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Adya Hermawati
Magister Manajemen, Program Pascasarjana, Universitas Widya Gama Malang
Humanities Economics, Econometrics & Finance Education Health Professions Law, Crime, Criminology & Criminal Justice Social Sciences

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Analisis Pengaruh Job Transfer Terhadap Kinerja Perawat Yang Dimediasi Motivasi Serta Peran Self Efficacy Sebagai Variabel Moderasi (Studi Pada Rumah Sakit Universitas Muhammadiyah Malang) Titis Widayanti; Survival; Muchlis Mas’ud; Adya Hermawati; Nasharuddin Mas
Journal of Innovation Research and Knowledge Vol. 6 No. 4 (2026): September 2026
Publisher : Bajang Institute

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Abstrak: This study aims to examine and analyze the effect of job transfer on nurse performance at University of Muhammadiyah Malang Hospital, with motivation as a mediating variable and self efficacy as a moderating variable. The study is motivated by the importance of improving nurses' performance as a key factor in enhancing the quality of hospital services. Job transfer is considered one of the human resource management strategies expected to improve nurses' competencies, work experience, and performance. However, previous studies have reported inconsistent findings regarding its effectiveness, highlighting the need to investigate the roles of motivation and self efficacy in this relationship. The research method used is a quantitative approach with method totally sampling and population in this study consisted of 70 nurses who had experienced job transfers at the University of Muhammadiyah Malang Hospital. Data analysis techniques used Partial Least Square-Structural Equation Modeling (PLS-SEM) assisted by SmartPLS ver. 4.0 software to test the relationships between variables in a moderated mediation model. The variables included in this study are Job transfer, Nurses' Performance, Motivation, and Self-Efficacy. The results of this study provide empirical evidence regarding the following: (1) job transfer affects nurse performance; (2) job transfer affects motivation; (3) motivation affect nurse performance; (4) self efficacy affects nurse performance; (5) motivation mediate the effect of job transfer on performance improvement; and (6) self efficacy moderate the effect of motivation on nurse performance. These findings are expected to serve as a strategic foundation for hospital management in formulating transfer policies that are more planned and human-centric, with the aim of enhancing the quality of nursing services.
Pengaruh Kualitas Sumber Daya Manusia, Sarana Dan Prasarana Terhadap Kinerja Pegawai Dengan Disiplin Kerja Sebagai Variabel Moderasi (Studi Pada Aparatur Sipil Negara Pemerintah Daerah Kabupaten Maybrat Provinsi Papua Barat Daya) Radbaud Fanataf; Rahayu Puji Suci; Ana Sopanah; Adya Hermawati; Nasharuddin Mas
Journal of Innovation Research and Knowledge Vol. 6 No. 4 (2026): September 2026
Publisher : Bajang Institute

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Abstrak: The objective of this study is to analyze the effect of Human Resources Quality and Infrastructure on Employee Performance in the Regional Government of Maybrat Regency, with Work Discipline as a Moderating Variable. (A Study on Civil Servants of the Maybrat Regency Government). The research method used is quantitative. The population comprises all Civil Servants in Maybrat Regency, Southwest Papua Province, totaling 3,754 employees. The sample size was determined using the Slovin formula, resulting in a calculated figure of 120, which was rounded down to 60 employees. Based on the data, samples were selected using proportionate stratified random sampling. The researcher utilized Partial Least Square (P LS) for data analysis with SmartPLS version 4 software. The results indicate that better performance appraisal can drive improved employee performance. Surprisingly, a stronger Work Discipline is unable to drive employee performance improvements. Similarly, stronger Human Resources Quality fails to boost employee performance. Conversely, better Human Resources Quality is able to drive improved employee performance. Work Discipline cannot moderate the relationship between performance appraisal and employee performance. Infrastructure cannot moderate the relationship between Human Resources Quality and employee performance. Furthermore, Work Discipline is unable to moderate the relationship between Human Resources Quality and employee performance.
Co-Authors Ana Sopanah Muchlis Mas’ud Nasharuddin Mas Radbaud Fanataf Rahayu Puji Suci Survival Titis Widayanti