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"Tesis ini membahas mengenai hubungan antara inovasi, inersia, dan kinerja sekolah swasta di masa pandemi COVID-19. Inovasi merupakan sebuah faktor yang umum dikaitkan dengan peningkatan kinerja organisasi. Namun, penelitian dalam konteks sekolah belum menunjukan hasil yang konklusif, dimana terdapat studi yang mengatakan bahwa hubungan antar keduanya tidak signifikan atau berbanding terbalik satu sama lain. Fenomena ini juga dapat terlihat pada hubungan antara inersia dan kinerja. Pendapat umum mengatakan bahwa inersia merupakan faktor yang dapat menghambat pertumbuhan organisasi karena mengganggu proses perubahan yang diperlukan. Sebaliknya, beberapa penelitian lain berargumen bahwa sesungguhnya organisasi yang inert tetap dapat menciptakan perubahan secara kontinyu dan menghasilkan kinerja yang lebih memuaskan dibandingkan pesaingnya. Selain itu, inersia juga dibutuhkan untuk menciptakan hasil yang reliabel dan akuntabel. Faktor-faktor yang diduga dapat memengaruhi inovasi dan inersia adalah manajemen pengetahuan, orientasi kewirausahaan, dan kesiapan organisasi untuk berubah. Penelitian ini bersifat kuantitatif, dengan pengambilan data yang dilakukan secara cross-sectional dan pengolahan data menggunakan metode PLS-SEM. Penelitian melibatkan 110 responden yang merupakan kepala sekolah dari SMP dan SMA Swasta di Indonesia. Hasil penelitian menunjukan bahwa inovasi memiliki pengaruh yang positif dan signifikan terhadap kinerja sekolah, sedangkan inersia memiliki pengaruh negatif namun signifikan. Adapun inovasi merupakan hal yang akan timbul ketika sekolah memiliki kesiapan untuk berubah dan akan terhambat ketika sekolah memiliki tingkat inersia yang tinggi. Kesiapan sekolah untuk berubah dapat ditingkatkan dengan melakukan proses manajemen pengetahuan serta memiliki orientasi kewirausahaan yang mumpuni. Implikasi teoritis dari penelitian adalah bahwa inovasi yang dilakukan oleh sekolah di kondisi yang tidak menentu seperti pandemi akan berpengaruh positif terhadap kinerja mereka. Sebaliknya, sekolah dengan tingkat inersia yang tinggi akan mengalami kesulitan dalam menciptakan inovasi serta menghasilkan kinerja yang diharapkan. Kebaruan dari penelitian adalah membahas mengenai faktor-faktor yang berpotensi untuk memengaruhi inersia, dimana hal tersebut dapat dipengaruhi kesiapan organisasi untuk berubah, yang juga memediasi penuh hubungan antara manajemen pengetahuan dan orientasi kewirausahaan dengan inersia.

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This paper aims to explore the correlation between innovation, inertia, and performance of private school in the midst of COVID-19 pandemic. Innovation is a factor that oftentimes related to improvement of organization performance. However, studies in school context found that the correlation between these variables is not always significant, or even inversely proportional. This inconclusiveness could also be explored between inertia and performance. Mainstream opinion stated that inertia is a factor that could hinder performance by inhibit changes needed by the organization. On the other hand, another studies had suggested that inert organizations could create continuous change and produce better result than their competitors. Inertia is also a factor that is needed by organization to maintain reliability and accountability of previous results. Factors that could affect level of innovation and inertia in an organization are knowledge management, entrepreneurial orientation, and organizational change readiness. This is a quantitative research with cross-sectional method. Data were gathered from 110 respondents, all of which are headmaster/headmistress from private middle school in Indonesia. Research shown that innovation has a positive and significant relation to school’s performance, while inertia relation to performance is inversely proportional, although significant. Innovation itself will emerge when school has high level of change readiness and low inertia, while change readiness is affected by knowledge management and entrepreneurial orientation. Theoretical implication from this research is that innovations that school did during unpredictable times like pandemic helped them to achieve desirable result. On the contrary, inertia will hinder school to create innovation and positive performance. Originality of this research lies in the factors that affected inertia, namely organizational change readiness, that will also fully mediated knowledge management and entrepreneurial orientation."

"Ada dua aliran pandangan tentang inovasi yaitu pandangan klasik (linear) dan pandangan proses. Pandangan klasik/linear mengenai inovasi memiliki kelemahan karena lebih banyak mengalami kegagalan ketimbang keberhaslan, memiliki permasalahan implementasi dan pengetahuan baru. Sementara pandangan prosesuai mengenai inovasi diasumsikan sebagai sesuatu dinamis sporadis dan tidak menentu lebih dipengaruhi oleh faktor kognisi seperti pengetahuan persepsi dan keyakinan subjektif dari para aktornya."

"ABSTRACTThis study was about the performance of researchers in the Ministry of Home Affairs' Research and Development Agency (R & D Unit of the MoHA). This research was motivated by the suboptimal performance of researchers in developing policies in the Ministry of Home Affairs. The purpose of this study was to describe the performance of the researchers and their various efforts on research and development in the Ministry of Home Affairs and Regional Government. This study used Structural Equation Modeling (SEM). The results of this study showed that empowerment has a direct effect on innovation and improvement of the researcher's performance. This means that more empowerment will lead to an increase in the performance of MoHA and Regional Government researchers indicated by the increase in R & D innovations produced by the researchers. The Organization Commitment had a direct effect on innovation and improvement of the researcher's performance. This means that a high level of commitment in the organization will lead to an increase in the performance of MoHA and the Regional Government researchers, through the increase in innovations. Innovations had a direct effect on the researcher's performance. This means that a high degree of innovations will lead to an increase in the researchers' performance. Together, the increased empowerment and organizational commitment directly influence the performance of researchers. This means that increasing empowerment and organizational commitment at the same time will improve the researchers' performance. The novelty factor from this study was the theoretical implication that this study strengthens the previous studies, that empowerment directly influenced innovation and enhanced the researchers' performance, the organizational commitment had a direct effect on researcher innovation and improved the researchers' performance, innovations directly influenced the researchers' performance, and that empowerment and the organizational commitment together have a direct effect on the performance of researchers."

"Citra lembaga DPR RI sebagai lembaga yang merepresentasikan rakyat harus didukung perangkat kinerja yang mendukung secara baik. Sekretariat Jenderal (Setjen) DPR RI sebagai supporting system sangatlah strategis untuk meningkatkan pelayanan secara profesional untuk mendukung tercapainya citra DPR RI yang positif. Namun pada kurun waktu tahun 2019-2023, citra DPR RI di mata publik selalu berada di posisi buruk. Penelitian ini merupakan penelitian post-positivis dengan metode kualitatif untuk menganalisis kesesuaian kinerja organisasi Setjen DPR RI dan citra lembaga. Peneliti melakukan analisa dengan menggunakan kerangka McKinsey (Peters &Waterman, 2004) dan Citra Pemerintah (Pratama, 2017). Penelitian ini menunjukkan hasil kinerja Setjen DPR RI mendapatkan nilai 3,05 (Baik). Kesesuaian kinerja tersebut dilihat pada aspek structure, sudah ada pembagian tugas, fungsi dan tanggungjawab yang tertuang di persekjen serta adanya mekanisme koordinasi yang kolaboratif; aspek style, kepemimpinan yang bersifat demokratis; aspek staff dan skill, Setjen DPR RI telah didukung oleh jumlah pegawai yang memadai dan memiliki keahlian. Akan tetapi, pada aspek strategy, masih belum terdapat target outcome yang jelas dan terukur dalam peningkatan citra lembaga; aspek system belum terdapat pedoman pelaksanaan peran peningkatan citra lembaga; dan terakhir aspek shared values dimana masih belum optimal dalam pelaksanaan internalisasi dan sosialisasi nilai dasar ASN Setjen DPR RI.

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The image of the Indonesian House of Representatives as an institution that represents the people must be supported by a good supporting performance device. The Secretariat General (Setjen) of the Indonesian House of Representatives as a supporting system is very strategic to improve professional services to support the achievement of a positive image of the Indonesian House of Representatives. However, in the period 2019-2023, the image of the Indonesian House of Representatives in the eyes of the public has always been in a bad position. This study is a post-positivist study with a qualitative method to analyze the suitability of the organizational performance of the Indonesian House of Representatives and the image of the institution. The researcher conducted the analysis using the McKinsey framework (Peters & Waterman, 2004) and the Government Image (Pratama, 2017). This study shows that the performance results of the DPR RI Secretariat General received a score of 3.05 (Good). The suitability of the performance is seen in the structure aspect, there is already a division of tasks, functions and responsibilities stated in the secretary general and there is a collaborative coordination mechanism; style aspect, democratic leadership; staff and skill aspect, the DPR RI Secretariat General has been supported by an adequate number of employees and has expertise. However, in the strategy aspect, there is still no clear and measurable outcome target in improving the image of the institution; in the system aspect, there are no guidelines for implementing the role of improving the image of the institution; and finally the shared values aspect where the implementation of internalization and socialization of the basic values of the DPR RI Secretariat General ASN is still not optimal."

"Pelaksanaan tugas Wakil Presiden yang luas dan dinamis harus didukung perangkat kinerja yang baik. Sebagai support systems pertama kepada Wakil Presiden, kedudukan Sekretariat Wakil Presiden (Setwapres) sangatlah strategis untuk meningkatkan kinerja organisasi dalam mewujudkan pelayanan prima. Namun pada kurun waktu tahun 2015-2019 terdapat penurunan pada hasil capaian kinerja Setwapres. Tujuan penelitian ini adalah menganalisis faktor-faktor yang mempengaruhi kinerja Setwapres dalam memberikan dukungan kepada Wakil Presiden ditinjau dari perspektif Kerangka 7S McKinsey. Penelitian merupakan penelitian deskriptif dengan pendekatan kualitatif. Penelitian menggunakan data primer dan data sekunder. Sumber data primer menggunakan metode wawancara. Sumber data sekunder menggunakan penelusuran data dokumen relevan. Semua data disajikan secara deskriptif dan dianalisis melalui reduksi data, penyajian data, dan verifikasi. Hasil penelitian menunjukkan bahwa faktor-faktor kinerja Setwapres ditinjau dari Kerangka 7S McKinsey yaitu structure dimana sudah ada kejelasan pembagian tugas dan fungsi serta adanya koordinasi yang baik; style dimana kepemimpinan demokratis membuat komunikasi berjalan baik disertai keterlibatan langsung pimpinan dalam pelaksanaan tugas; dan shared values yang disertai kegiatan internalisasi dan penguatan. Sementara faktor strategy dimana masih terdapat kegiatan unit kerja yang belum sesuai dengan program prioritas Wakil Presiden serta kegiatan evaluasi yang masih berfokus pada perubahan target kinerja; system dimana pengimplementasian SOP belum seluruhnya sesuai serta belum adanya mekanisme khusus dalam pengawasan; staff dimana masih kurangnya jumlah ASN sebagai Pramusaji Kepresidenan serta penempatan yang belum sesuai latar belakang pendidikan; dan skills yang belum seluruhnya sesuai dengan kebutuhan organisasi dan belum didukung oleh pelatihan yang menunjang.

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The implementation of the Vice President’s duties which are comprehensive and dynamic shall indeed be supported by apparatus with good performance. The position of Vice President Secretariat as the first support systems of the Vice Presiden is very strategic to enhance its performance in realizing excellent service. However, in the period 2015-2019 there was a decrease in the performance achievements of Vice President Secretariat. This research is aimed at analyzing factors affecting the Vice President Secretariat Organization’s performance in supporting the Vice President in terms of 7S McKinsey’s Framework. This research is a descriptive method with a qualitative approach. This research used data sources namely primary data and secondary data. The primary data source used an interview method and the secondary data was taken by tracing the relevant documents. All data were presented descriptively and analyzed through data reduction, data presentation, and verification. The research results show that structure in which there has been a celar job desk and functions, and coordination which is well conducted; style in which the democratic leadership causes the communication to be well conducted, in addition to the direct involvement of the leader in implementing duties; and there is a shared values accompanied with the internalization and the dissemination programs. Meanwhile strategy in which there are some program that are not in line with priority programs handled by the Vice President and evaluation activities that still focus on changing performance targets; system in which the implementation of SOP that has not fully been appropriately conducted and there is no mechanism for monitoring; staff in which there is lack of Civil Servant Human Resources having duties to support household services to the Vice President and the Human Resourse placement that has not fully been in line with the educational background; and skills that haven’t been supported by appropriate trainings."

"Penelitian bertujuan untuk menggali informasi yang berkaitan dengan pentingnya implementasi budaya kepemimpinan lokal dalam pelaksanaan manajemen berbasis sekolah (MBS) di sekolah Penelitian dilaksanakan di SMP Negeri 7 Bau-Bau,Keraton Buton Sulawesi Tenggara dengan menggunakan metode kualitatif yang bersifat etnografi...."

"Tesis ini membahas pengaruh faktor-faktor organisasi pada pelaksanaan proyek EPC terhadap kinerja/efektifitas perusahaan PT XYZ dan juga membandingkan pengaruhnya pada dua struktur organisasi yang digunakan (struktur organisasi lama berbasis aktivitas dan struktur organisasi baru berbasis produk). Penelitian ini adalah penelitian kualitatif dengan desain asosiatif. Hasil penelitian menyarankan bahwa kerjasama yang tinggi diantara para pegawai, proses perbaikan prosedur kerja dan desentralisasi otorisasi akan dapat meningkatkan kinerja/efektifitas perusahaan pada struktur organisasi baru, sedangkan pada struktur organisasi lama adalah kerjasama yang tinggi diantara para pegawai, adanya tingkat kepatuhan mengikuti prosedur kerja, tingkat spesialisasi dan sentralisasi otorisasi.

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The focus of this study is identifiying the effect of organizational factors on the EPC Projects towards company performance & efficiency and also comparing the effect between two type of organizational structures (new structure in product basis and old structure in activity basis). This research is qualitative associative interpretive. The researcher suggests that the high cooperation among employees, improvement working procedure and decentralized authority could increase the performance in the new structure. But in the old structure, the organizational factors are high cooperation among employess, high discipline to the working procedure, high specialization person requirement and centralized authority."

"In this study, the relationship between high performance work system (HPWS) and organizational citizenship behavior (OCB) in multinational corporations (MNCs) in Vietnam, a fast-developing country with highly economic growth in Asia, was investigated. Besides, the underlying mechanism of this relationship was also explored. From the social exchange approach, an underlying mediated mechanism of career success in the relationship between HPWS and OCB was hypothesized. Data collected from individual employees working in multinational companies in Vietnam was used to test the hypotheses. The research findings supported the partial mediating role of career success in the positive relationship between HPWS and OCB. In addition, research implications as well as suggestions for future research were also presented."