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"Iklim organisasi mempunyai peranan yang penting bagi karyawan karena dapat mempengaruhi motivasi kerja dari karyawan. Karyawan akan termotivasi jika karyawan merasa nyaman dan kondusif dengan tempat mereka bekerja, dalam hal ini iklim organisasi menjadi faktor penting dalam memotivasi karyawan guna untuk menyelesaikan pekerjaan. Penelitian ini bertujuan untuk mengetahui pengaruh iklim organisasi terhadap motivasi kerja karyawan tetap non-manajerial pada Bank Yudha Bakti Kantor Pusat di Jakarta. Penelitian ini menggunakan metode penelitian kuantitatif eksplanatif. Dalam penelitian ini, peneliti menggunakan teknik total sampling yaitu sebanyak 108 karyawan tetap non-manajerial. Tekhnik pengumpulan data dengan menggunakan penelitian survey. Hasil penelitian memperlihatkan bahwa terdapat pengaruh yang signifikan dan positif antara iklim organisasi dengan motivasi kerja karyawan tetap non-manajerial.

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Organization climate have an important role for employees because it can affect to work motivation of employees. Employees will be motivated if employees feel comfortable and conducive to their work places. Nowdays organization climate becomes an important factor in motivating employees in order to finish the job. This research aims to know the influence of organizational climate to work motivation permanent employee non-managerial on Bank Yudha Bakti in Jakarta.

This study used quantitative eksplanative research methods. This research used technique total sampling with 108 permanent employees non-managerial. Technique for data collection using survey research. Results of the study show that there is a significant and positive influence on the organization climate with the work motivation permanent employee non managerial."

"Penelitian ini menjelaskan tentang dua variabel yaitu variabel iklim organisasi dan variabel kepuasan kerja karyawan. Tujuan dari penelitian ini adalah untuk mengetahui apakah terdapat pengaruh antara iklim organisasi terhadap kepuasan kerja karyawan non-manajerial Kompas Gramedia Sports and Health Media di Jakarta. Variabel Iklim Organisasi diuji dengan menggunakan 14 dimensi yang dikemukakan oleh Adrian Furnham & Leonard D. Goodstein. dan variabel kinerja karyawan diuji menggunakan 2 Indikator yang dikemukakan oleh Cammann, Fichman, Jenkins, & Klesh. Pendekatan yang digunakan dalam penelitian ini adalah pendekatan kuantitatif dengan metode penelitian survei yang menggunakan teknik total sampling terhadap karyawan non-manajerial Kompas Gramedia Sports and Health Media di Jakarta yang berjumlah 100 responden. Analisis data menggunakan uji regresi sederhana dan hasil penelitian menunjukan bahwa employee engagement mempunyai pengaruh yang signifikan terhadap kinerja karyawan sebesar 38,9%.

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This study explains about two variables, the variables are organization climate and job satisfaction. The purpose of this study was to determine whether there is any effect of employee engagement on the performance of non-managerial employees on Kompas Gramedia Sports and Health Media in Jakarta. Organization climate variables were tested using fourteen dimensions proposed by Adrian Furnham & Leonard D. Goodstein. and job satisfaction variables were tested using 2 indicator raised by Cammann, Fichman, Jenkins, & Klesh search method that uses total sampling techniques for non-managerial employees of Kompas Gramedia Sports and Health Media in Jakarta which amounted to 100 respondents. Analysis of the data using a simple regression test and the results showed that employee engagement has a significant influence on employee performance equal to 38,9%."

"Penelitian ini bertujuan untuk meneliti hubungan antara kepuasan kerja dengan komitmen organisasional pada karyawan tetap non-manajerial PT. Aero Systems Indonesia. Variabel independen akan diukur menggunakan Minnesota Satisfaction Questionnaire, sedangkan variabel dependen akan diukur menggunakan Organizational Commitment Scale."

"Saat ini pemerintah Indonesia mulai memberlakukan larangan ekspor bahan tambang mentah. Sehingga banyak perusahaan tambang yang berhenti berproduksi dan banyak karyawan yang merasa khawatir dengan keberlangsungan karir mereka di perusahaan. PT Freeport Indonesia merupakan salah satu perusahaan tambang terbesar di Indonesia yang juga terkena dampak dari peraturan tersebut. Penelitian ini menganalisis mengenai pengaruh job security terhadap motivasi kerja karyawan di kantor pusat PT Freeport Indonesia dengan menggunakan pendekatan kuantitatif. Data diperoleh dari kuesioner dan wawancara tidak terstruktur. Jumlah sampel dalam penelitian ini adalah 100 orang karyawan tetap kantor pusat PT Freeport Indonesia di Jakarta. Teknik pengambilan sampelnya adalah non probabilitas dengan teknik purposive sampling. Metode analisis yang dalam penelitian ini adalah analisis deskriptif dan analisis regresi linear sederhana. Hasil penelitian ini menunjukkan bahwa Job Security memiliki pengaruh signifikan terhadap motivasi kerja kerja karyawan. Namun, job security bukanlah faktor terbesar yang mempengaruhi motivasi kerja karyawan di PT Freeport Indonesia.

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Currently, the Indonesian government is imposing a ban to export raw mining materials. There are many mining companies stopped their production and a lot of employees worried with the sustainability of their careers in the company. PT Freeport Indonesia is one of the largest mining companies in Indonesia, which means that they are also affected by the regulation.

This study analyzed the influence of job security on employee motivation at the headquarters of PT Freeport Indonesia using quantitative approach. Data is obtained from questionnaires and unstructured interviews. The number of samples in this study is 100 permanent employees at the headquarters of PT Freeport Indonesia in Jakarta. The technique of sampling is non-probability with purposive sampling technique.

The method of analysis in this study is descriptive analysis and simple linear regression analysis. The results of this study indicate that Job Security has a significant influence on employees' work motivation. However, job security is not the biggest factor influencing employee motivation in PT Freeport Indonesia."

"Penelitian ini membahas mengenai bagaimana pengaruh iklim organisasi yang dimiliki oleh STIKOM The London School of Public Relations Jakarta terhadap Organizational Citizenship Behavior. Penelitian ini merupakan merupakan penelitian kuantitatif deskriptif dimana cara pengambilan sampel yang digunakan adalah Total Sampling dari seluruh jumlah karyawan kampus B STIKOM The London School of Public Relations Jakarta. Dalam memenuhi kebutuhan data yang dibutuhkan, maka digunakan teknik pengumpulan data dengan cara melakukan survey. Hasil penelitian ini meperlihatkan bahwa iklim organisasi pada STIKOM The London School of Public Relations Jakarta menunjukkan adanya pengaruh terhadapa organizational citizenship behavior (OCB) yang dimiliki karyawan kampus B.

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The research thrust is to know that the implementation of organizational climate have any influence to organizational citizenship behavior in campus B STIKOM The London School of Public Relations Jakarta. This research used descriptive quantitative, with total sampling of whole employees in campus B as respondent. Collecting data technic used survey. The results of this research shown that whole system of the organizational climate in STIKOM The London School of Public Relations Jakarta has influence with organizational citizenship behavior in campus B."

"PT Bank Mandiri, Tbk. as the biggest state-owned bank in Indonesia must perform changes and its employees must continuously adapt to its environment in order to exist in its endeavour to be the best in the banking world. This quantitative research uses samples taken randomly from the population of the entire employees of Bank Mandiri central office located in Jakarta. The analysis of the data uses the regression design to perceive the influence of five disciplines of learning organization—i.e. personal mastery, shared vision, mental model, system thinking, and team learning—toward the competence improvement of Mandiri Bank Central Office’s employees in Jakarta, signified by motives, traits, self concept, knowledge, and skill. The result of the research shows that learning organization has a strong relation and a significant influence toward the competence improvement of the employees at Mandiri Bank Central Office in Jakarta."

"Dirjen PQR mempunyai peran penting dalam perekonomian Indonesia. Sebagian besar pendapatan Indonesia berasal dari dana yang dikumpulkan oleh Dirjen PQR. Untuk meningkatkan efektivitas Dirjen PQR, Pemerintah Indonesia memutuskan untuk mengadakan perubahan organisasi. Kesiapan organisasi untuk berubah ditentukan oleh kesiapan pegawai. Sedangkan kesiapan pegawai sangat erat kaitannya dengan pandangan pegawai terhadap organisasi tempat ia bekerja. Oleh karena itu, sangat penting untuk mengetahui kesiapan pegawai untuk berubah. Penelitian ini bertujuan untuk mengetahui pengaruh keadilan organisasi, dukungan organisasi, komitmen organisasi, dan iklim psikologis terhadap kesiapan untuk berubah. Penelitian menggunakan kuesioner dalam pengumpulan dan sampel 327 orang. Sampel diambil dari 10 kantor cabang Dirjen PQR di wilayah DKI Jakarta. Teknik analisis statistik yang digunakan adalah regresi berganda. Kesimpulan dari penelitian adalah keadilan organisasi, dukungan organisasi, dan iklim psikologis mempunyai pengaruh yang signifikan terhadap kesiapan untuk berubah. Sementara, komitmen organisasi tidak mempunyai pengaruh yang signifikan terhadap kesiapan untuk berubah. Saran penelitian, Dirjen PQR hendaknya secara terus menerus memberikan informasi mengenai perubahan kepada pegawai.

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Dirjen PQR has significant role in Indonesia economic. Most of Indonesia income comes from fund which is collected by Dirjen PQR. Indonesia government decided to do significant changes to this organization. The Aim of change is to increase work effectiveness. Organizational readiness depends on employee readiness for change. While, employee readiness depends on employee?s view on organization. It is so important to know influential factors to readiness for change. The aim of research is to know effect of organizational justice, organizational commitment, organizational support, and psychological climate on readiness for change. This research used questionnaire to gather data and 327 subjects. It was taken from 10 branch offices in DKI Jakarta. Multiple regressions was used to analyze data. The conclusion of the research is organizational justice, organizational support, and psychological climate have significant effect on readiness for change. But, organizational commitment does not. The suggestion is Dirjen PQR must give organizational change information continuously."

"Human being become the essential element in the organization. Organization needs human being to achieve it goals. On the other hand, human being also needs organizationas the place, to fulfill its not only material but also immaterial needs. One thing of immaterial needs that employee want is the actualization of positive organization behavior. Basically, organization put its concern comprehensively on organization behavior so that the primary goal can be really achieved. This research question is how the employees perception toward the implementation of corporate culture at PT. Telekomunikasi Selular? The kinds of research is quantitive approaches and sampling method that used is purposive sampling. The amount of sampleis 20 employees. The result show that the employees have positive perception toward corporate culture which created in PT. Telekomunikasi Selular. The corporation culture is quite good with the strong culture. The succesfull organization which is able to manage its human resources with balance and innovation. One of human resources management is through implementation of organizational culture. Employees positive perception about organizational culture and increase employees performance."

"ABSTRAKPenelitian ini bertujuan untuk menguji pengaruh organizational learning culture terhadap kinerja karyawan tetap dengan employee engagement sebagai variabel mediasi pada Detmold Group. Peneliti menggunakan organizational learning culture sebagai variabel independen, kinerja karyawan sebagai variabel dependen dan employee engagement sebagai variabel mediasi. Pada penelitian ini peneliti meggunakan teori organizational learning culture dari Watkins dan Marsick, teori employee engagementdari Hewitt dan pengukuran kinerja karyawan berdasarkan indikator penilaian kinerja yang dimiliki oleh Detmold Group. Penelitian ini menggunakan pendekatan kuantitatif dengan pengumpulan data menggunakan metode survei. Instrumen penelitian ini menggunakan kuesioner. Jumlah sampel dalam penelitian ini yaitu 115 karyawan tetap Detmold Group dengan menggunakan total sampling, dengan tingkat responsi 85%. Teknik analisis Partial Least Square dengan bantuan perangkat lunak SmartPLS v.3. Hasil penelitian ini memperlihatkan bahwa organizational learning cultureberpengaruh terhadap employee engagement dan kinerja karyawan secara signifikan. Employee engagement sebagai variabel mediasi dari organizational learning culture juga berpengaruh secara signifikan terhadap kinerja karyawan.

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ABSTRACTThe purpose of this research is to examines the effect of organizational learning culture on employee performance with employee engagement as intervening variable case study in Detmold Group. This research used organizational learning culture as independent variable, employee performance as dependent variable and engagement as intervening variable. This research applied the theory of organizational learning culture by Watkins and Marsick, employee engagement theory by Hewitt and Employee perfomance measurement by Detmold Group measurement tools. This researchused quantitative approach to gather the data by utilizes a survey method. This research distributed self administrated to 115 respondents. The respondents were permanent employee in head office. Data were analyzed with Partial Least Square by using SmartPLS v.3. The result shows that organizational learning culture has a significant effect on employee engagement and employee performance, meanwhile employee engagement as intervening variable from organizational learning culture has a significant effect on employee performance."

"ABSTRAKDunia yang sedang berkembang menuntut organisasi untuk bertahan dan memiliki daya saing. Corporate entrepreneurship diketahui memiliki peran positif dalam pertumbuhan dan perkembangan organisasi. Corporate entrepreneurship dikaitkan dengan aktivitas pengambilan risiko, pengembangan inovasi, dan proaktif. Dan untuk itu, faktor-faktor yang memengaruhi Corporate entrepreneurship, baik yang berpengaruh secara langsung maupun tidak langsung, perlu diselidiki lebih lanjut. Penelitian ini dilakukan dengan metode kuantitatif untuk menentukan hubungan antara lingkungan eksternal, lingkungan internal organisasi, serta berbagi pengetahuan, dengan corporate entrepreneurship. Lingkungan eksternal yang diteliti terdiri dari kedinamisan, munificence, dan kompleksitas. Sedangkan lingkungan internal organisasi yang terkait dengan corporate entrepreneurship adalah dukungan manajemen, diskresi kerja, penghargaan/pengakuan, dan ketersediaan sumber daya. Sedangkan berbagi pengetahuan diteliti sebagai unidimensional. Secara umum, pembahasan tentang entrepreneurship lebih sering ditujukan pada organisasi sektor swasta atau usaha kecil-menengah. Penelitian ini dilakukan di salah satu organisasi sektor publik di Indonesia yang bergerak di bidang jaminan sosial yaitu BPJS Ketenagakerjaan. Data diambil dari 85 kepala kantor cabang yang berasal dari seluruh daerah di Indonesia. Hasil penelitian ini akan memperkaya studi sebelumnya yang telah dilakukan, dengan konteks organisasi publik di Indonesia.

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ABSTRACTA growing world requires organizations to survive and have competitiveness. Corporate entrepreneurship is known to have a positive role in organizational growth and development. Corporate entrepreneurship is associated with risk taking activities, innovativeness, and proactiveness. And for that, the factors that influence Corporate entrepreneurship, both those that affect directly or indirectly, need to be investigated further. This research was conducted with quantitative methods to determine the relationship between the external environment, internal organization environment, and knowledge sharing, with corporate entrepreneurship. The external environment studied was dynamism, munificence, and complexity. While internal organization environment related to corporate entrepreneurship are management support, work discretion, rewards/recognition, and resource availability. And knowledge sharing is examined as unidimensional. In general, the discussion on entrepreneurship is aimed more at private sector organizations or small-medium enterprises. The research was conducted in one of the public sector organizations in Indonesia that is engaged in social security namely BPJS Ketenagakerjaan (Workers Sosial Security Agency). The data is taken from 85 head of branch office originated from regions in Indonesia. The results of this study will enrich previous studies that have already been carried out, with the context of public organizations in Indonesia"