Abstrak. Rumah Sakit Tentara Nasional Indonesia (RS TNI) merupakan salah satu rumah sakit yang melayani keluarga besar Tentara Nasional Indonesia (TNI) dan masyarakat. Pada tahun 2014 telah terjadi perubahan system yang mendasar pada rumah sakit dikarenakan berlakunya Jaminan Kesehatan Nasional (JKN) yang memberikan jaminan kesehatan bagi seluruh rakyat Indonesia. Perubahan ini khusunya system tata kelola keuangan dan pembiayaan menjadi pemicunya perubahan kinerja pegawai Rumah Sakit khususnya perawat. Tujuan penelitian ini adalah untuk mengetahui dan menganalisis gambaran gaya kepemimpinan situasional, gambaran motivasi kerja, gambaran kinerja perawat, pengaruh gaya kepemimpinan situasional terhadap kinerja perawat, pengaruh motivasi kerja terhadap kinerja perawat, dan pengaruh gaya kepemimpinan situasional dan motivasi kerja terhadap kinerja perawat di ruang rawat inap Rumah Sakit Dustira. Hasil penelitian menunjukkan bahwa gaya kepemimpinan situasional kepala keperawatan termasuk kategori baik, motivasi kerja kategori tinggi dan kinerja perawat termasukdalam kategori sangat baik. Selain itu, terdapat pengaruh signifikan sangat rendah gaya kepemimpinan situasional terhadap kinerja perawat (2,19%), terdapat pengaruh signifikan sangat rendah motivasi kerja terhadap kinerja perawat (3,48%), dan terdapat pengaruh citra rumah sakit dan kualitas pelayanan terhadap loyalitas pasien (sebesar 5,7%). The Indonesian National Army Hospital (RS TNI) serves the extended family of the Indonesian National Army (TNI) and the community. In 2014 there has been a fundamental system change in hospitals due to the enactment of the National Health Insurance (JKN) which provides health insurance for all Indonesian people. This change, especially the financial governance and financing system, is the trigger for changes in the performance of hospital employees, especially nurses. The purpose of this study is to know and analyze situational leadership style, work motivation, nurse performance, the influence of situational leadership style on nurse performance, the influence of work motivation on nurse performance, and influence of situational leadership style and work motivation on nurse performance in the inpatient room of Dustira Hospital. The results showed that the situational leadership style of the head of nursing included the good category, high category work motivation, and nurse performance included in the excellent category. In addition, there was a very low significant influence of situational leadership style on nurse performance (2.19%), there was a very low significant effect of work motivation on nurse performance (3.48%), and there was a significant influence of hospital image and service quality on patient loyalty (by 5.7%).

Companies really need competent human resources, especially in this era of globalization. All business organizations must be ready to adapt and strengthen themselves in order to compete so that they are able to answer all challenges in the future. Job satisfaction is considered as one aspect of employee success and expertise to achieve the goals set by the company, so employees and companies are a form of effort to achieve a comfortable workplace. The objectives of this study can be described as follows: 1) To find out the work-life balance of Tunas Harapan Transport Company Employees in Bandung City. 2) To find out the job satisfaction of Tunas Harapan Transport Company Employees in Bandung City. 3) To determine the magnitude of the effect of work-life balance on job satisfaction of Tunas Harapan Transport Company Employees in Bandung City. The population in this study that will be used in this study is 51 employees of the Tunas Harapan Transport Company. The type of research used in this study is quantitative. Using descriptive analysis methods and verifiative analysis assisted by SPSS software.. Based on research that researchers have done that 1) Work Life Balance with a very good category. 2) Job satisfaction of employees with excellent categories. 3) Work Life Balance has a positive effect on the dependent variable, namely Employee Job Satisfaction. Abstrak. Perusahaan sangat membutuhkan sumber daya manusia yang kompeten, terutama di era globalisasi ini. Semua organisasi bisnis harus siap beradaptasi dan memperkuat diri agar dapat bersaing sehingga mampu menjawab semua tantangan di masa yang akan datang. Kepuasan kerja dianggap sebagai salah satu aspek dari kesuksesan dan keahlian karyawan untuk mencapai tujuan yang ditetapkan oleh perusahaan, sehingga karyawan dan perusahaan adalah bentuk upaya untuk mencapai tempat kerja yang nyaman. Adapun yang menjadi tujuan dalam penelitian ini dapat peneliti uraikan sebagai berikut: 1) Untuk mengetahui work life balance Karyawan Perusahaan Angkutan Tunas Harapan di Kota Bandung. 2) Untuk mengetahui kepuasan kerja Karyawan Perusahaan Angkutan Tunas Harapan di Kota Bandung. 3) Untuk mengetahui besar pengaruh work life balance terhadap kepuasan kerja Karyawan Perusahaan Angkutan Tunas Harapan di Kota Bandung. Populasi dalam penelitian ini yang akan digunakan dalam penelitian ini adalah Karyawan Perusahaan Angkutan Tunas Harapan sebanyak 51 orang. Jenis penelitian yang digunakan dalam penelitian ini adalah kuantitatif. Menggunakan metode analisis deskriptif dan analisis verifikatif yang di bantu oleh software SPSS. Berdasarkan penelitian yang telah peneliti lakukan bahwa 1) Work Life Balance dengan kategori yang sangat baik. 2) Kepuasan kerja karyawan dengan kategori sangat baik. 3) Work Life Balance berpengaruh positif terhadap varibel terikat yaitu Kepuasan Kerja Karyawan.

This study aims to determine 1) To determine and analyze the Organizational Culture at the Regional Revenue Management Agency of Bogor City as measured by the culture toxic index. 2) To find out and analyze the performance of employees at the Regional Revenue Management Head Office for the City of Bogor as measured by the culture toxic index. 3) To find out and analyze how the influence of organizational culture on employee performance at the Regional Revenue Management Headquarters for the City of Bogor. The variables in this study are Organizational Culture and Employee Performance. Respondents of this study were employees at the Regional Revenue Management Headquarters in the Bogor City Region, amounting to 47. It can be concluded that there is an influence between Organizational Culture based on the Culture Toxic Index on Employee Performance at the City Regional Revenue Management Headquarters from Bogor. Abstrak. Penelitian ini bertujuan untuk mengetahui 1) Untuk mengetahui dan menganalisis Budaya Organisasi pada Badan Pengelola Pendapatan Daerah Kota Bogor yang diukur dengan culture toxic index. 2) Untuk mengetahui dan menganalisis kinerja pegawai pada Kantor Pusat Pengelolaan Pendapatan Daerah Wilayah Kota Bogor yang diukur dengan culture toxic index. 3) Untuk mengetahui dan menganalisis bagaimana pengaruh budaya organisasi terhadap kinerja pegawai pada Kantor Pusat Pengelolaan Pendapatan Daerah Wilayah Kota Bogor. Variabel dalam penelitian ini adalah Budaya Organisasi dan Kinerja Karyawan. Responden penelitian ini adalah pegawai pada Kantor Pusat Pengelolaan Pendapatan Daerah di Wilayah Kota Bogor yang berjumlah 47. Dapat disimpulkan bahwa terdapat pengaruh antara Budaya Organisasi berdasarkan Culture Toxic Index terhadap Kinerja Pegawai pada Kantor Pusat Pengelolaan Pendapatan Daerah Kota dari Bogor.

Research Objective: This study aims to reveal the use of BD in the technological development of HRA applications for TM management. Approach: This study uses quantitative and qualitative methods. The quantitative method uses a differential test on the variable of BD usage. Furthermore, using the HRA system, the qualitative method uses descriptive analysis to manage TM. Research Findings: The study's results indicate differences in HRA management before and after using BD. Through BD, HR can analyze data from work performance, feedback, supervision, and talent profiles filled out by employees. This can help HRA identify hidden skills and abilities of employees and help develop them. Employees who can develop their talents well can be valuable company assets. Originality: This study is expected to empirically test the implications of using BD in HRA to manage TM in the company. Implications for practitioners: This study can encourage companies that have not used BD to consider using it to manage their HR. Research limitations: This study does not quantitatively test the effect of HRA on company performance but only uses the best practices of the companies that are respondents.

Purpose: In the face of competition, hospitals must attract and retain the best talent, such as millennial doctors. This study seeks to assess the dimensions of employer branding that influence recruiting and retaining millennial doctors. Theoretical Framework: This study is grounded in the theoretical concepts of employer branding and generational work values. It specifically examines the influence of employer branding on job choice and retention among millennials, integrating theories from marketing, human resource management, and generational studies. Design/Methodology/Approach: The research adopts a quantitative methodology, surveying 265 millennial-generation doctors across several hospitals in Bandung, Indonesia. Data were collected through structured questionnaires focusing on various dimensions of value-based employer branding. Statistical analysis was used to evaluate the data and draw conclusions. Findings: The research found that Indonesian hospitals are generally perceived as having good value-based employer branding. Key dimensions that emerged as most critical for attracting and retaining millennial doctors include social, development, and application values. These findings suggest a distinct set of priorities and preferences among millennial medical professionals. Research, Practical & Social Implications: The study's results have implications for hospital management and policymakers. It highlights the importance of aligning employer branding strategies with the values and expectations of millennial doctors. Practically, it guides hospital leadership in policy formulation and establishing work practices that resonate with this demographic, potentially improving recruitment and retention rates. Originality/Value: This research contributes to the existing literature on employer branding and generational work values, specifically within the healthcare sector in Indonesia. Its novel focus on millennial doctors in Bandung hospitals provides fresh insights, enhancing an understanding of how digital media and value-based branding can be leveraged in human resource strategies.

Background: Comprehensive Emergency Obstetric and Newborn Care (CEmONC) at a tertiary hospital aims to provide sub-specialistic care for life-threatening maternal and neonatal emergency cases. The performance of healthcare workers (HCWs) is a key determinant of the quality of this hospital service, as it could eventually affect the clinical outcome of patients. Objectives: This study was performed to analyze the factors affecting the performance of HCWs in providing CEmONC services at a tertiary hospital. Methods: This cross-sectional research used an online questionnaire through Google Form (Google LLC, USA) from June to July 2022 distributed to 198 HCWs who contributed to CEmONC services at a tertiary hospital. A total of 119 HCWs who had worked for more than one year were included. The collected data were then analyzed with bivariate and multivariate analysis. Results: In this study, 68 HCWs (57.1%) had a good performance in implementing the CEmONC services. The significant factors influencing the performance of HCWs were Quality (adjusted odds ratio [AOR] = 31.914; p = 0.003), Quantity (AOR = 15.573; p = 0.003), Work effectiveness (AOR = 20.256; p=0.003), Timeliness (AOR = 27.543; p=0.001), and Teamwork (AOR = 6.773; p=0.031). Meanwhile, age, gender, professional background, length of work experience, and commitment were not associated with the performance of HCWs (p > 0.05). Conclusion: The better performance of HCWs was significantly correlated with good quality, adequate quantity, effective work, being on time, and good teamwork. Therefore, this result suggests that hospital managers should conduct periodic monitoring and evaluation regarding the performance of their employees to improve the quality of CEmONC services at the hospital.