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All Journal Jurnal Ilmu Kesehatan dan Gizi JMMR (Jurnal Medicoeticolegal dan Manajemen Rumah Sakit) Green Inflation: International Journal of Management And Strategic Business Leadership
Supriyantoro Supriyantoro
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Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Health Professions Medicine & Pharmacology Nursing Public Health

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How Interprofessional Collaboration and Transformational Leadership Affect Nurses’ Turnover Intention through Job Satisfaction Peter Pratama; Supriyantoro Supriyantoro; Agusdini Saptaningsih
JMMR (Jurnal Medicoeticolegal dan Manajemen Rumah Sakit) Vol. 10 No. 3 (2021): December 2021
Publisher : Universitas Muhammadiyah Yogyakarta

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.18196/jmmr.v10i3.12212

Abstract

Nursing turnover is problem for hospitals around the world, including at XYZ Hospital in Tangerang, Indonesia. Studies on the causes of turnover are required to reduce turnover effectively and efficiently. We aimed to study the effect of interprofessional collaboration and transformational leadership on turnover intention, with job satisfaction as intervening factor. This associative quantitative study gathered primary data obtained through survey on nurses at XYZ Hospital, Tangerang in April 2021, using Turnover Intention Scale-15, Interprofessional Collaboration Scale, Transformational Leadership Behavior Inventory, and McCloskey/Mueller Satisfaction Scale. Analysis was performed with Structural Equation Modeling (SEM) method. From a total of 95 subjects, we found that there was significant negative effect of Interprofessional Collaboration (β = -0.560, p = 0.004) and Transformational Leadership (β = ‑0.271, p = 0.031) on Turnover Intention through Job Satisfaction as intervening factor (β = -0.560, p = 0.004) and significant negative effect of Job Satisfaction on Turnover Intention (β = 0.808, p = 0.001). Also found was positive effect of Interprofessional Collaboration (β = 0.692, p <0.001) and Transformational Leadership (β = 0.335, p = 0.032) on Job Satisfaction. Therefore, promoting job satisfaction, interprofessional collaboration, and transformational leadership may be beneficial in reducing nursing turnover intention.
Influence Efficacy Self And Supervision To Implementation Behavior Care Nursing With Motivation as an Intervening Variable at Hospital X Bekasi Muhammad Herli; Supriyantoro Supriyantoro; Hashim Hashim
Jurnal Ilmu Kesehatan dan Gizi Vol. 2 No. 4 (2024): Oktober: Jurnal Imu Kesehatan dan Gizi
Publisher : Pusat Riset dan Inovasi Nasional

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.55606/jig.v2i4.3202

Abstract

The Quality of nursing care is factor key in reach results maintenance Which optimal for patients. However, there are still inconsistencies in the implementation of nursing care behavior carried out by nurses in hospitals. This research aims to analyze the influence of self-efficacy and supervision to implementation behavior care nursing, as well as test role motivation as intervening variable. Causal quantitative research method with a sample of 63 executive nurses who work in the Inpatient Installation of Hospital X, Bekasi. Data collection used a questionnaire and the analysis technique used was multiple regression analysis. The research results show that self-efficacy and supervision influence motivation and nursing care behavior. The results of the mediation test show that self-efficacy and supervision influence nursing care behavior through motivation. The influence of self-efficacy on nurses' work motivation has the highest regression coefficient value compared to other variables. The results of this research provide managerial implications for the home Sick For increase efficacy self And quality supervision to nurse, as well as paying attention to the motivational aspects of nurses in order to encourage the implementation of optimal nursing care behavior. Efforts that can be made are to improve the training system, supervision system and delegation system authority Which effective. Furthermore need do development with sample larger and adding independent variables to make the discussion broader.
Organizational Commitment Matters More than Supervision in Nursing Documentation Compliance Suryanti Suryanti; Supriyantoro Supriyantoro; Idrus Jus’at
Green Inflation: International Journal of Management and Strategic Business Leadership Vol. 3 No. 1 (2026): February : Green Inflation: International Journal of Management and Strategic B
Publisher : Asosiasi Riset Ilmu Manajemen Kewirausahaan dan Bisnis Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.61132/greeninflation.v3i1.681

Abstract

Nursing care documentation is crucial for service quality and patient safety, but incomplete and inconsistent documentation remains a challenge in hospitals. This study focuses on nurses at Medika Lestari Hospital, where documentation compliance is below expectations. The aim is to analyze how organizational commitment and supervision affect nursing care documentation, with work motivation as an intervening variable. A quantitative cross-sectional design with a structural model approach was used, and data were collected via structured questionnaires and analyzed using SEM-PLS. The results show that organizational commitment positively impacts documentation compliance (β = 0.268; p = 0.013), highlighting the importance of nurses’ attachment to organizational goals. Supervision, however, has no significant direct effect on documentation (β = 0.220; p = 0.109). Both organizational commitment (β = 0.285; p = 0.018) and supervision (β = 0.382; p = 0.000) significantly influence work motivation, indicating that managerial control and organizational attachment contribute to motivation. However, work motivation does not significantly affect documentation (β = 0.231; p = 0.053) and does not mediate the effects of commitment or supervision on compliance. In conclusion, improvements in documentation are primarily driven by organizational commitment rather than motivational or supervisory factors. Hospital management should focus on enhancing nurses’ organizational commitment and aligning supervisory practices with institutional values to improve documentation compliance sustainably.
Co-Authors Agusdini Saptaningsih Hashim Hashim Idrus Jus’at Muhammad Herli Peter Pratama Suryanti Suryanti