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All Journal Indonesian Journal of Global Health research Open Access Jakarta Journal of Health Sciences (OAJJHS) Al Makki Health Informatics Journal
Catharina Dwiana Wijayanti
Sekolah Tinggi Ilmu Kesehatan Sint Carolus
Dentistry Education Health Professions Languange, Linguistic, Communication & Media Medicine & Pharmacology Nursing Public Health Veterinary

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Quality of Nursing Work Life terhadap Kinerja Perawat: Quality of Nursing Work Life on Nurse Performance Ervina Rohmayanti; Catharina Dwiana Wijayanti
Open Access Jakarta Journal of Health Sciences Vol 2 No 7 (2023): Open Acces Jakarta Journal of Health Sciences
Publisher : Sagamedia Indo Press

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.53801/oajjhs.v2i7.231

Abstract

Latar Belakang: Quality of nursing work life (QNWL) adalah derajat kepuasan perawat tentang kehidupan pribadi dengan organisasi. Ketidakpuasan perawat terhadap kualitas kehidupan kerjanya memicu konsekuensi serius yang mempengaruhi kehidupan pribadi perawat, yang pada gilirannya dapat mempengaruhi kualitas asuhan keperawatan dan mengancam keselamatan pasien. Tujuan: Penelitian ini bertujuan untuk mengetahui hubungan Quality of Nursing Work Life dengan kinerja perawat di RS X Jakarta. Metode: Penelitian kuantitatif dengan desain crosss-sectional. Pengambilan sample secara purposive sampling sebanyak 44 perawat di ruang rawat inap. Alat ukur berupa kuesioner. Analisis data menggunakan uji Chi-Square Hasil: Hasil analisis menunjukan hubungan antara quality of nursing work life dengan kinerja perawat dengan p-value = 0,064 (p<0,05). Kesimpulan: Tidak ada hubungan signifikan antara quality of nursing work life dengan kinerja perawat. Kinerja perawat yang optimal akan memberikan kontribusi dalam pelayanan keperawatan.
The Effect of The Application of Head Coaching on The Work Motivation and Job Satisfaction of The Implementing Nurse at The Bandar Lampung Advent Hospital Magdalena Gulo; Sutanto Priyo Hastono; Catharina Dwiana Wijayanti
Al Makki Health Informatics Journal Vol. 3 No. 3 (2025): Al Makki Health Informatics Journal
Publisher : Al Makki Publisher

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.57185/hij.v3i3.52

Abstract

Nursing human resources today are experiencing a change in the generation of workers. The need for the role of the head nurse in carrying out coaching to support, collaborate, and facilitate nursing human resources of different generations in order to build effective working relationships, increase motivation, self-potential, and staff job satisfaction. The purpose of the study was to assess the impact of coaching training on nurses' motivation and job satisfaction. Quasi-experimental research design with one group pre-posttest design. Respondents in the research were implementing nurses, using questionnaire measuring tools. The results were obtained by the majority of respondents aged 20-30 years (42.9%), PK 2 career path (37.5%), nurse education (50.0%), and length of work 1-5 years (44.6%). Before the coaching training, the average motivation was 25.13 and job satisfaction was 23.73, while after the coaching training, the average motivation increased to 43 and job satisfaction increased to 35.98. The Paired Samples Test showed a significant effect of coaching training on motivation and job satisfaction with a p-value of 0.000, as well as an R square result of 0.838.  The need for the implementation of coaching by the head of the room to increase the motivation and work of nurses which will have an impact on the quality and effectiveness of nursing services.
Analysis of Factors Affecting Compliance with the Use of Clinical Pathways in Hospitals: Literature Review Yulius Adhi Pramono Yoel; Catharina Dwiana Wijayanti
Indonesian Journal of Global Health Research Vol 7 No 2 (2025): Indonesian Journal of Global Health Research
Publisher : GLOBAL HEALTH SCIENCE GROUP

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.37287/ijghr.v7i2.5640

Abstract

Regulation of the Minister of Health of the Republic of Indonesia Number 30 of 2022 has set 13 national indicators of hospital quality, one of which is compliance with clinical pathways. Clinical pathway is implemented to reduce practice variation and perform evidence-based clinical actions in healthcare facilities, operational efficiency and quality, to achieve the goals of decreased care framing, optimized cost-effectiveness, improved patient outcomes and improved patient and family education regarding the care and treatment received. Objective: To analyze the compliance factors of using clinical pathway in hospital. Methods: This research method is a literature review study using PRISMA. The databases used as sources consisted of Google Scholar, Science Direct and ProQuest. This study used the PICOT strategy in searching articles in electronic databases. From 695 journals, 13 relevant journals were found. Results: Compliance factors for the use of clinical pathways in hospitals can be grouped into two, namely: 1) Adherence to clinical pathway which is influenced by factors: (a) the existence of job satisfaction in the application of clinicians according to clinical pathway, (b) training programs, (c) the formation of specialist teams, (d) organizational factors (leadership, attitudes and motivation) and (e) expanding the role of health workers. 2). Clinical pathway non-compliance is influenced by factors: (a) medical personnel are not involved in the implementation of the use of clinical pathways, (b) management policies that do not work in the use of clinical pathways, (c) lack of socialization to staff related to the use of clinical pathways, (d) there are no clinical pathway documentation guidelines including how to fill in and the benefits and functions of using clinical pathways, (e) increasing workloads. Conclusions: Analysis of compliance factors for the use of clinical pathways in hospitals can be grouped into two, namely compliant and non-compliant. Factors Medical staff compliant using clinical pathway due to job satisfaction, implementation of training programs, formation of specialist teams, organizational factors and expanding the role of health workers. While health staff factors are not compliant with using clinical pathway in the hospital because medical staff are not involved in the implementation of the use of clinical pathway, management policies that do not work in the use of clinical pathway, lack of socialization to staff related to the use of clinical pathway, and there are no clinical pathway documentation guidelines including how to fill and the benefits and functions of using clinical pathway and increase workload.
The Role of Resilience, Self-Efficacy, and Work Stress Management of Nurses Through Emotional Intelligence Training: A Literature Review Theresia Yeti Resmiati; Catharina Dwiana Wijayanti
Indonesian Journal of Global Health Research Vol 7 No 4 (2025): Indonesian Journal of Global Health Research
Publisher : GLOBAL HEALTH SCIENCE GROUP

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.37287/ijghr.v7i4.6341

Abstract

Emotional intelligence training can be an effective approach to improve resilience, self-efficacy, and reduce work stress, especially in demanding work environments such as hospitals. This study aims to analyze the effectiveness of emotional intelligence training in improving resilience, self-efficacy, and reducing work stress in nurses. This research is a literature review of various indexed journals from 2020 - 2024 with the keywords, emotional intelligence training, job stress, resilience, self-efficacy, and accessed via Google Scholar, Science Direct, PubMed, ProQuest, and Gale Cengage. Various relevant studies were identified and analyzed to gain an in-depth understanding of the relationship between emotional intelligence training, resilience, self-efficacy, and job stress in nurses. The results of the review indicate that emotional intelligence training has consistently been shown to improve resilience and strengthen self-efficacy, which ultimately reduces work stress. This review provides a theoretical and empirical basis for the development of training programs in the health sector, especially in supporting the mental well-being of medical personnel.
Co-Authors Ervina Rohmayanti Magdalena Gulo Sutanto Priyo Hastono Theresia Yeti Resmiati Yulius Adhi Pramono Yoel