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"[ABSTRAKTesis ini membahas hubungan antara keadilan interaksional dan rotasi kerja terhadapkepuasan kerja karyawan. Penelitian ini menggunakan pendekatan kuantitatif denganjenis penelitian korelasional yang melibatkan 52 responden dari unit KesekretariatanKBUMN. Penganalisaan data dalam penelitian ini menggunakan uji multiple regresi.Hasil dari penelitian ini didapatkan bahwa keadilan interaksional berhubungan positifsignifikan terhadap kepuasan kerja karyawan dengan nilai β = 0,429 ( p< 0,01) danrotasi kerja memiliki hubungan signifikan negatif terhadap kepuasan kerja dengan nilaiβ = -0,248 (p< 0,01). Penelitian ini dapat memberikan sumbangan bagi perkembanganteori keadilan interaksional dan rotasi kerja dengan kepuasan kerja bagi karyawan.

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ABSTRACTThis thesis examines the relationship between interactional justice and job rotation onemployee job satisfaction. This study uses a quantitative approach to the type ofcorrelational study involving 52 respondents from KBUMN Secretariat units. Analyzingthe data in this study using multiple regression test. The results of this study found thatinteractional justice positively significant related to job satisfaction of employees with avalue of β = 0,429 (p <0.01) and job rotation has a significant negative relationship tojob satisfaction with the value β = -0,248 (p <0.01). This study may contribute to thedevelopment of the theory of interactional justice and job rotation and job satisfactionfor employees.;This thesis examines the relationship between interactional justice and job rotation onemployee job satisfaction. This study uses a quantitative approach to the type ofcorrelational study involving 52 respondents from KBUMN Secretariat units. Analyzingthe data in this study using multiple regression test. The results of this study found thatinteractional justice positively significant related to job satisfaction of employees with avalue of β = 0,429 (p <0.01) and job rotation has a significant negative relationship tojob satisfaction with the value β = -0,248 (p <0.01). This study may contribute to thedevelopment of the theory of interactional justice and job rotation and job satisfactionfor employees.;This thesis examines the relationship between interactional justice and job rotation onemployee job satisfaction. This study uses a quantitative approach to the type ofcorrelational study involving 52 respondents from KBUMN Secretariat units. Analyzingthe data in this study using multiple regression test. The results of this study found thatinteractional justice positively significant related to job satisfaction of employees with avalue of β = 0,429 (p <0.01) and job rotation has a significant negative relationship tojob satisfaction with the value β = -0,248 (p <0.01). This study may contribute to thedevelopment of the theory of interactional justice and job rotation and job satisfactionfor employees., This thesis examines the relationship between interactional justice and job rotation onemployee job satisfaction. This study uses a quantitative approach to the type ofcorrelational study involving 52 respondents from KBUMN Secretariat units. Analyzingthe data in this study using multiple regression test. The results of this study found thatinteractional justice positively significant related to job satisfaction of employees with avalue of β = 0,429 (p <0.01) and job rotation has a significant negative relationship tojob satisfaction with the value β = -0,248 (p <0.01). This study may contribute to thedevelopment of the theory of interactional justice and job rotation and job satisfactionfor employees.]"

"Tesis ini membahas tentang perilaku kewarganegaraan organisasi (OCB) dan hubungannya dengan faktor kepuasan kerja, komitmen organisasi dan keadilan organisasi pada anggota polri di Polres Subang. Personel terdiri dari berbagai posisi jabatan, pangkat, usia, dan pengalaman kerja. OCB sebagai perilaku individu yang bijak, tidak secara langsung diakui oleh sistem penghargaan formal, dan secara agregat mempromosikan fungsi efektif organisasi. Mengukur OCB menggunakan skala pengukuran Podsakoff dkk. (1990) dengan beberapa modifikasi. Dimensi OCB (ketidakegoisan, sifat hati-hati, sportivitas, sopan santun, dan kebajikan sipil). Pengukuran kepuasaan kerja menggunakan Survei Diagnostik Kerja (JDS) oleh Hackman dan Oldham (1975). Komitmen Organisasi diukur oleh skala Allen dan Meyer (1996) mencakup tiga dimensi: afektif, berkelanjutan, dan normatif. Keadilan organisasi diukur dalam tiga cara yaitu distributif (Price & Mueller, 1986), prosedural (Sweeney & McFarlin, 1997), dan interaksional (Niehoff & Moorman, 1993). Pendekatan kuantitatif melalui kuesioner yang disebar kepada 150 responden. Teknik analisis data menggunakan metode Path Analysis. Hasil penelitian menunjukkan bahwa fungsi kapolsek memiliki nilai tertinggi pada masing-masing dimensi di tiap variabel. Dimensi terkuat adalah ketidakegoisan (OCB), ekstrinsik (kepuasan kerja), berkelanjutan (komitmen organisasi), dan interaksional (keadilan organisasi). Adanya perbedaan karakteristik pada variabel komitmen organisasi dan kepuasan kerja. Terdapat pengaruh positif antara OCB, kepuasan kerja, komitmen organisasi, dan keadilan organisasi.

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This thesis discussess the organizational citizenship behavior and its relationship to factors of work satisfaction, organizational commitment and organizational justice to members of the Subang police officers. Personnel consists of various positions, ranks, ages, work experience. OCB is a wise individual behavior, not directly recognized by the formal reward system, and in aggregate promotes the effective functioning of the organization. To measure OCB uses the measurement scale Podsakoff et al. (1990) by modifications. Dimensions of OCB (altruism, cautioness, sportsmanship, courtesy, and civil virtue). Work satisfaction measurements uses the Job Diagnostic Survey (JDS) by Hackman and Oldham (1975).

Organizational commitment is measured by the scale Allen and Meyer (1996) which cover three main dimensions: affective, sustainable, and normative. Organizational justice measurements uses in three ways namely distributive (Price & Mueller, 1986), procedural (Sweeney & McFarlin, 1997), and interactional (Niehoff & Moorman, 1993). Quantitative approach through a questionnaire distributed to 150 respondents. The data analysis technique uses Path Analysis method.

The results showed that the Kapolsek had the highest score in each dimension on each variable. The strongest dimensions are altruism (OCB), extrinsic (work satisfaction), sustainability (organizational commitment), and interactional (organizational justice). There are differences characteristics of the variable organizational commitment and work satisfaction. There is a positive influence between OCB, work satisfaction, organizational commitment, and organizational justice."

"Penelitian ini memiliki tujuan untuk meneliti pengaruh persepsi keadilan organisasi dan keterikatan kerja (work engagement) terhadap komitmen afektif untuk perubahan pada Puskesmas Kecamatan X Propinsi DKI Jakarta. Partisipan penelitian ini adalah 145 orang pegawai PNS maupun Non PNS yang mengikuti penelitian secara sukarela. Data penelitian diambil melalui kuesioner, wawancara dan data organisasi. Partisipan mengisi kuesioner dalam bentuk booklet yang terdiri dari tiga bagian yaitu; kuesioner komitmen afektif untuk perubahan, kuesioner persepsi keadilan organisasi dan, kuesioner work engagement.Hasil analisis regressi menunjukkan persepsi keadilan organisasi memiliki pengaruh signifikan terhadap komitmen afektif untuk perubahan. Sedangkan tidak seperti diduga sebelumnya, work engagement ternyata tidak memiliki peran signifikan terhadap komitmen afektif untuk perubahan. Intervensi pelatihan terhadap manajemen diberikan dengan tujuan agar terjadi peningkatan persepsi keadilan organisasi yang selanjutnya berdampak pada peningkatan komitmen afektif terhadap perubahan pada pegawai Puskesmas Kecamatan X Propinsi DKI Jakarta.

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This study aims to examine the influence of perceive organizational justice and work engagement on affective commitment to change at the District X Public Health Center of DKI Jakarta Province. The participants of this study were 145 civil servant and non civil servant employees who participated in the study voluntarily. The research data was taken by questionnaires, interviews and organizational data. Participants filled out the questionnaire in the form of a booklet consisting of three parts, namely; questionnaire on affective commitment to change, questionnaire on perceive organizational justice and work engagement questionnaire.

The results of the regression analysis show that perceive organizational justice have a significant effect on affective commitment to change. Whereas unlike previously expected, work engagement did not have a significant role on affective commitment to change. Training interventions for management were provided with the aim that there was an increase in perceive organizational justice which subsequently had an impact on increasing affective commitment to change in the District X Community Health Center employees of DKI Jakarta Province."

"Pengaruh Keadilan Distributif dan Keadilan Interaksional Terhadap Kepuasan Kerja dan Keterikatan Kerja. Studi pada Operator SPBU Pertamina di Wilayah JakartaOperator SPBU memiliki peran penting dalam memberikan pelayanan kepada konsumen. Sudah seharusnya pemilik SPBU melihat posisi operator sebagai sumberdaya manusia yang perlu diperhatikan Akan tetapi banyak operator SPBU yang merasakan ketidakadilan dalam hal imbalan, pembagian jam kerja, jaminan pekerjaan serta sikap dan perlakuan atasan. Penelitian ini bertujuan untuk mengetahui pengaruh ketidakadilan distributif dan keadilan interaksional terhadap kepuasan kerja dan keterikatan kerja karyawan. Obyek dari penelitian ini adalah karyawan SPBU Pertamina yang bertugas sebagai operator di wilayah DKI Jakarta. Data diambil dari 200 responden yang merupakan operator SPBU dari kelima wilayah di DKI Jakarta. Pengolahan data pada penelitian ini menggunakan metode statistik SEM dengan program statistik LISREL. Hasil analisis data menunjukkan bahwa persepsi keadilan interaksional memiliki pengaruh terhadap kepuasan kerja operator SPBU. Selanjutnya, kepuasan kerja yang mereka rasakan mempengaruhi keterikatan kerja. Sebaliknya, tidak terbukti adanya hubungan antara keadilan distributif terhadap kepuasan kerjaKata kunci: Keadilan organisasi, keadilan distributif, keadilan interaksional, kepuasan kerja, keterikatan kerja

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Gas station operators have important role in proving services to the customers. Therefore, the SPBU owners should see their operators as important human resouces and take more attention to their needs. However, many operators have unfair perception to the company related to compensation, work hour distribution, job security and owner behaviour. The purpose of this research was to examine the effect of the distributive justice and interactional justice to job satisfaction and work engagement. The research was conducted in Pertamina gas station in Jakarta province. Data was taken from 200 respondents who are gas station operators in five areas in Jakarta. Statistical Equation Modelling SEM was used to analyze the data by LISREL program. Results of the analysis found that perception of interactional justice provenly affect the job satisfaction of the Pertamina gas station operators. Further, the job satistion effect the work engagement. On the contrary, the research found that distributive justice does not effect the job satisfaction. "

"Tingginya angka pengguna media sosial di Indonesia diikuti dengan tingginya jumlah kasus pencemaran nama baik. Dari data yang ada, pencemaran nama baik berada pada urutan jumlah yang sering dilaporkan ke pihak berwajib. Bahkan Pasal pencemaran nama baik (dalam KUHP/diluar KUHP) menjadi pasal yang sering disoroti oleh publik, kemudian pihak-pihak yang merasa tersinggung, pada umunya menggunakan pasal tersebut untuk menyerang balik dengan melaporkanya ke Polisi. Sementara penyelesaian masalah pencemaran nama baik, melalui hukum pidana, masih selalu diutamakan (Primum remedium) oleh penegak hukum, yang akibatnya hukum pidana sebagai sarana balas dendam, shock terapy, bahkan sarana barter kasus. Menurut penulis penanggulangan masalah dengan hukum pidana haruslah dengan alternative terakhir (ultimum remedium), perlu menerapan kebijakan penal yang juga diimbangi dengan kebijakan non-penal dalam penegakan hukum pencemaran nama baik, serta perlu mengkaji sejauh mana ketentuan rumusan pasal pencemaran nama baik jika dilihat dari kacamata doktin dan teori hukum. Dari hasil penelitian, sementara dapat disimpulkan bahwa perlu trobosan suatu kebijakan pidana yang ditawarkan guna mencapai rasa keadilan dalam menyelesaikan masalah pencemaran nama baik, dimana merupakan suatu cara pendekatan baru dalam upaya penyelesaian perkara pidana, lebih menitik beratkan pada pemulihan keadaan serta memberikan fokus perhatian kepada korban, pelaku dan masyarakat. Melalui Pendekatan Restorative Justice akan menjadi solusi terbaik dalam menanggulangi kekurangan, keterbatasan dan kelemahan penyelesaian pencemaran nama baik dalam mewujudkan keadilan, kemanfaatan dan kepastian hukum di Indonesia.

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The high number of social media users in Indonesia is followed by a high number of defamation cases. Based on the data, defamation is the number one that is often reported to the authorities. Even the defamation article (in the KUHP/outside the KUHP) becomes an article that is often highlighted by the public, then parties who feel offended, generally use this article to attack back by reporting it to the Police. While the resolution of defamation cases through criminal law is still prioritized (primum remedium) by law enforcers, as a result, criminal law becomes a means of revenge, shock therapy, and even a means of bartering cases. According to the author, solving problems with criminal law should be the last alternative (ultimum remedium), it is necessary to apply a penal policy that is also balanced with a non-penal policy in enforcing defamation law, and it is necessary to examine the extent to which the provisions for drafting defamation articles are viewed from a doctrinal and legal theory. Based on the research results, it can be concluded that it is necessary to make a breakthrough in a criminal policy that is offered in order to achieve a sense of justice in resolving defamation problems, which is a new approach in efforts to resolve criminal cases, focusing more on recovering the situation and focusing attention on the victim, actors, and society. Through a Restorative Justice Approach, it will be the best solution to overcoming deficiencies, limitations, and weaknesses in resolving defamation in realizing justice, benefits, and legal certainty in Indonesia."

"Penelitian ini bertujuan untuk melihat hubungan antara kepuasan kerja dan komitmen organisasi pada pegawai negeri sipil di Kementrian X. Responden penelitian berjumlah 63 orang, dengan 38 laki-laki dan 25 perempuan (Musia=36,63 tahun, SD=1,1). Responden penelitian mengisi alat ukur job satisfaction survey yang mengukur kepuasan kerja dan affective, continuance, and normative commitment scales yang mengukur komitmen organisasi. Hasil menunjukkan adanya hubungan positif dan signifikan antara kepuasan kerja dan komitmen organisasi pada pegawai negeri sipil di Kementrian X.

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This study aimed to examine the relationship between job satisfaction and organizational commitment among government officials in Ministry X. Total respondents of this study were 63 people, consisted of 38 male respondents and 25 female respondents (Mage = 36,63 years, SD = 1,1). In this study, the participants filled in the job satisfaction survey as a tool to measure the job satisfaction, and affective, continuance, and normative commitment scales, that measure organizational commitment. The results showed a positive and significant relationship between job satisfaction and organizational commitment in the government officials in Ministry X."

"Skripsi ini membahas tentang bagaimana hubungan kerja antar karyawan dan kepuasan kerja dapat berpengaruh kepada kualitas pelayanan yang diberikan oleh karyawan PT Binaman Utama PPM Manajemen, Jakarta. Objek yang diteliti bergerak dalam bidang jasa, yaitu jasa konsultasi. Penelitian ini merupakan penelitian kuantitatif dengan menggunakan desain deskriptif dan analisis dengan menggunakan regresi linier. Hasil penelitian ini menyebutkan bahwa variabel hubungan antar karyawan mempunyai pengaruh positif terhadap kualitas pelayanan. Hasil yang sama juga terlihat di variabel kepuasan kerja yang mempunyai pengaruh positif terhadap kualitas pelayanan.

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This thesis discusses how employee relationship and job satisfaction affect the quality of services provided by employees of PT Binaman Utama PPM Manajemen, Jakarta. The object in this reserach is about service, consultancy service. This research is a quantitative study using descriptive design and analysis using linear regression. The results of this study states that employee relationship has a positive impact to the service quality. Similar results were also seen in variable job satisfaction that also have a positive effect on the quality of service."

"Penelitian ini bertujuan untuk mengetahui hubungan antara kepuasan kerja dan komitmen organisasi. Penelitian ini menggunakan pendekatan kuantitatif yang bersifat eksplanatif. Sampel dalam penelitian ini yaitu 84 pegawai PKWT tenaga kependidikan di lingkungan Universitas Indonesia yang telah bekerja lebih dari satu tahun. Kepuasan kerja diukur menggunakan Job Satisfaction Survey (JSS) yang terdiri dari delapan dimensi (Spector, 1997), sedangkan komitmen organisasi diukur menggunakan Organizational Commitment Scale yang terdiri dari tiga dimensi (Meyer dan Allen, 1991). Penelitian ini menggunakan analisis korelasi Spearman yang didukung dengan pengujian hipotesis korelasi Spearman menggunakan uji-Z. Hasil dari penelitian ini menunjukkan bahwa terdapat hubungan yang lemah dan positif antara kepuasan kerja dan komitmen pegawai PKWT di lingkungan Universitas Indonesia.

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This research aims to examine the relationship between job satisfaction and organizational commitment. This research use quantitative approach explanatif. The sample of this research is 84 employees PKWT especially employee educational in environment University of Indonesia who had been worked for more than a year. Job satisfaction were used to measure the Job Satisfaction Survey (JSS) that consist of eight dimensions (Spector, 1997), while organizational commitment were used to measure Organizational Commitment Scale that consist of three dimensional (Meyer and Allen, 1991). This research use Spearman correlation analysis were supported by the Spearman correlation hypothesis tested using Z-test. The results of this research show that there is a weak and a positive relationship between job satisfaction and organizational commitment on employee PKWT at the University of Indonesia"

"Penelitian ini bertujuan  untuk mengetahui peran persepsi dukungan organisasi sebagai mediator pada hubungan antara keadilan organisasi dan kepuasan kerja pada karyawan di PT ABC, dan intervensi yang akan dilakukan untuk meningkatkan keadilan organisasi.  Sampel penelitian ini adalah karyawan PT ABC sebanyak 95 orang. Keadilan organisasi diukur menggunakan alat ukur yang diadaptasi dari alat ukur organizational justice questionnaire Colquitt (2001) dengan jumlah 20 item (α=0,891). Persepsi dukungan organisasi diukur menggunakan alat ukur yang diadaptasi dari survey perceived organizational support Eisenberger dkk (1986) dengan jumlah 36 item (α=0,893). Kepuasan kerja diukur menggunakan alat ukur yang diadaptasi dari job satisfaction survey dari Spector (1997) dengan jumlah 36 item (α=0,858). Penelitian ini menggunakan disain penelitian kuantitatif dengan menggunakan analisis teknik regresi Hayes pada program PROCESS SPSS versi 24. Hasil analisis menunjukkan bahwa persepsi dukungan organisasi berperan sebagai mediator antara keadilan organisasi dan kepuasan kerja dengan efek mediasi parsial dengan nilai BootLLCI 0,194 dan BootULCI 0,4406 Rangkaian intervensi pengembangan komunikasi efektif dirancang dalam usaha meningkatkan keadilan organisasi pada karyawan, terdiri dari pelatihan komunikasi efektif dalam organisasi, sosialisasi kebijakan dan prosedur perusahaan, penyusunan penilaian kinerja karyawan, serta sharing dan evaluasi antara atasan-bawahan. Salah satu intervensi dalam penelitian ini adalah pelatihan komunikasi efektif dengan tujuan untuk meningkatkan keadilan organisasi, yang selanjutnya dapat meningkatkan persepsi dukungan organisasi serta kepuasan kerja karyawan.

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This study aims to investigate perceived organizational support as mediator on the relationship between organizational justice and job satisfaction of the employee at ABC Company, and the intervention to increase organizational justice. The number of participants are 95 employees at ABC company. Organizational justice is measured by using measurement equipment from Colquitt (2001), organizational justice questionnaire, consist of 20 item (±=0,891). Perceived organizational support is measured by using measurement equipment from Eisenberger et al (1986), survey of perceived organizational support, consist of 36 item (±=0,893). Job satisfaction is measured by using measurement equipment from Spector (1997), job satisfaction survey, consist of 36 item (α=0,858). This study use a quantitive research design with regression technique from Hayes in PROCESS SPSS version 24 programme. Data were collected and indicated that perceived organizational support partial mediates the relationship between organizational justice and job satisfaction. A series of effective communication development interventions designed in an effort to improve organizational justice for employees, consists of effective communication training in organizations, socialization of company policies and procedures, preparation of employee performance appraisal, and evaluation between superiors-subordinates. One of the intervention in this study has used effective communication training, the purpose of effective communication training is to improve organizational justice, which can impact perceived organizational support and job satisfaction of the employees."

"ABSTRAKPenelitian ini menyumbangkan penelitian mengenai pengaruh tidaklangsung dari kesesuaian individu dengan atasan dan dengan organisasi terhadapkomitmen organisasi pada konteks industri perbankan. Pengaruh tidak langsungyaitu komitmen terhadap atasan dan kepuasan kerja memperantarai hubunganantara kesesuaian karyawan-atasan dan kesesuaian karyawan-organisasi dengankomitmen organisasi. Penelitian ini menitik-beratkan kepada peran yangmempengaruhi hubungan individu dengan apa yang ada di lingkungannya (baikatasan maupun organisasinya) terhadap komitmen organisasi. Survei dilakukankepada 336 pegawai perbankan dari berbagai level, jenis kelamin, usia, statuspernikahan, status pendidikan, masa kerja, dan kepemilikan perusahaan. Hasilpenelitian ini menemukan bahwa komitmen terhadap atasan dapat memperantaraiKesesuaian karyawan-atasan dan kesesuaian karyawan-organisasi terhadapkomitmen organisasi, namun kepuasan kerja hanya dapat memperantaraiKesesuaian karyawan-organisasi terhadap komitmen organisasi. Hasil tersebutberarti bahwa kesesuian karyawan perbankan dengan atasan dan organisasi akanmenimbulkan komitmen terhadap atasan yang pada akhirnya akan menimbulkankomitmen terhadap organisasi. Namun, hanya kesesuaian karyawan perbankandengan organisasinya akan menimbulkan kepuasan kerja yang pada akhirnya akanmenciptakan komitmen organisasi karyawan. Analisa tambahan penelitian inimenemukan bahwa komitmen organisasi dan kepuasan kerja karyawan perbankandapat dipengaruhi oleh perbedaan usia, masa kerja, dan kepemilikan perusahaan.

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ABSTRACTThis study contributes research on the indirect effects of individual fit withthe supervisor (PS fit) and the organization (PO fit) toward organizationalcommitment in the context of the banking industry. Indirect effects of supervisorycommitment and job satisfaction mediates the relationship between PO fit and PSfit with organizational commitment. This research has focused on the role thataffect the individual's relationship with what is available in the environment (bothsupervisors and organization) to organizational commitment. The survey wasconducted to 336 bank employees of various levels, gender, age, marital status,educational status, job tenure, and ownership of the company. Results of thisstudy indicate that supervisory commitment may mediate PS fit and PO fit onorganizational commitment, but job satisfaction only mediate PO fit onorganizational commitment. The result meant that the fitness between bankemployee with supervisor and organization will lead supervisory commitmentthen ultimately lead to commitment to the organization. However only bankemployee fit with the organization will lead to job satisfaction, which in turn willcreate the organizational commitment of employees. Additional analysis of thisstudy that organizational commitment and job satisfaction of bank employees maybe affected by differences in age, job tenure, and ownership of the company."