scholarly journals Pengaruh Kepemimpinan Demokratis Kepala Ruang Rawat Inap Terhadap Kepuasan Kerja Perawat di Rumah Sakit Umum Aro Pekalongan

2019 ◽  
Vol 7 (2) ◽  
pp. 109-114
Author(s):  
Broto Rahardjo ◽  
Chriswardani Suryawati ◽  
Farid Agushybana
Keyword(s):  
Job Satisfaction ◽  
General Hospital ◽  
Leadership Style ◽  
Monitoring And Evaluation ◽  
Employee Motivation ◽  
Research Subjects ◽  
Cross Sectional ◽  
Democratic Leadership ◽  
Nurse Job Satisfaction ◽  
Periodic Monitoring

Leadership styles that are less suitable can reduce employee motivation, performance and job satisfaction. 4 out of 10 nurses in the inpatient room of Aro Pekalongan General Hospital felt dissatisfied with the leadership of the head of the inpatient room. Therefore a study was conducted to analyze the influence of the democratic leadership style of the inpatient head on the job satisfaction of nurses in Aro Pekalongan General Hospital.The study design was cross sectional with an observational quantitative approach. The research subjects were 32 nurses in the inpatient room of Aro General Hospital who were selected by the total sampling method. Data was collected by questionnaire. Processing and analysis of data using multiple logistic regression analysis.The results showed the variables of democratic leadership style related to nurse job satisfaction in Aro Pekalongan Hospital were delegation of responsibility variables (p = 0.005) and headroom decision-making variables (p = 0.034), while other variables not related to nurse job satisfaction were variable of headroom activity (p = 0.077) and empathy variable (p = 0.075). The variable delegation of tagging answers to the head of the room has a 19 times better effect on influencing nurse job satisfaction compared to the head of the room with poor delegation of responsibilities (p = 0.011 Exp (B) = 19.826).       It is recommended for management for periodic monitoring and evaluation, the selection of the head of the room is based on the length of work, competence and experience of advice for the head of the room to improve effective communication and hold regular meetings with nurses in the inpatient room of Aro Pekalongan General Hospital.

scholarly journals Gaya Kepemimpinan Kepala Ruang Dengan Kepuasan Kerja Perawat

2020 ◽  
Vol 2 (2) ◽  
pp. 89-97
Author(s):  
Muhammad Rijali Rahman ◽  
Endang Pertiwiwati ◽  
Ichsan Rizany
Keyword(s):  
Job Satisfaction ◽  
Leadership Style ◽  
Work Productivity ◽  
P Value ◽  
Research Approach ◽  
City Hospital ◽  
Cross Sectional ◽  
Factors Affecting ◽  
Nurse Job Satisfaction ◽  
Questionnaire Respondent

Nurse job satisfaction is one of the factors affecting work productivity. Job satisfaction is influenced by the leadership style applied by the chief nurse in leading his subordinates. The purpose of this study was determined the relationship between the leadership style of the chief nurse and the nurse's job satisfaction in the inpatient room at Idaman City Hospital in Banjarbaru. This research approach used cross sectional. The population was all nurses in the inpatient room with a total of 119 nurses. Sampling used quota sampling as many as 102 respondents. There were 3 research instruments used, consisted of questionnaire respondent characteristics, nurse job satisfaction and leadership style of the chief nurse. The method used by events that carry out actions on respondents, has been observed. The correlational and survey approaches used in this study were to present a questionnaire. The leadership style of nurse manager has an average of 57.90 (50-72). Nurse job satisfaction has rather average of 62,82 (38-96). There was a relationship between the leadership style of the chief nurse and the nurse's job satisfaction in the inpatient room at Idaman City Hospital in Banjarbaru (p-value = 0,000 <0.05). The leadership style of the head of the room in accordance with the situation and conditions and good application can produce nurses who are satisfied with their work and can also improve performance in carrying out their duties.

UPAYA PENINGKATAN KINERJA PERAWAT GAWAT DARURAT MELALUI BERBAGAI GAYA KEPEMIMPINAN DI RSUD DAERAH ISTIMEWA YOGYAKARTA

2017 ◽  
Vol 6 (3) ◽  
pp. 186-194
Author(s):  
Deby Zulkarnain Rahadian Syah ◽  
Muhamat Nofiyanto
Keyword(s):  
Emergency Room ◽  
Leadership Style ◽  
Quantitative Research ◽  
Secondary Data ◽  
Cross Sectional ◽  
Organizational Goals ◽  
Democratic Leadership ◽  
The Right ◽  
Research Type ◽  
Special Region

Background: Nurses in charge of the Emergency Room are required to have more ability than nurses serving patients in other units. Emergency Room is an initial service in a hospital. One's leadership style will greatly affect the effectiveness of a leader. The selection of the right leadership style can lead to the achievement of individual or organizational goals. Objective: To know the various leadership style used by the head of room in improving the performance of nurses of Emergency Room RSUD in in Special Region of Yogyakarta. Method: This research includes quantitative research type, using cross sectional approach. The population of this study was the head of the treatment room. Secondary data of nurse's performance is taken from nursing care which is written in medical record file of Emergency Room of RSUD in Special Region of Yogyakarta. Results: The performance of nurses at Emergency Room RSUD A in the good category was 100%. The performance of nurses at Emergency Room RSUD B in the enough category was 45%. The performance of nurses at Emergency Room C in good category was 80%. The performance of nurses at Emergency Room RSUD D in good category was 55%. The performance of nurses at RSUD E in the good category was 95%. The result of cross tabulation between leadership style and nurse performance of RSUD in the whole DIY with good performance is leader who use democratic leadership style equal to 35%. Conclusion: Most of the nurse's good performance in Emergency Room is followed by democratic leadership style of head of space.  Keyword: leadership style, head of space, performance of nurses

Job motivation and some factors affecting job motivation of office and support staffs at Dong Thap General hospital in 2017

2020 ◽  
Vol 04 (03) ◽  
pp. 9-17
Author(s):  
Quynh Pham ◽  
◽  
Minh Tuan Le ◽  
Thanh Phung ◽  
Thi Huyen Chang Pham
Keyword(s):  
Job Satisfaction ◽  
General Hospital ◽  
Working Environment ◽  
Average Score ◽  
Cross Sectional ◽  
Factors Affecting ◽  
Research Results ◽  
Job Motivation ◽  
The Board Of Directors ◽  
Intrinsic Job Satisfaction

The study was conducted with 02 objectives to describe and analyze some factors affecting the motivation of office and support staffs working at Dong Thap General Hospital in 2017. The research design is cross-sectional, combining quantitative and qualitative methods. Research results show that, the motivation average score of office and support staffs with the general motivation; burnout; job satisfaction; intrinsic job satisfaction; organizational commitment; conscientiousness; timeliness and attendance oscillate from 2.91 to 3.5. The motivation average score of office and support staffs with burnout is lowest and the motivation average score of office and support staffs with conscientiousness is highest. Some factors affecting the motivation of office and support staffs are income policies; training opportunities; satisfaction of colleagues and managers; working environment; equipment and facilities. The research results provide evidence to help the Board of Directors to develop solutions to improve the motivation of office and support staffs in the future. Keywords: job motivation, office and support staffs, hospital.

Does supervisor gender moderate the mediation of job embeddedness between LMX and job satisfaction?

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Jodie Louise Stewart ◽  
Karl Kilian Konrad Wiener
Keyword(s):  
Job Satisfaction ◽  
Leadership Style ◽  
Role Theory ◽  
Job Embeddedness ◽  
Survey Study ◽  
Cross Sectional Survey ◽  
Cross Sectional ◽  
Content Type ◽  
Relationship Of ◽  
The Relationship

Purpose This paper aims to examine the quality of the relationship between a supervisor and their subordinate, conceptualised as leader member exchange (LMX), and the mediating influence of subordinate’s job embeddedness on job satisfaction. The LMX model considered the four-gender dominant leadership style facets, female – affect and loyalty (communal), and male – contribution and professional respect (agentic). Social role theory was applied to explain societies influence on leadership style. The moderating influence of supervisor gender on the relationship of LMX facets and subordinate embeddedness is investigated. Design/methodology/approach This cross-sectional survey study of 213 self-selected employed participants investigated the mediation of job embeddedness LMX and job embeddedness and the moderation impact of supervisor gender on this mediation. Findings Job embeddedness mediated the relationship between all four facets of LMX and job satisfaction. Supervisor gender did not moderate the relationships of the four LMX facets and job embeddedness. These findings highlight the potential impact of a homogeniuos sample in relation to industry type and culture as this may impact on the findings. That is, participants in this study were predominantly females working in female dominant industries. Originality/value This study builds on the work of Collins et al. (2014) who examined the moderating impact of subordinate gender on the mediating relationship of job embeddedness on the relationship between LMX facets and job satisfaction. Previously, the gender role of supervisors on this relationship was not explored.

Factors Affecting Job Satisfaction among Nurses Working in Teaching Hospital, Chitwan, Nepal

2019 ◽  
Vol 9 (3) ◽  
pp. 62-68
Author(s):  
Sashi Poudel ◽  
Kalpana Sharma
Keyword(s):  
Job Satisfaction ◽  
Leadership Style ◽  
Teaching Hospital ◽  
Work Experience ◽  
Quality Care ◽  
Simple Random Sampling ◽  
Professional Associations ◽  
Satisfaction Scale ◽  
Cross Sectional ◽  
Factors Affecting

Background: Job satisfaction is a major factor in nurse retention and the de­livery of high quality care. Hence, aim of this study was to find out the factors affecting job satisfaction among nurses working in the teaching hospital, Chit­wan. Methods: A descriptive, cross-sectional research design was used and a total 135 nurses who were working for at least 3 months in the Chitwan Medical Teaching Hospital were taken as study sample. Simple random sampling tech­nique was used to select the desired sample. Pre-tested structured self-admi­nistered questionniare with job satisfaction scale consisting eight domains was used to collect the data. Obtained data were entered into SPSS version 20.0 for window and analyzed using descriptive statistics and inferential statistics (chi-square test). Results: The findings of the study revealed that more than half (57.85%) of the nurses were satisfied with their job. Nurses’ job satisfaction was higher on organization and administration policies (4.18±0.04) and least on salary and benefits (3.01±0.19) they were receiving from the institution. The significance influencing factors of job satisfaction were professional qualification (p=0.04), total work experience in nursing (p=0.004), working ward/unit (p=0.014), des­ignation (p=0.007), number of patient assigned in general ward (p=<0.001) and leadership style in the ward (p=<0.001). Conclusions: Considerable percentage of nurses are not satisfied with their job. Hence hospital management and professional associations need to ad­dress the identified factors to enhance the job satisfaction among nurses work­ing in a teaching hospital.

scholarly journals The Impact of Autocratic and Democratic Leadership Style on Job Satisfaction

2012 ◽  
Vol 5 (2) ◽  
Author(s):  
Nadeem Bhatti ◽  
Ghulam Murta Maitlo ◽  
Naveed Shaikh ◽  
Muhammad Aamir Hashmi ◽  
Faiz. M. Shaikh
Keyword(s):  
Job Satisfaction ◽  
Leadership Style ◽  
Democratic Leadership ◽  
The Impact

scholarly journals Leadership styles in nursing management: implications for staff outcomes

2016 ◽  
Vol 6 (1) ◽  
pp. 23-36 ◽  
Author(s):  
James Avoka Asamani ◽  
Florence Naab ◽  
Adelaide Maria Ansah Ofei
Keyword(s):  
Job Satisfaction ◽  
Leadership Styles ◽  
Leadership Style ◽  
Nursing Staff ◽  
Nurse Managers ◽  
Eastern Region ◽  
Staff Retention ◽  
Cross Sectional Survey ◽  
Intention To Stay ◽  
Cross Sectional

Introduction: Nursing is a people-centred profession and therefore the issue of leadership is crucial for success. Nurse managers’ leadership styles are believed to be important determinant of nurses’ job satisfaction and retention. In the wake of a global nursing shortage, maldistribution of health workforce, increasing healthcare costs and expanding workload, it has become imperative to examine the role of nurse managers’ leadership styles on their staff outcomes. Using the Path-Goal Leadership theory as an organised framework, this study investigated the leadership styles of nurse managers and how they influence the nursing staff job satisfaction and intentions to stay at their current workplaces.Methods: The study employed a cross-sectional survey design to collect data from a sample of 273 nursing staff in five hospitals in the Eastern Region of Ghana. Descriptive and regression analyses were performed using SPSS version 18.0Results: Nurse managers used different leadership styles depending on the situation, but were more inclined to the supportive leadership style, followed by the achievement-oriented leadership style and participative leadership style. The nursing staff exhibited moderate levels of job satisfaction. The nurse managers’ leadership styles together explained 29% of the variance in the staff job satisfaction. The intention to stay at the current workplace was low (2.64 out of 5) among the nursing staff. More than half (51.7%) of the nursing staff intended to leave their current workplaces, and 20% of them were actively seeking the opportunities to leave. The nurse managers’ leadership styles statistically explained 13.3% of the staff intention to stay at their current job position.Conclusions: These findings have enormous implications for nursing practice, management, education, and human resource for health policy that could lead to better staff retention and job satisfaction, and ultimately improve patient care.  

scholarly journals How Does Paternalistic Leadership Affect Employees’ Work Engagement? The Mediating Roles of Workaholism and Trust-in-Leader

2021 ◽  
Vol 11 (3) ◽  
pp. 179-196
Author(s):  
Ömer Erdem Koçak ◽  
Burcu Aydın Küçük
Keyword(s):  
Leadership Style ◽  
Work Engagement ◽  
Well Being ◽  
Employee Motivation ◽  
Adverse Outcomes ◽  
Social Connection ◽  
Paternalistic Leadership ◽  
Cross Sectional ◽  
Employee Work Engagement ◽  
Trust In Leader

In this study, we contend that paternalist leadership can be an effective way of managing people and can pave the way for employee motivation and well-being, despite several previous studies linking it to adverse outcomes. In addition, we propose two possible underlying mechanisms (i.e., workaholism, trust in leadership) linking a leader’s paternalistic style to employee work engagement. By doing so, we aim to understand whether paternalist leaders positively influence their subordinates through a social connection path (trust in leader) or task-focusing path (workaholism). We conducted a field survey and collected cross-sectional data using online surveys from 413 participants working in various industries in Istanbul to test the hypotheses. The results indicate a positive relationship to exist between paternalistic leadership and employee work engagement. Therefore, we put forth that the paternalistic leadership style can be beneficial through the task-focusing and social connection paths, contrary to the beliefs commonly shared in Western countries.

scholarly journals Analisis Faktor Yang Mempengaruhi Loyalitas Perawat Di Rumah Sakit Tugu Ibu Depok

2020 ◽  
Vol 6 (2) ◽  
pp. 192
Author(s):  
Rina Veronica
Keyword(s):  
Job Satisfaction ◽  
Health Services ◽  
Human Resource Development ◽  
Leadership Style ◽  
Recovery Process ◽  
Good Health ◽  
Work Climate ◽  
Cross Sectional ◽  
A Company

ABSTRAKLoyalitas karyawan sangat dibutuhkan dalam suatu perusahaan karena merupakan sikap mental karyawan yang ditunjukkan oleh sikap setia terhadap perusahaan. Sebuah perusahaan dengan tingkat loyalitas yang rendah merupakan ujian khusus bagi pengembangan sumber daya manusia karena hal tersebut dapat berdampak langsung pada perusahaan. Perawat merupakan garda terdepan dalam mutu dan kualitas yang diberikan kepada masyarakat dimana perawat selama 24 jam sehari siap siaga menjaga klien demi kesembuhannya. Pelayanan yang baik akan terbentuk dalam pribadi perawat jika perawat tersebut mempunyai komitmen yang baik juga sehingga terbentuk pula loyalitas perawat. Tujuan penelitian untuk mengetahui pengaruh faktor eksternal perawat terhadap loyalitas di RS Tugu Ibu. Desain penelitian ini menggunakan cross sectional. Populasi penelitian sebanyak 90 responden. Aplikasi analisis menggunakan smrtPLS 2.0 dan SPSS 18. Hasil penelitian menunjukkan variabel loyalitas di pengaruhi langsung gaya kepemimpinan (16,12%), konflik peran (13,92%), iklim kerja (20,86%), kepuasan kerja (12,80%), dan komitmen organisasi (18,17%). Kesimpulan dengan demikian iklim kerja paling mempengaruhi di RS Tugu Ibu Depok, dimana iklim kerja kondusif dapat memberikan pengaruh positif terhadap keberhasilan rumah sakit. Kata Kunci: Loyalitas, Komitmen Organisasi, Iklim Kerja, kepuasan Kerja ABSTRACT Employee loyalty is needed in a company because it is an employee's mental attitude shown by a loyal attitude towards the company. A company with a low level of loyalty is a great challenge for human resource development because it may have a direct impact on the company. Nurses are at the forefront of determining the quality of health services provided to the community where nurses are ready 24 hours a day to look after the patients in recovery process. Good health services will be attained if the nurses have commitments which will develop the nurse's loyalty. The objective of this study was to determine the effect of external factors on loyalty at Tugu Ibu Hospital. This study used cross-sectional study . The population of this study was 90 respondents. For statistical analysis we used smrtPLS 2.0 and SPSS 18. The results showed that the loyalty variable was directly influenced by the leadership style (16.12%), role conflict (13.92%), work climate (20.86%), job satisfaction (12.80). %), and organizational commitment (18.17%). The study concluded that the work climate variable had the most influenceto the nurse’s loyalty variable at Tugu Ibu Hospital, Depok. Thus a conducive working climate can have a positive influence on theincreasing of nurse loyalty and affect the quality of hospital services.Keywords: Loyalty, Organization Commitment, Working Climate, Job Satisfaction

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