Background: Nursing handover is an essential part of nursing practice to safe patient care, which occurs among nurses between shifts for transferring professional responsibility and accountability. However, there is limited information about the implementation and evaluation of nursing handover in Indonesian hospitals. Objective: This study aimed to describe the structures, processes, and barriers of the nursing handover in the Indonesian hospital context. Methods: This study employed a case study design in five inpatient units, especially in the medical-surgical wards of a referral hospital in Indonesia. The study was conducted from August to November 2018. A total of 100 handovers and 76 nurses were included. Focus group discussions were conducted in head nurses, nurse team leaders, and registered nurses. Observations were implemented to capture the handover process, including the number of the nurses in and out and the content of the information covered situation, background, assessment, and recommendations (SBAR). Data were analyzed using content analysis and fishbone analysis.Results: The nursing handover consisted of three phases: before, during, and after. The handover barriers were divided into manpower, material, money, method, environment, and machine. The content of handover varied according to nurses’ familiarity with the patients and their complexity. The nurses also actively participated during the handover process, although some nurses were absent in the handover time. About 75% of nurses had sufficient knowledge about the shift handover process using SBAR. The SBAR was adopted as a standard for handover, but no specific guideline or standard operating procedure.Conclusion: The results of this study can be used as basic information to develop a guideline of nursing handover and supervision in the context of hospitals in Indonesia and beyond.  This study was funded by the Department of Nursing, Universitas Indonesia, Indonesia.

Handover keperawatan di rumah sakit dapat berpengaruh terhadap hasil pelayanan kesehatan pasien. Handover merupakan bagian dari proses asuhan keperawatan sebagai pertukaran informasi pasien antar perawat, memastikan kontinuitas perawatan pasien, keselamatan pasien. Kepala ruangan memiliki fungsi melakukan supervisi pada proses handover, sehingga dapat meningkatkan kepedulian terhadap kualitas keperawatan, dan berpegang kepada etika keperawatan. Belum optimalnya pelaksanaan supervisi handover dianalisa menggunakan fishbone diagram untuk mendapatkan akar masalah/rootcause. Tujuan penelitian ini adalah menganalisis pelaksanaan supervisi handover keperawatan pada rumah sakit di Jakarta Selatan. Metodologi yang digunakan dengan metode wawancara, observasi, pengisian kuesioner dan telaah dokumen rekam medik pasien. Optimalisasi kualitas supervisi handover perawat dengan melakukan evaluasi pelaksanaan handover, memerlukan instrumen sesuai dengan standar prosedur operasional atau  standar akreditasi rumah sakit. Kepala ruangan perlu melakukan sosialisasi prosedur dan supervisi berkala pelaksanaan handover keperawatan, komitmen bersama mendukung program ini, menggunakan instrumen penilaian handover yang seragam, adanya audit dan evaluasi dari manajemen bidang keperawatan.

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.