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"Carrier development is something, which is required by every employee who works for an organization/company. The carrier development is closely related with the competency owned by any one in carrying out his/her duty. The competency development is carried out in order that the employee and the official has the professionalism in carrying out the duty and function in accordance with the position responsibility consistently and by the program based on the capability qualification dearly required, thus the development can motivate the employee to develop his/her carrier and professionalism.Objective of this research is to know how high the development of competency carried out by the Department of Industry and its Employee Affairs Bureau; how high the development of carrier of the employees at the Employee Affairs Bureau; and how is the relationship between the competency development carried out and the carrier development of the employees at the Employee Affairs Bureau.This research utilizes a quantitative approach with co relational method. Distributing the questionnaire to the respondents, interviewing, and literature studying supporting all data of the research carries out the data collecting. Data Processing of the respondents uses SPSS 12.0 program for Windows with correlation technique and frequency distribution.Sample in this research is all employees in the Employees Affairs Bureau of the Department of Industry, which consist of, are 68 persons. Sample in this research is a census that all population becomes the respondents.Results of the research show that the effort to develop the competency carried out by the Department of Industry and Employee Affairs is high, the development of the employee's carrier in the Employee Affairs is medium and the competency development has a positive and weak correlation (0,207) toward the carrier development of the employee."

"Pengembangan sumber daya manusia (SDM) dalam organisasi harus ditangani secara serius. Hal ini dikarenakan pengelolaan SDM yang baik akan berdampak pada kestabilan organisasi dan upaya pencapaian tujuan / sasaran dan atau target organisasi. Salah satu aspek pengembangan SDM yang sangat penting diperhatikan adalah perencanaan dan pengembangan karir yang berpengaruh pada peningkatan motivasi kerja karyawan.Motivasi kerja yang merupakan dorongan dalam diri seorang karyawan untuk melakukan pekerjaan yang lebih baik akan dapat dipertahankan apabila organisasi dapat memuaskan kebutuhan-kebutuhan karyawaannya. Salah satu kebutuhan karyawan yang perlu diperhatikan adalah pengembangan karir yakni proses mengidentifikasi potensi karir pegawai, mencari dan menerapkan cara-cara yang tepat untuk mengembangkan potensi tersebut. Untuk mengetahui kaftan antara pengembangan karir dan motivasi kerja karyawan di lingkungan Rumah Tahanan Negara Kelas I Jakarta Pusat dilakukan penelitian deskriptif dengan menggunakan kuisioner sebagai alat (instrumen) pengumpul data primer indikator instrumen penelitian untuk mengungkap pengembangan karir terdiri dari; minat pada pekerjaan, tujuan pegawai dalam bekerja, seleksi dan ujian kemampuan, kesanggupan pegawai, kesempatan, pekerjaan yang sesuai, pekerjaan yang selesai. Sedangkan indikator motivasi kerja mengacu pada teori Herzberg yakni terdiri atas aspek: prestasi, pengakuan, pekerjaan itu sendiri, tanggung jawab, kenyamanan tempat kerja, kemajuan dalam karir.Penelitian ini bertujuan untuk mengetahui korelasi antara pengembangan karir dengan motivasi kerja karyawan. Oleh karena itu dilakukan uji korelasi dengan mempergunakan alat bantu SPSS 11.0. for windows. Dari hasil uji korelasi Spearman rho diketahui bahwa terdapat hubungan signifikan positif antara variabel X dengan variabel Y. Artinya semakin baik pengembangan karir (variable X), maka motivasi kerja karyawan (variable Y) di lingkunan penelitian ini akan semakin baik pula. Dengan kata lain persepsi dan pemahaman responden yang diolah dalam analisis korelasi secara kwantitatif memperlihatkan bahwa responden penelitian ini menyetujui bahwa semakin baik pengembangan karir, maka motivasi kerja karyawan akan semakin baik.Berdasarkan hasil penelitian ini, saran atau rekomendasi yang ingin disampaikan oleh peneliti adalah perlu dilakukan perbaikan dan pembenahan dalam sistem pengembangan karir di lingkungan Rumah Tahanan Negara Kelas I Jakarta Pusat. Pengembangan karir hares disesuaikan dengan tuntutan dan tujuan karyawan dalam bekerja sehingga motivasi kerja karyawan dapat lebih dioptimalkan. Selain itu perencanaan dan pengembangan karir yang tidak saja menguntungkan karyawan secara pribadi tetapi juga menguntungakan organisasi perlu disusun dan distandarkan. Artinya setiap karyawan mendapat perlakuan yang lama dalam pengembangan karir dan menempatkan orang yang tepat pads tempat yang tepat. Penempatan seorang karyawan secara tepat akan meningkatkan motivasi kerja dan profesionalisme kerja serta kemampuannya dalam bekerja. Informasi akan perencanaan pengembangan karir perlu ditingkatkan dan dikembangkan sehingga pegawai dapat mempersiapkan diri dan mengembangkan diri serta mempersiapkan pengembangan karirnya kelak.Perlu dilakukan rotasi kerja secara internal bagi seluruh pegawai yang telah memenuhi syarat secara kepangkatan dan golongan, guna meningkatkan motivasi kerja pegawai walaupun mereka tidak memilki kesempatan kenaikan pangkat namun mengetahui dan berwawasan pekerjaan dilingkungan instansi. Hal ini juga akan tetap menjaga motivasi mereka dalam bekerja dan instansi terlindungi dari masalah kecemburuan sosial sekaligus menunjang perbaikan dan pembenahan dalam sistem pengembangan karir di lingkungan Rumah Tahanan Negara Kelas I Jakarta Pusat.Dilakukanya pengusulan pada lembaga yang lebih tinggi agar kuota struktural ditambah berkenaan dengan beban tugas khususnya biding pengamanan, juga dapat secara internal menambahkan jabatan struktural terhadap sub kerja guna menangani oprasional internal instansi.

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The development of human resources in organization must be handled seriously. It is because good management of human resources will give positive impact for the stability of organization and any efforts to obtain goals and or target organization.

Motivation of work which is internal vigor to make a good work can be maintained lithe organization can satisfy the need of the employee. One of the needs of the employee which should be looked after is career arrangement. It can be categorized into three which are identification of potential career of the employee, find and implement suitable instrument to develop its capability. To explore the relation of career arrangement on motivation of' work descriptive research is examined using questionnaire as the instrument to collect data. The indicators in the instrument are interest, goal, selection and capability test, capability, opportunity, and suitability. Meanwhile indicators of motivations of work based on Hertz berg theory are performance acknowledgment, the work itself, responsibility, satisfaction and career advancement.

This research aims to identify the correlation of career arrangement on employee's motivation of work. For that reason, correlation test shows that there is positive and significant relation between X variable and Y variable. It means that better career arrangement (X) will improve employee's motivation of work. In other word, respondent's perceptions and understanding which are analyzed in the quantitative correlation analysis shows that the respondents agree that the better career arrangement, motivation of work will improved.

Based on the research, suggestion recommendation which is released here is that there is a need of improvement in the career arrangement system in the Detention Center Central Jakarta. Career arrangement should be fitted with the demand and goals of the employees; hence their motivation can be optimized. Beside, planning and development of career should be standardized. It means that every employee obtains equal treatment in the career and placement arrangement. Good placement of an employee will improve motivation and professionalism of work. Information on career arrangement should be improved and developed; hence the employee can prepare themselves in the future.

Work replacement and rotation internally are needed for employees that have pass in position and classifications, it means can motivated and get more knowledge's for them even they already know that there is no career adjustment. It will keep their motivation and reduces all kinds of disputes and also makes any better and system and career arrangements in the Detention Center Central Jakarta,

Asking for more quota of structural addition to the higher level, especially in security parts, will help to caring of every internals problems."

"One of the signs of organizational destruction was the low level of its employees' work satisfaction. This is a challenge to the organization on how to increase the employees' work satisfaction. The organization's success in maintaining and developing human resources depended an the leader. Leadership is an ability to influence people in order to achieve the organizational aims with high spirit. Henceforth a leader should play double role, as a supervisor and also a colleague in giving support to others. This opinion goes parallel with Locke (1976: 192 - 193) that leader or supervisor also acts as a fellow colleague and therefore leaders' attitude is one of dominant factors in determining work satisfaction. A good leadership in maintenance and development of human resources can give equal chance for employees to develop their career. Gilley and Eggland (1989: 93) stated that organization using career development to increase productivity, repair attitude and increase work satisfaction. This research conducted to (1) know the relationship between leadership and work satisfaction, (2) relationship of career development and work satisfaction, (3) relationship of leadership and career development to work satisfaction of employees at Directorate General of Immigration. This research is. a descriptive and correlation research-using-survey-method. Research instrument is using questioner in Likert Scale. Validity test of variables is conducted by using correlation technique of Product Moment, while reliability used Alpha Cronbach technique. The sample collected by Stratified Purposive Sampling. Analyses of each independent variable's relation to dependent variable is using simple correlation analysis with Spearman's Rho technique, while the relationship of both independent variables to dependent variable is using multiple correlation analysis of Product Moment. From this research can be concluded that: I. There is a significant and positive relation between leadership to work satisfaction. Better leadership can guarantee higher level of work satisfaction. 2. There is a significant and positive relation between career development to work satisfaction, Better career development can ensure higher work satisfaction. 3, There is a significant and positive relation between leadership and career development to work satisfaction. The better quality of leadership and career development, the higher work satisfaction of employees. The conclusion of this research is that leadership and career development both individually or together related to the level of work satisfaction, although there are still some weaknesses of variables from the frequency distribution. Suggestion that can be put forward is improvement and increase to ensure an optimal variables of leadership and career development to ensure better work satisfaction of employees."

"Keberhasilan suatu organisasi dalam mencapai tujuannya sangat tergantung kepada sumber daya manusia sebagai faktor penggerak dalam organisasi itu sendiri. Belum optimalnya kinerja sumber daya manusia dalam suatu organisasi seperti halnya yang terjadi di bagian Verifikasi dan Akuntansi Biro Keuangan dan Perlengkapan Departemen Perindustrian dan Perdagangan berkaitan erat dengan beberapa faktor yang mempengaruhinya. Dalam kaitannya dengan fungsi verifikasi sebagai tertib administrasi pelaksanaan pengelolaan keuangan negara, maka diperlukan kinerja yang optimal dari para pelaksana di bagian verifikasi tersebut. Hal inilah yang melatar belakangi penulis untuk melakukan penelitian dengan melihat dari faktor motivasi dan kemampuan kerja pegawainya serta mengangkat permasalahan tersebut sebagai judul dalam tesis: "Analisis Hubungan Antara Faktor Motivasi dan Kemampuan Kerja Deegan Kinerja Pegawai di bagian Verifikasi dan Akuntansi Biro Keuangan dan Perlengkapan Departemen Perindustrian dan Perdagangan".Penelitian ini bertujuan untuk mengetahui gambaran tentang motivasi kerja, kemampuan kerja, dan kinerja pegawai di bagian Verifikasi dan Akuntansi Biro Keuangan dan Perlengkapan Departemen Perindustrian dan Perdagangan. Di samping itu, penelitian ini juga dimaksudkan untuk menjelaskan hubungan antara motivasi kerja dan kemampuan kerja dengan kinerja pegawai.Pendekatan yang digunakan dalam penelitian ini merupakan pendekatan kuantitatif dengan mengukur data yang diperoleh dari persepsi responden yang telah disusun berdasarkan skala Likert. Populasi dalam penelitian ini sekaligus merupakan sampel penelitian, meliputi pegawai di bagian Verifikasi dan Akuntansi Biro Keuangan dan Perdagangan yang berjumlah 36 orang. Teknik pengumpulan data dilakukan dengan mempergunakan kuesioner dan diolah dengan menggunakan teknik analisis deskriptif korelasional dengan dibantu penggunaan SPSS (Statistical Package for Social Science versi 12.0).Hasil penelitian menunjukkan bahwa motivasi kerja pegawai di bagian verifikasi ada pada kategori rendah, kemampuan kerja pegawai pada kategori sedang, demikian juga kinerja pegawai menunjukkan kategori sedang. Selanjutnya hubungan antara variabel bebas dengan variabel terikat menunjukkan bahwa variabel motivasi mempunyai hubungan yang signifikan, positif dan kuat terhadap variabel kinerja dengan koefisien korelasi sebesar 0.651. Adapun variabel kemampuan kerja mempunyai hubungan yang signifikan, positif namun lemah terhadap variabel kinerja dengan koefisien korelasi sebesar 0.437.

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The success of an organization in achieving its objectives is very dependent on human resource as the driver of the organization it self. The performance of human resource in the Verification and Accounting section of the Finance and Procurement Bureau of the Indonesia Ministry Industry and Trade has not been optimum, because of some affecting factors. Considering the importance of verification function as administration governance in the state financial management implementation and in relation to the performance condition in the section. This research was conducted, exploring motivation and employee working ability aspect. These aspects are used as its background with the title of the thesis is Analysis Of Correlation between Motivation and Employee Working Ability and Employee Performance in Verification and Accounting Section, Finance and Procurement Bureau, Ministry of Industry and Trade. The research is intended to obtain the comprehensive view in accordance with motivation, capability and performance of the employees at the Verification and Accounting section of the Finance and Procurement Bureau, Ministry of Industry and Trade.The purpose of the research is also seeking the correlation between motivation and performance. Furthermore, its also wants to identify correlation between ability and performance of the employees. The research used a quantitative approach as the main guidance based on respondent perception and was analyzing by Likert scale.The research used descriptive and co-relational analytical method and involved population of 36 respondents of the employees at Verification and Accounting section, Finance and Procurement Bureau, Ministry of Industry and Trade. Data collecting method used questionnaire, and the data is analyzed by using SPSS (Statistical Package for Social Science).The result of the research has shown that motivation of the employees indicate at low level, the ability of the employees tend to medium level, nevertheless the performance of the employees indicate at medium level as well as ability. The correlation between motivation and performance indicate at 0,651 of correlation coefficients, it means that there is significant correlation between motivation and performance. Meanwhile, the correlation between ability and performance indicate at 0,437 of correlation coefficients, it means that there is not significant even though the correlation shows positive direction in a weak level."

"Penelitian ini bertujuan untuk mengetahui pengaruh dari perceived investment in employee developmnet terhadap turnover intention, yang dimediasi oleh affective commitment dan job satisfaction. Untuk penelitian ini, data didapatkan dari 90 responden yang bekerja di kantor pusat PT. Asuransi Bangun ASKRIDA. Sedangkan, metode yang digunakan dalam penelitian ini adalah metode Baron & Kenny (1986). Hasil dari penelitian menunjukkan bahwa perceived investment in employee development memberikan pengaruh terhadap turnover intention melalui variabel mediasi, yaitu affective commitment dan job satisfaction.

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This study aims to determine the impact of perceived investment in employee development toward turnover intention mediated by affective commitment and job satisfaction. The respondents of this study were 90 employees of PT. Asuransi Bangun ASKRIDA head office. This study uses Baron & Kenny (1986) method to process the data. The result of this study shows that perceived investment in employee development negatively affecting turnover intention through mediating variables, which is affective commitment and job satisfaction."

"This study was conducted primarily to measure the relationship between career program, career development andpersonal outcomes using self-administered questionnaires gathered from employees who have worked at a Sabah localgovernment in Borneo. The outcomes of testing research hypothesis using a stepwise regression analysis showed twoimportant findings: firstly, relationship between career program (i.e., planning and management) and careerdevelopment positively and significantly correlated with job satisfaction. Secondly, relationship between careerprogram (i.e., planning and management) and career development positively and significantly correlated with careercommitment. Statistically, the result demonstrates that career development does act as an important mediating variablein the relationship between career program and personal outcomes in the career program model of the studiedorganization. The paper provides discussion, implications and conclusion.Penelitian ini dilakukan untuk mengukur hubungan antara program karir, pengembangan karir dan pribadi denganmenggunakan survei yang dikumpulkan dari karyawan yang telah bekerja pada pemerintah daerah Sabah diKalimantan. Pengujian hipotesis penelitian yang menggunakan analisis regresi bertahap menunjukkan dua penemuanpenting: Pertama, hubungan antara program karir (yaitu, perencanaan dan manajemen) dan pengembangan karirmemiliki hubungan positif dan signifikan dengan kepuasan kerja. Kedua, hubungan antara program karir (yaitu,perencanaan dan manajemen) dan pengembangan karir menunjukkan hubungan positif dan signifikan dengan komitmenkarir. Secara statistik, penemuan ini menunjukkan bahwa pengembangan karir tidak bertindak sebagai variabel mediasipenting dalam hubungan antara program karir dan pengembangan pribadi di dalam model program karir dari organisasiyang dipelajari di dalam penelitian ini. Makalah ini memberikan diskusi, implikasi dan kesimpulan."

"Penelitian ini bertujuan untuk melihat hubungan kedua dimensi orientasi karier protean, yaitu self-directed dan values driven dengan kesuksesan karier subjektif yang diukur melalui kepuasan karier dan kepuasan kerja. Dalam hal ini, hubungan antara values-driven dengan kesuksesan karier subjektif dimoderasi oleh person-organization fit. Partisipan pada penelitian ini berjumlah 218 partisipan yang merupakan karyawan dari berbagai industri. Hasil yang diperoleh pada penelitian ini ialah self-directed berhubungan secara positif dengan kepuasan karier r = .33, 95 BCa CI [.20, .43], p < .05, signifikan maupun kepuasan kerja r = .30, 95 BCa CI [.16, .44], p < .05, signifikan. Hal ini membuktikan bahwa orang yang self-directed akan merasa sukses pada kariernya secara subjektif. Sedangkan pada variabel moderator, didapat hasil bahwa tidak terdapat efek moderasi person-organization fit pada hubungan antara values-driven dengan kepuasan karier r = .04, p > .05, tidak signifikan maupun kepuasan kerja r = -.01, p > .05, tidak signifikan.

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This study aims to examine the relationship between both dimensions of protean career attitudes self directed and values driven with subjective career success, which is measured by career satisfaction and job satisfaction. In this case, the relationship between values driven and subjective career success is moderated by person organization fit. Participants in this study amounted to 218 participants from various industries.

The results obtained in this study are first, self directed is positively correlated with career satisfaction r .33, 95 BCa CI .20, .43 , p .05, significant and job satisfaction r .30, 95 BCa CI .16, .44 , p .05, significant. This proves that a self directed person will feel subjectively success in their career. Second, it is found that there is no moderation effect of person organization fit on the relationship between values driven with career satisfaction r .04, p .05, not significant and job satisfaction r .01, p .05, not significant."

"[ABSTRAKPenelitian ini bertujuan untuk menganalisist pengaruh praktik sumber daya manusia terhadap dimensi job embeddedness. Penelitian ini menggunakan alatukur praktik sumber daya manusia yang dikembangkan Delery & Doty (1996dalam Huff, 2007) untuk mengukur pengembangan karir, pelatihan, kompensasi,keamanan kerja dan penilaian kinerja, sementara variabel job embeddednessdiukur menggunakan Job Embeddedness Scale yang dikembangkan oleh Mitchell(2001). Hasil penelitian menunjukkan bahwa praktik sumber daya manusiaterbukti secara signifikan memiliki pengaruh positif terhadap dimensi fit dansacrifice dari job embeddedness, sedangkan praktik sumber daya manusia tidakmemiliki pengaruh secara signifikan terhadap dimensi link dari job embeddedness.Hal ini menunjukkan bahwa semakin baik praktik sumber daya manusia yangditerapkan maka karyawan akan merasakan dirinya memiliki kecocokan dankenyamanan dalam bekerja di perusahaan. Selain itu juga karyawan akanmerasakan semakin banyak hal yang dirasa akan dikorbankan apabila keluar dariperusahaan.

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ABSTRACTThis study aims to analyze the influence of human resources practices ondimensions of job embeddedness. This study used Human Resources PracticesTest which was developed by Delery & Doty (1996 in Huff, 2007) to measurecareer development, training, compensation, job security and performanceappraisal, and Job Embeddedness Scale which was developed by Mitchell (2001).The result of this study showed that human resources practices have significantpositive influence on job embeddedness, specifically fit and sacrifice, meanwhile,human resources practices do not have significant influence on link dimension ofjob embeddedness. The findings show that good implementation of humanresources practices will make employee more compatible and comfort withorganization. Moreover, employee will also feel greater losses if leaving theorganization.;This study aims to analyze the influence of human resources practices ondimensions of job embeddedness. This study used Human Resources PracticesTest which was developed by Delery & Doty (1996 in Huff, 2007) to measurecareer development, training, compensation, job security and performanceappraisal, and Job Embeddedness Scale which was developed by Mitchell (2001).The result of this study showed that human resources practices have significantpositive influence on job embeddedness, specifically fit and sacrifice, meanwhile,human resources practices do not have significant influence on link dimension ofjob embeddedness. The findings show that good implementation of humanresources practices will make employee more compatible and comfort withorganization. Moreover, employee will also feel greater losses if leaving theorganization., This study aims to analyze the influence of human resources practices ondimensions of job embeddedness. This study used Human Resources PracticesTest which was developed by Delery & Doty (1996 in Huff, 2007) to measurecareer development, training, compensation, job security and performanceappraisal, and Job Embeddedness Scale which was developed by Mitchell (2001).The result of this study showed that human resources practices have significantpositive influence on job embeddedness, specifically fit and sacrifice, meanwhile,human resources practices do not have significant influence on link dimension ofjob embeddedness. The findings show that good implementation of humanresources practices will make employee more compatible and comfort withorganization. Moreover, employee will also feel greater losses if leaving theorganization.]"

"Tesis ini membahas Analisis Perencanaan dan Pengembangan Karir Pegawai pada pengisian Formasi Jabatan Pengawas di Badan Kepegawaian Negara (BKN). Dengan hasil penelitian: perencanaan karir pegawai pada manajemen karir di BKN belum ada keselarasan, perencanan karir pegawai tidak terarah dan tidak memiliki tujuan karir yang jelas karena manajemen karir di BKN tidak menetapkan jalur karir pegawai sesuai dengan kualifikasi dan kompetensi. Manajemen karir di BKN belum menyusun pola karir pegawai sesuai dengan potensi yang dimiliki pegawai dan kebutuhan organisasi. Kesimpulan: Perencanaan dan pengembangan karir pegawai pada pengisian formasi jabatan pengawas di BKN belum sesuai antara perencanaan karir individu dengan perencanaan karir organisasi, pegawai tidak merencanakan karirnya tetapi hanya mengikuti kesempatan yang ada sehingga perencanaan organisasi untuk pengisian formasi jabatan pengawas tidak terpenuhi.

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This analysis focus on career planning and development to compliance the formation of Supervisor position at National Civil Service Agency(BKN) with the results of research that between a career planning with a career management in BKN has been no alignment, career planning of the employee is unfocused and do not have a clear career goals for management BKN career does not define a career path of the employees with appropriate qualifications and competence. BKN career management in employee career patterns have yet to develop in accordance with its potential employees and the needs of the organization. Conclusion: career planning and development of the employees to compliance the formations of supervisor position in BKN not fit between career planning of individuals with career planning organization, employees are not planning they career but simply follow the opportunities that exist so that the planning organization for compliance the formation of supervisor position not fullfil yet."

"Judul tesis ini adalah Analisis Hubungan Motivasi dan Budaya Organisasi dengan Kinerja Dosen pada Unit Pendidikan Akademi Pimpinan Perusahaan (APP) Jakarta. Motivasi menjadi masalah yang penting bagi manajer sumber daya manusia dilihat dari segi bagaimana caranya untuk mencari dan menentukan metode yang tepat atau paling tidak yang mendekati, di dalam melakukan tindakan terhadap karyawan agar dapat meningkatkan semangat kerja serta terwujudnya produktivitas kerja. Adapun pengaruh faktor budaya organisasi terhadap kinerja organisasi seperti studi yang komprehensif oleh Kotler (1997) menunjukkan terdapat korelasi positif antara budaya perusahaan dan kinerja perusahaan, meskipun hubungan tersebut tidak terlalu erat.Kenyataan juga menunjukkan budaya dapat sangat stabil sepanjang waktu, namun budaya tak pernah statis. Krisis kadang-kadang medorong kelompok untuk mengevaluasi kembali beberapa nilai atau perangkat praktis (Kotler, 1997), sehingga mampu mewujudkan pencapaian tujuan organisasi/perusahaan. Namun dalam pelaksanaannya tidaklah mudah, karena banyaknya masalah yang timbul dalam usaha meningkatkan produktivitas kerja karyawan.Berdasarkan uraian kerangka pemikiran di atas maka penulis melakukan penelitian untuk mengetahui beberapa hal antara lain; 1). apakah ada hubungan antara motivasi dengan kinerja dosen, (2) apakah ada hubungan antara budaya organisasi dengan kinerja dosen, Hasil penelitian dengan menggunakan analisis deskriptif dan analisis verifikatif menunjukkan bahwa ada hubungan dan pengaruh antara motivasi dan budaya organisasi terhadap kinerja dosen baik secara parsial maupun simultan, hubungan dan pengaruh tersebut sangat kuat dan positif.Berdasarkan kesimpulan yang didapat dart penelitian ini penulis mengajukan saran diantaranya ; (1). Penilaian kinerja dosen dengan upward appraisal perlu didampingi dengan penilaian oleh sesama dosen dan atasan langsung, yaitu dosen koordinator dan ketua jurusan, (2). Manajemen APP perlu mengkondisikan hal-hal yang dapat memotivasi para dosen dan membuat perencanaan perubahan budaya dengan model yang lebih sesuai dengan organisasi APP agar dapat mencapai kinerja pengajaran yang optimal."