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"Adaptive leader adalah pemimpin di era perubahan. Pemimpin selalu mencapai performa optimal ketika lingkungan berada pada situasi stabil dan seketika kolaps pada saat 'crisis storm'. Hal ini adalah indikasi terbatasnya jumlah pemimpin yang adaptif. Model kepemimpinan tradisional yang banyak dikembangkan di Indonesia adalah tidak responsive terhadap perubahan global dan cenderung bersifat statis. Model leadership training yang banyak dikembangkan saat ini juga tidak menstimulasi atribut leadership plasticity ? atribut yang dibutuhkan untuk membentuk adaptive leader. Tulisan ini membahas keterkaitan antara leadership plasticity dengan upaya membentuk adaptive leader. Stimulasi secara efektif terhadap leadership plasticity berdampak pada peningkatan kapasitas adaptif. Beberapa mekanisme yang mendasari meliputi peningkatan level kesadaran, peningkatan intelligence, stabilitas emosional, integrasi psikofisiologis dan peningkatan aktivitas elektrik otak. Model implementasi dikembangkan menggunakan pendekatan neuroplastisitas dan pengembangan pada tingkat system organisasi. Kajian lebih lanjut sangat diperlukan terutama berkaitan dengan mekanisme integrasi model ini kedalam framework pengembangan sumber daya manusia dalam organisasi."
330 ASCSM 19 (2012)
Artikel Jurnal  Universitas Indonesia Library
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Nurfitriyana Riyadi
"ABSTRAK
Positive leader identity, sebagai sebuah bentuk identitas sosial dalam lingkup organisasi, merupakan kunci dari kepemimpinan yang efektif, karena mampu meningkatkan motivasi untuk memimpin serta kemampuan individu dalam menghadapi stress. Akan tetapi, penelitian empiris mengenai pembentukan positive leader identity masih sangat minim. Penelitian berdesain korelasional ini dilakukan untuk meneliti mekanisme pembentukan positive leader identity melalui adanya leader prototypicality dan leader endorsement, dengan didasari oleh pandangan evaluatif serta mekanisme claiming-granting antara pemimpin dan bawahan dalam menjelaskan proses pembentukan identitas kepemimpinan. Untuk mengatasi common method bias, data penelitian diperoleh dari sumber berbeda: 65 pasang pemimpin dan bawahan di Indonesia dilibatkan sebagai partisipan penelitian. Seluruh alat ukur penelitian menunjukkan konsistensi internal yang baik dengan koefisien reliabilitas sebesar 0,7-0,9. Hasil analisis mediasi berbasis regresi menunjukkan bahwa a tidak terdapat hubungan positif yang signifikan antara leader prototypicality dan positive leader identity serta b leader endorsement bukan merupakan mediator dari hubungan antara keduanya. Dalam hasil analisis, ditemukan pengaruh yang signifikan dari jenis kelamin pemimpin terhadap leader endorsement dan positive leader identity: leader endorsement dan positive leader identity yang dimiliki oleh pemimpin laki-laki lebih tinggi dibanding pemimpin perempuan. Temuan ini menyajikan data empiris baru mengenai pembentukan dan evaluasi identitas sosial sebagai pemimpin dalam lingkup organisasi.

ABSTRACT
As a form of social identity in organizational context, positive leader identity is a key in effective leadership, for it positively influences motivation to lead and enables one to better cope with stress. However, little empirical research exists regarding the construction of positive leader identity. This current research, aiming to investigate the mechanism underlying the construction of positive leader identity through leader prototypicality and leader endorsement, was therefore conducted, grounded by the evaluative perspective and claiming granting mechanism between leader and followers. The data needed was obtained from two different sources in order to reduce common method bias 65 pairs of leader and follower in Indonesia were involved in a cross sectional study. All measures hold a relatively good internal consistency, with the reliability coefficients ranging from 0,7 0,9. Regression based mediation analysis shows that a leader prototypicality is not a significant predictor of positive leader identity and b there is no significant indirect effect of leader endorsement in the relationship between leader prototypicality and positive leader identity. In return, we found a strong influence of leader gender on both leader endorsement and positive leader identity male leaders received higher endorsement and had higher positive leader identity than female leaders. These findings provide new empirical evidence concerning the construction and evaluation of social identity as a leader in organizational setting."
2017
S68276
UI - Skripsi Membership  Universitas Indonesia Library
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Sellya Putri
"Penelitian ini bertujuan untuk melihat peningkatan leader member exchange (LMX) terhadap keterlibatan kerja melalui intervensi program kepemimpinan di plant PT X. Penelitian ini menggunakan desain before-after dan terdiri dari studi awal, intervensi, dan studi lanjutan. Partisipan dalam studi intervensi merupakan pimpinan dan dalam studi awal serta lanjutan merupakan bawahan. Peneliti menggunakan alat ukur LMX MDM untuk mengukur leader member exchange dan UWES-9 untuk mengukur keterlibatan kerja. Hasil survei awal menunjukkan terdapat pengaruh yang signifikan antara leader member exchange dan keterlibatan kerja pada karyawan di plant PT X (β = 0,40; r2 = 0,16; p = 0,02). Peneliti melakukan intervensi program kepemimpinan untuk meningkatkan skor leader member exchange yang harapannya juga dapat meningkatkan skor keterlibatan kerja.
Hasil intervensi menunjukkan, terdapat peningkatan pengetahuan setelah partisipan mengikuti pelatihan kepemimpinan. Namun, partisipan belum secara konsisten menerapkan tingkah laku yang dapat meningkatkan kualitas hubungan atasan bawahan. Hasil studi lanjut setelah intervensi, menunjukkan tidak terdapat peningkatan skor leader member exchange dan keterlibatan kerja. Dengan demikian, maka diusulkan saran untuk dapat mengoptimalkan hubungan atasan bawahan di plant PT X antara lain, menjadikan one on one conversation sebagai kegiatan rutin, pemberian umpan balik konstruktif sesuai pedoman, membangun hubungan berlandaskan rasa saling percaya, dukung, dan dapat saling mengandalkan serta apresiasi kepada tim yang konsisten menerapkan kegiatan yang dapat mengoptimalkan kualitas hubungan dalam tim.

This study aims to investigate an increase in the relationship between LMX to work engagement through leadership intervention programs at plant PT X. This study used a before-after design and consisted of three stages, namely initial study, intervention, and further study. Participants in the intervention study were leaders and participants in the initial and follow-up studies were subordinates. Researchers used the LMX to measure the leader member exchange and UWES-9 to measure work engagement. Preliminary survei results showed that there was a significant effect between the leader member exchange and work engagement on employees at plant PT X ( β = 0,40; r2 = 0,16; p = 0,02). The researcher conducted a leadership intervention program to increase the score of leader member exchange which are expected to also increase the score of work engagement.
The results of the intervention showed that there was an increase in knowledge after participants took part in the leadership training but participants had not consistently applied behavior that could improve the quality of subordinate supervisors' relationships. The results of further studies showed that there was no increase in LMX and work engagement scores between before and after the implementation of leadership intervention. Thus, suggestions for optimizing LMX in the plant PT X include making one on one conversation a routine activity, providing constructive feedback according to guidelines, building relationships based on mutual trust, support, and mutual dependence and appreciation to teams that consistently implement activities that can optimize the quality of relationships within the team."
Depok: Universitas Indonesia, 2018
T51798
UI - Tesis Membership  Universitas Indonesia Library
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Ardenis Edbert Ramanta
"Penelitian ini bertujuan untuk mengetahui gaya komunikasi pemimpin yang dominan digunakan di organisasi berbentuk agensi kehumasan Piar Consulting, dengan memakai konsep gaya komunikasi dari Koehler, et.al (1978). Gaya komunikasi pemimpin tersebut memiliki peranan dalam membangun sikap positif karyawan atau disebut juga employee engagement. Dimana untuk melihat sikap positif ini, dapat terlihat dari dua sisi utama, yaitu job engagement dan organizational engagement yang diungkapkan oleh Armstrong (2014). Hubungan antara kedua konsep ini dapat dilihat dengan bingkai teori leader-member exchange yang diungkapkan Yukl (2013). Penelitian ini menggunakan paradigma post-positivist dengan pendekatan kualitatif dan strateginya adalah studi kasus. Hasil dari penelitian ini menunjukkan bahwa gaya komunikasi pemimpin yang dominan digunakan di Piar Consulting adalah dynamic dan controlling. Kedua gaya komunikasi ini merupakan gaya komunikasi yang dominan digunakan pemimpin dalam berkomunikasi terkait pekerjaan dan tugas kepada karyawannya, dimana gaya komunikasi tersebut menghasilkan efek negatif yang menurunkan sikap positif karyawan pada pekerjaan dan organisasinya yang berujung kepada banyak karyawan meninggalkan organisasi tersebut. Untuk karyawan yang memang masih bekerja di dalam organisasi, memiliki alasannya masing-masing dan hampir tidak ada satupun yang berada disana karena alasan gaya komunikasi dari pimpinannya. Tidak terjadi apa yang disebut leader-member exchange atau pertukaran antara gaya komunikasi pemimpin yang dimilikinya dan employee engagement yang seharusnya diberikan karyawan karena cara pemimpin berkomunikasi.

This study aims to determine the dominant leader communication style used in organizations in the form of public relations agency Piar Consulting, by using the concept of communication style from Koehler, et.al (1978). The leader's communication style has a role in building positive employee attitudes or also called employee engagement. Where to see this positive attitude, can be seen from two main sides, namely job engagement and organizational engagement expressed by Armstrong (2014). The relationship between these two concepts can be seen with a frame of leader- member exchange theory revealed by Yukl (2013). This study uses a post-positivist paradigm with a qualitative approach and the strategy is a case study. The results of this study indicate that the dominant leader communication style used at Piar Consulting is dynamic and controlling. Both of these communication styles are the dominant communication styles used by leaders in communicating related work and tasks to their employees, where the communication style produces a negative effect which decreases the employee's positive attitude to work and his organization which leads to many employees leaving the organization. For employees who are still working in the organization, they have their reasons and almost no one is there because of the communication style of their leaders. No so-called leader-member exchange occurs between the leader's communication style and employee engagement that employees should give because of the way leaders communicate."
Depok: Fakultas Ilmu Sosial dan Ilmu Politik Universitas Indonesia, 2020
S-pdf
UI - Skripsi Membership  Universitas Indonesia Library
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Kim, Jong Il
Pyongyang, Korea : Foreign Languages Pub. House, 1995
320.540 KIM w
Buku Teks SO  Universitas Indonesia Library
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Kim, Jong Il
Pyongyang, Korea : Foreign Lanuages Publihing House, 2012
320.540 KIM l
Buku Teks SO  Universitas Indonesia Library
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Veithzal Rivai Zainal
Jakarta: Rajawali, 2013
297.6 VEI p
Buku Teks SO  Universitas Indonesia Library
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Gana Paramananda Sudibya
"[ABSTRAK
Indonesia merupakan salah satu negara yang pertumbuhan propertinya sangat pesat. Strategi pengembangan properti yang direncanakan kadang berhasil namun sering juga gagal sehingga banyak bangunan yang mengalami tingkat kekosongan yang tinggi. Penelitian ini memfokuskan pada bagaimana suatu tempat yang tidak terpakai
dimanfaatkan kembali secara produktif dengan beralih fungsi baru tanpa merobohkan bangunannya (adaptive reuse) berlaku sebagai pemicu untuk meningkatkan dan memaksimalkan nilai properti bangunan tesebut dan nilai properti pada kawasan sekitar. Dengan fungsi baru akan memperpanjang siklus hidup pada bangunan. Perubahan fungsi pada bangunan tidak terlepas dari berkembangnya kreativitas dan keinginan manusia untuk menghasilkan sesuatu yang baru untuk memberikan manfaat yang lebih besar. Penelitian ini mengambil sampel pada kawasan Istana Kuta Galeria, dimana kawasan ini merupakan ruko-ruko dengan banyak ruangnya yang tidak terpakai. Pendekatan penelitian menggunakan pendekatan kualitatif sehingga
menghasilkan uraian mendalam mengenai perubahan ruko menjadi hotel. Dalam penelitian ini dilakukan analisis pada faktor-faktor seperti politik, hukum, ekonomi, sosial, lingkungan, dan budaya yang berpengaruh di dalam peningkatan nilai properti. Hasil penelitian menunjukkan bahwa strategi adaptive reuse berdampak pada nilai
properti melalui peningkatan secara positif pada aspek ekonomi dan produktivitas pada bangunan tetapi tidak berimbas pada bangunan sekitarnya yang masih berada di dalam satu kawasan.

ABSTRACT
Indonesia is one of the countries where property growth have increased significantly in the last couple of years. Often the strategy for property development will gain success, but it is not unusual that it is become a failure resulting in high vacancy rate on buildings. This research was focusing on how unused place can productively be reused with a new function without tearing down the previous and/or existing buildings (adaptive reuse) and therefore trigger increased and maximized the value of property. With the increasing value of the property, it will prolong the life cycle of a building. The adaptive reuse relies heavily on the growing human's creativity and their eagerness to create something that will benefit for larger community. This research took sample Istana Kuta Galeria, which is a commercialized area with many unused spaces. Qualitative approach is used in this research to explain further about
the change from shops to become a hotel. This research was also analysed factors such as politics, law, economics, social, environment and culture that affecting the value of the property. The result of this research showed that adaptive reuse strategy is impacting the value of property by a positive increase on economy and buildings' productivity; however it does not affecting surrounding buildings on the same
neighborhood.;Indonesia is one of the countries where property growth have increased significantly
in the last couple of years. Often the strategy for property development will gain
success, but it is not unusual that it is become a failure resulting in high vacancy rate
on buildings. This research was focusing on how unused place can productively be
reused with a new function without tearing down the previous and/or existing
buildings (adaptive reuse) and therefore trigger increased and maximized the value of
property. With the increasing value of the property, it will prolong the life cycle of a
building. The adaptive reuse relies heavily on the growing human?s creativity and
their eagerness to create something that will benefit for larger community. This
research took sample Istana Kuta Galeria, which is a commercialized area with many
unused spaces. Qualitative approach is used in this research to explain further about
the change from shops to become a hotel. This research was also analysed factors
such as politics, law, economics, social, environment and culture that affecting the
value of the property. The result of this research showed that adaptive reuse strategy
is impacting the value of property by a positive increase on economy and buildings?
productivity; however it does not affecting surrounding buildings on the same
neighborhood., Indonesia is one of the countries where property growth have increased significantly
in the last couple of years. Often the strategy for property development will gain
success, but it is not unusual that it is become a failure resulting in high vacancy rate
on buildings. This research was focusing on how unused place can productively be
reused with a new function without tearing down the previous and/or existing
buildings (adaptive reuse) and therefore trigger increased and maximized the value of
property. With the increasing value of the property, it will prolong the life cycle of a
building. The adaptive reuse relies heavily on the growing human’s creativity and
their eagerness to create something that will benefit for larger community. This
research took sample Istana Kuta Galeria, which is a commercialized area with many
unused spaces. Qualitative approach is used in this research to explain further about
the change from shops to become a hotel. This research was also analysed factors
such as politics, law, economics, social, environment and culture that affecting the
value of the property. The result of this research showed that adaptive reuse strategy
is impacting the value of property by a positive increase on economy and buildings’
productivity; however it does not affecting surrounding buildings on the same
neighborhood.]"
Depok: Fakultas Teknik Universitas Indonesia, 2015
T44277
UI - Tesis Membership  Universitas Indonesia Library
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Seger Handoyo
"ABSTRAK
Kepemimpinan sampai saat ini masih dipandang sebagai faktor yang sangat penting untuk efektivitas organisasi, bahkan juga mempengaruhi hampir semua kehidupan manusia. Pendidikan tinggi mempunyai karakteristik yang khas sehingga membutuhkan kepemimpinan tertentu. Pendidikan tinggi di Indonesia saat ini sedang aktif melakukan perubahan, sehingga pemimpinnya harus mampu membuat perubahan yang berhasil. Penelitian ini bertujuan untuk menguji tingkat penting perilaku yang menunjukkan moral tinggi (virtue) dalam servant leadership dengan metode Delphi Survey dan menguji multidimensionalitas servant leadership. Hasil penelitian menemukan bahwa servant leadership dapat menjadi alternatif kepemimpinan di pendidikan tinggi untuk melakukan perubahan organisasi dengan berhasil. Penelitian juga membuktikan bahwa servant leadership merupakan konstruk yang unidimensional.

Abstract
Leadership is a critical factor for organizational effectiveness and also has great influence to almost all human life. Higher education has a distinctive characteristics, so it needs a particular leadership. Recently, higher education in Indonesia is actively making organizational change, so higher educations leaders continually make efforts to accomplish successful and significant change. The purposes of research are to examine how important is virtues of servant leadership and to examine multidimensionality of
servant leadership. Result shows that servant leadership is an alternative of leadership to accomplish successful organizational change in higher education. Result also finds that servant leadership is a unidimensional construct."
[Direktorat Riset dan Pengabdian Masyarakat UI;Fakultas Psikologi Universitas Indonesia;Fakultas Psikologi Universitas Indonesia, Fakultas Psikologi Universitas Indonesia], 2010
J-pdf
Artikel Jurnal  Universitas Indonesia Library
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Jonathan Permana Ruma Horbo
"Perkembangan pada era digitalisasi menuntut perusahaan melakukan perubahan yang signifikan dalam proses bisnisnya sebagai langkah dan upaya untuk menghadapi kompetitor dan beradaptasi dengan lingkungan terutama pasar eksternal (eksternal market). Perubahan tersebut tentunya memberi dampak berupa tantangan bagi suatu organisasi terutama SDM yang dimiliki untuk dapat menghadapi dan beradaptasi dengan perubahan yang sedang terjadi. Penelitian ini bertujuan untuk mengetahui peran komitmen afektif terhadap perubahan sebagai mediator hubungan pertukaran pemimpin-anggota dengan kemampuan mengatasi perubahaan di Unit Area PT X. Penelitian ini menggunakan metode kuantitatif melalui penyebaran kuesioner secara daring, dengan desain penelitian non-eksperimen yang berjenis desain korelasi dan melakukan analisis mediasi pada variabel penelitian. Subjek penelitian berjumlah 222 partisipan yang berasal dari 7 Unit Area PT X. Alat ukur yang digunakan untuk mengukur kemampuan mengatasi perubahan memiliki reliabilitas dengan nilai koefisien Cronbach’s Alpha sebesar α = 0.64. Pada alat ukur yang digunakan untuk mengukur komitmen afektif terhadap perubahan, diambil dari dimensi komitmen afektif pada alat ukur komitmen terhadap perubahan organisasi memiliki reliabilitas dengan nilai Cronbach’s Alpha sebesar α = 0.81. Selain itu, pada alat ukur pertukaran pemimpin-anggota ditemukan nilai koefisien Cronbach’s Alpha sebesar α
= 0.81. Hasil analisis mediasi menunjukan bahwa komitment afektif terhadap perubahan dapat berperan sebagai mediator dengan bentuk full mediation antara pertukaran pemimpin-anggota, dengan nilai koefisien tidak langsung sebesar indirect = 0.08, SE = 0.03, 95% CI = [0.03,0.15] terhadap coping with change. Nilai koefisien efek langsung sebesar b = 0.10, t (219) = 1.49, p = 0.14 (p>0.05), 95% CI = [-0.03,0.24]. Selain itu,
ditemukan juga hasil efek keseluruhan (total effect) dengan nilai koefisien b = 0.19, t (220)
= 2.65, p = 0.01 (p<0.05), 95% CI = [0.05,0.33]. Hasil penelitian ini menyimpulkan bahwa pertukaran pemimpin-anggota dapat memprediksi kemampuan karyawan dalam menghadapi perubahan jika karyawan memiliki komitmen afektif terhadap perubahan

The development in the era of digitalization requires companies to make significant changes in their business processes as steps and efforts to face competitors and adapt to the environment, especially the external market. These changes certainly have an impact in the form of challenges for an organization, especially its human resources, to be able to face and adapt to the changes that are happening. This study aims to determine the role of affective commitment to change as a mediator of the leader-member exchange relationship with the ability to overcome the change in the PT X Area Unit. This research uses quantitative methods through online questionnaires, with a non-experimental research design that is a correlation design type and performs mediation analysis on research variables. The research subjects were 222 participants who came from 7 Unit Area PT X. Measurement tools for coping with change have reliability with a Cronbach's Alpha coefficient value of α = 0.64. The measuring instrument used to measure affective commitment to change is taken from the dimension of affective commitment on the commitment to organizational change measurement, having reliability with a Cronbach's Alpha value of α = 0.81. Also, the leader-member exchange measurement tool found the Cronbach's Alpha coefficient value of α = 0.81. The results of the mediation analysis show that affective commitment to change can act as a mediator with the form of full mediation between leader-member exchanges, with an indirect coefficient value of indirect = 0.08, SE = 0.03, 95% CI = [0.03,0.15] on coping with change. . The direct effect coefficient value is b = 0.10, t (219) = 1.49, p = 0.14 (p> 0.05), 95% CI = [-0.03,0.24]. In addition, the results of the total effect were also found with a coefficient value of b = 0.19, t (220) = 2.65, p = 0.01 (p <0.05), 95% CI = [0.05,0.33]. The results of this study concluded that the two-way communication process and the quality of the reciprocal relationship between employees and leaders would predict the ability of employees to deal with change if only employees have the commitment and desire to support a change based on the belief in the benefits of changes in the organization"
Depok: Fakultas Psikologi Universitas Indonesia, 2021
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UI - Tesis Membership  Universitas Indonesia Library
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