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ABSTRAK Pemerintah saat ini telah melakukan berbagai upaya kesehatan dalarn rangka penyediaan pelayanan keszhatan yang merata, bermmu, dan tezjangkau oleh seluruh Iapisan masyarakat. Namxm upaya kesehatan tersebut belum diselenggarakan secara menyeluruh, sehingga kumng dapat menunjang peningkalan demjat kesehatan masyarakat. Harapan masyamkat agar pelayaman rumah sakit dapat memberikan pelayanan yang efektif dan kcpuasan yang optimal bagi setiap orang yang memanfaatkannya, untuk itu dibumhkan sumberdaya manusia yang handal. Mengelola Sumber daya manusia bukanlah sesuatu ha] yang mudah, karena menyangkut banyak faktor panting yang- harus diperhatikan, salah satunya adalah faktor kepuasan kerja. Kepuasan kelja ini akan berpengaruh pada kinerja, dan rendahnya kepuasan kezja merupakan satu tanda rusaknya kondisi suatu organisasi. Peuelitian ini bcrtujuan untuk mendapatkan gambaran tentang kepuasan kezja pegawai di rumah sakit dr A K Gani Palcmhang, melalui pengisian lcuesioner untuk mengetahui persepsi, dan kepuasan kexja yang dinilai dengan melihat harapan dan kcnyataan dari kepemimpinan, pekcljaan, komunikasi dan penghargaan. Wawancara mendalam serta focus group discussion yang dilaksanakan pada kepala ruangan, kepala polikiinik, anggota pelaksana, bcxtujuan mendapwn penegasan pada hasil data kuantitatiii Penelitian ini dilaksanakan pada bulan April sampai Mei 2007. Desain penelidan yang dipilih adalah analitik kuantitatif rancangan cross sectional dengan responden yaitu SCIUIUII militer yang ada sesuai dengan kriteria inklusi sebanyak 50 orang, dan Pegawai Negeri Sipii diambil secana acak sebanyak 100 orang. Hasil penelitian didapatkan adanya perbedaan nilai rata-rata tingkat kepuasan pegawai Militer dan Pegawai Ncgcri Sipil, yaitu mia-rata tingkat kepuasan Pegawai Negeri Militer sebcsar 59,24% yang bervariasi antara 45%-8l,82%, sedangkan Pegawai Negeri Sipil lata-rata tingkat kepuasan kexja sebesar 54,58% yang bervariasi antara 44,87%- 67,l2%, hasil penelitian ini juga membuktikan bahwa pada responden militer terdapat beberapa vasiabel yang mempunyai hubxmgan signiiikan yaitu, jenis pekeljaan, motivasi, konflik, dan prosedur kelja. Sedangk/an pada responden Sipil didapatkan vmiabel yang bedxubungan signiikan dengan kepuasan kczja adalahz mam ke1ja,pendidikan, peluang promosi dan konflik. Variabel yang paling dominan berpengaruh ten-hadap kepuasan kelja pada pegawai Negeri Militer adalah jenis pekexjaan, dan pada Pegawai Negeri Sipil adalah evaluasi kelja. Selain im ada bebempa hal yang menjadi prioritas mama dalam hubungannya dengan kepuasan kexja bagi Militer, yaitu atasan diharapkan melibatkan bawahan dalam memncanakan Sualll pekeljaan (faktor kepemimpinan), perasaan suka akan suatu pekeljaan dibutuhkan untuk mendapatkan hasil yang memuaskan (P??kClj38I1), dalam menyelesaikan permasalahan dibuhuhkan komunikasi yang. baik_ Sedangkan pada PNS yang menjadi prioritas utama adalah : atasan harus melibatkan bawahanda1ammerencanakm\suampekmjaan,atasanharusmembanmkenaikan P=1l1£J
ABSTRACT There are so many e&`orts have been done by the govemment in order to provide a thorough, high quality, and aEordable health services to any level of community in Indonesia. However, the effort has not yet been accomplished comprehensively and can not be optimal to enforce the increasing of the level of community?s health. People?s expectation on the hospital services is that hospital can provide an e&`ective and a satisfaction services to everyone who visit and utilizing the hospital. Therefore, outstanding human resources are needed. To organize and manage the human resource in the institution is not a simply as turning the palm ofthe hand, as there are so many important factors are related that need to consider. One of the factors is the working mtisfaction. It is known that working satisfaction will influence the working performance, and a low working satisfaction can be a sign of organization devastation The study has aim on exploring the description on working satisfaction of employees at the DR. A. K. Gani Hospital (AKGH) of Palemhang, using self-filling questionnaire in order to know the perception, and working satisfaction that assessed by looking at the expected and facts of leadership, task, communication and reward. In- depth interview and focused group discussion (FGD) are carried out toward head of section, head of poiiclinic, and member of implementer, in order to get continuation on the result of quantitative data. The study is carried out between April and May 2007. The design of the study is a cross sectional with quantitative approach. All military employees are included as respondents, but only 100 civil employees are selected randomly. The study result showed that there is a different score on the average of the satisfaction level between military and civil employees. The average of satislaction level among military employees is 59.24% with range between 45-8l.82%. While among civil employees, the average is 54.58% with range between 44.87-67.l2%. Variables that significantly related with working satisfaction among military employees are: type of work, motivation, conflict, and working procedures. But, among civil employees, the variables are: length of working, education, opportunity for increasing level of working rank (promotion), and conflict. The most dominant variable at the military employees is type of work, but in the civil employees is working evaluation. For military employees, the main priorities in relation to working satisfaction are namely: suppose the chief should involving the employees for planning the work (leadership factor), sense of liking the job/work is needed in order to give a satisfactory on working (work factor), good conununication is needed to solve the problem. In the civil employees, the main priorities are: the chief should involve the employees for planning the work and should facilitate the employees to raise their rank based on their performance (leadership factor), good communication is needed to solve the problem and working evaluation should be disseminated (communication factor), sense of liking the job/work is needed in order to give a satisfactory on working, a working rotation can be use to prevent the working boringness, conformity between task and skill is an important thing (work factor). To conclude, the managers should provide a kind of communication pathway, especially hom down imder to top manager, such as: suggestion box, and independent small team, team evaluator, to consider a reward system with minimal cost, and enforcing motivation towards employee for increasing the work performance.
Kepuasan kerja merupakan salah satu determinan kinerja karyawan, yang merupakan suatu tingkat respon emosional karyawan (pelanggan internal) terhadap pekerjaannya. Peninjauan terhadap kepuasan kerja karyawan dapat dari aspek-aspek yang membentuknya atau dapat pula berupa respon umum terhadap pekerjaannya itu. Penelitian ini bertujuan untuk mengetahui gambaran tingkat kepuasan kerja karyawan di Balai Besar Laboratorium Kesehatan Palembang Tahun 2006 serta hubungan faktor usia, jenis kelamin, status pernikahan, masa kerja, tingkat pendidikan, locus pengendalian diri, keyakinan diri, sifat pekerjaan, upahlinsentif, promosi karier, kondisi kerja dan rekan kerja dengan tingkat kepuasan kerja karyawan di Balai Besar Laboratorium Kesehatan Palembang tahun 2006. Penelitian ini merupakan penelitian deskriptif dengan pendekatan cross sectional. Sampel merupakan populasi penelitian, yaitu 57 karyawan di BBLK Palembang. Pengumpulan data dengan cara pengisian kuesioner. Uji hipotesis dilakukan dengan uji statistik Kai Kuadrat. Penelitian ini menunjukkan 72,2 % karyawan di BBLK Palembang merasa puas dengan pekerjaannya pada tahun 2006. Variabel tingkat pendidikan, sifat pekerjaan, kondisi kerja dan rekan kerja masing-masing mempunyai hubungan bermakna dengan tingkat kepuasan kerja karyawan di BBLK Palembang tahun 2006. Variabel usia, jenis kelamin, status pernikahan, masa kerja, locus pengendalian diri, keyakinan diri, insentif dan promosi karier masing-masing tidak memiliki hubungan yang bermakna dengan tingkat kepuasan kerja karyawan di BBLK Palembang tahun 2006. Disarankan untuk menumbuhkan motivasi dan menggunakan kesempatan mengikuti program pendidikan formal dan non formal sesuai dengan jenjang pendidikan, keahlian, serta spesifikasi pekerjaannya, meningkatkan minat kerja, merniliki target atas keberhasilan pekerjaan, serta sadar akan pentingnya pekerjaan bagi rekan kerja dan organisasinya, harus tetap dipertahankan dan diperhatikan masalah cara pemakaian yang benar, pemeliharaan/ perawatan fasilitas dan ruangan serta alat/ peralatan laboratorium, terus berinovasi, mengembangkan rasa saling percaya antara sesama karyawan dan dengan atasan sehingga tetap terjaga suasana kerja yang kondusif serta perlu dilakukan penelitian lebih lanjut mengenai kepuasan kerja karyawan di Balai Besar Laboratorium Kesehatan Palembang dengan variabel yang lebih luas.
Job satisfaction is one of employee performance determinant, which is a kind of worker emotional respond level (internal costumer) toward their job. Supervision toward employee's job satisfaction acquired from aspects that shape it or general respond to the job. This research aimed to identify description about employee's job satisfaction at Palembang Health Laboratory Hall Year 2006 also correlations. among factors like age, gender, marital status, work experience, educational background, self-control place, self-assure, job characteristic, incentive/payment, carrier promotion, working condition and work colleague with worker job satisfaction level at Palembang Health Laboratory Hall Year 2006. This research is a descriptive research with cross sectional approach. Sample is research population, which are 57 employees at Palembang BBLK. Data collected by questionnaire filling. Hypothesis tested by using Chi-Square statistic test. This research shows that more than half of employees at Palembang BBLK feels satisfy with their job at year 2006. Each variable like educational level, job characteristic, working condition and work colleague has consequential relation with employee's job satisfaction level at Palembang BBLK year 2006. Moreover, each variable like age, gender, marital status, work experience, educational background, self-control place, self-assure, incentive and carrier promotion did not have consequential relation with employee's job satisfaction level at Palembang BBLK year 2006. Suggested to develop motivation and using opportunity in participating formal and non-formal educational program appropriate with educational background, ability and job specification, increase work interest, having target in job successfulness, and to realize the importance of working partner and his organization, enduring and paying attention to the right way of use, maintaining facility and room and laboratory tools, continuing innovation, developing inter-employee's trust and employer therefore conducive working environment also need further research toward employee's job satisfaction in Health Laboratory Big Hall Palembang with wider variable.
Pemanfaatan poliklinik gigi Rumah Sakit Umum Daerah Sanggau belum optimal dilihat dari rendahnya jumlah kunjungan pasien yang memanfaatkan poliklinik tersebut. Dari laporan bulanan dan tahunan rumah sakit jumlah kunjungan pasien yang berobat tahun 2005 ada 294 orang (24 orang/bulan) dan tahun 2006 ada 347 orang (29 orang/bulan). Untuk itu perlu dilakukan penilaian terhadap pelayanan poliklinik gigi Rumah Sakit apakah sudah memuaskan dan memenuhi apa yang menjadi harapan pasien. Penelitian ini bertujuan untuk mengetahui gambaran kepuasan pasien dan faktorfaktor yang mempengaruhi mutu pelayanan kesehatan gigi dan mulut di Rumah Sakit Umum Daerah Sanggau, menggunakan metoda penelitian kuantitatif dengan rancangan penelitiannya adalah cross sectional terhadap 119 orang responden. Tingkat kepuasan pasien dari hasil penelitian masih rendah yaitu 37,8%. Hal ini mungkin penyebab pemanfaatan poliklinik di Rumah Sakit Umum Daerah Sanggau masih rendah. Faktor dimensi mutu yang paling berhubungan dengan kepuasan pasien adalah reliability. Umur, pendidikan dan pekerjaan merupakan faktor konfounding terhadap hubungan dimensi mute dengan kepuasan pasien. Dapat disarankan kepada pihak manajemen Rumah Sakit Umum Daerah Sanggau dan instansi terkait untuk lebih membenahi lingkungan poliklinik gigi balk papan petunjuk maupun papan informasi yang berhubungan dengan lokasi dan tempat-tempat pelayanan di rumah sakit, memperhatikan waktu pelayanan di poliklinik gigi, membuat usulan pengadaan obat dan bahan yang diperlukan dalam pelayanan gigi dan mulut sehari-hari, usulan kebutuhan tenaga perawat gigi serta perlu dilakukan benchmarking dengan pelayanan kesehatan lain dalam rangka pembangunan clinical governance.
Dental polyclinic use in Sanggau District Public l-Iospital was still not optimal as seen in low patient visit rate to use the polyclinic. Based on monthly and annual reports, patient visit rate in 2005 were 294 patients (24 patients per month) and in 2006 were 347 patients (29 patients per month). Thus, it is needed to conduct the evaluation of hospital dental polyclinic service, whether it has satisfied and met patient expectation. The aim of this study was to identify patient satisfaction and factors affecting dental and oral health service quality in Sanggau District Public Hospital. Quantitative research method and cross sectional research design were used with 119 participants. The result revealed that patient satisfaction level was low, 37.8%. This is the possible cause of low use of Sanggau District Public Hospital Dental Polyclinic. The most associated quality dimension factor to patient satisfaction were reliability. Age, education and work were confounding factors to the relationship between quality dimension and patient satisfaction. It is recommended to Sanggau District Public Hospital Management and related institution to improve the dental polyclinic environment, including providing guide and information boards of the location and service posts in the hospital, to pay attention to dental polyclinic service time, to make proposals of drug and material procurements needed in daily dental and oral services and dental nurse requirement, and it is needed to perform benchmarking with other health service in order to build a clinical governance.
Patient safety culture assessment are the basic component in the patientsafety improvement program. It is important to assess how attitudes, perceptions,competencies and behaviors of individuals / groups that determine thecommitment to minimize the incident. The study aims to determine patient safetyculture and the factors that influence it. This research used cross sectional methodon the entire population RSPON numbered 649 employees to response. Samplingwith simple random sampling technique and the number of sample in thisresearch is 250 respondents. Data analysis by logistic regression.The results showed that patient safety culture in the category of culture toresponse less well with the positive response of 46.8%. The dominant factoraffecting patient safety culture are job factor that handoff or transition and shift(p = 0.03) and cooperation between working units (p = 0.035), as well asorganizational factors, namely: staffing (p = 004). It is recommended to responseimprove patient safety culture (a) develop instruments handover of patients orwork for the safety of the patient, (b) development and evaluation procedure theinformation on the handover mainly verbal orders and telephones, (c) optimizingthe turn of the job / shift through changes in work shifts a maximum of 3 days andestablish effective communication as well as their supervision in patient safety, (d)identify a model of teamwork between the units and improve the coordination ofteamwork between units.Keywords: Patient Safety Culture, factor person, system, job