Hasil Pencarian  ::  Simpan CSV :: Kembali

Abstrak :
[Merumuskan Learning Organization Melalui Analisis Budaya Keselamatan Pasien Dan Budaya Organisasi Di RS.Masmitra Langkah awal membangun keselamatan pasien adalah melakukan penilaian terhadap budaya keselamatan pasien yang mana diperlukan pengkajian budaya organisasi sebagai panduan dalam menerapkan keselamatan pasien. Penelitian deskriptif dengan metode kuantitatif potong lintang dilanjutkan metode kualitatif ini bertujuan mengukur budaya keselamatan pasien, mengidentifikasi profil budaya organisasi dan merumuskan learning organization untuk membangun keselamatan pasien di RS.Masmitra. Budaya Hierarchy didapati sebagai budaya organisasi yang dominan saat ini di RS.Masmitra yang membutuhkan manajemen pengetahuan dalam upaya transformasi budaya keselamatan pasien. Hal ini sejalan dengan hasil penelitian budaya keselamatan pasien yang menyatakan dimensi pembelajaran organisasi dan perbaikan berkelanjutan merupakan budaya terlemah di RS.Masmitra. Oleh karena itu, perumusan learning organization sangatlah tepat untuk membangun keselamatan pasien di RS.Masmitra. ...... Formulating Learning Organization Through Analysis of Patient Safety Culture and Organizational Culture In Masmitra Hospital The initial step to build patient safety is by conducting assessment to the existing patient safety culture where assessment of organizational culture shall become guidance in patient safety implementation. Descriptive study with cross-sectional quantitative method followed by qualitative method aims to measure patient safety culture, identify organizational culture profile and formulates learning organization to develop patient safety in Masmitra hospital. Hierarchy culture has been found as the dominant organizational culture exists in Masmitra hospital which requires knowledge management in an effort to transform the culture of patient safety. This is in line with the research result which explains dimensions of organizational learning and continuous improvement is the weakest culture in Masmitra hospital. Therefore, formulation of a learning organization is appropriate to develop patient safety in Masmitra hospital.;Formulating Learning Organization Through Analysis of Patient Safety Culture and Organizational Culture In Masmitra Hospital The initial step to build patient safety is by conducting assessment to the existing patient safety culture where assessment of organizational culture shall become guidance in patient safety implementation. Descriptive study with cross-sectional quantitative method followed by qualitative method aims to measure patient safety culture, identify organizational culture profile and formulates learning organization to develop patient safety in Masmitra hospital. Hierarchy culture has been found as the dominant organizational culture exists in Masmitra hospital which requires knowledge management in an effort to transform the culture of patient safety. This is in line with the research result which explains dimensions of organizational learning and continuous improvement is the weakest culture in Masmitra hospital. Therefore, formulation of a learning organization is appropriate to develop patient safety in Masmitra hospital.;Formulating Learning Organization Through Analysis of Patient Safety Culture and Organizational Culture In Masmitra Hospital The initial step to build patient safety is by conducting assessment to the existing patient safety culture where assessment of organizational culture shall become guidance in patient safety implementation. Descriptive study with cross-sectional quantitative method followed by qualitative method aims to measure patient safety culture, identify organizational culture profile and formulates learning organization to develop patient safety in Masmitra hospital. Hierarchy culture has been found as the dominant organizational culture exists in Masmitra hospital which requires knowledge management in an effort to transform the culture of patient safety. This is in line with the research result which explains dimensions of organizational learning and continuous improvement is the weakest culture in Masmitra hospital. Therefore, formulation of a learning organization is appropriate to develop patient safety in Masmitra hospital.;Formulating Learning Organization Through Analysis of Patient Safety Culture and Organizational Culture In Masmitra Hospital The initial step to build patient safety is by conducting assessment to the existing patient safety culture where assessment of organizational culture shall become guidance in patient safety implementation. Descriptive study with cross-sectional quantitative method followed by qualitative method aims to measure patient safety culture, identify organizational culture profile and formulates learning organization to develop patient safety in Masmitra hospital. Hierarchy culture has been found as the dominant organizational culture exists in Masmitra hospital which requires knowledge management in an effort to transform the culture of patient safety. This is in line with the research result which explains dimensions of organizational learning and continuous improvement is the weakest culture in Masmitra hospital. Therefore, formulation of a learning organization is appropriate to develop patient safety in Masmitra hospital., Formulating Learning Organization Through Analysis of Patient Safety Culture and Organizational Culture In Masmitra Hospital The initial step to build patient safety is by conducting assessment to the existing patient safety culture where assessment of organizational culture shall become guidance in patient safety implementation. Descriptive study with cross-sectional quantitative method followed by qualitative method aims to measure patient safety culture, identify organizational culture profile and formulates learning organization to develop patient safety in Masmitra hospital. Hierarchy culture has been found as the dominant organizational culture exists in Masmitra hospital which requires knowledge management in an effort to transform the culture of patient safety. This is in line with the research result which explains dimensions of organizational learning and continuous improvement is the weakest culture in Masmitra hospital. Therefore, formulation of a learning organization is appropriate to develop patient safety in Masmitra hospital.]

Abstrak :
RS Orthopedi Siaga Raya sedang berusaha untuk mengoptimalkan kinerja personel dalam upaya peningkatan kinerja rumah sakit secara keseluruhan. Pimpinan rumah sakit merasakan perlunya pengembangan budaya organisasi dalam rangka mengoptimalkan kinerja personel. Penelitian ini dilakukan untuk mengidentifikasi budaya organisasi yang ada serta hubungannya terhadap kinerja personel di RS Orthopedi Siaga Raya. Penelitian dilakukan dengan pendekatan kuantitatif serta didukung dengan wawancara mendalam. Penelitian ini dilakukan dengan menyebarkan kuesioner dimana sampel penelitian ini adalah seluruh personel yang bekerja di RS Orthopedi Siaga Raya yaitu sejumlah 187 orang. Dari seluruh kuesioner yang dibagikan didapatkan respon dari 100 personel. Hasil penilaian kinerja personel didapatkan aspek kuantitas kerja, ketepatan waktu, serta efektivitas kerja masih belum optimal. Hasil penilaian budaya organisasi didapatkan budaya organisasi di RS Orthopedi Siaga Raya mengarah ke budaya klan. Hasil penelitian mengenai hubungan budaya organisasi dengan kinerja personel diperoleh nilai Sig. (0,000) < 0,05 yaitu terdapat hubungan signifikan budaya organisasi terhadap kinerja personel nilai koefesien korelasi yang diperoleh sebesar 0,569 dimana budaya organisasi memberikan hubungan positif terhadap kinerja personel di RS Orthopedi Siaga Raya. ......RS Orthopedi Siaga Raya is striving to optimize the performance of the hospital, particularly its personnel. The hospital management recognizes the need for developing an organizational culture to enhance the performance of its personnel. This study aims to identify the existing organizational culture and its relationship to employee performance in RS Orthopedi Siaga Raya. The research adopts a quantitative approach and is supported by in-depth interviews. A questionnaire was distributed to the entire of employees working in RS Orthopedi Siaga Raya, totaling 187 individuals. From all the questionnaires distributed, responses were obtained from 100 personnel. The assessment of personnel performance revealed that aspects of work quantity, timeliness, and work effectiveness are still suboptimal. The assessment results of organizational culture revealed that the organizational culture at RS Orthopedi Siaga Raya is oriented towards a clan culture. The research findings regarding the relationship between organizational culture and personnel performance obtained a significance value (Sig.) of (0.000) < 0.05, indicating a significant relationship between organizational culture and personnel performance with a correlation coefficient of 0.569. This indicates that organizational culture has a positive influence on personnel performance at RS Orthopedi Siaga Raya.