The purpose of this study is to determine factors Capital Adequacy Ratio, Non-Performing Loans and Operational Cost of Operating Income, Return On Assets as profitability at PT. Bank Mandiri (Persero) Tbk. with periode 2011-2020. The research method used in this study is descriptive quantitative. The population used is the financial statements of PT. Bank Mandiri (Persero) Tbk. The sample used is data that comes from the notes to the financial statements and income statements of PT. Bank Mandiri (Persero) Tbk. in the period 2011 to 2020. Based on the results of the partial test (t test) the results is Capital Adequacy Ratio and Non Performing Loan have not a significant influence on Return On Assets and Operational Cost of Operating Income has a significant influence on Return On Assets. But base on simultan (F test) shows that the Capital Adequacy Ratio, Non Performing Loan and Operational Cost of Operating Income have a significant influence on Return On Assets. In the coefficient of determination, the value of Adjusted R Square is 92.60%, Return On Assets can be explained by the Capital Adequacy Ratio, Non-Performing Loans and Operating Cost of Operating Income, which means that the relationship between variables has a strong correlation, while the remaining 7.4% can be explained by other variables.
TQM is one of the modern management concepts that strives to respond appropriately to any changes. TQM method is a method that is carried out in an effort to improve the quality, one of which is in the performance of hospitals in improving the quality of services in order to improve the quality of public hospital services, the management should try to carry out and synergize the hospital's integrated quality management based on the availability of facilities and services medical equipment supported by medical personnel who are quite reliable in their fields. Steps taken by the hospitali, among others, working with the government, opening up opportunities for relationships partnership for foreign investors to develop this hospital to be better in the future. Keywords: TQM, Service Quality.
This study aims to determine the role of grit and self-efficacy on work engagement for health workers at type C hospitals in Depok City. The data analysis used Structural Equation Modeling (SEM), namely Partial Least Square (PLS). The sample size in this study was 200 respondents. The results showed that grit positively and significantly affects work engagement. Grit has a positive and significant effect on self-efficacy. Self-efficacy has a positive and significant effect on work engagement. Self-efficacy mediates the relationship between grit which has a positive and significant effect on work engagement. Based on the Variance Accounted For (VAF) calculation, self-efficacy mediates partially. With self-efficacy, grit will affect increasing work engagement. This research can provide literature about the role of grit and self-efficacy on the work engagement of nurses at Type C Hospital. This research is helpful for hospitals in developing strategies to increase nurse work engagement.
One of the professions with a significant risk of burnout is nursing. As a result of constantly having to regulate their emotions when interacting with patients, nurses have a higher emotional threshold. Physical fatigue, a lack of job satisfaction, and subpar performance can all be caused by emotional exhaustion. Burnout was found to have a detrimental impact on nurse loyalty and service quality. The purpose of this research is to determine the role of grit in reducing job burnout among secondary hospital nurses in Depok, West Java Province, Indonesia. Cross-sectional design, a quantitative approach, was utilized in this study. The study's participants were all the medical staff members employed by three secondary hospitals in Depok City, West Java, Indonesia. This study included 150 nurses from three hospitals as samples. Simple linear regression analysis was used to analyze the data. The findings indicate that grit has a negative and significant impact on job burnout. With a R Square of 0.190, it is clear that other variables account for the remaining 89% of the job burnout variable, leaving only 19% to be explained by grit. Hospitals should analyze their nurses' workloads and create a work culture of mutual support. Nurses should set career goals and continue to learn new skills.
This istudy iaims ito idetermine ithe ieffect iof iHR itraining iand job placement ion employee iperformance imediated iby organizational culture at PT Berkah Handelar Qualitama . iThis iresearch iwas iconducted iusing ia iquantitative iapproach. iThe ipopulation and sample iof the istudy iwere iall employees at PT Berkah Handelar Qualitama. iPartial ileast isquare i (PLS) iis iused ito itest ithe ihypothesis iin ithis istudy iusing iSmartPLS i3.0. iThe iresults iof ithis istudy ifound ithat ithere iwas ia isignificant ipositive ieffect iof iHR itraining ion iemployee iperformance, ithere iwas ino isignificant ipositive ieffect iof ijob iplacement ion iemployee iperformance, ithere iwas ia isignificant ipositive ieffect iof iHR itraining ion imotivation, ithere iwas ia isignificant ipositive ieffect iof ijob iplacement ion imotivation, ithen ithere iis ia isignificant ipositive ieffect iof imotivation ion iemployee iperformance. Keywords : HR Training, Job Placement, Employee Performance, Motivation.
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