Indonesian Journal of Health Administration
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SOCIAL HEALTH INSURANCE LITERACY: LESSON LEARNED FROM SOCIAL INSURANCE FOR MATERNITY CARE BY NATIONAL HEALTH INSURANCE PROGRAMME
Get PDFBackground: Health insurance is a right for all Indonesian citizens. To provide this, the Indonesian government must provide health services that are equitable, fair, and affordable for all levels of society. Before National Health Insurance (JKN) was established, the government launched Social Insurance for Maternity Care or Jaminan Persalinan (Jampersal) as a special health facility for pre-pregnant to post-partum mothers. The JKN program will run well if it is accompanied with good health service literacy of the community.Aims: This study aims to analyze the relationship of social health insurance literacy with the utilization of Jampersal and predict the response towards JKN utilization based on Jampersal mothers. These responses can be used as an input for JKN improvement.Methods: This research is a descriptive study that focuses on the experience of the subjects. The study does so by analyzing Jampersal users' response and utilizing it for the improvement of JKN. The respondents of this study are Jampersal and non-Jampersal mothers consisting of 75 pregnant and post-partum mothers.Results: The results show that the number of Jampersal users (47%) were less than non Jampersal (53%) with a ratio of 2:3. In addition, literacy about Jampersal of Jampersal mothers' was higher (28 out of 30 people - 93.33%) compared to non Jampersal mothers (29 out of 45 people - 64.44%).Conclusions: This study concludes that there is a lack of promotion of government programs, especially social health insurance. What needs to be done to improve participation and use of social health insurance is to encourage primary healthcare centers to promote the programs. Intervention policy, especially by educating the communities, is necessary for the improvement of JKN literacy. Keywords: Literacy, Participation, Social health insurance
EXPECTATION BASED REWARD SYSTEM FOR REDUCING EMPLOYEES' TARDINESS
Get PDFBackground: Motivating employees can improve their morale and job satisfaction. Work motivation has a positive effect on work discipline and employee's performance. Organizations provide reward to their employee to motivate improvement in performance. On the other hand, lack of motivation will result in tardiness. A monthly report of one clinic in Surabaya, for example, shows alarming level of personnel's tardiness from July to October 2014, with the mean score of 88.85 minutes compared to the standard tolerance of tardiness 15 minutes per day.Aims: This study aims at formulating appropriate recommendations of reward system to reduce employee's tardiness at one clinic in Surabaya.Methods: This is a quantitative analytical study with a cross-sectional design and observation method. The research samples are 17 employees of the clinic chosen using purposive samplingResults: Results show that 82.35% of employees chose additional incentives as a reward if they do come on time. The majority of employees chose a range of Rp. 51,000 to Rp. 70,000 as the typical amount of incentive. Not all employees agreed to the implementation of punishment system. The reward system is applied when the employees have good attendance record in one month.Conclusions: Extra incentive provides good motivation for employees to deliver proper healthcare in time. The application of reward system from November 2014 to January 2015 gave a positive result in terms of decreasing the number employees who come late to work. Healthcare providers should evaluate employees' performance and implement reward system to increase the quality of human resource.Keywords: Tardiness, Punishment, Reward.
THE RELATIONSHIP OF STAFF JOB SATISFACTION AND INTENTION TO LEAVE AT A HOSPITAL
No full textBackground: Job dissatisfaction arises as a result of a mismatch between expectation and reality in the employment conditions of employees in an organization. Job dissatisfaction can lead to the intention of to leave. Employees with Intention to leave have the opportunity to do turnover of their organization.Aims: The purpose of this study is to determine the relationship between job satisfaction variable and intention to leave variable.Methods: This study used quantitative method with cross-sectional design. The samples were 52 staffs of the Surabaya Orthopaedic and Traumatology Hospital who were still actively working until June 2012. Job satisfaction variable was measured using a questionnaire research instrument called Job Satisfaction Survey (JSS) by Spector while the intention to leave variable was measured using a questionnaire research instrument that is made by researchers.Results: The results of this study indicate that the level of staff work satisfaction of Surabaya Orthopaedic and Traumatology Hospital is relatively high while the intention to leave is moderate. The results of the Spearman Correlation show a number of -0.314 which shows a correlation that is not unidirectional and significant between the two variables. This means that job satisfaction and intention to leave have a negative relationship so that the higher the job satisfaction is, the lower the intention to leave is.Conclusion: It can be concluded from the study that job satisfaction has a significant relationship and is not in line with the intention to leave of the staffs. Therefore, it is important for the Surabaya Orthopaedic and Traumatology Hospital to improve their staff job satisfaction thus the staff loyalty can be formed. Keywords: Job satisfaction, Intention to leave, Hospital staff
THE IMPLEMENTATION OF CLINICAL PROCEDURES IN THE VERTICAL REFERRAL SYSTEM IN A PRIMARY HEALTHCARE CENTER
Get PDFBackground: A referral system in the era of National Health Insurance starts from first-level primary health facility. The high number of referral in one of primary healthcare centers in Surabaya indicates that the implementation of the vertical referral system has not gone well.Aim: To determine the conformity of the vertical referral system to the clinical procedures at the general outpatient clinics of the the primary healthcare center based on the National Referral System Guidelines.Methods: This study was an observational descriptive study and used implementation research method, which conducted in August 2018. This study was conducted in one of primary healthcare centers in Surabaya. This study used triangulated data, such as the review of reference documents, interviews with referral officers, and direct observation.Results: Out of 7 regulations in the clinical procedures of referral system according to the National Referral System Guidelines, only 2 regulations were not run by the at the general outpatient clinics of the primary healthcare center. For example, patients being referred did not come to the primary healthcare center on their own instead of requesting their family to come. Also, the doctors in the primary healthcare center referred the patients by themselves. However, according to the guidlines, before referring patients, the doctors should contact the referred health facilities.Conclusion: The implementation of clinical procedures in the vertical referral system in the primary healthcare center in Surabaya is broadly in accordance with the existing regulations and guidelines. However, it is necessary to do some improvement. It is recommended that they should re-contact the referral health facility before referring the patients to improve the quality of communication and provide more education to the patients' family so that they bring the patients to do check-up when the the referral is extended. Keywords: Clinical procedure, Primary healthcare center, Vertical referral system.
DO TYPES OF ORGANIZATIONAL CULTURE CORRELATE WITH THE JOB SATISFACTION?: A STUDY ON EMPLOYEES' PERCEPTION
Get PDFBackground: The Orthopaedic and Traumatology Hospital had an increase in employee turnover of 1.39% from January to June 2012. It occurred due to high resignation and employee unsatisfaction. Thus, an organizational culture that consists of clan, hierarchy, market, and adhocracy becomes one of the determinant factors for employee turnover.Aims: This study aims to analyze the correlation between organizational culture and the employees' job satisfaction.Method: This study used descriptive quantitative with a cross-sectional design, and the data were analyzed with a correlation test. There were 52 employees as the data of this study. The instruments utilized were OCAI and JSS questionnaires.Results: Market-type organization correlated significantly with job satisfaction. Organizational culture type, such as clan-type organization, adhocracy-type organization, and the hierarchy-type organization did not correlate significantly with job satisfaction. The majority of employees perceived that the Orthopedic and Traumatology Hospital adopts a hierarchy-type organization orienting to regulation and leadership. On the other hand, they expected the hospital to apply clan-type organizations that concerned about teamwork and ownership.Conclusion: There is a correlation between the market-type organization and job satisfaction. Meanwhile, there is no correlation between the clan-type organization, adhocracy-type organization, hierarchy-type organization, and job satisfaction. The hospital should increase internal strength, such as teamwork, training, facilities, and policies that support work procedures and staff.Keywords: market, adhocracy, clan, hierarchy, employees' job satisfaction
ANALYSIS OF SERVICE QUALITY BASED ON PATIENT'S ASSESSMENT AND EXPECTATION IN MOTHER AND CHILD HOSPITAL OF SURABAYA
Get PDFBackground: Service quality at Kendangsari Merr Mother and Child Hospital is expected to compete with other private hospitals, especially maternity hospitals. Nevertheless, several months after its opening, the hospital received a few complaints from its patients.Aims: This study analyzed patient satisfaction to increase the service quality at Kendangsari Merr Mother and Child Hospital using RATER parameters.Methods: This study was an observational study that used a cross-sectional design. It was conducted at Kendangsari Merr Mother and Child Hospital from 27 to 31 October 2014. The respondents were taken from a total population of all inpatients and outpatients during the survey. The instrument used was a questionnaire using service quality indicators, such as Reliability, Assurance, Tangible, Empathy and Responsiveness (RATER) parameters.Results: The respondents' assessment of the service quality at Kendangsari Merr Mother and Child Hospital was good with an average score of 81%. In terms of assurance, tangible, and empathy factors, most of the patients assessed that they received better services than what they expected.Conclusion: Some other poor aspects of the service quality should be improved. They include the punctuality of doctor practice, doctors' skills, public facilities, politeness and awareness of staff pharmacists in treating patients' drugs as prescribed. Keywords: assessment, expectation, patient satisfaction, service quality
ROOT CAUSE ANALYSIS ON HOSPITAL STANDARDS AND JOINT COMMISSION INTERNATIONAL STANDARDS: A COMPARATIVE STUDY
Get PDFBackground: Healthcare Associated Infections (HAIs) are infections that patients caught during medical treatment and health care. Prevention and control of infection will lead to patient safety, which ultimately has an impact on efficiency, management of health care facilities, and improvement of service quality. Infection can be controlled by identifying the causes. One method to achieve this goal is the Root Cause Analysis (RCA).Aim: This study aims to analyze the implementation of Root Couse Analysis (RCA) conducted by the Infection Prevention and Control Committee at the Mother and Child Hospital of Kendangsari MERR Surabaya.Method: This is a quantitative observational research that utilizes descriptive data analysis. This study is a cross sectional study and its results are presented narratively.Results: Results show that the Joint Commission International Standard 2015 version of RCA was not fully implemented at the Mother and Child Hospital of Kendangsari MERR Surabaya. Some methods, such as the fishbone and Plan-Do-Study-Action (PDSA), were not implemented. Limited resources became the contributing factor.Conclusion: Infection Prevention and Control Committee at the Mother and Child Hospital of Kendangsari Merr Surabaya has implemented 9 out of 21 RCA steps of the Joint Commission International Standard 2015. The hospital needs to use other methods as an addition to the 5 Why's in implementing RCA, such as fishbone diagrams and Plan-Do-Study-Action (PDSA), for problem solving planning. Keywords: Root Cause Analysis (RCA), HAIs, Infection prevention and control
DETERMINANTS OF MOTHERS' PARTICIPATION IN ANTENATAL CLASSES
Get PDFBackground: As a form of health promotion, Antenatal Education (AE) class is expected to improve the knowledge, attitudes, and practices of mothers facing their pregnancy. Access to antenatal classes for mothers has not been optimal because of the low level of participation. Not all mothers are willing to join antenatal classes for various reasons.Aim: This study aimed at analyzing the determinant factors that influence the mother's participation in antenatal classes.Method: This study was a quantitative study with a cross-sectional approach. The population was all pregnant women in Semarang City with 140 pregnant mothers as samples from 3 Primary Healthcare Centers including Rowosari, Purwoyoso, and Gayamsari which were selected by using a purposive sampling technique. Data were collected through an interview using a structured questionnaire.Results: The findings showed that only 54.3% of mothers attended the antenatal classes. Knowledge, support from health personnel, facilities, and infrastructure, as well as a history of illness and pregnancy, affect mothers' participation in antenatal classes where the support of health workers had the most dominant influence (OR 5.394). The overall influence was 39.2%.Conclusion: The low mothers' participation in antenatal classes was influenced by the lack of knowledge and support, inadequate facilities as well as the low health status of mothers. Further socialization and engagement across related sectors with strong networking are needed to solve this problem.Keywords: antenatal education, participation, primary healthcare center