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Abstrak :
Tujuan dari penelitian ini adalah untuk menganalisa pengaruh organization citizenship behavior terhadap efektivitas organisasi yang dipengaruhi oleh praktik manajemen sumber daya manusia dan dimediasi oleh komitmen organisasi di PT XYZ. Penelitian dilakukan melalui pendekatan kuantitatif dengan melakukan survei kuesioner. Kuesioner disebarkan kepada 112 orang responden yang merupakan karyawan tetap dari PT. XYZ dan 104 (92%) kuesioner kembali dan menjadi sampel penelitian. Data yang diperoleh kemudian diolah menggunakan SEM-PLS yaitu dengan program Smart-PLS 3. Hasil dari studi ini menunjukan bahwa organization citizenship behavior memiliki hubungan positif dengan efektivitas organisasi dimana organization citizenship behavior dipengaruhi oleh manajemen SDM yang dimediasi oleh komitmen organisasi. Manajemen SDM memiliki pengaruh terhadap organization citizenship behavior dengan adanya mediasi komitmen organisasi maupun tidak. Hasil dari penelitian ini penting bagi PT. XYZ, sebagai masukan dalam upaya mengembangkan strategi dan kebijakan SDM di masa depan dan juga untuk perusahaan baru yang akan berjalan pada 2019. ......The purpose of this study is to analyze the influence of organization citizenship behavior on organizational effectiveness that is influenced by human resource management practices and mediated by organizational commitment at PT XYZ. This research was conducted through a quantitative approach by conducting a questionnaire survey. The questionnaire was distributed to 112 respondents who were permanent employees of PT. XYZ and 104 (92%) questionnaires returned and became the study sample. Data obtained were then processed using SEM-PLS, with Smart-PLS 3 program. The results of this study indicated that the organization citizenship behavior had a positive relationship with organizational effectiveness where organizational citizenship behavior was influenced by HR management mediated by organizational commitment. HR management had an influence on the organization citizenship behavior with the mediation of organizational commitment or not. The results of this study are important for PT. XYZ, as an input in the effort to develop HR strategies and policies in the future and also for new companies that will run in 2019.

Abstrak :
[ABSTRAK
> Persaingan antara organisasi menciptakan sebuah kebutuhan untuk setiap organisasi memaksimalkan kinerjanya. Sumber daya manusia sebagai penggerak dalam organisasi menjadi kunci sukses yang penting untuk memperoleh keungulan kompetitive yang berkelanjutan. Sebagai perusahaan konsultan IT, sumber daya manusia adalah asset utama untuk PT AXY. Untuk memperoleh keungulan daya saing, sangat penting buat PT AXY untuk menarik dan mempertahankan pegawai yang berbakat dalam organisasi. Kepuasan terhadap pekerjaan dan intensi untuk keluar yang dimiliki oleh karyawan menjadi tolak ukur yang penting untuk bidang industry tersebut. Kebijakan dan program dari departemen sumber daya manusia seperti Flexible Working Arrangement (FWA) dapat menjadi solusi untuk meningkatkan persepsi karyawan terhadap work-tofamily enrichment yang pada akhirnya akan meningkatkan kepuasan terhadap pekerjaan dan mengurangi intensi untuk keluar dari organisasi. Tujuan dari thesis ini adalah untuk menganalisa hubungan antara program FWA dengan kepuasan terhadap pekerjaan dan intensi untuk keluar melalui persepsi work-to-family enrichment. Hasil dari studi ini menemukan bawha keberadaan dari program FWA di PT AXY memiliki hubungan positif dengan persepsi karyawan terhadap work-to-family enrichment dan kepuasan terhadap pekerjaan. Akan tetapi, program FWA tidak memiliki hubungan yang signifikan untuk mengurangi intensi karyawan keluar dari organisasi. Hasil dari studi ini penting untuk PT AXY dalam mengembangkan strategi dan kebijakan sumber daya manusia di masa depan;

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ABSTRACT
Competition between organizations creates a need for each organization to maximize its performance. Human resource as the driver in the organization becomes important key success for sustainable competitive advantage. As IT consulting company, human resource is the main asset for PT AXY. In order to gain competitive advantages, it is important for PT AXY to attract and also retain good talents in the organization. Employees? job satisfaction and turnover intention become crucial parameters for this kind of industry. Human resource policy and program such as Flexible Working Arrangement (FWA) may become the solution to increase employees? perception of work-to-family enrichment where at the end will increase job satisfaction and decrease turnover intention. The aim of this paper is to analyze the relation between FWA program with the job satisfaction and turnover intention through perception of work-to-family enrichment. The result of study found that the availability of FWA program in PT AXY has a positive relation with the employees? perception of work-to-family enrichment and job satisfaction. However, FWA program doesn?t have significant relation to reduce employee?s turnover intention in PT AXY. The outcomes of this study are useful for PT AXY to develop future human resource strategy and policies.;Competition between organizations creates a need for each organization to maximize its performance. Human resource as the driver in the organization becomes important key success for sustainable competitive advantage. As IT consulting company, human resource is the main asset for PT AXY. In order to gain competitive advantages, it is important for PT AXY to attract and also retain good talents in the organization. Employees? job satisfaction and turnover intention become crucial parameters for this kind of industry. Human resource policy and program such as Flexible Working Arrangement (FWA) may become the solution to increase employees? perception of work-to-family enrichment where at the end will increase job satisfaction and decrease turnover intention. The aim of this paper is to analyze the relation between FWA program with the job satisfaction and turnover intention through perception of work-to-family enrichment. The result of study found that the availability of FWA program in PT AXY has a positive relation with the employees? perception of work-to-family enrichment and job satisfaction. However, FWA program doesn?t have significant relation to reduce employee?s turnover intention in PT AXY. The outcomes of this study are useful for PT AXY to develop future human resource strategy and policies.;Competition between organizations creates a need for each organization to maximize its performance. Human resource as the driver in the organization becomes important key success for sustainable competitive advantage. As IT consulting company, human resource is the main asset for PT AXY. In order to gain competitive advantages, it is important for PT AXY to attract and also retain good talents in the organization. Employees? job satisfaction and turnover intention become crucial parameters for this kind of industry. Human resource policy and program such as Flexible Working Arrangement (FWA) may become the solution to increase employees? perception of work-to-family enrichment where at the end will increase job satisfaction and decrease turnover intention. The aim of this paper is to analyze the relation between FWA program with the job satisfaction and turnover intention through perception of work-to-family enrichment. The result of study found that the availability of FWA program in PT AXY has a positive relation with the employees? perception of work-to-family enrichment and job satisfaction. However, FWA program doesn?t have significant relation to reduce employee?s turnover intention in PT AXY. The outcomes of this study are useful for PT AXY to develop future human resource strategy and policies.;Competition between organizations creates a need for each organization to maximize its performance. Human resource as the driver in the organization becomes important key success for sustainable competitive advantage. As IT consulting company, human resource is the main asset for PT AXY. In order to gain competitive advantages, it is important for PT AXY to attract and also retain good talents in the organization. Employees? job satisfaction and turnover intention become crucial parameters for this kind of industry. Human resource policy and program such as Flexible Working Arrangement (FWA) may become the solution to increase employees? perception of work-to-family enrichment where at the end will increase job satisfaction and decrease turnover intention. The aim of this paper is to analyze the relation between FWA program with the job satisfaction and turnover intention through perception of work-to-family enrichment. The result of study found that the availability of FWA program in PT AXY has a positive relation with the employees? perception of work-to-family enrichment and job satisfaction. However, FWA program doesn?t have significant relation to reduce employee?s turnover intention in PT AXY. The outcomes of this study are useful for PT AXY to develop future human resource strategy and policies.;Competition between organizations creates a need for each organization to maximize its performance. Human resource as the driver in the organization becomes important key success for sustainable competitive advantage. As IT consulting company, human resource is the main asset for PT AXY. In order to gain competitive advantages, it is important for PT AXY to attract and also retain good talents in the organization. Employees? job satisfaction and turnover intention become crucial parameters for this kind of industry. Human resource policy and program such as Flexible Working Arrangement (FWA) may become the solution to increase employees? perception of work-to-family enrichment where at the end will increase job satisfaction and decrease turnover intention. The aim of this paper is to analyze the relation between FWA program with the job satisfaction and turnover intention through perception of work-to-family enrichment. The result of study found that the availability of FWA program in PT AXY has a positive relation with the employees? perception of work-to-family enrichment and job satisfaction. However, FWA program doesn?t have significant relation to reduce employee?s turnover intention in PT AXY. The outcomes of this study are useful for PT AXY to develop future human resource strategy and policies.;Competition between organizations creates a need for each organization to maximize its performance. Human resource as the driver in the organization becomes important key success for sustainable competitive advantage. As IT consulting company, human resource is the main asset for PT AXY. In order to gain competitive advantages, it is important for PT AXY to attract and also retain good talents in the organization. Employees? job satisfaction and turnover intention become crucial parameters for this kind of industry. Human resource policy and program such as Flexible Working Arrangement (FWA) may become the solution to increase employees? perception of work-to-family enrichment where at the end will increase job satisfaction and decrease turnover intention. The aim of this paper is to analyze the relation between FWA program with the job satisfaction and turnover intention through perception of work-to-family enrichment. The result of study found that the availability of FWA program in PT AXY has a positive relation with the employees? perception of work-to-family enrichment and job satisfaction. However, FWA program doesn?t have significant relation to reduce employee?s turnover intention in PT AXY. The outcomes of this study are useful for PT AXY to develop future human resource strategy and policies.;Competition between organizations creates a need for each organization to maximize its performance. Human resource as the driver in the organization becomes important key success for sustainable competitive advantage. As IT consulting company, human resource is the main asset for PT AXY. In order to gain competitive advantages, it is important for PT AXY to attract and also retain good talents in the organization. Employees? job satisfaction and turnover intention become crucial parameters for this kind of industry. Human resource policy and program such as Flexible Working Arrangement (FWA) may become the solution to increase employees? perception of work-to-family enrichment where at the end will increase job satisfaction and decrease turnover intention. The aim of this paper is to analyze the relation between FWA program with the job satisfaction and turnover intention through perception of work-to-family enrichment. The result of study found that the availability of FWA program in PT AXY has a positive relation with the employees? perception of work-to-family enrichment and job satisfaction. However, FWA program doesn?t have significant relation to reduce employee?s turnover intention in PT AXY. The outcomes of this study are useful for PT AXY to develop future human resource strategy and policies.;Competition between organizations creates a need for each organization to maximize its performance. Human resource as the driver in the organization becomes important key success for sustainable competitive advantage. As IT consulting company, human resource is the main asset for PT AXY. In order to gain competitive advantages, it is important for PT AXY to attract and also retain good talents in the organization. Employees? job satisfaction and turnover intention become crucial parameters for this kind of industry. Human resource policy and program such as Flexible Working Arrangement (FWA) may become the solution to increase employees? perception of work-to-family enrichment where at the end will increase job satisfaction and decrease turnover intention. The aim of this paper is to analyze the relation between FWA program with the job satisfaction and turnover intention through perception of work-to-family enrichment. The result of study found that the availability of FWA program in PT AXY has a positive relation with the employees? perception of work-to-family enrichment and job satisfaction. However, FWA program doesn?t have significant relation to reduce employee?s turnover intention in PT AXY. The outcomes of this study are useful for PT AXY to develop future human resource strategy and policies.;Competition between organizations creates a need for each organization to maximize its performance. Human resource as the driver in the organization becomes important key success for sustainable competitive advantage. As IT consulting company, human resource is the main asset for PT AXY. In order to gain competitive advantages, it is important for PT AXY to attract and also retain good talents in the organization. Employees? job satisfaction and turnover intention become crucial parameters for this kind of industry. Human resource policy and program such as Flexible Working Arrangement (FWA) may become the solution to increase employees? perception of work-to-family enrichment where at the end will increase job satisfaction and decrease turnover intention. The aim of this paper is to analyze the relation between FWA program with the job satisfaction and turnover intention through perception of work-to-family enrichment. The result of study found that the availability of FWA program in PT AXY has a positive relation with the employees? perception of work-to-family enrichment and job satisfaction. However, FWA program doesn?t have significant relation to reduce employee?s turnover intention in PT AXY. The outcomes of this study are useful for PT AXY to develop future human resource strategy and policies.;Competition between organizations creates a need for each organization to maximize its performance. Human resource as the driver in the organization becomes important key success for sustainable competitive advantage. As IT consulting company, human resource is the main asset for PT AXY. In order to gain competitive advantages, it is important for PT AXY to attract and also retain good talents in the organization. Employees? job satisfaction and turnover intention become crucial parameters for this kind of industry. Human resource policy and program such as Flexible Working Arrangement (FWA) may become the solution to increase employees? perception of work-to-family enrichment where at the end will increase job satisfaction and decrease turnover intention. The aim of this paper is to analyze the relation between FWA program with the job satisfaction and turnover intention through perception of work-to-family enrichment. The result of study found that the availability of FWA program in PT AXY has a positive relation with the employees? perception of work-to-family enrichment and job satisfaction. However, FWA program doesn?t have significant relation to reduce employee?s turnover intention in PT AXY. The outcomes of this study are useful for PT AXY to develop future human resource strategy and policies., Competition between organizations creates a need for each organization to maximize its performance. Human resource as the driver in the organization becomes important key success for sustainable competitive advantage. As IT consulting company, human resource is the main asset for PT AXY. In order to gain competitive advantages, it is important for PT AXY to attract and also retain good talents in the organization. Employees’ job satisfaction and turnover intention become crucial parameters for this kind of industry. Human resource policy and program such as Flexible Working Arrangement (FWA) may become the solution to increase employees’ perception of work-to-family enrichment where at the end will increase job satisfaction and decrease turnover intention. The aim of this paper is to analyze the relation between FWA program with the job satisfaction and turnover intention through perception of work-to-family enrichment. The result of study found that the availability of FWA program in PT AXY has a positive relation with the employees’ perception of work-to-family enrichment and job satisfaction. However, FWA program doesn’t have significant relation to reduce employee’s turnover intention in PT AXY. The outcomes of this study are useful for PT AXY to develop future human resource strategy and policies.]

Abstrak :
ABSTRAK
Penelitian ini bertujuan untuk mengetahui mengetahui daya saing klaster pariwisata Indonesia bagian timur dan perbandingannya dengan daya saing klaster pariwisata Indonesia bagian tengah, serta memahami perbedaan dan persamaan yang melatarbelakangi daya saing di antara klaster-klaster pariwisata tersebut. Objek penelitian ini adalah daerah pariwisata Bali, salah satu daerah pariwisata yang sudah tersohor ke seluruh penjuru dunia akan pariwisatanya, dan daerah pariwisata Raja Ampat sebagai daerah pariwisata yang sedang berkembang dan menjadi obyek pariwisata andalan bam di Indonesia. Metode pengumpulan data menggunakan penyebaran kuesioner, desk research, dan studi kepustakaan. Metode analisis data yang digunakan dalam penelitian ini adalah metode kualitatif deskriptif analisis dengan menganalisis kondisi industri pariwisata ataupun klaster pariwisata yang ada di kedua daerah pariwisata tersebut yang dibandingkan dengan teori yang terkait. Hasil penelitian menunjukkan bahwa industri pariwisata di Bali secara umum dapat dikatakan telah terbentuk suatu klaster pariwisata, sedangkan untuk industri pariwisata di Raja Ampat belum sepenuhnya membentuk suatu klaster pariwisata.

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ABSTRACT
This study aims to determine the competitiveness of the tourism cluster in eastern Indonesia and its comparison with competitiveness of the tourism cluster in center Indonesia, as well as understand the differences and similarities in the underlying competitiveness of the tourism clusters. Object of this research is the area of tourism in Bali, that already famous and well known all over the world with the tourism, and tourism areas of Raja Ampat as a growing tourism object and become the new mainstay of tourism in Indonesia. Methods of collecting data using questionnaires, desk research and literature study. Data analysis methods used in this study is a qualitative method to analyze the descriptive analysis of the tourism industry or cluster of tourism in the area of tourism is that compared with the corresponding theory. The results showed that the tourism industry in Bali in general can be said to have formed a tourism cluster, whereas for the tourism industry in Raja Ampat yet fully established a tourism cluster

Abstrak :
ABSTRAK
Perkembangan teknologi yang semakin pesat membuat intangible assets menjadi komponen penting bagi organisasi. Intangible assets tersebut diciptakan oleh karyawan bertalenta yang perlu dirangkul, dikembangkan dan dipertahankan oleh organisasi (Schoemaker & Jonker, 2005). Sita & Raut (2014) mengatakan bahwa pengelolaan talent adalah implementasi dari strategi yang terintegrasi yaitu akuisisi, pengembangan dan retensi talent. PT. XYZ adalah perusahaan FMCG multinasional di Indonesia yang telah melakukan talent management sejak tahun 2012. Berdasarkan data talent voluntary turnover tahun 2012 ? 2015 ditemukan kecenderungan peningkatan voluntary turnover talent tahun 2012 ? 2015 berturut-turut mulai dari 0%, 7%, 6% hingga 18%; sementara non talent voluntary turnover cenderung turun. Selain itu, opportunity loss karena talent voluntary turnover tahun 2015 diperkirakan sebesar Rp 490,415,062.50. Hal ini menjadi indikasi bahwa proses talent management belum berjalan optimal dan komitmen dalam implementasi talent management masih rendah. Penelitian ini bertujuan untuk mengidentifikasi dan menganalisis permasalahan dalam proses penerapan talent management system di PT. XYZ yang meliputi gambaran analisis akuisisi, pengembangan dan retensi talent; komitmen dan peran dari top management dan human resources business partner serta respon dan reaksi dari talent terkait penerapan talent management system di PT. XYZ. Penelitian ini melibatkan top management, HRBP dan talent sebagai informan. Hasil penelitian menunjukkan bahwa penerapan talent management di PT. XYZ belum terintegrasi antara akuisisi, pengembangan dan retensi karena infrastruktur yang belum lengkap dan komitmen yang rendah dalam pelaksanaannya. Dengan demikian, peneliti merekomendasikan beberapa program nyata seperti competency talent acquisition, program pengembangan, menu retensi, dan lain-lain yang dapat digunakan oleh top management, HRBP dan talent.

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ABSTRACT
The rapidly technology development make the intangible assets as the important component for the organization. Intangible assets is created by talented employees that need to be acquired, developed and retained in the organization (Schoemaker, Jonker, 2005). Sita & Raut (2014) said that talent management is the implementation of integrated strategy consist of talent acquisition, talent development dan talent retention. PT. XYZ is a FMCG multinational company in Indonesia that has been conducted talent management from 2012. Based on talent voluntary turnover data from 2012 to 2015, researcher found the increasing trend of talent voluntary turnover from 2012 ? 2015, it is 0%, 7%, 6% s/d 18% while non talent voluntary turnover declined. Furthermore, the opportunity loss due to talent voluntary turnover on 2015 is predicted as Rp 490,415,062.50. This phenomenon indicated talent management process has not yet running well and commitment in implementation is low. This research is aimed to identify and analysis the problems in implementing talent management system at PT. XYZ consist of the analysis of talent acquisition, development and retention; commitment and role of top management and human resources business partner; response and reaction of talent regarding talent management system implementation at PT. XYZ. This research involved top management, HRBP and talent as informants. The research result showed that talent management implementation at PT. XYZ has not yet integrated between talent acquisitions, development and retention due to the infrastructures are not complete and the commitment is low in the implementation. Therefore, researcher recommended some concrete programs such as competency talent acquisition, development program, retention menu, etc. will be used by top management, HRBP and talent.

Abstrak :
Penelitian ini dilakukan untuk untuk mengetahui pengaruh dukungan organisasi terhadap kepuasan kerja dan komitmen organisasi pegawai penyandang disabilitas di kementerian sosial. Pengumpulan data dilakukan dengan menggunakan kuesioner dan wawancara yang dilakukan di kantor pusat Kementerian Sosial di Jakarta dan unit pelaksana teknis UPT di Jakarta, Bogor, Bekasi, Cibinong dan Bandung. Pengolahan data dilakukan dengan melakukan uji validitas dan reliabilitas alat ukur penelitian, analisis data penelitian, uji asumsi klasik yang kemudian dilanjutkan dengan uji regresi. Dukungan organisasi berpengaruh positif dan signifikan terhadap kepuasan kerja. Sedangkan tidak dapat dibuktikan bahwa dukungan organisasi berpengaruh positif dan signifikan terhadap komitmen organisasi. Hasil penelitian ini juga memberikan gambaran bahwa tingkat dukungan organisasi, kepuasan kerja dan komitmen organisasi berada pada kategori sedang pada pegawai penyandang disabilitas di kementerian sosial. Dimensi rekan kerja dan sifat pekerjaan memiliki nilai kepuasan paling tinggi diantara yang lainnya, sedangkan kesempatan untuk promosi dan penghargaan oleh instansi mendapat nilai paling rendah. Dukungan organisasi berpengaruh paling signifikan terhadap dimensi supervisi atasan dan penghargaan oleh instansi, sedangkan yang tidak signifikan adalah dimensi rekan kerja. ......This study was conducted to determine the effect of perceived organizational support on job satisfaction and organizational commitment employees with disabilities in Ministry of Social Affairs. The data collection was conducted using questionnaires and interviews conducted at the Ministry of Social Affairs in Jakarta, Bogor, Bekasi and Bandung. Data processing was performed to test the validity of instrument, analysis of research data, classic assumption test and single regression test. Perceived organizational support significantly and positively effects job satisfaction. On the other hand, this study is not able to prove that percveived organizational support significant and positive effect on organizational commitment. The result of this study also shows that average moderate level of perceived organizational support, job satisfaction and organizational commitment of employees with disability in ministry of social affairs. Coworkers and task it self has the highest satisfaction scores among others, while the lowest are opportunities for promotion and recognition of achievement. The most significant effect of perceived organizational support on supervisor and recognition of achievement, while coworkers is not significant.

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[ABSTRAK
Penelitian ini bertujuan untuk menganalisa pengaruh size, profitability, tangibility, non-debt tax shield, retained profits, dan liquidity perusahaan terhadap struktur hutang perusahaan yang tercermin dalam total debt, long term debt, dan short term debt. Sampel yang digunakan sebagai objek penelitian ini adalah 32 perusahaan dalam industri kelapa sawit di negara Indonesia dan Malaysia yang terdaftar di dalam bursa masing-masing negara dengan periode penelitian tahun 2007-2013. Data yang digunakan dalam penelitian diperoleh dari software Thomson Eikon Reuters dan diolah dengan software Eviews 7. Hasil regresi menunjukkan bahwa size, profitability, tangibility, non-debt tax shield, dan liquidity memiliki pengaruh signifikan terhadap setidaknya satu dari tiga unsur struktur hutang yang diteliti dalam periode tertentu, sedangkan retained profits tidak menunjukkan pengaruh signifikan terhadap ketiganya di sepanjang periode penelitian;The main purpose of this study is to analyze the effect of firm?s size, profitability, tangibility, non-debt tax shield, retained profits, and liquidity to its debt structure reflected on its total debt, long term debt, and short term debt. This study uses 32 Indonesian and Malaysian companies from palm oil industry listed in each country?s stock exchange in the period of 2007 to 2013. The data in this study is processed using software Thomson Reuters Eikon and Eviews 7. The result of regression prove that size, profitability, tangibility, non-debt tax shield, and liquidity affects to at least one of the three elements of debt structure that being studied in certain years while retained profits didn?t give any significant effect to any of the element of debt structure during the period., The main purpose of this study is to analyze the effect of firm’s size, profitability, tangibility, non-debt tax shield, retained profits, and liquidity to its debt structure reflected on its total debt, long term debt, and short term debt. This study uses 32 Indonesian and Malaysian companies from palm oil industry listed in each country’s stock exchange in the period of 2007 to 2013. The data in this study is processed using software Thomson Reuters Eikon and Eviews 7. The result of regression prove that size, profitability, tangibility, non-debt tax shield, and liquidity affects to at least one of the three elements of debt structure that being studied in certain years while retained profits didn’t give any significant effect to any of the element of debt structure during the period.]

Abstrak :
Penelitian ini bertujuan untuk mengetahui bagaimana pengaruh dari employer branding dan efektivitas penggunaan situs karir terhadap intention to apply dengan daya tarik organisasi sebagai variabel mediasi yang dilihat pada PT. Unilever Indonesia. Penelitian ini juga memasukan karakteristik generasi Y yang diindikasikan memiliki karakteristik yang berbeda dengan generasi lainnya. Responden penelitian berjumlah 160 orang yang merupakan mahasiswa tingkat akhir Fakultas Ekonomi dan Bisnis Universitas Indonesia. Metode penelitian menggunakan metode kuantitatif dengan analisis Structural Equation Model (SEM). Alat ukur yang digunakan pada penelitian ini adalah Employer Branding oleh Alniacik dan Alniacik (2008) yang sudah diterjemahkan. Selanjutnya, alat ukur untuk sikap terhadap situs karir beserta daya tarik organisasi dan intention to apply diadaptasi dari alat ukur yang tercantum dalam jurnal mengenai efektivitas penggunaan situs karir perusahaan oleh Birgelen, Wetzels, Dolen (2008). Hasil dari penelitian ini menunjukan bahwa terdapat pengaruh employer branding dan overall attitude toward corporate employment website terhadap intention to apply yang dimediasi penuh oleh variabel daya tarik organisasi. ...... This study aims to determine the effects of employer branding and the effectiveness of career employment websites toward intention to apply with attraction to organization as a mediating variable that is seen in PT. Unilever Indonesia. This study also includes the characteristics of Generation Y which are indicated as having different characteristics from other generations. The respondents numbered 160 people who are final year students of the Faculty of Economics and Business, University of Indonesia. The research method uses quantitative methods to the analysis of Structural Equation Model (SEM) using Lisrel application. Measurement instrument used in this study is the Employer Branding by Alniacik and Alniacik (2008) which has been translated, then the measuring instrument's attitudes towards career website along with the attraction to organization and intention to apply adapted from measurement instrument that listed in the journal regarding the effectiveness of using career websites by Birgelen, Wetzels, Dolen (2008). Results from this study showed that the attraction to organization mediate the full effect of employer branding and overall attitude toward corporate employment website towards the intention to apply.

Abstrak :
Turnover merupakan permasalahan yang kerap kali dihadapi oleh Kantor Akuntan Publik KAP . Penelitian menyatakan bahwa niat keluar seorang akuntan publik dapat diakibatkan oleh pengalaman burnout yang merupakan hasil dari tuntutan pekerjaan yang tinggi dan rendahnya kepuasan kerja. Penelitian ini dilakukan terhadakuntan publik 200 akuntan di KAP dengan menggunakan model Job Demands-Resources JD-R. Model ini menyatakan bahwa tuntutan pekerjaan dapat menyebabkan gangguan kesehatan yang mengarah pada hasil negatif pada output organisasi, sedangkan sumber pekerjaan berkaitan dengan motivasi yang mengarah pada hasil positif. Hasil penelitian ini menunjukan bahwa job demands beban kerja dan konflik kerja-keluarga berpengaruh positif terhadap niat akuntan untuk keluar melalui burnout. Di sisi lain job resources kepuasan karir-kesempatan promosi dan iklim tim kerja memilki pengaruh yang positif terhadap kepuasan kerja karyawan dan berpengaruh negatif terhadap niat pindah karyawan. Hasil penelitian ini memiliki dampak individual maupun organisasional yang dapat digunakan dalam mengurangi turnover. ......Turnover is a problem that is often faced by Public Accounting Firm. The study states that turnover intention an accountant can be caused by an experienced of burnout results from high job demands and low job satisfaction. This study conducted on 200 accountants in Public Accounting Firm using the Job demands resources model JD R . This model states that the job demands can cause health problems that lead to a negative result in the organization 39 s output, while the job resources associated with the motivation that lead to positive results. The results of this study indicate that the job demands workload and work family conflict have positive effect on accountants turnover intention through burnout. On the other side, the job resources career satisfaction promotion opportunities and climate work teams have positive effect on job satisfaction and negatively affect employees turnover intention. This findings have an impact individually and organizationally that can be used in reducing turnover.

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ABSTRAK
Dalam melaksanakan kegiatan investasi, setiap perusahaan yang bergerak dalam kegiatan hulu migas harus mempertimbangkan segala aspek resiko terkait dengan pengambilan keputusan investasi. Pengembangan lapangan yang memiliki cadangan hydrocarbon harus dilakukan secara cermat dan mengelola segala factor resiko yang ada.Terkait dengan investasi, proyek migas mempunyai ketidakpastian yang relative tinggi, khususnya yang berhubungan dengan aspek geologi, komersialitas dan resiko lainnya sehingga diperlukan sebuah system yang mendukung untuk mempercepat pengambilan keputusan.Penelitian ini bertujuan untuk menganalisis pengaruh implementasi Decision Support System DSS , Teknologi dan Manajemen Resiko untuk meningkatkan efektivitas bisnis di PTABC khususnya Kantor Pusat, Asset 1dan Asset5.Hasil penelitian menunjukkan bahwa ada bukti bahwa DSS dan Teknologi dapat mempengaruhi Efektivitas Bisnis, tetapi tidak ada bukti bahwa Manajemen Risiko dapat mempengaruhi Efektivitas Bisnis.

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ABSTRACT
In term of investment, anycompany dealing with upstream oil and gas business shouldconsider allrisks associatedwith its investment.Before companies decide to invest, they must firstly identify and evaluate all risks using the Risk Management Framework. It is important because investment in oil and gas sector has a relatively high uncertainty, particularly due to geological, commercial aspects and other risks. Therefore, a Decision Support System DSS is required in order to accelerate decision making process. In terms of DSS application, its features e.g.,speed and reliability will surely affect the performance of decision making process and end user satisfaction.This study is aimed at analyzing the influence of DecisionSupport System DSS , Technology and Risk Managementin improving Business Effectiveness of PT ABC particularly itsheadquarter, and business units Asset 1 and Asset 5 . The result of study shows that there are evidences that DSS and Technology could affect to Business Effectiveness, but there is no evidence that Risk Management could affect Business Effectiveness.

Abstrak :
Menurut beberapa studi dan wawancara kepala puskesmas, Puskesmas sebagai fasilitas kesehatan tingkat pertama bagi masyarakat Indonesia, membutuhkan pegawai dengan gaya kepemimpinan yang mampu menunjang employee engagement dan organizational commitment. Berdasarkan beberapa hasil penelitian sebelumnya, transformational leadership merupakan gaya kepemimpinan yang mampu memberikan pengaruh positif terhadap employee engangement yang akan berefek pada terciptanya organizational commitment. Dengan demikian, penelitian ini dilakukan untuk mengetahui pengaruh transformational leadership terhadap organizational commitment melalui peran mediasi dari employee engagement di Puskesmas Wilayah Kecamatan Cakung. Berdasarkan hasil analisis regresi yang dilakukan, employee engagement dan organizational commitment telah terbentuk di lingkungan Puskesmas Wilayah Kecamatan Cakung. Analisis regresi lebih lanjut menunjukkan bahwa transformational leadership memiliki pengaruh positif dan signifikan terhadap employee engagament, yang juga berpengaruh positif dan signifikan terhadap organizational commitment. Lebih lanjut analisis mediasi menyatakan bahwa transformational leadership memberikan pengaruh lebih besar terhadap organizational commitment daripada yang dimediasi oleh employee engagement.

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According to several studies and interview results of head of puskesmas, Puskesmas as the first rate health facility for Indonesian society, requires employes with leadership style that can support employee engagement and organizational commitment. The result of several studies indicate that transformational leadership provides postive influence on employee engagement to create organizational commitment. Thus, this study was conducted to determine the effect of transformational leadership on organizational commitment through the mediation role of employee engagement at Puskesmas Kecamatan Cakung. Based on the results of regression analysis conducted, employee engagement and organizational commitment has been formed in the area of Puskesmas Kecamatan Cakung. Further regression analysis shows that transformational leadership has a positive and significant influence on employee engagement, which also has a positive and significant effect on organizational commitment. Further mediation analysis prove that transformational leadership has greater effect on organizational commitment than is mediated by employee engagement.