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"Tujuan penelitian ini adalah untuk menjelaskan mengenai perubahan budaya organisasi dalam upaya meningkatkan kinerja karyawan di pusat administrasi Fakultas Ilmu Sosial dan Ilmu Politik. Penelitian ini menggunakan pendekatan kualitatif dengan teknik pengumpulan data melalui observasi, wawancara dan studi kepustakaan. Hasil penelitian ini menunjukkan bahwa perubahan budaya organisasi yang dilakukan pimpinan FISIP UI masih mengalami hambatan dikarenakan perubahan dilakukan dalam waktu yang cepat sehingga belum adanya peraturan, sosialisasi, reward dan punishment dan pada akhirnya masih banyak karyawan PAF belum menerima perubahan dengan baik karena kesulitan beradaptasi dengan budaya yang baru.

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This research purpose is to explain about the alteration of organization culture in means too improve employee?s performance at administration center, social and politics faculty. This research used qualitative approachment by accumulating data by observation, interview, literature study. The result indicate that the alteration of organization culture done by the leader of FISIP UI still facing obstacle. Because, the alteration done quickly and has not a law, socialization, reward and punishment there are many PAF?s employee has not got good alteration because it hard to adopt with a new culture."

"Loyalitas karyawan dibutuhkan untuk keberlangsungan dari perusahaan. secara sosiologis, loyalitas karyawan dapat dilihat melalui tingkat budaya organisasi dan tingkat kepuasan kerja. Skripsi ini bertujuan untuk melihat pengaruh tingkat budaya organisasi dan tingkat kepuasan kerja terhadap tingkat loyalitas karyawan. Penelitian ini dilakukan dengan metode penelitian kuantitatif dengan teknik survey. Penelitian ini dilakukan di Kantor Pusat PT Antam (Persero) Tbk. dengan teknik penarikan sampel stratified random sampling yang melihat pada setiap direktorat yang ada di dalam Kantor Pusat Antam. Peneliti menggunakan stratified random sampling dikarenakan setiap direktorat memiliki bentuk kerja yang berbeda satu dengan yang lainnya. Selain itu, penelitian ini juga dilengkapi wawancara mendalam kepada 3 orang informan. Hasil dari penelitian ini adalah terdapat hubungan yang positif antara tingkat budaya organisasi dan tingkat kepuasan kerja terhadap tingkat loyalitas karyawan. Tingkat kepuasan kerja memiliki hubungan paling kuat terhadap tingkat loyalitas karyawan. Dalam tingkat kepuasan kerja, dimensi kepuasan intrinsik memiliki hubungan paling kuat dalam mempengaruhi tingkat loyalitas karyawan.

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Employee loyalty is needed for sustainability of the firm. Sociologically, we can see the effect of organization culture and job satisfaction on employee loyalty. The purpose of this study is to explain the effect of organization culture and job satisfaction on employee loyalty. This study uses quantitative method based on survey on each directorat in Antam Head Office with stratified random sampling technique because of each directorat has a different work conditions. This study also uses indepth interview with 3 informants. The results of this study is, there is a positve effect between organization culture and job satisfaction on employee loyalty. Job satisfaction has a higher effect on employee loyalty. Intrinsic satisfaction has a higher effect from the dimension of job satisfaction on employee loyalty."

"ABSTRAKPenelitian ini bertujuan untuk melihat analisis penerapan melalui sosialisasi dan internalisasi nilai-nilai budaya organisasi Fly Hi di Garuda Indonesia. Pertanyaan dalam penelitian ini adalah Bagaimana proses sosialisasi dan internalisasai Nilai Budaya Fly Hi di Garuda Indonesia. Dalam penelitian ini, peneliti menggunakan pendekatan kualitatif. Untuk mendapatkan semua data dan informasi, peneliti menggunakan wawancara mendalam kepada beberapa narasumber, observasi lapangan dan studi pustaka. Berdasarkan hasil penelitian, menunjukkan bahwa sosialisasi dan internalisasi yang dilakukan oleh Garuda Indonesia telah berhasil, hal ini dapat dilihat dari pemahaman para pegawai yang sangat baik mengenai nilai-nilai budaya organisasi Fly Hi dan penerapan nilai-nilai budaya organisasi Fly Hi didalam setiap pekerjaan.

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ABSTRACTThis Research aims to look the implementation of socialization and internalization of Fly Hi, Organization Culture of Garuda Indonesia. The question of this research is how the process of socialization & internalization of Fly Hi can be done in Garuda Indonesia. In this research, the researcher use qualitative approach and descriptive research. To get all the data and information, researcher use deep interview on multiple sources, field observation and librarial study. Reseaercher interviewed several sources. Based on the research result, show that socialization & internalization of Fly Hi in Garuda Indonesia has been successful, it can be seen from good understanding from employee regarding value of organization culture and implementation value of organization culture in their jobs."

"Persaingan bisnis yang semakin ketat dengan lingkungan yang sering berubah dan agar organisasi mencapai tujuannya harus memiliki ?soft competency? yaitu budaya organisasi sebagai keuntungan kompetitif. PT. LG Electronics Indonesia dijadikan sebagai obyek penelitian dikarenakan pertumbuhannya yang cepat dan membuat budaya perusahaan agar visi perusahaan tercapai.Tujuan dari penelitian ini untuk menemukan bagaimana besarnya pengaruh Budaya Organisasi terhadap kepuasan karyawan, Budaya organisasi terhadap kinerja karyawan. Kepuasan karyawan terhadap Kinerja karyawan dan pengaruh tidak langsung budaya organisasi terhadap kinerja karyawan dalam kepuasan kerja. Budaya organisasi dilihat melalui indikator-indikator inovasi, perhatian detail, orientasi pada orang, hasil, tim, agresivitas dan stabilitas. Untuk variabel kepuasan kerja melalui indikator pembayaran, pekerjaan, rekan kerja, promosi dan kepenyeliaan. Variabel kinerja kerja dilihat dari standar waktu, kualitas, produktivitas, biaya dan tingkah laku.Penelitian ini menggunakan metode survei, sample dan kuesioner sebagai alat pengumpulan data utama. Structural Equation Modelling (SEM) dipakai untuk menganalisa model dengan dengan bantuan LISREL 8.46. Hasil penelitian menunjukkan bahwa ada pengaruh signifikan dan positip dari budaya organisasi terhadap kinerja karyawan, ada pengaruh signifikan dari budaya organisasi terhadap kepuasan karyawan, ada pengaruh signifikan dan positip dari kinerja karyawan terhadap kepuasan karyawan, ada pengaruh signifikan dari budaya perusahaan yang diarahkan pada kinerja karyawan terhadap kepuasan karyawan. Indikator-indikator budaya yang perlu ditingkatkan oleh manajemen perusahaan agar budaya menjadi lebih kuat di PT. LG Electronics Indonesia adalah seperti budaya orientasi kepada hasil agar anggota organisasi digiatkan dalam pencapaian tujuan departemen sesuai dengan tujuan organisasi kemudian budaya perhatian terhadap detail agar pekerjaan-pekerjaan yang dilakukan mengikuti prosedur yang telah ditetapkan.

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The purpose of this research is to find how big the affect of Organization Culture to Employee Working Satisfaction, Organization Culture to Employee Working Performance, Employee Working Satisfaction to Employee Working Performance and Organization Culture to Employee Working Performance through Employee Satisfaction. This research use survey method, sample and questionnaire as the primary data gathering tools. The research location is at PT. LG Electronics Indonesia. Structural Equation Modeling (SEM) is used to analyze the model by LISREL 8.46 supporting.The research result shows that there are positive significant affect among Organization Culture to Employee Working Satisfaction, Organization Culture to Employee Working Performance, Employee Working Satisfaction to Employee Working Performance and Organization Culture to Employee Working Performance through Employee Satisfaction. By knowing those variables that affect to PT. LG Electronics, the management may apply the result in order to increase the company performance."

"Penelitan ini bertujuan untuk mengetahui pengaruh komunikasi dan persepsi keadilan organisasi terhadap resistensi perubahan organisasi pada pegawai Kementerian Sosial Republik Indonesia. Responden dari penelitian ini adalah sebanyak 260 orang. Pengujian hipotesis yang menggunakan metode Structural Equation Modeling (SEM).Berdasarkan pengujian hasil hipotesis menunjukkan bahwa komunikasi berpengaruh secara negatif dan signifikan terhadap resistensi perubahan, komunikasi berpengaruh secara positif dan signifikan terhadap persepsi keadilan organisasi, persepsi keadilan organisasi berpengaruh secara negatif dan signifikan terhadap resistensi perubahan dan pengaruh antara komunikasi terhadap resistensi perubahan dimediasi secara parsial oleh persepsi keadilan organisasi. Ditemukan pula terdapat perbedaan rata-rata jawaban dari gen y pada penelitian ini.

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The aim of this research was to analyze the effect of communication and perceptions of organizational justice on resistance to change. The study was conducted at Ministry of Social Affairs of the Republic of Indonesia. The Respondents of this research were 260 employees. Hypotheses was tested using Structural Equation Modeling (SEM).The result showed that communication had negative and significant effect on resistance to change, communication had positive and significant effect on the perceived organizational justice, perceived organizational justice had negative and significant effect on resistance to change, the effect of communication on resistance to change is partially mediated by perceived organizational justice. This research found there is an average difference of respondents gen y."

"Nowadays, organizations have faces a lot of problems. The successful organization which is able to manage its human resources with balance and innovation. One of the strategies to survive is developing human resource function and managing culture organization. Chevron is the world's largest private producer of geothermal energy, generating more than 630 megawatts of clean, reliable and affordable energy in Indonesia now. Chevron Geothermal manages two geothermal projects in Indonesia ? Darajat and Salak, both on the island of Java. The Darajat project supplies geothermal steam, which generates 259 megawatts of electricity. Chevron Geothermal Indonesia realizes to be more productive, Chevron needs strong culture organizations. Chevron has The Chevron Way that explains who we are, what we do, what we believe and what we plan to accomplish. It establishes a common understanding not only for those of us who work here, but for all who interact with us. The objective of organizational culture is to aligning employee?s perception and behavior to achieve the company mission. Organizational culture and organizational character are make organization different from other. Based on the purpose of this research, the theory that used is corporate culture that the researcher from Stephen P. Robbins. Research question is about how employee?s perception Corporate Culture at Chevron Geothermal Indonesia, Ltd. This research using quantitative approaches that has 1 variable, descriptive characteristic and catagorizad as cross sectional research. Collecting data technique was done by survey and bibliography research. Technique in taking sample is total sampling; those overall employees of Division Facilities Engineering are 30 respondents. Analysis in this research was done by using frequency distribution table, which a part of unvariate analysis and it made based on data that come within questioner. The result show that employee?s have positive perception toward corporate culture on Chevron Geothermal Indonesia, Ltd Division Facilities Engineering Jakarta. The corporate culture is quite good with strong culture. The management should be improved so that the employee can work optimally."

"Kinerja pegawai dalam organisasi secara umum dapat dipengaruhi oleh dua faktor, yaitu faktor yang berasal dari dalam dirinya sendiri dan faktor yang berada di Iuar dirinya. Faktor yang berada di Iuar diri pegawai berasal dari Iingkungannya terutama Iingkungan organisasi. Penelitian ini dimaksudkan untuk melihat apakah kedua faktor tersebut benar-benar mempengaruhi kinerja pegawai dan seberapa besar pengaruh kedua faktor tersebut baik secara sendiri-sendiri ataupun bersama-sama. Faktor dari dalam diri pegawai yang dipilih dalam penelitian adalah komitmen pada organisasi, sedangkan budaya organisasi dipilih sebagai faktor yang berasal dari Iuar dirinya.Obyek penelitian adalah para pegawai di Direktorat Pemeriksaan, Penyidikan dan Penagihan Pajak (PPPP). Pengambilan sampel dilakukan dengan menggunakan teknik proportional random sampling untuk meyakinkan bahwa sampel yang terpilih merupakan representasi dari seluruh populasi. Jumlah sampel ditetapkan 111 (seratus sebelas) dari total populasi yang berjumlah 158 (seratus lima puluh delapan).Sebelum dilakukan pengumpulan data penelitian, terlebih dahulu dilakukan pengujian validitas dan reliabilitas instrumen penelitian (kuesioner). Pengujian validitas dilakukan dengan menggunakan pendekatan Pearson Product Moment, sedangkan uji reliabilitas dilakukan dengan menggunakan rumus Alpha Cronbach.Penelitian dilakukan dengan menggunakan analisis statistik meliputi uji korelasi dan uji t. Berdasarkan hasil penelitian, dapat disimputkan bahwa : (1) secara umum persepsi mengenai komitmen pegawai Direktorat PPPP dikategorikan tinggi, persepsi mengenai budaya organisasi yang ada tergolong baik dan persepsi mengenai kinerja pegawai tergolong cukup baik, (2) terdapat pengaruh persepsi mengenai komitmen pada organisasi terhadap kinerja pegawai dengan koefisien korelasi sebesar 0,413, (3) terdapat pengaruh persepsi mengenai budaya organisasi terhadap kinerja pegawai dengan koefisien korelasi sebesar 0,342.Dengan terbuktinya kebenaran hipotesis bahwa terdapat pengaruh komitmen dan budaya organisasi secara sendiri-sendiri maupun bersama-sama terhadap kinerja pegawai, disarankan agar pimpinan Direktorat PPPP memberikan perhatian pada 2 faktor tersebut. Komitmen pegawai dapat diitingkatkan dengan mengakomodir tujuan dan kebutuhan pegawai ke dalam tujuan organisasi, sedangkan budaya organisasi dapat dikembangkan ke arah yang lebih kondusif dengan cara meningkatkan partisipasi para pegawai.

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The employees' performance in an organization can generally be influenced by two factors, that is. internal and external factors. The latter comes from the environment particularly that of the organization.

The research is intended to see whether those two factors really influence the employees' performance and to what extent are the impacts of those two factors either in isolation or in unison. The internal factor that is chosen in this research is their commitment to the organization, whereas the external one is organizational culture.

The research objects are the employees of the Directorate of Auditing. Investigating and Tax Collecting. The sample collection is conducted through a technique of proportional random sampling to verify that the selected samples represent the entire population. The samples that are taken are 111 out of 158 total population.

Prior to the research data collection, the writer evaluates the instruments (the questionnaires) for their validity and reability. The validity evaluation is conducted by using the approach of Pearson Product Moment, whereas the reability evaluation is done through Alpha Cronbach formula.

The research is conducted by using statistics analysis which includes correlation evaluation and t evaluation. Based on the research findings, it can be concluded that: (1) generally the perceptions about the employees' commitment are classified high, the perceptions about the current organizational culture are categorized good and the perceptions about the employees' performance are relatively good; (2) there are some impacts of the perceptions of commitment towards the employees' performance with the correlation coefficient amounting to 0.413; (3) there are some impacts of the perceptions of the organizational culture towards the employees' performance with the correlation coefficient amounting to 0.342.

By the proof of the validity of the hypothesis it can be said That there are some impacts of the commitment and of the organizational culture either in isolation or in unison towards the employees' performance, therefore, it is recommended that the management of the directorate of Auditing.

Investigating and Tax Collecting pays attention to the two factors. The employees' performance can be enhanced by accommodating the employees' objectives and needs into the organizational goals. As for the organizational culture. it can be developed to a more conducive direction by way of encouraging greater participation of the employees."

"[ABSTRAKPenelitian ini mendiskripsikan peran nilai-nilai budaya multikultural dalam proses pembentukan budaya organisasi yang khas di lingkungan sekolah internasional, dan menjelaskan bahwa budaya organisasi dibentuk melalui beberapa elemen pembentuknya, yaitu gaya kepemimpinan, asimilasi budaya asing, hubungan antara karyawan lokal dan asing, dan juga melalui perbedaan budaya yang ada, termasuk perbedaan bahasa, etos kerja, kebiasaan, dan tradisi. Penelitian ini dilakukan dengan menggunakan metode kualitatif deskriptif melalui observasi berperan serta dan wawancara terhadap narasumber. Hasil dari penelitian menunjukkan (1) Nilai-nilai budaya masuk melalui berbagai strategi komunikasi yang diprakarsai oleh pemimpin organisasi, dan diadopsi oleh unit-unit organiasasi di bawahnya, serta dominasi peran nilai budaya Indonesia sebagai jembatan yang menghubungkan unit-unit organisasi yang berbeda budaya. (2) Pemimpin memainkan peran penting dalam membentuk budaya organisasi. (3) Budaya asing dan budaya Indonesia memiliki peran yang sama besar dan sama penting dalam membentuk budaya organisasi. (4) Ada hubungan timbal balik yang positif yang terjadi antar karyawan yang berbeda budaya di dalam organisasi, dan budaya organisasi yang ada di Jakarta Nanyang School merupakan budaya yang spesifik dan merupakan perpaduan antara budaya asing dan budaya Indonesia.

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ABSTRACTThis study describes the contributions of multicultural values in the process of specific organization culture constructing in an international school, and describes that the organizational culture in Jakarta Nanyang School is constructed through some elements, such as leadership style, foreign culture assimilation, relationship between local and foreign employees, and through the culture differences, including language, work ethics, habits, and traditions. This study used a descriptive qualitative method through participant observation and in-depth interview with sources. The result of this study describes (1) Cultural values enter in through various communication strategies done by the organization leader, and followed by other organization units, and the domination contribution of Indonesian cultures as a bridge to connecting the organization units who has culture differences. (2) A leader of an organization has a massive contribution to build an organization culture. (3) Foreign culture and Indonesian local culture have the same contribution in constructing organizational culture. (4) There is a positive relationship between all employees who came from different cultures, and the organization culture in Jakarta Nanyang School is collaboration between foreign culture and Indonesian culture through various as.;This study describes the contributions of multicultural values in the process of specific organization culture constructing in an international school, and describes that the organizational culture in Jakarta Nanyang School is constructed through some elements, such as leadership style, foreign culture assimilation, relationship between local and foreign employees, and through the culture differences, including language, work ethics, habits, and traditions. This study used a descriptive qualitative method through participant observation and in-depth interview with sources. The result of this study describes (1) Cultural values enter in through various communication strategies done by the organization leader, and followed by other organization units, and the domination contribution of Indonesian cultures as a bridge to connecting the organization units who has culture differences. (2) A leader of an organization has a massive contribution to build an organization culture. (3) Foreign culture and Indonesian local culture have the same contribution in constructing organizational culture. (4) There is a positive relationship between all employees who came from different cultures, and the organization culture in Jakarta Nanyang School is collaboration between foreign culture and Indonesian culture through various as;This study describes the contributions of multicultural values in the process of specific organization culture constructing in an international school, and describes that the organizational culture in Jakarta Nanyang School is constructed through some elements, such as leadership style, foreign culture assimilation, relationship between local and foreign employees, and through the culture differences, including language, work ethics, habits, and traditions. This study used a descriptive qualitative method through participant observation and in-depth interview with sources. The result of this study describes (1) Cultural values enter in through various communication strategies done by the organization leader, and followed by other organization units, and the domination contribution of Indonesian cultures as a bridge to connecting the organization units who has culture differences. (2) A leader of an organization has a massive contribution to build an organization culture. (3) Foreign culture and Indonesian local culture have the same contribution in constructing organizational culture. (4) There is a positive relationship between all employees who came from different cultures, and the organization culture in Jakarta Nanyang School is collaboration between foreign culture and Indonesian culture through various as;This study describes the contributions of multicultural values in the process of specific organization culture constructing in an international school, and describes that the organizational culture in Jakarta Nanyang School is constructed through some elements, such as leadership style, foreign culture assimilation, relationship between local and foreign employees, and through the culture differences, including language, work ethics, habits, and traditions. This study used a descriptive qualitative method through participant observation and in-depth interview with sources. The result of this study describes (1) Cultural values enter in through various communication strategies done by the organization leader, and followed by other organization units, and the domination contribution of Indonesian cultures as a bridge to connecting the organization units who has culture differences. (2) A leader of an organization has a massive contribution to build an organization culture. (3) Foreign culture and Indonesian local culture have the same contribution in constructing organizational culture. (4) There is a positive relationship between all employees who came from different cultures, and the organization culture in Jakarta Nanyang School is collaboration between foreign culture and Indonesian culture through various as;This study describes the contributions of multicultural values in the process of specific organization culture constructing in an international school, and describes that the organizational culture in Jakarta Nanyang School is constructed through some elements, such as leadership style, foreign culture assimilation, relationship between local and foreign employees, and through the culture differences, including language, work ethics, habits, and traditions. This study used a descriptive qualitative method through participant observation and in-depth interview with sources. The result of this study describes (1) Cultural values enter in through various communication strategies done by the organization leader, and followed by other organization units, and the domination contribution of Indonesian cultures as a bridge to connecting the organization units who has culture differences. (2) A leader of an organization has a massive contribution to build an organization culture. (3) Foreign culture and Indonesian local culture have the same contribution in constructing organizational culture. (4) There is a positive relationship between all employees who came from different cultures, and the organization culture in Jakarta Nanyang School is collaboration between foreign culture and Indonesian culture through various as;This study describes the contributions of multicultural values in the process of specific organization culture constructing in an international school, and describes that the organizational culture in Jakarta Nanyang School is constructed through some elements, such as leadership style, foreign culture assimilation, relationship between local and foreign employees, and through the culture differences, including language, work ethics, habits, and traditions. This study used a descriptive qualitative method through participant observation and in-depth interview with sources. The result of this study describes (1) Cultural values enter in through various communication strategies done by the organization leader, and followed by other organization units, and the domination contribution of Indonesian cultures as a bridge to connecting the organization units who has culture differences. (2) A leader of an organization has a massive contribution to build an organization culture. (3) Foreign culture and Indonesian local culture have the same contribution in constructing organizational culture. (4) There is a positive relationship between all employees who came from different cultures, and the organization culture in Jakarta Nanyang School is collaboration between foreign culture and Indonesian culture through various as;This study describes the contributions of multicultural values in the process of specific organization culture constructing in an international school, and describes that the organizational culture in Jakarta Nanyang School is constructed through some elements, such as leadership style, foreign culture assimilation, relationship between local and foreign employees, and through the culture differences, including language, work ethics, habits, and traditions. This study used a descriptive qualitative method through participant observation and in-depth interview with sources. The result of this study describes (1) Cultural values enter in through various communication strategies done by the organization leader, and followed by other organization units, and the domination contribution of Indonesian cultures as a bridge to connecting the organization units who has culture differences. (2) A leader of an organization has a massive contribution to build an organization culture. (3) Foreign culture and Indonesian local culture have the same contribution in constructing organizational culture. (4) There is a positive relationship between all employees who came from different cultures, and the organization culture in Jakarta Nanyang School is collaboration between foreign culture and Indonesian culture through various as;This study describes the contributions of multicultural values in the process of specific organization culture constructing in an international school, and describes that the organizational culture in Jakarta Nanyang School is constructed through some elements, such as leadership style, foreign culture assimilation, relationship between local and foreign employees, and through the culture differences, including language, work ethics, habits, and traditions. This study used a descriptive qualitative method through participant observation and in-depth interview with sources. The result of this study describes (1) Cultural values enter in through various communication strategies done by the organization leader, and followed by other organization units, and the domination contribution of Indonesian cultures as a bridge to connecting the organization units who has culture differences. (2) A leader of an organization has a massive contribution to build an organization culture. (3) Foreign culture and Indonesian local culture have the same contribution in constructing organizational culture. (4) There is a positive relationship between all employees who came from different cultures, and the organization culture in Jakarta Nanyang School is collaboration between foreign culture and Indonesian culture through various as, This study describes the contributions of multicultural values in the process of specific organization culture constructing in an international school, and describes that the organizational culture in Jakarta Nanyang School is constructed through some elements, such as leadership style, foreign culture assimilation, relationship between local and foreign employees, and through the culture differences, including language, work ethics, habits, and traditions. This study used a descriptive qualitative method through participant observation and in-depth interview with sources. The result of this study describes (1) Cultural values enter in through various communication strategies done by the organization leader, and followed by other organization units, and the domination contribution of Indonesian cultures as a bridge to connecting the organization units who has culture differences. (2) A leader of an organization has a massive contribution to build an organization culture. (3) Foreign culture and Indonesian local culture have the same contribution in constructing organizational culture. (4) There is a positive relationship between all employees who came from different cultures, and the organization culture in Jakarta Nanyang School is collaboration between foreign culture and Indonesian culture through various as]"