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Abstrak :
Penelitian tesis ini dilakukan di Kantor PT.ASRA, sebuah perusahaan penyedia jasa keuangan di bidang Asuransi Umum. Tujuan penelitian ini adalah menentukan apakah kepemimpinan, psychological capital dan komitmen organisasi memengaruhi kinerja dan rancangan intervensi yang dapat dilakukan terhadap kepemimpinan, psychological capital, komitmen organisasi serta rancangan intervensi manajemen pengetahuan untuk meningkatkan kinerja karyawan di unit penjualan dan unit klaim di PT.ASRA. Kepemimpinan diukur dengan LMX7, komitmen organisasi diukur dengan Organizational Commitment Questionnaire (OCQ), dan psychological capital diukur dengan PsyCap Questionnaire (PCQ). Analisa regresi linier berganda menunjukkan bahwa terdapat pengaruh signifikan kepemimpinan, psychological capital, komitmen organisasi afektif, komitmen organisasi continuance, dan komitmen organisasi normatif terhadap kinerja (p<0,05) dengan Nilai R2 sebesar 0,869 yang menunjukan bahwa variasi kepemimpinan leader-member exchange, psychological capital, komitmen organisasi afektif, komitmen organisasi continuance, dan komitmen organisasi normatif mampu menjelaskan sebesar 86,9% variasi kinerja, sedangkan sisanya sebesar 13,1% dipengaruhi atau dijelaskan oleh variabel lain yang tidak dimasukan ke dalam model penelitian ini. Secara parsial variabel psychological capital, komitmen organisasi afektif, komitmen organisasi continuance, dan kepemimpinan leader-member exchange yang berpengaruh secara signifikan terhadap kinerja. Rancangan intervensi dibagi menjadi dua tahap, yaitu 1) intervensi terhadap kepemimpinan leader-member exchange melalui pelatihan kepemimpinan leader-member exchange (kelas dan on-the-job) dan coaching dan mentoring; 2) intervensi manajemen pengetahuan dalam berbagi pengetahuan tacit dan eskplisit berbasis SECI melalui Community of Practice. ...... This research was held at PT.ASRA, a general insurance company. Purposes of this research are to determine whether leadership, psychological capital and organizational commitment has impact to job performance, to determine design intervention toward leadership, psychological capital, and organizational commitment also to determine design intervention of knowledge management to increase job performance in sales and claim unit at PT.ASRA. Leadership measurement is using LMX7, organizational commitment measurement is using Organizational Commitment Questionnaire (OCQ), and psychological capital measurement is using PsyCap Questionnaire (PCQ). Multiple regression result shows that there is a significant impact of leadership, psychological capital, organizational commitment affective, continuance, and normative through performance (p<0,05) with R2 = 0,869 or show that leadership leader-member exchange, psychological capital, organizational commitment affective, continuance, and normative variations able to explain 86,9% performance, and 13,1% influenced or explained by another variable that not included in this research. Partialy, psychological capital, organizational commitment affective, continuance, and leadership leader-member exchange had significant impact through performance. Design intervention is devided into two phases, 1) design intervention towards leadership leader-member exchange through leadership leader-member exchange training (class and on-the-job) coaching and mentoring; 2) design intervention knowledge management on sharing tacit and explicit knowledge based on SECI through Community of Practice (CoP).

Abstrak :
Tesis ini akan berupaya mengindentifikasi hal yang perlu dilakukan oleh lembaga x untuk menyediakan iklim belajar bagi para anggotanya sehingga mampu mencapai tujuannya. Saat ini lembaga sedang memiliki permasalahan yaitu tidak tercapainya target publikasi nasional terakreditasi. Untuk menjawab permasalahan ini akan menggunakan pendekatan Learning Organization yaitu personal mastery, mental models, shared vision, team learning, dan system thinking. Pertanyaan penelitian ini adalah dari kelima dimensi learning organization yang paling rendah sehingga menyebabkan tidak tercapainya publikasi nasional terkreditasi dan kemudian bagaimana rancangan intervensi yang tepat untuk meningkatkan publikasi nasional terakreditasi di lembaga x. Penelitian ini menggunakan metode penelitian kuantitatif. Pengumpulan data primer dikumpulkan melalui tes inventori learning organization. Tes inventori ini disusun berdasarkan dimensi learning organization (personal mastery, mental models, shared vision, team learning, dan system thinking) untuk menggambarkan dimensi yang paling rendah sebagai penyebab publikasi nasional terakreditasi. Hasil penelitian menyatakan bahwa dimensi yang rendah dalam learning organization adalah dimensi shared vision dan intervensi yang dilakukan untuk meningkatkan dimensi tersebut sehingga dapat meningkatkan publikasi nasional terakreditasi adalah Open Space Meeting, Team Building, Goal Setting dan Coaching dan Mentoring. ...... This thesis is trying to identify all improvements that need to be taken by institution x to provide learning environment for its member, so they can achieve their goal. This institution have problem about the unattainable target of accredited national publication. This thesis will discuss the low level of accredited national publication problem. We will use learning organization approach, which are personal mastery, mental models, shared vision, team learning and system thinking. The question of this research will focus on the lowest level of the fifth dimension of learning organization that triggered unattainable level of accredited national publication and then we could plan the suitable intervention to increased accredited national publication for institution x. This research using quantitative research. Premier data was collected by learning organization inventory test. This inventory test based on learning organization dimension (personal mastery, mental models, shared vision, team learning and system thinking) to visualize the lowest dimension that caused low accredited national publication. Output of this research shows that the lowest dimension in the learning organization is shared vision dimension and the intervention to increase accredited national publication would be open space meetings, team building, goal setting and coaching and mentoring.

Abstrak :
Tujuan dari penelitian ini adalah untuk mengembangkan intervensi untuk meningkatkan kolaborasi dan kompetensi pada karyawan di strategic job family PT XYZ. Hal ini dilakukan sebagai antisipasi perubahan strategi XYZ dalam meningkatkan daya saing dalam kompetisi global. Penelitian ini menggunakan metode kuantitatif dengan mengukur organizational identification pada karyawan di divisi yang akan digabung (merge) yang berdasarkan survey engagement memiliki nilai kolaborasi antar divisi rendah. Secara spesifik, kolaborasi sebagai suatu variable juga terdiri dari beberapa dimensi yang berproses di dalamnya. Ada lima dimensi yang diukur yaitu governance, administration, organizational autonomy, mutuality dan norms. Hasil penelitian menunjukkan bahwa tidak ada hubungan yang signifikan antara organizational identification dan kolaborasi. Selain itu, berdasarkan perhitungan deskriptif didapatkan perbedaan nilai dari dimensi-dimensi yang membentuk kolaborasi. Dimensi yang dianggap rendah yang menjadi dasar rancangan program intervensi ini, yang mengkombinasikan antara intervensi proses kelompok serta beberapa inisiatif knowledge management. ......The purpose of this research is to develop interventions to improve employee collaboration and competence in strategic job family at XYZ. This is done in anticipation of strategy changes in the XYZ to increase competitiveness in the global competition. This study used quantitative methods to measure organizational identification on employee in that division will be merged (merge) and also based on a survey of engagement has a low value of collaboration among divisions. Specifically, the collaboration as a variable also consists of several dimensions process in it. There are five dimensions were measured, namely governance, administration, organizational autonomy, mutuality and norms. The results showed that there was no significant relationship between organizational identification and collaboration. In addition, based on the calculation, it showed differences value of the dimensions that make up the collaboration. Lower perceived dimensions on which to base the design of the intervention program, which combines the intervention group process and knowledge management initiatives.

Abstrak :
[Dalam era knowledge-intensive economy, knowledge dipandang sebagai sumber dari competitive advantage 4W Asuransi Astra untuk mengembangkan layananlayanan agar unggul dari kompetitornya. Faktor kunci pengelolaan knowledge adalah knowledge sharing. 4W Asuransi Astra mengadopsi knowledge sharing strategy person to person; perilaku yang diharapkan muncul disebut knowledge personalization. Penelitian ini menggunakan metode gabungan kuantitatif dan kualitatif, dimana respodennya adalah analis 4W Asuransi Astra. Dilakukan pengumpulan data melalui kuesioner dan wawancara yang disusun berdasarkan theory of planned behavior dari Ajzen (1991). Ditemukan faktor-faktor yang mempengaruhi munculnya perilaku knowledge personalization pada analis, yaitu attitude, subjective norms, dan perceived behavioral control, selain itu ditemukan juga faktor lain yaitu trust. Berdasarkan hasil tersebut dirancang intervensi technostructural yaitu perubahan work design berdasarkan konsep hypertext organization, intervensi human process dengan cara komunikasi top down kepada middle management, dan intervensi human resource management berupa trust building pada analis 4W Asuransi Astra.;In the knowledge-intensive economy era, knowledge is seen as a source of competitive advantage for 4W Asuransi Astra to develop its services to be superior to its competitor. The key factor of knowledge management is knowledge sharing. 4W Asuransi Astra adopted knowledge sharing strategy person to person for its employees, the expected behavior to appear is called knowledge personalization. This research combines the quantitative and qualitative method; analysts of 4W Asuransi Astra are the respondents of this research. Data were collected through questionnaire and interviews based on Theory of Planned Behavior (Ajzen, 1991). The research found that the factors influencing knowledge personalization behavior on analysts are attitude, subjective norms, and perceived behavioral control, other factor that was also found was trust. Based on these findings, technostructural (work design based on hypertext organization), human process (top down communication to middle management), and human resource management (trust building among analyst) intervention were designed., In the knowledge-intensive economy era, knowledge is seen as a source of competitive advantage for 4W Asuransi Astra to develop its services to be superior to its competitor. The key factor of knowledge management is knowledge sharing. 4W Asuransi Astra adopted knowledge sharing strategy person to person for its employees, the expected behavior to appear is called knowledge personalization. This research combines the quantitative and qualitative method; analysts of 4W Asuransi Astra are the respondents of this research. Data were collected through questionnaire and interviews based on Theory of Planned Behavior (Ajzen, 1991). The research found that the factors influencing knowledge personalization behavior on analysts are attitude, subjective norms, and perceived behavioral control, other factor that was also found was trust. Based on these findings, technostructural (work design based on hypertext organization), human process (top down communication to middle management), and human resource management (trust building among analyst) intervention were designed.]

Abstrak :
Organisasi pembelajar yang menempatkan unsur transfer pengetahuan sebagai pusat aktivitas merupakan kebutuhan utama bagi perusahaan yang padat teknologi dengan usia pegawai beragam dari tiga generasi yaitu Baby Boomer, Generasi X, dan Generasi Y. Organizational Citizenship Behavior (OCB) dalam beberapa penelitian telah terbukti sebagai pendorong optimalnya transfer pengetahuan di organisasi. Untuk itu penelitian ini menguji faktor-faktor yang diduga berpengaruh terhadap peningkatan OCB, yaitu psychological capital, organizational justice, dan organizational trust. Hasil penelitian terhadap 206 karyawan yang bekerja di PT Pembangkit Listrik ABC menunjukkan bahwa psychological capital dan organizational justice memiliki pengaruh signifikan terhadap OCB, sedangkan organizational trust memiliki pengaruh terhadap OCB di PT Pembangkit Listrik ABC meskipun tidak signifikan. Peneliti mengajukan rancangan intervensi agar PT Pembangkit Listrik ABC menggunakan strategi personalisasi melalui jalur implementasi yang menempatkan manusia sebagai pusat aktivitas KM dengan menerapkan program pasar pengetahuan yang mendorong optimalnya psychological capital pegawai dan memperbesar peluang meningkatnya organizational justice karena menyediakan mekanisme yang adil dalam transfer pengetahuan.

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The learning organization that placing knowledge transfer as the center of activities is special need for technology-intensive company with three ages generation employees that are baby boomer, X generation, and Y generation. Organizational Citizenship Behavior (OCB) in the various researches was proofed as the booster for optimizing transfer knowledge in organization. This research aimed to proof the factors that have effect to improvement OCB, that are psychological capital, organizational justice, and organizational trust. The result from 206 responden from PT Pembangkit Listrik ABC proofed psychological capital and organizational justice have significantly effect to OCB, whereas organizational trust has effect to OCB in PT Pembangkit Listrik ABC but has not significantly. Researcher propose project intervention for PT Pembangkit Listrik ABC using personalisation strategy through implementation path that placing human capital as center of KM activities following knowledge market program for optimizing employee?s psychological capital pegawai and gaining opportunity for improve organizational justice because it provides fair mechanism in knowledge transfer.