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"Penelitian ini berangkat dari masalah perkembangan teknologi informasi khususnya bidang intelijen yang menjadi tantangan bagi kepemimpinan di dalam Badan Intelijen Negara (BIN). Tantangan yang dihadapi adalah mengubah secara “radikal” lingkungan kerja BIN yang mampu melahirkan inovasi dan mendukung kinerja permasalahan intelijen dalam era teknologi informasi. Tujuan penelitian ini adalah menganalisis bagaimana gaya kepemimpinan dan lingkungan kerja BIN saat ini yang mampu menjawab tasntangan teknologi informasi tersebut. Penelitian ini menggunakan pendekatan kualitatif dengan metode studi kasus (single case). Data didapat dari wawancara sejumlah key informan penelitian yang merupakan pengambil keputusan di BIN. Penelitian ini menemukan bahwa kepemimpinan pada organisasi/lembaga/badan intelijen tidak ubahnya kepemimpinan pada umumnya, yang membutuhkan pengetahuan dan pengalaman khusus di bidangnya, kemampuan manajemen yang baik dalam tata kelola organisasi, visi dan misi yang jelas dalam menggerakan organisasi dan kemampuan komunikasi baik internal maupun eksternal yang sangat penting dalam melakukan adaptasi dengan perubahan kondisi lingkungan. Perbedaan penting pada kepemimpinan intelijen pada dasarnya terletak kemampuan menjalankan prinsip dasar intelijen yaitu kerahasiaan, namun tetap bisa menjalankan tata kelola organisasi yang baik. BIN menerapkan gaya kepemimpinan campuran yang menggabungkan beberapa prinsip yang menjadi ciri dari beberapa karakteristik gaya kepemimmpinan dengan tujuannya masing-masing. Pada dasarnya kepemimpinan yang diterapkan di BIN lebih menganut gaya kepemimpinan transformasional dan kepemimpinan digital. Lingkungan kerja era kepemimpinan BIN saat ini merupakan momen transisi paradigma intelijen yang dijalankan organisasi. Untuk menciptakan lingkungan kerja digital BIN melakukan perubahan fisik dan non-fisik/perilaku.  Pengembangan fisik dilakukan BIN dengan membangun kemampuan teknologi intelijen, sementara perbaikan non-fisik dengan menciptakan paradigma baru pada elemen organisasi dengan pengembangan SDM berkapasitas digital.

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This research departs from the problem of the development of information technology, especially in the field of intelligence which is a challenge for leadership within the State Intelligence Agency (BIN). The challenge faced is to "radically" change BIN's work environment that is able to generate innovation and support the performance of intelligence issues in the information technology era. The purpose of this study is to analyze how BIN's current leadership style and work environment are able to answer the information technology challenges. This research uses a qualitative approach with a case study method (single case). The data were obtained from interviews with a number of key research informants who are decision makers at BIN. This study found that leadership in organizations/institutions/intelligence agencies is like leadership in general, which requires special knowledge and experience in the field, good management skills in organizational governance, clear vision and mission in moving the organization and communication skills both internally and externally. which is very important in adapting to changing environmental conditions. The important difference in intelligence leadership basically lies in the ability to carry out the basic principle of intelligence, namely confidentiality, but still be able to carry out good organizational governance. BIN applies a mixed leadership style that combines several principles that characterize several leadership style characteristics with their respective goals. Basically, the leadership applied at BIN adheres to a transformational leadership style and digital leadership. The working environment of the current era of BIN's leadership is a moment of transition to the intelligence paradigm run by the organization. To create a digital work environment, BIN makes physical and non-physical/behavioral changes. Physical development is carried out by BIN by building intelligence technology capabilities, while non-physical improvements are carried out by creating a new paradigm in organizational elements by developing digital capacity of human resources."

"Lingkungan kerja sebagai salah satu atribut organisasi mempengaruhi perilaku kerja perawat pelaksana. Penelitian ini untuk mengetahui hubungan antara lingkungan kerja yang dikarakteristikan dengan beban kerja, kepemimpinan keperawatan, kontrol terhadap praktik, dukungan organisasi, pengembangan profesional, dan kompensasi dengan keterikatan kerja perawat pelaksana. Penelitian ini menggunakan rancangan cross sectional. Sampel yang digunakan berjumlah 110 perawat pelaksana. Sampel diambil secara total sampling. Penelitian ini menggunakan kuesioner Utrech Work Engagement Scale dan lingkungan kerja yang dimodifikasi. Data dianalisis dengan uji Chi-Square. Hasil penelitian menunjukkan terdapat hubungan antara beban kerja, dukungan organisasi dan pengembangan profesional dengan keterikatan kerja perawat pelaksana (p<0.05). Tidak terdapat hubungan antara kepemimpinan keperawatan, kontrol terhadap praktik, dan kompensasi dengan keterikatan kerja perawat pelaksana. Hasil penelitian ini dapat digunakan untuk meningkatkan kualitas pelayanan keperawatan melalui optimalisasi lingkungan kerja positif dan peningkatan keterikatan kerja perawat pelaksana.

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Work environment as one of the attributes of the organization affects the working behavior of nurses. This study was to determine the relationship between work environment which is characterized by workload, nursing leadership, control over practice, organizational support, professional development, and compensation with nursing work engagement. This study used cross sectional design. The sample was 110 nurses with total sampling. This study used a questionnaire that modified from Utrecht Work Engagement and work environment scale. Data were analyzed by Chi-Square test.

The results showed a relationship between workload, organizational support and professional development of nurses working with engagement (p<0.05) and there was no correlation between nursing leadership, control over practice, and compensation for nurses working with engagement. The results can be used to improve the quality of nursing services through the optimization of a positive work environment and increased nurses work engagement."

"Faktor yang menjadi awal suatu perubahan dalam organisasi adalah kesiapan individu dalam menghadapi perubahan organisasi. Hubungan interpersonal dalam lingkungan kerja yang terdapat dalam suatu organisasi akan mempengaruhi bagaimana individu dalam perusahaan akan menyesuaikan dirinya untuk menghadapi situasi yang sulit, termasuk perubahan. Penelitian ini menggunakan pendekatan kuantitatif dengan alat ukur kesiapan individu terhadap perubahan organisasi dan alat ukur hubungan interpersonal dalam lingkungan kerja yang merupakan pengembangan dari penelitian sebelumnya, dengan bentuk skala sikap yang disebarkan pada responden melalui organsasi masing-masing. Responden penelitian berjumlah 138 orang, yang merupakan karyawan tetap PT. A, PT. B, dan PT. C, dimana ketiga perusahaan tersebut merupakan badan usaha milik negara atau BUMN. Partisipan telah bekerja selama minimal selama 2 tahun, berpendidikan minimal SMA, serta memiliki atasan, rekan kerja, dan bawahan.Hasil analisis korelasi menggunakan metode statistik Pearson Correlation menunjukkan adanya hubungan positif yang signifikan antara kesiapan untuk berubah dengan nilai hubungan interpersonal dalam lingkungan kerja dengan nilai p sebesar 0,000. Lebih lanjut, ditemukan hasil bahwa tidak terdapat perbedaan yang signifikan pada karakteristik demografis. Pada nilai kesiapan individu terhadap perubahan organisasi ditemukan adanya perbedaan yang signifikan pada nilai kesiapan individu terhadap perubahan dengan jumlah atasan.

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The first factor that begins change process in an organization is individual readiness for change in organizations. Interpersonal Relationship at Work that exist in each organization may also influence how individual adapt themselves in difficult situation in which change is included. This research utilizes qualitative approach with two instruments, individual readiness for change and interpersonal relationship at work, which was developed from previous research. Respondents for this research are 138 individuals from three different government companies. Respondents has a minimum education of high school, has been working in the company for minimum 2 years and has a superoordinate, suboordinate, and peers.

Results from Pearson Correlation analysis indicates that there is significant positive relation between Interpersinal Relationship at Work and Individual Readiness for Organizational Change with significance level at 0.000. In addition, it is found that there is no significant difference between interpersonal relationship at work based on demographic characteristics. On individual readiness for change however, it is found that there is a significant difference based on the amount of superordinates."

"Tesis ini membahas proactive work behaviour dalam pelaksanaan flexible working space di lingkungan Badan Kebijakan Fiskal. Penelitian dilatarbelakangi oleh pandemi covid-19 yang berdampak pada perubahan pengaturan kerja pegawai dari sistem work from office menjadi sistem flexible working space. Namun demikian, pengaturan kerja demikian tidak selalu memperoleh respon positif karena keterbatasan mekanisme pemantauan kinerja yang berpotensi menurunkan kinerja pegawai. Berkaitan dengan hal tersebut pelaksanaan flexible working space perlu dievaluasi, khususnya dari perspektif proactive work behaviour dan faktor-faktor yang berpengaruh terhadap proactive work behaviour. Evaluasi menjadi semakin penting karena mayoritas pegawai menginginkan flexible working space menjadi pengaturan kerja pasca pandemi covid-19. Penelitian dilakukan dengan menggunakan pendekatan mixed methods dengan teknik pengumpulan data secara kuantitatif dan kualitatif. Hasil penelitian menunjukan bahwa flexible working space mempengaruhi employee well-being, employee well-being mempengaruhi proactive work behaviour, flexible working space tidak mempengaruhi proactive work behaviour, flexible working space, employee well-being, dan perceived organizational support secara bersama-sama mempengaruhi proactive work behaviour, variabel mediator employee well-being mempengaruhi hubungan flexible working space terhadap proactive work behaviour, variabel moderator perceived organizational support mempengaruhi hubungan flexible working space terhadap proactive work behaviour, variabel mediator employee well-being dan variabel moderator perceived organizational support mempengaruhi hubungan flexible working space terhadap proactive work behaviour. Adapun kebijakan organisasi yang dinilai tepat untuk meningkatkan proactive work behaviour dalam pelaksanaan flexible working space pasca pandemi covid-19 adalah pengelolaan SDM, kepemimpinan, dan pengelolaan organisasi yang berorientasi pada proactive work behaviour.

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This thesis discusses about proactive work behaviour in implementing flexible working space within the Fiscal Policy Agency. The research was motivated by the covid-19 pandemic which had an impact on changing employee work arrangements from a work from office system to a flexible working space system. However, such work arrangements do not always get a positive response due to limitation of performance monitoring mechanisms that have the potential to reduce employee performance. In this regard, the implementation of flexible working space needs to be evaluated, especially from the perspective of proactive work behaviour and the factors that influence proactive work behaviour. Evaluation is becoming important because the majority of employees want flexible working space to be a work arrangement after the COVID-19 pandemic. The research was conducted using a mixed methods approach with quantitative and qualitative data collection techniques. The results showed that flexible working space affects employee wellbeing, employee well-being affects proactive work behaviour, flexible working space does not affect proactive work behaviour, flexible working space, employee well-being, and perceived organizational support jointly affects proactive work behaviour, intervening variable employee well-being affects the relationship of flexible working space to proactive work behaviour, moderating variable perceived organizational support affects the relationship of flexible working space to proactive work behaviour, intervening variable employee well-being and moderating variable perceived organizational support affect the relationship between flexible working space and proactive work behaviour. The organizational policies that are considered appropriate to increase proactive work behaviour in the implementation of flexible working space after the COVID-19 pandemic are HR management, leadership, and organizational management that is oriented towards proactive work behaviour."

"Suhu panas di lingkungan kerja akan mempengamhi tubuh tenaga kerja sehingga akan mengganggu produktivitas kerja mereka. Rancangan penelitian berupa studi intervensi di mana identifikasi masalah dikumpulkan melalui pengamatan, wawancara dan diperoleh hasil yang dapat menimbulkan gangguan kesehatan terhadap tenaga kerja yaitu berupa faktor panas, debu, penerangan, bahan kimia, dan Esiologi kerja. Dengan cara menggunakan kriteria matriks, maka faktor cuaca panas mendapat prioritas pertama untuk diamati. Pengumpulan data dilakukan dengan cara wawancara, pemeriksaan fisik, pemeriksaan laboratorium, pengukuran lingkungan kerja dan penghitungan terhadap berbagai variabel dari reaksi tubuh terhadap panas lingkungan tersebut di atas. Dari hasil pemeriksaan terhadap 10 orang tenaga kerja maka yang memenuhi kriteria inklusi dan eksklusi adalah 6 orang tenaga kerja. Dilakukan intervensi berupa penyuluhan tentang lingkungan kerja panas dan pencegahannya, memasang penyekat pada sumber panas, perbaikan ventilasi. Setelah dilakukan intervensi maka ke tiga variabel menurun rata-rata menjadi ISBB 27,9 °C 1 0,07 °C, HSI 388,33% ± 6,35% dan A (akumulasi panas tubuh) - 199,31 Kcal/jam ± 2,9 Kcal/jam. Hasil uji statistik untuk ke tiga variabel di atas menutun secara bermakna.

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Hot temperature in the workplace would influenced the body of workers, and will reduce work productivity. This study was intervention method study. Problem were identified through observation, questioners, and the results showed that heat, dust, lighting, chemicals, and work physiology had influenced the worker's health Using matrix criteria, heat was first priority to be studied.

Data collection study completed by personal interview, physical examination, laboratorium examination, measurement of workplace and calculation to various variables from the body reaction toward hot environment. Based on the criteria, finally 6 workers was selected as sample of study from 10 workers. The intervention were education about hot in workplace and prevention, to install aluminium shielding, and improvement ventilation.

Atter intervention WBGT Index decrease became 27,9 °C _+ 0,07 °C, body heat accumulation (A) decrease became - 199,31 Kcal/hour ± 2,9 Kcal/hour, and HSI decrease became 38,33% ± 6,35%. Statistically test showed that WBGT Index, A, and HSI decrease significantly."

"Penelitian bertujuan untuk menganalisis preferensi dan karakteristik pekerja berdasarkan pilihan tempat kerja seperti rumah, co-working space, dan non co-working space serta menghitung besarnya rebound effect Kota Bekasi saat diberlakukannya skema Work From Anywhere (WFA). Analisis yang dilakukan terdiri dari analisis karakteristik pekerja dan rebound effect dari pengembangan model. Data primer yang digunakan untuk analisis diperoleh dari penyebaran kuesioner dan wawancara tatap muka secara online dan offline kepada pekerja kantor Jakarta yang berdomisili di Kota Bekasi. Pertanyaan kuesioner terdiri dari bagian karakteristik responden dan dua bagian pertanyaan stated preference yang digunakan untuk dua penelitian berbeda. Penelitian ini melanjutkan hasil statistik deskriptif dari bagian pertama pertanyaan stated preference dan kemudian dikembangkan model untuk analisis rebound effect. Model yang dikembangkan adalah logit biner yang mensyaratkan dibangunnya fungsi utilitas pada setiap kelompok data. Sebelum ditetapkan sebagai model yang dapat mewakili kelompok data, seluruh model yang terbentuk diuji kelayakannya dengan uji Omnibus, Hosmer and Lemenshow’s Goodness of Fit, dan -2 Log Likelihood. Model yang terbukti kelayakannya diuji validitas dengan metode Root Mean Square Error (RMSE) dan model dengan RMSE terkecil ditetapkan sebagai model terbaik. Hasil dari pengembangan model menunjukkan bahwa sebanyak 55% sampel yang keluar rumah dari pertanyaan bagian pertama stated preference memilih co-working space pada 5-10 hari WFA yang mereka miliki sebagai tempat kerja alternatif . Selain itu, disimpulkan bahwa terjadi kenaikan preferensi ke luar rumah sebesar 8% jika ada pilihan tempat kerja alternatif yang lebih konkret.

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The study aims to analyze worker preferences and characteristics based on workplace choices such as home, co-working space, and non-co-working space and to calculate the potential rebound effect emerging in Bekasi City when the Work From Anywhere (WFA) scheme is implemented. The analysis consists of worker characteristics analysis and rebound effect from model development. The primary data used for the analysis were obtained from distributing questionnaires and face-to-face online and offline interviews to Jakarta office workers domiciled in Bekasi City. The questionnaire questions consist of a respondent characteristics section and two stated preference section used for two different studies. This study continues the descriptive statistical results from the first part of the stated preference questions and then develops a model for rebound effect analysis. The model developed is a binary logit that requires the construction of an utility function on each data group. Before being determined as a model that can represent the data group, all models formed are tested for feasibility with the Omnibus test, Hosmer and Lemenshow's Goodness of Fit, and -2 Log Likelihood. Models that are proven to be feasible are tested for validity using the Root Mean Square Error (RMSE) method and model with the smallest RMSE is determined as the best model. The results of the model development show that as many as 55% of the samples who left the house from the first part of the stated preference question chose co-working space on their 5-10 days of WFA as an alternative workplace. In addition, it was concluded that there was an increase in preference to leaving the house by 8% if there was a more concrete choice of alternative workplace."

"Dalam menghadapi era persaingan ini dibutuhkan jajaran manajemen yang mampu membuat suatu kondisi dimana para karyawan dapat meningkatkan kinerja dari waktu kc waklu schingga ugiuan yang tclah ditctapkan dapat tcrcapai. Kineqia karyawan yang mcningkal dulam hal ini pcrawat dapat membcrikau kontribusi yang positif pada kineqia rumzih snkil danjuga pelayanan kcpada pasicn dapat terlaksana lebih optimal.Penelitian ini di latarbelakangi pentingnya meningkatkan kinelja perawat agar rumah sakit mampu bcrsaing di wilayah cakupannya. Tujuan penelitizm ini untuk mcngelahui pengaruh Iingkungan keqia, motivasi kerja dan kepuasan kerja terhadap kincrja pcmwnl. Pcnclitiun dilakukun di RSIA I-lcrmina Bugor dcngan menggunakan kuesioner scbagai instrumen pengumpul data dan jumlah sampel sebanyak 45 orang dari jumlah populasi 80 orang. Analisa data dilakukan dcngan menggunakan metode analisis jaluf.Hasil penelitian ini menunjukkan bahwa ada pengaruh lingkungan kerja, motivasi kexja dan kepuasan kerja tcrhadap kinerja pérawat sebesar 83 % dan signiiikan. Juga terdapat korelasi yang kuat antara variabcl-varibel tersebut.

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Nowadays in globalisation an organization must have a skillfull management to raise employes job performance, therefor they can reach a goal. This raising job perfonnance give a positive contribution to the hospital performance and to the customer services.

The background of this studies are important to raise the employes performance especially nurse so the hospital can compete in the area. The goal of this studies are finding the influence of work environment, work motivation and job satisfaction on nurse job performance in RSIA Hermina Bogor. As a data collector the author use an questionare and 45 person for sample fiom 80 person in population. Path analysis is use for analyse data.

The result shows that there is an influence of work environment, work motivation and job satisfaction on nurse job performance in RSIA Hermina Bogor. The percentage is 83 % and its significant, also ther is strong correlation among those variables."

"Tesis ini membahas hubungan persepsi pekerja work-from-home pada tempat kerjanya di rumah terhadap kinerja kerja individu ketika bekerja di rumah. Pendekatan kuantitatif akan digunakan untuk melihat hubungan variabel-variabel kondisi tempat kerja dan persepsi pada tempat kerja dengan kinerja kerja individu. Pada penelitian ini, pengumpulan data akan dilakukan dengan pengisian kuesioner dan pelaksanaan semi-structured interview dengan participatory floor plan mapping . Pengisian kuesioner dilakukan untuk mengumpulkan data demografi partisipan, data kondisi tempat kerja, data persepsi partisipan terhadap tempat kerjanya, dan data penilaian kinerja kerja individu pekerja work-from-home . Pelaksanaan semi-structured interview dengan participatory floor plan mapping dilakukan untuk mengumpulkan data kondisi tempat kerja dan interaksi pekerja terhadap tempat kerjanya. Data yang terkumpul akan dianalisis dengan metode analisis statistik dan analisis kualitatif. Hasil penelitian menunjukkan terdapat hubungan korelasi positif antara Persepsi pada Tempat Kerja dan Kinerja Kerja Individu. Selain itu, penelitian ini menemukan adanya pengaruh dari elemen-elemen tertentu, seperti Elemen Suasana Kerja, dan persepsi-persepsi tertentu, seperti fleksibel, fokus, dan teritorial, terhadap Kinerja Kerja Individu.

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This thesis examines the relationship between perceptions of work-from-home workers at their workplace on individual work performance when working at home. A quantitative approach will be used to see the relationship between the variables of home workplace conditions and perceptions of the workplace at home with individual work performance. In this study, data collection was carried out by filling out questionnaires and conducting semi-structured interviews with participatory floor plan mapping. Filling in the questionnaire was carried out to collect participant demographic data, data on home workplace conditions, data on participants' perceptions of their workplace, and data on assessment of individual work performance of the work-from-home workers. Implementation of semi-structured interviews with participatory floor plan mapping was carried out to collect data on workplace conditions and worker interaction with the workplace. The collected data will be analyzed using statistical analysis and qualitative analysis methods. The results showed that there was a correlation between conditions at work at home, perceptions at work at home, and individual work performance. Furthermore, the results also found that certain elements of the workplace conditions and certain perceptions have their own impacts on Individual Work Performance."

"Tujuan penelilian ini adalah untuk mengetahui pcngaruh lingkungan kerja, motivasi keija, ability perawat terhadap kinerja pcrawat. Dirnana kinerja perawal merupakan variabel terikat dan Iingkungan kerja, motivasi kerja serta ability perawat menjadi variabel bebas. Dalam penelitian ini digunakan studi korelasi dengan pendekatan analisis korelasi, regresi Iiniar sederhana dan regresi liniar ganda sei-ta analisis jalur, mcnggunakan kuesioner sebagai instrument penelitian.Pada penelitian ini didapat hasil bahwa lingkungan kerja berpengaruh secara signiiikan terhadap motivasi kerja (17%) yang tercapai pada tingkat signifikansi 0. = 0,000 Lingkungan kexja berpengaruh secara signiiikan terhadap kinerja perawat (29,69%), yang tercapai pada tingkat signifikansi or. = 0,000. Motivasi kerja berpengaruh secara signiiikan terhadap kincrja perawat (69,39%), yang tercapai pada tingkat signinkansi <1 = 6,000 Abilinf pezawat berpengar'.:h seem. signitiknn ierhadap kinezja perawat(53,73%), yang tercapai pada tingkat signifikansi 0. = 0,000. Ability perawat berpengaruh secar signitikan terhadap motivasi kezja (56,l%), yang tercapai pada tingkat signitikansi on == 0,000. Lingkungan kerja, motivasi kerja, dan ability perawat secara simultan berpengaruh terhadap kinerja perawat (76,2%), yang secara sthtislik kebermaknaannya terjadi pada tingkat 0. = 0,001 untuk Iingkungan kerja, a= 0,000 untuk motivasi kerja , dan or. = 0,02I untuk ability perawat.Pada penelitian ini didapatkan kcsimpulan bahwa seluruh hipotesis yang dirancang tclah terbukti secara signifikan dan model yang diajukan penulis sebagai kerangka konsep dapat dipergunakan untuk model analisisjalur pengaruh lingkungan kerja, motivasi kerja, dan abiliry perawat terhadap kinerja perawat di Rumah Sakil Umum Kota Bekasi.

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The aims of this research were to investigate the effects of Work Environment, Work Motivation, and Nurse Ability to Nurse Perfonnance. Wheter Nurse Perfomance such as dependent variable and Work Environment, Work Motivation, Nurse Ability as independent variables. 4 Four methods were used in this research, i.e. Correlation analysis, Simple regression, Multiple regression, and Path Analysis approaches, with questionare as a research instrument.

The results of this research _indicated that work environment gave significant effect to work motivation (17%) in level of o. = 0,000. Work environment gave significant effect to nurse performance (29,69%) in level of or = 0,000. Work motivation gave significant effect to nurse performance (69,39%) in level of a = 0,000. Nurse ability gave significant effect to nurse performance (53,73%) in level of ot = 0,000. Nurse ability gave significant effect to work motivation (56,l%) in level of or = 0,000.Work environment, work motivation, and nurse ability gave significant simultaneous effects to nurse performance (76,2%) in differences level of ot, wheter work environment in ot = 0,00l, work motivation in o. = 0,000, and nurse ability in <1 =o,o21.

The conclusion of this research that all of hypothesis design were accepted, and path analysis model can be used as a path analysis model of effects of work environment, work motivation, and nurse ability to nurse performance in Bekasi District General Hospital."