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"ABSTRAKStres mempunyai dampak yang berbeda pada setiap individu. Stres dapatmenjadi Eustres atau stres yang positifl dapat juga menjadi Distres atau sires yangmengganggu kehidupan individu yang mcngalaminya. Pada lingkungan yangmungkin menimbulkan Distres, yaitu teljadi pada jenis pekerjaan yang monoton,menuntut kewaspadaan, serta yang memiliki disiplin dan resiko tinggi, membuatbeban petugas sangat berat . Seperti misalnya bertugas pada shM malam atauapabila ada konflik antar WBP (Warga Binaan Pemasyarakatan), adanya WBPyang menderita sakit yang serius dan perilaku WBP yang tidak taat padaperaturan.Dari hasil analisis data menunjukkan bahwa pctugas wanita mengalamistres 57,7 % yang mengarah gcjala sakit kepala, mudah tersinggung, Iebih agresitlschingga mempengaruhi pada kondisi kerja. Selain itu permasalahan yang ada diLapas (Lembaga Pemasyarakatan) yaitu kurang berjalarmya sistem rolling yangmenimbulkan kejenuhan bagi petugas wanita karena rata-rata bekerja di bagianpngamanan lebih dari ll tahun. Disamping im juga kurang terbukanya pcluanguntuk penjenjangan karir dan tidak ada kriteria penilaian yang jelas untukmeningkatkan karir. Maka penulis membuat program pelatihan penzmggulanganstres kcrja dcngan strategi coping untuk mengurangi tingkat strcs pctugas wanita,sehingga dapat menjaga ketertiban dan keamanan demi terciptanya kondisi Lapasyang kondusif."

"ABSTRAKPenelitian ini bertujuan untuk mengembangkan program intervensi untukmengatasi tinggingya Turnover Intention di PT. XYZ. Penelitian inimenggunakan metode kuantitatif dengan menggunakan kuesioner dalampengumpulan data. Hasil penelitian menujukkan bahwa sebagian besar karyawanmemiliki intense untuk meninggalkan organisasi. Berdasarkan hal tersebut, makadirancang sejumlah program intervensi untuk mencegah Niat Untuk BerhentiKerja di PT XYZ. Program intervensi ini terdiri dari sub program, yaitu (1)pembentukkan Departemen Sumber Daya Manusia, dan (2) program-programkomunikasi.

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ABSTRACTThe purpose of this study was to develop an intervention programs to solve theproblem of employee Turnover Intention in PT. XYZ. This study used aquantitative method by using questionnaires. The results showed that a significantnumber of employees have an Turnover Intention the company. Based on this,then an intervention program was designed in order to prevent Turnover Intentionin PT XYZ. This intervention program consist of sub programs for (1)establishment of the Department of Human Resources, and (2) communicationprograms."

"ABSTRAKPenelitian ini dilakukan di salah satu kantor layanan Bank MS, KC XYZ, sebuahperusahaan perbankan syariah terbesar di Indonesia. Bank merupakan salah satuperusahaan yang sangat mengandalkan kualitas pengetahuan pegawainya,knowledge-intensive firms. Perusahaan ini mengandalkan pengetahuan parapegawainya untuk memperbaharui produk dan jasa, merubah sistem dan struktur,serta mengkomunikasikan solusi atas masalah-masalah yang dihadapi olehkonsumen. Pengetahuan merupakan produk dari proses double-loop learning padasuatu organisasi. Organisasi yang menerapkan single dan double-loop learningadalah learning organization. Dengan demikian, untuk memenangkan persainganbisnis di industri perbankan dan menjaga kesinambungan kinerjanya, sebuah bankharus menjelma menjadi organisasi yang menerapkan budaya pembelajaran.Program intervensi untuk mengoptimalkan budaya pembelajaran adalah programindividual development plan dan program komunitas saling berbagi denganpenekanan pada kebutuhan pemenuhan pengetahuan penting melalui Communityof Practice. Kedua program intervensi ini mengandalkan peran para manajersebagai knowledge facilitator yang akan membantu dan mempercepat prosespembelajaran seluruh pegawainya.

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ABSTRACTThe research was conducted in one of the branches of MS Bank (XYZ Branch)which is the Indonesia's largest Islamic banking. It is obvious that bank reliesheavily on the quality of employees knowledge and knowledge-intensive. Bankrelies on the knowledge of their employees to renew products and services,change the systems and structures, as well as communicate the solutions of theproblems faced by customers to the employees. Knowledge is product of bothsingle-loop and double-loop learning in an organization. Organization thatimplements single-loop and double-loop learning can be addressed to as alearning organization. In order to win the tough competition and to sustain its highperformance, a bank must apply a learning culture. Intervention program tooptimize the learning culture of the XYZ Branch was chosen. This culture focuseson the individual development program and community sharing program wichemphasizes obtaining the crucial knowledge through Community of Practices.These intervention programs rely much on the manager role as a knowledgefacilitator in supporting and accelerating the learning process to all theirsubordinates."

"ABSTRAKPenelitian ini dilakukan di PT. AIR yang memiliki izin konsesi pengelolaandengan salah satu BUMD di Indonesia. Dengan dua aset utama PT. AIR yaitukaryawan dan pengetahuan, maka pengelolaan knowledge menjadi penting. PTAIR telah menyadari pentingnya pengelolaan knowledge perusahaan. Oleh karenaitu, PT. AIR telah memiliki program AInn yaitu suatu program perbaikan terusmenerus sebagai salah satu wadah untuk knowledge sharing karyawan.Permasalahan muncul ketika partisipasi karyawan pelaksana pada program initermasuk rendah (11%) apabila dibandingan dengan golongan karyawan lainnya(rata-rata 47%). Hal ini dapat berati knowledge sharing karyawan pelaksanarendah. Padahal karyawan pelaksanalah yang memiliki pengetahuan mengenaipermasalahan di lapangan yang harus segera diselesaikan. Dengan analisis regresididapatkan bahwa Perceived Behavior Control Perceived ReputationEnhancement, dan Instrumental Social Network Ties secara bersama-samamenjadi faktor yang signifikan dalam mempengaruhi knowledge sharing. Olehkarena itu, peneliti menyarankan intervensi dengan memberikan social reward,menyediakan fasilitas mini lounge, dan pelatihan QCC untuk meningkatkanknowledge sharing karyawan pelaksana di PT. AIR.

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ABSTRACTThis research is conducted in PT AIR, which holds a management concessionwith one of state-owned companies in Indonesia. With employees and knowledgeas the two main assets of the company, knowledge management becomes crucialfor the organization. Being aware of this, PT AIR has implemented AInnProgram, a continuous improvement program as a medium for employeeknowledge sharing. When participation of operational employees in this programis relatively low (11%) compared to employees of other categories (average 47%).It’s mean knowledge sharing in operational employee is low. This becomes andissue as the operational employees are the ones with knowledge on problems to beaddressed in the field. In addition, operational employees also have knowledge oncompany opportunities that need to be followed up. Using regression, it is foundthat Perceived Behavior Control, Perceived Reputation Enhancement, andInstrumental Social Network Ties jointly are the significant factors affectingknowledge sharing. The researcher recommends interventions in the form ofprovision of social reward, establishment of a mini lounge facility, andimplementation of a QCC training to improve knowledge sharing behavior amongoperational employees of di PT. AIR."

"ABSTRAKTesis ini menganalisis pengaruh integrasi pelatihan keterampilan mental pada fasepersiapan kompetisi terhadap kepercayaan diri atlet taekwondo PPLP DKI Jakarta.Delapan orang atlet PPLP DKI Jakarta diberikan pelatihan keterampilan mental dan dilakukan pengukuran kepercayaan diri sebelum serta sesudah intervensi, sedangkan lembar penilaian kepercayaan diri diberikan kepada pelatih dan asisten pelatih. Hasil penelitian menyarankan bahwa perlu dilakukan pelatihan keterampilan mental pada fase persiapan; melakukan pelatihan pernafasan, latihan self-talk positif, dan pelatihan imagery sebelum latihan, serta pelatihan pernafasan dan relaksasi setelah latihan.

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ABSTRAKThe purpose of this thesees is to analyze the effect of psychological skill training (PST) to enhance self-confidence of PPLP DKI Jakarta taekwondoin athletes in competition preparation phase. Eight athletes, a coach and his asisstant are the participants of this study. Eight taekwondoin athlete were given a PST program, and self-confidence measurement were conducted before and after intervention has completed. The coach and his assistant were asked to give their evaluation by completing Athlete’s Self-Confidence Evaluation Form. This study shows that PST influences self-confidence. The results of this Study also suggests that PST should be integrated in the preparation phase; using breathing technique, positive self-talk, and imagery training before exercise, as well as breathing and relaxation after a training exercise"

"[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 knowledgepersonalization. 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 personfor its employees, the expected behavior to appear is called knowledgepersonalization. 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 hypertextorganization), 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 ofcompetitive advantage for 4W Asuransi Astra to develop its services to besuperior to its competitor. The key factor of knowledge management is knowledgesharing. 4W Asuransi Astra adopted knowledge sharing strategy person to personfor its employees, the expected behavior to appear is called knowledgepersonalization. This research combines the quantitative and qualitative method;analysts of 4W Asuransi Astra are the respondents of this research. Data werecollected through questionnaire and interviews based on Theory of PlannedBehavior (Ajzen, 1991). The research found that the factors influencingknowledge 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 hypertextorganization), human process (top down communication to middle management),and human resource management (trust building among analyst) interventionwere designed.]"

"[Tujuan dari penelitian ini adalah untuk mencari penyebab tingginya voluntary turnover para karyawan level supervisor keatas di PT XY dan merancang sebuah program intervensi untuk mengatasi permasalahan tersebut. Penelitian ini menggunakan tipe penelitian kuantitatif dan kualitatif. Tipe penelitian kuantitatif digunakan untuk pengukuran penyebab utama. Tipe penelitian kualitatif melalui metode wawancara dan analisis data sekunder digunakan untuk mengenali masalah dan mencari faktor-faktor penyebab mengapa masalah tersebut terjadi. Alat ukur yang digunakan dalam penelitian ini adalah alat ukur voluntary turnover intention yang dikembangkan oleh Tang, Kim, dan Tang (2000) berdasarkan teori dari Mobley (1982) dengan koefisien alpha (α)sebesar 0.784 dan alat ukur kepuasan kerja berdasarkan teori kepuasan kerja Spector (1997) dengan koefisien alpha (α) sebesar 0.974. Peneliti menggunakan multiple regression untuk mengetahui faset kepuasan kerja yang berpengaruh pada voluntary turnover intention. Hasil penelitian menunjukkan bahwa faset promosi adalah faset kepuasan kerja yang paling berpengaruh pada voluntary turnover intention diantara faset-faset lainnya. Oleh karena itu, intervensi yang diusulkan adalah perencanaan dan pengembangan karir karyawan untuk meningkatkan kepuasan kerja dan menurunkan voluntary turnover intention karyawan PT. XY;The purpose of this study is to determine the cause of supervisors above voluntary turnover at PT XY and design an intervention program to overcome it. This studyused quantitative and qualitative research type. Quantitative research type were used to measure major cause. Qualitative research type were used to determine the problem and the factor that cause the problem. The research was used voluntary turnover intention survey developed by Tang, Kim, Tang (2000) based on Mobley theory (1982) with coefficient alpha score (α) 0.784 and job satisfaction survey basedon Spector (1997) with coefficient alpha (α) 0.974.The multiple regression technique was used to determine job satisfaction facet that influence to voluntary turnover intention. The result show promotion as job satisfaction facet, were having significance influence among other facets. Therefore, the proposed intervention is career planning and development system to improve job satisfaction in order toreduce voluntary turnover intention of employees at PT XY., The purpose of this study is to determine the cause of supervisors above voluntaryturnover at PT XY and design an intervention program to overcome it. This studyused quantitative and qualitative research type. Quantitative research type were usedto measure major cause. Qualitative research type were used to determine theproblem and the factor that cause the problem. The research was used voluntaryturnover intention survey developed by Tang, Kim, Tang (2000) based on Mobleytheory (1982) with coefficient alpha score (α) 0.784 and job satisfaction survey basedon Spector (1997) with coefficient alpha (α) 0.974.The multiple regression techniquewas used to determine job satisfaction facet that influence to voluntary turnoverintention. The result show promotion as job satisfaction facet, were havingsignificance influence among other facets. Therefore, the proposed intervention iscareer planning and development system to improve job satisfaction in order toreduce voluntary turnover intention of employees at PT XY.]"

"[Penelitian tesis ini dilakukan di kantor PT XYZ, sebuah perusahaan energi terhadap karyawan talent PT XYZ, dengan responden sebanyak 105 orang. Tingginya tingkat turnover talent PT XYZ, mempengaruhi efektifitas jalannya organisasi PT XYZ, karena membuat kondisi kerja tidak stabil, menurunnya produktifitas karyawan dan suasana kerja yang tidak produktif. Sehingga memerlukan suatu intervensi untuk menurunkan intention to leave karyawan talent melalui pendekatan aktivitas knowledge sharing. Intervensi ini disusun secara bertahap dengan difokuskan kepada Technostructural Intervention, dan Human Resources Management Intervention.Aktivitas knowledge sharing inidilakukan oleh atasan langsung setingkat manager, karyawan talent dan karyawan non talent. Aktivitas knowledge sharing tersebut menggunakan pendekatan SECI, double loop learning.; This research was conducted at PT XYZ, a energy company, focuses on talentemployees of PT XYZ, with 105 respondents. A high talent employee turnover rate atPT XYZ negatively affects the effectiveness of PT XYZ, as it causes the unstable working condition, low employee productivity, and unproductive working environment. Therefore, it need an appropriate intervention using knowledge sharing approach to decrease the intention of the talent employee to quit. The intervention is conducted phase by phase, and mainly focuses on technostructural intervention and human resource management intervention. Theknowledge sharing activity will be carried out by managers of talent employees and non talent employees. The knowledge sharing activity uses SECI approach and double loop learning., This research was conducted at PT XYZ, a energy company, focuses on talentemployees of PT XYZ, with 105 respondents. A high talent employee turnoverrate atPT XYZ negatively affects the effectiveness of PT XYZ, as it causes theunstable working condition, low employee productivity, and unproductive workingenvironment. Therefore, it need an appropriate intervention using knowledgesharing approach to decrease the intention of the talent employee to quit.The intervention is conducted phase by phase, and mainly focuses ontechnostructural intervention and human resource management intervention. Theknowledge sharing activity will be carried out by managers of talent employeesand non talent employees. The knowledge sharing activity uses SECI approachand double loop learning.]"

"Tujuan dari penelitian ini adalah mengetahui pengaruh kepuasan karyawan terhadap employee engagement di PT XYZ. Alat ukur yang digunakan adalah dengan menggunakan employee satisfaction survey milik perusahaan yang dibuat oleh konsultan untuk kepentingan praktis perusahaan dengan mengadaptasi alat ukur Employee Engagement (Q12) dari Gallup dan dengan mengadaptasi teori faset kepuasan karyawan dari Spector dengan responden sebanyak 507 orang dari total populasi 1212 orang karyawan di PT XYZ. Hasil perhitungan uji regresi berganda antara tujuh dimensi dari kepuasan kerja yang terdiri dari budaya, lingkungan kerja, penghasilan dan kesejahteraan, penilaian hasil kerja, komunikasi, pengembangan SDM, dan prospek masa depan terhadap employee engagement didapatkan hasil bahwa komunikasi, penilaian hasil kerja dan prospek masa depan adalah dimensi yang secara signifikan mempengaruhi employee engagement. Oleh karena itu, dalam penelitian ini intervensi yang dirancang adalah pelatihan kemampuan komunikasi dan pemberian umpan balik dan penilaian hasil kerja yang akan diberikan kepada para atasan untuk meningkatkan employee engagement karyawan.

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The aim of this study was to determine the effect on employee satisfaction to employee engagement at PT XYZ. Measuring instruments used is by using employee satisfaction surveys owned company created by a consultant for practical purposes the company to adapt the measuring instrument Employee Engagement (Q12) of Gallup and by adapting the theory facets of employee satisfaction of Spector with respondents as many as 507 people of the total population of 1212 people employees at XYZ.

The calculation results of multiple regression test between seven dimensions of job satisfaction which consists of culture, working environment, income and welfare, performance assessments, communication, human resource development, and the future prospects of the employee engagement showed that communication, assessment of performance and future prospects is the dimension that significantly affect employee engagement.

Therefore, in this study is the training intervention designed communication skills and providing feedback and assessmentof the work that will be given to employers to improve employee engagement employee. "