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Herliyanti Yadi; Pembimbing: Dumilah Ayuningtyas; Penguji: Mieke Savitri, Puput Oktamianti, Budi Hartono, Marisa Aristiawati
Abstrak:
Lingkungan kerja yang kondusif mempengaruhi kualitas kehidupan kerja dan dapatmembentuk sumber daya manusia yang berkualitas serta mendukung perbaikan kualitaspelayanan. Tujuan penelitian ini adalah menganalisis hubungan kualitas kehidupan kerjaterhadap kinerja pegawai di RSUD Kabupaten Ogan Ilir. Penelitian ini merupakanpenelitian kuantitatif dengan desain cross sectional pada 315 pegawai baik PegawaiNegeri Sipil maupun Tenaga Kerja Sukarela. Analisis yang dilakukan adalah univariat,bivariat dengan uji statistic chi square dan multivariat dengan regresi logistik gandamodel prediksi/determinan.Hasil penelitian menunjukkan kualitas kehidupan kerja masih kurang terutama rasabangga terhadap rumah sakit, keterlibatan/partisipasi pegawai dan fasilitas yang didapat.Demikian pula kinerja pegawai, dari 315 terdapat 164 pegawai 51,1 dengan kinerjakurang. Hasil uji statistic diketahui bahwa keterlibatan/partisipasi pegawai dan fasilitasyang didapat memiliki hubungan signifikan terhadap kinerja pegawai. Analisis lanjutdidapatkan tiga komponen yang mempengaruhi kinerja pegawai yaituketerlibatan/partisipasi pegawai, fasilitas yang didapat dan keselamatan lingkungan kerja.Komponen yang paling dominan adalah fasilitas yang didapat dengan nilai OR 2,670.Dari penelitian diharapkan RSUD Kabupaten Ogan Ilir dapat membentuk tim berisipegawai yang mewakili semua bidang, memperbaiki sistem pemeliharaan fasilitas rumahsakit, memberikan pelatihan dan seminar, menganggarkan secara khusus untuk perbaikansistem keselamatan dengan menambah alat pelindung diri, membetuk tim khusus yangmemperhatikan dan mengawasi keselamatan dan kesehatan pegawai yang dibawahi olehSPI Satuan Pengawas Internal dan mengaktifkan kembali SPI rumah sakit.
A conducive working environment affects the quality of working life and can form qualityhuman resources and support the improvement of service quality. The purpose of thisstudy is to analyze the relationship of quality of work life to employee performance inRSUD Ogan Ilir District. This research is a quantitative research with cross sectionaldesign on 315 employees both civil servants and freelancer. The analyzes were univariate,bivariate with chi square and multivariate statistic test with multiple logistic regressionof predictive determinant model.The result of the study shows that the quality of working life is still lacking, especiallythe pride of the hospital, the involvement participation of employees and the facilitiesobtained. Similarly, employee performance, of 315 there are 164 employees 51.1 withless performance. The result of the statistic test shows that the involvement participationof employees and facilities obtained has a significant relationship to the performance ofemployees. Further analysis found 3 components that affect employee performance is theinvolvement participation of employees, facilities obtained and safety of the workenvironment. The most dominant component is the facility obtained with an OR of 2.670.From the research, it is hoped that the RSUD of Ogan Ilir Regency can form a team ofemployees representing all fields, improve the system of maintaining hospital facilities,provide training and seminars, budgeting specifically for improvement of safety systemby adding personal protective equipment, forming a special team that pay attention andsupervise the safety and health of employees who are covered by SPI Internal ControlUnit and reactivate the hospital 39 s SPI.
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A conducive working environment affects the quality of working life and can form qualityhuman resources and support the improvement of service quality. The purpose of thisstudy is to analyze the relationship of quality of work life to employee performance inRSUD Ogan Ilir District. This research is a quantitative research with cross sectionaldesign on 315 employees both civil servants and freelancer. The analyzes were univariate,bivariate with chi square and multivariate statistic test with multiple logistic regressionof predictive determinant model.The result of the study shows that the quality of working life is still lacking, especiallythe pride of the hospital, the involvement participation of employees and the facilitiesobtained. Similarly, employee performance, of 315 there are 164 employees 51.1 withless performance. The result of the statistic test shows that the involvement participationof employees and facilities obtained has a significant relationship to the performance ofemployees. Further analysis found 3 components that affect employee performance is theinvolvement participation of employees, facilities obtained and safety of the workenvironment. The most dominant component is the facility obtained with an OR of 2.670.From the research, it is hoped that the RSUD of Ogan Ilir Regency can form a team ofemployees representing all fields, improve the system of maintaining hospital facilities,provide training and seminars, budgeting specifically for improvement of safety systemby adding personal protective equipment, forming a special team that pay attention andsupervise the safety and health of employees who are covered by SPI Internal ControlUnit and reactivate the hospital 39 s SPI.
T-5276
Depok : FKM UI, 2018
S2 - Tesis Pusat Informasi Kesehatan Masyarakat
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Defy Azhari; Pembimbing: Vetty Yulianty Permanasari; Penguji: Dumilah Ayuningtyas, Dini Trisnowati
Abstrak:
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Manajemen SDM sangat penting dalam rumah sakit untuk membantu memenuhi kebutuhan sumber daya manusia. Pemenuhan sumber daya manusia dilakukan dengan kegiatan rekrutmen dan seleksi, hingga pengangkatan pegawai tetap. Pada proses pemenuhan kebutuhan sumber daya manusia membutuhkan hasil tes psikologi, salah satunya adalah tes MMPI yang digunakan untuk mengevaluasi karakteristik kepribadian dan psikologis individu, termasuk potensi adanya konflik. Konflik dapat berupa ketidakcocokan, perselisihan, atau disharmonisasi yang dapat berdampak negatif pada kesejahteraan mental dan emosional pegawai hingga pada pelayanan pasien. Penelitian ini bertujuan untuk mengetahui hubungan hasil tes psikologi MMPI pegawai dengan kejadian konflik dalam organisasi di Rumah Sakit X. Penelitian ini menggunakan metode kuantitatif dengan desain studi cross-sectional. Sumber data berupa data sekunder yang tersedia di Rumah Sakit X dengan sampel 306 pegawai. Didapatkan dari penelitian ini bahwa ada hubungan antara hasil tes psikologi MMPI pegawai dengan kejadian konflik dalam organisasi di Rumah Sakit X (P-value = 0,006; OR = 4,624) dan ada hubungan antara variabel pendidikan dengan kejadian konflik (P-value = 0,009). Namun tidak terdapat hubungan antara variabel jenis kelamin, usia, status kawin, dan tanggungan (P-value > 0,05). Penelitian ini dapat disimpulkan jika terdapat pegawai dengan hasil tes psikologi MMPI “tidak disarankan” dan dilanjutkan proses pemenuhan kebutuhan SDM maka akan memungkinkan terjadinya konflik dalam organisasi.
HR management is very important in hospitals to help fulfill the human resource needs. Fulfillment of human resources is carried out through recruitment and selection activities, as well as recruiting permanent employees. The process of providing human resource needs requires psychological test results, one of which is the MMPI test which is used to evaluate individual personality and psychological characteristics, including the potential for conflict. Conflict can take the form of incompatibility, disagreement, or disharmony which can have a negative impact on mental and emotional well-being of the employees and on patient care. This research aims to determine the relationship between employee MMPI psychological tests result and the incidence of conflict within the organization at Hospital X. This research uses quantitative methods with a cross-sectional study design. The data source used secondary data that available at X Hospital with a sample of 306 employees. It was found from this research that there is a relationship between MMPI psychological tests result and incidents of conflict in the organization (P-value = 0,006; OR = 4,624) and there is relation between education background and conflict (P-value = 0,009). However, there was no relationship between the variables such as gender, age, marital status, and dependents (P-value > 0.05). This research can be concluded that if there are employees whose MMPI psychological test results are "not recommended" and the process of fulfilling HR needs continues, this will drive the conflict to occur within the organization.
S-11659
Depok : FKM-UI, 2024
S1 - Skripsi Pusat Informasi Kesehatan Masyarakat
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Ni Putu Juwanita Dewi; Pembimbing: Puput Oktamianti; Penguji: Dumilah Ayuningtyas, Sandi Iljanto, Bihantoro, Yanyan Rusyandi
Abstrak:
Rumah sakit sebagai tempat bekerja yang memiliki risiko tinggi terhadap keselamatan dan kesehatan sumber daya manusia rumah sakit sehingga kesehatan pegawai rumah sakit perlu menjadi perhatian. Dengan terbitnya Peraturan Menteri Kesehatan Nomor 66 Tahun 2016 tentang Keselamatan dan Kesehatan Kerja Rumah Sakit maka RSUD R. Syamsudin, SH. Kota Sukabumi telah mengimplementasikan kebijakan kesehatan kerja untuk pegawai rumah sakit dengan diterbitkannya Keputusan Direktur Nomor 88 Tahun 2017 tentang Panduan Pelayanan Kesehatan Kerja di RSUD R. Syamsudin,SH dan menyelenggarakan kegiatan yang bersifat promotif, preventif, kuratif dan rehabilitatif untuk pegawai rumah sakit. Penelitian ini bertujuan untuk memperoleh informasi mendalam mengenai Analisis Implementasi Kebijakan terkait Kesehatan Kerja Pegawai di RSUD R. Syamsudin, SH. Kota Sukabumi Tahun 2018. Penelitian ini menggunakan metode kualitatif dengan pendekatan Rapid Assesment Procedure (RAP), pengumpulan data dengan melalui wawancara mendalam, observasi dan telaah dokumen. Penelitian ini menggunakan kerangka teori dari Van Meter dan Van Horn yang terdiri dari enam variabel yaitu standar dan tujuan kebijakan, sumber daya, karakterikstik badan pelaksana, komunikasi antar organisasi, disposisi pelaksana dan dukungan lingkungan sosial ekonomi dan politik. Pada penelitian ini diperoleh hasil bahwa terdapat beberapa kendala berdasarkan enam variabel dari teori van meter dan van horn sehingga implementasi kebijakan kesehatan kerja pegawai di RSUD R. Syamsudin, SH. Kota Sukabumi belum optimal dilaksanakan. Beberapa saran direkomendasikan pada penelitian ini antara lain melakukan sosialisasi dan monitoring evaluasi secara berkala terhadap implementasi kebijakan kesehatan kerja pegawai di rumah sakit, pemerintah daerah mengalokasikan anggaran khusus untuk kesehatan kerja pegawai, serta membuat mekanisme atau SOP terkait implementasi kebijakan kesehatan kerja untuk pegawai rumah sakit.
Hospitals as workplaces that have a high risk to the safety and health of hospital human resources so that the health of hospital employees need to be a concern. With the issuance of Regulation of the Minister of Health No. 66 of 2016 on Occupational Health and Safety of Hospitals, RSUD R. Syamsudin, SH. Kota Sukabumi has implemented a work health policy for hospital staff with the issuance of Director Decree No. 88 of 2017 on Health Service Guidelines at RSUD R. Syamsudin, SH and conducting promotive, preventive, curative and rehabilitative activities for hospital staff. This study aims to obtain in-depth information on Policy Implementation related to Occupational Health of Employees in RSUD R. Syamsudin, SH. City of Sukabumi Year 2018. This research uses qualitative method with approach Rapid Assessment Procedure (RAP), data collecting by in-depth interview, observation and document review. This study uses the theoretical framework of Van Meter and Van Horn which consists of six variables, namely standard and policy objectives, resources, executing agency characteristics, inter-organizational communication, implementing disposition and support of socioeconomic and political environment. In this research, there are some obstacles based on six variables from van meter and van horn theory so that the implementation of employee health policy in RSUD R. Syamsudin, SH. The city of Sukabumi has not been optimally implemented. Suggestions recommended in this study include socializing and monitoring periodic evaluations of the implementation of health policy of employees in the hospital, local governments allocate special budgets for occupational health to worker, as well as establishing relevant mechanisms or SOPs implementation of occupational health policy for hospital staff.
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Hospitals as workplaces that have a high risk to the safety and health of hospital human resources so that the health of hospital employees need to be a concern. With the issuance of Regulation of the Minister of Health No. 66 of 2016 on Occupational Health and Safety of Hospitals, RSUD R. Syamsudin, SH. Kota Sukabumi has implemented a work health policy for hospital staff with the issuance of Director Decree No. 88 of 2017 on Health Service Guidelines at RSUD R. Syamsudin, SH and conducting promotive, preventive, curative and rehabilitative activities for hospital staff. This study aims to obtain in-depth information on Policy Implementation related to Occupational Health of Employees in RSUD R. Syamsudin, SH. City of Sukabumi Year 2018. This research uses qualitative method with approach Rapid Assessment Procedure (RAP), data collecting by in-depth interview, observation and document review. This study uses the theoretical framework of Van Meter and Van Horn which consists of six variables, namely standard and policy objectives, resources, executing agency characteristics, inter-organizational communication, implementing disposition and support of socioeconomic and political environment. In this research, there are some obstacles based on six variables from van meter and van horn theory so that the implementation of employee health policy in RSUD R. Syamsudin, SH. The city of Sukabumi has not been optimally implemented. Suggestions recommended in this study include socializing and monitoring periodic evaluations of the implementation of health policy of employees in the hospital, local governments allocate special budgets for occupational health to worker, as well as establishing relevant mechanisms or SOPs implementation of occupational health policy for hospital staff.
T-5301
Depok : FKM UI, 2018
S2 - Tesis Pusat Informasi Kesehatan Masyarakat
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Ratu Raira Azzahra Pinasty; Pembimbing: Kurnia Sari; Penguji: Adang Bachtiar, Novita Dwi Istanti
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Rumah sakit menghadapi kompleksitas dalam operasional sehari-hari, di mana semua elemen, mulai dari pengunjung hingga pegawai, saling berinteraksi pada proses pemberian pelayanan. Untuk menjaga keselamatan seluruh elemen rumah sakit, perlu dibangun kesadaran budaya keselamatan yang terintegrasi. Rumah Sakit XYZ telah mengembangkan pengukuran budaya keselamatan terintegrasi yang dinamakan Integrated Safety Culture in Hospital Assessment. Penelitian ini bertujuan untuk memberikan gambaran tentang budaya keselamatan terintegrasi serta perkembangannya di RS XYZ dari tahun 2021 hingga 2023. Penelitian ini menggunakan pendekatan kuantitatif dengan desain studi cross-sectional, dengan menggunakan data sekunder hasil survei berulang selama tiga tahun dengan jumlah sampel berturut-turut 419 (tahun 2021), 305 (tahun 2022), dan 418 (tahun 2023) responden. Hasil penelitian ini menunjukkan bahwa Rumah Sakit XYZ telah mencapai tingkat budaya keselamatan terintegrasi yang baik, di mana sebagian besar dimensi budaya keselamatan berada pada "Level 4- Proaktif" dan sebagian lainnya pada "Level 5- Progresif". Terdapat peningkatan capaian budaya keselamatan pasien dari waktu ke waktu untuk semua dimensi, kecuali dimensi komitmen manajemen dan komunikasi efektif dan umpan balik yang mengalami penurunan atau stagnansi. Ditemukan perbedaan yang bermakna secara statistik dalam tingkat kematangan budaya keselamatan terintegrasi pada variabel jenis kelamin. Namun, perbedaan tersebut tidak bermakna variabel usia, pendidikan, masa kerja, dan unit kerja dengan tingkat kematangan budaya keselamatan terintegrasi.
Hospitals face complexity in their day-to-day operations, where all elements, from visitors to employees, interact in the process of providing care services. To ensure the safety of all hospital elements, it is necessary to cultivate an awareness of integrated safety culture. The XYZ Hospital has developed a measurement of integrated safety culture called the Integrated Safety Culture in Hospital Assessment. This study aims to provide an overview of the integrated safety culture and its development at XYZ Hospital from 2021 to 2023. The study adopts a quantitative approach with a cross-sectional study design, utilizing secondary data from repeated surveys over three years with successive sample sizes of 419 (2021), 305 (2022), and 418 (2023) respondents. The findings of this research indicate that the XYZ Hospital has achieved a good level of integrated safety culture, with most dimensions of safety culture at "Level 4-Proactive" and some at "Level 5-Progressive". There has been an improvement in patient safety culture over time for all dimensions, except for management commitment and effective communication/feedback, which have experienced decline or stagnation. Significant differences were found in the level of integrated safety culture maturity based on gender. However, there were no significant differences in age, education, length of employment, and work unit regarding integrated safety culture maturity.
S-11518
Depok : FKM-UI, 2024
S1 - Skripsi Pusat Informasi Kesehatan Masyarakat
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Dwi Sugiarti; Pembimbing: Siti Arifah Pujonarti; Penguji: Triyanti, Diah Mulyawati Utari, Ariningsih
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Sindrom metabolik merupakan konsekuensi dari hubungan yang kompleks antara faktor genetik dan lingkungan, yang berhubungan dengan meningkatnya risiko diabetes mellitus, penyakit kardiovaskular dan kematian. Penelitian ini bertujuan untuk mengetahui hubungan umur, jenis kelamin, riwayat penyakit keluarga, asupan zat gizi, aktivitas fisik, kebiasaan merokok, dan durasi tidur dengan kejadian sindrom metabolik menurut kriteria NCEP ATP III pada pegawai RSUP Persahabatan. Populasi studi adalah pegawai yang melakukan pemeriksaan kesehatan pada bulan April-Mei 2017. Disain penelitian ini adalah cross sectional dengan jumlah sampel sebanyak 110 responden yang dipilih dengan consecutive sampling. Data dikumpulkan pada bulan Mei-Juni 2017, meliputi pengukuran tinggi badan, berat badan, lingkar pinggang, riwayat penyakit keluarga, asupan makanan yang terdiri dari energi, karbohidrat, protein, lemak dan serat, aktivitas fisik, kebiasaan merokok, durasi tidur dan data sekunder berupa hasil laboratorium (trigliserida, kolesterol HDL, gula darah) dan tekanan darah. Hasil menunjukkan bahwa 7,3% responden mengalami sindrom metabolik dan 54,5% obesitas sentral. Ada perbedaan yang signifikan antara umur pada responden sindrom metabolik dengan yang tidak sindrom metabolik (p=0,01). Tidak ada hubungan yang bermakna antara jenis kelamin, asupan makanan, riwayat penyakit keluarga dan gaya hidup dengan sindrom metabolik. Meskipun demikian disarankan agar pegawai menjaga pola hidup sehat dengan olah raga teratur, makan makanan gizi seimbang dan rutin melakukan pemeriksaan kesehatan. Kata kunci : sindrom metabolik, faktor risiko, pegawai rumah sakit Metabolic syndrome is a consequence of the complex relationship between genetic and environmental factors, which is associated with increased risk of diabetes mellitus, cardiovascular disease and mortality. This study aims to determine the relationship between age, sex, family disease history, nutrient intake, physical activity, smoking habits, and sleep duration with the incidence of metabolic syndrome according to NCEP ATP III criteria on Persahabatan Hospital staff. The study population is an employee who performs a medical examination in April-May 2017. The design of this study is cross sectional with the number of samples of 110 respondents with selected with consecutive sampling. Data were collected in May-June 2017, including measurement of height, weight, waist circumference, family disease history, food intake consisting of energy, carbohydrate, protein, fat and fiber, physical activity, smoking habit, sleep duration and secondary data In the form of laboratory results (triglycerides, HDL cholesterol, blood sugar) and blood pressure. Results showed that 7.3% of respondents had metabolic syndrome and 54.5% of central obesity. There was significant association between age and metabolic syndrome and no significant association between sex, food intake, family disease history and lifestyle with metabolic syndrome. Nevertheless it is recommended that employees maintain a healthy lifestyle with regular exercise, eating balanced nutrition and routine medical checks up. Keywords: metabolic syndrome, risk factors, hospital staff
T-5065
Depok : FKM-UI, 2017
S2 - Tesis Pusat Informasi Kesehatan Masyarakat
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Mulat Wening Astuti; Pembimbing: Baiduri Widanarko; Penguji: Robiana Modjo, Mila Tejamaya, Rismasari, Astuti
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Latar Belakang: Gangguan Otot dan Tulang Rangka Akibat Kerja (Gotrak) merupakan masalah kesehatan paling umum terkait pekerjaan dan menempati peringkat 2 sebagai gangguan kerja dan paling banyak biayanya. Prevalensi gotrak lebih tinggi pada petugas kesehatan, dibandingkan dengan populasi umum, industri dan profesi konstruksi. Profesional sektor kesehatan khususnya mereka yang bekerja di lingkungan rumah sakit, lebih sering mengalami gotrak. Tujuan penelitian ini adalah untuk menganalisis faktor – faktor yang berhubungan dengan gangguan otot dan tulang rangka akibat kerja pada pegawai di RSUD X tahun 2022. Metode: Jenis penelitian ini adalah potong lintang dengan responden sebanyak 194 pegawai yang bekerja di RSUD X. Teknik pengumpulan data untuk data primer dilakukan dengan pengisian kuesioner, observasi, pengukuran dan wawancara. Sedangkan untuk data sekunder berupa profil RSUD, data pegawai dan data MCU pegawai. Hasil: Hasil kuesioner Nordic Body Map didapatkan bahwa prevalensi gotrak pada pegawai di RSUD X sebesar 83,5%. Pegawai yang mengalami keluhan gotrak mayoritas adalah tenaga medis yaitu sebesar 51,2%. Analisis penelitian ini didapatkan bahwa terdapat hubungan yang bermakna antara faktor psikososial yaitu tuntutan psikologis dengan OR 6,25 dan ketidakpuasan kerja dengan OR 10,26. Kesimpulan: Prevalensi gotrak pada pegawai di RSUD X tinggi sehingga perlu dilakukan tindakan perbaikan untuk mengurangi keluhan gotrak pada pegawai di RSUD X.
Background: Work Related Musculosceletal Disorders (WMSDs) is the most common health problem related to work and is ranked 2nd as a work disorder and has the most costs. The prevalence of WMSDs is higher among health workers, compared to the general population, industry and the construction profession. Health sector professionals, especially those who work in a hospital environment, are more likely to experience gorak. The purpose of this study was to analyze the factors associated with muscle and skeletal disorders due to work on employees at RSUD X in 2022. Methods: This type of research is cross-sectional with 194 employees working at RSUD X. Data collection techniques for primary data were done by filling out questionnaires, observations, measurements and interviews. As for secondary data in the form of hospital profiles, employee data and employee MCU data. Results: The results of the Nordic Body Map questionnaire showed that the prevalence of WMSDs in employees at RSUD X was 83.5%. The majority of employees who experience WMSDs complaints are medical personnel, which is 51.2%. The analysis of this study found that there was a significant relationship between psychosocial factors, namely psychological work demands with an OR of 6.25 and job dissatisfaction with an OR of 10.26. Conclusion: The prevalence of WMSDs on employees at RSUD X is high so it is necessary to take corrective action to reduce complaints of WMSDs on employees at RSUD X.
T-6585
Depok : FKM UI, 2022
S2 - Tesis Pusat Informasi Kesehatan Masyarakat
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Anggrianita Meyline; Pembimbing: Septiara Putri; Penguji: Wachyu Sulistiadi, Novita Dwi Istanti
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Rumah sakit merupakan fasilitas pelayanan kesehatan yang berperan penting dalam mendukung penyelenggaraan upaya kesehatan nasional. Sebagai institusi dengan karakteristik yang kompleks, rumah sakit perlu membangun kesadaran akan budaya keselamatan guna memastikan perlindungan dan keselamatan bagi seluruh pihak yang terlibat. Penelitian ini bertujuan untuk mengetahui gambaran budaya keselamatan terintegrasi di Rumah Sakit Universitas Indonesia Tahun 2024 dengan menggunakan Integrated Safety Culture in Hospital Assesment. Metode penelitian yang digunakan adalah kuantitatif dengan pendekatan cross-sectional dan melibatkan 435 responden. Hasil penelitian menunjukkan bahwa Rumah Sakit Universitas Indonesia telah mencapai tingkat budaya keselamatan terintegrasi yang baik, yaitu sebesar 81% (Level 5 – Progressive). Sebagian besar dimensi budaya keselamatan terintegrasi mencapai Level 5 – Progressive dan sebagian lainnya mencapai Level 4 – Proactive. Penelitian ini juga menemukan hubungan yang signifikan antara dimensi komunikasi efektif dan umpan balik insiden, prosedur dan tata kelola budaya keselamatan, lingkungan organisasi yang mendukung, pengembangan kapasitas (pelatihan) budaya keselamatan, kerja sama tim antar unit, dan maturitas manajemen resiko dengan status kepegawaian (tenaga kesehatan dan non-kesehatan). Namun, hubungan tersebut tidak signifikan pada dimensi komitmen manajemen, keterlibatan diri dalam budaya keselamatan, persepsi tentang budaya keselamatan, keterbukaan komunikasi dan pelaporan insiden, kerja sama tim dalam unit, dan pencegahan pen pengendalian infeksi (PPI) umum dengan status kepegawaian.
Hospitals are healthcare facilities that play a crucial role in supporting the implementation of national health efforts. As institutions with complex characteristics, hospitals need to build awareness of a safety culture to ensure protection and safety for all parties involved. This study aims to describe the integrated safety culture at Universitas Indonesia Hospital in 2024 using the Integrated Safety Culture in Hospital Assessment. The research method employed is quantitative with a cross-sectional approach, involving 435 respondents. The results showed that Universitas Indonesia Hospital has achieved a good level of integrated safety culture, reaching 81% (Level 5 – Progressive). Most dimensions of the integrated safety culture reached Level 5 – Progressive, while others achieved Level 4 – Proactive. This study also found a significant relationship between the dimensions of effective communication and incident feedback, safety culture procedures and governance, supportive organizational environment, safety culture capacity building (training), inter-unit teamwork, and risk management maturity with employment status (healthcare and non-healthcare staff). However, no significant relationship was found in the dimensions of management commitment, self-involvement in safety culture, perception of safety culture, openness of communication and incident reporting, intra-unit teamwork, and general infection prevention and control (IPC) with employment status.
S-11849
Depok : FKM UI, 2025
S1 - Skripsi Pusat Informasi Kesehatan Masyarakat
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