Human resource development and job satisfaction among nurses Suprapto Suprapto, Nursyamsi Norma Lalla, Trimaya Cahya Mulat, Darmi Arda International Journal of Public Health Science, 2023 The skills of a good nurse manager, the quality and quantity of human resources, and the development of human resources to face changes both the internal and external environments begin with building nurses' commitment to various indicators of human resources development in hospitals that have an impact on customer or patient satisfaction. Quantitative research with an analytical observational approach was conducted in hospitals, with a sample of 136 nurses from the population obtained by probability sampling. The results of the statistical test that training is the human resources development factor that most affect the job satisfaction of nurses in hospitals with an Exp (B) ratio or odds of 1.790, indicating that nurses with more specialized training tend to be 1.790 times more satisfied than nurses with less specialized training, and that this is also true since their Exp B grades are good. This study concludes that training has a big impact on how happy nurses are. As healthcare providers in hospitals, nurses need to optimize their abilities and competencies to raise the standard of nursing care. Nursing directors are essential in building and recruiting, and measuring nurse competencies.
Nurse competence in implementing public health care Suprapto Suprapto, Trimaya Cahya Mulat, Nur Syamsi Norma Lalla International Journal of Public Health Science, 2021 Health development is a way of increasing awareness, willingness and ability to live healthy for everyone so that an optimal degree of public health can be achieved. The purpose of knowing how the relationship between nurse competence and community health care activities. This study employed quantitative approach and correlation analysis. The population was nurses who work at public health center in Makassar City, Indonesia, however there were 118 nurses who meet the criteria in their selection. There were relationships between attitudes, skills, and competencies with the level of implementation of community health services and that there is an interaction between competence and training. The results of the competency analysis obtained an OR value of 6.429, meaning that public health center nurses who have good competence have a chance of 6.429 times to carry out community health care activities optimally. Most dominant with the implementation of public health care is the interaction between competence and training. The competence of nurses need to be improved in order to optimize the implementation of community health services through training, coaching through assigned teams, and collaborating with peers and providing support in the form of policies for rewards and sanctions such as nurse career paths.
