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All Journal JURNAL ILMIAH GLOBAL EDUCATION
Teni Listiani
Politeknik STIA LAN, Bandung, Indonesia
Education Languange, Linguistic, Communication & Media Mathematics Other

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Pengaruh Tuntutan Kerja, Sumber Daya Kerja, dan Kesejahteraan terhadap Kinerja Awak Sarana Perkeretaapian di Pt Kereta Api Indonesia (Persero) Supriadi Supriadi; Septiana Dwiputrianti; Teni Listiani; Elly Sufiyanti
Jurnal Ilmiah Global Education Vol. 7 No. 2 (2026): JURNAL ILMIAH GLOBAL EDUCATION
Publisher : LPPM Institut Pendidikan Nusantara Global

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.55681/jige.v7i2.5741

Abstract

This study aims to analyze the influence of job demands, sumber daya kerja, and well-being on the Job Performance of Railway Crew Members (Awak Sarana Perkeretaapian/ASP) at PT KAI (Persero). The research model is developed based on the job demands –Resources (JD-R) framework, which emphasizes the balance between workload and available resources in shaping employee performance outcomes. A quantitative approach was employed using a survey method to collect data through online questionnaires distributed to 200 respondents selected with proportionate stratified random sampling. Data were analyzed using Partial Least Squares Structural Equation Modeling (PLS-SEM). The results show that job demands have a positive and significant effect on Job Performance, although the effect is relatively small. job resources also have a positive and significant impact on Job Performance, particularly through social support from supervisors and coworkers, as well as the clarity of job objectives carried out by ASP. Meanwhile, employee well-being demonstrates the most dominant influence on Job Performance. The findings confirm the relevance of the JD-R model in the railway operational context and highlight the importance of organizational strategies in balancing high job demands with adequate job resources and well-being initiatives. Practically, these results can serve as a foundation for the company to formulate policies for improving ASP performance through better work schedule management, provision of adequate facilities, career development support, and strengthening of employee well-being programs.
Strategi Implementasi Human Resource Scorecard di Sektor Publik (Studi Kasus di Pusat Pembelajaran dan Strategi Kebijakan Talenta Aparatur Sipil Negara Nasional Lembaga Administrasi Negara) Ridwan Ramdhan Kosasih; Septiana Dwiputrianti; Teni Listiani; Edah Jubaedah
Jurnal Ilmiah Global Education Vol. 7 No. 3 (2026): JURNAL ILMIAH GLOBAL EDUCATION
Publisher : LPPM Institut Pendidikan Nusantara Global

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.55681/jige.v7i3.6029

Abstract

Bureaucratic transformation demands strategic human resource management for State Civil Apparatus (ASN) aligned with organizational goals. One approach that can be used is the Human Resource Scorecard (HR Scorecard), which emphasizes the link between organizational strategy, human resource management practices, and measurable performance. However, most HR Scorecard studies still focus on the private sector, while its application in the context of public organizations, particularly in ASN talent management, is still limited. This study aims to analyze the implementation of the HR Scorecard in HR management at the National ASN Talent Policy and Learning Center (Pusjar SK Talenta ASN) and identify gaps between actual and ideal conditions based on the HR Scorecard perspective. The study used a qualitative approach with a case study design through in-depth interviews, observations, open-ended surveys, and document analysis. The results show that the implementation of the HR Scorecard has been reflected in several HR management practices, such as performance planning and competency development. However, there are still gaps in the aspects of aligning organizational strategy with HR strategy, strengthening HR architecture, integrating performance measurement systems, and strategic feedback mechanisms. Therefore, a more integrated, adaptive, and data-driven HR Scorecard implementation strategy is needed to support strengthening ASN performance management and increasing the effectiveness of public organizations.
Co-Authors Dwiputrianti, Septiana Edah Jubaedah Elly Sufiyanti Ridwan Ramdhan Kosasih Supriadi Supriadi