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PENGARUH DISIPLIN KERJA TERHADAP KINERJA PEGAWAI PADA SUB BAGIAN UMUM RUMAH SAKIT UMUM DAERAH (RSUD) JARAGA SASAMEH BUNTOK KABUPATEN BARITO SELATAN TAHUN 2022 Muhammad Emil Salim Nugraha
Pencerah Publik Vol 9 No 1 (2022): Pencerah Publik
Publisher : Institute for Research and Community Services Universitas Muhammadiyah Palangkaraya

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.33084/pencerah.v9i1.3384

This study aims to determine the effect of work discipline on employee performance at the General Sub-Section of the Jaraga Sasameh Buntok Regional General Hospital in 2022. The theory used in this study is Work Discipline according to Bejo Siswanto (2019:291) work discipline is an attitude of respect, obedience and obedience to applicable regulations, both written and unwritten and able to carry out and not avoid receiving sanctions if he violates the duties and authorities given to him and the Employee Performance theory according to Agus Dwiyanto (2017:47) the concept of performance is that performance appraisal is a very important activity because it can be used as a measure of the success of an organization in achieving its mission. This research uses descriptive quantitative methods with data collection techniques using observation, interviews, documentation, questionnaires, and literature. This research has two variables, namely the independent variable (X) Work Discipline, and the dividend (Y) Employee Performance. The data analysis tool used is Simple Linear Regression using SPSS Version 25. The results of the Validity Test on the Work Discipline variable with the Frequency Attendance indicator have a score of 0.984. The results of the Validity Test on the Employee Performance variable with the Productivity indicator have a score of 0.959 and the Employee Performance variable with the Responsibility indicator has a score of 0.959. The results obtained in the calculation of simple linear regression are Y = 10.093 + 0.777 X where the value (a) is 10.093 and the coefficient value (b) is 0.777. Then the results obtained tcount > ttable (15,752 > 2,052) then Ho is rejected and Ha is accepted, meaning that there is a significant influence between Work Discipline on Employee Performance at the Jaraga Sasameh Buntok Regional General Hospital in 2021 (Case Study of the General Subdivision of the House Regional General Hospital (RSUD) Jaraga Sasameh).

PENGARUH BUDAYA ORGANISASI ISLAMI, KEPEMIMPINAN ISLAMI DAN KOMPETENSI SUMBER DAYA MANUSIA ISLAMI TERHADAP KINERJA PEGAWAI DI MADRASAH TSANAWIYAH NEGERI BARITO SELATAN KABUPATEN BARITO SELATAN MUHAMMAD BUKHARI MUSLIM MAHRIDI
Pencerah Publik Vol 9 No 1 (2022): Pencerah Publik
Publisher : Institute for Research and Community Services Universitas Muhammadiyah Palangkaraya

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.33084/pencerah.v9i1.3385

Employee performance is very important in supporting the operational activities of the agency, so that every head of a government agency is required to be able to improve the performance of its employees. Various efforts can be made to improve employee performance starting from creating an Islamic organizational culture, Islamic leadership and Islamic human resource competencies owned by the agency. This study aims to analyze the influence of Islamic organizational culture, Islamic leadership and Islamic human resource competence on employee performance at Madrasah Tsanawiyah Negeri Barito Selatan. The author uses quantitative research methods, with a sample of 56 people. The sampling technique in this study used saturated sampling and data collection techniques through observation, documentation, questionnaires and interviews and the statistical analysis used was multiple linear regression analysis. The results obtained indicate that the variables of Islamic organizational culture (X1), Islamic leadership (X2) and Islamic human resource competence (X3) together (simultaneously) have a significant effect on employee performance, where Fcount > Ftable is 19,092 > 2,783 (Ho rejected), then together the independent variables also contribute to employee performance by 52.4%. As for the partial variables X1, X2 and X3 have a significant effect on the Y variable with the contribution of each variable's value of 19.53%, 4.08%, and 28.79%. Based on the conclusion that if individual performance is good, it is likely that organizational performance is also good and an employee's performance is good if he has high knowledge and skills, is willing to work for a salary or is paid according to the agreement and has high future expectations. better, with strategies, programs, activities and development with an Islamic perspective that has the principles, goals, vision, mission and values.

PENGARUH PENDIDIKAN DAN PELATIHAN, DISIPLIN KERJA SERTA MOTIVASI KERJA TERHADAP KINERJA PEGAWAI DI BADAN KEPEGAWAIAN DAERAH KABUPATEN KOTAWARINGIN TIMUR fitriansyah -; R Biroum B; Holten Sion
Pencerah Publik Vol. 8 No. 2 (2021): Pencerah Publik
Publisher : Institute for Research and Community Services Universitas Muhammadiyah Palangkaraya

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.33084/pencerah.v8i2.2415

Tujuan penelitian ini adalah untuk mendeskripsi dan menganalisis pengaruh pendidikan dan pelatihan, disiplin kerja, motivasi kerja baik secara parsial maupun simultan terhadap kinerja pegawai di Badan Kepegawaian Daerah Kabupaten Kotawaringin Timur. Metode penelitian yang digunakan dalam penelitian ini menggunakan metode kuantitatif dengan menggunakan sampel sebanyak 36 orang pegawai yang ada di Badan Kepegawaian Daerah Kabupaten Kotawaringin Timur. Teknik pengambilan sampel yang digunakan dalam penelitian ini menggunakan sampling jenuh, teknik pengumpulan data menggunakan kuesioner / angket dengan cara memberikan seperangkat pertanyaan kepada responden, analisis data menggunakan regresi linear berganda. Hasil uji secara parsial variabel Pendidikan dan Pelatihan (X1) diperoleh nilai signifikansi sebesar 0,771 > 0,05 dan nilai thitung 0,293 < ttabel 2,036, dengan demikian Pendidikan dan Pelatihan tidak berpengaruh signifikan terhadap kinerja pegawai, variabel Disiplin Kerja (X2) diperoleh nilai signifikansi sebesar 0,002 < 0,05 dan nilai thitung 3,457 > ttabel 2,036, dengan demikian disiplin kerja berpengaruh signifikan terhadap kinerja pegawai, variabel Motivasi Kerja (X3) diperoleh nilai signifikansi sebesar 0,122 > 0,05 dan nilai thitung 1,590 < ttabel 2,036, dengan demikian motivasi kerja tidak berpengaruh signifikan terhadap kinerja pegawai. Hasil uji secara simultan diperoleh nilai signifikansi sebesar 0,000 < 0,05 dan nilai Fhitung 11,999 > Ftabel 2,90, dengan demikian Pendidikan dan Pelatihan, Disiplin Kerja, dan Motivasi Kerja secara simultan (bersama-sama) berpengaruh siginikan terhadap Kinerja Pegawai dengan kontribusi sebesar 52,9% sedangkan sisanya sebear 47,1% dipengaruhi oleh variabel lain di luar variabel yang tidak diteliti.

IMPLEMENTASI PENGELOLAAN KEUANGAN DESA TAHUN ANGGARAN 2019 DI DESA BAAMPAH KECAMATAN MENTAYA HULU Sugoro Daru Pradibyo; Raden Biroum B.; Muhammad Husni Arifin
Pencerah Publik Vol. 8 No. 2 (2021): Pencerah Publik
Publisher : Institute for Research and Community Services Universitas Muhammadiyah Palangkaraya

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.33084/pencerah.v8i2.2496

Undang-Undang Nomor 6 Tahun 2014 tentang Desa memberikan semangat baru bagi desa untuk bangkit baik dari segi pembangunan, perekonomian dan kesejahteraan masyarakatnya. Lahirnya UU tersebut telah membuka peluang bagi desa untuk mengelola anggaran yang cukup besar baik yang bersumber dari pusat (DD), Pemerintah Daerah (ADD, DBH Pajak dan Retribusi Daerah) dan Pendapatan Asli Desa itu sendiri. Pengelolaan keuangan desa menjadi satu hal yang harus menjadi perhatian karena anggaran tersebut harus dikelola dengan transparan dan akuntabel sesuai dengan asas pengelolaan keuangan desa. Arahan baik berupa pembinaan dan pengawasan dari pihak kecamatan dan kabupaten menjadi faktor yang sangat penting sehingga Kepala Desa selaku penanggungjawab pengelolaan keuangan desa bertindak sesuai dengan kewenagan yang diberikan dan ketentuan yang mengaturnya mulai dari tahap perencanaan, pelaksanaan, penatausahaan, pelaporan dan pertanggungjawaban. Pemerintah Kabupaten Kotawaringin Timur telah menetapkan Peraturan Bupati Nomor 4 Tahun 2019 tentang Pengelolaan Keuangan Desa sebagai turunan dari Peraturan Menteri Dalam Negeri Nomor 20 Tahun 2018, hal tersebut sebagai pedoman dan memberikan kemudahan bagi desa dalam hal mengelola anggaran.

ANALISIS KINERJA PEGAWAI PADA BIRO PEMERINTAHAN DAN OTONOMI DAERAH SEKRETARIAT DAERAH PROVINSI KALIMANTAN TENGAH: ANALYSIS OF EMPLOYEE PERFORMANCE AT THE BUREAU OF GOVERNMENT AND REGIONAL AUTONOMY OF THE REGIONAL SECRETARIAT OF CENTRAL KALIMANTAN PROVINCE Dian Widhi Pratama; Raden Biroum Bernardianto; Rachmat Hidayat
Pencerah Publik Vol. 8 No. 2 (2021): Pencerah Publik
Publisher : Institute for Research and Community Services Universitas Muhammadiyah Palangkaraya

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.33084/pencerah.v8i2.2868

This research was conducted at the Bureau of Government and Regional Autonomy of the Regional Secretariat of Central Kalimantan Province, it aims to determine the performance of civil servants in the Bureau of Government and Regional Autonomy of the Regional Secretariat of Central Kalimantan Province. The study used primary data taken with 56 (fifty-six) people by census. From the results of the analysis that the researchers conducted can be seen that the Performance of Civil Servants in the Bureau of Government and Regional Autonomy of the Regional Secretariat of Central Kalimantan Province at a good level, this is in all variables of research, namely Knowledge about Work, Quality of Work, Productivity, Adaptation, Initiative and Problem Solving, Cooperation, Responsibility and Ability in Communicating and Interacting. Based on the assessment criteria set, it can be concluded that the Performance Analysis of Civil Servants in the Bureau of Government and Regional Autonomy of the Regional Secretariat of Central Kalimantan Province is relatively good. Things that can be recommended in this study such as organization management that only emphasizes on the approach of procedures, but must be refined through changes in vision and mission, approach, strategy and operational activities in order to create excellent teamwork, working relationships based on participation approaches and work groups (teamwork) in order to achieve the mission of an organization that is efficient, effective and heading in a better direction.

OPTIMALISASI PELAKSANAAN REKRUTMEN BINTARA POLRI DI PROVINSI KALIMANTAN TENGAH: OPTIMIZATION OF RECRUITMENT OF POLICE PETTY OFFICERS IN CENTRAL KALIMANTAN PROVINCE Noviandhi Wahyu Bintoro; Muhamad Yusuf; Nova Riyanti
Pencerah Publik Vol. 8 No. 2 (2021): Pencerah Publik
Publisher : Institute for Research and Community Services Universitas Muhammadiyah Palangkaraya

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.33084/pencerah.v8i2.2869

This study aims to analyze the inhibiting factors of the selection mechanism and the implementation of recruitment that has been carried out at the Central Kalimantan Police in order to form a professional NCO candidate. The method in this research is a qualitative descriptive type which aims to describe the implementation of the recruitment of the National Police NCO in the Context of Formation of qualified, clean, transparent, accountable and humanist National Police Human Resources in order to create professional, modern and reliable NCO personnel at the Central Kalimantan Police. The data of this research were obtained from direct observation, interviews, and collecting documents. The informants in this study were: Head of HR Department of the Central Kalimantan Police, Head of the Central Kalimantan Regional Police's HR Bureau, Head of the Central Kalimantan Regional Police's HR Bureau, Head of the Central Kalimantan Police's HR Bureau of Diapers, Paur Central Kalimantan Regional Police's HR Subdivision Paur, and the participants who took part in the NCO selection. The results show that the mechanism that has been implemented so far in the recruitment of the Central Kalimantan Police NCO has gone through the stages set by the Central Committee/Police Headquarters but in its implementation it is still not optimal due to several obstacles in each series of selection stages.

STRATEGI PEMERINTAH DAERAH DALAM MENGATASI ANAK PUTUS SEKOLAH (ATS) DI WILAYAH KABUPATEN KOTAWARINGIN TIMUR: Local Government Strategy in Addressing Dropouts (ATS) in East Kotawaringin District Luci Dian Andayani; Muhamad Yusuf; Mambang Mambang; Nicodemus R Toun
Pencerah Publik Vol. 8 No. 2 (2021): Pencerah Publik
Publisher : Institute for Research and Community Services Universitas Muhammadiyah Palangkaraya

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.33084/pencerah.v8i2.3258

This study aims to explore the phenomenon of the number of children dropping out of school and analyze the inhibitory factors of local government strategies in addressing dropouts (ATS) in The East Kotawaringin Region. In this research opportunity conducted qualitative analysis approach using descriptive approach shown to describe existing phenomena. That is based on the range and depth that the data collection in this study obtained from observations, interviews and documentation. The documents related to the research are data on handling ATS in the form of technical instructions (juknis), standard norms of procedures and criteria (NSPK), guidelines, as well as the results of data collection and implementation of activities by field personnel dikmas (TLD) as research materials. The results showed that the strategy to anticipate and handle ATS in east Kotawaringin district, local government with BAPPEDA as coordinator, coordinating the Education Office in the implementation of activities to handle dropouts by coordinating and synergizing with TLD officers in the implementation of ATS data collection in East Kotawaringin. Persuasive approach from field officers, making school-age children who are not school-age (ATS) who are successfully recorded willing to return to study either through formal channels (schools) or through nonformal institutions such as Learning Centers (SKB), Community Learning Activity Centers (PKBM), and Institutes of Courses and Training (LKP).

INOVASI LAYANAN AKADEMIK SECARA ONLINE PADA MASA PANDEMI COVID-19 DI PERGURUAN TINGGI DI PALANGKA RAYA: ONLINE ACADEMIC SERVICE INNOVATION DURING THE COVID-19 PAMDEMIC IN HIGH SCHOOL syamsuri, syamsuri
Pencerah Publik Vol. 9 No. 1 (2022): Pencerah Publik
Publisher : Institute for Research and Community Services Universitas Muhammadiyah Palangkaraya

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.33084/pencerah.v9i1.3365

Salah satu kewajiban yang dilakukan oleh Perguruan Tinggi adalah melaksanakan pelayanan akademik, baik pelayanan administrasi akademik, pelaksanaan seminar dan ujian akhir mahasiswa maupun pelaksanaan perkuliahan. Dengan adanya wabah Pendemi Covid-19 menjadi suatu tantangan untuk melakukan inovasi pelayanan akademik secara online bagi mahasiswa. Melalui metode penelitian kualitatif yang pengumpulan data melalui wawancara, dokumentasi serta dengan analisis model interaktif. Hasil penelitian dalam pelayanan akademik yang dilakukan secara online adalah Layanan Registrasi dan proses KRS dilakukan melalui SIAKAD, layanan Perkuliahan dilakukan melalui aplikasi zoom meeting, Google Meet dan Google Classroom, Skripsi, Tesis dan Disertasi melalui aplikasi zoom meeting dan Google Meet sedangkan untuk Yudisium serta Wisuda dilakukan secara online melalui aplikasi zoom meeting. Kemudian kendala dalam pelaksanaan pelayanan akademik secara online adalah terbatasnya Jaringan Internet, terbatasnya Biaya yang dimiliki oleh mahasiswa dan adanya tenaga pendidik yang lambat beradaptasi dengan teknologi. kata kunci : Inovasi, Pelayanan Publik

PENGARUH KUALITAS PELAYANAN TERHADAP KEPUASAN MASYARAKAT PENGGUNA LAYANAN PADA KANTOR URUSAN AGAMA KECAMATAN KARAU KUALA TAHUN 2022: THE EFFECT OF SERVICE QUALITY ON COMMUNITY SATISFACTION OF SERVICE USERS IN THE RELIGIOUS AFFAIRS OFFICE, KARAU DISTRICT, KUALA IN 2022 Kurniaty, Harlina
Pencerah Publik Vol. 9 No. 1 (2022): Pencerah Publik
Publisher : Institute for Research and Community Services Universitas Muhammadiyah Palangkaraya

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.33084/pencerah.v9i1.3383

Abstrak Kualitas Pelayanan merupakan sebagai ukuran seberapa bagus tingkat layanan yang diberikan mampu terwujud sesuai harapan pengguna. Kualitas Layanan itu sendiri ditentukan oleh kemampuan Instansi dalam memenuhi kebutuhan dan keinginan pengguna sesuai dengan ekspektasi pengguna. Kepuasan Masyarakat merupakan kegiatan pengukuran secara komprehensif tentang tingkat kepuasan masyarakat terhadap kualitas layanan yang diberikan oleh penyelenggara pelayanan publik. Indeks Kepuasan Masyarakat sebagai berikut : Persyaratan, Sistem mekanisme, Waktu penyelesaian, Biaya/tarif, Produk spesifikasi jenis layanan, Kompetensi pelaksanaan, Perilaku pelaksanaan, Penanganan pengaduan saran dan masukan, serta sarana dan prasarana. Menurut (Permenpan Nomor.14 Tahun 2017 ). Dari uraian diatas maka peneliti tertarik melakukan penelitian dengan Judul“Pengaruh Bukti Fisik / Tangible(X1), Perhatian / Emphaty (X2), Kehandalan/Reliability(X3),DayaTanggap/Responsiveness(X4), Jaminan / Assurance (X5) Terhadap Kepuasan Masyarakat Pengguna Layanan Pada Kantor Urusan Agama Kecamatan Karau Kuala Tahun 2022”. Teori yang digunakan dalam penelitian ini yaitu Kualitas Pelayanan Menurut Lewis & Booms dalam Tjiptono & Chandran (2016). dan Kepuasan Masyarakat menurut Permenpan Nomor.14 Tahun 2017. Alat analisis yang digunakan yaitu Regresi Linier Berganda dengan menggunakan SPSS versi 25. Pada Tabel 4.50 Hasil yang diperoleh dalam perhitungan Regresi Linier Berganda adalah Y = 19,888 + 0,819 + 3,202 + 0,391 + (-2,123) + 1,257. Berdasarkan hasil analisis regresi pada tabel 4.60 diperoleh nilai (Fhitung > Ftabel) (18,635 > 2,38) dan nilai (Signifikan < 0,05) (0,000 < 0,05). Maka dapat disimpulkan Ho di tolak dan Ha diterima yang artinya Bukti Fisik/Tangible, Perhatian/Emphaty, Kehandalan/Reliability, Daya Tanggap/Responsivenes, Jaminan/Assurance secara simultan (bersama-sama) berpengaruh signifikan terhadap Kepuasan Masyarakat. Hipotesis dalam penelitian ini yaitu H₁=Bukti Fisik/Tangible secara parsial berpengaruh terhadap Kepuasan Masyarakat, H₂=Perhatian/Emphaty secara parsial tidak berpengaruh terhadap Kepuasan Masyarakat, H₃= Kehandalan/Reliability secara parsial tidak berpengaruh terhadap Kepuasan Masyarakat, H₄= Daya Tanggap/Responsivenes secara parsial tberpengaruh terhadap Kepuasan Masyarakat, H₅=Jaminan/Assurance secara parsial tidak berpengaruh terhadap Kepuasan Masyarakat, H₆= Kepuasan Masyarakat secara parsial berpengaruh terhadap Kepuasan Masyarakat. secara simultan. Abstract . Service quality is a measure of how well the level of service provided can be realized according to user expectations. Service quality itself is determined by the agency's ability to meet user needs and desires in accordance with user expectations. Community Satisfaction is a comprehensive measurement activity of the level of community satisfaction with the quality of services provided by public service providers. The Community Satisfaction Index is as follows: Requirements, Mechanism system, Completion time, Cost/tariff, Product specification type of service, Implementation competence, Implementation behavior, Handling complaints, suggestions and inputs, as well as facilities and infrastructure. According to (Permenpan No. 14 of 2017). From the description above, the researcher is interested in conducting research with the title "The Influence of Physical Evidence / Tangible (X1), Attention / Empathy (X2), Reliability / Reliability (X3), Responsiveness / Responsiveness (X4), Guarantee / Assurance (X5) On Community Satisfaction Service Users at the Karau Kuala District Religious Affairs Office in 2022". The theory used in this research is Service Quality According to Lewis & Booms in Tjiptono & Chandran (2016). and Community Satisfaction according to Permenpan Number 14 of 2017. The analytical tool used is Multiple Linear Regression using SPSS version 25. In Table 4.50 the results obtained in the calculation of Multiple Linear Regression are Y = 19.888 + 0.819 + 3.202 + 0.391 + (-2.123) + 1.257. Based on the results of the regression analysis in table 4.60, the value (Fcount > Ftable) (18,635 > 2,38) and the value (Significant < 0.05) (0.000 < 0.05). So it can be concluded that Ho is rejected and Ha is accepted, which means that Physical/Tangible Evidence, Attention/Emphaty, Reliability/Reliability, Responsiveness/Responsiveness, Guarantee/Assurance simultaneously (together) have a significant effect on Community Satisfaction. The hypothesis in this study is that H₁=Physical/ Tangible Evidence partially affects Community Satisfaction, H₂=Attention/Empathy partially does not affect Community Satisfaction, H₃= Reliability/Reliability partially does not affect Community Satisfaction, H₄= Responsiveness/Responsiveness Partially t has an effect on Community Satisfaction, H₅ = Guarantee/Assurance partially has no effect on Community Satisfaction, H₆ = Community Satisfaction partially has an effect on Community Satisfaction. simultaneously.the independent (X) Work Discipline and the dependent variable (Y) Employee Performance in the job training and workforce placement sections. Data processing techniques and data analysis used a Likert scale (questionnaire), simple linear regression analysis and simple regression coefficient test (t test) using the Windows application SPSS statistics version 25 program to test the results of calculations in the data analysis. The results obtained in the calculation of simple linear regression are Y = 18.628 + 0.553 x where the value (a) is 18.628; and the coefficient value (b) is 0.553. Then the results of tcount> from the above test show that tcount> ttable (3,374≥ t table 2,051) then Ho is rejected and Ha is accepted, meaning that there is an effect of Work Discipline on Employee Performance at the Manpower and Transmigration Service of South Barito Regency in 2021. Based on the conclusion, it can be seen that the effect of work discipline on employee performance in the Job Training Section and placement of workers at the Manpower and Transmigration Office of South Barito Regency in 2021 is important because it can improve employee performance in carrying out their respective duties according to job des.

PENGARUH DISIPLIN KERJA TERHADAP KINERJA PEGAWAI PADA SUB BAGIAN UMUM RUMAH SAKIT UMUM DAERAH (RSUD) JARAGA SASAMEH BUNTOK KABUPATEN BARITO SELATAN TAHUN 2022: THE EFFECT OF WORK DISCIPLINE ON EMPLOYEE PERFORMANCE AT THE GENERAL SUB-SECTION OF THE REGIONAL PUBLIC HOSPITAL (RSUD) JARAGA SASAMEH BUNTOK, SELATAN BARITO REGENCY IN 2022 Nugraha, Muhammad Emil Salim
Pencerah Publik Vol. 9 No. 1 (2022): Pencerah Publik
Publisher : Institute for Research and Community Services Universitas Muhammadiyah Palangkaraya

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.33084/pencerah.v9i1.3384

This study aims to determine the effect of work discipline on employee performance at the General Sub-Section of the Jaraga Sasameh Buntok Regional General Hospital in 2022. The theory used in this study is Work Discipline according to Bejo Siswanto (2019:291) work discipline is an attitude of respect, obedience and obedience to applicable regulations, both written and unwritten and able to carry out and not avoid receiving sanctions if he violates the duties and authorities given to him and the Employee Performance theory according to Agus Dwiyanto (2017:47) the concept of performance is that performance appraisal is a very important activity because it can be used as a measure of the success of an organization in achieving its mission. This research uses descriptive quantitative methods with data collection techniques using observation, interviews, documentation, questionnaires, and literature. This research has two variables, namely the independent variable (X) Work Discipline, and the dividend (Y) Employee Performance. The data analysis tool used is Simple Linear Regression using SPSS Version 25. The results of the Validity Test on the Work Discipline variable with the Frequency Attendance indicator have a score of 0.984. The results of the Validity Test on the Employee Performance variable with the Productivity indicator have a score of 0.959 and the Employee Performance variable with the Responsibility indicator has a score of 0.959. The results obtained in the calculation of simple linear regression are Y = 10.093 + 0.777 X where the value (a) is 10.093 and the coefficient value (b) is 0.777. Then the results obtained tcount > ttable (15,752 > 2,052) then Ho is rejected and Ha is accepted, meaning that there is a significant influence between Work Discipline on Employee Performance at the Jaraga Sasameh Buntok Regional General Hospital in 2021 (Case Study of the General Subdivision of the House Regional General Hospital (RSUD) Jaraga Sasameh).

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Muhamad Yusuf

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Jl. RTA Milono Km.1,5 Komplek Perguruan Tinggi Muhammadiyah Palangka Raya Kalimantan Tengah Indonesia 73111 Palangka Raya, Indonesia

Location
Kota palangkaraya,

Kalimantan tengah

INDONESIA

Abstract

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Home Page

OAI Link

Editorial Team

Contact

Reviewer

Google Scholar

Contact Name Muhamad Yusuf

Contact Email -

Phone +6285247913166

Journal Mail Official lp2m@umpalangkaraya.ac.id

Editorial Address Jl. RTA Milono Km.1,5 Komplek Perguruan Tinggi Muhammadiyah Palangka Raya Kalimantan Tengah Indonesia 73111 Palangka Raya, Indonesia

Location Kota palangkaraya, Kalimantan tengah INDONESIA

Abstract

Abstract

Abstract

Abstract

Abstract

Abstract

Abstract

Abstract

Abstract

Abstract

Contact Name
Muhamad Yusuf

Contact Email
-

Phone
+6285247913166

Journal Mail Official
lp2m@umpalangkaraya.ac.id

Editorial Address
Jl. RTA Milono Km.1,5 Komplek Perguruan Tinggi Muhammadiyah Palangka Raya Kalimantan Tengah Indonesia 73111 Palangka Raya, Indonesia

Location
Kota palangkaraya,

Kalimantan tengah

INDONESIA