The COVID-19 pandemic is a challenge for all parties and needs a fast, precise and integrated response. Nurses as the frontline are the people most at risk of contracting this disease. Changes in all aspects require that nurses can collaborate with other interprofessional teams and makes nurses vulnerable to pressure and stress that can lead to conflict. The role of nursing managers in creating a conducive work atmosphere and preventing interprofessional conflicts is needed. This study used literature reviews through the ScienceDirect online database, SAGE journals, Wiley Online Library and other sources, which aims to analyze the strategy of nurse managers in preventing interprofessional conflicts in the era of the COVID-19 pandemic. The results show that providing education on the control and prevention of COVID-19 infection, supervision, improving effective communication through information technology, optimizing workflows, improving nursing standards, providing support and implementing crisis management are strategies that can be used by nurse managers. Assertiveness can be used as conflict management to prevent interprofessional conflicts in the pandemic era.  Each profession can communicate positively with other interprofessional teams, accept each other and carry out professional responsibility and making decisions about COVID-19 patients.

Perilaku Perawat memiliki pengaruh yang kuat terhadap kebutuhan dan keberhasilan edukasi pasien yang bertujuan mengidentifikasi determinan perilaku perawat dalam pemberian edukasi pasien dengan desain cross sectional. Penelitian menggunakan total sampling dengan 210 sampel sesuai dengan kriteria inklusi. Instrumen yang digunakan merupakan modifikasi dari berbagai tinjauan literatur yang kemudian diuji validitas dan reliabilitas. Mayoritas perawat memiliki karakteristik sebagai berikut: berjenis kelamin perempuan, berumur < 35 tahun, pendidikan D3 Keperawatan, memiliki total pengalaman < 10 tahun, berstatus PNS, sudah mengikuti pelatihan (dalam tiga tahun belakangan), tetapi memiliki pengetahuan yang kurang terkait pemberian edukasi pasien. Terdapat hubungan antara umur, pencapaian, kebijakan, kondisi kerja, supervisi, dukungan sosial, dan fungsi perencanaan kepala ruangan dengan perilaku perawat dalam pemberian edukasi pasien (p=0,001-0,037), variabel yang paling dominan mempengaruhi perilaku perawat dalam pemberian edukasi pasien adalah dukungan sosial (OR= 5,186). Manajer keperawatan beserta seluruh jajaran rumah sakit perlu membuat program penunjang pemberian edukasi pasien, melengkapi segala sarana dan prasarana yang ada, beserta mempersiapkan sumber daya yang kompeten. Kata-kata kunci: edukasi pasien, determinan, perilaku perawat ABSTRACT Nurse behavior has a strong influence on the need and trust of patient education which identifies determinants of nurse behavior in presenting patient education with a cross sectional design. The study used total sampling with 210 samples according to the inclusion criteria. The instrument used was a modification of various literature reviews which tested its validity and reliability. The majority of nurses have the following characteristics: female, <35 years old, not attending D3 Nursing, having total experience <10 years, civil servant status, having attended training (in the last three years), but lacking knowledge related to providing patient education . There is a relationship between age, policies, policies, working conditions, supervision, social support, and the planning function of the head of the room with the behavior of nurses in providing patient education (p = 0.001-0.037), the most dominant variable affecting the behavior of nurses in providing patient education is support. social (OR = 5,186). Nursing managers and the ranks of the hospital need to create a support program to offer patient education, complete all existing facilities and infrastructure, as well as prepare competent resources.

Salah satu stressor yang dialamni oleh klien End Stage Renal Disease (ESRD) sebagai akibat tidak berfungsinya ginjal adalah masalah kelebihan cairan. Pengaturan pemasukan cairan akan mengurangi penambahan cairan di dalam pembluh daah antara dua waktu hemodialisis (HD). Merujuk pada teori Orem tentang Self Care, diyakini bahwa klien mempunyai kemampuan untuk mengatur pemasukan cairan secara mandiri. Berdasarkan teori ini dikembangkan suatu program untuk mengendalikan cairan untuk menolong klien HD yang mengalami kelebihan cairan di suatu rumah sakit umum di Jakarta pada tahun. Dari 24 klien HD yang berhasil menyelesaikan program ini 2 orang (8%) berada pada grafik baik, 15 orang (63%) berada pada grafik rata-rata, dan 7 orang (29%) berada pada grafik bahaya. Fluid overload is one of the stressors experienced by End Stage Renal Disease clients. The management of fluid intake will minimize the amount of fluid in blood vessel inter-dialysis time. Refer to Orem theory of self care; it is believed that hemodialysis (HD) clients have the ability to regulate the fluid intake. Based on theory; it was developed a program for helping HD clients to reduce their fluid overload in a public hospital in Jakarta. Twenty-four HD clients have completed the program successfully, who were 8% in good graphic, 63% in average graphic, and 29% in dangerous graphic.

The Relationship Interest of being A Nurse with Job Satisfaction at "X". Hospital udul bahasa Inggris. Job satisfaction has a positive impact for nurses in doing their work.The interest is a mental process that creates whether positive or negative feelings to each individual that are associated with satisfaction in work. The purpose of this research is to identify the relations interest of being a nurse and job satisfaction at "X" Hospital. The method of this research is using probability sampling with 167 samples according to inclusion criteria. The instrument that is being used is modification from various literature reviews which will test to validate and the reliability results to get the valid and reliable results. Results: The average age of the nurses in the Inpatient Room of the "X" Hospital are 33 years old, 9.6 years of working, most of them are female with a Diploma Nursing education, had PNS staff status, are married, and worked in the inpatient unit. Conclusion: The Factors that have a relations with job satisfaction are age, work units, years of service, employment status, and the most influential factor towards the job satisfaction that is the interest of being a nurse. Recommendation: Nursing management creates a program to develop interest of being a nurse by striving for a regular rotation schedule, facilitating work safety and comfort by providing a reward system in the form of increased incentives or with praise, also needs to conduct regular job satisfaction evaluations.

Remunerasi adalah suatu imbalan dari suatu pekerjaan. Selain sebagai imbalan, remunerasi merupakan suatu penghargaan terhadap kerja yang dihasilkan. Remunerasi yang sesuai dengan hasil kerja yang diberikan dapat mencegah ketidakpuasan. Pekerja yang dimaksud dalam tulisan ini adalah perawat. Perawat pelaksana dalam menjalankan tugasnya di Rumah Sakit mempunyai keunikan tersendiri sebab selain menggunakan ilmu juga menggunakan fisik.Oleh karena itu, imbalan yang diterima perawat belum tidak bisa menggunakan standar penggajian karyawan lainnya.Suatu kenyataan bahwa imbalan yang diterima perawat belum dapat memenuhi kebutuhan hidup mereka.Beberapa saran diajukan sebagai pertimbangan dalam menentukan sistem termasuk standar remunerasi bagi perawat. Remuneration is a repayment of services. Besides as a repayment, the remuneration is a proposed reward for the output of work. The reasonable remuneration which is appropriate with the output of work can prevent the worker’s unsatisfaction, in this case, the nurse. Nurse as a direct care provider in performing their task in the hospital have a special uniquiness, because in addition to the application of knowledge the also actively involved physically. Therefore, the awarded repayment for nurses can’t utilize the payroll standard for other workers. Input, the repayment received by nurses still can’t meet the reasonable needs of their living expenses. Several recommendation are proposed as a consideration to determine the remuneration system including standard for nurses.