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"Penelitian ini bertujuan untuk menganalisis pengaruh komitmen organisasi, stres kerja, loyalitas, dan dukungan organisasi terhadap kinerja Personel Bintara di Reskrimsus Wilayah Polda Banten. Variabel bebas pertama adalah variabel komitmen organisasi (X1) yang terdiri dari indikator antara lain komitmen efektif, komitmen normatif, dan komitmen berkelanjutan. Variabel kedua adalah stres kerja (X2) yang terdiri dari indikator antara lain lingkungan dan personal. Variabel ketiga adalah loyalitas (X3) yang terdiri dari indikator antara lain rasional (logis), dan emosional (perasaan). Variabel keempat adalah dukungan organisasi (X4) dengan indikator dukungan organisasi. Variabel terikat adalah kinerja personal bintara (Y) yang terdiri dari kinerja spesifik dan kinerja generik.Penelitian dilakukan terhadap 87 orang responden yang merupakan sampel dari populasi 152 orang Personel Bintara di Reskrimsus Wilayah Polda Banten. Teknis analisis data yang digunakan adalah teknik korelasi Rank Spearman untuk menguji hubungan tiap-tiap sub variabel independen terhadap sub variabel dependen kinerja personel bintara dan mengetahui tingkat pengaruh variabel independen terhadap variabel dependen dengan menggunakan analisis regresi linier berganda.Dari hasil analisis membuktikan bahwa secara simultan dan parsial (1). Tidak ada pengaruh yang signifikan antara komitmen organisasi terhadap kinerja personel bintara di reskrimsus wilayah polda Banten, (2). Ada pengaruh yang signifikan antara stres kerja terhadap kinerja personel bintara di reskrimsus wilayah polda Banten, (3). Ada pengaruh yang signifikan antara loyalitas terhadap kinerja personel bintara di reskrimsus wilayah polda Banten, (4). Ada pengaruh yang signifikan antara dukungan organisasi terhadap kinerja personel bintara di reskrimsus wilayah polda Banten, dan (5). Diketahui bahwa variabel loyalitas yang dianalisis terhadap kinerja personel bintara baik secara simultan maupun parsial menunjukkan bahwa mayoritas personel bintara bekerja karena loyalitas yang tinggi di dalam organisasi.

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This research has a purpose to analyze influences from organization commitment, work stress, loyalty, and organizational support to the workperformance of Non-Commissioned Officer (NCO) personnel from Criminal Investigation Unit of Banten Regional Police Department. The first independent variable is organization commitment (X1) composed from indicators of effective commitment, normative commitment, and sustainable commitment. The second independent variable is the work stress (X2) composed from environmental and personal indicators. The third independent variable is loyalty (X3) consisted from rational (logical) and emotional (feelings) indicators. The fourth independent variable is organizational support (X4) consisted of appreciation and concern to employee’s welfare indicators. Meanwhile, the dependent variable is the workperformance of Non-Commissioned Officers (Y) which divided into specific workperformance and generic workperformance.

Research was conducted to 87 respondents as the research sample from population of 152 personnel of Non-Commissioned Officer from Criminal Investigation Unit of Banten Regional Police Department. Data analysis technique used in this study is Rank Spearman Correlation to test relationship of each sub independent variable to each sub dependent variable of workperformance from Non-Commissioned Officer (NCO) personnel as well as understanding level of influences from independent variables to dependent variables by employing the multiple linear regression analysis.

The result analysis gave evidence in simultaneously and partially that: (1) there is no significant influence found between the organization commitment (X1) to the workperformance of Non-Commissioned Officer (NCO) personnel from Criminal Investigation Unit of Banten Regional Police Department, (2) there is a significant influence found between the work stress (X2) to the workperfomance of Non- Commissioned Officer (NCO) personnel from Criminal Investigation Unit of Banten Regional Police Department, (3) there is a significant influence found between loyalty (X3) to the workperformance of Non-Commissioned Officer (NCO) personnel from Criminal Investigation Unit of the Banten Regional Police Department, (4) There is a significant influence found between the organizational support (X4) to the workperformance of Non-Commissioned Officer (NCO) personnel from Criminal Investigation Unit of Banten Regional Police Department, and (5) it is evident that loyalty variable analyzed on the workperformance of Non- Commissioned Officer (NCO) personnel both in simultaneous and partial analysis showed the majority of Non-Commissioned Officer (NCO) personnel are working due to a high loyalty inside their organization."

"Latar Belakang: RSU Hermina Podomoro merupakan salah satu rumah sakit swasta yang memiliki pelayanan poliklinik eksekutif. Unit layanan ini diharapkan dapat menjadi layanan unggulan rumah sakit. Data rekam medis menunjukkan bahwa dalam kurun waktu empat tahun terakhir, angka kunjungan dari unit poliklinik eksekutif belum pernah mencapai target sesuai yang telah ditetapkan. Keberadaan layanan eksekutif sendiri sesungguhnya dapat memberikan pemasukan yang cukup besar bagi rumah sakit. Jika angka kunjungan poliklinik eksekutif bisa meningkat hingga mencapai target maka pemasukan rumah sakit juga semakin besar. Tujuan penelitian: secara umum adalah tersusunnya rencana strategi peningkatan kinerja poliklinik eksekutif RSU Hermina Podomoro untuk periode 2024-2027. Secara khusus adalah teridentifikasi analisis situasi dan diperolehnya gambaran positioning poliklinik eksekutif, tersusunnya strategi yang tepat bagi RSU Hermina Podomoro untuk mengembangkan layanan poliklinik eksekutif, ditetapkannya indikator kinerja yang tepat digunakan untuk mengevaluasi implementasi rencana strategi dengan pendekatan Balanced Scorecard, ditetapkannya target sesuai dengan indikator kinerja yang digunakan dan ditetapkannya aktivitas dan biaya yang dibutuhkan. Metode penelitian: Jenis data pada penelitian ini adalah data primer dan data sekunder. Data primer berupa data kualitatif hasil wawancara mendalam dan Consensus Decisions Making Group (CDMG) bersama informan. Data sekunder terdiri dari datakuantitatif dan data kualitatif. Data kuantitatif berupa laporan rekam medis, laporan kinerja rumah sakit dan data pendukung lain sedangkan data kualititatif adalah dokumen internal RS dan dokumen eksternal yaituregulasi pemerintah, literatur, hasil penelitian dan data pendukung lain. Hasil penelitian: visi dan misi rumah sakit mendukung rencana strategis pengembangan layanan poliklinik eksekutif. Analisis lingkungan internal dan eksternal dengan EFE Matrix dan IFE Matrix menunjukkan data yang mendukung untuk pengembangan. Hasil Matching Stage pada matriks IE menunjukkan posisi rumah sakit pada sel 1 di matriks IE, yaitu grow dan build. Hasil QSPM digabungkan dengan teori yang ada dalam penentuan strategi prioritas menghasilkan urutan strategi sebagai berikut: optimalisasi promosi layanan poliklinik eksekutif, optimalisasi sarana danfasilitas, optimalisasi produk serta layanan, optimalisasi teknologi, optimalisasi SDM serta optimalisasi service excellence poliklinik eksekutif. Strategi yang ada dilengkapi dengan 28 (dua puluh delapan) KPI dengan target, aktivitas dan biaya masing-masing. Kesimpulan: rencana strategis yang dibuat lengkap dengan indikator sesuai BSC dan target akan mampu menjadi pedoman bagi RSU Hermina Podomoro dalam mewujudkan layanan poliklinik eksekutifsebagai layanan unggulan.

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Background : Hermina Podomoro General Hospital is a private hospital that has executive polyclinic services. This service unit is expected to become the hospital's superior service. Medical recorddata shows that in the last four years, the number of visits from the executive polyclinic unit has never reached the target that has been set. The existence of executive services itself can actually provide quite a large income for hospitals. If the number of visits to executive clinics can increase to reach the target, the hospital's income will also increase.

Objectives : In general, the preparation of a strategic plan for improving the performance of the executive polyclinic of Hermina Podomoro General Hospital for the period 2024-2027. Specifically, the identificationof a situation analysis and obtaining a picture of the positioning of the executive polyclinic, thepreparation of an appropriate strategy for Hermina Podomoro General Hospital to develop executive polyclinic services, the establishment of performance indicators appropriate to use to evaluate the implementation of strategic plans using the Balanced Scorecard approach, setting targets in accordance with the performance indicators used and determining the activities and costs needed.

Method : The types of data in this research are primary data and secondary data. Primary data is qualitative data from in-depth interviews and the Consensus Decisions MakingGroup (CDMG) with informants. Secondary data consists of quantitative data and qualitative data. Quantitative data is in the form of medical record reports, hospital performance reports and other supporting data, while qualitative data is internal hospital documents and external documents, namely government regulations, literature, research results and other supporting data.

Results : The hospital's vision and mission supports the strategic plan for the development of executive polyclinic services. Analysis of the internal and external environment with the EFEMatrix and IFE Matrix shows data that supports development. The Matching Stage results in the IE matrix show the position of the hospital in cell 1 in the IE matrix, namely grow and build. The QSPM results combined with existing theory in determining priority strategies produce the following strategy sequence: optimizing promotion of executive polyclinic services, optimizingfacilities and facilities, optimizing products and services, optimizing technology, optimizing human resources and optimizing service excellence at executive polyclinics. The existing strategy is equipped with 28 (twenty eight) KPIs with their respective targets, activities and costs.

Conclusion: The strategic plan made complete with indicators according to the BSC and targets will be able to serve as a guide for Hermina Podomoro General Hospital in realizing executive polyclinic services as superior services."