Garuda - Garba Rujukan Digital

PENGARUH PENEMPATAN KERJA, BUDAYA ORGANISASI, DAN KOMPENSASI TERHADAP KINERJA PEGAWAI MELALUI KEPUASAN KERJA PEGAWAI Dinata, Nugraha Putra Karya; Talim, Margaretha Banowati
Jurnal Ilmiah Manajemen, Ekonomi, & Akuntansi (MEA) Vol 6 No 2 (2022): Edisi Mei - Agustus 2022
Publisher : LPPM STIE Muhammadiah Bandung

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31955/mea.v6i2.1958

Tenaga kerja atau karyawan menjadi salah satu faktor penting dalam pertumbuhan organisasi bisnis. Perusahaan yang berhasil merupakan perusahaan yang berhasil memberikan kepuasan bagi karyawannya dalam bekerja. Hal ini dikarenakan kepuasan karyawan berkorelasi positif terhadap kinerja karyawan. Apabila karyawan puas, kinerja akan semakin baik dan membawa keuntungan bagi perusahaan. Kepuasan karyawan ditentukan oleh beberapa faktor diantaranya adalah posisi dan penempatan karyawan, budaya organisasi perusahaan, dan kompensasi yang diterima oleh karyawan. Penelitian ini bertujuan untuk mengetahui pengaruh penempatan kerja, budaya organisasi, kompensasi, kepuasan kerja dan kinerja pegawai PT. POS Indonesia Cabang Bandung secara simultan maupun parsial. Penelitian menggunakan penelitian deskriptif dengan metode kuantitif. Data yang digunakan merupakan data primer yang diperoleh dari observasi dan pengisian kuisioner. Data tersebut kemudian diolah menggunakan analisis regresi linier menggunakan tiga variabel yaitu variabel independent (penempatan kerja, budaya organisasi, dan kompensasi), variabel intervensi (kepuasan kerja), dan variabel dependen (kinerja karyawan). Temuan dari penelitian ini menunjukan bahwa penempatan kerja, budaya organisasi dan kompensasi memiliki pengaruh yang signifikan terhadap kepuasan kerja secara parsial maupun simultan. Sementara itu, kepuasan kerja memberikan pengaruh yang signifikan terhadap kinerja Pegawai di PT. Pos Indonesia Cabang Bandung.

BAGAIMANA MERANCANG SISTEM MANAJEMEN KINERJA? Wienda P. Rahardja; Margaretha Banowati Talim; Albert Kurniawan Purnomo
Jurnal Manajemen Maranatha Vol 18 No 1 (2018)
Publisher : Universitas Kristen Maranatha

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.28932/jmm.v18i1.1093

This research proposes a performance management model based on existing theories, the concept to be developed using qualitative methods. The purpose of this paper was to find the model of performance management system with benchmarking and balanced scorecard approach. The challenge of this research is the implementation of this design model is still a few companies in Indonesia who can apply it. The final implication of this research is to provide a complex model of performance management system for companies that need and will implement it, as well as relevant for practitioners and academics, as it clarifies existing knowledge and provides a platform for further research. Keywords: Performance Management, Performance Measurement, Benchmarking, Balanced Scorecard, KPI

PERANCANGAN SISTEM INSENTIF DOKTER SPESIALIS BERBASIS KINERJA PELAYANAN BPJS KESEHATAN DI RUMAH SAKIT CAHYA KAWALUYAN Goey, Hendra William; Talim, Margaretha Banowati; Sukoco, Lisda
Jurnal Administrasi Bisnis Vol. 20 No. 1 (2024)
Publisher : Business Administration Department - Universitas Katolik Parahyangan

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.26593/jab.v20i1.8813.40-54

Hospitals in the National Health Insurance (JKN) era face challenges due to the shift in payment methods from retrospective (Fee for Services) to prospective (case-based payment). This change drives efficiency improvements without compromising service quality.This study formulates a performance-based incentive system for specialist doctors to enhance the efficiency and quality of BPJS Kesehatan patient services at RS Cahya Kawaluyan. Using a case study approach and both quantitative and qualitative analysis methods, the incentive system is designed with the Ongoing Professional Practice Evaluation (OPPE) as a performance measurement tool.The study results propose an incentive system based on individual performance, measurable indicator-based evaluations, periodic payments, and collaboration between the Medical Committee and the Human Resources Department. Doctors' performance is assessed using nine key indicators, with patient satisfaction and regulatory compliance being the most crucial indicators.To enhance the effectiveness of the incentive system, regular patient satisfaction surveys, regulatory compliance monitoring, and improved time management for doctors are recommended. System optimization can be achieved through integration with the hospital information system, strengthening interdepartmental collaboration, and conducting socialization and training programs. System implementation is expected to drive efficiency, motivation, and improved service quality among specialist doctors at RS Cahya Kawaluyan

PERANCANGAN SISTEM INSENTIF DOKTER SPESIALIS BERBASIS KINERJA PELAYANAN BPJS KESEHATAN DI RUMAH SAKIT CAHYA KAWALUYAN Goey, Hendra William; Talim, Margaretha Banowati; Sukoco, Lisda
Jurnal Administrasi Bisnis Vol. 20 No. 1 (2024)
Publisher : Business Administration Department - Universitas Katolik Parahyangan

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.26593/jab.v20i1.8813.40-54

Hospitals in the National Health Insurance (JKN) era face challenges due to the shift in payment methods from retrospective (Fee for Services) to prospective (case-based payment). This change drives efficiency improvements without compromising service quality.This study formulates a performance-based incentive system for specialist doctors to enhance the efficiency and quality of BPJS Kesehatan patient services at RS Cahya Kawaluyan. Using a case study approach and both quantitative and qualitative analysis methods, the incentive system is designed with the Ongoing Professional Practice Evaluation (OPPE) as a performance measurement tool.The study results propose an incentive system based on individual performance, measurable indicator-based evaluations, periodic payments, and collaboration between the Medical Committee and the Human Resources Department. Doctors' performance is assessed using nine key indicators, with patient satisfaction and regulatory compliance being the most crucial indicators.To enhance the effectiveness of the incentive system, regular patient satisfaction surveys, regulatory compliance monitoring, and improved time management for doctors are recommended. System optimization can be achieved through integration with the hospital information system, strengthening interdepartmental collaboration, and conducting socialization and training programs. System implementation is expected to drive efficiency, motivation, and improved service quality among specialist doctors at RS Cahya Kawaluyan

The Influence of Workplace Spirituality, Job Satisfaction, and Organizational Culture on Employee Performance at Niagara Swalayan Hidayat, Ricki; Talim, Margaretha Banowati
JURNAL MANAJEMEN MOTIVASI Vol 21 No 2 (2025): Jurnal Manajemen Motivasi
Publisher : Universitas Muhammadiyah Pontianak

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.29406/jmm.v21i2.7819

This study aims to analyze the effects of workplace spirituality, job satisfaction, and organizational culture on employee performance at Niagara Swalayan. This study is explanatory quantitative research with data collection using Likert - scale questionnaire and employee performance assessment of 73 respondents out of a total population of 89 people. The data analyzed by using SPSS 25 program. The results of this study indicate that workplace spirituality and organizational culture have a positive and significant effect on employee performance at Niagara Swalayan. Meanwhile, job satisfaction does not have a significant effect on employee performance at Niagara Swalayan. Based on the detailed information obtained from respondents concerning job satisfaction, it is known that routine and structured nature of work activities, economic needs, and a sense of comfort in the work environment are the main reasons why employees continue to perform well despite experiencing job dissatisfaction.

Patient Safety Culture as A Mediator Between Leadership and Incident Reporting Kurniati Dameria; Margaretha Banowati Talim; Paulus Susilo Sugiarto
Journal of Public Health Sciences Vol. 5 No. 01 (2026): Journal of Public Health Sciences
Publisher : The Indonesian Institute of Science and Technology Research

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.56741/IISTR.jphs.001325

This study investigates the influence of transformational leadership on patient safety incident reporting among nurses in the inpatient units of Charitas Group hospitals, with a focus on the mediating role of patient safety culture. Using a sequential explanatory mixed-methods design, the research integrates quantitative survey data from 232 nurses and qualitative insights from 16 key informants, including unit heads and safety committee leaders. Structural Equation Modeling and Sobel test results reveal that transformational leadership has a positive effect on patient safety culture but a paradoxically negative direct effect on incident reporting. Patient safety culture significantly mediates this relationship, underscoring the role of organizational climate in translating leadership into safety behaviors. Qualitative findings illuminate this paradox, revealing stark unit-level differences such as in the Pharmacy unit, where psychological safety and open dialogue are strongly fostered, while in other units, fear, silence, and inadequate follow-up persist. The study finds that institutional values are not consistently reflected in daily practices, limiting cultural transformation. This study contributes to the limited literature in Indonesia by highlighting how leadership must be embedded in safe and responsive environments to encourage safety behavior. Recommendations include strengthening leadership presence and follow-through, enhancing safety committee roles, and conducting routine audits to promote a just and learning culture. The findings provide actionable insights for hospital policy, leadership training, and efforts to improve organizational safety in healthcare settings.

Identifying and Mapping Human Capital Risk in the State-Owned Enterprises Organization: Evidence from PT Pupuk Indonesia Margaretha Banowati Talim; Franciskus Antonius Alijoyo
Jurnal Ilmiah Akuntansi Kesatuan Vol. 14 No. 1 (2026): JIAKES Edisi Februari 2026
Publisher : Institut Bisnis dan Informatika Kesatuan

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.37641/jiakes.v14i1.4812

The study of human capital risk remains underexplored despite its critical role in ensuring organizational success. This research aims to examine the interrelationships among enterprise risk management maturity, risk culture, human capital development, employee competencies, and leadership in mitigating human capital risk. This research employs a quantitative explanatory approach, using questionnaires as the primary data collection method to analyze the relationships among the studied variables. The findings reveal that higher enterprise risk management maturity significantly reduces human capital risk by enabling a more proactive and systematic approach to risk identification and mitigation. Leadership capability emerges as a crucial factor, alongside structured and targeted human capital development programs that enhance employee competencies. A key contribution of this study is the development of a human capital risk heat and mitigation matrix, which provides a practical framework for managing human capital-related risks. This framework is particularly relevant for State-Owned Enterprises (SOEs) in emerging markets that face complex and dynamic competitive environments. By integrating enterprise risk management maturity principles with human capital strategies, organizations can strengthen resilience, improve agility, and sustain competitiveness in a VUCA (Volatility, Uncertainty, Complexity, and Ambiguity) environment.

A Systematic Review of Human Capital in the Digital Economy Franciskus Antonius Alijoyo; Muhammad Juliansyah Putra; Margaretha Banowati Talim; Endang Fatmawati; B.M.A.S. Anaconda Bangkara
Jurnal Ilmiah Akuntansi Kesatuan Vol. 14 No. 3 (2026): JIAKES Edisi Juni 2026
Publisher : Institut Bisnis dan Informatika Kesatuan

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.37641/jiakes.v14i3.5342

The rapid expansion of the digital economy has transformed global production systems, labor markets, trade patterns, and governance structures. In this evolving environment, human capital has emerged as a key determinant of long-term economic competitiveness and resilience. Although studies on digital transformation and workforce development have proliferated, the existing literature remains fragmented across disciplines and geographic contexts. This study aims to conduct a systematic literature review that examines the macroeconomic relationship between human capital and the digital economy. Using the PRISMA framework, 852 records from the Scopus database were screened, yielding 40 studies included in the final synthesis. The analysis identified five dominant research themes: digital-driven economic growth, workforce transformation, digital governance and trade competitiveness, economic resilience, and sectoral digital transformation. The findings consistently demonstrate that digital infrastructure alone is insufficient to generate sustainable economic growth. Instead, outcomes depend heavily on the quality, adaptability, and innovative capacity of human capital. Human capital serves not only as a factor of production but also as a mediator and moderator that shapes the performance of the digital economy by enhancing institutional adaptability, reducing structural constraints, and supporting economic modernization.

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