Articles
<![CDATA[The Influence of Transformational Leadership and Job Satisfaction on Employee Performance in Ogan Komering Ilir Regency ]]>
<![CDATA[Octavianti, Merryda]]>;
<![CDATA[Mellita, Dina]]>;
<![CDATA[Herdiansyah, M. Izman]]>;
<![CDATA[Trisninawati]]>
<![CDATA[ Ilomata International Journal of Management Vol. 6 No. 1 (2025): January 2025 ]]>
Publisher : <![CDATA[Yayasan Sinergi Kawula Muda ]]>
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DOI: 10.61194/ijjm.v6i1.1406
<![CDATA[This paper explores the factors that either hinder or support performance improvement among civil servants (PNS) in Ogan Komering Ilir Regency. The topic is vital due to the critical role of government employees in delivering effective and efficient public services, as well as the need for practical strategies to enhance organizational performance. The study investigates the challenges faced by local governments in improving employee performance, with the aim of identifying key factors and proposing actionable solutions. A quantitative approach was employed, using stratified random sampling to gather data from 378 civil servants via Likert scale-based questionnaires. The relationship between transformational leadership, job satisfaction, and employee performance were analyzed using SEM-PLS. The analysis revealed that transformational leadership significantly influences both job satisfaction and employee performance. Additionally, the results showed a strong correlation between these factors, underscoring key areas where leadership and satisfaction improvements could enhance performance. The study concludes that strengthening transformational leadership and job satisfaction can have a positive impact on employee performance. The findings provide practical implications for local government policymakers to implement targeted interventions aimed at boosting organizational efficiency. The key takeaway is that leadership development and job satisfaction are crucial to achieving higher performance in the public sector.]]>
<![CDATA[Sosialisasi dan Edukasi Pengelolahan Piutang Sebagai Upaya Meningkatkan Profitabilitas Pada Rumah Sakit Pusri Palembang ]]>
<![CDATA[Putri, Seranti]]>;
<![CDATA[Mellita, Dina]]>;
<![CDATA[F, Fitriasuri]]>;
<![CDATA[Elpanso, Efan]]>;
<![CDATA[Noviardy, Andrian]]>;
<![CDATA[H, Heriyanto]]>
<![CDATA[ Nanggroe: Jurnal Pengabdian Cendikia Vol 4, No 10 (2025): Januari ]]>
Publisher : <![CDATA[Yayasan Daarul Huda Kruengmane ]]>
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DOI: 10.5281/zenodo.14744451
<![CDATA[To maintain financial stability and increase hospital profitability, accounts receivable management is essential. The purpose of this study was to assess the various approaches used to manage accounts receivable at Pusri Hospital, make policy recommendations, and increase hospital staff awareness and understanding through socialization and education. This study used a descriptive quantitative approach by analyzing financial data and conducting in-depth interviews with the head of the hospital's finance department. To determine how effective accounts receivable management is, activity and profitability ratio analysis was conducted. A conference with the head of the finance room was conducted to obtain information on current policies and practices, as well as to provide suggestions based on the results of the study. The results showed that the accounts receivable turnover of Pusri Hospital has fluctuated over the past three years. In 2022, accounts receivable turnover decreased drastically as a result of ineffective claims management. The results of the interviews showed that the hospital recognized the need for policy improvements, including the implementation of an ERP system to help manage accounts receivable in a more integrated and effective manner. This study led the hospital to commit to improving the accounts receivable management process, including socializing payment policies to patients. This study includes independent study findings that include strategic analysis and advice. They are expected to help Pusri Hospital increase profitability and maintain stable cash flow in the future.]]>
<![CDATA[Sosialisasi dan Edukasi Pengelolahan Piutang Sebagai Upaya Meningkatkan Profitabilitas Pada Rumah Sakit Pusri Palembang ]]>
<![CDATA[Putri, Seranti]]>;
<![CDATA[Mellita, Dina]]>;
<![CDATA[F, Fitriasuri]]>;
<![CDATA[Elpanso, Efan]]>;
<![CDATA[Noviardy, Andrian]]>;
<![CDATA[H, Heriyanto]]>
<![CDATA[ Nanggroe: Jurnal Pengabdian Cendikia Vol 4, No 10 (2025): Januari ]]>
Publisher : <![CDATA[Yayasan Daarul Huda Kruengmane ]]>
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DOI: 10.5281/zenodo.14744451
<![CDATA[To maintain financial stability and increase hospital profitability, accounts receivable management is essential. The purpose of this study was to assess the various approaches used to manage accounts receivable at Pusri Hospital, make policy recommendations, and increase hospital staff awareness and understanding through socialization and education. This study used a descriptive quantitative approach by analyzing financial data and conducting in-depth interviews with the head of the hospital's finance department. To determine how effective accounts receivable management is, activity and profitability ratio analysis was conducted. A conference with the head of the finance room was conducted to obtain information on current policies and practices, as well as to provide suggestions based on the results of the study. The results showed that the accounts receivable turnover of Pusri Hospital has fluctuated over the past three years. In 2022, accounts receivable turnover decreased drastically as a result of ineffective claims management. The results of the interviews showed that the hospital recognized the need for policy improvements, including the implementation of an ERP system to help manage accounts receivable in a more integrated and effective manner. This study led the hospital to commit to improving the accounts receivable management process, including socializing payment policies to patients. This study includes independent study findings that include strategic analysis and advice. They are expected to help Pusri Hospital increase profitability and maintain stable cash flow in the future.]]>
<![CDATA[Pengaruh Digital Marketing Terhadap Peningkatan Penjualan Pada Industri Kecil Menengah (IKM) Dinas Perindustrian Provinsi Sumatera Selatan (Studi Kasus IKM Jami’ah Riqzi Herbal di Daerah Plaju) ]]>
<![CDATA[Mareta, Nanda]]>;
<![CDATA[Elpanso, Efan]]>;
<![CDATA[Mellita, Dina]]>;
<![CDATA[Fitriasuri, Fitriasuri]]>;
<![CDATA[Noviardy, Andrian]]>
<![CDATA[ Jurnal Penelitian Multidisiplin Bangsa Vol. 1 No. 8 (2025): Januari ]]>
Publisher : <![CDATA[Amirul Bangun Bangsa Publishing ]]>
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DOI: 10.59837/jpnmb.v1i8.315
<![CDATA[Adapun tujuan penelitian ini untuk mengetahui pengaruh Digital Marketing terhadap Peningkatan Penjualan pada Industri Kecil Menengah (IKM)Dinas Perindustrian Provinsi Sumatera Selatan (Studi kasus IKM Jami’ah Riqzi Herbal di Daerah Plaju) Penelitian ini bertujuan untuk mengetahui dan mengukur seberapa besar pengaruh Digital Marketing terhadap Peningkatan Penjualan pada Industri Kecil Menengah (IKM)Dinas Perindustrian Provinsi Sumatera Selatan (Studi kasus IKM Jami’ah Riqzi Herbal di Daerah Plaju). Dalam penelitian ini diambil sebanyak 100 responden dengan pemilihan sampel menggunakan sampling jenuh. Jenis data yang digunakan dalam penelitian ini adalah data primer. Teknik pengumpulan data menggunakan kuesioner dengan skala likert. Metode analisis yang digunakan adalah metode regresi linier sederhana. Dari hasil uji t diketahui thitung variabel Digital Marketing sebesar 11,547 > ttabel 2,625. Maka thitung variabel Digital Marketing lebih besar dari ttabel atau thitung11,547 > ttabel 2,625. Dapat dinyatakan bahwa Ho ditolak dan Ha diterima, artinya ada pengaruh positif dan signifikan Digital Marketing (X) terhadap Peningkatan Penjualan (Y). Untuk hasil uji koefisien determinasi diketahui nilai Rsquare sebesar 0,707 atau sebesar 70,7%. Artinya variabel Digital Marketing(X) mempengaruhi variabel Peningkatan Penjualan (Y) sebesar 70,7%.]]>
<![CDATA[Sosialisasi Dan Edukasi Green Human Resource Management Pada Pegawai Dinas Perindustrian Sumatera Selatan ]]>
<![CDATA[Apriyanza, Muhammad]]>;
<![CDATA[Mellita, Dina]]>;
<![CDATA[Fitriasuri, Fitriasuri]]>;
<![CDATA[Elpanso, Efan]]>;
<![CDATA[Noviardy, Andrian]]>
<![CDATA[ Mestaka: Jurnal Pengabdian Kepada Masyarakat Vol. 4 No. 1 (2025): Februari 2025 ]]>
Publisher : <![CDATA[Pakis Journal Institute ]]>
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DOI: 10.58184/mestaka.v4i1.579
<![CDATA[The development Over time, human resource management has changed, one which is the creation of ecologically friendly company activities by producing the concept of Green Human Resources Management (GHRM). Currently, Green Human Resource Management has become the main business strategy for substantial organizations where Human Resource Development has an active role in the work environment. Green resource management is a policies for environmentally conscious companies resource management Management is human resources that are aware of scientific disciplines aware of scientific disciplines by combining with maintain the sustainability of nature in company management. Green Human Resource Management is a program that helps create a green workforce that can understand and appreciate green culture in an organization that requires high-level technical and management skills in employees. Green Human Resource Management practices in supporting better environmental performance. The approach is a qualitative one that is based on empirical research by examining use in empirical research by examining use green human resources management in the industrial world based on” devotion results from various parties, with sources of national journals, international journals.]]>
<![CDATA[The Acceptance of Technology in Human Resource Management : Readiness e-HRD Among Healthcare Workers Using Binary Logistic Regression ]]>
<![CDATA[Mellita, Dina]]>;
<![CDATA[Zainal, Rabin Ibnu]]>;
<![CDATA[Rafiansyah, M. Darrel]]>
<![CDATA[ JINAV: Journal of Information and Visualization Vol. 4 No. 2 (2023) ]]>
Publisher : <![CDATA[PT Mattawang Mediatama Solution ]]>
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DOI: 10.35877/454RI.jinav2418
<![CDATA[This research aims to identify the readiness of healthcare professionals in regional hospitals to use e-HRD technology. The use of technology in HRM functions is essential to maintain the efficiency and capabilities of human resources within an organization. E-HRD platforms are computerized systems that support the effective and efficient management of HR processes within an organization. To assess the efficiency of employing this technology, it is essential to determine the preparedness of the users. The Technology Readiness Index (TRI) proposed by Parasuraman is applied to assess healthcare workers' preparedness for using e-HRD. The UTAUT (Unified theory of acceptance and use of integrated technology) theory is employed to identify technological readiness. A quantitative descriptive research design is employed to identify the readiness of hospital healthcare workers. The data source for this research is primary data obtained through a questionnaire. The population in this study consists of 420 healthcare workers employed in regional hospitals in the city of Palembang. The sampling technique used in this research is proportional stratified random sampling. Logistic regression is employed to assess the preparedness of healthcare professionals in regional hospitals. The research findings indicate that male healthcare workers have a tendency to be 1.843 times more prepared to use e-HRD compared to female healthcare workers. The likelihood of healthcare workers using e-HRD tends to decrease by 0.002 times with increasing age. The research concludes that healthcare professionals in regional hospitals are moderately prepared to use e-HRD technology. The study recommends that healthcare organizations should provide training and support to enhance healthcare workers' readiness to use e-HRD technology.]]>
<![CDATA[The Influence of Customer Experience and Brand Trust on Repurchase Intentions by Moderating Sales Promotions at PT Wika Beton Region II ]]>
<![CDATA[Aldila, Tino Yose]]>;
<![CDATA[Helmi, Sulaiman]]>;
<![CDATA[Fitriasuri]]>;
<![CDATA[Mellita, Dina]]>
<![CDATA[ Sinergi International Journal of Management and Business Vol. 3 No. 1 (2025): February 2025 ]]>
Publisher : <![CDATA[Yayasan Sinergi Kawula Muda ]]>
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DOI: 10.61194/ijmb.v3i1.467
<![CDATA[Priority in government development programs is an opportunity for construction companies to increase sales. However, in practice, PT Wika Beton Wilayah II Palembang City, as a leading construction company, has failed to get new projects. This study aims to determine and analyze the effect of customer experience and brand trust on repurchase intention with moderation of sales promotion. The research was conducted using quantitative methods through SEM-PLS analysis, sourced from questionnaires distributed to 49 respondents. Respondents are customers of PT Wika Beton Region II Palembang City who have made purchases more than once. The results of the study are expected to reveal that customer experience and brand trust can influence customer repurchase intention moderated by sales promotion. The predicted influence is a significant favorable influence, both partially and simultaneously. The results of this study are expected to be used as a reference for the formulation of marketing strategy formulation strategies for policymakers in the company.]]>
<![CDATA[The Effect of Transformational Leadership on the Performance of State Primary School Teachers in Ogan Komering Ulu ]]>
<![CDATA[Qotrunnada, Emilda]]>;
<![CDATA[Mellita, Dina]]>
<![CDATA[ International Journal of Finance Research Vol. 6 No. 1 (2025): International Journal of Finance Research ]]>
Publisher : <![CDATA[Training & Research Institute - Jeramba Ilmu Sukses (TRI-JIS) ]]>
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DOI: 10.47747/ijfr.v6i1.1978
<![CDATA[Teacher performance is one of the keys to successful implementation of learning in schools. To improve the quality of education through teacher performance, principals need to be forward-thinking leaders who guide and inspire teachers to be able and eager to work efficiently. Of the many factors that can affect teacher performance is leadership. Transformational leadership is a process by which leaders and subordinates strive to achieve a high level of morality and motivation. The purpose of this study was to analyze the influence of transformational leadership on the performance of public secondary school teachers in the middle school system. The research method used is the Partial Least Square (PLS) method using SmartPLS software version 4. The study sampled 100 teachers with positions as vice principals and class teachers using questionnaires. The data used in this study are primary data. After carrying out the study, it can be concluded that transformational leadership has no influence on teacher performance]]>
<![CDATA[THE EFFECT OF CAREER DEVELOPMENT, JOB SATISFACTION AND WORK MOTIVATION ON EMPLOYEE PERFORMANCE AT PT CERAH SINERGI SEJAHTERA ]]>
<![CDATA[agustian, wiwin]]>;
<![CDATA[Esa, Gilang Anugrah]]>;
<![CDATA[Mellita, Dina]]>;
<![CDATA[Noviardi, Andrian]]>
<![CDATA[ Jurnal Ecoment Global Vol. 10 No. 1 (2025): Edisi April 2025 ]]>
Publisher : <![CDATA[Universitas Indo Global Mandiri Palembang ]]>
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DOI: 10.36982/jeg.v10i1.5269
<![CDATA[Abstract. Objective: This study aims to determine whether career development, job satisfaction and work motivation affect employee performance at PT. Cerah Sinergi Sejahtera. The type of quantitative research aims to determine the effect of career development, job satisfaction and work motivation as independent variables and employee performance as dependent variables. Design/Method/Approach: the method used in this study is a quantitative descriptive method with an analysis tool using multiple regression. The data used are primary data sourced from questionnaires with a sample of 54 respondents. Discussion: The results of the analysis using the t test show that career development does not affect employee performance at PT. Cerah Sinergi Sejahtera. Job satisfaction has a positive effect on employee performance at PT. Cerah Sinergi Sejahtera. Work motivation has a positive effect on employee performance at PT. Cerah Sinergi Sejahtera. The results of the determination coefficient test of the regression model show an R Square value of 0.828. This explains that 82.8% of career development variables, job satisfaction and work motivation have an effect on employee performance at PT. Cerah Sinergi Sejahtera and the remaining 19.8% is influenced by other variables outside of this study. Conclusion/suggestion: PT. Cerah Sinergi Sejahtera should prepare a structured career development program, including regular training, mentoring and fair promotion opportunities, this will be able to help employees to increase motivation so that employee job satisfaction can be achieved. Keywords: Career Development, Job Satisfaction, Work Motivation, Employee Performance]]>
<![CDATA[The Influence of Green Human Resources Management (GHRM) on Employee Green Behavior (Green Lifestyle), Employee Performance, and Company Sustainability ]]>
<![CDATA[Ayu, Mersi Putri]]>;
<![CDATA[Mellita, Dina]]>;
<![CDATA[Sartika, Dewi]]>;
<![CDATA[Trisninawati, Trisninawati]]>
<![CDATA[ International Journal of Marketing & Human Resource Research Vol. 6 No. 2 (2025): International Journal of Marketing and Human Resource Research ]]>
Publisher : <![CDATA[Training & Research Institute - Jeramba Ilmu Sukses ]]>
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DOI: 10.47747/ijmhrr.v6i2.2661
<![CDATA[This study aims to assess the effect of Green Human Resource Management (GHRM) on employee green behavior (green lifestyle), employee performance, and corporate sustainability at PT. Northeast Electric Power Construction Project OKI 2. GHRM includes various sustainability-oriented human resource management practices, such as green recruitment, environmental training, environmentally-based performance evaluation, and incentive systems to encourage environmentally friendly behavior in the workplace. This study uses a quantitative approach with a survey method, where data were collected through questionnaires from 70 employees. Data analysis was carried out using statistical techniques such as regression to test the relationship between variables. The results showed that GHRM significantly affects employee green behavior, which in turn contributes to improving employee performance and corporate sustainability. These findings indicate that effective implementation of GHRM can improve the culture of sustainability within an organization, while strengthening the company's competitiveness in the long term. This study contributes to corporate management in developing environmentally-based human resource policies that can improve individual performance and organizational sustainability goals]]>
