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"Pemanfaatan tenaga ekspatriat menjadi dilema tersendiri bagi manajemen, yaitu di satu sisi sangat dibutuhkan untuk meningkatkan kapabilitas organisasi terutama kinerja inovasi karyawan, tetapi di sisi lain dapat menimbulkan kerugian yang besar bagi perusahaan bila mengalami kegagalan. Tesis ini bertujuan untuk membahas tentang pengaruh peran ekspatriat terhadap kinerja inovasi karyawan pada perusahaan penyedia jasa telekomunikasi seluler di Indonesia melalui mediasi alih pengetahuan, kapabilitas organisasi, dan budaya organisasi. Penelitian ini adalah penelitian kuantitatif dengan menggunakan metode survei. Responden yang berpartisipasi dalam penelitian ini sebanyak 167 responden berasal dari 8 perusahaan penyedia jasa telekomunikasi seluler di Indonesia dengan response rate 47%. Temuan utama penelitian adalah peran ekspatriat berpengaruh positif secara signifikan terhadap kinerja inovasi karyawan melalui mediasi kapabilitas organisasi. Hasil penelitian lain adalah alih pengetahuan yang terjadi secara langsung ternyata dapat berpengaruh negatif secara signifikan terhadap kinerja inovasi. Hal ini disebabkan banyaknya alih pengetahuan yang terjadi tetapi tidak dapat diimplikasikan di perusahaan penyedia jasa telekomunikasi seluler di Indonesia. Hasil penelitian penting lainya adalah budaya yang berlaku, karena akibat akulturasi budaya, ternyata dapat berpengaruh negatif secara signifikan terhadap kapabilitas organisasi. Hal ini disebabkan budaya yang berlaku kemungkinan masih kuat dipengaruhi oleh budaya hirarki dan budaya klan yang berfokus pada perbaikan internal unit kerja, sehingga apabila berhubungan dengan unit kerja lain akan menimbukan ketidakcocokan. Kemudian berdasarkan temuan penelitian ini maka disarankan perusahaan perlu menyeleksi secara ketat pengetahuan yang akan dialihkan berdasarkan koordinasi dengan unit kerja lain; selain itu perlu dilakukan perubahan budaya yang lebih berfokus ke eksternal, lebih banyak koordinasi dan kerjasama lintas fungsional, mengurangi birokrasi, dan pemberian insentif guna mendukung kinerja inovasi karyawan; serta lebih memanfaatkan peran ekspatriat semaksimal mungkin untuk peningkatan kinerja inovasi karyawan.

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The utilization of expatriates role became management dilemma because on one side expatriates were needed to lever organization capabilities especially employees’ innovation performance but on the other side the failure of expatriates could make a huge cost for organization. The purpose of this thesis is examine the influence of expatriates’ role to employees’ innovation performance at the companies of cellular telecommunications service provider in Indonesia through mediation of knowledge transfer, organizational capabilities, and organizational culture. This research is quantitative research using the survey method. The participants in this study were 167 selected employees including expatriates, expatriates’ subordinates, expatriates’ peers, and expatriates’ superiors from 8 main companies of cellular telecommunication in Indonesia with response rate 47%.

The main finding of this research is the expatriates’ role significantly positive affect employees’ innovation performance through the mediation of organizational capabilities. The other finding is surprising that knowledge transfer could occur directly turns significantly negative impact on employees’ innovation performance. This is due to the number of knowledge transfer that occurred but could not be implicated in cellular telecommunications services companies in Indonesia. Another surprising result is that there are cultural influences, as a result of acculturation, could affect negative significantly to organizational capabilities. This is due to acculturation that occurs is likely strong influenced by the cultural hierarchy and cultural clan which focus on internal improvement for internal work unit, so when dealing with other work units will have disastrous friction or incompatibility.

Then from the findings of this study, there were suggested that companies need to filter the knowledge which would be transferred must be based on coordination with other related work units. Thus it was a danger impact to transfer of knowledge directly from expatriates to employees without coordination with other related work units. The other suggestion is the cellular telecommunication services provider companies need to change of organization culture over to an external focus, more coordination in multifunctional level, reduce bureaucracy, and the provision of incentives to support employees’ innovation performance, as well as better utilizing of expatriates’ role as much as possible to increase employees’ innovation performance."

"Tesis ini bertujuan untuk mengetahui apakah terdapat hubungan antara Perceived Organizational Support (POS) dan intensi untuk meninggalkan pekerjaan pada karyawan PT. XYZ. Pada tesis ini dilakukan juga intervensi Effective Feedback Training pada atasan yang dilanjutkan dengan pemberian POS dan menurunkan intensi untuk meninggalkan pekerjaan. Data dari 10 orang karyawan pada level staf dari cabang klinik yang dihitung dengan menggunakan korelasi Pearson menunjukkan bahwa terdapat hubungan signifikan yang negatid antara POS dan intensi untuk meninggalkan pekerjaan, dengan r = -0.929. Artinya jika POS ditingkatkan, maka intensi karyawan untuk meninggalkan pekerjaan dapat diturunkan. Dalam tesis ini, POS ditingkatkan dengan pemberian effective feedback trainingpada atasan, dan dilanjutkan dengan praktek pemberian feedback dari atasan kepada bawahan. Efek intervensi diukur dengan membandingkan data pre dan post-test pada variabel POS dan intensi untuk meninggalkan pekerjaan dengan menggunakan paired-samples t-test. Hasil menunjukkan adanya perbedaan signifikan pada POS dan intensi untuk meninggalkan pekerjaan pada karyawan PT. XYZ setelah diberikan feedback dari atasan, dengan nilai t sebesar 3.017 dan signifikansi 0.015.

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The purpose of this research is to study the correlation of Perceived Organizational Support (POS and intention to turnover of the employee at XYZ Company. In this thesis, researcher conducted the Effective Feedback Training for the supervisor, then the supervisor practice the feedback process to subordinate, to improve POS and reduce intention to turnover. Data from 10 employees from clinic branch that calculated with Pearson Correlation shows that there's significant correlation (negarive correlation) between POS and intention to turnover, with r=-0.929. It means, when the POS was improved, the intention to turnover could be reduced. To improve the POS, researcher conducted the effective feedback training for supervisor, and the supervisor practice the effective feedback process to the subordinate. The effect of the intervention is significant from the compared-mean test (Paired-Samples T-Test). It means there is significant differences in POS and intention to turnover score after the intervention. The value of t is 3.017 and the significant level is 0.015."

"Penelitian ini membahas pengaruh komitmen, motivasi, dan disiplin terhadap kinerja karyawan pada Organisasi Pengelola Zakat OPZ di Indonesia. Penelitian ini dilakukan di OPZ X dan OPZ Y. OPZ X merupakan salah satu lembaga amil zakat di Indonesia yang dibentuk oleh masyarakat. Sedangkan OPZ Y merupakan lembaga pengelola zakat yang dibentuk oleh pemerintah dan bersifat non-struktural. Metode yang digunakan dalam penelitian ini adalah pendekatan kuantitatif dengan jenis penelitian deskriptif. Pada penelitian ini, komitmen terdiri dari tiga dimensi yaitu normative commitment, affective commitment, dan continuance commitment. Motivasi terdiri dari tiga tipe yaitu existance, relatedness, dan growth. Disiplin terdiri dari empat dimensi yaitu kualitas disiplin, kuantitas disiplin, kompensasi, dan konservasi. Sedangkan kinerja karyawan terdiri dari empat dimensi yaitu hasil kerja, perilaku kerja, atribusi kompetensi, dan komparatif. Hasil penelitian ini menunjukkan bahwa komitmen berpengaruh terhadap kinerja karyawan pada OPZ X dan OPZ Y. Motivasi berpengaruh terhadap kinerja karyawan pada OPZ X dan OPZ Y. Disiplin berpengaruh terhadap kinerja karyawan OPZ X dan OPZ Y.

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This study is examine the influence of commitment, motivation, and discipline aspects on employee performance of Organisasi Pengelola Zakat OPZ in Indonesia. This study is conducted in OPZ X and OPZ Y. OPZ X is the one of amil zakat institution in Indonesia that is formed by the society. While OPZ Y is formed by the goverment and characterized as non structural type. This study was conducted by using descriptive quantitative approach. In this study, commitment aspect has three dimensions normative commitment, affective commitment, and continuance commitment. Motivation aspect has three types existance, relatedness, and growth. Discipline aspect consist of four dimensions quality of discipline, quantity of discipline, compensation, and conservation. While employee performance has four dimensions work results, work behaviours, attibution competences, and comparativeness. The results of this study indicate that commitment has influence on employee performance at both OPZ. Motivation has influence on employee performance at both OPZ. Discipline has influence on employee performance at both OPZ."

"Penelitian ini bertujuan menjelaskan hubungan antara variabel kepemimpinan dan komunikasi interpersonal sebagai variabel bebas dengan motivasl kerja pustakawan di Badan Pembinaan Hukum Nasional sebagai variabel terikat.Dalam penelltian ini, variabel kepemimpinan menggunakan indikator orientasi kepada tugas, orientasi kepada hubungan. lndikator dalam komunikasi interpersonal adalah kepercayaan, dukungan, dan keterbukaan. Sedangkan indikator dalam variabel motivasi kerja terdiri kebutuhan berprestasi, kebutuhan berhubungan dengan pihak lain, dan kebutuhan untuk berkuasa. Responden dalam penelitian ini adalah pustakawan di Badan Pembinaan Hukum Nasional yang seluruhnya berjumlah 21 (duapuluh satu) orang.Hasil analisis korelasi menunjukkan terdapat hubungan yang kuat secara signillkan antara kepemimpinan dan motivasi kerja pustakawan di Badan Pembinaan Hukum Nasional. Hasil yang sama juga ditunjukkan dalam hubungan antara komunikasi interpersonal dengan motivasi kerja. Demiklan juga terhadap hubungan antara kepemimpinan dan komunikasi interpersonal secara bersama-sama dengan motivasi kerja, menunjukkan adany hubungan. Arah hubungan yang ditunjukkan antara variabel bebas dan variabel terikat adalah hubungan yang positif. Dengan demikian untuk meningkatkan motivasi kerja pustakawan, maka diperlukan adanya peningkatan proses kepemimpinan dan komunikasi interpersonal di Iingkungan Badan Pembinaan Hukum Nasional.

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This research is aimed at explaining the relationship between variables of leadership and interpersonal communication as the independent variables with working motivation of librarian in the National Law Development Agency as dependent variable. In this research, leadership variable uses indicator which is oriented towards jobs, and oriented towards relationship. The indicator in interpersonal communication is trust, support and openness, while indicator in working motives variable consist of need of achievement, need of afnliation, and need of power. The respondents in this research is all librarians in the National Law Development Agency which are 21 (twenty one) persons.

The result of correlation analysis showed the strong and significant relation between leadership and working motivations of librarian in the National Law Development Agency. The same result is also depicted in the relation between interpersonal communications with working motivation. Besides, the relation between leadership and interpersonal communication together show the medium relationship toward working motivation. The direction of the relation which is depicted between dependent and independent variable is positif relation.

Therefore, to enhance the working motivation of librarians, it needs the strengthening of leadership process and interpersonal communication in the National Law Development Agency."

"Penelitian ini dilakukan untuk mengetahui sejauh mana hubungan antara persepsi perilaku kepemimpinan atasan dan motivasi kerja bawahan pada karyawan cabang Y PT. X. PT. X merupakan perusahaan penyedia jasa layanan perbankan yang sedang berkembang. Berdasarkan data awal yang diperoleh melalui wawancara, diketahui bahwa motivasi kerja bawahan pada karyawan cabang Y PT. X masih perlu ditingkatkan. Persepsi karyawan terhadap perilaku kepemimpinan atasan diduga berpengaruh terhadap motivasi kerja tersebut. Untuk mengetahui apakah dugaan tersebut benar, peneliti melakukan perhitungan statistik melalui uji korelasi antara persepsi perilaku kepemimpinan dan motivasi kerja bawahan. Hasil yang ada menunjukkan bahwa terdapat hubungan yang positif dan signifikan antara persepsi perilaku kepemimpinan dan motivasi kerja bawahan. Oleh karena itu, intervensi yang dilakukan pada penelitian ini dirancang untuk meningkatkan persepsi karyawan terhadap perilaku kepemimpinan atasan yaitu berupa pelatihan kepemimpinan transformasional bagi penyelia. Hasil perhitungan uji signifikansi menunjukkan adanya perbedaan pre-test dan post-test pada materi intervensi. Maka bentuk intervensi pelatihan kepemimpinan transformasional diharapkan dapat meningkatkan persepsi perilaku kepemimpinan atasan dan motivasi kerja bawahan pada cabang Y PT. X.

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This study was conducted to find out relationship between perceived leadership behavior and subordinate work motivation among employees in branch Y PT X. PT. X is a growth company which provide banking services. Based on initial data that were obtained from interviews, the researcher found that subordinate work motivation still need to improve. Employee's perceived of leadership behavior are assumed to affect work motivation. To know whether that presumption is correct or not, the researcher conducted a statistical calculation through correlation test between perceived leadership behavior and subordinate work motivation.

The results showed that there is a significant and positive correlation between perceived leadership behavior and subordinate work motivation. Therefore, the intervention in this study was designed to increase employee's perceived of leadership behavior that was transformational leadership training for supervisor. The result of test calculation shows that there is a significantly differences between pre-test and post-test on intervention knowledge. Accordingly, transformational leadership training is expected to improve perceived leadership behavior and subordinate work motivation among employees in branch Y PT. X."

"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."

"ABSTRAKPenelitian ini meneliti mengenai pengaruh Leader Member Exchange Terhadap Innovative Behavior Dengan Job Engagement dan Organization Engagement Sebagai Mediasi. Penelitian ini meneliti pada industri pertambangan menggunakan kuesioner yang didapatkan dari 290 responden yang bekerja di kantor pusat PT XYZ sebagai salah satu perusahaan pertambangan BUMN. Hipotesis penelitian dirumuskan dari penelitian sebelumnya dengan mengalami sedikit modifikasi dan diuji menggunakan structural equation model (SEM). Hasil menunjukkan bahwa Kualitas Leader Member Exchange memiliki efek positif pada Job Engagement, Kualitas Leader Member Exchange memiliki efek negatif pada Organization Engagement, Kualitas Leader Member Exchange memiliki efek positif pada Innovative Behavior, Job engagement memiliki efek positif pada Organization engagement, Job engagement memiliki efek positif pada Innovative Behavior, Organization engagement memiliki efek positif pada Innovative behavior. Job Engagement terbukti memediasi antara Leader Member Exchange dan Innovative Behavior, Organizational Engagement terbukti memediasi antara Leader Member Exchange dan Innovative Behavior di kantor pusat PT XYZ.

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ABSTRACT

This study examined the effect of Leader Member Exchange on Innovative Behavior on which is influenced by the role of Job Engagement and Organizational Engagement as a mediator. This research examined the mining industry using a questionnaire obtained from 290 respondents working at Headquarter office of PT XYZ. The research hypothesis was formulated from previous studies and added hypothesis and tested using structural equation model (SEM). The result showed that quality of Leader Member Exchange has positive effect on Job Engagement, quality of Leader Member Exchange has negative effect on Organization Engagement, quality of Leader Member Exchange has positive effect on Innovative Behavior, Job engagement has positive effect on Organization engagement, Job engagement has positive effect on Innovative Behavior, Organization engagement has positive effect on Innovative behavior. While Job Engagement directly influence Leader Member Exchange and Innovative Behavior, Organizational Engagement directly influence Leader Member Exchange and Innovative Behavior of employee at Headquarters office of PT XYZ."

"ABSTRAK

Semua organisasi menginginkan keberhasilan dalam melakukan perubahan.

Faktor pendorong terjadinya perubahan bisa disebabkan oleh berbagai macam hal

baik internal maupun eksternal organisasi. Mengelola perubahan membutuhkan

kesiapan, komitmen, dan kepercayaan dari seluruh anggota organisasi, sehingga

untuk merumuskan perubahan yang berhasil faktor anggota organisasi wajib

dipertimbangkan, dengan mempertimbangkan peran employee engagement dalam

mengelola perubahan. Selain faktor employee engagement, budaya organisasi juga

mempunyai peran penting dalam keberhasilan pengelolaan perubahan. Penelitian

ini bertujuan untuk mengetahui pengaruh budaya organisasi dan employee

engagement terhadap kesiapan untuk berubah. Penelitian dilakukan pada Kantor

Vertikal Direktorat Jenderal Perbendaharaan Provinsi Aceh dengan menggunakan

130 sampel untuk mengukur dan melihat pengaruh antar tiga variabel tersebut.

Hasil penelitian menunjukkan bahwa terdapat pengaruh budaya organisasi dan

employee engagementterhadap kesiapan untuk berubah. Dengan mengetahui

gambaran budaya organisasi, tingkat employee engagement, dan tingkat kesiapan

menghadapi perubahan para anggotanya, maka akan mempermudah pihak

manajemen dan pengambil keputusan dalam mengelola dan mengawal perubahan

tersebut dengan baik dan berhasil

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ABSTRACT

Every organizations wish to manage change successfully. The main drivers of

change can be caused by forces of both internal and external factors. Managing

change requires readiness, commitment, and trust from the entire organization

members. Thus, in order to formulate a successful change, the factor of

organization members must be considered, as related to the roles of employee

engagement in the change management process. Besides the employee

engagement, organizational culture also plays an important role in the success of

managing change. This study aims at determining the effects of organizational

culture and employee engagement towards readiness for change. The study was

conducted at the vertical office of the Directorate General of Treasury Vertical

Aceh province by using 130 samples to measure the magnitude and influence

between these three variables. The results show that there is an influence between

organizational culture and employee engagement towards readiness for change.

By knowing the whole picture of the organizational culture, employee

engagement levels, and the level of readiness of its members, the change

management process can be carefully managed and controlled by the management

and decision-makers in order to have a successful changes and better results"

"Penelitian ini bertujuan untuk menganalisis pengaruh dari Perceived Organizational Support POS terhadap Employee Engagement. Pada penelitian ini, variabel Perceived Organizational Support diukur dengan menggunakan konsep dari Eisenberger dkk 1986 yang terdiri dari 36 indikator dan tiga dimensi, yaitu dimensi Fair Organizational Procedures, Supervisor Support, dan dimensi Favorable Rewards Job Conditions. Sedangkan untuk variabel Employee Engagement digunakan konsep dari Gallup Consultant 2006 yang diukur dengan 12 indikator atau dikenal dengan Q-Twelve Q-12. Pada konsep tersebut terdapat empat dimensi, yaitu What do I Get, What do I Give, Do I Belong, dan How Can We Grow. Penelitian ini merupakan penelitian kuantitatif, yang mana sumber data merupakan hasil dari penyebaran kuesioner kepada karyawan tetap non operasional di kantor pusat PT. Jasa Marga Persero tbk, dengan metode non probability sampling. Penelitian ini menggunakan analisis regresi sederhana dan koefisien determinasi untuk menguji pengaruh antar variabel. Hasil dari penelitian ini menunjukkan bahwa 15,9 employee engagement dipengaruhi oleh Perceived Organizational Support.

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This research aiming to analyzing the effect of Perceived Organizational Support POS to Employee Engagement. The Perceived Organizational Support variable in this research measured by using the concept from Eisenberger Et al 1986 that has 36 indicators and three dimensions, which are Fair Organizational Procedures, Supervisor Support, and Favorable Rewards Job Conditions. Meanwhile, the concept by Gallup Consultant 2006 that is measured by 12 indicators that is also known as Q Twelve Q 12 is used for the variable of Employee engagement. This concept has four dimensions, which are What Do I Get, What Do I Give, Do I belong, and How Can We Grow.

This research is quantitative research which the data are from the result of the questionnaire that is spreaded among the non operational permanent employees on the head office of PT. Jasa Marga persero using non probability sampling method. This research using a simple regression analysis and coefficient of determination to examine the influence between the variables. The result of this research showed that 15,9 of employee engagement are influenced by the Perceived Organizational Support."