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All Journal Indonesian Journal of Health Research Aksara: Jurnal Ilmu Pendidikan Nonformal
Tutiany Tutiany
Poltekes Kemenkes Jakarta
Health Professions Languange, Linguistic, Communication & Media Social Sciences Other

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Implementation Study of Retention Programs and It’s Impact on Turnover Intention Nurses in Hospital Lucia Ni Luh Yuniarti; Tutiany Tutiany
Indonesian Journal of Health Research Vol 2 No 2 (2019): August 2019
Publisher : Universitas Triatma Mulya

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.32805/ijhr.2019.2.2.49

Abstract

Introduction. Nurse turnover will harm the hospital both in terms of costs, resources, and motivation. Turnover can be predicted by exploring the turnover intention of the nurses. Nurses' turnover intention is closely related to the practice of nurse resource management in implementing policies including compensation, career development and work design. The study aims to analyze and identify the effect of retention programs (compensation, career path, work design) on nurses' turnover intention. Methods. The mixed method parallel convergent approach is used in the study. Simple random sampling was taken on 200 respondent nurses in three private hospitals. Semi structure interviews were conducted on 15 participants. Results. Regression test results show that there is a significant effect between compensation retention programs (R = 0.477; p = 0.000; β = 0.23), career development (R = 0.493; p = 0.000; β = 0.22), work design (R = 0.422; p = 0.000, β = 0.16) on nurses' turnover intention. The most dominant factor is compensation (β = 0.265, p = 0.000) compared to career development and work design. The results of qualitative research showed that the key participants stated that compensation was felt not adequate with the nurse profession, the implementation of career development programs had not increased motivation and the workload was felt too much as a result of too many non-nursing tasks. Conclusion. Implications for nursing and hospital management, it is important for nurse managers to have the ability to plan and evaluate policies related to compensation, career development, and work design to improve nurse retention.
Optimalisasi Manajemen Konflik Berbasis Teori Imogene King Terhadap Kepuasan Kerja Perawat Dan Bidan Pelaksana Di Rsia X Tangerang Selatan Siti Ropiah; Tutiany Tutiany; Emiliana Tjitra
Aksara: Jurnal Ilmu Pendidikan Nonformal Vol 9, No 1 (2023): January 2023
Publisher : Magister Pendidikan Nonformal Pascasarjana Universitas Negeri Gorontalo

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.37905/aksara.9.1.339-354.2023

Abstract

Konflik dalam memberikan pelayanan keperawatan tidak bisa dihindari, tetapi konflik dapat di kelola. Perlu adanya optimalisasi manajemen konflik, agar konflik yang terjadi menjadi konstruktif, meningkatkan kepuasan kerja, produktivitas kerja dan pelayanan yang bermutu. Penelitian ini bertujuan untuk menganalisis optimalisasi manajemen konflik berbasis teori Imogene King terhadap kepuasan kerja perawat dan bidan pelaksana di RSIA X Tangerang Selatan. Metode penelitian ini menggunakan mix method. Desain penelitian kualitatif adalah focus group discussion (FGD), kepada 8 kepala ruangan, sedangkan desain penelitian kuantitatif adalah quasi eksperiment menggunakan pendekatan pre and post test without control group. Sampel penelitian ditetapkan dengan cara total sampling, sebanyak 75 perawat dan bidan pelaksana. Hasil FGD menggunakan analisis tematik metode Colaizzi, menghasilkan tema yaitu gap proses interaksi dan komunikasi belum efektif. Hasil penelitian menunjukan tidak terdapat perbedaan kepuasan kerja sebelum dan sesudah optimalisasi manajemen konflik dengan p value 0,902>0,05. Secara simultan terdapat hubungan yang signifikan karakteristik dan manajemen konflik dengan kepuasan kerja dengan p value 0,001<0,05. Rekomendasi peneliti sebaiknya perawat/ bidan di berikan penyegaran dan bimbingan manajemen konflik berbasis Teori Imogene King secara konsisten untuk meningkatkan kepuasan kerja.
Co-Authors Emiliana Tjitra Lucia Ni Luh Yuniarti Siti Ropiah