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"Dalam rangka mencapai tujuan, pimpinan organisasi selalu berusaha mengelola SDM dan potensi yang dimilikinya secara optimal, namun upaya mengelola SDM tersebut bukanlah hal yang mudah, karena tidak semua pimpinan memiliki dan memahami strategi menggerakan bawahan, sehingga yang timbul kemudian adalah hal-hal yang kontraproduktif dan benturan antara kepentingan organisasi dengan kepentingan pegawainya. Sering terjadi pula, karena kurangnya sosialisasi dan pendekatan kepada pegawai mengenai tujuan organisasi, maka tercapainya tujuan organisasi dianggap sebagai prestasi pimpinan dan bukan tanggungjawab seluruh pegawai organisasi tersebut.Beberapa variabel sentral yang sangat mempengaruhi kinerja pegawai, yaitu antara lain perilaku atau gaya kepemimpinan, motivasi dan budaya organisasi, ia baik masing-masing maupun secara bersama-sama dapat mempengaruhi kinerja pegawai.Pokok permasalahan yang diteliti, adalah menyangkut apakah variabel-variabel bebas seperti gaya kepemimpinan, motivasi dan budaya organisasi tersebut, dapat mempengaruhi kinerja pegawai baik masing-masing atau secam bersama-sama. Kerangka pemikiran dalam penelitian ini, adalah bahwa kinerja yang baik seharusnya dilandasi antara Iain oleh gaya kepemimpinan, motivasi dan budaya organisasi yang baik pula.Direktorat Jenderal Perbendaharaan merupakan unit eselon I baru Departemen Keuangan, yang dibentuk sebagai amanat reformasi manajemen keuangan dan mempunyai tugas pokok dan fungsi yang strategis di bidang keuangan negara khususnya yang menyangkut perbendaharaan negara. Tugas pokok dan fungsi yang strategis tersebut seyogianya didukung dengan SDM yang berkemampuan baik secara konseptual maupun teknis.Hal-hal tersebut di atas menarik untuk diteliti, sehingga dalam penulisan tesis ini mengambil judul "Pengaruh Gaya Kepemimpinan, Motivasi, dan Budaya Organisasi Terhadap Kinerja Pegawai Negeri Sipil Direktorat Jenderal Perbendaharaan". Penelitian ini, adalah penelitian deskriptif korelasional, yaitu untuk menjelaskan apakah variabel-variabel bebas gaya kepemimpinan, motivasi dan budaya organisasi mempunyai hubungan/pengaruh terhadap kinenja Pegawai Negeri Sipil Direktorat Jenderal Perbendaharaan. Dalam penelitian ini yang menjadi populasi penelitian adalah pegawai Kantor Pusat Direktorat Jenderal Perbendaharaan dengan jumlah 2.152 pegawai, dan yang diambil sampel sebanyak 240 pegawai dengan teknik cluster random sampling.Hasil penelitian secara keseluruhan, temyata persepsi responden menyatakan bahwa terdapat pengaruh gaya kepemimpinan, motivasi, dan budaya organisasi terhadap kinerja pegawai. Persepsi responden yang menyatakan skor kurang baik hanya sebagian kecil, yaitu sekitar kurang lebih 3 %. Namun, walaupun persepsi negatif tersebut hanya sebagian kecil, hal ini perlu mendapat perhatian pimpinan agar dikemudian hari tidak menimbulkan hal-hal yang sifatnya kontraproduktif.

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In the attainment of organizational goals, the management always attempted to manage its human resources and all its potentials optimally. However, it was not an easy task because not all management possessed and understood the strategies to actuate their subordinates. Instead they caused such problems as counterproductive acts, and conflicts of interests between those of the organization and those of the individual employees. This was often caused by the lack of communication and approach to the employees about the organizational goals. This resulted in the employees having false perceptions towards the organizational goals achievement, i.e. they thought that it only benefitted the management not them. This false perceptions caused them to deny their responsibility to achieve the organizational goals.

Several central variables that really influenced the employees' performance, i.e. amongst others were leadership styles or behaviours, motivation and organizational culture either individually or simulatenously they could influence the employees' performance.

The key issues researched were related with as to whether such free variables as leadership styles, motivation and organizational culture could influence their employees' performance either individually or simultaneously. The concept of this research was good performance should be based amongst others on the good leadership styles, motivation and conducive organizational culture.

The Directorate General of Treasury as one of the new echelon I work units in the Ministry of Finance, which was established as a mandate of the finance management reform and has strategic tasks and functions in controlling State Finance particularly anything that are related with state treasury. Such strategic tasks and functions should be supported by skilled manpower both conceptually and technically.

The above mentioned aspects were worth researching. Therefore the thesis entitled ?Impacts of Leadership Styles, Motivation and Organizational Culture Towards Employees? Performance in the Directorate General of Treasury".

The method used in this research was descriptive correlational that was intended to justify such free variables as leadership styles, motivation and organizational culture having some impacts towards the employees' perfomiance in the Directorate General of Treasury. The population of the research were 240 out 2,152 (11.15%) personnel ofthe Directorate General of Treasury at the central level as samples with cluster random sampling.

The research findings as a whole showed that the free variables of leadership style, motivation and organizational culture proved to have significant impacts towards the employees' performance. The respondents who gave low scores were the minority, i.e.. approximately 3%. Although the percentage was small, the management should necessarily pay attention to it, so that it would not create counterproductive matters in the future."

"ABSTRAKPenelitian ini bertujuan untuk menganalisis pengaruh kepemimpinan, budaya organisasi, motivasi, kompetensi dan reorganisasi terhadap kinerja auditor Direktorat Jenderal Bea dan Cukai (DJBC). Penelitian ini merupakan penelitian kuantitatif dengan menggunakan structural equation modelling dengan aplikasi IBM SPSS AMOS versi 18. Hasil dari penelitian ini menunjukkan bahwa kepemimpinan dan motivasi berpengaruh negatif terhadap kinerja auditor DJBC. Sedangkan budaya organisasi, kompetensi dan reorganisasi berpengaruh positif terhadap kinerja auditor. Hal ini tentunya mendorong kesadaran semua pihak di instansi DJBC khususnya pada Direktorat Audit untuk menerapkan kepemimpinan yang lebih mendorong partisipasi pegawai dalam menentukan kebijakan. Selain itu juga diperlukan paradigma dalam melakukan motivasi kerja kepada auditor dari melakukan tekanan untuk mencapai target kepada usaha untuk membangun motivasi dari kesadaran akan tanggung jawab pekerjaan auditor itu sendiri. Penelitian ini juga membuktikan bahwa penerapan jabatan fungsional dan sentralisasi sudah tepat diterapkan kepada auditor DJBC.

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ABSTRACTThe objective of this study is to analyze the effect of leadership, organization culture, motivation, competency and reorganization on perforformance of auditor of Directorate of General of Customs and Excise (DGCE). It is a quantitative study using structural equation modelling with IBM SPSS AMOS version 18. Results of this study indicate that leadership and motivation have negative effect on performance of DGCE?s auditor. On the other hand organization culture, competency and reorganization have positif effect on performance of DGCE?s auditor. It is certainly encouraging awareness of all parties in DGCE especially Directorate of Audit to implement the leadership that encourage auditor?s participation in determining policy. It also requires necessary efforts from the management of Directorate Audit to avoid pressure in order to motivate the auditor. It also proves that centralization and functional program policies have been appropriately applied to the DGCE?s auditor."

"Penelitian ini bertujuan untuk mengetahui tingkat employee engagement, gaya kepemimpinan, praktik sumber daya manusia, pengaruh gaya kepemimpinan terhadap employee engagement, pengaruh praktik sumber daya manusia terhadap employee engagement, dan pengaruh gaya kepemimpinan terhadap praktik sumber daya manusia di Direktorat Jenderal Kebudayaan (Ditjenbud), Kementerian Pendidikan dan Kebudayaan. Penelitian ini menggunakan Utrecht Work Engagement Scale (UWES) untuk mengukur tingkat employee engagement, Multifactor Leadership Questionnaire (MLQ-Form 5X) untuk mengukur gaya kepemimpinan, dan Uji Praktik SDM yang dikembangkan oleh Delery & Doty untuk mengukur pengembangan karir, kompensasi, keamanan kerja, kerjasama, dan penilaian kinerja. Metode analisis data yang digunakan adalah analisis deskriptif dan general linear model. Hasil penelitian terhadap 151 pegawai menunjukkan bahwa baik tingkat employee engagement, gaya kepemimpinan yang meliputi kepemimpinan transformasional, transaksional, dan Laissez Faire, maupun praktik sumber daya manusia yang diterapkan di Ditjenbud dikategorikan sedang. Hal ini berarti pegawai Ditjenbud cukup memiliki karakter vigor, dedication, dan absorption; kepemimpinan atasan cukup kharismatik, cukup berkuasa, walau kadang menghindari tanggung jawab; serta praktik sumber daya manusia yang belum diterapkan secara maksimal. Penelitian ini juga menunjukkan bahwa ketiga gaya kepemimpinan tersebut tidak berpengaruh terhadap employee engagement maupun terhadap praktik sumber daya manusia. Namun, praktik sumber daya manusia berpengaruh nyata terhadap employee engagement di Ditjenbud.

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The purpose of this research is to find out the employee engagement level, leadership styles, the human resource practices level, the influence of leadership styles on employee engagement, the influence of human resource practices on employee engagament, and the influence of leadership styles on human resource practices in Directorate General of Culture of the Ministry of Education and Culture.

This research utilize the Utrecht Work Engagement Scale (UWES) to measure the employee engagement level, the Multifactor Leadership Questionnaire (MLQ-Form 5X) to measure leadership styles, and Human Resource Practices Test which was developed by Delery & Doty to measure career development, compensation, work security, teamwork, and performance appraisal. Data was analyzed with descriptive analysis method and general linear model.

Result of the research (n=151) showed that the employee engagement level, leadership styles include transformational, transactional, and Laissez Faire leaderships, also human resource practices in Directorate General of Culture are moderate category. They mean that employees of Directorate General of Culture have moderate vigor, dedication, and absorption; their leadership show moderate charismatic, coercive power, however sometimes avoidant; also human resource practices are moderate applied.

This research also found that those three leadership styles have no impact on employee engagement, as well as on human resource practices. However, human resource practices have significantly impact on employee engagement in Directorate General of Culture of the Ministry of Education and Culture."

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Penelitian ini tentang pengaruh motivasi dan budaya organisasi terhadap kinerja pegawai Badan Informasi Geospasial. Tujuan penelitian ini adalah (1) untuk menganalisis pengaruh motivasi kerja terhadap kinerja pegawai; (2) untuk menganalisis pengaruh budaya organisasi terhadap kinerja pegawai, (3) untuk menganalisis motivasi kerja dan budaya organisasi secara bersama-sama terhadap kinerja pegawai. Penelitan ini menggunakan  pendekatan kuantitatif dengan metode survei dalam pengumpulan data. Teknik pengambilan sampel menggunakan proportional random sampling. Sampel yang digunakan sebanyak 85 orang pegawai. Teknik pengumpulan data menggunakan kuisioner. Metode analissi menggunakan regresi linier. Dari hasil penelitian diperoleh bahwa Budaya Organisasi secara signifikan memiliki pengaruh positif terhadap peningkatan kinerja pegawai di Badan Informasi Geospasial. Indikator  dari variabel budaya yang berpengaruh terhadap kinerja pegawai di Badan Informasi Geospasial adalah  koordinasi yang dilakukan antar unit, kebebasan mengemukakan pendapat, komunikasi dengan atasan, dukungan pimpinan dalam menyelesaian masalah dan promosi atas prestasi kerja. Sehingga, dari Indikator yanh berpengaruh tersebut, dapat dilakukan langkah-langkah strategis peningkatan kinerja pegawai yang tepat sasaran. Motivasi kerja secara signifikan memiliki pengaruh positif  faktor pengarunya lebih kecil dibandingkan faktor budaya organisasi. Setelah dikatagorikan pada interval rendah, sedang dan tinggi, Dimensi Satisfiers dengan indikator pengembangan potensi menjadi indikator yang paling berpengaruh terhadap kinerja. Sehingga, Badan Informasi Geospasial dalam meningkatkan motivasi pegawainya, perlu melakukan pengembangan potensi yang dianggap menunjang Kinerja pegawai di dalamnya. Faktor budaya organisasi dan motivasi kerja secara bersama-sama telah memberikan pengaruh positif dan signifikan terhadap kinerja pegawai Badan Informasi Geospasial.

 

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This study is about  The Inlfluence Of Motivation and Organzational Culture on Employee Performance at Geospatial Information Agency. The objectives of the study were (1) to analysis the effect of motivation in employee performance : (2) to examine the effect of organization culture on employee performance, (3) to test the effect of motivation and organization culture on employee performance. This research uses quantitative approach with survey method in collecting data. Sampling technique using proportional random sampling as many as 85 employes, Data collection techniques were conduct using quesionnaires. The method of analysis using regression analysis. The result of rhe research  it was found that Organizational Culture has a significant positive effect on improving employee performance in the Geospatial Information Agency. Indicators that influence the performance of employees at the Geospatial Information Agency are coordination between units, freedom of expression, communication with superior, support from leaders, problems and promotion of work performance. The influential Indicator, strategic steps can be taken to improve employee performance on target. Work motivation significantly has a positive effect on the influence factor is smaller than organizational culture factors. After being categorized at low, medium and high intervals, the Satisfiers Dimension with potential development indicators is the most influential indicator on performance. Geospatial Information Agency in increasing the motivation of its employees, needs to develop the potential that is considered to support the performance of its employees. Organizational culture and work motivation together have a positive and significant influence on the performance of Geospatial Information Agency employees.

 

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"In this globalization era, technology plays a very important role in determining the state's economy. The vast development ol technology demands that the protection system of intellectual Rights. Patent in particular, to be enhanced. Patent is part of intellectual Rights which gives protection on technological invention. Patent protection is very strategic as through the protection, the spirit of inventors' creativity to produce more inventions would be nurtured which will lead to the development of new technology. From this new technology development, the direct impact would be on the increase of investment. The increase of investment would then lead to the society prosperity. Based on empirical data, there is accumulating increase of backlog reviews on patent yearly. If this problem is not solved. it would create bad image on Directorate General HKI, to the nation in general, in establishing patent system. ln that sense, the writer is interested to research on the role of leadership as an external factor of Patent Reviewers and motivation as an internal factor of Patent Reviewers to their work performance. The aim of this research is to explain the role of leadership and motivation to the work perfomance of Patent Reviewers at the Directorate Patent, Directorate General of Intellectual Rights, Department of Law and Human Rights, RI. The research method in used is a survey method on the whole population of Patent Reviewers which comprised of 65 people. Before conducting the analysis, a validity test was conducted on all instruments by using Pearson correlation technique and reliability test by using Spearman Brown technique. Verified and reliable data then was analyzed further by using correlation test of Rank Spearman to determine the relation between leadership - performance and motivation - performance. As to determine the relation between both leadership and motivation on performance, multiple correlation analysis is used. Variable with higher the correlation score is the one of the two variables with stronger relation to performance. From the analysis, it can be concluded that between motivation and performance, there is a medium level of relation with correlation level of 0.574. Between leadership and performance, there is a very low level of relation with correlation level of 0.103. As to the relation of both leadership and motivation to performance, there is a strong relation with correlation level of 0.639. Hence, it can be concluded that motivation has a stronger level of relation to performance compared to leadership. Based on these findings, it can be concluded that the result on field approved with the existing theory. Furthermore, the high performance of Patent Reviewers was intiuenced by high motivation of Patent Reviewers in conducting their tasks. The amount of patent backlog was due to the lack of effectiveness of leadership existed at present in indulging Patent Reviewers performance. Related to these Endings, recommendations from the writers to improve the level of Patent Reviewers' performance are as follow:1. In the effort of improving Patent Reviewers' performance, the Directorate of Patent needs to implement performance management process. 2. The Directorate Patent needs to improve control upon Patent Reviewers' work performance as to minimize backlog. Hence, information technology support is needed in the form of Management lnformation System collaborate with control on all output of patent reviews. With this information technology support. each supervisor will be more effective and efficient in controlling the Patent Reviewers' performance. 3. To create positive work environment for performance improvement and give more work motivation, the Directorate should give rewards for high performance Patent Reviewers and punishment for those with low performance as stated in the regulation."

"ABSTRAKSemua organisasi menginginkan keberhasilan dalam melakukan perubahan.Faktor pendorong terjadinya perubahan bisa disebabkan oleh berbagai macam halbaik internal maupun eksternal organisasi. Mengelola perubahan membutuhkankesiapan, komitmen, dan kepercayaan dari seluruh anggota organisasi, sehinggauntuk merumuskan perubahan yang berhasil faktor anggota organisasi wajibdipertimbangkan, dengan mempertimbangkan peran employee engagement dalammengelola perubahan. Selain faktor employee engagement, budaya organisasi jugamempunyai peran penting dalam keberhasilan pengelolaan perubahan. Penelitianini bertujuan untuk mengetahui pengaruh budaya organisasi dan employeeengagement terhadap kesiapan untuk berubah. Penelitian dilakukan pada KantorVertikal Direktorat Jenderal Perbendaharaan Provinsi Aceh dengan menggunakan130 sampel untuk mengukur dan melihat pengaruh antar tiga variabel tersebut.Hasil penelitian menunjukkan bahwa terdapat pengaruh budaya organisasi danemployee engagementterhadap kesiapan untuk berubah. Dengan mengetahuigambaran budaya organisasi, tingkat employee engagement, dan tingkat kesiapanmenghadapi perubahan para anggotanya, maka akan mempermudah pihakmanajemen dan pengambil keputusan dalam mengelola dan mengawal perubahantersebut dengan baik dan berhasil

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ABSTRACTEvery organizations wish to manage change successfully. The main drivers ofchange can be caused by forces of both internal and external factors. Managingchange requires readiness, commitment, and trust from the entire organizationmembers. Thus, in order to formulate a successful change, the factor oforganization members must be considered, as related to the roles of employeeengagement in the change management process. Besides the employeeengagement, organizational culture also plays an important role in the success ofmanaging change. This study aims at determining the effects of organizationalculture and employee engagement towards readiness for change. The study wasconducted at the vertical office of the Directorate General of Treasury VerticalAceh province by using 130 samples to measure the magnitude and influencebetween these three variables. The results show that there is an influence betweenorganizational culture and employee engagement towards readiness for change.By knowing the whole picture of the organizational culture, employeeengagement levels, and the level of readiness of its members, the changemanagement process can be carefully managed and controlled by the managementand decision-makers in order to have a successful changes and better results"

"Skripsi ini membahas tentang pengaruh budaya organisasi dan kepemimpinan dan kinerja pada anggota Satuan Reserse Kriminal Polres Depok. Penelitian ini merupakan penelitian dengan pendekatan kuantitatif. Penelitian mendapatkan hasil bahwa budaya organisasi pada anggota Satuan Reserse Kriminal Polres Depok cenderung kuat, sedangkan kepemimpinan, dan kinerja cenderung tinggi. Selain itu, penelitian ini mendapati adanya hubungan yang cukup dan positif antara variabel budaya organisasi dengan variabel kinerja, dan ada hubungan yang kuat dan positif antara variabel kepemimpinan dengan kinerja.

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This research is explaining about the influence of organizational culture and leadership to employee performance in members of Criminal Investigation Unit in Depok local police. The research was designed as a quantitative research. The results of the research are that the organizational culture, leadership, and employee performance in the Criminal Investigation Unit in Depok Local Police are tent to be high. Besides, this research found out that there was a moderate and positive relationship between organizational culture and employee performance, and there was a strong and positive relationship between leadership and employee performance."

"Karang Taruna adalah organisasi yang telah berdiri sejak tahun 1960 namun hingga saat ini masih memiliki berbagai permasalahan terhadap anggotanya. Penelitian ini bertujuan untuk menganalisis pengaruh gaya kepemimpinan dan budaya organisasi terhadap komitmen organisasi di Karang Taruna Bukit Duri. Penelitian ini menggunakan pendekatan kuantitatif. Teknik pengambilan sampel menggunakan sensus karena jumlah populasi kurang dari 100 orang sehingga semua anggota populasi dijadikan sampel. Penelitian ini memakai kuesioner sebagai instrumennya. Dari 60 kuesioner yang disebar, sebanyak 57 kuesioner kembali. Hasil analisis distribusi frekuensi para Karang Taruna Bukit Duri menunjukkan variabel yang dominan adalah transactional leadership untuk gaya kepemimpinan, supportive culture untuk budaya organisasi, dan affective commitment untuk komitmen organisasi. Hasil penelitian berdasarkan regresi linear sederhana menunjukkan bahwa transactional leadership berpengaruh positif signifikan terhadap affective commitment, supportive culture juga memberikan pengaruh positif signifikan terhadap affective commitment. Secara simultan, transactional leadership dan supportive culture memberikan pengaruh positif terhadap affective commitment, namun hanya supportive culture saja yang memberikan pengaruh signifikan.

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Karang Taruna has been established since 1960 but until now still have many problems regards its members. The purpose of this study is to analyze the influence of leadership style and organizational culture on organizational commitment in Karang Taruna Bukit Duri.

This study use quantitative approach. Sampling techniques use the census method as the population is less than 100 people. The study used a questionnaire as an instrument. Of the 60 questionnaires distributed, a total of 57 questionnaires were returned. The analysis of the frequency distribution of the Karang Taruna Bukit Duri indicate that the dominant variable is transactional leadership for leadership style, supportive culture for organizational culture, and affective commitment for the organizational commitment.

The results based on simple linear regression showed that transactional leadership give a significant positive influence on affective commitment, supportive culture also give a significant positive influence on affective commitment. Simultaneously, transactional leadership and supportive culture provide a positive influence on affective commitment, but only supportive culture affords significant influence."

"ABSTRAKPenelitian ini memiliki tujuan untuk menjelaskan hubungan antara budaya organisasi dengan semangat kerja spirit at work pada perusahaan startup teknologi PT. XYZ. Dalam penelitian ini, variabel budaya organisasi menggunakan enam dimensi utama, yaitu teamwork and conflicts, climate and morale, information flow, involvement, supervision, dan meetings. Kemudian dimensi yang terdapat pada variabel semangat kerja spirit at work adalah engaging work, spiritual connection, sense of community, dan mystical experience. Pada penelitian ini diambil berdasarkan 30 responden yang merupakan karyawan tetap perusahaan startup teknologi PT. XYZ baik dari level manajerial maupun non-manajerial. Penelitian ini menggunakan uji korelasi spearman untuk mengukur tingkat suatu hubungan antara variabel independen dengan variabel dependen. Hasil yang diperoleh dari penelitian ini adalah terdapat hubungan yang sangat kuat antara budaya organisasi dengan semangat kerja spirit at work pada perusahaan startup teknologi PT. XYZ.

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ABSTRACTThe purpose of this research is to explain the relationship between organizational culture with spirit at work on a technology startup company PT. XYZ. In this research, organizational culture variables using six main dimensions, namely teamwork and conflicts, climate and morale, information flow, involvement, supervision, and meetings. Then the dimensions contained in the variable spirit at work are engaging work, spiritual connection, sense of community, and mystical experience. In this research were taken by 30 respondents who are permanent employees of technology startup company PT. XYZ from managerial level, and non managerial. This research used Spearman correlation test to measure the level of a relationship between the dependent and independent variables. The result from this research obtained that there is a very strong relationship between the organization culture with spirit at work on a technology startup company PT. XYZ."