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Listya Diani Pramudyaningtias
Pengaruh organizational citizenship behavior terhadap efektivitas organisasi yang dipengaruhi oleh praktik manajemen sumber daya manusia dan dimediasi oleh komitmen organisasi di PT. XYZ = Effect of organizational citizenship behavior on organizational effectiveness that is influenced by the practice of human resource management and mediated by organizational commitment at PT. XYZ
"Tujuan dari penelitian ini adalah untuk menganalisa pengaruh organization citizenship behavior terhadap efektivitas organisasi yang dipengaruhi oleh praktik manajemen sumber daya manusia dan dimediasi oleh komitmen organisasi di PT XYZ. Penelitian dilakukan melalui pendekatan kuantitatif dengan melakukan survei kuesioner. Kuesioner disebarkan kepada 112 orang responden yang merupakan karyawan tetap dari PT. XYZ dan 104 (92%) kuesioner kembali dan menjadi sampel penelitian. Data yang diperoleh kemudian diolah menggunakan SEM-PLS yaitu dengan program Smart-PLS 3.
Hasil dari studi ini menunjukan bahwa organization citizenship behavior memiliki hubungan positif dengan efektivitas organisasi dimana organization citizenship behavior dipengaruhi oleh manajemen SDM yang dimediasi oleh komitmen organisasi. Manajemen SDM memiliki pengaruh terhadap organization citizenship behavior dengan adanya mediasi komitmen organisasi maupun tidak. Hasil dari penelitian ini penting bagi PT. XYZ, sebagai masukan dalam upaya mengembangkan strategi dan kebijakan SDM di masa depan dan juga untuk perusahaan baru yang akan berjalan pada 2019.
The purpose of this study is to analyze the influence of organization citizenship behavior on organizational effectiveness that is influenced by human resource management practices and mediated by organizational commitment at PT XYZ. This research was conducted through a quantitative approach by conducting a questionnaire survey. The questionnaire was distributed to 112 respondents who were permanent employees of PT. XYZ and 104 (92%) questionnaires returned and became the study sample. Data obtained were then processed using SEM-PLS, with Smart-PLS 3 program.
The results of this study indicated that the organization citizenship behavior had a positive relationship with organizational effectiveness where organizational citizenship behavior was influenced by HR management mediated by organizational commitment. HR management had an influence on the organization citizenship behavior with the mediation of organizational commitment or not. The results of this study are important for PT. XYZ, as an input in the effort to develop HR strategies and policies in the future and also for new companies that will run in 2019."
Depok: Fakultas Ekonomi dan Bisnis Universitas Indonesia, 2019
T-Pdf
UI - Tesis Membership  Universitas Indonesia Library
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Didit Raditya
Analisis pengaruh manajemen konflik dan kepuasan kerja pada Direktorat Jenderal Perkebunan Kementerian Pertanian RI = Analysis of Relationship Conflict Management and Job Satisfaction in the Directorate General of Plantation Ministry of Agriculture
"Penelitian ini bertujuan untuk mengetahui pengaruh gaya manajemen konflik menurut ROCI-II dengan kepuasan kerja secara keseluruhan berdasarkan JSS Paul Spector pada pegawai negeri sipil Direktorat Jenderal Perkebunan - Kementerian Pertanian RI. Dalam penelitian ini penulis ingin mengetahui bagaimanakah pegawai negeri sipil dalam mengatasi dan mengelola sebuah konflik yang ada berdasarkan ROCI-II dan hubungannya terhadap salah satu faktor reaksi untuk bekerja yaitu kepuasan kerja secara keseluruhan agar dapat memberikan dampak positif pada Direktorat Jenderal Perkebunan. Metode penelitian yang digunakan adalah pengumpulan data berdasarkan kuisioner yang terdiri dari 2 buah form yaitu form A (untuk pejabat eselon) dan form B (untuk staf fungsional umum dan tertentu). Setiap form tersebut memuat instrumen ROCI-II (integrating, obliging, dominating, avoiding, compromising) dan JSS Paul Spector yang masing-masing disebarkan berdasarkan jabatannya. Dalam hasil penelitian yang dilakukan ini bahwa baik itu pejabat eselon maupun staf umumnya mengunakan gaya manajemen konflik integrasi dalam menyelesaikan masalah. Sedangkan hubungan antara gaya manajemen konflik dengan kepuasan kerja pegawai negeri sipil yang memiliki hubungan siginifikan adalah gaya manajemen konflik obliging pada pejabat eselon dengan signifikan level dibawah 0,05 yaitu 0,031 dan besaran korelasi pearson sebesar 0,346. Dan untuk para staf fungsional umum dan tertentu yang memiliki hubungan paling signifikan antara gaya manajemen konflik dengan kepuasan kerja adalah obliging dan avoiding dimana tingkat signifikannya dibawah 0,01 yaitu 0,002 (obliging) dan 0,004 (avoiding) dengan besaran korelasi pearson sebesar 0,279 (obliging) dan 0,261 (avoiding). Sedangkan pengaruh gaya manajemen konflik pejabat Eselon kepada stafnya tidak berpengaruh signifikan terhadap kepuasan kerja secara keseluruhan pejabat Eselon dengan R-square 0,224; F hitung 1,386; dan tingkat signifikansi 0,265 (p < 0,05). Pengaruh gaya manajemen konflik staf fungsional umum dan tertentu kepada atasannya hanya obliging dan avoiding yang berpengaruh positif terhadap kepuasan kerja secara keseluruhan dengan R-square 0,132; F hitung 2,871; dan tingkat signifikansi 0,019 (p < 0,05).
This study aims to determine the relationship of conflict management styles according to ROCI-II with overall job satisfaction by Paul Spector's JSS civil servants in the Directorate General of Plantation - Ministry of Agriculture. In this study the authors wanted to know how the civil servants in addressing and managing a conflict that is based on ROCI-II and their relationship to one factor of the reaction to work that overall job satisfaction in order to provide a positive impact on the Directorate General of Plantations. The method used is based on the data collection questionnaire consisting of two pieces form; the form A (for echelon) and form B (for general and specific functional staff). Each form shall contain instruments ROCI-II (Integrating, obliging, dominating, avoiding, compromising) and Paul Spector's JSS, each of which is spread by position. The results of this research done that both echelons and staffs generally use the integration of conflict management styles in solving problems. While the relationship between conflict management style with job satisfaction of civil servants who have a significant relationship was obliging conflict management styles in echelon significantly below the 0.05 level is 0.031 and the magnitude of Pearson correlation of 0.346. And for the general and specific functional staff who have the most significant relationship between conflict management style with job satisfaction is obliging and avoiding where the significance level below 0.01 is 0.002 (obliging) and 0.004 (avoiding) the magnitude of Pearson correlation of 0.279 (obliging) and 0.261 (avoiding). While the influence of Echelon conflict management style to his staff had no significant effect on overall job satisfaction of the Echelons with R-square 0.224; F count 1.386, and 0.265 significance level (p <0.05). Conflict management style influences on common and specific functional staff to his superiors only obliging and avoiding have a positive effect on overall job satisfaction of common and specific."
Depok: Fakultas Ekonomi dan Bisnis Universitas Indonesia, 2012
T32191
UI - Tesis Open  Universitas Indonesia Library
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Resa Rahmawatie
Analisis implementasi performance management untuk guru di XYZ International School = Analysis implementation performance management for teachers at XYZ International School
"Tesis ini membahas implementasi performance management atau manajemen kinerja untuk melihat keberlangsungan dan kesinambungan antar proses manajemen kinerja untuk guru di XYZ International School sesuai dengan konteks dan kondisi yang terjadi di sekolah tersebut. Penelitian ini adalah penelitian kualitatif dengan desain deskriptif. Hasil penelitian menunjukkan bahwa sekolah ini masih belum menyelaraskan tujuan dari semua pihak yang terkait dengan sistem manajemen kinerja, termasuk merapihkan regulasi atau prosedur mengenai sistem manajemen kinerja, untuk menjaga setiap tahapan proses berjalan dengan baik. Lebih lanjut, penelitian ini juga menunjukkan bahwa guru belum dilibatkan dalam pembuatan target dan ekspektasi yang harus diraih. Selanjutnya pengawasan belum berjalan secara kontinu, untuk mendapatkan hasil penilaian yang konsisten, yang berdampak kepada kesulitan untuk mendapatkan hasil evaluasi yang baik. Semua ini membutuhkan dukungan dari semua pihak yang terkait sistem manajemen kinerja untuk guru.
This thesis studies about the implementation of performance management for teacher at XYZ International School, by concerning and context that applies in this school. This research is qualitative with descriptive design. The results from this research shows that the school needs to align the purposes of performance management of all stakeholders that related to performance management. The school also needs to complete the regulations or procedures on performance management system, to ensure each process goes well. Involving teachers in developing targets and expectations is also important to create two-way performance agreement. Furthermore continous monitoring and supervision continuously are need to obtain the consistent assessment result, that can be well evaluated. All of this require support from all stakeholders that related to performance management system."
Depok: Universitas Indonesia, 2013
T-Pdf
UI - Tesis Membership  Universitas Indonesia Library
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Adrianus Ricky Hernando
Analysis of flexible working arrangement to increase job satisfaction and decrease turnover intention through mediation role of work to family enrichment in PT AXY = Analisa program flexible working arrangement untuk meningkatkan tingkat kepuasan terhadap pekerjaan dan menurunkan intensi untuk keluar dari organisasi melalui mediasi work to family enrichment di PT AXY =
"[ABSTRAK
>
Persaingan antara organisasi menciptakan sebuah kebutuhan untuk setiap
organisasi memaksimalkan kinerjanya. Sumber daya manusia sebagai penggerak
dalam organisasi menjadi kunci sukses yang penting untuk memperoleh
keungulan kompetitive yang berkelanjutan. Sebagai perusahaan konsultan IT,
sumber daya manusia adalah asset utama untuk PT AXY. Untuk memperoleh
keungulan daya saing, sangat penting buat PT AXY untuk menarik dan
mempertahankan pegawai yang berbakat dalam organisasi. Kepuasan terhadap
pekerjaan dan intensi untuk keluar yang dimiliki oleh karyawan menjadi tolak
ukur yang penting untuk bidang industry tersebut. Kebijakan dan program dari
departemen sumber daya manusia seperti Flexible Working Arrangement (FWA)
dapat menjadi solusi untuk meningkatkan persepsi karyawan terhadap work-tofamily
enrichment yang pada akhirnya akan meningkatkan kepuasan terhadap
pekerjaan dan mengurangi intensi untuk keluar dari organisasi. Tujuan dari thesis
ini adalah untuk menganalisa hubungan antara program FWA dengan kepuasan
terhadap pekerjaan dan intensi untuk keluar melalui persepsi work-to-family
enrichment. Hasil dari studi ini menemukan bawha keberadaan dari program
FWA di PT AXY memiliki hubungan positif dengan persepsi karyawan terhadap
work-to-family enrichment dan kepuasan terhadap pekerjaan. Akan tetapi,
program FWA tidak memiliki hubungan yang signifikan untuk mengurangi
intensi karyawan keluar dari organisasi. Hasil dari studi ini penting untuk PT
AXY dalam mengembangkan strategi dan kebijakan sumber daya manusia di
masa depan;
ABSTRACT
Competition between organizations creates a need for each organization to
maximize its performance. Human resource as the driver in the organization
becomes important key success for sustainable competitive advantage. As IT
consulting company, human resource is the main asset for PT AXY. In order to
gain competitive advantages, it is important for PT AXY to attract and also retain
good talents in the organization. Employees? job satisfaction and turnover
intention become crucial parameters for this kind of industry. Human resource
policy and program such as Flexible Working Arrangement (FWA) may become
the solution to increase employees? perception of work-to-family enrichment
where at the end will increase job satisfaction and decrease turnover intention.
The aim of this paper is to analyze the relation between FWA program with the
job satisfaction and turnover intention through perception of work-to-family
enrichment. The result of study found that the availability of FWA program in PT
AXY has a positive relation with the employees? perception of work-to-family
enrichment and job satisfaction. However, FWA program doesn?t have significant
relation to reduce employee?s turnover intention in PT AXY. The outcomes of
this study are useful for PT AXY to develop future human resource strategy and
policies.;Competition between organizations creates a need for each organization to
maximize its performance. Human resource as the driver in the organization
becomes important key success for sustainable competitive advantage. As IT
consulting company, human resource is the main asset for PT AXY. In order to
gain competitive advantages, it is important for PT AXY to attract and also retain
good talents in the organization. Employees? job satisfaction and turnover
intention become crucial parameters for this kind of industry. Human resource
policy and program such as Flexible Working Arrangement (FWA) may become
the solution to increase employees? perception of work-to-family enrichment
where at the end will increase job satisfaction and decrease turnover intention.
The aim of this paper is to analyze the relation between FWA program with the
job satisfaction and turnover intention through perception of work-to-family
enrichment. The result of study found that the availability of FWA program in PT
AXY has a positive relation with the employees? perception of work-to-family
enrichment and job satisfaction. However, FWA program doesn?t have significant
relation to reduce employee?s turnover intention in PT AXY. The outcomes of
this study are useful for PT AXY to develop future human resource strategy and
policies.;Competition between organizations creates a need for each organization to
maximize its performance. Human resource as the driver in the organization
becomes important key success for sustainable competitive advantage. As IT
consulting company, human resource is the main asset for PT AXY. In order to
gain competitive advantages, it is important for PT AXY to attract and also retain
good talents in the organization. Employees? job satisfaction and turnover
intention become crucial parameters for this kind of industry. Human resource
policy and program such as Flexible Working Arrangement (FWA) may become
the solution to increase employees? perception of work-to-family enrichment
where at the end will increase job satisfaction and decrease turnover intention.
The aim of this paper is to analyze the relation between FWA program with the
job satisfaction and turnover intention through perception of work-to-family
enrichment. The result of study found that the availability of FWA program in PT
AXY has a positive relation with the employees? perception of work-to-family
enrichment and job satisfaction. However, FWA program doesn?t have significant
relation to reduce employee?s turnover intention in PT AXY. The outcomes of
this study are useful for PT AXY to develop future human resource strategy and
policies.;Competition between organizations creates a need for each organization to
maximize its performance. Human resource as the driver in the organization
becomes important key success for sustainable competitive advantage. As IT
consulting company, human resource is the main asset for PT AXY. In order to
gain competitive advantages, it is important for PT AXY to attract and also retain
good talents in the organization. Employees? job satisfaction and turnover
intention become crucial parameters for this kind of industry. Human resource
policy and program such as Flexible Working Arrangement (FWA) may become
the solution to increase employees? perception of work-to-family enrichment
where at the end will increase job satisfaction and decrease turnover intention.
The aim of this paper is to analyze the relation between FWA program with the
job satisfaction and turnover intention through perception of work-to-family
enrichment. The result of study found that the availability of FWA program in PT
AXY has a positive relation with the employees? perception of work-to-family
enrichment and job satisfaction. However, FWA program doesn?t have significant
relation to reduce employee?s turnover intention in PT AXY. The outcomes of
this study are useful for PT AXY to develop future human resource strategy and
policies.;Competition between organizations creates a need for each organization to
maximize its performance. Human resource as the driver in the organization
becomes important key success for sustainable competitive advantage. As IT
consulting company, human resource is the main asset for PT AXY. In order to
gain competitive advantages, it is important for PT AXY to attract and also retain
good talents in the organization. Employees? job satisfaction and turnover
intention become crucial parameters for this kind of industry. Human resource
policy and program such as Flexible Working Arrangement (FWA) may become
the solution to increase employees? perception of work-to-family enrichment
where at the end will increase job satisfaction and decrease turnover intention.
The aim of this paper is to analyze the relation between FWA program with the
job satisfaction and turnover intention through perception of work-to-family
enrichment. The result of study found that the availability of FWA program in PT
AXY has a positive relation with the employees? perception of work-to-family
enrichment and job satisfaction. However, FWA program doesn?t have significant
relation to reduce employee?s turnover intention in PT AXY. The outcomes of
this study are useful for PT AXY to develop future human resource strategy and
policies.;Competition between organizations creates a need for each organization to
maximize its performance. Human resource as the driver in the organization
becomes important key success for sustainable competitive advantage. As IT
consulting company, human resource is the main asset for PT AXY. In order to
gain competitive advantages, it is important for PT AXY to attract and also retain
good talents in the organization. Employees? job satisfaction and turnover
intention become crucial parameters for this kind of industry. Human resource
policy and program such as Flexible Working Arrangement (FWA) may become
the solution to increase employees? perception of work-to-family enrichment
where at the end will increase job satisfaction and decrease turnover intention.
The aim of this paper is to analyze the relation between FWA program with the
job satisfaction and turnover intention through perception of work-to-family
enrichment. The result of study found that the availability of FWA program in PT
AXY has a positive relation with the employees? perception of work-to-family
enrichment and job satisfaction. However, FWA program doesn?t have significant
relation to reduce employee?s turnover intention in PT AXY. The outcomes of
this study are useful for PT AXY to develop future human resource strategy and
policies.;Competition between organizations creates a need for each organization to
maximize its performance. Human resource as the driver in the organization
becomes important key success for sustainable competitive advantage. As IT
consulting company, human resource is the main asset for PT AXY. In order to
gain competitive advantages, it is important for PT AXY to attract and also retain
good talents in the organization. Employees? job satisfaction and turnover
intention become crucial parameters for this kind of industry. Human resource
policy and program such as Flexible Working Arrangement (FWA) may become
the solution to increase employees? perception of work-to-family enrichment
where at the end will increase job satisfaction and decrease turnover intention.
The aim of this paper is to analyze the relation between FWA program with the
job satisfaction and turnover intention through perception of work-to-family
enrichment. The result of study found that the availability of FWA program in PT
AXY has a positive relation with the employees? perception of work-to-family
enrichment and job satisfaction. However, FWA program doesn?t have significant
relation to reduce employee?s turnover intention in PT AXY. The outcomes of
this study are useful for PT AXY to develop future human resource strategy and
policies.;Competition between organizations creates a need for each organization to
maximize its performance. Human resource as the driver in the organization
becomes important key success for sustainable competitive advantage. As IT
consulting company, human resource is the main asset for PT AXY. In order to
gain competitive advantages, it is important for PT AXY to attract and also retain
good talents in the organization. Employees? job satisfaction and turnover
intention become crucial parameters for this kind of industry. Human resource
policy and program such as Flexible Working Arrangement (FWA) may become
the solution to increase employees? perception of work-to-family enrichment
where at the end will increase job satisfaction and decrease turnover intention.
The aim of this paper is to analyze the relation between FWA program with the
job satisfaction and turnover intention through perception of work-to-family
enrichment. The result of study found that the availability of FWA program in PT
AXY has a positive relation with the employees? perception of work-to-family
enrichment and job satisfaction. However, FWA program doesn?t have significant
relation to reduce employee?s turnover intention in PT AXY. The outcomes of
this study are useful for PT AXY to develop future human resource strategy and
policies.;Competition between organizations creates a need for each organization to
maximize its performance. Human resource as the driver in the organization
becomes important key success for sustainable competitive advantage. As IT
consulting company, human resource is the main asset for PT AXY. In order to
gain competitive advantages, it is important for PT AXY to attract and also retain
good talents in the organization. Employees? job satisfaction and turnover
intention become crucial parameters for this kind of industry. Human resource
policy and program such as Flexible Working Arrangement (FWA) may become
the solution to increase employees? perception of work-to-family enrichment
where at the end will increase job satisfaction and decrease turnover intention.
The aim of this paper is to analyze the relation between FWA program with the
job satisfaction and turnover intention through perception of work-to-family
enrichment. The result of study found that the availability of FWA program in PT
AXY has a positive relation with the employees? perception of work-to-family
enrichment and job satisfaction. However, FWA program doesn?t have significant
relation to reduce employee?s turnover intention in PT AXY. The outcomes of
this study are useful for PT AXY to develop future human resource strategy and
policies.;Competition between organizations creates a need for each organization to
maximize its performance. Human resource as the driver in the organization
becomes important key success for sustainable competitive advantage. As IT
consulting company, human resource is the main asset for PT AXY. In order to
gain competitive advantages, it is important for PT AXY to attract and also retain
good talents in the organization. Employees? job satisfaction and turnover
intention become crucial parameters for this kind of industry. Human resource
policy and program such as Flexible Working Arrangement (FWA) may become
the solution to increase employees? perception of work-to-family enrichment
where at the end will increase job satisfaction and decrease turnover intention.
The aim of this paper is to analyze the relation between FWA program with the
job satisfaction and turnover intention through perception of work-to-family
enrichment. The result of study found that the availability of FWA program in PT
AXY has a positive relation with the employees? perception of work-to-family
enrichment and job satisfaction. However, FWA program doesn?t have significant
relation to reduce employee?s turnover intention in PT AXY. The outcomes of
this study are useful for PT AXY to develop future human resource strategy and
policies., Competition between organizations creates a need for each organization to
maximize its performance. Human resource as the driver in the organization
becomes important key success for sustainable competitive advantage. As IT
consulting company, human resource is the main asset for PT AXY. In order to
gain competitive advantages, it is important for PT AXY to attract and also retain
good talents in the organization. Employees’ job satisfaction and turnover
intention become crucial parameters for this kind of industry. Human resource
policy and program such as Flexible Working Arrangement (FWA) may become
the solution to increase employees’ perception of work-to-family enrichment
where at the end will increase job satisfaction and decrease turnover intention.
The aim of this paper is to analyze the relation between FWA program with the
job satisfaction and turnover intention through perception of work-to-family
enrichment. The result of study found that the availability of FWA program in PT
AXY has a positive relation with the employees’ perception of work-to-family
enrichment and job satisfaction. However, FWA program doesn’t have significant
relation to reduce employee’s turnover intention in PT AXY. The outcomes of
this study are useful for PT AXY to develop future human resource strategy and
policies.]"
2015
T-Pdf
UI - Tesis Membership  Universitas Indonesia Library
cover
Muhammad Zuhdi
The effects of work-life balance on worker's job and life satisfaction in garment industry = Efek dari keseimbangan kehidupan kerja pada pekerjaan pekerja dan kepuasan hidup dalam industri garmen
"ABSTRACT
Apprehensive working condition in garment sector has becoming an issue among some scholars. This study investigates the working conditions in some garment factory located in Java Island. The basis of standard applied was compliance working conditions in concordance with Better Work Indonesia. The other focus of this study is to examine the effects of work life balance WLB on worker rsquo s satisfaction in garment industry. Convenience sampling was used for this research and the samples consists some area in Java islands. This research was conducted with 55 samples. The hypotheses are tested using Statistical Package for Social Science SPSS version 23 and focus group discussion. The results show that work life balance does has influences towards worker rsquo s job and life satisfaction. It also reveals about worker rsquo s apprehensive working condition in garment factory.
ABSTRAK
Kondisi kerja yang memperihatinkan di sektor garmen telah menjadi isu di antara beberapa pakar. Studi ini meneliti kondisi kerja di beberapa pabrik garmen yang berlokasi di Pulau Jawa. Dasar penerapan standar adalah kepatuhan terhadap kondisi kerja yang sesuai dengan Better Work Indonesia. Fokus lain dari penelitian ini adalah untuk menguji pengaruh work-life balance terhadap kepuasan pekerja pada industri garmen. Convenience sampling digunakan untuk penelitian ini dan sampelnya terdiri dari beberapa wilayah di pulau Jawa. Penelitian ini dilakukan dengan 55 sampel. Hipotesis diuji dengan menggunakan Statistical Package for Social Science SPSS versi 23 dan diskusi kelompok terarah. Hasil menunjukkan bahwa work-life balance memiliki pengaruh terhadap kepuasan pekerja baik di tempat kerja dan kehidupan di luar kerja. Penelitian ini juga mengungkapkan kondisi kerja pekerja yang memprihatinkan di pabrik garmen."
2017
S69984
UI - Skripsi Membership  Universitas Indonesia Library
cover
Kenia Ritka Ayutimur
Analisis pengaruh dimensi budaya organisasi terhadap kesiapan individu untuk melakukan perubahan (studi kasus pada Departemen Sumber Daya Manusia institusi X) = The Influence of organizational culture dimension towards individual readiness to change (a case study at Human Resource Department of institution X) / Kenia Ritka Ayutimur
"ABSTRAK
Secara keseluruhan fokus dari penelitian ini adalah pengaruh dimensi budaya organisasi terhadap kesiapan individu untuk berubah pada Departemen Sumber Daya Manusia Institusi X. Penelitian menyelidiki pengaruh dimensi-dimensi dari variabel budaya organisasi dari kerangka empat dimensi yang dikembangkan oleh Denison Denison Mishra, 1995 yaitu involvement, consistency, adaptability, dan mission terhadap variabel kesiapan individu untuk berubah. Penelitian ini adalah penelitian kuantitatif, data dikumpulkan dengan menggunakan kuesioner dengan responden pegawai Departemen Sumber Daya Manusia Institusi X N = 120 . Data yang terkumpul kemudian diolah dengan teknik analisis regresi. Berdasarkan hasil pengolahan data ditemukan bahwa terdapat pengaruh signifikan dari variabel budaya organisasi terhadap variabel kesiapan individu untuk berubah probability Sig 0.03 < 0.05 . Apabila diteliti secara lebih lanjut peneliti juga menemukan bahwa dari seluruh dimensi budaya organisasi hanya dimensi consistency yang memiliki pengaruh signifikan terhadap kesiapan individu untuk berubah probability Sig 0.04 < 0.05
ABSTRACT
The overall focus of this research is the influence of organizational culture dimensions on individual readiness for change at the Human Resources Department of Institution X. This study discusses the effects of Denison 39 s four dimensions model Denison Mishra, 1995 such as involvement, consistency, adaptability, and mission can influence individual readiness to change. The research is a quantitative research, data was collected by using questionnaire with Department of Human Resources Institution X employees as respondents N 120 . The collected data is then processed using regression analysis method. Based on the result, researcher found that there is a significant influence of organizational culture to individual readiness to change probability Sig 0,03 0,05 . Further more, researcher also found that from the whole dimension of organizational culture only the dimension of consistency has an effect on individual readiness to change probability Sig 0.04 0.05 ."
2017
T49363
UI - Tesis Membership  Universitas Indonesia Library
cover
Annisa Anjani
Analisis emosi pekerja lini depan di PT Bank Negara Indonesia, Tbk Kantor Cabang Bekasi = The analysis of emotional labor of frontline employees in PT Bank Negara Indonesia, Tbk Kantor Cabang Bekasi
"Laporan Magang ini dimaksudkan untuk menganalisis emotional labor yang dihadapi karyawan lini depan dan dampaknya di PT Bank Negara Indonesia, Tbk Kantor Cabang Bekasi. Fokus Laporan Magang ini antara lain untuk memberikan laporan aktivitas magang selama tiga bulan, dan juga untuk mengeksplor pandangan pekerja lini depan terhadap emosi pekerja; untuk membahas pengaruh emosi pekerja terhadap kelelahan kerja, tingkat kepuasan kerja, dan niat untuk meninggalkan pekerjaan; untuk menjelaskan praktik organisasi dalam menunjang pekerja lini depan mereka dalam mengelola stres dan emosi pekerja. Penulis menggunakan metode penelitian kualitatif dengan melakukan wawancara dengan beberapa asisten pelayanan uang tunai, asisten pelayanan nasabah dan penyelia Sumber Daya Cabang. Dan juga observasi langsung dari penulis selama magang di Unit Sumber Daya Manusia PT Bank Negara Indonesia, Tbk Kantor Cabang Bekasi. Dalam penelitian ini ditemukan bahwa tingkat emosi pekerja lini depan cukup tinggi karena melakukan surface acting. Mereka juga mengalami kelelahan kerja, kurangnya kepuasan kerja, dan pernah berpikir untuk meninggalkan pekerjaan. Kurangnya praktik organisasi terutama dalam hal mengelola stres dan emosi bagi pekerja lini depan.
This internship report is intended to explore the emotional labor of frontline employees and its consequences in PT Bank Negara Indonesia, Tbk Kantor Cabang Bekasi. The focus of this report is to report the internship activities during three months internship program, as well as to explore the perspective of frontline employees towards emotional labor; to examine the implication of emotional labor on job burnout, job satisfaction, and turnover intentions; to examine the organizational practices support their frontline employees. The author uses qualitative research method by conducting interviews with several tellers, customer service officers, and Human Capital Manager. In addition, direct observation was conducted during internship in PT Bank Negara Indonesia, Tbk Kantor Cabang Bekasi. This study found that there is high emotional labor of frontline employees due to perform surface acting. They also experience job burnout, job satisfaction, and they ever thought to leave their current job. However, there is lack of organizational support particularly in managing stress and emotional for frontline employees."
Depok: Fakultas Eknonomi dan Bisnis Universitas Indonesia, 2018
TA-Pdf
UI - Tugas Akhir  Universitas Indonesia Library