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"ABSTRAKPenelitian ini bertujuan untuk mengetahui pengaruh dari Organisasi Pembelajaran dan Work Engagement terhadap Perilaku Inovatif. Selain itu, Work Engagement juga diamati sebagai variabel mediator dalam hubungan antara Organisasi Pembelajaran dengan Perilaku Inovatif. Perilaku Inovatif mengacu pada dimensi dalam Innovative Work Behavior (IWB) oleh Janssen (2000) yaitu Idea Generation, Idea Promotion, dan Idea Realization. Sementara itu, Organisasi Pembelajaran mengacu pada Dimension of Learning Organization Questionnaire (DLOQ) oleh Marsick dan Watkins (2003) yang terdiri dari Continuous Learning, Dialogue & Inquiry, Team Learning, Embedded System, Empowerment, System Connection, dan Provide Leadership. Work Engagement mengacu pada Utrecht Work Engagement Scale (UWES) oleh Schaufeli, Bakker & Salanova (2006) yang terdiri dari Vigor, Dedication, dan Absorption. Data dikumpulkan melalui self reported questionnaire kepada 97 orang karyawan PT Teknologi Global, suatu perusahaan teknologi informasi di Indonesia (bukan nama sebenarnya). Analisis data dilakukan dengan SPSS 23 menggunakan regresi linear dan General Linear Model (GLM). Untuk memperoleh analisis yang lebih komprehensif, dilakukan in-depth interview kepada beberapa pemimpin di PT Teknologi Global sebagai informan. Hasil penelitian menunjukkan pengaruh positif dari Organisasi Pembelajaran dan Work Engagement terhadap Perilaku Inovatif. Selain itu penelitian juga menemukan bahwa Work Engagement memediasi hubungan antara Organisasi Pembelajaran dengan Perilaku Inovatif.

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ABSTRACTThis research's purpose is to determine the influence of Learning Organization and Work Engagement to Innovative Behavior. Besides, Work Engagement was also observed as a mediating variable in the relationship between Learning Organization and Innovative Behavior. Innovative Behavior was measured using Innovative Work Behavior (IWB) items by Janssen (2000), consisting of Idea Generation, Idea Promotion, and Idea Realization. Learning Organization was measured using Dimension of Learning Organization Questionnaire (DLOQ) by Marsick and Watkins (2003), consisting of Continuous Learning, Dialogue & Inquiry, Team Learning, Embedded System, Empowerment, System Connection, and Provide Leadership. Work Engagement was measured using Utrecht Work Engagement Scale (UWES) by Schaufeli, Bakker & Salanova (2006), consisting Vigor, Dedication, and Absorption. Data was collected through self-reported questionnaire from 97 employees of PT Teknologi Global, one of Indonesian IT company (not the real name). Data were analyzed with SPSS 23 using linear regression and General Linear Model (GLM). The research result indicated the positive influence of Learning Organization and Work Engagement to Innovative Behavior. To obtain more comprehensive analysis, individual in-depth interviews were conducted with PT Teknologi Global's leaders as informants. The research result indicated the positive influence of Learning Organization and Work Engagement to Innovative Behavior. Furthermore, the research also found that Work Engagement mediates the relationship between Learning Organization and Innovative Behavior."

"Penelitian kuantitatif ini bertujuan untuk menguji pengaruh keterikatan kerja, kepercayaan, dan iklim organisasi terhadap komitmen organisasi pada PT Media Milenial. Penelitian ini melibatkan 201 karyawan PT Media Milenial. Data demografi diperoleh dari peserta yang menyerahkan data jenis kelamin, usia, latar belakang pendidikan, status, masa kerja, dan status kerja. Analisis penelitian ini menggunakan Structural Equation Modeling untuk mengetahui hubungan antar variabel tersebut. Hasil penelitian menunjukan ada pengaruh signifikan antara keterikatan kerja, kepercayaan, dan iklim organisasi terhadap komitmen organisasi; Selain itu, penelitian ini juga bermanfaat dalam pengembangan ilmu manajemen sumber daya manusia khususnya tentang beberapa langkah untuk peningkatan komitmen karyawan di perusahaan media dan dari penelitian ini diharapkan menjadi bahan masukan untuk para praktisi agar dapat meningkatkan kinerja organisasi melalui peningkatan komitmen karyawan di perusahaan media.

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This quantitative research aims to examine the effect of work engagement, trust, and organizational climate on organizational commitment to PT Media Milenial. The study involved 201 employees of PT Media Milenial. Demographic data were obtained from respondents who fill data of gender, age, educational background, status, employment, and employment status. Sturctural Equation Modeling were calculated to know the relationship between these variables. The results of the study indicate that there is a significant influence of work engagement, trust, and organizational climate on organizational commitment. In addition, this research is also useful in the development of human resources management science, especially about some steps to increase employee commitment in media companies and from this research is expected to be input for practitioners in order to improve organizational performance through increased employee commitment in media companies become more committed and perform well especially for media employees. "

"Tenaga kesehatan mengalami tingkat stres dan kelelahan yang tinggi, yang dapat berdampak negatif terhadap well-being dan bagaimana mereka memberikan pelayanan kepada pasien. Organizational justice terbukti menjadi prediktor well-being tenaga kesehatan. Sebaliknya, hubungan antara workplace spirituality dan well-being tenaga kesehatan belum diteliti lebih lanjut. Tujuan dari penelitian ini adalah untuk menguji hubungan antara workplace spirituality, organizational justice dan well-being tenaga kesehatan, serta untuk menentukan apakah employee engagement berperan sebagai mediator dalam hubungan ini. Sebuah survei cross-sectional dilakukan dengan sampel tenaga kesehatan dari sebuah rumah sakit di Jakarta. Pertanyaan mengenai organizational justice, workplace spirituality, employee engagement, dan well-being diberikan. Structural Equation Model digunakan untuk menguji model mediasi yang diusulkan. Hasil penelitian menunjukkan bahwa organizational justice berhubungan secara signifikan dan positif terhadap well-being tenaga kesehatan, sedangkan workplace spirituality tidak berhubungan secara signifikan. Selanjutnya, employee engagement memediasi hubungan antara spiritualitas tempat kerja, keadilan organisasi dan well-being, sehingga dampak positif lebih besar untuk tenaga kesehatan dengan tingkat engagement yang tinggi. Temuan ini menunjukkan bahwa intervensi yang ditujukan untuk meningkatkan organizational justice secara tidak langsung dapat meningkatkan well-being tenaga Kesehatan dengan meningkatkan employee engagement. Penelitian lebih lanjut diperlukan untuk menguji generalisasi dari temuan ini dan untuk mengeksplorasi potensi intervensi untuk meningkatkan keadilan organisasi dalam pengaturan kesehatan.

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Healthcare workers (HCWs) experience high levels of stress and burnout, which can negatively impact their wellbeing and patient care. Organizational justice has been shown to be a predictor of HCW wellbeing. In contrast, the relationship between workplace spirituality and HCW wellbeing is less clear. The purpose of this study was to examine the relationship between workplace spirituality, organizational justice and HCW wellbeing, and to determine whether employee engagement act as mediator in this relationship. A cross-sectional survey was conducted with a sample of HCWs from a hospital in Jakarta. Measures of organizational justice, workplace spirituality, employee engagement, and wellbeing were administered. Structural equation modeling was used to test the proposed mediation model. Results indicated that organizational justice was significantly and positively related to HCW wellbeing, while workplace spirituality was not significantly related. Furthermore, employee engagement mediated the relationship between workplace spirituality, organizational justice, and wellbeing, such that the positive relationship was stronger for HCWs with high levels of employee engagement. These findings suggest that interventions aimed at improving organizational justice may indirectly improve HCW well-being by increasing employee engagement. Further research is needed to test the generalizability of these findings and to explore potential interventions for improving organizational justice in healthcare settings."

"Penelitian ini bertujuan untuk menginvestigasi bagaimana turnover intention dapat muncul di industri perbankan dengan melihat adanya pengaruh dari workplace bullying dan perceived supervisor support serta pengaruh mediasi dari work-family conflict. Data yang didapatkan berasal dari 200 responden di mana hipotesis diuji dengan menggunakan Structural Equation Modeling (SEM). Studi ini menunjukkan bahwa terdapat pengaruh positif antara workplace bullying dan perceived supervisor support terhadap turnover intention, baik langsung maupun dengan mediasi work-familyconflict. Adapun ditemukan bahwa perceived supervisor support tidak memiliki pengaruh signifikan terhadap work-family conflict dan turnover intention.

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This study aims to investigate how turnover intention can arise in the banking industry by looking at the influence of workplace bullying and perceived supervisor support as well as the influence of mediation from work-family conflict. The data obtained came from 200 respondents where the hypothesis was tested using Structural Equation Modeling (SEM). This study shows that there is a positive influence between workplace bullying and perceived supervisor support on turnover intention, both directly and with work-family conflict mediation. It was found that perceived supervisor support did not have a significant influence on work-family conflict and turnover intention."

"ABSTRAKTesis ini membahas peran work engagement dalam memediasi pengaruh transformational leadership dan job characteristic model terhadap innovative work behavior dan turnover intention pada pegawai di Lembaga Negara XYZ. Penelitian ini menggunakan pendekatan kuantitatif dengan metode survei yang dilakukan secara online. Responden yang terlibat dalam penelitian ini ditentukan dengan metode purposive sampling, yaitu para pegawai yang menjadi mitra perubahan atau change agent di Lembaga Negara XYZ. Responden yang terlibat sebanyak 325 orang dari lintas generasi X, generasi Y, dan Baby Boomers. Alat ukur yang digunakan dalam penelitian ini Multifactor Leadership Questionnaire Bass Avolio, 2004 untuk mengukur transformational leadership, Job Diagnostoc Survey Hackman Oldham, 1975; Idazak Drasgow, 1987 untuk mengukur job characteristic model, Utrecht Work Engagement Scale Schaufeli Bakker, 2003 untuk mengukur work engagement, dan Janssen 2000 untuk mengukur innovative work behavior, serta Turnover Cognition Scale Bozeman Perrewe, 2001 untuk mengukur turnover intention. Berdasarkan analisis data dapat disimpulkan bahwa work engagement memediasi pengaruh positif transformational leadership dan job characteristic model terhadap innovative work behavior, dan memediasi pengaruh negatif transformational leadership dan job characteristic model terhadap turnover intention. Transformational Leadership dan job characteristic model juga memiliki pengaruh positif dalam meningkatkan work engagement.

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ABSTRACTThis study focus on the influence of transformational leadership and job characteristic model on innovative work behavior and turnover intention through work engagement as mediator to employees in one of State Institution in Indonesia. This research uses a quantitative approach with online survey methods. Respondents were determined by purposive sampling method, employees who became the change agent in the State Institution of XYZ, 325 people from across generations Baby Boomers, X, and Y . The measuring tool used in this study is Multifactor Leadership Questionnaire Bass Avolio, 2004 , Job Diagnostic Survey Hackman Oldham, 1975 Idazak Drasgow, 1987 , Utrecht Work Engagement Scale Schaufeli Bakker, 2003 , Janssen 2000 , and Turnover Cognition Scale Bozeman Perrewe, 2001 . Based on data analysis, it can be concluded that work engagement mediates positive effect of transformational leadership and job characteristic model on innovative work behavior, and mediates negative effect of transformational leadership and job characteristic model on turnover intention. Transformational Leadership and job characteristic models also have a positive influence in improving work engagement."

"[ABSTRAKPenelitian ini bertujuan untuk menganalisis pengaruh positif leader member exchange dan iklim organisasi secara signifikan terhadap employee engagement perawat di Rumah Sakit Ibu dan Anak / unit bersalin. Selain itu juga untuk menganalisis lebih dalam mengenai leader member exchange dan iklim organisasi apa sajakah yang memberikan pengaruh yang signifikan terhadap peningkatan dari employee engagement. Berdasarkan teori dari Litwin dan Stringer (1968) dimensi iklim organisasi adalah structure, responsibility, reward, risk, standard, support, conflict, identity, dan warmth. Pengumpulan data dilakukan dengan menyebarkan kuesioner kepada 134 perawat di Rumah Sakit X, Y, dan Z dengan menggunakan metode total sampling. Kemudian diolah dan dianalisis menggunakan bantuan program SPSS dengan memakai metode descriptive statistics dan regresi linier untuk menjawab rumusan masalah yang ada. Hasil penelitian ini memberikan gambaran tentang pengaruh leader member exchange dan iklim organisasi terhadap employee engagement perawat di Rumah Sakit X, Y, dan Z. Hasil penelitian juga menunjukkan bahwa variabel leader-member exchange tidak berpengaruh secara signifikan terhadap variabel employee engagement. Sedangkan untuk variabel iklim organisasi hanya dimensi responsibility, reward, risk, standard, dan conflict yang berpengaruh secara signifikan terhadap variabel employee engagement. Dimensi structure, support, dan warmth tidak berpengaruh terhadap employee engagement perawat.

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ABSTRACTThe objective of this research is to analyze the significant positive influence of leader-member exchanges and organizational climate to the employee engagement of nurses in mother and children hospital/maternity unit. Moreover, this research is also to more deeply analyze the types of leader member exchanges and organizational climate that significantly influence to the increase of employee engagement. Based on the theory of Litwin and Stringer (1968), the dimensions of organizational climate are structure, responsibility, reward, risk, standard, support, conflict, identity, and warmth. The data collection conducted by distributing the questionnaire to 134 nurses in Hospital X, Y and Z with total sampling method. The collected data was processed and analyzed with SPSS using descriptive statistics and linear regression method to answer the research question. The result of this research describes the influences of leader member exchange and organizational climate to the employee engagement of the nurses in Hospital X, Y and Z. The result of the research also demonstrates that the leader-member exchange variable does not significantly influence to the employee engagement variable. While for the organizational climate variable, only the responsibility, reward, risk, standard, and conflict dimension that significantly influence the employee engagement variable. The structure, support, and warmth dimension does not influence the employee engagement., The objective of this research is to analyze the significant positive influence of leader-member exchanges and organizational climate to the employee engagement of nurses in mother and children hospital/maternity unit. Moreover, this research is also to more deeply analyze the types of leader member exchanges and organizational climate that significantly influence to the increase of employee engagement. Based on the theory of Litwin and Stringer (1968), the dimensions of organizational climate are structure, responsibility, reward, risk, standard, support, conflict, identity, and warmth. The data collection conducted by distributing the questionnaire to 134 nurses in Hospital X, Y and Z with total sampling method. The collected data was processed and analyzed with SPSS using descriptive statistics and linear regression method to answer the research question. The result of this research describes the influences of leader member exchange and organizational climate to the employee engagement of the nurses in Hospital X, Y and Z. The result of the research also demonstrates that the leader-member exchange variable does not significantly influence to the employee engagement variable. While for the organizational climate variable, only the responsibility, reward, risk, standard, and conflict dimension that significantly influence the employee engagement variable. The structure, support, and warmth dimension does not influence the employee engagement.]"

"Manajemen Pelayanan Pasien merupakan peran yang dijalankan oleh case manager, agar tercipta pelayanan yang bermutu dengan biaya yang efisien. Penelitian ini bertujuan untuk mengevaluasi peran case manager terhadap kendali mutu dan kendali biaya pasien rawat inap bedah dengan penjaminan JKN di RS UI tahun 2022. Penelitian menggunakan pendekatan sistem menurut Donabedian dan teori KARS. Kendali mutu dilihat dari LOS, tingkat kepuasan pasien, kepatuhan penerapan clinical pathway, kepatuhan visit dokter, serta penundaan operasi elektif. Kendali biaya dilihat dari selisih klaim dan tagihan RS dan formulasi biaya tindakan. Pada penelitian ini, data kuantitatif diambil dari data sekunder melalui data rekam medis pasien, hasil telaah dokumen dari berkas tagihan pasien, tarif INA-CBG’s, data laporan operasi, dan data Komite Mutu Rumah Sakit. Data diolah dengan Ms. Excel dan didapatkan tiga (3) tindakan terbanyak yaitu odontektomi, SC, dan AV shunt. Studi kualitatif, dilakukan dengan Focus Group Discussion untuk mendapatkan formulasi pembiayaan tindakan dan wawancara mendalam. Didapatkan hasil peran case manager di RS UI sudah mengalami perbaikan dibandingkan tahun 2021, kinerja case manager sudah baik berdasarkan selisih klaim, pengendalian LOS, tingkat kepuasan pasien, tingkat kepatuhan visit dokter, dan tingkat kepatuhan terhadap clinical pathway. Hanya tingkat penundaan operasi elektif di RS UI masih belum tercapai target.

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Patient Service Management is carried out by case manager to create quality services with efficient cost. This study aims to evaluate the role of case managers on quality and cost control of surgical inpatients with JKN assurance at the UI Hospital in 2022. This study uses the concept of Donabedian and KARS theory. Quality control is seen from LOS, patient satisfaction, compliance clinical pathway, compliance doctor visits, and delays in elective surgery. Cost control is seen from the difference between INA-CBG's claims and hospital bills and cost formulations. Secondary data were collected from medical record and document review. The data were processed with Ms. Excel. The three common                                                       procedures conducted with FGD and interviews to find out the role of case managers. It was found that the role of the case manager at UI Hospital had improved compared to 2021. Case manager's performance is good based on the difference in overall surgical patient klaims, LOS control, the level of patient satisfaction, the level of compliance with doctor visits , the level of compliance with the clinical pathway. Only the level of delay in elective surgery at UI Hospital has not reached the target."

"Tesis ini meneliti efek mediasi dari workplace spirituality dan well-being at work dalam hubungan antara work overload dan intention to stay. Penelitian dilakukan pada 550 orang guru milenial yang bekerja di Sekolah Islam Terpadu di Indonesia. Kuesioner diberikan secara daring kepada responden, yang dipilih melalui metode purposive sampling. Studi ini menguji model teoretis yang menghubungkan work overload, workplace spirituality, well-being at work, dan intention to stay, khususnya pada guru milenial. Pemodelan persamaan struktural (SEM) kemudian dilakukan untuk menguji hipotesis, yang menunjukkan bahwa workplace spirituality dan well-being at work terbukti memediasi hubungan antara work overload dan intention to stay. Temuan ini membuktikan bagaimana pengalaman guru terkait spiritualitas dan kesejahteraan di tempat kerja memiliki pengaruh positif yang signifikan terhadap niat mereka untuk tinggal. Meskipun demikian, terdapat kemungkinan munculnya bias karena penggunaan data laporan sendiri dari responden. Batasan lainnya adalah penelitian yang bersifat cross-sectional, sehingga memungkinkan adanya sejumlah efek yang luput dari pengamatan. Penelitian ini menguraikan implikasi dari pengalaman spiritualitas dan kesejahteraan mereka di tempat kerja dalam konteks keinginan untuk tetap tinggal di organisasi, dan pada akhirnya berusaha untuk mengisi celah dalam literatur ilmu pengetahuan yang ada.

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This thesis examines the mediating effects of workplace spirituality and well-being at work in the relationship between work overload and intention to stay. The research was conducted on 550 millennial teachers who work in private Islamic schools in Indonesia. Online questionnaires were given to respondents, who were selected through purposive sampling method. This study examines a theoretical model that connects work overload, workplace spirituality, well-being at work, and intention to stay, especially in the context of millennial teachers. Structural Equation Modeling (SEM) is then carried out to test the hypothesis, in which workplace spirituality and well-being at work have been shown to mediate the relationship between work overload and intention to stay. These findings suggest that teachers' experiences of workplace spirituality and well-being at work have a significant positive effect on their intention to stay. Nonetheless, the results of this study may lead to bias due to the use of respondents' self-reported data. Another potential limitation is the cross-sectional nature of the data, which does not control for unobserved effects. This study outlines the implications of experiences of spirituality and their well-being at work in the context of a desire to remain in organizations, and ultimately seeks to fill gaps in the existing scientific literature."

"Manajemen strategis perlu dilakukan dengan baik agar rumah sakit mampu mengantisipasi perubahan di masa yang akan datang serta mampu bertahan dalam menghadapi peningkatan persaingan pasar. Balanced Scorecard (BSC) merupakan metode yang dapat dipilih untuk mengintegrasikan seluruh aspek dalam organisasi. Penelitian ini bertujuan untuk menganalisis perumusan target pelaksana berdasarkan kinerja unit kerja sesuai dengan visi misi organisasi dengan mempertimbangkan aspirasi bottom up di Eka Hospital BSD dilihat dari faktor Input, Proses dan Output. Desain penelitian ini adalah penelitian kualitatif dengan pendekatan studi kasus. Metode pengumpulan data dengan cara telaah dokumen, CDMG dengan 4 orang manajer dan 3 orang kepala departemen, Wawancara mendalam kepada 4 orang manajer, 3 orang kepala departemen serta di direktur rumah sakit. Hasil penelitian menunjukkan bahwa pada faktor input sudah baik dan sesuai, faktor proses di analisis SWOT Eka Hospital BSD berada pada Kuadran I dan CSF ditentukan adalah manajemen SDM dan teknologi, faktor output didapatkan di perspektif keuangan tidak ada perbedaan dibandingkan tahun sebelumnya, di perspektif pelanggan terdapat perbedaan dibandingkan tahun sebelumnya pada KPI manajer pelayanan medis, penunjang medis, dan keperawatan, di perspektif proses bisnis internal terdapat perbedaan dibandingkan tahun sebelumnya pada KPI manajer pelayanan medis, penunjang medis, keperawatan, dan umum, di perspektif pertumbuhan dan pembelajaran terdapat perbedaan dibandingkan tahun sebelumnya pada KPI manajer pelayanan medis dan keperawatan. Sesuai hasil penelitian, disarankan manajemen Eka Hospital BSD untuk melakukan faktor proses disertai diskusi dalam menentukan indikator unit kerja yang sesuai visi misi organisasi sehingga indikator kunci yang dihasilkan tidak subjektif dan sesuai dengan umpan balik diskusi.

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Strategic management needs to be done well so that hospitals are able to anticipate future changes and survive in the face of increased market competition. Balanced Scorecard (BSC) is a method that can be chosen to integrate all aspects of the organization. This study aims to analyze the formulation of executive targets based on work unit performance in accordance with the vision and mission of the organization by considering bottom up aspirations at Eka Hospital BSD seen from the Input, Process and Output factors. This research design is qualitative research with a case study approach. Data collection methods by document review, CDMG with 4 managers and 3 department heads, in-depth interviews with 4 managers, 3 department heads and the hospital director. The results showed that the input factors were good and appropriate, the process factors in the SWOT analysis of Eka Hospital BSD were in Quadrant I and the CSFs determined were HR management and technology, the output factors were found in the financial perspective there was no difference compared to the previous year, in the customer perspective there was a difference compared to the previous year in the KPIs of medical, medical ancillary, and nursing managers, In the internal business process perspective, there are differences compared to the previous year in the KPIs of medical, medical ancillary, nursing, and general service managers, in the growth and learning perspective, there are differences compared to the previous year in the KPIs of medical and nursing managers. In accordance with the research results, it is recommended that Eka Hospital BSD management conduct process factors accompanied by discussions in determining work unit indicators in accordance with the vision and mission of the organization so that the key indicators produced are not subjective and in accordance with discussion feedback."

"Penelitian ini bertujuan untuk mengetahui besarnya pengaruh manajemen prom (desain sistem kerja serta pengelolaan dan peningkatan proses kerja) terhadap kinerja RS. MH. Thamrin Internasional Salemba Jakarta tahun 2008. Secara teoritis penelitian ini mengacu pada konsep dari Malcolm Baldrige Criteria for Performance Excellence (MBCfPB), dalam Health Care Criteria for Performance Excellence 2008. Penelitian ini mempakan penelitian sun/ei dengan pendekatan kuantitatitl dimana data yang digunakan adalah data primer dengan memakai alat bantu kuesioner. Metode penelitian menggunakan metode analisis jalur atau disebut juga dengan Path Analysis. Sampel penelitian diambil dari karyawan RS. MH. Thamrin Internasional Salemba tahun 2008 dengan menggunakan stratified random sampling berdasarkan kelompok unit kerjanya. Hasil penelitian ditemukan bahwa desain sistem kerja serta pengelolaan dan peningkatan proses kelja mempengaruhi kincrja RS. MH. Thamrin Intemasional Salemba tahun 2008 sebesar 50, 1% dan 49,9% dipengaruhi oleh variabcl lain. Variabel yang paling besar mempengaruhi kinerja RS. MH. Thamrin Intemasional Salemba adalah pengeiolaan dan pcningkatan proses kerja yaitu sebesar 32,26%. sedangkan desain sistem kenja berpengaruh terhadap kinerja RS. MH. Thamrin Internasional Salemba sebesar 4,16%. Berdasarkan penelitian ini disarankan untuk lcbih memperhatikan dan meningkatkan manajemen proses, hal ini dapat dilakukan dengan cara : (1) mendesain sistem kerja yang efektif (2) mendesain sistem kerja yang mampu menghadapi keadaan darurat, (3) mendesain proses kerja yang jelas dan mudah untuk dilaksanakan, (4) mengelola, mengevaluasi dan meningkatkan proses kerja.

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This study has an objective to know the influence of process management (work system design and work process management and improvement) to Operational Performance at MH. Thamrin International Salemba Hospital in Jakarta 2008. Theoretically, this concept is taken from Malcolm Baldrige Criteria for Performance Excellence (MBCfPE), in Health Care Criteria for Perfomance Excellence 2008.

The design in this study is a survey design with quantitative approaches. The method being used in this study is a path-analysis-method. The data are primary taken by the questionnaires. Samples are taken among employees at MH. Thamrin lntemasional Salemba Hospital by stratiied-random-sampling-method based on the work unit.

The result shows that work system design and work process management and improvement has influenced operational performance of MH. Thamrin [ntemasional Salemba Hospital as much as 50,l%, and the rest is influenced by other factor which is not included in this study.

According to the result of this study, it is recommended to give more attention to improve process management, such as: (I) design an eH`ective work systems, (2) design a work system which prepared for disasters or emergencies, (3) design a work process which is easy to be done, (4) manages, evaluate, and improve work processes."