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"Perilaku etis (Ethical Behavior) pada Pegawai Sektor Publik menjadi suatu bagian yang sangat penting karena mereka dianggap perwakilan dari warganegara dan menjalankan amanat dari rakyat. Tesis ini membahas tentang beberapa faktor yang mempengaruhi secara langsung dan tidak langsung (melalui peran mediasi) perilaku etis karyawan pada Organisasi Pengelola Keuangan Publik. Penelitian ini merupakan penelitian kuantitatif. Penelitian ini dilakukan pada 425 responden yang merupakan pegawai IPKN. Pengujian Hipotesis pada penelitian ini menggunakan Structural Equation Model Lisrel 8.8. Hasil Penelitian ini adalah menunjukkan bahwa Ethical Climate dan Organizational Justice Terhadap Ethical Behavior di mana ketika 2 variabel ini terbentuk dengan kuat di organisasi maka akan mempengaruhi peningkatan praktek perilaku etis pegawai. selain itu Ethical Leadership secara signifikan dan postif mempengaruhi Ethical Climate. Hal ini menunjukkan bahwa iklim etis terbentuk dengan dukungan kepemimpinan etis. namun penelitian ini belum membuktikan bahwa Ethical Leadership dan Moral Attentiveness berpengaruh signifikan dan positif terhadap Ethical Behavior. Penelitian ini memberikan kontribusi di bidang Sumber Daya Manusia di IPKN terkait peningkatan kualitas SDM dalam rangka pembentukan perilaku yang etis.

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Ethical Behavior in public sector employees becomes a part because they are considered representatives of the state citizen and carry out the mandate of the people. This thesis is a happiness about several factors that directly influence directly and directly (through the role of mediation) Ethical Behavior of Employees at Public Finance Management Institutions. This research is quantitative research. This study was conducted in 425 which responded to Public Finance Management Institutions employees. Hypothesis testing unity This study model Structural equation uses Lisrel 8.8. The results of this study are showing the Ethical Climate and Organizational Justice of Ethical Behavior where when these two variabels form a strong delay in the organization, it will affect the improvement of employee Ethical Behavior practices. Ethical Leadership In addition, significantly and positively affects the Ethical Climate. This shows that the Ethical Climate is formed with ethical support. However, this research has not yet proven that Ethical Leadership and moral attention have a significant and positive effect on Ethical Behavior. This research is a contribution in the field of human resources in the Public Finance Management Institutions related to improving the quality of human resources in the context of forming Ethical Behavior."

"ABSTRACTSkripsi ini bertujuan untuk mengetahui pengaruh kepemimpinan beretika dan iklim kerja etis terhadap perilaku etis pegawai negeri sipil yang bekerja di instansi pemerintahan. Subjek penelitian menggunakan 205 orang pegawai negeri sipil dari beberapa instansi. Data dikumpulkan menggunakan kuesioner dan diolah menggunakan analisis regresi berganda dengan SPSS 20 untuk menguji pengaruh antar variabel dan juga efek mediasi dari iklim kerja beretika. Dari hasil penelitian diketahui bahwa adanya kepemimpinan yang beretika memiliki pengaruh positif terhadap perilaku etis dari pegawai, sementara iklim kerja yang beretika memediasi secara parsial pengaruh antara kepemimpinan beretika dan perilaku etis karyawan.

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ABSTRACTThis research focused on the effect of ethical leadership and ethical climate on ethical behavior for government employees context. This study employed quantitative method using surveys to 205 civil servants working at several government institutions. Multiple regression analysis was used to analyze the data using SPSS 20 and  the mediation effect of ethical climate on the relationship between ethical leadership and ethical behavior. This study found that ethical leadership positively related to ethical behavior and the effect of ethical leadership and ethical behavior was partially mediated by ethical climate."

"ABSTRAKPenelitian ini meneliti mengenai pengaruh ethical leadeship terhadap ethical behavior yang dipengaruhi oleh peran penting dari ethical climate sebagai mediator. Penelitian ini meneliti pada industri perbankan menggunakan kuesioner yang didapatkan dari 262 responden yang bekerja di PT Bank M sebagai salah satu bank BUMN. Hipotesis penelitian dirumuskan dari penelitian sebelumnya dan diuji menggunakan structural equation model (SEM). Hasil menunjukkan bahwa ethical leadership memiliki pengaruh signifikan terhadap ethical climate tetapi tidak berpengaruh signifikan secara langsung terhadap ethical behavior pegawai PT Bank M. Sedangkan ethical climate memiliki pengaruh signifikan full mediating terhadap hubungan antara ethical leadership dengan ethical behavior pegawai PT Bank M.

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ABSTRACTThis study examined the effect of ethical leadeship on ethical behavior which is influenced by the important role of ethical climate as a mediator. This research examined the banking industry using a questionnaire obtained from 262 respondents working at PT Bank M as one of the state-owned banks. The research hypothesis was formulated from previous studies and tested using structural equation model (SEM). The results showed that ethical leadership had a significant influence on ethical climate but did not directly influence the ethical behavior of employees of PT Bank M. While ethical climate had a full mediating significant effect on the relationship between ethical leadership and ethical behavior of employees of PT Bank M."

"Penelitian ini bertujuan untuk menguji hubungan antara ethical workplace climate, organizational identification, leader-member-exchange (LMX), team-member exchange, dan organizational citizenship behavior (OCB), di Kepolisian Republik Indonesia (POLRI). Data dikumpulkan melalui survey terhadap 687 responden yang merupakan anggota polisi lalu lintas di Jakarta. Analisis data dan pengujian model penelitian dilakukan dengan menggunakan Smart PLS. Temuan penelitian ini menunjukkan bahwa organizational identification memediasi hubungan positif antara ethical workplaceclimate dan OCB secara penuh. Hasil analisis data juga menunjukkan bahwa LMX memoderasi pengaruh langsung ethical workplace climate terhadap organizational identification, dan LMX juga memoderasi pengaruh langsung ethical workplace climate terhadap organizational identification, serta pengaruh tidak langsung ethical workplace climate terhadap OCB melalui organizational identification. Namun, efek langsung dari ethical workplace climate pada OCB, dan efek moderasi TMX pada efek langsung dari organizational identification pada OCB, ditemukan tidak signifikan. Penulis berharap penelitian ini dapat memberikan beberapa implikasi praktis dan teoritis yang bermanfaat bagi kepolisian untuk mengembangkan strategi yang efektif untuk mempertahankan atau bahkan meningkatkan ethical workplace climate, OCB, LMX, dan organizational identification mereka.

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This research paper examines the relationships among ethical workplace climate, organizational identification, leader-member exchange (LMX), team-member exchange, and organizational citizenship behavior (OCB) in Indonesian National Police. Data was collected through a survey of 687 respondents who are members of the traffic police in Jakarta The researcher used SmartPLS to test this research model. These findings showed that organizational identification fully mediates the positive relationship between an ethical workplace climate and OCB. Data analysis also showed that LMX moderates the direct effect of the ethical workplace climate on organizational identification. LMX also moderates the direct effect of ethical workplace climate on organizational identification and the indirect effect on OCB via organizational identification. However, the direct effect of the ethical work climate on OCB, and the moderating effect of TMX on the direct effect of organizational identification on OCB, was found not significant. The researcher hopes that these studies could provide practical and theoretical implications for police to develop effective strategies to maintain or even improve their ethical climate, OCB, LMX, and organizational identification. "

"Penelitia ini bertujuan untuk mengetahui pengaruh kepemimpinan etis dan iklim etis terhadap komitmen afektif pada lembaga x. dari hasil analisa pengaruh kepemimpinan etis terhadap komitmen afektif dengn total effect=0.8387, SE=0.0544, 95 CI 0.7307, 0.9468 dan dengan mediasi iklim etis adalah direct effect=0.6691, SE=0.0600. 95 CI 0.5499, 0.7883 sehingga indirect effect=0.1696, SE=0.0406, 95 CI 0.1031, 0.2626 . hal ini menunjukkan bahwa kepemimpinan etis dengan mediasi iklim etis memiliki pengaruh positif dan signifikan terhadap komitmen afektif. peneliti memutuskan untuk melakukan intervensi pada kepemimpinan etis melalui intervensi Human Resources Management dengan metode choaching dengan terlebih dahulu dilakukan pelatihan interpersonal skill dengan memasukkan materi budaya organisasi dan kode etik yang dipedomani, dan selanjutnya dilakukan coaching yang ditujukan kepada manajer di semua lini. intervensi ini di harapkan akan mampu meningkatkan persepsi kepemimpinen etis yang selanjutnya akan meningkatkan persepsi iklim etis di organisasi dan pada akhirnya di harapkan akan meningkatkan komitmen afektif karyawan di Lembaga Xkata kunci: kepemimpinan etis, iklim etis, komitmen afektif, human resources management dan coaching.

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This study aims to determine the influence of ethical leadership and ethical climat on affective commitment. data were taken from employees in a governmental organization, and were analyzed using Haye 39 s PROCESS macro on SPSS ver. 21. Results showes that perceived ethical leadership positively influenced individual 39 s affective commitmen total effect 0.8387, SE 0.0544, 95 CI 0.7307.09468 . Results also showes that perceived ethical climat mediated the relationship between perceived ethical leadership and affaective commitment indirect effect 0.1696,SE 0.0406, 95 CI 0.1031, 0.2626. Theoritical and practical implication will be discussed"

"Penelitian dilakukan untuk mengetahui pengaruh organizational ethical values sebagai faktor pendorong organizational citizenship behaviors melalui mediasi organizational justice, affective commitment dan ethical behavior pada auditor di sektor publik. Responden penelitian adalah auditor pada lembaga XYZ yang bertugas memeriksa laporan keuangan pemerintah di seluruh Indonesia. Total responden dalam penelitian ini berjumlah 307 orang dan structural equation modelling digunakan sebagai metode analisis data. Hasil penelitian menunjukkan bahwa organizational ethical values perlu dimediasi oleh organizational justice dan affective commitment agar dapat berpengaruh terhadap ethical behavior. Selain itu, ethical behavior juga terbukti memediasi pengaruh organizational justice dan affective commitment terhadap organizational citizenship behaviors.

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This study aims to determine the impact of organizational ethical values as antecedant of organizational citizenship behaviors through mediation of organizational justice, affective commitment and ethical behavior among auditors in Indonesian public sector. Respondents are auditors at XYZ, an institutions that responsible for auditing governments financial reports throughout Indonesia. Total respondents in this study were 307 auditor and structural equation models are used as analysis methods. The results indicates organizational ethical values is mediated by organizational justice and affective commitment in order to influence ethical behavior. In addition, ethical behavior is also proven as mediator of the impact of organizational justice and affective commitment toward organizational citizenship behaviors."

"[Penelitian ini bertujuan untuk menyelidiki pengaruh organizational ethical climate terhadap knowledge management pada pegawai PT Astra Otoparts Dari hasil data dan pengujian hipotesis dengan reduksi data serta tahap path analysis dengan aplikasi Lisrel diperoleh hasil bahwa organizational ethical climate tidak mempengaruhi secara signifakan proses penerapan knowledge management engagement namun mempengaruhi secara signifikan knowledge management attitude Knowledge management attitude terbukti berpengaruh positif terhadap knowledge management engagement dan knowledge management engagement berpengaruh positif terhadap knowledge management satisfaction Metode penelitian menggunakan kuantitatif eksploratif Teknik pengambilan sampel menggunakan metode purposive sampling Pengumpulan data yang digunakan dalam penelitian ini adalah dengan penyebaran kuesioner di kantor pusat PT Astra Otoparts Saran yang diberikan oleh peneliti adalah agar perusahaan dapat mengembangkan sistem knowledge management dengan maksimal ;This study aims to investigate the influence of organizational ethical climate of the knowledge management on employee PT Astra Otoparts From the results of the data and testing hypotheses with data reduction and phase path analysis with applications lisrel showed that the organizational ethical climate signifakan not affect the process of applying knowledge management engagement but it significantly affects knowledge management attitude Knowledge management attitude proved positive effect on knowledge management engagement and knowledge management engagement positive effect on knowledge management satisfaction Exploratory studies using quantitative methods The sampling technique using purposive sampling method The collection of data used in this study is by distributing questionnaires at the central office of PT Astra Otoparts The advice given by the researchers is to enable companies to develop a knowledge management system to the maximum , This study aims to investigate the influence of organizational ethical climate of the knowledge management on employee PT Astra Otoparts From the results of the data and testing hypotheses with data reduction and phase path analysis with applications lisrel showed that the organizational ethical climate signifakan not affect the process of applying knowledge management engagement but it significantly affects knowledge management attitude Knowledge management attitude proved positive effect on knowledge management engagement and knowledge management engagement positive effect on knowledge management satisfaction Exploratory studies using quantitative methods The sampling technique using purposive sampling method The collection of data used in this study is by distributing questionnaires at the central office of PT Astra Otoparts The advice given by the researchers is to enable companies to develop a knowledge management system to the maximum ]"

"ABSTRAKPenelitian ini bertujuan untuk menguji persepsi pegawai atas unethical behaviour dengan variabel moral intensity, ethical decision making dan professional commitment terhadap whistleblowing intention, dengan menggunakan SEM-Lisrel melalui survei terhadap 268 PNS.Hasil penelitian menunjukkan bahwa moral intensity dan professional commitment berhubungan positif baik dengan ethical decision making maupun whistleblowing intention, namun ethical decision making berhubungan negatif dengan whistleblowing intention serta tidak memediasi hubungan moral intensity-whistleblowing intention dan professional commitment-whistleblowing intention.Kami menyarankan penelitian berikutnya untuk memperluas sampel dan mengeksplorasi faktor lain yang dapat mendorong whistleblowing intention. Hasil ini memberikan masukan yang mendukung kebijakan dan sistem pengaduan lebih efektif di lingkungan pemerintahan dengan memahami faktor mana yang lebih berpengaruh terhadap niat pegawai melakukan pengaduan.

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ABSTRACTThis study aims to examine employee perceptions of unethical behavior with variables of moral intensity, ethical decision making and professional commitment to whistleblowing intention, using SEM-Lisrel through a survey of 268 civil servants.The results showed that moral intensity and professional commitment were positively related both to ethical decision making and whistleblowing intention, but ethical decision making was negatively related to whistleblowing intention and did not mediate the relationship between moral intensity-whistleblowing intention and professional commitment-whistleblowing intention.We suggest further research to broaden the sample and explore other factors that can encourage whistleblowing intention. These results provide input that supports the policy and complaints system more effectively in the government institution by understanding which factors are more influential on the intention of employees to make complaints."

"Perilaku plagiarisme adalah bentuk kecurangan akademik yang sering dijumpai di kalangan mahasiswa. Ethical awareness dan ethical intention merupakan proses yang berkaitan dengan perilaku plagiarisme. Penelitian ini bertujuan untuk melihat peran ethical awaremess dan ethical intention terhadap perilaku plagiarisme pada mahasiswa. Penelitian ini adalah penelitian kuantitatif yang menggunakan alat ukur Moral Equity Scale untuk mengukur ethical awareness dan ethical intention, dan alat ukur Kecurangan Akademik untuk mengukur perilaku plagiarisme. Penelitian ini dilakukan pada 504 Mahasiswa Universitas Indonesia yang terdiri dari berbagai macam fakultas dan program vokasi. Hasil penelitian ini menunjukkan bahwa ethical intention memiliki peran yang signifikan terhadap perilaku plagiarisme (B=-0.28, p > .05), sedangkan ethical awareness tidak memiliki peran yang signifikan terhadap perilaku plagiarisme pada mahasiswa (B=-0.012, p < .05). Hasil penelitian ini juga menemukan bahwa terdapat perbedaan perilaku plagiarisme antara mahasiswa laki-laki dan mahasiswa perempuan (F=12.56, p=0.000). Implikasi dari penelitian ini adalah sebagai masukan bagi upaya preventif dan kuratif untuk Universitas Indonesia dalam mengurangi perilaku plagiarisme pada mahasiswa.

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Plagiarism is a form of academic cheating that is often found among students. Ethichal awareness and ethical intention are processes related to plagiarism behavior. The aim of this study is to examine the role of ethical awareness and ethical intention towards plagiarism behavior among students in University of Indonesia. This study is a quantitative study that used Moral Equity Scale to measure ethical awareness and ethical intention, and Academic Dishonesty Scale to measure plagiarism behavior. Participants of this study were 504 students in University of Indonesia from different faculties and vocational program. The results of this study showed that ethical intention has a significant role on plagiarism behavior among students (B=-0.28, p > .05), where ethical awareness does not have a significant role on plagiarism behavior among students (B=-0.012, p < .05). The results of this study also found that, there were a differences between men and women students in plagiarism behavior (F=12.56, p=0.000). The implication of this study is as a preventive and currative means for Universitas Indonesia to decrease plagiarism behavior among students."