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"Pendidikan berkelanjutan sangat penting bagi kepala ruangan dan staf keperawatan dalam memenuhi kebutuhan kompetensinya. Keterbatasan waktu, beban kerja, dan biaya menjadi kendala untuk mengikuti pendidikan berkelanjutan, sehingga dibutuhkan motivasi untuk pelaksanaannya. Tujuan penelitian ini adalah untuk eksplorasi terhadap pengalaman kepala ruangan dalam memotivasi diri dan staf untuk mengikuti pendidikan berkelanjutan. Penelitian menggunakan desain penelitian kualitatif dengan pendekatan fenomenologi transenden/deskriptif.. Partisipan sejumlah 10 orang kepala ruangan. Pengambilan data dengan wawancara mendalam dari juli-agustus 2020. Penelitian ini mendapat persetujuan dari Komite etik Penelitian FIK-UI dan rumah sakit X di Jakarta. Penelitian menghasilan 7 tema.yaitu 1) Arti dan manfaat pendidikan berkelanjutan bagi perawat; 2) Dasar dan tujuan perencanaan pendidikan berkelanjutan; 3) Peran dan fungsi kepala ruangan sebagai perawat manajer dalam pendidikan berkelanjutan; 4) Hambatan perawat dalam mengikuti pendidikan berkelanjutan; 5) Faktor faktor yang mempengaruhi motivasi perawat mengikuti pendidikan berkelanjutan; 6) Pengalaman kepala ruangan dalam memotivasi staf; 7) Harapan terhadap pelaksanaan pendidikan berkelanjutan bagi perawat. Kesimpulan dari penelitan ini adalah bahwa pendidikan berkelanjutan memiliki dampak positif yang sangat besar bagi peningkatan kompetensi perawat dan kualitas pelayanan di rumah sakit. Kendala yang sering dihadapi adalah biaya tenaga dan waktu. Perawat berusia muda lebih mudah untuk dimotivasi dalam mengikuti pendidikan berkelanjutan dibanding perawat yang senior terutama yang sudah berusia diatas 50 tahun. Sangat dibutuhkan dukungan biaya dan kebijakan yang mendukung perawat dalam mengikuti pendidikan berkelanjutan.

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Continuing education is very important for the head nurses and nursing staff in meeting their competency needs. Limited time, workload, and logistics costs for continuing education, so motivation is needed for its implementation. This aim is to explore the experience of the head nurses in motivating himself and his staff to attend continuing education. The study used a qualitative design with a transcendent / descriptive phenomenological approach. The participants were 10 heads nurses. Data collection with in-depth interviews from July-August 2020. This study received approval from the FIK-UI Research Ethics Committee and X hospital in Jakarta. The research resulted in 7 themes, namely 1) The meaning and benefits of continuing education for nurses; 2) Basic and objective of continuing education planning; 3) The role and function of the head nurses as a nurse manager in education; 4) Barriers for nurses to follow continuing education; 5) Factors affecting the motivation of nurses to follow continuing education; 6) The head nurses experience in motivating staff; 7) Expectations for the implementation of education for nurses. The conclusion of this research is that continuing education has a very large positive impact on increasing the competence of nurses and the quality of services in hospitals. The syringe constraint is the cost of energy and time. Young nurses are easier to be motivated to follow continuing education than senior nurses, especially those over 50 years of age. There is a great need for financial support and policies that support nurses in pursuing continuing education."

"Penelitian ini menguji pengaruh dari komitmen manajemen dalam pemasaran internal dan employee engagement melalui komunikasi internal. Data dikumpulkan dari 135 karyawan full time di PT XYZ, Tbk Indonesia. Hasil dari structural equation modeling memperlihatkan bahwa komitmen manajemen dalam pemasaran internal berpengaruh positif dengan komunikasi internal formal. Komunikasi internal formal didukung oleh komunikasi internal informal. Lebih dari itu, internal marketing, komunikasi internal formal dan komunikasi internal informal mempengaruhi employee engagement. Penelitian ini berkontribusi memberikan pemahaman tentang komitmen manajemen dalam pemasaran internal di perusahaan sektor manufaktur.

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The present study examines the effect of management commitment to internal marketing on employee engagement through internal communications. Data were collected from 135 full-time employees of PT XYZ, Tbk in Indonesia. The results of structural equation modeling showed management commitment to internal marketing effect to internal formal communication and formal internal communication is facilitated informal internal communication. Moreover, management commitment to internal marketing, formal internal communication and informal internal communication affected employee engagement. The current study contributes to a deeper understanding of the management commitment to internal marketing in the company in manufacture sector."

"Penelitian ini bertujuan untuk mengetahui pengaruh dari gaya kepemimpinan, proses kerja, dan komitmen karyawan terhadap kinerja karyawan pada satuan kerja M dan N di Lembaga ABC. Responden dari penelitian ini adalah sejumlah 150 orang karyawan di satuan kerja M dan N lembaga ABC yang sudah menjadi karyawan tetap dengan lama bekerja minimal 1 tahun dari level jabatan Staf sampai dengan Direktur. Penelitian ini merupakan penelitian kuantitatif dengan desain deskriptif, data dikumpulkan melalui penyebaran kuesioner kepada karyawan di satuan kerja M dan N di Lembaga ABC dan diolah menggunakan analisis regresi linier berganda menggunakan SPSS on Mac. Hasil dari penelitian ini menunjukkan bahwa adanya pengaruh antara gaya kepemimpinan, proses kerja, dan komitmen karyawan terhadap kinerja karyawan.

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This study aims to determine the relationship of leadership style, work processes, and employee commitment to employee performance in M and N work units in ABC. Respondents from this study were 150 employees in the work units of M and N ABC institutions who have been permanent employees with a minimum of 1 year working from staff level to director level. This research is a quantitative study with a descriptive design, data collected through the distribution of questionnaires to employees in the M and N work units at ABC and processed using multiple regression analysis using SPSS on Mac. The results of this study indicate that there is a relationship between leadership style, work processes, and employee commitment to employee performance."

"The modern system of life gives women effort to participate in public domain and even there are several occupations which are identified as profession for the women. In relation to the gender, especially with regard to married women in handling domestic tasks, it is very important to elaborate whether or not such social development actually supports gender equity. This is the big question that will be answered by this research. To do so, this research is only focused on how married female employees in Bayumas regency take part in handling education for their children. At the end, this research led to three conclusions. First, married female employees in Banyumas regency tend to correspond with feminist point of view or at least functionalist point of view. None of them supported patriarchal point of view. However, the second conclusion indicated that such attitude did not undermine their responsibility to take part in educating their children. The third conclusion found that the main reason for that is they enjoy performing their double tasks, both as mothers and employees."

"One of the signs of organizational destruction was the low level of its employees' work satisfaction. This is a challenge to the organization on how to increase the employees' work satisfaction. The organization's success in maintaining and developing human resources depended an the leader. Leadership is an ability to influence people in order to achieve the organizational aims with high spirit. Henceforth a leader should play double role, as a supervisor and also a colleague in giving support to others. This opinion goes parallel with Locke (1976: 192 - 193) that leader or supervisor also acts as a fellow colleague and therefore leaders' attitude is one of dominant factors in determining work satisfaction. A good leadership in maintenance and development of human resources can give equal chance for employees to develop their career. Gilley and Eggland (1989: 93) stated that organization using career development to increase productivity, repair attitude and increase work satisfaction. This research conducted to (1) know the relationship between leadership and work satisfaction, (2) relationship of career development and work satisfaction, (3) relationship of leadership and career development to work satisfaction of employees at Directorate General of Immigration. This research is. a descriptive and correlation research-using-survey-method. Research instrument is using questioner in Likert Scale. Validity test of variables is conducted by using correlation technique of Product Moment, while reliability used Alpha Cronbach technique. The sample collected by Stratified Purposive Sampling. Analyses of each independent variable's relation to dependent variable is using simple correlation analysis with Spearman's Rho technique, while the relationship of both independent variables to dependent variable is using multiple correlation analysis of Product Moment. From this research can be concluded that: I. There is a significant and positive relation between leadership to work satisfaction. Better leadership can guarantee higher level of work satisfaction. 2. There is a significant and positive relation between career development to work satisfaction, Better career development can ensure higher work satisfaction. 3, There is a significant and positive relation between leadership and career development to work satisfaction. The better quality of leadership and career development, the higher work satisfaction of employees. The conclusion of this research is that leadership and career development both individually or together related to the level of work satisfaction, although there are still some weaknesses of variables from the frequency distribution. Suggestion that can be put forward is improvement and increase to ensure an optimal variables of leadership and career development to ensure better work satisfaction of employees."