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Puskesmas merupakan satuan unit terdepan yang memberikan pelayanan kesehatan kepada seluruh lapisan masyarakat ternasuk masyarakat miskin. Dalam era globalisasi ini setiap organisasi dituntut untuk dapat berkompetisi dan mempunyaj daya saing sehingga organisasi tersebut dapat mempertahankan keberadaannya. Pelayanan yang dihasilkan dari organisasi puskesmas merupakan kerjasama antara pimpinan puskesmas dan staf puskesmas, dari basil kerjasama yang baik akan menghasilkan pelayanan yang bennutu. Peran pimpinan puskesmas terhadap kemajuan organisasi sangat utama dan pimpinan harus mampu rnemberikan kepuasan kerja terhadap staf dalam organisasi, kepuasan kerja staf dalam organisasi akan menciptakan suatu pelayanan yang bermutu kepada masyarakat. Tujuan penelitian ini adalah untuk mendapatkan gambaran dan hubungan antara kepemimpinan kepala puskesmas dan kepuasan kerja staf puskesmas dalam melaksanakan Program Jaringan Pemeliharaan Kesehatan Masyarakat Miskin di Kabupaten Serang Tahun 2007. Penelitian ini menggunakan desain cross sectional dengan pendekatan kuantitatif terhadap 144 staf puskesmas dari 38 puskesman di Kabupaten Serang. Analisis yang digunakan adalah univariat, bivadat dan multivariat dengan uji statistik Chi square dan Regresi logistik ganda. Hasil penelitian menunjukkan bahwa persentase kepuasan kerja (total) staf puskesmas menggunakan cut of point mean sebesar 50,9o/a, kepuasan kerja tertinggi pada dimensl kepuasan kelja 1erhadap gaji (60,5%) dan terendah pada dimensi kepuasan ketja terhadap pembagian jasa medis (35)1%). Mayoritas kepala puskesmas menampilkan gaya kepemimpinan transaksional (55,3%) dikoinbinasikan dengan gaya kepemimpinan transformasional (52.6%). Dari hasil uji bivariat diperoleh ada hubungan bermakna antara gaya kepemimpioan transformasional terhadap kepuasan kerja staf puskesmas (P=0,02). Ada hubungan bermakna antara gaya kepemimpinan transaksional terhadap kepuasan kerja staf puskesmas (P= 0 04) Dimensi kepemimpinan yang mempunyai hubungan bermakna terhadap kepuasan keija staf adalah dimensi attributed charismatik (P= 0,001), dimensi idealized influence (P= 0,024), dirnensi intelectual stimulation (P= 0,025), dimensi individualized consideronce (P= 0,008), dimensi Cl)nfingen reward (P= 0,020), dimensi laissez faire (P= 0,038). Foktor konfonding tidak mempunyai hubungan bermakna terhadap kepuasan kerja staf puskesmas. Hasil uji statistik multivariat didapatkan faktor yang paling dominan mempengaruhi hubungan kepemimpinan kepala puskesmas dan kepuasan kerja staf puskesmas adalah kepemimpinan transfonnasional dengan dinlensinya attributed charismatik. Persepsi gaya kepemimpinan mempunyai pengaruh terhadap kepuasan kerja staf disarankan kepada kepala puskesmas agar meningkalkan gaya kepemimpinan transformasional terutama dimensi attributed charismatik, perlu memperkenalkan gaya ini kepada para calon kepala puskesmas melalui pelatihan kepemimpinan. Para kepala puskesmas agar lebih memperhatikan pembagian jasa medis kepada stafnya dan disesuaikan dengan beban kerja yang diemban para staf, sehingga kepuasan kerja staf dapat meningkat, tetap menjaga dan meningkatkan hubungan antar staf yang sudah baik.
Central public health as a leading unit which give health care services to the whole society including the impecunious. in globalization era, every organization have to be able to compete and also have the competitive ability so that the organizations are able to maintain the existance. The service that produced by central public health organization a cooperation between heed central public health and staff; the result from this cooperation will produce a service quality. The role of the head puskesmas to organization progress is very important which he gave the work satisfaction to staff and mixed the individual target to be improve a part organization target, therefore work satisfaction of staff on organization will improve the service quality to society. The aim of this research are to get picture and the relation between head to puskesmas leadership and work satisfaction of puskesmas staff to execute the JPKMM program in Serang district in 2007. This research uses cross sectional desaign with quantitative approach for 144 puskesmas staf from 38 puskesmas in Serang district. Analysis type that used are univariat, bivariate and multivariate with Chi square and double logistics regresi statistic test. The resu1t of this research indicates that percentage of work satisfaction (totalize} staff puskesmas staf use 50.9% cut off point mean the highest work satisfaction at dimension of work satisfaction to salary (60,5%) and lowest at dimension of work satisfaction to share of medical service fee (35,1%). Majority of head puskesmas presents transactional style leadership (55,3%) combined with transformational style leadership (52,6%). The result from bivariate test obtained that there is significant relationship between transformational style leadership to work satisfaction of puskesmas staff (P= 0,02). Significant relationship also found has a transaktional leadership style to work satisfaction of puskesmas (P= 0,04) Leadership dimension which have significant relationship to work satisfaction of puskesmas staff is attributed charismatik dimension (P= 0,001), idealized influence dimension (P= 0,024), intellectual stimulation dimension (P= 0,025), individualized considerance dimension (P= 0,008), contingen reward dimension (P= 0,020), laissez faire dimension (P= 0,038). Confounding factor has no significant relationship to work satisfaction ] puskesmas of staff. The result from multivariate statistic test obtained that the most dominant factor influence the relation between head puskesmas leadership and work satisfaction of puskesmas staff is transformational leadership with its attributed cbarismatik dimension. Leadership styles Perception have influence to work satisfaction of puskesmas staff, it is suggested to head puskesmas to improve transformational styles leadership especially attributed charismatic dimension, this leadership styles must introduced was to head puskesmas candidate through a leadership training. Heads puskesmas have to concerned more to share of about medical service fee to its staff raised up and also have to maintain and improve the relation among that has been good.
Objective: This research describes the level of patients satisfaction and and factors correlate with the level of patient satisfaction Design of Research: Descriptive analytical, within quantitative approach, by using cross sectional design Samples and Data Acquirement: Samples of research are the patients visiting to the outpatient installation of RSOB that selected as the respondents with requirement of the patients are able to communicate well in answering the questionnaire, not moved to the other hospital, patients who have ever visited before also do not suffer from the chronic disease (hypertension, diabetes, Tuberculose, Kusta) and if the child patients are represented by their parents. The patients data acquirement is carried out by the researcher and assisted by 15 students of the latest year of the Batam Health Polytechnic and already had the subject of research methodology. The collected data is the perception of patients /respondents about the service quality in the outpatient installation of Batam Authority Hospital either data about respondents characteristics. Matters and Procedure: For the variable of patients characteristic and the employees attitude will be analyzed by frequency distribution. The patient satisfaction level which include the questions of tangible, reliability, responsiveness, assurance, and emphaty. While the patients characteristics include: age, education, occupation, sex, way of payment, willingness to cure, and easiness access. And so does the employees attitude include: attitude to the costumer, occupation and patients or their disappointed families. To identify the relationship between 2 variables that are independent and dependent variable, therefore it is done a bivariate analysis.to answer the hypothesis, carried out a multivariate statistical test , logfistic regression to identify the dominant factors. Result: From the result of respondent calculation as many of 123 people, obtained a result of 55,3% of dissatisfactory respondents and 44,7% of satisfactory respondents. There is a significant difference among the age, willingness to cure, the access easiness to the hospital within satisfaction level. From the result of multivariate analysis in fact that variable has a meaningful relationship with the satisfaction level is the variable of curing willingness. Conclusion: Result of research produces that patients expressing satisfactory to the service quality of the hospital as much of 44,7% and that employees less understand the importance of attitude in serving the patients or his family that consequently the patients are less satisfied to the given service quality. Keywords: Patients Satisfaction, Willingness to cure, Out-patient installation of RSOB.
Indonesia teritory geographically is a disaster-prone area. In the event of a disasterthere will usually be certain infectious diseases that arise and have increasedbeyond normal limits in communities affected by the disaster. In the end it can becategorized as a public health emergency. Community is the first to directly dealwith the threat and disaster. Preparedness in community will determines the sizeof the impact of disasters on communities. Indonesia as a developing country haveurban and rural areas that different from the aspect of development, governmentand geography. The potential difference aspects certainly affect the possibility ofdifferences also in terms of community preparedness in the face of public healthemergencies and disasters. The purpose of this study was to determine aboutcommunity preparedness in urban and rural communities in Indonesia, which inthis study took a sample in Kampung Makasar-East Jakarta and Desa Campaka-Cianjur that were selected based on the consideration that the two regions areequally harmful for any problems public health emergencies both in terms ofdisaster as well as an increase in cases of the disease. This study uses acombination of quantitative methods (descriptive analysis data based on anassessment of the preparedness of community that combines elements of DesaSiaga Aktif and Desa Tangguh Bencana) and qualitative methods (in-depthinterviews, review of documents). The results of this study reveal that there areany differences in preparedness in rural and urban communities. In urban areas,the percentage of community preparedness is 62.3%, while in rural areas is 41.3%.Almost all of 20 indicators meet in existence and also vary between rural andurban areas. Points are still lacking is the implementation and performanceindicators were not as expected as it should be. The cause of the most strikingdifference between the results of the structural differences in rural and urbanareas, accessibility, funding and knowledge society. It is necessary for thesupervise of the stakeholders (in this research are health centers, the governmentin rural and urban)Keywords: community preparedness, public health emergency, rural, urban.
A B S T R A K Kepuasan dan ketidakpuasan kerja karyawan merupakan aspek penting yang perlu mendapatkan perhatian organisasi dalam upaya peningkatan kemampuan karyawan disuatu organisasi. Apabila kepuasan kerja mereka terpenuhi, maka pekerja cenderung akan memiliki motivasi yang tinggi dalam bekerja, sebaliknya ketidakpuasan kerja akan mengakibatkan tingginya tingkat keluar masuk pekerja (turned over), ketidakhadiran, pemogokan dan tindakan-tindakan lain yang merugikan organisasi. Penelitian ini menggunakan desain cross sectional dengan pendekatan kuantitatif dan kualitatif dilakukan di Dinas Kesehatan Kabupaten Aceh Barat Daya Propinsi Nanggroe Aceh Darussalam pada bulan Januari dan Maret 2008 dengan sampel 53 karyawan untuk mengetahui gambaran tingkat ketidakpuasan kerja karyawan dan faktor-faktor yang berhubungan dengan ketidakpuasan kerja karryawan yang meliputi aspek insentif, kondisi kerja, supervisi, interaksi sesama rekan kerja, prosedur organisasi, kesesuaian pekerjaan dan promosi karier. Pendekatan kuantitatif menggunakan alat ukur kuesioner yang selanjutnya diuji melalui uji kai kuadrat dengan batas kemaknaan alpha 5% (0,05) dan Confindent Interval (CI) 95% serta uji regresi logistik ganda. Sedangkan untuk mengeksplorasi informasi penyebab tertimbulnya ketidakpuasan kerja karyawan dilakukan dengan metode wawancara mendalam terhadap karyawan, Kepala Dinas dan Kepala Sub Dinas sebagai informannya. Dari hasil penelitian diperoleh gambaran tingkat ketidakpuasan kerja karyawan 73,6%, insentif 60.4% tidak adil, kondisi kerja 69,8% tidak mendukung, supervisi 66% kurang baik, interaksi sesama rekan kerja 43,4% tidak mendukung, prosedur organisasi 58,5% tidak mendukung, kesesuaian pekerjaan 64,2% tidak sesuai, promosi karier 50,% tidak adil. Secara statistik menunjukkan ada hubungan yang signifikan antara insentif (p-value 0,002), kondisi kerja (p-value 0,002), supervisi (p-value 0,049), interaksi sesama rekan kerja (p-value 0,025), prosedur organisasi (p-value 0,003) dan promosi karier (p-value 0,0005) dengan ketidakpuasan kerja karyawan. Sedangkan kesesuaian pekerjaan tidak ada hubungan dengan ketidakpuasan kerja karyawan (p-value 0,336). Analisis multivariat menunjukkan insentif dan kondisi kerja berhubungan secara signifikan dengan ketidakpuasan kerja. Sedangkan supervisi, interaksi sesama rekan kerja, prosedur organisasi, kesesuaian pekerjaan dan promosi karier tidak ada hubungan dengan ketidakpuasan kerja karyawan dan insentif merupakan aspek yang paling dominan mempengaruhi ketidakpuasan kerja karyawan. Untuk itu diharapkan kepada pihak manajemen organisasi supaya menyusun suatu kebijakan atau peraturan tentang sistem pemberian insentif dengan mempertimbangkan beban kerja, tanggung jawab, keterampilan, kemampuan dan prestasi kerja karyawan, mendesain ruangan kerja yang nyaman bagi karyawan, baik aspek temperatur, kebersihan dan penataan ruangan, melakukan supervisi serta bimbingan secara rutin dan terjadwal terhadap pekerjaan karyawan, meningkatan keakraban sesama karyawan melalui program budaya silaturrahmi, menyusun Tupoksi bagi semua bagian serta untuk semua karyawan, menempatkan dan memberikan pekerjaan sesuai pendidikan, ketrampilan dan kemampuan karyawan dan melaksanakan sistem promosi karier yang berdasarkan kejujuran, kemampuan dan kecakapan serta sesuai dengan Peraturan Pemerintah (PP) yang berlaku. Daftar bacaan : 38 (1985 – 2008)
A B S T R A C T Satisfaction and unsatisfation of employees on working condition is the important aspect that needs to have an organization in increasing the employees’ ability within the organization. When their satisfaction on working condition has been fulfilled, then the workers inclined to have a high motivation to work. On contrary, unsatisfation raising the worker’s turned over, absenteeism, strike and others that inflicted a loss upon the organization. The research has been done health office district Aceh Barat Daya Province Nanggroe Aceh Darussalam on January and March 2008. This research using cross sectional design qualitative and quantitative approach covered 53 respondents the aim of research is to find out the picture of employees unsatisfation level on their job and factors related to that matter including, incentive aspects, working condition, supervision, workers interaction, the procedures on the organization, job compatibility and career promotion. For quantitative approach, those respondents were interviewed by using questionnaires, examined with chi square for alpha 5% (0,05), confident interval (CI) 95% and double logistic regression. Deep interviewed has been done to employees, head office and heads of sub office as the informant in exploring the causal information of employees unsatisfation. The result of picture obtained 73,6% of employees are unsatisfation, the [1] in incentive is 60,4%, working condition is 69,8% not supportive, supervision is 66%, workers interaction is 43,4% not supportive, organization procedure is 58,5% not supportive, the job compatibilityof is 64,2% the is a significant relationship between incentive (p-value 0,002), working condition (p-value 0,002), supervision (p-value 0,049), workers interaction (p-value 0,025), the procedures of organization (p-value 0,003) and promotion on career (p-value 0,0005) with employee’s unsatisfation while there is no relationship between the compatibility of the job with employees unsatisfation (p-value 0,336). Multivariate analysis shows there is a significant relationship between incentive the job employees unsatisfation. While there is no relationship between supervision, workers interaction, the procedure of the organization, job nature, career promotion with employees satisfaction. The incentive is the most dominant aspects that influencing the employee’s unsatisfation. There for, the management of the organization should arrange the policy or regulation about the system with the consideration on job load, responsibility, skill, ability and the working achievements. The management should design the comfortable working places with the consideration on the temperature, cleanliness and room ordering. Increasing the familiarity among the workers through the program of silaturrahmi’s culture and implementing the career promotion system based on honesty, ability, skill. and in accordance with government regulation that go into effect. References : 38 (1985 – 2008)
Kepuasan kerja merupakan perbandingan antara kenyataan dengan harapan atau kepuasan kerja adalah selisih antara banyaknya ganjaran yang diterima seseorang dengan dengan ganjaran yang diyakini seharusnya mereka terima. Seseorang yang tidak puas dalam bekerja akan menunjukkan sifat negatif dalam bekerja. Kepuasan kerja berdampak pada produktifitas, kemangkiran dan keluar masuknya pegawai. Penelitian ini bertujuan untuk mendapatkan gambaran kepuasan kerja perawat di instalasi rawat inap rumah sakit DR. M. Djamil Padang tahun 2006. Penelitian ini memakai rancangan cross sectional, yang dilaksanakan pada bulan April 2006. Pengambilan sampel dilakukan secara stratifikasi proposional dengan jumlah sampel 168 orang perawat di instalasi rawat inap rumah sakit DR. M. Djamil Padang. Pada penelitian ini variabel dependennya adalah kepuasan kerja perawat dilihat dari aspek insentif dan aspek peluang promosi/pengembangan karir. Sedangkan variabel independennya adalah beban kerja, umur, pendidikan dan masa kerja. Analisis data yang dilakukan pada penelitian ini adalah analisis univariat dengan distribusi frekwensi, untuk variabel dependen juga dilakukan analisis Diagram Kartesius. Analisis bivariat dengan memakai uji Chi Square dan analisis multivariat dengan memakai Regresi Logistik Ganda. Hasil penelitian menunjukkan kepuasan kerja dilihat dari aspek insentif dan peluang promosi/pengembangan karir masih rendah dengan rata-rata kepuasan kerja pada aspek insentif adalah 52,21 %, dan aspek peluang promosi/pengembangan karir adalah 55,98 % Hasil bivariat menunjukan adanya hubungan yang bermakna antara beban kerja, umur, pendidikan, masa kerja dengan kepuasan kerja dilihat dari aspek insentif dan aspek peluang promosi/pengembangan karir. Hasil analisis multivariat menunjukkan bahwa variabel beban kerja merupakan variebel yang paling dominam berhubungan dengan kepuasan kerja terhadap aspek insentif. Sedangkan variabel pendidikan merupakan variabel yang paling dominan berhubungan dengan kepuasan kerja terhadap aspek peluang promosi/pengembangan karir. Dalam rangka meningkatkan kepuasan kerja disarankan kepada rumah sakit untuk melakukan Time and Motion Study atau minimal dengan melakukan pencatatan kegiatan sendiri oleh perawat untuk menghitung beban kerja sebagai patokan pemberian insentif. Untuk meningkatkan kepuasan pada aspek peluang promosi/pengembangan karir pada bagian kepegawaian disarankan untuk lebih mensosialisaikan penghitungan angka kerdit dan dan ketepatan waktu dalam pengurusannya. Tim analisis jabatan dan bagian Pengembangan SDM dalam mempromosikan /pengembangan karir karyawan agar melakukan mapping tenaga pelaksana keperawatan yang berdasarkan pendidikan, masa kerja dan kompentensi serta pengembangan dilakukan berdasarkan kebutuhan masing-masing instalsi rawat inap. Untuk memantau kepuasan kerja perawat bagian Keperawatan dan Kepegawaian perlu melakukan penilaian kepuasan kerja secara berkala.
Job satisfaction is the ratio between reality and expectation or the difference between the amount of reward has been received by someone and the expected amount. Someone who is unsatisfied working would show the negative performance in working. Work satisfaction affect labour productivity, attendance and job motivation. The aim of this study was to gain the job satisfaction of nurses at care unit installation of DR. M. Djamil Hospital Padang in 2006. The research was done in used cross sectional design. The sampling design used was proportional satisfaction the amount the sample was 168 nurses from the care unit installation of DR. M. DJamil Hospital Padang The dependent variable was job satisfaction of nurses which their incentive and chance of promotion/career. The independence variable were work load, age, education and time or service. The data then were analysed by univariate and frequency distribution, the dependent variable was analyses by cartecius dagram. The data, then were analysed by bivariate with Chi Square and multivariate with Double Logistic Regression. The results show that job satisfaction of respondent both from incentive and chance promotion was low i.e, 52,21% 0f incentive and 55,98% of chance promotion. The results of bivariate analyses show there was a meaning relationship between work load, age, education, time of service and job satisfaction from both incentive and chance of promotion. The results of multivariate analyses show that the work load is the most dominant variable relate to the incentive. The education is most dominant variable for promotion. To improve the job satisfaction, it is recommended to the management of the hospital to diving Time and Motion Study or self recording by the nurses for calculating the incentive with work load base. To improve the work satisfaction by promotion the labour administration section should do more socialization on credit system. To monitor the job satisfaction both the nursing section and labour administration should do regular job satisfaction analyses.
Mutu pelayanan kesehatan puskesmas se Kabupaten Musi Rawas Propinsi Sumatera Selatan sebagian besar masih kurang baik. Ini dapat diketahui dari hasil survei Dinas Kesehatan tahun 2005 terhadap pasien rawat jalan maupun rawat inap di puskesmas, Data Dinas Kesehatan, dan hasil survei petugas yang ada di puskesmas se Kabupaten Musi Rawas tahun 2005. Hal ini disebabkan karena dampak dari kepuasan kerja petugas kesehatan yang rendah. Penelitian ini bertujuan untuk mengetahui hubungan antara karakteristik individu dan kepuasan kerja petugas kesehatan di Puskesmas se Kabupaten Musi Rawas. Rancangan penelitian yang digunakan cross sectional, dengan data primer dari 232 sampel yang diambil di 22 puskesmas yang ada, dan dilaksanakan pada bulan Januari-Maret 2006. Pengumpulan data dilakukan dengan wawancara menggunakan kuesioner terstruktur. Analisis data yang dilakukan adalah analisis univariat, analisis bivariat menggunakan uji "Chi Square", dan analisis multivariat menggunakan regresi logistik Banda. Dari hasil analisis didapatkan lebih dari setengah jumlah responden merasa tidak puas terhadap kepuasan kerja. Pada uji bivariat adanya hubungan yang bermakna antara umur, tanggungan, masa kerja, dan pangkat/golongan dengan faktor kepuasan ekstrinsik. Adanya hubungan yang bermakna antara umur dengan faktor kepuasan instrinsik, dan adanya hubungan yang bermakna antara umur, tanggungan, masa kerja, dan pangkat/golongan dengan dengan kepuasan kerja. Karakteristik individu yang paling berhubungan dengan faktor kepuasan ekstrinsik adalah masa kerja responden, dan dengan faktor kepuasan instrinsik adalah umur responden, sedangkan dengan kepuasan kerja adalah pangkat/golongan responden. Faktor-faktor kepuasan ekstrinsik yang paling berhubungan terhadap faktor kepuasan ekstrinsik adalah supervisi, dan faktor-faktor kepuasan instrinsik yang paling berhubungan terhadap faktor kepuasan instrinsik adalah pengakuan. Sedangkan faktor kepuasan kerja yang paling berhubungan pada analisis ini adalah faktor kepuasan ekstrinsik. Diketahuinya tingkat kepuasan kerja responden lebih dari setengah jumlah responden merasa tidak puas terhadap kepuasan kerja, dan karakteristik individu yang mempengaruhi kepuasan kerja adalah pangkat/golongan sedangkan faktor-faktor kepuasan kerja yang mempengaruhi kepuasan kerja adalah faktor kepuasan ekstrinsik. Dinas Kesehatan dan pimpinan puskesmas dalam perencanaan tenaga kesehatan di puskesmas perlu dipertimbangkan variasi dari karakteristik individu dan faktor-faktor kepuasan kerja yang diperkirakan akan mempengaruhi kepuasan kerja petugas.
Health service quality in Puskesmas of Musi Rawas district, South Sumatera Province mostly is not good enough, reflection of this condition can see from Health district survey result for outpatient and inpatient in Puskesmas, based on Health office of Musi Rawas district data and based on available survey result in Puskesmas in 2005. Those all things happened due to decreasing job satisfaction of health staff. The research aim was known relationship between individual characteristics and job satisfaction staff in Puskesmas of Musi Rawas district. Research design used cross sectional survey, using primer data sample 232 that took from whole 22 Puskesmas and executing during January until March 2006. Univariat analysis used for data analysis, bivariat analysis used Chi Square test and multivariat analysis used Logistic Regression. Analysis result can get more than 50% respondent feel unsatisfied for the job satisfaction. Bivariat test shows relationship value between age, life burden, working period and level/rank with extrinsic satisfaction factor. Relationship value also can see between age and intrinsic satisfaction factor, also can see relationship value between age, life burden, working period and level rank with job satisfaction. Respondent working period is dominant individual characteristic that having relationship with extrinsic satisfaction factor and for intrinsic satisfaction factor is respondent age then for job satisfaction is respondent level/rank. A dominant extrinsic satisfaction factor of extrinsic satisfaction factor is supervision, and dominant intrinsic factor for intrinsic satisfaction factor is recognizer. Then extrinsic satisfaction factor is dominant factor for job satisfaction. The knowing of job satisfaction level respondent is 50% more feel unsatisfied and individual characteristics that influence job satisfaction is level/rank then job satisfaction factors that influence job satisfaction is extrinsic satisfaction factor. Health district and puskesmas director in charge person necessary to consider variation of individual character and job satisfaction factors that influence staff job satisfaction when make health man power plan.