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"Penelitian ini bertujuan untuk mengetahui bagaimana kinerja lembaga wakaf bersama faktor-faktor yang mempengaruhi kinerja. Faktor tersebut terdiri dari pengetahuan manajemen, budaya organisasi, dan akuntabilitas publik atas kualitas kinerja Lembaga wakaf di kota Banda Aceh. Dalam penelitian ini ada variabel mediasi, yaitu inovasi yang bertujuan untuk melihat pengaruh langsung dan tidak langsung langsung antara kualitas kinerja dan determinannya. Penelitian ini adalah a penelitian survei menggunakan kuesioner sebagai instrumen. Jumlah sampel Dalam penelitian ini terdapat 112 nadzhir yang mewakili lembaga wakaf diKota Banda Aceh. Pengujian hipotesis terdiri dari Uji Deskriptif dan Uji Struktural Model Persamaan (SEM). Tes deskriptif digunakan untuk mengetahui bagaimana kinerjanya lembaga wakaf dan determinannya. Sedangkan uji SEM digunakan untuk menentukan bagaimana pengaruh manajemen pengetahuan, budaya organisasi, dan akuntabilitaspublik tentang kualitas kinerja. Hasil uji deskriptif menunjukkan bahwa kualitas kinerja Lembaga wakaf dan determinannya bagus. Sedangkan Uji Persamaan Struktural Model (SEM) dengan metode Maximum Likelihood (ML) menunjukkan hal itu manajemen pengetahuan, budaya organisasi, dan akuntabilitas publik tidak berpengaruh langsung pada kualitas kinerja lembaga wakaf. Namun, manajemen pengetahuan memiliki pengaruh terhadap inovasi pada tingkat signifikan 10%.

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This study aims to determine how the performance of waqf institutions together with the factors that affect performance. These factors consist of management knowledge, organizational culture, and public accountability for the quality of the performance of the waqf institution in the city of Banda Aceh. In this study, there is a mediating variable, namely innovation which aims to see the direct and indirect influence between the quality of performance and its determinants. This study is a survey research using a questionnaire as an instrument. Number of samples In this study there were 112 Nadzhirs who represented the waqf institutions in Banda Aceh City. Hypothesis testing consists of a Descriptive Test and a Structural Equation Model Test (SEM). Descriptive test is used to find out how the performance of the waqf institution and its determinants. Meanwhile, the SEM test is used to determine how knowledge management influences, organizational culture, and accountability the public about the quality of performance. The results of the descriptive test show that the quality of the performance of the waqf institution and its determinants is good. Meanwhile, the Structural Equation Model Test (SEM) with the Maximum Likelihood (ML) method shows that knowledge management, organizational culture, and public accountability do not have a direct effect on the quality of the performance of waqf institutions. However, knowledge management has an influence on innovation at a significant level of 10%.

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"Sometimes an organizations culture can stand in the way of its success, which is why culture audits can be important tools for diagnosing and identifying deep-seated and persistent performance problems. This issue of Infoline will explain the basics of a culture audit and introduce the next steps, determine if the time is right for a culture audit in your organization, help you sell the concept of a culture audit to management, and show you how to select the audit took that is most appropriate for your culture."

"Summary:Cultural Change and Leadership in Organizations discusses ways in which organizations are able to implement successful strategic change; inspirational and conceptual material is combined with practical examples and concrete interventions for planning and implementing cultural change within organizations."

"Sometimes an organizations culture can stand in the way of its success, which is why culture audits can be important tools for diagnosing and identifying deep-seated and persistent performance problems. This issue of Infoline will explain the basics of a culture audit and introduce the next steps, determine if the time is right for a culture audit in your organization, help you sell the concept of a culture audit to management, and show you how to select the audit took that is most appropriate for your culture."

"[ABSTRAKTesis ini bertujuan menguji secara empiris pada sebuah konteks spesifik yakni perusahaan transportasi terbesar di Indonesia, PT. Blue Bird, mengenai hubungan faktor-faktor dalam organizational change, yakni corporate culture, melalui dimensi adaptability dan involvement, faktor trust kepada atasan (middle manager) serta effective communication selama proses perubahan terjadi, terhadap individual readiness to change. Sebanyak 389 kuesioner telah disebar ke pengemudi taksi di perusahaan ini. Kuesioner yang diadopsi dari penelitian sebelumnya oleh Khan (2011) dan Harp (2011), berisikan 30 pertanyaan. Metode analisa data menggunakan teknik Multivariate Structural Equation Modelling (SEM) PLS. Untuk uji validitas dan reliabilitas penulis menggunakan SPSS 22. Hasil penelitian menunjukkan pengaruh beberapa variabel diatas tidak signifikan terhadap individual readiness to change.

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ABSTRACTThis thesis is aimed to test empirically in a specific context, a leading passenger transportation company in Indonesia, PT. Blue Bird, on the correlation between organizational factors such as corporate culture, through its dimensions (adaptability and involvement), trust in middle manager and effective communication during the change process, and individual readiness to change. There have been 389 questionnaire distributed to Blue bird drivers. This questionnaire, adopted from the previous research conducted by Khan (2011) and Harp (2011), consists of 30 questions. The data analysis use the Multivariate, Structural Equation Modelling (SEM) PLS. In term of the validity and reliability, author utilise SPSS 22. The output of the research shows that the influence of some variables mentioned above has no significant impact to the individual readiness to change.;This thesis is aimed to test empirically in a specific context, a leading passenger transportation company in Indonesia, PT. Blue Bird, on the correlation between organizational factors such as corporate culture, through its dimensions (adaptability and involvement), trust in middle manager and effective communication during the change process, and individual readiness to change. There have been 389 questionnaire distributed to Blue bird drivers. This questionnaire, adopted from the previous research conducted by Khan (2011) and Harp (2011), consists of 30 questions. The data analysis use the Multivariate, Structural Equation Modelling (SEM) PLS. In term of the validity and reliability, author utilise SPSS 22. The output of the research shows that the influence of some variables mentioned above has no significant impact to the individual readiness to change., This thesis is aimed to test empirically in a specific context, a leading passenger transportation company in Indonesia, PT. Blue Bird, on the correlation between organizational factors such as corporate culture, through its dimensions (adaptability and involvement), trust in middle manager and effective communication during the change process, and individual readiness to change. There have been 389 questionnaire distributed to Blue bird drivers. This questionnaire, adopted from the previous research conducted by Khan (2011) and Harp (2011), consists of 30 questions. The data analysis use the Multivariate, Structural Equation Modelling (SEM) PLS. In term of the validity and reliability, author utilise SPSS 22. The output of the research shows that the influence of some variables mentioned above has no significant impact to the individual readiness to change.]"

"Penelitian tesis ini dilakukan di Organisasi Nirlaba XYZ, yang bekerja untuk memperbaiki kualitas pendidikan di Indonesia. Tantangan yang dihadapi organisasi ini adalah untuk membangun budaya pembelajaran organisasi agar bisa mencapai tujuan-tujuan strategisnya. Penelitian ini adalah penelitian korelasional dengan desain non-eksperimental. Hasil penelitian menunjukkan bahwa faktor yang mempengaruhi budaya pembelajaran organisasi di XYZ adalah tools dan teknologi untuk berbagi pengetahuan dan perceived behavioral control. Untuk meningkatkan budaya pembelajaran organisasi di Organisasi Nirlaba XYZ, peneliti merekomendasikan intervensi berupa workshop tentang solusi tools dan teknologi untuk berbagi pengetahuan serta pelatihan manajemen waktu untuk meningkatkan faktor perceived behavioral control.

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This research is conducted in the Organization XYZ; it is a not-for-profit organization working to improve the quality of education in Indonesia. The challenge faced by the organization is to build an organizational learning culture in order to achieve its strategic objectives. The research is a correlational research with a non-experimental design. The result shows that the factors affecting organizational learning culture in XYZ are tools and technology for knowledge sharing and perceived behavioral control. As interventions to improve organizational learning culture in XYZ, the researcher recommends a workshop on tools and technology for knowledge sharing in XYZ and time management training to increase perceived behavioral control among the staff."

"Tesis ini diKementerian Pendayagunaan Aparatur Negara dan Reformasi Birokrasi Kementerian PANRB yang bertempat di Jl. Jenderal Sudirman Kavling 69 Jakarta.Dalam tesis ini dipaparkan secara ringkas konsep-konsep mengenai Reformasi Birokrasi, budaya organisasidan budaya kerja, strategi untuk mengubah dan menguatkan budaya organisasi, budaya kerja, gratifikasi, pengendalian gratifikasi, dan kerangka pemikiran penelitian yang mendasarkan diri pada teori penguatan budaya organisasi yang dikembangkan oleh teori Steven Lattimore McShaneand Tony Travaglione 2006. Penelitian ini menggunakan metode kualitatif yang mendasarkan pada pengelolaan informasi/data yang primer maupun sekunder untuk keperluan problem solving. Fokus penelitian ini ditekankan pada pelaksanaan upaya pengendalian gratifikasi di dan internalisasi pengendalian gratifikasi ke dalam budaya kerja. Framework yang digunakan adalah strategi penguatan budaya organisasi yang menggarisbawahi lima strategi untuk penguatan organisasi yaitu melalui tindakan pimpinan organisasi, pengenalan mekanisme penghargaan, pemeliharaan keajegan gugus tugas, pengelolaan jejaring budaya, dan pemilihan dan sosialisasi kepadaanggota organisasi yang baru. Penelitian ini memberikan gagasan dan wawasan bahwa pelaksanaan upaya pengendalian gratifikasi akan berjalan efektif jika diinternalisasikan ke dalam budaya kerja dan didukung oleh seluruh entitas organisasi dengan memahami dan menerapkan sikap anti gratifikasi.

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The thesis discusses the Implementation of the gratuity control efforts in in Ministry of Administrative Reform located on Jl. Jenderal Sudirman Kav. 69 Jakarta.This thesis also gives brief summary of the administrative reform concepts, culture organization culture, strategy for changing and strengthening organizational culture, gratuity, internal control, and research framework based on the strengthening organizational culture theory developed by Steven Lattimore Mcshane and Tony Travaglione 2006 .The reaseach uses qualitative methodology that lean on the analyzes of primary and secondary data toward problem solving.

The thesis focuses on the implementation of gratuity control effort in Ministry of Administrtaive Reform. The framework of the thesis is strategy on strengthening organizational culture consist of five strategies leadership, reward mechanism, taskforce establishment, maintenance of culture networking, and selection and disemination for new member.The research gives a notion and perspective that the gratuity control efforts shall effectively be implemented bythe engaging the whole organization."

"Saat ini, anggota polisi membutuhkan pendidikan tinggi, mobilitas tinggi untuk memaksimalkan pekerjaan mereka, namun lingkungan eksternal yang dihadapi oleh anggota polisi juga telah berkembang lebih kompleks dan dinamis. Perubahan lingkungan dari organisasi kepolisian tentunya menuntut anggota kepolisian untuk memiliki cara dan pola pikir baru dalam bekerja sehingga komitmen semua anggota kepolisian untuk melakukan perubahan sesuai dengan nilai-nilai peradaban masyarakat. Setiap organisasi membutuhkan komitmen dari anggota organisasi untuk mencapai tujuan organisasi. Semakin tinggi kepuasan kerja, semakin tinggi komitmen karier. Terkait masalah tersebut, tujuan dari penelitian ini adalah untuk menguji pengaruh budaya organisasi, kepuasan kerja, dan kepemimpinan terhadap komitmen organisasi. Penelitian kuantitatif ini menggunakan metode survei dan studi literatur untuk mendukung hipotesisnya dan menggunakan teori Denison (2000) sebagai dimensi untuk menggambarkan temuan lapangan. Hasil penelitian menunjukkan bahwa kepuasan kerja sebagai variabel kuat yang memberikan pengaruh terhadap komitmen anggota, di sisi lain, kepemimpinan memberikan pengaruh langsung terhadap komitmen, sedangkan budaya organisasi sebagai alat untuk komitmen memberikan pengaruh lebih dari keduanya, kepemimpinan dan kepuasan kerja.

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Nowadays, police members need high education, high mobility to maximize their work, however, the external environment faced by members of the police has also developed more complex and dynamic. The environmental change of the police organization certainly requires members of the police to have new ways and mindset of working so that the commitment of all members of the police to make changes in accordance with the values of community civilization. Every organization needs a commitment from organizational members to achieve organizational goals. The higher job satisfaction the higher career's commitment. Regarding to the problem, the purpose of this research is to examines the influence of organizational culture, job satisfaction, and leadership on organizational commitment. This quantitative study uses survey methode and literature studies to support its hyphotesis and uses Denison (2000) theory as its dimention to describe the field finding. The results shows that job satisfaction as a powerful variabel that gives effect to member's commitment, on the other hand, leadership gives direct influence to the commitment, while, organizational culture as a tool to the commitment gives more influence than both, leadership and job satisfaction."