UNIVERSITAS AIRLANGGA



Detail Article

Administrasi dan Kebijakan Kesehatan

ISSN 1412-8853

Vol. 4 / No. 2 / Published : 2006-05

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Original Article :

Pulling and pushing factors analysis of nurses-on-contract to become civil servants (a case study at graha amerta of dr.soetomo general hospital based on ravenstein’s pull and push theory approach)

Author :

  1. Hadi Susatyo*1
  2. Widodo J. Pudjirahardjo*2
  3. Ratna Dwi Wulandari*3
  1. Graha Amerta RSU Dr. Soetomo, Surabaya 60286, Indonesia.
  2. Bagian Administrasi Kesehatan Masyarakat FKM Universitas Airlangga, Jl. Mulyorejo Kampus C UNAIR, Surabaya, 60115, Indonesia
  3. Bagian Administrasi Kesehatan Masyarakat FKM Universitas Airlangga, Jl. Mulyorejo Kampus C UNAIR, Surabaya, 60115, Indonesia

Abstract :

Graha Amerta (GA) is a government-owned hospital-service facility under the management of Dr.Soetomo General Hospital (DSGH). Up to July 2005, the total count of GA personnel was 271 people constituted of 102 nurses and other personnel. From these 102 nurses, 30 nurses are civil servants of DSGH, appointed by DSGH management to specifically work at this important building. The rest 72 nurses are nurses-on-contract. The purpose of this research was to analyze pushing–pulling factors that dominantly influencing nurse’s desire to become GA civil-servant of DSGH based on Ravenstein’s Pull and Push theory approach. This was a descriptive cross-sectional study, conducted in July 2005. As a case study the result of this research applied only on GA of DSGH. The population was 69 (96%) GA nurses-on-contract who desired to become civil servants from all 72 nurses-on-contract. The sample was the total population and questionnaires were instruments to collect data. Regression statistical test was used as the analysis technique. Descriptive test was presented in the value of frequency and its percentage. The result showed from 69 nurses-on-contract, 40 (58.0%) desired to become civil-servants and be stationed at GA, 20 (29.0%) wished to become civil-servants although not necessarily be appointed at GA, 8 (11.6%)wanted to work at GA regardless of their status, and the last one (1.4%) chose to work, regardless of her status or workplace. The pushing factors (p

Keyword :

pushing factor, pulling factor, nurse, civil servant,


References :

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Archive Article

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Volume : 4 / No. : 2 / Pub. : 2006-05
  1. Integrated Health-care Services System Standard-operating-procedure (sop) For Traffic Accident At Road-side Public Health Centers (phc) (a Study At Purwosari Phc Operational Coverage Area)
  2. Pulling And Pushing Factors Analysis Of Nurses-on-contract To Become Civil Servants (a Case Study At Graha Amerta Of Dr.soetomo General Hospital Based On Ravenstein’s Pull And Push Theory Approach)
  3. Comparative Study Of Mbo And Mbp Application Towards Kediri Nursing Academy Student’s Academic Achievement
  4. Analysis Of The Influencing Factor On The Outpatient Medical Record Response Time (a Study At The Outpatient Medical Record Of Surabaya Hajj General Hospital)
  5. A Comparative Study Of The Execution Of Deming Cycle Approach Learning At Tuban Nursing Study Program And Juran Trilogy Approach At Lamongan Regency Nursing Academy
  6. Strategic Management Approach In An Effort To Increase Bor Of Surabaya A.yani Islamic Hospital

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