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All Journal Jurnal Aplikasi Bisnis dan Manajemen (JABM) E-Journal EKOMBIS REVIEW: Jurnal Ilmiah Ekonomi dan Bisnis International Journal of Artificial Intelligence Research Alignment: Journal of Administration and Educational Management GEMA EKONOMI PREPOTIF : Jurnal Kesehatan Masyarakat Community Engagement and Emergence Journal (CEEJ) Aliansi : Jurnal Manajemen dan Bisnis Jurnal Akuntansi, Manajemen dan Ilmu Ekonomi (JASMIEN) Jurnal Cahaya Mandalika International Journal of Business, Law, and Education Journal of English Language and Education Jurnal Ekonomi Co-Value : Jurnal Ekonomi, Koperasi & Kewirausahaan Arus Jurnal Sosial dan Humaniora Annals of Human Resource Management Research Jurnal Ekonomi Utama (Juria) SENTRI: Jurnal Riset Ilmiah Jurnal Manajemen Bisnis dan Organisasi Journal MISSY (Management and Business Strategy) Return : Study of Management, Economic and Bussines Eduvest - Journal of Universal Studies Jurnal Kajian Ekonomi dan Manajemen Indonesia Equilibrium Point : Jurnal Manajemen Bisnis Jurnal Pendidikan dan Pengembangan Sumber Daya Pertahanan Jurnal Manajemen, Bisnis dan Kewirausahaan International Journal of Health Science
Nurakhim, Bambang
Universitas Mitra Bangsa
Religion Aerospace Engineering Humanities Computer Science & IT Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Education Electrical & Electronics Engineering Energy Environmental Science Health Professions Industrial & Manufacturing Engineering Languange, Linguistic, Communication & Media Law, Crime, Criminology & Criminal Justice Neuroscience Public Health Social Sciences Other

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Pengaruh Kepuasan Kerja dan Kompetensi Guru yang Dimediasi oleh Motivasi Kerja Terhadap Kinerja Guru SMP Yayasan Memajukan Ilmu dan Kebudayaan (YMIK) Joglo Kembangan Jakarta Barat Novilasari, Tri Astuti; Sahim, Aswin Naldi; Pratikno , Yuni; Nurakhim, Bambang
Jurnal Cahaya Mandalika ISSN 2721-4796 (online) Vol. 3 No. 1 (2022)
Publisher : Institut Penelitian Dan Pengambangan Mandalika Indonesia (IP2MI)

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.36312/jcm.v3i1.3302

Abstract

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Pengaruh Demosi, Mutasi dan Promosi Jabatan terhadap Kinerja dan Motivasi Sebagai Mediasi Karyawan Satuan Pengamanan di Bank Indonesia Kantor Pusat Mualim, Wisnu; Sahim, Aswin Naldi; Pratikno, Yuni; Nurakhim, Bambang
Jurnal Cahaya Mandalika ISSN 2721-4796 (online) Vol. 3 No. 1 (2022)
Publisher : Institut Penelitian Dan Pengambangan Mandalika Indonesia (IP2MI)

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.36312/jcm.v3i1.3352

Abstract

Penelitian ini bertujuan untuk menganalisis pengaruh demosi, mutasi, dan promosi terhadap kinerja karyawan dengan motivasi sebagai variabel mediasi pada karyawan satuan pengamanan di Bank Indonesia Kantor Pusat. Penelitian ini menggunakan metode kuantitatif dengan pengumpulan data melalui survei yang melibatkan 109 responden serta menunjukkan terdapat 5 (lima) variable dengan 7 (tujuh) hipotesis yang pengujiannya menggunakan Smart PLS versi 4.0. Hasil analisis menunjukkan bahwa demosi memiliki pengaruh positif signifikan terhadap kinerja, promosi jabatan berpengaruh positif signifikan terhadap kinerja, mutasi jabatan tidak menunjukkan pengaruh signifikan terhadap kinerja, motivasi secara langsung juga tidak menunjukkan pengaruh signifikan terhadap kinerja, motivasi tidak terbukti sebagai mediasi hubungan antara demosi, mutasi dan promosi terhadap kinerja karyawan dengan hasil tidak dapat mempengaruhi/tidak signifikan. Temuan ini mengindikasikan bahwa strategi pengelolaan sumber daya manusia yang berfokus pada demosi dan promosi dapat meningkatkan kinerja karyawan, sedangkan mutasi serta motivasi sebaiknya diminimalisir karena dapat menurunkan kinerja karyawan. Penelitian ini memberikan kontribusi terhadap pemahaman mengenai dinamika pengelolaan sumber daya manusia di satuan pengamanan, khususnya PT TDP sebagai perusahaan penyedia jasa pengamanan yang memperkerjakan karyawannya di Bank Indonesia Kantor Pusat.
PENGARUH KOMPETENSI KERJA DAN LINGKUNGAN KERJA TERHADAP MOTIVASI KERJA PERSONEL POLRI PADA SEKOLAH POLISI WANITA (SEPOLWAN) DI JAKARTA Prasetya, Richie; Nurakhim, Bambang
Journal MISSY (Management and Business Strategy) Vol 6 No 2 (2025): MISSY
Publisher : Program Studi Manajemen, Fakultas Ekonomi dan Bisnis, Universitas Wiraraja

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

Abstract

This competence is an ability or capacity of a person in carrying out various tasks in a job. The work environment is something that exists around the environment of workers that can influence them in carrying out tasks such as. Work motivation is the driving force for a person to make the greatest contribution for the success of the agency in achieving its goals. The objectives of the study are as follows: To find out whether together the influence of Work Competence and Work Environment on Work Motivation of Police Personnel at the Women's Police School (Sepolwan) in Jakarta. The sampling technique used in this study the author used the Random Sampling technique or randomly from the existing population of 181 people, the population used as a sample refers to the Slovin formula in Husein Umar, 2017, 65 samples were obtained. The results of the study showed that partially and simultaneously there was a positive and significant influence between Work Competence and Work Environment on the Work Motivation of Police Personnel.
PENGARUH KUALITAS KERJA DAN MOTIVASI KERJA TERHADAP KINERJA PERSONEL POLRI PADA LEMBAGA PENDIDIKAN SEKOLAH POLISI NEGARA (SPN) BATUA POLDA SULAWESI SELATAN Harmawan, Esa Florestha Ramadhani; Nurakhim, Bambang; Nengsih, Widya
Journal MISSY (Management and Business Strategy) Vol 6 No 2 (2025): MISSY
Publisher : Program Studi Manajemen, Fakultas Ekonomi dan Bisnis, Universitas Wiraraja

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.24929/missy.v6i2.4669

Abstract

Work quality is the level achieved from the process or results obtained in an activity approaching perfection. Work motivation is the driving force for someone to make the greatest possible contribution for the success of the organization in achieving its goals. Performance is the result of work that can be achieved by a person or Police Personnel in carrying out their duties in an organization. The objectives of the study are as follows: To determine whether together the influence of Work Quality and Work Motivation on the Performance of Police Personnel at the Batua State Police School (SPN) of South Sulawesi Regional Police The sampling technique used in this study the author used the Random Sampling technique or randomly from the existing population of 166 people, the population used as a sample refers to the Slovin formula in Husein Umar, 2017, 62 samples were obtained. Based on the calculation results of the data, the positive influence of Work Quality on the Performance of Police Personnel was obtained with a partial value of 0.918, meaning there is a very strong influence or influence with a coefficient of determination of 84.3%. This is proven by the hypothesis test of the Work Quality variable on the Performance of Police Personnel, the value of to = 13.352> t0.05 (61) = 1.670, so Ho is rejected and Ha is accepted, meaning there is a very significant influence. Based on the calculation results, there is a positive influence of Work Motivation on the Performance of Police Personnel, the partial value of 0.843 is obtained, meaning there is a very strong influence or influence with a coefficient of determination of 71.1%. This is proven by the hypothesis test of the Work Motivation variable on the Performance of Police Personnel, the value of to = 6.917> t0.05 (61) = 1.670, so Ho is rejected and Ha is accepted, meaning there is a significant influence. Simultaneously there is a positive influence of the variables of Work Quality and Work Motivation on the variable of Police Personnel Performance with a simultaneous correlation value or Model Summary producing 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 Quality and Work Motivation on the variable of Police Personnel Performance have a very strong influence. Proven through the results of the F test (ANOVA) or F count obtained a value of 382,889 which is greater than F table (62) of 2.760 with a significant level of 0.000 because 0.000 <0.05, then it can be said that the variables of Work Quality and Work Motivation together or simultaneously on Police Personnel Performance have a very significant influence.
Pengaruh Motivasi Kerja Dan Pelatihan Terhadap Kinerja Apoteker Di Kabupaten Pati Provinsi Jawa Tengah Tika Oktaria Tarigan; Bambang Nurakhim; Widya Nengsih
Astina: Jurnal Ekonomi Utama Vol 4 No 2 (2025): Jurnal Ekonomi Utama (Juria)
Publisher : CV. Astina Mandiri

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.55903/juria.v4i2.284

Abstract

Pelayanan yang baik akan menjadi tolak ukur kualitas dan kinerja seorang apoteker dalam melaksanakan pelayan kefarmasian dalam pekerjaan kefarmasian. Kurangnya kinerja apoteker berdasarkan fakta menunjukkan bahwa tidak semua apoteker menjalankan pelayanan kefarmasian sesuai standar yang ditetapkan. Tujuan penelitian ini adalah untuk mengetahui dan menganalisis pengaruh motivasi kerja terhadap kinerja Apoteker di Kabupaten Pati Provinsi Jawa Tengah untuk mengetahui dan menganalisis pengaruh pelatihan dan motivasi baik secara parsial dan simultan terhadap kinerja Apoteker di Kabupaten Pati Provinsi Jawa Tengah; Metode penelitian ini menggunakan asosiatif dengan menggunakan pendekatan kuantitatif. Populasi yang digunakan adalah Seluruh Apoteker di Kabupaten Pati Provinsi Jawa Tengah. Jumlah sampel yang ditetapkan sebanyak 154 orang. Metode analisis data menggunakan uji Reliabilitas dan Validitas dan Analisis Regresi linear berganda serta uji t dan uji F. Hasil penelitian menunjukkan bahwa Motivasi kerja berpengaruh signifikan terhadap kinerja apoteker sebesar 0,425 atau 42,5% dengan tingkat signifikan 0,000 < 0,005. Hal ini menunjukkan bahwa semakin tinggi motivasi kerja semakin tinggi kinerja apoteker. Pelatihan berpengaruh signifikan terhadap terhadap kinerja apoteker sebesar 0,434 atau 43,4% dengan tingkat signifikan 0,000 < 0,005. Hal ini menunjukkan bahwa semakin baik pelatihan semakin tinggi kinerja apoteker. Motivasi kerja dan pelatihan secara simultan berpengaruh signifikan terhadap kinerja apoteker sebesar 0,671 atau 67,1% dengan signifikansi F sebesar 0,000 < 0,005. Hal ini menunjukkan bahwa semakin tinggi motivasi kerja dan pelatihan maka semakin tinggi kinerja apoteker.
The Influence of Leadership on Employee Performance In Class IIA Central Institution, Karawang Bambang Nurakhim; Harries Madiistriyatno; Aji Wijayanto
Return : Study of Management, Economic and Bussines Vol. 2 No. 4 (2023): Return : Study of Management, Economic And Bussines
Publisher : PT. Publikasiku Academic Solution

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.57096/return.v2i04.93

Abstract

In this study, there are two variables, namely Variable X (Leadership) and Variable Y (Performance). This research was conducted to determine the Leadership at the Class IIA Karawang Penitentiary, Employee Performance at the Class IIA Penitentiary Karawang. The method used in this research is descriptive analysis method to discuss the problem formulation of how Leadership in Correctional Class IIA Karawang and employee performance at Correctional Class IIA Karawang, and verification analysis to discuss the formulation of the problem of how much influence Leadership has on Employee Performance in Class Penitentiary. IIA Karawang. The data used are primary and secondary data collected through observation, interviews, questionnaires (questionnaires), and literature. The hypothesis of this research is that there is an influence of leadership on employee performance in Correctional Institution class IIA Karawang. To measure the magnitude of the effect of these variables, Simple Linear Regression and Correlation Coefficients and Coefficients of Determination were used with the help of the IBM SPSS application program. Based on the results of data analysis using statistical methods, namely Simple Linear Regression, the Coefficient of Determination (KD) value is 0.45. Based on these results, it can be concluded that Leadership has an effect on Employee Performance at the Class IIA Karawang Penitentiary.
Pengaruh Budaya Organisasi dan Kepemimpinan Terhadap Kinerja Pegawai Di Biro Advokasi, Sekretariat Jenderal, Kementrian Keuangan Afrita Afrita; Bambang Nurakhim; Widya Nengsih
Jurnal Manajemen, Bisnis dan Kewirausahaan Vol. 5 No. 2 (2025): Agustus : Jurnal Manajemen, Bisnis dan Kewirausahaan (JUMBIKU)
Publisher : Lembaga Pengembangan Kinerja Dosen

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.55606/jumbiku.v5i2.5510

Abstract

Digital transformation and increasing regulatory complexity compel government legal units, such as the Advocacy Bureau of the Secretariat General of the Ministry of Finance, to become more adaptive and innovative. This study aims to examine the impact of organizational culture and leadership on employee performance, both individually and simultaneously. A quantitative approach with an explanatory survey design was employed, involving the entire population of 99 employees through a saturated sampling technique. Data were collected using a Likert-scale questionnaire that had been tested for validity and reliability, and then analyzed using multiple linear regression with SPSS 20.0. The results indicate that organizational culture and leadership have a significant positive effect on employee performance. A strong work culture and effective leadership create an environment that supports productivity and the achievement of organizational goals. Practically, this study emphasizes the importance of internalizing organizational values and developing transformational leadership styles as strategies to enhance performance. These findings contribute to the advancement of human resource management in the public sector and provide a foundation for policy interventions in bureaucratic reform within government legal units.
Pengaruh Kompetensi, Komunikasi Interpersonal, dan Kualitas Pelayanan Kesehatan terhadap Kepuasan Pasien di Puskesmas Pembantu Lubang Buaya, Jakarta Timur Hermina Nurmalita Sari; Enjang Sudarman; Nurwulan Kusuma Devi; Zulkifli Rangkuti; Eddy Hermawan Hasudungan; bambang nurakhim
Jurnal Manajemen, Bisnis dan Kewirausahaan Vol. 5 No. 2 (2025): Agustus : Jurnal Manajemen, Bisnis dan Kewirausahaan (JUMBIKU)
Publisher : Lembaga Pengembangan Kinerja Dosen

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.55606/jumbiku.v5i2.5599

Abstract

The success of Puskesmas services is highly dependent on the quality of services provided, especially in an effort to meet patient expectations and satisfaction. This study is focused on exploring the relationship between the competence of medical personnel, interpersonal communication skills, and service quality with patient satisfaction levels at the Lubang Buaya Auxiliary Health Center, East Jakarta. Primary health services have a strategic role in maintaining public health, so understanding the determinants of patient satisfaction is crucial. This study uses a quantitative approach with a correlational design. A total of 100 respondents were selected through a total sampling technique, and data was collected using a questionnaire instrument that had been tested for validity and reliability. Data analysis was carried out using multiple linear regression, accompanied by a t-test, F test, and a determination coefficient to assess the strength and contribution of each variable to patient satisfaction. The results of the analysis showed that the three variables—competence of health workers, interpersonal communication, and quality of service—significantly affected patient satisfaction, both partially and simultaneously, with an adjusted R² value of 0.842. This figure indicates that about 84.2% of the variation in patient satisfaction can be explained by these three factors. These findings strengthen the evidence that increasing professional capacity, mastering effective communication skills, and improving service quality are the keys to the success of Puskesmas in building public trust and loyalty. The practical implication of this study is the need to develop a sustainable training program for health workers, including the development of technical competencies and soft skills. In addition, the internal policies of the Puskesmas must be directed at the formation of a service culture that is responsive, empathetic, and oriented to the needs of patients.
Analysis of Nurses’ Workload in the Inpatient Installation Using the Workload Indicator of Staffing Need (WISN) Method at Pekerja General Hospital, North Jakarta Eka Riadi; Eddy Hermawan Hasudungan; Nurmansyah; Bambang Nurakhim; Aidah Hami
International Journal Of Health Science Vol. 5 No. 3 (2025): November : International Journal of Health
Publisher : Lembaga Pengembangan Kinerja Dosen

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.55606/ijhs.v5i3.5701

Abstract

This study aims to analyze the workload of nurses in the inpatient installation at Pekerja General Hospital, North Jakarta, using the Workload Indicator of Staffing Need (WISN) method. The main objective is to assess whether the number of implementing nurses aligns with the standards set by the Indonesian Ministry of Health Regulation No. 340/MENKES/PER/III/2010 and to provide input regarding the ideal staffing needs for nursing services. This research applies a descriptive quantitative approach with bivariate analysis. The study sample consisted of 68 respondents, encompassing all nurses in the inpatient unit, using probability sampling techniques. Data collection was conducted through work sampling techniques and calculations based on the WISN method. The findings indicate that out of 117 beds, the Bed Occupancy Rate (BOR) ranges from 72.6% to 82.6%, which remains within the normal limit (maximum BOR >85%). The majority of respondents were female (85.2%) and had over one year of working experience. Based on the workload calculation using the WISN method, the hospital is still short of two nurses to meet optimal service requirements. The shortage of nursing staff, although small, has the potential to impact the quality of care, nurse performance, and patient satisfaction. This situation highlights the importance of accurate workload assessment and proper human resource allocation in hospital settings. Nurse managers and hospital administrators are encouraged to use the WISN method regularly as a decision-making tool for staffing adjustments. This study suggests that future research should incorporate additional variables, such as nurse satisfaction, patient acuity levels, and turnover rates, to obtain a more comprehensive understanding of staffing needs. The findings are expected to contribute to nursing human resource planning and management, especially in optimizing nurse-to-patient ratios for better healthcare delivery outcomes.
The Influence of Organizational Culture, Training, and Human Resource Development on Performance Evaluation and Energy Saving Behavior in the Engineering Department at Plaza Blok M Widyasmoro, Adi; Madiistriyatno, Harries; Nurakhim, Bambang; Budianto, Irawan
International Journal of Business, Law, and Education Vol. 7 No. 1 (2026): International Journal of Business, Law, and Education
Publisher : IJBLE Scientific Publications Community Inc.

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.56442/ijble.v7i1.1396

Abstract

This study aims to analyze the influence of Organizational Culture (X1) and Training and Human Resource Development (X2) on technicians’ Energy-Saving Behavior (Y), with Performance Evaluation (Z) acting as a mediating variable. The research adopts a quantitative approach using a Likert-scale questionnaire administered to 51 respondents from the Engineering Department at Plaza Blok M. The results indicate that Training and Human Resource Development (X2) has a positive and significant effect on Energy-Saving Behavior (Y) with statistical values (β = 0.495; t = 2.814; p < 0.05). Meanwhile, Organizational Culture (X1) does not have a direct significant effect on Energy-Saving Behavior (Y) (β = 0.109; p > 0.05). Furthermore, Performance Evaluation (Z) significantly influences Energy-Saving Behavior (Y) (β = 0.332; p < 0.05). The coefficient of determination (R²) shows that the independent variables explain 58.8% of the variance in Performance Evaluation (Z) and 68.2% of the variance in Energy-Saving Behavior (Y). The mediation test results reveal that Performance Evaluation (Z) does not mediate the relationship between Training and Human Resource Development (X2) and Energy-Saving Behavior (Y), as indicated by the insignificant mediation effect (p > 0.05). This study contributes to the development of knowledge by proposing an integrative model that links human resource management systems with employees’ energy-saving behavior in commercial building operations.
Co-Authors Afrita Afrita Agnes Aryanti Kaesmetan Aidah Hami Aji Wijayanto Amin Lestari Anggraini, Rizka Maulida Armadhani Jati Prasetya Aulia Syafputra Budianto, Irawan Cory, Putu Ary Mahendra Debby Hernita Damanik Devi, Nurwulan Kusuma Dewi Ulfa Arini Dwi Risa Pusti Eddy Hermawan Hasudungan Eddy Kusworo Efa Julianti Eka Riadi Enjang Sudarman Eric Hermawan Eric Hermawan Fatqul Hajar Aswad Hadityo, Catur Hendro Hanna Herviana Harmawan, Esa Florestha Ramadhani Harries Madiistriyatno Haspul Naser Hermina Nurmalita Sari Imaningtyas, Kartikowati Indah Purnama Sari Mardjuni Indri Astuti Jermia Djati Judijanto, Loso Juwaini, Jazuli Karnawi Kamar, Karnawi Maulana Arief Rachman Hakim Maulana Arief Rachman Hakim Maulida Afiaty Mochamad Ramza Rapier Gussa Mualim, Wisnu Mutaqin, Zaenal Nengsih, Widya Neolaka, Aglom Mel Yoksam Novilasari, Tri Astuti Numberi, Ayatullah Tranuario Angali Nurmansyah Nurul Wahdini Oktavia Abriwani Panjaitan, Eddy H.H. Panjaitan, Eddy Hermawan Hasudungan Prasetya, Richie Pratikno, Yuni Priyono, Sigit Risa Amelia El Rahmah Rizka Octaviani Rokhmad Slamet Rozi, Chaidir Saepulloh, Aep Sahim, Aswin Naldi Sahlani, Sahlani Selviana Lende Siti Ubaidah Siti Ubaydah Suhardi Suhardi Sukiman Sukiman Susilowati Susilowati Tika Oktaria Tarigan Ubaidah, Siti Widya Nengsih Widyasmoro, Adi Winahyu Saraswati Winarsih Winarsih Yuli Sintha Asi Yulia Yulia Yuni Pratikno Yuniria Zendrato Zulkifli Rangkuti Zulkifli Rangkuti