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"The objective of this research was to examine The Relationship Between the Ability to Manage Stress and Nursing Perfomance at the Metropolitan Medical Center Hospital ward in Jakarta. Hypothesis proposed in this research was "The better a nurse managed stress, the better she showed her nursing performance". The research methodologgy was a descriptive correction by using a cross-sectional design. The population of this research was the 168 person nursing at the Metropolitan Medical Center Hospital ward in Jakarta The sample consisted of 130 persons in accord with the fonnula used. The instruments of this research Oonsisted of three parts which arranged in the type of questionnaires. The validity of the instruments were determined in tenns of construct and face validity, as well as item analysis. The reability of the instruments were esablished by using the Alpha Cronbach technique, 0,8802 for ability to manage stress variable and 0,8866 for nursing, perfomiarice variable (p value = 0,000)."

"Dalam menghadapi perkembangan dan persaingan bebas khususnya dibidang perumahsakitan, rumah sakit pemerintah menghadapi kendala dibidang program menjaga mutu. Karena itu rumah sakit perlu mengetahui sampai sejauh mana pelayanan yang diberikan dianggap memenulu standar yang telah ditetapkan.Penelitian ini bertujuan untuk memperoleh infomasi tentang bagaimana hubungan pelaksanaan akreditasi rumah sakit dengan kinerja perawat.Penelitian ini menggunakan rancangan studi kasus dengan analisis data kuantitatif di 4 rawat inap RSUD Koja Jakarta. Hasil penelitian didapatkan dengan studi kasus terhadap SOP dan SAK yang tersedia di rawat inap, rekam medik pasien, serta menggunakan kuesioner kepada pasien dan wawancara mendalam kepada perawat dan mulai kepala seksi, kepala instalasi rawat inap, kepala ruangan dan pelaksana perawatan rawat inap.Penelitian ini menghasilkan ada perubahan yang bermakna penerapan standar asuhan keperawatan antara sebelum dan sesudah akreditasi. Tetapi tidak disertai perubahan yang bermakna pada persepsi pasien terhadap mutu asuhan keperawatan.

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To face the growth and free competition particularly in hospital, state hospital is challenged by the quality assurance obstacle such as nursing quality assurance.

Hence hospital need to understand, the quality of services its which have been achieve compared with standards.

The study aimed finding information about the relationship between hospital accreditation with nursing performance.

The research method employed case study with quantitative approach in the 4 wards. The data completeness of each case was cheeked based of fulfillment of Standards Operational Procedure, Nursing Care Standards and Patient Medical Records. Questionnaire were administered to patient as well as in-depth interview with several level nurses.

The result of this study showed that there were significant differences in implementation of nursing care standards before and after accreditation. However patient perception towards nursing .care quality did not show significant improvement."

"ABSTRAKInsentif merupakan salah satu hal yang penting dalam meningkatkanproduktivitas kerja karyawan. Masalah besaran, keadilan, memenuhi kebutuhandan ketepatan waktu dalam pembagian insentif masih menjadi masalah dan seringdiabaikan oleh pimpinan sebuah organisasi, hal ini akan nmenimbulkan kinerjayang buruk dari karyawan. Penelitian ini bertujuan untuk mengetahui hubunganantara insentif dengan kinerja berdasarkan indikator kualitas kerja dankedisiplinan di ruang rawat inap RSUD Lakipadada tahun 2011. Penelitian iniadalah penelitian kuantitatif dengan desain cross sectional kepada perawat denganbesar sampel 105 orang. Pengumpulan data dilakukan dengan menyebarkankuesioner dan melakukan observasi langsung. Analisis dilakukan secara univariatdan bivariat menggunakan uji statistik Chi Square. Hasil penelitian menunjukkaninsentif berdasarkan besaran dilihat dari tambahan penghasilan 63,8% respondenmendapat Rp 200.000/bulan serta jasa pelayanan 33,3% responden mendapatantara Rp 100.000-Rp 300.000/bulan. Insentif berdasarkan keadilan dalampembagiannya terhadap karyawan tergolong belum adil (49,5 %), berdasarkanmemenuhi kebutuhan tergolong belum memenuhi kebutuhan (47,6 %) danberdasarkan ketepatan waktu sudah tepat waktu (61,0 %). Terdapat hubunganantara besaran insentif baik tambahan penghasilan dan jasa pelayanan dengankedisiplinan perawat. sebagai saran untuk RSUD Lakipadada agar lebihmemperlebihkan pemberian insentif dari segi besaran dan keadilan dengan tidakmengabaikan indikator lainnya karena hal tersebut sangat berpengaruh terhadapkinerja perawat.

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ABSTRACTIncentive is one of important thing in improving productivity ofemployee?s working. Regarding to magnitude, fairness, fulfillment of need, andtimely of given incentive are still becoming problem and often ignored byleadership of an organization, it will cause poor performance of employee. Thisstudy aims to find out relationship between incentive and performance based onindicator of working quality and discipline in inpatient unit of RSUD lakipadadayear 2011. It is a quantitative research using cross sectional design to nurses withamount of samples are 105 people. Data was collected by giving a questionnaireand carrying out direct observation, and analyzed by univariate and bivariateanalysis using Chi Square Test. Study result shows that incentive based on:magnitude noted from additional income 63,8% respondents receivedRp.200.000/month and services 33,3% respondents received between Rp.100.00-Rp 300.000/month. Fairness in distribusion to employee is unfairness (49,5%),fulfillment of need does not fulfill (47,6%) and timely has been accurate (61,0%).There are relationship between magnitude of incentive and discipline of nurse andfairness and working quality of nurse. Suggestion to RSUD Lakipadada is toincrease an incentive giving in the side of magnitude and fairness by not ignoringanother indicators because it highly influences nursing performance.;"

"Dalam sebuah organisasi terdapat iklim organisasi yang terbentuk dari persepsi pekerja terhadap kebijakan, dukungan, kejelasan organisasi, penghargaan dan tanggung jawab. Iklim organisasi selanjutnya akan menciptakan iklim kerja yang dapat mempemgaruhi pekerja dalam tiga hal yaitu : motivasi, kinerja dan kepuasan kerja pekerja.Penelitian ini merupakan penelitian dengan disain deskriptif korelasional yang bertujuan untuk menguji hubungan antara iklim kerja dan karakteristik indidividu dengan kinerja perawat pelaksana di ruang rawat map RSUP H. Adam Malik. Penelitian menggunakan total populasi yang telah memenuhi kriteria inklusi, yaitu sebanyak 157 perawat pelaksana yang bertugas di ruang rawat inap RSUP H. Adam Malik. Kuesioner yang berhasil terkumpul sebanyak 141 responden/perawat. Instrumen yang digunakan adalah iklim kerja dan kinerja perawat yang telah dimodifikasi dan disesuaikan dengan kebutuhan penelitian. Uji validitas dan reliabilitas untuk instrumen iklim kerja nilai alpha = 0,8923 dan untuk instrumen kinerja nilai alpha = 0,9505.Hasil penelitian ini menunjukkan ada 3 variabel yang berhubungan dengan kinerja perawat yaitu : kejelasan visi misi dan tujuan pelayanan keperawatan, tanggung jawab perawat dan umur responden di ruang rawat map RSUP H. Adam Malik. Perawat yang mempersepsikan kejelasan visi misi dan tujuan pelayanan keperawatan baik mempunyai kinerja baik 5,8 kali dibanding perawat yang mempersepsikan kejelasan visi misi dan tujuan pelayanan keperawatan kurang. Demikian juga dengan perawat yang mempersepsikan tanggung jawab perawat baik berpeluang mempunyai kinerja baik 3,9 kali dibanding perawat yang mempersepsikan tanggung jawab kurang. Sedangkan perawat yang berumur 35 tahun berpeluang mempunyai kinerja baik 2,6 kali dibanding perawat yang berumur < 35 tahun. Dengan demikian variabel yang paling dominan berhubungan dengan kinerja adalah kejelasan visi misi dan tujuan pelayanan keperawatan ( p value = 0,001; OR = 5,793 ).Peneliti menyimpulkan bahwa perlunya keterlibatan perawat dengan pimpinan rumah sakit dalam menyusun rencana strategi khususnya pelayanan keperawatan yang nantinya akan merumuskan visi misi dan tujuan pelayanan keperawatan terkait yang akan melahirkan kebijakan, peraturan, standar keperawatan. Perlunya kejelasan tanggung jawab yang meliputi uraian tugas, pendelegasian tugas yang sesuai dengan kemampuan perawat, otonomi yang jelas dan adanya kewenangan dalam pengambilan keputusan secara mandiri dalam memberikan asuhan keperawatan. Usia perawat pelaksana yang lebih banyak pada kelompok usia produktif, merupakan potemsi bagi pengembangan dan pemberdayaan SDM keperawatan di RSUP H. Adam Malik.

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Organizational climate is formed from the staff's perception upon policy, support, organization's clarity, reward and responsibility. In turn it will create a working climate influencing the staff within 3 aspects: motivation, performance and job satisfaction.

The research was descriptive was correlation with cross-sectional design that aimed to examine the relationships between work climate and individual characteristics with nursing performance of the nurses working inpatient wards of H. Adam Malik Hospital. The research used total population which has fulfilled inclusion criteria were 157 nurses inpatient wards of H. Adam Malik Hospital. The questioners that have been collected were 141. The instruments applied to this study was modified an instrument. The validity and reliability test of the work climate instrument was a = 0,8923 and the nursing performance was a = 0,9505.

The study found that there were 3 correlated variables which related to nursing performance namely the vision and mission clarity and the nursing service objectives, nurses who perceived good to the vision and mission clarity and nursing service objectives had good performance 5,8 times compared to the nurses who perceived less to the vision and mission clarity and nursing service objectives. The nurses who perceived good nurses responsibility had odds ratio for good performance 3, 9 times compared to nurses who perceived less to the nurses? responsibility. The nurses at age 35 year old who had good performance 2,6 times compared to nurses at age < 35 year old. Therefore the dominant variables that correlated with performance was the vision and mission clarity (p value = 0,001; OR =-5,793).

The results of this study concluded that lead to the policy, rules, and nursing standards. The study also suggested the importance of the clarity of the responsibilities which covered job descriptions, delegations accord to the staff capabilities, the clarity of autonomy and authority in making decisions of nursing care independently. The big number of productive age of nursing staff was considerably potential to the improvement and empowerment to the nursing human resources at H. Adam Malik Hospital."

"Instrumen penilaian kinerja perawat merupakan suatu perangkat manajerial untuk mengetahui tingkat pencapaian kinerja perawat dalam melayani pasien. Kebutuhan terhadap instrumen penilaian kinerja perawat sangat panting, mengingat besarnya jumlah dan peran mereka dalam pelayanan rumah sakit. Instrumen penilaian kinerja perawat dirumah sakit Qadr belum spesifik untuk menilai kinerja perawat berdasarkan uraian tugasnya, sehingga perlu dlakukan pengembangan instrumen penilaian kinerja perawat ruang rawat inap.Penelitian ini bertujuan untuk mengetahui rancangan instrumen penilaian kinerja perawat ruang rawat inap yang memiliki kriteria : berhubungan dengan pekerjaan, praktis, memilki ukuran kinerja, memiliki standar kinerja yang sesuai dengan pekerjaan perawat. Dilakukan penelitian kualitatif dengan metode penelitian operasionai, data diperoleh melalui kegiatan wawancara mendalam, studi dokumen dan pengamatan. Kerangka pikir dikembangkan dari kerangka teori Handoko(1999) yang telah dimodifikasi.Hasil penelitian berupa rancangan instrumen penilaian kinerja perawat ruang rawat inap yang terdiri dari 16 komponen pekerjaan, 45 ukuran kinerja beserta standar kinerja untuk setiap ukuran. Hubungan instrumen penilaian dengan pekerjaan diperoleh dengan memasukkan komponen pekerjaan yang ada diuraian tugas menjadi materi penilaian. Keparaktisan instrumen terlihat dari kejelasan komponen penilaian dan kejelasan penentuan skor, mudah dimengerti dan dilaksanakan serta hasil penilaian dapat dirasakan manfaatnya oleh perawat, peningkatan kinerja, dan dapat membantu tercapainya tujuan profesi perawat dan rumah sakit. Ukuran kinerja yang jelas dan standar kinerja yang sesuai dengan pekerjaan. Uji validitas dan reliabilitas menghasilkan 12 jenis indikator yang tidak memenuhi syarat valid dan telah dilakukan usulan koreksi.Dengan adanya instrumen penilaian kinerja ini diharapkan dapat membantu manajemen dalam melakukan penilaian kinerja perawat ruang rawat inap dirumah sakit Qadr setelah mengalami penyesuaian.Daftar bacaan : 26 ( 1989-2001 )

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Nursing performance appraisal instrument is one of the management tools to assess nurse performance achievement in providing patient care. This instrument is very important because of the great number of nurses and their roles in hospital. The existing nursing performance appraisal instrument at Qadr hospital was not specifically to measure nursing performance, so that there is a need to develop better nursing performance appraisal instrument.

The objective of this study to develop nursing performance instrument design for in- patient room Qadr Hospital that have four criteria: job-related, practicality, performance measured and performance standard. The qualitative method used with operations research approach. Data were collected through in-depth interview, documentation, observation and questionnaires. The conceptual framework is modified based on Handoko theory (1999).

Result of this study is nursing performance instrument design for in patient room; consist of 16 job components and 45 performance indicators. Relation between measurement instrument and job are obtained through organizing assessment component from job description of bedside nurse, mission, and hospital regulation. Instrument is practical if understandable and straightforward, clear assessment criteria, useful in achieving professional and hospital objectives, having appropriate performance measured with job, and performance standard which have job achievement criteria. Based on validity and reliability test of instrument, there are 12 items performance not valid and had been corrected.

This nursing performance appraisal instrument is recommended to use in assessing nurse for in-patient room after several adjustment.

References: 26 (1989-2001)"

"Salah satu standar untuk menilai kinerja perawat dalam pelaksanaan asuhan keperawatan adalah penilaian terhadap pendokumentasian asuhan keperawatan. Penelitian ini dilakukan dengan tujuan untuk mengetahui: kinerja perawat pelaksana dalam pendokumentasian asuhan keperawatan; tingkat pengetahuan perawat pelaksana tentang pendokumentasian asuhan keperawatan; persepsi perawat pelaksana tentang pelaksanaan supervisi pendokumentasian asuhan keperawatan; hubungan antara tingkat pengetahuan tentang pendokumentasian asuhan keperawatan dengan kinerja perawat pelaksana dalam pendokumentasian asuhan keperawatan; hubungan persepsi perawat pelaksana terhadap pelaksanaan supervisi pendokumentasian asuhan keperawatan dengan kinerja perawat pelaksana dalam pendokumentasian asuhan keperawatan.Metode yang digunakan adalah kuantitatif dengan pendekatan cross sectional. Sampelnya seluruh perawat pelaksana di ruang rawat inap kelas 2 dan 3 (46 orang). Instrumen dengan memakai Instrumen Studi Dokumentasi Penerapan Standar Asuhan Keperawatan di Rumah Sakit (Instrumen A darj Depkes 1995), kuesioner dan wawancara mendalam.Pada hasil penelitian didapatkan sebanyak 100% perawat pelaksana kinerjanya kurang dalam seluruh proses pendokumentasian asuhan keperawatan. Pengetahuan perawat pelaksana tentang pendokumentasian asuhan keperawatan 100% mempunyai skor diatas 70. Persepsi perawat pelaksana tentang pelaksanaan supervisi pendokumentasian asuhan keperawatan 80% mempunyai skor diatas 70. Tidak terdapat hubungan antara pengetahuan pendokumentasian asuhan keperawatan dengan kinerja perawat pelaksana dalam pendokumentasian asuhan keperawatan. Tidak terdapat hubungan antara persepsi perawat pelaksana terhadap pelaksanaan supervisi pendokumentasian asuhan keperawatan dengan kinerja perawat pelakisana dalam pendokumentasian asuhan keperawatan.Dengan hasil penelitian ini disarankan agar manajemen keperawatan RS X segera menyempurnakan Standar Asuhan Keperawatann dan mendistribusikan buku pedoman Standar Asuhan Keperawatan di setiap ruangan rawat inap.

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The Analysis of Nursing Performance in Documenting Care in In-Patient Care Unit of "X" General HospitalDocumenting care is one of several nursing activities which is measurable to asses the nursing performance that influence the quality of nursing care in a hospital. The objectives of this study were to asses the nursing performance in documenting care, to figure out factors which were involved (level of nurses' knowledge about documenting care and nurses' perception about supervision in documenting care); and to asses any relation between those factors and the nursing performance.

This was a cross sectional quantitative study, using questioners and interviews to collect information about nursing performance in documenting care from 46 nurses in the class 2 and 3 of In-Patient Care Unit. Then the nursing performance was compared with the Instruments for Study in Documenting the Application of Standard Nursing Care in a Hospital, published by Ministry of Health as the Instrument A, 1995. (Instrumen Studi Dokumentasi Penerapan Standar Asuhan Keperawatan di Rumah Sakit, Instrumen A dari Depkes 1995).

This study showed all respondents (100%) had good level of knowledge about documenting care (knowledge score above 70). Most of respondents (80%) had good perception about supervision in documenting care (perception score above 70). Even though, all respondents (100%) had poor performance in the whole aspects of documenting care. There were no relation not only between the level of nurses' knowledge and the nursing performance in documenting care, but also between the nurses' perception about supervision and nursing performance in documenting care.

The overall result of nursing performance in In-Patient Care Unit of "X" General Hospital was poor in documenting care.

This result suggested the management of Nursing Department of "X" General Hospital to improve the Standard of Nursing Care booklets, and then distribute them to all wards of In-Patient Care Unit."