Original Research Indonesian Journal of Health Administration

(Jurnal Administrasi Kesehatan Indonesia)

p-ISSN 2303-3592, e-ISSN 2540-9301
10.20473/jaki.v10i1.2022.3-13

ANALISIS BUDAYA KINERJA PADA PUSKESMAS

SIMPANG EMPAT 1 TAHUN 2023
*Nita Pujianti 1, Aisha Saraswati2, Elma Meilani3, Indah Fitria4, M. Abdus Salam Assyaida5, Rusliyani6
1Program Studi Kesehatan Masyarakat, Fakultas Kedokteran, Universitas Lambung Mangkurat
2Program Studi Kesehatan Masyarakat, Fakultas Kedokteran, Universitas Lambung Mangkurat
3Program Studi Kesehatan Masyarakat, Fakultas Kedokteran, Universitas Lambung Mangkurat
4Program Studi Kesehatan Masyarakat, Fakultas Kedokteran, Universitas Lambung Mangkurat
5Program Studi Kesehatan Masyarakat, Fakultas Kedokteran, Universitas Lambung Mangkurat
6Program Studi Kesehatan Masyarakat, Fakultas Kedokteran, Universitas Lambung Mangkurat
Korespondensi*:
Address: Jl. A. Yani Km.36, 70714, Banjarbaru, Indonesia | e-mail: 2010912120005@mhs.ulm.ac.id

Abstract
Background: Puskesmas which is the spearhead of national health services in Indonesia. In its implementation, the
implementation of Organizational Culture is needed and must be considered because it can support and support or can also
reduce the performance of the Puskesmas employees.
Aims: The general purpose of this study is to determine the description of the type of organizational culture ranked one and the
dimensions of organizational culture ranked one, currently and expected by employees of Puskesmas Simpang Empat Satu.
Methods: The data that has been collected, analysis is carried out by adding up the results and finding the average value (mean)
for each answer A, B, C, or D
Results: The results of calculating the survey answer scores of 40 respondents regarding organizational culture trends are
currently ranked first is the Clan culture type, the second rank is followed by the Hierarchy culture type, the third rank is the Market
culture type, and the last rank is Adhoracy culture tips.
Conclusion: After analysis in accordance with OCAI Culture, it is known that the culture felt today is a Clan, as well as the culture
expected by its employees, namely the Clan. This is certainly expected to improve employee performance because the current
culture is in accordance with the expectations of the employees themselves.

Keywords: Organizational Culture, Puskesmas, OCAI

Abstrak
Latar Belakang: Puskesmas yang mana merupakan ujung tombak pelayanan kesehatan nasional di Indonesia. Dalam
pelaksanaannya, penerapan Budaya Organisasi diperlukan dan harus diperhatikan karena dapat menunjang dan mendukung
ataupun juga bisa menurunkan kinerja pegawai Pusekesmas tersebut.
Tujuan: Tujuan umum penelitian ini adalah untuk mengetahui gambaran jenis budaya organisasi peringkat satu dan dimensi dari
budaya organisasi peringkat satu, saat ini dan yang diharapkan oleh pegawai Puskesmas Simpang Empat Satu.
Metode: Data yang telah terkumpul, dilakukan analisa dengan menjumlahkan hasilnya dan mencari nilai rata-rata (mean) untuk
setiap jawaban A, B, C, atau D
Hasil: hasil hitung skor jawaban survei 40 responden mengenai kecendrungan budaya organisasi saat ini diperingkat pertama
adalah tipe budaya Clan, peringkat kedua disusul tipe budaya Hierarchy, peringkat ketiga tipe budaya Market, dan peringkat
paling akhir adalah tip budaya Adhoracy.
Kesimpulan: setelah di analisis sesuai dengan Budaya OCAI diketahui bahwa budaya yang dirasakan saat ini adalah Clan,
begitu juga dengan budaya yang diharapkan pegawainya yaitu juga Clan. Hal ini tentu diperkirakan dapat meningkatkan kinerja
pegawai karena budaya saat ini sudah sesuai dengan harapan pegawai itu sendiri.

Kata kunci: Budaya Organisasi, Puskesmas , OCAI

3 initial words of title... page Authors Last name

Original Research Indonesian Journal of Health Administration
(Jurnal Administrasi Kesehatan Indonesia)
p-ISSN 2303-3592, e-ISSN 2540-9301
10.20473/jaki.v10i1.2022.3-13

Indonesian Journal of Health Administration (Jurnal Administrasi Kesehatan Indonesia)

p-ISSN 2303-3592, e-ISSN 2540-9301
Volume 10 No.1 2022 DOI: 10.20473/jaki.xxxx.2022.xx
Received: (filled by admin) Revised: (filled by admin) Accepted: (filled by admin) Published: (filled by admin)
Published by Universitas Airlangga in collaboration with Perhimpunan Sarjana dan Profesional Kesehatan Masyarakat Indonesia (Persakmi).
This is an Open Access (OA) article distributed under the terms of the Creative Commons Attribution Share-Alike 4.0 International License
(https://creativecommons.org/licenses/by-sa/4.0/).

3 initial words of title... page Authors Last name

Original Research
Introduction
Community health centers are the
spearhead of health services as a support
in the success of the national health
program in Indonesia. Community health
centers are at the basic level of health
organizations where health workers work
together to achieve health development
goals. Organizational culture is inseparable
from an organization, a culture that grows
to be strong can trigger an organization to
develop in a better direction. Organizational
culture is built on deeply held beliefs about
how an organization should be run. The
Simpang Empat 1 Health Center in Banjar
Regency has middle accreditation status
with a functional organizational structure.
Functional group positions are a group of
positions with functions and tasks related to
functional services based on certain
expertise and skills (Ismandani et al., 2020;
Setiawan et al., 2019; Mitrohardjono &
Rosyidin, 2020).
Organizational culture is the values,
beliefs, assumptions or norms that have
long been in force, agreed upon and carried
out by employees or members in an
organization. Organizational culture
becomes a social force that can move
individuals within the organization to carry
out work activities. Performance is the
result of work achieved by employees
according to the established criteria. A
positive organizational culture will have a
positive impact on the results generated at
work and of course contribute significantly
to improving work quality, work productivity
and employee performance (Idayanti et al.,
2022).
The community health center is a
place to make efforts to improve health,
therefore it is necessary to know what
organizational culture is prominent in the
organization to support the performance of
employees at the community health center.
Organizational culture strengthens the
emotional connection between employees
so that each employee can contribute ideas
to support sustainability and development
of an organization. Organizational culture
that is both group and individual will provide
strength to the performance of employees
as a whole because the actions and
3 initial words of title...
Indonesian Journal of Health Administration
(Jurnal Administrasi Kesehatan Indonesia)
p-ISSN 2303-3592, e-ISSN 2540-9301
10.20473/jaki.v10i1.2022.3-13
behavior of employees in the organization
that they live will affect organizational
performance (Idayanti et al., 2022;
Ismandani et al., 2020).
One of the key elements in human
resource management that will determine
the success and failure of an organization
is organizational culture, so it is important
to carry out an analysis of organizational
culture in public health centers as an effort
to build employee capabilities and
performance (Ismandani et al., 2020).
Method
The sample in this study consisted of 40
respondents who were employees of the
Simpang Empat 1 Health Center, Banjar
Regency, South Kalimantan. The research
instrument was a questionnaire which
consisted of several questions covering
dominant characteristic variables,
organizational leadership, HR
management, organizational glue, strategic
emphasis and success criteria.
Questionnaires were made in the form of
print media which were then distributed to
respondents directly at the Simpang Empat
Satu Health Center. Data yang telah
terkumpul, dilakukan analisa dengan
menjumlahkan hasilnya dan mencari nilai
rata-rata (mean) untuk setiap jawaban A, B,
C, atau D.
Result and Discussion
Filling out the questionnaire will be
carried out by respondents selected by the
team. The characteristics of the
respondents in this organizational culture
assessment were employees at the
Simpang Empat 1 Health Center, Banjar
Regency. only 40 employees who can be
respondents
A. Result
Based on table 4.1, it is known that
from the results of calculating the score of
the survey answers of 40 respondents
regarding the current organizational culture
tendency, the first rank is the Clan culture
type, the second rank is followed by the
Hierarchy culture type, the third rank is the
Market culture type, and the last rank is the
page Authors Last name
Original Research Indonesian Journal of Health Administration
(Jurnal Administrasi Kesehatan Indonesia)
p-ISSN 2303-3592, e-ISSN 2540-9301
10.20473/jaki.v10i1.2022.3-13

Adhoracy culture tip. So it can be said that
the Clan's organizational culture is more
dominantly felt by local employees with a
score of 27,33.
Based on table 4.2, it is known that
from the results of calculating the score of
the survey answers of 40 respondents
regarding the tendency of organizational
culture that is expected to develop in the
organization, the first rank is the Clan
the Adhoracy culture type, the third rank is
the Market culture type, and the last rank is
the culture type. Hierarchy. So it can be
said that the more dominant Clan
organizational culture is expected to
develop in the local organizational
environment by local employees with a
score of 26,14.
Source: source is placed below the table (optional)

culture type, the second rank is followed by

Table 2. Frequency Distribution of Organizational Culture OCAI Score Results Perceived by

Simpang Empat 1 Health Center Employees, Banjar Regency 2023
Organizational Dimensions Mean/Item Mean Culture Type
Culture Dimensions Rating
1A 25.19
2A 21.73
3A 26.28
Clan (A) 26.14 1
4A 27.81
5A 23.28
6A 27,54
1B 25.16
2B 27.01
3B 25.87
Adhoracy (B) 25.04 2
4B 24.24
5B 22.35
6B 27.60
1C 23.53
2C 25.17
3C 26.79
Market (C) 24.68 3
4C 22.29
5C 22.23
6C 28.03
1D 25.13
2D 24.60
3D 22.85
Hierarchy (D) 24.14 4
4D 26.30
5D 23.72
6D 22.31

Source: Primary Data

Table 3. Frequency Distribution of Organizational Culture OCAI Score Results Expected by

Simpang Empat 1 Health Center Employees, Banjar Regency 2023

Organizational Dimensions Mean/Item Mean Culture Type

Culture Dimensions Rating
1A 25.19
Clan (A) 2A 21.73 26.14 1
3A 26.28

3 initial words of title... page Authors Last name

Original Research Indonesian Journal of Health Administration
(Jurnal Administrasi Kesehatan Indonesia)
p-ISSN 2303-3592, e-ISSN 2540-9301
10.20473/jaki.v10i1.2022.3-13

4A 27.81
5A 23.28
6A 27,54
1B 25.16
2B 27.01
3B 25.87
Adhoracy (B) 25.04 2
4B 24.24
5B 22.35
6B 27.60
1C 23.53
2C 25.17
3C 26.79
Market (C) 24.68 3
4C 22.29
5C 22.23
6C 28.03
1D 25.13
2D 24.60
3D 22.85
Hierarchy (D) 24.14 4
4D 26.30
5D 23.72
6D 22.31

Source: Primary Data

high commitment. The organization
a. The Dominant Organizational focuses on long-term benefits length of
Culture Today human resource development and attaches
Cameron, Kim S and Quinn, (2006) importance to it wholeness and morals.
classifies organizational culture into 4
types, namely Clan, Adhocracy, market and
hierarchy. At Simpang Empat Satu Health
Center, it is known that the type of
organizational culture that ranks first or is
the most dominant is the clan type, which
describes the type of organizational culture
that emphasizes the family system. This
clan type has an organizational climate that
emphasizes kinship and kinship within the
organization. This shows that the Simpang
Empat One Health Center has a close
sense of kinship between one employee
and another, as well as between superiors
and subordinates (Musaddad & Fawaidi,
2023).
In the clan culture, employees create
the puskesmas as a friendly workplace
where everyone shares with one another,
like a family big family. In an organization
with a clan culture, the effective leader is
one who displays parental figures, team
builders, caregivers, mentors, and
providers of support. This organization is
bound by loyalty and tradition, as well as

3 initial words of title... page Authors Last name

Original Research
b. Dimension of expected
organizational culture
Source: Primary Data
OCAI has six key dimensions of
organizational culture, namely dominant
characteristics, leadership style, employee
management, organizational adhesive,
strategic emphasis, and success criteria.
The table shows that for the Clan type the
dimension most expected by the Simpang
Empat 1 Health Center staff is the
dimension of organizational attachment.
This shows that there are changes related
to the current and expected dimensions of
organizational culture. At present the
dimensions applied are success criteria,
and the dimensions expected by the culture
and by employees are the adhesive of the
organization (Tunnisa & Kadiyono, 2020).
Organizational culture based on
organizational adhesive describes the
expected organizational culture in forming
close relationships and what values are
applied in the organization (Widodo et al.,
2022). Organizational adhesives show the
factors that drive organizational members
who are in the organization. The adhesive
that can bind the organization to clan
culture is loyalty and trust between
members of the organization (Tunnisa &
Kadiyono, 2020). Another adhesive that
can hold organizations together is a
commitment to innovation and
3 initial words of title...
Indonesian Journal of Health Administration
(Jurnal Administrasi Kesehatan Indonesia)
p-ISSN 2303-3592, e-ISSN 2540-9301
10.20473/jaki.v10i1.2022.3-13
development, in this case pressure to be on
the cutting edge. The pressure to achieve
and achieve goals as well as formal rules
and policies in an effort to improve the
organization so that it runs smoothly is also
the adhesive that can adhesive employees
together in an organization (Kaidu, 2019)
Source: Primary Data
Based on the previous discussion, it
is known that there is no significant
difference between the current culture and
the expected crocodile. Ranked 1st most
dominant in the current culture and the
expected culture is both the culture of the
Clan organization, which means that the
existing culture is as expected by
employees. Rank 2 is dominant, there is a
difference where the current culture of the
organizational culture is Hierarchy, while
the expected culture is the organizational
culture of Adhoracy, which means
Adhoracy takes precedence over Hierarchy
for employees. Ranked 3rd most dominant
is equally Market organizational culture.
Finally, for the dominant 4th rank, there is
also a difference where the current culture
of the organizational culture is Adhoracy,
while the expected culture is the
organizational culture of the Hierarchy
Conclusion
Organizational Culture is a value, or
norm that applies and is agreed upon by
members of an organization.
Organizational culture becomes a social
force that can move individuals within the
page Authors Last name
Original Research Indonesian Journal of Health Administration
(Jurnal Administrasi Kesehatan Indonesia)
p-ISSN 2303-3592, e-ISSN 2540-9301
10.20473/jaki.v10i1.2022.3-13

organization to carry out work activities. organisasi: studi kasus

One example is the Puskesmas which is perusahaan kontraktor di Daerah
the spearhead of national health services in Istimewa Yogyakarta. Agregat,
Indonesia. In its implementation, an 4(1), 312–317.
Organizational Culture is needed that can https://doi.org/10.30651/ag.v4i1.28
support and support the performance of the 18
Mitrohardjono, M., & Rosyidin, D. (2020).
Pusekesmas employees. At the Simpang
Startegi pengembangan struktur
Empat 1 Community Health Center in
organisasi sekolah dasaar (studi
Banjar Regency, a survey was carried out pada sekolah dasar Lab School
related to Organizational Culture by the FIP UMJ). Jurnal Tahdzibi:
team, after analysis according to OCAI Manajemen Pendidikan Islam,
Culture it was found that the culture that is 5(2), 69–80.
currently felt is Clan, as well as the culture https://doi.org/10.24853/tahdzibi.5.
expected of its employees, namely Clan. 2.69-80
This is certainly expected to improve Musaddad, A., & Fawaidi, B. (2023).
employee performance because the Budaya Organisasi Pesantren
current culture is in accordance with the Sebagai Upaya Menguatkan
expectations of the employees themselves. Perilaku Santri Dalam Belajar (
The suitability of the current and Studi Fenomenologi ). 04(01).
Setiawan, O., Utari, W., & Hartati, C. S.
expected organizational culture must be
(2019). Pengaruh motivasi kerja
maintained and maintained by all dan budaya organisasi terhadap
employees, because this will affect the kinerja pegawai pada Puskesmas
performance of employees at the Kapas Kabupaten Bojonegoro.
Puskesmas. The head of the Puskesmas Jurnal Mitra Manajemen, 3(5),
should be able to understand this better 585–598.
and be able to help all of his employees in Tunnisa, F. S., & Kadiyono, A. L. (2020).
terms of bonding with each other so that Analisis budaya organisasi stasiun
they feel comfortable working without televisi Lokal X di Bandung dengan
forgetting their responsibilities. OCAI (Organizational Culture
Assessment Instrument).
References Personifikasi: Jurnal Ilmu
Idayanti, I., Rusherina, R., & Agritubella, S. Psikologi, 11(2), 125–223.
M. (2022). Budaya organisasi dan https://doi.org/10.21107/personifik
kinerja perawat di puskesmas kota asi.v11i2.9103
dan puskesmas kabupaten. Jurnal Widodo, T., Hasaruddin, S. Bin, & Wening,
Ners Indonesia, 13(1), 8–13. N. (2022). Analisis budaya
https://doi.org/10.31258/jni.13.1.8- organisasi menggunakan
13 Organizational Culture
Ismandani, F., Chamariyah, & Subijanto. Assessment Instrument (OCAI)
(2020). Pengaruh budaya pada karyawan PT Eddy Transport
organisasi, motivasi kerja dan Raya. Journal of Management and
pengalaman kerja terhadap kinerja Social Sciences, 1(4), 182–193.
pegawai Puskesmas Giligenting https://doi.org/10.55606/jimas.v1i4
Kabupaten Sumenep. Jurnal Ilmiah .101
Manajemen, Ekonomi Bisnis,
Kewirausahaan, 8(1), 28–36.
Kaidu, T. (2019). Analisis hubungan
budaya organisasi dengan kinerja

3 initial words of title... page Authors Last name