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"[Penelitian ini bertujuan untuk menyelidiki pengaruh organizational ethical climate terhadap knowledge management pada pegawai PT Astra Otoparts Dari hasil data dan pengujian hipotesis dengan reduksi data serta tahap path analysis dengan aplikasi Lisrel diperoleh hasil bahwa organizational ethical climate tidak mempengaruhi secara signifakan proses penerapan knowledge management engagement namun mempengaruhi secara signifikan knowledge management attitude Knowledge management attitude terbukti berpengaruh positif terhadap knowledge management engagement dan knowledge management engagement berpengaruh positif terhadap knowledge management satisfaction Metode penelitian menggunakan kuantitatif eksploratif Teknik pengambilan sampel menggunakan metode purposive sampling Pengumpulan data yang digunakan dalam penelitian ini adalah dengan penyebaran kuesioner di kantor pusat PT Astra Otoparts Saran yang diberikan oleh peneliti adalah agar perusahaan dapat mengembangkan sistem knowledge management dengan maksimal ;This study aims to investigate the influence of organizational ethical climate of the knowledge management on employee PT Astra Otoparts From the results of the data and testing hypotheses with data reduction and phase path analysis with applications lisrel showed that the organizational ethical climate signifakan not affect the process of applying knowledge management engagement but it significantly affects knowledge management attitude Knowledge management attitude proved positive effect on knowledge management engagement and knowledge management engagement positive effect on knowledge management satisfaction Exploratory studies using quantitative methods The sampling technique using purposive sampling method The collection of data used in this study is by distributing questionnaires at the central office of PT Astra Otoparts The advice given by the researchers is to enable companies to develop a knowledge management system to the maximum , This study aims to investigate the influence of organizational ethical climate of the knowledge management on employee PT Astra Otoparts From the results of the data and testing hypotheses with data reduction and phase path analysis with applications lisrel showed that the organizational ethical climate signifakan not affect the process of applying knowledge management engagement but it significantly affects knowledge management attitude Knowledge management attitude proved positive effect on knowledge management engagement and knowledge management engagement positive effect on knowledge management satisfaction Exploratory studies using quantitative methods The sampling technique using purposive sampling method The collection of data used in this study is by distributing questionnaires at the central office of PT Astra Otoparts The advice given by the researchers is to enable companies to develop a knowledge management system to the maximum ]"

"ABSTRAKPenelitian ini meneliti mengenai pengaruh ethical leadeship terhadap ethical behavior yang dipengaruhi oleh peran penting dari ethical climate sebagai mediator. Penelitian ini meneliti pada industri perbankan menggunakan kuesioner yang didapatkan dari 262 responden yang bekerja di PT Bank M sebagai salah satu bank BUMN. Hipotesis penelitian dirumuskan dari penelitian sebelumnya dan diuji menggunakan structural equation model (SEM). Hasil menunjukkan bahwa ethical leadership memiliki pengaruh signifikan terhadap ethical climate tetapi tidak berpengaruh signifikan secara langsung terhadap ethical behavior pegawai PT Bank M. Sedangkan ethical climate memiliki pengaruh signifikan full mediating terhadap hubungan antara ethical leadership dengan ethical behavior pegawai PT Bank M.

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ABSTRACTThis study examined the effect of ethical leadeship on ethical behavior which is influenced by the important role of ethical climate as a mediator. This research examined the banking industry using a questionnaire obtained from 262 respondents working at PT Bank M as one of the state-owned banks. The research hypothesis was formulated from previous studies and tested using structural equation model (SEM). The results showed that ethical leadership had a significant influence on ethical climate but did not directly influence the ethical behavior of employees of PT Bank M. While ethical climate had a full mediating significant effect on the relationship between ethical leadership and ethical behavior of employees of PT Bank M."

"Penelitian ini bertujuan untuk mengetahui pengaruh iklim etika terhadap komitmen organisasi dan turnover intention karyawan. Penelitian ini dilakukan pada PT. TRAC Cikarang dengan jumlah responden sebanyak 56 orang. Metode pengumpulan data primer yang digunakan pada penelitian ini adalah metode kuesioner. Data yang diperoleh kemudian dianalisis menggunakan teknik statistik korelasi dan regresi sederhana dengan bantuan program aplikasi SPSS 17. Hasil penelitian menunjukkan bahwa iklim etika mempengaruhi secara positif dan signifikan komitmen organisasi dan mempengaruhi secara negatif dan signifikan turnover intention. Selain itu, hasil dari penelitian juga menunjukkan bahwa terdapat pengaruh negatif dan signifikan antara komitmen organisasi dengan turnover intention.

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This study aims to evaluate the influence of ethical climate on organizational commitment and turnover intention of employees. The research was conducted at PT. TRAC Cikarang involving 56 respondents. Primary data collection method used in this study is the questionnaire method. The data collected was analyzed using statistical techniques of correlation and simple regression which assisted by application program SPSS version 17. The results of this study showed that the ethical climate is positively and significantly affect organizational commitment. On the other hand the ethical climate negatively and significantly affect turnover intention. In addition, the results of the study also shows that there is a negative and significant influence of organizational commitment to turnover intention."

"Penelitian ini bertujuan untuk menganalisis pengaruh manajemen pengetahuan proses menuju kinerja organisasi dengan inovasi sebagaivariabel mediasi. Proses manajemen pengetahuan variabel diukur dengan dimensi proses penciptaan pengetahuan, proses transfer pengetahuan, dan penanaman pengetahuan proses. Selanjutnya variabel inovasi diukur dari dua dimensi yaitu teknis inovasi dan inovasi administrasi. Variabel kinerja organisasi diukur melalui 9 indikator. Penelitian ini menggunakan pendekatan kuantitatif. Data penelitian diperoleh dari data sekunder dan survey yang dilakukan terhadap 325 karyawan struktural PT PLN. Teknik analisis data menggunakan analisis jalur (causal step) dan uji sobelmenguji pengaruh langsung dan pengaruh tidak langsung dari mediasi antar variabel. Hasil analisis menunjukkan bahwa manajemen pengetahuan mempengaruhi kinerja organisasi melalui inovasi penting. Proses manajemen pengetahuan variabel juga mempengaruhi inovasi dan kinerja organisasi secara signifikan. Juga, inovasi berpengaruh signifikan terhadap kinerja organisasi.ABSTRACTThis study aims to analyze the influence of process knowledge management towards organizational performance with innovation as amediating variable. The variable knowledge management process is measured by the dimensions of the knowledge creation process, the knowledge transfer process, and the knowledge planting process. Furthermore, the innovation variable is measured from two dimensions, namely technical innovation and administrative innovation. Organizational performance variables are measured through 9 indicators. This study uses a quantitative approach. The research data were obtained from secondary data and a survey conducted on 325 structural employees of PT PLN. Data analysis techniques using path analysis (causal step) and sobel test examine the direct effect and indirect effect of the mediation between variables. The results of the analysis show that knowledge management affects organizational performance through important innovations. The variable knowledge management process also influences innovation and organizational performance significantly. Also, innovation has a significant effect on organizational performance."

"Tujuan Penelitian ini adalah untuk menguji dan menganalisis hubungan antara kepuasan kerja dan iklim etika terhadap kinerja kerja karyawan dengan komitmen organisasi sebagai variabel mediasi. Populasi penelitian ini adalah karyawan tetap yang berasal dari tujuh divisi di kantor pusat PT Bank Rakyat Indonesia yang meliputi divisi audit internal, divisi investment, divisi treasury, divisi internasional, divisi sekretariat perusahaan, divisi kebijakan dan pengembangan sumber daya manusia dan divisi pengelolaan pekerja kontrak yang total berjumlah 240 orang. Jumlah sampel sebanyak 150 orang dengan metode convenience sampling.Metode penelitian diawali dengan uji pretest dengan Cronbach Alpha dan faktor analisis,lalu dilanjutkan dengan uji validitas dan reliabilitas dengan Confirmatory Factor Analysis. Selanjutnya diikuti dengan penjelasan deskripsi statistik terkait profil responden, uji hipotesis dengan metode SEM dengan memperhatikan goodness of fit test.Hasil penelitian ini menunjukkan adanya pengaruh yang signifikan antara kepuasan kerja dan komitmen organisasi, pengaruh iklim etika terhadap komitmen organisasi kepuasan kerja dengan hubungan langsung kepada kinerja, iklim etika dengan hubungan langsung pada kinerja dan hubungan antara komitmen organisasi terhadap kinerja karyawan. Selain itu pengaruh juga didapatkan di dalam hubungan mediasi komitmen organisasi baik terhadap hubungan kepuasan kerja dan kinerja kerja maupun terhadap hubungan iklim etika dan kinerja kerja. Implikasi teoritis dan manajerial didapat dari pembahasan hasil penelitian.

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This research aims to testing and analyzing the influence between job satisfaction and ethical climate on employee job performance with organizational commitment as a mediating variable. The research of population was permanent employees of the seven divisions namely internal audit division, investment division, treasury division, international division, corporate secretary division, policy and human resources development divisions, and contract workers management division at the headquarters of PT Bank Rakyat Indonesia Tbk. Total sample amount to 150 people with convenience sampling method. The research method starting by running a pretest using Cronbach Alpha and factor analysis, continue by validity and reliability test using Confirmatory Factor Analysis. Next, followed by statistical description about respondents profile and test of hypothesis using SEM method.

Results of this study showed a significant effect between job satisfaction and organizational commitment, ethical climate influence on organizational commitment, job satisfaction with a direct relationship to performance, ethical climate with a direct relationship to the performance, and organizational commitment to employee performance. Besides that, significant effect also emerge from the influence of organizational commitment as mediating variable to the relationship of job satisfaction and work performance as well as to the ethical climate relationships and work performance. Theoritical and managerial implications derived from research discussion. "

"ABSTRAKPenelitian ini bertujuan untuk mengetahui seberapa besar pengaruh budayaorganisasi terhadap iklim komunikasi organisasi pada level karyawan yang ada digaris depan (front liner).Penelitian ini dilakukan dengan menggunakan teknik penyebaran kuesioner.Pengambilan sampel penelitian menggunakan probability random samplingdengan metode analisis data adalah validitas, reliabilitas, dan simpel regresi.Teknik analisis data yang dilakukan adalah menggunakan regresi linier sederhana.Hasil yang diperoleh dari penelitian ini menunjukkan bahwa variabel budayaorganisasi secara signifikan berpengaruh terhadap pembentukan iklim komunikasiorganisasi. Di dalam variabel budaya organisasi yang sesuai dengan hasilpenelitian ini dimensi yang berpengaruh secara positif adalah dimensi artifak danasumsi dasar. Sedangkan dimensi nilai dalam variabel budaya organisasi bertolakbelakang atau memiliki hubungan negatif terhadap iklim komunikasi organisasi.

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ABSTRACTThis study aims to determine how much influence the climate of organizationalculture on organizational communication at the level of existing employees on thefront lines (front liners).The research was conducted using questionnaires deployment techniques.Sampling studies using random probability sampling method of data analysis isvalidity, reliability, and simple regression. The technique of data analysis is to usea simple linear regression.The results obtained from this study indicate that organizational culture variablessignificantly influence the formation of organizational communication climate. Inthe organizational culture variables according to the results of this research has apositive dimension is the dimension of artifacts and basic assumptions. While thedimensions of organizational culture value in a variable contrast or have anegative impact on organizational communication climate."

"Employee Engagement menarik untuk diteliti, karena saat ini istilah Employee Engagement telah menjadi istilah yang sangat diperhatikan di dunia industri dan menjadi trending topic dalam management HRD. Karyawan yang engaged pada organisasinya akan melakukan sesuatu yang bahkan lebih dari yang diminta oleh organisasi tempat dia bekerja, jarang sakit, produktifitasnya meningkat dan memiliki komitmen tinggi pada organisasi. Sehingga mereka menjadi faktor penting bagi keberhasilan organisasi untuk tetap bertahan menghadapi berbagai tantangan perubahan dan terus berkinerja baik. Banyak faktor yang mempengaruhi terbentuknya Employee Engagement di sebuah perusahaan, yang dalam penelitian ini difokuskan pada iklim komunikasi organisasi dan motivasi. Penelitian ini membahas Pengaruh Iklim Komunikasi Organisasi dan Motivasi terhadap Employee Engagement. Penelitian bertujuan untuk mengetahui dan menguji pengaruh antara variabel-variabel yang membentuk suatu pola hubungan saling ketergantungan. Penelitian ini adalah penelitian kuantitatif dengan desain eksplanatif. Respondennya karyawan tetap PT Indosat berjumlah 300 orang yang ditarik secara acak sederhana (simple random) pada populasi seluruh karyawan tetap PT Indosat yang sudah bekerja di atas 2 tahun yang berjumlah 2659 orang. Metode analisis data dilakukan dengan uji reliabilitas dan validitas, serta analisis statistik deskriptif menggunakan analisis faktor dan analisis regresi untuk membuktikan hipotesa dalam penelitian ini. Hasil penelitian menunjukkan adanya pengaruh yang positif dan signifikan dari variable-variabel yang diuji. Berdasarkan pengujian hipotesis pertama penelitian menunjukkan bahwa Iklim Komunikasi Organisasi memiliki pengaruh signifikan dan positif terhadap terbentuknya Employee Engagement. Berdasarkan pengujian hipotesis kedua disimpulkan bahwa Motivasi memiliki pengaruh signifikan dan positif terhadap terbentuknya Employee Engagement.

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Employee Engagement interesting to study, because at this time the term employee engagement has become a term that is of considerable concern in the industry and become a trending topic in HR management. Employees who are engaged in the organization will do something even more than that requested by the organization (extra mile), less sickness , increased productivity and has a high commitment to the organization. So that they become an important factor for the success of the organization in order to withstand the challenges of change and continue to perform well.

Many factors influence the employee engagement in a company, which in this study focused on organizational communication climate and motivation.

This study discusses about The Influence of Climate Organizational Communication and Motivation on Employee Engagement, which has the objective of identifying and testing the influence of the variables which are forming an interdependent relationships pattern.

This quantitative research uses explanative design. Respondents in this study were permanent employees of PT Indosat 300 people drawn at random (simple random) on the entire population of PT Indosat permanent employees who have worked in over 2 years, amounting to 2854 people. The data analysis methods are descriptive statistical analysis using factor analysis and regression analysis to prove this research.

The results showed a positive and significant effect of the variables tested. Based on the first hypothesis testing research indicates that Organizational Communication Climate has a significant and positive influence on Employee Engagement. Meanwhile, in the second hypothesis concluded that motivation has a significant and positive influence on Employee Engagement."

"Penelitian ini bertujuan untuk menguji pengaruh transformational leadership, organizational climate, dan organizational culture terhadap innovation performance, serta menguji peran organizational climate, dan organizational culture sebagai mediator dalam dinamika pengaruh transformational leadership terhadap innovation performance. Penelitian ini dilakukan pada organisasi layanan publik. Data primer diperoleh melalui kuesioner dengan jumlah responden sebanyak 241 responden yang bekerja di DJPK (95 responden) dan SETJEN (146 responden). DJPK dan SETJEN merupakan unit eselon I pada Kementerian Keuangan Republik Indonesia. Hipotesis penelitian dirumuskan dari penelitian-penelitian sebelumnya dan diuji menggunakan structural equation model (SEM).Hasil penelitian ini menegaskan kembali bahwa transformational leadership, organizational climate, dan organizational culture memiliki pengaruh signifikan terhadap innovation performance dan terdapat peran mediasi parsial organization culture dan organization climate pada dinamika pengaruh transformational leadership terhadap innovation performance pada DJPK dan SETJEN.

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ABSTRACTThis study analyze the impact of transformational leadership, organizational climate, and organizational culture on innovation performance And tested the role of organizational climate, and organizational culture as a mediator in the dynamics of the influence of transformational leadership on innovation performance.This research was conducted at public service organizations. Primary data were obtained through a questionnaire with a total of 241 respondents who worked at the DJPK (95 respondents) and SETJEN (146 respondents). DJPK and SETJEN are echelon I units in the Ministry of Finance of the Republic of Indonesia. The research hypothesis was formulated from previous studies and tested using the structural equation model (SEM).The results of this study reaffirm that transformational leadership, organizational climate, and organizational culture had a significant influence on innovation performance and there is a partial role of organizational culture and organizational climate mediation on the dynamics of the influence of transformational leadership on innovation performance on DJPK and SETJEN."

"Penelitian ini ditujukan untuk mengetahui hubungan antara iklim organisasi dengan knowledge sharingyang dilakukan pada 112 karyawan di PT ABC. Berdasarkan teori yang digunakan, knowledge sharing memiliki dua dimensi, yaitu knowledge donating dan knowledge collecting. Alat ukur knowledge sharing menggunakan alat ukur dari Van Den Hooff dan De Ridder (2004), dengan α=.771 untuk knowledge donating dan α=.854 untuk knowledge collecting. Sedangkan, untuk iklim organisasi menggunakan alat ukur dari Bock, Zmud, Kim, dan Lee (2005) dengan α=.795.Hasil uji korelasi dengan metode Spearman menunjukkan hubungan positif dan signifikan antara iklim organisasi dengan knowledge donating (r=.345;p<.01) dan iklim organisasi dengan knowledge collecting (r=.288;p<.01). Lebih lanjut, diketahui bahwa knowledge donating memiliki hubungan paling kuat dengan dimensi affiliation pada iklim organisasi (r=.345; p<.01) dan knowledge collectingmemiliki hubungan paling kuat dengan dimensi innovativeness pada iklim organisasi (r=.366;p<.01).Berdasarkan temuan, peneliti merancang intervensi pelatihan Encouraging Knowledge Sharing at Work for Leader. Pelatihan ditujukan untuk meningkatkan iklim organisasi pada dimensi affiliation dan innovativenessuntuk mendorong knowledge sharing.Uji coba pelatihandiberikan kepada 16 orang atasan, dalam hal ini senior staff/ section headyang berperan sebagai agent of change.Hasil evaluasi tahap pembelajaran menunjukkanadanya peningkatan pengetahuan yang signifikan sebelum dan sesudah pelatihan (t=-7.507; p<.01).

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This study aimed to investigate the relationship between organizational climate and knowledge sharing conducted on 112 employees at PT ABC. Based on theory, knowledge sharing has two dimensions, namely knowledge donating and knowledge collecting. Knowledge sharing was measured using instrument from Van Den Hooff and De Ridder (2004), with α=.771 for knowledge donating and α=.854 for knowledgecollecting. Whereas, organizational climate was measured using instrument from Bock, Zmud, Kim, and Lee (2005) with α=.795.

The results of this study using Spearman correlation showed a positive and significant relationship between organizational climate with knowledge donating (r=.345;p<.01) and organizational climate with knowledge collecting (r=.288;p<.01). Furthermore, knowledge donating has the strongest relationship with dimension of affiliation on organizational climate (r=.345;p<.01) and knowledge collecting has the strongest relationship with dimension of innovativenesson organizational climate (r=.366;p<.01).

Researcher designed training intervention Encouraging Knowledge Sharing At Work For Leader. Training is aimed to improve the organizational climate on dimensions affiliation and innovativeness to encourage knowledge sharing. Pilot project was given to 16 employee, in this case the senior staff/ section head as the agent of change. Evaluation phase 2 (learning)shown there was a significant increase in knowledge before and after training (t=-7.507; p<.01)."

"Penelitian ini bertujuan untuk menganalisis pengaruh knowledge sharing yang terdiri dari knowledge donating, knowledge collecting, dan juga pengaruh iklim organisasi inovatif terhadap perilaku kerja inovatif pada karyawan PT Hutchison 3 Indonesia. Penelitian ini menggunakan metode penelitian kuantitatif eksplanatif. Dalam penelitian ini pengambilan sampel menggunakan pengambilan sampel menggunakan teknik Total Sampling dari seluruh karyawan di Kantor Pusat PT Hutchison 3 Indonesia dengan jumlah perolehan sebanyak 104 responden. Teknik pengumpulan data menggunakan penelitian survei. Pengolahan data menggunakan Software Statistical Product and Service Solution (SPSS) 22.0. Hasil yang diperoleh menunjukkan bahwa knowledge donating, knowledge collecting, dan iklim organisasi inovatif memiliki pengaruh secara simultan terhadap perilaku kerja inovatif pada karyawan PT Hutchison 3 Indonesia.

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This study aims to analyze the effect of knowledge sharing which consists of knowledge donating, knowledge collecting, and also the effect of innovative organizational climate on innovative work behavior of employees at PT Hutchison 3 Indonesia. This study uses quantitative-explanatory research method. In this study has used Total Sampling technique from all employees at the Head Office of PT Hutchison 3 Indonesia with the acquisition of 104 respondents. Technique of data collection is using survey research method. Processing data using the Software Statistical Product and Service Solution (SPSS) 22.0. The results obtained indicate that knowledge donating, knowledge collecting, and innovative organizational climate have a simultaneous influence on innovative work behavior on employees of PT Hutchison 3 Indonesia."