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"One principle of corporate governance is disclosure and transparancy. This principle stipulates that reliable disclosure is made on all material matters regarding the corporation. By applying this principle, information asymmetry can be reduced and thus negative consequences of adverse selection and moral hazard problems can minimized. This paper assesses the extent of regulation on disclosure in Indonesia and reviews the evidence on the disclosure level among publicity listed companies in Indonesia. In Indonesia, private mechanism to control the negative consequences on information asymemetry is not effective since the roe of board of directors / commissioners and banks / creditors is minimum in monitoring the firms' actions. Further the capital and labor markets are not well developed. Without proper regulation the amount of information produced by these companies as expected is in adwquate. In recent years, there has been significant improvement in the regulation of disclosure in Indonesia. Badan Pengawas Pasar Modal (Capital Market Monitoring Agency) has issued a number of rules that enforce disclosure and that protect the interest of minority shareholers. The accounting standards are harmonized with the international Accounting Standards while the due process in preparing the standards has been intensified. Empirical evidences, however, find that in general the disclosure level among publicitu listed companies in Indonesia is low. Even for mandatory disclosure, the compliance rate is not satisfactory. This low level of disclosure despite the enhancement of disclosure requirement by the regulating bodies suggests that the enforcement of the disclosure requirements by the regulating bodies suggests that the enforcement of the regulations needs to be improves. The paper concludes with some policy recommendations to improve the disclosure level in Indonesia. "

"One principle of corporate governance is disclosure and transparancy. This principle stipulates that relevant and reliable disclosure is made on all material matters regarding the corporation. By applying this principle, information asymmetry can be reduced and thus negative consequences of adverse selection and moral hazard problems can be minimized. This paper assesses the extent of regulation on disclosure in Indonesia and reviews the evidence on the disclosure level among publicly listed companies in Indonesia. In Indonesia private mechanisme to control the negative consequences of information asymmetry is not effective since the role of board of directors/commissioners and banks/creditors is minimum in monitoring the firms actions. Further, the capital and labor markets are not well developed. Without proper regulation, the amount of information produced by these companies, as expected, is inadequate. In recent years, there has been significant improvement in the regulation of disclosure in Indonesia. Badan Pengawas Pasar Modal (Capital Market Monitoring Agency) has issued a number of rules that enforce disclosur and that protect the interest of minority shareholders. The accounting standards area harmonized with the international accounting standards while the due process in preparing the standards has been intensified. Empirical evidences, however, find that in general the disclosure level among publicity listed companies in Indonesia is low. Even for mandatory disclosure, the compliance rate is not satisfactory. This low level of disclosure despite the enhancement of disclosure requirement by the regulating bodies suggests that the enforcement of the regulation needs to be improved. The paper concludes with some policy recommendations to improve the disclosure level in Indonesia "

"Penelitian ini menginvestigasi efek dari mekanisme corporate governance terhadap rating sukuk. Proksi dari mekanisme corporate governance adalah blockholders, kepemilikan institusional, kepemilikan insider, kualitas audit, komite audit, jumlah dewan komisaris dan persentase dewan komisaris independen. Proksi tersebut merupakan variable independen dimana variable dependen nya merupakan rating sukuk. Model ordered logistic regression (logit) digunakan untuk menguji hipotesis. Sampel penelitian adalah sukuk yang dikeluarkan perusahaan pada periode 2005 - 2012, dan data diambil dari Bursa Efek Indonesia dan PT Pefindo. Hasil penelitian empiris menemukan bahwa komite audit mempengaruhi secara signifikan pada rating sukuk perusahaan. Untuk meningkatkan rating dari sukuk, penelitian ini merekomendasikan bahwa keberadaan dari komite audit menjadi perhatian serius bagi perusahaan yang mengeluarkan sukuk dalam meningkat kan rating sukuk

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This study investigated the effect of corporate governance mechanism to sukuk ratings. The proxies of corporate governance are blockholders, institutional ownership, insider ownership, quality of audit external, audit committees, number of commissioner, and percentage of independent commissioners. Those proxies are independent variables, and the dependent variables are sukuk rating. Ordered Logistic regression (logit) is used to examine the hipothesis. The samples are sukuk that issued on period 2005-2012, and data are collected from Indonesia Stock Exchange and PT Pefindo.

The results of empirical studies have found that the audit committee as an indicator of corporate governance mechanisms affect the rating of corporate sukuk significantly. To be able to increase the rating of the sukuk is the study recommends that the existence of audit committees must be a serious concern for companies that issue a sukuk in improving the rating of the sukuk."

"Manajemen dan pekerja merupakan dua bagian penting dalam sebuah perusahaan. Kedua bagian ini terbagi atas spesialisasi kerja berbeda yang menciptakan pola pikir dan tindakan yang juga berbeda. Human Capital dan Asosiasi Pilot Garuda (APG) merupakan dua divisi berbeda dalam maskapai penerbangan Garuda Indonesia. Human Capital merupakan divisi yang mengelola sistem kerja perusahaan, sedangkan APG merupakan serikat pekerja para pilot. Penelitian ini fokus pada interaksi kedua divisi tersebut dalam satu kerangka kebudayaan perusahaan. Human Capital dan APG mendapat banyak hambatan dalam sosialisasi dan implementasi kebudayaan perusahaan karena sulitnya menyamakan interpretasi terhadap corporate values. Hambatan tersebut kemudian terakumulasi sehingga memicu ketidakharmonisan di antara keduanya saat program Quantum Leap dianggap lemah perencanaan dan tidak memiliki antisipasi jangka panjang. Penelitian ini juga akan membahas etnografi konflik yang terjadi antara Human Capital dan APG akibat pola pikir dan tindakan yang berbeda antara kedua belah pihak.

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Management and workers are two important parts of a company. The difference of work specialization between these two parts creates different paradigm and action. Human Capital and Asosiasi Pilot Garuda (APG) are two different divisions inside the Garuda Indonesia Company. Human Capital is the division which manages the working system of the company, while APG is a worker union of the Garuda Indonesia pilots. This research focuses on the interaction between those different divisions inside one frame of corporate culture.

Due to the different interpretation toward corporate values, Human Capital and APG have encountered so many obstacles in term of socializing and implementing the corporate culture. The obstacles then accumulated and slowly triggered disharmony between Human Capital and APG when the Quantum Leap Program was considered as a poorly-planned program. This research also discusses about the ethnography of conflict between Human Capital and APG because of the different paradigm and action."

"Penelitian ini bertujuan untuk menganalisis pengaruh corporate culture dalam pembentukan strategi integrated marketing communication (IMC) serta dampaknya terhadap market performance di industri perbankan Indonesia. Industri perbankan Indonesia menghadapi persaingan yang ketat dan perlu adanya inovasi secara internal dari perusahaan perbankan untuk menjaga relevansi dan daya saing. Penelitian ini mengumpulkan data melalui survei online kepada manager bank di Indonesia dan menggunakan PLS SEM sebagai metode analisis. Hasil penelitian menunjukkan bahwa corporate culture berpengaruh positif terhadap implementasi IMC melalui 4 dimensi, Message consistency, Interactivity, Organizational alignment, dan Stakeholder-centered Strategic Focus. Controlling culture memiliki pengaruh positif lebih besar dibandingkan collaborative culture. IMC yang efektif berpengaruh positif pada pertumbuhan market performance melalui 3 dimensi, Sales-Related Performance, Brand advantage, dan Customer satisfaction. Kesimpulannya, integrasi corporate culture yang mendukung dan strategi IMC yang efektif dapat meningkatkan market performance di sektor perbankan Indonesia.

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This study aims to analyze the influence of corporate culture on the formation of integrated marketing communication (IMC) strategies and their impact on market performance in the Indonesian banking industry. The Indonesian banking industry faces intense competition and requires internal innovation from banking companies to maintain relevance and competitiveness. This study collected data through an online survey of bank managers in Indonesia and used PLS SEM as the analytical method. The results show that corporate culture has a positive influence on the implementation of IMC through four dimensions: Message consistency, Interactivity, Organizational alignment, and Stakeholder-centered Strategic Focus. Controlling culture has a greater positive influence compared to collaborative culture. Effective IMC positively impacts market performance growth through three dimensions: Sales-Related Performance, Brand advantage, and Customer satisfaction. In conclusion, the integration of supportive corporate culture and effective IMC strategies can improve market performance in the Indonesian banking sector."

"ABSTRAKPenelitian ini bertujuan untuk menganalisis langkah-langkah yang dilakukan PT Telkom Indonesia dalam membentuk Good Corporate Culture dan hambatan apa yang dihadapi dalam membentuk Good Corporate Culture. Penelitian ini menggunakan pendekatan pos positivist dengan jenis penelitian deskriptif. Hasil penelitian ini menunjukkan bahwa secara garis besar PT Telkom Indonesia telah melaksanakan setiap langkah dalam membetuk Good Corporate Culture dengan cukup baik. Hampir semua indikator dalam tujuh variabel telah terpenuhi. Indikator yang belum terpenuhi adalah tanggap terhadap masalah eksternal dan internal. Hal tersebut disebabkan karena karyawan belum dapat mengatasi masalah eksternal secara maksimal. Sedangkan, hambatan yang dihadapi adalah penolakan. Namun, PT Telkom Indonesia memiliki cara untuk mengatasi hambatan tersebut, yaitu melalui komunikasi yang intens. Komunikasiyang dilakukan adalah dengan meyakinkan karyawan bahwa nilai-nilai budaya The Telkom Way dapat memberi manfaat dan dampak positif terhadap karyawan itu sendiri maupun perusahaan.

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ABSTRACTThis study aims to analyze the steps taken by PT Telkom Indonesia in forming Good Corporate Culture and what obstacles are faced in forming Good Corporate Culture. This study uses a positivist postal approach with descriptive research types. The results of this study indicate that broadly speaking PT Telkom Indonesia has carried out every step in setting up Good Corporate Culture quite well. Almost all indicators in seven variables have been fulfilled. Indicators that have not been met are responsive to external and internal problems. This is because employees have not been able to overcome external problems to the fullest. Meanwhile, the obstacles faced are rejection. However, PT Telkom Indonesia has a way to overcome these obstacles, namely through intense communication. Communication is done by convincing employees that The Telkom Ways cultural values can provide benefits and positive impacts on the employees themselves and the company."

"Corporate culture applying in Bank Indonesia is not quit of human resources being element. Officers as human resources being have special things cover job satisfaction, attitude, behavioral activity, and habit, which grow and formed pursuant to environmental situation. Job satisfaction influenced by various factors, which is on this research, will limit by perceiving relationship between corporate culture and compensation as factor influencing of job satisfaction.This research is conducted among officers in Bank Indonesia's monetary sector in light of testing the relationship between corporate culture, compensation and job satisfaction of Bank Indonesia's employee in monetary sector. Among 638 employees as the population are 76 employees of research sample, consist of some sample from each faction taken by proportional sampling random, in order to get all the factions be represented.This thesis is conducted to be able to give answer through research, whether the relationship between corporate culture, compensation and job satisfaction exists for Bank Indonesia's employee in monetary sector, related to the corporate culture that has been implemented in Bank Indonesia environment.Corporate culture aspect influenced many by some theory like 7's from McKinsey and some other theory, whereas compensation in Bank Indonesia constituted by pay base aspect, pay base seniority, and pay base performance. While job satisfaction pursuant to theory social needs of human being and some other theory.Data collecting in this research uses questionnaires submitted by respondents either directly or by e-mail. The questionnaire consists of 4 parts: (I) four questions about general condition, (2) nineteen questions about employee's perception of corporate culture (X,),(3) sixteen questions about compensation, each in 2 sub-parts of financial compensation (X2) and non financial compensation(X3), and (4) twenty questions about job satisfaction (Y).The data processing is completed by using the SPSS software 11.0. Tabulation traverse (cross tab) is used in order to know the tendency of socio demographic variables in job satisfaction used, while Pearson correlation is used in order to test the relationship between corporate culture, compensation and job satisfaction.Result of research shows that relationship of corporate culture (Xl), financial compensation (X2), and non financial compensation (X3) have positive value relationship and significant with employee's job satisfaction (Y). This statement was proved by the correlation value of 0,699 between corporate culture and job satisfaction, the correlation value of 0,479 between financial compensation with job satisfaction and the correlation value of 0,682 between non financial compensation and job satisfaction. Meanwhile, the R-square value between corporate culture, financial compensation, and non financial compensation with job satisfaction is 0,529."

"Budaya organisasi perusahaan merupakan seperangkat pengetahuan yang terdiri dari nilai-nilai, norma, serta aturan yang dijadikan pedoman bagi seluruh anggota perusahaan dalam berperilaku pada kehidupan perusahaan tersebut. Budaya organisasi perusahaan menjadi sangat penting dalam mengatur bagaimana setiap anggota perusahaan melakukan kegiatan kerja guna mencapai tujuan perusahaan tersebut. PT. Dapur Cipta Utama sebagai perusahaan event organizer yang berpengalaman juga memiliki budaya organisasi perusahaan dalam kehidupan perusahaan mereka. Event pameran Indonesia Mining Exhibition 2015 merupakan event pameran skala internasional untuk alat-alat berat konstruksi dan pertambangan yang diselenggarakan secara rutin setiap tahunnya. Tulisan ini akan melihat melalui penyelenggaraan event pameran Indonesia Mining Exhibition 2015, PT. Dapur Cipta Utama sebagai event organizer pelaksana acara untuk perusahaan Sumitomo dan sebagai kontraktor event untuk perusahaan Yutong akan memberikan gambaran mengenai budaya organisasi perusahaan yang dimiliki perusahaan tersebut dalam kinerja para karyawan ketika melakukan kegiatan kerja penyelenggaraan event. Tulisan ini juga akan memberikan gambaran mengenai tipe budaya organisasi perusahaan yang dimiliki oleh PT. Dapur Cipta Utama. @page margin: 2cm p margin-bottom: 0.25cm; direction: ltr; line-height: 120 ; text-align: left; orphans: 2; widows: 2 Kata Kunci: event, event organizer, budaya organisasi perusahaan, tipe budaya organisasi.

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Corporate culture is a set of knowledges consist of values, norms, and rules used as guidelines for all the company member in the life of the company. Corporate culture becomes significant in regulating every member to do work activities in order to achieve compony goals. PT. Dapur Cipta Utama, as an experienced event organizing company also have corporate culture in the life of their company. Event Indonesia Mining Exhibition 2015 is an exhibition event in international scale for construction and mining equipments which held annually. This essay will look through the organization of Indonesia Mining Exhibition Event 2015, PT. Dapur Cipta Utama as event organizer implementing event for Sumitomo Company and as the contractor event for Yutong Company will provide overview of the corporate culture which owned by the company in the performance of the employees when performing work activities organizing the events. This essay will also describe about the type of corporate culture owned by PT. Dapur Cipta Utama. page margin 2cm p margin bottom 0.25cm direction ltr line height 120 text align left orphans 2 widows 2 Keywords event, event organizer, corporate culture, types of corporate culture."

"This research is aimed to test two hypotheses: (a) the strength of division cultures effects the reliability of the performances of PT Telkomsel's divisions and (b) the effects of the strength of division cultures on the performances of PT Telkomsel's divisions decline after the implementation of changes in the key performance indicators ("KPI") and targets. Since PT Telkomsel's corporate targets are detailed into divisional targets, it is important for PT Telkomsel to be able to predict its company-wide performances through the reliability of its divisional performances.Based on organizational theories suggesting the importance of variability in firm performance and prior researches evidencing that strong cultures can enhance the reliability of firm performances, the writer conducted a research in PT Telkomsel using the following research methodology. Primary data for the independent variable of the strength of the division cultures were collected through questionnaires distributed to employees stationed minimum one semester in the same division.The questionnaires used Likert scale of one to five, indicating the weakest to the strongest cultures. Data for the dependent variable of the reliability of divisional performances are obtained from reports on each division monthly performance scores, produced by Department of Performance Management of PT Telkomsel. The reliability of division performance is indicated by the calculated standard deviation of each division monthly score during the observed periods. The smaller the standard deviation, the more reliable the performance. These data of the two variables were then analyzed using statistical tools of regression and Pearson Co-relation coefficient.The results of this research concluded that there is a strong relation between the strength of division culture and the reliability of 2003 divisional performances. The effect of the strength of division culture on the reliability of performance declined during the first quarter of 2004, after the changes in KPI. Even though the reasons why the effect declined still need to be verified by further researches, the writer suggests that PT Telkomsel provide sufficient time for learning and socialization processes for divisions with strong cultures, before the company imposes on changes."