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Rina Anindita

Universitas Esa Unggul

Author-ID : 229143

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Pengaruh Budaya Organisasi Terhadap Kinerja Karyawan Melalui Komitmen Organisasi Pada Suku Dinas Pelayanan Masyarakat Di Jakarta Risky Duta Ramadhan; Rina Anindita
Permana : Jurnal Perpajakan, Manajemen, dan Akuntansi Vol. 17 No. 3 (2025): Special Issue
Publisher : Faculty of Economics and Business, University of Pancasakti Tegal

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.24905/permana.v17i3.1002

Penelitian ini bertujuan untuk menganalisa pengaruh Budaya Organisasi terhadap Kinerja Karyawan melalui Komitmen Organisasi pada Suku Dinas Pelayanan Masyarakat di Jakarta. Metode penelitian menggunakan metode kuantitatif yang dilakukan dengan menyebarkan kuesioner kepada karyawan kontrak (PJLP) melalui google form. Hasil penelitian menunjukkan adanya karyawan yang kurang memiliki pengetahuan cukup dalam melaksanakan pekerjaan, terbatasnya kreativitas karyawan dalam menemukan cara-cara inovatif untuk memecahkan masalah, dan kurangnya suku dinas dalam mendengarkan setiap saran dari karyawan kontrak. Temuan ini memberikan implikasi bahwa suku dinas perlu memberikan pelatihan- pelatihan yang dapat menunjang pekerjaan karyawan. Suku dinas juga dapat memberikan pengarahan sebelum melakukan pekerjaan (safety talk) terkait lokasi kerja, kendala yang dihadapi, dan prosedur pelaksanaan pekerjaan. Karyawan yang memiliki pengetahuan dan keterampilan yang cukup, mampu menyelesaikan pekerjaannya dengan baik sesuai waktu yang ditentukan. Karyawan juga dapat mengemukakan ide-ide ataupun solusi dalam memecahkan setiap permasalahan yang menghambat kelancaran pekerjaan. Suku dinas juga perlu mendengar dan memberikan ruang kepada karyawan kontrak untuk mengemukakan pendapat. Dengan mendengar dan merespon setiap masukan dari seluruh karyawan secara tidak langsung akan meningkatkan komitmen karyawan dalam bekerja. Seluruh karyawan juga dapat bekerjasama dengan baik, membentuk tim yang solid. Pada akhirnya akan meningkatkan kinerja karyawan itu sendiri.

MEMBENTUK PERGURUAN TINGGI SWASTA SEBAGAI ORGANISASI PEMBELAJAR MELALUI PENGUKURAN EFISIENSI KEPEMIMPINAN DAN KOMITMEN MANAJEMEN Rachman, Taufiqur; Suwandi, Arief; Anindita, Rina
Jurnal Inovisi (Teknik Industri) Vol 19, No 2 (2025): Jurnal Inovisi Teknik Industri
Publisher : Universitas Esa Unggul

Show Abstract | Download Original | Original Source | Check in Google Scholar

Penelitian ini bertujuan untuk membentuk organisasi pembelajar di Universitas Esa Unggul dengan mengukur tingkat efisiensi kepemimpinan dan komitmen manajemen menggunakan Data Envelopment Analysis (DEA). Metode purposive sampling digunakan untuk pengambilan sampel, dimana responden ditentukan dengan kriteria tertentu. Kuesioner dikembangkan dari berbagai studi literatur dan terdapat 11 konstruk yang mengukur kepemimpinan, komitmen manajemen dan organisasi pembelajar dengan ukuran indikator dari total kriteria sebanyak 96. Kuesioner menggunakan ukuran 5 skala likert untuk mengukur persepsi staf akademik terhadap organisasi pembelajar pada perguruan tinggi. Selanjutnya hasil persepsi dari kuesioner akan dihitung nilai efisiensi dengan menggunakan metode DEA. Hasil penelitian menunjukkan bahwa komitmen manajemen dan kepemimpinan akan memberikan dampak kepada Universitas Esa Unggul sebagai sebuah organisasi pembelajar pada people level, namun hanya kepemimpinan yang paling menentukan pembentukan Universitas Esa Unggul sebagai sebuah organisasi pembelajar pada team level. Hasil pengukuran efisiensi, dari input kepemimpinan dan komitmen manajemen, menunjukkan bahwa Fakultas Desain Industri Kreatif dan Fakultas Teknik merupakan Fakultas yang paling efisien dalam mengelola kedua input sehingga terbentuk organisasi pembelajar pada people level di dua Fakultas tersebut, dan pada hasil analisis kedua menunjukkan bahwa Fakultas Hukum merupakan Fakultas yang paling efisien dalam mengelola kepemimpinan sehingga secara efisien dapat menjadi Fakultas yang merupakan organisasi pembelajar pada team level.

SELF EFFICACY MODEL AND CAREER DEVELOPMENT IN INCREASE EMPLOYEE ENGAGEMENT AND NURSE PERFORMANCE Gede Pronajaya; Rina Anindita; Rian Adi Pamungkas
Dinasti International Journal of Education Management And Social Science Vol. 2 No. 4 (2021): Dinasti International Journal of Education Management and Social Science (April
Publisher : Dinasti Publisher

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31933/dijemss.v2i4.830

One of the factors for the success of human resource management in an organization is employee performance. Organizations can be said to be successful when the performance of the organization's employees is good. The results of nursing audits are still low in one room, namely below 90%, the high rate of turnover that occurs in nurses every year, the influence of self-efficacy on the performance of nurses, and the level of clinical nurse IV are still small. The purpose of this study was to determine and analyze the effect of Self Efficacy and Career Development on Employee Engagement and Nurse Performance at Dharmais Cancer Hospital. The research sample consisted of 200 respondents. The design of this research is explanatory research of causality (explanatory research). The data analysis technique used the Three-Box Method and SEM (Structural Equation Model) with the AMOS 24 program. The results showed that self-efficacy and career development indirectly mediated by employee engagement had not affected nurse performance; employee engagement does not affect nurse performance; self-efficacy has a positive effect on nurse performance; career development does not affect nurse performance; Self-efficacy has a positive effect on employee engagement; Career development does not affect employee engagement. Research findings: nurse performance in the high category, self-efficacy in the high category, career development in the good category, and employee engagement variable in the engaged category. career development does not affect nurse performance; Self-efficacy has a positive effect on employee engagement; Career development does not affect employee engagement. Research findings: nurse performance in the high category, self-efficacy in the high category, career development in the good category, and employee engagement variable in the engaged category. career development does not affect nurse performance; Self-efficacy has a positive effect on employee engagement; Career development does not affect employee engagement. Research findings: nurse performance in the high category, self-efficacy in the high category, career development in the good category, and employee engagement variable in the engaged category.

Streamer Influencers and Live Shopping: A PRISMA Systematic Review Meilisa Alvita; Ferryal Abadi; Unggul Kustiawan; Rina Anindita
Dinasti International Journal of Education Management And Social Science Vol. 6 No. 6 (2025): Dinasti International Journal of Education Management and Social Science (Augus
Publisher : Dinasti Publisher

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.38035/dijemss.v6i6.4906

This study analyzes the role of streamer influencers in the digital marketing ecosystem through a systematic review of 43 journals using the PRISMA approach. The results show that live streaming and shopstreaming increase audience engagement, build authenticity, and drive purchasing decisions through real-time interaction. Influencer authenticity, entertainment value, and brand credibility are key success factors, while the use of artificial intelligence technology in virtual influencers presents both opportunities and ethical challenges. In addition to its benefits, challenges such as streamer burnout and the need for ethical regulations in digital marketing are also identified. These findings provide valuable insights for developing effective digital marketing strategies.

Citra Merek Tidak Memberikan Pengaruh Secara Langsung Terhdadap Niat Kunjungan Medis Saat Pandemik Covid 19 Di JABODETABEK Anindita, Fatia; Anindita, Rina; Aida, Mus
Journal of Hospital Management Vol 5, No 02 (2022): Journal of Hospital Management
Publisher : Lembaga Penerbitan Universitas Esa Unggul

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.47007/johm.v5i02.5743

Rumah sakit saat ini mengalami perubahan yang cukup pesat dan tantangan bagi rumah sakit untuk bersaing, baik dengan sesama pemberi pelayanan kesehatan di dalam negeri maupun luar negeri. Era globalisasi menyebabkan konsumen dapat dengan mudah mendapatkan informasi tentang pelayanan kesehatan dari luar negeri sehingga mereka mudah untuk membanding-bandingkan. Untuk itu, rumah sakit saat ini berlomba-lomba untuk mampu memasarkan diri sebagai upaya untuk memenangkan persaingan tersebut. Rumah Sakit juga dihadapkan oleh suatu kondisi luar biasa yaitu pandemik Covid-19 yang menyebabkan dampak negatif yaitu menurunnya angka kunjungan pasien. Penelitian ini bertujuan untuk mengetahui adanya pengaruh citra merek dan patient perceived value terhadap niat berkunjung ke rumah sakit dengan mediasi kepercayaan pasien saat kondisi pandemik Covid19. Penelitian ini dilakukan selama November 2020 hingga April 2021. Populasi penelitian ini adalah ibu yang memiliki bayi atau balita yang menggunakan rumah sakit sebagai fasilitas kesehatan di daerah Jabodetabek. Jumlah sampel sebesar 91 orang dengan metode purposive sampling menggunakan kuesioner dan dianalisis dengan path analysis. Penelitian ini menyimpulkan bahwa citra merek, patient perceived value, kepercayaan pasien berpengaruh secara simultan terhadap niat berkunjung ke RS. Namun, temuan pada penelitian ini adalah citra merek dapat dimediasi oleh kepercayaan pasien untuk meningkatkan niat kunjungan medis ke RS, dimana data menunjukkan citra merek tidak memiliki pengaruh langsung terhadap kunjungan medis.

Peran Kepemimpinan Kepala Ruang Rawat terhadap Penerapan Budaya Keselamatan Pasien di Rumah Sakit Hexanini, Clara Pelita Sri; Wahidi, Kemala Rita; Anindita, Rina
Journal of Hospital Management Vol 4, No 01 (2021): Journal of Hospital Management
Publisher : Lembaga Penerbitan Universitas Esa Unggul

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.47007/.v4i01.4462

Introduction: In an effort to improve the quality and safety of patients, leaders / managers at the Hospital must be aware of and strive to build a patient safety culture. The application of effective communication is one of the important elements in building patient safety. The number of unexpected events is due to the implementation of effective communication that is not in accordance with the standard, resulting in the desired clinical message not reaching the expectations. The Head of Ward Nurse is a nursing manager who is directly related to health service activities at the Hospital. The Head of Ward Nurse as the lower manager is expected to be able to carry out all management functions so that the environment and working conditions will support nursing services in maintaining patient safety. This study uses quantitative research design with survey methods using questionnaires as instruments. Data analysis method uses Structural Equation Model (SEM). Respondents of this study were 180 nurses at the EMC Hospital in Tangerang. The results showed that the leadership role variable of the head of room had a positive effect on the application of the patient safety culture and the application of effective communication had a positive effect on the patient safety culture, and the leadership role of the room head had a positive effect on the implementation of patient safety culture.Keywords: Patient Safety Culture, Effective Communication, Leadership Role of Ward Nurse

Pengaruh Budaya Organisasi terhadap Kinerja Perawat dengan Disiplin Kerja sebagai Variabel Intervening di RSUD Pesanggrahan Vernadeth, Verly; Anindita, Rina; Musaida, Musaida
Journal of Hospital Management Vol 4, No 01 (2021): Journal of Hospital Management
Publisher : Lembaga Penerbitan Universitas Esa Unggul

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.47007/johm.v4i01.4463

Human resources is a very important thing for hospitals. Therefore, human resources must have a good quality of performance to achieve the vision and mission of the hospital. The purpose of this study was to analyze the influence of organizational culture on the performance of nurses with work discipline as an intervening variable in RSUD Pesanggrahan. This research is a quantitative study with a causal research design with 44 respondents, conducted from May 2019 to August 2019. Determination of the number of samples using the census method. Research variables are Performance as the dependent variable, Organizational Culture as an independent variable, and Work Discipline as an intervening variable. Collecting data in this study using a questionnaire with technical research instruments using a questionnaire with a 4 level Likert scale. Analyzing data using path analysis. The results showed that the relationship between organizational culture and performance was not significant, organizational culture has a positive and significant influence on work discipline, and organizational culture has an influence on the performance of nurses with work discipline as an intervening variable. Managerial implications that can be applied to improve performance are to increase work discipline and instill a stronger organizational culture.Keywords: nurse performance, organizational culture, work discipline

THE EFFECT OF TRANSFORMATIONAL LEADERSHIP AND WORK STRESS ON RESILIENCE MODERATED TURNOVER INTENTION Sitepu, Sumawati; Anindita, Rina
Jurnal Maneksi (Management Ekonomi Dan Akuntansi) Vol. 12 No. 2 (2023): Jurnal Maneksi (Management Ekonomi Dan Akuntansi)
Publisher : Politeknik Negeri Ambon

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31959/jm.v12i2.1395

This research is based on the problem of intention to leave caused by leadership and work stress in the 2020 -2021 period. The purpose of this study was to obtain empirical evidence on the influence of transformational leadership and work stress on the turover intention with resilience as a moderator. The research data analysis SEM using the Smart PLS program. The population is nurses who are members of the inpatient installation of 110 personnel, and the sample uses a saturated sample which makes 110 nurses as respondents. The results of the analysis conclude that transformational leadership has no effect on work stress and turnover intentions, work stress has a positive effect on turnover intentions, resilience is unable to moderate the relationship of transformational leadership on work stress and the relationship of work stress on turnover intention.

Transformational Leadership and Organizational Commitment among Generation Z Employees in Indonesia Marhisar Simatupang; Rina Anindita; Winanti Siwi Respati
JIM: Jurnal Ilmiah Mahasiswa Pendidikan Sejarah Vol. 11 No. 1 (2026): February-April 2026, Saintek, Soial and Humanities
Publisher : Universitas Syiah Kuala and Collaboration Yayasan Yusda Edu Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.24815/sejarah.v11i1.391

High employee mobility among Generation Z has emerged as a critical human resource challenge in Indonesia. This study investigates the direct influence of transformational leadership on organizational commitment among Generation Z employees. Using a quantitative correlational design, data were collected from 410 Generation Z workers across various industrial sectors in Indonesia. Transformational leadership was measured using the Bass and Avolio framework, while organizational commitment was assessed using an adapted Meyer and Allen scale. Data were analyzed using Structural Equation Modeling Partial Least Squares (SEM-PLS). The results indicate that transformational leadership has a significant and positive effect on organizational commitment (β = 0.72; p < 0.001), explaining 52.8% of the variance in commitment. These findings demonstrate that transformational leadership plays a crucial role in fostering emotional attachment and loyalty among Generation Z employees. This study contributes to the literature by providing empirical evidence focused exclusively on Generation Z within a developing country context.

Implementing Japanese PMA Organizational Culture in Indonesia impacts Employee Job Satisfaction, Employee Performance and Employee Retention of Japanese and Indonesian Employees Martadinata Martadinata; Evi Susanti; Rina Anindita
International Journal of Quantitative Research and Modeling Vol. 3 No. 3 (2022): International Journal of Quantitative Research and Modeling
Publisher : Research Collaboration Community (RCC)

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.46336/ijqrm.v3i3.329

The expansion of Japanese parent companies worldwide has forced them to carry the organizational culture that the Japanese founders had held onto their overseas subsidiaries. The main purpose of study is examined organizational culture, employee job satisfaction, and employee performance of Japanese PMA companies in Indonesia on employee retention. Eight Japanese companies were used as the sample, where 33 Japanese employees and 222 Indonesian employees were respondents. Theory Z is used to discuss organizational culture. The questionnaire was made in Indonesian, English, and Japanese. The research model uses a tiered structure model, while to test the proposed hypothesis, the SEM Lisrel 8.8 analysis technique is used. The main finding is the organizational culture of Japanese companies in Indonesia strongly influences job satisfaction, employee performance, and employee retention. Applying Japanese corporate culture shows that Japanese and Indonesian employees understand the company's core values. Employee performance can be realized by employees being able to understand the cultural values of the organization.

Co-Authors Abadi, Ferryal Achmad Firdaus Adyamar Giftby Ellyolga Irwan Agus Munandar Agus Satriawan Agus Yulistiyono Agustina, Noni Ahmad Fauzi Ahmad Rifa'i Aida, Mus Ali Fatah Alif Saputra Matellow Aloysia Pranata Alvina Yasmine Yusuf Anastina Tahjoo Andreas Reza ANDRY, ANDRY Anindita, Fatia Anisa Hidayanti Anita Theresia Junianty Aprilita Rina Yanti Arief Suwandi Astuti, Sri Astia Widia Ayasofia, Fitri baharuddin dammar, baharuddin Br Ginting, Ginka Febriyanti Budi Budi Cahyadi Nugraha Calvien Pradiptha Giovannie Cholifihani, Muhammad Christian Mayumi Semeru Christina Sitepu Cinantya, Ixora Gupita Cristofer Ewaldo CSP Wekadigunawan Dany Jaya Wardana Dbora Putri Perdana Deddy Supriadi Desviana Ayu Lestari Desy Prastyani Devianti, Lilis Devy Winata Dian Alfia Purwandari Dimas Aryo Wibowo Dita Di Apriyanti Duta Liana Duta Liana Elisabeth Longge Elprida Sidabutar Emanuela Tasya Andini Endang Ruswanti Erliana, Ria Ernawati, Rini Ety Nurhayati Evan Pratama EVELYN EVELYN Evi Susanti Evi Susanti Farida Farida Fatia Maulida Febby Ferava Firmasyah, Ezik Fitri Ayasofia Fitriah, Nopi Fitriana Rezki Florensia Taslulu Fridslan, Ulam Ganjar Nugraha Gede Pronajaya Gunawan, Weka Gunawan, Yuke Yolan Hamdi , Edi Hardianti Hardianti, Hardianti Harits Hijrah Wicaksana Hasyim Hasyim HASYIM, HASYIM Helvyda Sari Hendy Tannady Hengky Siswanto Heni Sulastri Herda Febtri Ranti Hexanini, Clara Pelita Sri Hosizah Hosizah I Made Bayu Andika Idrus Jus’at Ika Baskara Indra Thalib Intan Silviana Mustikawati Irawati, Yeyen Irma Kartiani Isni, Sefta Nandiatama Fahrizal Ivana Gracita Izzati, Keysa Johanes Johanes, Johanes John Villinds Timbang Weigh Juliarti, Ni Putu Trisna Jurita Purnama Sari Karna Mustaqim Kartika Lilisantosa Kiki Kiki Kishen Kishen Korompis, Veinne Nathasia Kresna Widjajakusuma Kustiawan, Unggul Kusumapradja, Rokiah Laras Sitoayu LIA AMALIA Liana Mailani Lie Liana . Lista Meria Ludyani, Andi Tendry Dwi Lukman Cahyadi M Derajat Amperajaya M. Reza Hilmy M. Reza Hilmy Manalu, Christy Helvita Mandalikha, Baiq Asry Afriza Marhisar Simatupang, Marhisar Maria Ona Gracias Marshella Synthia Martadinata Martadinata Meilisa Alvita Meilisa Alvita Mf.Arrozi Adhikara Mitzi Mitzi Mohamad Reza Hilmy Mohamad Reza Hilmy Mohammad Reza Hilmy Monalisa, Irine Muh. Natsir Nugroho Muhamad Chudri Wardana Muhammad Arif Rahman Muhammad Fachruddin Arrozi Muhammad Hanif Rahim Mukhamad Abduh Mulyo Wiharto Mus Aida Mus Aida Musaida, Musaida Mustikawati, Intan Silviana Mutia, Reza Mygel, Mygel Nabila Noor Izmi Nandya Putri Bachtiar Nastohar Nastohar Neny Rif’ah Niko Garuda Adiyono Nofi Erni Novi Amanda Novianna, Yoan Nurwarwiyah Nuryadi Nuryadi Nusrat, Mavika Tarika Okta Rizky Amalia Parker, Jonathan Permana, Reno Andre Prabowo, Sony Prastowo, Valentinus Hartadi Pratama, Rizky Ananda Pronajaya, Gede Purwandari, Dian Alfia Purwandini, Komala Putri Sari Sumarty Meliala Putri, Mutiara Ramadhona Putriyah Arifin Quinn, Anahera Rachmat Efendi Rafiqah Saputri Abdullatif Rahma Kurniawan Rahman, Muhammad Arif Rapiah, Siti Nur Regina Regina Resa Agustian Retno Andrianti Retno Lies Setyawati Rhian Indradewa Rhian Indradewa Ria Erliana Ria Prima Burhan Rian Adi Pamungkas Rischa Zahra Bellanisa Risky Duta Ramadhan Rojuaniah Rojuaniah Rokiah Kusumaprajda Sandra Dewi sandra dewi Saputra, Beben Sarah Ainar Rahman Satya Winarah Senjaya, Veny Septianingsih, Agusdini B Setiyati, Ritta Shadiqy Artib Sidauruk, Tio Minar Siregar, Juliana Sitepu, Sumawati Siti Nurlaela Sitompul, Sari D Situmorang, Indah Mestika Sudiono, David Sumartono Sumawati Sitepu Supriyantoro Supriyantoro Supriyantoro Syahdani Uli Syuman Takdir Tahjoo, Anastina Tantri Yanuar Rahmat Syah Tati susilawati TAUFIQUR RACHMAN, TAUFIQUR Taufiqur Rahman Tjipto Rini Tofan Tofan Valentina Wibowo Fransisca Valorie Yang Cen, Ronald Verly Vernadeth Vernadeth, Verly W. Dian Purwanti Wahidi, Kemala Rita Wahyuni Dian Wahyuni Dian Purwati Wekadigunawan, C.S.P Wijaya, Henhen Winanti Siwi Respati Winarah, Satya Wisnu Budi Prasetyo Yessy Triana Dewi Yoanita Yuniati Yohanes Ariyanto Seno Yosvara, Nadya Yuke Yolan Gunawan Yusran, Resadana Zainol, Zuraidah

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