Optimalisasi Kinerja Perawat Dampak dari Kepemimpinan Transformasional, Pemberdayaan Telenursing dan Perilaku Responsif yang Dimoderasi Kesiapan Berubah di Rumah Sakit Pemerintah Kota Medan

Abstract

Poor nurse performance, suboptimal leadership of the head of the inpatient ward, and inadequate application of information and communication technology in the delivery of nursing care have a significant impact on improving patient health status, hospital efficiency, hospital service quality and the overall image of the healthcare industry. This requires a solution to optimise nurse performance, improve the transformational leadership competence of the head of the room and empower telenursing in receiving and implementing nursing service innovations. The aim of the study was to produce a model of optimising nurse performance based on thematic nursing care with telenursing empowerment in the context of comprehensive managerial management of Human Resources (HR) management. Sampling using purposive sampling technique at RSUP. H. Adam Malik, RSUD. Dr. Pirngadi and Prof. Dr. Chairuddin Panusunan Lubis Hospital with a total of 239 respondents with the criteria of clinical nurse II with permanent employee status who served in the inpatient room and had worked ≥ one year. Quantitative research design with a cross sectional approach, hypothesis testing was carried out using the Structural Equation Model (SEM) using SMART PLS software. The results showed, (1) Transformational leadership has a positive and significant effect on telenursing empowerment, (2) Transformational leadership has a positive but insignificant effect on nurse performance optimisation, (3) Transformational leadership has a positive and significant effect on responsive behaviour (4) Telenursing empowerment has a positive and significant effect on nurse performance optimisation (5) Responsive behaviour has a positive and significant effect on nurse performance optimisation, (6) Readiness to change does not moderate the effect of telenursing empowerment on nurse performance optimisation, (7) Readiness to change does not moderate the effect of responsive behaviour on optimising nurse performance, (8) Transformational leadership has a positive but insignificant effect on optimising nurse performance through telenursing empowerment, (9) Transformational leadership has a positive and significant effect on optimising nurse performance through responsive behaviour, (10) A model for optimising nurse performance based on thematic nursing care with telenursing empowerment in the context of comprehensive managerial management of Human Resources (HR) is identified.