BackgroundDespite the inevitable growing rate of nurse turnover worldwide and its consequences, limited empirical data has been published in Indonesia. This study aims to describe the nurse turnover pattern at private hospitals, its causes and consequences as perceived by the hospitals’ managers.MethodsA survey method was used to obtain secondary and primary data from five private general hospitals in three administrative regions in East Java, Indonesia. The data of nurse turnover and demographic characteristics were collected. Mann Whitney test and relative risk analysis was performed to explore the role of nurse characteristics on nurses’ decision to leave their job. To explore the causes and consequences of nurse turnover, an online survey was conducted to twelve hospital managers. The data was then classified based on similar themes.ResultsThe data show that nurse turnover is between 12 and 34%. Being up to thirty years old, single, and having worked in the hospital up to three years significantly increase the risk of turnover. Personal reasons, external attractions and unsuitable working conditions are the three common nurse turnover reasons revealed by hospital managers. Hospital managers admitted that nurse turnover disturbs hospital operations, further impacting the hospital’s revenue and costs.ConclusionsThe nurse turnover is higher than the acceptable level which is significantly predicted by age, marital status and job tenure. Further research is needed to develop nurse retention strategy in their early years of employment, based on the nurse’s point of view.Electronic supplementary materialThe online version of this article (10.1186/s12912-018-0317-8) contains supplementary material, which is available to authorized users.

Human resources is essential to prevent turnover intention of hospital nurses. Nurses engagement is expected to produce nurses satisfaction and finally lower turnover intention. This study aims to examine the effect of employee engagement on job satisfaction and turnover intention of nurses at Keywords: employee engagement, job satisfaction, turnover intentionAbstrak: Pengelolaan sumber daya manusia sangat penting untuk mencegah terjadinya turnover intention perawat. Keterikatan perawat dengan rumah sakit diharapkan dapat meningkatkan kepuasan kerja sehingga menyebabkan tingkat turnover intention perawat rendah. Penelitian ini bertujuan untuk mengetahui pengaruh employee engagement terhadap kepuasan kerja (job satisfiction) dan turnover intention perawat di RS Wava Husada. Penelitian ini merupakan penelitian kuantitatif dengan pendekatan cross sectional. Sampel penelitian bejumlah 102 orang yang bertugas di unit rawat inap dan rawat jalan RS Wava Husada Kepanjen-Malang. Instrument pada penelitian ini merujuk pada skala likert 5 poin. Analisis data yang digunakan adalah uji path analysis untuk mengetahui pengaruh langsung dan pengaruh tidak langsung dari variabel. Hasil penelitian menunjukkan bahwa employee engagement memiliki pengaruh yang signifikan terhadap kepuasan kerja dan turnover intention. Kepuasan kerja memiliki pengaruh yang signifikan terhadap turnover intention perawat di RS Wava Husada Kepanjen. Hasil penelitian juga menunjukkan ada pengaruh tidak langsung employee engagement terhadap turnover intention melalui kepuasan kerja.Kata Kunci: employee engagement, kepuasan kerja, turnover intention Perkembangan dunia usaha meningkat selaras dengan peningkatan kondisi perekonomian di Indonesia. Rumah sakit memiliki tujuan utama untuk memberikan

Nurses have been trained to provide patient care and improve patients' quality of life, but their own quality of work life and psychological well-being are often disregarded. Nurses' low quality of work life in hospital leads to nurses' high turnover. The high rate of nurses' and midwives' turnover in hospital X Malang is an issue that requires hospital management attention to prevent low quality of health services in the hospital. The purpose of this study was to determine relation between quality of work life, psychological well-being and turnover intention of nurses and midwives in the hospital. This study used quantitative correlation design with cross-sectional approach, and the data were analyzed using Partial Least Square. The results showed that the quality of work life positively and significantly affected the psychological well-being of nurses, quality of work life significantly and negatively affected turnover intention, while psychological well-being did not affect the turnover intention, so the psychological well-being did not mediate the effect of quality of work life on turnover intention. Quality of work life influences both psychological well-being and turnover intention, so the improvement quality of work life will reduce turnover intention and inhance the psychological well-being. Keywords: Psychological well-being, quality of work life, turnover intention Abstrak Selama ini perawat telah dilatih untuk memberikan perawatan pasien dan meningkatkan kualitas hidup pasien, namun kualitas kehidupan kerja dan psychological well-being mereka sendiri terabaikan. Rendahnya kualitas kehidupan kerja perawat di rumah sakit menyebabkan tingginya keinginan pindah kerja perawat. Tingginya angka keinginan pindah kerja perawat dan bidan di Rumah Sakit X Malang merupakan masalah yang memerlukan perhatian dari manajemen rumah sakit agar tidak menjadi menyebabkan rendahnya mutu pelayanan kesehatan di rumah sakit. Penelitian ini bertujuan untuk mengetahui hubungan antara kualitas kehidupan kerja, psychological well-being, dan keinginan pindah kerja perawat dan bidan di rumah sakit. Penelitian ini menggunakan desain penelitian kuantitatif korelasional dengan pendekatan potong lintang. Analisis data menggunakan Partial Least Square. Hasil penelitian menunjukkan kualitas kehidupan kerja berpengaruh positif dan signifikan terhadap psychological well-being perawat, kualitas kehidupan kerja berpengaruh negatif dan signifikan terhadap keinginan pindah kerja, psychological well-being tidak berpengaruh terhadap keinginan pindah kerja, sehingga psychological well-being tidak memediasi pengaruh kualitas kehidupan kerja terhadap keinginan pindah kerja. Kualitas kehidupan kerja berpengaruh pada psychological well-being dan keinginan pindah kerja, sehingga peningkatan kualitas kehidupan kerja akan mengurangi keinginan pindah kerja dan meningkatkan psychological well-being.

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Program studi Magister manajemen Rumah Sakit Fakultas Kedokteran Universitas Brawijaya Malang 2 Rumah Sakit Panti Nirmala Malang ABSTRAKLaporan keselamatan pasien RS Panti Nirmala terdapat 34,1% kejadian yang berhubungan terhadap kesalahan pemberian obat. Hal ini mengindikasikan pelaksanaan pemberian obat berdasarkan 7 benar belum berjalan dengan baik. Tujuan dari penelitian ini adalah untuk mengidentifikasi, menganalisis faktor penghambat pelaksanaan pemberian obat berdasarkan 7 benar sesuai standar prosedur operasional (SPO)di ruang rawat inap RS Panti Nirmala. Penelitian ini dilakukan dengan metode observasi terhadap 39 perawat pelaksana di 7 unit ruang rawat inap pada shift pagi dan sore waktu pemberian obat, baik obat oral dan intravena. Setelah melakukan observasi, peneliti memberikan kuesioner untuk mengukur pengetahuan, sikap dan kemauan perawat. Kuesioner dibagikan kepada 49 orang perawat pelaksana ruang rawat inap.Hasil observasi menunjukkan 64,9% perawat melakukan benar pasien, 86,5% perawat melakukan benar obat, 64,9% perawat melakukan benar waktu, dan 100% perawat melakukan benar dosis, benar cara dan dokumentasi. Hasil kuesioner menunjukkan terdapat 89% perawat rawat inap RSPN memiliki pengetahuan yang baik tentang prinsip 7 benar. Perawat juga memiliki sikap yang baik dalam pelaksanaan pemberian obat berdasarkan tujuh benar dan mau menjalankan prinsip tujuh benar dalam pemberian obat. Hal tersebut disebabkan kurangnya komunikasi yang efektif pada perawat terhadap pasien maupun keluarga.Kata Kunci: 7 benar, pemberian obat, perawat ABSTRACT Panti Nirmala Hospital's patient safety report contained 34,1% of events related to medication administration errors. This indicates that the implementation of drug delivery based on 7 rights is not running well. The purposes of this study are to identify and to analyze the factors inhibiting the implementation of drug delivery based on 7 rights according to the standard operating procedures (SOP) in inpatient unit