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Milza Syafira Chairani; Pembimbing: Septiara Putri; Penguji: Jaslis Ilyas, Nurwidyawati Purnaningrum
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Angka turnover perawat di RS X di Kota Depok pada tahun 2021-2023 dikatakan tinggi karena melebihi standar ideal angka turnover pertahun, yaitu 5-10%. Turnover intention merupakan langkah awal dari terjadinya turnover yang apabila tidak dikelola dengan baik akan menimbulkan konsekuensi yang merugikan. Penelitian ini bertujuan untuk mengetahui pengaruh workload, job insecurity, dan job satisfaction terhadap turnover intention perawat di RS X di Kota Depok Tahun 2024. Penelitian ini menggunakan pendekatan kuantitatif dengan desain studi cross-sectional, dengan menggunakan data primer yang berasal dari hasil penyebaran kuesioner kepada perawat di Rumah Sakit X di Kota Depok yang dilakukan dari bulan April-Mei 2024, dengan jumlah sampel sebanyak 128 orang perawat. Hasil penelitian ini menunjukkan bahwa secara statistik terdapat pengaruh signifikan dari workload, job insecurity, dan job satisfaction terhadap turnover intention perawat di Rumah Sakit X dengan nilai p value < α (0.05), yaitu variabel workload (p value = 0.013 dan 0.000), variabel job insecurity (p value = 0.000), dan variabel job satisfaction (p value = 0.000). Selain itu, dari hasil analisis yang dilakukan terhadap turnover intention diperoleh bahwa 64 (50%) perawat memiliki keinginan kuat terhadap turnover intention dan 64 (50%) perawat lainnya memiliki keinginan lemah terhadap turnover intention. Berdasarkan hasil tersebut, peneliti memberikan saran kepada RS X untuk menjadikan turnover intention perawat sebagai fokus bagi RS X untuk meminimalkan risiko turnover yang sebenarnya, melakukan survei untuk mengukur tingkat turnover intention dan kepuasan kerja secara berkala kepada seluruh perawatnya, mengevaluasi kebutuhan perawat secara berkala, mendistribusikan beban kerja dan jam kerja secara merata dan adil antar perawat, menyediakan program konseling dan dukungan untuk membantu perawat mengatasi stres dan kelelahan, mengevaluasi dan mengkomunikasikan lebih jelas dan rinci mengenai peran, tugas, tanggung jawab, dan ekspektasi kerja perawat. melakukan pengembangan pengetahuan dan kompetensi perawat secara berkala, melakukan peninjauan kembali terkait sistem pemberian gaji, serta menjadikan kesejahteraan perawat sebagai hal penting untuk diperhatikan.
Nurse turnover rate at Hospital X in Depok City is considered high from 2021 to 2023, exceeding the ideal annual turnover standard of 5-10%. Turnover intention is the initial step towards actual turnover, which if not managed properly, it can lead to detrimental consequences. This study aims to determine the influence of workload, job insecurity, and job satisfaction on nurse turnover intention in Hospital X in Depok City in 2024. The study employs a quantitative approach with a cross-sectional design, utilizing primary data from the results of questionnaires distributed to nurses at Hospital X, Depok City, conducted from April-May 2024, with a sample size of 128 nurses. The results of this study indicate that there is a statistically significant effect of workload, job insecurity, and job satisfaction on nurses' turnover intention at Hospital X with a p value < α (0.05), include the workload variable (p value = 0.013 and 0.000), the job insecurity variable (p value = 0.000), and the job satisfaction variable (p value = 0.000). In addition, the analysis of turnover intention indicates that 64 (50%) nurses have a strong intention to leave, while the remaining 64 (50%) nurses have a weak intention to leave. Based on these results, the researcher the researcher provides advice to Hospital X to make nurse turnover intention a focus for RS X to minimize the actual risk of turnover, conduct regular surveys to measure turnover intention and job satisfaction among all nurses, periodically evaluate nurses' needs, distribute workload and working hours fairly and equitably among nurses, provide counselling and support programs to help nurses cope with stress and fatigue, evaluate and communicate more clearly and in detail about the roles, duties, responsibilities, and work expectations of nurses, conduct regular training and development programs to enhance nurses' knowledge and competencies, review the salary system, and make nurses' welfare an important thing to consider.
S-11625
Depok : FKM-UI, 2024
S1 - Skripsi Pusat Informasi Kesehatan Masyarakat
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Chairina Suci Andhisa; Pembimbing: Helen Andriani; Penguji: Jaslis Ilyas, Sumijatun
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Turnover pada tenaga kerja rumah sakit merupakan permasalahan manajemen sumber daya manusia kesehatan yang masih relatif tinggi di Indonesia, salah satunya terjadi di RS XYZ Kota Tangerang Selatan. Kejadian turnover diinisiasi dari adanya keinginan untuk keluar dari pekerjaan saat ini (turnover intention). Apabila tidak ditangani dengan tepat, turnover intention akan berdampak negatif pada kinerja organisasi, kegiatan operasional, dan kualitas pelayanan kesehatan di rumah sakit. Penelitian ini bertujuan untuk menganalisis pengaruh job satisfaction (kepuasan kerja) dan organizational commitment (komitmen organisasi) dengan kejadian turnover intention pada tenaga kesehatan dan tenaga penunjang/pendukung kesehatan di Rumah Sakit XYZ Kota Tangerang Selatan. Penelitian ini menggunakan pendekatan kuantitatif dengan metode survei dan desain penelitian cross-sectional. Sampel penelitian ini sebanyak 113 tenaga kesehatan dan tenaga penunjang/pendukung kesehatan yang diperoleh dari metode proportionated stratified random sampling. Pengujian hipotesis menggunakan uji Anova, uji T-Test Independen, uji Kruskall wallis, dan uji Mann-Whitney pada uji bivariat serta analisis regresi linear berganda, uji T, uji F, dan analisis R2 pada uji multivariat. Hasil menunjukkan: 1) Terdapat hubungan signifikan antara status pernikahan (0,038 < 0,05) dan masa kerja (0,038 < 0,01) dengan turnover intention; 2) Tidak terdapat hubungan signifikan antara kepuasan kerja (0,425 > 0,05) dengan turnover intention; 3) Terdapat hubungan signifikan antara komitmen organisasi (0,0005 < 0,05) dengan turnover intention; 4) Secara simultan, kepuasan kerja, komitmen organisasi, dan karakteristik individu (status pernikahan dan masa kerja) (0,0005 < 0,005) memiliki pengaruh terhadap kejadian turnover intention dengan koefisien determinasi sebesar (R2) sebesar 0,195 yang menunjukkan pengaruh lemah. Keempat variabel secara simultan dapat mempredikasi kejadian turnover intention sebesar 19,5% dan 81,5% sisanya dipengaruhi oleh variabel lain yang tidak diuji dalam penelitian. Keterbatasan dalam penelitian ini terdapat pada ukuran skala netral yang tidak dapat menggambarkan dengan pasti apakah responden setuju atau tidak setuju sehingga distribusi responden dengan turnover intention yang tinggi belum tergambar secara jelas. RS disarankan untuk melakukan peninjauan kembali terkait kebijakan remunerasi, sosialisasi perhitungan gaji, memfasilitasi pelatihan dan pembinaan, serta melakukan pengukuran internal terkait turnover dan turnover intention.
Turnover in the hospital workforce is a health human resource management problem that is still relatively high in Indonesia, one of which occurs in RS XYZ South Tangerang. The incidence of turnover is initiated by the desire to leave the current job (turnover intention). If not handled properly, turnover intention will have a negative impact on organizational performance, operational activities, and the quality of health services in the hospital. This study aims to analyze the effect of job satisfaction and organizational commitment with the incidence of turnover intention in health workers and support staff at RS XYZ South Tangerang. This study used a quantitative approach with survey method and cross-sectional research design. The sample of this study was 113 health workers and support staff obtained from proportionated stratified random sampling method. Hypothesis testing used Anova test, Independent T-Test, Kruskall wallis test, and MannWhitney test in bivariate test and multiple linear regression analysis, T-test, F-test, and R2 analysis in multivariate test. Results showed: 1) There is a significant relationship between marital status (0,038 < 0,05) and tenure (0,038 < 0,01) with turnover intention; 2) There is no significant relationship between job satisfaction (0,425 > 0,05) and turnover intention; 3) There is a significant relationship between organizational commitment (0,0005 < 0,05) with turnover intention; 4) Simultaneously, job satisfaction, organizational commitment, and individual characteristics (marital status and tenure) (0,0005 < 0,005) have an influence on the incidence of turnover intention with a coefficient of determination (R2) of 0,195 which indicates a weak influence. The four variables can simultaneously predict the incidence of turnover intention by 19,5% and the remaining 81,5% is influenced by other variables not tested in the study. The limitation in this study is the size of the neutral scale which cannot describe with certainty whether the respondent agrees or disagrees so that the distribution of respondents with high turnover intention has not been clearly illustrated. Hospitals are advised to review remuneration policies, socialize salary calculations, facilitate training and coaching, and conduct internal measurements related to turnover and turnover intention
S-11585
Depok : FKM-UI, 2024
S1 - Skripsi Pusat Informasi Kesehatan Masyarakat
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Faradisa Mulya; Pembimbing: Vetty Yulianty Permanasari; Penguji: Jaslis Ilyas, Novita Dwi Istanti
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Persentase turnover perawat di beberapa rumah sakit swasta di Indonesia melewati standar turnover yaitu 10%, seiring dengan tingginya persentase turnover intention sebagai prediktor dari turnover. Turnover intention menimbulkan banyak dampak negatif, terlebih apabila berkembang menjadi turnover. Penelitian ini bertujuan untuk mengetahui faktor-faktor yang berpengaruh terhadap turnover intention perawat rumah sakit swasta di Indonesia serta mengetahui gambaran turnover dan turnover intention dengan menggunakan metode literature review. Basis data pencarian literatur yang digunakan adalah Google Scholar, Garuda, Neliti, dan grey literature dari Pusat Informasi Kesehatan Masyarakat (Pusinfokesmas FKM UI), dan Universitas Indonesia Library. Setelah melalui proses pencarian, skrining, dan ekstraksi, didapatkan 13 penelitian relevan yang dianalisis. Hasil penelusuran menunjukkan bahwa rentang persentase turnover perawat berkisar dari 8.16% hingga 41.37%. Sementara rentang persentase turnover intention perawat berkisar dari 26.6% hingga 100%. Faktor-faktor yang mempengaruhi turnover intention terbagi menjadi tiga kategori, yaitu faktor karakteristik individu, kepuasan kerja, dan komitmen organisasi. Faktor karakteristik individu yang mempengaruhi turnover intention adalah usia muda, jenis kelamin perempuan, tingkat pendidikan rendah, belum menikah, dan lama kerja yang rendah. Terdapat tiga faktor kepuasan kerja yang dominan ditemukan berpengaruh terhadap turnover intention, yaitu kompensasi, peluang promosi, dan pekerjaan, diikuti dengan supervisi dan rekan kerja.
The percentage of nurse turnover in several private hospitals in Indonesia exceeds the turnover standard of 10%, along with the high percentage of turnover intention as a predictor of turnover. Turnover intention has many negative impacts, particularly if it develops into turnover. This study aims to determine the factors that influence the turnover intention of nurses in private hospitals in Indonesia and to know the description of turnover and turnover intention by using the literature review method. Literature search databases used were Google Scholar, Garuda, Neliti, and grey literature from the Public Health Information Center (Pusinfokesmas FKM UI), and the University of Indonesia Library. After going through the search, screening, and extraction processes, 13 relevant studies were analyzed. The search results show that the nurse turnover percentage ranges from 8.16% to 41.37%. While the nurse turnover intention percentage ranges from 26.6% to 100%. Factors that influence turnover intention are divided into three categories, namely individual characteristics, job satisfaction, and organizational commitment. Individual characteristic factors that affect turnover intention are young age, female sex, low education level, single, and low working time. There are three dominant job satisfaction factors found to influence turnover intention, namely compensation, promotion opportunities, and work, followed by supervision and co-workers.
S-11324
Depok : FKM-UI, 2023
S1 - Skripsi Pusat Informasi Kesehatan Masyarakat
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Innes Candra Devita; Pembimbing: Dumilah Ayuningtyas; Penguji: Purnawan Junadi, Abdul Aziz
Abstrak:
Data turnover di RSUP Fatmawati menunjukkan trend yang meningkat dalam tiga tahun belakangan yaitu pada tahun 2014, 2015, dan 2016. Pada tahun 2016, angka turnover nya yaitu 9,65% hampir mencapai batas normal turnover yaitu 10%. Selain itu, angka keterlambatan yang merupakan indikator adanya turnover intention, juga menunjukkan trend yang meningkat dari tahun 2015, 2016 dan 2017. Pada tahun 2017, angkanya mencapai 86%. Faktor quality of work life menjadi salah satu faktor yang memengaruhi kecenderungan dan keputusan perawat untuk keluar dari tempat kerjanya. Komponen quality of work life antara lain pengembangan karir, keterlibatan karyawan, rasa bangga terhadap institusi, kompensasi yang seimbang, rasa aman terhadap pekerjaan, fasilitas yang didapat, keselamatan lingkungan kerja, penyelesaian masalah dan komunikasi. Tujuan dari penelitian ini adalah untuk mengetahui pengaruh komponen quality of work life terhadap turnover intention perawat pelaksana di Instalasi Rawat Inap Teratai RSUP Fatmawati Tahun 2017. Penelitian ini dilakukan dengan desain studi cross sectional dengan pegumpulan data primer melalui penyebaran kuisioner kepada 80 orang responden yaitu perawat pelaksana di Instalasi Rawat Inap Teratai yang telah bekerja minimal 1 tahun. Hasil penelitian menunjukkan bahwa tingkat masing-masing komponen quality of work life masih kurang. Adapun faktor yang mempengaruhi turnover intention perawat pelaksana di Instalasi Rawat Inap Teratai RSUP Fatmawati adalah komponen quality of work life yaitu rasa bangga terhadap institusi (OR = 5,8 dan P value = 0,012) serta rasa aman terhadap pekerjaan (OR = 3,4 dan P value = 0,019). Maka, disarankan untuk meningkatkan quality of work life khususnya di Instalasi Rawat Inap Teratai RSUP Fatmawati
Turnover data at RSUP Fatmawati showed an increasing trend in the last three years, that is in 2014, 2015, and 2016. In 2016, its turnover rate is 9.65% almost reached its normal turnover limit of 10%. In addition, the tardiness rate which is an indicator of turnover intention, also shows an increasing trend from 2015, 2016 and 2017. In 2017, the tardiness persentation reached 86%. The quality of work life factor is one of the factors that influence the tendency and decision of the nurse to have an intention to leave from the workplace. The quality of work life components includes career development, employee involvement, pride of institution, fair compensation, job security, wellness, save environment, conflict resolution and communication. The purpose of this research is to know the influence of quality of work life component to turnover intention of executor nurses at Teratai Inpateint Installation RSUP Fatmawati in 2017. This research was conducted with cross sectional study design with primary data collection through questioner distribution to 80 respondents whom is executor nurses at Teratai Inpateint Installation which has been working for at least 1 year. The results showed that the level of each component quality of work life is still lacking. The factors that influence the turnover intention of the executor nurses in the Teratai Inpatient Installation RSUP Fatmawati is the component of quality of work life that is the pride of institution (OR = 5,8 and P value = 0,012) and the job security (OR = 3,4 and P value = 0,019). Thus, it is advisable to improve the quality of work life especially in the Teratai Inpatient Installation RSUP Fatmawati
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Turnover data at RSUP Fatmawati showed an increasing trend in the last three years, that is in 2014, 2015, and 2016. In 2016, its turnover rate is 9.65% almost reached its normal turnover limit of 10%. In addition, the tardiness rate which is an indicator of turnover intention, also shows an increasing trend from 2015, 2016 and 2017. In 2017, the tardiness persentation reached 86%. The quality of work life factor is one of the factors that influence the tendency and decision of the nurse to have an intention to leave from the workplace. The quality of work life components includes career development, employee involvement, pride of institution, fair compensation, job security, wellness, save environment, conflict resolution and communication. The purpose of this research is to know the influence of quality of work life component to turnover intention of executor nurses at Teratai Inpateint Installation RSUP Fatmawati in 2017. This research was conducted with cross sectional study design with primary data collection through questioner distribution to 80 respondents whom is executor nurses at Teratai Inpateint Installation which has been working for at least 1 year. The results showed that the level of each component quality of work life is still lacking. The factors that influence the turnover intention of the executor nurses in the Teratai Inpatient Installation RSUP Fatmawati is the component of quality of work life that is the pride of institution (OR = 5,8 and P value = 0,012) and the job security (OR = 3,4 and P value = 0,019). Thus, it is advisable to improve the quality of work life especially in the Teratai Inpatient Installation RSUP Fatmawati
S-9620
Depok : FKM UI, 2018
S1 - Skripsi Pusat Informasi Kesehatan Masyarakat
☉
Nizma Martiana Rifa; Pembimbing: Vetty Yulianty Permanasari; Penguji: Jaslis Ilyas, Sumijatun
Abstrak:
Kekurangan perawat telah menjadi masalah dunia selama beberapa tahun. Tidak hanya diIndonesia, peningkatan angka turnover perawat juga menjadi tantangan kritis yangdihadapi oleh berbagai negara seperti Kanada, Cina, Jerman, Skotlandia, Inggris danAmerika Serikat, khususnya dalam penelitian ini dibahas mengenai Indonesia, Cina,Jepang, Filipina, Ethiopia, Korea dan Amerika Serikat. Memahami kondisi mengenaifaktor-faktor yang mempengaruhi turnover intention pada perawat merupakan hal yangpenting bagi setiap rumah sakit di berbagai negara yang mengalami kekurangan perawat.Penelitian ini bertujuan untuk mengetahui faktor-faktor yang berhubungan denganturnover intention (keinginan pindah kerja) perawat di Rumah Sakit sebagai upaya yangdapat dilakukan dalam meminimalisir tingkat turnover di Rumah Sakit di Indonesia danjuga di beberapa negara lain. Penelitian ini menggunakan pendekatan kualitatif yangbersifat deskriptif analitik. Metode yang digunakan adalah literature review. Jenis datayang digunakan adalah data sekunder yang diperoleh melalui pencarian studi yangdilakukan dengan memanfaatkan hasil penelitian-penelitian yang sudah ada sebelumnyadan teori-teori yang berkaitan dengan topik. Analisis pada penelitian ini bersifat deskriptifanalitik. Kriteria inklusi pada penelitian ini adalah penelitian dengan semua jenis metodeyang dapat menjawab topik, menggunakan Bahasa Indonesia maupun Bahasa Inggris pada10 tahun terakhir. Kriteria eksklusi penelitian ini yaitu penelitian lebih dari 10 tahun, sertapenelitian yang tidak dapat menjawab pertanyaan penelitian. Hasil dari informasi yangdidapatkan dari studi literatur akan diuraikan dalam bentuk tabel hasil dan juga narasi.Dibutuhkan lagi penelitian yang dilakukan di rumah sakit pemerintah agar didapatkanperbandingan antara faktor yang menjadi penyebab turnover intention pada perawat dirumah sakit swasta dengan di rumah sakit pemerintah. Karena terdapat salah satupenelitian yang menyebutkan bahwa salah satu faktor penyebab dari tinggi nya angkaturnover perawat di rumah sakit tersebut adalah karena perawat yang keluar telah diterimasebagai pegawai negeri di rumah sakit pemerintah.
The shortage of nurses has been a world problem for several years. Not only in Indonesia,increasing nurse turnover is also a critical challenge faced by various countries such asCanada, China, Germany, Scotland, Britain and the United States, particularly in this studydiscussed about Indonesia, China, Japan, the Philippines, Ethiopia, Korea and the UnitedStates. Understanding the conditions regarding the factors that influencing nurse turnoverintention is important for every hospital in various countries that experience nurseshortages. This study aims to determine the factors associated with nurse turnoverintention at the hospitals as an effort that can be done in minimizing turnover rates inhospitals in Indonesia and also in several other countries. This study uses a qualitativeapproach that is descriptive analytic. The method used is literature review. The type ofdata used is secondary data obtained through research studies conducted by utilizing theresults of pre-existing studies and theories related to the topic. The analysis in this researchis analytic descriptive. The inclusion criteria in this study are research with all types ofmethods that can answer the topic, using Indonesian and English in the last 10 years. Theexclusion criteria for this study were more than 10 years of research, also the research thatcould not answer research questions. The results of the information obtained from thestudy of literature will be described in the form of a table of results and also narrative.Research conducted in government hospitals is needed to make a comparison between thefactors causing turnover intention of nurses in private hospitals and government hospitals.Because there is one study which states that one of the factors causing the high turnoverrate of nurses at the hospital is because the nurses who leave have been accepted as civilservants in government hospitals.
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The shortage of nurses has been a world problem for several years. Not only in Indonesia,increasing nurse turnover is also a critical challenge faced by various countries such asCanada, China, Germany, Scotland, Britain and the United States, particularly in this studydiscussed about Indonesia, China, Japan, the Philippines, Ethiopia, Korea and the UnitedStates. Understanding the conditions regarding the factors that influencing nurse turnoverintention is important for every hospital in various countries that experience nurseshortages. This study aims to determine the factors associated with nurse turnoverintention at the hospitals as an effort that can be done in minimizing turnover rates inhospitals in Indonesia and also in several other countries. This study uses a qualitativeapproach that is descriptive analytic. The method used is literature review. The type ofdata used is secondary data obtained through research studies conducted by utilizing theresults of pre-existing studies and theories related to the topic. The analysis in this researchis analytic descriptive. The inclusion criteria in this study are research with all types ofmethods that can answer the topic, using Indonesian and English in the last 10 years. Theexclusion criteria for this study were more than 10 years of research, also the research thatcould not answer research questions. The results of the information obtained from thestudy of literature will be described in the form of a table of results and also narrative.Research conducted in government hospitals is needed to make a comparison between thefactors causing turnover intention of nurses in private hospitals and government hospitals.Because there is one study which states that one of the factors causing the high turnoverrate of nurses at the hospital is because the nurses who leave have been accepted as civilservants in government hospitals.
S-10393
Depok : FKM UI, 2020
S1 - Skripsi Pusat Informasi Kesehatan Masyarakat
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Vini Gokkana Clara Manurung; Pembimbing: Pujiyanto; Penguji: Helen Andriani, Agus Rahmanto
Abstrak:
Turnover perawat selalu menjadi perhatian karena jumlah yang begitu tinggi yaitu menurut NSItahun 2020 dikatakan selama dua tahun terakhir berkisar 15,9% dan begitu juga di Indonesia dirumah sakit swasta berkisar 13% dan 35% sedangkan normal adalah 5-10%. Penelitian inibertujuan utuk mengetahui faktor internal dan eksternal mempengaruhi turnover intentionperawat rumah sakit di Indonesia dengan metode kajian kepustakan kualitaif dengan desainanalisis deskriptif. Database yang digunakan adalah online dari 4 database yaitu UniversitasIndonesia Library, Pusat Informasi Kesehatan Masyarakat Universitas Indonesia (PusinfokesmasFKM UI), GARUDA (Garba Rujukan Digital), kemudian Neliti repository ilmiah Indonesiadengan jumlah didapat 60 dan yang diikutsertakan adalah 9 penelitian. Hasil penelitianmenunjukkan faktor yang mempengaruhi turnover intention perawat di berbagai rumah sakitadalah faktor eksternal yaitu aspek lingkungan dan usia ada yang mengatakan mempengaruhi adapenelitian mengatakan tidak. Faktor internal yaitu budaya organisasi, gaya kepemimpinan,kompensasi, kepuasan kerja, dan pengembangan karir. Faktor yang paling mempengaruhi adalahkompensasi.
Nurse turnover is always a concern because the number is so high according to the NSI 2020said for the last two years around 15.9% and so in Indonesia in private hospitals around 13% and35% while normal is 5-10 %. This study aims to determine the internal and external factorsrelated to the turnover intention of hospital nurses in Indonesia with a qualitative library studymethod with descriptive analysis design. Databes used are online from 4 databases namelyUniversitas Indonesia Library, the Indonesian Public Health Information Center (PusinfokesmasFKM UI), GARUDA (Garba Rujukan Digital), kemudian Neliti repository ilmiah Indonesia withthe number obtained by 60 and included 9. The results showed that the factors that related tonurses' turnover intention in various hospitals are external factors, namely environmental and ageaspects, some said that they related to but there is said no. Internal factors are organizationalculture, leadership style, compensation, job satisfaction, and career development. The mostrelated factor is compensation.
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Nurse turnover is always a concern because the number is so high according to the NSI 2020said for the last two years around 15.9% and so in Indonesia in private hospitals around 13% and35% while normal is 5-10 %. This study aims to determine the internal and external factorsrelated to the turnover intention of hospital nurses in Indonesia with a qualitative library studymethod with descriptive analysis design. Databes used are online from 4 databases namelyUniversitas Indonesia Library, the Indonesian Public Health Information Center (PusinfokesmasFKM UI), GARUDA (Garba Rujukan Digital), kemudian Neliti repository ilmiah Indonesia withthe number obtained by 60 and included 9. The results showed that the factors that related tonurses' turnover intention in various hospitals are external factors, namely environmental and ageaspects, some said that they related to but there is said no. Internal factors are organizationalculture, leadership style, compensation, job satisfaction, and career development. The mostrelated factor is compensation.
S-10403
Depok : FKM UI, 2020
S1 - Skripsi Pusat Informasi Kesehatan Masyarakat
☉
Rima Futihasari; Pembimbing: Mardiati Nadjib; Penguji: Jaslis Ilyas, Agus Rahmanto
Abstrak:
Skripsi ini membahas faktor-faktor yang mempengaruhi turnover intention perawat rumah sakit di berbagai negara Asia. Tujuan penelitian ini untuk mengetahui faktor-faktor turnover intention perawat rumah sakit di berbagai negara Asia menggunakan metode literature review berpedoman matriks PRISMA. Tinjauan literatur dilakukan dengan mencari artikel terpublikasi tahun 2015-2020. Kriteria inklusi berupa artikel berbahasa Inggris dan Indonesia, teks lengkap, open access, studi rumah sakit, perawat yang bekerja minimal 1 tahun dan terbatas di Asia. Diperoleh total 3789 artikel. Setelah melalui skrining dan ekstraksi didapatkan 15 artikel relevan untuk dievaluasi lebih lanjut. Faktor-faktor yang mempengaruhi turnover intention perawat rumah sakit di berbagai negara Asia yaitu faktor individu (tingkat pendidikan, usia, status pernikahan, jenis kelamin, persepsi dukungan organisasi), faktor komitmen organisasi, faktor organisasi (stress kerja, burnout, kepuasan kerja, lingkungan kerja), dan faktor lain (kekerasan di tempat kerja, kualifikasi profesional, daerah asal rekrut). Sedangkan faktor yang sering muncul dalam mempengaruhi turnover intention adalah komitmen organisasi, ketidakpuasan terhadap kompensasi, dan kekerasan di tempat kerja.
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S-10890
Depok : FKM UI, 2021
S1 - Skripsi Pusat Informasi Kesehatan Masyarakat
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Nur Syamsi Ramadini; Pembimbing: Kurnia Sari; Penguji: Helen Andriani, Dara Ayu Wardhani
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Kebersihan tangan merupakan faktor utama pencegahan infeksi dalam perawatan kesehatan (Healthcare Associated Infections/HAIs). Penelitian ini bertujuan untuk menganalisis faktor-faktor yang berhubungan dengan kepatuhan perilaku kebersihan tangan perawat rawat inap Rumah Sakit X di Kota Depok pada tahun 2024. Penelitian ini menggunakan rancangan studi cross-sectional dengan menggunakan instrumen yang diisi oleh 92 orang perawat. Hasil penelitian menunjukkan tingkat kepatuhan hanya 35,9%, yang diukur dengan konsistensi perawat selalu mengikuti prosedur kebersihan tangan yang tepat sesuai rekomendasi WHO. Pengetahuan dan sikap yang baik, fasilitas kebersihan tangan yang memadai, pengawasan rutin dari PPI RS dan kepala ruang, serta dukungan kepala ruang dan rekan kerja, berkontribusi terhadap kepatuhan perilaku kebersihan tangan perawat. Rumah sakit perlu memberikan perhatian untuk perbaikan kepatuhan perilaku kebersihan tangan perawat dari aspek-aspek tersebut. Penelitian selanjutnya diharapkan dapat mengkombinasikan metode kuesioner pelaporan diri kepatuhan dengan metode observasi langsung kepatuhan untuk menguatkan informasi data kepatuhan dan menggunakan tambahan pendekatan kualitatif untuk menggali secara lebih mendalam mengenai kebiasaan perilaku kebersihan tangan pada perawat.
Hand hygiene is a primary factor in preventing infections in healthcare settings (Healthcare Associated Infections/HAIs). This study aims to analyze factors influencing compliance with hand hygiene practices among inpatient nurses at Hospital X in Depok City in 2024. The research utilized a cross-sectional study design with data collected from 92 nurses through a structured instrument. Findings revealed a compliance rate of only 35.9%, measured by the consistency of nurses in complying with proper hand hygiene procedures according to WHO recommendations. Good knowledge and attitudes, adequate hand hygiene facilities, regular supervision by the hospital's Infection Prevention and Control (IPC) team and unit heads, as well as support from unit heads and colleagues, contributed to nurses' compliance with hand hygiene practices. Hospitals need to focus on improving nurses' compliance to hand hygiene practices across these aspects. Future research should consider combining self-report questionnaire methods with direct observation of compliance to enhance data reliability and employ additional qualitative approaches to delve deeper into nurses' hand hygiene behavioral habits.
S-11696
Depok : FKM UI, 2024
S1 - Skripsi Pusat Informasi Kesehatan Masyarakat
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Dila Efiyanti; Pembimbing: Atik Nurwahyuni; Penguji: Vetty Yulianti Permanasari, Habib Priyono
S-7013
Depok : FKM-UI, 2012
S1 - Skripsi Pusat Informasi Kesehatan Masyarakat
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Firna Rania Rizkiani Fouady; Pembimbing: Vetty Yulianty Permanasari; Penguji: Jaslis Ilyas, Dwiana Maya A.
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Transformasi layanan kesehatan dari tradisional ke layanan yang berpusat kepada pasien membuat arah pelayanan menjadi lebih holistik. Dengan implementasi layanan tersebut, SDM kesehatan dituntut untuk senantiasa meningkatkan kinerjanya sehingga dapat memberikan layanan yang terbaik kepada pasien. Kinerja pada SDM kesehatan dapat ditingkatkan melalui implementasi desain pekerjaan yang memenuhi kelima dimensi pekerjaan, yaitu variasi keterampilan, identitas tugas, signifikansi tugas, otonomi, dan umpan balik. Penelitian ini bertujuan untuk mengetahui hubungan antara karakteristik pekerjaan beserta lima dimensinya dan kinerja SDM kesehatan di RS Grha Permata Ibu dengan metode penelitian kuantitatif. Pengambilan data dilakukan dengan menyebarkan kuesioner secara daring dengan metode self-administered questionnaire. Hasil penelitian ini didapatkan bahwa terdapat hubungan yang positif dan signifikan antara karakteristik pekerjaan, identitas tugas, signifikansi tugas, dan umpan balik dengan kinerja SDM kesehatan di RS Grha Permata Ibu. Sementara itu, terdapat hubungan yang lemah dan signifikan antara variasi keterampilan dan otonomi dengan kinerja SDM kesehatan. Rekomendasi yang diberikan dari hasil penelitian ini adalah mengidentifikasi kesesuaian antara variasi keterampilan yang dibutuhkan dengan yang dimiliki individu sebagai bahan pengembangan SDM, mendorong SDM kesehatan untuk terlibat penuh dalam seluruh proses kerjanya melalui impelementasi rotasi kerja, meninjau kembali kebijakan yang mengatur terkait otonomi kerja, mempromosikan budaya kerja yang mendorong inisiatif SDM kesehatan, serta mengevaluasi efektivitas sistem pemberian umpan balik.
The transformation of healthcare services from traditional models to patient-centered care has led to a more holistic approach to patient care. This shift has placed increased demands on healthcare professionals to continuously improve their performance in order to deliver the best possible care to patients. One approach to enhancing healthcare workforce performance is to implement job design principles that fulfill the five dimensions of work: skill variety, task identity, task significance, autonomy, and feedback. This research aimed to investigate the relationship between job characteristics and their five dimensions, and the performance of healthcare professionals at Grha Permata Ibu Hospital. A quantitative research methodology was conducted, utilizing self-administered online questionnaires for data collection. The findings revealed a positive and significant relationship between job characteristics, task identity, task significance, and feedback with the performance of healthcare professionals at Grha Permata Ibu Hospital. However, a weak yet significant relationship was observed between skill variety and autonomy with healthcare worker performance. The research suggests several strategies to improve the performance of healthcare professionals at Grha Permata Ibu Hospital by identify the alignment between required and individual skill sets as a basis for workforce development initiatives, encourage active involvement of healthcare professionals in the entire work process by implementing job rotation strategies, review internal policies regarding work autonomy to enhance empowerment and decision-making capabilities, promote a work culture that encourages initiative, and evaluate the effectiveness of the feedback system.
S-11594
Depok : FKM-UI, 2024
S1 - Skripsi Pusat Informasi Kesehatan Masyarakat
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