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<![CDATA[HUBUNGAN GAYA KEPEMIMPINAN KEPALA RUANG RAWAT YANG DIPERSEPSIKAN OLEH PERAWAT PELAKSANA TERHADAP KEPUASAN KERJA PERAWAT PELAKSANA DI RUMAH SAKIT ]]>
<![CDATA[Yohan Wenas Gunawan]]>;
<![CDATA[Setyowati]]>;
<![CDATA[Andreasta Meliala]]>
<![CDATA[ Journal of Health Service Management Vol 19 No 3 (2016) ]]>
Publisher : <![CDATA[Departemen Kebijakan dan Manajemen Kesehatan, Fakultas Kedokteran, Kesehatan Masyarakat, dan Keperawatan, Universitas Gadjah Mada, Yogyakarta Jl. Farmako Sekip Utara Yogyakarta 55281 Telp 0274-547490 ]]>
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DOI: 10.22146/jmpk.v19i3.1863
<![CDATA[Background: Nurses are the biggest health personnel in thehospital. Despite their important role in providing services topatients, their job satisfaction is still low. Leadership is one of thefactors affecting the nurses’ job satisfaction. Objective: The research was conducted to measure therelationship between head nurse leadership style and nurses’job satisfaction in hospital wards. Methods: This study was an analytic research using crosssectionaldesign. This research was conducted in the DistrictHospital on May 2015. Subjects were 156 nurses who work inthe general and special wards. Questionnaire was divided into 3sections, demography variable, job satisfaction using Mueller-McCloskey Satisfaction Scale and leadership style using“Multiple Leadership Questionnaire 5x”. Results: Marital status, educational level, and type of wardhave a significant relationship with job satisfaction with p valueof 0,033, 0,010, and 0,007 respectively. Transformationalleadership style also has a significant relationship to jobsatisfaction, providing four times greater job satisfactioncompared to passive avoidant style (p = 0,01). Conclusion: There is a relationship between head nurse’leadership style and nurse job satisfaction. Hospitalmanagement has to give serious attention on nursingleadership to enhance attending nurses’ job satisfaction.]]>
<![CDATA[STUDI KASUS POLA PEMBERIAN REMUNERASI RESIDEN DI RSUD DR. MOEWARDI SURAKARTA ]]>
<![CDATA[Sudirman]]>;
<![CDATA[Laksono Trisnantoro]]>;
<![CDATA[Andreasta Meliala]]>
<![CDATA[ Journal of Health Service Management Vol 19 No 4 (2016) ]]>
Publisher : <![CDATA[Departemen Kebijakan dan Manajemen Kesehatan, Fakultas Kedokteran, Kesehatan Masyarakat, dan Keperawatan, Universitas Gadjah Mada, Yogyakarta Jl. Farmako Sekip Utara Yogyakarta 55281 Telp 0274-547490 ]]>
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DOI: 10.22146/jmpk.v19i4.2031
<![CDATA[Background: Since the commencement of the national health insurance program (JKN), patient visits to hospitals have increased. The same is true for patient referrals with specialist cases. The limited ability of specialist doctors in dealing with the increasing number of specialized cases has made hospitals start considering resident personnel to help provide medical services, especially in teaching hospitals. The magnitude of the resident's role in providing medical services in teaching hospitals needs serious attention, especially in relation to the resident's right to receive remuneration for medical services carried out in accordance with the mandate of Law Number 20 of 2013 concerning medical education. Objectives: This study aimed to evaluate the policy of providing remuneration or incentives for residents who provide medical services at Dr. Moewardi Surakarta. Methods: This study is a non-experimental study with a descriptive case study design with a single holistic case design. The research was conducted at Dr. Moewardi and FK UNS during January–February 2016 with 10 respondents as research subjects and carried out by purposive sampling method. Results: Remuneration for residents that has been applied in Dr. Moewardi was very dependent on the university-based system applied by FK UNS in organizing specialist medical education programs. Resident remuneration that has been given only includes incentives and does not refer to Law Number 20 of 2013 concerning medical education which regulates resident incentives. The provision of resident incentives has the same pattern regardless of the type of specialization and level of competence. Conclusions: The pattern of incentives that have been implemented by RSUD Dr. Moewardi does not difffferentiate incentives based on the type of specialization or level of competence and is not in accordance with Law Number 20 of 2013 concerning medical education.]]>
<![CDATA[MENGEMBANGKAN SISTEM KOMPENSASI BERBASIS KINERJA DI RUMAH SAKIT HARAPAN MAGELANG ]]>
<![CDATA[Tri Juli Wati]]>;
<![CDATA[Sugianto Adisaputro]]>;
<![CDATA[Andreasta Meliala]]>
<![CDATA[ Journal of Health Service Management Vol 19 No 4 (2016) ]]>
Publisher : <![CDATA[Departemen Kebijakan dan Manajemen Kesehatan, Fakultas Kedokteran, Kesehatan Masyarakat, dan Keperawatan, Universitas Gadjah Mada, Yogyakarta Jl. Farmako Sekip Utara Yogyakarta 55281 Telp 0274-547490 ]]>
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DOI: 10.22146/jmpk.v19i4.2032
<![CDATA[Background: Harapan Hospital has started performance appraisal toward employees since 2010. The result of these performance appraisal become the base for the following year's payment. Within five years of performance appraisal, the result hasn't improved, but decreased instead. On the other side, employee's salary continuously increased. So, we can say that the compensation which is received by the employee isn't relevant with their performance appraisal, and doesn't affect the performance's improvement, therefore evaluations and improvements on the recent compensation system are necessary. Objective: The goal of this research was to develop a performance-based compensation system in Harapan Hospital Magelang. Methods: This research is a case study research with a case study research design type 1, which means holistic single case design. Results: Four factors that based the completeness of the Pay Model as the foundation of the payment structure, is yet to be fulfifilled by the recent payment system. Performance appraisal that have been used so far is incapable of pushing better performance, because the guide used during the performance appraisal are too subjective that it can't diffffer each employee's capabilities. Performance appraisal results today become the base of the employee's salary, and this caused uncertainty about the salary changes. Incentive is being given equally. The perception of compensation system and its component are still yet to be well understood by neither the company nor the employee. There is still yet to be any agreement in formulating performance-based compensation system because of the employee's pessimistic behaviour and their thought, which considers performance appraisal nothing more than routines for formality. Conclusion: The completeness of Pay Model is yet to be based on performance based compensation system which are still valid, so more evaluations and improvements have to be done, which would resulted with a reliable compensation structure that can be formulated and able to become an attraction for potential employees as well as becoming a pushing factor for performance's improvement.]]>
<![CDATA[EVALUASI PERESEPAN ELEKTRONIK DI DEPARTEMEN ILMU KESEHATAN ANAK ]]>
<![CDATA[Dyah Anggraini]]>;
<![CDATA[Andreasta Meliala]]>;
<![CDATA[Iwan Dwiprahasto]]>
<![CDATA[ Journal of Health Service Management Vol 24 No 02 (2021) ]]>
Publisher : <![CDATA[Departemen Kebijakan dan Manajemen Kesehatan, Fakultas Kedokteran, Kesehatan Masyarakat, dan Keperawatan, Universitas Gadjah Mada, Yogyakarta Jl. Farmako Sekip Utara Yogyakarta 55281 Telp 0274-547490 ]]>
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DOI: 10.22146/jmpk.v24i02.4115
<![CDATA[Background: Hospitals can prevent errors in medical actions or pharmaceutical services to patients called medication errors. One of the incidences of medication errors that are still high in Indonesia is the prescribing phase. So, currently, many hospitals have replaced manual prescription writing with electronic prescribing systems, including at Dr. Hospital. Cipto Mangunkusumo (RSCM). However, prescribing errors are still often found, especially in pediatric patients’ prescriptions. Objective: To evaluate the implementation of electronic prescribing and measure the results of personnel interventions on electronic prescribing in pediatric patients. Methods: Experimental with a quasi-experimental design, the one group pretest-posttest design. The research was conducted from December 2019 to January 2020 in pediatrics. The research subjects were 100 doctors participating in the Specialist Medical Education Program (PPDS). Training subjects carried out the intervention to write electronic prescriptions and provide feedback in the form of personal letters. Reassessment of the incidence of prescribing errors was carried out after four weeks. Results: The incidence of prescribing errors decreased after the intervention. (p = 0.05). The most types of prescription errors are the wrong dosage, strength, frequency. Prescribing errors in perinatology ward, pediatric inpatient ward and polyclinics decreased after intervention, while prescribing errors in the emergency room remained. There is a significant relationship between the provision of intervention with the level of education (p = 0.001). PPDS mid-level doctors make more prescribing errors in almost all types of errors and workplaces than junior and senior PPDS doctors. The results of the calculation of prescribing error pre and post intervention shows that giving an intervention can reduce the risk of prescription errors by up to 37%. Conclusion: Personnel intervention in education and providing feedback plays a role in reducing the incidence of prescribing errors. Education and providing feedback should be done regularly. In addition, it is necessary to add an electronic prescription support system to support the reduction of prescribing errors.]]>
<![CDATA[NURSE ENGAGEMENT DI RSU APRILLIA CILACAP ]]>
<![CDATA[Bhintani Embriana]]>;
<![CDATA[Andreasta Meliala]]>;
<![CDATA[Widyawati]]>
<![CDATA[ Journal of Health Service Management Vol 24 No 03 (2021) ]]>
Publisher : <![CDATA[Departemen Kebijakan dan Manajemen Kesehatan, Fakultas Kedokteran, Kesehatan Masyarakat, dan Keperawatan, Universitas Gadjah Mada, Yogyakarta Jl. Farmako Sekip Utara Yogyakarta 55281 Telp 0274-547490 ]]>
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DOI: 10.22146/jmpk.v24i03.4128
<![CDATA[Background: The success of the hospital industry, especially health services, depends on the participation of nurses in providing quality services to patients. In improving the quality of nurse services, hospital management must maximize nurses’ effectiveness, productivity, and innovation by encouraging positive attitudes in work by increasing nurse engagement. At RSU Aprillia Cilacap, the role of nurses is needed, which is shown through vigor, dedication and absorption. Objective: This study measured the relationship between the variables of nurse engagement with the performance of nurses in inpatient installations. Methods: Analytical descriptive quantitative research with cross sectional research design and research sample was 40 nurses. The study measuring instrument is a questionnaire. The sampling technique used was a survey technique carried out by distributing questionnaires with a Likert Scale, involving the entire research sample. Data analysis used cross-tabulation of respondent characteristics on nurse engagement and nurse performance and bivariate analysis using the Chi-Square test (x2 ). Results: There is no correlation between vigor and nurse performance (significance value (p) = 0.061 > 0.05), no correlation between dedication and nurse performance (significance value (p)= 0.291 > 0.05), and there is a correlation between absorption and nurse performance (value of significance). significancy (p) = 0.029 < 0.05). Conclusion: The majority of nurses are at the level of engagement and nurse performance in the medium category. Thus, the manage ment needs to increase the engagement and performance of nurses by implementing nurse engagement with a work contract or MOU for new employees who have completed orientation and old employees who have been appointed as employees. Management needs to do retention so that potential nurses remain obedient and contribute generously to the hospital. The nurse recruitment process requires re-evaluation to obtain quality human resources and have values following the hospital’s vision, mission and goals.]]>
<![CDATA[PENGARUH METODE MANAJEMEN STRES DENGAN INTERVENSI TERAPI MUSIK TERHADAP TINGKAT KECEMASAN ANAK PADA TINDAKAN EKSTRAKSI GIGI ]]>
<![CDATA[Faridha Hanum]]>;
<![CDATA[Andreasta Meliala]]>;
<![CDATA[Rina K. Kusumaratna]]>
<![CDATA[ Journal of Health Service Management Vol 23 No 01 (2020) ]]>
Publisher : <![CDATA[Departemen Kebijakan dan Manajemen Kesehatan, Fakultas Kedokteran, Kesehatan Masyarakat, dan Keperawatan, Universitas Gadjah Mada, Yogyakarta Jl. Farmako Sekip Utara Yogyakarta 55281 Telp 0274-547490 ]]>
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DOI: 10.22146/jmpk.v23i01.4170
<![CDATA[Background: Anxiety is a common problem and challenge in dentistry. Some patient experience extreme anxiety leads to avoiding dental assessment and treatment. Anxieties in children patient are generally not knowing and fear of dental assessment and treatment. Dental anxiety is managed with non-pharmacology such as music therapy distraction method. Objective: To measure anxiety level on children before and after tooth extraction, with and without using music therapy intervention. To measure parent satisfaction before and after stress management interventions using music therapy Methods: This quasi-experimental research used pre-test posttest non-equivalent control group design approach throughout April The total of research subject were 48 respondent. The respondents included paediatric patients with age group of 810 years old at Klinik Utama Bona Medika, Kota Cilegon. Subjects are categorized to intervention and control group. The assessment of patient anxiety level using psychological parameter based on Children’s Fear Survey Schedule-Dental Subscale (CFSS-DS) questioner and physiological using pulse. The research result data is tested using paired t-test to identify the mean score different of anxiety between intervention and control group. Results: The result of paired t-test data shows there is significant different in anxiety between intervention and control group with p=0,000 (p<0,05) value. Conclusion: Music therapy as stress management method lowers the anxiety in children during tooth extraction.]]>
<![CDATA[PENERAPAN CUCI TANGAN PESERTA DIDIK DI RUMAH SAKIT GIGI DAN MULUT UNIVERSITAS GADJAH MADA PROF. SOEDOMO ]]>
<![CDATA[Fitrina Rachmadanty Siregar]]>;
<![CDATA[Andreasta Meliala]]>
<![CDATA[ Journal of Health Service Management Vol 23 No 02 (2020) ]]>
Publisher : <![CDATA[Departemen Kebijakan dan Manajemen Kesehatan, Fakultas Kedokteran, Kesehatan Masyarakat, dan Keperawatan, Universitas Gadjah Mada, Yogyakarta Jl. Farmako Sekip Utara Yogyakarta 55281 Telp 0274-547490 ]]>
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DOI: 10.22146/jmpk.v23i02.4177
<![CDATA[Background: Dental health professionals have potential infection risks during treatment for the patients. Performing good hand hygiene is very important to prevent the transmission of infections including in dental practice. However, various studies have shown that health workers have low compliance to hand hygiene. Some factors influence the compliance of health workers in hand hygiene practice are knowledge, perceptions, attitudes, workload, and the availability of hand hygiene facilities. Objective: The aim of the study was to improve the compliance of the dental clerkship students’ hand hygiene practice at UGM Prof. Soedomo Dental Hospital. Methods: The research design was action research. Quantitative data was collected during the diagnosing action through a questionnaire on knowledge and perceptions of hand hygiene and observation of hand hygiene compliance among 35 students, focus group discussion (FGD) on four students, and evaluating the hand hygiene facilities for students. The data collected in initial stage was used to determine the planning action, taking action, and evaluation stage. Results: The hand hygiene compliance of the students increased by 60% after dissemination of hand hygiene standard procedures, hand hygiene training, improving hand hygiene facilities, and increasing the commitment using consent forms before treating patients. The result of the Wilcoxon Signed Rank Test showed a Z value of -4.583 with a p-value of 0.000 (p<0.05). Conclusion: It can be concluded that the hand hygiene compliance of clerical students in UGM Prof. Soedomo Dental Hospital increase significantly by the policy and management interventions.]]>
<![CDATA[PENANGANAN KOMPLAIN DI RUMAH SAKIT ]]>
<![CDATA[Irene Waine]]>;
<![CDATA[Andreasta Meliala]]>;
<![CDATA[Valentina Dwi Yuli Siswianti]]>
<![CDATA[ Journal of Health Service Management Vol 23 No 04 (2020) ]]>
Publisher : <![CDATA[Departemen Kebijakan dan Manajemen Kesehatan, Fakultas Kedokteran, Kesehatan Masyarakat, dan Keperawatan, Universitas Gadjah Mada, Yogyakarta Jl. Farmako Sekip Utara Yogyakarta 55281 Telp 0274-547490 ]]>
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DOI: 10.22146/jmpk.v23i04.4253
<![CDATA[Background: Complaint management is a strategy used by agencies in dealing with consumer complaints. Seeing consumer complaintsis an opportunity for agencies to retain consumers. Through an effective complaint handling process, information from customerswill be obtained as input in improving and developing agency service activities. Complaints are a form of dissatisfaction with informationor services received. Thus, complaints can solve customer dissatisfaction problems in hospital services to improve hospital quality.Objective: This study aims to evaluate the effectiveness of handling complaints at the Panti Rapih Hospital.Methods: This research is qualitative. Subjects in the study were ten officers who often handled complaints. The study was conductedin May-June 2019 at Panti Rapih Hospital.Results: The availability of supporting facilities is adequate, including complaint channels via SMS, email, via telephone, suggestionbox, complaint sheet. All staff have received training in effective communication. The flow and procedures for handling complaintshave been maximized. However, their many complaints are still repeated. The process of monitoring and evaluating complaint handlingreporting documentation has been running optimally. The response time for handling complaints is perfect because all casesare handled on average 1x24 hours, the response time reaches 95%.Conclusion: The handling of complaints at the Panti Rapih Hospital has been maximized but ineffective. The handling is not yet effectivebecause the information system process does not support the complaint handling process, for example, the delivery of information topatients who have not been able to in real-time. The mechanism for handling complaints is carried out by submitting complaints verballyand in writing to the maximum extent.]]>
<![CDATA[PENGEMBALIAN BERKAS KLAIM PASIEN PESERTA JAMINAN KESEHATAN NASIONAL (JKN) DI RSUD SULTAN SYARIF MOHAMAD ALKADRIE KOTA PONTIANAK ]]>
<![CDATA[Andi Sulaimana]]>;
<![CDATA[Andreasta Meliala]]>;
<![CDATA[Julita Hendrartini]]>
<![CDATA[ Journal of Health Service Management Vol 22 No 1 (2019) ]]>
Publisher : <![CDATA[Departemen Kebijakan dan Manajemen Kesehatan, Fakultas Kedokteran, Kesehatan Masyarakat, dan Keperawatan, Universitas Gadjah Mada, Yogyakarta Jl. Farmako Sekip Utara Yogyakarta 55281 Telp 0274-547490 ]]>
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DOI: 10.22146/jmpk.v22i1.4471
<![CDATA[Background: Approach of managed care in the National Health Insurance Program (JKN) puts hospitals as a health facility referral with the prospective payment system. Treatment of patients should be done and handled in primary health facilities. Although the number of patient referral to hospitals in JKN era remains high. The impact of the hospital is faced with an increase in claims bills to BPJS Kesehatan. By 2016 in RSUD Pontianak it was noted that 6.98% of the income came from JKN hospital patients which had not been paid by BPJS Kesehatan, so some were returned. A research needs to be conducted on the cause of the returned claim file from BPJS Kesehatan verifier to RSUD Pontianak. Objective: To find out the cause of the claims pending in RSUD Pontianak. Methods: The research is an exploratory case study with a single case study design approach. Results: The claim process at RSUD Pontianak is still not as good as never completed every month. Most of the causes of returned claims are administrative errors and medical reasons. Maladmin istration in the form of typing errors, dates, but a sign from the doctor. Medical reasons include coding disagreements, differences in perceptions about specific inspection directions, lack of support, differences in perceptions about secondary diagnostic inputs. Performance coding is limited to differences in perceptions between Coder and BPJS Kesehatan Verifier, positive physician response to file claims reversed, BPJS Kesehatan Verifier perceptions are constrained in capacity, differences in educational background, differences in understanding with Coder on Reselected Coding, and differences in regulatory implementation in the claims process. Conclusion: Technical error of claims administration process, difference of perception of coding, difference of comprehension about complementary examination, special treatment and secondary diagnosis input, and difference of perception to JKN regulation on verifier of cause of claim file of JKN patients return to RSUD Pontianak.]]>
<![CDATA[MANAJEMEN LEAN PADA LAYANAN KEMOTERAPI ANAK RAWAT INAP DI RUMAH SAKIT CIPTO MANGUNKUSUMO ]]>
<![CDATA[Teny Tjitra Sari]]>;
<![CDATA[Andreasta Meliala]]>;
<![CDATA[Firman]]>
<![CDATA[ Journal of Health Service Management Vol 22 No 1 (2019) ]]>
Publisher : <![CDATA[Departemen Kebijakan dan Manajemen Kesehatan, Fakultas Kedokteran, Kesehatan Masyarakat, dan Keperawatan, Universitas Gadjah Mada, Yogyakarta Jl. Farmako Sekip Utara Yogyakarta 55281 Telp 0274-547490 ]]>
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DOI: 10.22146/jmpk.v22i1.4475
<![CDATA[Background: Cancer in children has high morbidity and mortality. Retinoblastoma is the most common solid tumor in children at the Cipta Mangunkusumo Hospital (RSCM). Chemotherapy is one of the therapeutic modalities, interdisciplinary and many procedures. Lean management continuously reduces waste and improves work flow. Objective: This study used lean management to determine the efficiency of health care in teaching hospital. Methods: Action research was conducted at RSCM. Sampling by purposive sampling that represents the role in the flow of the service process. The observation guide uses cycle time observation sheets, value-added analysis sheets, waiting time and lead time. The waste found is listed in the DOWNTIME matrix. Observations were made on inpatient chemotherapy services for children and then a diagnosis was made using Value Stream Mapping. The Kaizen team consisted of pharmacists, nurses, doctors doing a plan-do-study-action, prepared an intervention plan, and conducted post-intervention observations. The 5S method is used to improve service flow. Results: In this study, patients with retinoblastoma in class III in patient ward included were 7 patients in the pre-intervention group and 16 patients in the postintervention group. Major decreases in lead time happened in the subprocesses of ordering chemotherapy (75%), decision-making of chemotherapy administration (55%) and filling of the resume (41%). Lead time process in chemotherapy administration for retinoblastoma changed from 48 hours, 36 minutes (more than 2 days) to 38 hours, 38 minutes (1.6 days or less than 2 days). The efficiency of the process was measured using value added ratio which showed changes from 33% to 37%. Conclusion: Lean management applied in the process of chemotherapy administration in the inpatient wards increased the efficiency of the process.]]>
