TUGAS MATA KULIAH

MANAJEMEN MUTU DAN PELAYANAN KEPERAWATAN

THEORYTICAL MAPPING

Dosen:
Dr. Nursalam, M. Nurs (Hons)

Oleh:
Theresia Anita Pramesti
NIM :
131141057

PROGRAM STUDI MAGISTER KEPERAWATAN

FAKULTAS KEPERAWATAN - UNIVERSITAS AIRLANGGA
SURABAYA
2012

Tugas: Theorytical Mapping

N
o
1.

Penulis

Tahun

Judul Buku/Jurnal

Kutipan

Hal

Molla
S.
Donaldson,
JO
HarrisWehling, and
Kathleen N.
Lohr

1991

Medicare New Direction

in Quality Assurance
Proceeding
of
an
Invitational Conference
by
The
Insitute
of
Medicine

2.

Bidang
Diklat
Depkes

2008

Pedoman
Pendidikan dan Pelatihan
Jaminan Mutu ( QA ) Di
Rumah
Sakit
Dan
Puskesmas

3.

Siswanto B.
Sastrohadiwi
ryo

2005

Manajemen Tenaga Kerja

Indonesia
Pendekatan
Administratif
dan
Operasional

4.

David
Garvin

Novemb
er
Desemb
er 1991

How The Baldrige Award

Really Works Harvard
Business Review

Quality of care is the

degree
to
which
health
service
for
individuals
and
populations increase
the
likehood
of
desired
health
outcomes and are
consistent
with
current
professional
knowledge
Salah
satu
usaha
peningkatan
penampilan
dari
masing masing sarana
pelayanan
seperti
rumah sakit adalah
dengan meningkatkan
mutu pelayanan di
semua
unit
pelayanan,baik pada
unit pelayanan 5edic,
pelayanan penunjang
5edic, ataupun pada
unit
pelayanan
administrasi
dan
manajemen
melalui
program
jaminan
mutu.
Mutu (Quality) adalah
suatu kondisi dinamis
yang
berhubungan
dengan produksi, jasa,
manusia, proses dan
lingkungan
yang
memenuhi
atau
melebihi harapan
A
number
of
management
principles and tools:
worker involvement,
strategic
quality
planning,
statistical
process
control,
management-led and
customer-oriented

A.

195

8093

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o

Penulis

5.

Tahun

Judul Buku/Jurnal

Rudi suardi

2003

Sistem Manajemen Mutu

ISO
9000:2000;
Penerapan
Untuk
Mencapai TQM

6.

Dr.
Ir.
H.
Dede Setiadi

2006

Pengertian ISO 9000:

Sistem
Standar
Manajemen Mutu

7.

Donald
P.
Moynihan
and Patricia
Wallace
Ingraham

2004

INTEGRATIVE
LEADERSHIP
IN THE PUBLIC SECTOR:
A Model of PerformanceInformation Use

ADMINISTRATION & SOCIETY,

Vol. 36 No. 4, September 2004
427-453
DOI:
10.1177/0095399704266748
http://aas.sagepub.com/
content/36/4/427

Kutipan
program
Mutu adalah derajat
atau
tingkat
karakteristik
yang
melekat pada produk
yang
mencukupi
persyaratan
atau
keinginan
Manajemen
Mutu
adalah
Semua
aktifitas
dari
keseluruhan
fungsi
manajemen
yang
menetapkan
kebijakan
mutu,
tujuan dan tanggung
jawab
perusahaan,
serta
melaksanakannya
dengan cara seperti
perencanaan
mutu,
pengendalian
mutu,
pemastian mutu dan
peningkatan mutu di
dalam sistem mutu
This theory begins
with the premise that
effective
leadership
will be demonstrated
not as a standalone
variable, but in its
interactions
with
governmental
capacity, represented
by
management
systems,
to
improve
performance.
Management systems
are the formal levers
by
which
organizational leaders
create and direct their
organizational
capacity. Traditionally
such
management
systems have been

Hal
3

427446

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o

8.

Penulis

Arnold
Bakker

Tahun

B.

2011

Judul Buku/Jurnal

Kutipan

stovepiped
and
largely unconcerned
with organizational
achievement.
The
challenge
for
leaders is to find a
way to integrate these
management systems
to
achieve
organizational goals.
. are four main ways
that leaders can direct
and use MFR or other
management
systems, which reflect
the
formal
administrative
and
cultural
tools
government
leaders
may rely on to direct
behavior, these are
system
choice,
promotion,
institutionalization,
and system use.
An
Evidence-Based Employees who are
Model of
engaged in their work
Work Engagement
are fully connected
with their work roles.
Current
Directions
in They are bursting with
Psychological Science 2011 energy, dedicated to
20: 265
their
work,
and
DOI:
immersed
in
their
10.1177/0963721411414534
http://cdp.sagepub.com/
work activities. This
content/20/4/265
article presents an
overview
of
the
concept
of
work
engagement.
These resources gain
their salience in the
context of high job
demands.
Engaged
workers
are
more
open
to
new
information,
more
productive, and more

Hal

265268

N
o

9.

Penulis

Mette
Sandoff

Tahun

2012

Judul Buku/Jurnal

Kutipan

willing to go the extra

mile.
Moreover,
engaged
workers
proactively
change
their
work
environment in order
to stay engaged.
The model of work
engagement :
Job
and
personal
resources
independently
or
together predict work
engagement and have
a particularly positive
impact
on
engagement when job
demands are high;
engagement, in turn,
positively affects job
performance.
Importantly,
the
feedback loop in the
model
shows
how
employees who are
engaged and perform
well are able to create
their own resources
(job crafting), which
then
foster
engagement
over
time and create a
positive gain spiral.
How
Humanism
Can Humanism
is
Contribute
to
the introduced
as
an
Development
and important aspect of
Uniqueness
future
management
of Service Management
education. Humanism
can prepare managers
Journal of Human Values 2012 to meet with those
18: 7
unique conditions and
DOI:
demands
10.1177/09716858110180010
characterizing
the
2
http://jhv.sagepub.com/
personneland
content/18/1/7
encounter-intense
service sector.

Hal

7-15

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Penulis

Tahun

Judul Buku/Jurnal

Kutipan

1
0.

R.
Andi
Sularso
Murdijanto

2004

Pengaruh
Penerapan
Peran
Total
Quality
Management
Terhadap
Kualitas
Sumberdaya
Manusia
Jurnal
Manajemen
&
Kewirausahaan Vol. 6, No. 1,
Maret 2004: 72 81
http://puslit.petra.ac.id/journal
s/
management

1
1.

Benedict S.
Jimenez and
Michael
A.
Pagano

2011

What Factors Affect

Management Quality?
State Infrastructure
Management and the
Government
Performance Project
Public Works Management &
Policy
17(2) 124151
DOI:
10.1177/1087724X11419308
http://pwm.sagepub.com/
content/17/2/124

The discussion about

service management
led to a definition of
some
well-known
characteristics for
service
enterprises,
such as the following:
staff intensive
high staff costs
product of immaterial
character
low predictability
production
and
consumption occur
simultaneously
lack of storage
difficult to examine
the
quality
retrospectively
Pada penelitian ini,
terbukti secara nyata
bahwa
penerapan
TQM
berpengaruh
secara nyata terhadap
peningkatan kualitas
SDM.
Peningkatan
SDM
tersebut
tercermin
dalam
peningkatan
kemampuan
teknis,
peningkatan
kemampuan
moral,
dan juga peningkatan
ketrampilan teknis.

that
capital
management quality
is affected by political
variables
such
as
divided
legislatures
and legislative term
limits,
fiscal
institutions
including
tax
and
expenditure
limits,
and
environmental
demand
factors,
specifically

Hal

7281

124151

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o

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Judul Buku/Jurnal

Kutipan

Hal

the
extent
of
urbanization.
exploratory model
to
explain
state
government
performance
in
capital
management:
GPP = f { P, FI, FC,
E}

1
2.

Bhisma
Murti

2006

CONTRACTING
OUT
PELAYANAN KESEHATAN:
SEBUAH
ALTERNATIF
SOLUSI KETERBATASAN
KAPASITAS
SEKTOR
PUBLIK
Jurnal Manajemen Pelayanan
Kesehatan, Vol. 09, No. 3
September 2006

where infrastructure
management quality
(GPP) is hypothesized
to be influenced by
political variables (P),
fiscal institutions (FI),
state fiscal condition
(FC),
and
environmental
demand factors (E).
karakteristik kunci
dalam
contracting
adalah
adanya
pernyataan
eksplisit
tentang
elemenelemen kontrak yang
disepakati oleh
pihak pemberi kontrak
dan kontraktor untuk
diwujudkan
dalam
periode
waktu
tertentu. Kontraktor
memiliki
tanggung
jawab penuh dalam
hal
manajemen
internal
untuk
menyediakan
pelayanan,
baik
dalam
mengangkat pekerja,
memecat pekerja,
menentukan upah dan
gaji,
maupun

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1
3.

Penulis

Usha Lenka,
Damodar
Suar
and
Pratap
K.J.
Mohapatra

Tahun

2010

Judul Buku/Jurnal

Soft and Hard Aspects of

Quality
Management
Practices
Influencing
Service
Quality and Customer
Satisfaction
in
Manufacturingoriented Services
GLOBAL BUSINESS REVIEW,
11:1 (2010): 79101
SAGE
Publications
Los
Angeles/London/New
Delhi/Singapore/Washington
DC
DOI:
10.1177/09721509090110010
5
http://gbr.sagepub.com/
content/11/1/79

Kutipan
mengadakan
dan mendistribusikan
barang
dan
pelayanan.
Karakteristik penting
lainnya
adalah
adanya
keterikatan yang jelas
antara
pembayaran
(payment) dan kinerja
(performance)
pemberi pelayanan3,
yang didukung oleh
sistem monitoring dan
evaluasi (M&E).
Indikator
kinerja
mencakup
akses,
efisiensi, kualitas, dan
keadilan,
yang
ditunjukkan
oleh
kontraktor, tercantum
dalam
perjanjian
kontrak.
Dengan
demikian,
M&E
merupakan instrumen
yang
sangat
vital
dalam
contracting
out.
the total quality
management (TQM)
approach
integrates
all
functions
and
processes within the
organization
to
achieve
continuous
improvement
of
quality of goods and
services.
According
to
this
philosophy, customer
service
is
an
evolutionary process
that starts before a
transaction
takes
place and continues
beyond the exchange.

Hal

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1
4.

Penulis

John
H.
Humphreys
and Walter
O. Einstein

Tahun

2004

Judul Buku/Jurnal

Leadership
and
Temperament
Congruence: Extending
the Expectancy Model of
Work Motivation
Journal
of
Leadership
&
Organizational Studies 2004
10: 58
DOI:
10.1177/10717919040100040
5
http://jlo.sagepub.com/
content/10/4/58

Kutipan
Customer satisfaction
occurs when satisfied
and loyal employees
of the organization
create value in their
services.
The
employees
are
satisfied when the
internal service
quality
of
an
organization is high.

the
following
concepts
must
be
included in a master
theory
of
work
motivation: Follower
self-concept, Follower
motivational
development,
Follower self-efficacy,
Leader
responsibilities,
Congruency,
Temperament.
the following points
of significance arising
from
our
conceptualization
of
the work motivation
process:
Individual
temperament and
selfconcept
influence
most
every
element
included
in
the
model.
Individual tensions
(needs, wants) will
be
primarily
determined
by
temperament and
mediated
by
current
motivational
development.

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Effort is mediated
by peer influence
and encapsulated
by the boundaries
of task complexity
and temperament
congruence, each
of which involves
responsibilities of
leadership.
Behavioral
temperament
congruence
between
leader
and follower serves
as a catalyst to
enhance
expectancy
and
instrumentality.
Extra role behavior
(Katz
&
Kahn,
1978)
emerges
from
leaders
ability to exhibit
behaviors,
communication,
and
rewards
congruent
with
individual
followers
temperament.
Temperament/
rewards
congruency
determines
the
level of individual
follower
satisfaction.
Behavioral
temperament
congruence
increases
the
likelihood
that
followers will deem
individually
satisfying rewards

Hal

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1
5.

1
6.

Penulis

Tahun

Ana
M.
Alarcon,
Paula
R.
Astudillo,
Sara
A.
Barrios and
Edith
E.
Rivas

2002

Rolland
LeBrasseur,
Robert
Whissell and
Abhoy Ojha

2002

Judul Buku/Jurnal
Nursing Leadership
Chile: A Concept
Transition

Kutipan
in
in

Nurs Sci Q 2002 15: 336

DOI:
10.1177/08943180232055926
3
http://nsq.sagepub.com/
content/15/4/336

Organisational Learning,
Transformational
Leadership
and
Implementation
of
Continuous
Quality Improvement in
Canadian Hospitals
Australian
Journal
of
Management 2002 27: 141
DOI:
10.1177/03128962020270020
3
http://aum.sagepub.com/
content/27/2/141

as equitable.
Three
main
topics
underlie the research:
(a) leadership
and
management
concepts
and
differences, (b) the
main
theoretical
approaches
of
leadership, and (c)
components
of
nursing leadership.
Leadership emerged
as a complex and
multilayered concept,
which is constantly
adapting
to
the
demands of modern
health institutions
the dynamics of
change
can
be
understood
by
examining the
content
(e.g.
CQI
Council, tools for data
collection
and
analysis) of change in
relation
to
the
process
(e.g.
CEO
leadership, agendas,
actions and reactions)
of this
change.
This
examination
is
situated within the
inner context (e.g.
strategy, culture and
structure) and outer
context
(e.g.
pressures
from
outside agencies) in
which the
change
is
taking
place.
CQI implementation
in
hospitals
have

Hal
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1
7.

Penulis

Jeffery
D.
Houghton,
Jinpei
Wu,
Jeffrey
L.
Godwin,
Christopher
P. Neck and
Charles
C.
Manz

Tahun

2011

Judul Buku/Jurnal

Effective Stress
Management: A Model
of
Emotional
Intelligence,
Self-Leadership, and
Student Stress Coping
Journal
of
Management
Education
36(2)
Reprints
and
permission:
http://www.
sagepub.com/journalsPermissi
ons.nav
DOI:
10.1177/1052562911430205
http://jme.sagepub.com/
content/36/2/220

Kutipan
revealed
certain
aspects
of
organisational
learning
where
professional,
physician
and
administrative groups
are present. Senior
management
initiative
and
commitment,
under
the transformational
leadership of the CEO,
is essential to build
and maintain a CQI
program that aims to
improve
overall
organizational
effectiveness.
The
tension and dialogue
around organisational
goals continue to exist
as the medical and
administrative groups
are persuaded to work
together more closely.
present the model
along with evidence
from
our
teaching
experiences
that
demonstrates how our
students have been
able to apply the
strategies contained
in the model for more
effective
stress
coping.

model
is
particularly applicable
to students because
exposure to emotion
regulation and selfleadership strategies
may help students not
only
to
more
effectively
manage

Hal

220

238

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1
8.

Penulis

Jun Yan and

James
G.
Jerry Hunt

Tahun

2005

Judul Buku/Jurnal

A
Cross
Cultural
Perspective on
Perceived Leadership
Effectiveness
International Journal of Cross
Cultural Management 2005 5:
49
DOI:
10.1177/1470595805050824
http://ccm.sagepub.com/
content/5/1/49

Kutipan
their current stressors
but also to develop
coping skills that can
help
them
to
effectively endure the
stresses
of
their
future jobs.
College students are a
primary
source
of
future
organization
members, and
teaching
students
how to successfully
deal
with
stress
during their academic
careers can better
prepare them to cope
with
stressful
situations
in
their
future
workplaces.
College students face
a number of stressors
ranging from the
demands
of
their
academic coursework
to
challenges
in
managing
interpersonal
relationships.
These
stressors are often
exacerbated
by
ineffective
emotion
regulation and selfleadership.
To explain the effects
of ethnic diversity on
individual
learning
performance,
we
integrate the social
categorization
perspective,
the
information/decision
making perspective,
and the embedded
intergroup
relations
perspective, within a

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Kutipan
single
multilevel
framework.
to reconcile the
contradictory
predictions made by
each
single
perspective
and
explain why and how
positive and negative
effects
of
ethnic
diversity on individual
learning performance
can
occur
simultaneously.
Within
the
social
categorization
perspective,
we
conceptualize ethnic
differences
at
the
individual
level
as
ethnic
dissimilarity.
Within
the
information/decision
making perspective,
we
conceptualize
ethnic differences at
the group level as
ethnic
diversity.
Within the embedded
intergroup
relations
perspective,
we
conceptualize ethnic
differences
at
the
societal
level
as
status
differences
between
ethnic
groups.
. we predict crosslevel
interaction
effects between (a)
individual-level ethnic
dissimilarity,
(b)
group-level
ethnic
diversity,
and
(c)
societal-level
status
attributed
to

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1
9.

Penulis

Felix
C.
Brodbeck,
Yves R. F.
Guillaume
and Nick J.
Lee

Tahun

2010

Judul Buku/Jurnal

Ethnic Diversity as a
Multilevel Construct:
The Combined Effects of
Dissimilarity, Group
Diversity, and Societal
Status on Learning
Performance in Work
Groups
Journal
of
Cross-Cultural
Psychology 2011 42: 1198
DOI:
10.1177/0022022110383314
http://jcc.sagepub.com/
content/42/7/1198

Kutipan
individuals
of
a
certain ethnic origin,
on individual learning
performance in work
groups.

study
the
relationship between
culture and leadership
perception processes,
we adopted five welldeveloped and welltested
cultural
dimensions

ollectivism/individuali
sm,
power
distance,
masculinity/femininity
,
uncertainty
avoidance,
and
fatalism.
that people in
cultures
that score high in
collectivism,
power
distance, femininity,
uncertainty
avoidance,
and/or
fatalism,
tend
to
prefer
a
recognitionbased
process. Conversely,
people in cultures that
score
low
in
collectivism,
power
distance, femininity,
uncertainty
avoidance,
and/or
fatalism, may have a
stronger orientation to
adopt an inferencebased
process
to
perceive leadership.
. that leadership
effectiveness,
in
terms
of
follower
perception of a good

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or effective leader, is
also related to cultural
influences. In cultures
where a recognitionbased
process
prevails, perceived
leadership
effectiveness
relies
more
on
whether
leadership
characteristics fit the
implicit
leadership
prototypes
in
the
minds of followers.
The better the fit, the
more effective the
leadership
is
perceived to be by
followers. In contrast,
in cultures where an
inference-based
process prevails in
leadership perception,
where
performance
outcome is the most
important
attributional standard,
to be perceived as
effective,
leaders
must rely on good
performance
rather
than just fitting into
some
selected
leadership
characteristics.
The
better
the
performance
outcomes, the more
effective
the
leadership isperceived
to be.
2
0.

Kathleen
Wright, Neil
Hann,
Kenneth R.

2003

Health
Education
Leadership
Development:
A
Conceptual Model and

A conceptual model
and
competency
framework
were
created as a basis for

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Penulis
McLeroy,
Allan
Steckler,
Rose Marie
Matulionis,
M.
Elaine
Auld, Brick
Lancaster
and Diane L.
Weber

Tahun

Judul Buku/Jurnal

Kutipan

Competency Framework

institute
development. Review
of
the
following
program
model
includes
elements
considered critical for
provision of effective
public
health
leadership programs:
capacity development
needs and program
focus,
recruitment
and admissions
requirements,
program structure and
implementation
methods,
program
content,
learning
approaches,
and
development
methods.
.
several
competency
frameworks
have
been developed for
health education and
the
public
health
workforce that include
recommendations for
leadership skills, the
PHELI program model
may be used by
academic,
professional
preparation, and other
educational
development
programs to address
specific education and
training needs of the
future
health
education and health
promotion workforce.

Health Promot Pract 2003 4: 293

DOI:
10.1177/1524839903004003014
http://hpp.sagepub.com/
content/4/3/293

Hal