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"Budaya organisasi diyakini memiliki pengaruh yang signifikan terhadap kinerja bank syariah, menciptakan kepercayaan masyarakat terhadap lembaga perbankan syariah dan menjadi aset yang menentukan keunggulan bank syariah. Persoalannya, selama ini belum dilakukan pengukuran terhadap implementasi budaya organisasi di perbankan syariah. Hal yang sama juga belum dilakukan terhadap pengaruh budaya organisasi terhadap kinerja bank syariah. Penelitian ini menjadikan PT Bank Muamalat Indonesia, Tbk (PT BMI) sebagai obyek penelitian, dengan tujuan untuk mengetahui: (a) indikator-indikator yang secara signifikan mempengaruhi pembentukan budaya organisasi di PT BMI (b) indikator-indikator yang secara signifikan mempengaruhi kinerja PT BMI, dan (c) sejauh mana pengaruh budaya organisasi PT BMI dalam meningkatkan kinerja PT BMI.Hasil pengolahan data penelitian menunjukkan bahwa terdapat tujuh indikator yang signifikan mempengaruhi pembentukan budaya organisasi di PT BMI , yaitu (1) inovasi dan pengambilan resiko; (2) perhatian terhadap detail; (3) orientasi hasil; (4) orientasi orang; (5) orientasi tim; (6) keagresifan; (7) kemantapan. Sedangkan kinerja PT BMI dipengaruhi secara signifikan oleh empat indikator, yaitu (1) perspektif keuangan; (2) perspektif pelanggan/nasabah; (3) perspektif proses bisnis internal; (4) perspektif proses pembelajaran dan pertumbuhan. Penelitian ini juga membuktikan bahwa di PT BM1, budaya organisasi memiliki pengaruh positif yang signifikan dalam meningkatkan kinerja PT BMI.

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Organization cultures are believed that it has a significant impact to the sharia banking performance creates society trust to the sharia banking system and becomes the asset determining the superiority of sharia banking. The problem is up until now no one has conducted the measurement to either the implementation of organization culture in the sharia banking or the effect of organization culture to the sharia banking performance. This research chose PT Bank Muamalat Indonesia, Tbk (PT BMI) as the object of research with the following purposes: (a) to identify significant indicators contributing the building of organization culture within PT BMI; (b) to recognize significant indicators affecting PT BMI performance; (c) to measure how big the organization culture have an affect on or influence the PT BMI performance.

Research data analysis shows that there are 7 significant indicators contributing the organization culture building within PT BMI, e.g. (1) innovation and risk taking; (2) attention to detail; (3) result oriented; (4) people oriented; (5) team oriented; (6) aggressiveness; (7) stability. While the performance of PT BMI is showed by 4 indicators, e.g. (1) financial point of view; (2) customer point of view; (3) internal business process point of view; (4) learning and growing process point of view. This research also proves that in PT BMI, the organization culture has positive significant impacts to improve the company performance."

"This research aimed to described organizational cultural and style of leadership, analyzing organizational culture pursuant to style of leadership, analyzing organizational culture influence to performance of lecture, and analyzing the direct and indirect influence of leadership style to the private university lectures' performance. In taking the sample it uses multi stages of sampling with amount of sample as much 280 lectures. Data collecting uses questionaire, interview and detection of relevant document; while analysis the data uses descriptive analysis and path analysis. The result of research indicate that: style of authority leadership have a negative effect and significant to organizational culture; style of democratic leadership and laissez faire have positive effect and significant to organizational cultures; style of democratic and authoritarian leadership have a positive effect and significant to the lectures' performance; style of leadership laissez faire have a negative effect and significant to the lectures' performance; organizational cultural have a positive effect and significant to the lectures' performance; leadership authority and democratic style indirectly influence positively and significant to the lectures' performance; and leadership style of laissez faire indirectly negatively influences the lectures' performance. "

"Budaya organisasi memiliki kontribusi penting dalam sukses atau gagalnya merger perusahaan. Bank Syariah Indonesia (BSI) sebagai bank hasil merger serta bagian dari industri keuangan syariah di Indonesia perlu untuk memperhatikan aspek budaya organisasi dan employee engagement. Penelitian ini bertujuan untuk meneliti faktor-faktor determinan apa saja yang mempengaruhi budaya organisasi pada merger BSI dan pengaruhnya terhadap employee engagement. Faktor-faktor determinan budaya organisasi yang diteliti adalah karakter personal, etika organisasi, pembagian hak dan struktur organisasi. Desain penelitian ini adalah penelitian kuantitatif menggunakan metode purposive sampling dengan sampel 411 pegawai BSI yang tersebar di Kantor Pusat, Region Semarang dan Region Makassar. Instrumen penelitian menggunakan kuesioner melalui survey online. Data hasil penelitian dianalisis menggunakan bantuan Structural Equation Modelling Partial Least Square (SEM-PLS) dan pedoman Utrecht Work Engagement Scale (UWES-17). Hasil dari penelitian ditemukan bahwa variabel karakter personal, etika organisasi dan struktur organisasi memiliki pengaruh yang positif dan signifikan terhadap budaya organisasi. Variabel pembagian hak memiliki pengaruh yang positif tetapi tidak signifikan terhadap budaya organisasi. Budaya organisasi memiliki pengaruh yang positif dan signifikan terhadap employee engagement dengan pengaruh sebesar 78,6% dan sisanya dipengaruhi oleh faktor lain di luar model. Sedangkan budaya organisasi dipengaruhi sebesar 63,7% dari faktor-faktor determinan yang ada dalam model dan sisanya dipengaruhi oleh faktor lainnya di luar model. Hasil perhitungan nilai employee engagement menggunakan UWES-17 menunjukkan nilai yang tinggi yaitu 5,19. Hasil dari penelitian ini bisa dijadikan masukan bagi manajemen dan regulator untuk mengawal proses merger bank syariah kedepannya.

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Organizational culture has an important contribution to the success or failure of corporate mergers. Bank Syariah Indonesia (BSI) as a bank resulting from the merger and part of the Islamic finance industry in Indonesian needs to pay attention to aspects of organizational culture and employee engagement. This study aims to examine the determinant factors that affect organizational culture in the BSI merger and its effect on employee engagement. The determinants of organizational culture studied were personal character, organizational ethics, division of rights and organizational structure. The design of this research is quantitative research using purposive sampling method with a sample of 411 BSI employees spread across the Head Office, Semarang Region and Makassar Region. The research instrument used a questionnaire through an online survey. The research data were analyzed using the help of Structural Equation Modeling Partial Least Square (SEM-PLS) and the Utrecht Work Engagement Scale (UWES-17) guidelines. The results of the study found that the variables of personal character, organizational ethics and organizational structure have a positive and significant influence on organizational culture. The distribution of rights variable has a positive but not significant effect on organizational culture. Organizational culture has a positive and significant influence on employee engagement with an effect of 78.6% and the rest is influenced by other factors outside the model. Meanwhile, organizational culture is influenced by 63.7% of the determinant factors in the model and the rest is influenced by other factors outside the model. The result of calculating the value of employee engagement using UWES-17 shows a high value of 5.19. The results of this study can be used as input for management and regulators to oversee the process of future Islamic bank mergers."

"ABSTRAKIstilah gadai dalam Islam disebut ar-rahn. Definisi ar-rahn yaitu menjadikan benda yang bersifat harta sebagai kepercayaan dari suatu utang yang dapat dibayarkan dart (harta) benda itu bila utang tidak dibayar. Hukum gadai terdapat dalam al-qur'an surat al-Baqarah ayat 282 dan 283, As-sunnah dan ijma' para ulama. Bank BNI Unit Usaha Syariah lahir dengan konsep Dual Banking System yaitu penyediaan dua layanan perbankan secara konvensional dan syaniah sekaligus, telah mengeluarkan salah satu produk jasa yaitu gadai emas Syariah (ar-rahn). Dengan konsep Dual Banking System serta produk jasa ar-rahn yang cenderung baru tersebut tentu akan timbul permasalahan. Dalam tesis ini penulis mengangkat permasalahan mengenai keberadaan bank BNI Unit Usaha Syariah yang harus sesuai dengan hukum Islam, proses pemberian ar-rahn serta upaya penyelesaian pihak bank BNI Unit Syariah Syariah terhadap nasabah yang tidak melunasi pembiayaan pada saat jatuh tempo (wanprestasi), faktor pendukung dan faktor yang menjadi kendala dalam pelaksanaan ar-rahn pada BNI Unit Usaha Syariah. Untuk dapat menjawab permasalahan ini, penulis menggunakan metode penelitian kepustakaan yang bersifat yuridis normatif yang didukung dengan wawancara.Berdasarkan penelitian yang dilakukan di temukan bahwa modal awal yang berupa modal inti pada bank BNI Unit Usaha Syariah berasal dari bank BNI Konvensional. Pengaturan dan pengawasan terhadap bank BNI Unit Usaha Syariah tetap dilakukan oleh Bank Indonesia dan badan khusus yaitu Dewan Syariah Nasional dengan menempatkan Dewan Pengawas Syariah sedangkan terhadap pemberian ar-rahn berdasarkan Pasal 8 Undang-Undang Nomor 10 Tahun 1998. Upaya penyelesaian apabila nasabah wanprestasi melalui penjualan secara lelang baik di hadapan umum maupun di bawah tangan, namun apabila dikemudian hari terjadi perselisihan maka akan diselesaikan secara musyawarah, arbitrase atau pengadilan. Adapun yang menjadi salah satu faktor pendukung dalam pelaksanaan ar-rahn adalah jumlah penduduk yang beragama Islam cukup banyak di Indonesia, kurang lebih hampir 90% dari total penduduk Indonesia dan salah satu faktor yang menjadi kendala adalah sumber daya insani yang kurang ahli, terutama juru taksir yang harus memiliki keahlian khusus.

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ABSTRACT

The mortgage term in Islam is mentioned as ar-rahn. The definition of ar-rahn is making the object that is considered like a wealth as the belief from a debt that could be paid from (the price) the object when the debt was not paid. The mortgage law was received in al-qur'an, al-Baqarah verses 282 and 283, As-sunnah and ijma' the Muslim scholars. BNI Sharia Business Unit was born with the Dual Banking System concept that is the provisions of two banking services conventionally and Islamic canon law (sharia) at the same time, issued one of the service products that is the mortgage of Islamic canon law (sharia) gold (ar-rahn). With the concept of Dual Banking System as well as the service product ar-rahn that is considered new will certainly caused some problem.

In this Thesis the writer promoted the problem about the condition of BNI Sharia Business Unit must to run appropriate with Islamic law, giving ar-rahn as well as efforts of the resolution of the BNI Sharia's Business Unit side against the customer who did not settle funding when it is due (wanprestasi), the supporting factor and the factor that became the hindrance in the implementation of ar-rahn to BNI Sharia Business Unit. To be able to answer this problem, the writer used the method of bibliography research and juridical normative, supported with the interview. According to the research that was carried out, it was found that the initial capital that took the form of core capital to the BNI Sharia Business Unit came from conventional BNI. The regulation and the supervision of BNI Sharia Business Unit continue to be carried out by the Bank of Indonesia and government organization such as the Sharia National Council by placing Sharia Supervisor Council whereas towards giving ar-rahn was based on the Article number 8 commandment number 10, 1998. Resolution efforts if the wanprestasi's customer through the selling in a manner of good auction in the public or under the hands, but if in the later days should there be any dispute then it will be completed in a manner of the conference, arbitration or the court. Another supporting factor is the Muslim population which consists of 90% of the national population. However, good appraiser is hardly found in Indonesia."

"This research was aimed to measure the impact of job satisfaction and organizational behavior on employees performance. The research data was collected from 60 respondents of 121 employees population at Kantor Pelayanan Bea dan Cukai tipe A Purwakarta by using some questionaires and field observation..."

"This causal study was aimed to answer the question of whether job performance affected by organization culture, and leadership style. The research data was gathered from PT. PELNI (Persero) and analyzed by using path analysis model after putting all variables into a correlation matrix..."

"ABSTRAKPenelitian bertujuan untuk menganalisis pengaruh transformational leadership terhadapkinerja anggota organisasi yang dimediasi oleh variabel komitmen organisasi dan workengagement. Pendekatan yang dipakai untuk melakukan penelitian ialah pendekatankuantitatif, pengumpulan data penelitian dilakukan melalui penyebaran kuesioner dalambentuk skala likert. Responden dalam penelitian ini ialah pegawai PT Kereta ApiIndonesia Daerah Operasi 5 Purwokerto yang berjumlah 115 orang. Teknik analisis datayang digunakan dalam penelitian ini yaitu menggunakan structural equation modeling(SEM) melalui aplikasi program smartPLS. Penelitian ini menemukan bahwatransformational leadership memiliki pengaruh secara langsung maupun tidak langsungterhadap kinerja anggota organisasi, variabel work engagement mampu memediasipengaruh secara tidak langsung antara transformational ledership dengan kinerja paraanggota organisasi. Sedangkan variabel komitmen organisasi tidak dapat memediasihubungan antara variabel kepemimpinan transformasional terhadap kinerja pegawai.

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ABSTRACTThe purpose of this research is to analyze how the influence of transformationalleadership on organizational member performance is mediated by variable organizationalcommitment and work engagement. The approach used to conduct research is aquantitative approach, research data collection is carried out through questionnaires in theform of a Likert scale. Respondents in this research were 115 employees of PT KeretaApi Indonesia Daerah Operasi 5 in Purwokerto. The data analysis technique used in thisstudy is using structural equation modeling (SEM) through the application of smartPLSprograms. This study found that transformational leadership has a direct or indirectinfluence on organizational member performance, the work engagement variable is ableto mediate the indirect influence between transformational ledership and the performanceof organizational members. While the organizational commitment variable cannotmediate the relationship between transformational leadership variables on employeeperformance.

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"Budaya perusahaan Jepang dipandang telah berhasil dalam meningkatkan kinerja perusahaan-perusahaan Jepang hingga produk-proudk mereka mampu bersaing di pasar global. Newamasi sebagai elemen utama budaya perusahaan Jepang serya hubungan dan pengaruhnya terhadap kinerja sumber daya manusia dalam perusahaan. Tujuan dari penelitian ini adalah memerikan bukti bahwa newamasi sebagai elemen budaya perusahaan tidak hanya bertujuan untuk membangun semangat kebersamaan, kesetiaan dan keakraban antar anggota manajemen. Selain it untuk membuktikan hubungan dan pengaruh newamasi sebagai elemen budaya perusahaan terhadap kinerja sumber daya manusia dalam perusahaan."

"This study examines the effect of the organization culture on the learning capability on the organization performance. It also describes the effect of the organization culture on the learning capability. The organization culture analyzed in this study is, among others, culture, clan culture, hierarchy culture; and market culture. The survey method used in the study was conducted by distributing the questionnaires to 131 employees who work for a branch of BCA in Bekasi. The results indicated that the organization culture also effects the learning capability significantly and the organization culture also affects the learning capability significantly. In addition, we found that the clan culture was the dominant factor that affects the organization performance."