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"Employee Engagement yang baik menggambarkan pegawai yang memiliki komitmen, motivasi, dukungan dari organisasi secara positif sehingga dapat bekerja dengan efektif maupun efisien dalam meningkatkan organisasi tempat bekerjanya. Pengukuran Employee Engagement penting dilakukan salah satunya untuk Dokter Umum yang merupakan salah satu bagian yang secara langsung dari segi performa atau kinerjanya akan memberikan dampak pada kualitas pelayanan rumah sakit ke pasien. Penelitian ini bertujuan untuk melakukan analisis determinan Employee Engagement Dokter Umum di Rumah Sakit Universitas Indonesia pada Tahun 2023. Penelitian melalui survei Employee Engagement dan wawancara mendalam dengan menganalisis data determinan yang dapat memengaruhi Employee Engagement pada Dokter Umum di Rumah Sakit Universitas Indonesia. Survei Employee Engagement dihasilkan sebanyak 20 Dokter Umum kategori “Engaged”, 30 Dokter Umum kategori “Not Engaged” dan tidak ada Dokter Umum kategori “Disengaged”. Hasil wawancara mendalam menunjukkan persepsi respons positif pada pertanyaan terkait Status Kepegawaian, Pengembangan Kompetensi, Penghargaan, Lokasi Penempatan, Hubungan Rekan Kerja, dan Kesesuaian Harapan. Hasil wawancara mendalam menunjukkan persepsi respons negatif pada pertanyaan terkait Kompensasi, Pengembangan Karir, Beban Kerja, dan Program Peningkatan Employee Engagement. Oleh karena itu, manajemen rumah sakit perlu melakukan evaluasi strategi perbaikan determinan Employee Engagement Dokter Umum untuk mempertahankan engagement yang baik kedepannya dan memberikan dampak positif bagi rumah sakit. Beberapa strategi diantaranya adalah sosialisasi pembekalan pada awal rekrutmen Dokter Umum di rumah sakit secara lengkap, pendataan kompetensi yang dibutuhkan di setiap penempatan kerja Dokter Umum sebagai dasar penetapan capaian kompetensi penempatan hingga remunerasi, pendataan Analisis Beban Kerja Dokter Umum sesuai dengan jenis dan jumlah beban kerja, serta monitoring secara rutin tingkatan engagement Dokter Umum di Rumah Sakit Universitas Indonesia.

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Good Employee Engagement describes employees who have positive commitment, motivation and support from the organization. Therefore, they can work effectively and efficiently to improve organization which they work in. It is important to measure Employee Engagement, including for General Practitioners, who are one of the departments whose performance will directly impact the quality of hospital services to patients. This research aims to conduct an analysis of the determinants of Employee Engagement for General Practitioners at the Universitas Indonesia Hospital in 2023. The research uses an Employee Engagement survey and in-depth interviews by analyzing determinant data that can influence Employee Engagement for General Practitioners at the Universitas Indonesia Hospital. The Employee Engagement Survey resulted in 20 General Practitioners in the "Engaged" category, 30 General Practitioners in the "Not Engaged" category and no General Practitioners in the "Disengaged" category. The results of in-depth interviews show a positive response perception to questions related to Employment Status, Competency Development, Awards, Placement Locations, Colleague Relations, and Matching Expectations. The results of in-depth interviews show a perception of negative responses to questions related to Compensation, Career Development, Workload, and Employee Engagement Improvement Program. Therefore, hospital management needs to evaluate strategies for improving the determinants of General Practitioner Employee Engagement to maintain good engagement in the future and have a positive impact on the hospital. Some of the strategies include providing complete outreach at the beginning of the recruitment of General Practitioners in hospitals, data collection on the competencies required for each General Practitioner work placement as a basis for determining competency achievements for placements and remuneration, data collection on General Practitioner Workload Analysis according to the type and amount of workload, as well as regularly monitoring the level of engagement of General Practitioners at the Universitas Indonesia Hospital."

"Kinerja karyawan menjadi salah satu faktor bagian yang penting dalam SDM di perusahaan. Sesama karyawan saling bekerja sama untuk membangun perusahaan dengan baik karena memiliki komitmen yang tinggi pada perusahaan dan komitmen dapat membuat kinerja karyawan semakin baik. PT Pos Indonesia menjadi perusahaan yang mementingkan kinerja karyawan yang baik dan dapat membuat karyawan memiliki komitmen afektif yang kuat terhadap perusahaan serta memiliki pengembangan karir yang pasti. Maka dari itu, penelitian ini untuk menganalisis pengaruh career development terhadap employee performance dengan affective commitment sebagai variabel mediasi (Studi pada PT Pos Indonesia Regional 4). Tujuan penelitian ini untuk menganalisis pengaruh affective commitment sebagai variabel mediasi memengaruhi career development terhadap employee performance pada karyawan PT Pos Indonesia. Penelitian ini menggunakan metode kuantitatif dengan menyebar ke 100 orang responden karyawan tetap bagian manajerial dan menggunakan teknik stratified random sampling. Teknik analisis data dalam pnelitian ini menggunakan analisis regresi dan sobel test untuk menghubungkan variabel independen dengan variabel dependen menggunakan variabel mediasi. Hasil penelitian ini menunjukkan bahwa career developmet memiliki pengaruh terhadap employee performance. Namun, hasil penelitian career developmet terhadap employee performance lebih besar saat menggunakan variabel affective commitment.

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Employee performance is an important part of the HR in the company. To build a good company the employees are having a high commitment to the company and it can make employee performance better. PT Pos Indonesia is a company that emphasizes employee performance and can make them have a strong affective commitment to the company and have a definite career development. Therefore, this study is to analyze the effect of career development on employee performance with affective commitment as a mediation variable (Study Of PT Pos Indonesia Regional 4). The purpose of this study is to analyze the effect of affective commitment as a mediation variable affecting career development on employee performance at PT Pos Indonesia employees.This study uses quantitative methods by spread to 100 respondents as full-time employees of the managerial division and using stratified random sampling techniques. The data analysis technique in this study use regression analysis and sobel test to connect the independent variable with the dependent variable using the mediation variable. The results of this study indicate that career development has an influence on employee performance. However, the results of the career development research on employee performance were greater when using the affective commitment variable.

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"Penelitian terkait faktor dan mekanisme psikologis yang menyebabkan individu memiliki grit yang tinggi masih belum banyak dilakukan. Penelitian ini bertujuan untuk mengetahui peran mediasi pemberdayaan psikologis pada hubungan antara kepemimpinan yang memberdayakan dan grit karyawan menggunakan teori self- determination. Penelitian ini bersifat korelasional menggunakan metode pengambilan data survei daring pada sampel karyawan di perusahaan digital yang minimal sudah bekerja selama satu tahun (N = 179). Instrumen yang digunakan dalam penelitian ini, yaitu Grit-O Scale, Leadership Empowerment Behavior (LEB), dan Psychological Empowerment Questionnaire (PEQ). Hasil analisis mediasi sederhana menggunakan makro PROCESS Hayes versi 4.2 pada SPSS versi 21 menunjukkan bahwa efek tidak langsung dari kepemimpinan pemberdayaan terhadap grit melalui pemberdayaan psikologis signifikan. Namun, efek mediasi pemberdayaan psikologis tergolong parsial, karena empowering leadership masih dapat memprediksi grit setelah mengontrol mediator. Implikasi teori dari penelitian ini adalah pentingnya teori self-determination sebagai kerangka teori untuk menjelaskan faktor dan mekanisme psikologis penyebab grit. Implikasi praktis dari penelitian ini adalah organisasi perlu melatih dan mendorong manajer untuk menampilkan gaya kepemimpinan pemberdayaan untuk meningkatkan grit karyawan.

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Research related to psychological factors and mechanisms that cause individuals to have high grit is still not much done. This study aims to determine the mediating role of psychological empowerment in the relationship between debilitating leadership and employee grit using self-determination theory. This research is correlational using the daring survey data collection method on a sample of employees in digital companies who have worked for at least one year (N = 179). The instruments used in this study were the Grit-O Scale, Leadership Empowerment Behavior (LEB), and the Psychological Empowerment Questionnaire (PEQ).

The results of a simple mediation analysis using the PROCESS Hayes version 4.2 macro on SPSS version 21 show that the indirect effect of empowering leadership on grit through psychological empowerment is significant. However, the mediating effect of psychological empowerment is partial, because empowerment leaders are still able to process grit after controlling the mediators. The theoretical implication of this research is the importance of self-determination theory as a theoretical framework to explain the psychological factors and mechanisms that cause grit. The practical implication of this research is that organizations need to train and encourage managers to display an empowering leadership style to increase employee grit."

"Dalam menjalankan operasional rumah sakit, diperlukan peran yang sangat penting dari Sumber Daya Manusia Kesehatan (SDMK). Ketersediaan dan kompetensi tenaga kesehatan yang memadai sangat penting untuk memastikan pelayanan kesehatan yang efektif, aman, dan berkualitas. Tingginya tingkat pengajuan lembur di Unit Farmasi bisa menjadi salah satu tanda beban kerja yang tinggi, ketidakefisienan proses kerja, dan lainnya. Penelitian ini bertujuan untuk mengetahui faktor kerja lembur dan hubungannya dengan jam kerja lembur pegawai Unit Farmasi Rumah Sakit Universitas Indonesia dengan metode penelitian kuantitatif. Penelitian ini dilakukan dengan melakukan penyebaran kuesioner kepada pegawai Unit Farmasi Rumah Sakit Universitas Indonesia secara daring dengan metode pengisian self-administered questionnaire. Hasil penelitian ini didapatkan bahwa pegawai kerja lembur karena beban kerja yang tinggi, hal ini tidak sesuai dengan perhitungan analisis beban kerja yang telah dilakukan sebelumnya. Hasil uji univariat dalam penelitian ini menyatakan bahwa pegawai bekerja lembur karena beban kerja yang tinggi, menyukai pekerjaan, dan untuk pengembangan diri. Pada penelitian ini dapat disimpulkan bahwa terdapat hubungan yang signifikan antara beban kerja yang tinggi dan faktor kerja lembur untuk pengembangan diri terhadap jam kerja lembur pegawai.

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In carrying out hospital operations, a very important role is needed from Health Human Resources (HRK). The availability and competence of adequate health personnel is very important to ensure effective, safe and quality health services. The high rate of overtime applications in the Pharmacy Unit can be a sign of high workload, inefficiency in work processes, and so on. This research aims to determine the factors of overtime work and their relationship with overtime working hours for employees of the Pharmacy Unit at the University of Indonesia Hospital using quantitative research methods. This research was carried out by distributing questionnaires to employees of the Pharmacy Unit at the University of Indonesia Hospital online using the self-administered questionnaire method. The results of this research showed that employees worked overtime because of the high workload, this was not in accordance with the workload analysis calculations that had been carried out previously. The results of the univariate test in this study stated that employees worked overtime because of the high workload, liked the job, and for self-development. In this research it can be concluded that there is a significant relationship between high workload and overtime work factors for self-development towards employee overtime working hours."

"Tujuan dari penelitian ini adalah untuk menganalisis pengaruh workforce diversity dan inclusion terhadap employee engagement pada Fakultas Ilmu Administrasi Universitas Indonesia. Penelitian ini merupakan penelitian kuantitatif dan menggunakan survei untuk menghimpun data dari para karyawan di sebuah perusahaan dengan instrumen kuesioner yang terdiri dari 38 butir pertanyaan dengan skala Likert 6 poin dari sangat tidak setuju sampai sangat setuju. Jumlah sampel pada penelitian ini adalah 115 tenaga kependidikan dan dosen Fakultas Ilmu Administrasi Universitas Indonesia dengan menggunakan total sampling. Untuk menganalisis, penelitian ini menggunakan path analysis, Confirmatory Factor Analysis (CFA), Cronbach’ alpha, uji korelasi, dan juga Sobel Test. Hasil penelitian ini menunjukkan bahwa workforce diversity memiliki pengaruh langsung terhadap inclusion dan employee engagement, kemudian inclusion berpengaruh secara langsung terhadap employee engagement, dan workforce diversity berpengaruh terhadap employee engagement secara tidak langsung melalui inclusion

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The aim of this study is to analyze the influence of workforce diversity and inclusion on employee engagement in Faculty of Administrative Science University of Indonesia. This study is a quantitative research and using survey to collect data from employees in a corporation with questionnaire consisting of 38 questions with 6 points Likert scale from strongly disagree to strongly agree. This research distributed self-administrated to 115 education staff and lecturers of Faculty of Administrative Science University of Indonesia using total sampling. To analyze, this study is using path analysis, Confirmatory Factor Analysis (CFA), Cronbach’ alpha, correlation test, and Sobel Test. The results show that workforce diversity has a direct significant effect on inclusion and employee engagement, inclusion has a direct significant effect on employee engagement, and employee engagement has an indirect significant effect on employee engagement through inclusion."

"Penelitian ini membahas tentang hubungan remunerasi dengan tingkat employee engagement di Sekretariat Jenderal Badan Pemeriksa Keuangan Republik Indonesia. Tujuannya ialah untuk menggambarkan bagaimana hubungan di antara ke dua variabel tersebut. Penelitian ini termasuk ke dalam penelitian kuantitatif, di mana peneliti menggunakan instrumen kuesioner dan wawancara mendalam untuk mengetahui hubungan antara variabel remunerasi dengan variabel employee engagement. Hasil penelitian yang telah didapat kemudian diolah lebih lanjut menggunakan program SPSS versi 19. Adapun hasil penelitian yang diperoleh ialah terdapat hubungan antara remunerasi dengan tingkat employee engagement di Sekretariat Jenderal Badan Pemeriksa Keuangan Republik Indonesia, sehingga hasil penelitian ini menerima hipotesis alternatif. Kemudian, saran yang diajukan ialah perlu dilakukan perbaikan dan peninjauan kembali terhadap kebijakan pemberian remunerasi, baik finansial maupun non finansial yang belum memberikan kepuasan bagi pegawai di Sekretariat Jenderal Badan Pemeriksa Keuangan Republik Indonesia.

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This research explains about the correlation between remuneration with the level of employee engagement at the Secretariat General of The Audit Board of The Republic of Indonesia. The purpose of this research is to describe how is the correlation between two variables. This research included in the quantitative research, in which researcher used the questionnaires instrument and interviews to see the correlation between remuneration variable with employee engagement variable.

By looking at the research results have been obtained, which are then processed further using SPSS version 19. The research results obtained that there is a correlation between the remuneration with the level of employee engagement at the Secretariat General of the Audit Board of The Republic of Indonesia, so the results of these research accept the alternative hypothesis.

Then, the suggestions are should be repaired and review again to the remuneration policy, in both financial and non-financial, which not giving satisfaction for the employees at the Secretariat General of the Audit Board of the Republic of Indonesia."

"Organisasi harus memikirkan kembali hubungan dengan karyawannya agar dapat bersaing di dunia bisnis yang berubah dengan cepat. Seiring tuntutan pasar akan inovasi, perubahan cepat ini menuntut karyawan untuk terlibat dalam berbagai cara dengan pekerjaan dan perusahaan mereka, komunikasi diperlukan antara manajemen dan karyawan. Internal communication adalah salah satu cara untuk memengaruhi employee engagement, meningkatkan employer branding, dan meningkatkan employee retention untuk menarik dan mempertahankan karyawan yang sangat berbakat. Tujuan dari penelitian ini adalah untuk memahami pengaruh internal communication pada employer branding dan employee engagement melalui employee engagement. Penelitian ini menggunakan Structural Equation Modelling (SEM) untuk menganalisis kuesioner yang dikumpulkan. Hasil penelitian menunjukkan bahwa internal communication dan employee engagement akan efektif untuk mempertahankan karyawan hanya jika karyawan merasa aman dalam bekerja untuk perusahaan terkemuka. Hasil ini diharapkan untuk mempertimbangkan internal communication sebagai alat manajemen strategis.

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Organization must rethink the relationship with its employees in order to compete in this rapidly changing business world. As market demands for innovation, this rapid change require employees to be involved in various ways with their work and company, communication is needed between the management and employees. Internal communication is one of the channel to influence employee engagement, improve employer branding and increase employee retention as attracting and retaining highly talented employees. The purpose of this study was to understand the effect of internal communication on employer branding and employee retention through employee engagement. Structural equation modeling (SEM) was served to analyze collected questionnaires. The results showed that the internal communication and employee engagement would be effective to retain the employees only if the employees felt safe in working for reputable companies. The results were expected to consider internal communication as strategic management tools."

"Tahun 2018 tingginya karyawan yang mengundurkan diri dari pekerjaannya sebesar 15,3% tidak sesuai dengan standar yang harus dicapai oleh Rumah Sakit Hermina Ciputat yaitu untuk turnover karyawan tetap standarnya 1% sedangkan drop out karyawan kontrak standarnya 1,5%. Hal ini dapat berdampak pada buruknya efektivitas dan efisiensi rumah sakit. Tujuan penelitian ini adalah untuk menganalisis hubungan antara determinan faktor retensi karyawan dengan intensi voluntary turnover karyawan di Rumah Sakit Hermina Ciputat tahun 2019. Metode penelitian ini adalah penelitian kuantitatif dengan desain desain cross sectional yang menggunakan ujichi-squaredengan pengambilan data melalui penyebaran kuesioner skala likert kepada 180 orang responden. Teknik pengambilan sampel yang digunakan adalah Simple Random sampling terhadap seluruh karyawan. Hasil penelitian ini menunjukkan tingginya yang memiliki intensi voluntary turnoversebesar 55,0%, determinan faktor retensi karyawan yang berhubungan signifikan dengan intensi voluntary turnover karyawan adalah karakteristik individu, komponen organisasional, kepemimpinan, kompensasi, rancangan tugas, peluang karier, dan hubungan karyawan. Rancangan tugas merupakan faktor yang paling dominan untuk menyebabkan intensi voluntary turnover. Disarankan untuk membangun employee engagement, melakukan audit manajemen SDM, membuat early warning system, danmeninjau kembali opsi kerja yang lebih fleksibel.

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In 2018 the high number of employees who resigned from their jobs by 15.3% did not comply with the standards that must be achieved by Hermina Ciputat Hospital, namely for standard employee permanent turnover of 1% while the standard contract drop out employees were 1.5%. This can have an impact on the poor effectiveness and efficiency of the hospital. The purpose of this study was to analyze the relationship between the determinants of employee retention factors and employee voluntary turnover intentions at Hermina Ciputat Hospital in 2019. The method of this study was quantitative research with cross sectional design usingchi-square test with data collection through the distribution of Likert scale questionnaires to 180 respondents. The sampling technique used is Simple Random sampling of all employees.

The results of this study indicate a high which has a voluntary turnover intention of 55.0%, the determinant of employee retention factors that are significantly associated with employee voluntary turnover intentions are individual characteristics, organizational components, leadership, compensation, job design, career opportunities, and employee relations. Job design is the most dominant factor to cause voluntary turnover intentions. It is recommended to build employee engagement, conduct HR management audits, create an early warning system, and review more flexible work options."

"[ABSTRAK

Produktivitas pegawai menjadi pusat perhatian meningkatkan kinerja yang

mempengaruhi efesiensi dan efektifitas organisasi. Analisis yang lebih

mengkonsentrasikan pada kinerja, akan lebih memberikan penekanan pada faktor

utama antara lain adalah motivasi kerja pegawai. Penelitian bertujuan untuk

mengetahui hubungan antara karakteristik pegawai tetap, faktor satisfiers dan

faktor dissatisfiers terhadap motivasi kerja pegawai tetap di Rumah Sakit Umum

Daerah Kabupaten Penajam Paser Utara.

Penelitian dilakukan pada Mei hingga Juni 2014 menggunakan instrumen

kuesioner dengan pertanyaan tertutup. Analisis dilakukan pendekatan kuantitatif

dengan desain studi cross sectional. Sampel dari penelitian adalah 138 orang dari

181 total populasi. Hasil penelitian ini menunjukkan bahwa sebanyak 57,2%

responden memiliki motivasi kerja kurang baik, dan 42,8% responden memiliki

motivasi kerja baik, serta variabel yang paling dominan dengan motivasi kerja

adalah variabel keamanan kerja.

Disarankan Rumah Sakit memiliki kebijakan khusus tentang keamanan

kerja pegawai tetapnya seperti mengadakan transportasi antar jemput karyawan,

rutin melakukan pemeriksaan kesehatan pegawai tetapnya dan mengkalibrasi

alat-alat kesehatan di Rumah Sakit Umum Daerah Kabupaten Penajam Paser

Utara.

ABSTRACT

Employee productivity becomes the center of attention for improving the

performance of which affects the efficiency and effectiveness of the organization.

The analysis will concentrate on the performance, will give more emphasis on the

major factors include employee motivation. The study aims to determine the

relationship between the characteristics of a permanent employee, factors

satisfiers and dissatisfiers factors on employee motivation remains in District

General Hospital North Penajam Paser.

The study was conducted in May and June 2014 using a questionnaire with

closed questions. Analyses were performed quantitative approach with a crosssectional

study design. The sample of the study was 138 from 181 people of the

total population. The results of this study indicate that as many as 57,2% of

respondents have less motivation to work better, and 42,8% of respondents have a

good motivation to work, as well as the most dominant variable with a variable

work motivation is job security

Hospitals are advised to have a specific policy about job security as

permanent employees holding shuttle transportation employees, routine health

check and calibrate its permanent employee health equipment in the District

General Hospital North Penajam Paser;Employee productivity becomes the center of attention for improving the

performance of which affects the efficiency and effectiveness of the organization.

The analysis will concentrate on the performance, will give more emphasis on the

major factors include employee motivation. The study aims to determine the

relationship between the characteristics of a permanent employee, factors

satisfiers and dissatisfiers factors on employee motivation remains in District

General Hospital North Penajam Paser.

The study was conducted in May and June 2014 using a questionnaire with

closed questions. Analyses were performed quantitative approach with a crosssectional

study design. The sample of the study was 138 from 181 people of the

total population. The results of this study indicate that as many as 57,2% of

respondents have less motivation to work better, and 42,8% of respondents have a

good motivation to work, as well as the most dominant variable with a variable

work motivation is job security

Hospitals are advised to have a specific policy about job security as

permanent employees holding shuttle transportation employees, routine health

check and calibrate its permanent employee health equipment in the District

General Hospital North Penajam Paser, Employee productivity becomes the center of attention for improving the

performance of which affects the efficiency and effectiveness of the organization.

The analysis will concentrate on the performance, will give more emphasis on the

major factors include employee motivation. The study aims to determine the

relationship between the characteristics of a permanent employee, factors

satisfiers and dissatisfiers factors on employee motivation remains in District

General Hospital North Penajam Paser.

The study was conducted in May and June 2014 using a questionnaire with

closed questions. Analyses were performed quantitative approach with a crosssectional

study design. The sample of the study was 138 from 181 people of the

total population. The results of this study indicate that as many as 57,2% of

respondents have less motivation to work better, and 42,8% of respondents have a

good motivation to work, as well as the most dominant variable with a variable

work motivation is job security

Hospitals are advised to have a specific policy about job security as

permanent employees holding shuttle transportation employees, routine health

check and calibrate its permanent employee health equipment in the District

General Hospital North Penajam Paser]"

"ABSTRAKPada abad ke-21 perusahaan dapat bertahan jika para sumber daya manusianya memanfaatkan sumber daya spiritual yang dimilikinya, termasuk industri perbankan syariah di Indonesia yang memiliki pertambahan tenaga kerja setiap tahunnya, Penelitian ini dilakukan untuk menganalisis pengaruh langsung spiritualitas lingkungan kerja terhadap keterikatan pegawai, kecenderungan untuk bertahan, dan pemberian layanan. Pengaruh tidak langsung diperantarai oleh variabel keterikatan pegawai. Peneliti mengolah 311 data yang berasal dari responden pegawai perbankan syariah menggunakan metode Structural Equation Model (SEM) dengan bantuan perangkat lunak LISREL 8.80. Penelitian ini menemukan bahwa spiritualitas lingkungan kerja memiliki pengaruh positif langsung terhadap keterikatan pegawai dan kecenderungan untuk bertahan, namun tidak memiliki pengaruh yang signifikan terhadap pemberian layanan. Selain itu, keterikatan pegawai memediasi spiritualitas lingkungan kerja dan pemberian layanan dengan hasil signifikan positif."