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All Journal International Journal of Public Health Science (IJPHS) Jurnal Kebijakan Kesehatan Indonesia Majalah Kedokteran Gigi Indonesia Jurnal Manajemen Kesehatan Indonesia Jurnal Farmasi Sains dan Komunitas Berkala Ilmiah Kedokteran Duta Wacana The Journal of Hospital Accreditation (JHA) Jurnal Jaminan Kesehatan Nasional Indonesian Journal of Cancer Berita Kedokteran Masyarakat Jurnal Manajemen Pelayanan Kesehatan (The Indonesian Journal of Health Service Management) JMMR (Jurnal Medicoeticolegal dan Manajemen Rumah Sakit) Academic Hospital Journal

Andreasta Meliala

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

Author-ID : 2385424

Biochemistry, Genetics & Molecular Biology Decision Sciences, Operations Research & Management Dentistry Economics, Econometrics & Finance Health Professions Immunology & microbiology Medicine & Pharmacology Nursing Public Health

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NURSE ENGAGEMENT DI RSU APRILLIA CILACAP Bhintani Embriana; Andreasta Meliala; Widyawati
Journal of Health Service Management Vol 24 No 03 (2021)
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

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.

PENGARUH METODE MANAJEMEN STRES DENGAN INTERVENSI TERAPI MUSIK TERHADAP TINGKAT KECEMASAN ANAK PADA TINDAKAN EKSTRAKSI GIGI Faridha Hanum; Andreasta Meliala; Rina K. Kusumaratna
Journal of Health Service Management Vol 23 No 01 (2020)
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

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.

PENERAPAN CUCI TANGAN PESERTA DIDIK DI RUMAH SAKIT GIGI DAN MULUT UNIVERSITAS GADJAH MADA PROF. SOEDOMO Fitrina Rachmadanty Siregar; Andreasta Meliala
Journal of Health Service Management Vol 23 No 02 (2020)
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

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.

PENANGANAN KOMPLAIN DI RUMAH SAKIT Irene Waine; Andreasta Meliala; Valentina Dwi Yuli Siswianti
Journal of Health Service Management Vol 23 No 04 (2020)
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

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.

PENGEMBALIAN BERKAS KLAIM PASIEN PESERTA JAMINAN KESEHATAN NASIONAL (JKN) DI RSUD SULTAN SYARIF MOHAMAD ALKADRIE KOTA PONTIANAK Andi Sulaimana; Andreasta Meliala; Julita Hendrartini
Journal of Health Service Management Vol 22 No 1 (2019)
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

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.

MANAJEMEN LEAN PADA LAYANAN KEMOTERAPI ANAK RAWAT INAP DI RUMAH SAKIT CIPTO MANGUNKUSUMO Teny Tjitra Sari; Andreasta Meliala; Firman
Journal of Health Service Management Vol 22 No 1 (2019)
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

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.

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

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.

Implementation of Massive Open Online Course (MOOC) in Pelatihan Jabatan Fungsional Bidan (Pengangkatan Pertama) at Bapelkes Semarang Resti Dewi; Andreasta Meliala; Dwi Handono Sulistyo
Jurnal Kebijakan Kesehatan Indonesia Vol 12, No 3 (2023)
Publisher : Center for Health Policy and Management

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.22146/jkki.86474

In order to improve the quality of health services, competency development is needed, including through training. Bapelkes Semarang has the task and function of organising training, one of which is Pelatihan Jabatan Fungsional Bidan (Pengangkatan Pertama) which uses the Massive Open Online Courses (MOOC) method. The use of MOOC aims to improve the quality and quantity of learning. However, based on the evaluation of the implementation, there are still complaints from participants regarding the implementation of MOOC. So it is necessary to evaluate MOOC. The evaluation results become the basis for the development of cMOOC for training in the health sector including the review of the policies that underpin it. This research was conducted using descriptive qualitative method with in-depth interviews and secondary data collection. The results of the research on training participants showed that not all of them had digital literacy skills so that there were still many training obstacles and to take part in the training they had to use a Letter of Duty so they were not free to attend the training. Facilitators need adaptation in learning the Student Centreed Learning (SCL) model. There is no legal umbrella for the implementation of MOOC. So that if it will be developed into cMOOC, it is necessary to limit cMOOC to knowledge base training or as a pre-requisite programme for other training. As well as the issuance of a legal umbrella that accommodates the principles of MOOC.

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

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.

Analysis of Remuneration System Satisfaction and Its Affecting Factors (Case Study on Specialist-Physician at Government Hospital in Jakarta) Citra Sari Pratiwi; Andreasta Meliala
Academic Hospital Journal Vol 5, No 1 (2023)
Publisher : Rumah Sakit Akademik Universitas Gadjah Mada

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.22146/ahj.v5i1.67946

Background: Remuneration is an important strategy to improve the competence of hospital services. Remuneration aims to motivate employees which can be achieved if the remuneration system is implemented fairly, but the gap between the ratio of the number of doctors and the average points to rates causes’ physician dissatisfaction toward the remuneration system. Analyze satisfaction level and measure remuneration satisfaction factors on Pediatricians and Obstetrics and Gynecologists at ABC Hospital Jakarta. Methods:This study used quantitative methods with multiple linear regression analysis measured by the Equity Scale and Remuneration Satisfaction Scale. Interviews were used to obtain comprehensive analysis results from respondents who were in the lower and upper limits of the questionnaire results. The interview also involved the management of ABC Hospital Jakarta.Results:Total 44 respondents consisting of 30 Pediatricians and 14 Obstetricians and Gynecologists, showed dissatisfaction with the remuneration system (45,46%), neutral (31,53%), and satisfied (23%). There was a relationship between perceptions of external fairness (P= 0,003) and procedural fairness (P= 0,002) with remuneration satisfaction. There was no relationship between perceptions of internal justice (P= 0,929) and perceptions of individual justice (P= 0,130) with remuneration satisfaction. These results were explored using interviews and the causes of doctor dissatisfaction due to the gap in the achievement of the Individual Performance Index, lots of doctor examinations that were not listed in the rates, and remuneration points did not consider the complexity of each job. Meanwhile, the dissatisfaction felt by the management was due to the lack of measurement of quality indicators in the remuneration system.Conclusion: External and procedural justices are factors that affect the satisfaction of remuneration felt by specialist-physician. The remuneration obtained at ABC Hospital Jakarta is lower than other Government Hospitals of the same type. In addition, there are binding rules, doctors' lack of understanding of the remuneration system, and lack of socialization. The management needs to formulate a more detailed remuneration system based on applicable regulations by adjusting the hospital situation.

Co-Authors Abdul Azis Abdul Majid Halim Wiradhika Aditya Lia Ramadona Anang Anang Andi Sulaimana Anggita Ratna Damayanti Anggoro Budi Hartopo Arifandi Arifandi Armanda Prima Astri Ferdiana Bhintani Embriana Citra Sari Pratiwi Darwito, Darwito Dina Anjayani Dira Mediani Djayanti Sari Dwi Handono Dwi Handono Sulistyo Dwi Handono Sulistyo Dyah Anggraini Dyah Wulan Anggrahini Faridha Hanum Firman Firman Firman Firman Firman Fitri Haryanti Fitrina Rachmadanty Siregar Gunadi Gunadi Gustina Fajarwati Sihombing Hapsari, Wulandari Indri Hayu Qaimamunazzala Henny Marchelina Hilda Mutia Hanum Husna Yulianingsih Ika Widyastuti Arumsari Irene Waine Iwan Dwiprahasto Julita Hendrartini Katherina Adisaputro Khonsa, Oni Laksono Trisnantoro Laksono Trisnantoro Likke Prawidya Putri Lucia Kris Dinarti Lutfan Lazuardi Mariane Erika Pay Marthinus Sutena Mochamat Helmi Mubasysyir Hasanbasri Muhammad Reyhan Hadwiono Nilasari Prahesti Fajarwati Prima, Armanda Purwoadi Sujatno Ratmasari, Dewi Ratna Budi Setiani Resti Dewi Retna Siwi Padmawati Rina K. Kusumaratna Rina Kusumaratna Rizaldy T. Pinzon Rizaldy Taslim Pinzon Rizaldy Taslim Pinzon Rizki Agustino Ruth Reza Hanggraini Sarto Setyowati Siti Ayu Putriasih Sito Meiyanto Sudirman Sugianto Adisaputro Suryanti Klase Teny Tjitra Sari Tika Rahhmatillah Mustofa Tjahjono Kuntjoro Tri Juli Wati Trismayanti, Ni Made Rika Valentina Dwi Yuli Siswianti Vena Jaladara Vera Otifa Visnu, Jodi Widyawati Wiranto Yasmine, Rosanna Yohan Wenas Gunawan Yohana Puji Dyah Utami Yulita Hendrartini Yulita Hendrartini

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