Abstrak: Safety leadership adalah salah satu komponen yang berperan penting dalam menurunkan angka kecelakaan dan peningkatan performa keselamatan kerja di perusahaan. Penelitian ini mengkaji profil safety leadership pada manajemen lini (Manajer dan Supervisor) di workshop PT. XYZ yang bergerak dalam bidang manufaktur wireline sebagai penunjang sektor migas yang berlokasi di Cikarang, Jawa Barat. Metode yang digunakan adalah kualitatif dengan menggunakan konsep dan teori dari Krause (2005). Elemen yang diteliti berdasarkan safety leadership best practices yang terdiri dari vision, credibility, action oriented, collaboration, communication, feedback and recognition dan accountability. Hasil penelitian menunjukkan bahwa safety leadership pada manajemen lini di PT. XYZ masih kurang baik. Kata kunci: Safety Leadership, Personality, Transformational Leadership, Safety Best Practices, Organizational Culture Safety Leadership is the one of the important components in reducing accident rates and improving safety performance in the company. This study examines the profile of safety leadership on line management (Manager and Supervisor) in workshop of PT. XYZ engaged in wireline manufacturing as a supporter of oil and gas sector located in Cikarang, West Java. The method used is qualitative by using concept and theory from Krause (2005). The elements studied are based on the best practices of safety leadership consisting of vision, credibility, action oriented, collaboration, communication, feedback and recognition and accountability. The result showed that safety leadership on Line Management in PT. XYZ is still not good. Key words: Safety Leadership, Personality, Transformational Leadership, Safety Best Practices, Organizational Culture

Abstrak: This study describes the picture of the strength of the safety culture in the project area Y and company. X. Its scope is limited to artifact factors, espoused values and basic assumptions. The study design used was descriptive with qualitative data analysis technique. The results of the research with interviewees on 5 informants, field observation and document review show that safety culture in PT X is at a moderate level or can be interpreted as safety, cost and production are considered to overlap / reduce each other. The possible causes of this cultural weakness stem from supervisory of payment by result basis, workers' responses to management efforts are lacking, safety is not yet integrated into all parts of the company, inconsistencies of value being exposed and employee behavior and workers selection are not yet applicable. The researcher's recommendation is to maintain consistency and evaluate the supervisory for payment by result basis system.

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Abstrak: Membangun budaya keselamatan pasien merupakan langkah awal dalampengembangan keselamatan pasien. Budaya keselamatan pasien di rumah sakitmerupakan bagian dari budaya organisasi, sehingga pengkajian tentang budayaorganisasi diperlukan untuk menjadi panduan dalam mengembangkan keselamatanpasien. Penelitian ini bertujuan mengetahui budaya keselamatan pasien di kalanganpemberi pelayanan di RSUD dr. H. Abdul Moeloek Provinsi Lampung danmengidentifikasi profil budaya organisasi pada jajaran pimpinannya.Penelitian deskriptif dengan interpretasi dan analisis kualitatif ini mengambilsubyek penelitian para pemberi pelayanan dan jajaran manajemen rumah sakit, dengancara menyebarkan kuesioner dan melaksanakan Consensus Decision Making Group(CDMG). Instrumen penelitian menggunakan kuesioner AHRQ (Agency for HeathResearch and Quality) membagi budaya keselamatan pasien menjadi 1.) BudayaKeterbukaan, 2.) Budaya Keadilan, 3.) Budaya Pelaporan, 4.) Budaya Belajar, 5.)Budaya Informasi. Sedangkan kuesioner Organization Culture Assesment Instrument(OCAI) menilai 6 kriteria budaya yaitu 1.) Karakter Dominan, 2.) KepemimpinanOrganisasi, 3.) Manajemen Karyawan, 4.) Perekat Organisasi, 5.) Penekanan Strategis,6.) Kriteria Keberhasilan. Budaya organisasi terbagi menjadi Tipe Clan, Adhocrazy,Market dan Hierarki.Hasil penelitian mendapatkan bahwa budaya keterbukaan, terutama kerjasamadalam unit merupakan dimensi budaya keselamatan pasien yang terkuat dan dominan.Sedangkan respons non punitive dan pencatatan merupakan dimensi yang terlemah.Tipe budaya Hierarki didapatkan sebagai tipe budaya organisasi yang dominansekaligus kuat untuk saat ini dan yang diharapkan. Hal ini menjadi panduan untukmemilih strategi peningkatan mutu melalui Competing Value Framework dalamrangka pengembangan dan peningkatan keselamatan pasien. Rencana tindak lanjutdibuat dan disepakati dalam Consensus Decision Making Group (CDMG) untukmembumikan unsur keselamatan pasien dalam visi dan misi organisasi sertapenguatan budaya keselamatan melalui pelatihan keselamatan pasien bagi seluruh staf.Blamming culture harus secara perlahan dan signifikan segera dihilangkan dalamsemua bentuk pelayanan di rumah sakit.Kata Kunci: Budaya Organisasi, Budaya Keselamatan Pasien, Budaya Hierarki,RSUD dr. H. Abdul Moeloek.

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Building a culture of patient safety is the first step in the developmentof patient safety. Culture of patient safety in hospitals is part of the cultureof the organization, so that the assessment of organizational culture neededto be a guide in developing patient safety. This study aims to determine thepatient safety culture among providers in dr. H. Abdul Moeloek Lampungand identify organizational culture profile in the ranks of leadership.Descriptive study with qualitative interpretation and analysis of thestudy subjects took care providers and hospital management board, bydistributing questionnaires and implement the Consensus Decision MakingGroup (CDMG). The research instrument used questionnaires AHRQ(Agency for Heath Research and Quality) dividing the patient safety cultureto 1.) Cultural Openness, 2.) Cultural Justice, 3) Cultural Reporting, 4.)Cultural Learning, 5.) Cultural Information. While questionnairesOrganization Culture Assessment Instrument (OCAI) assesses six culturalcriteria, namely 1.) Dominant character, 2) Organizational Leadership, 3)Employee Management, 4.) Adhesive Organization, 5.) Strategic Emphasis,6.) Success Criteria. Organizational culture is divided into Type Clan,Adhocrazy, Market and Hierarchy.Results of the study found that a culture of openness, especiallycooperation in the unit are the dimensions of patient safety culture isstrongest and dominant. While the non-punitive responses and recording theweakest dimension. Type Hierarki culture obtained as the dominant type oforganizational culture as well strong for the current and expected. It servesas a guide to select a quality improvement strategy through CompetingValue Framework in order to develop and increase patient safety. Follow-upplan prepared and agreed in the Consensus Decision Making Group(CDMG) to ground elements of patient safety in the vision and mission ofthe organization and strengthening a culture of safety through patient safetytraining for all staff. Blamming culture must gradually and significantlysoon be eliminated in all forms of service in hospitals.Keywords: Organizational Culture, Patient Safety Culture, Patient safety,Cultural Hierarchy, RSUD dr. H. Abdul Moeloek

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