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"atar belakang : Salah satu faktor penyebab waktu tunggu pasien rawat jalan melebihi 60 menit adalah keterlambatan waktu kedatangan dokter spesialis. Selain waktu tunggu, kepatuhan visite dokter spesialis merupakan indikator disiplin kerja yang dapat memengaruhi length of stay (LOS) pasien rawat inap.Tujuan : Penelitian ini bertujuan untuk mengetahui pengaruh karakteristik individu, kepuasan kerja terhadap disiplin kerja dokter spesialis di RSUD Cileungsi.Metode : Penelitian ini dilakukan dengan mix method kuantitatif dan kualitatif pendekatan cross sectional untuk menilai karakteristik individu, gambaran kepuasan kerja melalui kuisioner Job Satisfaction Survey Spector  dan disiplin kerja melalui rekam absensi kepatuhan poli, visite dan kelengkapan administratif rekam medis dokter spesialis di RSUD Cileungsi.Hasil : Tidak terdapat pengaruh signifikan antara kepuasan kerja dan disiplin kerja dokter spesialis di RSUD Cileungsi. Berdasarkan penelitian kualitatif, didapatkan faktor yang mempengaruhi disiplin waktu khususnya kepatuhan poli adalah faktor individu, rekam medik yang belum tersedia, laboratorium yang belum ada hasil, dokter spesialis cenderung melakukan kegiatan lain seperti rapat, tindakan atau visite terlebih dahulu sebelum praktik poli.Kesimpulan: Berdasarkan penelitian ini dapat disimpulkan bahwa selain kepuasan kerja terdapat faktor lain yang memengaruhi disiplin kerja seperti waktu kedatangan dan jumlah tempat praktek.

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Introduction: One of the factor causing outpatients' waiting time is the delay in the specialist doctor's arrival time. In addition, adherence to doctors visit indicates work discipline that can affect the length of stay (LOS) of inpatients.

Purpose: This study aims to determine the effect of individual characteristics and job satisfaction on the work discipline of specialists at RSUD Cileungsi.

Methods: This research was conducted using a mix of methods (quantitative and qualitative analysis) with a cross-sectional design to assess individual characteristics, job satisfaction descriptions through the Job Satisfaction Survey Spector questionnaire, and work discipline through the records of compliance in visiting both outpatient and inpatient wards, and the completion of the medical record as an administrative form of work discipline.

Results: There is no significant effect between job satisfaction and the work discipline of specialist doctors at Cileungsi Hospital. The qualitative research found that the factors that influence time discipline among specialist are individual factors, medical records and laboratory result test that are not yet available, and they prioritizing the other activities.

Conclusion: This study concluded that there were another factors that affect work discipline beyond job statisfaction, such as travel time, the amount of practice places."

"Dokter memiliki peranan strategis bagi rumah sakit karena merupakan kelompok penting dalam proses pelayanan di rumah sakit, karena merupakan sentral dari proses pelayanan. Kepuasan kerja memiliki fungsi hubungan yang dipersepsikan antara apa yang diinginkan dan apa yang dalam kenyataan dialami. Ketidakpuasan kerja dokter juga memiliki dampak terhadap turnover intention. Penelitian ini bertujuan untuk mengetahui hubungan kepuasan kerja dokter dengan turnover intention di RS. Rumah Sehat Terpadu di kapupaten Bogor Tahun 2014. Penelitian ini bersifat deskriptif eksplanatory dengan design cross sectional menggunakan data primer yang diambil dengan cara memberikan kuesioner, wawancara mendalam, observasi. Penelitian ini dilakukan pada bulan Mei tahun 2014. Sampel dalam penelitian ini berjumlah 28 orang dengan kriteria dokter yang aktif bekerja di RS.Rumah Sehat Terpadu bersedia untuk menjadi responden dan menjawab pertanyaan, masa kerja minimum 1 bulan, bukan dokter penganti. Hasil analisis kuantitatif diketahui (42,9%) kurang puas bekerja sebagai dokter di RS.Rumah Sehat Terpadu. Responden yang mempersepsikan puas terhadap kepuasan kerja tetapi memiliki keinginan turnover sebesar 56,3%, sedangkan responden yang kepuasan kerjanya tidak puas tetapi memiliki keinginan keluar sebesar 16,7%. Kepuasan kerja hubungan memiliki hubungan antara dengan turnover intention (p value = 0,054, CI 95%).

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The doctor has a strategic role for the hospital because it is an important group in the process of care in the hospital, because it is central to the service process. Job satisfaction has a function of the perceived relationship between what is desirable and what is the reality experienced. Physician job dissatisfaction also have an impact on turnover intention. This study aims to determine the relationship of job satisfaction with turnover intention doctor at the hospital. Rumah Sehat Terpadu hospital in Bogor kapupaten 2014. Present study is descriptive explanatory with cross sectional design using primary data collected by giving questionnaires, in-depth interviews, observation. This study was conducted in May 2014. Samples in this study amounted to 28 people with the criteria physicians who actively work in the Irumah Sehat Terpadu hospital be willing to answer questions and respondents, 1 month minimum employment period, not a substitute for your doctor. The results of quantitative analysis known (42.9%) were less satisfied working as a doctor in Rumah Sehat Terpadu hospital. Respondents who perceive satisfied with job satisfaction but has the desire turnover amounted to 56.3%, while the respondents were not satisfied his satisfaction but has the desire out of 16.7%. Job satisfaction has a relationship with the relationship between turnover intention (p value = 0.054, CI 95%)."

"Penelitian ini membahas bagaimana pengaruh Knowledge Management terhadap Job Satisfaction. Penelitian ini menggunakan metode single cross sectional, yaitu pengumpulan data atau informasi hanya satu kali di setiap sampel elemen populasi dan kuesioner disebar secara online ke 102 Fungsional Pemeriksa Pajak di Direktorat Jenderal Pajak. Terdapat lima dimensi Knowledge Management yang ada dalam penelitian ini, yaitu Knowledge Acquisition, Knowledge Sharing, Knowledge Creation, Knowledge Codification, dan Knowledge Retention. Dalam penelitian ini menunjukkan Knowledge Sharing mempunyai pengaruh positif yang signifikan terhadap Job Satisfaction para Fungsional Pemeriksa Pajak. Sedangkan empat dimensi Knowledge Management lainnya, yaitu Knowledge Acquisition, Knowledge Creation, Knowledge Codification, dan Knowledge Retention tidak berpengaruh positif tehadap Job Satisfaction. Memahami pengaruh dimensi Knowledge Management terhadap Job Satisfaction dapat membantu manajer untuk memprediksi perilaku karyawan dan rencana manajerial ke depannya, oleh karena itu penelitian ini juga terdapat implikasi manajerial yang dapat dilakukan manajer serta saran pada penelitian selanjutnya.

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This thesis discusses how the impact of Knowledge Management on Job Satisfaction. This study uses a single cross sectional method, namely collecting data or information only once in each sample element of the population and the questionnaire distributed online to 102 Functional Tax Auditors at the Directorate General of Taxes. There are five Knowledge Management dimensions in this study, namely Knowledge Acquisition, Knowledge Sharing, Knowledge Creation, Knowledge Codification, and Knowledge Retention.

In this study, Knowledge Sharing has a significant positive effect on Tax Inspector Functional Job Satisfaction. While the other four Knowledge Management dimensions, namely Knowledge Acquisition, Knowledge Creation, Knowledge Codification, and Knowledge Retention do not have a positive effect on Job Satisfaction. Understanding the influence of Knowledge Management dimensions on Job Satisfaction can help managers predict employee behavior and managerial plans in the future, therefore this study also has managerial implications that managers can take and suggestions for future research."

"Tantangan perekonomian Indonesia saat ini semakin kompleks sehingga peran regulator industri keuangan menjadi sangat penting karena kebijakan yang diambil berdampak pada seluruh rakyat dan kredibilitas pemerintah. Dalam melaksanakan peran tersebut diperlukan karyawan yang kompeten sehingga harus dipastikan pengembangan karyawan melalui talent development dilakukan dengan perencanaan dan strategi yang baik. Pelaksanaan talent development dan persepsi keadilan yang dirasakan karyawan dapat mempengaruhi job satisfaction, task performance, dan affective commitment karyawan. Tujuan penelitian untuk mengetahui pengaruh implementasi talent development terhadap job satisfaction, task performance, dan affective commitment dengan distributive justice sebagai mediator dan procedural justice sebagai moderator di Lembaga Regulator Industri Keuangan (LARIK) Indonesia dengan Stuctural Equation Modeling (SEM). Data penelitian didapatkan dari 464 karyawan LARIK dengan kuesioner online. Penelitian menemukan bahwa talent development berpengaruh positif terhadap job satisfaction, task performance, dan affective commitment. Penelitian juga mengungkapkan bahwa distributive justice memediasi parsial pengaruh dimaksud. Hasil lainnya yaitu procedural justice memoderasi hubungan distributive justice terhadap job satisfaction, task performance, dan affective commitment. Selanjutnya, implikasi manajerial dan praktikal dari temuan tersebut didiskusikan.

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The challenges of the Indonesian economy are currently increasingly complex, so the role of the financial industry regulator is very important because the policies taken have an effect on all people and the credibility of the government. In carrying out this role, competent employees are needed so it must be ensured that employee development through talent development is carried out with good planning and strategy. The application of talent development and perceptions of employee fairness can effect job satisfaction, task performance, and affective commitment. This research purposes to determine the impact of talent development implementation on job satisfaction, task performance, and employee affective commitment with distributive justice as a mediator and procedural justice as a moderator in the Indonesian Financial Industry Regulatory Institution (LARIK) with structural equation modeling. The research data were obtained from 464 LARIK employees using an online questionnaire. Research has found that talent development has a positive effect on job satisfaction, task performance, and affective commitment. Research also reveals that distributive justice mediates this partial effect. Another result is procedural justice moderating the relationship of distributive justice to job satisfaction, task performance, and affective commitment. Next, the managerial and practical implications of these findings are discussed."