URAIAN TUGAS MATA KULIAH PROMOSI KESEHATAN

1. Dosen membagi kelas menjadi kelompok yang beranggotakan 6-7 orang

2. Tiap kelompok memilih ketua (bertugas mengarahkan dan membagi peran)
dan sekretaris kelompok (mencatat hasil diskusi dan peta pemahaman
kompetensi anggota kelompok)
3. Setiap kelompok bekerja secara kooperatif, melakukan penelusuran literatur
untuk mengumpulkan dan membuat tulisan terkait topik yang menjadi
bagian kelompok berdasarkan hasil diskusi dalam kelompok kecil.
a. Browsing internet literature/referensi jurnal per paper minimal 25
paper
b. Gunakan guidelines systematic riview untuk penyusunan paper
4. Selanjutnya buat dalam bentuk paper sesuai guidline
5. Kemudian dishare ke google classroom hari rabu tanggal 6 maret 2019 pukul
09.00
6. Selanjutnya semua kelompok bertemu untuk memaparkan hasil diskusi
mereka pada tanggal 6 maret 2019
7. Dosen akan membuat kesimpulan dari hasil diskusi

MATERI
A. Tema
1. Tobacco free living
2. Preventing drug and lcohol free,
3. Healhty eating,
4. Active lifestyle,
5. Living free from injury and violence
6. Reproductive and sexual health,
7. Mental and emotional wellness,
8. Non communicable disease,
9. Aging age degeneratif disease
B. Kelompokkan issue pada risk community:
1. Anak/balita,
2. Remaja,
3. Ibu hamil,
4. Dewasa
5. Lansia

GUIDLINE

HALAMAN JUDUL
KATA PENGANTAR
DAFTAR ISI
BAB I PENDAHULUAN
BAB II TINJAUAN PUSTAKA
BAB III METODE
BAB IV HASIL DAN PEMBAHASAN
BAB V KESIMPULAN
DAFTAR PUSTAKA
 CONTOH SISTEMATIK REVIEW

NURSES’ QUALITY OF WORK LIFE

Suaib1, Syahrul Said2, Takdir Tahir3

1Masters of Nursing Student, Faculty of Nursing, Hasanuddin University Makassar
2.3 Lecture of Masters of Nursing Study Program, Faculty of Nursing, Hasanuddin University,
Makassar
Email: suaibabubakar @ gmail .com

Abstract

The nurse is a professional who has the ability, responsibility and authority in carrying out
nursing services/care at various levels of nursing services whose lives are fully influenced by
the quality of work life (QWL) as a consequence of a dynamic change in the work environment.
So that in order to increase the capacity of nurses in meeting the quality of health services, it
is necessary to research the Quality of Work Life. The purpose of the literature study was to
identify the nurses’ quality of work life in supporting the improvement of the quality of health
services. The database used in the making of this literature review is Pubmed, Science Direct
and Google Scholar published in 2012-2018. There are 6 articles that meet the criteria with the
results showing that the fulfillment of QWL nurses can affect organizational commitment, job
satisfaction and turnover. Fulfillment of nurses’ QWL is important to do, where if the nurses’
QWL is fulfilled it provides many benefits to the nurse and has a direct impact on the health
services provided so that organizational attention is needed because QWL is seen as capable
of increasing the participation of workers in the organization. The increase in QWL in the
hospital can improve the professionalism of nurses and influence the effectiveness and
organization productivity.

Keywords: QWL, nurses, hospital

INTRODUCTION
The nurse is the largest group in the Hospital
(Vagharseyyedin, Vanaki, & Mohammadi, 2011).
Nurse have the dominant number (50% -60%) of all
human resources in the hospital (Kusnanto, 2004),
providing 24 hours a day service and 7 days a week
and having more and longer contact or interaction with
patients (Łaguna, Mielniczuk, Żaliński, & and
Wałachowska, 2015) (Swansburg, 2000). Nursalam
(2014) explained that the nurse is a professional who
has the ability, responsibility, and authority in carrying
out nursing services/ care at various levels of nursing
services.
Issues related to nurse performance have always
been a conversation in the community. Lack of
performance or nursing service is a global issue (Lee,
Dai, Park, & McCreary, 2013). According to Gibson
(1987) in Sulistyowati (2012) performance is a
behavior or performance that is relevant to
organizational goals that can be measured at the
professional level in accordance with the
responsibilities imposed on him. Saleh, et al (2016)
examined 170 nurses who worked in Class B Private
Hospitals City of Makassar about factors that affect job
satisfaction and nurse performance. The results of his
research showed that the variables that affect the
nurse’s performance consist of the work environment
(CR: 3,286), transformational leadership (CR: 2,777)
and job satisfaction (CR: 5,692). Job satisfaction
variables have a stronger influence on nurses'
performance than other variables.
Nurses are some employees whose lives are fully
influenced by the quality of work life (QWL) as a
consequence of dynamic changes in the work
environment. (Nayeri, Salehi, & Noghabi, 2011).
Beaudoin & Edgar (2003) define QWL as a favorable
condition and workplace environment that
supports and promotes employee satisfaction by
providing rewards, job security and opportunities
to grow. According to Nayeri, Salehi, & Noghabi
(2011), QWL of nurses is the extent to which
nurses will be satisfied with their important
personal needs (growth, opportunities, security)
organizational requirements (increased
productivity, decreased turnover) through their
experience in their work organization while
reaching the purpose. QWL is a degree of
fulfillment of human needs in a work environment.
If human needs are fulfilled, then the productivity
of the organization can increase (Beaudoin &
Edgar, 2003). Fulfilling the needs of nurses is by
supporting the rights of nurses, providing
explanations about the impact of decisions, giving
explanations received by nurses, providing
solutions, providing explanations and realistic and
detailed descriptions. This is a manifestation of
organizational justice and has an impact on
organizational commitment (Sjahruddin & Sudiro,
2013)
METHODS
This literature study through a search of
scientific publications was range from 2012-2018.
The database used were Pubmed, Science Direct,
Google Scholar, based on PICOT search
techniques. Searching on Pubmed database using
first keywords is quality of work life "AND" nurse
(all fields) found 1645 articles, the second keyword
is hospital "AND" organizational commitment "OR"
job satisfaction "OR" turn over (all fields) found
46969 articles, if the first and the second keywords
are combined with range 2012-2018 and filtering
Full text found 190 articles, articles filtering in English b. systematic review, and RCT article.
found 134 article. Article search results can be
Searching on Science direct database with the first described as follows:
keyword is quality of work life "AND" nurse found 1848
articles, the second keyword is hospital "AND"
Scienc Google
organizational commitment "OR" job satisfaction "OR" Pubmed e direct Schoolar
N=134 N=158 N=1690
turn over found 682 articles, if the first and the second
keywords are combined with ranged 2012-2018
filtering, 158 articles were found.
N=1982
Searching on Google Schoolar database with the
first keyword is nurse, quality of work life, hospital, Database
organizational commitment, job satisfaction & turn over 1. Search literature Pubmed ,Science direct,
and published between 2012-2018 found 1690 articles. Google Schoolar
n=1982
From the search results based on all databases,
namely Pubmed, Science Direct, google schoolar, 2. Full text, Double
Publication Eligibility N=32
found 538 articles, the next process is full text, double
Screening
publications and eligibility screening. From these
N=6
results found 12 articles, but as a final process, all 3. Screening abstract
articles are adjusted back with the inclusion criteria criteria
based on the literature title, as for the results obtained
6 articles. Below are the inclusion criteria and exclusion
criteria for the article search
1. Inclusion Criteria
a. Research articles about the quality of work life
carried out in hospitals.
1) Subjects are nurses
2) Publications are between 012-2018.
3) International publication.
4) Full text, journal article, open access.
2. Exclusion Criteria
a. Articles other than English.Literature review,
No Author Title of Country Method Instrument Result
Research

1 Zhao (2012) Impact of China Cross- Anonymous self- The study

quality work sectional report confirmed the
life on job survey and questionnaires. hypothesized
embeddedne structural positive relation
ss and equation of quality of
affective work life with job
commitment embeddedness
and their co- and affective
effect on commitment and
turnover the
intention of hypothesized
nurses negative relation
of quality work
life with turnover
intention, that is,
high quality of
work life
perceived by
nurses
enhances their
job
embeddedness
and affective
commitment and
thereby reducing
their intention to
leave the job.

2 Actors (2017) Factors Thailand Questionnai Demographic The quality of

predicting the re Data Sheet, work life as
quality of Quality of perceived by
work among Nursing nurses in
 hospital-level Work Life Bangladesh is
nurses in Survey, moderate.
hospitals, Expanded
Bangladesh Nursing Stress
Scale, the
Questionnaire of
Organizational
Commitment
and

Practice
Environment
Scale of the
Nursing Work
Index.

3 Kowitlawkul, Investigating Singapore A 6 Questionnaire Social support

Y. (2018) nurses' descriptive and sense of
quality of life quantitative coherence were
and work-life study found to be
statuses in design significant
Singapore predictors for
high quality of
life in all
domains. Most
spent time in
this study is
more time on
work than their
private lives.
However, there
was no
significant
difference in job
satisfaction
among the four
 groups of work
in private and
private life.

4 Almalki The Saudi cross- Brooks' survey Findings

(2012) relationship Arabia sectional of Quality of suggested that
between survey the respondents
Nursing Work
quality of were dissatisfied
Life, the
work life and with their work
Anticipated
the life, with almost
Turnover Scale,
40% indicated
turnover and
intention from
intention of demographic
their current
primary data questions
PHC centers.
health care
nurses

in Saudi
Arabia

5 Lee (2013) Predicting Taiwan Descriptive three- Participants

Quality of survey questionnaire, rated QWL
Work Life on including the lower than 3 out
Nurses' Chinese version of a position 6
Intention to of the Quality of on three
Leave Nursing Work dimensions:
Life Scale (C- work
QNWL), arrangement
and workload,
work or home
life balance, and
nursing staff and
patient care.
ITLorg mean
score was
higher than the
midpoint on the
 rating scale,
indicating that
nurses have an
average of al-
most monthly.

6. Abbasi Investigation Iran A cross- Work ability There is a

(2017) of the sectional index (WAI) significant
Relationship design of questionnaire. positive
between association
questionnai WRQoL Scale.
Work Ability between work
re
and Work- Statistical ability and QWL.
related analysis The ability has
Quality of Life also higher
in Nurses QWL.

Table 2: Synthetic Grid

RESULTS The quality of work life of nurses

Based on the search results, 6 articles were found according to research (Akter,
that matched the inclusion and exclusion criteria. Akkadechanunt, Chontawan, & Klunklin,
These studies relate to the quality of work life (QWL) of 2018), conducting research in Bangladesh
nurses in supporting the improvement of the quality of collected data from 288 registered nurses
health services. who were randomly selected, in six tertiary
Research (Zhao et al., 2013), confirmed the level hospitals. All nurses were asked to fill
hypothesis that there was a positive relationship out a questionnaire consisting of
between the quality of work life with work adhesion and Demographic Data, Quality of Nursing Work
affective commitment and hypothesis related to the Life Survey, Nurse’s stress level scale,
negative relationship of the quality of work life with the Organizational Commitment Questionnaire
turnover intentions, namely the high quality of work life and Nursing Work Environment Practice
felt by nurses will increase work attachment and their Scale Index and the result was that the
affective commitment and thus reduce their intention to quality of work life felt by nurses in
leave their work. The study involved 1000 nurses from Bangladesh was at the intermediate level.
5 large hospitals of the Heilongjiang provincial Best predictions related Monthly income
government in northeast China. depends on the work environment,
organizational commitment and work
pressure. The Greater monthly income helps nurses
meet their personal needs and with a positive work
environment makes nurses provide quality care to
patients.
The results of the study (Kowitlawkul et al., 2018) in
their investigation by conducting a quantitative
descriptive research approach to 1040 nurses in
Singapore related to the balance status between the
quality of personal life and work life reported that social
support and sense of belonging are the main good
qualities of the nurses’ quality of life. Most nurses in
this study spend more time to work than their personal
lives. However, there is no significant difference in job
satisfaction between time spent on work and personal
life.
Creating and maintaining a healthy working life for
nurses is very important to improve their job
satisfaction, minimizing turnover, increasing
productivity and improving the care outcome, as
research conducted by (Almalki, FitzGerald, & Clark,
2012), in Saudi Arabia using Brook's A survey of
nurses in primary health care (PHC) found that
respondents were dissatisfied with their work life, with
almost 40% showing an intention to make turnover
from their current PHC Center agency.
Organizational commitment is also a factor in
fulfilling the nurses’ quality of work life, research (Lee
et al., 2013), about the relationship between QWL and
organizational commitment in this matter discussing
the nurses' intention to leave their organization
(ITLorg) about the possibility of nurses to leave the
organization related to the non-fulfillment of the quality
of their work life, with a descriptive cross-sectional
survey approach conducted by using positive sampling
as many as 1228 nurses in seven hospitals in Taiwan.
Researchers found that nurses’ QWL were lower, more
than 52.5% of nurses chose to intend to leave
the organization. Seven QWL dimensions
were significantly negatively correlated with
ITLorg (r = −0.17 to −0.37, p <.01). The
nursing workforce market in Taiwan is not
restricted, nurses can find jobs easily, and the
nursing work environment is getting worse
and it leads to high ITLorg.
Research (Abbasi et al., 2017), about
investigating the relationship between work
ability and work related to the quality of life of
nurses. This research method is using
questionnaire of Work ability index (WAI) &
WRQoL Scale, analyzed using a distribution
of Pearson and Spearman variables, One-
way ANOVA, Kruskal-Wallis, T-test and
Mann-Whitney is used for purpose analysis of
p-values less than 0.05, statistically
significant. The results of this study indicate
that there was a significant relationship
between the ability to work with QWL, namely
nurses with higher work ability also have a
higher QWL.
DISCUSSION
QWL is an important concept for
organizations to recognize, attract and retain
talented employees in order to ensure quality
performance. Research (Akter et al., 2018)
identifies several benefits of research that
can use findings through policies and
strategies for making rules, promotion based
on educational qualifications and evaluating
its performance to improve the standards of
the nursing profession and the quality of
nursing services. But it is necessary to
develop the 4 dimensions of QWL of nurses for good
organizational commitment, increase job satisfaction,
sense of belongingness and reduce turnover
intentions. The quality of work life of nurses in
organizations or agencies in their implementation
needs to be continuously monitored and evaluated so
that the perceived impact of nurses can be maximized.
CONCLUSION
Nurses’ QWL is an important element that must be
considered in the world of nursing, Quality of Nursing
Work Life (QNWL) has 4 dimensions, namely work life
/family life, work design, work context and the world of
work. The quality of life of nurses can directly and
indirectly affect the safety and quality of patient care
(Kowitlawkul et al., 2018). Therefore, identifying the
determinants that affect the quality of life of nurses is
very important in the health care system. Stakeholders
of the organization/ work agency in creating a good
QNWL should focus on interventions to reduce work
pressure and potential nurse turnover through
increasing the dimensions of QWL of nurses, a
supportive environment with job security
recognition of the nurse profession,
arrangements and a good workload, regulating
balance work time with day off, as well as regulation of
nursing staff and patient care (Lee et al., 2013).
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