Articles
<![CDATA[Optimizing of Electrical Submersible Pump with Stage Variation Using Nodal Analysis at “Rha” Well, Cepu Field for Enhancing Oil Production ]]>
<![CDATA[Aditya, Rhera]]>;
<![CDATA[Rohmana, Rian Cahya]]>;
<![CDATA[Budiono]]>
<![CDATA[ Journal of Earth Energy Science, Engineering, and Technology Vol. 7 No. 2 (2024): JEESET VOL. 7 NO. 2 2024 ]]>
Publisher : <![CDATA[Penerbitan Universitas Trisakti ]]>
Show Abstract
|
Download Original
|
Original Source
|
Check in Google Scholar
|
DOI: 10.25105/jeeset.v7i2.20896
<![CDATA[Well “Rha”, located in Cepu Field, is an old well that no longer produces oil naturally (natural flow), so an artificial lift is needed to produce oil. The artificial lift method used in this well is an electrical submersible pump. The well has a maximum flow rate of 1016.04 BFPD with a water cut of 98.2%, indicating a significantly high proportion of water in the flow. The installed pump in this well is REDA DN450/42 Hz, with an operating range of 246–383 BFPD. The evaluation showed that the head pressure exceeded the maximum operating range, causing an upthrust. This research aims to optimize the installed pump by replacing it and performing nodal analysis to obtain the stage that matches the optimum flow rate. This study applied the Wiggins IPR method to calculate the well's maximum flow rate. The study identified and troubleshot performance issues with the existing pump and applied nodal analysis to optimize production. The optimal production rate in this well is 609.62 BFPD, which operates outside the DN450 pump's recommended operating range. Therefore, optimization was carried out using a new pump in the field DN750/42 Hz with 171 stages. Subsequent nodal analysis showed that 124 stages, with a horsepower of 10.01 HP and a pump efficiency of 56.42%, aligned with the optimal production rate. With a water cut of 98.2%, the initial oil rate was 5.2 barrels of oil per day (BOPD), which increased to 10.94 BOPD after optimization. This research demonstrates that optimization by adjusting the stages of ESP can achieve optimal production rates.]]>
<![CDATA[Pengaruh self efficacy dan organizational trust terhadap employee performance melalui employee engagement ]]>
<![CDATA[Wizarotul Maliyah, Arrum]]>;
<![CDATA[Budiono]]>
<![CDATA[ Jurnal Ilmu Manajemen Vol. 12 No. 4 (2024) ]]>
Publisher : <![CDATA[Universitas Negeri Surabaya ]]>
Show Abstract
|
Download Original
|
Original Source
|
Check in Google Scholar
|
DOI: 10.26740/jim.v12n4.p1006-1022
<![CDATA[This research aims to determine the influence of self-efficacy and organizational trust on employee performance through employee engagement at employees of PT. XYZ. This research is causality research with a quantitative approach. The sampling technique used a saturated sampling technique with a sample of 91 permanent employees of PT. XYZ. The statistical analysis used is partial least squares (PLS) with the help of SmartPLS 3 software. The results of this study explain that self efficacy has no significant effect on employee performance, self efficacy has a positive and significant effect on employee engagement, organizational trust has a positive and significant effect on employee performance, organizational trust has a positive and significant effect on employee engagement, employee engagement has a positive and significant effect on employee performance, self efficacy influences employee performance through employee engagement, and organizational trust influences employee performance through employee engagement.]]>
<![CDATA[PENGARUH KNOWLEDGE SHARING DAN SELF EFFICACY TERHADAP EMPLOYEE PERFORMANCE MELALUI EMPLOYEE ENGAGEMENT PADA KARYAWAN BANK MANDIRI CCO SURABAYA ]]>
<![CDATA[Nikmah, Dina Ulfatun]]>;
<![CDATA[Budiono]]>
<![CDATA[ Jurnal Ilmu Manajemen Vol. 12 No. 4 (2024) ]]>
Publisher : <![CDATA[Universitas Negeri Surabaya ]]>
Show Abstract
|
Download Original
|
Original Source
|
Check in Google Scholar
|
DOI: 10.26740/jim.v12n4.p900-914
<![CDATA[This study aims to test and analyse the effect of knowledge sharing and self efficacy on employee performance through employee engagement in Bank XYZ. The sampling technique used saturated samples with a total of 35 respondents. This research is included in the type of quantitative research using SEM-PLS analysis techniques assisted by SmartPLS software version 4. The results obtained are, knowledge sharing has no effect on employee engagement. Self efficacy has a positive effect on employee engagement. Employee engagement has no effect on employee performance. Knowledge sharing has a positive effect on employee performance. Self efficacy has no effect on employee performance. In the results of indirect relationships, employee engagement does not mediate the relationship between knowledge sharing and employee performance, and does not mediate the relationship between self efficacy and employee performance.]]>
<![CDATA[Pengaruh Work Life Balance terhadap Employee Performance melalui Psychological Well Being ]]>
<![CDATA[Wati, Dita Ayu Indra]]>;
<![CDATA[Budiono]]>
<![CDATA[ Jurnal Ilmu Manajemen Vol. 12 No. 4 (2024) ]]>
Publisher : <![CDATA[Universitas Negeri Surabaya ]]>
Show Abstract
|
Download Original
|
Original Source
|
Check in Google Scholar
|
DOI: 10.26740/jim.v12n4.p915-928
<![CDATA[This research, with practical implications that can empower and motivate organizations, aims to determine and explain the influence of work-life balance on employee performance through psychological well-being. Using quantitative methods, the study employed a non-probability sampling technique with a purposive sampling type, resulting in a sample of 41 respondents. The statistical analysis used was the Structural Equation Model - Partial Least Square (SEM-PLS) with SmartPLS 3.2.9 software. The results of this study reveal that work-life balance has a positive and significant effect on employee performance. Furthermore, work-life balance has a positive and significant effect on psychological well-being, which in turn has a positive and significant effect on employee performance. In the analysis of indirect effect, psychological well-being is found to mediate the influence of work-life balance on employee performance. This research underscores the practical implications of ensuring work-life balance, as it can reduce stress, maintain psychological well-being, and improve employee performance, thereby empowering and motivating organizations to prioritize work-life balance.]]>
<![CDATA[STUDI DESKRIPTIF TENTANG PERUBAHAN PSIKOLOGIS PADA IBU HAMIL TRIMESTER III DI WILAYAH KERJA PUSKESMAS LAWANG KABUPATEN MALANG ]]>
<![CDATA[Prahesty Yuliawardani]]>;
<![CDATA[Tri Nataliswati]]>;
<![CDATA[Tutik Herawati]]>;
<![CDATA[Budiono]]>
<![CDATA[ HOSPITAL MAJAPAHIT : JURNAL ILMIAH KESEHATAN POLITEKNIK KESEHATAN MOJOKERTO Vol 16 No 2 (2024): HOSPITAL MAJAPAHIT ]]>
Publisher : <![CDATA[LPPM Sekolah Tinggi Ilmu Kesehatan Majapahit Mojokerto ]]>
Show Abstract
|
Download Original
|
Original Source
|
Check in Google Scholar
|
DOI: 10.55316/hm.v16i2.1080
<![CDATA[The most prominent change in the third trimester in pregnant women is psychological changes. Trimester III is a phase called the waiting or vigilant period because pregnant women cannot wait for the birth of their babies. In this period, psychological changes that arise are fear, worry if the baby is born abnormally, fear of pain in the process of labor and fear of not being able to take care of the baby. Multigravida mothers, naturally also experience psychological disorders in the form of anxiety about the shadow of the pain she suffered in the past during childbirth. Especially for mothers who have experience with high-risk pregnancies, the anxiety level must also increase. Where this pregnancy has a high risk both during pregnancy and in the process of labor. There are also mothers who have experienced traumatic experiences and this has been shown to affect the anxiety of pregnant women in facing labor. The purpose of this study was to determine psychological changes in third trimester pregnant women in the Lawang Health Center Working Area. The design in this study was descriptive with a cross sectional approach. The population was 34 and the sample was also taken 34 people using the total sampling technique. The instrument used in this study was a questionnaire with a closed interview method. Research result shows that on average (71%), their psychological change is quite good. The conclusion of this research result is that the average pregnant women doesn’t know about psychological change and this can be resolved with giving counseling about pregnancy. Hopefully when they’re checking their pregnancies in Health Center, pregnant women would reach out and talk about their complaint or public opinion, especially primigravida women in their third trimester, so it can decrease their worry about their fetus.]]>
<![CDATA[Pengaruh job satisfaction terhadap employee performance melalui work engagement pada karyawan PT.XYZ ]]>
<![CDATA[Nabila, Vera]]>;
<![CDATA[Budiono]]>
<![CDATA[ Jurnal Ilmu Manajemen Vol. 13 No. 1 (2025) ]]>
Publisher : <![CDATA[Universitas Negeri Surabaya ]]>
Show Abstract
|
Download Original
|
Original Source
|
Check in Google Scholar
|
DOI: 10.26740/jim.v13n1.p242-254
<![CDATA[PT. XYZ is a company engaged in the field of construction, which also provide services such as spool fabrication, valve overhaul, valve actuator, heat exchange and cooling unit as well as the manufacture of electrical panels and preparation of Mesoscale Convective Complex (MCC) for nitrogen factory. PT. XYZ also serves various international oil companies. This study aims to analyze the influence of job satisfaction on employee performance through work engagement at PT. XYZ. This research uses quantitative methods. Non-probability sampling with a saturated sample technique was employed, where the entire population is sampled with 67 respondents. The statistical analysis used in this research is the Structural Equation Model - Partial Least Square (SEM-PLS) with SmartPLS 3.0 software. The results of this research explain that job satisfaction has a positive and significant effect on employee performance. Job satisfaction has a positive and significant effect on work engagement. Work engagement has a positive and significant impact on employee performance. The analysis of the indirect influence of work engagement is able to mediate the effect of job satisfaction on employee performance. This study emphasizes the practical implications of ensuring employee job satisfaction that companies should be able to fulfill, as it can increase employee enthusiasm, feelings of happiness when carrying out work, and work engagement, so that employee performance will also always increase.]]>
<![CDATA[Analisis Karakter Gotong Royong Dalam Ekstrakurikuler Pramuka ]]>
<![CDATA[Budiono]]>;
<![CDATA[Marhamah, Siti Hana Bahrul]]>;
<![CDATA[Lutfiana, Rose Fitria]]>
<![CDATA[ Jurnal Moral Kemasyarakatan Vol 7 No 1 (2022): Volume 7, Nomor 1 - Juni 2022 ]]>
Publisher : <![CDATA[Universitas PGRI Kanjuruhan Malang ]]>
Show Abstract
|
Download Original
|
Original Source
|
Check in Google Scholar
|
DOI: 10.21067/jmk.v7i1.7073
<![CDATA[Tujuan dari penelitian ini adalah menganalisis karakter gotong royong dalam ekstrakurikuler pramuka. Penelitian ini menggunakan metode kualitatif deskriptif dengan menggali secara menyeluruh dan mendalam tentang penanaman karakter gotong royong dalam kegiatan ekstrakurikular pramuka. Teknik analisis data menggunakan teknik Milles dan Hubberman yang terdiri dari pengambilan data, reduksi data, penyajian data dan penarikan kesimpulan kemudian uji keabsahan data yang digunakan yaitu triangulasi. Hasil penelitian yaitu (1) kegiatan pramuka merupakan kegiatan ekstrakurikuler yang rutin diadakan setiap hari sabtu di Madrasah Tsanawiyah Darussalam; (2) penanaman karakter gotong royong dilakukan oleh Pembina pramuka pada saat pemberian materi (kognitif) dan saat praktik kegiatan pramuka (psikomotor); (3) metode yang digunakan dalam penanaman karakter gotong royong yaitu menggunakan sistem kelompok atau regu yang terdiri dari 4 – 5 peserta didik; dan (4) karakter gotong royong muncul dalam kegiatan ektrakurikuler pramuka meliputi sikap kerja sama, sikap tolong menolong, kekeluargaan, dan solidaritas. Pembentukan karakter gotong royong bagi peserta didik di Sekolah Menengah Pertama Darussalam merupakan pembiasaan baik dari ekstrakurikuler pramuka yang diikuti.]]>
<![CDATA[Pengharuh Work Engagement dan Work Environment terhadap Job Performance melalui Creativity sebagai variabel mediasi Karyawan Bank X di Kota Surabaya ]]>
<![CDATA[Hayaswari, Dinda Brilianti Eghi]]>;
<![CDATA[Budiono]]>
<![CDATA[ Jurnal Ilmu Manajemen Vol. 13 No. 2 (2025) ]]>
Publisher : <![CDATA[Universitas Negeri Surabaya ]]>
Show Abstract
|
Download Original
|
Original Source
|
Check in Google Scholar
|
DOI: 10.26740/jim.v13n2.p497-512
<![CDATA[Currently, global competition and increased productivity are important issues to discuss if you want to gain a competitive advantage and compete in similar businesses. To achieve a competitive advantage, the role of human resources greatly influences the results and final goals that must be achieved by the company. One of the main objectives of human resource management in business is to create high employee performance. The purpose of this study is to analyze the effect of work engagement and the work environment on employee performance with creativity as an intervening variable. This research is a causality study with a quantitative approach. The sampling technique used a saturated sample of Bank X employees with a total of 37 respondents at Bank X in Surabaya City. The statistical analysis used in this study is partial least squares (PLS) SmartPLS 3.2.9. Work engagement has a significant effect on employee performance. The work environment does not have a significant effect on employee performance. Creativity has a positive and significant effect on employee performance. Work engagement does not have a significant effect on creativity. The work environment has a positive and significant effect on creativity. Creativity does not mediate the effect of work engagement and the work environment on employee performance.]]>
<![CDATA[IMPLEMENTASI NILAI-NILAI DEMOKRASI DALAM MENINGKATKAN KEBEBASAN BERPENDAPAT SISWA PADA PEMBELAJARAN PENDIDIKAN PANCASILA DI SMP N 1 SEMPU BANYUWANGI ]]>
<![CDATA[Christian Eka Widiawati]]>;
<![CDATA[Budiono]]>;
<![CDATA[Trisakti Handayani]]>
<![CDATA[ Pendas : Jurnal Ilmiah Pendidikan Dasar Vol. 10 No. 01 (2025): Volume 10 No. 01 Maret 2025 In Press. ]]>
Publisher : <![CDATA[Program Studi Pendidikan Guru Sekolah Dasar FKIP Universitas Pasundan ]]>
Show Abstract
|
Download Original
|
Original Source
|
Check in Google Scholar
|
DOI: 10.23969/jp.v10i01.28160
<![CDATA[Penelitian ini bertujuan untuk: 1) Mengetahui bagaimana implementasi nilai-nilai demokrasi dalam pembelajaran PKn di SMP N 1 Sempu. 2) Kebebasan berpendapat siswa dalam pembelajaran PKn di SMP N 1 Sempu. 3) Implementasi nilai-nilai demokrasi apakah dapat meningkatkan kebebasan berpendapat di SMP N 1 Sempu. 4) Faktor pendukung dan penghambat dalam meningkatkan kebebasan berpendapat. Jenis penelitian ini adalah kualitatif. Pengumpulan data menggunakan metode observasi, wawancara, dan dokumentasi. Hasil penelitian ini menunjukkan bahwa: 1) PKn berperan penting dalam membentuk karakter dan sikap siswa, dan hal ini sudah diimplementasikan melalui diskusi kelompok dan kerja sama dalam menyelesaikan tugas. Implementasi terhadap kebebasan berpendapat dan kolaborasi dalam pengambilan keputusan, dilakukan melalui pemilihan ketua kelas dan OSIS. 2) Di SMP N 1 Sempu, kebebasan berpendapat penting untuk menciptakan suasana belajar yang demokratis, meskipun partisipasi siswa masih terbatas dan banyak yang apatis untuk menyampaikan pendapat mereka. 3) Hasil penelitian menunjukkan bahwa penerapan nilai-nilai demokrasi, seperti toleransi, kerja sama, dan penghargaan terhadap perbedaan pendapat, secara signifikan meningkatkan kebebasan berpendapat. 4) Faktor pendukung dan penghambat di SMP N 1 Sempu antara lain: a) Kegiatan Praktis siswa dilakukan b)Kurikulum yang relevan c) Dukungan dari kepala sekolah dan guru. Faktor penghambat anatara lain: a) Sikap apatis siswa b) Perbedaan karakter individu.]]>
<![CDATA[PENGARUH PELATIHAN KERJA TERHADAP KINERJA PEGAWAI DI KANTOR PUSAT DINAS PEMADAM KEBAKARAN DAN PENYELAMATAN KOTA SURABAYA ]]>
<![CDATA[Lailatul Fitri Rahmawati]]>;
<![CDATA[Budiono]]>
<![CDATA[ Jurnal Riset Multidisiplin Edukasi Vol. 2 No. 7 (2025): Jurnal Riset Multidisiplin Edukasi (Edisi Juli 2025) ]]>
Publisher : <![CDATA[PT. Hasba Edukasi Mandiri ]]>
Show Abstract
|
Download Original
|
Original Source
|
Check in Google Scholar
|
DOI: 10.71282/jurmie.v2i7.777
<![CDATA[This study aims to determine the effect of job training on employee performance at the Fire and Rescue Department Headquarters of Surabaya City. The sample size used in this study is 60 samples. The research was conducted by distributing an online questionnaire using Google Forms. This study is a quantitative research with simple linear regression analysis technique. The results show that job training has a significant positive effect on employee performance at the Fire and Rescue Department Headquarters of Surabaya City.]]>
