Publisher: Yayasan Aliansi Cendekiawan Indonesia Thailand   (Total: 1 journals)   [Sort by number of followers]

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Global Health Management J. (GHMJ)     Open Access   (Followers: 1)
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Global Health Management Journal (GHMJ)
Number of Followers: 1  

  This is an Open Access Journal Open Access journal
ISSN (Online) 2580-9296
Published by Yayasan Aliansi Cendekiawan Indonesia Thailand Homepage  [1 journal]
  • What to include in a Review, Commentary, Editorial, and Special Edition of
           Global Health Management Journal

    • Authors: Andrew John Macnab
      Abstract: There are several different types of article that authors can submit for publication in a journal. The article types are intended to allow for original research, commentaries, and reviews that are relevant to the stated focus and scope of the journal to be presented to the readers in an interesting and informative manner. Some journals have a special interest in less common forms of communication, and so will accept submissions to other categories, such as interesting images, videos, case reports, or descriptions of teaching methods or learning points.
      Authors should read the instructions and their editorial policies for authors section on each journal’s website to identify the types of article the editorial team will consider, and then prepare their submission to comply with the description given for each type of article and specific instructions on how each should be formatted. This editorial describes three categories of article and their guidelines to be included in the Global Health Management Journal: Editorial, Commentary and Review. To provide more exposure of papers and works presented at international forums, seminars, and conferences, the journal creates specific guidelines to publish the selected papers from the meetings in Global Health Management Journals as a Special Edition.
      PubDate: Wed, 08 Feb 2023 00:00:00 +000
  • Emotional intelligence and transformational leadership: The two factors
           affecting the nurses’ performance at a general hospital in Bolaang
           Mongondow Monompia, Kotamobagu, Indonesia

    • Authors: Juritno Harmi Gaib; Fery Mendrofa, Rita Dewi
      Abstract: Background: Emotional intelligence and transformational leadership are two important factors for nurses to be able to motivate themselves and build intra relationships in hospitals, and may affect to the nurses’ performance. Aims: The purpose of the study was to determine how emotional intelligence and leadership affecting the nurses’ performance at the General Hospital of the Evangelical Masehi Church, Bolaang Mongondow Monompia, Kotamobagu, Indonesia Methods: This original research employed an analytic observational with a quantitative approach and a cross sectional study design. A set of questionnaires was distributed to the participated nurses to define the respondents’ characteristics, emotional intelligence (10 questions), leadership transformation (12 questions), and the nurses’ performances (8 questions). A total of 48 nurses were selected in August 2022 using a total sampling technique, and their answers were included to the further statistical analysis using PSS software version 15. Results: Not different with other hospitals, at the Regional General Hospital of Kotamobagu the majority of nurses was female, and relatively has worked for more than 5 years. It has been noted that the nurses were measured with sufficient emotional intelligence (43.8%), transformational leadership (54.1%), and performances (58.3%). However, the number of nurses having poor emotional intelligence and performance were relatively high, respectively at 12.4% and 14.6%. It is indicated that the nurses performance were significantly resulted by the two factors: Emotional intelligence (p-value: 0.025) and transformational leadership (p-value: 0.005). Conclusion: This study concludes that the emotional intelligence and transformational leadership are moderating variables to strengthen the nurses’ performance. This study noted that the higher number of nurses highly perform if having good emotional intelligence and good transformational leadership. Therefore, it is recommended to pay attention to the two strong indicators from this study if a hospital manager plans to improve the nurses’ performance.
      PubDate: Wed, 08 Feb 2023 00:00:00 +000
  • Innovative strategies to promote global health: Lessons from the Covid-19

    • Authors: Andrew John Macnab
      Abstract: The current view is that the hold of the Covid-19 virus is now being altered from pandemic to endemic status with global cooperation. While vaccination remains a central component of the public health interventions required to achieve this, a range of innovative health promotion strategies are also needed in parallel if we are to ensure that the pandemic continues to wane further. Research and personal experience tell us that Covid-19 vaccines offer high protection against severe illness, aid the delivery of health care and save lives. However, WHO communiqués reiterate that vaccine hesitancy is a major threat to global health and that many countries still need to improve vaccination rates. It is also stated that in order to do this innovative strategies are needed to establish greater trust, improve communication and reduce misinformation. Consequently health care providers are being urged to build on lessons learned during the pandemic, find ways to build trust, counter residual vaccine hesitancy and promote other health related behaviors that are inclusive, allay fears and avoid scapegoating.  Importantly, the strategies needed to increase willingness to be vaccinated and promote the health-related knowledge and behaviors necessary for the pandemic to continue to wane are now known to be highly country-specific, and regional differences in what approaches are required are also evident within counties. Consequently, as health care providers we need to develop innovative strategies and employ task shifting to the meet the specific needs of the individual populations we serve. This review summarizes ways to approach this challenge based the core principles advocated by WHO for promoting health literacy and changing behaviors; community empowerment, people-centered strategies, innovative education, novel and improved tools, training to respond to local needs, and the use of non-traditional avenues and outlets.
      PubDate: Wed, 08 Feb 2023 00:00:00 +000
  • The effect of Professional Nursing Practice Model Training (MPKP) with the
           implementation of Pillar IV Nursing Care Delivery System (Pillar IV NCDs)
           at a Hospital in Kotamobagu, Indonesia

    • Authors: Tri Ismu Pujiyanto; Helkim Sarino Laode Manika, Rita Dewi
      Abstract: Background: Professional Nursing Practice Model Training (Model Praktik Keperawatan Profesional; MPKP) is one of the efforts to improve the quality of service in hospitals in nursing services to minimize errors or omissions that can occur. The training carried out is expected to be able to improve the implementation of pillar IV NCDS in hospitals. Aims: This study aimed to determine the effect of MPKP training with the application of pillar IV NCDS at the General Hospital of the Evangelical Masehi Church Bolaang Mongondow Monompia Kotamobagu. Methods: This research is a quantitative research type with a pre-experimental research design one group pre-test post-test design. This research was conducted in August 2022 as many as 52 nurse respondents working at the Monompia GMIBM Hospital Kotamobagu. Results: From the survey, it shows that the intervention will increase the number of nurses implementing the Pillar IV Nursing Care Delivery System (Pillar IV NCDs) including the assessment element (from 76.9% to 90.4%), nursing diagnosis (from 36.5% to 75.0%), planning (from 51.9% to 88.5%), action or measurement (from 84.6% and 92.3%), evaluation (from 46.2% to 90.4%), and nursing care notes (78.8% and 98.1%). There are differences in the implementation of pillar IV NCDS before and after being given MPKP training (p-value: <0.001). it is known that education level and the work experience of the nurses will significantly determine the success of the training, respectively with p value of <0.001 and 0.004. Conclusion: From the survey, we may note how the Professional Nursing Practice Model Training (MPKP) affecting the number of nursing implementing the Pillar IV NCDs. Data from the results can be used as recommendation to the hospitals’ human resources department in designing their program in order to increase the nurses’ competences.
      PubDate: Sun, 05 Feb 2023 00:00:00 +000
  • The correlation between job satisfaction, compensation, and work
           environment on nurse's turnover intention in Kotamobagu Regional
           General Hospital using Structural Equation Modeling path analysis

    • Authors: Echa Effendy Siswanto Amir; Eko Winarto, Rita Dewi Sunarno, Shindi Hapsari
      Abstract: Background: Turnover intention is the tendency of employees to leave the organization or resign voluntarily from their job. Several factors that might influence turnover intention are included job satisfaction, work environment, and compensation. Aims: This study aimed to determine the Path Analysis of the effect of job satisfaction, compensation, and work environment on the turnover intention of nurses at Kotamobagu Regional General Hospitals. Methods: A total of 34 nurses (total sampling method) contributed in this cross-sectional study. The model is presented with a single-directed arrow indicating cause and effect. The regression weights predicted by the model are compared with the correlation matrix from the observed data and then the goodness of fit is calculated. This study uses data analysis that is adapted to the research pattern and the variables studied. A causal model was employed, and to test the proposed hypothesis the SEM analytical technique (Structural Equation Modeling) was operated through the AMOS program. Results: From the statistical analysis, the study shows a significant relationship between job satisfaction and turnover intention (p-value = 0.011), and between the compensation and the turnover intention (p-value = 0.026). However, we found that there was no relationship between work environment and turnover intention among the nurses at Kotamobagu Regional General Hospitals (p-value = 0.935). Conclusion: This study concluded that there is a correlation between work satisfaction and compensation on turnover intention (direct factor), but there was no correlation between work environment on turnover intention (mediator). It is suggested a need to arrange regular evaluation in terms of job satisfaction and compensation to prevent turnover among the nurses.
      PubDate: Wed, 01 Feb 2023 00:00:00 +000
  • The supervision and transformational leadership styles on nurses’
           compliance in prevention and control of infection risks at a hospital in
           Kotamobagu, Indonesia

    • Authors: Widya Astuti; Tri Ismu Pujiyanto, Susi Nurhayati
      Abstract: Background: The quality of health services cannot be separated from the collaboration of all components of human resources, including nurses. Transformational leadership supported by supervision can also improve the prevention and control of infection risk in order to optimize their work performance. Supervision activities carried out by the head of the room might have a positive impact on nurse commitment. Aims: The objective of this study is to analyze the influence of supervision and transformational leadership style on nurse compliance in infection risk prevention and control at GMIBM (Gereja Masehi Injili at Bolaang Mongondow) Monompia General Hospital, Kotamobagu, Indonesia. Methods: This original research used an analytic observational with a quantitative approach and a cross sectional study design. A total of 72 nurses who worked at GMIBM Monompia Kotamobagu General Hospital, Kotamobagu Regency, Indonesia, was selected in August 2022 using a total sampling technique based on the data from the human resources division. Two combined questionnaires were distributed to define the leader supervision (20 questions) and the nurses’ compliance and their transformational leadership styles (18 questions) for prevention and control the infection risks. The results of this study were analyzed using SPSS Software (univariate and bivariate parameters). Results: This study shows that a sufficient supervision frequency (59.7%) among the participated nurses. We identify there were four transformational leadership styles among the nurses at the selected hospital: Ideal influence (33.3%), Inspirational motivation (27.8%), Individual consideration (20.8%) and Intellectual stimulation (18.1%). Moreover, the majority of nurses performed good compliance in the preventing and controlling the infection risks (80.6%). The lack of compliance might be significantly resulted by the leader supervisions (p-value: 0.002). By the bivariate analysis, this study suggested that there is a relationship between transformational leadership style and compliance (p value: 0.001). We also noticed that the leader supervision and transformational leadership style are moderating variables to strengthen the nurse compliance (R Square = 0.336). Conclusion : This present study strongly suggested the hospital manager and head departments to pay attention to the two strong factors (Supervision and transformational leadership style) affecting the nurses compliance in updating and implementing the prevention and risk control programs.
      PubDate: Wed, 01 Feb 2023 00:00:00 +000
  • Standard Operating Procedures of antenatal care and its relation with
           pregnant women’s satisfaction during pregnancy examination: Results of a
           survey at Gamping I Public Health Center, Yogyakarta, Indonesia

    • Authors: Hilma Triana; Sulistyaningsih Sulistyaningsih, Jumpanata Jumpanata, Yogi Yamani
      Abstract: Background: The achievement parameter for maternal health services program is the access of pregnant health services, as indicated by measuring the coverage of antenatal care services. In Indonesia, examination of pregnant women according to antenatal standards is regulated by Ministry of Health Indonesia Number 21 of 2021, where pregnancy checks must fulfill the standard 10 T criteria. Aims: This study aimed to identify the Standard Operating Procedures of antenatal care in Gamping I Public Health Center, Yogyakarta, Indonesia, and determine its relation with pregnant women’s satisfaction during pregnancy examination. Methods: Of 70 TM III pregnant women, who routinely visit for antenatal care service at the Public Health Center Gamping I, a total of 40 pregnant women were selected using consecutive sampling with 10% margin of error. A set of questionnaires was distributed to the respondents to asses: (1) The implementation of the antenatal care service standard (20 questions, and weighted using a dichotomy scale) and (2) The pregnant women satisfaction (22 questions, and weighted using the Likert scale. The data obtained from respondents were then tabulated and processed using Microsoft Office Excel 2010 and then analyzed using the SPSS Statistics 16.0 program (Pearson Product Moment formula with an error rate of 5%). Results: There are 10 pregnancy tests (10T) received by the pregnant women at the health center including the measurement of Height, Weight, Blood pressure, upper arm circumference, Uterine fundus height, Presentation & Fetal heart rate, Provision of 90 Fe Tablets, Laboratory examinations, Case handling, TT Immunization Screening, and Counseling & mental health assessment. According to the findings of the research conducted by the researchers, antenatal examinations were not carried out in a comprehensive and thorough manner in instances. This article provides the women satisfaction to the antennal care on different dimensions of satisfaction including Physical Proof, Reliability, Responsiveness, Guarantee, and Empathy. Even though the analysis shows that the respondents was satisfied with the antennal care services; however, the relation is not statistically significant (p-value of 0.652). Conclusion : One's satisfaction is very difficult to measure and someone's satisfaction is different from the satisfaction of someone else. According to the findings of the study, every time a midwife performed an antenatal checkup, she had never provided complete 10T-based antenatal care. In addition, this research has been carried out through direct observation of prenatal care, where pregnant women and midwives' perceptions of antenatal care examinations do not differ.
      PubDate: Tue, 31 Jan 2023 00:00:00 +000
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