Jurnal Manajemen dan Bisnis, ISSN 2775-9806 (cetak) dan ISSN 2775-9814 (Online), dikelola Program Studi Manajemen diterbitkan oleh Fakultas Ekonomi dan Bisnis Universitas Prof. Dr. Moestopo (Beragama). Jurnal Manajemen dan Bisnis diterbitkan dua kali setahun (pada April dan Oktober). Menerima artikel yang akan direview oleh editor internal maupun eksternal. Selanjutnya artikel tersebut akan direview oleh reviewer kami dengan keahlian terkait. Artikel akan ditinjau oleh peer review double-blind. Jurnal Manajemen Bisnis menerima artikel dalam cakupan sebagai berikut: Bidang fungsional manajemen: Keuangan, Pemasaran, Operasional, dan Manajemen Sumber Daya Manusia Akuntansi Manajemen Kewirausahaan Etika bisnis Keberlanjutan Manajemen Pengetahuan dan Organisasi Pembelajaran Jurnal Manajemen dan Bisnis terakreditasi SINTA-5 berdasarkan SK Ditjen Dikti Kemendikbud No. 177/E/KPT/2024, 15 Oktober 2024 mulai Volume 1(2) 2021 sampai Volume 6(1) 2026.
Universitas Prof. Dr. Moestopo (Beragama)
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PENGARUH PELATIHAN, PENGALAMAN KERJA DAN KOMPETENSI SUMBER DAYA MANUSIA TERHADAP KINERJA PEGAWAI
This study aims to analyze the influence of training (X1), work experience (X2) and human resource competency (X3) on employee performance (Y) at the Directorate General of State Financial Audit I of the Republic of Indonesia Audit Board. The hypotheses tested in this study are: (1) It is suspected that the training variable (X1) influences employee performance (Y). (2) It is suspected that the work experience variable (X2) influences employee performance (Y). (3) It is suspected that the human resource competency variable (X3) influences employee performance (Y). (4) It is suspected that the training variables (X1), work experience (X2) and human resource competency (X3) simultaneously influence employee performance (Y). This study employed a quantitative analytical descriptive design. The sampling technique used was Proportionate Stratified Random Sampling, with 73 respondents. A questionnaire was used as the data collection instrument. Data analysis techniques included descriptive analysis, analytical requirements testing, BLUE assumption testing, and hypothesis testing. The results of the study showed that: First, the training variable has a significant influence on employee performance at the Directorate General of State Financial Audit I of the Republic of Indonesia Audit Board, where the t-value is 8.377 > t-table 2.000 with a significance value of 0.000 < 0.05. Second, the work experience variable has a significant influence on employee performance at the Directorate General of State Financial Audit I of the Republic of Indonesia Audit Board, where the tvalue is 8.962 > ttable 2.000 with a significance value of 0.000 < 0.05. Third, the human resource competency variable has a significant influence on employee performance at the Directorate General of State Financial Audit I of the Republic of Indonesia Audit Board, where the t-value is 8.816 which is greater than the t-value of 2.000 with a significance value of 0.000 < 0.05. Fourth, the variables of training, work experience and human resource competency simultaneously have a significant influence on employee performance at the Directorate General of State Financial Audit I of the Republic of Indonesia Audit Board, where the F-value obtained is 35.597 > Ftable 2.74 with a significance value of 0.000 < 0.05.
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PENGARUH MOTIVASI, KOMUNIKASI DAN STRES KERJA TERHADAP KINERJA PEGAWAI
This study aims to analyze the influence of motivation (X1), communication (X2) and work stress (X3) on employee performance (Y) at the Directorate General of State Financial Audit of the Republic of Indonesia Audit Board. The hypotheses tested in this study are: (1) It is suspected that the motivation variable (X1) influences employee performance (Y). (2) It is suspected that the communication variable (X2) influences employee performance (Y). (3) It is suspected that the work stress variable (X3) influences employee performance (Y). (4) It is suspected that the motivation variables (X1), communication (X2) and work stress (X3) simultaneously influence employee performance (Y). This study employed a quantitative analytical descriptive design. The sampling technique employed was saturated sampling, where the entire population was sampled. The sample size for this study was 50 respondents. A questionnaire was used as the data collection instrument. The data analysis techniques employed were descriptive analysis, analytical requirements testing, BLUE assumption testing, and hypothesis testing. The results of the study showed that: First, the motivation variable partially showed a positive and significant effect on employee performance (the coefficient value of t count > t table, 6.948 > 2.021 at a significance of 0.000 < 0.05). So the hypothesis (H1) is accepted. Second, the communication variable partially showed a positive and significant effect on employee performance (the coefficient value of t count > t table, 8.686 > 2.021 at a significance of 0.000 < 0.05). So the hypothesis (H2) is accepted. Third, the work stress variable partially showed a positive and significant effect on employee performance (the coefficient value of t count > t table, 8.886 > 2.021 at a significance of 0.000 < 0.05). So the hypothesis (H3) is accepted. Fourth, the results of this study indicate that motivation, communication, and work stress simultaneously have a positive effect on employee performance, with a calculated F coefficient of 34.005 > Ftable 2.81 at a significance level of 0.000 < 0.05. So it can be concluded that H4 is accepted
PENGARUH KUALITAS PELAYANAN, KUALITAS PRODUK DAN RELATIONSHIP QUALITY TERHADAP LOYALITAS NASABAH
This study aims to analyze the influence of service quality (X1), product quality (X2) and relationship quality (X3) on customer loyalty (Y) at the Head Office of Bank Syariah Indonesia. The hypotheses tested in this study are: (1) It is suspected that the service quality variable (X1) influences customer loyalty (Y). (2) It is suspected that the product quality variable (X2) influences customer loyalty (Y). (3) It is suspected that the relationship quality variable (X3) influences customer loyalty (Y). (4) It is suspected that the service quality variables (X1), product quality (X2) and relationship quality (X3) simultaneously influence customer loyalty (Y). This study employed a quantitative analytical descriptive design. The sampling technique used was Proportionate Stratified Random Sampling, with 99 respondents. A questionnaire was used as the data collection instrument. Data analysis techniques included descriptive analysis, analytical requirements testing, BLUE assumption testing, and hypothesis testing. The results of the study showed that: First, the service quality variable partially showed a positive and significant effect on customer loyalty (the coefficient value of t count > t table, 10.016 > 1.980 at a significant 0.000 < 0.05). So the hypothesis (H1) is accepted. Second, the product quality variable partially showed a positive and significant effect on customer loyalty (the coefficient value of t count > t table, 8.463 > 1.980 at a significant 0.000 < 0.05). So the hypothesis (H2) is accepted. Third, the relationship quality variable partially showed a positive and significant effect on customer loyalty (the coefficient value of t count > t table, 8.940 > 1.980 at a significant 0.000 < 0.05). So the hypothesis (H3) is accepted. Fourth, the results of this study indicate that service quality, product quality and relationship quality together (simultaneously) have a positive effect on customer loyalty, with a coefficient value of F count 49.112 > F table 2.72 at a significance of 0.000 < 0.05 that H4 is accepted (H0 is rejected).
PENGARUH PENGALAMAN KERJA DAN TINGKAT PENDIDIKAN TERHADAP PRESTASI KERJA PEGAWAI DENGAN MOTIVASI KERJA SEBAGAI VARIABEL MEDIASI
This study aims to analyze the influence of work experience (X1) and education level (X2) on employee work performance (Y) with work motivation (Z) as an intervening variable. The hypotheses tested in this study are: (1) It is suspected that the work experience variable (X1) influences work motivation (Z). (2) It is suspected that the education level variable (X2) influences work motivation (Z). (3) It is suspected that the work experience variable (X1) influences employee work performance (Y). (4) It is suspected that the education level variable (X2) influences employee work performance (Y). (5) It is suspected that the work motivation variable (Z) influences employee work performance (Y), (6) It is suspected that the work experience variable (X1) influences employee work performance (Y) through work motivation (Z) and (7) It is suspected that the education level variable (X2) influences employee work performance (Y) through work motivation (Z). This study employed a quantitative analytical descriptive design. The sampling technique used was Proportional Stratified Random Sampling, with 81 respondents. A questionnaire was used as the data collection instrument. Data analysis techniques included descriptive analysis, requirements analysis testing, BLUE assumption testing, hypothesis testing, path analysis, and the Sobel test. The results of the study obtained that: First, the influence of the work experience variable on the work motivation variable has a significant influence, where the t-count value of 6.405 is greater than the t-table value of 1.980 with a significance value of 0.000 <0.05. Second, the influence of the education level variable on the work motivation variable has a significant influence, where the t-count value of 13.109 is greater than the t-table value of 1.980 with a significance value of 0.000 <0.05. Third, The influence of work experience variables on employee work performance variables has a significant influence, where the t-value is 6.894 which is greater than the t-table value of 1.980 with a significance value of 0.000 <0.05. Fourth, The influence of education level variables on employee work performance variables has a significant influence, where the t-value is 7.471 which is greater than the t-table value of 1.980 with a significance value of 0.000 <0.05. Fifth, The influence of work motivation variables on employee work performance variables has a significant influence, where the t-value is 8.753 which is greater than the t-table value of 1.980 with a significance value of 0.000 <0.05. Sixth, work experience has a significant influence on employee work performance through work motivation. Seventh, the education level variable can through a mediating variable, namely work motivation, influence employee work performance.
PENGARUH KETERLIBATAN PEGAWAI, LINGKUNGAN KERJA DAN KEPUASAN KERJA TERHADAP KOMITMEN ORGANISASI
This study aims to analyze the influence of employee engagement, work environment and job satisfaction on organizational commitment at the Directorate General of State Financial Audit III of the Republic of Indonesia Financial Audit Agency. This study uses a quantitative descriptive design. The sampling technique used is Proportionate Stratified Random Sampling, where the sample of respondents is 75 people. The data collection instrument uses a questionnaire. The data analysis technique uses the BLUE assumption test and hypothesis testing which includes correlation coefficient analysis, determination analysis, multiple regression analysis, t-test and F-test. The results of the study show that: (1) Employee engagement has a strong and significant effect on organizational commitment at the Directorate General of State Financial Audit III of the Republic of Indonesia Financial Audit Agency, with a correlation coefficient value of 0.670, a determination coefficient value of 44.9%, a t-count value of 7.710 and a significance value of 0.000. (2) The work environment has a strong and significant influence on organizational commitment at the Directorate General of State Financial Audit III of the Republic of Indonesia Audit Agency, with a correlation coefficient of 0.675, a determination coefficient of 45.6%, a calculated t-value of 7.826, and a significance value of 0.000. (3) Job satisfaction has a strong and significant influence on organizational commitment at the Directorate General of State Financial Audit III of the Republic of Indonesia Audit Agency, with a correlation coefficient of 0.672, a determination coefficient of 45.1%, a calculated t-value of 7.750, and a significance value of 0.000. (4) Employee involvement, the work environment, and job satisfaction have a strong and significant influence on organizational commitment at the Directorate General of State Financial Audit III of the Republic of Indonesia Audit Agency, with a correlation coefficient of 0.722, a determination coefficient of 52.1%, an F-value of 25.703, and a significance value of 0.000.
PENGARUH KOMPETENSI, BEBAN KERJA, DAN KARAKTERISTIK PEKERJAAN TERHADAP PRESTASI KERJA PEGAWAI
This study aims to analyze the collective influence of competency, workload, and job characteristics on employee performance at the Directorate General of State Audit II, the Supreme Audit Agency of the Republic of Indonesia. This study employed a quantitative descriptive design. The sampling technique used was Proportionate Stratified Random Sampling, with 75 respondents. The data collection instrument was a questionnaire. The data analysis technique used the BLUE assumption test and hypothesis testing, including correlation coefficient analysis, determination analysis, multiple regression analysis, t-test, and F-test. The results of the study indicate that: (1) competence has a very strong and significant influence on employee work performance at the Directorate General of State Financial Audit II of the Republic of Indonesia Audit Board, where the correlation coefficient value is 0.842 and the t-count value is 13.315; (2) workload has a very strong and significant influence on employee work performance at the Directorate General of State Financial Audit II of the Republic of Indonesia Audit Board, where the correlation coefficient value is 0.850 and the t-count value is 13.759; (3) job characteristics have a very strong and significant influence on employee work performance at the Directorate General of State Financial Audit II of the Republic of Indonesia Audit Board, where the correlation coefficient value is 0.851 and the t-count value is 13.867; (4) competence, workload and job characteristics have a very strong and significant influence on employee work performance at the Directorate General of State Financial Audit II of the Republic of Indonesia Audit Board, where the correlation coefficient value is 0.882 and the F-count value is 82.596.
DETERMINAN JENJANG KARIR FUNGSIONAL PERAWAT CRITICAL CARE: PERAN MEDIASI KEPEMIMPINAN TRANSFORMASIONAL
The development of a functional career ladder for critical care nurses is a vital aspect of hospital management influenced by competence, tenure, and leadership dynamics, yet its implementation often faces structural challenges regarding fairness and competency recognition. This study aims to examine the influence of work competence and job tenure on the functional career ladder, with transformational leadership as an intervening variable among critical care nurses at Pertamina Central Hospital (RSPP). Employing a quantitative explanatory design, primary data were collected via structured questionnaires from a total population of 64 critical care nurses using a total sampling technique. Data analysis was performed using SPSS version 23.0, encompassing validity and reliability tests, as well as path analysis to evaluate direct and indirect effects at a 5% significance level. The analysis reveals that job tenure significantly influences both transformational leadership and the functional career ladder, whereas work competence demonstrates no significant effect on either variable. Furthermore, transformational leadership positively impacts the career ladder and significantly mediates the relationship between job tenure and career progression, but fails to mediate the influence of work competence. It is concluded that seniority and supportive leadership roles are more dominant drivers than technical competence in determining career mobility within this specific hospital setting. Practically, hospital management is advised to revitalize competence-based assessment systems while reinforcing transformational leadership capacity among nurse managers to ensure a more meritocratic career structure.
PENGARUH PENGARUH INTEGRITAS, PROFESIONALISME DAN OBJEKTIVITAS TERHADAP KUALITAS KERJA PEGAWAI
This study aims to determine and describe the influence of integrity, professionalism and objectivity together on the quality of employee work at the Directorate General of State Financial Audit I of the Republic of Indonesia Audit Board. This study uses a quantitative descriptive design. The sampling technique used is Proportionate Stratified Random Sampling, where the sample of respondents is 73 people. The data collection instrument uses a questionnaire. The data analysis technique uses the BLUE assumption test and hypothesis testing which includes correlation coefficient analysis, determination analysis, multiple regression analysis, t-test and F-test. The results of the study show that: (1) Integrity has a very strong and significant influence on the quality of employee work at the Directorate General of State Financial Audit I of the Republic of Indonesia Audit Board, with a correlation coefficient value of 0.821 and a t-count value of 12.102. (2) Professionalism has a very strong and significant influence on the quality of employee work at the Directorate General of State Financial Audit I of the Republic of Indonesia Audit Board, with a correlation coefficient value of 0.826 and a t-count value of 12.929. (3) Objectivity has a very strong and significant influence on the quality of employee work at the Directorate General of State Financial Audit I, the Republic of Indonesia Audit Agency, with a correlation coefficient of 0.824 and a t-test of 12.254. (4) Integrity, professionalism, and objectivity have a very strong and significant influence on the quality of employee work at the Directorate General of State Financial Audit I, the Republic of Indonesia Audit Agency, with a correlation coefficient of 0.863 and an F-test of 67.398.
PENGARUH DESKRIPSI PEKERJAAN DAN PENEMPATAN KERJA TERHADAP EFEKTIVITAS KERJA PEGAWAI MELALUI ANALISIS JABATAN SEBAGAI VARIABEL INTERVENING
This study aims to analyze the influence of job descriptions and job placement on employee work effectiveness, using job analysis as an intervening variable at the Directorate General of State Financial Audit III, the Republic of Indonesia Audit Agency. The sampling technique used was Proportionate Stratified Random Sampling, with a sample of 75 respondents. The data collection instrument used a questionnaire. The data analysis technique used measurement model analysis (outer model) and structural model analysis (inner model) using SmartPLS 4.0 software. The results of the study indicate that: (1) The job description variable has a positive and significant effect on employee work effectiveness at the Directorate General of State Financial Audit III. (2) The job placement variable has a positive and significant effect on employee work effectiveness at the Directorate General of State Financial Audit III, the Republic of Indonesia Audit Agency. (3) The job description variable has a positive and significant effect on job analysis at the Directorate General of State Financial Audit III, the Republic of Indonesia Audit Agency. (4) The job placement variable has a positive and significant effect on job analysis at the Directorate General of State Financial Audit III, the Republic of Indonesia Audit Agency. (5) The job analysis variable has a positive and significant effect on employee work effectiveness at the Directorate General of State Financial Audit III. (6) The job description variable has a positive but insignificant effect on employee work effectiveness through job analysis as an intervening variable at the Directorate General of State Financial Audit III. (7) The job placement variable has a positive and significant effect on employee work effectiveness through job analysis as an intervening variable at the Directorate General of State Financial Audit III.
PENGARUH PELATIHAN, SUPERVISI DAN KUALITAS KERJA TERHADAP PRESTASI KERJA PEGAWAI
This study aims to determine the magnitude of the influence of training, supervision and work quality together on employee work performance at the Directorate General of State Financial Audit I of the Audit Board of the Republic of Indonesia. This study uses a quantitative descriptive design. The sampling technique used is Proportionate Stratified Random Sampling, where the sample of respondents is 73 people. The data collection instrument uses a questionnaire. The data analysis technique uses the BLUE assumption test and hypothesis testing which includes correlation coefficient analysis, determination analysis, multiple regression analysis, t-test and F-test. The results of the study show that: (1) Training has a strong and significant effect on employee work performance at the Directorate General of State Financial Audit I of the Audit Board of the Republic of Indonesia, with a correlation coefficient value of 0.667, a determination coefficient value of 44.4%, a t-count value of 7.534 and a significance value of 0.000. (2) Supervision has a strong and significant influence on employee work performance at the Directorate General of State Financial Audit I of the Audit Board of the Republic of Indonesia, with a correlation coefficient of 0.676, a determination coefficient of 45.8%, a calculated t-value of 7.739, and a significance value of 0.000. (3) Work quality has a strong and significant influence on employee work performance at the Directorate General of State Financial Audit I of the Audit Board of the Republic of Indonesia, with a correlation coefficient of 0.669, a determination coefficient of 44.7%, a calculated t-value of 7.574, and a significance value of 0.000. (4) Training, supervision, and work quality have a strong and significant influence on employee work performance at the Directorate General of State Financial Audit I of the Audit Board of the Republic of Indonesia, with a correlation coefficient of 0.718, a determination coefficient of 51.6%, an F-value of 24.538, and a significance value of 0.000.
DETERMINASI KINERJA KARYAWAN: PERAN PENGEMBANGAN SDM, MOTIVASI, DAN KOMPENSASI
In the highly competitive telecommunications and Business Process Outsourcing (BPO) industry, employee performance is a critical determinant of service quality and organizational success. To maintain a competitive edge, organizations must optimize their human capital through strategic interventions in Human Resource Development (HRD), work motivation, and equitable compensation systems. This study aims to examine the partial and simultaneous effects of HRD, Work Motivation, and Compensation on Employee Performance at PT Infomedia Nusantara Fatmawati. Employing a quantitative approach with an explanatory survey design, primary data were collected via structured questionnaires from a sample of 100 employees, selected through simple random sampling from a population of 300. The data were analyzed using SPSS version 23.0, encompassing descriptive statistics, instrument quality tests, and multiple linear regression analysis. The findings reveal that HRD, Work Motivation, and Compensation significantly and positively influence Employee Performance, both individually and simultaneously. The regression model demonstrates strong predictive power, with a coefficient of determination (R²) of 0.766, indicating that these three variables jointly account for 76.6% of the variance in employee performance. The study concludes that integrated management strategies focusing on continuous competency development, psychological motivation enhancement, and competitive reward systems are imperative for optimizing workforce productivity and service excellence.
THE INFLUENCE OF KNOWLEDGE LEVEL, MOTIVATION, AND HOSPITAL HUMAN RESOURCE FACILITIES ON THE UTILIZATION OF THE HOSPITAL MANAGEMENT INFORMATION SYSTEM AT RSGMP MOESTOPO
The rapid development of information and communication technology has driven digital transformation in the healthcare sector, including the implementation of the Hospital Management Information System (HMIS) as a mandatory system to improve service quality, efficiency, and data accuracy. This study aimed to analyze the influence of knowledge level, motivation, and facilities on HMIS utilization by hospital human resources at the Teaching Dental and Oral Hospital of Prof. Dr. Moestopo University (Beragama). This research employed a quantitative approach with a correlational design and involved all 50 hospital staff as respondents using a total sampling technique. Data were collected through a structured questionnaire and analyzed using multiple linear regression with SPSS version 23.0. The results indicate that knowledge level and facilities have a positive and significant effect on HMIS utilization, while motivation does not show a significant influence. Facilities emerged as the most dominant factor affecting system utilization. Simultaneously, knowledge, motivation, and facilities significantly influence HMIS utilization, with the regression model explaining 80.9% of the variance. These findings suggest that successful HMIS implementation depends not only on technological readiness but also on human resource competence and the availability of adequate supporting facilities. Strengthening staff knowledge and ensuring sufficient infrastructure are therefore essential strategies for optimizing HMIS utilization in teaching hospital settings.
PENGARUH MOTIVASI, KOMUNIKASI DAN STRES KERJA TERHADAP PRODUKTIVITAS KERJA PEGAWAI PADA DIREKTORAT JENDERAL PKN VII BADAN PEMERIKSA KEUANGAN REPUBLIK INDONESIA
This study aims to analyze the influence of motivation (X1), communication (X2) and work stress (X3) on employee work productivity (Y) at the Directorate General of PKN VII of the Republic of Indonesia Audit Board. The hypotheses tested in this study are: (1) It is suspected that the motivation variable (X1) influences employee work productivity (Y). (2) It is suspected that the communication variable (X2) influences employee work productivity (Y). (3) It is suspected that the work stress variable (X3) influences employee work productivity (Y). (4) It is suspected that the motivation variables (X1), communication (X2) and work stress (X3) simultaneously influence employee work productivity (Y). This study employed a quantitative analytical descriptive design. The sampling technique used was Proportional Stratified Random Sampling, with 75 respondents. A questionnaire was used as the data collection instrument. Data analysis techniques included descriptive analysis, requirements analysis testing, BLUE assumption testing, and hypothesis testing. The results of the study showed that: First, the motivation variable has a significant influence on employee work productivity, obtained a t-value of 7.925> t-table 2.000 with a significance value of 0.000 <0.05. Second, the communication variable has a significant influence on employee work productivity, obtained a t-value of 9.017> t-table 2.000 with a significance value of 0.000 <0.05. Third, the work stress variable has a significant influence on employee work productivity, obtained a t-value of 8.723> t-table 2.000 with a significance value of 0.000 <0.05. Fourth, the motivation, communication and work stress variables simultaneously have a significant influence on employee work productivity at the Directorate General of PKN VII of the Republic of Indonesia Audit Board, obtained an F-value of 33.935> F-table 2.74 with a significance value of 0.000 <0.05.
PERAN KEPEMIMPINAN TRANSFORMASIONAL DALAM MEMEDIASI PENGARUH REMUNERASI TERHADAP KINERJA PEGAWAI BIRO SEKRETARIAT PIMPINAN PADA BPK RI
This study aims to analyze the role of transformational leadership in mediating the influence of remuneration on employee performance. This study uses a quantitative analytical descriptive design. The saturated sampling technique (saturated sampling) non-probability sampling means that the entire population is sampled totaling 98 respondents at the BPK Leadership Secretariat Bureau. The data collection instrument uses a questionnaire. The data analysis techniques use descriptive analysis, analysis requirements test, BLUE assumption test, hypothesis test, path analysis and Sobel test. The results of the study obtained that: First, The influence of the remuneration variable on employee performance variables has a significant influence, with a t-value of 6.033 which is greater than the t-table value of 1.980. Second, The influence of the remuneration variable on transformational leadership variables has a significant influence, with a t-value of 15.913 which is greater than the t-table value of 1.980. Third, The influence of the transformational leadership variable on employee performance variables has a significant influence, with a t-value of 7.421 which is greater than the t-table value of 1.980. Fourth, the influence of the remuneration variable on the employee performance variable can be through the mediating variable, namely transformational leadership, as seen from the Sobel test, which shows that the calculated t is 3.58 > t table (1.98). Keywords: Remuneration, Transformational Leadership, Employee Performance, and the Audit Board
PENGARUH SARANA ELEKTRONIK REKAM MEDIS DAN PELATIHAN ELEKTRONIK REKAM MEDIS TERHADAP EFEKTIVITAS KINERJA TENAGA MEDIS MELALUI KOMPETENSI TENAGA MEDIS SEBAGAI VARIABEL INTERVENING PADA RSGM PROF. DR. MOESTOPO (BERAGAMA)
Penelitian ini bertujuan menganalisis pengaruh Sarana dan Pelatihan Elektronik Rekam Medis (ERM) terhadap Efektivitas Kinerja Tenaga Medis melalui Kompetensi Tenaga Medis di Rumah Sakit Gigi dan Mulut Prof. Dr. Moestopo (Beragama). Metode yang digunakan adalah kuantitatif dengan analisis regresi linier berganda terhadap 90 responden. Hasil penelitian menunjukkan bahwa Sarana ERM dan Pelatihan ERM berpengaruh positif dan signifikan terhadap Kompetensi serta Efektivitas Kinerja Tenaga Medis, sedangkan Kompetensi Tenaga Medis juga berpengaruh signifikan terhadap efektivitas kinerja. Nilai R² sebesar 0,764 menandakan bahwa ketiga variabel menjelaskan 76,4% variasi efektivitas kerja. Hasil ini menegaskan bahwa sarana dan pelatihan ERM yang optimal meningkatkan kompetensi dan efektivitas kerja tenaga medis.
PENENTU MANAJEMEN PENGGUNAAN ELEKTRONIK REKAM MEDIS DI RSGMP PROF. DR. MOESTOPO (BERAGAMA))
Penelitian ini membahas penggunaan Elektronik Rekam Medis (ERM) di Rumah Sakit Gigi dan Mulut Pendidikan Prof. Dr. Moestopo (Beragama) dengan pendekatan Technology Acceptance Model (TAM). Fokus penelitian mencakup persepsi kemanfaatan, kemudahan penggunaan, sikap pengguna, minat penggunaan, dan literasi teknologi tenaga kesehatan. Penelitian ini menggunakan metode kualitatif dengan pendekatan deskriptif eksploratifdengan 10 informan yang terdiri dari dokter gigi, perawat gigi, dan tenaga ahli rekam medis. Analisis data dilakukan menggunakan model interaktif Miles dan Huberman. Hasil penelitian menggambarkan pemahaman, pengalaman, serta minat tenaga kesehatan dalam menggunakan ERM, serta peran literasi teknologi dalam mendukung penerapannya di rumah sakit.
PENGARUH TANGIBLE, RELIABILITY, DAN RESPONSIVENESS TERHADAP KUALITAS PELAYANAN PADA INSTALASI RAWAT JALAN RSGMP PROF. DR. MOESTOPO (BERAGAMA)
Kualitas layanan kesehatan merupakan faktor krusial dalam menentukan kepuasan pasien di rumah sakit. Penelitian ini bertujuan untuk menganalisis pengaruh tangibles, reliability, dan responsiveness terhadap kualitas pelayanan di Instalasi Rawat Jalan RSGMP Prof. Dr. Moestopo (Beragama) serta bagaimana dimensi tersebut memengaruhi kepuasan pasien. Penelitian ini menggunakan desain kuantitatif korelasional dengan sampel purposive sebanyak 96 pasien rawat jalan yang kembali berobat. Data dikumpulkan melalui kuesioner tertutup dan dianalisis menggunakan regresi linier berganda, uji t, uji F, dan koefisien determinasi (R²) dengan bantuan SPSS versi 27.0. Hasil penelitian menunjukkan bahwa variabel tangibles, reliability, dan responsiveness secara parsial memiliki pengaruh positif dan signifikan terhadap kualitas pelayanan, dengan responsiveness sebagai variabel yang memberikan pengaruh paling besar. Secara simultan, ketiga variabel tersebut menjelaskan 74,6% variasi kualitas pelayanan (R² = 0,746) dan berkontribusi signifikan terhadap peningkatan kepuasan pasien. Temuan ini menegaskan bahwa fasilitas fisik yang memadai, layanan yang konsisten dan akurat, serta respons cepat dan empatik terhadap kebutuhan pasien sangat penting untuk meningkatkan kualitas pelayanan secara keseluruhan. Penelitian ini merekomendasikan rumah sakit untuk melakukan evaluasi rutin kinerja tim medis, pelatihan berkelanjutan, serta pengembangan sistem digital seperti reservasi online, antrian elektronik, dan rekam medis digital guna mempercepat pelayanan dan meningkatkan pengalaman pasien. Peningkatan ketiga aspek tersebut diharapkan dapat meningkatkan kepercayaan, kepuasan, dan loyalitas pasien serta menjamin kualitas layanan kesehatan yang berkelanjutan. Kata Kunci: Tangibles, Reliability, Responsiveness, Kualitas Pelayanan, Kepuasan Pasien, Layanan Rawat Jalan
THE EFFECT OF TANGIBILITY, EMPATHY, AND ASSURANCE ON PATIENT SATISFACTION AND ITS IMPACT ON SERVICE QUALITY AT THE DENTAL AND ORAL TEACHING HOSPITAL OF PROF. DR. MOESTOPO UNIVERSITY (BERAGAMA)
Service quality is a crucial determinant of patient perceptions, satisfaction, and trust in healthcare institutions, particularly in teaching hospitals that carry both service and educational functions. This study aims to analyze the effects of tangibility, empathy, and assurance on service quality, with patient satisfaction as an intervening variable, at the Dental and Oral Hospital of Universitas Prof. Dr. Moestopo (Beragama). This research employed a descriptive quantitative approach and was conducted in June 2025 involving 62 clinical student patients selected through purposive sampling. Data were collected using a structured Likert-scale questionnaire and analyzed using descriptive statistics, validity and reliability tests, and multiple linear regression analysis. The results indicate that tangibility, empathy, and assurance do not have a significant partial effect on patient satisfaction. However, empathy and assurance show a positive and significant influence on service quality, with empathy emerging as the most dominant factor. Patient satisfaction does not significantly affect service quality and does not function as an intervening variable in the relationship between service quality dimensions and service quality. These findings suggest that improving service quality in teaching dental hospitals should prioritize strengthening empathetic attitudes and professional assurance provided by healthcare personnel rather than relying solely on patient satisfaction as a mediating factor. The study provides practical implications for hospital management in formulating strategies to enhance service quality and patient trust.
Competency, Workload, and Organizational Culture as Determinants of Public Sector Employee Performance in Indonesia
Accelerating bureaucratic reform in Indonesia has placed civil servant performance at the center of national public administration transformation, yet empirical evidence on the simultaneous determinants of performance in central government directorates remains sparse. Prior studies report mixed findings — particularly regarding workload's direct effect — and rarely examine these three predictors within a single integrated model in strategic higher-education governance units. This study examines the direct and simultaneous effects of competency, workload, and organizational culture on employee performance at the Directorate of Learning and Student Affairs (Belmawa), Ministry of Higher Education, Science, and Technology. Adopting a quantitative census design encompassing all active employees, data were analyzed using Partial Least Squares Structural Equation Modeling (PLS-SEM) via SmartPLS. The results demonstrate that competency exerts the strongest positive and significant effect on performance, followed by organizational culture as a meaningful secondary contributor, while workload does not produce a statistically significant direct effect. Collectively, the three predictors account for a substantial proportion of variance in employee performance. Theoretically, the findings advance multi-predictor performance models in public administration; practically, they provide evidence-based guidance for HR policymakers seeking to reverse performance decline amid programmatic expansion.
DETERMINAN EFEKTIVITAS MANAJEMEN RISIKO: ANALISIS STRUKTUR ORGANISASI DAN BUDAYA KESELAMATAN PADA PERUSAHAAN INSPEKSI MIGAS
This study aims to examine the effect of organizational structure and safety culture on the effectiveness of risk management in oil and gas inspection companies. The study is motivated by the high operational risks in the oil and gas sector and the critical role of inspection companies in ensuring operational safety and reliability. However, studies specifically linking organizational factors to risk management effectiveness in inspection companies remain limited. This research employs a quantitative approach with an explanatory design. The population consists of employees in oil and gas inspection companies under the IDSurvey holding. A sample of 150 respondents was selected using convenience sampling, with criteria of having at least three years of work experience in relevant positions. Data were collected through questionnaires and analyzed using multiple linear regression. The results indicate that organizational structure and safety culture significantly affect risk management effectiveness. The novelty lies in the specific focus on inspection companies and the integration of organizational variables in a single model. The findings imply the importance of strengthening safety culture and improving organizational structure to enhance risk management effectiveness.