Indonesia Conference Directory

Corresponding Author
Rinie Indah Chandra Wirasati

Institutions
*) Hospital Administration Students, Faculty of Public Health, University of Indonesia, Depok / Psychiatrist, Army Hospital RS Tk. IV Singaraja, Bali. (rinieindah[at]gmail.com)
**) Doctor / Lecturer, Faculty of Public Health, University of Indonesia, Depok.

Abstract
Objective: An organization is formed to achieve a common goal, but to achieve goals effectively requires good and right management. Management is a process to make activities organized efficiently and effectively with and through others. The purpose of the study to determine the most dominant factor associated with the employees performance in Army Hospital RS Tk. IV Singaraja, Bali. Methods: This research is descriptive analysis. Data collection method used in the study was a questionnaire method. Factors that associated with the employees performance in Army Hospital RS Tk. IV Singaraja, Bali that analysis are personal factor, leadership factors, team factors, systems factors, and contextual factors. Conclusion: Leadership factors is the factor that greatly associated with employees performance in Army Hospital RS Tk IV Singaraja, Bali.

Keywords
Employees Performance, Personal Factor, Leadership Factors, Team Factors, System Factors, Contextual Factors.

Topic
Human Resources Management

Link: https://ifory.id/abstract/4RaLrejGb92g

Corresponding Author
Dewi Banjarsari Sintauli Manalu

Institutions
Universitas Esa Unggul Jakarta

Abstract
An organization needs manpower as resources to develop the organization. Therefore, to achieve organizational goals, every employee is expected to work optimally. The purpose of this research is to determine the effect of work environment, motivation, and job satisfaction on work commitments in Citra Harapan Hospitals.The research method used is quantitave descriptive method with the of causality research. The data analysis unit is permanent employee, and the time horizon of the research is six months Based on the results of the analysis, it is known that the work environment, motivation and job satisfaction simulaneously affect organizational commitment. Improvement in work environment,motivation, job satisfaction increase organizational commitment. Commitment is an attitude shown by employees who are loyal to the company where they work. Loyalty can be seen from how often employees involve themselves in their work activities to achive company goals. The results showed that work motivation is the most dominant influence to organizational commitment, which means that any increase of work motivation will increase organizational improvement in Citra Harapan Hospital.

Keywords
work environment, work motivation, job satisfaction and organizational commitment

Topic
Human Resources Management

Link: https://ifory.id/abstract/knFmZzM9rAtg

Corresponding Author
Andi Indahwaty Sidin

Institutions
(a) Public Health Faculty, Hasanuddin University, Indonesia
(b) Public Health Faculty, Hasanuddin University, Indonesia
(c) Public Health Faculty, Hasanuddin University, Indonesia
(d)Public Health Faculty, Hasanuddin University, Indonesia

Abstract
One of critical factor for creating organizational citizenship behavior (OCB) is cultural value. Bugis is one of important tribe in Asia, not only in Indonesia, the buginese population also spread on Asia, and South Africa.This study-s aim was to explore the role of cultural values of buginese in creating the OCB of civil servants at local hospital in Makassar city, Indonesia. It was a cross sectional study. The population was 265 and 106 sampel was selected from all buginese staff in hospital. Data was analyzed by Spearman correlation test. The Spearman-s rho value was 0,314 with p.value <0,05. There was a relationship between siri na pesse value of buginese and OCB. It was implied that buginese staff may have high performance due to high OCB, hospital manager is supposed to foster the cultural value of staff to increase their OCB.

Keywords
Cultural, Value, Buginese,OCB

Topic
Human Resources Management

Link: https://ifory.id/abstract/Pym86BNDWHub

Corresponding Author
Navella Restina

Institutions
(a,c)Magister Manajemen Rumah Sakit Fakultas Kedokteran Universitas Brawijaya Malang,
(b)Fakultas Ekonomi dan Bisnis Universitas Brawijaya Malang,

Abstract
Outpatient services are a priority service for hospitals so efforts need to be made to improve service quality. One effort that can be done is to develop appropriate service procedures. Appropriate service procedures guarantee an increase in the quality of outpatient services to be effective by taking into account the comfort factors of the non physical work environment and employee performance. This study aims to determine the relationship between outpatient service procedures with service effectiveness, non-physical work environment and employee performance at X Hospital. The study used a correlational quantitative design with a cross sectional approach involving all members of the population as a sample of Outpatient Unit employees. X Hospital as many as 38 respondents. Sampling was carried out in April 2019 by distributing questionnaires. Data were analyzed using the Spearman correlation coefficient. Analysis of service procedure relations with service effectiveness, service effectiveness and employee performance has a correlation coefficient of 0.790 (very strong), 0.536 (strong enough) and 0.259 (weak). The results of the study state that service procedures have a correlation with the effectiveness of services and non-physical work environment, but are not related to employee performance.

Keywords
Outpatient Services, Service Procedures, Service Effectiveness, Work Convenience, Employee Performance

Topic
Human Resources Management

Link: https://ifory.id/abstract/B8p9WfTPUmL4

Corresponding Author
Navella Restina

Institutions
(a,c)Magister Manajemen Rumah Sakit Fakultas Kedokteran Universitas Brawijaya
(b)Fakultas Ekonomi dan Bisnis Universitas Brawijaya

Abstract
Outpatient services are a priority service for hospitals so efforts need to be made to improve service quality. One effort that can be done is to develop appropriate service procedures. Appropriate service procedures guarantee an increase in the quality of outpatient services to be effective by taking into account the comfort factors of the non physical work environment and employee performance. This study aims to determine the relationship between outpatient service procedures with service effectiveness, non-physical work environment and employee performance at X Hospital. The study used a correlational quantitative design with a cross sectional approach involving all members of the population as a sample of Outpatient Unit employees. X Hospital as many as 38 respondents. Sampling was carried out in April 2019 by distributing questionnaires. Data were analyzed using the Spearman correlation coefficient. Analysis of service procedure relations with service effectiveness, service effectiveness and employee performance has a correlation coefficient of 0.790 (very strong), 0.536 (strong enough) and 0.259 (weak). The results of the study state that service procedures have a correlation with the effectiveness of services and non-physical work environment, but are not related to employee performance.

Keywords
Outpatient Services, Service Procedures, Service Effectiveness, Work Convenience, Employee Performance

Topic
Human Resources Management

Link: https://ifory.id/abstract/QEMtGKwxmfy9

Corresponding Author
Rokanita Alinan

Institutions
ESA UNGGUL UNIVERSITY

Abstract
Service quality can be measured through patient safety, patient-focused services, effectiveness, timeliness and fairness. Radiology examination as a supporting examination supports diagnostics and treatment services. Therefore, good quality radiology services for patients are highly needed by medical staff and professionals through skills and knowledge development. The purpose of this study was to obtain empirical confirmation of how workload and radiology unit performance influence service quality, using time effectiveness as intervening variables at Tarakan Hospital. This study was a quantitative research with hypothesis testing type of research. This research was an explanatory causality research, which explains casualties on workload, employee performance, and time effectiveness towards service quality. Samples were obtained using saturated sampling techniques from a total population and sample of 43 people. The unit of analysis was the radiology unit, using time horizon group or one shot study and analyzed using Path Analysis. The results of this study were that workload, and employee performance altogether had a significant positive effect on service quality and time effectiveness as the intervening variable. The workload had a negative effect on-time effectiveness; employee performance had a significant positive effect on-time effectiveness, time effectiveness had a positive effect on service quality, the workload had a negative effect on service quality, and employee performance had a significant positive effect on service quality. The test results also showed that the effectiveness of time did not have a mediating role. The results indicated that employee performance becomes direct determinant on service quality as employees conformity in maintaining tools and equipment in handling their work has been stated clearly in the Radiology Units Standard Operating Procedures. Time effectiveness did not mediate the relationship between workload and service quality. This result confirms that should the radiology unit wish to improve its quality service, then the adjusted workload does not require improvement on time effectiveness.

Keywords
Keywords: workload, employee performance, service quality and time effectiveness

Topic
Human Resources Management

Link: https://ifory.id/abstract/AQjy2pwWtmMu

Corresponding Author
Nur Syarianingsih Syam

Institutions
a) Public Health Universitas Ahmad Dahlan, JL. Prof. DR. Soepomo SH, Kota Yogyakarta, Daerah Istimewa Yogyakarta 55164
*nur.syam[at]ikm.uad.ac.id

Abstract
INTRODUCTION: One of the efforts made by hospitals in terms of employee competency development is through education and training programs (DIKLAT). The network of PKU Muhammadiyah Hospital in DIY in providing services to patients always put attention to the process of development medical staff both medical and non-medical. This study aims to evaluate the implementation of the DIKLAT program in the Network of PKU Muhammadiyah DIY Hospital by focus attention to context, input, process, and output. METHOD: The method used is qualitative, descriptive research type, with a case study approach, and method of collecting data through the interview process. The three hospitals were PKU Muhammadiyah Yogyakarta Hospital, PKU Muhammadiyah Bantul, and PKU Muahmmadiyah Gamping, involving 3 respondents from each hospital, with a total of 9 respondents. RESULT: From the three hospitals that were examined, it was found that the implementation of staff education and training had been adjusted to hospital accreditation standards (KARS), minimum service standards, and job analysis. There is a gap in meeting the number of hours of education and training in PKU Muhammadiyah Hospital Bantul, namely for training ≥ 20 hours followed by 24.80% of employees (SPM Number 129 in 2008 ≥ 60% of employees have attended training ≥ 20 hours) Conclusion: The results of this study indicate that the education and training program networked by PKU Muhammadiyah Hospital in DIY, PKU Muhammadiyah Yogyakarta, Bantul and Gamping Hospital has been well implemented in terms of context and input.

Keywords
training; staff; hospital, DIY

Topic
Human Resources Management

Link: https://ifory.id/abstract/qgyA967JM4KC

Corresponding Author
Tita Hariyanti

Institutions
Hospital Management Prost graduate Program, Faculty of Medicine, Universitas Brawijaya
Politeknik Kesehatan Kementrian Kesehatan Republik Indonesia Malang

Abstract
Background: The directors leadership strongly determines the situation of the hospital. Police hospitals have different hierarchies and organizational cultures from other hospitals. The changes of the hospital director makes the employee able to assess the ideal leadership style for the hospital. The ideal leadership style of a hospital director will be one strategy to improve hospital performance. The purpose of this study is to explore the views of employees about the ideal leadership style of police hospitals in the transition period. Method: The design of this study used qualitative phenomenological methods. The data collection process was carried out by in-depth interviews with six employees and observations on the research site. The data collection process was carried out in the hospital in July 2017. Results: Data analysis produced five themes. These five themes lead to the ideal type of leadership of the police hospital. Some of the themes obtained illustrate the leadership style that draws attention from hospital employees. A dynamic leadership style that provides positive change inspires employees. The ability to communicate also plays a role as a media for transferring knowledge to employees, as well as building trust in leaders. The concept of transformational leadership combined with transactional leadership style is an illustration of the employees experience of the leadership style expected in the hospital. The description of the employees experience of leadership style gives real meaning to motivation, employee morale and organizational culture. In the experience of employees a combination of the concept of transformational leadership style and transactional leadership style changes the hospital organization through the vision and mission and the reward-punishment effect. Conclusions: The combination of transformational and transactional leadership styles is a model of the ideal leadership style of the police hospital in Batu City

Keywords
hospital, transformational, transactional, ideal, police

Topic
Human Resources Management

Link: https://ifory.id/abstract/n7L2WxQjG8gq

Corresponding Author
Arlina Dewi

Institutions
a,b Master of Hospital Management, Postgraduate Program, Universitas Muhammadiyah Yogyakarta, Indonesia
c Department Management, Faculty of Economic and Bussiness, Universitas Muhammdiyah Yogyakarta, Indonesia
d School of Medicine, Faculty of Medicine and Health Sciences, Universitas Muhammadiyah Yogyakarta, Indonesia

Abstract
This research aims to describe the implementation of Islamic values in hospitals in Indonesia toward their patient health services. This study uses a descriptive observational with a cross-sectional design. The data obtained from two phases of analysis. The first phase carried out through Islamic values listed on the vision and or mission and or values and or objectives of organization of Islamic hospitals websites in Indonesia. The second phase was carried out through online distribution in the form of Google form via the internet. One hundred and sixty-two answered questionnaires were collected from hospital employees of 68 hospitals. There are 19 Islamic words that were listed in the vision, mission and or objectives of the organization which were formed in 10 themes. They are faith (Imaan)-Sholeh-Akhlaqul Khaimah, innovation, welfare of the people, social duties, the nature of the prophet (Sadiq, Amanah, Tabligh, Fathonah), work as worship, trust and sincerity, friendship, greetings, and sharia principles. The implementation of sharia values in most of Islamic Hospitals staffs in Indonesia still focused on self-improvement for continuous refinement and to do innovation, but it is considered as not optimal in the staffs- operational activities in the hospitals.

Keywords
shariah value; Islamic hospital

Topic
Human Resources Management

Link: https://ifory.id/abstract/y7tmWVJ8bET3

Corresponding Author
Abdi Agus Youandi

Institutions
- RS Gatoel Mojokerto
- PS MMRS FKUB

Abstract
Background: Employee turnover rates are still below 10%, however, employee resignation causes financial and non-financial problems for RS X. The research aims to reveal mental phenomena (values, feelings, emotions) of nurses who survive working in the hospital. Method: The study was conducted at RS X with phenomenological qualitative research methods. The main data sources were obtained from in-depth interviews and observations of research informants. Informants were selected by purposive sampling method and the data were analyzed using Intrepretative Phenomenology Analysis (IPA). Results & Discussion: This study has 13 research themes that have interaction themes on two core themes, namely feeling like they want to be more committed and feel less comfortable with their work environment. Kahn stated that determining employee engagement is psychological meaningfulness, psychological safety and psychological availability. This research reveals the feeling of being valued, feeling safe, feeling getting the benefit back to him and having the physical, intellectual and emotional ability to carry out the task thoroughly. The desire to survive is a mental picture and a reflection of the nurses attachment to the place of work. Conclusion: Employees who feel safe and comfortable at work will be able to provide their best abilities in completing tasks. Feeling safe and comfortable is one of the factors that employees engage actively in engaging with their organization.

Keywords
turnover, phenomenology, actively engage

Topic
Human Resources Management

Link: https://ifory.id/abstract/jrxmeDF9b8dt

Corresponding Author
Putu Ayu Ekasari

Institutions
1 Post Graduate Program in Hospital Management, Faculty of Medicine, Universitas Brawijaya, Malang, Indonesia
2 Faculty of Economics and Business, Universitas Brawijaya, Malang, Indonesia

Abstract
Objectives: This study aims to analyze the impact of organizational culture on Quality of Nursing Work Life (QNWL) and nurse-s performance, the impact of QNWL on nurse-s performance, and the role of QNWL in mediating the influence of organizational culture on nurse-s performance in Baptis Batu Hospital. Methods: This research used cross-sectional approach. Data was gathered using the census method during March to April 2019. The total of 58 nurses participated in this study. The data were analyzed using descriptive statistics and Structural Equation Modelling Partial Least Square. Results: The result showed that organizational culture has a significant and positive impact on nurse-s performance and QNWL. However, QNWL does not have a significant impact on nurse-s performance. Thus, QNWL does not mediate the influence of organizational culture on nurse-s performance. Conclusion: To enhance nurse-s performance and QNWL, hospital manager should focus on strengthening the hospital-s organizational culture.

Keywords
Organizational culture, QNWL, performance, nurse

Topic
Human Resources Management

Link: https://ifory.id/abstract/v8NdgfB4rKTp

Corresponding Author
Nur Hidayah

Institutions
(a) (b) Master of Hospital Management, Universitas Muhammadiyah Yogyakarta
(c)School of Medicine, Faculty of Medicine and Health Sciences, Universitas Muhammadiyah Yogyakarta
Kampus Terpadu UMY
Jl. Brawijaya,
Kasihan, Bantul
Yogyakarta 55183
*nurhidayah[at]umy.ac.id

Abstract
Abstract Objective: The study was to prove the affect of remuneration on health service quality, cost-effective, and human resource outcomes. Method: The design of the research was a quantative method with a cross-sectional Survey by delivering questioners to the population target, namely all Muhammadiyah and Aisyiyah Hospitals in Indonesia. The samples were 163 people came from 58 hospitals. Data analyses used Partial Least Square (PLS) as a Structural Equation Model alternative. Result: Three of the hypothesis were supported by the data, those were the remuneration effected on quality health service; the remuneration effected the cost-effective, and the remuneration affected the human resource outcomes. Conclusion: The hospital should utilize the remuneration strategy to improve the health service, cost-effective and human resource outcomes.

Keywords
remuneration, health services, cost, outcomes

Topic
Human Resources Management

Link: https://ifory.id/abstract/DtNB2jLeYAvH

Corresponding Author
Alfan Erzi

Institutions
a) Magister Manajemen Rumah sakit Fakultas Kedokteran UNIBRAW
*alfanerzidohko[at]gmail.com
2) Magister Manajemen Rumah sakit Fakultas Kedokteran UNIBRAW
3) Magister Keperawatan Fakultas Kedokteran UNIBRAW

Abstract
Background: The incidence of nurse turnover both throughout the world and in Indonesia is quite high. Turnover rates in the world range from 15 to 44%, while in Indonesia the turnover rate ranges from 13 to 35%. Research says one of the causes that can also trigger turnover is a high workload. At X Hospital, the ward nurses workload is quite high, but the turnover rate is low. This makes the researcher want to examine the hospitals efforts in nurse retention, through the nurses working experience. Method: The method chosen in this study was qualitative research with a phenomenological approach. The study was conducted at the X Hospital in February-May 2019. Data collection was carried out by conducting in-depth interviews and unstructured observation. The collected data is then analyzed using the Interpretative Phenomenological Analysis (IPA) method. Results: In the interaction between themes found the core theme is that nurses choose to stay in hospital. The core theme is formed from three themes, namely, nurses prioritize patient interests rather than personal interests, nurses feel united with the hospital and nurses feel working is worship. The three themes were felt by nurses even though the workload was high, not optimal in working and experiencing stressful work situations.

Keywords
nurse turnover, stress, nurse experience, ward, workload

Topic
Human Resources Management

Link: https://ifory.id/abstract/cNwCZXvdgP72

Corresponding Author
Ninik Pujaning Dyah

Institutions
1Master of Hospital Management, Faculty of Medicine, Universitas Brawijaya Malang

2Faculty of Economics and Business, Universitas Brawijaya Malang

Abstract
Background: Customer satisfaction is a feeling of pleasure or disappointment experienced by customers after comparing the services they receive with their expectations. Dissatisfaction and complaints may arise if the product given to the customer doesn-t fit with customer expectations. Handling complaints at Pandaan Hospital which is a research site shows that it has not perform optimally. This condition is due to lack of staff-s knowledge. Complaint Handling training with the right method is a crucial to increase staff-s knowledge. Therefore, collaborative and cooperative methods are one of the active learning models that can be considered for training methods because they may increase and retain staff-s knowledge on handling complaint. Objective: To determine the effect of complaint handling training with collaborative and cooperative methods on increasing and retaining staff-s knowledge. Method: This study was a quasi-experimental with pretest and post-test design. The study was conducted from February to April 2019 at Pandaan Hospital. Respondent of the research were 67 hospital staff who often interacted with hospital customers. Knowledge was measured by 4 indicators wich are receiving, reviewing, investigating and resolving complaints. Staff-s knowledge was measured in 3 stages wich are pretest, 1st post-test on day 7, and 2nd post-test on day 30. Results: The Friedman test showed significant differences in scores for all knowledge indicators (<0.05). The Wilcoxon test showed a significant difference between pretest and 1st post-test, and pretest and 2nd post-test (sig <0.05). The result of comparison between 1st post-test and 2nd post-test did not show a significant difference (sig> 0.05) for all knowledge indicators. Conclusion: Complaint handling training with collaborative and cooperative methods influences in staff-s knowledge and their memory retention after training

Keywords
collaborative and cooperative methods, active learning models, complaint handling, knowledge change, memory retention.

Topic
Human Resources Management

Link: https://ifory.id/abstract/BA4rEvj3ZWuQ

Corresponding Author
Yuyun Yuniar

Institutions
National Institute of Health Research and Development
1 Center for Research and Development of Health Resources and Services, Ministry of Health Republic of Indonesia, Jakarta.
2 Center for Research and Development in Humanities and Health Management, Ministry of Health Republic of Indonesia, Jakarta.

Abstract
Objective: To evaluate the implementation of the Minister of Health of Indonesia Decree No 72/2016 regarding the standards of pharmaceutical services in hospital. Methods: This cross-sectional study is a prospective, quantitative study done in 43 hospitals in 11 provinces in Indonesia in 2017. Result: The implementation of the standards of pharmaceutical management ranged over 97.0%. Despite the important role of clinical pharmacy service for patient safety, the implementation of the standards of clinical pharmacy ranged only around 53.5% and predominantly worse in terms of monitoring of drug blood level. A high proportion of hospitals still have not met standard ratios of pharmacists to bed to conduct both managerial and clinical activities. Conclusion: There is a need to increase the number of pharmacists and their knowledge through training by professional organizations and breakthrough efforts to increase the ratio of pharmacist per bed.

Keywords
pharmaceutical service standard; clinical pharmacy; hospital

Topic
Human Resources Management

Link: https://ifory.id/abstract/Uje46TwbNymX

Corresponding Author
Senia Surya Febrina

Institutions
Postgraduate Program in Hospital Management, Faculty of Medicine, Universitas Brawijaya, Malang, Indonesia

Abstract
importance of nurses- cognitive and emotional engagement in developing hospital quality culture Aryo Dewanto*, Senia Surya Febrina, Viera Wardhani Postgraduate Program in Hospital Management, Faculty of Medicine, Universitas Brawijaya, Malang, Indonesia. *aryo.fk@ub.ac.id ABSTRACT Nurse engagement has an important role when a hospital attempts to develop a continuous quality improvement culture. However, to be more effective hospital managers should be able to pitch in the most crucial part among engagement-s component. Thus, this research aims to identify which component of the nurses engagement that plays a significant role in developing quality culture. This study involved 643 nurses from 15 hospitals in Malang Raya Indonesia. The data were gathered using a close-ended questionnaire before they were analysed using descriptive statistics and multiple linear regression. The result showed that most nurses only reach at an average level, while not more than fifteen per cent of nurses in those hospitals have a high level of employee engagement. At the same time, most nurses perceive that their hospital has already well developed the quality culture. Further, the findings indicate that two of three employee engagement components, which are cognitive and emotional engagement have a significant influence on the development of quality culture. In contrary, physical engagement does not have such influence. To encourage the development of quality culture, hospital managers should emphasize their efforts on building supportive conditions that foster the nurses cognitive and emotional engagement. For example, hospital managers should minimize distracting-activities during working hours and expose the meaningfulness of nurses- job. At the same time, they should keep on maintaining the nurse-s physical engagement.

Keywords
Quality culture, cognitive engagement, emotional engagement.

Topic
Human Resources Management

Link: https://ifory.id/abstract/DCUd4nEjkyZQ

Corresponding Author
Nurmala Sari

Institutions
2Department of Hospital Management, Public Health Faculty, Hasanuddin University, Indonesia
nurmalamrs08[at]gmail.com

Abstract
Objective: This study aimed to examine the influence of quality of work life and its dimensions on organizational commitment among nurses working in Hasanuddin University Hospital. Methods: A cross sectional study was used in this study. Data were collected using questionnaire. A total of 123 bedside nurses in Hasanuddin Universty Hospital completed the questionnaire. The data were analyzed using SPSS software. For statistical analysis Multiple Linear Regression Analysis was used. Result: . Results of the regression analysis showed 43.8% of organizational commitment variance was explained by Quality of Work Life. The result of the study showed that quality of work life (p= 0.000 < 0.05) statistically significantly influence the organizational commitment. Among QWL dimensions, save environment, career development and pride had significant effect on organizational commitment Conclusion: It concluded that the strongest QWL dimension affecting nurses-s organizational commitment was pride.

Keywords
Quality of Worklife, Nurses, Organizational Commitment

Topic
Human Resources Management

Link: https://ifory.id/abstract/XxjdZ3DK4A7R

Corresponding Author
dina fitriana rosyada

Institutions
Sekolah Vokasi Universitas Gadjah Mada

Abstract
Over the past few years the turnover rate of employees of the Husada Gresik Wates Hospital was 27% - 30%. In one month there are always employees who change jobs. On the other hand the ideal value for employee turnover is around 15% and if a workplace has a staff turnover level below or equal to the ideal number then the condition of a workplace can be declared healthy. This study aims to determine the effect of job satisfaction, organizational commitment and individual characteristics on the desire to move to work. This study was an observational analytic descriptive study with crossectional research design. The study was conducted at the Wates Husada Gresik Hospital. The population in this study were all employees at Husada Gresik Wates Hospital, namely 103 employees. The sample size is calculated by simple random sampling, which is 82 samples. The independent variables are job satisfaction and individual characteristics of employees. The dependent variable is organizational commitment held by employees of the Wates Husada Gresik hospital, where organizational commitment is seen as affective, normative and sustainable. The research data were analyzed univariately using the chi square test and bivariate analysis using linear regression test. The results of this study were that job satisfaction and organizational commitment had a significant effect on the desire to move to work. In general, respondents job satisfaction is high (72.2%) but for the salary satisfaction dimension it has a low level of satisfaction (37.3%). The organizational commitment of the respondents is classified as high (69.8%) with the commitment of sustainability having the highest level of commitment (79.8%). The desire to move work respondents have a thin difference, namely 53% have the desire to change jobs and 47% of respondents do not have the desire to change jobs. The conclusion in this study is that job satisfaction, organizational commitment and individual characters represented by marital status have a significant influence on the desire to move to work

Keywords
turnover intention, job satisfaction, organization commitment, individual characteristics

Topic
Human Resources Management

Link: https://ifory.id/abstract/jEgRJYv2q4GK

Corresponding Author
Peni Mujinastiti

Institutions
(a) Fakultas Kedokteran, Program Studi Magister Manajemen Rumah Sakit, Universitas Brawijaya Malang
Jl. Veteran Malang-65145, Jawa Timur - Indonesia
*penimujinastiti[at]yahoo.co.id
(b) Fakultas Ilmu Budaya, Universitas Brawijaya Malang
Jl. Veteran malang-65145, Jawa Timur - Indonesia

Abstract
Increasing complaints makes X hospital management appoint officers to handle complaints that occur at the hospital. Human resources determine the activities of a company, and management must pay attention to human resources development. The purpose of the study was to reveal the meaning of the experience of complaints handling officers at hospital X. A phenomenological qualitative research design was conducted, and 4 participants was selected using purposive sampling. In-depth interviews toke place in February-April 2019. Data analysis using Interpretive Phenomenological Analysis (IPA). The results obtained are feelings of gratitude and sincerity in being a complaint handling officer, despite minimal experience. He felt this task was part of the destiny God gave him. The moral responsibility makes complaints handling officers struggle to carry out their roles. Feelings of discomfort (sad and bored) during work are overcome by workplace spirituality, which encourages workers to carry out the task of handling complaints as part of worshiping God. The spirituality of the complaints handling officer will form a new mentality characterized by a more holistic orientation, providing service to humans, having a commitment to truth and other forms of noble behavior and self-awareness. Characteristics of this mentality are very necessary for companies to improve performance. Spiritual psychological experience of officers is so strong that it produces deep motivation and feelings. Spirituality in work makes employee perform their roles well, and make him officers feel job satisfaction at X hospitals. Companies that emphasize spirituality will change the behavior of workers and companies and increase work productivity.

Keywords
Influence; Performance; Spirituality

Topic
Human Resources Management

Link: https://ifory.id/abstract/JWKFpm8YdQLA

Corresponding Author
Yany khoirurakhmawati nadhir

Institutions
master of hospital mangement, faculty of madicine, Brawijaya university

Abstract
Objective: : Right medication is an important procedure to prevent medication errror.The purpose of this study was to determine the effect of workshops on nurses knowledge, motivation, and attitudes towards the five right drug administration. Method : This research was quasi-experiment, pre, and post without control group design. The instruments were questionnaires distributed to 140 inpatient nurses, before, one week and four weeks after the workshop. The questionnaire consisted of 10 ( knowledge), 17 ( intrinsic and extrinsic motivations) and 20 (evaluative and belief attitudes). The workshop was conducted with lecturing session, video presentation and discussion. The differences of measured variables were analyzed using Friedman test. Results: The results indicated low mean of knowledge but high mean of motivations and attitudes. Friedman test revealed that there were significant differences in knowledge (p= 0.000), motivation (p= 0.000), and attitudes (p= 0.000) about five rights of medication administration before, one and four weeks after the workshop. Conclusion: Workshop increases nurses- knowledge, motivations and attitudes towards five rights of medication administration.

Keywords
workshop, knowledge, motivation, attitude, five right drug administration

Topic
Human Resources Management

Link: https://ifory.id/abstract/WFb3Z2UrVyT8