The growing rate of nurse turnover is unavoidable and inevitable. Nursing considered one of the most stressful occupations in the health industry. Unfortunately, there are limited studies published in Indonesia that explain this phenomenon among clinical nurses. This study aims to describe the nurse job satisfaction and turnover intention at public hospitals from workloads and burnout perspective. The design used in this study was quantitative with the survey approach. The data were collected by using simple random sampling from the hospital (cluster B) nurses with the total participant was 190 nurses. The result of this study shows that workload and burnout affect job satisfaction directly. The mediator role of job satisfaction in the effect of workload and burnout on turnover intention is significantly proved. Interestingly, this study failed to prove the effect of workload on turnover intention which means that although many nurses experienced a heavy workload, the majority of nurses in this study feel that the workloads are still reachable or even low due to their young aged. They tend to keep the job since it's difficult to find any other opportunities. They will intend to leave their job only if they experienced a greater level of burnout and disenchantment.
This study aiming to obtain empirical evidence of usefulness, ease of use, Computer Self-Efficacy (CSE), and intend to use towards Actual Technology Use (ATU) as an issue of high complexity of healthcare organizations services. We use causality explanatory research for hypothesis testing with quantitative approach as methods. Data were analyzed by Path Analysis. Result is Perceived Usefulness (PU) had positive effect on Behavioral Intention to Use (BITU). Perceive Ease of Use (PEOU) had significant positive effect on ATU. The Conclusion is BITU is an intervening variable that can mediate the effect of PU toward ATU. These findings suggested that there is mandatory behavior toward users to apply Hospital Management Information System (HMIS).
Penerapan budaya keselamatan pasien merupakan salah satu upaya Rumah Sakit dalam menjaga pasien untuk tidak mengalami kejadian yang tidak diharapkan. Penelitian ini menggunakan pendekatan kuantitatif dengan rancangan penelitian desain kausal menggunakan VB-SEM berbasis varian yakni PLS (Partial Least Square), bertujuan untuk menganalisa pengaruh yang dapat meningkatkan nilai-nilai budaya keselamatan pasien di rumah sakit. Penelitian ini menggunakan sampel jenuh 77 orang (staf perawat ruangan dan farmasi). Hasil penelitian ini menunjukkan terdapat pengaruh positif peran kepala unit terhadap budaya keselamatan pasien, pengaruh negatif beban kerja terhadap budaya keselamatan pasien, pengaruh positif implementasi handover perawat-farmasi terhadap budaya keselamatan pasien, pengaruh positif peran kepala unit terhadap implementasi handover perawat-farmasi, pengaruh positif peran kepala unit terhadap budaya keselamatan pasien melalui implementasi handover perawat-farmasi sebagai variabel intervening, dimana hasil pengukuran tstatistik>ttabel dan probabilitas (pvalue) 0.000<0.05, dan tidak terdapat pengaruh negatif beban kerja terhadap implementasi handover perawat-farmasi, serta tidak terdapat pengaruh negatif beban kerja terhadap budaya keselamatan pasien melalui implementasi handover perawat-farmasi sebagai variabel intervening dimana hasil tstatistik<ttabel dan probabilitas (pvalue) >0.05. Berdasarkan hasil penelitian maka implikasi dalam penelitian ini menunjukkan pengaruh peran kepala unit terhadap budaya keselamatan pasien melalui implementasi handover sebagai perencana, pengorganisasian, ketenagaan, pengarahan dan pengawasan dalam pelaksanaan handover yang efektif dan efisien guna meningkatkan keselamatan pasien di rumah sakit
In this digital era, Hospitals must follow the competition that demands professionally managed services which cannot be separated from the role of computer technology. Therefore, a hospital needs a management information system that can integrate all its activities in order to improve performance and services, which is better known as Hospital Information System Management (HIS). The purpose of this study is to analyze the actual application of hospital management information systems using the Technology Acceptance Model (TAM) method with behavior intention as the intervening variable. This research method is done using the quantitative approach, type of causality in the form of survey, one short study time horizon in the form of a questionnaire using Path Analysis. The analysis units are 100 respondents of employees at Metropolitan Medical Centre Hospital in Jakarta, who used HIS 2020. Purposive Sampling was used as the sampling technique. The results showed that attitude towards using HIS had a positive effect on behavioral intention to use. Perceived Usefulness has a positive effect on behavioral intention to use. Perceived Ease of use has a positive effect on behavioral intention to use. Behavioral intention to use has a positive effect on actual technology to use. Attitude toward using has a positive effect on actual technology to use. Perceived Ease of use has a positive effect on actual technology to use. The research findings indicate that the behavioral intention to use variable is a variable that increases the use of HIS because it can benefit from the use by the user. The implication in realizing the increase in HIS requires policies and commitment of hospital management in mandatory, advocacy, socialization, training, monitoring and evaluation related to HIS in each unit.
Hospitals must make changes to grow and survive in an intense competition era. Change is not always well received by organizational members and the most common obstacle is resistance to change. Medika Permata Hijau Hospital is a private hospital where there are many changes ranging from changes in hospital class, leadership to policy changes. Preliminary surveys also indicate a resistance to change attitude. The aim of the study was to obtain empirical evidence of factors that influence resistance to change in hospital. Method This study was conducted with an analytic survey of causality with a time dimension one short study. The population in this study was 155 people. The samples in this study used Purposive Sampling techniques. The analysis unit of this study is individual. The data analysis used is multiple linear regression analysis. Research results Leadership, especially transformational leadership, has a positive effect while communication and emotional intelligence have a negative effect on resistance to change. The determinant coefficient value in the study was 17.2%. Implication An integrated transactional-transformational leadership type is the right choice to address resistance to change. Data-driven communication, a culture of openness and freedom to express the opinion as well as a good level of staff emotional intelligence are expected to help in the process of accepting change.
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