Ditemukan 33703 dokumen yang sesuai dengan query :: Simpan CSV
Kepuasan Kerja adalah merupakan langkah pertama yang penting dan mejadi faktor penentu keberhasilan Rumah Sakit dalam menjalankan usahanya Karyawan yang tidak puas mengakibatkan tingginya ketidak puasan pasien. Kepuasan Kerja dikenal sebagai salah satu kunci pentig bagi Rumah Sakit untuk tetap bertahan dan bisa menurunkan keluhan pasien dan meningkatkan kepuasan pasien. Penulisan Thesis ini bertujuan untuk mendapatkan inforrnasi faktor- faktor apa saja yang berhubungan dengan kepuasan kerja Adanya berbagai keluhan maupun kritikan pasien terhadap pelayanan rumah sakit yang berpangkal pada ketidakpuasan karyawan yang mendasari penelitian ini. Jenis penelitian yang digunakan adalah pene1itian kuantitatif dengan pendekatan Cross SectionaL Data Primer didapat melalui Kuesioner kepada 96 responden meialui penyebaran angket selama 30 hari pada bulan Maret 2007. Berdasarkan basil pene;itian diketahui bahwa faktor Lingkungan Kerja memiliki pengaruh signifikan dan hubWlgan paling besar yaitu 0,621, Berdasarkan basil tersebut diatas maka perbaikan yang harus dilakukan untuk lebih meningkatkan kepuasan karyawan dengan lebih terarah dan terencana adalah dengan memperbaiki lingkungan kerja. Dengan peningkatan kepuasan kerja karyawan melalui perbaikan lingkungan kerja diharapkan karyawan dapat lebih baik dalam me1ayani pasien sesuai dengan harapan.
Job satisfaction constitutes the important thing and become the first step to definite hospital success factor to run his business. Unsatislaetion feeling on employee arise un-satisfactions on patient. Job satisfaction is known as one of the role key to hospital to keep on continuing his service and can reduce the patient complaint and increases patient satisfaction. The purposed this thesis to find those in formations factors that is engaged job satisfaction. The research performed basely by various complaint and also criticism to hospital service which is beginning fonn the un-satisfactions feeling by employee. This observational is utilized observational quantitative with cross sectional approaching. The primary data collected by questioners thru to 96 respondents through questionnaire publicized along 30 day on March 2007. Base on observational result known that work condition factor has significant influence and largest relationship as O.62l. Based on the result, so then: is a need to make a preparation directed and planned to increase the employee satisfaction with preparation the working environment or condition. With the increasing jobs satisfactory, could to expect the employee performing better service to patient according to expectation and standard operation procedures.
Tesis ini bertujuan untuk mengetahui faktor-faktor apa saja yang berhubungan dengan keinginan pindah kerja perawat RSU Bhakti Yudha. Variabel yang diteliti adalah karakteristik perawat, faktor pendorong dan faktor penarik. Karakteristik meliputi umur, jenis kelamin, status perkawinan, pendidikan terakhir, jarak rumah ke tempat kerja, jumlah anak yang dimiliki, lama kerja dan status kepegawaian. Faktor pendorong antara lain meliputi persepsi terhadap kompensasi RS, sistem kerja keperawatan, pengembangan karir dan lingkungan kerja. Faktor penarik meliputi persepsi terhadap kesempatan kerja dan kompensasi perawat RS lain. Metode penelitian yang digunakan adalah kuantitatif secara cross sectional pada 95 perawat. Analisis yang digunakan adalah analisis univariat, bivariat, dan multivariat. Analisis bivariat menggunakan T Test, Annova dan Korelasi Regresi, sedangkan multivariat menggunakan Regresi Linear Ganda. Pemodelan bivariat dengan menggunakan metode enter. Hasil analisis didapatkan kompensasi RS dan kompensasi perawat RS lain yang paling dominan berhubungan dengan keinginan pindah kerja perawat.Saran untuk rumah sakit berdasarkan hasil penelitian adalah RS perlu meninjau ulang mengenai cara pemberian kompensasi terutama uang lembur kepada perawat dan RS diharapkan mempertimbangkan standar kompensasi perawat RS lain dalam memberikan kompensasi.
The aim of this thesis is to analyze of factors associated with desire to move (Turnover Intention) of Nurse In Bhakti Yudha Public Hospital In 2013. Variable which researched is charactheristics of nurse are age, sex, marrital state, the last education, the distance between house and hospital, the amount of children, the lenght of employment, and the state of employment . The Push factors which the perceptions of compensation oh hospital, nursing work system, career development, and work environment. The pull factors containe the opportunity of job and the level compensation of the other hospital. The methode of research which used is quantitatively with cross sectional design which done for ninety five nurses. The analyses which used is univariate, bivariate, multivariate. Bivariat Analysis use T Test, Anova and Regression Correlation, whereas multivariate Regreesion of Binary Logistic. Bivariate model use enter methode. The result of analysis is gained The perseption of Compensation of hospital and the other hospital have the most infuence variable which correlated with turnover intention. The suggestions for Bhakti Yudha hospital are based on the result of analysis are reviewing about its compensation especialliy overtime payment compensation to the nurses and Bhakti Yudha hospital is expected reviewing about the compensation of the other hospital in compensation giving
Tujuan dari penelitian ini adalah untuk menemukan faktor-faktor manajemen yang berhubungan terhadap kepuasan kerja dokter spesialis di RS OMNI Alam Sutra. Penelitian ini dengan metode penelitian penyebaran kuesioner, dimana penelitian ini bersifat deskriptif analitik yaitu suatu penelitian yang mencoba menggali bagaimana dan mengapa fenomena ketidak puasan kerja dokter rumah sakit OMNI. Penelitian ini menggunakan pendekatan potong lintang yaitu suatu penelitian untuk mempelajari dinamika korelasi antara variabel bebas dan terikat dengan cara pengumpulan data sekaligus pada suatu saat. Pada penelitian ini dilakukan analisis secara bertingkat, yaitu (1). Analisis univariat, (2). Analisis Bivariat, (3). Analisis Multivariat.
Dari hasil penelitian di dapatkan Berdasarkan hasil analisis multivariat, variabel independen yang berpengaruh terhadap kepuasan kerja responden yaitu kebijakan dan aturan rumah sakit (p-value=0,001) dengan OR = 7 yang artinya kebijakan dan aturan rumah sakit yang baik akan berpeluang 7 kali lebih besar memberikan kepuasan kerja yang baik terhadap responden dibanding dengan kebijakan dan aturan RS yang kurang baik serta variable kelengkapan alat (p-value=0,003) dengan OR = 5,9 yang artinya kelengkapan alat yang baik akan berpeluang 5,9 kali lebih besar memberi kepuasan kerja yang baik terhadap responden dibanding dengan kelengkapan alat yang kurang baik. Dari hasil penelitian dapat disimpulkan bahwa adanya faktor-faktor manajemen yang berhubungan terhadap kepuasan kerja dokter spesialis di rumah sakit OMNI Alam Sutra.
The purpose of this study was to find factors related to satisfaction management specialists working in hospitals OMNI Alam Sutra. This research studies the spread of the questionnaire method, which is a descriptive analytic study is a study that tries to explore how and why the phenomenon of workplace dissatisfaction OMNI hospital doctors. This research approach is a cross-sectional study to study the dynamics of the correlation between the dependent variable and tied to the data collected at the same time at some point. In this research, the analysis in stages, namely (1). Univariate analysis, (2). Bivariate analysis, (3). Multivariate Analysis.
From the results of research in getting Based on multivariate analysis, the independent variables that affect the job satisfaction of respondents that the policies and rules of the hospital (p-value = 0.001) with OR = 7, which means the policy and rules of good hospitals will likely 7 times more likely good job satisfaction among respondents compared with the policies and rules as well as hospitals that are less variable completeness of the tool (p-value = 0.003) with OR = 5.9, which means completeness good tools will likely provide 5.9 times greater job satisfaction well to the respondents compared with unfavorable completeness tools. From the results of this study concluded that the factors relating to satisfaction management specialists working in OMNI Alam Sutra Sutra hospital.
Kata kunci: infeksi nosokomial, mencuci tangan
Nosocomial infection is a threat to hospital patients. Efforts to prevent nosocomialinfection are hand washing carrying out, correct procedure putting catheter,handling wound, and IV drip. The study used quantitative and qualitative methodeto nurses who taking care post surgeric patients.Indepth interview was done to the director, chief supervisor, and the PPI team.Observations on correct procedure of the above was done. Bivarian test provedthat knowledges, supervision, and training are main factor affecting theprocedure. Hospital are expected to pay more attention to this three aspects.88 words
Keywords: nosocomial infections, hand washing
Kata kunci :Intention to quit, turnover, kepuasan kerja, usia, kompensasi dan manfaat, gaji
Bhakti Yudha Hospital has a turnover of health workers (doctors and nurses) morethan 10% per year. A high turnover rate will be bad for the hospital. The purposeof the analysis of factors related to intention to quit in order to provide a fact andrecommendation to the hospital for this problem.The sample was 100 nurses and25 doctors. The type of research is quantitative research followed by qualitativemethod. The results showed that 34% of health workers have a desire to get out ofthe hospital. From the multivariate analysis, there are four variables that have asignificant influence on the desire to quit the job is job satisfaction, age, theperception of compensation and benefits, and salary. The proportion of healthworkers with low job satisfaction has a greater tendency to intention to quit Theproportion of health workers who have a perception of compensation and benefitsthat are less appropriate, low salaryand the younger tend to quit the job.Jobunsatisfaction also caused by management of employees and career path system isless good.
Keywords:Intention to quit, turnover, job satisfaction, age, compensation and benefits, salary.
ABSTRAK Kumpelisi telah menyehubkan banyak perubuhan-pcrubahan internal rumah sakit dalam memberikan Iayanan kesehatan bagi masyarakat. Secara khusus hubungan antara rumah snkil dam doklcr. Duktcr mcrupukan kelompok profcsi yang memegang kontrol dominan lcrhadap pcnggunaan sumber daya yang ada di rumah Sakit sehingga diperlukan suatu upaya untuk mendukung seorang dokter agar menyukai pekenjaannya dan loyal tcrhadap rumah sakit. Salah satu talftor antcscden perilaku menarik diri pada profesi dokter adalah faktor-ihktor yang berkaitan dengan kcbijakan rumah sakit yang bcrdampak pada otonomi dokter dan personal time, hubungan dengan pasien, masalah- masalah pclayanan pasicn, hubungan kcrja dengan lemun sejawat, lnubungan ke.ja dengan staf, hubungan dengan komunitas, kompensasi, dukungan administrasi, dan sumber daya. Pcriiaku mcnarik diri yang ciilakukan pada rumah sakit X di Bogor terhadap 53 dokter dilakukan menggunakan analisa univariat, bivariat. dan multivariat iengan variabel bebas yang mempengaruhi yaitu kepuasan dokter (posisi/peran dan otonomi), kompcnsasi (tarif dan sharing), jadua! kaxja, dan kondisi lingkungan kerja (hubungan kerja dan sumber daya rumah sakit). Status kcpegawaian dokter juga menxpakan faktor yang dapat mempengaruhi perilaku menarik diri. Hampir sepanuh doxter di rumah sakit ?X? berperilaku menarik diri dengun Ihktor-|`aktor yang mcmpunyai hubungan yang signiiikan, yaitu taktor kompensasi, jadwal kenja dan kondisi lingkungan kerja. Sedangkan faktor kepuasan terhadap pcran & otonomi Serta faktor status kepegawaian tidak mempunyai hubungan yang signifikan. Setelah dilakukan pemodelan, maka diketahui faktor anteseden yang bexpcran dalam terjadinya perilaku menarik diri adalah faklor jadwal bekeria dan faktor kondisi lingkungan kcrja. Dengun ricmikian untuk mcngantisipasi kejadian penlaku menarik diri yang terjadi di kalangan dokter, rumah sakit perlu mengkaji ulang kebijakamkebijakan rumah sakit yang bcrdampak tcrhadap kcjadian perilaku Iersebut.
ABSTRACT High competition has lead hospital into many intemal changes in order to give maximum satisfaction to the community. One of them is the transformation of relationship between hospital and physicians. Physicians can be described as group of profession who has essential function in hospital in terms that they have power to pursue success for hospital. So then it is crucial to put many efforts to create circumstances in which pacify them and to be loyal. The antecedent tactors for physician?s withdrawal behavior are hospital`s policies that give impacts to physician?s autonomy and personal time. rclauionship with patients, relationship with colleagues, compensation. administrative support. and hospital`s resources. - This research describes the univariance, bivariance and multivariance analysis of fifty-three pi~ysician?s behaviour to withdrawal from their responsibility in named X hospital. The analysis engage the independent variables which are physicians? satisfaction (position and autonomy), compensation (salary and sharing), working schedule and working-envi1'onrner.t condition (relationship among colleagues and staff and hospital resources). In addition, employment status also is an important factor that might cause physicians withdrawal behavior. The result of this analysis states that almost half of total physicians are willing to withdrawal for the majority reasons of compensation, working schedule and working-envirornient condition. Conversely, physician`s satisfaction (position and autonomy) and employment status are not significant for this issue. Furthermore, in variable modelling, it is simply concluded that the antecedent factor for withdrawal behavior are working schedule and working-environment condition. Thus, in order to conquer this substance, X hospital significantly requires policies evaluation regarding those two major factors.