GAMBARAN STRES KERJA PADA PERAWAT RUMAH SAKIT UMUM HOLISTIC PURWAKARTA

Work stress is an excessive workload, feelings of distress and emotional tension that hinders individual performance. Job stress can be influenced by organizational conditions such as setting direction and organizational policies, changes in organizational strategy, finances, work demands, responsibilities for others, changes in working time, unfavorable changes between work groups and role conflicts. This study aims to determine the description of work stress in outpatient nurses at the Purwakarta Holistic General Hospital in 2020. This study uses a quantitative method with a cross sectional research design. The research population comprised all 25 outpatient nurses. The sample in this study amounted to 20 outpatient nurses at the General Hospital Holistic Purwakarta with a total sampling technique. The method of collecting data sources of information used is primary data using a measuring instrument in the form of a questionnaire. The results showed that outpatient nurses had a light stress level of 55%, a moderate stress level of 40%, and a severe stress level of 5%. The workload of outpatient nurses shows that 50% have a light workload and 50% of nurses experience a heavy workload. The gender of outpatient nurses is 55% male and 45% female. The tenure of outpatient nurses 80% had a service life of more than 5 years and 20% had a service life of less than 5 years. The conclusion is that there are 11 nurses who experience mild work stress, of the 11 nurses who have mild work stress, there are 6 nurses who have a mild monkey load and 5 nurses who have a moderate workload. Of the 11 nurses who experienced mild stress, 8 nurses were male and 3 nurses were female, and of the 11 nurses there were 4 nurses who had a service period of less than 5 years and 7 nurses had a service period of more than 5 years. To prevent the occurrence of stress on outpatient nurses, the researchers suggested creating a stress control program such as sharing with other nurses or refreshing in turn and adding human resources to units that lacked human resources.

1.  UEU-Journal-20193-11_1336.pdf - 279 KB

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