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All Journal Syntax Idea Enrichment : Journal of Management Annals of Human Resource Management Research
Soegeng Wahyoedi
Universitas Kristen Krida Wacana, Jakarta, Indonesia
Aerospace Engineering Agriculture, Biological Sciences & Forestry Automotive Engineering Chemical Engineering, Chemistry & Bioengineering Computer Science & IT Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Social Sciences

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Determination of Management Service Rewards in LMKN Ernawaty Arthur Roida; Rudolf Lumbantobing; Soegeng Wahyoedi
Enrichment : Journal of Management Vol. 13 No. 3 (2023): August: Management Science And Field
Publisher : Institute of Computer Science (IOCS)

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.35335/enrichment.v13i3.1564

Abstract

The percentage of service fees used as LMKN operational costs often changes, this causes many problems. Particularly in terms of determining performance, as well as in terms of non-compliance with financial and tax reports. This study aims to find the best way to determine service costs that can cover operational activities consistently, as a non-profit institution that is responsible the rights owner’s prosperity. Through the interviews it can be concluded that the fee method which uses tariffs is indeed inconsistent, most of the informants gave suggestions using real costs, where all operational costs must be covered from the royalties collected before being distributed. To maintain the amount, a budget that has been agreed upon by stakeholders must be prepared. The budget includes short-term and long-term budgets, to facilitate activities that are quite expensive. The pattern of determining the compensation for this service can be regulated in the articles of association so that it cannot change along with the term of office of the commissioners at the LMKN. The initial determination of the budget can use historical data calculations with the high and low method, we can find the equation and the size of the budget to make the initial budget. From here we can standardize the form of recording and reporting both financial and tax statements. Performance can also be measured, to what extent the use of funds can generate benefits in accordance with the mission of the institution. The method that is considered appropriate for determining the amount of compensation for services so that it can cover operational costs at the LMKN is to bear the whole (real cost) of the proceeds from collecting royalties without using a percentage limit. The budget that must be made as a limitation of the use of costs. The budget must be approved by all stakeholders, both from the activities offered as well as from the amount of value. The financing method by bearing the real cost will reveal the problems that have occurred so far, the bookkeeping will be more consistent, because costs will only come out based on the approved budget.
Pengaruh Work life balance Dan Lingkungan Kerja Terhadap Kinerja Karyawan Dengan Kepuasan Kerja Sebagai Variabel Mediasi (Studi Pada Perawat RS XYZ) Raymond; Soegeng Wahyoedi; Melitina Tecoalu
Syntax Idea 1172-1187
Publisher : Ridwan Institute

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.46799/syntax-idea.v6i3.3107

Abstract

In the ongoing era of globalization, human resource management plays a very important role in efforts to improve organizational performance. Currently, research is focusing on evaluating the performance of nurses at Hospital "XYZ" (RS "XYZ") due to the downward trend in performance in this context. Based on data analysis, it was concluded that work motivation, work-life balance, and working environment conditions have the potential to affect nurses' job performance and satisfaction. The purpose of this study was to explore the relationship between work motivation, work-life balance, and work environment with the performance and job satisfaction of nurses in "XYZ" Hospital. The method used in this study was a survey by distributing questionnaires to nurses at "XYZ" Hospital. The results of the data analysis showed that work motivation, work-life balance, and working environment conditions significantly affected the performance and job satisfaction of nurses at "XYZ" Hospital. The implication of these findings is that the management of "XYZ" Hospital needs to pay special attention to these aspects to improve the performance and job satisfaction of nurses.
The Influence of Work Discipline and Work Environment on Employee Performance in the Social Service Office of Palu City Indonesia Abd. Rahman; Soegeng Wahyoedi; Ruby Santamoko; Muhammad Umar
Annals of Human Resource Management Research Vol. 6 No. 1 (2026): March
Publisher : Goodwood Publishing

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.35912/ahrmr.v6i1.3744

Abstract

Purpose: This study aimed to examine the effects of work discipline and work environment on employee performance at the Social Service Office of Palu City. Improving employee performance in public sector institutions is essential for ensuring effective public service delivery and organizational productivity. Research Methodology: This study used a quantitative survey approach involving 45 employees at the Palu City Social Service Office as respondents. Data were collected through structured questionnaires and analyzed using multiple linear regression with IBM SPSS Statistics 25 to determine the influence of work discipline and work environment on employee performance. Results: The results indicate that work discipline and work environment positively and significantly affect employee performance. Partially, work discipline shows a significant influence on employee performance (β = 0.421; p < 0.05), while the work environment also has a significant positive effect (β = 0.387; p < 0.05). Simultaneously, both variables significantly affected employee performance, with an R² value of 0.62, indicating that 62% of the variation in employee performance could be explained by work discipline and work environment. Conclusions: The study concludes that improving work discipline and creating a supportive work environment can significantly enhance employee performance in public-sector organizations. Limitations: This study was limited by its cross-sectional design and relatively small sample size. Contributions: This study contributes to the development of public administration and human resource management literature, particularly in understanding the factors influencing employee performance in local government institutions.
Co-Authors Abd. Rahman Ernawaty Arthur Roida Melitina Tecoalu Muhammad Umar Raymond Ruby Santamoko Rudolf Lumban Tobing