Nara Arumbinang Wajdi, Fatma Siti Fatimah, Imram Radne Rimba Putri

Hubungan Komunikasi Organisasi terhadap Kinerja Perawat

Introduction

Hubungan komunikasi organisasi terhadap kinerja perawat. Penelitian ini menganalisis hubungan komunikasi organisasi dan kinerja perawat di RSUD Nyi Ageng Serang. Hasilnya, tidak ada korelasi signifikan. Pahami faktor kinerja perawat.

Abstract

Perawat memiliki peran kunci dalam meningkatkan kualitas pelayanan yang berkualitas, dengan cara meningkatkan kinerja perawat. Kinerja merupakan hasil yang berupa gambaran bagaimana staf menjalankan sistem manajemen untuk mencapai tujuan organisasi, baik buruknya kinerja bisa dilihat dari faktor organisasi salah satunya yaitu komunikasi organisasi.Penelitian ini bertujuan untuk mengetahui hubungan komunikasi organisasi terhadap kinerja perawat di rawat inap RSUD Nyi Ageng SerangPenelitian ini adalah penelitian kuantitatif cross sectional. Populasi adalah perawat rawat inap RSUD Nyi Ageng Serang dengan jumlah 51 responden, teknik pengambilan sampel Total Sampling, cara pengambilan data menggunakan kuesioner dan Uji statistic Kendall TauHasil dari uji kendall Tau didapatkan nilai p value sebesar 0,168 dengan nilai koefisien 0,154. Komunikasi organisasi terhadap kinerja perawat pada kategori baik 56,9% dan kategori cukup 49,1%Tidak ada hubungan antara komunikasi organisasi terhadap kinerja perawat di rawat inap RSUD Nyi Ageng Serang. Dari hasil yang didapatkan direkomendasikan, peneliti selanjutnya berharap dapat meneliti dengan variabel lain yang berbeda terkait hubungan variabel – variabel terhadap kinerja perawat

Review

The study, "Hubungan Komunikasi Organisasi terhadap Kinerja Perawat," addresses a highly relevant topic concerning the critical role of nurses in healthcare quality and the factors influencing their performance. The abstract clearly outlines the objective: to investigate the relationship between organizational communication and nurse performance in the inpatient ward of RSUD Nyi Ageng Serang. Given that effective communication is widely perceived as a cornerstone of organizational success and individual performance, this research question holds significant practical and theoretical importance, particularly in high-stakes environments like healthcare. The abstract immediately presents an unexpected key finding: no statistically significant relationship was found. The methodology is described as a quantitative cross-sectional study utilizing a total sampling approach with 51 inpatient nurses. While the cross-sectional design is suitable for exploring associations, it inherently limits the ability to infer causality, which is a crucial consideration when examining factors like performance. The reliance on questionnaires for data collection, although common, can be susceptible to self-report biases. A notable concern arises from the reported descriptive statistics for communication and performance categories: "Komunikasi organisasi terhadap kinerja perawat pada kategori baik 56,9% dan kategori cukup 49,1%." These percentages appear to describe a single variable with two categories that sum to over 100%, or are poorly articulated, indicating a potential lack of clarity in reporting initial findings. Furthermore, with a relatively small sample size of N=51, detecting a weak or moderate relationship, especially with a p-value of 0.168, might be challenging if the true effect size is small. The Kendall Tau test is appropriate for ordinal data, but the non-significant p-value (0.168) suggests that, within the parameters of this study, no statistical association was found between the measured constructs. The finding of no statistically significant relationship between organizational communication and nurse performance is surprising and warrants deeper exploration. This null result could indicate several possibilities: either there is indeed no direct linear relationship as measured in this specific context, the measurement instruments did not fully capture the nuances of communication or performance, or the sample size was insufficient to detect a subtle effect. The abstract's recommendation for future research to explore different variables influencing nurse performance is well-placed. However, it would also be beneficial to consider how communication itself might be re-examined—perhaps by focusing on specific communication channels, quality, or frequency, or by investigating moderating or mediating variables that could clarify a more complex relationship. Despite the unexpected outcome, this study contributes to the literature by highlighting that the assumed direct link between general organizational communication and performance might not always be straightforward, underscoring the need for more nuanced research in specific healthcare settings.

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