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Penelitian tesis ini bertujuan untuk mendalami hubungan antara psychological capital dan job performance, serta melihat efektifitas intervensi pelatihan untuk meningkatan psychological capital dan job performance. Partisipan dalam penelitian ini adalah karyawan lembaga pemerintahan instansi TCA. Alat ukur yang digunakan dalam penelitian ini adalah kuesioner job performance (Koopmans, 2014) (Alpha Cronbach =0.88) dan kuesioner psychological capital (Lunthas et al., 2015) (Alpha Cronbach =0.92). Hasil uji korelasi person menunjukkan hubungan positif signifikan antara psychological capital dan job performance (r=.79 dan p<0.01). Selanjutnya dari hasil korelasi dilakukan intervensi berupa pelatihan How To Become A Super HERO untuk meningkatkan psychological capital dan job performance. Intervensi yang dilakukan merupakan adaptasi dari Lunthans et al., (2006). Pada penelitian ini evaluasi pelatihan dilakukan hingga tahap pengetahuan  psychological capital. Hasil uji Wilcoxon Signed Rangks Test menunjukkan bahwa terdapat peningkatan pengetahuan psychological capital dari karyawan setelah diberikanya intervensi pelatihan psychological capital (Z =-3.283 dan p<.05). Dengan demikian program How To Become A Super HERO dapat dijadikan program pengembangan diri karyawan agar dapat meningkatkan job performance.

 

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This thesis research aims to explore the relationship between psychological capital and job performance and to see the effectiveness of training interventions to improve psychological capital and job performance. Partisipants in this study were employees of the government agency TCA. The measuring instruments used in this study were job performance questionnaires (Koopmans, 2014) (Cronbach Alpha = 0.88) and psychological capital questionnaires (Lunthas et al., 2015) (Cronbach Alpha = 0.92). The results of the person correlation test showed a significant positive relationship between psychological capital and job performance (r = .79 and p <0.01). Based on the correlation results, the intervention was conducted in the form of How To Become A Super HERO training to increase psychological capital and job performance. The intervention organised was an adaptation of Lunthans et al., 2006). In this study, the training was evaluated to the stage of psychological capital knowledge. The Wilcoxon Signed Test results showed that there was an increase in psychological capital knowledge of employees after the psychological training intervention (Z = -3,283 and p <.05) were given. Thus, the How To Become A Super HERO program can be used as an employee self-development program in order to improve job performance.

 

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"Penelitian ini bertujuan untuk menguji pengaruh job characteristics terhadap organizational citizenship behavior diukur menggunakan konsep multidimensi job characteristics yaitu variety task identity task significant autonomy dan feedback Hackman Oldham 1976 organizational citizenship behavior OCB diukur dengan konsep multidimensi yaitu altruism conscientiousness sportsmanship civic virtue dan courtesy Organ 1988. Pendekatan penelitian ini menggunakan pendekatan kuantitatif Data penelitian dikumpulkan melalui survei dengan sampel sebanyak 38 orang karyawan level staff SBU Power Support Transportation PT Imeco Inter Sarana yang diambil menggunakan teknik total sampling. Penelitian ini menggunakan analisis regresi sederhana untuk menguji pengaruh di antara variabel variabel. Hasil analisis regresi sederhana mengindikasikan bahwa job characteristics berpengaruh terhadap organizational citizenship behavior.

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This study aims to examine the effect of job characteristics on organizational citizenship behavior Multidimensional job characteristics namely variety task identity task significant autonomy and feedback Hackman Oldham 1976 and multidimensional organizational citizenship namely altruism conscientiousness sportsmanship civic virtue and courtesy to measure job characteristics and organizational citizenship behavior. This research used quantitative approach Data was collected through survey which conducted on 38 staff level employees working at SBU Power Support Transportation PT Imeco Inter Sarana by total sampling method. Simple regression analysis was used to measure relationship between variables. The result of simple regression analysis shows that job characteristics affects organizational citizenship behavior."

"Every organization needs to build professional and high competencies human resources that can support organization to be competitive organization. So, human resources need to be managed by the organization well. To make professional and high integrity employee, an organization need an organization?s culture as a guidance for all employees to do the job. Strong organization?s culture and good human resources management influence employee?s performance which is can be used as competitive tools in organization. Organization?s culture and employee?s performance correlation can be seen in banking industrial. One of banking organization is PT Bank Danamon Indonesia Tbk. The competition in banking industry become tighter, so banking organizations need to keep up their performance to face the competition. Basically, a good organization culture will make the employee itself to work hardly and can increase employee?s performance, so that it will improve company?s productivity. From the statement of the problem, the question on this research is (1) how the illustration of organization culture at PT Bank Danamon Indonesia Tbk. Branch office Melawai South Jakarta, (2) how the illustration of employee?s performance at PT Bank Danamon Indonesia Tbk. Branch office Melawai South Jakarta and (3) how the correlation between organization culture with employee?s performance at PT Bank Danamon Indonesia Tbk. Branch office Melawai South Jakarta?

The kinds of this research is explanative research with quantitative approaches. The dependent variable was the employee?s performance, meanwhile the independent variable was the employee?s job satisfaction. Data in this research gathered from field research method by distributing questionnaire to the respondent and interview. The subjects of this research were 35 permanent employees, taken from population using total sampling technique. The data of the variables were collected using Likert scale to measure employee?s performance and the organization?s culture. The data were analyzed by Spearman?s Rank Order correlation technique to found the strenght of correlation between culture organization with employee?s performance at PT Bank Danamon Indonesia Tbk. Branch office Melawai South Jakarta.

The result of this research showed that Bank Danamon Indonesia Tbk. Melawai Branch Office has good corporate culture and good employee?s performance. On the dependent variable which is employee?s performance, it is founded that the level of work quantity is the lowest while the level of personal quality is the highest level. This research also found that the level of reward system on organization culture is the lowest level while the job integrity is the highest level. The correlation between culture organization with employee?s performance at PT Bank Danamon Indonesia Tbk. Branch office Melawai South Jakarta was determined as strong correlation with scale 0,787. Therefor, there was positive and significant correlation between indicators of culture organization with employee?s performance at PT Bank Danamon Indonesia Tbk. Branch office Melawai South Jakarta. Researcher suggests that PT Bank Danamon have to increase employee?s quantity by reset the reward system, so, employee will get more motivated to increase their quantity of work."

"ABSTRACTSome scholars believe that Differentiation Strategy and Organizational Culture are one of the key success in searching for competitive advantage and performance in strategic management context. This research paper aims to analyze the influence of Differentiation Strategy and Organizational Culture on Competitive Advantage and Performance in small and medium sized firms in creative sector. 95 samples were collected from owners and managers of creative small and medium sized firms listed in BISMA by Badan Ekonomi Kreatif BEKRAF . Non probability, purposive sampling is used as a sampling method. Samples were measured using six point Likert scale and the data were analyzed using Structural Equation Modelling SEM with LISREL 8.51 as a processing tool. The study finds that the better differentiation strategy adopted by a firm and the stronger organizational culture, the better competitive advantage and performance that can be achieved by these creative, small and medium sized firms.

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ABSTRAKBeberapa ahli dan akademisi percaya bahwa Strategi Diferensiasi dan Budaya Organisasi adalah salah satu kunci sukses dalam meraih keunggulan bersaing dalam konteks manajemen strategis. Makalah penelitian ini bertujuan untuk menganalisis pengaruh Strategi Diferensiasi dan Budaya Organisasi pada Keunggulan kompetitif dan Kinerja perusahaan pada usaha kecil dan menegah di industri kreatif. Total 95 sampel dikumpulkan dari pemilik dan pengelola manajer perusahaan kecil dan menengah yang terdaftar di BISMA oleh Badan Ekonomi Kreatif BEKRAF . Non-probability, purposive sampling digunakan sebagai metode sampling dalam penelitian ini. Sample diukur menggunakan skala Likert enam-titik. Data dianalisis menggunakan Structural Equation Modeling SEM dengan LISREL 8.51. Studi ini menemukan bahwa semakin baik Strategi Diferensiasi yang diadopsi, dan semakin kuat Budaya Organisasi yang dimiliki perusahaan, semakin kuatlah Keunggulan Kompetitif yang akan dicapai oleh perusahaan kecil dan menengah di industri kreatif. "

"Tesis ini membahas mengenai strategi bisnis, ekspansi internasional serta budaya korporasi perusahaan Jepang Fast Retailing dengan fokus terhadap label UNIQLO. Persaingan yang semakin ketat dalam bidang fashion retailing mengharuskan perusahaan-perusahaan yang bergerak di dalamnya untuk memiliki keunggulan yang membedakan diri mereka dengan kompetitor lain. UNIQLO sebagai pemain dari Jepang memiliki strategi sendiri untuk bisa berkembang ke seluruh dunia.

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This thesis discusses the business strategy, international expansion and corporate culture of a Japanese company Fast Retailing, focusing on their UNIQLO label. Increasingly fierce competition in the field of fashion retailing requires companies who engaged in it to have the special quality that distinguish themselves with other competitors. UNIQLO as a player from Japan has its own strategy to expand all over the world."

"Studi ini diselenggarakan untuk mengetahui seberapa jauh pengaruh budaya dalam sebuah organisasi terhadap perilaku hijau para karyawannya diluar tempat bekerja. Walaupun sudah banyak riset yang meneliti green human resource management, namun hanya sedikit yang mempelajari hubungan budaya dalam suatu organisasi dan perilaku hijau para karyawannya diluar tempat bekerja. Data yang dibutuhkan diperoleh melalui wawancara mendalam. Jarak kekuasaan dan Individualisme versus Kolektivisme dijadikan sebagai satuan ukur budaya dalam suatu organisasi. Hasil studi ini menunjukkan bahwa kolektivisme dalam suatu organisasi mempengaruhi perilaku hijau para karyawan diluar tempat bekerja. Pada satu sisi, jarak kekuasaan terbukti tidak mempengaruhi perilaku hijau para karyawan diluar tempat bekerja.

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This study was conducted to see how far organizational culture affects non-workplace employee's green behavior, especially in MNCs operating in Indonesia. Although there has been quite a lot of research done on green human resource management, only a few scholars addressed the relationship between organizational culture and non-workplace employees' green behavior. The data was collected through in-depth interviews. Power distance and individualism versus collectivism were used to measure organizational culture. This study infers that collectivism has an influence on employee's green behavior outside of the workplace. At the same time, power distance has proven to have zero influence on non-workplace employee's green behavior. "

"Skripsi ini membahas tentang efektivitas program CSR dalam implikasinya terhadap community development dan community relation. Efektivitas program CSR yang berbasis pada community development dilihat dari keberhasilannya meningkatkan kondisi sosial ekonomi masyarakat Krukut. Sementara, efektivitas program CSR yang berbasis pada community relation dilihat dari keberhasilannya membangun dan mempertahankan relasi baik antara PT. PLN P3B dengan masyarakat Krukut. Studi ini menggunakan pendekatan kualitatif dengan melakukan observasi, wawancara mendalam, dan data sekunder.Hasil studi ini menunjukkan bahwa program CSR PT. PLN P3B efektif dalam implikasinya terhadap community development, karena telah berhasil meningkatkan kondisi sosial ekonomi masyarakat Krukut. Program CSR PT. PLN P3B juga efektif dalam implikasinya terhadap community relation, karena telah berhasil membangun dan mempertahankan relasi baik dengan masyarakat Krukut.

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This study discusses the effectiveness of CSR programs in their implications for community development and community relations. The effectiveness of CSR programs based on community development seen from the success in improving socio-economics conditions of Krukut Society. Meanwhile, the effectiveness of CSR programs based on community relations seen from the success in building and maintaining good relationships between PT. PLN P3B with Krukut community. This study used a qualitative approach by observation, depth interview, and secondary data.

These studies shows that the CSR program of PT. PLN P3B are effective in its implications for community development, because it has succeeded in improving socio-economics conditions of Krukut society. CSR program of PT. PLN P3B also effective in its implications for community relations, because it has managed to build and maintain good relations with the Krukut society."

"Turnover menjadi salah satu masalah besar yang dihadapi perusahaan apabila turnover tersebut memberikan dampak yang negatif bagi perusahaan. Apabila tidak dikelola dengan baik maka turnover sendiri akan semakin merugikan perusahaan tersebut. Penelitian ini bertujuan untuk mengetahui bagaimana pengaruh person-organization fit yang diterapkan oleh PT. PPA terhadap turnover intention dengan di mediasi oleh kepuasan kerja. PT. PPA ini merupakan perusahaan BUMN yang mana merupakan satu-satunya perusahaan di Indonesia yang bertugas untuk melakukan restrukturisasi terhadap infrastruktur negara maupun swasta. Penelitian ini juga mendapatkan hasil yang signifikan antara person-organization fit dengan turnover intention dengan dimediasi kepuasan kerja.

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Turnover is one of the big problems companies face when turnover has a negative impact on the company. Person Organization Fit is the most important variable for a company, because it has impact towards employee's intention to stay and to a job satisfaction. Person organization itself is employee's suitability with adopted company values. PT. PPA is the only BUMN company that responsible to do restructure for country and private infrastructure. This reseach also used path analysis and causal step to determine the effect of person organization fit on turnover intention through job satisfaction. This study also gained significant results between person organization fit with turnover intention with mediated job satisfaction."

"Skripsi ini membahas tentang hubungan budaya organisai dengan kinerja karyawan pada PT Askrindo (Persero) Kantor Pusat Jakarta. Dalam penelitian ini, peneliti mencoba untuk memastikan apakah budaya organisasi memiliki hubungan dengan kinerja karyawan pada PT Askrindo (Persero) Kantor Pusat Jakarta. Penelitian ini adalah penelitian kuantitatif dengan desain deskriptif. Pengumpulan data dilakukan dengan kuesioner dan dianalisis dengan menggunakan formula statistika, yakni korelasi Rank Spearman yang perhitungannya menggunakan bantuan SPSS. Hasil penelitian ini adalah bahwa terdapat hubungan antara budaya organisasi dengan kinerja karyawan, dengan nilai koefisien korelasi = 0,638. Angka ini menunjukkan korelasi atau hubungan yang kuat antara Budaya Organisasi dengan Kinerja Karyawan sebesar 63,8%.

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This thesis discusses the relationship between organizational culture and performance of employees at PT Askrindo (Persero) Jakarta Head Office. In this study, researcher tries to determine whether organizational culture has a relationship with the performance of employees at PT Askrindo (Persero) Head Office Jakarta. This research is a descriptive quantitative in its design. Data were collected by questionnaires and analyzed by using a statistical formula, the Spearman Rank correlation is calculated using SPSS.

The results of this study is that there is a relationship between organizational culture with employee performance, with a correlation coefficient = 0.638. This figure shows that there is a correlation or a strong relationship between Organizational Culture with Employee Performance of 63.8%."