Andreasta Meliala
Departemen Kebijakan Dan Manajemen Kesehatan, Fakultas Kedokteran, Kesehatan Masyarakat, Dan Keperawatan, Universitas Gadjah Mada

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Journal : Jurnal Manajemen Pelayanan Kesehatan (The Indonesian Journal of Health Service Management)

KEPEMIMPINAN KLINIS DOKTER UMUM DI RUMAH SAKIT KANKER DHARMAIS Ratna Budi Setiani; Andreasta Meliala; Rina Kusumaratna
Journal of Health Service Management Vol 25 No 4 (2022)
Publisher : Departemen Kebijakan dan Manajemen Kesehatan, Fakultas Kedokteran, Kesehatan Masyarakat, dan Keperawatan, Universitas Gadjah Mada, Yogyakarta Jl. Farmako Sekip Utara Yogyakarta 55281 Telp 0274-547490

Show Abstract | Download Original | Original Source | Check in Google Scholar | Full PDF (399.607 KB) | DOI: 10.22146/jmpk.v25i4.6119

Abstract

Background: Dharmais Cancer Hospital is a special class A cancer hospital which is a reference for the National Cancer Center with multidisciplinary health workers. With the specialist role of the Dharmais Cancer Hospital, general practitioners are also involved in improving the quality of patient care. To encourage this, the clinical leadership skills of a general practitioner are also urgently needed. Objective: Assess the level of clinical leadership and explore individual and service factors that play a role in clinical leadership in General Practitioners at Dharmais Cancer Hospital. Methods: Case study research using quantitative and qualitative data approaches to all general practitioners who serve as doctors on duty at the Dharmais Cancer Hospital. Collecting data using a questionnaire using modified instruments from the Clinical Leadership Competency Framework-self-assessment tool, document review, interviews and observations. Quantitative data analysis with frequency distribution and qualitative data analysis with thematic analysis. Results: Quantitative data shows that the dimensions of service improvement are included in the standard category. Qualitative data shows aspects of clinical leadership that need to be improved, including 2 aspects on the dimension of showing self-quality, namely self-management and acting with integrity, 2 aspects on the dimension of working with others, namely encouraging contribution and working in teams, 1 aspect on the dimension of managing services, namely managing resources, and 2 aspects on the dimensions of improving services, namely encouraging improvement and innovation and facilitating change. The individual factors considered to play a role were the majority at a younger age, the majority of years of service were new, the employment status of the majority were non-PNS not permanent, no work experience, no managerial experience, lack of managerial training, and lack of leadership training. Service factors considered to play a role include poor service communication, work situations with high workloads, and unclear roles at work. Conclusion: General practitioners at the Dharmais Cancer Hospital do not yet have optimal clinical leadership, so management support is needed to improve the clinical leadership of general practitioners.
KOMITMEN ORGANISASI DAN KEINGINAN BERPINDAH KERJA KARYAWAN PADA RUMAH SAKIT IBU DAN ANAK BUNDA BAHAGIA Hilda Mutia Hanum; Andreasta Meliala
Journal of Health Service Management Vol 26 No 2 (2023)
Publisher : Departemen Kebijakan dan Manajemen Kesehatan, Fakultas Kedokteran, Kesehatan Masyarakat, dan Keperawatan, Universitas Gadjah Mada, Yogyakarta Jl. Farmako Sekip Utara Yogyakarta 55281 Telp 0274-547490

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.22146/jmpk.v26i2.8666

Abstract

Background: A frequent phenomenon in human resources (HR) is that many employees leave their jobs (turnover). Efforts to control and reduce employee turnover begin with eliminating the desire to change jobs (turnover intention). There are many causes of turnover intention, including job satisfaction, work environment, and organizational commitment. High organizational commitment is what every organization, especially hospitals, expects from their employees. RSIA Bunda Bahagia shows an increasing turnover rate until 2022 reaching 79.4%. That condition proves that the turnover rate is high because the ideal condition of the turnover standard is 5-10% per year, so it is necessary to improve better employee management to achieve hospital success.Objective: This study aims to describe organizational commitment and turnover intention and measure the relationship of employee organizational commitment to turnover intention at RSIA Bunda Bahagia.Methods: This type of research is an exploratory case study research with a single case research design with qualitative data presentation. This research was conducted for 2 to 3 months after Ethical Clearance was issued, which was conducted on 51 employees with the Three-Component Model (TCM) Employee Commitment Survey research instrument to measure organizational commitment and Turnover Intention Scale-6 (TIS-6) to measure turnover intention.Results: Twenty-eight (54.9%) employees had a high level of organizational commitment, and 32 (62.7%) employees had a low turnover intention. Spearman’s Rank Correlation test results on organizational commitment and turnover intention showed a p-value of 0.001 (<0.05) with a correlation coefficient of -0.442. Organizational factors, individual factors, and social factors in organizational commitment have a relationship to turnover intention.Conclusion: There is a significant unidirectional relationship between organizational commitment and turnover intention in employees of RSIA Bunda Bahagia, so management needs to increase organizational commitment in employees so that turnover intention rates decrease.
KLAIM TIDAK LAYAK BAYAR PESERTA JAMINAN KESEHATAN NASIONAL DI LAYANAN RAWAT JALAN RUMAH SAKIT JIWA PROF. DR. SOEROJO, MAGELANG Vera Otifa; Andreasta Meliala; Yulita Hendrartini
Journal of Health Service Management Vol 19 No 4 (2016)
Publisher : Departemen of Health Policy and Management, Faculty of Medicine, Public Health, and Nursing, Universitas Gadjah Mada, Yogyakarta Jl. Farmako Sekip Utara Yogyakarta 55281 Telp 0274-547490

Show Abstract | Download Original | Original Source | Check in Google Scholar | Full PDF (474.169 KB) | DOI: 10.22146/jmpk.v19i4.2033

Abstract

Background: The hospital payment mechanism in National Health Insurance era used INA-CBG's package tarif. The service payment which had given by hospital was paid by Indonesian National Health Insurance Agency with claiming mechanism. There were several factors and causes that affected unfeasible payment claim which could harm the hospital. Objective: Identify the factors that caused the unfeasible payment claim, identify the cause of the unfeasible payment claim, describe the attitude of doctors, the attitude of the leader ship of the hospital, the attitude of the administration RSJS, attitude BPJS Health Magelang and describe RSJS leadership communication to the cause of the unfeasible payment claim in the outpatient service RSJS. Method: This research was an exploratory case study research with single holistic case study design. Analysis unit in this research was outpatient services in Prof. dr. Soerojo Magelang Mental Health Hospital. Research informants were specialized doctor and general practitioner RSJS, Prof. dr. Soerojo Magelang Mental Health Hospital's leaders, Prof. dr. Soerojo Magelang Mental Health Hospital's administrators, and Indonesian National Health Insurance Agency branch in Magelang City. The informant selection used purposive sampling. Data collection used in-depth interview and document observation. Result: The cause of unfeasible payment claim consisted of medical services cause and administrative cause. The cause of medical services most that one episode of outpatient, one episode of inpatient and diagnosis is not emergency. The data difffference between BPJS Kesehatan and medical record, non-emergency diagnosis that considered as emergency diagnosis, one episode of outpatient/inpatient considered as two episodes of outpatient/inpatient. The communication RSJS leaders about unfeasible payment claim is not optimal, the attitude doctor's with less information, the rules have not been clearly linked specifificity RSJS in healthcare delivery, indifffference claim services were they have rendered to the participant JKN, understanding verififier BPJS about medically less in determining the unfeasible payment claim into inconsistencies, too tight in the verifification process and the workload verififier BPJS in RSJS large enough can increase in unfeasible payment claim .The attitude of the leadership of RSJS own conduct follow-up but followup information was not communicated to the doctor RSJS, the attitude of the administration RSJS who respond positively to minimize the unfeasible payment claim. Conclusion: The leaders' communication, doctor's attitude, Indonesian National Health Insurance Agency's attitude and the unpresented operational standard, and procedure in determining steps of unfeasible payment claim were factors that could enhance the incidence of unfeasible payment claim.
HUBUNGAN ANTARA KEPUASAN KERJA DENGAN TURNOVER INTENTION PERAWAT RUMAH SAKIT AKADEMIK UNIVERSITAS GADJAH MADA Dira Mediani; Meliala, Andreasta; Ratmasari, Dewi
Journal of Health Service Management Vol 28 No 01 (2025)
Publisher : Departemen of Health Policy and Management, Faculty of Medicine, Public Health, and Nursing, Universitas Gadjah Mada, Yogyakarta Jl. Farmako Sekip Utara Yogyakarta 55281 Telp 0274-547490

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.22146/jmpk.v28i01.8664

Abstract

Latar Belakang: Kekurangan tenaga kerja merupakan salah satu masalah global di bidang sumber daya manusia. Salah satu penyebab terjadinya kurangnya tenaga kerja adalah tingginya turnover rate pada sebuah organisasi. Turnover diawali dengan niatan untuk meninggalkan pekerjaan atau yang disebut dengan turnover intention. Banyak faktor yang mempengaruhi turnover intention salah satunya adalah kepuasan kerja. Angka turnover di Rumah Sakit Akademik Universitas Gadjah Mada cukup tinggi setiap tahunnya. Diduga hal ini terjadi dikarenakan belum puasnya pegawai dengan pekerjaannya. Hal ini ditandai dengan angka keterlambatan dan ketidakhadiran yang masih cukup tinggi dan juga permasalahan terkait status kepegawaian. Permasalahan ini perlu diperbaiki karena angka turnover yang tinggi akan membawa dampak yang negatif kepada rumah sakit. Tujuan: Mengidentifikasi faktor terkait kepuasan kerja perawat serta hubungan antara kepuasan kerja dengan turnover intention perawat Rumah Sakit Akademik Universitas Gadjah Mada. Metode: Jenis penelitian ini adalah mixed methods dengan desain sequential explanatory. Penelitian ini dilakukan pada bulan Mei-Juni 2023. Pendekatan kuantitatif dilakukan dengan rancangan analitik cross sectional study dengan melakukan survei kuesioner kepada 182 perawat Rumah Sakit Universitas Gadjah Mada. Instrumen pada pendekatan kuantitatif ini adalah Minnesota Satisfaction Questionnaire (MSQ) untuk mengukur kepuasan kerja dan Turnover Intention Scale-6 (TIS-6) untuk mengukur turnover intention. Sedangkan pendekatan kualitatif dilakukan menggunakan metode wawancara mendalam kepada 4 orang pihak manajemen Rumah Sakit Universitas Gadjah Mada. Hasil: Tingkat kepuasan kerja perawat di RS Akademik UGM adalah 100% sangat puas. Persentase perawat dengan yang memiliki keinginan untuk meninggalkan pekerjaan sebesar 16.5% dan yang tidak memiliki niatan untuk pindah kerja adalah sebesar 83.5%. Hasil uji Spearman’s Rank Correlation pada kepuasan kerja dan turnover intention menunjukkan p value sebesar 0,000 (<0,05) dengan koefisien korelasi yaitu -0.416. Faktor kompensasi pada kepuasan kerja merupakan faktor yang paling mempengaruhi turnover intention. Kesimpulan: Terdapat hubungan tidak searah antara kepuasan kerja dengan turnover intention pada perawat RS Akademik UGM. Dengan diketahuinya bahwa kepuasan kerja perawat RS Akademik UGM berhubungan dengan niatan atau keinginan mereka untuk meninggalkan pekerjaannya, maka penting bagi pihak manajemen untuk selalu menjaga bahkan meningkatkan kepuasan kerja dari perawat RS Akademik UGM guna menurunkan jumlah perawat yang berniat untuk melakukan resign. Kata Kunci: Kepuasan kerja, turnover intention, Minnesota Satisfaction Questionnaire, Turnover Intention Scale-6.
KESIAPAN ORGANISASI DALAM IMPLEMENTASI LEAN MANAGEMENT DI RSUD BAGAS WARAS KLATEN Anggita Ratna Damayanti; Andreasta Meliala; Tjahjono Kuntjoro
Journal of Health Service Management Vol 27 No 4 (2024)
Publisher : Departemen of Health Policy and Management, Faculty of Medicine, Public Health, and Nursing, Universitas Gadjah Mada, Yogyakarta Jl. Farmako Sekip Utara Yogyakarta 55281 Telp 0274-547490

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.22146/jmpk.v27i4.13016

Abstract

RSUD Bagas Waras Klaten has some potential wastes of process which leads to the need of lean management to improve service quality and efficiency. Although implementation of lean management has been proven in improving quality, patient safety, effectivity, and cost efficiency, it is also potential to fail if some readiness elements are not met. Lean management readiness assessment is required to describe inhibiting as well as supporting elements in implementing lean management.
GAYA KEPEMIMPINAN, KEPUASAN KERJA, DAN TURNOVER INTENTION DI RUMAH SAKIT SWASTA KELAS D DI BANTUL Yasmine, Rosanna; Meliala, Andreasta; Visnu, Jodi
Journal of Health Service Management Vol 28 No 03 (2025)
Publisher : Departemen of Health Policy and Management, Faculty of Medicine, Public Health, and Nursing, Universitas Gadjah Mada, Yogyakarta Jl. Farmako Sekip Utara Yogyakarta 55281 Telp 0274-547490

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.22146/jmpk.v28i03.21512

Abstract

Latar Belakang: Turnover karyawan merupakan salah satu cara untuk mengekspresikan ketidakpuasan kerja dan mempengaruhi pengelolaan sumber daya manusia sebagai aset penting dalam industri Rumah Sakit. Dampak negatif yang ditimbulkan terkait biaya dan hilangnya karyawan yang memiliki keahlian, di mana faktor kepemimpinan dan kepuasan kerja berperan terhadap turnover intention karyawan. Rumah Sakit Santa Elisabeth yang merupakan Rumah Sakit swasta keagamaan kelas D di Bantul, turut menilai kepuasan dan loyalitas karyawan lewat angka turnover karyawan, akan tetapi hal ini menjadi salah satu indikator yang belum dapat mencapai standar. Tujuan: Mengevaluasi peran gaya kepemimpinan dan kepuasan kerja terhadap turnover intention karyawan. Metode: Penelitian ini merupakan penelitian studi kasus eksploratoris dengan desain penelitian kasus tunggal terpancang. Analisis data menggunakan metode statistik regresi linear berganda antar variabel turnover intention, gaya kepemimpinan, dan kepuasan kerja dan dilanjutkan dengan melakukan wawancara mendalam kepada responden yang memiliki hasil survei anomali. Data hasil wawancara mendalam dilakukan koding, identifikasi kategori, dan tema. Hasil: Hasil uji t pada SPSS didapatkan nilai signifikansi gaya kepemimpinan sebesar 0,362 (> 0,05) dan nilai signifikansi kepuasan kerja sebesar 0,000 (< 0,05). Hasil uji ANOVA didapatkan nilai signifikansi sebesar 0,000 (< 0,05). Berdasarkan wawancara mendalam didapatkan bahwa ketidakpuasan kerja dan faktor keluarga berperan terhadap turnover intention. Kesimpulan: Secara simultan gaya kepemimpinan dan kepuasan kerja berperan terhadap turnover intention karyawan di Rumah Sakit Santa Elisabeth. Gaya kepemimpinan tidak berperan terhadap turnover intention karyawan di Rumah Sakit Santa Elisabeth, namun kepuasan kerja berperan terhadap turnover intention karyawan di Rumah Sakit Santa Elisabeth. Kata kunci: gaya kepemimpinan, kepuasan kerja, turnover
Co-Authors Abdul Azis Agustino, Rizki Anang Anang Andi Sulaimana Anggita Ratna Damayanti Anggoro Budi Hartopo Anggrahini, Dyah Wulan Arifandi Arifandi Armanda Prima Astri Ferdiana Bhintani Embriana Darwito, Darwito Dina Anjayani Dira Mediani Djayanti Sari Dwi Handono Dwi Handono Sulistyo Dwi Handono Sulistyo Dyah Anggraini Fajarwati, Prahesti Faridha Hanum Firman Firman Firman Firman Firman Fitri Haryanti Fitrina Rachmadanty Siregar Gunadi Gunadi Gustina Fajarwati Sihombing Hapsari, Wulandari Indri Henny Marchelina Hilda Mutia Hanum Husna Yulianingsih Ika Widyastuti Arumsari Irene Waine Iwan Dwiprahasto Julita Hendrartini Kartini Hasballah Katherina Adisaputro Khonsa, Oni Khorida, Arifatul Laksono Trisnantoro Laksono Trisnantoro Likke Prawidya Putri Lisma Evareny, Mohammad Hakimi, Retna Siwi Padmawati Lucia Kris Dinarti Lutfan Lazuardi Mariane Erika Pay Mochamat Helmi Mubasysyir Hasanbasri Muhammad Reyhan Hadwiono Mustofa, Tika Rahhmatillah Nilasari Nurjannah Nurjannah Pratiwi, Citra Sari Prima, Armanda Purwoadi Sujatno Qaimamunazzala, Hayu Ramadona, Aditya Lia Ratmasari, Dewi Ratna Budi Setiani Resti Dewi Rina K. Kusumaratna Rina Kusumaratna Rizaldy T. Pinzon Rizaldy Taslim Pinzon Rizaldy Taslim Pinzon Ruth Reza Hanggraini Sarto Setyowati Siti Ayu Putriasih Sito Meiyanto Sudirman Sugianto Adisaputro Suryanti Klase Sutena, Marthinus Teny Tjitra Sari Tjahjono Kuntjoro Tri Juli Wati Trismayanti, Ni Made Rika Valentina Dwi Yuli Siswianti Vena Jaladara Vera Otifa Visnu, Jodi Widyawati Wiradhika, Abdul Majid Halim Wiranto Yasmine, Rosanna Yohan Wenas Gunawan Yohana Puji Dyah Utami Yulita Hendrartini Yulita Hendrartini