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INDONESIA
Alignment: Journal of Administration and Educational Management
Published by Institut Penelitian Matematika, Komputer, Keperawatan, Pendidikan dan Ekonomi
ISSN : 25980742     EISSN : 25985159     DOI : -
Core Subject : Education,
Education
Jurnal Aligment memuat artikel hasil penelitian baik penelitian menggunakan pendekatan kuantitatif, kualitatif, dan mixed method yang terkait dengan bidang ilmu Manajemen dan Administrasi Pendidikan
Arjuna Subject : -
Articles 505 Documents
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Peran Kepemimpinan Transformasional dan Lingkungan Kerja Non Fisik dalam Meningkatkan Kinerja Pegawai BUMD Air Minum Sofyan Aris Riyanto; Lisa Harry Sulistiyowati; Sandi Nasrudin Wibowo
Journal Of Administration and Educational Management (ALIGNMENT) Vol. 9 No. 4 (2026): Journal Of Administration and Educational Management (ALIGNMENT)
Publisher : Institut Penelitian Matematika, Komputer, Keperawatan, Pendidikan dan Ekonomi (IPM2KPE)

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31539/00bdwf24

Abstract

This study aims to analyze the influence of transformational leadership and the non-physical work environment on employee performance at PDAM Tirta Darma Ayu, Indramayu Regency. The study used a quantitative approach with descriptive methods. The sample consisted of 108 employees, determined using proportionate stratified random sampling. Data were collected using a questionnaire and analyzed using simple and multiple linear regression using SPSS. This study provides a theoretical contribution by enriching the literature review related to human resource management, specifically the role of transformational leadership and the non-physical work environment as variables influencing employee performance in the context of a regionally-owned drinking water company (BUMD). The results showed that transformational leadership had a positive and significant effect on employee performance (β = 0.378; p < 0.05). The non-physical work environment also had a positive and significant effect on employee performance (β = 0.294; p < 0.05). Simultaneously, both variables significantly influenced employee performance, with a coefficient of determination (R²) of 0.390, indicating that 39.0% of the variation in employee performance can be explained by transformational leadership and the non-physical work environment. The results of this study are expected to provide a basis for the management of regionally-owned drinking water companies (BUMD) in formulating policies for developing transformational leadership and creating a conducive non-physical work environment to improve employee performance.   Keywords: Transformational Leadership, Non-Physical Work Environment, Employee Performance
Analisis Optimalisasi Manajemen Khitan Modern di Rumah Sunat Assyakur Bogor Candra Gumilar; Arlette Suzy Puspa Pertiwi; Yani Restiani Widjaja
Journal Of Administration and Educational Management (ALIGNMENT) Vol. 9 No. 4 (2026): Journal Of Administration and Educational Management (ALIGNMENT)
Publisher : Institut Penelitian Matematika, Komputer, Keperawatan, Pendidikan dan Ekonomi (IPM2KPE)

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31539/sq135183

Abstract

This study aims to describe the modern circumcision service process at Rumah Sunat Assyakur Bogor, identify failure modes across pre-procedure, intra-procedure, and post-procedure stages, assess levels of severity, occurrence, and detection, determine risk priorities based on the Risk Priority Number (RPN), and formulate improvement recommendations to enhance service safety and quality. A descriptive qualitative method with a case study approach was employed. Data were collected through in-depth interviews, Focus Group Discussions (FGD), observations, and document reviews involving 13 respondents, including operating physicians, circumcision assistants, administrative staff, and the clinic head. Data analysis utilized the Miles and Huberman interactive model, while the Failure Mode and Effects Analysis (FMEA) method was used to identify potential failures, assess severity, occurrence, and detection, and prioritize risks based on RPN values. The results indicate that potential failures exist at all service stages, including patient misidentification, unidentified medical history, equipment unpreparedness, anesthesia administration errors, sudden patient movement, equipment misuse, hemorrhage, wound infection, education errors, and non-compliance with post-procedure care. The risks with the highest RPN values ​​were an uncooperative or agitated child prior to the procedure, followed by sudden patient movement during the procedure, patient misidentification, and hemorrhage during the procedure. The study concludes that optimizing modern circumcision management requires strengthening pre-procedure education and communication, consistently implementing identity verification and screening, refining Standard Operating Procedures (SOPs), enhancing healthcare worker competence, and strengthening post-procedure monitoring to reduce failure risks and improve patient safety and service quality.   Keywords: Failure Mode and Effects Analysis, Modern Circumcision, Patient Safety, Risk Management, Circumcision Clinic
Kompetensi Sumber Daya Manusia Kesehatan Ditinjau dari Kepuasan Kerja dan Kompensasi di RSHS Slawi Beradona; Agustina Br Ginting; Abdurrahman Samarqandy Rasta; Mira Veranita
Journal Of Administration and Educational Management (ALIGNMENT) Vol. 9 No. 4 (2026): Journal Of Administration and Educational Management (ALIGNMENT)
Publisher : Institut Penelitian Matematika, Komputer, Keperawatan, Pendidikan dan Ekonomi (IPM2KPE)

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31539/mx44cv68

Abstract

This study aims to analyze the influence of job satisfaction and compensation on the competence of health human resources at RSHS Slawi, both partially and simultaneously. A quantitative research approach was employed using purposive sampling, with the sample size determined via Slovin's formula, resulting in 58 respondents. Data were collected using Likert-scale questionnaires and analyzed through multiple linear regression using SPSS. The results indicate that job satisfaction has a positive and significant effect on the competence of health human resources (significance value 0.017 < 0.05), while compensation also has a positive and significant effect on competence (significance value 0.006 < 0.05). Simultaneously, job satisfaction and compensation positively and significantly influence the competence of health human resources, with an F-statistic of 8.168 and a significance value of 0.001 < 0.05. The Adjusted R-Square value of 0.201 indicates that job satisfaction and compensation explain 20.1% of the variance in the competence of health human resources, while the remaining 79.9% is influenced by factors outside the research model. The study concludes that increasing job satisfaction and providing adequate compensation can support the enhancement of health human resource competence at RSHS Slawi.   Keywords: Compensation, Competence, Job Satisfaction, Human Resources, Health Personnel
Peningkatan Komunikasi Organisasi Tenaga Kesehatan Melalui Budaya Organisasi dan Iklim Organisasi di Rs. S Kota Serang Grace Wonnae Elitae; Evelin Vianetha Prima Snak; ⁠Fauziyah Widya Musthika; Mira Veranita
Journal Of Administration and Educational Management (ALIGNMENT) Vol. 9 No. 4 (2026): Journal Of Administration and Educational Management (ALIGNMENT)
Publisher : Institut Penelitian Matematika, Komputer, Keperawatan, Pendidikan dan Ekonomi (IPM2KPE)

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31539/gtdf1e91

Abstract

This study aims to determine the influence of organizational culture on the organizational communication of healthcare workers, the influence of organizational climate on the organizational communication of healthcare workers, and the simultaneous influence of both organizational culture and organizational climate on the organizational communication of healthcare workers at Hospital S in Serang City. A quantitative research approach was employed using purposive sampling, with the sample size determined via Slovin's formula, resulting in 56 healthcare worker respondents. Data were collected using Likert-scale questionnaires and analyzed through multiple linear regression, incorporating classical assumption tests, t-tests, F-tests, and the coefficient of determination. The results indicate that organizational culture has a positive and significant effect on organizational communication, with a significance value of 0.014 and a calculated t-value of 2.529. Organizational climate also has a positive and significant effect on organizational communication, with a significance value of 0.016 and a calculated t-value of 2.491. Simultaneously, organizational culture and organizational climate significantly influence organizational communication, with a calculated F-value of 7.265 and a significance value of 0.002. The coefficient of determination shows that organizational culture and organizational climate explain 61.5% of the variation in organizational communication, while the remaining 38.5% is influenced by factors outside the scope of this study. The study concludes that improving organizational culture and organizational climate can enhance the organizational communication of healthcare workers at Hospital S in Serang City, both partially and simultaneously.   Keywords: Organizational Culture, Organizational
Analisis Pengaruh Gaya Kepemimpinan, Kompensasi, Lingkungan Kerja dan Work-Life Balance terhadap Kepuasan Kerja Pegawai (Studi Kasus Dinas Perdagangan Kota Semarang) Dewi Iswandari; Harries Ismail Arizonia
Journal Of Administration and Educational Management (ALIGNMENT) Vol. 9 No. 4 (2026): Journal Of Administration and Educational Management (ALIGNMENT)
Publisher : Institut Penelitian Matematika, Komputer, Keperawatan, Pendidikan dan Ekonomi (IPM2KPE)

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31539/21mzg240

Abstract

This study aims to analyze the influence of leadership style, compensation, work environment, and work-life balance on employee job satisfaction at the Semarang City Trade Office. The research method used a quantitative approach with a causal associative research design. The study population was 279 employees, while the sample used was 165 respondents determined using the Slovin formula with a 5% error rate. Data were collected through a questionnaire with a five-point Likert scale, observation, interviews, literature review, and documentation. Then, they were analyzed using SPSS through validity, reliability, classical assumptions, multiple linear regression, t-test, F-test, and coefficient of determination tests. The results showed that leadership style had a positive and significant effect on job satisfaction with a t-value of 7.664 and a significance of 0.005; inflation had a positive and significant effect with a t-value of 3.303 and a significance of 0.003; and the work environment had a positive and significant effect with a t-value of 2.995 and a significance of 0.008. and work-life balance had a positive and significant effect with a t-value of 2.865 and a significance level of 0.001. Simultaneously, leadership style, compensation, work environment, and work-life balance significantly influenced employee job satisfaction with an F-value of 148.464 and a significance level of 0.000. The study's conclusions indicate that improving leadership quality, providing adequate empowerment, creating a conducive work environment, and implementing a good work-life balance can increase job satisfaction among employees at the Semarang City Trade Office.   Keywords: Leadership Style, Job Satisfaction, Compensation, Work Environment, Work-Life Balance

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