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All Journal Journal of Social Research Journal of Innovative and Creativity Jurnal Manajemen, Bisnis dan Kewirausahaan International Journal of Health Science
Eddy Hermawan Hasudungan
Universitas Mitra Bangsa
Humanities Computer Science & IT Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Education Health Professions Languange, Linguistic, Communication & Media Mathematics Public Health Social Sciences Other

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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.
Implementasi Gaya Kepemimpinan Dan Motivasi Kerja Terhadap Kinerja Personil Melalui Disiplin Kerja Pada Satuan Korps Brigadir Mobil Polisi Republik Indonesia Fadli Ramadhan; Zaharuddin; Gada Sembada; Eddy Hermawan Hasudungan
Journal of Innovative and Creativity Vol. 5 No. 2 (2025)
Publisher : Fakultas Ilmu Pendidikan Universitas Pahlawan Tuanku Tambusai

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31004/joecy.v5i2.2181

Abstract

This study aims to determine the effect of leadership style implementation on work discipline as a moderating variable, to examine the effect of work motivation on work discipline as a moderating variable, to analyze the influence of leadership style and work motivation on personnel performance, and to assess work discipline as a moderating variable affecting personnel performance in the Mobile Brigade Corps Unit of the Indonesian National Police. This research uses a quantitative approach. The population studied consists of 1,327 Mobile Brigade personnel in the Mobile Brigade Corps Unit, Kelapa Dua, Depok, West Java. The sampling technique used is Probability Sampling with the Simple Random Sampling method. The sample size was calculated using the Slovin formula, resulting in 95 respondents. Data collection techniques employed in this study include questionnaire distribution and observation. The data analysis technique used is the SPSS version 20 program.The results of the study show that: (1) There is no significant influence of the Leadership Style variable (X1) on Work Discipline (M) in the Mobile Brigade Corps Unit of the Indonesian National Police. This is evidenced by a path coefficient of 0.076 with a t-count value of 1.982 and a t-table value of 1.985, where 1.982 < 1.985 with a probability of 0.050. (2) There is a significant influence of the Work Motivation variable (X2) on Work Discipline (M) in the Mobile Brigade Corps Unit of the Indonesian National Police. This is proven by a path coefficient of 0.908 with a t-count value of 23.736 and a t-table value of 1.985, where 23.736 > 1.985 with a probability of 0.000 (0.000 < 0.05). (3) There is a significant influence of the Leadership Style (X1) and Work Motivation (X2) variables on Personnel Performance (Y) in the Mobile Brigade Corps Unit of the Indonesian National Police. This is demonstrated by an F-count value of 48.095 and an F-table value of 2.70, where 48.095 > 2.70 with a probability of 0.000 (0.000 < 0.05). (4) There is a significant influence of the Work Discipline variable (M) on Personnel Performance (Y) in the Mobile Brigade Corps Unit of the Indonesian National Police. This is indicated by a path coefficient of 0.982 with a t-count value of 4.779 and a t-table value of 1.985, where 4.779 > 1.985 with a probability of 0.000 (0.000 < 0.05).
Pengaruh Motivasi, Budaya Organisasi Dan Disiplin Kerja Terhadap Kinerja Karyawan Vendor Cartertag.Id Annisa Novitalia Ismail; Harries Madiistriyatno; Eddy Hermawan Hasudungan
Journal of Innovative and Creativity Vol. 5 No. 2 (2025)
Publisher : Fakultas Ilmu Pendidikan Universitas Pahlawan Tuanku Tambusai

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31004/joecy.v5i2.3322

Abstract

The objectives of this study: 1) To find out the influence of motivation on vendor employees Cartertag.Id 2) to find out the organizational culture on vendor employees Cartertag.Id 3) to find out the influence of work discipline on vendor employees Cartertag.Id 4) This research is a quantitative research, descriptive and associative type. The population in this study is Cartertag.Id Vendor Employees. The sampling technique used was a sample using Random Sampling, a sample of 30 Employees at the Vendor Cartertag.Id as respondents in this study. Results in this study: 1) There is an effect of Motivation on Employee Performance, it is proven that the tcal value for the Motivation variable (X1) is 3.382 while the ttable value for N = 30 is 2.042. So 3.382 > 2.042, then H0 is rejected and Ha is accepted, it can be stated that Motivation (X1) has a significant effect on Employee Performance (Y) 2) There is an influence of Organizational Culture on Employee Performance, it is proven that the tcal value for the Organizational Culture variable (X2) is 2,877 while the ttable value for N = 30 is 2,042. So 2,877 > 2,042, then H0 is rejected and Ha is accepted, it can be stated that Organizational Culture (X2) 3)There is an influence of Work Discipline on Employee Performance, it is proven that the tcal value for the Work Discipline variable (X3) is 2,563 while the ttable value for N = 30 is 2,042. So 2,563 > 2,042, then H0 is rejected and Ha is accepted, it can be stated that Work Discipline (X3) has a significant effect on Employee Performance (Y) 4) There is an influence of Communication, Organizational Culture and Work Discipline together on Employee Performance, as evidenced by the ANOVA test obtained a Fcal value of 21,631, while Ftabel (α 0.05) for N = 30 is 2.97. So the Fcal > of Ftabel (α 0.05) or 12,580 > 2.97 with a significant level of 0.000 because 0.000 < 0.05, then it can be said that Motivation (X1), Organizational Culture (X2) and Kejra Discipline together or simultaneously have a positive effect on Employee Performance (Y)
The Effect of Management Audits, Recruitment, and Training on Employee Performance at The Ismail Medika Clinic in Depok Ismail Kusumah; Eddy Hermawan Hasudungan; Irawan R.D Budianto
Journal of Social Research Vol. 5 No. 7 (2026): Journal of Social Research
Publisher : International Journal Labs

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.55324/josr.v5i7.3217

Abstract

Employee performance is a critical factor in maintaining service quality, operational efficiency, and patient satisfaction in healthcare institutions. At Ismail Medika Clinic in Depok, employee performance is influenced by the effectiveness of human resource governance, particularly management audits, recruitment, and training. This study aims to analyze the partial and simultaneous effects of management audits, recruitment, and training on employee performance. The research employed a quantitative cross-sectional approach with a census sampling technique involving all 45 employees, consisting of both medical and non-medical personnel. Data were collected using a structured questionnaire and analyzed through multiple linear regression using SPSS version 27. The findings show that management audits have a positive and significant effect on employee performance, with a t-value of 4.344 and a significance value below 0.001. Recruitment also has a positive and significant effect, with a t-value of 3.074 and a significance value of 0.004. Training, however, has a positive but statistically insignificant effect, with a t-value of 0.314 and a significance value of 0.755. Simultaneously, the three variables significantly affect employee performance, with an F-value of 10.737 and an R² of 0.440. The study concludes that effective audits and competency-based recruitment are essential drivers of employee performance, while training programs require more careful planning and systematic evaluation.
Co-Authors Aidah Hami Annisa Novitalia Ismail Bambang Nurakhim Devi, Nurwulan Kusuma Eka Riadi Enjang Sudarman Fadli Ramadhan Gada Sembada Harries Madiistriyatno Hermina Nurmalita Sari Irawan R.D Budianto Ismail Kusumah Nurmansyah Zaharuddin Zulkifli Rangkuti