scholarly journals Coaching Method and Performance of Nurses (Case Study at Regional Hospital of Cibinong At Bogor Regency, West Java Province)

2019 ◽  
Vol 3 (1) ◽  
pp. 148-157
Author(s):  
Budi Hartono ◽  
Johanes Jakri
Keyword(s):  
Work Motivation ◽  
Employee Performance ◽  
Regional Hospital ◽  
Path Analyses ◽  
Job Motivation ◽  
Effective Coaching ◽  
Coaching Methods ◽  
R Value ◽  
And Performance

Nurses can use coaching as the way to empower quality of their skills to have excellent services in hospital. Coaching is a tool that can improve motivation and performance of nurses. The research is aimed to get explanation about the relation of coaching, motivation and performance at a regional hospital. Methodology of this research is correlational study with 30 nurses as respondents. Path analyses are used as statistical tools. The result of this study shows that R² is about 0.704; it means that coaching has a direct, positive and significant impact to motivation and performance of nurses. Motivation has a direct, positive and significant impact to the performance of the nurses (R-value = 0.848). Coaching has an indirect, positive and significant impact to the performance of nurse through job motivation (R-value = 0.737). Conclusions of this study is coaching can increase employee potential related to work motivation, coaching aims at increasing the potential of employees who are performance oriented. Planning, implementation and evaluation of empowerment programs with effective coaching methods can ultimately improve the quality and accountability of employee performance. Result of this research implied that the use of coaching could improve motivation and performance for nurse in the hospital.

scholarly journals Coaching Dan Kinerja Perawat (Studi Kasus Pada Rumah Sakit Umum Daerah Cibinong, Kabupaten Bogor, Jawa Barat)

2019 ◽  
Vol 4 (1) ◽  
Author(s):  
Budi Hartono ◽  
Johanes Jakri ◽  
Komala Sari
Keyword(s):  
Path Analysis ◽  
Work Motivation ◽  
Regional Hospital ◽  
Statistical Tools ◽  
Job Motivation ◽  
Effective Coaching ◽  
Coaching Methods ◽  
R Value ◽  
And Performance

Background: Nurses can use coaching as the way to empower quality of their skillsto have excellent services in hospital. Coaching is a tool that can improve motivation and performance of nurses. The research is aimed to get explanation about the relation of coaching, motivation and performance at a regional hospital. Method: Methodology research is correlationalcrosssectionalstudy with 30 nurses as respondents. Path analysis are used as statistical tools. Result: The result of this study shows that R² is about 0.704; it means that coaching has a direct, positive and significant impact to motivation and performance of nurses. Motivation has a direct, positive and significant impact to the performance of the nurses (R-value = 0.848). Coaching has an indirect, positive and significant impact to the performance of nurse through job motivation (R-value = 0.737). Conclusion: Conclusions of this study is coaching can increase nurse potential related to work motivation, coaching aims at increasing the potential of nurses who are performance oriented. Planning, implementation and evaluation of empowerment programs with effective coaching methods can ultimately improve the quality and accountability of nurses performance. Result of this research implied that the use of coaching could improve motivation and performance for nurse in hospital.

scholarly journals HUBUNGAN KWALITAS SUMBER DAYA MANUSIA DAN SISTEM INFORMASI TERHADAP PENINGKATAN KINERJA MELALUI PELATIHAN DAN MOTIVASI KERJA PEGAWAI DI LINGKUNGAN PEMERINTAH KOTA BATU

2020 ◽  
Vol 4 (1) ◽  
pp. 72
Author(s):  
Luqman Almalani
Keyword(s):  
Information System ◽  
Human Resources ◽  
Performance Improvement ◽  
Work Motivation ◽  
Employee Performance ◽  
City Government ◽  
City Environment ◽  
And Performance ◽  
And Training

Tujuan penelitian ini adalah: untuk menganalisis pengaruh Kwalitas Sumber Daya Manusia dan sistem informasi terhadap peningkatan kinerja melalui pelatihan dan motivasi kerja pegawai di lingkungan pemerintah Kota Batu. Sampel yang digunakan dalam penelitian ini adalah Pegawai di Lingkungan Balaikota Among Kota Batu yang berjumlah 2500 orang dengan metode penyebaran kuisioner. Hasil penelitian ini menunjukkan bahwa 1) Apakah ada hubungan antara kwalitas Sumber Daya Manusia dengan Pelatihan. 2)Apakah ada hubungan antara Pelatihan yang diadakan di Kota Batu dengan motivasi kerja Pegawai di Lingkungan Balaikota Among Tani Kota Batu 3).Apakah ada hubungan antara Motivasi kerja dengan peningkatkan Kinerja 4).Apakah ada hubungan antara Kwalitas Sumber Daya Manusia dengan peningkatan Kinerja di Pemerintahan. 5).Apakah ada hubungan Sistem Informasi yang dikembangkan di Pemerintah Kota Batu dengan peningkatkan Kinerja Pegawai dan 6).Apakah ada hubungan Sistem Informasi dengan Pelatihan.Kata Kunci: Kwalitas SDM, Sistem Informasi,Peningkatan Kinerja,Pealatihan,dan Motivasi kerja The purpose of this study is to analyze the effect of Quality of Human Resources and information systems on performance improvement through training and motivation of employee work within Batu City government. The sample used in this study were employees in Balai Kota Among Tani Batu City which numbered 2500 people with the method of distributing questionnaires. The results of this study explore about 1) Relationship between the quality of Human Resources and Training 2) Relationship between the Training held with the Employees work motivation in the Balai Kota Among Tani Batu City Environment. 3). Relationship between work motivation and Performance Improvement. 4). Relationship between the Quality of Human Resources and Performance improvement in Government. 5). Connection to the Information System developed in Batu City Government by increasing Employee Performance and 6). Connection between Information System with Training.Keywords: HR Quality, Information System, Performance Improvement, Training, and Work Motivation

DETERMINAN KINERJA PEGAWAI: PERAN BEBAN KERJA, MOTIVASI DAN KEPUASAN KERJA

2019 ◽  
Vol 4 (2) ◽  
pp. 287-294
Author(s):  
Aris Hidayat Kurniawan ◽  
Sri Lestari Prasilowati ◽  
Suyanto Suyanto
Keyword(s):  
Job Satisfaction ◽  
Quantitative Research ◽  
Work Motivation ◽  
Employee Performance ◽  
Linear Regression Analysis ◽  
Multiple Linear Regression Analysis ◽  
High Category ◽  
Job Motivation ◽  
And Performance ◽  
Category Base

This study aims to examine the relationship perceived high workload, job motivation and job satisfaction on performance. Research conducted at the Office of Cileungsi First’th Tax Service by taking 89 employees as the research sample. Quantitative research was conducted by describing and verification data. Multiple linear regression analysis is the statistic approach to data analysis. The study produced three major findings consistent with the hypothesis put forward, that is: (1) the workload of employees are in the high category, (2) work motivation is in the high category, 3) job satisfaction is in the high category and the performance is in the medium category. Base on research finding, in order to increase employee performance, can be done by managing the workload of employees, increase work motivation and increase job satisfaction. Keywords : Workload, Job Motivation, Job Satisfaction and Performance

PENGARUH GAYA KEPEMIMPINAN, MOTIVASI KERJA DAN DISIPLIN KERJA TERHADAP KINERJA PEGAWAI DINAS PEKERJAAN UMUM DAN PENATAAN RUANG KOTA PADANG

2020 ◽  
Author(s):  
Lidya Agusti
Keyword(s):  
Leadership Style ◽  
Spatial Planning ◽  
Work Motivation ◽  
Employee Performance ◽  
Descriptive Analysis ◽  
Public Works ◽  
Cronbach’S Alpha ◽  
Cronbach's Alpha ◽  
Independent Variable ◽  
And Performance

The purpose of this study are: 1. To explain the presence or absence of influence of leadership style, work motivation and work discipline on the performance of employees Public Works Department and Spatial Planning Padang City. 2. Measuring the magnitude of the influence of leadership style, organizational culture and organizational commitment to the performance of employees of Public Works and Spatial Planning Padang City. This research was conducted in August 2017 at Public Works Department and Spatial Planning of Padang City The samples used in this study were 83 respondents. The independent variable in this research is Leadership Style (X1), Work Motivation (X2) and Work Discipline (X3). The dependent variable is Employee Performance (Y) Data collection techniques are questionnaires. Data analysis techniques using Descriptive Analysis and Inferential Analysis. To know the influence of independent variable to dependent variable partially, used t test. While to know the influence of independent variable to dependent variable simultaneously, used F test. The assumption used in validity test is if R-count> R-table item declared valid. The R-arithmetic shown in the table above, from each item indicates that R-arithmetic> R-table so the item is declared valid. Leadership Style (X1), Work Motivation (X2), Work Discipline (X3) and Performance (Y) Valid. All of the research variables had Cronbach's alpha values above 0.70 and thus expressed reliably or reliably. The value of Cronbach's alpha variable Leadership Style (X1) is 0.857, Job Motivation (X2) is 0.813, Job Discipline (X3) is 0.736, and the performance variable (Y) is 0.844. In the hypothesis testing of the study found the result that the significance value of leadership style variable (X1) is with the value (sign β = 0,049, p <0,05), Work Motivation variable (X2) with value (sign β = 0.001 p <0.05) , and Work Discipline variable (Y) with value (sign β = 0,041 p <0,05). With the finding of sign β above mentioned, it is stated that Leadership Style (X1), Work Motivation (X2) and Work Discipline (X3) have a significant effect on performance (Y) of Public Works and Spatial Planning Official of Padang City. The magnitude of the influence of the three variables on the performance of employees of Public Works Department and Spatial Planning Padang City is 27.8% (R2 = 0.278).

scholarly journals THE EFFECT OF WORK FROM HOME ON CORPORATE CULTURE MEDIATED BY MOTIVATION, WORK BEHAVIOR, AND PERFORMANCE

2021 ◽  
Vol 19 (3) ◽  
pp. 522-534
Author(s):  
Reny Andriyanty ◽  
◽  
Farida Komalasari ◽  
Delila Rambe ◽  
◽  
...  
Keyword(s):  
Human Resource Development ◽  
Corporate Culture ◽  
Structural Equation ◽  
Quantitative Research ◽  
Work Motivation ◽  
Employee Performance ◽  
Employee Motivation ◽  
Work Behavior ◽  
Equation Modeling ◽  
And Performance

The research aims to analyze how WFH influences corporate culture through the availability of work facilities, motivation, work behavior, and employee performance. It is quantitative research using structural equation modeling. Data were obtained from 32 respondents that spread across Jakarta, Bekasi, and West Java. The results of this research show that WFH significantly affects the employee’s motivation. On the other hand, WFH has a significant direct effect on work motivation. Work motivation significantly affects work behavior. Work behavior affects employee performance significantly, and performance has a significant effect on innovative corporate culture. The analysis on the specific indirect effect resulted in significantly influencing innovation corporate culture from home through employee motivation, work behavior, and employee performance. Further research could explore the WFH-implementing mechanism as part of a culture of innovation for sustainable human resource development in the new-normal era of Indonesian companies

scholarly journals The Determinant Factors Affecting the Employee Performance Improvement of Educational Institution, State Institution and State-owned Enterprise

2018 ◽  
Vol 1 (2) ◽  
pp. 116
Author(s):  
Ana Sriekaningsih ◽  
Mariman Darto ◽  
Agus Subekti
Keyword(s):  
Organizational Citizenship ◽  
Work Motivation ◽  
Employee Performance ◽  
Educational Institution ◽  
State Institution ◽  
The State ◽  
State University ◽  
Factors Affecting ◽  
East Kalimantan ◽  
And Performance

<p><em>This study focuses on the factors that affect the employee performance in terms of institutions where they work. </em><em>There are three objects or locations that become the research focus, namely educational institutions represented by the state university in East Kalimantan, government institutions represented by the State AdministrationInstitution (LAN) and state-owned institutions represented by PT. Pupuk Kaltim Tbk. The research results show that employee performance is influenced by three factors, namely competence, work motivation, and organizational culture.The performance of government employees is influenced by three factors, namely religiosity, organizational culture, and organizational citizenship behaviors (OCB).</em><em> </em><em>And performance of state-owned employees is influenced only by work motivation.</em><em></em></p>

scholarly journals Pengaruh Gaya Kepemimpinan Kepemimpinan dan Penempatan Pegawai Terhadap Motivasi Kerja Serta Dampaknya Pada Kinerja Pegawai di Biro Umum Setda Provinsi Jambi

2020 ◽  
Vol 5 (2) ◽  
pp. 276
Author(s):  
M Zahari MS ◽  
Fakhrul Rozi Yamali ◽  
A Irfani
Keyword(s):  
Leadership Style ◽  
Work Motivation ◽  
Employee Performance ◽  
Good Condition ◽  
Employee Motivation ◽  
Analysis Tool ◽  
Analysis Techniques ◽  
Indirect Influence ◽  
Several Variables ◽  
And Performance

Theoretically outlined, Employee Performance can be influenced by several variables including Leadership Style, Placement, and Work Motivation. Therefore, the performance of employees at the General Bureau of Setda Jambi Province can also be attributed to these three variables, this is what inspired the authors to conduct the research. Research objectives: 1. To find out the description of leadership style, placement,, motivation, and performance of Employees in the General Bureau of Setda Jambi Province, 2. To know the direct and indirect influence of leadership style and placement on the work motivation of employees in the General Bureau of Setda Jambi Province, 3. To know the direct and indirect influence of leadership style and placement on the performance of Employees in the General Bureau of Setda Jambi Province, 4. To know the influence of leadership style and placement through work motivation on Kinerja Employees in The General Bureau of Setda Jambi Province. This research that became the object of the research was employees of the General Bureau of Setda Jambi Province with a population of 130 people who were used as a research sample. Analysis techniques using Path Analysis tool using SPSS 22 software. The results showed that: 1. Leadership style, placement, motivation and employee performance are in good condition, 2. Leadership and placement styles directly and indirectly affect employee motivation, 3. Leadership and placement styles directly and indirectly affect employee performance, 4. Leadership and placement styles through motivation directly and indirectly affect performance.

scholarly journals PENGARUH REMUNERASI DAN MOTIVASI TERHADAP KINERJA DI LEMBAGA PEMASYARAKATAN TERBUKA KELAS II B PASAMAN, KAB. PASAMAN BARAT

2020 ◽  
Vol 8 (3) ◽  
pp. 488-499
Author(s):  
Endang Tirtana Putra ◽  
Abdi Rezki
Keyword(s):  
Regression Analysis ◽  
Regression Coefficient ◽  
Employee Performance ◽  
Linear Regression Analysis ◽  
Multiple Linear Regression Analysis ◽  
Independent Variables ◽  
Significant Rate ◽  
R Value ◽  
And Performance ◽  
Good Interpretation

This study applies multiple linear regression analysis with the SPSS Version 16.0 program. To get estimate and good interpretation of this study, the samples studied are set to 32 respondents. Data are collected through a questionnaire to measure quantitative variables with a Likert scale. The results of this study show that there is a relationship between independent variables on dependent variable, and it can be explained that: (1) Remuneration variable does not have significant impact on employee performance, with a regression coefficient of 0.181 and significant rate 0.104 (> 0.05). (2) Motivation variable has significant impactt on employee performance with a regression coefficient of 0.559 and significant rate 0,000 (<0.05). (3) Independent variables simultaneously have significant impact on employee performance with regression coefficient of 1.094 and significant rate 0.000 (<0.05). R² value shows 0.589 or 58.9%. Employee performance variable is affected by Remuneration and Motivation Variables and the remaining 41.1% is affected by other variables.Keywords : Remuneration, Motivation and Performance

scholarly journals PENGARUH GAYA KEPEMIMPINAN SITUASIONAL DAN MOTIVASI KERJA TERHADAP KINERJA GURU DENGAN KEPUASAN KERJA SEBAGAI VARIABEL MODERASI

2020 ◽  
Vol 14 (2) ◽  
pp. 105-112
Author(s):  
Yuniz Majidah ◽  
Ike Kusdyah Rachmawati ◽  
Tin Agustina Karnawati
Keyword(s):  
Job Satisfaction ◽  
Primary School ◽  
Leadership Style ◽  
Primary Schools ◽  
Work Motivation ◽  
Situational Leadership ◽  
Job Motivation ◽  
The Will ◽  
Education Personnel

The principal should have caring to improving the quality of education. Such caring should be demonstrated with the will and ability to develop themselves optimally, so the teachers and education personnel can improve their performance. The teacher's performance is influenced by several factors are situational leadership style, work motivation and job satisfaction.The purpose of this research is to know and analyse the influence of situational leadership style, job motivation, and job satisfaction on the teacher's performance, the influence of situasional leadership style and job motivation to the performance of teachers moderated in job satisfaction. The population of this research is the teachers of accredited pre-primary school in Singaraja Cit Bali. The data collection techniques in this research are the observation and distribution of questionnaires. This research uses data analysis methods using SmartPLS software. The results showed that the situational leadership style, job motivation, and job satisfaction affects the teacher’s performance of the accredited pre-primary schools in Singaraja City Bali, and the situational leadership style, and job motivation have no effect the teacher’s performance who are moderated job satisfaction at the pre-primary school accredited in Singaraja City Bali.

scholarly journals Effect Of Compensation, Environment and Leadership Style On Employee Spirit and Performance Through Motivation

2021 ◽  
Vol 7 (1) ◽  
pp. 1-20
Author(s):  
Muhammad Yani
Keyword(s):  
Work Environment ◽  
Leadership Style ◽  
Work Motivation ◽  
Employee Performance ◽  
Partial Least Square ◽  
Least Square ◽  
Equation Modeling ◽  
Employee Morale ◽  
And Performance ◽  
The Relationship

This study aims to examine the effect of compensation, environment and leadership style on employee morale and performance through study motivation at PT. EX. This study used a sample of 95 respondents, namely employees of the production section of PT. EX. which is taken using non-probability sampling techniques from the population or production employees. The data analysis technique used the Structural Equation Modeling (SEM) Partial Least Square (PLS) approach using the Smart PLS version 3.0 software. The results showed that: Compensation and work environment have a positive and significant effect on work motivation, compensation and work environment have a positive and significant effect on morale, work motivation has a positive and significant effect on employee performance and employee morale. Leadership style has no effect on work motivation, employee performance and morale. Compensation and work environment have no effect on employee performance. Compensation has a positive and significant effect on employee performance through work motivation, work environment has a positive and significant effect on employee performance through work motivation, compensation has a positive and significant effect on work motivation through work motivation, the environment has a positive and significant effect on morale through work motivation. In addition, motivation cannot mediate the relationship between leadership style and employee performance, and motivation cannot mediate the relationship between leadership style and morale.

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