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Abstrak :
Penelitian ini dilakukan untuk mengetahui pengaruh perceived organizational support terhadap task performance yang dimediasi individual readiness for change dan psychological capital. Penelitian ini merupakan penelitian kuantitatif dengan desain cross sectional. Sampel penelitian ini adalah karyawan yang bekerja di perusahaan telekomunikasi seluler di seluruh Indonesia yang didapatkan dengan menggunakan purposive sampling. Total sampel berjumlah 275 karyawan. Metode analisis yang digunakan yaitu structural equation modeling dengan menggunakan aplikasi LISREL. Hasil penelitian menunjukkan bahwa psychological capital memediasi pengaruh perceived organizational support terhadap individual readiness for change dan task performance. Akan tetapi, perceived organizational support dan individual readiness for change tidak memiliki pengaruh signifikan secara langsung terhadap task performance. ......This study aims to determine the effect of perceived organizational support in task performance mediated by individual readiness for change and psychological capital. This research is a quantitative study with a cross-sectional design. The samples of this study were employees who work in cellular telecommunication companies throughout Indonesia, obtained using purposive sampling. The total samples were 275 employees. The analytical method used is structural equation modeling using the LISREL application. The results showed that psychological capital mediated the effect of perceived organizational support on individual readiness for change and task performance. However, perceived organizational support and individual readiness for change do not have a direct significant effect on task performance.

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ABSTRAK
Tesis ini membahas hubungan antara praktik-praktik manajemen sumber daya manusia dengan kualitas pelayanan account representative dengan kepuasan kerja sebagai mediator di KPP di KANWIL DJP wajib pajak besar. Penelitian ini adalah penelitian kuantitatif dengan desain survey dengan menggunakan kuisioner penelitian. Hasil penelitian ini menunjukkan bahwa kepuasan kerja memediasi pengaruh praktik-praktik manajemen SDM terhadap kualitas pelayanan. Hasil Penelitian ini menyarankan manajemen KPP pada khususnya dan manajemen DJP pada umumnya dalam mengembangkan atau menjalankan praktik-praktik SDM perlu memperhatikan variabel evaluasi kinerja; dari segi kepuasan kerja manajemen DJP diharapkan dapat membuat suatu kebijakan yang memperhatikan jaminan kehidupan dimasa yang akan datang baik dari segi material maupun non material, misalnya dalam bentuk tunjangan kepindahan keluarga dan pendapatan di masa pensiun yang tidak jauh perbedaannya dengan pendapatan pada masa aktif bekerja; manajemen terutama kepala seksi yang membawahi para account representative harus dapat menciptakan mood yang positif yang mempengaruhi kualitas pelayanan.

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ABSTRACT
This thesis examines the influence of practices of human resources management on quality of service of account representatives with job satisfaction as a mediator at KPP in KANWIL DJP Wajib Pajak Besar. This research is a quantitative research design using a questionnaire survey approach. The Results of regresion analysis show that job satisfaction mediates the influence of human resources mangement practices on service quality. The results of this study also suggest KPP management in particular and DJP management in general need to consider variable performance evaluation in developing or running HRM practices; in terms of job satisfaction DJP management is expected to develop a life assurance policy in the future both in terms of material and non-material, for example in the form of relocation allowance and income after retirement is not much difference with revenues during active work; management especially section chief in charge of the account representative should be able to create positive mood which influences the quality of service.

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Target pemerintah untuk mempercepat penurunan angka kemiskinan hinggal 8% sampai 10 % pada akhir tahun 2014 didukung oleh Putera Sampoerna Foundation (PSF) yang bertransformasi dari yayasan filantrofik menjadi sebuah organisasi bisnis sosial sejak akhir tahun 2010. Dengan transformasi ini, PSF perlu mendorong kinerja karyawan dimana Employee Engagement adalah alat ukur yang sesuai dengan teori Gallup Path digunakan untuk mengukur keterikan emosional karyawan yang akan terealisasi menjadi peningkatan kinerja karyawan tersebut. Terdapat beberapa faktor yang mempengaruhi employee engagement seperti kepemimpinan, komunikasi di dalam organisasi, diri karyawan, kesempatan untuk berkembang, serta reputasi perusahaan itu sendiri. Terdapat dua faktor yang dijadikan penelitian yaitu pengaruh dari atasan yang diwakili dengan dimensi dimensi didalam authentic leadership serta pengaruh dari diri karyawan sendiri yang diwakili oleh dimensi dimensi di dalam emotional intelligence. Dari penelitian sebelumnya ditemukan adanya korelasi positif antara Authentic Leadership dan Emotional Intelligence terhadap Employee Engagement. Penelitian ini dilakukan terhadap 269 responden karyawan PSF. Hasil dari penelitian ini adalah ditemukannya korelasi positif dan signifikan antara dimensi self awareness, relational transparency, Internalized moral perspective dan balanced processing dari Authentic Leadership serta dimensi self management dari Emotional Intelligence secara bersama sama terhadap dimensi management support dalam employee engagement. Pengaruh tertinggi diberikan oleh dimensi internalized moral perspective dari Authentic Leadership.

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The government has put a target to accelerate poverty reduction by 8% to 10% by the end of 2014 and this is supported by Putera Sampoerna Foundation (PSF) which has transformed from the philantrophic foundation to a social business since end of 2010. With this transformation, PSF needs to increase the employee performance where an Employee Engagement is the measuring tool used that based on Gallup Path is used to measure the emotional bonding of the employee which will influence them to enhance their performance. There are two factors that influence employee engagement such as leadership, communication in an organization, the employee, opportunity to grow and company's reputation. There are two factors that are considered in this research and they are the leadership represented by the dimensions in authentic leadership and employee?s quality represented by the dimensions in emotional intelligence. As a reference, there's a positive correlation measured in previous research between authentic leadership and emotional intelligence towards employee engagement. This study was conducted to 269 respondents from PSF. The results of this study is the discovery of a positive, together and significant correlation between the dimensions in authentic leadership (self awareness, relational transparency, Internalized moral perspective, balanced processing) together with dimension self management from emotional intelligence towards dimension management support from employee engagement. The most dominant influence came from internalized moral perspective from authentic leadership.

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Penelitian ini bertujuan untuk menguji pengaruh dari dimensi employer branding terhadap intention to quit karyawan generasi Y dengan moderasi dari selfesteem. Penelitian ini menggunakan kuesioner employer branding milik Alniacik&Alniacik (2012), self-esteem milik Rosenberg (1965), dan intention to quit milik Hussain, Yunus, Ishak dan Daud (2013). Responden berasal dari karyawan full-time yang bekerja pada industri Jasa Keuangan dan Asuransi dan Informasi dan Komunikasi, data dianalisis lebih lanjut menggunakan moderated regression analysis (MRA). Hasil dari penelitian ini adalah employer brandingberpengaruh secara signifikan terhadap intention to quit dan interaksi antara employer branding dengan self-esteem memperkuat hubungan tersebut. Nilai sosial dan pasar dari employer branding merupakan dimensi yang signifikan mempengaruhi intention to quit, dan interaksi keduanya turut memperkuat dan memperlemah hubungan antara employer branding terhadap intention to quit generasi Y tersebut. ...... This study aims to examine the impact of the dimensions of employer branding to employee intention to quit for the Y generation with the moderation of self-esteem. This study uses employer branding belonging to Alniacik & Alniacik (2012), selfesteem, belonging to Rosenberg (1965), and intention to quit belongs to Hussain, Jonah, Isaac and David (2013). Measuring instruments used in this study was a questionnaire distributed to respondents from full-time employees who work in the Insurance and Financial Services and Information and Communication industries, the data were analyzed further using moderated regression analysis (MRA). The results of this study are employer branding proved significantly impact the intention to quit and the interaction between employer branding with self-esteem strengthen the relationship. sosial and market value of employer branding are the dimensions that significantly affect the intention to quit, and interactions between them both help strengthen and also weaken the relationship between employer branding to the intention to quit the Y generation.

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Penelitian ini bertujuan untuk menganalisis pengaruh dari authentic leadership dan corporate culture terhadap employee engagement di PT. BRL. Penelitian ini melakukan studi pengaruh dimensi authentic leadership sesuai dengan Authentic Leadership Inventory yang terdiri dari 4 dimensi, yaitu: self awareness, relational transparency, internalized moral perspective, dan balance processing serta dimensi corporate culture sesuai dengan Denison Organizational Culture Model yang terdiri dari 4 dimensi, yaitu: adaptability, mission, consistency, dan involvement terhadap dimensi Saks Employee Engagement yang terdiri dari 2 dimensi yaitu: job engagement dan organization engagement. Periode observasi yang digunakan pada penelitian ini mulai September 2013 hingga Mei 2014. Pengumpulan data menggunakan kuesioner yang diberikan kepada Karyawan PT. BRL. Hasil dari penelitian ini menunjukkan bahwa semua dimensi authentic leadership dan corporate culture (self awareness, relational transparency, internalized moral perspective, balanced processing, involvement, consistency, adaptability, mission) secara bersama-sama memiliki pengaruh signifikan positif terhadap dimensi job engagement dan organization engagement. ...... This study aims to analyze the influence of authentic leadership and corporate culture on employee engagement in PT. BRL. This research is to study the influence of the dimensions of authentic leadership, in accordance with the Authentic Leadership Inventory consisting of four dimensions, namely: selfawareness, relational transparency, internalized moral perspective, and balance processing as well as the dimensions of corporate culture according to The Denison Organizational Culture Models consisting of four dimensions, namely: adaptability, mission, consistency, and involvement on the dimensions of employee engagement by Saks consisting of two dimensions: job engagement and organization engagement. Observation period used in this study are from September 2013 to May 2014. The data was collected using questionnaires given to employees of PT. BRL. The results of this study indicate that all dimensions of authentic leadership and corporate culture (self-awareness, relational transparency, internalized moral perspective, balanced processing, involvement, consistency, adaptability, mission) have a significant positive influence on the dimensions of job engagement and organization engagement.

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[ABSTRAK
Tesis ini membahas tentang reaksi karyawan terhadap adanya perubahan sistem kerja organisasi akibat penerapan ISO 9001:2008 pada Kantor Hukum X sesuai dengan konteks dan kondisi yang terjadi pada organisasi. Penelitian ini menggunakan metode penelitian kualitatif dengan pendekatan studi kasus, yang melibatkan 10 (sepuluh) informan karyawan dari Kantor Hukum X. Penelitian ini menemukan bahwa alasan utama bagi sebagian karyawan yang melakukan resistensi terhadap perubahan organisasi adalah tingginya beban pekerjaan yang mereka rasakan. Selain itu kurangnya sosialisasi terkait dengan perubahan yang terjadi juga berperan dalam keengganan karyawan untuk berpartisipasi dalam perubahan. Untuk itu diperlukan dukungan, tanggung jawab, dan komitmen dari organisasi dalam menginisiasikan perubahan, terutama komunikasi yang jelas kepada seluruh karyawan.

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ABSTRACT
This thesis discusses on employee reaction toward change on organizational working system as an effect of implementing ISO 9001:2008 in Law Firm X based on its current context and condition. This research employs qualitative research method using a case study approach, which involves 10 (ten) employees of Law firm X as informants. This research shows that the main reason for most of the employees who resist the organizational change is due to the high work load against them. Further, lack of socialization on relevant change has also affected the employees? reluctance to participate on change. Therefore, support, responsibilities, and commitment from the organization are required when initiating change, especially clear communication towards all employees.;This thesis discusses on employee reaction toward change on organizational working system as an effect of implementing ISO 9001:2008 in Law Firm X based on its current context and condition. This research employs qualitative research method using a case study approach, which involves 10 (ten) employees of Law firm X as informants. This research shows that the main reason for most of the employees who resist the organizational change is due to the high work load against them. Further, lack of socialization on relevant change has also affected the employees’ reluctance to participate on change. Therefore, support, responsibilities, and commitment from the organization are required when initiating change, especially clear communication towards all employees., This thesis discusses on employee reaction toward change on organizational working system as an effect of implementing ISO 9001:2008 in Law Firm X based on its current context and condition. This research employs qualitative research method using a case study approach, which involves 10 (ten) employees of Law firm X as informants. This research shows that the main reason for most of the employees who resist the organizational change is due to the high work load against them. Further, lack of socialization on relevant change has also affected the employees’ reluctance to participate on change. Therefore, support, responsibilities, and commitment from the organization are required when initiating change, especially clear communication towards all employees.]

Abstrak :
Penelitian ini dilakukan untuk mendapatkan gambaran persepsi hubungan antara atasan dan bawahan dalam leader-member exchange, serta persepsi karyawan terhadap dukungan organisasi atau perceived organizational support, yang merupakan faktor yang mempengaruhi turnover intentions karyawan. Peneliti menggunakan organizational commitment sebagai mediator variabel untuk melihat pengaruh langsung dan tidak langsung dari kedua independen variabel tersebut. Partisipan penelitian berjumlah 176 orang karyawan yang terdiri atas dua kelompok responden, yaitu Responden A sebagai atasan dan Responden B sebagai pelaksana/bawahan yang akan dibandingkan hasilnya. Hasil penelitian ini menunjukkan hasil yang signifikan pada kedua responden penelitian terkait dengan pengaruh perceived organizational support terhadap turnover intentions, baik secara langsung maupun tidak langsung melalui organizational commitment sebagai mediator. Namun, menunjukkan hasil yang berbeda pada pengaruh leader-member exchange terhadap turnover intentions, baik secara langsung maupun melalui organizational commitment sebagai moderator. Pada Responden A, leader-member exchange tidak memiliki pengaruh yang signifikan terhadap turnover intentions, baik secara langsung maupun melalui organizational commitment sebagai moderator. Sedangkan, hasil pada Responden B menunjukkan hasil yang sebaliknya, yaitu terdapat pengaruh yang signifikan leader-member exchange terhadap turnover intentions, baik secara langsung maupun melalui organizational commitment sebagai moderator. ......This research was conducted to get a whole picture of the perception toward superiors subordinates'relationship in leader member exchange, as well as employee's perceptions of organizational support in perceived organizational support, which may affect employee turnover intentions. Researcher use organizational commitment as a moderator variable to see the direct and indirect influences from those two independent variables. Survey data were collected from 176 employees, which consists of two groups of respondents, namely Respondent A as superior and Respondent B as the executor subordinate, which will be compared the result with one another. The result of this study shows significant in both respondents related to the influence of perceived organizational support toward turnover intentions, either directly or indirectly through organizational commitment as a mediator variable. However, it shows different on the influences of leader member exchange toward turnover intentions, either directly or indirectly through organizational commitment as a moderator variable. Respondent A show that leader member exchange has no significant effect on the employee's turnover intentions, either directly or through organizational commitment as a moderator. Meanwhile, the results of Respondent B show the opposite, that there is a significant influence of leader member exchange on employee's turnover intention, either directly or through organizational commitment as moderator.

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ABSTRAK
Tesis ini membahas peran knowledge sharing dan readiness for change dalam memoderasi pengaruh psychological capital dan role overload terhadap readiness for change pada karyawan di perusahaan negara PT Agrifood Orysree. Penelitian ini menggunakan pendekatan kuantitatif dengan metode survei yang dilakukan secara online. Responden yang terlibat dalam penelitian ini ditentukan dengan metode purposive sampling, yaitu seluruh karyawan yang menjabat dan menyadari perusahaan harus berubah. Responden yang terlibat sebanyak 167 orang dari lintas generasi X, generasi Y, dan Baby Boomers. Alat ukur yang digunakan dalam penelitian ini Role Overload Scale untuk mengukur role overload, Readiness for Change Survey untuk mengukur readiness for change, Knowledge Sharing Questionnare untuk mengukur knowledge sharing, serta Psychological capital Scale untuk mengukur psychological capital. Berdasarkan analisis data dapat disimpulkan bahwa knowledge sharing dan readiness for change memoderasi secara parsial psychological capital dan role overload terhadap readiness for change dan readiness for change. Readiness for change dan readiness for change juga memiliki pengaruh positif dalam meningkatkan knowledge sharing

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ABSTRACT
This study examines the antecedents of readiness for change in organization especially logistics food company PT Agrifood Orysree. The conceptual model of the study proposes the effect of psychological capital, role overload and knowledge sharing to readiness for change in organization

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Kepemimpinan paternalistik merupakan konsep kepemimpinan yang berasal dari negara yang menganut sistem kolektivis dipandang mempunyai kecocokan untuk diimplementasikan pada budaya Indonesia yang mengutamakan budaya kekeluargaan dan kebapakan. Tujuan penelitian ini adalah untuk menganalisis pengaruh kepemimpinan paternalistik terhadap kinerja Aparatur Sipil Negara (ASN) di lingkungan Direktorat Jenderal Penyelenggaraan Pos dan Informatika (Ditjen PPI) pada Kementerian Komunikasi dan Informatika (Kemkominfo) dan peran mediasi kepercayaan (affective-based trust dan cognitive-based trust). Responden pada penelitian ini adalah seluruh ASN di Ditjen PPI baik jabatan struktural maupun fungsional. Proses analisis data pada penelitian ini menggunakan metode SEM-PLS untuk melihat hubungan antar variabel untuk melihat hubungan pada variabel-variabel penelitian, dengan menggunakan aplikasi SmartPLS. Hasil penelitian ini menemukan bahwa dimensi variabel kepercayaan mempunyai memediasi hubungan antara variabel kepemimpinan paternalistik dan kinerja.

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Paternalistic leadership is a concept of leadership originating from a country that adheres to a collectivist system deemed to have a suitability to be implemented in Indonesian culture that prioritizes a culture of kinship and fatherhood. The purpose of this study was to analyze the influence of paternalistic leadership on the in-role performance of the State Civil Apparatus (ASN) in the Directorate General of Post and Information Technology (Ditjen PPI) at the Ministry of Communication and Information Technology (Kemkominfo) and the role mediation of trust (affective based and cognitive based). Respondens of this research is all ASN in DG PPI both structural and functional positions. The process of data analysis is to use the SEM-PLS method to see the relationship between variables to see the relationship to the research variables, using the SmartPLS application. The results revealed that the dimensions of trust variable had a positive mediating effect on performance and performance.

Abstrak :
Penelitian ini bertujuan untuk menguji pengaruh kepemimpinan autentik terhadap kinerja karyawan serta menguji peran mediasi work engagement dan komitmen afektif dalam hubungan tersebut. Penelitian ini menggunakan metode survei dengan mengumpulkan data dari 358 responden karyawan di PT Bank Pembangunan Daerah Papua melalui kuesioner yang telah disesuaikan dan dianalisis menggunakan SEM (Structural Equation Modelling). Hasil penelitian menunjukkan bahwa kepemimpinan autentik tidak berpengaruh signifikan terhadap kinerja karyawan, tetapi work engagement dan komitmen afektif ditemukan memediasi pengaruh kepemimpinan autentik terhadap kinerja karyawan. Peran mediasi ini menjadi sangat penting karena tanpa adanya mediasi work engagement dan komitmen afektif, kepemimpinan autentik tidak akan meningkatkan kinerja karyawan. Berdasarkan hasil pengaruh total, work engagement mentransmisikan pengaruh kepemimpinan autentik terhadap kinerja karyawan lebih besar dibandingkan dengan komitmen afektif. ...... This study aimed to examine the effect of authentic leadership on employee performance and to examine the mediating role of work engagement and affective commitment in this relationship. This study used a survey method by collecting data from 358 employee respondents at PT Bank Pembangunan Daerah Papua through customized questionnaires and analyzed using SEM (Structural Equation Modeling). The results showed that authentic leadership had no significant effect on employee performance, but work engagement and affective commitment were found to mediate the effect of authentic leadership on employee performance. This mediation role is very important because without the mediation of work engagement and affective commitment, authentic leadership will not improve employee performance. Based on the total effect, work engagement transmitted the effect of authentic leadership on employee performance to a greater extent than affective commitment.