Ethical companies must balance their financial, social and environmental performance. The process of applying HR management objectives to environmental management is called Green Human Resource Management (GHRM). Research on GHRM and environmental performance in Indonesia is still limited in number, especially in South Sumatra. Based on the Environmental Quality Index reported by the Ministry of Environment and Forestry of the Republic of Indonesia, in 2016 South Sumatra was 16th national ranked, but slipped to 20th national ranked in 2017. This phenomenon is the basis of why this research carried out in South Sumatra, especially in Palembang as the capital of South Sumatra. This study aims to analyze the effect of GHRM, which consists of Green Recruitment and Selection (GRS), Green Training (GTR), and Green Compensation (GCO), directly on environmental performance (EP) and indirectly through green organizational culture (GOC) at state hospitals of Palembang. The population in this study were 2,270 employees at state hospitals in Palembang. By using the Slovin formula and proportional stratified random sampling method, a total sample of 146 people was obtained. The results showed that there were positive effects of all GHRM variables consisting of GRS, GTR, and GCO on GOC and EP. The results of this study also show that there is an indirect influence between GRS and GCO on EP through GOC, while GTR does not have an indirect influence on EP through GOC as an intervening variable. Other results show that there are positive GOC influences on the EP.
From this research, it aims to identify the effect of training and work culture on employee performance. Data was obtained by filling out questionnaires on 132 employees at PT PP London Sumatra Indonesia. The results of this study indicate that training affects employee performance. However, there are still many other influences that should be included in the research so that the results of the study are more optimal. As a suggestion, other variables can be used as a comparison to find out more things that affect employee performance.
Agar dapat memberikan pelayanan yang efektif, cepat, dan memuaskan maka perangkat desa perlu menyelenggarakan sistem administrasi yang baik dan didukung dengan kapasitas sumber daya manusia yang memadai. Namun, pengetahuan dan ketrampilan perangkat Desa Ulak Kembahang II Kabupaten Ogan Ilir Provinsi Sumatera Selatan, yang masih terbatas saat ini menyebabkan penyelenggaraan tertib administrasi pemerintahan desa belum optimal. Tujuan dari kegiatan pengabdian pada masyarakat ini adalah untuk meningkatkan pemahaman dan keterampilan perangkat desa tentang penataan arsip, pengelolaan surat-menyurat; serta penggunaan aplikasi komputer untuk mendukung pelaksanaan pekerjaan dalam rangka pelayanan kepada masyarakat. Khalayak sasaran kegiatan adalah perangkat desa, pengurus Badan Perwakilan Desa, anggota BUMDes, serta wakil masyarakat. Kegiatan ini dilaksanakan dengan metode ceramah, tutorial, dan diskusi, dilaksanakan secara luring dengan tetap memperhatikan protokol kesehatan. Materi yang diberikan adalah penataan arsip, pengurusan surat-menyurat, serta penggunaan aplikasi komputer untuk pembuatan surat dan buku administrasi umum desa. Pelaksanaan pendampingan selama tiga hari dengan total durasi 540 menit. Evaluasi pelaksanaan kegiatan secara sort period dengan memberikan form evaluasi kepada para peserta yang diisi secara online. Hasil pre-test dan post-test menyimpulkan bahwa pengetahuan dan pemahaman tentang penataan arsip, pengurusan surat-menyurat, dan pembuatan buku administrasi desa meningkat setelah mengikuti kegiatan pendampingan dan pelatihan. Peserta menyatakan bahwa pelatihan dan pendampingan ini sangat bermanfaat dalam meningkatkan kemampuan dan pengetahuan mereka untuk mendukung pekerjaan sehari-hari.
This study aims to determine the influence of work stress and job satisfaction on the organizational commitment of Palembang A Rivai Branch of PT Bank Rakyat Indonesia Tbk. In this study, data were collected by questionnaires. The number of samples in this study amounted to 100 respondent with purposive sampling. Hypothesis testing in this study was done with multiple linear regression analysis method. The result of the study show that work stress has a negative and significant influence on organizational commitment and job satisfaction has a positive and significant influence on organizational commitment. To optimize organizational commitment, we recommended to create a conducive and friendly working atmosphere so that employees do not feel stressed and bored with their work.
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