Model Kepemimpinan Kepala Ruangan menurut Pandangan Perawat Pelaksana Berhubungan dengan Retensi

Yulia Yasman, Junaiti Sahar, Tuti Nuraini


DOI: http://dx.doi.org/10.7454/jki.v18i1.395


Abstract


Retensi perawat adalah hal penting untuk memelihara stabilitas tenaga kerja keperawatan. Namun, angka turnover perawat yang tinggi mengindikasikan rendahnya retensi perawat di Rumah Sakit Umum Daerah (RSUD) X di Jakarta. Di sisi lain, kepemimpinan berkontribusi hampir pada setiap kegiatan dalam organisasi. Penelitian ini bertujuan untuk mengetahui hubungan model kepemimpinan kepala ruangan menurut pandangan perawat pelaksana dengan retensi. Penelitian ini menggunakan desain deskriptif korelasi. Sampel berjumlah 166 perawat pelaksana. Hasil analisis menunjukkan proporsi perawat dengan tingkat retensi tinggi sebesar 50%. Model kepemimpinan situasional, transformasional, transaksional, visioner, dan servant mempunyai hubungan yang bermakna dengan retensi perawat (p< 0,05). Model kepemimpinan yang paling berhubungan dengan retensi adalah model kepemimpinan transaksional (OR= 2,81). Model kepemimpinan memberikan pengaruh yang positif terhadap lingkungan kerja, kepuasan kerja, komitmen organisasi, dan kinerja perawat yang pada akhirnya akan meningkatkan retensi perawat sehingga perlu diimplementasikan dengan baik.

 

Abstract

 

Leadership Model of Nurse’ Unit Manager and Nurse Retention: the Staffs’ Perception. Nurse retention is important to maintain the stability of nursing workforce. But, the high nurse turnover indicates low nurse retention in RSUD X at Jakarta. Other sides, leadership contributes to nearly every activity within organization. The research aims to determine the relationship of nurse unit manager’s leadership models from the viewpoint of nursing staff to retention. The study used a descriptive correlation design. The sample consisted of 166 nurses. The result showed high retention of nurse proportion in 50%. The situational, transformational, transactional, visionary, and servant leadership model had significant relationship with nurse retention (p<0,05). The leadership model which has high correlation to retention was transactional leadership (OR= 2,881). Leadership model gives positive influence to work environment, job satisfaction, organizational commitment, and nurse performance which are finally increase nurse retention.

 

Keywords: job satisfaction, leadership model, organizational commitment, retention


Keywords


kepuasan kerja; komitmen organisasi; model kepemimpinan; retensi

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