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"Sustainable competitive advantage is dependent on a firm’s ability to simultaneously balance different activities in a trade-off situation. This capability is referred to as organizational ambidexterity and may comprise various paradoxical activities, such as exploration and exploitation. To enhance the current understanding of organizational ambidexterity and how it can be realized, Sebastian Kortmann provides at least three important contributions. Apart from the development of a theoretical framework for ambidexterity, the study uncovers which structural mechanisms support ambidextrous behavior and the extent to which these relationships are dependent on firm type."

"Pandemi Covid-19 merupakan krisis yang menyebabkan hampir seluruh organisasi profit mengalami kerugian finansial, pengurangan karyawan dan bahkan penutupan lini usaha. Dalam menghadapi krisis, analisis risiko dan kelancaran komunikasi internal organisasi merupakan isu kebijakan yang penting. Penelitian ini bertujuan untuk melakukan pengujian empiris atas pengaruh organizational learning dalam mempengaruhi organizational resilience, serta efek mediasi strategic agility dan inovasi organisasi. Pengujian teori dilakukan dengan melakukan survei terhadap 169 perusahaan di dalam direktori industri manufaktur BPS 2021. Penelitian ini menggunakan analisis structural equation modelling (SEM), dimana hasil analisis menunjukkan terdapat hubungan positif signifikan antara seluruh variabel yang diuji, yaitu organizational learning, strategic agility, serta inovasi organisasi terhadap organizational resilience. Efek mediasi oleh strategic agility dan inovasi organisasi juga menunjukkan hasil yang signifikan. Pembangunan kapabilitas dasar perlu diawali untuk membentuk organisasi yang kuat dalam situasi krisis. Organizational learning perlu dibentuk sebagai sistem di dalam organisasi. Kemudian, kebijakan learning diarahkan secara langsung kepada kapabilitas agility, inovasi, dan resilience. Hal ini menunjukkan bahwa variabel - variabel tersebut dapat membangun ketahanan organisasi dalam menghadapi krisis ekstrim.

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The Covid-19 pandemic is a crisis that has caused almost all profitable organizations to experience losses, layoffs of employees and even closure of business lines. In dealing with a crisis, risk analysis and smooth internal organizational communication are important policies. This study aims to conduct an empirical examination of the effect of organizational learning on organizational resilience, as well as the mediating effects of strategic agility and organizational innovation. Testing the theory was carried out by conducting a survei of 169 companies in the BPS 2021 manufacturing industry directory. This study used structural modeling equation analysis (SEM), where the results of the analysis showed that there was a significant positive relationship between all the variables tested, namely organizational learning, strategic agility, and organizational innovation on organizational resilience. The mediating effect by strategic agility and organizational innovation also shows significant results. Development of basic capabilities needs to be anticipated to form a strong organization in a crisis situation. Organizational learning needs to be formed as a system within the organization. Then, learning policies are directed directly to agility, innovation, and resilience capabilities. This shows that these variables can build organizational resilience in facing extreme crises"

"Komunikasi organisasi merupakan proses yang memberikan manfaat untuk peningkatan kinerja karyawan. Penelitian bertujuan untuk mengetahui hubungan komunikasi organisasi dengan kinerja perawat pelaksana. Desain penelitian menggunakan deskriptif korelatif dengan pendekatan cross sectional terhadap 156 perawat pelaksana. Instrumen penelitian memiliki reliabilitas 0,8716-0,8776. Hasil uji Chi Square (p=0,046; α=0,05) membuktikan adanya hubungan antara komunikasi organisasi dengan kinerja perawat pelaksana. Variabel yang paling berpengaruh terhadap kinerja perawat pelaksana adalah supervisi dan pengarahan. Upaya meningkatkan komunikasi organisasi dengan cara melakukan supervisi dan pengarahan sesuai pedoman perlu dilakukan sehingga dihasilkan kinerja yang semakin baik.

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Communicational organization is a process that is useful to improve the quality of nursing performance. The aim of this study is finding the relationship between organizational communication with the performance of nursing service. The study used correlationally descriptive design with cross sectional approach from 156 respondents (nursing service). The reliability value of questionnaire was from 0,8716 until 0,8776. Chi Square analysis result (p=0,046; α=0,05) proved that there was relationship between communicational organization with performance of nursing service. The most influential variables to nursing performance were supervision and directing. The effort to improve communicational organization by conducting appropriate supervision and directing with guidelines is needed so that creating better nurse performance."

"Terdapat dua tujuan utama dalam penelitian ini, yaitu untuk mengetahui hubungan antara perceived organizational support dengan strategi emotional labor dan mengetahui hubungan antara afek positif dan afek negatif dengan strategi emotional labor. Penelitian berdesain kuantitatif non-eksperimental ini memiliki total partisipan 118 orang dengan karakteristik partisipan merupakan seorang pegawai di sektor industri jasa di wilayah Jabodetabek. Emotional labor diukur dengan menggunakan Emotional Labor Scale (ELS) yang dikembangkan oleh Diefendorff et al. (2005), untuk mengukur perceived organizational support menggunakan survey of perceived organizational support (SPOS) yang dikembangkan oleh Eisenberger et al. (1986), serta untuk mengukur afek menggunakan Positive Affect Negative Affect Scale (PANAS) yang dikembangkan oleh Watson et al. (1988). Hasil penelitian ini menunjukkan bahwa terdapat hubungan yang signifikan antara afek positif dengan deep acting (r = 0,24, p < 0,01), serta afek negatif dengan surface acting (r = 0,26, p < 0,01). Hal ini menandakan bahwa individu yang cenderung mengalami perasaan yang positif seperti merasa bersemangat akan cenderung menampilkan emosinya secara tulus dengan mengubah perasaan yang sebenarnya dirasakan agar sesuai dengan aturan tampilan emosi yang diharapkan organisasi, sedangkan individu yang cenderung mengalami perasaan negatif yang tinggi seperti mudah tersinggung cenderung akan berpura-pura menampilan emosi sesuai dengan aturan tampilan organisasi dengan hanya mengubah gestur atau nada suara tanpa mengubah perasaan yang sebenarnya. Namun, hasil lainnya menunjukkan bahwa tidak terdapat hubungan antara perceived organizational support dengan strategi emotional labor baik berupa surface acting ataupun deep acting. Hal ini berarti baik atau buruknya persepsi yang dimiliki pegawai terhadap dukungan organisasi tidak berhubungan dengan regulasi tampilan emosi seperti apa yang akan ditampilkan.

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There are two main objectives in this study, the first one is to investigate the relationship between perceived organizational support with the strategy of emotional labor and the second one is to investigate the relationship between positive affect and negative affect with the strategy of emotional labor. This quantitative non-experimental study has total 118 participants with the characteristics of the participants is an employee in the service industry in Jabodetabek area. Emotional labor was measured using the Emotional Labor Scale (ELS) developed by Diefendorff et al. (2005), to measure perceived organizational support used a survey of perceived organizational support (SPOS) developed by Eisenberger et al. (1986), and to measure affect, this study used Positive Affect Negative Affect Scale (PANAS) developed by Watson et al. (1988). The results of this study shows that there is a significant relationship between positive affect and deep acting (r = 0.24, p <0.01), also negative affect and surface acting (r = 0.26, p <0.01). This results indicates that employee who are likely to experience positive feelings such as feelings excited would tend to show emotions sincerely by changing the feelings that are perceived to be in accordance with the rules of emotion expected by organization (display rules), whereas employee who are likely to experience negative feelings such as high irritability tend to faking the display of emotion in order to display emotions that fit with display rules simply by changing the gestures or tone of voice without changing the actual feeling. However, other results shows that there is no relationship between perceived organizational support with emotional labor strategy either surface acting nor deep acting. This results indicates that good or bad employee?s perception of support from their organization is not related to what strategy of emotion regulation that will be displayed."

"Organisasi seringkali mengeluhkan konflik yang timbul dengan para profesional yang mereka pekerjakan Beberapa organisasi berasumsi bahwa semakin kuat komitmen profesional kepada profesi mereka maka komitmen mereka terhadap organisasi yang mempekerjakannya akan semakin berkurang. Hal inilah yang menimbulkan konflik antara tuntutan profesi dengan tuntutan organisasi. Tentu saja pada akhirnya konflik ini dapat mempengaruhi produktifitas dari organisasi. Beranjak dari fenomena ini, penelitian ini berusaha untuk mencari kebenaran dari asumsi tersebut.Penelitian ini menggunakan jaksa sebagai responden penelitian dan Kejaksaan sebagai organisasi profesi tempat mereka bekerja, Dengan menggunakan alat ukur komitmen profesi yang disusun oleh Aranya (1981) dan alat ukur Komitmen Organisasi yang disusun oleh Alen & Meyer (1991) penelitian ini berhasil menemukan hubungan yang positif dan signifikan antara komitmen profesi dengan komitmen organisasi afektif.

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Organization often complaining about their conflict with the professionals their employed. Some organization assumes that the increasement of professional commitment will bring the decreasement of organizational commitment. This phenomenon will lead a conflict between professional's standard with organization's standard. This conflict of course can have impact on productivity of the organization. Base on this phenomenon, the research is trying to find the truth of the assumption.This research using prosecutors as a respondent and Kejaksaan as the prosecutor's professional organization. Using Professional Commitment Scale by Aranya (1981) and Organizational Commitment Scale by Allen & Meyer (1991), this research had successfully found a relation between professional commitment and affective organizational commitment."

"Penelitian ini dilakukan untuk melihat hubungan antara followership dan komitmen organisasi pada karyawan. Pengukuran followership menggunakan followership questionnaire (Kelley, 1992) dan pengukuran komitmen organisasi menggunakan Commitment scale items (Allen dan Meyer, 1990). Partisipan 75 orang karyawan diperoleh dengan teknik pengambilan sampel accidental sampling. Hasil penelitian ini menunjukkan terdapat hubungan positif yang signifikan antara followership dengan komitmen organisasi pada karyawan (r = 0.413; p = 0.000, signifikan pada L.o.S 0.05). Artinya, semakin tinggi followership yang dimiliki oleh seorang karyawan, maka semakin tinggi pula komitmen organisasinya. Selain itu, dimensi followership yang memiliki sumbangan paling besar, yaitu active engagement. Berdasarkan hal tersebut, maka seorang karyawan perlu ditingkatkan followership-nya terutama komponen active engagement sehingga komitmen organisasinya dapat meningkat.

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This research was conducted to find the correlation between followership and organizational commitment among employees. Followership was measured using an instrument named followership questionniare (Kelley, 1992) and organizational commitment was measured using an instrument named commitment scale items (Allen and Meyer, 1990). The participants of this research are 75 employees. The main results of this research show that followership correlated with organizational commitment (r = 0.413; p = 0.000, significant at L.o.S 0.05). which means, the higher followership someone?s own, showing the higher organizational commitment. Furthermore, the biggest contribution component of followership toward organizational commitment was active engagement. Based on these result employees need to improve the followership especially active engagement, as one of factor that increasing organizational commitment."

"ABSTRAKTujuan dari penelitian ini adalah untuk menguji peran perceived insider statusdalam memediasi pengaruh antara participative decision making serta perceived organizational support dengan organizational citizenship behavior. Penelitian ini menggunakan pendekatan kuantitatif dengan metode survei. Pengumpulan data menggunakan kuesioner yang diberikan kepada 179 orang karyawan dari PT XYZ, sebuah perusahaan yang bergerak di industri kimia yang berlokasi di Banten, Indonesia. Setelah mengkonfirmasikan reliabilitas dan validitas alat ukur, pemodelan persamaan struktural dilakukan untuk memeriksa pengaruh yang dihipotesiskan. Temuan utama dalam penelitian ini adalah: perceived organizational support memediasi parsial pengaruh participative decision makingterhadap perceived insider status, perceived insider status memediasi parsial pengaruh participative decision making serta memediasi penuh pengaruh perceived organizational support terhadap organizational citizenship behavior, danparticipative decision making memiliki pengaruh positif serta perceived organizational support tidak memiliki pengaruh signifikan terhadap organizational citizenship behavior. Studi ini memperkuat pada literatur yang sudah ada tentang bagaimana mekanisme internalisasi partisipasi dalam pengambilan keputusan terhadap perilaku kerja.

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ABSTRACT The purpose of this study is to examine the roles of perceived insider status in mediating the relationship between participative decision making, perceived organizational support, and organizational citizenship behavior. Data were collected with survey questionnaires that were self administered to a sample of 179 employees from chemical industry company in Banten, Indonesia. After confirming the reliability and validity of the measurements, we conducted structural equation modeling to examine the hypothesized relationships. The main finding were perceived organizational support partially mediate the positive relationship between participative decision making and perceived insider status, perceived insider status partially mediate the relationship between participative decision making and organizational citizenship behavior, and perceived insider status fully mediate the relationship between perceived organizational support and organizational citizenship behavior. This study adds to the existing literature by showing the mechanism of how participative decision making will relate to discretionary behavior."

"Iklim organisasi di antaranya dipengaruhi oleh empowerment. Tujuan penelitian cross sectional ini untuk mengetahui hubungan struktur empowerment dengan iklim organisasi perawat pelaksana di RSBY. Hasil penelitian pada 101 perawat pelaksana (total sampling) menggunakan dua instrumen (OCQ dan CWEQ-II) menunjukkan mayoritas perawat mempersepsikan struktur empowerment cenderung rendah sedangkan iklim organisasi cenderung baik. Uji Chi Square membuktikan struktur empowerment (kesempatan, informasi, dukungan, sumber daya, kekuatan formal, kekuatan informal) berhubungan dengan iklim organisasi (p=0,000-0,031;α=0,05). Faktor yang paling berpengaruh pada iklim organisasi dalam penelitian ini adalah dimensi kekuatan informal, sehingga perlu ditingkatkan di RSBY. Perawat perlu memiliki empowerment leadership skill untuk menciptakan iklim organisasi yang baik.

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Organizational climate is affected by empowerment. This cross sectional research aimed to investigate the relationship between structural empowerment and organizational climate of nurses in RSBY. Analysis on the data collected from 101 nurses employing two tools (OCQ and CWEQ-II) showed that majority of the nurses perceived that the structural empowerment tended to be low while the organizational climate was already in a good condition. Statistical tests using Chi Square showed a relationship between structural empowerment (opportunity, information, support, resource, formal power, informal power) and organizational climate (p=0,000-0,03;α=0,05). Moreover, the most influential factor on the organizational climate was the dimension of the informal power, therefore, this factor should be strengthened in RSBY. It is suggested that nurses are expected to have empowerment leadership skill to enhance the organizational climate."