Abstrak:

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

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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.

Abstrak: Setiap negara memiliki sejarah perkembangan rumah sakitnya, meskipun dewasa ini,dengan berbagai alasan semua negara membicarakan tata kelola rumah sakit. DiIndonesia dewasa ini Undang-Undang Rumah Sakit (UURS) tidak secara tegasmerujuk istilah corporate governance, namun demikian dalam Penjelasan Pasal 29ayat (1) butir r UURS, secara tersirat diketahui bahwa corporate governance adalahbagian dari hospital governance. Sedangkan konsepsi dan terminologi corporategovenance di Indonesia mengacu pada perseroan terbatas, khususnya perseroanterbatas terbuka. Dalam konsepsi tersebut, semua perseroan terbatas harus taat padaUndang-Undang Perseroan Terbatas (UUPT), termasuk perseroan terbatas denganbidang usaha rumah sakit. Penelitian ini bertujuan membuktikan telah terjadimispersepsi penggunaan istilah corporate governance dalam manajemen rumahsakit. Penelitian ini membandingkan corporate governance dalam UURS denganUUPT. Penelitian ini menggunakan pendekatan kualitatif dengan data sekunder.Triangulasi dilakukan untuk mempertahankan validitas hasil. Penelitian ini jugamenggunakan metoda perbandingan hukum untuk memahami konsep korporasi dancorporate governance dalam rangka menjelaskan pelaksanaan corporate governancedi rumah sakit. Hasil penelitian menunjukkan bahwa UURS telah salahmenginterpretasikan status rumah sakit. UURS telah meletakkan fungsi rumah sakitsecara kurang tepat, yang seharusnya dilihat sebagai kegiatan (usaha) dari perseroanterbatas. Artinya rumah sakit harus dipandang sebagai bagian perseroan terbatas danbukan sebaliknya. Kesalahan interpretasi ini telah menyebabkan terjadinyamiskonsepsi dan kesalahan penggunaan istilah corporate governance dalam UURS.Peneliti menyarankan untuk melakukan perubahan terhadap beberapa ketentuandalam UURS agar sejalan dengan konsep yang berlaku dan dapat diterapkan secarakonsisten.Kata kunci: corporate governance, korporasi, tata kelola rumah sakit, rumah sakit

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Each state has its own history on the development of hospital, eventhough nowadaysfor many different reason, all countries in the world is talking about governance inhospital. In Indonesia cuurent situation, Indonesian Hospital Law does notspecifically refer to corporate governance, however in the Elucidation of Article 29para (1) point r of the Hospital Law, it is implied that corporate governance waspart of hospital governance. Meanwhile the conception and terminology of corporategovenance in Indonesia belongs to corporation, especially public corporation. Insuch conception, all corporations must comply with Corporate Law, including allcorporations with line of business of hospital. The aim of this research is to provethat there has been a misconception of corporate governance terminology in hospitalmanagement. This research tries to contrast the conception of corporate governanceused in Hospital Law against the Corporate Law. This research uses qualitativeresearch. This reseacrh uses secondary data, with triangulation to maintain validityof result. This research also uses comparative legal method to understand theconcept of corporation and corporate governance in order to explain the applicationof corporate governance in hospital. Result of the research shows that Hospital Lawhas misinterpreted the status of hospital. It has mislead the function of hospital,which shall be seen as a line of business of a corporation. It means that hospital mustbe seen as part of the corporation as organisation and not vice versa. Researcherrecommends to make amendments to some articles of the Hospital Act in order tomake it inline with the prevailing concept and can be consistently applied.Key Words: corporate governance, corporation, governance in hospital, hospital