Skip to main content Skip to main navigation menu Skip to site footer
Jurnal Keperawatan Indonesia
Articles
VIEWS: 506
10.7454/jki.v16i1.21
Submitted: 2014-05-05
Published: 2013-03-24

Strategi Pemberdayaan Meningkatkan Iklim Organisasi Perawat Pelaksana di Rumah Sakit

PSIK, Fakultas Kedokteran, Universitas Syiah Kuala Darussalam, Banda Aceh 23111, Indonesia; Program Studi Magister, Fakultas Ilmu Keperawatan, Universitas Indonesia, Depok 16424, Indonesia
Fakultas Ilmu Keperawatan, Universitas Indonesia, Depok 16424, Indonesia
Fakultas Ilmu Keperawatan, Universitas Indonesia, Depok 16424, Indonesia
pemberdayaan iklim organisasi perawat

Abstract

Iklim organisasi dipengaruhi oleh pemberdayaan. Tujuan penelitian cross sectional ini untuk mengetahui hubungan struktur pemberdayaan dengan iklim organisasi perawat pelaksana di suatu rumah sakit di Depok, Jawa Barat. Hasil penelitian pada 101 perawat pelaksana (total sampling) menggunakan dua instrumen (CWEQ-II dan OCQ) menunjukkan mayoritas perawat mempersepsikan struktur pemberdayaan cenderung rendah sedangkan iklim organisasi cenderung baik. Uji Chi Square membuktikan struktur pemberdayaan (kesempatan, informasi, dukungan, sumber daya, kekuatan formal, kekuatan informal) berhubungan dengan iklim organisasi (p= 0,000–0,031; α= 0,05). Faktor yang paling berpengaruh pada iklim organisasi dalam penelitian ini adalah dimensi kekuatan informal, sehingga perlu ditingkatkan di rumah sakit tersebut. Perawat manajer perlu memiliki keterampilan kepemimpinan dalam pemberdayaan perawat pelaksana untuk meningkatkan iklim organisasi dan pelayanan keperawatan.

References

  1. Feldman, H.R. (Ed.). (2003). The nursing shortage: Strategies for recruitment and retention in clinical practice and education. New York: Springer Publishing Co.
  2. Gunden, E. & Crissman, S. (1992). Leadership skills for empowerment. Nursing Adminis-tration Quarterly Journal, 16 (3), 6–10.
  3. Hall, L.M. (Ed.). (2005). Quality work environment for nurse and patient safety. Burlington: Jones & Bartlett Publisher, Inc.
  4. Huber, D. (2006). Leadership and nursing care management (3rd Ed.). Philadelphia: Elsevier Health Sciences.
  5. Jones, R.A.P. (2007). Nursing leadership and management: Theories, processes, and practice. Philadelphia: F.A. Davis Co.
  6. Kanter, R.M. (1993). Men and women of the corporation (2nd Ed.). New York: Basic Books.
  7. Langitan, R.E. (2010). Faktor-faktor yang mempengaruhi kejadian turnover perawat pelaksana di sebuah rumah sakit di Depok Jawa Barat tahun 2009. (Tesis, tidak dipublikasikan). Program Magister FIK UI, Jakarta
  8. Laschinger, H.K.S. (1996). A theoretical approach to studying work pemberdayaan in nursing: A review of studies testing Kanter’s theory of structural power in organizations. Nursing Administration Quarterly Journal, 20 (2), 25–41.
  9. Laschinger, H.K.S., Finegan, J., Shamian, J., & Wilk, P. (2001). Impact of structural and psychological empowerment on job strain in nursing work settings. Journal of Nursing Administration, 31 (5), 260–272.
  10. Laschinger, H.K.S., Almost, J., & Tuer-Hodes, D. (2003). Workplace empowerment & magnet hospital characteristics: Making the link. Journal of Advanced Nursing, 33 (7/8), 410–422.
  11. Laschinger, H.K.S., & Finegan, J. (2005). Empowering nurses for work engagement and health in hospital settings. Journal of Nursing Administration, 35 (10), 439–449.
  12. Laschinger, H.K.S., Wong, C.A., & Greco, P. (2006). The impact of staff nurse empowerment on person-job fit and work engangement/burnout. Nursing Adminis-tration Quarterly Journal, 30 (4), 358–367.
  13. Laschinger, H.K.S., Finegan, J., & Wilk, P. (2009). Context matters: the impact of unit leadership and empowerment on nurses organizational commitment. Journal of Nursing Administration, 39 (5), 228–235.
  14. Li, T.C. (2008). Assessing organizational climate & leadership as a means to evaluate potential for organizational change. The Journal of Human Resource & Adult Learning, 4 (1), 47–56.
  15. Manojlovich, M. (2007). Power & empowerment in nursing: Looking backward to inform the future. Online J Issues Nurs, 12 (1), 2.
  16. Mok, E. & Au-Yeung, B. (2002). Relationship between organizational climate & empower-ment of nurses in Hong Kong. Journal of Nursing Management, 10, 129–137.
  17. Mrayyan, M.T. (2008). Hospital organizational climates & nurses’ intent to stay: Differences between units & wards. Contemporary Nurse, 27 (2), 223–236.
  18. Nedd, N. (2006). Perceptions of empowerment and intent to stay. Nursing Economics, 24 (1), 13–18.
  19. Norbergh, K.G., Hellzen, O., Sandman, P.O., & Asplun, K. (2002). Climate and content of daily life for people with dementia living in a group dwelling. Journal of Clinical Nursing, 11 (2), 237–246.
  20. Stewart, J.G., McNulty, R., Griffin, M.T.Q., & Fitzpatrick, J.J. (2010). Psychological empowerment & structural empowerment among nurse practitioners. Journal of the American Academy of Nurse Practitioners, 22 (1), 27–34.
  21. Stringer, R.A. (2002). Leadership & organizational climate: The cloud chamber effect. New Jersey: Pearson Education, Inc.
  22. Tappen, R.M., Whitehead, D.K., & Weiss, S.A. (2010). Nursing leadership and management: Concepts and practice (5th Ed.). Philadelphia: F.A. Davis Co.
  23. Upenieks, V.V. (2002). What constitutes successful nurse leadership? A qualitative approach utilizing Kanter’s theory of organizational behavior. Journal of Nursing Administration, 32 (12), 622–632.
  24. Wagner, C.M. (2007). Organizational commitment as a predictor variable in nursing turnover research: literature review. JAN, 60 (3), 235–247.

How to Cite

Jannah, N., Handiyani, H., & Pujasari, H. (2013). Strategi Pemberdayaan Meningkatkan Iklim Organisasi Perawat Pelaksana di Rumah Sakit. Jurnal Keperawatan Indonesia, 16(1), 60–66. https://doi.org/10.7454/jki.v16i1.21