1,720,965 research outputs found
Organizational Culture and Motivation Influence on Nurse Performance with Organizational Commitment as a Intervening Variable at Satya Hospital
Full text linkOrganizations have specific goals, structures and interrelated goals and rely on human communication to coordinate organizational activities. Therefore, the organization expects employees to excel and create conducive situations and conditions so that employees do not experience boredom, boredom and laziness at work, leading to decreased performance.
Human resources are essential for hospitals. Therefore, human resources must perform competently to achieve the hospital's vision and mission. The purpose of this study was to analyze the influence of organizational culture and motivation on the performance of nurses with organizational commitment as an intervening variable at Satya Negara Hospital, Sunter, North Jakarta. The sample used was 115 nurses. This research uses explanatory causality quantitative analysis with AMOS SEM quantitative method. The results showed that there was a significant influence of organizational culture and motivation on the performance of nurses through organizational commitment as an Intervening variable; There is no significant effect between organizational culture on organizational commitment; There is a positive and significant influence between motivation and organizational commitment; There is a positive and significant influence between organizational culture on nurse performance; There is a positive and significant effect between motivation on nurse performance; There is a significant influence between organizational commitment to the performance of nurses at the Satya Negara Hospital, Sunter, North Jakarta. It was concluded that the H1, H3, H4, H5 and H6 hypotheses were accepted, while the H2 hypothesis, namely the influence of organizational culture on organizational commitment, was not proven to be significant. The research impliimplies optimal nursing service can be achieved if nurses perform optimal
The Influence of Emotional Intelligence, Nurse Loyalty, Leadership Style, Intervention of Motivational Variables in Hospital
Full text linkEmployees are human resources which are the most important assets to provide excellence to drive the dynamics of an organization or company. Loyal employees can be a very valuable asset for the organization because they can help get as much profit as possible for the organization. The purpose of this study was to analyze the influence of leadership, Emotion intelligence on employee loyalty with motivation as an intervening variable on nurses at the South Sumatra Type C Hospital. This research is a quantitative research, data collection was carried out using a questionnaire instrument. The number of samples determined is 120 employees. The sampling technique was done by purposive sampling. The analytical method using the partial least squares approach - structural equation modeling (SEM-PLS) with the SMART PLS program was used for data analysis. The results showed that leadership style had a positive and significant effect on employee motivation and loyalty, Emotion intelligence had a positive and significant effect on employee motivation and loyalty, and work motivation had a positive and significant effect on employee loyalty at the South Sumatra Type C Hospital
KNOWLEDGE TO INCREASE NURSING WORK PERFORMANCE INPATIENT CARE: EMPIRICAL STUDY AT RSUD TAMANSARI
Full text linkThe hospital has the role of providing a holistic health care services. Nursing personnel makes up the largest proportion, which are almost 50% of all hospital human resources. The purpose of this study is to determine the effect analysis of motivation, workload and knowledge on the performance of nursing staff at RSUD Tamansari inpatient care. The method used in this study is cross sectional in the form of quantitative causality. Data collection used a survey method by taking questionnaires from 41 nurses in the inpatient unit of RSUD Tamansari. The sampling technique used in this study is total sampling. The analysis between variables using multiple linear regression test. The results showed that motivation and knowledge variables had a significant value of <0.05, while the workload variable had a significant value of >0.05. The research findings show that the dominant knowledge variable influences the performance of nursing staff inpatient care at RSUD Tamansari. The conclusion in this study is that motivation and knowledge have a direct and significant effect on the performance of nursing staff at inpatient care at RSUD Tamansari and workload does not have a direct and significant effect on the performance of nursing staff at inpatient care at RSUD Tamansari. One of the managerial implications is that hospital management and training units need to improve the education and training system as a priority
Stres Kerja dan Motivasi Kerja terhadap Turnover Intention dengan Kepuasan Kerja sebagai Variabel Intervening
Full text linkThis research aims to analyze work stress and work motivation on employee turnover intention with job satisfaction as an intervening factor at RSIA X Palembang. The method used is a quantitative causality research method to look at the factors that are related to employees\u27 desire to leave work with a survey research design. The research results show that under work stress, work motivation influences employee turnover intention. Job stress influences job satisfaction. Work motivation has no effect on job satisfaction. Job stress influences turnover intention. Work motivation influences turnover intention. Job satisfaction has no effect on turnover intention. The conclusion was that work stress at RSIA The variables job stress and work motivation influence turnover intention together with job satisfaction as an intervening variable. The work stress variable has a negative effect on job satisfaction. The work motivation variable has no effect on job satisfaction. The work stress variable has a positive effect on turnover intention. The work motivation variable has a negative effect on turnover intention. The job satisfaction variable has no effect on turnover intention.
Keywords: Satisfaction, Motivation, HR, Stress, Turnover, Turnover Intentio
FAKTOR YANG MEMPENGARUHI KEPUTUSAN PASIEN RAWAT INAP NON PSIKIATRI DI RUMAH SAKIT KHUSUS DAERAH (RSKD) X JAKARTA
Full text linkPendahuluan: Masih rendahnya BOR (Bor Occupancy Rate) pasien non psikiatri RSKD X Jakarta pada tahun 2021 dan 2022. Angka capaian yang rendah ini menunjukkan tingkat kepercayaan masyarakat yang masih rendah. Tujuan penelitian adalah untuk memperoleh bukti empiris adanya pengaruh beberapa variabel terhadap keputusan pasien untuk rawat inap non psikiatri di rumah sakit jiwa. Penelitian ini akan menganalisis variabel stigma rumah sakit jiwa, persepsi pada mutu pelayanan rumah sakit, word of mouth, dan keputusan pasien untuk rawat inap non psikiatri Metode:Penelitian ini menggunakan cross-sectional study, kuantitatif dengan teknik korelasional Hasil dan Pembahasan: Pengambilan sampel dalam penelitian ini menggunakan teknik Non-Probability Accidental Sampling dimana jumlah sampel yang diambil adalah 105 responden.Metode analisis yang digunakan adalah Path Analysis dengan program AMOS 24. Dari hasil uji statistik terdapat hubungan antara stigma rumah sakit jiwa, persepsi pada mutu pelayanan rumah sakit, word of mouth terhadap keputusan pasien untuk rawat inap non psikiatri, terdapat hubungan antara stigma rumah sakit jiwa dan persepsi pada mutu pelayanan rumah sakit terhadap word of mouth. Kesimpulan: Hasil penelitian menunjukkan bahwa ada pengaruh stigma rumah sakit jiwa, persepsi pada mutu pelayanan rumah sakit terhadap keputusan pasien untuk rawat inap non psikiatri dengan word of mouth sebagai variabel intervening secara simultan. Secara parsial, ada pengaruh dari masing-masing variabel stigma rumah sakit jiwa, persepsi pada mutu pelayanan rumah sakit, dan word of mouth terhadap keputusan pasien untuk rawat inap non psikiatri. Dan ada pengaruh stigma rumah sakit jiwa terhadap word of mouth, persepsi mutu pelayanan rumah sakit terhadap word of mouth
Pengaruh Iklim Organisasi dan Beban Kerja Terhadap Komitmen Organisasi Perawat dengan Motivasi Kerja Sebagai Variabel Intervening
Full text linkHospitals need nurses with organizational commitment and high work motivation because nurses will contribute highly in providing quality and professional services to patients. Thus, hospital management needs to know what factors will support the formation of organizational commitment and work motivation of nurses. To analyze the effect of organizational climate and workload on organizational commitment of inpatient nurses through work motivation as an intervening variable. This research is a quantitative descriptive survey using SPSS software for data processing. Of the total 53 questionnaires filled in, 49.1% of nurses had worked for more than 5 years. Currently, nurses consider the organizational climate to be quite conducive with a moderate workload. Based on statistical measurements, currently inpatient nurses have moderate organizational commitment and high motivation to work. Organizational climate and workload affect the organizational commitment of inpatient nurses through work motivation as an intervening variable. The findings in this study can be used as input for hospital management to develop strategies to increase organizational commitment and work motivation of nurses.Rumah sakit membutuhkan perawat dengan komitmen organisasi dan motivasi kerja yang tinggi karena perawat akan berkontribusi tinggi dalam memberikan pelayanan yang bermutu dan profesional kepada pasien. Sehingga, manajemen rumah sakit perlu mengetahui faktor – faktor apa saja yang akan mendukung pembentukan komitmen organisasi dan motivasi kerja dari para perawat. Untuk menganalisis pengaruh iklim organisasi dan beban kerja terhadap komitmen organisasi perawat rawat inap melalui motivasi kerja sebagai variabel intervening. Penelitian ini merupakan survey deskriptif kuantitatif dengan menggunakan perangkat lunak SPSS untuk pengolahan data. Dari total 53 kuesioner yang terisi, 49.1% perawat sudah bekerja lebih dari 5 tahun. Saat ini perawat menganggap iklim organisasi cukup kondusif dengan beban kerja sedang. Berdasarkan pengukuran statistik, saat ini perawat rawat inap memiliki komitmen organisasi yang sedang dan motivasi tinggi dalam bekerja. Iklim organisasi dan beban kerja berpengaruh terhadap komitmen organisasi perawat rawat inap melalui motivasi kerja sebagai variabel intervening. Temuan dalam penelitian ini dapat dijadikan masukan untuk manajemen rumah sakit untuk menyusun strategi untuk meningkatkan komitmen organisasi dan motivasi kerja dari para perawat
Influence Efficacy Self And Supervision To Implementation Behavior Care Nursing With Motivation as an Intervening Variable at Hospital X Bekasi
Full text linkThe Quality of nursing care is factor key in reach results maintenance Which optimal for patients. However, there are still inconsistencies in the implementation of nursing care behavior carried out by nurses in hospitals. This research aims to analyze the influence of self-efficacy and supervision to implementation behavior care nursing, as well as test role motivation as intervening variable. Causal quantitative research method with a sample of 63 executive nurses who work in the Inpatient Installation of Hospital X, Bekasi. Data collection used a questionnaire and the analysis technique used was multiple regression analysis. The research results show that self-efficacy and supervision influence motivation and nursing care behavior. The results of the mediation test show that self-efficacy and supervision influence nursing care behavior through motivation. The influence of self-efficacy on nurses' work motivation has the highest regression coefficient value compared to other variables. The results of this research provide managerial implications for the home Sick For increase efficacy self And quality supervision to nurse, as well as paying attention to the motivational aspects of nurses in order to encourage the implementation of optimal nursing care behavior. Efforts that can be made are to improve the training system, supervision system and delegation system authority Which effective. Furthermore need do development with sample larger and adding independent variables to make the discussion broader
Going Beyond Counting First Authors in Author Co-citation Analysis
Full text linkThe present study examines one of the fundamental aspects of author co-citation analysis (ACA) - the way co-citation
counts are defined. Co-citation counting provides the data on which all subsequent statistical analyses and mappings
are based, and we compare ACA results based on two different types of co-citation counting - the traditional type that
only counts the first one among a cited work's authors on the one hand and a non-traditional type that takes into
account the first 5 authors of a cited work on the other hand. Results indicate that the picture produced through this non-traditional author co-citation counting contains more coherent author groups and is therefore considerably clearer. However, this picture represents fewer specialties in the research field being studied than that produced through the traditional first-author co-citation counting when the same number of top-ranked authors is selected and analyzed. Reasons for these effects are discussed
Variations on the Author
Full text link“Variations on the Author” discusses two of Eduardo Coutinho’s recent films (Um Dia na Vida, from 2010, and Últimas Conversas, posthumously released in 2015) and their contribution to the general question of documentary authorship. The director’s filmography is characterized by a consistent yet self-effacing form of authorial self-inscription: Coutinho often features as an interviewer that rather than express opinions propels discourses; an interviewer that is good at listening. This mode of self-inscription characterizes him as an author who is not expressive but who is nonetheless markedly present on the screen. In Um Dia na Vida, however, Coutinho is completely absent form the image, while Últimas Conversas, on the contrary, includes a confessional prologue that moves the director from the margins to the center of his films. This article examines the ways in which these works stand out in the filmography of a director who offers new insights into the notion of cinematic authorship
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