Abd Kadir, Ryryn Suryaman Prana Putra, Agnes Ratna Saputri, Eny Sendra

ANALISIS HUBUNGAN GAYA KEPEMIMPINAN (LEADERSHIP) DENGAN KINERJA PERAWAT

Introduction

Analisis hubungan gaya kepemimpinan (leadership) dengan kinerja perawat. Penelitian di RSUD Daya Makassar menganalisis hubungan gaya kepemimpinan & kinerja perawat. Ditemukan pengaruh signifikan (p=0.045), menyarankan pemahaman gaya kepemimpinan untuk performa berkualitas.

Abstract

Nurse performance is influenced by various factors, both individual and organizational. Based on in-depth interviews conducted with five practicing nurses at the Daya Regional General Hospital (RSUD) in Makassar, several issues related to leadership style and nurse performance were identified. The findings indicate that the leadership style of nursing leaders is not yet fully perceived as effective by all practicing nurses. The purpose of this study was to analyze the relationship between leadership style and nurse performance. A cross-sectional design was used in this study. The study was conducted at the Daya Regional General Hospital (RSUD) in Makassar. The study was conducted in April 2025. The study population consisted of all 37 practicing nurses in the inpatient ward, who also became the study sample. The sampling technique used total sampling. The research instrument used a research questionnaire. Data analysis was performed using univariate and bivariate methods. The results showed a relationship between leadership style (p value: 0.045) and nurse performance. It is recommended that nurses understand the leadership style applied by the head of the ward to produce high-quality performance from practicing nurses at the hospital.         Keywords: Leadership, Performance, Nurses

Review

This study tackles a highly relevant topic concerning the crucial link between leadership and nurse performance, which is foundational to effective healthcare delivery. The abstract clearly outlines the study's objective to analyze this relationship, grounded by preliminary qualitative insights from practicing nurses. The identification of perceived ineffective leadership styles through initial interviews provides a compelling rationale for the quantitative investigation, setting a clear stage for the research question. The clear focus on a specific hospital in Makassar contributes to the context, although the generalizability of findings from a single institution might be limited. From a methodological standpoint, the use of a cross-sectional design is appropriate for exploring the relationship between variables at a specific point in time. The study's focus on the entire population of 37 practicing nurses in the inpatient ward, utilizing total sampling, ensures full coverage within the defined scope. However, the relatively small sample size from a single institution warrants careful consideration regarding the broader applicability of the findings. A significant concern that must be addressed is the stated study period of "April 2025," which indicates a future date. This is either a critical typographical error or suggests the study has not yet been conducted, raising fundamental questions about the veracity of the reported results and the scientific rigor of the abstract. Despite the methodological query regarding the study date, the reported result (p-value: 0.045) suggests a statistically significant relationship between leadership style and nurse performance. This finding aligns with established literature and underscores the importance of leadership in healthcare settings. However, the recommendation for nurses to "understand the leadership style applied by the head of the ward" appears to place the onus on the subordinate rather than addressing potential deficiencies or areas for improvement in leadership practices themselves, which feels somewhat misdirected given the study's premise. Future research would benefit from specifying the *types* of leadership styles investigated and exploring the mechanisms through which these styles impact performance, perhaps using longitudinal designs to infer causality and provide more actionable recommendations for leadership development.

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