Hasil Pencarian  ::  Simpan CSV :: Kembali

"Salah satu perubahan yang akan dilakukan Kementerian Sosial pada tahun 2014 yaitu penerapan sistem penilaian prestasi kerja Pegawai Negeri Sipil. Sistem penilaian yang baru tersebut menggunakan penilaian Sasaran Kerja Pegawai. Kegagalan untuk menilai kesiapan organisasi dan individu dapat mengakibatkan manajer menghabiskan waktu dan energi untuk menghadapi resistensi. Oleh karena itu diperlukan adanya kesiapan dari para pegawai sendiri. Kesiapan individu untuk berubah menurut beberapa penelitian dipengaruhi oleh komitmen organisasi para pegawainya. Penelitian ini dilakukan untuk mengetahui pengaruh komitmen organisasi terhadap kesiapan individu untuk berubah pada pegawai di kantor pusat Kementerian Sosial. Responden dalam penelitian ini berjumlah 257 orang yang merupakan Pegawai Negeri Sipil di kantor pusat Kementerian Sosial. Instrumen pengukuran komitmen organisasi yang digunakan merupakan adaptasi dari Meyer & Allen (1991), sedangkan untuk instrumen kesiapan individu untuk berubah menggunakan pengukuran yang dikembangkan oleh Hanpachern (1997). Hasil penelitian membuktikan bahwa komitmen organisasi tidak berpengaruh terhadap kesiapan individu untuk berubah pada pegawai di kantor pusat Kementerian Sosial. Namun bila dilihat berdasarkan dimensi komitmen organisasi menunjukkan bahwa dimensi komitmen afektif dan komitmen berkelanjutan memiliki pengaruh yang signifikan terhadap kesiapan individu untuk berubah.

---

One of the changes that will be made by the Ministry of Social Affairs in 2014 is the implementation of performance appraisal system of civil servants. The new scoring system using Employee Job Objective assessment. Failure to assess the readiness of organizations and individuals can lead managers to spend time and energy to deal with resistance. Therefore we need the readiness of the employees themselves. Individual readiness to change, according to some studies influenced by employees' organizational commitment.

This study was conducted to determine the effect of organizational commitment on the readiness of individuals to change the employee at the Ministry of Social Affairs headquarters. Respondents in this study amounted to 257 people who are civil servants in the Ministry of Social Affairs headquarters. Organizational commitment measurement instrument used in this study is an adaptation of Meyer & Allen (1991). While individual readiness to change instrument used is an adaptation of Readiness for Change (RFC) which is developed by Hanpachern (1997).

This research proves that organizational commitment does not affect the individual's readiness for change in personnel at the headquarters of the Ministry of Social. However, when viewed by the dimensions of organizational commitment suggests that the affective commitment and continuance commitment have a significant effect on an individual's readiness to change."

"ABSTRAKKomitmen organisasi adalah sikap yang merefleksikan loyalitas pegawai kepadaorganisasi dan merupakan suatu proses berkelanjutan ketika anggota organisasimengungkapkan perhatian mereka terhadap organisasi, keberhasilan organisasiserta kemajuan yang berkelanjutan (Luthans, 2007). Zhou (2006, dalam Irawanto,2009) berpendapat bahwa ada beberapa karakteristik gaya kepemimpinan di Asia,yaitu otoritarianisme, kebajikan, dan moralitas. Ketiga karakteristik tersebutmenjadi dimensi dari kepemimpinan paternalistik. Penelitian dilakukan kepada264 responden di KPP Jakarta Khusus dan WP Besar. Alat ukur yang digunakanuntuk kepemimpinan paternalistik adalah kuesioner pengembangan dari Cheng etal. (2004) yang sudah disesuaikan oleh Irawanto (2011) untuk konteks diIndonesia, dan untuk komitmen organisasi menggunakan kuesioner Allen &Meyer (1997) yang telah dikembangkan oleh Jaros (2007). Dimensikepemimpinan paternalistik yang memiliki pengaruh terhadap komitmenorganisasi di KPP Jakarta Khusus dan WP Besar adalah kepemimpinan moralyang mempengaruhi komitmen afektif dan kepemimpinan kebajikan yangmempengaruhi komitmen normatif. Hal tersebut menunjukkan bahwa pemimpinyang memiliki gaya kepemimpinan kebajikan dapat meningkatkan perasaankewajiban untuk bertahan di organisasi. Kemudian, hasil penelitian jugamenunjukkan bahwa pemimpin yang memiliki gaya kepemimpinan moral yangbersifat berani membela bawahan, kemurahan hati, tidak korupsi, bertanggungjawab, adil, dan memimpin dengan contoh dapat meningkatkan perasaan memilikiterhadap organisasi. Kantor Pusat DJP perlu meningkatkan efektifitas pelaksanaaninternalisasi nilai-nilai organisasi, terutama nilai integritas dan sinergi agar lebihtercermin dalam gaya kepemimpinan moral serta menerapkan kegiatan mentoringuntuk AR dan fungsional yang dilakukan oleh Kepala Seksi dan Kepala KantorPelayanan Pajak.

---

ABSTRACTOrganizational commitment is an attitude that reflects employee’s loyalty towardsorganization and is an ongoing process when members of the organizationexpress their interest towards organization, organizational success andcontinuous organizational improvement (Luthans, 2007). Zhou (2006, inIrawanto, 2009) argues that there are some characteristic of leadership style inAsia, namely authoritarianism, benevolent, and morality. These threecharacteristics form a dimension of paternalistic leadership. This research wasconducted to 264 respondents at KPP Jakarta Khusus and Large Tax Office. Themeasurement used for paternalistic leadership is the questionnaire that has beendeveloped from Cheng et al. (2004) and has been adapted by Irawanto (2011) toIndonesian’s context and organizational commitment used a questionnaire fromAllen & Meyer (1997) that has been developed by Jaros (2007). Paternalisticleadership dimensions that have an influence on organizational commitment aremorality leadership that influences the affective commitment and benevolentleadership that affects normative commitment. It shows that a leader who have thebenevolent leadership can increase feelings of obligation to stay in theorganization. Then, the results also show that a leader who have a moralleadership style that is courageous, magnanimity, incorruption, responsible,impartial, and lead by example can improve the feeling of belonging to theorganization. DJP needs to improve the effectiveness of internalization oforganizational values, especially the value of integrity and synergy to be morereflected in moral leadership styles and apply the mentoring activities for AR andfunctional conducted by Head of Unit and Head of the Tax Office."

"Dimensi modal sosial menjadi hal yang menarik untuk diteliti, disatu sisi modal sosial melalui dimensi Keterikatan Struktural, Keterbukaan Hubungan, dan Kebersamaan Kognitif dibutuhkan untuk keberhasilan Alih Pengetahuan antar individu, namun di sisi lain modal sosial memiki risiko meningkatkan persaingan antar individu dan menimbulkan inertia sehingga menghambat keberhasilan Alih Pengetahuan. Tesis ini bertujuan untuk membahas tentang pengaruh dimensi Keterikatan Struktural, Keterbukaan Hubungan, Kebersamaan Kognitif dan Gaya Kepemimpinan terhadap Alih Pengetahuan dalam upaya menumbukan Kreatifitas Individu karyawan di PT Perusahaan Gas Negara (Persero) Tbk (?PGN?). Penelitian dalam tesis ini adalah penelitian kuantitatif dengan menggunakan metode survey. Responden yang berpartisipasi dalam penelitian ini sebanyak 261 responden yang berasal dari karyawan PGN dengan response rate sebesar 52.5%.

---

Dimensions of social capital becomes an interesting thing to study, on other hand through the dimensions of social capital such as the structural embeddedness, the relational embeddedness, and the cognitive embeddedness are needed for a successful sharing knowledge between individuals, but on the other side dimensions of social capital has a risk that increasing competition among individuals and generating inertia that is hindering the success of sharing knowledge. This thesis aims to discuss the influence of structural embeddednes, relational embeddedness, cognitive embeddedness, leadership styles to sharing knowledge in an effort to generate individual creativity on PT Perusahaan Gas Negara (Persero) Tbk ("PGN"). The research in this thesis is a quantitative study using survey method. Respondents who participated in this study were 261 respondents from PGN employees with a response rate of 52.5%."

"The last two decades increasingly have challenged the field of management by confronting it with rapidly growing levels of dynamism, inter-connectedness, and complexity. Systems-based management approaches, their promise already proven, offer great potentials for influencing and coping with this development. This collection of essays offers ideas and exemplary case studies from experts in systemic management, organiza-tional cybernetics, and system dynamics for meeting the challenges in so-cio-economic systems. This book was compiled to honor the academic achievement of Markus Schwaninger, a leading protagonist in developing the field of systemic management and organizational cybernetics. His stature in the field is demonstrated in the forewords by Raul Espejo and John Sterman. The efforts of 18 researchers and practitioners, all closely related to Markus Schwaninger, offer conceptual and empirical approaches that will allow managers and advanced students of the management profession to analyze, understand, and design intelligent organizations. The book weaves its content from both theory and practice and offers hints for improving a variety of organizations, both private and public, profit and non-profit, and large and small.​"