Work Competence Research Articles

The Influence of Work Experience and Employee Competency on Nurse Performance

Human Resource Management (HRM) is a science or method of managing the relationships and roles of resources (workforce) owned by individuals efficiently and effectively. HR management consists of HR planning, personnel selection, training and development, and performance assessment. The performance of nurses in hospitals is very important because it can influence performance in achieving health services in the hospital itself. This study aims to determine and analyze the influence of work experience and competency on the performance of nurses at RSD dr. Soebandi Jember. The data used in this research is primary data obtained through distributing questionnaires. The population in this study were all nurses at RSD dr. Soebandi, numbering 463 people. The sampling technique or method used was stratified random sampling, totaling 150 people. Validity and reliability analysis was carried out in this research. Hypothesis testing is also carried out for direct influence analysis. The research results stated that work experience had a significant effect on nurse performance. Nurse competency has a significant effect on nurse performance.

PENGARUH KOMPETENSI KERJA, KOMPENSASI KERJA DAN LINGKUNGAN KERJA TERHADAP KINERJA PEGAWAI ASN DI PUSKESMAS KENDIT DENGAN KEPUASAN KERJA SEBAGAI VARIABEL INTERVENING

The aim of the research is to determine the influence of work competency, work compensation and work environment on the performance of ASN employees at the Kendit Community Health Center with job satisfaction as an intervening variable. The sampling technique used in this research is a saturated sample. Data analysis and hypothesis testing in this research used the Partial Least Square Structural Equation Model (PLS-SEM). The results of the direct influence hypothesis test using the Smart PLS 3.0 application, show that work competency has a positive and significant effect on job satisfaction, work compensation has an insignificant effect on job satisfaction, work environment has a significant effect on job satisfaction, work competency has an insignificant effect on ASN performance, compensation work has no significant effect on ASN performance, work environment has no significant effect on ASN performance, job satisfaction has a positive and significant effect on ASN performance, work competency has a significant effect on ASN performance through job satisfaction, work compensation has no significant effect on ASN performance through job satisfaction, The work environment has a positive and significant effect on ASN performance through job satisfaction.

The Role of Work Motivation, Workload, and Competency in Influencing Employee Performance through Job Satisfaction

In a dynamic and competitive financial industry, employee performance (performance) plays a key role in determining the success and growth of the organisation. This study aims to analyse the effect of work motivation, workload, and competency on job satisfaction, and its impact on performance in the financial industry in Jakarta. This research uses quantitative methods by distributing questionnaires to employees in the financial industry in Jakarta. The data collected was then analysed using regression analysis to test the effect of independent variables on the dependent variable. The results showed that work motivation, workload, and competency have a significant effect on job satisfaction. Furthermore, job satisfaction was also found to have a significant effect on employee performance. These findings confirm the importance of paying attention to these factors in improving employee performance in the financial industry. Organisations need to develop effective strategies and policies to increase work motivation, manage workload, and develop employee competencies. By paying attention to these factors, it is expected to increase job satisfaction and ultimately improve employee performance in the highly competitive financial industry. This study concludes that work motivation, workload, and competency have a significant effect on job satisfaction, which in turn has an impact on improving employee performance in the financial industry. The findings provide practical implications for organisations to pay attention to these factors in an effort to improve employee performance.

Development of the Link and Match Learning Program through the Application of the Dual-System Method to Support the Industrial Revolution 4.0 in Sinergy with Freedom to Learn

This study aims to describe a Link and Match program used on dual-system models that is valid, practical, and effective to support industrial revolution 4.0 in profile freedom to learn. This type of research is development research with the ADDIE development design which includes analyze, design, development, implementation, and evaluation. The data analysis technique uses a mixed method which combines qualitative and quantitative methods. The results showed that: The Link and Match program using a dual-system model is declared valid, including syllabus, RPP, e-LKPD and e-Handout whose learning process is designed to include activities that adapt to Indonesian national work competency standards (SKKNI Level II) by maximizing the use of various representation that can support the industrial revolution 4.0 with the profile of independent learning. The presentation of e-LKPD and e-Handouts has been adapted to the local wisdom competencies available in Lampung Province and the needs of students to study independently or in groups so that they can support the industrial revolution 4.0 with the profile of independent learning; The practicality of the Link and Match program using a dual-system model is reviewed based on student responses which include responses to the learning process, responses to e-LKPD and e-Handouts so that they can be used as a productive learning topic on Rubber Processing in SMK class XI semester odd; The effectiveness of the Link and Match program using a dual-system model is categorized as high which show that there is an average difference between the experimental class and the control class. The output of this development is the establishment of MoU (Memorandum of Understanding) with various DUDI in Lampung Province.

PENGARUH DISIPLIN KERJA DAN KOMPETENSI TERHADAP KINERJA PEGAWAI DENGAN MOTIVASI SEBAGAI VARIABEL MODERATING PADA PT. PLN UNIT PELAKSANA PELAYANAN PELANGGAN (UP3) SITUBONDO

The PT. PLN Situbondo Customer Service Implementation Unit (UP3) is oriented towards fulfilling environmentally friendly energy policies, distributing electricity for the public interest, general tasks of providing services to customers, carrying out maintenance and repairs to the electricity network, ensuring stable electricity supply for customers, providing efficient customer service , including complaint handling, new installations, electricity replacement, and temporary outages. The aim of this research is to analyze the influence of Work Discipline, Competency and Motivation on employee performance at the Customer Service Implementation Unit (UP3) PT PLN Situbondo. The population in this study was employees of PT. PLN Situbondo Customer Service Implementation Unit (UP3). This research was conducted using a quantitative approach and the sampling technique was determined by quota sampling. The data analysis and hypothesis testing in this research used the Structural Equation Model– Partial Least Square (PLS-SEM). The results of hypothesis testing using the Smart PLS 3.0 application show that Work Discipline has a significant effect on Performance, Competence has a significant effect on Performance. The results of hypothesis testing which is moderated by the Motivation variable show that the Work Discipline variable has a negative effect on Performance but is not significant, the Competency variable which is moderated by Motivation shows a positive effect on Performance but is not significant.

Evaluation of a Dialectical Behavior Therapy Didactic for Medical Trainees in an Acute Adolescent Inpatient Psychiatric Unit.

Dialectical behavior therapy (DBT) is an evidence-based treatment for patients with suicidality and emotion dysregulation. There is increasing evidence of using DBT in psychiatric inpatient units for youth. On inpatient units, the majority of treatment is provided by psychiatry trainees, often with limited therapy experience. The study's objective was to assess the impact of a 1-h weekly DBT training for a range of medical trainees rotating through a child and adolescent acute inpatient unit. Participants were 55 medical students, psychiatry residents, and child and adolescent psychiatry fellows who rotated on an inpatient unit for youth and participated in a 1-h DBT didactic. There was one group who attended less than four sessions and the other attended 5 or more sessions. A pre- and post-method design was used to collect data on participants' confidence, competence, and knowledge of DBT and working with suicidal youth. Comparing pre- and post-data for all participants, the DBT training was found to lead to significant benefits for trainees' comfort with therapy, prioritizing therapy during inpatient care, knowledge of DBT, comfort with DBT, and confidence in treating children and adolescents with suicidality. There were no significant differences in the type of trainee or dose of training. This study supports the benefit of a brief DBT didactic to provide training to a wide range of trainees to improve therapeutic care in an inpatient psychiatric unit for youth.

FROM REFLECTION TO SOCIAL CHANGE: TRAINING IN DEVELOPING GENDER COMPETENCE FOR SOCIAL WORKERS

Training social workers with a focus on gender competence is regarded as a key element of contemporary social work, grounded in the principles of social justice. Taking this into account, we have developed an educational concept for a training program aimed at developing the gender competence of social workers providing services to families in difficult life circumstances, based on the theoretical foundations of transformative social work practice and feminist approach. Key components of the training that contribute to achieving the learning objectives include interactive exercises, role-playing games, and guided fantasy, allowing participants to immerse themselves not only theoretically but also emotionally in the issues of gender stereotypes and discrimination. The use of such methods promotes the development of critical thinking, increases awareness of personal biases and stereotypes, and stimulates a desire to change social norms and practices towards greater gender equality. Integration of gender issues into non-formal education curricula for social workers, the implementation of reflective training based on interactive methods and participants' reflection on their own experiences, contribute to a deeper understanding and practical application of this knowledge in working with vulnerable groups. This not only promotes the personal development of professionals but also leads to positive social changes, improving the quality and effectiveness of the services provided. Further research is needed to explore the long-term impact of gender-oriented training on the professional activities of social workers. It is important to explore how changes in gender consciousness and the development of gender competence affect the quality and effectiveness of social services provided.

Effect of Motivation, Competency and Commitment on Employee Performance: The Case of Ogan Ilir Regency’s Regional Secretariat

This study determines Work Motivation, Competence, and Organizational Commitment to the Performance of Ogan Ilir Regency Regional Secretariat Employees. The object of this study is an employee of the Regional Secretariat of Ogan Ilir Regency. The method used is quantitative research with a data collection model and questionnaires. The population in this study was 153 employees in the Regional Secretariat of Ogan Ilir Regency; the determination of the number of samples in this study using the determination of samples from the population by Isaac and Michael (error rate 5%), So that the sample amounted to 105 respondents. The analysis technique used is multiple linear regression. The results of this study show that 1) simultaneously, Work Motivation, Competence, and Organizational Commitment have a significant effect on the Performance of Ogan Ilir Regency Regional Secretariat Employees. 2) Work Motivation significantly affects the Performance of Ogan Ilir Regency Regional Secretariat Employees. 3) Competence significantly affects the performance of employees of the Regional Secretariat of Ogan Ilir Regency. 4) Organizational commitment does not significantly affect the performance of employees of the Regional Secretariat of Ogan Ilir Regency

Self-Rated Competence of Ugandan Healthcare Workers to Obtain Informed Consent for Autopsy.

We examined the self-rated competence of Ugandan healthcare workers (HCWs) in obtaining informed consent for autopsies, considering the challenges of low autopsy acceptance rates globally. In September and October 2023, we conducted a nationwide cross-sectional study of HCWs, who provided informed consent to participate and completed an online, self-administered questionnaire. Participants' self-rated competence in obtaining informed consent for autopsy was assessed through Likert scale questions. Knowledge and practices were also assessed. All scores were converted to percentages, with scores ≥80% indicating higher competence. We enrolled 216 HCWs (including 145 [67.1%] doctors), with a mean age of 31.6 ± 7.2 years. Overall, 55.6% (n = 120) had ever assisted in obtaining consent for autopsy, 43.6% (n = 100) had ever obtained consent for autopsy themselves, and 13.4% (n = 29) had ever attended training on obtaining consent for autopsy. The mean competency score was 59.8 ± 17.0% (perfect score, 100%), with 29 (13.4%) participants demonstrating high competence. Healthcare workers with adequate knowledge had higher competence scores (odds ratio [OR]: 15.0, 95% CI: 6.17-36.58, P <0.001). Compared with nurses/midwives, doctors had 73% lower odds of having a high competence score (adjusted OR: 0.27, 95% CI: 0.08-0.94, P = 0.040). Fewer than one in five Ugandan HCWs demonstrated high self-rated competence or possessed adequate knowledge regarding informed consent for autopsies, and only a few had received specialized training on how to obtain consent for an autopsy. Therefore, there is a pressing need for enhanced training and increased awareness among Ugandan HCWs in obtaining informed consent for autopsies.

Global lessons on delivery of primary healthcare services for people with non-communicable diseases: convergent mixed methods

ObjectiveTo extract key lessons on primary healthcare (PHC) service delivery strategies for non-communicable diseases (NCD) from the work of researchers funded by the Global Alliance for Chronic Diseases (GACD).DesignA convergent...

Interaction between Research and Innovation in the Ecology of Knowledge in University Organizations: A Correlational Descriptive Study at the National University of Chimborazo, Ecuador

Introduction: research and innovation in academic organizations are essential for sustainable development. However, its integration with the ecology of knowledge and the impact on the labor competencies of university professors still represent a challenge, especially in the Ecuadorian context. Objective: to describe the interaction between research and innovation linked to the ecology of knowledge in the academic organizations of the National University of Chimborazo during the period 2024-A. Methods: quantitative, descriptive-correlational study. Participatory non-probabilistic sample of 132 teachers from the Faculty of Education. A 15-item questionnaire on knowledge ecology, research-innovation and labor skills was applied. Results: a strong positive correlation was found between knowledge ecology and labor competencies (r = 0,723; p &lt; 0,01), while the relationship between research-innovation and labor competencies was weak (r = 0,025; p = 0,772). The ecology of knowledge explained 52,3 % of the variability in labor competencies. Conclusions: the ecology of knowledge emerges as a key factor for the development of teaching work competencies at UNACH. Policies and strategies that promote a collaborative and knowledge-sharing environment are required to improve the integration of research, innovation and teaching practice

The Effect of Monitoring Work Processes and Competencies on the Achievement of Key Performance Indicators (KPI) of Cluster Sales Officers (CSO): Case study at PT. Indosat Ooredoo Hutchison Sales AREA Makassar-Gowa

The Effect of Monitoring Work Processes and Competencies on the Achievement of Key Performance Indicators (KPI) of Cluster Sales Officers (CSO): Case study at PT. Indosat Ooredoo Hutchison Sales AREA Makassar-Gowa

The Effect Of Work Engagement And Income Satisfaction To The Work Competence Of Employees With Satisfaction Work As An Intervening Variable In The Office Binjai City Regional Secretariat

The aim of this research is to determine and analyze the influence of Job Involvement and Income Satisfaction on Job Competence which is mediated by Job Satisfaction at the Binjai City Regional Secretariat Office. This research was carried out at the Binjai City Regional Secretariat Office. The type of research is associative quantitative. The sample in this study was 24 employees with ASN and honorary status in the General Section of the Binjai City Regional Secretariat Office. The sampling technique in this research uses a saturated sample, where the entire population will be sampled in this research, 24 people. The research results show that Job Involvement has a significant influence on Job Competence as shown by the T-Statistic value of 10,633 &gt; 1.96 and the P Value of 0.000 &lt; 0.05. On the influence of Income Satisfaction on employee work competence, the T-Statistic data obtained was 6,260 &gt; 1.96 and the P-Value value was 0.000 &lt; 0.05 or there was an influence of Income Satisfaction on Work Competence. Work Engagement has a significant effect on Employee Job Satisfaction with a T-Statistic value of 15,172 &gt; 1.96 with a P-Value value of 0.001 &lt; 0.05. Income satisfaction has a significant effect on employee job satisfaction. This can be seen from the results of the T-Statistic value of 9,523 &gt; 1.96 with a P-Value value of 0.000 &lt; 0.05. On the influence of Job Satisfaction on Job Competence, the T-Statistic value is 1,060 &lt; 1.96 with a P-Value of 0.290 &gt; 0.05, which means that Job Satisfaction has no significant effect on the Job Competence of the Binjai City Regional Secretariat Office. In the indirect effect, the results show that Job Satisfaction has a role as an intervention variable in explaining the relationship between Income Satisfaction and Job Competence. This shows that improvements in Income Satisfaction can increase Job Satisfaction, which ultimately contributes to increasing Work Competence at the Binjai City Regional Secretariat Office.

Improving Emergency Skills: Training Program at Medono Health Center, Pekalongan City

First aid is crucial and essential for providing emergency assistance. Early treatment of injured individuals at home can significantly reduce morbidity and mortality rates. Community health center staff, as primary service providers to the community, must be proficient in first aid since emergencies can happen anytime and anywhere. This study assessed the effectiveness of Cardiopulmonary Resuscitation (CPR) training at the Medono Community Health Center in enhancing the knowledge and skills of healthcare workers. Initially, 76.2% of participants had inadequate knowledge about CPR, but after training, 86% showed a substantial improvement in knowledge. Furthermore, the training reduced errors in using the Bag Valve Mask (BVM) and performing chest compressions. Mistakes in ventilation decreased after proper instruction, and errors in compression positioning dropped from 57.8% to nearly zero. These findings highlight the critical role of CPR training in enhancing the preparedness and competence of healthcare workers in emergencies. The Medono Health Center is dedicated to regularly conducting CPR training to ensure the continuous improvement of healthcare quality and patient safety.

Interrelations Among Adolescents’ Family Connections, Solitude Preferences, Theory of Mind and Perceptions of Academic and Work Competence

This study explored the links among family connections, solitude preferences, perceptions of work (academic and job) competence, and Theory of Mind (ToM) in 73 Canadian adolescents aged 11–18 (M age = 13.1). Previous studies show significant connections among these factors, although little is known about how such associations may relate to one another, especially the role of young people’s perceptions. To address these gaps in the literature, this study focused on adolescents’ experiences and perceptions of their family relationships, solitude preferences, and competence in the school context and workplace. Participants completed a series of self-report measures, advanced ToM tasks and written explanation for perceived family emotional connections. Results revealed that adolescents with more positive family connections reported higher levels of self-perceived academic and job competence, embraced solitude positively, yet felt less desire to be alone. Girls showed a higher affinity for solitude than boys, and the presence of more siblings reduced the desire for solitude. Those youth who were proficient in ToM skills reported positive family connections and high levels of academic competence. Findings hold implications for future research and education in adolescent’s social cognition and social and academic outcomes.

Achieving the Right to Health of Immigrants: Focusing on Intercultural Competence

In the clinical field that provides health care services to immigrants, various medical ethics issues are raised, including discrimination, prejudice, hatred, lack of cultural sensitivity, and lack of understanding of various disease belief systems. The development of intercultural competence of health care workers to resolve this is an urgent task. Within a cultural background and context, care of patients from different cultures can be effectively and appropriately performed. Intercultural competencies of healthcare workers must continuously develop and strive for must be dealt with in various aspects of attitude, cognition, knowledge, and skill. Behavioral changes of health care workers must be brought about. Through this paper, we will examine the concepts, components, and intercultural competency process models, and examine the implications of strengthening the intercultural competence of health care workers for achieving right to health, a universal human right that migrants should have.

The Influence of Leadership and Work Environment on Lecturer Performance Through Job Satisfaction

Globalization in the 5.0 era advances technology in communication and information, impacting human resources, services, and education. Lecturers, crucial for educational progress and higher education quality, engage in teaching, research, community service, and other key tasks. Quality education requires universities to develop standards for lecturer performance, influenced by leadership, work environment, and job satisfaction. Lecturer performance reflects the competence and progress of higher education institutions. Poor understanding of competence in lecturer performance lowers lecturers' societal standing, reducing education quality. So comprehensive and efficient modeling with analysis is needed Partial Least Square (PLS). The purpose of this research is to determine the influence of leadership and work environment on lecturer performance through job satisfaction. This research was conducted at the Nahdlatul Ulama Sunan Giri Bojonegoro University with respondents 58 permanent lecturers who had academic positions as expert assistants and lecturers using Partial Least Square (PLS). The research results show that the work environment has a significant effect on job satisfaction and lecturer performance. Other variables not contained in the research model, explain leadership, work environment, and job satisfaction by 34.2% such as work motivation, competency, organizational culture, and commitment variables.

Determination of Competence, Motivation and Work Environment Towards Performance Achievement in the Intervening of Work Satisfaction of Community Health Center Employees in Kundur Island, Karimun Regency

The UPT Puskesmas on Kundur Island has performance achievements in the poor category, but data has also been found showing that the performance achievements of existing employees are in the good category. Quantitative research aimed at determining the determination of Competence, Motivation, Work Environment on Performance Achievement in Intervening Employee Job Satisfaction. It was concluded that there was a significant determination of employee competence and job satisfaction on employee performance, there was no significant determination of work motivation and work environment on employee performance achievement, there was no significant determination of work competence and motivation on job satisfaction. Then there is a significant determination of the work environment on job satisfaction. It was also concluded that there was no significant determination of employee competence, work motivation and work environment on improving performance in employee job satisfaction interventions. It is recommended that elements of the UPT Puskesmas leadership on Kundur Island, Karimun Regency, discuss with the Puskesmas performance achievement evaluation team regarding performance achievement benchmarks based on employee competency factors. again regarding the suitability of the work environment in terms of its influence on performance achievement, and as soon as possible take solution action regarding the presence of employees who feel less motivated to improve or maintain their performance achievement.

The Effect of Communication on Employee Performance With Competence as an Intervening Variable at Bpjs Employment, Padang Sidimpuan Branch and Kisaran Branch

This research aims to see the effect of communication on employee performance with competency as an intervening variable at BPJS Employment Padang Sidimpuan Branch and BPJS Employment Kisaran Branch. The phenomenon that occurs at BPJS Employment in the Padang Sidimpuan Branch and Kisaran Branch is the influence of communication on employee performance and work competency. Because there are still many individuals who lack the ability to comprehend and comprehend communication, the effectiveness of communication cannot run smoothly. When an individual sends a message in communication, the recipient of the message must understand the meaning of the message so that employee performance and competence can run well with the aim of achieving the success of a company. The results of this research are as follows: Competency has a positive and significant effect on employee performance with a value of 0.604 and a significant value of 0.000. Communication has a positive and significant effect on employee performance with a value of 0.307 and a significant value of 0.001. Communication has a positive and significant effect on Competency with a value of 0.768 and a significant value of 0.000. Communication has a positive and significant effect on employee performance indirectly through Competency with a result of 0.463 and a significant value of 0.000.

Pengaruh Kompetensi, Motivasi dan Lingkungan Kerja terhadap Kinerja Guru Yayasan Perguruan Islam Raudhatul Ulum Sakatiga

This research's background was the declining performance of teachers at the Raudhatul Ulum Sakatiga Islamic College Foundation from 2019 to 2022. The aims of this research were (1) to see the effect of competence, motivation, and work environment on the teacher's performance of the Raudhatul Ulum Sakatiga Islamic College Foundation (2) to see the effect of competence on the teacher's performance of the Raudhatul Ulum Sakatiga Islamic College Foundation (3) to see the effect of motivation on the teacher's performance of the Raudhatul Ulum Sakatiga Islamic College Foundation (4) to see the effect of the work environment on the teacher's performance of the Raudhatul Ulum Sakatiga Islamic College Foundation. This research was a causality associative research using a quantitative approach. The population used in this research were MTs, MA, SMPIT, and SMAIT Raudhatul Ulum teachers who had the status of Foundation Permanent Teachers (GTY) at the Raudhatul Ulum Sakatiga Islamic College Foundation, totaling 122 people. The 94 sample was taken using the Slovin formula in the degree of error; the maximum error rate was 5% (0.05). The analytical model used was multiple linear regression analysis with a confidence level of 95% and a significance level of 5% (0.05). The results of this research indicate that (1) simultaneously, there was an effect of competence, motivation, and work environment on the teacher's performance of the Raudhatul Ulum Sakatiga Islamic College Foundation, (2) there was an effect of work competence on the teacher's performance of Raudhatul Ulum Sakatiga Islamic College Foundation (3) partially there was not the effect of motivation on the teachers' performance of the Raudhatul Ulum Sakatiga Islamic College Foundation (4) partially there was not the effect of the work environment on the teachers performance of the Raudhatul Ulum Sakatiga Islamic College Foundation