Kinerja Petugas Imunisasi Puskesmas di Kabupaten Parigi Moutong

• Main Authors: , Abdul Malik Ibrahim, , Prof.dr.Hari Kusnanto J, Dr.PH
• Format: Theses and Dissertations NonPeerReviewed
• Published: [Yogyakarta] : Universitas Gadjah Mada 2013
• Subjects: ETD
• Online Access: https://repository.ugm.ac.id/123902/; http://etd.ugm.ac.id/index.php?mod=penelitian_detail&sub=PenelitianDetail&act=view&typ=html&buku_id=64018
• Institution: Universitas Gadjah Mada

Background: After the national immunization target announced in 2010, was not achieved, the government re- targets it to be achieved by 2014. The achievement of Parigi Moutong District in immunization clinic still varies and shows a large gap. There are some health centers having high immunization coverage, but there are others with coverage far below the target. Objective: The research aimed at obtaining the description and differences in performance, work discipline and job satisfaction of immunization officers with high coverage and low coverage . Method: The research applied a qualitative descriptive study design employing a case study. The research participants were officers from health centers, health offices, and mothers whose infants receive immunization services. The number of participants was 45. The research data were collected by document investigation, interviews , focus group discussions ( FGD ), and observation . Result: The health officers of Balinggi health center maintain good performance in immunization. It was found the suitability of the work in terms of quantity and quality with the targets and standards set. While the health officers in Moutong health center showed less good performance. There was an achievement discrepancy in quantity and quality of work with the set targets or standards. The immunization health officers in Balinggi health center showed good disciplinary level. It was found that the officers were discipline at the office attendance, discipline at work and discipline at the office hour , and they were always on time in completing the work. But the officers were still lacking an official observance of clothing or attributes. While at the immunization health officers in Moutong center showed discipline at unfavorable level. It was found that the officers did not have the discipline at the office attendance, at the timeliness in completing the work, and in finishing the office hour. But the officers had discipline at uniforms or attributes. In Balinggi health center the job satisfaction at the level of immunization health officers was less satisfied. The officers felt less satisfied with salary, welfare funds or incentives, the operational funds, and the sense of security and satisfaction in carrying out the work. However, the officers were satisfied with the leaders� attention. While at Moutong health center the immunization officers felt less satisfied with salary, welfare funds or incentives, the operational funds, and the sense of security and satisfaction in carrying out the work. They were also less satisfied with the leaders� attention. Conclusion: Balinggi health center still retains better performance, discipline at work, and job satisfaction than Moutong health center. There are differences in the performance, job satisfaction and work discipline of immunization officers in Balinggi health center and those in Moutong health center. Improving the performance of immunization officers requires disciplinary reinforcement and job to priority.