Work weakness is portion of the common probelms that are regulary experienced within the work constrain, wearness can significantly affect the health of the workforce and can reduce productivity, including the nurse workforce. Fatigue is often caused by inappropriate working hours. Shift workers tend to be more prone to work burnout. Impactof work shift on nurse's work weakness in the unit covid-19 roomRSUD dr. Djasamen Saragih. The study used quantitative research with observational methods on 34 respondents. Univariat analysis showed that the majority of respondents experienced work fatigue, namely 20 people (58.8%) and not tired of work, namely 14 people (41.2%). From the results of the Bivariate analysis between work shifts and work weakness using the Chi-Square test, the p-value is 0.005. With p-value (0.005)<(0.05). This H0 is rejected and H1 is accepted. There’s an effect of work shifts on the work fatigue of nurses in the Covid-19 Inpatient room at dr. Djasamen Saragih in 2021.
Nurses are the spearhead of whether or not the health services provided to patients are good because for 24 hours the nurse always interacts with the patient. The success of nursing services and services is largely determined by the performance of the nurses, so that an increase in the performance of nurses is necessary and must always be carried out through a standardized system so that the results are more optimal. One of the efforts to improve the performance or quality of health services, in this case nurses, needs job satisfaction. This study aims to determine the effect of job satisfaction on nurses during the COVID 19 pandemic at the BNN Deli Serdang Rehabilitation Workshop in 2020. This type of research is a quantitative study with an analytical observational research design designed in a cross sectional manner. The population of this study were 14 nursing staff both ASN and PPNPN who worked at the Deli Serdang Rehabilitation Center. Data collection was carried out using primary data and secondary data. The research instrument was a questionnaire sheet. The data were then processed and analyzed using the Spearman test and multiple linear regression. After doing the research, the results show that sig. = 0.001 for the salary variable, sig = 0.046 for the promotion variable, sig. = 0.036 for the monitoring variable, sig. = 0.008 for the peer-to-peer relationship variable and sig = 0.853 for the job variable itself. The conclusion is that there is an effect of salary, promotion, supervision and peer-to-peer relations on the performance of nurses, but there is no effect of the work itself on the performance of nurses. So it is suggested to the BNN Deli Serdang Rehabilitation Workshop to increase the amount of salary and especially in providing fairer incentives, because salary is job satisfaction that has the greatest influence on nurses in implementing nursing care.
Nurse turnover is the discharge of nurses from one hospital to another which is considered better than the previous hospital. The purpose of this study was to determine what factors influence the turnover of honorary nurses at the TNI - AD Hospital with a cross sectional research design. The total population and sample of the study were 78 nurses. The research instrument used was a questionnaire. Data analysis used univariate method, bivariate with chi square test and multivariate with logistic regression test. The results showed that from 78 nurses as many as 67 (85.9%) said that the basic salary received was not proportional to the workload they did. The basic salary received is still the minimum regional wage so that it can lead to turnover for honorary nurses. The factor of turnover based on incentives was 42 nurses (53.8%) with categories still below Rp. 500,000 received, 69 nurses (88.5%) had never experienced a promotion during work and 66 nurses (84.6%) had never experience work conflict. The results of the bivariate analysis obtained are that the factors that influence the occurrence of turnover are basic salary with a p value of <0.05. The results of multivariate analysis showed that basic salary was the most dominant factor in the occurrence of turnover in honorary nurses with a coefficient value (10,034). Policies are needed in fair promotion and re-evaluation of the compensation system in accordance with the length of work and level of education.
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