In the scope of data collection, the methods such as Observation was used ,namely, to observe the activities at the Official of Population and Civil Registration in Muna apparatus in implementing their tasks; Questionnaire, namely, to ask written questions for knowing anyone's responses to service. Interview, namely, to ask oral questions for delving into information in detail. Documentation, namely, a secondary data collection that was the activity result of the service providers. 2) In the scope of data analysis, the step such as reducing data, presenting data, describing data by the descriptive statistic method, making interpretation of data and concluding. The research result indicated that ethics for public services at the Official of Population and Civil Registration in Muna still lower that shown from bureaucracies government officer inconsistent by doing the job, mechanism control is not yet running well and the communication is not effective. The Recommendation made for this research is to improve public service ethics of paid attention factors as follows 1) Awareness of bureaucracies government officer in applying ethics service of public, 2) Consistency bureaucracies government officer need the existence of awareness of own self to improve the spirit of activity which both for finally have estuary to build for public service ethics, 3) Communications, to understanding of service order both for government officer and societies require to be performed by counseling through system of Banjar and socialized by using newspaper or electronic medium 4) Control mechanism, society expected to participate by pro active to support governmental program at the same time follow to give social control."