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"ABSTRAKSaat ini pembangunan dan penyebaran knowledge menjadi faktor yang sangat penting dalam persaingan bisnis. Knowledge dipandang sebagai komoditas yang bernilai dan terkandung dalam sebuah produk (terutama produk teknologi tingkat tinggi) atau dapat juga berwujud tacit knowledge yang dimiliki oleh karyawan yang umumnya memiliki mobilitas yang tinggi. Akan tetapi, masih banyak individu yang tidak mau membagi pengetahuan yang dimilikinya. Kegiatan knowledge sharing pada Group Strategic Information Technology (GSIT) PT. Bank XYZ juga mengalami permasalahan serupa. Knoweldge Management System (KMS) yang disediakan agar para pekerja dapat membagi pengetahuan yang dimilikinya masih jarang digunakan. Penelitian ini dilakukan untuk mengetahui motivasi yang dapat digunakan untuk mendorong knowledge contributor melakukan knowledge sharing pada Group Strategic Information Technology (GSIT) di PT. Bank XYZ.Penelitian ini menggunakan Theory of Reasoned Action (TRA) sebagai model dasar yang dimodifikasi berdasarkan penelitian-penelitian terdahulu. Teori Organizational Citizenship Behavior (OCB) digunakan untuk mewakili faktor movivasi intrinsik. Data yang digunakan dalam penelitian ini berasal dari hasil penyebaran kuesioner kepada 142 pekerja Group Strategic Information Technology (GSIT) di PT. Bank XYZ. Data dianalisis menggunakan Structural Equation Modeling (SEM) dengan pendekatan Partial Least Square (PLS) dengan bantuan tool SmartPLS v3.2.3.Hasil penelitian ini menunjukkan bahwa motivasi yang mendorong knowledge contributor untuk melakukan knowledge sharing adalah motivasi intrinsik dan ekstrinsik. Motivasi intrinsik yang memiliki pengaruh terhadap sikap para pekerja dalam melakukan knowledge sharing adalah altruism, conscientiousness, civic virtue, dan sense of self worth. Motivasi ekstrinsik yang memiliki pengaruh terhadap sikap para pekerja dalam melakukan knowledge sharing adalah extrinsic reward dan reciprocity. Selain itu, hasil penelitian ini mengkonfirmasi model TRA dimana knowledge sharing attitude terbukti memiliki pengaruh positif terhadap knowledge sharing intention, dan knowledge sharing intention juga terbukti memiliki pengaruh positif terhadap knowledge sharing behavior.

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ABSTRACT

Currently the development and dissemination of knowledge becomes a very important factor in business competition. Knowledge is seen as a valuable commodity and is contained in a product (especially the high level of technology products) or can also intangible tacit knowledge held by employees who generally have high mobility. However, there are still many individuals who are not willing to share their knowledge. Knowledge sharing activities in the Group Strategic Information Technology (GSIT) PT. Bank XYZ also experienced similar problems. Knoweldge Management System (KMS) is provided so that workers can share their knowledge was rarely used. This study was conducted to determine the motivation that can be used to encourage knowledge sharing knowledge contributors do in Group Strategic Information Technology (GSIT) at PT. Bank XYZ.

This study using the Theory of Reasoned Action (TRA) as the basic model is modified based on previous studies. Theory of Organizational Citizenship Behavior (OCB) is used to represent the intrinsic motivation factors. The data used in this study is derived from the results of questionnaires to 142 workers Group Strategic Information Technology (GSIT) at PT. Bank XYZ. Data were analyzed using Structural Equation Modeling (SEM) approach Partial Least Square (PLS) with the help of tool SmartPLS v3.2.3.

These results indicate that the motivation that drives knowledge contributor to knowledge sharing are intrinsic and extrinsic motivations. Intrinsic motivations that has an influence on the attitude of workers in conducting knowledge sharing is altruism, conscientiousness, civic virtue, and sense of self worth. Extrinsic motivations that has an influence on the attitude of workers in doing is extrinsic reward knowledge sharing and reciprocity. In addition, the results of this study confirm the model of TRA in which knowledge sharing attitude shown to have a positive influence on knowledge sharing intention, and knowledge sharing intention was also shown to have a positive influence on knowledge sharing behavior."

"Penelitian menguji peran konstruk tentang organizational citizenship behavior (OCB) di industri kemasan. Melalui metode penelitian kuantitatif, kuesioner dipakai dan dibagikan kepada 369 responden di PT. Unipack Indosystems. Hasil yang diperoleh menunjukkan bahwa organizational commitment dan knowledge sharing memberi efek mediasi terhadap POS dan OCB. Lebih daripada itu, tujuan penelitian ini menguji perceived organizational support untuk menumbuhkan organizational commitment dan memotivasi knowledge sharing dalam organisasi. Penelitian ini menunjukkan bahwa keikutsertaan karyawan dalam knowledge sharing hanya akan terjadi ketika dirasa akan meningkatkan reputasi.

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This research examined the role of organizational citizenship behavior (OCB) construct in a packaging industry. Using a quantitative research, a questionnaire was developed and distributed to 369 employees at PT. Unipack Indosystems. Results suggested that role of organizational commitment and knowledge sharing play as mediating effects in the relationships between perceived organizational support (POS) and OCB. Further, this paper also examined the role of POS in fostering organizational commitment and facilitating knowledge sharing in the organization. Findings showed that the employee contribute to their knowledge sharing only when they perceive that it would enhance their reputation."

"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)."

"Tujuan dari penelitian ini adalah untuk melihat pengaruh perilaku berbagi pengetahuan terhadap perilaku kerja inovatif pada konsultan di PT. XYZ, suatu perusahaan yang bergerak di bidang jasa konsultasi sumber daya manusia. Untuk mengukur perilaku kerja inovatif, peneliti menggunakan skala perilaku kerja inovatif, sementara perilaku berbagi pengetahuan diukur menggunakan skala perilaku berbagi pengetahuan. Secara kuantitatif, hasil analisis statistik yang dilakukan menunjukkan bahwa perilaku berbagi pengetahuan merupakan variabel penting yang dapat secara signifikan memprediksi perilaku kerja inovatif R2 = 0.58, F 2, 17 = 11.81, p < 0.01. Selanjutnya, melalui pendekatan kualitatif, peneliti mengidentifikasi faktor-faktor yang memengaruhi kemunculan perilaku berbagi pengetahuan. Berdasarkan hasil wawancara, ditemukan adanya sejumlah faktor yang memfasilitasi individu untuk menampilkan perilaku berbagi pengetahuan. Di sisi lain, ditemukan pula sejumlah faktor yang menghalangi kecenderungan individu dalam menampilkan perilaku berbagi pengetahuan. Mengacu pada hasil penelitian kuantitatif dan kualitatif yang telah diperoleh, peneliti kemudian menyusun rancangan intervensi berupa aktivitas komunitas praktisi yang bertujuan untuk mewadahi proses berbagi pengetahuan sehingga dapat meningkatkan perilaku kerja inovatif.

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The purpose of this study is to see the effect of knowledge sharing behavior on innovative work behavior among consultant at PT. XYZ, a company engaged in human resource consulting services. Innovative work behavior was measured using innovative work behavior scale, while knowledge sharing behavior was measured using knowledge sharing behavior scale. Quantitatively, statistical analysis results showed that knowledge sharing behavior is an important variable that can significantly predict innovative work behavior R2 0.58, F 2, 17 11.81, p 0.01 . Furthermore, through a qualitative approach, researcher identify several factors that influence the propensity of individuals in knowledge sharing behavior.

Based on the interview results, the researcher found several factors that facilitate individual 39 s knowledge sharing behavior. On the other hand, there are also several factors that hinder individual rsquo s tendency to display knowledge sharing behavior. Based on quantitative and qualitative results, the researchers then designed an intervention in the form of community of practices activity aim to organize knowledge sharing process which in turn will improve innovative work behavior."

"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."

"ABSTRAKPada perusahaan yang bergerak di bidang konsultasi, pengelolaan pengetahuan merupakan proses yang penting dalam perusahaan, karena inti dari produk yang dijual adalah pengetahuan itu sendiri. Group SAP merupakan bagian dari PT ABC, yang merupakan perusahaan konsultan teknologi dan informasi di Indonesia, telah menyadari pentingnya mengelola pengetahuan para konsultan SAP yang dimilikinya. Salah satu proses pengelolaan pengetahuan yang telah dijalankan adalah berbagi pengetahuan. Tujuan proses ini adalah untuk membantu para konsultan SAP mencari solusi terbaik bagi pelanggan berdasarkan pengalaman yang telah lalu.Namun, knowledge sharing yang dilakukan oleh group SAP belum optimal. Hal ini terlihat dari presentase kehadiran kegiatan knowledge sharing, di mana tidak semua peserta yang diundang menghadiri kegiatan tersebut. Selain itu, pemanfaatan KnowldgeHub, yang merupakan knowledge repository yang digunakan untuk menyimpan dan mengakses pengetahuan yang dimiliki organisasi, masih rendah. Untuk itu, perlu dilakukan evaluasi mengenai knowledge sharing capability konsultan SAP. Dengan adanya penelitian ini, organisasi dapat mengetahui faktor yang mempengaruhi kemampuan berbagi pengetahuan para konsultan SAP, sehingga organisasi dapat menentukan program yang perlu dijalankan agar knowledge sharing bisa berjalan secara optimal.Penelitian dilakukan kepada 70 konsultan SAP PT ABC. Pengolahan data statistik menggunakan teknik analisis PLS dengan bantuan software SmartPLS 3.2.1. Faktor-faktor yang secara empiris terbukti mempengaruhi knowledge sharing capability adalah organizational reward, social network, trust, personality, end-user focus, altruism dan IT apliaction usage. Sementara itu, faktor awareness, knowledge self-efficacy, top management support dan ICT infrastructure tidak secara signifikan mempengaruhi knowledge sharing capability. Pada penelitian ini didapatkan nilai R2 sebesar 0.701, yang berarti tujuh variabel eksogen secara moderate menjelaskan 70.1% variansi dari variabel dependen (knowledge sharing capability), dimana sisanya sebesar 29.9% dipengaruhi oleh variabel lain yang tidak dijelaskan dalam model penelitian ini.

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ABSTRACT

Knowledge management is an important process in consulting firm, because the core of the product of consulting firm is the knowledge itself. SAP group is a part of PT ABC, which is an information communication and technology consulting firm in Indonesia, have realized the importance of knowledge management. One of knowledge management process that has been implemented in PT ABC is knowledge sharing. The purpose of this process is to help SAP consultants looking for the best solutions for customers based on their past experience in industry.

However, knowledge sharing undertaken by SAP group has not been optimal. The evident of this statement came from the attendance percentage of knowledge sharing activities, where not all the participants were invited attended the event. In addition, the use of KnowldgeHub, as a knowledge repository to store and access the knowledge of organization, is still low. Based on these conditions, there should be an evaluation of knowledge sharing capability of SAP consultant. Given this research, organizations can determine the factors that affect the ability to share the knowledge of SAP consultants, so that the organization can determine which program should be run in order to optimize the knowledge sharing in organization.

The study was conducted at 70 SAP consultants of PT ABC. Statistical data processing uses PLS analysis techniques using software SmartPLS 3.2.1. Based on the results of statistical data processing, it is known that the individual, organizational and technological aspects affect knowledge sharing capability of SAP consultant. Factors that are empirically proven affecting knowledge sharing capability is organizational rewards, social networks, trust, personality, end-user focus, altruism and IT apliaction usage. Meanwhile, the factor such as awareness, knowledge self-efficacy, top management support and ICT infrastructure does not significantly affect knowledge sharing capability. The value of R2 of this study is 0.701, which means seven exogenous variables are moderate explain 70.1% variance of the dependent variable (knowledge sharing capability), where the remaining of 29.9% is influenced by other variables that are not described in this research model."

"Penelitian ini bertujuan untuk mengetahui pengaruh knowledge sharing behavior terhadap perilaku inovatif di tempat kerja pada karyawan PT X dan Y, dimana belum ada penelitian sebelumnya yang meneliti pengaruh dari kedua variabel ini.Knowledge sharing behavior diartikan sebagai derajat dimana individu benarbenarmembagi pengatahuan yang dimiliki, diciptakan, dan dibutuhkan kepada orang lain (Bock, 2002;2005). Perilaku inovatif sendiri didefinisikan sebagaipenemuan yang disengaja, promosi, dan realisasi atas ide baru dalam peran kerja, kerja kelompok, atau organisasi, yang berfungsi untuk menguntungkan performa kerja, kelompok, atau organisasi (Janssen, 2004). Pengukuran knowledge sharing behavior menggunakan knowledge sharing behavior scale yang dikembangkan oleh Chennamaneni (2006) yang berjumlah 17 item. Perilaku inovatif di tempat kerja diukur menggunakan innovative work behavior scale yang dikembangkan oleh Janssen (2001) yang berjumlah 9 item. Hasil utama penelitian menunjukkan bahwa knowledge sharing behavior berpengaruh secara siginifikan terhadap perilaku inovatif di tempat kerja (β = .691, t(214) = 13.986, p < .01). Knowledgesharing behavior juga dapat secara signifikan menjelaskan proporsi varians skor perilaku inovatif di tempat kerja (R2 = .478, F = 195.605).

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The purpose of this research was to discover the influence of knowledge sharing behavior on innovative behavior at workplace in company X and Y’s employees,

where there is no previous research studied the effect of this two variables yet.

Knowledge sharing behavior defined as the degree to which people actually shares knowledge they have acquired or created (Bock, 2002;2005). Innovative behavior itself defined as intentional creation, introduction, and application of new ideas within a work role, group, or organization, in order to benefit role performance, the group, or the organization (Janssen, 2004). Measurement of knowledge sharing behavior used knowledge sharing behavior scale enhanced by Chennamaneni (2006) that have 17 items. Innovative behavior at workplace was measured by innovative work behavior scale developed by Janssen (2001) which have 9 items. The main result showed that knowledge sharing behavior is significantly predicted innovative behavior at workplace (β = .691, t(214) =

13.986, p < .01). Knowledge sharing behavior also explained a significant proportion of variance in innovative behavior at workplace scores (R2 = .478, F = 195.605)."

"ABSTRAKLayanan Smart Home merupakan sebuah produk perusahaan telekomunikasi yang terbilang cukup baru di Indonesia. Smart Home sendiri adalah sebuah hunian yang dilengkapi dengan ICT sehingga peralatan di rumah dapat dikendalikan, dipantau, dan dikontrol dari jarak jauh melalui aplikasi pada perangkat seperti smart phone dan komputer.Penetrasi layanan Smart Home di Indonesia tahun 2018 terbilang cukup rendah yaitu 1,1 . Tetapi, jika dilihat dari penetrasi internet di Indonesia yang mencapai lebih dari 50 dan penjualan IoT yang terus meningkat, Indonesia merupakan pasar yang potensial bagi layanan Smart Home.Penelitian diawali dengan mengetahui persepsi masyarakat terhadap layanan Smart Home. Model yang digunakan adalah VAM Value-based Adoption Model yang memiliki dua variabel utama yaitu Benefit dan Sacrifice. Selanjutnya, data yang diperoleh diolah dengan menggunakan metode SEM Structural Equation Modelling . Hasil penelitian menunjukkan bahwa variabel yang memenuhi syarat C.R > 1.96 dan P di bawah 0,5, sehingga memiliki pengaruh paling signifikan terhadap minat masyarakat mengadopsi layanan Smart Home adalah Technicality dan Perceived of Value.

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ABSTRACTSmart Home service is a product of telecommunication company which is quite new in Indonesia. Definition of Smart Home is a home equipped with ICT allowing appliances monitored and controlled remotely through an application on devices such as smart phone and computer.Smart Home service penetration in Indonesia is low enough with 1.1 . percentage However internet penetration in Indonesia reached more than 50 and IoT Smart Home components sales keeps increasing making Indonesia a potential market for Smart Home service.The purpose of this research is to analyze the adoption of Smart Home service in Indonesia. First step of the study is defining public perception about Smart Home service by using VAM Value based Model Does . VAM has two main variables, Benefit and Sacrifice. The next step is processing the data collected using SEM Structural Equation Modelling . The results showed variables qualified by the given condition C.R 1.96 and P 0,5, which means that the most significant variables to Smart Home Adoption Intention are Technicality and Perceived of Value."

"Penelitian ini memberikan wawasan tentang bagaimana organisasi berbasis kinerja proyek mendorong knowledge sharing behaviour manajer proyek untuk mengatasi adanya gap kompetensi antara manajer proyek yang akan selesai masa tugasnya dengan calon pengganti manajer proyek yang baru. Dengan ragam tingkat kesulitan proyek dan dilakukan dalam waktu yang singkat, tingkat pembelajaran yang lincah di proyek menjadi competitive advantage bagi organisasi.Studi ini meneliti knowledge sharing intention, organizational trust dan motivasi terhadap kegiatan knowledge sharing project manager. Dengan metode kuantitatif berbasis action research, temuan mengungkapkan bahwa, knowledge sharing project manager secara signifikan dipengaruhi oleh organizational trust.Rancangan pengembangan organizational trust ditawarkan sebagai pendorong utama knowledge sharing manajer proyek. Intervensi community of practices menjadi pilihan yang dapat diadopsi sebagai knowledge sharing behaviour manajer proyek.

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This research provides insight into how the project-based organizations encourage project manager?s knowledge sharing behavior to cope with competencies gap between the project manager who will finished his tour of duty with the subtitute one. With a variety of project?s difficulty levels which conducted in a short time, the learning agility of people in project become a competitive advantage for the organization.

This study aims to focus on the role of knowledge sharing intention, organizational trust and motivation toward project manager?s knowledge sharing. With quantitave method based on action research, the findings revealed that knowledge sharing of project managers was significantly influenced by organizational trust.

The design of organizational trust development was offered as a key driver of project manager?s knowledge sharing and communities of practices could be adopted as project manager?s knowledge sharing behaviour in project-based organization."