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"Tesis demi pengembangan ilmu pengetahuan, menyetujui untuk memberikan kepada Universitas Indonesia Hak Bebas Royalti Nonekslusif (Non-exclusive Royalty-Free Rights) atas karya ilmiah saya yang berjudul : ”Analisis Persepsi Pegawai Terhadap Kinerja Direktorat Jenderal Peraturan Perundang-Undangan Dengan Menggunakan Kriteria Malcolm Baldrige” beserta perangkat yang ada (jika diperlukan). Dengan Hak Bebas Royalti Nonekslusif ini Universitas Indonesia berhak menyimpan, mengalihmedia/formatkan, mengelola dalam bentuk pangkalan data (database), merawat, dan mempublikasikan tugas akhir saya selama tetap mencantumkan nama saya sebagai penulis/pencipta dan sebagai pemilik Hak Cipta. Demikian pernyataan ini saya buat dengan sebenarnya

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This study analyzes the employee's perception of the performance of the

Directorate General of Legislation by using the Malcolm Baldrige Criteria which

include eight criteria: Leadership, Planning Performance, Organization, Human

Resource Management, Performance Based Budgeting, Measurement, Analysis

and Performance Information Management, Management Process and Achieving

Results. The method used is a mixture of quantitative and qualitative. The

population in this study were employees of the Directorate General of Legislation

in total 198 people, as the sample is 67 people with the technique of random

sampling techniques. Semi-structured interviews conducted with some employees

in the Directorate General of Legislation made for the purpose of deepening.

Results of the study concluded that the grade performance of the Directorate

General of Legislation is sufficient. Leadership criteria assessed by the most

prominent with the greatest score and the grade si good. Instead the grade of

Human Resource Management criteria is the worst. For other criterias such as

Planning Performance, Performance-Based Budgeting, Measurement, Analysis

and Performance Information Management, Management process and Achieving

Results, the score is sufficient. Improving performance of the Directorate General

of Legislation needs to be done by refine the practices based on the principles of

good governance and management functions that obey the principle of

performance-based and sustainability."

"Organisasi yang menghasilkan suatu produk seperti jasa, memerlukan suatu evaluasi berupa penilaian mandiri (self assessment) yang dapat meningkatkan kualitas pelayanan secara terus-menerus (continous improvement) sehingga didapatkan kualitas pelayanan yang tinggi dan sesuai dengan tuntutan zaman. Salah satu penilaian keberhasilan suatu organisasi adalah hasil kinerja yang optimal yang diukur berdasarkan target-target yang ditentukan organisasi itu sendiri. Peneliti menggunakan 7 (tujuh) kriteria yang terdapat dalam Malcolm Baldrige Health Care Criteria for Performance Excelence untuk mengetahui mutu organisasi Direktorat Bina Upaya Kesehatan Rujukan tahun 2014. Metode penelitian adalah mix methode dengan sequential eksplanatory design. Hasil analisis bivariat menunjukkan hubungan yang kuat dan berpola positif antara hasil kinerja organisasi dengan enam kriteria Malcolm Baldrige. Sedangkan hasil analisis multivariat menunjukkan empat kriteria yang positif dan satu kriteria negatif yang dapat menjelaskan hasil kinerja organisasi sebesar 65,7% sementara satu kriteria tidak masuk dalam pemodelan. Hasil kinerja Direktorat Bina Upaya Kesehatan Rujukan termasuk dalam range sangat rendah. 3 permasalahan yang masih yang menonjol antara lain organisasi belum menetapkan sasaran, tujuan dan ukuran kinerja (key perfomance indicator) dalam perencanaan organisasi; belum menetapkan visi, misi dan nilai-nilai organisasi serta perencanaan belum disusun berdasarkan periode jangka panjang dan jangka pendek. Permasalahan tersebut dapat diselesaikan jika direktur dan pimpinan organisasi segera menetapkan visi, misi dan nilai-nilai organisasi, menyusun perencanaan strategis sesuai dengan tugas dan fungsi organisasi serta berdasarkan periode jangka panjang dan jangka pendek.

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Organizations that produce a product such as services, requires an evaluation of a self-assessment to improve service quality continuously to obtain a high quality of service and in accordance with the demands of the times. One of the assessment of an organization's success is the result of optimal performance as measured by the target-the specified target organization itself. Researchers are using seven (7) criteria contained in the Malcolm Baldrige Health Care Criteria for Performance Excelence to determine the quality of the organization of the Refferal Health Directorate Building Effort, 2014. Research method is the sequential explanatory mixed method design.

The results of the bivariate analysis showed a strong association between positive and patterned organizational performance results with the six criteria of the Malcolm Baldrige. While the results of the multivariate analysis showed four positive criteria and negative criteria that one can explain the results of the organization's performance by 65.7%, while the criteria are not included in the modeling.

The results of the performance of the Refferal Health Directorate Building Effort references included in the very low range. 3 problems that still stand out among other organizations have not set goals, objectives and performance measures (key perfomance indicators) in the planning of the organization; has not set a vision, mission and values of organization and planning has not been prepared based on a period of long-term and short-term. These problems can be solved if the director and the head of the organization immediately set the vision, mission and values of the organization, strategic planning in accordance with the duties and functions of the organization as well as by long-term period and the short-term."

"Kepemimpinan paternalistik merupakan konsep kepemimpinan yang berasal dari negara yang menganut sistem kolektivis dipandang mempunyai kecocokan untuk diimplementasikan pada budaya Indonesia yang mengutamakan budaya kekeluargaan dan kebapakan. Tujuan penelitian ini adalah untuk menganalisis pengaruh kepemimpinan paternalistik terhadap kinerja Aparatur Sipil Negara (ASN) di lingkungan Direktorat Jenderal Penyelenggaraan Pos dan Informatika (Ditjen PPI) pada Kementerian Komunikasi dan Informatika (Kemkominfo) dan peran mediasi kepercayaan (affective-based trust dan cognitive-based trust). Responden pada penelitian ini adalah seluruh ASN di Ditjen PPI baik jabatan struktural maupun fungsional. Proses analisis data pada penelitian ini menggunakan metode SEM-PLS untuk melihat hubungan antar variabel untuk melihat hubungan pada variabel-variabel penelitian, dengan menggunakan aplikasi SmartPLS. Hasil penelitian ini menemukan bahwa dimensi variabel kepercayaan mempunyai memediasi hubungan antara variabel kepemimpinan paternalistik dan kinerja.

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Paternalistic leadership is a concept of leadership originating from a country that adheres to a collectivist system deemed to have a suitability to be implemented in Indonesian culture that prioritizes a culture of kinship and fatherhood. The purpose of this study was to analyze the influence of paternalistic leadership on the in-role performance of the State Civil Apparatus (ASN) in the Directorate General of Post and Information Technology (Ditjen PPI) at the Ministry of Communication and Information Technology (Kemkominfo) and the role mediation of trust (affective based and cognitive based). Respondens of this research is all ASN in DG PPI both structural and functional positions. The process of data analysis is to use the SEM-PLS method to see the relationship between variables to see the relationship to the research variables, using the SmartPLS application. The results revealed that the dimensions of trust variable had a positive mediating effect on performance and performance."

"Latar Belakang: Rumah Sakit dituntut untuk tetap mampu meningkatkan pelayanan yang lebih bermutu dan terjangkau oleh masyarakat agar terwujud derajat kesehatan yang setinggi-tingginya. Rumah sakit dituntut untuk memberikan pelayanan yang bermutu dan lebih memperhatikan konsumen. Pelayanan kesehatan yang bermutu adalah pelayanan kesehatan yang dapat memuaskan pemakai jasa kesehatan, sesuai tingkat kepuasan rata-rata penduduk. Kinerja rawat inap RSUD Mampang Prapatan belum optimal sehingga diperlukan identifikasi akar permasalahan, agar upaya optimalisasi mutu kinerja RSUD Mampang Prapatan sesuai dengan kebutuhan. Metode: Penelitian kuantitatif dengan kuisioner oleh 149 responden danpenelitian kualitatif dengan 17 informan, data dikumpulkan menggunakan wawancara mendalam, investigasi dokumen, observasi dan kuisioner yang didasarkan pada 7 kriteria Malcolm Balridge, yaitu kepemimpinan, perencanaan strategis, fokus pada pasien, konsumen lain dan pasar, pengukuran, analisis dan pengetahuan manajemen, fokus staf, manajemenproses dan hasil kinerja organisasi. Hasil: Hasil analisis mutu kinerja rawat inap di RSUD Mampang Prapatandengan penilaian kriteria Malcolm Balridge adalah 506,5. Nilai tersebutmasuk dalam kisaran nilai 476-575 dengan average value yang dapatdijelaskan melalui organisasi untuk menunjukan pendekatan yang sistematis,efektif dan responsif terhadap persyaratan sub kategori dalam garis besar,tetapi deployment bervariasi dibeberapa bidang atau unit kerja. Variabel yangsudah memenuhi kriteria adalah variabel fokus tenaga kerja SDM danvariabel fokus operasional. Kesimpulan: Pemahaman teori Malcolm Balridge adalah penting untukmembuat kerangka manajemen organisasi terintegrasi dengan hasil kinerja yang jelas dan terukur. Demi meningkatkan mutu pelayanan kesehatan diperlukan komitmen yang kuat dari pimpinan dan petugas Rumah Sakit agar dapat melakukan perbaikan secara terus menerus dengan melakukan pencarian akar masalah dan menemukan solusi yang tepat.

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Background: Hospital is required to remain capable of improving services that aremore qualified and affordable by the community to realize the highest degree of health. Hospital is required to provide a good quality service and more attention to consumers. A good health quality service is the service that can satisfy healthcare users, according to the level of average satisfaction of the community. Inpatient performance of RSUD Mampang Prapatan is not optimal yet that it isnecessary to identify the source of problem, in order to optimize the quality of RSUD Mampang Prapatan performance in accordance with the needs.

Method: Quantitative research with questionnaire by 149 respondents and qualitative research from 17 informants, data collected by in depth interview, document investigation, observation and questionnaire based on 7 criteria ofMalcolm Balridge, namely leadership, strategic planning, focus on patient, otherconsumer and Market, measurement, analysis and knowledge management, staff focus, management process and organizational performance outcomes.

Result: The quality analysis result of inpatient performance at RSUD Mampang Prapatan by the criteria of Malcolm Balridge is 506,5. The value falls within the 476-575 value range with an average value that can be explained through the organization to demonstrate a systematic, effective and responsive approach to sub category requirements in outline, but deployment varies across multiple fieldsor work units. Variables that have met the criteria are employment focus HR andoperational focus variables.

Conclusion: Theory understanding of Malcolm Balridge's is important, to createan integrated organizational management framework to have a clear andmeasurable performance outcomes. A strong commitment from the leaders andofficers of the Hospital is required to improve continuously the quality of healthservice and looking for the source of the problem and find the right solution."

"Direklorat Jenderal Peraturan Perundang-undangan (Ditjen PP) mempunyai tugas pokok merumuskan serta melaksanakan kebijakan dan standarisasi teknis di bidang peraturan perundang-undangan, serta menyelenggarakan fungsi pokok antara lain pelaksanaan kebijakan di bidang perancangan. Kebijakan Ditjen PP di bidang perancangan peraturan perundang-undangan terkait dengan tanggung jawab Kementerian Hukum dan HAM berdasarkan prolegnas antara lain kegiatan penyusunan peraturan perundang-undangan. Pada kenyataannya, kegiatan perancangan peraturan perundang-undangan pada Ditjen PP masih menemui banyak permasalahan sehingga menghasilkan kinerja yang kurang optimal terkait masalah anggaran operasional terhadap evaluasi penyempumaan rancangan undang-undang yang telah disusun, belum pastinya target penyelesaian penyusunan suatu rancangan undang-undang, masih terdapat peraturan pelaksana dari undang-undang yang belum selesai disusun, dan kurang tenaga perancang sebagai faktor penunjang pelaksanaan tugas dan fungsi organisasi.Dalam penelitian ini penulis mencoba menganalisis bagaimana kinerja Ditjen PP terkait dengan kegiatan penyusunan peraturan perundang-undangan. Dalam hal ini, pendekatan 7-S Mc Kinsey sebagai instrumen pengukuran kinerjanya untuk mcngetahui seberapa baik suatu kinerjanya. Pendekatan 7-S Mc Kinsey dipakai karena dapat menjelaskan model analisis efektivitas organisasi, yang terdiri dari :struktur (structure), strategi (strategy). sistem (system), nilai bersama (shared values), keterampilan (skill), gaya kepemimpinan (style), dan staf (staff). Bahwa dengan analisis efektifitas 7-S Mc Kinsey, penulis dapat meneliti kinerja Direktorat Jendeml Peraturan Perundang-undangan dalam hal kegiatan penyusunan peraturan perundang-undangan ditinjau dari pendekatan 7-S tersebut.Pendekatan penelitian yang digunakan adalah pendekatan kuantitatif. Populasi dalam penelitian ini adalah pegawai Dirien PP berjumlah 185 orang, sebagai sampelnya berjumlah 92 orang diambil dari 50% populasi, dengan teknik penarikan sampel menggunakan teknik acak berlapis tidak proporsional agar semua strata terwakili.Hasil dari penelitian dapat disimpulkan bahwa kinerja Dirien PP dengan menggunakan pendekatan 7-S berdasarkan persepsi pegawai sebagian besar menilai pelaksanaan 7-S sudah optimal, dan berdasarkan nilai (skor) jawaban persepsi responden diperoleh kriteria pelaksanaan 7-S berada pada kriteria cukup baik.

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Directorate General of Laws and Regulations (DG) has a fundamental duty to formulate and implement policies and technical standardization in the field of legislation, and also carry out basic functions such as policy implementation in the field of design. DG policy in the field of designing laws and regulations relating to the responsibility of the Ministry of Justice and Human Rights Legislation among other activities based on the preparation of legislation. In fact, designing activities statutory regulations on the DG is still encountering many problems resulting in a less than optimal performance of the related problems of the evaluation of improvement of the operating budget bill has been prepared, definitely not the target of completion of preparation of a draft bill, there are still implementing regulations of the act yet been completed, and less manpower planners as a supporting factor for the work and functions of the organization.Within this research, the author tries to analyze how the performance of the DG relating to the preparation of legislation. In this case. the approach of 7-S Mc Kinsey as a performance measurement instrument to determine how well a performance. 7-S approach Mc Kinsey used because it can explain organizational effectiveness analysis model, which consists of: structure, strategies, systems, shared values, skills, leadership style, and staff. That by analyzing the effectiveness of 7-S Mc Kinsey, the author can examine the performance of the DG in terms of design preparation of legislation in terms of the approach is 7-S.The research approach used is a quantitative approach. The population in this study were employees of the DG numbered 185 persons, as samples taken from 92 people totaling 50% of the population, with a sampling technique using layered random techniques in order to all strata disproportionately represented.Results from this study concluded that DG performance using 7-S based approach to employee perceptions of the majority of assessing the implementation of 7-S was optimal, and based on the values (scores) obtained answers respondent perceptions of the implementation of 7-S criterion is in good enough criterion."

"Keberadaan green hospital sangat diperlukan untuk mengatasi perubahan iklim yang dapat menyebabkan gangguan kesehatan manusia dan lingkungan, karena rumah sakit merupakan salah satu penyumbang polusi. RSUD R. Syamsudin, SH menjadi anggota Global Green and Healthy Hospital serta berkomitmen untuk melaksanakan sepuluh agenda yaitu kepemimpinan, bahan kimia, limbah, energi, air, transportasi, makanan, farmasi, gedung, dan pembelian. Penelitian ini bertujuan untuk menganalisis implementasi green hospital dengan Kriteria Kerangka Kinerja Ekselen Malcolm Baldrige. Kerangka Kinerja Ekselen Malcolm Baldrige mengevaluasi berdasarkan tujuh kriteria yaitu kepemimpinan, strategi, pelanggan, pengukuran, analisis, dan manajemen pengetahuan, tenaga kerja, operasi serta hasil. Desain penelitian ini adalah kualitatif dengan mengumpulkan informasi melalui wawancara mendalam, kuesioner, dan telaah dokumen, Berdasarkan hasil penelitian, pelaksanaan green hospital RSUD R. Syamsudin, SH mendapatkan skor 620.1 dari 1000 (skor maksimal) sehingga diposisikan pada emerging industry leader. Kriteria Kepemimpinan mendapatkan poin tertinggi, sedangkan poin terendah adalah Kriteria Pelanggan. Dapat disimpulkan, RSUD R. Syamsudin, SH berada di posisi menengah dalam implementasi green hospital, artinya sudah memiliki beberapa keunggulan tetapi masih ada beberapa faktor yang dapat ditingkatkan lagi agar pelaksanaan green hospital dapat lebih optimal. Untuk itu, direkomendasikan kepada RSUD R. Syamsudin, SH agar melakukan evaluasi rutin, mempromosikan green hospital lebih gencar, melakukan optimalisasi SIM RS, serta penguatan anggaran agar pencapaian sepuluh agenda lebih optimal.

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The existence of green hospital is very necessary to overcome climate change which can cause disruption to human health and the environment, because hospitals are one of the contributors to pollution. RSUD R. Syamsudin, SH became a member of the Global Green and Healthy Hospital and is committed to implementing ten agendas, namely leadership, chemicals, waste, energy, water, transportation, food, pharmacy, buildings, and purchasing. Aim of this study is to analyze the implementation of green hospital with the Malcolm Baldrige Criteria Framework for Excellence Performance. Malcolm Baldrige Criteria evaluates based on seven criteria which isleadership, strategy, customer, measurement, analysis, and management of knowledge, labor, operations and results. The design of this study is qualitative by gathering information through in-depth interviews, questionnaires, and document review. Based on the results of research, the implementation of the green hospital in R. Syamsudin Hospital, SH received a score of 620.1 out of 1000 (maximum score) so that it was positioned in emerging industry leaders. The Leadership Criteria get the highest points, while the lowest points are the Customer Criteria. It can be concluded, RSUD R. Syamsudin, SH is in the average position in implementing green hospital, meaning that it already has several advantages but there are still several factors that can be improved so that the implementation of green hospital can be more optimal. For this reason, it was recommended to RSUD R. Syamsudin, SH to carry out routine evaluations, promote green hospital more aggressively, optimize hospital management information system, and strengthen the budget so that the achievement of ten agendas more optimized."

"Keberadaan green hospital sangat diperlukan untuk mengatasi perubahan iklim yang dapat menyebabkan gangguan kesehatan manusia dan lingkungan, karena rumah sakit merupakan salah satu penyumbang polusi. RSUD R. Syamsudin, SH menjadi anggota Global Green and Healthy Hospital serta berkomitmen untuk melaksanakan sepuluh agenda yaitu kepemimpinan, bahan kimia, limbah, energi, air, transportasi, makanan, farmasi, gedung, dan pembelian. Penelitian ini bertujuan untuk menganalisis implementasi green hospital dengan Kriteria Kerangka Kinerja Ekselen Malcolm Baldrige. Kerangka Kinerja Ekselen Malcolm Baldrige mengevaluasi berdasarkan tujuh kriteria yaitu kepemimpinan, strategi, pelanggan, pengukuran, analisis, dan manajemen pengetahuan, tenaga kerja, operasi serta hasil. Desain penelitian ini adalah kualitatif dengan mengumpulkan informasi melalui wawancara mendalam, kuesioner, dan telaah dokumen. Berdasarkan hasil penelitian, pelaksanaan green hospital RSUD R. Syamsudin, SH mendapatkan skor 620.1 dari 1000 (skor maksimal) sehingga diposisikan pada emerging industry leader. Kriteria Kepemimpinan mendapatkan poin tertinggi, sedangkan poin terendah adalah Kriteria Pelanggan. Dapat disimpulkan, RSUD R. Syamsudin, SH berada di posisi menengah dalam implementasi green hospital, artinya sudah memiliki beberapa keunggulan tetapi masih ada beberapa faktor yang dapat ditingkatkan lagi agar pelaksanaan green hospital dapat lebih optimal. Untuk itu, direkomendasikan kepada RSUD R. Syamsudin, SH agar melakukan evaluasi rutin, mempromosikan green hospital lebih gencar, melakukan optimalisasi SIM RS, serta penguatan anggaran agar pencapaian sepuluh agenda lebih optimal.

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The existence of green hospital is very necessary to overcome climate change which can cause disruption to human health and the environment, because hospitals are one of the contributors to pollution. RSUD R. Syamsudin, SH became a member of the Global Green and Healthy Hospital and is committed to implementing ten agendas, namely leadership, chemicals, waste, energy, water, transportation, food, pharmacy, buildings, and purchasing. Aim of this study is to analyze the implementation of green hospital with the Malcolm Baldrige Criteria Framework for Excellence Performance. Malcolm Baldrige Criteria evaluates based on seven criteria which isleadership, strategy, customer, measurement, analysis, and management of knowledge, labor, operations and results. The design of this study is qualitative by gathering information through in-depth interviews, questionnaires, and document review.

Based on the results of research, the implementation of the green hospital in R. Syamsudin Hospital, SH received a score of 620.1 out of 1000 (maximum score) so that it was positioned in emerging industry leaders. The Leadership Criteria get the highest points, while the lowest points are the Customer Criteria. It can be concluded, RSUD R. Syamsudin, SH is in the average position in implementing green hospital, meaning that it already has several advantages but there are still several factors that can be improved so that the implementation of green hospital can be more optimal. For this reason, it was recommended to RSUD R. Syamsudin, SH to carry out routine evaluations, promote green hospital more aggressively, optimize hospital management information system, and strengthen the budget so that the achievement of ten agendas more optimized."

"Akreditasi Puskesmas adalah pengakuan yang diberikan oleh lembaga independen penyelenggara akreditasi yang ditetapkan oleh Menteri Kesehatan setelah memenuhi standar akreditasi. Tahun 2015-2016 jumlah Puskesmas di Provinsi Jawa Timur yang capaian akreditasi kab kota terbanyak adalah Kota Surabaya sebanyak 20 (8,3). Kinerja Puskesmas dapat diukur dengan menggunakan Malcolm Baldrige. Penelitian ini adalah kuantitaif dengan desain penelitian cross sectional dengan model rancangan pre test-post test design, dengan total populasi menjadi total sampel yaitu 20 Puskesmas. Pengumpulan data dengan menggunakan standar instrumen akreditasi Puskesmas yang sudah dipadankan dengan 6 kriteria Malcolm Baldrige. Hasil penelitian Hasil dari penelitian pengaruh status akreditasi terhadap kinerja Puskesmas dengan menggunakan teori Malcolm Baldrige dari 6 kriteria hanya 1 yang berpengaruh yaitu fokus operasi dan yang lainnya tidak berpengaruh, kriteria kepemimpinan kesimpulannya ada penurunan kinerja Puskesmas dengan p value 0,245, perencanaan startegis penurunan dengan p value 0,525, fokus pelanggan penurunan dengan p value 0,207, pengukuran, analisis dan manjemen informasi penurunan dengan p value 0,349, fokus SDM penurunan dengan p value 0,960 dan fokus operasi tidak ada penurunan yang siginifikan dengan p value 0,040. Kesimpulan hasil penelitian didapatkan bahwa kinerja Puskesmas pada setiap status akreditasi mengalami penurunan pada saat post test. Perlu adanya pemahaman yang sama terkait proses akreditasi dengan penyelenggaraan pelayanan kesehatan di Puskesmas, antara Kementerian Kesehatan, Dinas Kesehatan Provinsi dan Kabupaten Kota serta Puskesmas.

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Puskesmas accreditation is recognition given by an independent institution that organizes accreditation determined by the Minister of Health after meeting accreditation standards. In 2015-2016 the number of Puskesmas in East Java Province which achieved the highest accreditation of districts cities was Surabaya (20, 8.3). The performance of the Puskesmas can be measured using Malcolm Baldrige. This research is quantitative with crosssectional research design with a pre-test-post-test design model, with the total population being a total sample of 20 health centers. Data collection using standard Puskesmas accreditation instruments that have been matched with 6 criteria of Malcolm Baldrige.

The results of the study the effect of accreditation status on the performance of Puskesmas using Malcolm Baldrige theory of 6 criteria only 1 influential namely the focus of operations and the other did not influence, the conclusion of leadership criteria was a decrease in Puskesmas performance with p value 0.245, strategic planning decreased with p value 0.525, customer focus decreases with p value 0.207, measurement, analysis and management of information decreases with p value 0.349, focus on human resources decreases with p value 0.960 and focus of operations there is no significant decrease with p value 0.040.

Conclusion of research results shows that performance The Puskesmas at each accreditation status decreased during the post test. There needs to be a common understanding regarding the process of accreditation by organizing health services in Puskesmas, between the Ministry of Health, Provincial and District City Health Offices and Puskesmas."

"Dalam perdagangan proteksi paten esensial untuk inovasi, memberi tambahan faktor kompetitif dalam barang yang diproduksi, dan menciptakan eksosistem rendah imitasi yang dapat menarik arus impor barang berteknologi tinggi. Namun, di sisi lain proteksi paten juga dapat menciptakan non-competitive behaviour dan merestriksi aksesibilitas. Dengan menggunakan analisis data panel, penulis ingin melihat dampak proteksi paten terhadap arus ekspor dan impor ASEAN 5 (Indonesia, Malaysia, Singapura, Thailand, dan Filipina) dengan Jepang, Korea Selatan, Amerika Serikat, dan Jerman pada barang patent intensive di tahun 1998-2017. ditemukan bahwa dengan mempertimbangkan faktor level teknologi, proteksi paten yang diimplementasikan highly industrialized countries membuat arus ekspor ASEAN-5 terhalang untuk masuk dan ditemukan adanya market power di arus impor ASEAN-5 yang menurunkan aksesibilitas barang impor sektor Production Technology, Analytical Instrument, dan Chemical dari highly industrialized countries.

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In a trade context, patent protection is essential for innovation, add competitive points in produced goods, and create an imitation-free ecosystem that attracts the import flow of advanced technology goods. On other hand, patent protection can encourage patent holder’s non-competitive behaviour and restrict goods accessibility. Using panel data analysis from 1998-2017, this thesis provides an analysis about patent protection impact on ASEAN-5’s export and import flow of patent-intensive goods from highly industrialized countries (Japan, South Korea, United States, and Germany). When the factor of technological level is considered, patent protection in highly industrialized countries restricts ASEAN-5 export flow to those countries in every sector. Meanwhile, in import flow, market power has detected so that it decreases ASEAN-5 accessibility to various import sectors such as Production Technology, Analytical Instrument, dan Chemical from highly industrialized countries."

"Penelitian ini bertujuan untuk mengetahui pengaruh budaya organisasi terhadap kinerja pegawai Humas Direktorat Jenderal Pemasyarakatan Kementerian Hukum dan HAM RI. Penelitian ini menggunakan pendekatan kuantitatif dan metode kuantitatif. Pengumpulan data dilakukan dengan menyebarkan kuesioner kepada 30 pegawai Humas Direktorat Jenderal Pemasyarakatan Kementerian Hukum dan HAM RI. Hasil penelitian menunjukkan bahwa pengaruh budaya organisasi terhadap kinerja pegawai Humas Direktorat Jenderal Pemasyarakatan Kementerian Hukum dan HAM RI adalah positif dan signifikan. Hal ini menunjukkan bahwa budaya organisasi mempunyai peran yang cukup dalam meningkatkan efektivitas kerja yang diharapkan.

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The primary aim of this research is to examine the impact of organizational culture on employee performance of Public Relation at Directorate General of Corrections Ministry of Law and Human Rights Republic of Indonesia. This research used Quantitative approach and Quantitative methode. Data collection is by spreading questioner to 28 employee at Public Relation at Directorate General of Corrections Ministry of Law and Human Rights Republic of Indonesia. The result showed that the impact of organizational culture on employe performance of Public Relation at Directorate General of Corrections Ministry of Law and Human Rights Republic of Indonesia is positive and significant. This showed that organizational culture had the role on improving job effectivity that have been hoped."