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Abstrak :
Komitmen organisasi adalah perasaan dan sikap karyawan terhadap segala sesuatu yang berkaitan dengan organisasi. Program retensi adalah kegiatan untuk maintenance dan meningkatkan kondisi fisik, mental, dan loyalitas karyawan agar tetap mau bekerjasama sampai masa pensiun. Tujuan penelitian ini adalah melihat hubungan Program Retensi dengan komitmen perawat pelaksana di Rumah Sakit Anak dan Bunda Harapan Kita. Desain penelitian kuantitatif dengan rancangan penelitian crosectional dengan sampel 105 perawat. Instrumen adalah kuesioner. Hasil penelitian program retensi yang berhubungan bermakna dengan komitmen organisasi perawat pelaksana komunikasi (p=0.031), insentif (p=0,000), seleksi dan orientasi (p=0,000), jenjang karir (p=0,043) Penelitian ini menunjukkan seleksi dan orientasi merupakan faktor yang dominan berhubungan dengan komitmen organisasi (p=0,005) Commitment of nursing organiztation is all employees? feelings and attitude toward everything associated with the organization and work. The purpose of this research was to determine the relationship between retention program with commitmen of nursing organization at Harapan Kita Maternity and Children Hospital. The design used in this study was descriptive cross-sectional with a sample of 105 nurses. and used questinaire as the relationship with commitment of nursing organization are communication (p=0,031); incentive (p=0,000); selection and orientation (p=0,000); and career path (p=0,043); while the prosperity, schedule flexibility, that selection and orientatation was the most dominat factor associated with organitational commitmen (p=0,005), the implementation of competency-based remuneration.

Abstrak :
Iklim organisasi di antaranya dipengaruhi oleh empowerment. Tujuan penelitian cross sectional ini untuk mengetahui hubungan struktur empowerment dengan iklim organisasi perawat pelaksana di RSBY. Hasil penelitian pada 101 perawat pelaksana (total sampling) menggunakan dua instrumen (OCQ dan CWEQ-II) menunjukkan mayoritas perawat mempersepsikan struktur empowerment cenderung rendah sedangkan iklim organisasi cenderung baik. Uji Chi Square membuktikan struktur empowerment (kesempatan, informasi, dukungan, sumber daya, kekuatan formal, kekuatan informal) berhubungan dengan iklim organisasi (p=0,000-0,031;α=0,05). Faktor yang paling berpengaruh pada iklim organisasi dalam penelitian ini adalah dimensi kekuatan informal, sehingga perlu ditingkatkan di RSBY. Perawat perlu memiliki empowerment leadership skill untuk menciptakan iklim organisasi yang baik. ......Organizational climate is affected by empowerment. This cross sectional research aimed to investigate the relationship between structural empowerment and organizational climate of nurses in RSBY. Analysis on the data collected from 101 nurses employing two tools (OCQ and CWEQ-II) showed that majority of the nurses perceived that the structural empowerment tended to be low while the organizational climate was already in a good condition. Statistical tests using Chi Square showed a relationship between structural empowerment (opportunity, information, support, resource, formal power, informal power) and organizational climate (p=0,000-0,03;α=0,05). Moreover, the most influential factor on the organizational climate was the dimension of the informal power, therefore, this factor should be strengthened in RSBY. It is suggested that nurses are expected to have empowerment leadership skill to enhance the organizational climate.

Abstrak :
Latar Belakang : Occupational Fatigue Exhaustion Recovery OFER sebagai instrumen penilaian kelelahan pada pekerja selain bisa mendapatkan tingkat kelelahan kronis, kelelahan akut juga dapat menilai kecukupan intershift recovery dan banyak dipergunakan secara luas di berbagai negara, akan tetapi belum ada dalam versi Bahasa Indonesia. Penelitian ini bertujuan untuk mendapatkan OFER15 versi Bahasa Indonesia yang valid dan reliabel. Metode Penelitian : Adaptasi OFER15 versi aslinya menggunakan metode 10 langkah dari ISPOR International Society for Pharmacoeconomics and Outcomes Research diikuti dengan uji validitas butir dan faktor serta uji reliabilitas. Pengujian dilakukan terhadap 172 pekerja baik itu dengan sistem shift maupunnonshift pada IndustriManufacturedi PT X di Jakarta. Hasil Penelitian : Hasil dari ISPOR pada penelitian ini terjadi beberapa penyesuaian bahasa dan idioms. Keseluruhan 15 butir OFER15 versi Bahasa Indonesia dinyatakan valid r = 0.496-0.649 . Hasil Analisis Faktor Eksploratori mengidentifikasi struktur tiga faktor yang signifikan yang memiliki kompatibilitas yang dapat diterima untuk model kuesioner OFER-15 asli. Nilai Alpha Cronbach OFER15 versi Bahasa Indonesia adalah 0.82 pada Subskala Kelelahan Kronis , 0.88 pada Subskala Kelelahan Akut dan 0.82 pada Subskala Intershift Recovery.Didapatkan hasil tes-retest dengan nilai Intra-Class Correlation> 0.8 pada setiap subskala. Hasil penelitian di PT X dari 172 pekerja didapatkan 91 orang mengalami kelelahan kronis, 33 nya kekurangan waktu pemulihan kerja, 68 orang mengalami kelelahan akut, 34 nya kekurangan waktu pemulihan kerja, dan 13 orang 8 tidak mengalami kelelahan akibat kerja. Kesimpulan : OFER15 versi Bahasa Indonesia ini memiliki validitas, reliabilitas dan stabilitas internal baik, sebagai instrumen yang dapat dipergunakan untuk menilai kelelahan umum akibat kerja pada populasi pekerja di Indonesia. ...... Background : Occupational Fatigue Exhaustion Recovery OFER is an instrument for general fatigue assessment in workers, whether chronic fatigue, acute fatigue and adequacy of intershift recovery and has widely been used in many countries, however there hasn rsquo t been Indonesian version. This research aims at obtaining a valid and reliable OFER15 Indonesian version. Methods : Adaptation of the original version of OFER15 using the 10 step methods of ISPOR International Society for Pharmacoeconomics and Outcomes Research followed by a validity test of items and factors as well as a reliability test. The test was conducted toward 172 employees either in shift or non shift systems in a ManufacturingIndustry at PT X in Jakarta. Results : The result of ISPOR in this research, there were some adjustment of idioms in Indonesia Language. All of 15 items the OFER15 questionnaire Indonesian version were all valid r 0.496 0.649. The results of Exploratory Factors Analysis identified a significant three factor structure that had an acceptable compatibility to the model of original OFER15 questionnaire. The Alpha Cronbach of OFER15 Indonesian version is 0.82 for the Chronic Fatigue Subscale, 0.88 for the Acute Fatigue Subscale and 0.82 for the Intershift Recovery Subscale. In the reliability test, the score of Intra Class Correlationis 0.8. The results of applying this instrument to 172 workers of this company, identified 91 workers suffered chronic fatigue among them 33 had inadequate intershift recovery, 68 workers suffered acute fatigue among them 34 had inadequate intershift recovery and 13 workers 8 did not experience fatigue due to work. Conclusion : The OFER15 Indonesian version is valid, reliabel and has good internal stability. This instrument can be used to assess general fatigue due to work among Indonesian workers.

Abstrak :
Rumah sakit sebagai tempat bekerja yang memiliki risiko tinggi terhadap keselamatan dan kesehatan sumber daya manusia rumah sakit sehingga kesehatan pegawai rumah sakit perlu menjadi perhatian. Dengan terbitnya Peraturan Menteri Kesehatan Nomor 66 Tahun 2016 tentang Keselamatan dan Kesehatan Kerja Rumah Sakit maka RSUD R. Syamsudin, SH. Kota Sukabumi telah mengimplementasikan kebijakan kesehatan kerja untuk pegawai rumah sakit dengan diterbitkannya Keputusan Direktur Nomor 88 Tahun 2017 tentang Panduan Pelayanan Kesehatan Kerja di RSUD R. Syamsudin,SH dan menyelenggarakan kegiatan yang bersifat promotif, preventif, kuratif dan rehabilitatif untuk pegawai rumah sakit. Penelitian ini bertujuan untuk memperoleh informasi mendalam mengenai Analisis Implementasi Kebijakan terkait Kesehatan Kerja Pegawai di RSUD R. Syamsudin, SH. Kota Sukabumi Tahun 2018. Penelitian ini menggunakan metode kualitatif dengan pendekatan Rapid Assesment Procedure RAP, pengumpulan data dengan melalui wawancara mendalam, observasi dan telaah dokumen. Penelitian ini menggunakan kerangka teori dari Van Meter dan Van Horn yang terdiri dari enam variabel yaitu standar dan tujuan kebijakan, sumber daya, karakterikstik badan pelaksana, komunikasi antar organisasi, disposisi pelaksana dan dukungan lingkungan sosial ekonomi dan politik. Pada penelitian ini diperoleh hasil bahwa terdapat beberapa kendala berdasarkan enam variabel dari teori van meter dan van horn sehingga implementasi kebijakan kesehatan kerja pegawai di RSUD R. Syamsudin, SH. KotaSukabumi belum optimal dilaksanakan. Beberapa saran direkomendasikan pada penelitian ini antara lain melakukan sosialisasi dan monitoring evaluasi secara berkala terhadap implementasi kebijakan kesehatan kerja pegawai di rumah sakit, pemerintah daerah mengalokasikan anggaran khusus untuk kesehatan kerja pegawai, serta membuat mekanisme atau SOP terkait implementasi kebijakan kesehatan kerja untuk pegawairumah sakit. ...... Hospitals as workplaces that have a high risk to the safety and health of hospital human resources so that the health of hospital employees need to be a concern. With the issuance of Regulation of the Minister of Health No. 66 of 2016 on Occupational Health and Safety of Hospitals, RSUD R. Syamsudin, SH. Kota Sukabumi has implemented awork health policy for hospital staff with the issuance of Director Decree No. 88 of2017 on Health Service Guidelines at RSUD R. Syamsudin, SH and conducting promotive, preventive, curative and rehabilitative activities for hospital staff. This study aims to obtain in depth information on Policy Implementation related to Occupational Health of Employees in RSUD R. Syamsudin, SH. City of Sukabumi Year 2018. This research uses qualitative method with approach Rapid Assessment Procedure RAP, data collecting by in depth interview, observation and document review. This study usesthe theoretical framework of Van Meter and Van Horn which consists of six variables, namely standard and policy objectives, resources, executing agency characteristics, inter organizational communication, implementing disposition and support of socioeconomic and political environment. In this research, there are some obstacles based onsix variables from van meter and van horn theory so that the implementation ofemployee health policy in RSUD R. Syamsudin, SH. The city of Sukabumi has not been optimally implemented. Suggestions recommended in this study include socializing andmonitoring periodic evaluations of the implementation of health policy of employees inthe hospital, local governments allocate special budgets for occupational health toworker, as well as establishing relevant mechanisms or SOPs implementation ofoccupational health policy for hospital staff.

Abstrak :
ABSTRAK
Ruang operasi merupakan salah satu sarana kesehatan yang krusial karena menjadi tempat pertolongan yang memerlukan penanganan penyakit yang lebih serius. Ketika membuat perancangan ruang operasi, kondisi udara yang akan terjadi harus diperhatikan agar ketika ruang nanti digunakan sistem ruang bersih pada ruang operasi ini bisa berfungsi dengan baik sehingga menyokong kegiatan medis yang sedang berlangsung di dalamnya. Perancang dapat mengecek kesesuaian ruang rancangan dengan standar yang telah ada dengan menggunakan perangkat lunak simulasi perancangan. Dengan adanya hasil uji simulasi ini, dapat diketahui kelayakan rancangan untuk membangun ruang operasi yang sesuai standardisasi. Hasil dari perhitungan data dan simulasi program menunjukkan nilai Pergantian Udara per Jam Air Change Hour, ACH sebesar 17, temperatur 220C, dan kecepatan udara 0,1 m/s. nilai ini sudah sesuai standar sehingga desain pada ruang Operating Theatre ini sudah layak untuk dibangun, tidak memerlukan perubahan dalam struktur bangunan maupun sistem tata udaranya.

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ABSTRACT
This study aimed to determine whether Operating room is one of health facilities that has crucial role since it used to give medical help for some worse sickness and need further handling. When the operating room is being designed, there must be a concerned for the air condition that would be applied by the system in order that the cleanroom system at the operating room could be useful thus support the activity inside. Engineer could check compatibility between the recent design and the design simulation with a software. From the result of the design simulation, properness of the design to build an operating room could be known. The results of the data calculations and the program simulations show the value of Air Change Hour ACH is 17, the temperature of 220C, and the air velocity of 0.1 m s. This value is in accordance with the standard so that the design in the space Operating Theater is already feasible to be built, does not require changes in the structure of the building and its air system.

Abstrak :
"Thoroughly prepare for the rapidly evolving world of nursing with Contemporary Nursing: Issues, Trends, &​ Management, 7th Edition. Expert authors Barbara Cherry and Susan Jacob combine their own expertise from both academics and practice as they cover the relevant issues affecting today?s nurses. In 28 chapters, including a new chapter on palliative care, this comprehensive new edition takes readers through the evolution of nursing, the role of the nurse today, safe and effective decision-making, collaboration and communication, leadership, job opportunities, and a number of timely issues affecting healthcare and nursing practice today"--Publisher's website.

Abstrak :
Summary: The second edition of this one-of-a-kind textbook focuses on achieving two goals: translating evidence into nursing and health care that meet the DNP core competency requirements; and presenting a practical resource for other health professionals to translate evidence into projects designed to improve health care and health care delivery.

Abstrak :
Our second book, Retention and Productivity Strategies for Nurse Managers, focused on leadership skills necessary for managers to decrease attrition and increase productivity. This book was directed at the nurse-manager rather than the student.