Latar Belakang: Puskesmas yang sudah terakreditasi berarti sudah menerapkan konsep Total Quality Management (TQM) dimana fokusnya adalah memberikan kepuasan kepada pelanggan internal dan eksternal. Manfaat terhadap pelanggan internal dilakukan melalui survey kepuasan kerja, sedangkan terhadap pelanggan eksternal dapat dilihat melalui hasil survey Indeks Kepuasan Masyarakat (IKM). Hasil IKM 2019 pada Puskesmas di kota Depok didapatkan unsur pelayanan yang berhubungan dengan responsiveness memperoleh penilaian yang kurang baik dari masyarakat, dan beberapa Puskesmas yang terakreditasi belum mencapai target sesuai rencana strategis Dinas Kesehatan kota Depok. Tujuan: Penelitian ini dilakukan untuk mendapatkan gambaran kepuasan kerja pegawai dan responsiveness pelayanan kesehatan serta hubungannya satu sama lain pada Puskesmas yang terakreditasi di kota Depok. Metode: Penelitian dilakukan terhadap 30 Puskesmas terakreditasi di kota Depok dengan desain deskriptif analitik dengan pengambilan data secara cross sectional. Analisis deskriptif dilakukan untuk mengetahui tingkat kepuasan kerja pegawai dan responsiveness pelayanan kesehatan Puskesmas. Sedangkan analisis statistik dilakukan untuk melihat ada tidaknya hubungan antara kepuasan kerja dan responsiveness. Hasil: Rata-rata tingkat kepuasan kerja Puskesmas adalah 2,71 (Puas) dari skala 4. Dimensi kepuasan dengan kategori tidak puas adalah upah, promosi, dan manfaat tambahan. Rata-rata tingkat responsiveness Puskesmas adalah 2,95 (baik) dari skala 4, namun terdapat responsiveness yang tidak baik pada aspek prompt attention dan keramahan petugas pada beberapa Puskesmas. Kepuasan kerja pegawai mempunyai hubungan yang kuat dan bermakna dengan responsiveness dengan koefisien korelasi r=0,760 dan p=0,0005 (p<0,05), sehingga semakin tinggi skor kepuasan kerja pegawai maka semakin tinggi skor responsiveness. Kesimpulan: Ketidakpuasan pegawai terdapat pada dimensi upah, promosi, dan manfaat tambahan. Terdapat responsiveness yang tidak baik di beberapa Puskesmas pada aspek prompt attention dan keramahan petugas. Terdapat hubungan antara kepuasan kerja pegawai dengan responsiveness.

Background: An accredited Community Health Center (Puskesmas) means that it has implemented the concept of Total Quality Management (TQM) where the focus is on providing satisfaction to internal and external customers. Benefits for internal customers are done through job satisfaction surveys, while external customers can be seen through the results of the Community Satisfaction Index (IKM) survey. The results of the 2019 IKM at the Puskesmas in Depok obtained elements of service related to responsiveness received poor evaluation from the community, and several accredited Puskesmas have not reached the target according to the strategic plan of the Depok city Health Service. Objective: This study was conducted to obtain an overview of employee job satisfaction and responsiveness of health services and their relationship with one another at an accredited Puskesmas in the city of Depok. Method: The study was conducted on 30 accredited Puskesmas in Depok with analytic descriptive design with cross sectional data collection. Descriptive analysis was conducted to determine the level of employee job satisfaction and responsiveness of health services at the Puskesmas. While the statistical analysis is done to see whether there is a relationship between job satisfaction and responsiveness. Results: The average level of job satisfaction at the Puskesmas was 2.71 (Satisfied) from a scale of 4. The dimensions of satisfaction with the dissatisfied categories were pay, promotions, and additional benefits. The average level of responsiveness at the Puskesmas was 2.95 (good) from a scale of 4, but there were poor responsiveness in the aspects of prompt attention and dignity at several Puskesmas. Employee job satisfaction has a strong and meaningful relationship with responsiveness with the correlation coefficient r = 0.760 and p = 0.0005 (p <0.05), so the higher the employee job satisfaction score, the higher the responsiveness score. Conclusion: Employee dissatisfaction lies in the dimensions of pay, promotions, and additional benefits. There is a bad responsiveness in some Puskesmas on the aspects of prompt attention and dignity. There is a relationship between employee job satisfaction and responsiveness. Key words: Relationship, Job Satisfaction, Responsiveness, Community Health Centre