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"[ABSTRAKPenelitian ini bertujuan untuk menganalisis pengaruh positif leader member exchange dan iklim organisasi secara signifikan terhadap employee engagement perawat di Rumah Sakit Ibu dan Anak / unit bersalin. Selain itu juga untuk menganalisis lebih dalam mengenai leader member exchange dan iklim organisasi apa sajakah yang memberikan pengaruh yang signifikan terhadap peningkatan dari employee engagement. Berdasarkan teori dari Litwin dan Stringer (1968) dimensi iklim organisasi adalah structure, responsibility, reward, risk, standard, support, conflict, identity, dan warmth. Pengumpulan data dilakukan dengan menyebarkan kuesioner kepada 134 perawat di Rumah Sakit X, Y, dan Z dengan menggunakan metode total sampling. Kemudian diolah dan dianalisis menggunakan bantuan program SPSS dengan memakai metode descriptive statistics dan regresi linier untuk menjawab rumusan masalah yang ada. Hasil penelitian ini memberikan gambaran tentang pengaruh leader member exchange dan iklim organisasi terhadap employee engagement perawat di Rumah Sakit X, Y, dan Z. Hasil penelitian juga menunjukkan bahwa variabel leader-member exchange tidak berpengaruh secara signifikan terhadap variabel employee engagement. Sedangkan untuk variabel iklim organisasi hanya dimensi responsibility, reward, risk, standard, dan conflict yang berpengaruh secara signifikan terhadap variabel employee engagement. Dimensi structure, support, dan warmth tidak berpengaruh terhadap employee engagement perawat.

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ABSTRACTThe objective of this research is to analyze the significant positive influence of leader-member exchanges and organizational climate to the employee engagement of nurses in mother and children hospital/maternity unit. Moreover, this research is also to more deeply analyze the types of leader member exchanges and organizational climate that significantly influence to the increase of employee engagement. Based on the theory of Litwin and Stringer (1968), the dimensions of organizational climate are structure, responsibility, reward, risk, standard, support, conflict, identity, and warmth. The data collection conducted by distributing the questionnaire to 134 nurses in Hospital X, Y and Z with total sampling method. The collected data was processed and analyzed with SPSS using descriptive statistics and linear regression method to answer the research question. The result of this research describes the influences of leader member exchange and organizational climate to the employee engagement of the nurses in Hospital X, Y and Z. The result of the research also demonstrates that the leader-member exchange variable does not significantly influence to the employee engagement variable. While for the organizational climate variable, only the responsibility, reward, risk, standard, and conflict dimension that significantly influence the employee engagement variable. The structure, support, and warmth dimension does not influence the employee engagement., The objective of this research is to analyze the significant positive influence of leader-member exchanges and organizational climate to the employee engagement of nurses in mother and children hospital/maternity unit. Moreover, this research is also to more deeply analyze the types of leader member exchanges and organizational climate that significantly influence to the increase of employee engagement. Based on the theory of Litwin and Stringer (1968), the dimensions of organizational climate are structure, responsibility, reward, risk, standard, support, conflict, identity, and warmth. The data collection conducted by distributing the questionnaire to 134 nurses in Hospital X, Y and Z with total sampling method. The collected data was processed and analyzed with SPSS using descriptive statistics and linear regression method to answer the research question. The result of this research describes the influences of leader member exchange and organizational climate to the employee engagement of the nurses in Hospital X, Y and Z. The result of the research also demonstrates that the leader-member exchange variable does not significantly influence to the employee engagement variable. While for the organizational climate variable, only the responsibility, reward, risk, standard, and conflict dimension that significantly influence the employee engagement variable. The structure, support, and warmth dimension does not influence the employee engagement.]"

"Penelitian ini dilakukan untuk mengevaluasi desain dan penerapan pengendalian internal pada proses pengelolaan dan penyebarluasan data dan informasi geospasial pada Badan Informasi Geospasial (BIG) serta memberikan rekomendasi perbaikan untuk organisasi agar dapat mengoptimalkan pengendalian internal yang sudah ada. Metode penelitian yang digunakan adalah metode penelitian studi kasus menggunakan teknik analisis kualitatif deskriptif. Evaluasi atas desain dan penerapan pengendalian internal dilakukan dengan mengacu pada COSO Internal Control Integrated Framework tahun 2013, dengan komponen yang dinilai fokus pada komponen penilaian risiko (risk assesment) dan aktivitas pengendalian (control activity). Pengumpulan data dilakukan melalui wawancara dan analisis dokumen. Hasil penelitian menunjukan bahwa masih terdapat kelemahan dalam pengendalian internal sesuai COSO 2013 yang telah didesain dan diterapakan untuk komponen penilaian risiko dan aktivitas pengendalian.

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This research was conducted to evaluate the design and implementation of internal controls in the process of managing and disseminating geospatial data and information at the Geospatial Information Agency (BIG) and to provide recommendations for improvements for the organization so that it can optimize existing internal controls. The research method used is a case study research method using descriptive qualitative analysis techniques. Evaluation of the design and implementation of internal control is carried out by referring to the 2013 COSO Internal Control Integrated Framework, with the components assessed focusing on risk assessment components and control activities. Data collection was carried out through interviews and document analysis. The research results show that there are still weaknesses in internal control according to COSO 2013 which has been designed and implemented at the organization for the risk assessment components and control activities"

"Tesis ini menganalisis dua faktor yang mempengaruhi burnout, yaitu persepsi terhadap human resource management dan perceived organizational support. Penelitian ini merupakan penelitian kuantitatif dengan melakukan pengukuran burnout pada 45 orang sampel karyawan Bank X. Hasil penelitian menemukan bahwa faktor persepsi terhadap manajemen SDM pada dimensi pengembangan pribadi yang paling berpengaruh terhadap burnout. Berdasarkan hasil penelitian, peneliti menyarankan bahwa perlu dilakukan sosialisasi kebijakan dan dukungan organisasi oleh manajemen SDM terhadap karyawan yang mengalami burnout.

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This thesis analyzes two factors that affect burnout, the perception of human resource management and perceived organizational support. This research is quantitative by measuring burnout in the sample of 45 employees of Bank X. The study found that factors in the perception of human resource management dimension's - personal development the most influence on burnout. Based on the research results, the researchers suggest that this problem needs to be disseminated by the organization's policies and human resource management support for employees experiencing burnout."