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Pengaruh Iklim Organisasi dan Komitmen Profesi Terhadap Kinerja Perwira Penerbang TNI Angkatan Udara di Skadron Udara 31 Halim Perdanakusuma Jakarta Dewi Gathmyr
Strategi Pertahanan Udara Vol. 3 No. 2 (2017): Jurnal Strategi Pertahanan Udara
Publisher : Universitas Perrtahanan Indonesia (UNHAN)

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.33172/jspu.v3i2.63

Abstrak - Kinerja dalam arti sempit merupakan hasil kerja yang dicapai setiap karyawan di dalam suatu perusahaan serta bagaimana cara karyawan dalam melakukan pekerjaan itu sebagai upaya untuk mencapai tujuan suatu perusahaan. Dalam konteks sumber daya manusia, kinerja dapat menjadi alat ukur kemampuan pada individu dan perusahaan dalam menghasilkan sesuatu sesuai dengan sumber daya yang digunakan individu tersebut.Tesis ini bertujuan untuk menjawab bagaimana sesungguhnya rumusan pengaruh iklim organisasi dan komitmen profesi terhadap kinerja dengan tujuan menganalisis interaksi antar variabel tersebut. Pendekatan yang digunakan adalah kwantitatif. Dilaksanakan di skadron udara 31 Halim Perdanakusuma Jakarta. Objek yang menjadi unit analisis dalam penelitian ini adalah perwira penerbang Skadron Udara 31 Halim Perdanakusuma Jakarta. Variabel bebas (X) dalam penelitian ini adalah iklim organisasi (X1), komitmen profesi (X2), serta variabel terikat kinerja perwira penerbang (Y). Jenis penelitian yang digunakan adalah deskriptif, analitik, dan metode yang digunakan yaitu eksplanatori survei dengan teknik simple random sampling, dan jumlah sampel sebanyak 70 orang. Teknik analisa data yang digunakan adalah analisis jalur (Path Analysis) dengan alat bantu software komputer SPSS 24.0. Hasil penelitian menunjukkan iklim organisasi tidak berpengaruh secara signifikan terhadap kinerja penerbang. Artinya ada faktor lain yang berpengaruh terhadap kinerja perwira penerbang; Komitmen profesi juga tidak berpengaruh secara signifikan terhadap kinerja perwira penerbang; Iklim organisasi berpengaruh langsung positif terhadap komitmen profesi perwira penerbang. Artinya iklim organisasi semakin berkembang baik atau meningkat maka akan meningkatkan komitmen profesi pada perwira penerbang.Kata kunci: iklim organisasi, komitmen profesi, kinerja perwira penerbangAbstract - Performance in the narrow sense is the result of work accomplished every employee in a company and how the employees to do job in an effort to achieve the objectives of a company. In the next context of human resources, performance can be a measuring tool on the ability of the individual. The research background problem is characterized by a decrease in the performance data of the performance appraisal, attendance data and data turnover decrease. Many factor that affect the performance of one of them is the organization commitment is not maximized. This research aims is to determine the influence of climate organization, commitment of Professional to the performance aviators officer air squadron airmen in the air force base 31 halim perdanakusuma Jakarta .Object that becomes the unit of analys in this research is the airmen in the air force base 31 halim perdanakusuma Jakarta. The independent variable (X) in this research was the climate organization (X1) commitment of Professional (X2) and dependent variable (Y) is the performance aviators officer performance, type of the research is descriptive, Analytic and the metod used is explanatory survey with simple random sampling technique and total of sample were 70 people. Data analysis technique used is a Path Analysis with computer software SPSS 24.0. The result on the research , reveal: Climate Organization no significant effect on the performance Aviators officer. This means that any other factor can be effect to performance Aviators officer; Commitment Professions also no significant effect on performance Aviators Air Force officer; Climate Organization positive direct effect on the commitment of Professional Officers Air Force Pilots. This means that by increasing and developing Climate Organization will increase the Commitment Professions of officer aviatorsKeywords: Climate Organization, Commitment of Professional, Performance of Aviators Officer

Pengaruh Iklim Organisasi dan Komitmen Profesi Terhadap Kinerja Perwira Penerbang TNI Angkatan Udara di Skadron Udara 31 Halim Perdanakusuma Jakarta Dewi Gathmyr
Strategi Pertahanan Udara Vol. 3 No. 2 (2017): Jurnal Strategi Pertahanan Udara
Publisher : Universitas Perrtahanan Indonesia (UNHAN)

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.33172/jspu.v3i2.63

Abstrak - Kinerja dalam arti sempit merupakan hasil kerja yang dicapai setiap karyawan di dalam suatu perusahaan serta bagaimana cara karyawan dalam melakukan pekerjaan itu sebagai upaya untuk mencapai tujuan suatu perusahaan. Dalam konteks sumber daya manusia, kinerja dapat menjadi alat ukur kemampuan pada individu dan perusahaan dalam menghasilkan sesuatu sesuai dengan sumber daya yang digunakan individu tersebut.Tesis ini bertujuan untuk menjawab bagaimana sesungguhnya rumusan pengaruh iklim organisasi dan komitmen profesi terhadap kinerja dengan tujuan menganalisis interaksi antar variabel tersebut. Pendekatan yang digunakan adalah kwantitatif. Dilaksanakan di skadron udara 31 Halim Perdanakusuma Jakarta. Objek yang menjadi unit analisis dalam penelitian ini adalah perwira penerbang Skadron Udara 31 Halim Perdanakusuma Jakarta. Variabel bebas (X) dalam penelitian ini adalah iklim organisasi (X1), komitmen profesi (X2), serta variabel terikat kinerja perwira penerbang (Y). Jenis penelitian yang digunakan adalah deskriptif, analitik, dan metode yang digunakan yaitu eksplanatori survei dengan teknik simple random sampling, dan jumlah sampel sebanyak 70 orang. Teknik analisa data yang digunakan adalah analisis jalur (Path Analysis) dengan alat bantu software komputer SPSS 24.0. Hasil penelitian menunjukkan iklim organisasi tidak berpengaruh secara signifikan terhadap kinerja penerbang. Artinya ada faktor lain yang berpengaruh terhadap kinerja perwira penerbang; Komitmen profesi juga tidak berpengaruh secara signifikan terhadap kinerja perwira penerbang; Iklim organisasi berpengaruh langsung positif terhadap komitmen profesi perwira penerbang. Artinya iklim organisasi semakin berkembang baik atau meningkat maka akan meningkatkan komitmen profesi pada perwira penerbang.Kata kunci: iklim organisasi, komitmen profesi, kinerja perwira penerbangAbstract - Performance in the narrow sense is the result of work accomplished every employee in a company and how the employees to do job in an effort to achieve the objectives of a company. In the next context of human resources, performance can be a measuring tool on the ability of the individual. The research background problem is characterized by a decrease in the performance data of the performance appraisal, attendance data and data turnover decrease. Many factor that affect the performance of one of them is the organization commitment is not maximized. This research aims is to determine the influence of climate organization, commitment of Professional to the performance aviators officer air squadron airmen in the air force base 31 halim perdanakusuma Jakarta .Object that becomes the unit of analys in this research is the airmen in the air force base 31 halim perdanakusuma Jakarta. The independent variable (X) in this research was the climate organization (X1) commitment of Professional (X2) and dependent variable (Y) is the performance aviators officer performance, type of the research is descriptive, Analytic and the metod used is explanatory survey with simple random sampling technique and total of sample were 70 people. Data analysis technique used is a Path Analysis with computer software SPSS 24.0. The result on the research , reveal: Climate Organization no significant effect on the performance Aviators officer. This means that any other factor can be effect to performance Aviators officer; Commitment Professions also no significant effect on performance Aviators Air Force officer; Climate Organization positive direct effect on the commitment of Professional Officers Air Force Pilots. This means that by increasing and developing Climate Organization will increase the Commitment Professions of officer aviatorsKeywords: Climate Organization, Commitment of Professional, Performance of Aviators Officer

Peran Prediktif IL-6, IL-10, dan TNF-α Plasma terhadap Gagal Ginjal Akut pada Pasien dengan COVID-19 Derajat Sedang dan Berat Gathmyr, Dewi; Bonar, Maruhum Bonar H; Susilo, Adityo; Harimurti, Kuntjoro; Nainggolan, Ginova; Tagor, Alvin; Shatri, Hamzah; Lesmana, Cosmas Rinaldi Adithya; Amin, Zulkifli
Jurnal Penyakit Dalam Indonesia Vol. 12, No. 2
Publisher : UI Scholars Hub

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

Introduction. Acute kidney injury (AKI) is associated with higher mortality rate in COVID-19 patients due to inflammation and immune dysregulation. This study aimed to correlate serum levels of IL-6, IL-10, and TNF-α with serum creatinine changes and their roles to predict incidence of acute kidney injury (AKI) in patients with moderate and severe COVID-19. Methods. This prospective cohort study was conducted among patients with moderate to severe COVID-19 in Pertamina Central Hospital Jakarta, Indonesia during November 2020 to January 2021. All serum levels of cytokines (IL-6, IL-10, and TNF-α) and creatinine were collected on the first day and seventh day of hospitalization. They might be collected earlier if the patients died or discharged early. AKI was defined as deterioration in serum creatinine or urine output based on Kidney Disease Improving Global Outcomes (KDIGO) guideline. The correlation between cytokine and creatinine serum level changes were analyzed using Spearman test. Receiver operator characteristic curve was calculated to explore predictive roles of cytokines on AKI incidence. Results. A total of 43 patients were included in the study, with a mean age of 59.3 years (SD 12.59), and the majority were male (74%). The incidence of AKI was 7%. Serum creatinine changes were correlated with serum levels changes IL-10 (r= -0.343; p=0.024), but not for IL-6 (r=-0.198; p=0.202) and TNF-α (r=-0.129, p=0.409). Meanwhile, serum TNF-α level on the first day was able to predict AKI incidence on the seventh day of hospitalization (AUC 85%; p=0.045; 95% CI=0.737 to 0.963). Conclusions. TNF-α on the first day is potential to be predictor on AKI incidence on the seventh day in moderate and severe COVID-19 patients.

Technological Advancements in Perceived Organizational Support Enhancing Healthcare Systems Towards Sustainable Development Goals Gathmyr, Dewi; Suhud, Usep; Herlitah, Herlitah; Hamidah, Hamidah; Safariningsih, Ratna Tri Hari; Wilson, Joseph
Aptisi Transactions On Technopreneurship (ATT) Vol 7 No 2 (2025): July
Publisher : Pandawan

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.34306/att.v7i2.547

Hospitals play a vital role in the healthcare system, with organizational support significantly influencing healthcare workers well-being and performance. This study explores the antecedents and consequences of Perceived Organizational Support (POS) in hospitals and highlights the role of technological advancements in enhancing POS. A Systematic Literature Review (SLR) was conducted to synthesize findings from recent studies on POS, focusing on key factors influencing its development and outcomes. The antecedents of POS include leadership, work conditions, and organizational policies prioritizing fairness and employee engagement. Leadership styles and supportive work environments foster trust and emotional security. The consequences of POS include improved performance, job satisfaction, and resilience, as well as reduced burnout, PTSD, and turnover intention. POS also promotes organizational citizenship behavior and work engagement. Technological advancements, such as AI and telemedicine, enhance POS by streamlining operations and improving communication. This study underscores POS critical role in achieving Sustainable Development Goals (SDGs), particularly SDGs 3 (health and well-being) and SDGs 8 (decent work and economic growth). The findings provide valuable insights for healthcare leaders and policymakers to strengthen organizational support systems, ensuring workforce sustainability and improved healthcare outcomes.

Antecedents and Consequences of Psychological Empowerment: A Literature Review Dewi Gathmyr; Syamsul Hidayat; Suparno Suparno; Puji Wahono; Agung Dharmawan Buchdadi; Hamidah Hamidah; Ratna Tri Hari Safariningsih
Dinasti International Journal of Education Management and Social Science Vol. 5 No. 5 (2024): Dinasti International Journal of Education Management and Social Science (June
Publisher : Dinasti Publisher

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.38035/dijemss.v5i5.2755

This study aims to explore antecedents of psychological empowerment by analyzing the antecedents and consequences. This study employed a literature review approach by searching for references from previous research from Scopus. Several predetermined criteria were applied to create more relevant studies on psychological empowerment. The literature review was conducted through stages based on the criteria used in bibliometrics. The results indicate that the antecedents of psychological empowerment are influenced by several driving factors, such as leader-member exchange, human resource practices (staffing, training, compensation, performance, job design, and participation), transformational leadership, transactional leadership, servant leadership, authentic leadership, empowering leadership, knowledge sharing, perceived supervisory support, perceived organizational support, self-efficacy, emotional intelligence, psychological leadership, high-commitment work system, organizational performance, employee engagement, ethical leadership, and high-performance work system. The consequences of psychological empowerment influence several factors, including strategy commitment, innovative work behavior, creativity, innovation, positive psychological capital, job characteristics, job embeddedness, proactive work behavior, service-oriented organizational citizenship behavior, self-learning, innovative information systems behavior, service quality efficacy, career satisfaction, work engagement, organizational brilliance, work well-being, work intensity, career intention, creative process engagement, and innovative behavior.

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