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"Secara umum studi ini menggambarkan fenomena keadilan karir dan pentingnya karir bagi kepuasan dan komitmen anggota kepolisian. Pengujian ini sekaligus menjelaskan apakah karir dalam praktek manajemen SDM yang bersifat transaksional berperan penting menjelaskan level komitmen yang lebih tinggi, yaitu komitmen afektif. Secara spesifik studi ini bertujuan untuk menjelaskan beberapa hal, pertama untuk menguji dampak keadilan distributif karir dan keadilan prosedural karir pada kepuasan karir dan komitmen afektif. Kedua adalah menguji dampak kepuasan karir pada komitmen afektif. Tujuan ketiga adalah menggambarkan fenomena keadilan karir baik distributif dan prosedural, kepuasan karir dan komitmen afektif pada organisasi kepolisian di tingkat resort (Polres) di provinsi X. Analisis data yang digunakan adalah SEM yang dioperasikan dengan program AMOS. Populasi penelitian ini adalah 134 anggota kepolisian resort (Polres). Hasil menunjukkan bahwa keadilan distributif dan keadilan prosedural adalah prediktor kuat yang menjelaskan kepuasan karir. Demikian pula kedua keadilan karir dan kepuasan karir adalah prediktor kuat kepuasan komitmen.

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In general, this study describes the phenomenon of career's fairness and the importance of career for the satisfaction and commitment of members of the police in organization. This test also explains whether a career in human resource management practices explain the higher level of commitment, namely affective commitment. Specifically, first to conduct further testing of the impact of career distributive and career procedural fairness on career satisfaction and affective commitment. The second was to test the impact of career satisfaction on the affective commitment. The third was to describe the condition of career fairness, career satisfaction and affective commitment at the police resort organization in province X. The data analysis technique used in this study is SEM which is operated through the AMOS software program. The population of this research was 134 officers of police resort organization. The results indicated that career distributive and procedural fairness are strong predictor to explain career satisfaction. Then both of career fairness type and career satisfaction are predictor to explain affective commitment."

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Indeks-H telah banyak digunakan sebagai salah satu metode pengukuran bibliometrik untuk kinerja peneliti. Di sisi lain, indeks-H tidak adil untuk mencari penulis yang memiliki jumlah kutipan yang tinggi tetapi jumlah makalah yang lebih sedikit ("peneliti perfeksionis") dan peneliti yang memiliki banyak makalah tetapi kutipan yang lebih sedikit ("peneliti produktif"). Tujuan utama dari artikel ini adalah untuk meningkatkan indeks-H dalam mengakomodasi dan menghitung dampak peneliti perfeksionis dan produktif berdasarkan pada algoritma Indeks Keadilan Jain dan Hukum Lotka. Kami mengusulkan untuk meningkatkan keadilan indeks-H dengan indeks-RA kami. Untuk membuktikan metode yang diusulkan, kami menggunakan 1.710 set data kutipan dari para peneliti yang dikutip dari Scopus berdasarkan daftar nama penulis dari situs Webometrics. Dari pengamatan, kami menemukan bahwa indeks keadilan indeks-RA memiliki rata-rata 91%, yang lebih tinggi dari keadilan indeks-H 80%.

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H-index has been widely used as one of the bibliometric measurement methods for researchers' performance. On the other hand, H-index has been unfair for figuring authors that have high number of citations but fewer number of papers (“perfectionist researcher”) and researchers that have many papers but fewer citations (“productive researcher”). The main objective of this article is to improve H-index for accommodating and calculating perfectionist and productive researchers’ impact based on Jain’s Fairness Index algorithm and Lotka’s Law. We propose for improving H-index by our RA-index. To prove the propose method, we used 1,710 citation data sets of top cited researchers from Scopus based on author names list from Webometrics site. From observation, we find that fairness index of the RA-index has the average of 91%, which is higher than the fairness of H-Index 80%.

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"ABSTRAKSkripsi ini mengkaji tentang pengaruh dari service fairness terhadap emosi dan behavioral intentions di restoran. Penelitian ini adalah penelitian deskriptif yang menggunakan metodologi survey. Hasil dari penelitian ini membuktikan bahwa ada pengaruh positif dari price fairness dan outcome fairness terhadap emosi positif Sedangkan ada pengaruh negatif dari price fairness dan procedural fairness terhadap emosi negatif Selanjutnya penelitian ini juga membuktikan bahwa ada pengaruh positif dari emosi positif terhadap behavioral intentions Penemuan ini menjadi hal yang penting untuk membantu manajemen restoran untuk bisa mengatur restoran dan hubungan dengan konsumen dengan lebih baik.

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ABSTRACTThis research investigates the effect of service fairness on emotions and behavioral intentions in restaurants This is a descriptive research using survey as a methodology The result of this research suggests that price fairness and outcome fairness have positive effect towards positive emotions while price fairness and procedural fairness have negative effect towards negative emotions Moreover this research also proves that there is a positive effect of positive emotions towards behavioral intentions This finding is a pivotal point to equip restaurant management in managing their restaurants and relationship with customers."

"Penelitian ini membahas implementasi kebijakan kompensasi PNS pada Kementerian Energi dan Sumber Daya Mineral. Paradigma yang digunakan dalam penelitian ini adalah post positivism. Mengacu pada perspektif teoritis dan paradigma penelitian yang digunakan, maka sifat penelitian ini adalah penelitian desktiptif. Analis penelitian dengan menggunakan analisis kualitatif. Dalam penelitian ini melihat kesesuaian kebijakan kompensasi PNS yang seharusnya dengan kebijakan yang diterapkan pada Kementerian Energi dan Sumber Daya Mineral. Hasil penelitian ini bahwa implementasi kebijakan kompensasi PNS pada Kementerian Energi dan Sumber Daya Mineral belum mendasarkan pada pemberian gaji yang adil dan layak. Faktor yang paling berpengaruh terhadap implemntasi kebijakan kompensasi PNS tersebut yaitu pihak yang kepentingannya dipengaruhi, jenis manfaat yang diterima target grup, derajat perubahan yang diharapkan, sumber daya yang dikerahkan, serta kekuasaan, kepentingan, dan strategi aktor yang terlibat. Penelitian ini merekomendasikan bahwa Pemerintah perlu segera menetapkan peraturan teknis terkait kompensasi yang memenuhi unsur keadilan dan kelayakan, serta bagi Kementerian Energi dan Sumber Daya Mineral dalam melaksanakan kebijakan kompensasi PNS harus berdasarkan pada capaian kinerja, bobot pekerjaan, dan tanggung jawab pegawai sebagai dasar pemberian kompensasi di lingkungan Kementerian Energi dan Sumber Daya Mineral dan perlu meningkatkan koordinasi yang lebih intensif dan menumbuhkan komitmen dengan pihak-pihak terkait guna pencapaian tujuan dan sasaran kebijakan kompensasi PNS Kementerian Energi dan Sumber Daya Mineral yaitu menjamin kesejahteraan pegawai agar dapat berjalan efektif. Kata kunci:Kompensai, pegawai negeri sipil, keadilan, kelayakan.

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This Research analyze about the implementation of civil service policy compensation at Ministry of Energy and Mineral Resources. Paradigm used in this research can be classified in the post positivism. Referring to the theoretical perspevtives and research paradigms are used, the nature of this research is descriptive research. Analysis of studies using qualitative analysis. In this study look for the suitability civil service policy compensation with the policy applied to the Ministry of Energy and Mineral Resources. The result of this research are that the implementation of civil servant compensation policy in the Ministry of Energy and Mineral Resources has not been based on equity and feasibility salary. The most influential factors for the implementation of the civil servant 39 s compensation policy are those whose interests are affected, the type of benefits the group received, the expected degree of change, the resources mobilized, and the powers, interests and strategies of the actors involved. This research recommend the Government define the technical policy immediately to meet of equity and feasibility, and for The Ministry of Energy and Mineral Resources have to implement the compensation policy based on employee performance, job load and responsibility. Ministry of Energy and Mineral Resources also should improve coordination intensively and increase the commitment with all parties to ensure the achievement of compensation goals which is the welfare of employees in order that the policy can run effectively. Keywords Compensation, civil service, fairness, feasibility."

"Provinsi DKI Jakarta sebagai ibu kota negara Indonesia memiliki peran sentral dalam segala aspek kehidupan. Namun, pertumbuhan penduduk yang pesat dan kepentingan masyarakat menyebabkan kepadatan penduduk dan terbatasnya ruang terbuka hijau. Hal ini membuat warga kelurahan, khususnya anak-anak, kesulitan mencari tempat bermain. Untuk mengatasi masalah ini, pemerintah provinsi telah mendirikan Ruang Publik Terpadu Ramah Anak (RPTRA). Akses fasilitas RPTRA harus mudah diakses oleh seluruh warga DKI Jakarta yang membutuhkan, dengan mengedepankan fairness dan inclusion. Studi kasus RPTRA Dursa Bersatu, RPTRA Cibesut, dan RPTRA Citra Permata menunjukkan bahwa pengunjung, terutama anak-anak, umumnya tidak menemui kendala dalam mengakses fasilitas tersebut. Namun, ada keluhan dari beberapa gadis yang kurang mendapat kesempatan bermain sepak bola. Wawancara mengungkapkan bahwa sebagian besar anak tidak mengetahui fasilitas untuk penyandang disabilitas. Hanya RPTRA Citra Permata yang memiliki fasilitas terbatas untuk penyandang disabilitas. Kesimpulannya, RPTRA Dursa Bersatu, RPTRA Cibesut, dan RPTRA Citra Permata belum sepenuhnya mewujudkan fairness dan inclusion.

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DKI Jakarta Province, as the capital city of Indonesia, plays a central role in all aspects of life. However, rapid population growth and public interest have led to population density and limited green open spaces. This has created difficulties for urban village residents, especially children, in finding places to play. To address this issue, the provincial government has established Child-Friendly Integrated Public Space (Ruang Publik Terpadu Ramah Anak/RPTRA). Access to RPTRA facilities should be easily available to all DKI Jakarta residents in need, emphasizing fairness and inclusion. Case studies of RPTRA Dursa Bersatu, RPTRA Cibesut, and RPTRA Citra Permata showed that visitors, particularly children, generally face no obstacles in accessing the facilities. However, there were complaints from some girls who lacked opportunities to play football. Interviews revealed that most children were unaware of facilities for people with disabilities. Only RPTRA Citra Permata had limited facilities for disabled individuals. In conclusion, RPTRA Dursa Bersatu, RPTRA Cibesut, and RPTRA Citra Permata have yet to fully embody fairness and inclusion."

"Salah satu penyebab konflik dalam berbagai bidang kehidupan adalah keadilan (Van den Bos, 2003). Konflik keluarga yang tidak terselesaikan dengan baik dapat menimbulkan perilaku anti sosial, ketidakdewasaan dan tingkat percaya diri yang rendah pada remaja (Montemayor dalam Rice, 1990). Karena itu, penelitian ini ingin mengetahui hubungan antara persepsi fairness dan konflik antara remaja akhir dengan orang tua. Melalui penelitian ini diharapkan orang tua maupun remaja dapat mempunyai pengetahuan yang memadai mengenai penyebab konflik, sehingga dapat menghindari terjadinya efek negatif dari konflik yang tidak terselesaikan dengan baik. Penelitian dengan tipe ex post facto field study ini, melibatkan 110 responden remaja akhir yang sedang berkuliah, bukan anak tunggal dan tinggal di wilayah Jabodetabek. Data diambil dengan menggunakan kuesioner yang terdiri dari dua skala. Skala pertama adalah skala untuk mengukur intensitas konflik antara orang tua dan anak yang berisi 28 item pernyataan. Skala kedua merupakan skala untuk mengukur persepsi fairness responden yang terdiri dari 37 item pernyataan. Hubungan antara kedua variabel diketahui melalui tes Pearson. Hasilnya, tidak terdapat hubungan yang signifikan antara persepsi fairness dengan konflik.

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One of major cause of conflict in everyday life is justice. Family conflicts that do not resolved well can cause antisocial behavior, immatureness, and low self esteem in adolescent (Montemayor in Rice, 1990). This research aims to find out the relationship between perceived fairness and conflict with parents in late adolescent. In hope that both of the parents as well as the adolescence can have proper knowledge of conflict causes to avoid negative effects of poorly resolved conflict.

This ex post facto field study involved 110 late adolescence. All of respondent are attending college, not the only child in the family and live in Jabodetabek area. To acquire data, researcher uses a questioner consist of two scale. The first scale use to measure conflict intensity between respondent and their parents consists of 28 items. The second scale use to measure perceived fairness consists of 37 items. Pearson test is used to measure the relationship between conflict and perceived fairness. The result is no significant connection between the two variables."

"The vast number of restaurant entrepeneur incite such an intense competitiveness which leads to diversity in practising marketing strategy, one factor that needs to be brought in to attention is pricing, which has become a sensitive subject in the time of global crisis. When something is overpriced, consumer will easily walk away , and when it is low-priced, a doubt about quality will aries . Price of a product or a service will, more often than not , affect consumer's buying decision. Thus it is important for company to be able to place an acceptable price. Yet so far only few researche evaluated"price acceptance" as consequence of customer satisfaction. This research aims to assess the relationship between price fairness, customer satisfaction, loyalty, and price acceptance in a service company. Questionnaires were distributed to respondents by the self-administered questionnaire method and total of 187 completed questionnaries were used in the analysis. The data was then analzed using structural equation modeling. Three of five hypotheses were supported and two others were not supported. This paper alson provides the implications for theoritical and managerial and offers directions for future research. "

"ABSTRAKOne of the Javanese's highest cultures is the creation of cultural wisdom that conveys the concept of fairness as expressed in propositions as well as cultural expressions. This research aims to revive the memories of Javanese cultural wisdom especially those related to fairness. Based on the propositions, the objective of this research is to identify theconcept of fairness behavior in Javanese culture. This research is qualitative. The data were collected from text booksand literary texts validated by in-depth interviews as well asforum group discussions. The data corpuses were analyzedby using componential and taxonomic analysis. Through semantic and pragmatic analysis, the fairness concept inJavanese culture can be identified.Bisa ngrumangsani is the main principle of fairness in Javanese propositions and covers two sub-ordinates propositions, i.e. self-restraint and appreciation for others. Each of these two sub-ordinate propositions covers four sub-ordinate propositions referring to action, character, desire, and competence. All of these propositions are sustained by the other proposition creating a whole concept of fairness. The results of this research are expected to serve as groundwork on how the education of national character building relating to fairness behavior can be realized. "

"ABSTRAKTujuan dilakukanya penelitian untuk mengetahui pengaruh Reward Fairness danRelationship terhadap Komitmen Organisasi dan untuk menemukan danmerancang sebuah program intervensi yang tepat dan efektif untuk mengatasipermasalahan Komitment Organisasi. Metode penelitian yang digunakan adalahmetode kuantitatif dengan desain retrospektif-prospektif. Retrospektif-prospektifdesain merupakan penelitian yang berfokus pada fenomena masa lalu danmengkajinya untuk perbaikan di masa datang melalui sebuah intervensi. Datapenelitian diambil dari 103 responden dengan menggunakan alat ukurOrganizational Commitment Questionaire (OCQ) dengan cronbach alpha (α)OCQ = .808 dan Organizational Diagnostic Questionaire (ODQ) dengan nilai α =.925. Hasil penelitian menunjukan adanya hubungan signifikan antara rewardfairness dengan komitmen organisasi yaitu sebesar (r = .732). Secara bersamareward fairness dan relationship memberikan kontribusi pengaruh sebesar (r =.501) sedangkan secara terpisah relationship memiliki hubungan yang tidaksignifikan dengan komitmen organisasi. Analisis data penelitian menggambarkanbahwa peningkatan reward fairness dapat memprediksi peningkatan komitmenorganisasi karyawan. Intervensi yang dirancang pada penelitian adalahPengembangan Progam Performance Management. Program pengembanganperformance management system ini meliputi beberapa aktivitas seperti; (1)melakukan analisa jabatan dan uraian kerja ( Job Description), (2) menyusunPerformance Standards bagi karyawan tenaga pengajar dan non pengajar (3)Melakukan Workshop yang berhubungan dengan sistem performancemanagement dan (4) melakukan pilot project.

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AbstractThis study investigated whether reward fairness and relationship influenceemployees? organization commitment. This research is aimed to find out anddesign an appropriate and effective intervention program to improve organizationcommitment. This research is a quantitaive research with retrospectiveprospectivedesign. Retrospective-prospective design focus on past phenomenonon and study it to the future with an intervention. Organizational CommitmentQuestionaire (OCQ) with α = .808 and Organizational Diagnositic Questionaire(ODQ) with α = .925 are used to gather primary data. The result indicates thatthere is significant correlation between reward fairness and organizationalcommitment with the correlation (r = .732.). Collectively, reward fairness andemployees relationship give contribution ( r = .501) to organization commitment,while separetely relationship doesn?t have significant contribution onorganization commitment. This study used Developing Performance ManagementProgram as the intervention to increase organization commitment. Theintervention involves several activities such as; (1) job analyzing adn jobdescription analysis. (2) making employees? for educative employees and noneducative employees (3) having performance appraisal workshop and conductingpilot project."

"Skripsi ini membahas penerapan good corporate governance dengan prinsip-prinsip seperti: fairness, transparency, accountability serta responsiveness. Penerapan prinsip-prinsip good corporate governance memiliki peranan penting dalam memaksimumkan nilai perusahaan dengan membentuk sistem manajemen yang mendukung dan memajukan kreatifitas dan kewirausahaan yang berkualitas. Penelitian bertujuan untuk mengetahui bagaimana penerapan prinsip-prinsip good corporate governance di lingkungan internal Perum Bulog Jakarta. Penelitian ini menggunakan pendekatan kualitatif dengan jenis penelitian deskriptif. Berdasarkan penggunaan waktu, penelitian ini termasuk ke dalam penelitian cross sectional. Berdasarkan manfaatnya, penelitian ini termasuk penelitian murni. Hasil akhir dari penelitian ini yaitu prinsip-prinsip good corporate governance telah diterapkan di lingkungan Perum Bulog namun masih banyak hal yang perlu diperbaiki.

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This paper discusses the implementation of good corporate governance principles such as fairness, transparency, accountability and responsiveness. Application of the principles of good corporate governance has an important role in maximizing corporate value by establishing a management system that promotes and supports creativity and the entrepreneurial quality. The study aims to determine how the application of the principles of good corporate governance in the internal environment Bulog Jakarta.

The research uses a qualitative approach to the type of descriptive research. Based on the use of time, this study included the cross-sectional study. Based on its benefits, this study included pure research. Final results from this study form a picture of knowledge about the application of the principles of good corporate governance in terms of transparency, accountability, responsibility and fairness."