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"ABSTRAKPenelitian ini dilakukan dengan tujuan untuk mengetahui pengaruh intrinsic motivation dan ekstrinsic motivation terhadap consumers rsquo; attitude pada iklan video di YouTube. Dimana intrinsic motivation dipengaruhi beberapa variabel independen, yaitu consumers rsquo; innovativeness, dan perceived enjoyment. Sedangkan extrinsic motivation dipengaruhi timeliness, localization, dan personalization. Responden pada penelitian ini mencakup pengguna YouTube yang berdomisili di Jakarta, Bogor, Depok, Tangerang, dan Bekasi dengan waktu terakhir mengakses YouTube tidak lebih dari 3 tiga bulan yang lalu. Dan responden yang sudah sesuai dengan penelitian ini terkumpul 200 responden, yang kemudian data dari responden tersebut dioleh menggunakan metode SEM Structural Equation Modelling . Hasil dari penelitian ini membuktikan bahwa intrinsic motivation dipengaruhi secara positif oleh variabel independennya consumers rsquo; innovativeness dan perceived enjoyment. Kemudian variabel timeliness dan personalization terbukti berpengaruh positif dengan extrinsic motivation, namun variabel localization terbukti tidak berpengaruh positif terhadap extrinsic motivation. Dan pada penelitian ini terbukti bahwa intrinsic motivation dan extrinsic motivation berpengaruh positif terhadap consumers rsquo; attitude pada iklan video di YouTube, namun intrinsic motivation terbukti lebih kuat mempengaruhi secara positif terhadap consumers rsquo; innovativeness dibandikan extrinsic motivation.

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ABSTRACTThis study was conducted to determine the effect of intrinsic motivation and extrinsic motivation toward consumers rsquo attitude on YouTube rsquo s video ads. Where intrinsic motivation is influenced by some independent variables, such as consumers rsquo innovativeness, and perceived enjoyment. While extrinsic motivation influenced by timeliness, localization, and personalization. The respondents in this study are YouTube users who lived in Jakarta, Bogor, Depok, Tangerang and Bekasi with the last time accessing YouTube is no more than 3 three months ago. And 200 respondents who are in accordance with this study have collected, then data from the respondents were obtained by using SEM Structural Equation Modeling method. The results of this study prove that intrinsic motivation is positively influenced by consumers rsquo innovativeness and perceived enjoyment. Then timeliness and personalization proved to have positive effect with extrinsic motivation, but localization variable proved not to have positive effect on extrinsic motivation. And in this study, it is evident that intrinsic motivation and extrinsic motivation have a positive effect on consumers rsquo attitude to video advertising on YouTube, but intrinsic motivation proved has stronger positive affect to consumers rsquo innovativeness than extrinsic motivation. "

"Penelitian ini bertujuan untuk menganalisis pengaruh karakteristik pekerjaan dan motivasi karyawan divisi operasi pada PT PJB UP Muara Tawar. Pendekatan yang digunakan adalah pendekatan kuantitatif dengan metode survey yang menggunakan teknik pengambilan total sampling terhadap seluruh karyawan tetap non-manajerial divisi operasi yang berjumlah 50 responden. Teknik analisis data yang digunakan dalam penelitian ini adalah regresi linier sederhana. Hasil penelitian menunjukkan bahwa job characteristics berpengaruh positif dan signifikan terhadap motivasi karyawan divisi operasi pada PT PJB UP Muara Tawar.......This research aims to analyse the influence of job characteristics and employees motivation of operation division in PT PJB UP Muara Tawar. The approach used is quantitative approach with survey method using total sampling technique to all nonmanagerial employees of operation division which total respondent is 50. Data analysis techniques used in this study is a simple linier regression. The result showed that job characteristics have positive effect and is significant to employees motivation of operation division in PT PJB UP Muara Tawar."

"Penelitian ini dilakukan untuk mengetahui adanya hubugan tingkat kompetensi, pengembangan sumber daya manusia, dan motivasi kerja terhadap kinerja tenaga kesehatan RSIA Budi Kemuliaan Jakarta tahun 2008. Meningkatnya Harapan masyarakat terhadap Pelayanan Kesehatan yang baik, Sehingga dibutuhkan tingkat Kompetensi tenaga kesehatan yang baik pula.Tujuan dari penelitian ini adalah untuk mengetahui pengaruh langsung dan tidak langsung dari tingkat kompetensi, Pengembangan SDM dan Motivasi kerja terhadap kinerja tenaga kesehatan RSIA Budi Kemuliaan Jakarta tahun 2008 Penelitian ini menggunakan methode analisa jalur ( pa!/1 analysis ).Dari hasil penelitian ini didapatkan bahwa tingkat kompetensi dan tingkat pengembangan sumber daya manusia mempengaruhi motivai kerja sebesar 66,1 %.Disarankan untuk lebih memperhatikan peningkatan pengembangan sumber daya manusia dan motivasi kerja tenaga kesehatan RSIA Budi kemuliaan. Berdasarkan hal itu maka pimpinan RSIA Budi Kemuliaan diharapkan untuk lebih menaruh perhatian yang cukup terhadap masalah ini, agar kiarja tenaga kesehatan RSIA Budi Kemuliaan meningkat sehingga pelayanan yang dapat diberikan kepada pelanggan dapat menjadi lebih baik Iagi. Dibuat Suatu perencanaan yang baik Lmmk pengembangan karier sehingga para tenaga kesehatan yang bekerja di RSIA Budi Kemuliaan dapat merasakan adanya jenjang karier yang jelas, selain itu sudah seyogyanya rumah sakit ini membuat sistem renumerasi, sehingga dengan demikian motivasi tenaga kesehatan dapat terangsang yang nantinya diharapkan dapat miningkatkan kinerja dari tenaga kesehatan RSIA Budi Kemuliaan.......This research conducted to understand efforts relationship among Competency Level, Human Resources Development, and Work Motivation with performances of medical staff at RSIA Budi Kemuliaan in the year 2008. The increasing customer hope towards a better medical services, so it need a medical staff competency level better too.The purpose of this research are to understand the direct and indirect influences from the competency level, human resources development and working motivation with performances of medical staff at RSIA Budi Kemuliaan year 2008.This research using Path Analysis methods From the result of the research, it achieved that competency level and human resources development level influenced the work motivation as much as 66,1 percent As a suggestion, management need to give more attentions to increase human resources development and work motivation at RSIA Budi Kemuliaan medical staff.Based on that suggestion RSIA Budi Kemuliaan management hoped to give more enough attention towards this problem, in order medical staff performance RSIA Budi Kemuliaan increasing so services that provided to the customers getting better. RSIA Budi Kemuliaan management need to make a good plan for carrier development so the medical staff who work at RSIA Budi Kemuliaan able to feel a clearly carrier level. Other the hospital management may need make a renumeracy system so the medical staff will excited that will increase the RSIA Budi Kemuliaan performances."

"Penelitian ini membahas pengaruh personal dan sosial remaja sebagai segmen konsumen yang potensial bagi pasar produk dengan merek mewah dengan mengadopsi model penelitian yang sebelumnya telah dilakukan oleh Gil et al. (2012). Data dari 370 responden berusia 14-19 tahun dianalisis dengan metode Structural Equation Modeling (SEM).Studi ini memperlihatkan interdependent self construal, materialism dan social consumption motivation mempengaruhi sikap remaja terhadap merek mewah secara positif. Self-concept clarity dan independent self construal tidak terbukti mempengaruhi social consumption motivation secara negatif. Peer pressure terbukti mempengaruhi hubungan selfconcept clarity pada social consumption motivation.

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This research discussed about the personal and social influences on teens as a potential consumer segment in luxury brand market by adopting the research model previously conducted by Gil et al. (2012). Data from 370 respondents consisted of teenagers between the age of 14-19 were analyzed using Structural Equation Modeling (SEM).This study demonstrated that interdependent self construal, materialism, and social consumption motivation affect attitude toward luxury brands among teens positively. Self-concept clarity and independent self construal were not proved affected social consumption motivation negatively. Peer pressure was proved that it affected the relationship between self-concept clarity and social consumption motivation."

"Skripsi ini membahas mengenai motivasi anak jalanan korban eksploitasi ekonomi tetap bertahan dijalanan kepada empat anak jalanan kategori Children on The Street binaan Yayasan Sahabat Anak Kota Tua. Penelitian ini menggunakan metode kualitatif dengan desain studi kasus. Hasil penelitianya mengatakan bahwa orang tua, lingkungan sekitar, minimnya gambaran orientasi masa depan, yang dibalut dengan motivasi membuat mereka dapat mempertahankan kehidupannya dijalan. Sehingga peran lembaga diperlukan untuk memberikan upaya perlindungan anak terhadap mereka.......This research discusses about motivation of street child who are at economic exploitation, can still alive on the street. The research method which is used is qualitative research with study cases to four children on the street in Yayasan Sahabat Anak Kota Tua. The Result that parents, environment, and less expectation of their future orientation, motivate them to still on the street. Until the human organisation needed for giving an effort to children protection."

"Kekurangan jumlah pemimpin yang kompeten dari Generasi Y kerap kali menjadi masalah serius bagi organisasi saat ini. Hal ini disebabkan oleh angka turnover Generasi Y yang lebih tinggi daripada Generasi X. Peneliti menduga salah satu penyebab terjadinya krisis kepemimpinan di organisasi dan tingginya turnover pada Generasi Y adalah adanya perbedaan motivasi memimpin antara karyawan Generasi X dan Generasi Y. Penelitian ini bertujuan untuk mengetahui perbedaan motivasi memimpin pada kedua generasi tersebut. Secara teoritis, motivasi memimpin adalah konstruk perbedaan individu yang memengaruhi keputusan pemimpin atau calon pemimpin untuk menjalankan pelatihan kepemimpinan, dan peran serta tanggungjawab pemimpin dan yang memengaruhi intensitasnya dalam berusaha memimpin dan bertahan sebagai pemimpin. Konstruk motivasi memimpin terdiri dari tiga dimensi, yaitu affective-identity, social-normative, dan noncalculative. Hasil pengolahan data menggunakan independent sample t-test, dari 221 responden (Generasi X = 120; Generasi Y = 101), diukur dengan Kuesioner Motivation To Lead, menemukan bahwa terdapat perbedaan motivasi memimpin yang signifikan antara karyawan Generasi X dan Generasi Y, yaitu t (219) = 7.110, p < 0.05. Motivasi memimpin Generasi X terbukti secara signifikan lebih tinggi daripada Generasi Y dan hasil tersebut konsisten pada masing-masing dimensi, yakni dimensi affective-identity t (219) = 4.182, p < 0.05; dimensi social-normative t (219) = 3.888, p < 0.05; dan dimensi noncalculative t (219) = 7.518, p < 0.05. Implikasi dari penelitian ini adalah praktisi SDM dapat merekrut calon karyawan yang memiliki motivasi memimpin sesuai kebutuhan organisasi dan mengadakan program pengembangan SDM untuk karyawan yang berpotensi menjadi pemimpin.;Having competent leaders from Generation Y often becomes a serious issue for organizations today. This is caused by the rate of turnover on Generation Y that is higher than Generation X. Researcher supposes one of the causes is the difference on motivation to lead between employee in the Generation X and Generation Y employee. This study aims to determine differences in motivation to lead among both generations. Theoretically, motivation to lead is an individual differences construct that affects a leader‟s or leader-to-be‟s decisions to assume leadership trainings, roles, and responsibilities, and that affects his or her intensity of effort at leading and persistence as a leader. The construct of motivation to lead consists of three dimensions, i.e affective-identity, social-normative, and noncalculative. 221 respondents (120 of Generation X dan 101 of Generation Y) filled out Motivation To Lead Questionnaire. Independent sample t-test showed that there is significant difference in motivation to lead among Generation X and Generation Y employee, i.e t (219) = 7.110, p < 0.05. Generation X‟s motivation to lead is significantly higher than Generation Y and these result is consistent in each dimensions, i.e affective-identity dimension t (219) = 4.182, p < 0.05; social-normative dimension t (219) = 3.888, p < 0.05; and noncalculative dimension t (219) = 7.518, p < 0.05. The implications of this research are HR practitioners can recruit prospective employees who have the motivation to lead according to the needs of the organization and conduct human resources development programs for employees with leadership‟s potential.;Having competent leaders from Generation Y often becomes a serious issue for organizations today. This is caused by the rate of turnover on Generation Y that is higher than Generation X. Researcher supposes one of the causes is the difference on motivation to lead between employee in the Generation X and Generation Y employee. This study aims to determine differences in motivation to lead among both generations. Theoretically, motivation to lead is an individual differences construct that affects a leader‟s or leader-to-be‟s decisions to assume leadership trainings, roles, and responsibilities, and that affects his or her intensity of effort at leading and persistence as a leader. The construct of motivation to lead consists of three dimensions, i.e affective-identity, social-normative, and noncalculative. 221 respondents (120 of Generation X dan 101 of Generation Y) filled out Motivation To Lead Questionnaire. Independent sample t-test showed that there is significant difference in motivation to lead among Generation X and Generation Y employee, i.e t (219) = 7.110, p < 0.05. Generation X‟s motivation to lead is significantly higher than Generation Y and these result is consistent in each dimensions, i.e affective-identity dimension t (219) = 4.182, p < 0.05; social-normative dimension t (219) = 3.888, p < 0.05; and noncalculative dimension t (219) = 7.518, p < 0.05. The implications of this research are HR practitioners can recruit prospective employees who have the motivation to lead according to the needs of the organization and conduct human resources development programs for employees with leadership‟s potential."