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All Journal Indonesian Journal of Global Health research Frontiers on Healthcare Research
Asmeriyanty, Asmeriyanty
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Education Health Professions Languange, Linguistic, Communication & Media Nursing Public Health

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Management Support in Implementing A Career Path System for Nurses in Local Government Hospitals Asmeriyanty, Asmeriyanty; Arif, Yulastri; Putri, Zifriyanthi Minanda; Maisa, Esthika Ariany
Indonesian Journal of Global Health Research Vol 7 No 1 (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.v7i1.4070

Abstract

Career ladder systems are an important mechanism in supporting the professional development of nurses and have been implemented in various models in a number of countries. Effective management support is critical to the successful implementation of career ladder systems in Indonesia. This study aims to determine the description of management support in the implementation of career ladder system in Local Government Hospitals. This study is a quantitative study with a cross-sectional design conducted in May-June 2024. The study population was all nurses who applied for competency assessment and credentialing/recredentialing as many as 76 people who also became samples with total sampling technique. Data were analyzed using descriptive statistics including frequency distribution and percentage. These questionnaires have undergone validity and reliability testing, with Cronbach's alpha values of 0.905 for the Management Support Questionnaire and 0.927 for the Nursing Career Path Questionnaire. The results showed that the majority of executive nurses were female (92%) with vocational education (84%) and were in early adulthood (26-35 years old). Most of them had between 8 to 15 years of service and almost half of them were at the Pre PK level (43%). Management support in implementing career ladders was mostly categorized as good (54%). This study concludes that management support in the implementation of the career ladder system in Local Government Hospitals is mostly good, but there are still some aspects that need to be improved. Optimal management support includes the provision of adequate resources, structured training programs, and continuous feedback to ensure the successful implementation of the career ladder system.
The Impact of SIMCAR LASTRI Development on Team Communication in the Implementation of the Nursing Career Ladder at RSUD Tanjungpinang Asmeriyanty, Asmeriyanty; Arif, Yulastri; Putri, Zifriyanti Minanda; Dorisnita
Frontiers on Healthcare Research Vol. 2 No. 1 (2025)
Publisher : Rumah Sakit Umum Pusat (RSUP) Dr. M. Djamil

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.63918/fhr.v2.n1.p77-83.2025

Abstract

Background: The implementation of a career ladder system in hospitals is crucial for the professional development of nurses. However, communication barriers within nursing teams often hinder the effectiveness of this system. SIMCAR LASTRI was developed to enhance communication within nursing teams, ensuring a more structured and efficient career progression process. This study aims to analyze the impact of SIMCAR LASTRI on team communication in the implementation of the nursing career ladder at RSUD Tanjungpinang. Methods: This study employed a quantitative analytical approach with a quasi-experimental design, involving 76 nursing practitioners at RSUD Tanjungpinang. Data were collected using structured questionnaires and analyzed using the Wilcoxon signed-rank test to assess the impact of SIMCAR LASTRI on team communication in career ladder implementation. Results: The univariate analysis revealed that the majority of respondents were female (92.1%), aged 26-35 years (73.7%), with a vocational education background (84.2%) and 7-15 years of work experience (54%). Before the implementation of SIMCAR LASTRI, 43.4% of nurses were at the Pre-PK level, and 61.84% of respondents perceived career ladder implementation as suboptimal, with major obstacles in the credentialing process (50%), competency assessment (36.84%), and issuance of Clinical Assignment Letters (SPK) and Clinical Authority Details (RKK) (34.21%). The analysis showed that before SIMCAR LASTRI implementation, the mean team communication score was 34.09 (median 34.00, range 30-37), which significantly increased to 41.88 (median 42.00, range 39-42) after implementation. Bivariate analysis confirmed a statistically significant positive impact of SIMCAR LASTRI on team communication, with a p-value of 0.000, indicating that its implementation facilitated better coordination, improved information flow, and enhanced clarity in career progression for nurses. Conclusion: These findings suggest that SIMCAR LASTRI plays a crucial role in improving communication within nursing teams, thereby optimizing the implementation of the career ladder system in hospitals. Further research is recommended to explore its long-term effects on job satisfaction, professional development, and healthcare service quality.
Co-Authors Arif, Yulastri Dorisnita Maisa, Esthika Ariany Putri, Zifriyanthi Minanda Putri, Zifriyanti Minanda