Aida Vitayala S. Hubeis
Departemen Komunikasi dan Pengembangan Masyarakat, FEMA IPB

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Hubungan Kepuasan Kerja dengan Turnover Intentions pada Perawat Rumah Sakit Dhuafa Mardiana, Inge; S. Hubeis, Aida Vitayala; Panjaitan, Nurmala K
MANAJEMEN IKM: Jurnal Manajemen Pengembangan Industri Kecil Menengah Vol 9, No 2 (2014): Manajemen IKM
Publisher : Institut Pertanian Bogor

Show Abstract | Download Original | Original Source | Check in Google Scholar | Full PDF (559.772 KB) | DOI: 10.29244/mikm.9.2.119-130

Abstract

Government policy through the National Health Insurance program (JKN) needs to be responded to maintain providing the best health services for the community. Best health services can be provided by the fulfillment of the human resources (HR) such as nurse either in the quality and quantity. Currently Dhuafa Hospital (RS Dhuafa) is still difficult to meet the number of nurses requirement. Highly turnover rate of nurses occured in the period January to December 2013. It is clearly important to know the causes, among other factors of job satisfaction. In theory, job satisfaction is one of the factors that may influence the tendency of employee to decide to get out of work. Based on this background, the study was conducted to determine how the relationship between job satisfaction and highly intentions of nurses turnover rate in Dhuafa Hospital. The purpose of this study are to analyze the relationship between job satisfaction and nurses turnover rate in Dhuafa hospital, and also to find out the most dominant factors on turnover intentions. This research is done by statistical methodology using the correlation,  descriptive approach and test the hypotheses that have been formulated previously. Data collection will be exercises by questionnaire and interview techniques, and will be analyze using Partial Least Square (PLS). The results showed that in general,  nurses were satisfied geeting work in Dhuafa hospital, although less of payments and promotion opportunities were insists. Those factors were the trigger of job satisfaction to them. In general, the study conclude that although the nurses turnover in Dhuafa hospital were getting intense but they still have highly survival rate to work in Dhuafa hospital
Hubungan Kepuasan Kerja dengan Turnover Intentions pada Perawat Rumah Sakit Dhuafa Mardiana, Inge; S. Hubeis, Aida Vitayala; Panjaitan, Nurmala K
MANAJEMEN IKM: Jurnal Manajemen Pengembangan Industri Kecil Menengah Vol 9, No 2 (2014): Manajemen IKM
Publisher : Institut Pertanian Bogor

Show Abstract | Download Original | Original Source | Check in Google Scholar | Full PDF (559.772 KB)

Abstract

Government policy through the National Health Insurance program (JKN) needs to be responded to maintain providing the best health services for the community. Best health services can be provided by the fulfillment of the human resources (HR) such as nurse either in the quality and quantity. Currently Dhuafa Hospital (RS Dhuafa) is still difficult to meet the number of nurses requirement. Highly turnover rate of nurses occured in the period January to December 2013. It is clearly important to know the causes, among other factors of job satisfaction. In theory, job satisfaction is one of the factors that may influence the tendency of employee to decide to get out of work. Based on this background, the study was conducted to determine how the relationship between job satisfaction and highly intentions of nurses turnover rate in Dhuafa Hospital. The purpose of this study are to analyze the relationship between job satisfaction and nurses turnover rate in Dhuafa hospital, and also to find out the most dominant factors on turnover intentions. This research is done by statistical methodology using the correlation,  descriptive approach and test the hypotheses that have been formulated previously. Data collection will be exercises by questionnaire and interview techniques, and will be analyze using Partial Least Square (PLS). The results showed that in general,  nurses were satisfied geeting work in Dhuafa hospital, although less of payments and promotion opportunities were insists. Those factors were the trigger of job satisfaction to them. In general, the study conclude that although the nurses turnover in Dhuafa hospital were getting intense but they still have highly survival rate to work in Dhuafa hospital
Peran Human Capital, Corporate Value dan Good Corporate Governance melalui Kinerja Karyawan terhadap Kinerja Perusahaan di PTPN VII Lampung Sutisna, Husen; S. Hubeis, Aida Vitayala; Syamsun, Muhammad
MANAJEMEN IKM: Jurnal Manajemen Pengembangan Industri Kecil Menengah Vol 9, No 2 (2014): Manajemen IKM
Publisher : Institut Pertanian Bogor

Show Abstract | Download Original | Original Source | Check in Google Scholar | Full PDF (667.271 KB)

Abstract

Changes in business environment lead various companies to continue to strive to improve their business strategies in order to survive and have a competitive advantage. The peak changes occurred with the coming of business era in the era of information and science. In this era, business strategies that are considered suitable, among others, the application of human resource development system based on human capital and company management based on corporate values and good corporate governance (GCG). PTPN VII as state-owned enterprise in agribusiness has tried to implement the system. This study aimed to examine the relationship between human capital, corporate values ​​and GCG and their relation to the performances of the employees and the company. The population of this research as many as 400 people consisted of the employees of PTPN VII head office, but the number of the samples set  was 120 respondents. The sampling technique used was non-probability sampling with quota sampling technique. The methods of processing and analyzing the data was structural equation modeling analysis-partial least squares (SEM-PLS),  and the data processing used software smartPLS. The results indicated that the implementation of human capital by the company contributed positively to the increase of the employee performance. The implementation and internalization of corporate values ​​to the employees positively contributed to the improvement of the employee performance. The increased employee performance  played a positive role in improving the company performance. The implementation of corporate governance principles could improve the performance of the company, but did not play a great role in improving employee performance
Peran Human Capital, Corporate Value dan Good Corporate Governance melalui Kinerja Karyawan terhadap Kinerja Perusahaan di PTPN VII Lampung Sutisna, Husen; S. Hubeis, Aida Vitayala; Syamsun, Muhammad
MANAJEMEN IKM: Jurnal Manajemen Pengembangan Industri Kecil Menengah Vol 9, No 2 (2014): Manajemen IKM
Publisher : Institut Pertanian Bogor

Show Abstract | Download Original | Original Source | Check in Google Scholar | Full PDF (667.271 KB) | DOI: 10.29244/mikm.9.2.131-139

Abstract

Changes in business environment lead various companies to continue to strive to improve their business strategies in order to survive and have a competitive advantage. The peak changes occurred with the coming of business era in the era of information and science. In this era, business strategies that are considered suitable, among others, the application of human resource development system based on human capital and company management based on corporate values and good corporate governance (GCG). PTPN VII as state-owned enterprise in agribusiness has tried to implement the system. This study aimed to examine the relationship between human capital, corporate values ??and GCG and their relation to the performances of the employees and the company. The population of this research as many as 400 people consisted of the employees of PTPN VII head office, but the number of the samples set  was 120 respondents. The sampling technique used was non-probability sampling with quota sampling technique. The methods of processing and analyzing the data was structural equation modeling analysis-partial least squares (SEM-PLS),  and the data processing used software smartPLS. The results indicated that the implementation of human capital by the company contributed positively to the increase of the employee performance. The implementation and internalization of corporate values ??to the employees positively contributed to the improvement of the employee performance. The increased employee performance  played a positive role in improving the company performance. The implementation of corporate governance principles could improve the performance of the company, but did not play a great role in improving employee performance