Health Center Employees Research Articles

Literatur Review: "Teori Manajemen Konflik Dalam Konteks Beragam: Studi Multi-Kasus Tentang Strategi, Gaya Komunikasi, Dan Dampaknya Pada Kinerja Dan Pendidikan”

Conflict management is an essential aspect of organizational life that significantly impacts performance and productivity. This article presents research findings from four journals that discuss conflict management in various contexts. The research findings include strategies for avoiding conflict in unmarried couples facing unplanned pregnancies, communication styles of female village heads in local governance, the influence of conflict management on the performance of community health center employees, and conflict management in educational settings. These research results emphasize the importance of understanding conflict management theories, such as avoidance approaches, communication styles, and the role of communication in conflict resolution. A solid understanding of this literature provides the foundation for the development of training and educational programs in conflict management.

The Relationship between Organizational Happiness and Job Motivation with Turnover Intention of Health Centers Staff

Background: Understanding the factors affecting turnover intention as one of the challenges of health care organizations is vital to retain employees. This study aims to investigate the relationship between organizational happiness and job motivation with turnover intention of health centers staff.
 Methods: This descriptive-analytical correlational study was conducted on 148 employees of health centers according to Cochran formula by convenience sampling method in Chaharmahal and Bakhtiari province in the first half of 2020. Data were collected using three standard questionnaires including organizational happiness, Herzberg's job motivation questionnaire (1959), and turnover intention. Statistical analyses were done by descriptive and analytical statistics using SPSS v.24.
 Results: There was a significant relationship between the mean score of organizational happiness and job motivation with turnover intention (P < 0.001). A significant relationship was also found between the mean score of employees' organizational happiness and turnover intention (r = 0.506 ،p > 0.001). The results showed a significant relationship between the mean score of employees' job motivation with turnover intention (r = 0.506 ، p > 0.001).
 Conclusion: Organizational happiness and job motivation are directly and positively related to turnover intention. It is suggested that relevant authorities strengthen the areas of fostering organizational happiness and job motivation of health workers to provide a stronger basis to reduce their turnover intention.

Relationship between Glass Ceiling and Job Promotion in Women Employees of Health Centers

Background: Glass ceiling is introduced as an obstacle to the progress of competent individuals, especially women within organizations. The purpose of this study is to determine the relationship between the glass ceiling and job promotion of in Women Employees of Health Centers.
 Methods: This was a correlation-descriptive study. 142 female employees working in the health centers of Shahrekord were studied through census. Data were collected using two Smith Glass Ceiling Questionnaires and a job promotion questionnaire in Chow organizations. Data analysis was performed with descriptive and inferential statistics tests (Pearson correlation) using SPSS software Ver.24.
 Results: Pearson correlation test results showed that there was a negative and significant relationship between the mean score of the glass ceiling and the job promotion of women working in health centers (r = 0.73and p < 0.001).
 Conclusion: According to the findings of the study, glass ceiling can prevent women's progress in health centers. Therefore, it is suggested that the Ministry of Health and health centers officials emphasize the meritocratic system and ask for support from the women who have shown the necessary capabilities in managerial positions.

Pengaruh Gaya Kepemimpinan dan Iklim Organisasi Terhadap Kinerja Pegawai di Puskesmas Suradita Kabupaten Tangerang

This research focused on knowing the effect of leadership style on employee performance, the effect of organizational climate on employee performance, and the effect of leadership style and organizational climate on employee performance at Suradita Health Center, Tangerang Regency. This research uses an associative method with a quantitative approach. The sampling technique used saturated sampling technique, namely all Suradita Health Center employees totaling 65 people. Data collection using a questionnaire in paper form distributed to all employees. Data processing uses multiple linear regression with the help of SPSS 24 to determine the effect of the independent variable on the dependent variable. The test results show that the significance probability value for the effect of leadership style (X1) on employee performance (Y) is 0.365> 0.05 and the calculated t value is 0.913 < t table 2.297 which means that partially the leadership style has no significant effect on employee performance, then the significance probability value for the effect of organizational climate (X2) on employee performance (Y) is 0.000 000 < t table 2.297 which means that partially the organizational climate has no significant effect on employee performance, 297 which means partially the organizational climate has no significant effect on employee performance, then the probability value of significance for the effect of leadership style (X 000 297 which means partially the organizational climate has a significant effect on employee performance and the significance value for the effect of leadership style (X1) and organizational climate (X2) simultaneously or together on employee performance (Y) of 0.000 <0.05 and the value of F count 81.680> F table 3.143, it can be concluded that there is an effect of leadership style and organizational climate simultaneously on employee performance.

The effect of a workplace wellness program on disability, function and pain in healthcare providers workers with low back pain-outcomes of 3040 academic health center employees.

(1) Identification of musculoskeletal risk factors for healthcare providers suffering low back pain (LBP) and the creation of risk profiles for those individuals and (2) analyze the impact of a workplace wellness program on healthcare providers who suffer from low back pain. A total of 3040 employees at an academic healthcare center underwent a computer-adaptive survey of health-related quality of life (HRQOL), biometric tests, and a disability and functional movement assessment as part of the workplace wellness program (WWP). Clinical interventions with a rehabilitation specialist were offered to employees identified as at risk for low back pain. Data collected were analyzed using descriptive methods and multivariable regressions to address the study objectives. Of the 3040 healthcare providers enrolled in this study, 77% identified with non-specific LBP with greater weakness, numbness, reduced flexibility, and physical activity. The major predictive risk factors for LBP were Patient-Reported Outcomes Measurement Information System (PROMIS) pain interference score, PROMIS fatigue, previous work injury, flexibility, numbness, PROMIS social function, level of education, and BMI. Healthcare providers with LBP who completed the WWP improved in most dimensions of HRQOL and disability and functional outcomes. A high proportion of healthcare providers suffer from LBP as a result of the nature of their work. Disability and functional outcomes measurements and PROMIS results quantitatively assess healthcare providers with LBP. Organizations can develop injury mitigation programs to target employees at high risk of LBP using the risk factors we identify. Completion of the WWP was associated with improvements in disability, HRQOL and functional measures.

Time management practice and associated factors among employees working in public health centers, Northwest Ethiopia: a mixed method study

BackgroundWhile progressing towards universal health coverage, poor time management in the healthcare system had significant effect on an individual such as imbalance, job dissatisfaction, and work ineffectiveness and finally poor productivity of the organization will be resulted. Information about time management practice in the healthcare system is limited. Therefore, the objective of this study was to assess time management practice and associated factors among employees working in public health centers, Dabat District, Northwest Ethiopia.MethodsA facility-based cross-sectional mixed methods (quantitative and qualitative) study was conducted in Dabat District from May 27 to June 22, 2022. A simple random sampling technique was used to select 413 study subjects and for the qualitative data, six key informants were selected. Self-administered questionnaire was used for the quantitative study, and an interview guide was employed for the qualitative study. Epi-data version 4.6 and SPSS 26 software were used for data entry and analysis, respectively. Open Code 4.6 software was used for qualitative data analysis. Variables with p-value of < 0.05 in multivariable analysis were considered as significant associated factors.ResultsA total of 396 employees participated in the study with a response rate of 95.8%. The result showed that overall, 54.8% (95% CI: 49.5–59.6) of health employees had practiced good time management. The likelihood of good time management was higher among those health workers who had planning experience (AOR = 2.04, 95% CI: 1.22–3.4), low procrastination habit (AOR = 1.65 95% CI: 1.04–2.65), satisfied with performance appraisal (AOR: 1.7, 95% CI: 1.05–2.81), and satisfied with organizational policy and strategy (AOR: 2.6, 95% CI: 1.6–4.3). The qualitative result also showed that the existing performance appraisal practices were not linked to rewards or sanction planning.ConclusionThe overall time management practice of public health center employees was low compared with prior studies. Organizational policies, prior planning experience, procrastination, and performance appraisal were all significantly associated factors with time management practice. Therefore, health center managers need to set an intervention to address all of the following factors to enhance employees’ time management skills at public health centers like evidence-based performance appraisals, sharing organizational policies, and engaging in capacity building activities such as training in time management and planning.

Pengaruh Motivasi Kerja dan Disiplin Kerja terhadap Kinerja Pegawai Puskesmas Pangkalan Kabupaten Karawang

The purpose of this research is to analyze the effects of work motivation on the staff at Base Puskesmas, both individually and in conjunction with work discipline. This investigation made heavy use of quantitative techniques. Sixty people from the Base Health Center took part in the study. Saturated slingapple sampling was used in this study. In this research, linear regression analysis was performed at a significance level of 5% using the f test and t test. The study found that pegawwai employees' performance improved when they were more disciplined at work (tvalue = 2,623) &gt; ttable = 2,002, and that Base Health Center employees' performance improved when they were more motivated at work (fvalue = 26,095) &gt; ftable = 3,158. Motivation and workplace discipline only accounted for 47.8% of the variance in performance because other factors accounted for the remaining 52.2%.

PENGARUH KEMAMPUAN KERJA, BUDAYA ORGANISASI DAN DISIPLIN KERJA TERHADAP KINERJA (STUDI KASUS PADA KARYAWAN PUSKESMAS DI KECAMATAN KRANGGAN, KABUPATEN TEMANGGUNG)

&lt;p align="justify"&gt;&lt;span&gt;This study aims to analyze the effect of work ability, organizational culture, and work discipline on the performance of Public Health Center employees in Kranggan District, Temanggung Regency. This type of research is a quantitative descriptive research. Data collection techniques used through the distribution of questionnaires and interviews. The sample used was 80 respondents, consisting of two research objects, namely Kranggan Health Center and Pare Health Center. Determining the number of samples using the &lt;/span&gt;&lt;span&gt;Non-probabilit&lt;/span&gt;&lt;span&gt;y approach through the saturated sample method, where the entire population is used as a sample. In this study using data analysis multiple linear regression test, t test and F test, the coefficient of determination. The results of the study show that work ability, organizational culture, and work discipline have an effect on employee performance partially or simultaneously. This conclusion is proven by the results of the t (partial) test which shows that work ability has a significant effect on employee performance by 0.048 &amp;lt;0.05, organizational culture has a significant effect on employee performance by 0.001 &amp;lt;0.05, and work discipline has a significant effect on employee performance by 0.016 &amp;lt;0.05. The results of the determination test show that the percentage of work ability, organizational culture, and work discipline simultaneously influences employee performance by 52.5%, while the remaining 47.5% is influenced by other variables outside of this study.&lt;/span&gt;&lt;/p&gt;&lt;p class="Style4"&gt;&lt;strong&gt;Key words:&lt;/strong&gt; Work Ability, Organizational Culture, Work Discipline, Employee Performance&lt;/p&gt;

The Role of Women's Leadership Characteristics in Shaping Job Autonomy and Its Effects on Employee Innovation Performance

Research aims: This study investigates the impact of women's leadership traits on employee innovation performance and the role of job autonomy as an intermediary.Design/Methodology/Approach: This study used a quantitative approach with a cross-sectional design, focusing on micro-level analysis, with 323 employees from a Pekanbaru Public Health Center (Puskesmas) as the target population. One hundred seventy-five samples were obtained using Cluster Random Sampling, and the SEM statistical test and Smart PLS 4.0 software were utilized for quantitative analysis.Research findings: Women's characteristic leadership supports the creation and development of employee innovation performance. It will be better if the provision of work autonomy accompanies it.Theoretical Contribution/Originality: Developing a job autonomy theory covers procedural autonomy, soft skills, and decision-making. Scheduling autonomy includes time flexibility and technical tasks. Autonomy within job criteria is assessed through task priority, management, and performance.Practitioners/Policy Implications: The research highlights the importance of work autonomy in Pekanbaru Health Centers, highlighting the role of women's leadership characteristics and proving that women possess the same abilities as men, thereby supporting employee innovation performance.Research Limitations/Implications: The study suggests that future research could benefit from a longitudinal design to assess theory constructs over time, considering the limitations of cross-sectional designs and the limited sample size of Pekanbaru City Health Center employees, allowing for a more comprehensive analysis.

The influence of work discipline, motivation, and compensation, on employee performance through competence at Health Centers

The challenges and problems faced by Health Centers in Batam City include work discipline, motivation, compensation, competence, and employee performance. Due to these problems, it is necessary to conduct research entitled “The influence of work discipline, motivation, and compensation on employee performance through competence at Health Centers.” The models used are Structural Equation Model (SEM). In this research, the number of respondents was 127 respondents. This study’s sample was taken from a population of 186 respondents (census method). The research results were as such: determination variables like work discipline, motivation and compensation showed a positive and significant correlation to competence; determination variables like competence, work discipline, and motivation showed a positive and significant correlation to employee performance, whereas the determination variable of compensation showed no significant correlation to employee performance. Square multiple correlation to competence is 88.2% and to employee performance is 98.9%. All variables are determined to be significant except for the compensation variable. It is suggested that employee compensation needs to be increased so that the performance of Health Center employees increases.

The Relationship between Work Motivation and Improved Performance of Ujoh Bilang Community Health Center Employees

Human resources or employees in an organization are an important concern in order to achieve organizational success. But not all employees have the skills and skills and work spirit in accordance with the expectations of the organization. This type of research is quantitative with 92 population from Ujoh Biku Puskesmas employees. The study used questionnaires. The time of the study was conducted on February 21 - 25, 2023. The results of this research analysis motivated the improvement of high employee work performance by 82.8% and increase in low employee performance by 17.2%. Meanwhile, low work motivation was to increase high employee work performance by 32.1% and increase in low work performance by 67.9%. Based on the results of the study using the chi square test, a p value of 0.03 (p&lt;0.05) with an OR value of 3.951.

PENGARUH BUDAYA ORGANISASI DAN PERILAKU KEPEMIMPINAN TERHADAP KINERJA PEGAWAI PUSKESMAS NGALI

This study aims to determine the effect of organizational culture and leadership behavior on the performance of employees of the Ngali Health Center in Bima district. This study consists of 2 independent variables, namely organizational culture (X1) and leadership behavior (X2) and the dependent variable, namely performance (Y). the type of research used is associative-causal research. the population in the study were all employees of the Ngali Public Health Center in Bima district, totaling 70 employees. The show that organizational culture has a positive and significant effect on the performance of employees of the Ngali Health Center in Bima district. Leadership behavior has a positive and significant effect on the performance of Ngali Public Health Center employees in Bima district.

The Influence of Motivation, Compensation, and Physical Work Environment on The Performance of Kumun Health Employees

This study aims to examine the motivation, compensation, and physical work environment on the performance of the employees of the Kumun Health Center in Sungai Penuh City, a total of 43 respondents. Collecting data in this study's primary data was collected by distributing questionnaires to respondents. This research method uses quantitative methods, while the analysis technique used is multiple linear regression analysis, t-test, f-test, and test the coefficient of determination. Partially, there is an influence between motivation (X1) on employee performance (Y) at the Kumun Health Center in Sungai Penuh City as evidenced by the value of t count ≥ t table(2.874 ≥ 2.02269)with a significant value = 0.007&lt; 0.05. Where is the magnitude of the influence of motivation on the performance of employees of the Kumun Health Center in Sungai Penuh City is 0.072%. There is a positive and significant influence between compensation (X2) partially on employee performance (Y) Kumun Health Center in Sungai Penuh Cityas evidenced by the value of t count ≥ t table (4.484≥ 2.02269) with a significant value = 0.000 &lt;0.05. The compensation amount for the performance of the Kumun Health Center employees in Sungai Penuh City is 32.3%. There is a positive and significant influence between the physical work environment (X3) partially on the performance of employees (Y) at the Kumun Health Center in Sungai Penuh Cityas evidenced by the value of t count ≥ t table (3.228 ≥ 2.02269 ) with a significant value = 0.003 &lt;0.05. The magnitude of the physical work environment on the performance of the Kumun Health Center employees in Sungai Penuh City was 19.3%. There is a simultaneous influence between motivation (X1), compensation (X2), and physical work environment (X3) on employee performance (Y) which is 51.7%. The remaining 48.3% is explained by other causal factors not examined in this study.

Influence of Work Discipline, Motivation and Compensation on Employee Performance through Competence at Health Centers Batam City, Riau Island, Indonesia

The challenges faced by Health Centers in Batam City include Work Discipline, Problems with Motivation, Problems with Compensation, Problems with Competence, and Problems with Employee Performance. Based on this problem, it is necessary to conduct research entitled "The Influence of Work Discipline, Motivation and Compensation on Employee Performance Through Competence at Health Centers Batam City”. The models used are Structural Equation Model (SEM). In this research, the number of respondents who received was 127 respondents. This study’s sample was taken from a population of 186 respondents (Formula Solvin). The research results obtained the following results: Determination of variable Work Discipline to variable Competence positive significant. Determination variable Motivation to variable Competence positive significant. Determination variable Compensation to variable Competence positive significant. Determination variable Competence to variable Employee Performance positive significant. Determination variable Work Discipline to variable Employee Performance positive significant. Determination variable Motivation to variable Employee Performance positive significant. Determination variable Compensation to variable Employee Performance positive no significant. Square Multiple Correlation to Competence = 88,2% to Employee Performance = 98,9%. All variables are determined to be significant except for the Compensation variable. it is suggested that employee compensation needs to be increased so that the performance of Health Center employees increases.

Pengaruh Disiplin Terhadap Kinerja Pegawai Pada Puskesmas Rantau Panjang Peureulak Aceh Timur

The research objective was to determine the effect of work discipline on the performance of PUSKESMAS Rantau Peureulak Health Center employees. The distribution of questionnaires as primary data to a sample of 24 employees, then the results of the questionnaires were tabulated and analyzed and finally tested the hypothesis with the t test. From the research results, the average performance value on a scale of 4 or agrees with the proposed questionnaire means that the level of employee performance at the Rantau Panjang Peureulak Health Center in East Aceh District is running well, and also work discipline shows an average value on a scale of 4 or agrees. The simple linear regression value Y = 16.722 + 0.485X indicates that if the work discipline value is increased by 1 then the performance value increases by 0.485. Then the value of the correlation coefficient (r) is 0.611 which indicates a fairly strong relationship between variables, while the value of the coefficient of determination (r2) is 0.374 or 37.4% which indicates performance is influenced by discipline factors, while the remaining 62.6% is influenced by other factors which were not examined in this study such as the influence of salary, motivation, and work environment. And based on the t test obtained tcount 3.625 &gt; ttable 1.994 and tsig &lt;5% or 0.00 &lt;0.05, this shows the hypothesis of the Effect of Work Discipline on Employee Performance at the Rantau Peureulak Health Center is accepted. And it is suggested to the PUSKESMAS Rantau Peureulak Health Center in East Aceh Regency to further improve the work discipline of its employees by implementing rules and exemplary.&#x0D;

PENGARUH LINGKUNGAN KERJA TERHADAP DISIPLIN KERJA PEGAWAI PUSKESMAS LAU KABUPATEN MAROS

This study aims to determine the effect of the work environment on the work discipline of employees at the Lau Public Health Center, Maros Regency. The independent variable in this study is the work environment, while the dependent variable is work discipline. The population in this study were all employees of the Lau Public Health Center, Maros Regency as many as 57 employees with a sampling technique with saturated sampling technique. Data collection was done by using a questionnaire. The data analysis technique used is simple linear regression analysis using SPSS 22.00 for windows. Based on the results of the study obtained a simple regression equation Y = 8.475 + 0.785X. The results of the t-test hypothesis obtained that the t-count value of the work environment variable is greater than the t-table value with a significance level of 0.000 &lt;0.05, which means that the work environment has a positive and significant effect on work discipline. The result of the coefficient of determination test (R2) is 0.563, which means that the ability of the work environment variable in explaining work discipline to Lau Health Center employees is 56.3% while the rest is explained by other variables that were not examined in this study.

Pengaruh Karakteristik Individu, Beban Kerja, dan Pengalaman Kerja terhadap Pengembangan Karir Pegawai Puskesmas Simpang Rusa

This study aims to examine the effect of individual characteristics, workload, and work experience on the career development of employees at the Simpang Rusa Health Center, Belitung Regency. Integrated into its working area, the Puskesmas is an organizational unit related to health that fosters and provides services to the community as a whole. Puskesmas, like other organizations, need resources to achieve their goals. Human resources are one of the most important resources in the company. The key to the company's success in doing something is these resources. this analysis. using quantitative description method. used multiple linear statistical correlations to examine the relationship between the independent and dependent variables of the study. The results of this study indicate that, although work experience and workload have no effect on employee career development, characteristics have a positive impact on career development, partially and simultaneously. Individual characteristics, workload, and work experience all simultaneously have a positive impact on the career development of Belitung district health center employees. Conclusion: The findings of this study indicate that individual characteristics, workload, and work experience all simultaneously have a positive impact on employee career development.

PENGARUH LINGKUNGAN KERJA, BEBAN KERJA DAN BUDAYA ORGANISASI TERHADAP KINERJA PEGAWAI PUSKESMAS

The purpose of this study was to determine and analyze the effect of the work environment, workload and organizational culture on the performance of Pamotan Health Center employees. This type of research is descriptive. The type of data used is primary data. Primary data collection was carried out through questionnaires distributed to Pamotan Health Center staff. Methods of data analysis using descriptive quantitative method, namely with multiple linear regression analysis. The population in this study were Pamotan Health Center employees, totaling 56 people. The sample in this study used the saturated sample method, with a total sample of 56 people.The results obtained from this study indicate that simultaneously work environment, workload and organizational culture have a significant effect on the performance of Pamotan Health Center employees, and partially show work environment, workload and organizational culture have a positive and significant effect on the performance of Pamotan Health Center employees.

Relationship between Job Stress, Job Satisfaction, and Related Factors among Health Center Employees

Relationship between Job Stress, Job Satisfaction, and Related Factors among Health Center Employees

Relationship of Implementation Organizational Strategies and Reward Systems with Performance of Employees at Health Center in Konawe Selatan District

Introduction: Organizational functions that include organizational strategy and reward systems have not been fully carried out to the fullest. Based on the preliminary survey, information was obtained that the planning and functions of the organization were not yet fully operational. The purpose of this research is to analyze the relationship between organizational strategy and reward system with employee performance at the Health Center in Konawe Selatan Regency.&#x0D; Method: Quantitative research with approachcross sectional study. The population is all Health Center employees in South Konawe Regency as many as 774 people. The sampling technique used is simple random sampling with a total sample of 86 respondents.&#x0D; Result: The results of the statistical test of organizational strategy using the Chi Square test at = 5% and df = 1, obtained the value of X2 arithmetic &gt; X2 table (8.713&gt; 3.841) and the value of namely 0.318, meaning that there is a significant weak relationship between organizational strategy and employee performance. The reward system at = 5 % and df = 1, obtained the value of X2 count &gt; X2 table (36,203&gt; 3,841) and the value of namely 0.649, there is a strong relationship between the reward system and employee performance.&#x0D; Conclusion: There is a weak relationship between organizational strategy and a strong relationship with employee performance at the Health Center in Konawe Selatan District.