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"Pandemi Covid-19 membuat sebagian besar organisasi terpaksa menerapkan sistem kerja fleksibel dan memberikan dampak negatif terhadap kondisi work-life balance (WLB) karyawan generasi milenial. Tujuan dari penelitian ini adalah membuktikan apakah dukungan atasan melemahkan hubungan antara sikap terhadap sistem kerja fleksibel dengan WLB. Desain penelitian ini adalah korelasional dengan jumlah partisipan sebanyak 168 karyawan yang termasuk dalam generasi milenial. Pengukuran variabel menggunakan Flexible Working Option Questionnaire (FWOQ), Skala Dukungan Atasan, dan Skala WLB yang telah diterjemahkan dalam Bahasa Indonesia. Penyebaran skala-skala ini dilakukan secara dari menggunakan Google Form. Analisis data dilakukan menggunakan Process Macro Hayess untuk menguji model 1, yaitu moderasi sederhana.  Hasil penelitian menunjukkan bahwa dukungan atasan tidak memberikan efek moderasi pada hubungan antara sikap terhadap sistem kerja fleksibel dengan WLB. Hal ini dapat terjadi karena karyawan generasi milenial memiliki keinginan untuk dapat mengelola waktu kerja dan tempat kerjanya secara mandiri. Penelitian selanjutnya dapat melakukan penelitian serupa dengan sektor bisnis yang lebih spesifik

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.The Covid-19 pandemic forced most organizations to implement a flexible work system and had a negative impact on the work-life balance (WLB) of millennial employees. The purpose of this study is to prove whether superior support strengthens the relationship between flexible work systems and WLB. The design of this study was correlational with the number of participants as many as 168 employees belonging to the millennial generation. The measurement of variables uses the Flexible Working Option Questionnaire (FWOQ), the Supervisor Support Scale, and the WLB Scale which had been translated into Indonesian. The distribution of these scales is done by using Google Forms. Data analysis was performed using Process Macro Hayess to test model 1, namely simple moderation. The results showed that supervisor support did not have moderating effect to the relationship between the flexible working arrangement and WLB. This happened because millennial generation employees had the desire to be able to manage their work time and workplace independently. Future research can conduct similar research with more specific business sectors."

"Tingginya turnover intention dan rendahnya task performance menjadi permasalahan di perusahaan yang harus ditangani dan dapat diselesaikan oleh tingginya support dari supervisor yang dirasakan serta keyakinan yang tinggi terhadap diri sendiri selama bekerja (self efficacy). Kedua permasalahan tersebut dapat dialami oleh seluruh karyawan, terutama karyawan generasi Z. Maka dari itu, tujuan dari penelitian ini adalah untuk menganalisis pengaruh dari perceived supervisor support terhadap employees turnover intention dan task performance dengan self efficacy sebagai variabel mediasi pada karyawan di DKI Jakarta. Dengan tujuan eksplanatif, penelitian ini menggunakan pendekatan kuantitatif dengan menyebarkan kuesioner yang disebarkan secara daring kepada 253 responden Generasi Z yang bekerja sebagai karyawan di DKI Jakarta yang didapatkan dengan menggunakan teknik penarikan data non-probability sampling dengan jenis purposive sampling. Penelitian ini melakukan teknik analisis data dengan menggunakan hierarchical multiple regression. Hasil penelitian ini menunjukkan adanya pengaruh perceived supervisor support terhadap turnover intention dan juga terdapat pengaruh perceived supervisor support terhadap task performance pada karyawan di DKI Jakarta. Selain itu, self efficacy juga terbukti menjadi variabel mediasi antara perceived supervisor support terhadap turnover intention dan perceived supervisor support terhadap task

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High turnover intention and low task performance are problems in the company that must be handled and can be solved by the perceived high support from supervisors and high confidence in themselves during work (self efficacy). Both of these problems can be experienced by all employees, especially generation Z employees. Therefore, the purpose of this study is to analyze the effect of perceived supervisor support on employees turnover intention and task performance with self-efficacy as a mediating variable for employees in DKI Jakarta. With an explanatory purpose, this study uses a quantitative approach by distributing questionnaires distributed online to 253 Generation Z respondents who work as employees in DKI Jakarta which were obtained using a non-probability sampling technique with purposive sampling. This study uses data analysis techniques using hierarchical multiple regression. The results of this study indicate that there is an effect of perceived supervisor support on turnover intention and there is also an effect of perceived supervisor support on task performance for employees in DKI Jakarta. In addition, self-efficacy is also proven to be a mediating variable between perceived supervisor support on turnover intention and perceived supervisor support on task performance for Generation Z employees in DKI Jakarta."

"Penelitian ini bertujuan untuk menginvestigasi bagaimana turnover intention dapat muncul di industri perbankan dengan melihat adanya pengaruh dari workplace bullying dan perceived supervisor support serta pengaruh mediasi dari work-family conflict. Data yang didapatkan berasal dari 200 responden di mana hipotesis diuji dengan menggunakan Structural Equation Modeling (SEM). Studi ini menunjukkan bahwa terdapat pengaruh positif antara workplace bullying dan perceived supervisor support terhadap turnover intention, baik langsung maupun dengan mediasi work-familyconflict. Adapun ditemukan bahwa perceived supervisor support tidak memiliki pengaruh signifikan terhadap work-family conflict dan turnover intention.

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This study aims to investigate how turnover intention can arise in the banking industry by looking at the influence of workplace bullying and perceived supervisor support as well as the influence of mediation from work-family conflict. The data obtained came from 200 respondents where the hypothesis was tested using Structural Equation Modeling (SEM). This study shows that there is a positive influence between workplace bullying and perceived supervisor support on turnover intention, both directly and with work-family conflict mediation. It was found that perceived supervisor support did not have a significant influence on work-family conflict and turnover intention."

"Pandemi Coronavirus disease 19 (Covid-19) berdampak pada komitmen perawat dalam memberikan asuhan keperawatan dan mempengaruhi kualitas asuhan, kepuasan kerja perawat, dan pencapaian tujuan pelayanan keperawatan. Penelitian ini bertujuan mengidentifikasi determinan komitmen perawat dalam memberikan asuhan keperawatan di era pandemi Covid-19. Desain penelitian yang menggunakan pendekatan cross sectional ini melibatkan 221 perawat pelaksana dan ketua tim di dua rumah sakit umum wilayah Kalimantan Barat. Pengambilan sampel dilakukan dengan teknik simple random sampling. Variabel determinan diukur menggunakan kuesioner dalam bentuk google form yang dikumpulkan secara online. Data dianalisis menggunakan regresi linier berganda. Hasil penelitian mendapatkan determinan komitmen perawat dalam memberikan asuhan keperawatan di masa pandemi Covid-19 adalah kecerdasan emosional (p=0,001) dan dukungan atasan ) p=0,009), yaitu setiap penambahan satu poin kecerdasan emosional dan dukungan atasan akan meningkatkan komitmen perawat dalam memberikan asuhan keperawatan sebesar 0,239 kali dan 0,125 kali. Faktor usia, lama kerja, jenis kelamin, tingkat pendidikan, status pernikahan, dan ruangan unit kerja tidak berhubungan dengan komitmen perawat (p> 0,05). Faktor yang paling berhubungan dengan komitmen perawat dalam memberikan asuhan keperawatan adalah kecerdasan emosional. Dari penelitian ini juga didapatkan kemampuan perawat menilai emosi orang lain dan keinginan perawat bertahan pada profesinya merupakan aspek kecerdasan emosional dan komitmen perawat yang masih perlu ditingkatkan. Hasil penelitian ini dapat digunakan sebagai dasar untuk mengembangkan kompetensi kecerdasan emosional perawat dan membuat strategi dukungan atasan untuk meningkatkan komitmen perawat dalam memberikan asuhan keperawatan.

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The Coronavirus disease 19 (Covid-19) pandemic has an impact on the commitment of nurses in giving nursing care and affects the quality of care, nurse job satisfaction, and the achievement of nursing service goals. This study aims to identify the determinants of nurses' commitment in giving nursing care in the era of the Covid 19 pandemic. The research design using a cross sectional approach involved 221 nurses and team leaders at two public hospitals in West Borneo. Sampling was done by simple random sampling technique. The determinant variable was measured using a questionnaire in the form of a google form which was collected online. Data were analyzed using multiple linear regression. The results showed that the determinants of nurses' commitment in giving nursing care during the Covid-19 pandemic were emotional intelligence (p=0.001) and supervisor support (p=0.009), that is, each addition of one point of emotional intelligence and support from supervisor will increase the commitment of nurses in giving nursing care by 0.239 times and 0.125 times. Factors of age, length of work, gender, education level, marital status, and work unit room were not related to nurse commitment (p> 0.05). The factor that is most closely related to the commitment of nurses in giving nursing care is emotional intelligence. From this study, it was also found that the nurse's ability to assess the emotions of others and the nurses's desire to stay in her profession are aspects of emotional intelligence and nurse commitment that still need to be improved. The results of this study can be used as a basis for developing nurses' emotional intelligence competencies and making supervisor support strategies to increase nurses' commitment in giving nursing care."

"Latar Belakang: Supervisi klinis merupakan salah satu kegiatan vital yang perludilakukan untuk meningkatkan kompetensi seorang psikolog. Pada kegiatan supervisiklinis, relasi antara supervisor dan supervisee atau supervisory working alliance menjadikunci efektivitas kegiatan ini untuk mencapai tujuannya. Secara khusus, supervisor harusmemiliki kompetensi dalam membangun relasi dengan supervisee yang dibimbingnya.Maka dari itu, penelitian ini dilakukan untuk meninjau teknik-teknik komunikasi yangdilakukan supervisor serta dampaknya dalam supervisi klinis. Supervisor self-disclosuredan metacommunication menjadi dua teknik yang diuji dalam penelitian ini terhadapkualitas relasi supervisi. Metode: Data diperoleh dengan menggunakan kuesioner daringlalu dianalisis menggunakan analisis multiple regression. Terdapat tiga alat ukur yangdigunakan, yaitu supervisory working alliance inventory – trainee form (SWAI-T),supervisor self-disclosure index (SSDI) dan metacommunication in supervisionquestionnaire (MSQ). Hasil: Terdapat 108 mahasiswa profesi psikologi klinis diIndonesia yang berpartisipasi dalam penelitian ini. Hasil menunjukkan bahwa frekuensisupervisor melakukan metacommunication dalam supervisi klinis dapat memprediksipeningkatan kualitas supervisory working alliance. Pembahasan mengenai hasilpenelitian akan dibahas dalam diskusi beserta limitasi penelitian

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Background: Clinical supervision is one of the vital activities for enhancing psychologist

competency. In clinical supervision, the relation between the dyads, supervisorsupervisee,

or supervisory working alliance is the key to the effectiveness in reaching the

objectives. In particular, supervisors need to be competent in building relations with their

supervisors. Therefore, this study aims to see particular communication techniques in

predicting the supervisory alliance, which are the supervisor self-disclosure and

metacommunication. Method: The data gathered by using online measurement and

analyzed with multiple regression analysis. This research utilized three questionnaires,

which are supervisory working alliance inventory – trainee form (SWAI-T), supervisor

self-disclosure index (SSDI) and metacommunication in supervision questionnaire

(MSQ). Result: A total of 108 psychologist trainees in Indonesia participated in this

study. The study illustrates that the supervisor’s frequency in using metacommunication

predicts the supervisory working alliance. The results were discussed with the study

limitation."

"Peningkatan minat dan partisipasi mahasiswa terhadap kegiatan magang meningkat, tetapi survey membuktikan fenomena job stress terjadi pada mahasiswa magang. Job Demands-Resources Theory menjelaskan bahwa perlu adanya keseimbangan antara demands dan resources supaya mengurangi job stress. Sehingga, penelitian ini bertujuan untuk melihat besaran peran job resources, yaitu perceived supervisor support, dan personal resources, yaitu psychological capital, terhadap job stress pada mahasiswa magang. Partisipan pada penelitian ini adalah mahasiswa aktif di Indonesia yang sedang melaksanakan magang (N =134). Alat ukur yang digunakan adalah The Survey of Perceived Supervisor Support, The Psychological Capital Questionnaire, dan Parker’s Job Scale. Hasil penelitian menunjukkan bahwa perceived supervisor support secara berperan secara signifikan dan negatif terhadap job stress (β = -.696, t = -3.175, SE = .219, p = .002), tetapi psychological capital tidak (β = -.064, t = -.696, SE = .091, p = .488). Dapat disimpulkan bahwa mahasiswa yang sedang magang sangat memerlukan dukungan dari supervisor pada pelaksanaan magangnya untuk mengurangi job stress.

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The increase in interest and participation of students in internship activities has risen, but surveys indicate a phenomenon of job stress occurring among intern students. The Job Demands-Resources Theory explains that a balance between demands and resources is necessary to reduce job stress. Therefore, this study aims to examine the extent of the role of job resources, namely perceived supervisor support, and personal resources, namely psychological capital, on job stress in intern students. Participants in this study were active students in Indonesia who were currently undertaking internships (N = 134). The measurement tools used were The Survey of Perceived Supervisor Support, The Psychological Capital Questionnaire, and Parker’s Job Scale. The results showed that perceived supervisor support had a significant and negative effect on job stress (β = -.696, t = -3.175, SE = 0.219, p = .002), but psychological capital did not (β = .064, t = -.696, SE = .091, p = .488). It can be concluded that intern students require support from supervisors during their internships to reduce job stress."

"Laporan BPJS Ketenagakerjaan menunjukkan realisasi pencapaian AR belum optimal dimana jumlah tenaga kerja aktif membayar premi hanya 25% dari total jumlah angkatan kerja di Indonesia (BPJS Ketenagakerjaan, 2022). Kazmi dan Javaid (2020) menemukan terdapat hubungan positif antara dukungan atasan yang dirasakan terhadap peningkatan kinerja dimediasi oleh identifikasi organisasi. Untuk mengetahui pengaruh dukungan atasan yang dirasakan terhadap kinerja Account Representative (AR) BPJS Ketenagakerjaan, penelitian dibagi menjadi dua studi kuantitatif. Studi pertama melihat peran mediasi identifikasi organisasi terhadap hubungan dukungan atasan yang dirasakan dan kinerja Account Representative pada 160 partisipan dengan menggunakan kuesioner. Pengolahan data studi pertama menggunakan Uji Mediasi Hayes dan Uji Korelasi Pearson. Hasil penelitian studi pertama menemukan peran identifikasi organisasi terhadap dukungan atasan yang dirasakan dan kinerja memiliki pengaruh partial mediation. Hal tersebut menunjukkan dukungan atasan yang dirasakan memiliki pengaruh signifikan terhadap kinerja karyawan meskipun tanpa mediasi identifikasi organisasi. Studi kedua dilakukan untuk melihat perubahan hubungan dukungan atasan yang dirasakan terhadap kinerja karyawan yang di mediasi oleh identifikasi organisasi dengan melakukan intervensi terhadap identifikasi organsiasi. Intervensi pendekatan identifikasi sosial digunakan untuk melihat pengaruh dukungan atasan yang dirasakan dalam meningkatkan kinerja Account Representative BPJS Ketenagakerjaan dengan melibatkan 21 partisipan. Hasil penelitian kedua menunjukkan terdapat perubahan pengetahuan pada evaluasi pembelajaran, reaksi, dan perilaku pada evaluasi intervensi. Namun hasil analisa Uji T-Test Berpasangan Wilcoxon terhadap evaluasi pembelajaran menunjukkan pendekatan identifikasi sosial tidak berdampak signifikan pada hubungan dukungan atasan yang dirasakan dan kinerja Account Representative sebelum dan sesudah intervensi.

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The latest report from BPJS Ketenagakerjaan indicates that the performance of the Account Representative has not been ideal: only 25% of Indonesia's total workforce are actively paying their premiums (BPJS Ketenagakerjaan, 2022). Kazmi and Javaid (2020) discovered a positive correlation between perceived supervisor support and performance improvement, which was mediated by organizational identification. To investigate the impact of perceived supervisor support on the performance of Account Representatives (AR) at BPJS Ketenagakerjaan, the research was divided into two quantitative studies. The first study examined the mediating role of organizational identification in the relationship between perceived supervisor support and the performance of Account Representatives, involving 160 participants who completed a questionnaire. Data from the first study was processed using Jamovi with Hayes Mediation Test and Pearson Correlation Test. The finding revealed that organizational identification partially mediated the relationship between perceived supervisor support and performance, indicating that perceived supervisor support significantly influences employee performance, even in the absence of organizational identification mediation. The second study aimed to observe the change in the relationship between perceived supervisor support and employee performance, mediated by organizational identification, following an intervention targeting organizational identification. A social identification approach intervention was implemented to assess the impact of perceived supervisor support on enhancing the performance of Account Representatives at BPJS Ketenagakerjaan, involving 21 participants. The results of the second study indicated a shift in knowledge in learning assessment, reactions, and behavior in the intervention assessment. However, the paired Wilcoxon T-Test analysis of the learning assessment suggested that the social identification approach did not have a significant impact on the relationship between perceived supervisor support and the performance of Account Representatives before and after the intervention."

"Data mengenai pelayanan kontrasepsi, khususnya tentang pelaksanaan konseling kontrasepsi oleh PPKBD (Pembantu Pembina Keluarga Berencana Desa) di Kota Padang masih belum mencerminkan informasi yang lengkap dan berkualitas, walaupun data rutin dari laporan-laporan atau studi-studi tentang pelaksanaan konseling kontrasepsi sudah cukup banyak.Oleh sebab itu dirasa penting untuk mengadakan penelitian tentang pelaksanaan konseling kontrasepsi oleh PPKBD di Kota Padang.Penelitian telah selesai dilaksanakan pada bulan Juli tahun 2002 di Kecamatan Nanggalo, Kota Padang, Sumatera Barat. Adapun jenis penelitian yang dilaksanakan adalah penelitian kualitatif dengan menggunakan metode observasi, wawancara mendalam, kuasioner, dan dokumentasi.Sebagai informan dalam penelitian ini adalah 6 PPKBD, 1 PPLKB dan 36 Ibu PUS yang berada di Kecamatan Nanggalo, Kota Padang, Sumatera Barat. Untuk mendapatkan informasi tentang pelaksanaan konseling kontrasepsi oleh PPKBD digunakan metode observasi langsung oleh penulis terhadap PPKBD. Sementara itu dilakukan juga wawancara mendalam dengan ke 6 PPKBD dan l PPLKB guna mengetahui tentang karakteristik masing-masing PPKBD. Pengisian kuesioner juga dilakukan oleh 6 PPKBD dan 36 Ibu PUS.Dari hasil penelitian dapat disimpulkan bahwa ada 5 dari 6 PPKBD yang telah mengikuti pelatihan khusus tentang KK pada tahun 1999 yang dilaksanakan oleh BKKBN Tk.II Padang. Mereka ini juga mengikuti pelatihan pada waktu Rakor Kecamatan selama 1 hari (3-4 jam) setiap 3 bulan. Selama diadakan Rakor, PPLKB juga melakukan kembali pelatihan KK guna mengingatkan kembali kepada PPKBD tentang tekhnik KK SATU TUJU tetapi di dalam kenyataannya di lapangan, pelaksanaan KK itu masih kurang memuaskan.Selama pelaksanaan KK SATU TUJU di Posyandu, peneliti menemukan hanya 2 dari 6 PPKBD yang hampir betul melakukan semua langkah-langkah KK SATU TUJU dengan benar, sesuai dengan langkah-langkah KK SATU TUJU yang sudah ditetapkan oleh BKKBN.Berdasarkan hal-hal tersebut di atas, disarankan kepada BKKBN Tk.II Padang untuk1. melakukan supervisi, evaluasi, koreksi, dan mengingatkan kembali PPKBD, tentang prosedur pelaksanaan KK SATU TUJU2. melakukan evaluasi terhadap kurikulum pelatihan (baik terhadap materi pelajaran maupun terhadap pelatihnya), dan diharapkan dapat ditambah dengan beberapa teori komunikasi dan psikologi wanita dewasa, khususnya psikologi ibu hamil, dan psikologi ibu nifas.3. melatih PPKBD agar bisa aktif dan kreatif dalam melaksanakan konseling kontrasepsi SATU TUJU dimana saja, tetapi harus selalu di dalam situasi baik, dan mengikuti prosedur yang benar.

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Implementing Contraceptive Counseling by Village Family Planning Assistant (PPKBD) At Nanggalo Sub-district, in the City of Padang, West Sumatera, 2002Data collected to add the existing information on the quality of contraceptive services, especially on the implementation of contraceptive counseling by (PPKBD) Village Family Planning Assistant in the City of Padang. Despite the fact that there have been a lot of data generated from routine reports or studies on the implementation of contraceptive counseling there is no good data. Therefore, it is important to conduct a research on the implementation of contraceptive counseling by PPKBD in the City of Padang.This evaluation research was completed in July, 2002 at Nanggalo Sub-district. in the City of Padang, West Sumatera. The design of the study was qualitative study using observation, in-depth interview, short questionnaire, and documentation.The sources of information for this research were 6 PPKBD, l PPLKB (Family Planning Field Supervisor) and 36 WUS Women of Reproductive Age (WRA) at Nanggalo Sub-district, the City of Padang, West Sumatera.The method of direct observation was used to collect information on the implementation of contraceptive counseling by PPKBD. Meanwhile, in-depth interviews with 6 PPKBD and 1 PPLKB were used to collect information on the characteristics of the informant. The questionnaires were filled in by 6 PPKBD and 36 WRA.From this research, it can be concluded that 5 from 6 PPKBD have participated in the contraceptive counseling training held by the City of Padang's BKKBN in 1999. They also attended a one day (3-4 hours) Sub-district Coordinating Meeting (Rakor) held every 3 months. During the Rakor, the PPLKB also provided training to PPKBD to remind of the counseling contraceptive techniques, but the implementation of contraceptive counseling in the fields was still unsatisfactory.During the contraceptive counseling at Posyandu, the researcher was found the almost correct implemented the "GATHER" procedure for counseling SATU TUJU only 2 from 6 PPKBDs.Based on the above results the following recommendations were made to the City of Padang's BKKBN to perform the following:1. To evaluate and correct the implementation of the existing the "GATHER" procedure.2. To evaluate the training curriculum (e.g. subject and trainer qualification) and its supervision mechanism, add communication theories and adult woman psychology, in the Antenatal and Postnatal Psychology courses.3. To provide training to the PPKBD to be more active and creative in implementing the "GATHER" approach regardless of the physical environment complying with the correct "GATHER" procedure."

"ABSTRACTThe study of the relationships between superiors and their subordinates of several companies in Jakarta started with our impression that there exists a need on the part of seine executives, managers and heads of work units in these companies to actualize a form of cooperation which they call 'participative management' or 'participative style of leadership?. Frequently the people who have managerial positions like those mentioned above state that they have difficulties in carrying out what they usually call 'participative management system' or 'participative style of leadership' in the companies where they are employed. They discuss the difficulties which they have in motivating their subordinates to participate in the decision making process and the solution of problems in everyday work. However, we are not primarily interested in the people in the very lowest echelons of the organization, but our interest is specifically focused on the people in the second and the third levels of the organization. The workers in the second layer from the bottom, the so-called 'first line supervisors', will in this study be called 'subordinates', and their immediate superiors will be called 'superiors'.Our motive for scrutinizing the relations between the first-line supervisors, or the subordinates, and their immediate super-visor or the second-line supervisors, the superiors in this study, will be dealt with in the chapter on sampling. Based on their work experience, the superiors often express the troubles they have in understanding their subordinates. They want to have subordinates who are more active in carrying out -their daily tasks, more independent in solving the problems faced in daily work situations, and more active in the process of decision making on matters concerning their daily jobs.They expect their subordinates to show more courage in putting forward new ideas, constructive thoughts, suggestions to increase working efficiency and to improve interpersonal relations, increase production quantitatively as well as qualitatively. They notice that their subordinates act as if they were afraid to express their opinion in an outspoken manner, produce reports of mediocre quality. And, if there are problems which, according to the superior, could be solved at the subordinate level, they are more often than not, referred to the superiors. In short, subordinates appear to be more at ease when they are directed in how to carry out their work and how to solve problems. On the other hand, when the superior makes a decision directly concerning the task of the subordinates, no subordinate will feel happy with it. They will feel as if they were not being taken into consideration, not infrequently they would feel bypassed. They feel that their opinion is not heeded and they will consider their superior authoritarian. When questioned, however, before the superior reached a solution, they will hesitate to put forward a solution and often will state that they prefer to leave the solution to the superior, and they themselves desire only to carry out the steps to the final solution as instructed by the superior."

"Informasi rekam medis seseorang merupakan salah satu faktor yang menentukan kualitas pelayanan yang diberikan oleh pusat pelayanan kesehatan kepada pasiennya, oleh sebab itu informasi rekam medis ini harus selalu ada ketika dibutuhkan [PerMen89]. Smart card merupakan suatu teknologi kartu yang di dalamnya terdapat sebuah chip komputer. Smart card dapat diprogram untuk menciptakan berbagai macam aplikasi dan sebagai tempat penyimpanan data. Salah satu jenis smart card adalah java card yang merupakan pemrograman berbasis java. Tugas akhir ini bertujuan untuk memberikan gambaran umum tentang rancang bangun untuk mengimplementasikan suatu aplikasi java card yang terintegrasi dengan sistem database rumah sakit sehingga dapat dikembangkan menjadi aplikasi yang diterapkan menjadi layanan kartu akses smart card kesehatan. Program aplikasi java card yang terintegrasi dengan sistem database rumah sakit ini terdiri dari empat aplikasi host yaitu aplikasi rumah sakit sebagai administrator dan supervisor, apilikasi dokter, aplikasi pasien, dan aplikasi bagian keuangan serta applet pada kartu. Program aplikasi ini dimodifikasi dan disimulasikan menggunakan simulator Java Card Workstation Development Environment (JCWDE) untuk dilakukan analisa dan pengujian. Hasil dari tugas akhir ini berupa rancangan suatu sistem kartu akses smart card kesehatan yang dapat memenuhi peraturan kesehatan Indonesia, menjamin keamanan dan kerahasiaan data, mempercepat dan meningkatkan pelayanan kesehatan, serta dapat digunakan oleh berbagai perangkat lunak aplikasi smart card kesehatan (interoperability). Tugas akhir ini berhasil mensimulasikan suatu applet java card dengan platform java card yang berinteraksi dengan suatu program host dengan platform Microsoft Windows XP.

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Information about a patient?s medical history is one of the main factor that determine the quality of service of a health service center, such that information must be available any time needed [ministry degree no. 89].

Smart card is a technology card that incorporate a computer chip in a card. Smart card can be programmed to produce many applications and can be used to store the data. One kind of smart card is java card which is based on java technology.

This final project has the purpose to give general explanation about the design, contruction and implementation of an application in java card which is integrated with the hospital?s database system for accessing health services using medical smart card.

The application program which is integrated with the hospital's database system consists of four host application programs host which consist of function such as administrator and supervisor, doctor application, patient application, financial application and applet in card, which is modified by this application program and simulated using Java Card Workstation Development Environment (JCWDE) for analysis and testing.

The result of this final project is to design an access card for smart card health system which can comply with health regulation in Indonesia, assuring security and confidentiality of data, and can be speed up and improve health services, and can be used to any software application for health smart card (interoperability).

This final project successfully simulate a java card applet on a java card platform which can interact with a host program running on Microsoft Windows XP SP 2 platform."