@article {2222, title = {The Influence of Organizational Culture and Group Climate on Innovation Readiness at Hasanuddin University Hospital}, journal = {Pharmacognosy Journal}, volume = {16}, year = {2024}, month = {February 2024}, pages = {150-155}, type = {Research Article}, chapter = {150}, abstract = {

Innovation is considered a competitive mechanism for organizational performance and success, and is considered an important instrument for adapting to the ever-changing business environment. This research aims to analyze the influence of Organizational Culture and Group Climate on Innovation Readiness at Hasanuddin University Hospital. The type of research carried out was quantitative research using an observational study with a cross sectional study design. The sample in this study was employees at the hospital, totaling 123 respondents. The research results show that there is a direct influence of organizational culture on innovation readiness, there is a direct influence of group climate on innovation readiness. It is recommended that hospital management be open to new ideas and encourage their employees to be more open and accept input from other employees. This will greatly encourage the emergence of innovation, improve the climate in positive work teams, such as participative, open and safe, will motivate employees to show Innovative and improving behavior creates or adopts new ideas, products, services, programs, technologies, policies, structures or new administrative systems.

}, keywords = {Group Climate, Hospital, Innovation Readiness, Organizational Culture}, doi = {10.5530/pj.2024.16.21}, author = {Michele Wijaya Oei and Syahrir A. Pasinringi and Andi Indahwaty Sidin and Noer Bahry Noor and Fridawaty Rivai and Healty} } @article {2244, title = {The Influence of Workplace Spirituality and Leader Member Exchange on Organizational Commitment of Nurses at Elim Rantepao Hospital, North Toraja District}, journal = {Pharmacognosy Journal}, volume = {16}, year = {2024}, month = {April 2024}, pages = {287-291}, type = {Original Article}, chapter = {287}, abstract = {

Background: The determining factor for the success of health service organizations today lies in how well management builds commitment, especially employee performance as internal customers. How well executives and all employees at all levels emphasize the importance of patient retention. How well customer commitment is translated into easy-to-understand actions, processes and performance records and how seriously leadership views all employees as a valuable investment and not a burden to the organization. This study aims to analyze the influence of Workplace Spirituality and Leader Member Exchange on Organizational Commitment in Nurses at Elim Rantepao Hospital, North Toraja Regency. The type of research is quantitative research using an observational study with a cross sectional study design. The sample was 102 nurses in the Inpatient Unit of Elim Rantepao Hospital, North Toraja Regency. Results: of the research show that organizational commitment in the Inpatient Unit of Elim Rantepao Hospital, North Toraja Regency is 46.1\% with the variable that has the most significant influence on nurses{\textquoteright} organizational commitment, namely Workplace Spirituality with a sig value of 0.001\<0.05 with a value of 51.1\%, as well as the most influential dimension. towards organizational commitment, namely Professional Respect with a sig value of 0.001 \<0.05 with a value of 46.6\%.

}, keywords = {LMX (Leader Member Exchange) and Organizational Commitment, Workplace Spirituality}, doi = {10.5530/pj.2024.16.42}, author = {Adrian Benedict Wijaya and Irwandy and A. Indahwaty Sidin and Noer Bahry Noor and Syahrir A Pasinringi and Sangkala and Anwar Mallongi} } @article {2249, title = {Study on Factors that Influence the High Organizational Citizenship Behavior (OCB) of Makassar Ethnic Nurses in LANTO Hospital DG Pasewang Jeneponto in 2024.}, journal = {Pharmacognosy Journal}, volume = {16}, year = {2024}, month = {April 2024}, pages = {312-318}, type = {Original Article}, chapter = {312}, abstract = {

Background: Organizational Citizenship Behavior (OCB) is behavior carried out by an employee that exceeds formal work obligations, but has a good impact because it supports organizational effectiveness. Culture value is one of the factors for the high level of organizational citizenship behavior in Makassar ethnic nurses. According to the theory that researchers read, it is not only culture values that are a factor in high OCB. There are several factors that influence OCB, including Workplace Variables, HRM Policies \& Practices, Culture, Contextual Factors, Work Centrality, Org Service Orientation, Org Reputation Threat, Dispositional Variables, Org Commitment, Demographic Variables, Personality Variables, Leader Supportive. Researchers became interested because this research only explored cultural values. Researchers want to look for other factors that influence the high OCB of the Makassar tribe at Lanto Dg Pasewang Jeneponto Regional Hospital so that they can be explored in more depth and become input for hospitals and other organizations. Methods: The type of research carried out is qualitative research with a phenomenological approach. The informants in the research were 3 key informants consisting of the hospital director, head of nursing and head of the inpatient room and 7 regular informants consisting of several nurses at Lanto Dg Pasewang Jeneponto Regional Hospital. Results: Based on the results of interviews conducted by writers and ethnic Makassar nurses at Lanto Dg Pasewang Jeneponto Regional Hospital, there are several factors that influence the high level of OCB attitudes. Divided into 2 factors, namely internal and external. Internal factors include aspects originating from individual members of the organization, while external factors relate to the organizational environment and culture within it. Internal and external factors are interrelated in increasing OCB. Internal factors include aspects originating from individual members of the organization which include Dispositional Variables, Organizational Service, Organizational Commitment, Personality Variables, and Work Centrality. External factors relate to the organizational environment and culture within it, which include Workplace Variables, HRM Policies \& Practices, Culture Values, Contextual Factors, Organizational Reputation Treats, Demographic Variables, and Leader Supportiveness. Conclusion: These twelve factors influence the high level of Organizational Citizenship Behavior (OCB) in Makassar ethnic nurses at Lanto Dg Pasewang Jeneponto Regional Hospital.

}, keywords = {Hospitals, Makassar Ethnicity, Nurses, Organizational Citizenship Behavior}, doi = {10.5530/pj.2024.16.47}, author = {Sri Yuyun Afrianti and Andi Indahwaty Sidin and Noer Bahry Noor and Syahrir A. Pasinringi and Stang and Ridwan M. Thaha and Anwar Mallongi} } @article {2051, title = {Evaluation of Electronic Medical Record System in Outpatient Dr. Wahidin Sudirohusodo Makassar Central General Hospital in 2022}, journal = {Pharmacognosy Journal}, volume = {15}, year = {2023}, month = {June 2023}, pages = {423-427}, type = {Research Article}, chapter = {423}, abstract = {

The Electronic Medical Record System in Indonesia is currently a concern of the government of the Republic of Indonesia by requiring every health facility including hospitals in Indonesia to implement an Electronic Medical Record System. To find out that this system is beneficial for health services in hospitals, an evaluation is needed. This study aims to evaluate the Electronic Medical Record System that has been running in the Outpatient of Dr. Wahidin Sudirohusodo Makassar Central General Hospital from a user perspective using the Human Organization Fit Model. The type of research used is quantitative using an analytical observational design with a cross sectional study approach. The sample in this study were users of electronic medical records in the Outpatient Department of Dr. Wahidin Sudirohusodo Makassar Central General Hospital, totaling 174 respondents. Hypothesis testing in this study using path analysis. The results of this study indicate that technology has a direct and significant effect on humans (\<0,001) \<0,05. Technology has a direct and significant effect on the organization (\<0,001) \<0,05. Humans have a direct and significant effect on the organization (\<0,001) \<0,05. Human has a direct and significant effect on benefits (\<0,001) \<0,05. Organization has a direct and significant effect on benefits (\<0,001) \<0,05. Technology has an indirect effect on benefits through people (ρ Value 0,007 \< 0,05, path coefficient = 0,179). Technology has no indirect effect on benefits through organizations (ρ Value 0,051 \> 0,05). This means that humans as intermediaries from technology to benefits have a significant effect while organizations as intermediaries from technology to benefits have an insignificant effect.

}, keywords = {Electronic Medical Record System, Hot-Fit, Outpatient., System Evaluation}, doi = {10.5530/pj.2023.15.95}, author = {Asriani Usman and Irwandy and Noer Bahry Noor and Alimin Maidin and Fridawaty Rivai and Indrabayu and Anwar Mallongi} } @article {2097, title = {The Influence of Work Engagement on Job Satisfaction and Human Resource Performance in South Sulawesi Provincial Hospital 2022}, journal = {Pharmacognosy Journal}, volume = {15}, year = {2023}, month = {August 2023}, pages = {650-654}, type = {Research Article}, chapter = {650}, abstract = {

One of the most important factors for an individual to have at work is work engagement which is a concept that can reflect that an individual has passion, focus, and also strong dedication to work at the company. Work engagement is also defined as a positive and satisfying mental state related to work that is characterized by vigor, dedication, and absorption.1 An HR can be said to be work engagement when an HR is able to make his work a priority for himself and personally for the organization besides that work engagement is personal HR who are proud to have been part of an organization so that they are able to work according to the jobdesk given (Rohana Manalu et al., 2021). This study aims to analyze the effect of Work Engagement on Job Satisfaction and HR Performance at the South Sulawesi Provincial Hospital. This type of research is quantitative research using an analytic observational design with a cross sectional study approach. The sample in this study were health workers using a stratified random sampling technique of 316 people. The samples taken in this study were 152 employees at Laburan Baji Hospital, 122 Haji Hospital and 42 people at Sayang Rakyat Hospital. Data analysis used univariate, bivariate \& path analysis. The results showed that there was a direct effect of work engagement on job satisfaction and HR performance with a coefficient of 0.525 and 0.267 for each with a p value (0.000) \< 0.05 (significant). In addition, there is a direct effect of job satisfaction on HR performance, namely a coefficient value of 0.620 with a p value (0.000) \<0.05. Meanwhile, the effect of work engagement on HR performance through job satisfaction obtained a coefficient value of 0.326 with a p value (0.000) \< 0.05. which means Work Engagement has an influence on HR Performance through Job Satisfaction.

}, keywords = {Performance., Satisfaction, Work engagement}, doi = {10.5530/pj.2023.15.133}, author = {Nurfhadila Utami Husain and Syahrir A Pasinringi and Fridawaty Rivai and Noer Bahry Noor and Khalid Saleh} }