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"ABSTRAKPenelitian ini bertujuan untuk menganalisis keragaman habitus dan implikasinya terhadap efektivitas organisasi. Berdasarkan studi kasus terhadap BKKBN melalui pendekatan kualitatif dengan menggunakan perangkat konseptual arena, modal, dan habitus; penelitian ini berargumen bahwa pertarungan simbolik sebagai hasil dari perbedaan habitus menciptakan infektivitas dalam mencapai tujuan organisasi. Pertarungan ini terjadi dalam bentuk negosiasi dan reinterpretasi terhadap nilai-nilai pembatasan anak dalam keluarga berencana (KB) yang berimplikasi pada capaian pekerjaan. Hasil penelitian ini merekomendasikan agar BKKBN melakukan pembentukan habitus kolektif dan penataan penempatan berdasarkan habitus yang dimiliki anggotanya.

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ABSTRACT This research aims to analyze how habitus diversity implicates the effectivity of organization. Based on case study of BKKBN analyzed qualitatively with the field, capital, and habitus conceptual framework; this research argue that symbolic conflict created by habitus diversity makes the organization ineffective in regard to attain organization purposes. The conflict is happened by the process of negotiation and reinterpretation of birth limitation value in family planning (KB) programme. This research recommends that BKKBN creating a collective habitus making programme and worker placement system based on the habitus that workers are having."

"Dalam menghadapi ketidakpastian lingkungan dan disrupsi yang timbul dari sisi teknologi, perubahan kebutuhan konsumen, persaingan, permintaan pasar dan regulasi; perusahaan media membutuhkan strategic agility untuk senantiasa lincah beradaptasi dan merespon perubahan. Kompetensi Teknologi Informasi yang didukung perangkat rutinitas perusahaan serta kesiapsiagaan daya wirausaha akan menjadi keunggulan bersaing yang diharapkan dapat membentuk strategic agility untuk membantu organisasi dalam pencapaian kinerja. Penelitian ini diadakan dalam konteks Industri Media Cetak, Online dan TV di Indonesia, dengan unit analisa adalah unit kerja/departmen/ bisnis unit. Dengan pendekatan kuantitatif dan menggunakan perangkat Smart PLS.

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In facing environmental uncertainty and disruption triggered by technological update, customer and market demand changes, competition and regulation strategic agility is needed by media firms to be able to adapt, to response and to survive. IT Competencies that embedded with Organization Routines, and Entrepreneurial Alertness will create competitive advantage in order to shape Strategic Agility to enable the firm in achieving Organizational Performance. This research conducted in the context of Media Industry in Indonesia, toward the department or business unit as unit of analysis. Using quantitative method and Smart PLS application."

"Persaingan di industri menara telekomunikasi Indonesia tergolong cukup ketat, sehingga perusahaan perlu memiliki performa yang baik agar dapat bersaing dan kontribusi dari setiap karyawan di dalamnya memiliki peranan penting. Perilaku kewargaan organisasi (PKO) adalah perilaku ekstra di luar tanggung jawab utama karyawan yang dapat meningkatkan efektivitas organisasi. Meskipun demikian, kemunculan PKO dapat terhambat apabila karyawan mengalami ketidakjelasan peran. Studi 1 penelitian ini bertujuan untuk melihat hubungan antara ketidakjelasan peran dan PKO pada karyawan Direktorat B PT X. Data studi 1 dikumpulkan dari 58 karyawan menggunakan alat ukur RHS Scale (Rizzo, House, & Lirtzman, 1970) dan skala PKO (Nugraha, 2013). Hasilnya menunjukkan bahwa terdapat hubungan negatif dan signifikan antara ketidakjelasan peran dan PKO (r = -0,511, p < 0,01). Hasil ini ditindaklanjuti melalui studi 2 untuk mengetahui pengaruh intervensi penyusunan dan sosialisasi uraian jabatan dalam menurunkan ketidakjelasan peran serta meningkatkan PKO. Hasil evaluasi pada tujuh karyawan menunjukkan bahwa setelah mendapat intervensi, terdapat penurunan ketidakjelasan peran yang signifikan (z = -1,983, p < 0,05, r = -0,75) namun tidak terdapat perubahan yang signifikan pada PKO (z = -0,631, p > 0,05). Selanjutnya penelitian ini membandingkan perubahan tingkat ketidakjelasan peran dan PKO antara kelompok intervensi dan kelompok pembanding. Hasilnya menunjukkan bahwa terdapat perbedaan yang signifikan pada ketidakjelasan peran (U = 6, z = - 2,432, p < 0,05, r = -0,65) namun tidak terdapat perbedaan PKO yang signifikan (U = 23, z = -0,192, p > 0,05) antara kelompok intervensi dan kelompok pembanding. Dengan demikian, dapat disimpulkan bahwa intervensi penyusunan dan sosialisasi uraian jabatan efektif dalam menurunkan ketidakjelasan peran namun tidak efektif dalam meningkatkan PKO.

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Competition in the Indonesian telecommunications tower industry is quite tight, thus companies need to have good performance in order to be competitive and the contribution of each employee has an important role. Organizational citizenship behavior (OCB) is extra-role behavior outside employee's main responsibility that can increase organizational effectiveness. However, the emergence of PKO can be hampered if employees experience role ambiguity. Study 1 aimed to see the relationship between role ambiguity and OCB among employees of Directorate B PT X. Data for study 1 was collected from 58 employees using RHS Scale (Rizzo, House, & Lirtzman, 1970) and OCB scale (Nugraha, 2013). The results showed that there was a negative and significant relationship between role ambiguity and OCB (r = -0.511, p < 0.01). These results were followed up through study 2 to see the effect of job description redesign and socialization to reduce role ambiguity and increase OCB. The results of the evaluation on seven employees showed that after receiving intervention, there was a significant decrease in role ambiguity (z = - 1,983, p < 0.05, r = -0.75) but there was no significant change in OCB (z = -0.631, p > 0.05). Furthermore, this study compared changes in the level of role ambiguity and OCB between the intervention group and the comparison group. The results showed that there was a significant difference in role ambiguity (U = 6, z = -2.432, p < 0.05, r = -0.65) but there was no significant difference in OCB (U = 23, z = - 0.192, p > 0.05) between the intervention group and the comparison group. Thus, it can be concluded that the job descriptions redesign and socialization were effective in reducing role ambiguity but were not effective in increasing OCB."

"In the era reformation, transparency and globalization the organization of financial bureau is demanded to be responsible to its environmental, accountable, and it must reflect and transform the constitution mandate and justice principles. Those things are getting more important in order to give the public service so the government officers must provide a variative and qualify service.

That situation becomes a challenge for the government to change its paradigm, method for system and procedure of accomplishment so it can be fitting up with the social development. in order to create an government which can provide a high quality of goods and services it needs to be supported by government's policy which matching with government tasks and functions.

According to the analysis results the Financial Bureau is less effective on doing its tasks. It can be found on how much barriers faced by the Budget Drafting Department, such as the realization of spending budget is over the limit, a lack of budget in case of the employees mutation, some compensatory demands by employees, and a disorder on Budget Realization Reports founded by Badan Pemeriksa Keuangan (BPK).

In order to analyze the factors which influence the effectiveness of organization, this research is using a 7S framework that formulated by Mc Kinsey which including: structure, strategy, system, staff, skills, style and shared value. This research is using an explanative research method that explain the relationship between two variables or more; in this case are the dependent variable and the independent variable. The dependent variable is organization effectiveness and the independent variable are structure, strategy, system, staff, skills, style and shared value. This research is using a primary and secondary data. In order to increase the effectiveness of the organization there are some factors that needed to be repaired soon, especially the quality and the quantity of human resources. It needs an administrator to coordinate and activate all elements. There must be a professional person on documentation handling. The organization must create a working system and a job description as the employees working guide, and also doing an orderly administration and documentation. If those clauses could be provided there will be a high consciousness on every employee to appreciate the already exist constitution so the Financial Bureau organization's effectiveness will be done."

"Tujuan dari penelitian ini adalah untuk melihat pengaruh employee engagement terhadap organizational citizenship behavior (OCB) pada karyawan PT Sepatu Bata Tbk. Penelitian ini adalah penelitian kuantitatif dengan desain eksplanatif. Penelitian ini dilakukan terhadap karyawan PT Sepatu Bata Tbk.(N=118). Pengumpulan data pada penelitian ini menggunakan dua alat ukur. Variabel employee engagement diukur dengan menggunakan 4 dimensi, yaitu Get, Give, Belong dan Grow. Sedangkan OCB diukur dengan menggunakan 5 dimensi yaitu Altruism, Conscientious, Sportsmanship, Courtesy dan Civic virtue. Hasil dari penelitian ini menemukan pengaruh yang signifikan dari employee engagement terhadap OCB.

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The purpose of this study was to explore the effect of employee engagement on organizational citizenship behavior (OCB) in PT Sepatu Bata Tbk. This research is quantitative explantive interpretive. The study was being conducted on employee (N=118) of PT Sepatu Bata Tbk.The two measuring instruments were used to collect data. The employee engagement was measured on the basis of four dimensions, Get, Give, Belong and Grow. While OCB was measured on the basis of five dimensions, Altruism, Conscientious, Sportsmanship, Courtesy and Civic virtue. The study found a significant effect of employee engagement on OCB."

"Penelitian ini memiliki tujuan untuk mengetahui pengaruh Budaya Organisasi terhadap Komitmen Organisasional di PT.Lintas Media Telekomunikasi. Tujuan dari penelitian ini adalah untuk mengetahui: (1) Budaya organisasi di PT.Lintas Media Telekomunikasi. (2) Komitmen organisasional di PT.Lintas Media Telekomunikasi dan (3) Pengaruh budaya organisasi terhadap komitmen organisasional karyawan tetap di PT.Lintas Media Telekomunikasi. Indikator budaya organisasi yang digunakan menurut Denison, yang terdiri dari empat dimensi yakni, keterlibatan, kemampuan adapatasi, konsistensi dan misi sedangkan komitmen organisasional yang digunakan menurut Allen dan Meyer yang membagi komitmen menjadi tiga komponen yakni afektif, berkesinambungan dan normatif. Pendekatan penelitian yang digunakan adalah pendekatan kuantitatif. Jenis penelitian ini merupakan penelitian eksplanatif. Penelitian ini bermaksud menjelaskan kedudukan variabel-variabel yang diteliti serta pengaruh antar variabel budaya organisasi dengan komitmen organisasional Pengumpulan data dilakukan dengan studi kepustakaan dan penyebaran kuesioner. Dalam mengolah data yang diperoleh, digunakan SPSS versi 17.0. Dari penelitian ini dapat disimpulkan bahwa budaya orgapnisasi memiliki pengaruh yang signifikan terhadap komitmen organisasional karyawan di PT.Lintas Media Telekomunikasi. Hasil penelitian ini sama dengan hasil penelitian yang telah dilakukan oleh Ferudun Sezgin tahun 2010.

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This study has the objective to determine the effect of Organizational Culture on Organizational Commitment at PT.Lintas Media Telecommunications.. The purpose of this study was to determine: (1) organizational culture at PT.Lintas Media Telecommunications. (2) Organizational Commitment at PT.Lintas Media Telecommunications. and (3) The influence of organizational culture on organizational commitment of employees remain at PT. Lintas Media Telecommunications. Organizational culture indicators used by Denison, which consists of four are, engagement, adaptation capability, consistency and mission and commitment organizational indicator used according to Allen and Meyer were divided into three components: commitment affective, continuous and normative. The research is an explanative research with quantitative approaches.

This research intends to clarify the position of the studied variables and between variables influence organizational culture with organizational commitment .Data was gathered through literature study and distributing questionnaires. In this research can be concluded that organizational culture has a significant impact on organizational commitment of employees at PT.Lintas Media Telecommunications. The results of this study together with the results of the research that has been done by Ferudun Sezgin in 2010."

"Anggota organisasi yang memiliki organizational citizenship behavior OCB yang rendah, terbukti akan memiliki kinerja yang rendah. Studi sebelumnya telah membahas mengenai OCB secara komprehensif dalam perspektif ilmu Bisnis, Manajemen, dan Psikologi. Keseluruhan studi tersebut telah menggambarkan bukti empiris bahwa OCB terkait dengan kinerja organisasi. Namun kajian terdahulu ini memiliki kelemahan yaitu tidak mengkaji faktor yang dapat berkontribusi pada pembentukan OCB itu sendiri. Berbeda dengan kajian sebelumnya, artikel ini mengkaji OCB dari sudut pandang sosiologi, khususnya perspektif modal sosial sebagaimana modal sosial terbukti dapat berkontribusi terhadap pembentukan komitmen anggota organisasi dalam bekerja sama satu sama lain. Oleh sebab itu penelitian ini akan mengkaji mengenai OCB berbasiskan pada modal sosial di PT G4S Cash Service dengan menggunakan pendekatan kualitatif. Pengumpulan data akan diperoleh melalui observasi, studi literatur dan wawancara mendalam.

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Members of organization with low organizational citizenship behavior OCBs will prove to have low performance. Previous studies have examined OCBs comprehensively in perspective of Business, Management, and Psychology. The whole study has illustrated empirical evidence that OCBs are related to organizational performance, but these studies have weaknesses that it does not examine factors that can affect OCBs themselves. In contrast to previous studies, this article examines the OCBs from a sociological point of view, particularly the perspective of social capital as social capital has been shown to contribute to the formation of the commitment of members of the organization in co-operation with one another. Therefore, this study will examine the OCBs based on social capital in PT G4S Cash Service using a qualitative approach. Data collection will be obtained through observation, literature studies and in-depth interviews. "