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"Latar belakang pemilihan judul diatas didasarkan pada adanya penurunan kinerja petugas di RUTAN Klas I Jakarta Pusat yang diindikasikan diakibatkan oleh gaya kepemimpinan dan budaya organisasi yang kurang kondusif. Tujuan penelitian ini adalah untuk mengetahui pengaruh Gaya Kepemimpinan(X1) dan Budaya Organisasi (X2) terhadap Kinerja Petugas (Y) di Rumah Tahanan Negara Klas I Jakarta Pusat. Dalam penelitian ini penulis menguji tiga hipotesis yaitu tentang pengaruh positif antara gaya kepemimpinan terhadap kinerja petugas, Pengaruh Budaya Organisasi terhadap Kinerja dan Pengaruh antara Gaya Kepemimpinan dan Budaya Organisasi terhadap Kinerja Petugas. Populasi yang diteliti adalah petugas Rumah Tahanan Klas I Jakarta Pusat sebanyak 336 orang, dan sampel yang diteliti adalah 78 orang. Instrumen penelitian dalam bentuk kuesioner dengan menggunakan skala likert 1-5. Dari hasil penelitian ini didapatkan data bahwa Gaya Kepemimpinan dan Budaya Organisasi mempunyai pengaruh yang signifikan terhadap kinerja petugas di Rumah Tahanan Klas I Jakarta Pusat.

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The background of the title above was based on the existence degredation of staff performance at First Detention Centre of Central Jakarta, which is indentified caused by the reseach lack ondusiveness of leadership form and organizational culture. The Purpose of this reseach is to find out the effect leadership form (X1) and organization culture (X2) on staff performance (Y) at First Detention Centre of Central Jakarta. Three hypotheses analyzed by the reseach in this reseach, those are the positive effect of Leadership Form on Staff?s Performance, the effect of Organizational Culture on Performance and the effect Leadership Form and Organizational Culture on Staff?s Performance. As population of this reseach were staffs of First Detention Centre of Central Jakarta sum as 336 person, and of sample were 78 person. The instrument used was queshioner with scale of 1-5. The result that Leadership Form and Organizational Behavior have significant effect on staff performance at First Detention Centre of Central Jakarta, gained from the result of this reseach."

"Penelitian ini dilakukan untuk mengetahui pengaruh kompetensi, kepemimpinan dan budaya organisasi terhadap kinerja pegawai di lingkungan Direktorat Jenderal Imigrasi. Dengan menggunakan pengukuran kompetensi dari Lyne Spencer dan Signe M Spencer (1993), kepemimpinan dari Chapman dan Etzione, serta budaya organisasi dari Stephen Robbins (2001). Metode yang digunakan adalah diskriptif analisis dengan responden sebanyak 100 orang. Data dikumpulkan melalui kuisioner dan dianalisis menggunakan SPSS 11,5 Windows.Dari hasil penelitian ini diketahui bahwa : 1. variabel kompetensi mempunyai pengaruh terhadap kinerja pegawai dimana dengan nilai 66,6%, 2. Variabel kepemimpinan mempunyai pengaruh yang signifikan dengan kinerja sebesar 66,5%, 3. Variabel budaya organisasi mempunyai pengaruh yang signifikan dengan kinerja sebesar 45,3% dan 4. Terdapat pengaruh antara Kompetensi, Kepemimpinan, dan Budaya Organisasi, terhadap Kinerja sebesar 60,8%. Hal ini menunjukkan bahwa Kompetensi, Kepemimpinan, dan Budaya Organisasi dapat memberikan kontribusi sebesar 60,8% terhadap Kinerja sedangkan sisanya sebesar 39,2% merupakan pengaruh dari faktor lain.Kesimpulan dari penelitian ini diketahui bahwa kompetensi, kepemimpinan dan budaya organisasi baik sendiri-sendiri maupun secara bersama-sama mempunyai pengaruh yang signifikan terhadap kinerja pegawai namun disamping itu masih terdapat kelemahan-kelemahan.Saran yang dapat diberikan adalah dengan melakukan perbaikan dan peningkatkan guna mengoptimalisasi terhadap hal-hal yang dirasakan masih kurang baik dari variabel kompetensi, kepemimpinan, dan budaya organisasi dalam hubungan dengan kinerja pegawai maupun dari variabel kinerja pegawai itu sendiri.

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This research is conducted to know how far the influence of competence, leadership and organizational culture factors to the staff?s performance at Directorate General of Immigration. The research is utilising the competence measurement from Lyne Spencer and Signe M Spencer (1993), leadership from Chapman and Etzione, and organizational culture from Stephen Robbins (2001). The method that had been used is the descriptive analytical accompanied with 100 samples. The data was collected through questioners and the analysis was processed by SPSS 11, 5 Windows.From the research results, it could be concluded that: 1. Competence variable has the influence to the staff?s performance for 66, 6%, 2. Leadership variant has a strong correlation to the staff?s performance is up to 66, 5%. 3. The organisational culture variant also has a strong and positive correlation with the performance is up to 45, 3% from the respondents. 4. From this research it could be concluded that competence, leadership and organisational culture factors may influence up to 60,8% to the staff?s working performance and the other 39,2% is merely another factors.This research concludes that competence, leadership and organisational culture whether as an independent or a combination factors clearly has a significant contribution to the staff?s performance although they also has a number of limitations.The research suggests therefore that the organization should increase the element that could support the development of competence, leadership and organizational culture variable within the context of its relation with the staff?s performance and the variable of staff?s performance itself."

"Pengukuran kinerja merupakan faktor yang sangat penting bagi setiap organisasi. Karena dengan adanya pengukuran kinerja, manajemen organisasi dapat memastikan tingkat keberhasilan usahanya dan dapat memberikan dasar perencanaan strategis dan operasional di masa datang. Dengan demikian pengukuran kinerja bertujuan untuk mengetahui tingkat keberhasilan manajemen atas misi yang diembannya.Pada Penelitian ini peneliti menerapkan pendekatan Balanced Scorecard untuk melakukan pengukuran kinerja Rutan Klas I Jakarta Pusat. Pendekatan ini mengukur kinerja organisasi berdasarkan pada 4 (empat) aspek yaitu : Aspek pembelajaran dan pertumbuhan, aspek proses operasi internal, aspek pelayanan, dan aspek keuangan.Penelitian ini dilakukan secara deskritif analistis untuk mendeskripsikan kinerja organisasi dengan pendekatan Balanced Scorecard dan bagaimana upaya yang dapat dilakukan untuk meningkatkan kinerja Rutan Klas I Jakarta Pusat.Berdasakan hasil penelitian yang dilakukan diketahui bahwa tingkat kinerja Rutan Klas I Jakarta Pusat dengan menggunakan pendekatan Balanced Scorecard berada dalam kategori baik dengan total skor 38. Perincian pengukuran ini adalah sebagai berikut: kinerja pembelajaran dan pertumbuhan berada dalam kategori cukup baik dengan skor 17, kinerja proses operasi internal berada dalam kategori baik dengan skor 8, kinerja pelayanan berada dalam kategori sangat baik dengan skor 8, dan kinerja pada aspek keuangan berada pada kondisi sangat baik dengan skor 5, dengan tingkat penyerapan anggaran 90.69%.

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Performance appraisal is a very substantial factor for each organizations. Considering the performance appraisal, organization?s management may ascertain its business success level and may provide basics for strategic and operation planning in the future. Therefore, the performance appraisal aims to identify the management?s success level on mission it runs. In this study the writer applies Balanced Scorecard approach to conduct the performance appraisal at Rutan Klas I Jakarta Pusat. This approach measures the organization?s performance based on 4 (four) aspects they are: learning and growth aspect, internal operation process aspect, service aspect and financial aspect. This study was conducted according to descriptive analytical method to describe an organization?s performance with Balanced Scorecard approach and how the efforts which could be conducted to improve the performance of Rutan Klas I Jakarta Pusat.Based on the results of study conducted it was identified that the performance level of Rutan Klas I Jakarta Pusat by using Balanced Scorecard approach belongs to good category with total score 38. The details of this appraisal are as follows: learning and growth performance belongs to very good category with score 17, internal operational process?s performance belongs to good category with score 8, service?s performance belongs to very good category with score 8, and performance on financial aspect belongs to very good category with score 5, with budget absorption level 90.69%."

"Tesis ini membahas tentang pengaruh budaya kerja dan kepemimpinan terhadap kinerja pegawai di lingkungan Mahkamah Konstitusi. Penelitian ini merupakan penelitian assosiatif dengan data kuantitatif. Hasil penelitian menyarankan bahwa pimpinan hendaknya melakukan kegiatan sosialisasi secara terus menerus kepada para pegawai untuk meningkatkan pemahaman terhadap budaya kerja dan terus berupaya menerapkan budaya kerja dalam setiap aktifitas organisasi, serta memberikan sanksi yang tegas terhadap pelanggaran-pelanggarannya. Disisi lain, pimpinan perlu menekankan kembali peranan kepemimpinannya secara tegas dan jelas untuk membimbing dan membina bawahannya serta perlu terus mengembangkan potensi kepemimpinannya dalam organisasi.

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This research is explaining the influence of work culture and leadership to employee performance in Constitutional Court of Republic of Indonesia. Designing of the research is assossiatif through the kuantitative data. The results of the research suggest that the leader necessarily to increase understanding of the work culture through disseminate to the employees. Applying the work culture to whole activities and sanction to the violator. In other, the leader is necessarily to focus on his leadership to assist and to develop of employees, and keep developing his potential leadership inorganization."

"In this research, the formulation of such problems are to identify the correlation strength and to test the variable independent, namely the Leadership and Motivation on variable dependent, which is Employee's Productivity of the Cipinang Correctional Institution, Jakarta. In reviewing some of the factors mentioned above, we could see that the leadership plays an important role in pushing the organization productivity, the leader are challenged to powered the organizational strength in such correct and precise manner to face the future challenge, that would influence the organizational life.The universe from which the sample was selected included all the employees of the Cipinang Correctional Institution, of 480 officers, while intake sample were selected by using "Purposive Stratified Sampling" technique, in which the technique based on the current number of employees, the rank or faction of the officer from the total sample. 120 (one hundred and twenty) names were selected randomly.Method of analysis that was used in this research is the analysis method and its correlation. The descriptive analysis was used to depict the frequency of such data, and to obtain a picture of the research's result. While correlation analysis were used to analyze the relation of variables, such as, variable of leadership and variable of productivity and also variable of motivation and variable of productivity.The research was conducted by handing-over the closed enlist statements / questions for the respondents of officers. Reliabilities test was conducted to cover such topics, as how far the statement items have consistency with split half, that is, the instrument was grouped in the even and anomalous instruments. Then, score of each group were summed, and compared to its correlation coefficient by using SPSS 11,0 for windows, then by using the Spearman Brown's formula.The validity test, which conducted on each question of this research, was using the item analysis, by reviewing the correlation of each question. The total score on each variable is representing the number of each score in pertinent variable. The question considered to be valid, if having the minimum correlation value of 0,3.The result of the research, are:1. Only a few of head sections in the Cipinang Correctional Institution would clarify the department's job description to his staff or subordinates; he assumed that his staff and subordinate have already comprehend their work and duty. In contrary; most of the staff and subordinate do not know the duty of their work.Despitefully, the leader do not also explain whereof, what should be done and how to do it, most of the problems that occurred could not be solved properly, and the result are less optimal, because of the staff and subordinate do not know how. So, the purposes and objectives of the leader are not comprehensible by the staff and subordinate, and also there is no formal communications between the leader and the staff and subordinate. On the other hand, most of the Cipinang's leaders do not have knowledge and ability in the managerial field, so they can not lead the organization toward its target. In result, the officer's productivity is not optimal.2. The security guarantee should represents a fundamental requirement for the Cipinang officers, but practically, the security guarantee provided by the leader only represents a supplementary factor for the officers. Because, the leader does not always there to assist them. There is a time when the leader would delegate the authority of the Cipinang's security to his staffs and subordinates; this is because the leader has other duty outside the Cipinang, which also important to him.The job's duty and responsibility of the Cipinang security guards themselves are very risky, due to the occupancy of the offenders in the Cipinang, which much bigger than the officers on duty. In order to executing the duty and responsibility as the officer of the Cipinang, which are; to secure, to treat and to rehabilitate the inmate in pursuant to the treatment regulation, on the other hand, the Cipinang do not have high motivating human resources that qualified as a treatment officer, to meet the high work productivity.To meet the organization target, the good or obsolesce of such organization is determined by the authority and the efficiency of its leader, in executing his leadership and leading his subordinate. The authority and efficiency of the leader will motivate the enthusiasm, creativity, participation and loyalties of the staff and subordinate in performing their duty. So, in the end, the target of organization can soon be reached.Motivation leads the enthusiasm of all officers, so the officer will strive by performing their skill and ability to meet the organization target. Basically, the organizational is not only expecting the staff to be capable or to be reliable, but the most important is, how the officer would strive and willing to reach the optimal result.Ability, efficiency and skill of the officers don't mean anything if not followed by the officer's striving and by using their ability, efficiency and skill they required. Motivation has become more important due to the officer strive, enthusiastic and creative to reach the maximum work productivity."

"Penelitian ini untuk mengetahui gambaran tentang kepemimpinan, budaya organisasi, dan motivasi terhadap kinerja pegawai pada Badan Pengembangan Sumber Daya Manusia Hukum dan HAM. Disamping itu, penelitian juga dimaksudkan untuk menjelaskan hubungan antara kepemimpinan dengan kinerja pegawai, hubungan budaya organisasi dengan kinerja pegawai, hubungan motivasi dengan kinerja pegawai, dan hubungan secara bersama-sama antara kepemimpinan, budaya organisasi, motivasi dengan kinerja pegawai.Penelitian ini memakai metode diskripsi dan analisis kolerasi. Sampel penelitian berjumlah 55 responden diambil dari pegawai BPSDM Hukum dan HAM.Teknik pengumpulan data primer dilakukan dengan mempergunakan kuesioner untuk variabel kepemimpinan, budaya organisasi, motivasi dan kinerja pegawai. Sedangkan teknik analisis yang dipergunakan adalah teknik deskriptif kolerasional dengan dibantu penggunaan SPSS (statictical Package for Social Science).Hasil penelitian menunjukan bahwa kepemimpinan ada pada kategori sedang, budaya organisasi, motivasi ,dan kinerja pegawai menunjukan kategori sedang. Hubungan kepemimpinan dengan kinerja pegawai sebesar 0,554 yang berarti terdapat hubungan yang mantap. Hubungan budaya organisasi dengan kinerja pegawai sebesar 0,609 yang berarti terdapat hubungan yang mantap. Hubungan motivasi dengan kinerja pegawai sebesar 0,558 yang berarti terdapat hubungan yang mantap. Hubungan kepemimpinan, budaya organisasi, dan motivasi secara bersama-sama dengan kinerja pegawai sebesar 0,737 yang berarti terdapat hubungan yang mantap.

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The research is intended to obtain the comprehensive view in Institut Development of Human Resource of Law and Human Rights. The purpose of research is also seeking the correlation between leadership and performance of the employees, Organizational culture and performance of the employees, motivation and performance of the employees. Furthermore, it also want to identify correlation together between leadership, organizational, motivation and performance of the employees.The reaserch used descriptive and correlational analytical method. The sampel is 55 respondent of employees at Institut Development of Human Resource of Law and Human Right. Data collecting metod used quetionaire, and the data is analysed by using SPSS (Statistical Package for Social Science).The result of the research has shown that leadership ,organizational culture, motivation, and performance of the employees indicate at medium level. The correlation between leadership and performance of the employees indicate at 0,554 that mean there is good correlation. The correlation between organizational culture and performance of the employees indicate at 0,609 that mean there is good correlation. The correlation between motivation and performance of the employees indicate at 0,558 that mean there is good correlation. The correlation between leadership, organization of culture, motivation, and performance of the employees together indicate at 0,737 that mean there is good correlation."

"This research is intended to know the effect of leadership, environment work and motivation to the performance of employee at Akademi Ilmu Pemasyarakatan. The background of this research is many problems that connected with the performance of employee. By this indication, there are many problem that unbalance.The researcher use Nash?s theory, Gary Yulk?s theory and John D. Miller?s theory to illustrate about leadership, Alex S.Nitisemito?s theory to illustrate about environment work, Abraham Maslow?s theory to illustrate about motivation and Miner?s theory to illustrate about performance. This research method in used is a survey method. The writer use primary and secondary data. Approach which used in this research is the quantitative research an spread closed questioner to 37 respondents.Before conducting the analysis, a validity test was conducted on all instruments and reliability test. Verified and reliable data then was analyzed further by using correlation test of t test to determine the relation between leadership-performance, environment work-performance, and motivation-performance. As to determine the relation between leadership, environment work and motivation on performance, F test analysis is used.From the analysis, it can be concluded that between motivation, there is a high coefficient correlation with correlation 0,380. Between environment work and performace, there is a second coefficient correlation with correlation 0,360. Between motivation and performance there is a third coefficient correlation with correlation 0,253."

"Sumber daya manusia (SDM) memiliki peranan yang sangat penting dalam mengembangkan dan mencapai sasaran organisasi, selain itu kinerja organisasi juga bertumpu pada faktor manusianya. Untuk dapat memperoleh pegawai yang handal dan profesional, maka diperlukan berbagai kegiatan yang baik, mencakup proses rekrutmen dan seleksi pada tahapan awal. Kegiatan rekrutmen dan seleksi yang baik diharapkan akan dapat menghasilkan calon-calon pegawai yang berkinerja baik. Oleh karena itu, penelitian ini memilih judul Kajian Pengaruh Rekrutmen dan Seleksi terhadap Kinerja Pegawai pada Sekretariat Jenderal Departemen Energi dan Sumber Daya Mineral.Penelitian ini dilakukan pada Sekretariat Jenderal Departemen Energi dan Sumber Daya Mineral, di karenakan adanya perkembangan organisasi, sehingga terjadi rotasi dan mutasi pada posisi jabatan vital, padahal di sisi lain sumber darya manusia yang kompeten yang ada saat ini cenderung terbatas dan semakin berkurang, karena secara alamiah pegawai akan mengalami masa pensiun, berhenti, pindah kerja dan meninggal dunia.Metode yang digunakan dalam penelitian ini adalah metode deskriptif dan pengolahan data dengan menggunakan Teknik Structural Equation Modelling (SEM). Teknik pengumpulan data berdasarkan studi literatur untuk memperoleh landasan teori yang terkait dengan penelitian ini dan studi lapangan dengan melakukan penyebaran kuesioner kepada pegawai. Sedangkan sampel penelitian ini sebanyak 102 orang.Tujuan dari penelitian ini adalah untuk menjelaskan apakah terdapat pengaruh rekrutmen terhadap seleksi, pengaruh rekrutmen terhadap kinerja dan pengaruh seleksi terhadap kinerja pegawai pada Sekretariat Jenderal Departemen Energi dan Sumber Daya Mineral.Hasil penelitian menunjukkan bahwa seleksi secara signifikan dipengaruhi oleh rekrutmen, dan bahwa kinerja dipengaruhi secara signifikan oleh seleksi, sedangkan rekrutmen mempengaruhi secara tidak langsung terhadap kinerja melalui proses seleksi. Penelitian ini merekomendasikan agar Sekretariat Jenderal dalam melaksanakan perekrutan untuk mendapatkan pegawai yang berkinerja baik, maka harus memiliki proses rekrutmen dan seleksi yang sesuai dengan tujuan organisasi dan memenuhi kebutuhan perkembangan organisasi.

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Human resource has important part in developing and reaching the organization goals, on the other hand, organization performance leans on the human factor. In order to get solid and professional, it requires good activities, included recruitment process and selection on first step. Good recruitment and selection activities are expected to get good performance candidates of employee. Therefore, this research chose the title of Study of the Impact of Recruitment Process and Selection to the Employee?s Performance of General Secretariat of Department of Energy and Mineral Resources.This research has been done at General Secretariat of Department of Energy and Mineral Resources, it?s because of organization development happened, which caused rotation and mutation on the vital position, actually, on the other side current competent human resource is in few amount and even decreasing number, because in scientific way employee will come to retirement, firing, mutation, and dying.The method which has been used in this research is descriptive method and data processing by using Structural Equation Modeling (SEM) Technique. Data collecting Technique based on lecture study to reach basic theory which is connected to this research and field study by spreading the questioners to the employees. The sample of this research is 120 employees.The purpose of this research is to explain whether any impact of recruitment to the selection, the recruitment impact to the performance and selection impact to the performance of employee of the General Secretariat of Department of Energy and Mineral Resources.The result of this research shows that selection significantly is affected by recruitment and so that the performance is significantly affected by selection, however, recruitment is indirectly affected the performance by selection process. This research recommends to handle recruitment in General Secretariat to get good performance employee, so has to have suitable recruitment and selection process to the organization goal and reach organization development?s needs."

"Tesis ini membahas kinerja pegawai yang rendah sehingga menyebabkan buruknya kualitas layanan publik yaitu terdapatnya keterlambatan penyelesaian pendaftaran perlindungan merek. Kinerja pegawai sering menjadi masalah, yakni mengapa pegawai tertentu menunjukan kinerja lebih baik dibandingkan dengan pegawai lainnya. Motivasi adalah kekuatan potensial yang dapat dikembangkan untuk menghasilkan kinerja yang optimal. Kompetensi pegawai diasumsikan berpengaruh terhadap peningkatan kinerja. Hal yang menarik untuk di kaji adalah buruknya pelayanan ditinjau dari aspek kompetensi dan motivasi yang mempengaruhi kinerja pegawai Direktorat Merek.Penelitian ini adalah penelitian kuantitatif dengan desain eksplanasi, yang menempatkan teori kompetensi, motivasi dan kinerja sebagai titik tolak dan sumber jawaban utama. Kuisioner dibagikan kepada 105 pegawai Direktorat Merek secara acak berstrata proposional. Untuk mengetahui bentuk hubungan dan kekuatan hubungan antar varibel digunakan regresi linier sederhana dan regresi linier berganda. Hasil penelitian adalah terdapat pengaruh positif yang signifikan untuk kompetensi terhadap kinerja; motivasi terhadap kinerja; serta kompetensi dan motivasi terhadap kinerja. Pada uji keeratan hubungan kompetensi terhadap kinerja dan motivasi terhadap kinerja menghasilkan korelasi positif sedang. Sedangkan pada uji keeratan hubungan kompetensi motivasi terhadap kinerja menghasilkan korelasi positif kuat.

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This thesis explains about the impact of low performance on the quality of public service particularly on the lead time of trademark registration process. There are a number of issues identified concerning employees performance such as the reason of imbalance performance of certain employees. Motivation is potential power which can be developed in order to generate optimum performance. The competency of empleyees is assumed to influence the performance. An interesting issue which needed to be investigated is the low quality of the public service in terms of competency and motivation which influence employees performance at Directorate of Trademark.This research is explanative quantitative research. Theory of competency and motivation which influence employees performance become the grand theory as well as the main sources of this research. Questionnaires were distributed to 105 employees of Directorate Trademark using proportionate stratified random sampling technique. In order to reveal the correlation and the strength of correlation, this research used both simple linier regression and multiple linier regressions. The result of the study prove that there is positively significant correlation between competency and performance; motivation and performance; as well as both competency and motivation on performance."

"Penelitian ini bertujuan untuk mengamati pengaruh proses pelatihan e-learning dan kepuasan kerja terhadap kinerja karyawan bank X. Penelitian terdiri dari 3 variabel utama yaitu e-learning, job satisfaction dan job performance. Pendekatan yang digunakan dalam penelitian ini adalah pendekatan kuantitatif dengan teknik pengumpulan data survey dengan jumlah sampel 103 responden karyawan bank X level non manajerial di DKI Jakarta. Analisis data menggunakan program aplikasi SPSS. Hasil penelitian ini menunjukan adanya pengaruh positif yang diberikan e-learning dan job satisfaction terhadap kinerja karyawan. Namun berdasarkan hasil yang didapat diperlukan pengembangan lebih lanjut agar pengaruh yang diberikan e-learning dan job satisfaction terhadap job performance lebih signifikan.

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This study aims to observe the influence of e-learning training process and job satisfaction towards employees’ performance at bank X. The research consists of 3 main variables which are e-learning, job satisfaction and job performance. The approach used in this research is quantitative by collecting survey data with 103 respondents from employees of bank X which is on non manajerial level in DKI Jakarta. The data analysis used in this research is an application program called SPSS. The result of this research indicates that there is a positive influence out of e-learning and job satisfaction towards employees’ performance. However, based on the results obtained further development is needed so that the effect of e-learning and job satisfaction on job performance is more significant."