The comparison of good corporate governance on human resources performance in regional general hospital of Labuang Baji and Ibnu Sina hospital Makassar, South Sulawesi

Rusydi, Arni Rizqiani; Palutturi, Sukri; Noor, Noer Bahry; Pasinringi, Syahrir A.

doi:10.1016/j.enfcli.2019.07.143

Cited by 3 publications

(6 citation statements)

References 6 publications

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“…In formula (6), g represents the user, H represents the number of tests in the test set, A represents the number of correct results in the first A items, and η represents the number of resumes. The experimental comparison methods are Spark-based bidirectional human resources recommendation method (method 1), and human resources bidirectional recommendation method based on recurrent convolutional neural network (method 2).…”

Section: Resultsmentioning

confidence: 99%

“…After the above process, the two-way employment two-way recommendation method is formed, which lays a good foundation for the system integration in the next chapter. By comparison with the two-way recommendation method, it can be found that the two-way recommendation method considers the common attributes of both users and recommended candidates, and the recommendation effect is improved [6] [1]. Six modules are obtained through module label classification, including personal information, preference and intention, educational background, work experience, self-evaluation and other information.…”

Section: Setting the Two-way Hr Recommendation Modementioning

confidence: 99%

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Research on Two-Way Human Resource Recommendation Method Considering User Privacy

Lin¹,

Fu²,

Gong³

et al. 2022

Proceedings of the 2022 3rd International Conference on Big Data and Informatization Education (ICBDIE 2022)

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Traditional two-way human resource recommendation method has the problem of incomplete data anonymous process, which leads to low recommendation accuracy. Therefore, a two-way human resource recommendation method considering user privacy is designed. Collect recruitment information from human resources big data, and convert file formats in batches. We vectorizing each piece of information, build user privacy protection model, calculate entropy redundancy of data attribute value, optimize data anonymous process, calculate similarity between users according to preference score, and set two-way recommendation mode of human resources. Experimental results: The average recommendation accuracy of the two-way human resource recommendation method in this paper and the other two two-way human resource recommendation methods are 55.645%, 48.363% and 48.267% respectively, indicating that the two-way human resource recommendation method has a wider application scope on the basis of combining user privacy.

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Section: Resultsmentioning

confidence: 99%

Section: Setting the Two-way Hr Recommendation Modementioning

confidence: 99%

Research on Two-Way Human Resource Recommendation Method Considering User Privacy

Lin¹,

Fu²,

Gong³

et al. 2022

Proceedings of the 2022 3rd International Conference on Big Data and Informatization Education (ICBDIE 2022)

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“…GCG practices help boost company quality. GCG values accountability, openness, responsibility, and justice (Rusydi et al, 2020). Figure 1 illustrates the aforementioned description…”

Section: Zakat Theory Overview and The Gcg Theorymentioning

confidence: 99%

“…Owoyemi, (2020) showed that credibility influenced Zakat management. Rusydi et al, (2020) showed that credibility can influence organizational performance. Elsayed and Zainuddin (2020) stated that improving the governance of Zakat institutions requires responsibility, credibility, in accordance with work standards, and be sharia compliant.…”

Section: The Relationship Between Accountability Transparency and Cre...mentioning

confidence: 99%

“…The consistency of paying Zakat is consistently influenced by faith, credibility and other tendencies (Owoyemi, 2020;Mubarok et al, 2023). In addition responsibilities, including compliance with hospital regulations and codes of ethics, can improve HR performance (Rusydi et al 2020). Compliance with operational, prudential and sharia standards is very important to improve good governance in Zakat institutions (Nasri et al 2019).…”

Section: Transparency Accountability Credibility and Zakat Performancementioning

confidence: 99%

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Zakat Performance: The Role of Management Decision in Spiritual Servant Government Commitment

2024

MAR

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This study offers a new concept of Spiritual Servant Government Commitment synthesizing from government role, trust, and spiritual theory combined with the social identity concept for addressing the issues that arose and covered the research gap. This study involved 400 respondents throughout Indonesia including Muslim academicians, BAZNAS (Government Zakat Agency), and Islamic scholars. The research identified five variables influencing Zakat performance: SSGC, ICT capability and GCG elements including transparency, accountability, and credibility. Effective management decisions in implementing and promoting SSGC is crucial for strengthening Zakat performance and, ultimately, enhancing the welfare of society. The finding revealed that GCG elements did not directly affect Zakat performance but was be mediated by SSGC. Transparency, accountability, and credibility significantly affected SSGC, and subsequently SSGC affected Zakat Performance. SSGC strengthened Zakat performance through proactive involvement of government based on religious commitment values in providing regulations and infrastructures, ultimately increasing the welfare of society, highlighting the significance of management decisions in fostering spiritual values within the governance framework. This study introduced SSGC as a new concept in the role of leadership in government theory, by incorporating prophetic servant leadership in Zakat management. This research fulfills theoretical gaps and offers new perspectives on spiritual-religious values, addressing the relationship between variables and contributing to the development of a new concept which strengthened the theories involved.

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Determinants of employee performance at public hospitals in Indonesia: Examining the moderating role of organizational culture

Sari,

Dahrani,

Aprilyani Sagala

2023

Problems and Perspectives in Management

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Performance refers to the outcome or overall degree of achievement exhibited by an individual within a specified timeframe in executing duties about a range of potential outcomes, including conventional work outputs, goals, objectives, or mutually established benchmarks. With a moderated organizational culture, this study aims to analyze the effect of good corporate governance, organizational commitment, and internal controls on employees’ performance at public hospitals in North Sumatra, Indonesia. The paper employs an associative approach to the quantitative data type. The sample consists of 102 public hospital employees in North Sumatra, Indonesia. This study used a questionnaire to collect the data and SEM-PLS to analyze the data. The research results show that good corporate governance, organizational commitment, and internal control affect employee performance at public hospitals in North Sumatra, Indonesia (p &lt; 0.05). Good corporate governance affects employee performance moderated by organizational culture (p &lt; 0.05). Organizational commitment affects employee performance moderated by organizational culture (p &lt; 0.05). Internal control affects employee performance moderated by the organizational culture at public hospitals in North Sumatra, Indonesia (p &lt; 0.05). The implication is that organizational culture has a role attached to the individual level of an employee and as a strategy to improve employee performance.

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The comparison of good corporate governance on human resources performance in regional general hospital of Labuang Baji and Ibnu Sina hospital Makassar, South Sulawesi

Cited by 3 publications

References 6 publications

Research on Two-Way Human Resource Recommendation Method Considering User Privacy

Research on Two-Way Human Resource Recommendation Method Considering User Privacy

Zakat Performance: The Role of Management Decision in Spiritual Servant Government Commitment

Determinants of employee performance at public hospitals in Indonesia: Examining the moderating role of organizational culture

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