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

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Penelitian ini bertujuan untuk mengembangkan program intervensi untuk mengatasi tinggingya Turnover Intention di PT. XYZ. Penelitian ini menggunakan metode kuantitatif dengan menggunakan kuesioner dalam pengumpulan data. Hasil penelitian menujukkan bahwa sebagian besar karyawan memiliki intense untuk meninggalkan organisasi. Berdasarkan hal tersebut, maka dirancang sejumlah program intervensi untuk mencegah Niat Untuk Berhenti Kerja di PT XYZ. Program intervensi ini terdiri dari sub program, yaitu (1) pembentukkan Departemen Sumber Daya Manusia, dan (2) program-program komunikasi.

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

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Kunci kelanggengan keberhasilan radio adalah kemampuan radio itu untuk menyesuaikan acara-acaranya dengan kebutuhan dan keinginan pendengar yang senantiasa berubah dari waktu-ke-waktu. Penurunan jumlah pendengar di radio-radio PT. XN diyakini disebabkan oleh kurang berorientasinya radio ini kepada kebutuhan dan keinginan pasar, atau dengan kata lain, kurang market oriented. Jaworski dan Kohli (1993) mengemukakan model antecedents and consequences of market orientation, dan dikatakannya bahwa market orientation ditandai oleh 3 set perilaku yang berlaku di seluruh organisasi yaitu intelligence generation, dissemination dan responsiveness. Sedangkan anteseden dari market orientation adalah top management (behavior) dan interdepartmental dynamics. Mengacu pada model tersebut, penulis melakukan penelitian terhadap behavior of top management beserta dimensi-dimensinya, dan interdepartmental dynamics, beserta dimensi-dimensinya, dan bagaimana mereka mempengaruhi market oriented behavior,di PT. XN. Hasil penelitian menunjukkan bahwa dimensi-dimensi behavior of top management dan sebagian dimensi interdepartmental dynamics berpengaruh secara signifikan terhadap market oriented behavior. Berdasarkan temuan tersebut, dirancang serangkaian program intervensi untuk meningkatkan perilaku market oriented baik pada para pimpinan puncak maupun kepada segenap karyawan di PT. XN. Program intervensi ini dirancang berlandaskan pendekatan knowledge management dalam bentuk Pertemuan Strategis, Teamwork Development, dan After Action Reviews. Pada gilirannya nanti perilaku market oriented behavior ini diharapkan akan mendorong peningkatan kinerja perusahaan PT. XN dalam upayanya meningkatkan jumlah pendengar dan pengiklan. ...... The key to success for radio broadcast continuance is its ability in adjusting the programs with the ever changing needs and wishes of the listener audience. The decline in radio listenership of PT. XN is believed to be caused by the lack of an adequate degree of market orientation. Jaworski and Kohli (1993) suggested the model of antecedents and consequences of market orientation, and stated that market orientation is marked by three organization wide behaviour sets, i.e. intelligence generation, dissemination and responsiveness. Whereas antecedents of the market orientation is the behavior of top management, interdepartmental dynamics, and organizational systems. Referring to that model, the author conduct research on two of the three antecedents, i.e. behaviour of top management and its dimensions, and interdepartmental dynamics with its dimensions, and how they affect market oriented behaviour at PT. XN. The research results shows, that all of the dimensions of behaviour of top management dimensions and part of the dimensions of interdepartmental dynamics significantly influence the market oriented behaviour. Based on these findings, a series of intervention programs were designed in order to enhance market oriented behaviour of top management and all employees of PT. XN. These intervention programs are based on knowledge management approaches, in the form of Strategy Meetings, Teamwork Development and After Action Reviews. In due time it is expected that this market oriented behaviour will boost and improve the company’s performance in increasing their number of radio listeners and advertisers.

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Penelitian ini dilakukan di salah satu kantor layanan Bank MS, KC XYZ, sebuah perusahaan perbankan syariah terbesar di Indonesia. Bank merupakan salah satu perusahaan yang sangat mengandalkan kualitas pengetahuan pegawainya, knowledge-intensive firms. Perusahaan ini mengandalkan pengetahuan para pegawainya untuk memperbaharui produk dan jasa, merubah sistem dan struktur, serta mengkomunikasikan solusi atas masalah-masalah yang dihadapi oleh konsumen. Pengetahuan merupakan produk dari proses double-loop learning pada suatu organisasi. Organisasi yang menerapkan single dan double-loop learning adalah learning organization. Dengan demikian, untuk memenangkan persaingan bisnis di industri perbankan dan menjaga kesinambungan kinerjanya, sebuah bank harus menjelma menjadi organisasi yang menerapkan budaya pembelajaran. Program intervensi untuk mengoptimalkan budaya pembelajaran adalah program individual development plan dan program komunitas saling berbagi dengan penekanan pada kebutuhan pemenuhan pengetahuan penting melalui Community of Practice. Kedua program intervensi ini mengandalkan peran para manajer sebagai knowledge facilitator yang akan membantu dan mempercepat proses pembelajaran seluruh pegawainya.

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The 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 relies heavily on the quality of employees knowledge and knowledge-intensive. Bank relies on the knowledge of their employees to renew products and services, change the systems and structures, as well as communicate the solutions of the problems faced by customers to the employees. Knowledge is product of both single-loop and double-loop learning in an organization. Organization that implements single-loop and double-loop learning can be addressed to as a learning organization. In order to win the tough competition and to sustain its high performance, a bank must apply a learning culture. Intervention program to optimize the learning culture of the XYZ Branch was chosen. This culture focuses on the individual development program and community sharing program wich emphasizes obtaining the crucial knowledge through Community of Practices. These intervention programs rely much on the manager role as a knowledge facilitator in supporting and accelerating the learning process to all their subordinates.

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Penelitian ini dilakukan di PT. AIR yang memiliki izin konsesi pengelolaan dengan salah satu BUMD di Indonesia. Dengan dua aset utama PT. AIR yaitu karyawan dan pengetahuan, maka pengelolaan knowledge menjadi penting. PT AIR telah menyadari pentingnya pengelolaan knowledge perusahaan. Oleh karena itu, PT. AIR telah memiliki program AInn yaitu suatu program perbaikan terus menerus sebagai salah satu wadah untuk knowledge sharing karyawan. Permasalahan muncul ketika partisipasi karyawan pelaksana pada program ini termasuk rendah (11%) apabila dibandingan dengan golongan karyawan lainnya (rata-rata 47%). Hal ini dapat berati knowledge sharing karyawan pelaksana rendah. Padahal karyawan pelaksanalah yang memiliki pengetahuan mengenai permasalahan di lapangan yang harus segera diselesaikan. Dengan analisis regresi didapatkan bahwa Perceived Behavior Control Perceived Reputation Enhancement, dan Instrumental Social Network Ties secara bersama-sama menjadi faktor yang signifikan dalam mempengaruhi knowledge sharing. Oleh karena itu, peneliti menyarankan intervensi dengan memberikan social reward, menyediakan fasilitas mini lounge, dan pelatihan QCC untuk meningkatkan knowledge sharing karyawan pelaksana di PT. AIR.

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This research is conducted in PT AIR, which holds a management concession with one of state-owned companies in Indonesia. With employees and knowledge as the two main assets of the company, knowledge management becomes crucial for the organization. Being aware of this, PT AIR has implemented AInn Program, a continuous improvement program as a medium for employee knowledge sharing. When participation of operational employees in this program is relatively low (11%) compared to employees of other categories (average 47%). It’s mean knowledge sharing in operational employee is low. This becomes and issue as the operational employees are the ones with knowledge on problems to be addressed in the field. In addition, operational employees also have knowledge on company opportunities that need to be followed up. Using regression, it is found that Perceived Behavior Control, Perceived Reputation Enhancement, and Instrumental Social Network Ties jointly are the significant factors affecting knowledge sharing. The researcher recommends interventions in the form of provision of social reward, establishment of a mini lounge facility, and implementation of a QCC training to improve knowledge sharing behavior among operational employees of di PT. AIR.

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Tesis ini menganalisis pengaruh integrasi pelatihan keterampilan mental pada fase persiapan 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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The 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

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[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.]

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[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 study used 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 based on 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 to reduce voluntary turnover intention of employees at 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 study used 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 based on 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 to reduce voluntary turnover intention of employees at PT XY.]

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[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 ini dilakukan 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 talent employees 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. The knowledge 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 talent employees 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. The knowledge 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.]