Syahran Syahran
Universitas Borneo Tarakan, Tarakan, Indonesia

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The Effectiveness of Implementing Blud at Community Health Centers in Improving the Quality of Health Services Dini Putri Hapsari Pratiwi; Syahran Syahran
Journal of Creative Power and Ambition (JCPA) Vol. 4 No. 01 (2026): Journal of Creative Power and Ambition (JCPA)
Publisher : CV Edujavare Publishing

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.70610/jcpa.v4i01.1204

Abstract

Strategic policies that have been proposed include placing community health centers under the auspices of Regional Public Service Agencies (BLUDs), which provide greater flexibility in financial and operational management, thereby enabling improvements in the quality of public health services. This study aims to analyze the effectiveness of implementing the Regional Public Service Agency (BLUD) scheme in community health centers (Puskesmas) to improve healthcare service quality in Bulungan Regency, focusing on UPTD Puskesmas Tanjung Selor. A qualitative approach with a case study design was applied. Data were collected through in-depth interviews, observation, and documentation involving informants from the District Health Office, the Regional Financial and Asset Management Agency (BPKAD), the Head of Puskesmas, BLUD management staff, revenue and expenditure treasurers, activity implementation officers (PPTK), accounting staff, and medical personnel. Data analysis followed the stages of data reduction, data display, and conclusion drawing. The findings indicate that BLUD implementation at Puskesmas Tanjung Selor has generally been effective, as reflected in greater flexibility in financial management, faster procurement of operational needs, and the development of service innovations such as strengthening 24-hour emergency services, procuring ambulances, and independently providing medical equipment. The BLUD scheme also contributed to increased community satisfaction, as shown by the upward trend in the Community Satisfaction Survey (SKM) scores. However, several challenges remain, including limited human resources with sufficient competence in BLUD financial management, increased workload due to multiple roles, procurement constraints (e-catalog/inaproc) caused by limited suppliers, and suboptimal integration of financial reporting systems.
The Role of Workload in Moderating the Relationship Between Competence, Motivation, and Performance of Civil Servants in Bulungan Regency Fitri Amin; Syahran Syahran; Muhamad Nur Utomo; Shalahuddin Shalahuddin; Ahmad Juliana
Journal of Creative Power and Ambition (JCPA) Vol. 4 No. 01 (2026): Journal of Creative Power and Ambition (JCPA)
Publisher : CV Edujavare Publishing

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.70610/jcpa.1263

Abstract

Public sector employee performance is a key factor in achieving effective governance and high-quality public services. Amid rising public demands, government employees face job complexity, resource constraints, and high administrative pressure. This study aims to analyze the influence of competence and motivation on the performance of public sector employees and to examine the moderating role of workload in this relationship among government officials in Bulungan Regency. This study employs a quantitative approach using a survey method targeting public sector employees in Bulungan Regency. Data were collected via a structured questionnaire and analyzed using Partial Least Squares Structural Equation Modeling to test the direct relationships and moderating effects among the variables, after first ensuring the validity and reliability of the instruments. The results of the study indicate that competence and motivation have a positive and significant effect on employee performance, while workload acts as a moderating variable that weakens the relationship between competence and performance as well as between motivation and performance when workload is high. These findings indicate that the management of disproportionate workloads can hinder the utilization of employees’ competencies and motivational energy; thus, in practice, local governments need to balance the distribution of workloads with competency development and motivation systems so that civil servant performance can be optimized sustainably.