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All Journal Excellent Jurnal Teknik Elektro EKOMBIS REVIEW: Jurnal Ilmiah Ekonomi dan Bisnis International Journal of Artificial Intelligence Research Scientific Journal of Reflection : Economic, Accounting, Management and Business JURNAL EDUCATION AND DEVELOPMENT Syntax Idea Dinasti International Journal of Education Management and Social Science Dinasti International Journal of Digital Business Management Jurnal Akuntansi, Manajemen dan Ilmu Ekonomi (JASMIEN) Devotion: Journal of Research and Community Service Jurnal Ekonomi East Asian Journal of Multidisciplinary Research (EAJMR) AKADEMIK: Jurnal Mahasiswa Ekonomi & Bisnis Jurnal Manajemen Bisnis dan Organisasi Jurnal MENTARI: Manajemen, Pendidikan dan Teknologi Informasi Moneter : Jurnal Keuangan dan Perbankan Blantika : Multidisciplinary Journal Mandalika Journal of Business and Management Studies Mandalika Journal of Community Services International Journal of Economics Studies J-CEKI
Harries Madiistriyatno, Harries
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The Effect Of Nursing Supervision, Competence, And Work Motivation On Nurse Performance At EMC Sentul Hospital Sari, Puji Swastika; Madiistriyatno, Harries; Hasudungan, Eddy Hermawan
Jurnal Ekonomi Vol. 13 No. 03 (2024): Jurnal Ekonomi, Edition July -September 2024
Publisher : SEAN Institute

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Abstract

The author's aim in this research is to find out how much influence nursing supervision, competence and work motivation have on the performance of nurses at EMC Sentul Hospital. This type of research uses a quantitative approach with correlation regression analysis, so that an overview of the variables is obtained which then tests the hypothesis regarding this influence. The sampling technique used in this research uses the Slovin formula and the analysis technique used is linear regression using the SPSS 25.0 application.  The results obtained were that nurse competency had the most influence on nurse performance, while nursing supervision and motivation had a smaller influence on performance. From this research, the competency of nurses themselves needs to be maintained, but it is the supervision and motivation of nurses that must be improved so that performance increases will be more optimal. The implementation of nursing supervision, supervision of nurse competency, and synergistic increase in nurse work motivation must be improved to increase nurse work motivation.
The Influence of Work Culture and Discipline on the Performance of State Civil Apparatus at the Pasar Minggu District Office, South Jakarta Administrative City Suhaeli, Eli; Madiistriyatno, Harries; Sahim, Aswin Naldi
Jurnal Ekonomi Vol. 13 No. 03 (2024): Jurnal Ekonomi, Edition July -September 2024
Publisher : SEAN Institute

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Abstract

The aim of the research in writing this thesis is to determine and analyze the influence of work culture on the performance of the State Civil Apparatus, to determine and analyze the influence of discipline on the Performance of the State Civil Apparatus and to determine and analyze the influence of work culture and discipline together on the Performance of the State Civil Apparatus. . This research is analytical observational research, namely the researcher makes direct observations of respondents by distributing questionnaires for analysis using quantitative research methods. Regarding research, the author used a saturated sampling technique. In this research, the author narrowed the population to 50 employees at the Pasar Minggu District Office, South Jakarta. There is an influence of Work Culture (X1) on Employee Performance (Y), because the t value for variable X1 (Work Culture) is 7.913, while the t table value for N = 70 is 1.994. So 7.913 > 1.994, it can be concluded that partially the Work Culture variable (X1) has an effect on Employee Performance (Y). There is an influence of Discipline (X2) on Employee Performance (Y), because the t value for variable X2 (Discipline) is 10.755, while the t table value for N = 70 is 1.994. So 10.755 > 1.994. It can be concluded that partially the Discipline variable (X2) has an effect on Employee Performance (Y). There is an influence of Work Culture (X1) and Discipline (X2) together on Employee Performance (Y), it is proven that the Fcount value is 302.318, while the Ftable ( 0.05) for n = 70 is 2.74. So Fcount > from Ftable ( 0.05) or 302.318 > 2.74 with a significant level of 0.000 because 0.000 < 0.05, then it can be said that Work Culture (X1) and Discipline (X2) together or simultaneously have a positive effect on Performance of employees at the Pasar Minggu District Office, South Jakarta (Y) with an R Square value of 0.900. This shows that 90% of Work Culture (X1) and Discipline (X2) together influence the performance of employees at the Pasar Minggu District Office, South Jakarta (Y), while the remaining 10% is influenced by other factors not examined in this research.
Pengembangan Kompetensi dan Remunerasi Mempengaruhi Kinerja Aparatur Sipil Negara pada Sekretariat Direktorat Jenderal Perhubungan Laut Lumanau, Tanti Triyani; Madiistriyatno, Harries; Taufik, Kemal
J-CEKI : Jurnal Cendekia Ilmiah Vol. 4 No. 3: April 2025
Publisher : CV. ULIL ALBAB CORP

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.56799/jceki.v4i3.8122

Abstract

Penelitian ini bertujuan untuk menganalisis pengaruh pengembangan kompetensi dan remunerasi terhadap kinerja Aparatur Sipil Negara (ASN) di Sekretariat Direktorat Jenderal Perhubungan Laut. Sampel penelitian terdiri dari 77 pegawai yang dipilih secara acak dari populasi 332 pegawai menggunakan rumus Slovin. Hasil penelitian menunjukkan bahwa pengembangan kompetensi berpengaruh positif dan signifikan terhadap kinerja ASN dengan koefisien determinasi 79,6% (thitung = 17,402 > ttabel = 1,660). Remunerasi juga berpengaruh positif dan signifikan terhadap kinerja ASN dengan koefisien determinasi 66,6% (thitung = 5,257 > ttabel = 1,660). Secara simultan, pengembangan kompetensi dan remunerasi memiliki pengaruh yang sangat kuat terhadap kinerja ASN dengan nilai R Square sebesar 80,8%. Uji F menunjukkan pengaruh yang signifikan (Fhitung = 156,143 > Ftabel = 2,730; p < 0,05).
Analisis Penyebab Pending Klaim Pasien BPJS Kesehatan dalam Pengajuan Klaim di Rumah Sakit Umum Persahabatan Pranayuda, Bonny; Haryanti, Ina; Utomo, Yoga; Madiistriyatno, Harries
Blantika: Multidisciplinary Journal Vol. 1 No. 4 (2023): Reguler Issue
Publisher : PT. Publikasiku Academic Solution

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.57096/blantika.v1i4.44

Abstract

Klaim BPJS Kesehatan merupakan penyerahan biaya pengobatan peserta BPJS Kesehatan oleh Rumah Sakit kepada BPJS Kesehatan yang dilakukan secara kolektif dan ditagihkan kepada BPJS Kesehatan setiap bulan. Pembiayaan kesehatan merupakan bagian terpenting dari implementasi Jaminan Kesehatan Nasional yang diselenggarakan di Rumah Sakit oleh BPJS Kesehatan melalui pengajuan klaim. Hasil akhir pengajuan klaim ada dua yaitu status klaim layak atau status klaim tidak layak (Pending klaim), oleh karena itu tidak semua berkas yang diajukan dapat diklaimkan atau dibayarkan 100% oleh BPJS Kesehatan, sehingga status klaim dinyatakan tidak layak atau pending klaim terjadi apabila berkas klaim yang diajukan oleh Rumah Sakit belum lengkap. Metode penelitian ini kuantitatif desain crosectional yaitu pendekatan yang berdasarkan pengumpulan data yang dapat menyajikan informasi dalam waktu yang singkat. Hasil penelitian ini adalah berkas pengajuan klaim pada pelayanan rawat inap dan rawat jalan di Rumah Sakit Umum Persahabatan dengan empat (4) status klaim yaitu, terdapat status klaim layak, status klaim tidak sesuai atau pending, status paska klaim dan status klaim dispute. Penyebab terjadinya pending klaim di Rumah Sakit Umum Persahabatan dikarenakan 4 faktor yaitu: Berkas tidak lengkap, kurang tepatnya coding, kurangnya pemeriksaan penunjang dan kurangnya pemahaman terhadap Berita Acara Kesepakatan terkait koding.
Peranan Rekam Medis Elektronik dalam Meningkatkan Mutu Pelayanan di Rsia Kemang Medical Care Muharram, Ardyan Fahrul; Astuti, Yuliana Budi; Simarmata, Anna Maria; Dewi, Mira Puspita; Madiistriyatno, Harries
Blantika: Multidisciplinary Journal Vol. 1 No. 4 (2023): Reguler Issue
Publisher : PT. Publikasiku Academic Solution

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.57096/blantika.v1i4.45

Abstract

Rumah Sakit Ibu dan Anak Kemang Medical Care selama ini menggunakan sistem manual dalam implementasi dan pengelolaan rekam medis, dalam mencari data atau mencari bahan dalam membuat penelitian, dengan adanya Rekam Medis Elektronik diharapkan dapat meningkakan mutu pelayanan di RSIA Kemang Medical Care.Penelitian ini menggunakan metode penelitian kualitatif dengan pendekatan deskriptif, Departemen yang diteliti adalah pegawai yang berada dibawah jajaran Direktorat Pelayanan Medik dan Keperawatan seperti Bagian Registrasi, Dokter, Perawat, Dietisien / Nutrisonis, Tenaga Keterapian Fisik, Tenaga Teknik Kefarmasian, Apoteker yang berjumlah 20 pegawai. Adapun  sampel data yang diambil dan menjadi objek penelitian ini adalah menggunakan data pegawai yang berjumlah 20 pegawai dan merupakan bagian dari populasi. Penelitian ini dilakukan pada bulan Mei 2023. Metode pengumpulan data dalam penelitian ini adalah dengan menyebarkan beberapa pertanyaan yang berkaitan dengan  judul penelitian dalam bentuk kuesioner (angket). Melalui data kuesioner tersebut, peneliti mendapatkan jawaban atas masalah- masalah yang diangkat berupa data primer yang didapat langsung dari sumbernya yaitu responden yang menjadi sampel penelitian. Hasil penelitian ini menunjukkan bahwa rekam medis elektronik sangat berperan dalam meningkatkan mutu pelayanan di RSIA Kemang Medical Care.
DETERMINANTS OF ORGANIZATIONAL COMMITMENT AND ITS IMPLICATION ON TURNOVER INTENTION AT THE FOODHALL IN DKI JAKARTA PROVINCE Husainah, Nazifah; Madiistriyatno, Harries
Dinasti International Journal of Education Management And Social Science Vol. 2 No. 2 (2020): Dinasti International Journal of Education Management and Social Science (Decem
Publisher : Dinasti Publisher

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31933/dijemss.v2i2.626

Abstract

The purpose of this study was to determine the effect of organizational culture, career development, compensation and organizational commitment partially or simultaneously on employee turnover intention. The population in this study amounted to 1,982 employees at twenty-five outlets of The Foodhall in DKI Jakarta Province, with a total sample of 355 respondents. The research method used in this research is descriptive and explanatory survey methods. The sampling method is probability sampling with proportional random sampling technique, and the data analysis method used is SEM (Structural Equation Modeling) with data analysis tools Lisrel 8.80. Based on the research results obtained the following findings: organizational culture, career development, and compensation partially and simultaneously have a significant effect on organizational commitment with a contribution of 58%. Partially career development which is reflected in career doubt has a positive and dominant effect on organizational commitment. Organizational culture, career development, compensation and organizational commitment either partially or simultaneously have a significant effect on employee turnover intention with a contribution of 81%. Partially, organizational commitment has the most dominant influence on employee turnover intentions. The results also show that organizational commitment is a fully mediating variable on the influence of organizational culture, career development, and compensation on employee turnover intention. The managerial implication of this research is that the turnover intention of The Foodhall's employees in Jakarta, which is reflected in the dimension of stopping work, will decrease if The Foodhall in Jakarta is able to increase organizational commitment which is reflected in sustainable commitment, while organizational commitment will increase if The Foodhalls in Jakarta can improve career development. employees who are reflected in career doubts which are supported by an increase in organizational culture which is reflected in the dimensions of results orientation and also supported by an increase in compensation given to employees which is reflected in the high level of indirect compensation.
THE INFLUENCE OF SELF-EFFICACY, EMPLOYEE BEHAVIOR, AND INTERNAL COMMUNICATION ON ORGANIZATIONAL CULTURE THROUGH THE PERFORMANCE OF THE MINISTRY OF MARINE AFFAIRS AND FISHERIES Widya Dini, Winda; Madiistriyatno, Harries; Taufiq, Kemal
Jurnal Manajemen Bisnis Dan Organisasi Vol 4 No 1 (2025): Jurnal Manajemen Bisnis Dan Organisasi (JMBO)
Publisher : Yayasan Pendidikan Cahaya Budaya Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.58290/jmbo.v4i1.389

Abstract

This study aims to analyze the influence of self-efficacy, employee behavior, and internal communication on organizational culture and employee performance at the Ministry of Marine Affairs and Fisheries. In addition, the study also examines the effect of organizational culture on performance. The research population consists of 18,120 employees, with a sample of 100 respondents determined using a probability sampling technique with the simple random sampling method, based on the Slovin formula. Data were collected through questionnaires and observations. This study employed a descriptive quantitative approach, with data analysis conducted using the SmartPLS 3.0 application. The results of the study indicate that self-efficacy, employee behavior, and internal communication have a positive and significant influence on organizational culture. These three variables also show a positive and significant impact on employee performance. Furthermore, organizational culture is proven to have a positive and significant effect on performance. These findings suggest that improvements in self-efficacy, positive employee behavior, and effective internal communication can strengthen organizational culture and directly contribute to enhancing employee performance within the Ministry of Marine Affairs and Fisheries.
Pengaruh Profesionalisme Kerja dan Sarana Prasarana terhadap Pegawai di Kantor Kesyahbandaran dan Otoritas Pelabuhan Kelas III Sunda Kelapa Wibowo, Wiyono; Madiistriyatno, Harries; Taufik, Kemal
AKADEMIK: Jurnal Mahasiswa Ekonomi & Bisnis Vol. 5 No. 2 (2025): AKADEMIK: Jurnal Mahasiswa Ekonomi & Bisnis
Publisher : Perhimpunan Sarjana Ekonomi dan Bisnis

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.37481/jmeb.v5i2.1369

Abstract

To be able to know and analyze the influence of Work Professionalism on Employee Performance. To be able to know and analyze the influence of Facilities and Infrastructure on Employee Performance. To be able to know and analyze simultaneously or together how much influence Work Professionalism and Facilities and Infrastructure have on Employee Performance at the Harbormaster and Port Authority Office Class III Sunda Kelapa. The population in the study at the Harbormaster and Port Authority Office Class III Sunda Kelapa there were 67 employees as the population. So the sampling technique in this study the author used the Total Sampling technique or overall there were 67 population people who were sampled 100% or 67 employees. Positive influence of Work Professionalism on Employee Performance obtained a partial value of 0.928 meaning there is a very strong influence or influence with a determination coefficient of 86.1%. This is proven by the hypothesis test of the variable of Work Professionalism on Employee Performance obtained a value of to = 6.869 > t0.05 (65) = 1.670, then Ho is rejected and Ha is accepted, meaning there is a very significant effect. Based on the calculation results, there is a positive effect of Facilities and Infrastructure on Employee Performance, a partial value of 0.863 is obtained, meaning there is a very strong effect or its effect with a coefficient of determination of 74.5%. This is proven by the hypothesis test of the variable of Facilities and Infrastructure on Employee Performance, obtaining a value of to = 3.474 > t0.05 (65) = 1.670, then Ho is rejected and Ha is accepted, meaning there is a significant effect. Simultaneously the positive influence of the variables of Work Professionalism and Facilities and Infrastructure on the variable of Employee Performance with a simultaneous correlation value or Model Summary produces an R value of 0.916 and while the R Square value is 0.839 or 83.9%, this can be stated that the results of the analysis together the variables of Work Professionalism and Facilities and Infrastructure on the variable of Employee Performance have a very strong influence. Proven through the results of the F test (ANOVA) or F count obtained a value of 18.255 which is greater than F table (66) of 2.750 with a significant level of 0.000 because 0.000 <0.05, then it can be said that the variables of Work Professionalism and Facilities and Infrastructure together or simultaneously on Employee Performance have a significant influence.
Strengthening Leadership Succession Through The Delegation Of Authority Strategy Model In Corporate Succession Planning In Jakarta Pratikno, Yuni; Madiistriyatno, Harries; Milisani, Meirna; Naser, Haspul; Hermawan, Eric
EKOMBIS REVIEW: Jurnal Ilmiah Ekonomi dan Bisnis Vol 13 No 2 (2025): April
Publisher : UNIVED Press

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.37676/ekombis.v13i2.6795

Abstract

Determine how delegation of authority can help employees develop managerial skills. Research objectives: First, we examine the benefits of delegation of authority for leadership skill development; second, we examine the effectiveness of succession planning in preparing future leaders; and third, we investigate the role of delegation in facilitating organizational transitions integrated with succession planning. Methodology: SEM with Smart PLS 4.0. The sample consisted of 92 respondents, selected using the non-probability sampling method. Results: An effective succession-planning strategy involves delegating authority to stimulate talent development and facilitate the placement of qualified workers in significant positions. Conclusions and suggestions: HR professionals can use this matrix to put succession planning concepts into practice, especially where delegation of authority is involved, by integrating the nine-box matrix methodology. In addition, HiPo Mapping will assist in the recruitment, training and placement of skilled workers in key positions within the organisation.
PENGARUH DISIPLIN KERJA DAN PENGEMBANGAN KARIER TERHADAP KINERJA KARYAWAN (STUDI KASUS PADA PT. ADMIRAL LINES JAKARTA) Teguh Wirawan, Setia; Madiistriyatno, Harries; Taufik, Kemal
JURNAL EDUCATION AND DEVELOPMENT Vol 13 No 1 (2025): Vol 13 No 2 Mei 2025
Publisher : Institut Pendidikan Tapanuli Selatan

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.37081/ed.v13i1.6943

Abstract

Disiplin adalah merupakan suatu usaha mencegah terjadinya pelanggaran-pelanggaran terhadap ketentuan yang telah disetujui Bersama. Pengembangan karir adalah suatu usaha untuk meningkatkan kemampuan teknik, teoritis, konseptual, dan moral karyawan melalui pendidikan dan pelatihan. Tujuan penelitian ini adalah untuk mengetahui Disiplin Kerja dan Pengembangan Karier Terhadap Kinerja Karyawan Pada PT. Admiral lines Jakarta. Teknik pengambilan sampel yang dipakai dalam penelitian ini penulis menggunakan teknik Total Sampling atau secara keseluruhan populasi di jadikan sampel ada 42 orang karyawan mengacu pada rumus Arikuinto, 2017, jadi diperoleh sampel 42 orang sampel. Berdasarkan hasil perhitungan terdapat pengaruh positif antara variabel disiplin kerja terhadap kinerja karyawan diperoleh nilai parsial sebesar 0,949 berarti ada pengaruh kuat atau pengaruhnya dengan koefisien determinasi sebesar 90,1%. Hal ini di buktikan dengan uji hipotesis variabel disiplin kerja terhadap kinerja karyawan diperoleh nilai thihung = 8.287 > t0,05 (40) = 1,684, maka Ho ditolak dan Ha diterima berarti berpengaruh sangat signifikan. Berpengaruh positif antara pengembangan karier terhadap kinerja karyawan diperoleh nilai parsial sebesar 0,855 berarti ada pengaruh sangat kuat atau pengaruhnya dengan koefisien determinasi sebesar 73,1%. Hal ini dibuktikan dengan uji hipotesis variabel pengembangan karier terhadap kinerja karyawan diperoleh nilai thitung = 4,820> t0,05 (40) = 1,684, maka Ho ditolak dan Ha diterima berarti berpengaruh signifikan. Dibuktikan dengan uji F (ANOVA) atau Fhitung variabel disiplin kerja dan pengembangan karier secara bersama-sama atau simultan terhadap kinerja karyawan diperoleh nilai sebesar 180,421 dimana lebih besar dari Ftabel (41) sebesar 2,830 dengan tingkat signifikan sebesar 0,000 karena 0,000 < 0,05, maka dapat dikatakan terdapat pengaruh signifikan.
Co-Authors Achmad Noerkhaerin Putra Alwiyah Alwiyah Astrada, Fernando Astuti, Yuliana Budi Azmy, Fadli Bestari, Lita Budianto, Irawab R.d Budiraharjo, Joko Christina Catur Widayati Dewi, Mira Puspita Ekantiana, Evy Eric Hermawan Ernawati Ernawati Fuad, Azharul Hanafi Hanafi Haryanti, Ina Hasudungan, Eddy Hermawan Holyness Nurdin Singadimedja Husainah, Nazifah Indri Astuti Jati, prihatina Jayadi, Rahmat Julioni, Heny Kholik, Jajang Roni Aunul Kusuma, Sitta Kusumadewi, Nurwulan Laras Sitoayu Listiorini, Dewi Lumanau, Tanti Triyani Milisani, Meirna Muhammad Usman, Muhammad Muharram, Ardyan Fahrul Naldi Sahim, Aswin Naser, Haspul Ningsih, Sri Wahyu Pamungkas, Sigit Putro Panjaitan, Eddy H.H. Pendi, Muhammad Pranayuda, Bonny Pratama, Septuci Pratikno, Yuni Qurotul Aini Ratnayulis, Wita Sagala, Kamilov Sahim, Aswin Naldi Sari, Puji Swastika Sholikin, Ahmad Simarmata, Anna Maria Slamet, Rokhmad Soraya, Fatimah Suhaeli, Eli Sukiman Sukiman Taufik, Kemal Taufiq, Kemal Teguh Wirawan, Setia Untung Rahardja Utomo, Yoga Wachyu Hari Haji Wibowo, Wiyono Widya Dini, Winda