Published date: Dec 05 2018

Journal Title: KnE Life Sciences

Issue title: The 2nd International Conference on Hospital Administration (The 2nd ICHA)

Pages: 127–134

DOI: 10.18502/kls.v4i9.3564

Y Zefrialyan.zefrial@ui.ac.id

The world is having serious challenge in variations in health problems and also the increasing of population. On the other hand, there is a critical problem of workforce shortage in the health system. These challenges will have greater impact on developing countries, who have large population and shortage of health work-force
personnel. One of the strategies in handling the problem of the shortage of health workers is the performance improvement strategy of health personnel. The aim of the study is to find the best approaches to improve the performance of hospital nurses in developing countries. The author searched databases such as ProQuest,
Springer, EBSCO Host, Science Direct, Jurnal Kesmas, and Jurnal UGM in accordance with the present research questions. The authors independently review the articles by applying inclusion and exclusion criteria. The articles included in the study discuss about the nurses in hospitals of developing countries and their performance outcome criteria. The study found 392 articles that were related to the research topic and 24
articles that were related in titles and abstracts. After the full-text assessment of the 24 articles, it was found that 4 (four) articles met the inclusion criteria. The included articles are aimed to measure impact of interventions to the job performance of nurses. The study found that the sample and the data analysis used in the articles are varied. The conclusion of the study by using systematic review indicated that the variable that affect the performance of nurses consist of external and internal factors. Developing countries can use the internal factors approach to improve the performance of the hospital nurses.

Keywords: nurse performance, internal factors approach, PICOs, hospital

[1] World Health Organization. (2006). Health workers: Chapter one a global profile, in Health Workers. World Health Organization.


[2] Kementerian Kesehatan RI. (2017). Profil Kesehatan Indonesia Tahun 2016.


[3] Choon Hee, O., Kamaludin, N. H., and Ping, L. L. (2016). Motivation and Job performance among nurses in the health tourism hospital in Malaysia. International Review of Management and Marketing, vol. 6, no. 4, pp. 668–672.


[4] Fritzen, S. A. (2007). Strategic management of the health workforce in developing countries: What have we learned? Human Resources for Health, vol. 5.


[5] Dawson, A., Nkowane, A., and Whelan, A. (2015). Approaches to improving the contribution of the nursing and midwifery workforce to increasing universal access to primary health care for vulnerable populations: a systematic review. Human Resources for Health, vol. 13, no. 1, p. 97.


[6] Dubois, C. A., D’Amour, D., Pomey, M. P., et al. (2013). Conceptualizing performance of nursing care as a prerequisite for better measurement: A systematic and interpretive review. BMC Nursing, vol. 12, no. 1.


[7] Kwang, R. and Ayuningtyas, D. (2011). Evaluasi Kinerja Perawat Pelaksana Rumah Sakit M.H. Thamrin Salemba dengan Pendekatan Personal Balance Scorecard Tahun 2010. J. Manaj. Pelayanan Kesehat., vol. 14, pp. 197–206.


[8] Dall’Ora, C., Ball, J., Recio-Saucedo, A., et al. (2016). Characteristics of shift work and their impact on employee performance and wellbeing: A literature review. International Journal of Nursing Studies, vol. 57. pp. 12–27.


[9] Gerhart, B. (2012). Construct validity, causality, and policy recommendations: The case of high performance work practices systems. Human Resource Management Review.


[10] Ekowati, D. (2000). Pengaruh Implementasi Quality Management System ISO 9001: 2000 terhadap Kinerja Rumah Sakit Duren Sawit, vol. 13440, no. 2.


[11] Awases, M. H., Bezuidenhout, M. C., and Roos, J. H. (2013). Factors affecting the performance of professional nurses in Namibia. Curationis, vol. 36, no. 1, pp. 1–8.