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Global Journal of Health Administration
Published by Universitas Muhammadiyah Surabaya
ISSN : -     EISSN : 31234712     DOI : https://doi.org/10.30651/gjha.v1i2
Core Subject :
Global Journal of Health Administration is a scientific platform that publishes original articles, literature reviews, and short communications covering issues related to management, organization, leadership, hospital administration, health law and ethics, as well as medical records and information systems in healthcare facilities. Supported by experts and academics from various institutions with competencies in health management and organization, this journal aims to enrich knowledge in health administration through scientific publications. In addition, it serves as a collaborative forum for researchers and policymakers to share ideas and research findings in order to support the strengthening of health systems and the improvement of healthcare service quality.
Arjuna Subject : -
Articles 16 Documents
 1   2 
Job Satisfaction And Organizational Commitment As Predictors Of Turnover Intention In Hospital Pharmacy Staff yenny haryono; Pipit Festi
Global Journal of Health Administration Vol 1 No 2 (2025): Desember
Publisher : LP2IHKI UMSurabaya

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.30651/gjha.v1i2.29565

Abstract

Objective: This study examines the determinants of turnover intention among pharmacy personnel in a private Type C hospital, addressing an underexplored human resource challenge that directly influences service continuity, medication safety, and health equity within hospital settings.  Methods: Using a quantitative cross-sectional design, data were collected from all 30 employees of the Pharmacy Unit at XXX Hospital  using a saturated sampling (total sampling) technique. Data were gathered through a structured and validated questionnaire based on a five-point Likert scale (1 = strongly disagree to 5 = strongly agree). The instrument measured job satisfaction (including satisfaction with work, salary, promotion, supervision, and coworkers), organizational commitment (including emotional attachment, support, and development opportunities), and turnover intention (including intention to leave, job search behavior, and thoughts of quitting), adapted from established theories and prior studies. Multiple linear regression using SPSS was employed to analyze the effects of job satisfaction and organizational commitment on turnover intention.  Results: Job satisfaction shows a significant positive association with turnover intention (β = 1.084; p < 0.001), suggesting that external labor market pull factors may override job satisfaction in high-demand pharmacy professions.  Conclusion: Strengthening organizational commitment, improving career pathways, and mitigating external job pressures are essential for sustaining pharmacy workforce stability in hospitals
Analysis Of Ihsan Values And 360-Degree Evaluation For Talent Mapping At Masyithoh Islamic Hospital Bangil Nanang Riono wahyudi; Pipit Festi; Yudied Rahmat
Global Journal of Health Administration Vol 1 No 2 (2025): Desember
Publisher : LP2IHKI UMSurabaya

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.30651/gjha.v1i2.29587

Abstract

Objective: Masyithoh Islamic Hospital (RSI) Bangil applies Sharia-based ethics in human resource (HR) management, with ihsan - the perfection of worshiping Allah as if one were seeing Him - as its guiding principle. Ihsan is operationalized through six indicators: Working Perfectly, Repaying Goodness with Greater Good, Preventing Harm, Future-Oriented Investment, Providing Solutions When Justice Is Not Fulfilled, and Consequence of Faith. This study examined the integration of ihsan-based indicators with 360-degree evaluation as performance appraisal and talent mapping tools.  Methods: Using a descriptive-analytic design With One-way ANOVA test, data were collected from 119 employees through purposive sampling and three waves of talent mapping in October 2025. The 9-Box Talent Grid combined potential (ihsan behavior, analytical-creative, psychological tests) and performance (360° evaluation). Results: showed 64.7% of employees in Box 5 (expected performance, medium potential), with high ihsan potential (82.22) but lower analytical skills (69.60). Only 2.52% demonstrated high potential, while 21.2% were in risk zones. The model proved effective for talent identification, though constrained by analytical capacity, and supports recommendations for upskilling and succession planning to strengthen organizational performance.  Conclusion: The study confirms that integrating Ihsan values with 360-degree evaluation is effective for talent mapping at Masyithoh Islamic Hospital Bangil. Employees showed strong Ihsan potential but weaker analytical skills, placing most in medium-potential categories. This model highlights the value of Sharia-based ethics in HR management and underscores the need for targeted upskilling and succession planning to enhance organizational performance.
The Influence Of Operations Management On Patient Satisfaction With Service Quality As Mediation In Inpatient Care At Rsmj Dyah Ning Indra; Heru Suswojo; Sholihul Absor
Global Journal of Health Administration Vol 1 No 2 (2025): Desember
Publisher : LP2IHKI UMSurabaya

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.30651/gjha.v1i2.29588

Abstract

Objective: This study analyzes the effect of operational management on patient satisfaction with service quality as a mediating variable in inpatient care.   Methods: A quantitative cross-sectional study was conducted on 120 adult inpatients (≥48 hours) using convenience sampling. Data were collected through SERVQUAL-based questionnaires and patient satisfaction using a five-point Likert scale. Analysis used multiple linear regression and the Sobel test (α = 0.05).   Results: Operational management had a positive effect on patient satisfaction (β = 0.189; p = 0.020), while service quality showed a significant effect (β = 0.705; p < 0.001). The R² value of 0.749 indicates a 74.9% contribution. The Sobel test (Z = 7.24; p < 0.001) confirmed the mediating role of service quality.   Conclusion: Operational management and service quality significantly influence patient satisfaction, with service quality as a key mediator.
Analysis Impact Of Nursing Kpis And Electronic Medical Records On Service Quality In A Type B Hospital Dwi Untari Fadillah Asih; Sholihul Absor; Mundakir
Global Journal of Health Administration Vol 1 No 2 (2025): Desember
Publisher : LP2IHKI UMSurabaya

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.30651/gjha.v1i2.29615

Abstract

Objective : This study aims to analyze the effect of nursing Key Performance Indicator (KPI) implementation and Electronic Medical Record (ERM) utilization on service quality improvement in a Type B Hospital in Surabaya.   Methods: This study employed a quantitative cross-sectional design involving 100 registered nurses selected through purposive sampling. Data were collected using a structured questionnaire consisting of 10 items for KPI implementation, 8 items for EMR utilization, and 12 items for service quality, measured using a 5-point Likert scale. Data were analyzed using multiple linear regression to examine the relationships between variables.   Resulth : There was a considerable favorable impact on service quality from implementing KPIs (β = 0.427; p < 0.001), and ERM utilization also had a significant influence (β = 0.365; p < 0.001).The results highlight the importance of digital documentation systems and organized performance assessment in improving the quality of healthcare services.   Conclusion : Healthcare services are made more efficient, accurate, and responsible by the combination of KPI and ERM.Based on the results of this research, healthcare facilities should enhance their performance management systems and maximize the use of health information technology in order to facilitate long-term quality improvement.
The Relationship Between Employee Job Satisfaction And Employee Performance At Rsu X Jombang: A Cross-Sectional Study Resi Lystianto Putra Perdana; Mochmad Mockhlas; Musa Ghufron
Global Journal of Health Administration Vol 1 No 2 (2025): Desember
Publisher : LP2IHKI UMSurabaya

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.30651/gjha.v1i2.29618

Abstract

Objective:Human resources represent a fundamental strategic asset in healthcare organizations, where job satisfaction significantly influences employee performance and patient care quality. Despite its critical importance, many hospitals continue to report suboptimal job satisfaction levels, particularly regarding compensation, career development, and work environment conditions  Method: This research is a qualitative research with a cross-sectional approach. This study aimed to analyze the relationship between job satisfaction and employee performance at RSU X Jombang, East Java, Indonesia. This study utilized validated questionnaire instruments that had been previously ethically approved and published in prior research by subahtiyar at 2020. Written informed consent was obtained from all participants prior to data collection. Data was collected using a questionnaire based on a Likert scale, and analyzed using logistic regression.  Result : Respondents demonstrated moderate overall job satisfaction (58.70%) and good performance levels (61.83%). The highest satisfaction was observed in salary (61.30%) and promotion (60.20%) dimensions. Logistic regression revealed that only promotion opportunities significantly influenced employee performance (p=0.043; OR=3.118; 95% CI: 1.036-9.385), while other dimensions showed non-significant relationships.  Conclusion: This study provides empirical evidence on the relationship between job satisfaction and employee performance within the context of regional public hospital settings in Indonesia, specifically at RSU X Jombang
Analysis Of Social Support And Workload With Burnout Among Health Workers At Hospital X Ferrita Aisya Karyono; Pipit Festi Wiyanarti; Ansarul Fahrudda; Mirrah Samiyah
Global Journal of Health Administration Vol 1 No 2 (2025): Desember
Publisher : LP2IHKI UMSurabaya

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.30651/gjha.v1i2.30338

Abstract

Objective: This study aimed to analyze the relationship between social support, workload, and burnout among inpatient nurses at Hospital X Methods: This study employed a cross-sectional design conducted from December 2024 to May 2025 at Hospital X. The population consisted of 69 inpatient nurses, with a sample of 59 nurses selected using simple random sampling. Data were collected using self-administered questionnaires measuring social support was assessed using a Sarafino-based instrument consisting of emotional support, informational support, instrumental support, appreciative support. Workload using a Budiasa-adapted questionnaire, consisting of work target, working conditions, use of working time, and work standards. Burnout using the Maslach Burnout Inventory consisting emotional exhaustion, depersonalization, and reduced personal accomplishment. Data analysis included descriptive statistics, normality testing, and multiple linear regression with a significance level of α is 0.05. Results: The results showed that nurses experienced moderate levels of social support (mean=31.29), workload (mean=21.22), and burnout (mean=14.98). Multiple regression analysis revealed that social support had a significant negative effect on burnout (B=−0.151, p=0.010), indicating its protective role. In contrast, workload had a significant positive effect on burnout (B = 0.400, p < 0.001), identifying workload as a major risk factor. The regression model explained 33% of the variance in burnout. Conclusion: Social support significantly reduces burnout, while workload significantly increases burnout among inpatient nurses. Strengthening workplace social support and implementing effective workload management are essential strategies to mitigate burnout and improve nurses’ well-being and service quality at Hospital X.

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