Hasil Pencarian  ::  Simpan CSV :: Kembali

"Penelitian ini bertujuan untuk melakukan studi analisis tingkat komitmen manajemen dalam pelaksanaan Keselamatan dan Kesehatan Kerja di pabrik pengolahan crumb rubber di PT."X" Kalimantan Barat 2014. Penelitian dilakukan terhadap pegawai tetap pada level manajerial dan perwakilan dari pekerja di Pabrik Pengolahan Crumb Rubber PT "X" Kalimantan Barat pada bulan Maret - Juni 2014, menggunakan desain penelitian deskriptif analitik dengan pendekatan analisis kualitatif, data primer berupa wawancara mendalam, dan observasi di lapangan. Observasi dilakukan dengan melakukan cross check antara kebijakanatau prosedur perusahaan dengan implementasinya di lapangan. Hasil penelitian menunjukkan bahwa: (1) Dari hasil wawancara dapat disimpulkan bahwa, komitmen afektif di PT "X" sudah cukup baik karena sikap penerimaan karyawan terhadap program K3 di PT "X" sudah sangat baik, manajemen PT "X" juga selalu mengadakan training untuk pekerja baru dan refresh training untuk pekerja lama, manajemen PT "X" juga berkonsultasi pada para pekerja terkait K3 walaupun tidak melalui rapat-rapat melainkan langsung kepada karyawan di tempat, manajemen PT "X" juga sudah melakukan inspeksi dan investigasi terkait K3 secara rutin. (2) Dari hasil wawancara dapat disimpulkan bahwa Komitmen Kontinyu di PT "X" masih rendah karena tidak adanya anggaran dan SDM khusus dalam menunjang berlangsungnya K3 dalam perusahaan. Tidak adanya struktur organisasi khusus diperusahaan yang menangani program K3, semua yang berhubungan dengan pelaksanaan K3 itu tanggung jawab seorang personalia. Serta belum adanya evaluasi-evaluasi yang dilakukan manajemen mengenai pelaksanaan K3 selama ini. (3) Dari hasil wawancara di atas, dapat disimpulkan bahwa, Komitmen Normatif di PT "X" masih rendah, karena kepatuhan karyawan terhadap peraturan K3 masih rendah, tingkat pelanggaran yang dilakukan karyawan juga masih tinggi dan PT "X" belum memiliki prosedur dalam menjalankan K3 di seluruh unit kerja, yang ada hanya berupa instruksi-instruksi kerja.

---

This study aims to conduct analysis of study-level management commitment to the implementation of the Occupational Health and Safety in crumb rubber processing plant in PT. "X" West Kalimantan, 2014. Study was carried out on a permanent employee at managerial level and workers representative in Crumb Rubber Processing Factory PT "X" West Kalimantan in the month of March-June 2014, the use of descriptive analytic study design with qualitative analysis approach, the primary data in the form of in-depth interviews, and observations in the field. Observations carried out by cross-checking between the policies or procedures of the company with its implementation in the field.

The results showed that: (1) From the interviews it can be concluded that, affective commitment in PT "X" is good enough for acceptance to the program employees K3 PT "X" has been very good, the management of PT "X" has always held a training for new workers and training to refresh the old workers, the management of PT "X" was also consulted on the workers concerned K3 although not through meetings but directly to employees in place, the management of PT "X" has also been conducting inspections and investigations are routinely associated K3 . (2) From interviews it can be concluded that a Continuous Commitment to PT "X" is low because there has the absence of a special budget or human resources to support the company's ongoing K3. The absence of specific organizational structure in the company that handles the K3 program, all of which relate to the implementation of K3 was responsible personnel. And the lack of evaluations conducted during the management of the implementation of the K3. (3) From the interview above, it can be concluded that, Normative Commitment PT "X" is low, because the employee compliance with regulations K3 is still low, the level of offense committed employees are also still high and PT "X" does not yet have procedures in running K3 in all work units, which exist only in the form of work instructions."

"Organisasi seringkali mengeluhkan konflik yang timbul dengan para profesional yang mereka pekerjakan Beberapa organisasi berasumsi bahwa semakin kuat komitmen profesional kepada profesi mereka maka komitmen mereka terhadap organisasi yang mempekerjakannya akan semakin berkurang. Hal inilah yang menimbulkan konflik antara tuntutan profesi dengan tuntutan organisasi. Tentu saja pada akhirnya konflik ini dapat mempengaruhi produktifitas dari organisasi. Beranjak dari fenomena ini, penelitian ini berusaha untuk mencari kebenaran dari asumsi tersebut.Penelitian ini menggunakan jaksa sebagai responden penelitian dan Kejaksaan sebagai organisasi profesi tempat mereka bekerja, Dengan menggunakan alat ukur komitmen profesi yang disusun oleh Aranya (1981) dan alat ukur Komitmen Organisasi yang disusun oleh Alen & Meyer (1991) penelitian ini berhasil menemukan hubungan yang positif dan signifikan antara komitmen profesi dengan komitmen organisasi afektif.

---

Organization often complaining about their conflict with the professionals their employed. Some organization assumes that the increasement of professional commitment will bring the decreasement of organizational commitment. This phenomenon will lead a conflict between professional's standard with organization's standard. This conflict of course can have impact on productivity of the organization. Base on this phenomenon, the research is trying to find the truth of the assumption.This research using prosecutors as a respondent and Kejaksaan as the prosecutor's professional organization. Using Professional Commitment Scale by Aranya (1981) and Organizational Commitment Scale by Allen & Meyer (1991), this research had successfully found a relation between professional commitment and affective organizational commitment."

"Komitmen perubahan merupakan sikap dan faktor yang mempengaruhi seseorang dan diperlukan untuk mencapai efektivitas perubahan organisasi. Penelitian ini dilakukan untuk melihat hubungan antara nilai uncertainty avoidance terhadap komitmen perubahan. Selain itu, penelitian ini juga melihat hubungan uncertainty avoidance terhadap ketiga dimensi komitmen perubahan, yaitu komitmen afektif, komitmen kontinu dan komitmen normatif. Pengukuran komitmen pada perubahan akan menggunakan alat ukur Commitment to Change Inventory (Herscovitch & Mayer, 2002), dan uncertainty avoidance akan menggunakan alat ukur GLOBE Culture and leadership scale.Hasil pengukuran dari 164 responden pada PT.ALO, memberikan gambaran bahwa uncertainty avoidance memiliki hubungan negatif yang signifikan terhadap komitmen perubahan (r= -0,729, p<0,01). Lebih lanjut, dari hasil perhitungan menunjukkan bahwa uncertainty avoidance memiliki hubungan negatif yang signifikan terhadap komitmen afektif perubahan (r= -0,461, p<0,01), komitmen kontinuan perubahan (r= -0,698, p<0,01), komitmen normatif perubahan (r= -0, 639, p<0,01).

---

Commitment to change is people attitude and can be regarded as one of the factor achieving the effectiveness of organizational change. This study was conducted to observe the relationship between the value of uncertainty avoidance to changes. Furthermore, this study also try to identify the relationship of uncertainty avoidance with three dimensional of commitment changes, affective commitment, continuous commitment, and normative commitment. The measurement tool of commitment to change will use Commitment to Change Inventory (Herscovitch and Mayer, 2002), and uncertainty avoidance will use of instruments by GLOBE Culture and Leadership scale.

The results from 164 respondents of PT.ALO, show that uncertainty avoidance have a negative significant relation with commitment to change(r= -0,729, p<0.01). Furthermore, it also showed that uncertainty avoidance has a negative significant relation to changes in affective commitment (r= -0.461, p<0.01), commitment continuants change (r = -0.698, p <0.01) and normative commitment to change (r= -0, 639, p<0.01."

"Sebagai salah satu perusahaan teratas dalam sektor asuransi jiwa, PT XYZ tidak luput mengalami salah satu permasalahan SDM, yaitu intention to leave yang tinggi yang dapat disebabkan oleh rendahnya komitmen organisasional karyawan. Di dalam penelitian ini akan dijelaskan mengenai pengaruh dari perceived external prestige, ethical organizational climate, dan leader-member exchange quality pada komitmen organisasional dan komitmen karir karyawan serta pengaruh dari komitmen organisasional dan komitmen karir karyawan pada motivasi untuk mengikuti pelatihan dan intention to leave di PT XYZ. Responden dari penelitian ini adalah 237 orang karyawan PT XYZ di Jakarta. Dengan menggunakan structural equation model, hasil dari penelitian ini menunjukkan bahwa hanya perceived external prestige dan leader-member exchange quality yang berpengaruh signifikan pada komitmen organisasional dan komitmen karir serta komitmen organisasional dan komitmen karir berpengaruh signifikan terhadap intention to leave dan motivasi untuk mengikuti pelatihan.

---

As one of top company in life insurance sector, PT XYZ do not miss experiencing one of common HR problem, i.e. high intention to leave that may caused by low organizational commitment. This research explains the impact of perceived external prestige, ethical organizational climate, and leader-member exchange quality to organizational commitment and career commitment on PT XYZ employees and also organizational commitment and career commitment on motivation to participate in training and intention to leave on PT XYZ. The respondents of this study were 237 permanent employee of PT XYZ in Jakarta. By using structural equation model, the result of this study shows that only perceived external prestige and leader-member exchange quality have significant impact to organizational commitment and career commitment and also organizational commitment and career commitment have significant impact to intention to leave and motivation to participate in training."

"Adanya pekerja multi generasi dalam organisasi dapat menimbulkan konflik persepsi yang berbeda mengenai loyalty (loyalitas). Loyalty (loyalitas) dapat diketahui dengan organizational commitment (komitmen organisasi). Penelitian kuantitatif ini bertujuan untuk melihat pengaruh compensation (kompensasi), training and development (pelatihan dan pengembangan) dan supervisor support (dukungan atasan) terhadap organizational commitment (komitmen organisasi) pada generasi X dan generasi Y di Badan Pengawasan Keuangan dan Pembangunan (BPKP) Pusat. Penelitian ini mengambil sampel di Kedeputian Badan Pengawasan Keuangan dan Pembangunan (BPKP) sebanyak 110 karyawan generasi X dan 52 karyawan generasi Y. Hasil penelitian ini menunjukkan bahwa training and development (pelatihan dan pengembangan) memiliki pengaruh positif terhadap organizational commitment (komitmen organisasi) pada karyawan generasi X dan generasi Y. Namun, penelitian ini tidak menemukan adanya perbedaan pengaruh antara compensation (kompensasi), training and development (pelatihan dan pengembangan) dan supervisor support (dukungan atasan) terhadap organizational commitment (komitmen organisasi) pada karyawan generasi X dan generasi Y di Badan Pengawasan Keuangan dan Pembangunan (BPKP) Pusat.

---

The existence of multi generation workers in the organization can lead conflict about different perceptions on loyalty Loyalty can be determined by organizational commitment. This quantitative study aimed to look at the effect of compensation, training and development, and supervisor support to organizational commitment on generation X and generation Y in the Financial and Development Supervisory Agency (BPKP) Center. This study took a sample of the Deputies Financial and Development Supervisory Agency (BPKP) as many as 110 employe es of generation X and 52 employees of generation Y.

This research indicate that training and development have a positive influence on organizational commitment on both employees generation X and generation Y. However, this study found no difference in effect between compensation, training and development, and supervisor support to organizational commitment on employee generation X and generation Y in the Financial and Development Supervisory Agency (BPKP) Center."

"Penelitian ini bertujuan untuk mengetahui pengaruh persepsi karyawan mengenai pelatihan terhadap komitmen organisasi pada karyawan teknologi dan informasi. Terdapat lima sub-variabel yang digunakan untuk menjelaskan variabel persepsi pelatihan yaitu availability of training, social support of training, motivation to learn, training environment, dan benefits of training. Hipotesis diuji menggunakan metode penelitian general linear model (GLM) dengan jumlah data sebanyak 102 responden yang merupakan karyawan di bidang IT atau informasi dan teknologi di wilayah Jabodetabek melalui survei online. Hasil yang didapat melalui menunjukkan bahwa availability of training memiliki pengaruh terhadap komitmen keberlanjutan dan social support of training memiliki pengaruh terhadap komitmen afektif.

---

This study aims to determine the impact of employee?s perception of training Toward Organizational Commitment at Information and Technology?s Employees. There are five sub variable of employee?s perception of training which being used that is availability of training, social support of training, motivation to learn, training environment, and benefits of training. Hypothesis tested using general linear model (GLM) method for data of 102 respondents of information and technology employees in Jabodetabek area through an online survey. Results obtained using multiple regressi was found that availability of training positively impact toward continuance commitment and social support of training positively impact toward affective commitment."

"Keselamatan pasien merupakan bentuk komitmen pelayanan keperawatan di rumah sakit. Perawat perlu memiliki komitmen dalam melakukan tugas, termasuk dalam melakukan pencegahan pasien jatuh. Didapatkan laporan dari Tim Mutu dan pokja keselamatan pasien di RSU X bahwa komitmen perawat dalam melakukan implementasi pencegahan pasien jatuh masih kurang terlaksana dengan baik. Hal ini terlihat pada hasil monitoring yang dilakukan terkait pencegahan pasien jatuh. Tujuan dari penelitian ini untuk mengidentifikasi hubungan komitmen perawat afektif, berkesinambungan, dan normatif dengan pencegahan pasien jatuh di ruang rawat inap. Penelitian ini merupakan penelitian observasional analitik dengan desain potong lintang. Analisis data menggunakan Chi Square dan regresi logistik berganda. Penelitian ini melibatkan sampel 106 perawat yang bekerja di ruang rawat inap dewasa yang terbagi dalam 9 ruang rawat inap dewasa. Hasil uji regresi logistik berganda menunjukkan bahwa komitmen perawat berhubungan dengan pencegahan pasien jatuh OR 1,02. Rumah sakit diharapkan dapat meningkatkan/ membuat suatu program yang dapat mengoptimalkan komitmen perawat agar dapat melakukan pencegahan jatuh dengan tepat, seperti penilaian kinerja perawat dalam melakukan pencegahan jatuh, penguatan komitmen perawat, dan menjaga kesejahteraan perawat.

---

Patient safety is a form of nursing service commitment in RSU X. Nurses need to be committed in doing their job, including in preventing falling patients. A report from the Quality Team and the patient safety group in RSU X that the nurse 39 s commitment in the prevention of falling patients is still poorly implemented. This is seen from the results of monitoring conducted related to prevention of falling patients.

The purpose of this study was to identify the nurse commitment relationship affective, continuous, and normative with prevention of falling patients in the wards. This was an observational analytic study with cross sectional design. Data analysis using Chi Square and multiple logistic regression. The study involved a sample of 106 implementing nurses working in adult wards divided into 9 ward.

Multiple logistic regression results showed that nurse commitment is related to prevention of falling patients OR 1.02 . Hospitals are expected to improve create a program that can optimize nurse commitment to prevent patient falls, such as assessment of nurse 39 s performance in preventing falls, strengthening nurse commitment, and nurse welfare."

"Dua cara memasuki pernikahan adalah love marriage dan arranged marriage. Di Indonesia yang merupakan negara mayoritas Muslim, salah satu bentuk arranged marriage adalah taaruf, yaitu bentuk perjodohan yang dilakukan sesuai dengan norma Islam. Taaruf menjadi salah satu dari dua tren pemilihan pasangan di Indonesia bersama dengan pacaran yang lebih cenderung kepada love marriage. Adanya perbedaan di antara keduanya menimbulkan dugaan terdapat pula perbedaan dalam hal komitmen pernikahan. Komitmen pernikahan terdiri dari komitmen personal, komitmen moral, dan komitmen struktural. Untuk mengetahui apakah terdapat perbedaan komitmen pernikahan pada individu yang menikah melalui proses pacaran dan taaruf, dilakukan penelitian terhadap 305 partisipan yang terdiri dari 147 individu yang menikah melalui proses pacaran dan 158 individu yang menikah melalui proses taaruf dalam masa delapan tahun pertama pernikahan. Perhitungan menggunakan independent sample t-test menunjukkan tidak terdapat perbedaan komitmen personal (t(303) = -0.524, p = 0.608), komitmen moral (t(303) = 0.324, p = 0.746), dan komitmen struktural (t(303) = -1.268, p = 0.206), pada individu yang menikah melalui proses pacaran dan taaruf.

---

Generally, two of the most common marriage systems are love marriage and arranged marriage. In Indonesia, a Muslim-majority country, one form of arranged marriage is called taaruf, a form of matchmaking that is carried out in accordance with Islamic norms. Taaruf is one of the two trends of partner selection in Indonesia aside from dating, which tends to lean more towards love marriage. Differences between the two raises the assumption that there are also differences in terms of marital commitment. Marital commitment consists of personal commitment, moral commitment, and structural commitment. To discover if such differences prevail in marital commitment between individuals getting married through dating and those through taaruf, a study was conducted on a total of 305 participants consisting of 147 individuals getting married through dating and 158 others through taaruf, all of whom are within the first eight years of marriage. Calculations using independent sample t-test showed that there were no differences in personal commitment (t(303) = -0.524, p = 0.608), moral commitment (t(303) = 0.324, p = 0.746), and structural commitment (t(303) = -1.268, p = 0.206), between individuals getting married through dating and taaruf."

"ABSTRAKThe aim of this research is to investigate the effect of reward and punishment in escalation of commitment. The escalation of commitment is usually attributed to the decision maker if the project is unfavorable. This research also investigates the effect of organizational commitment to the decision to escalate or not to escalate the commitment. Experimental method is used in this research. There are 37 participants contribute to this research. The result of this research shows that the escalation of commitment level is higher if there is reward and punishment provided in the organization than if only reward provided. In other hand this level is higher if only punishment provided than if reward and punishment provided. It is mean that decision makers will avoid punishment, so they escalate their commitment. As predicted before organization commitment also effect escalation of commitment. The result shows that organizational commitment will decrease the level of escalation of commitment."