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"Tesis ini membahas pengaruh struktur organisasi terhadap kualitas pelayanan Biro Kepegawaian Departemen Hukum dan Hak Asasi Manusia. Struktur organisasi dianalisa dengan menggunakan indikator yang diturunkan dari Teori Organisasi Robbins, sedangkan kualitas pelayanan dianalisa menggunakan Teori Kualitas Pelayanan dari Parasuraman,Zeithaml dan Berry. Penelitian ini adalah penelitian kuantitatif dengan desain deskriptif. Hasil penelitian menemukan adanya korelasi antara struktur organisasi yang digunakan dengan kualitas pelayanan, maka restrukturisasi organisasi pelayanan publik sangat penting dikaji demi terciptanya kualitas pelayanan masyarakat yang efektif dan efisien.

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This thesis discusses the influence of organizatonal structure of the quality of Bureau Officer Ministry of Law and Human Rights. Organizational Structure analyzed by using indicators that are derived from the Organization Theory by Robbins, analyzed the quality of services while using the Service Quality Theory of Parasuraman, Zeithaml and Berry. This research is quantitative research design with descriptive. Results of research to find the correlation between the organizational structure that is used with the quality or services, the restructuring of public service organization is very important in order to review the quality of public services effectively and efficiently."

"Perubahan secara harfiah ditakrifkan sebagai sebuah gerakan untuk memantapkan agenda dan posisi perusahaan. Organisasi pelayanan jasa kini berada dalam berbagai tekanan, baik sosial, politik, ekonomi dan teknologi untuk memberikan yang terbaik sesuai ekspektasi-ekspektasi pasar. Dengan kata lain, muara dari perubahan adalah menghasilkan kapabilitas baru, spesifikasi baru (spesialis, subspesialis), segmentasi dan subsegmentasi baru, sehingga pada akhirnya menjadi kompetitor baru di pasar (Bainbridge, 1996). Ini merupakan bagian tak terpisahkan dari perubahan (change) lingkungan bisnis yang semakin memepengaruhi proses pengambilan keputusan di berbagai level organisasi jasa."

"ABSTRAKIsu penerimaan gratifikasi oleh dokter dari perusahaan farmasi mempengaruhi reputasi organisasi Kementerian Kesehatan. Oleh karena itu diperlukan penerapan manajemen isu untuk mempertahankan reputasi Kementerian Kesehatan sebagai organisasi pemerintah di bidang kesehatan. Penelitian ini bertujuan untuk mendeskripsikan manajemen isu gratifikasi, cara mempertahankan reputasi organisasi, dan komunikasi yang dibangun di dalam Kementerian Kesehatan.Penelitian ini menggunakan pendekatan kualitatif deskriptif dengan paradigma konstruktifis dengan mengumpulkan data melalui wawancara mendalam kepada tiga informan, yang kemudian dianalisa dengan menggunakan coding.Hasil analisa menerangkan bahwa dalam mempertahankan reputasi organisasinya, Kementerian Kesehatan menggunakan lima tahapan manajemen isu, yakni identifikasi isu, analisa isu, penyusunan dan pengembangan rekomendasi, implementasi, serta monitoring dan evaluasi yang dikembangkan dengan mengkombinasikan model dari Doorley dan Garcia dengan Howard Chase.

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ABSTRACT Gratification acceptance issues by doctors from pharmaceutical companies affect organization reputation of Ministry of Health. Therefore, it is necessary to implement issues management to maintain reputation of Ministry of Health as a government organization in health sector. This study aims to describe issue management of gratification, how to maintain organization reputation, and communication built within Ministry of Health.This research uses qualitative descriptive approach with constructivist paradigm by collecting data through in depth interview to three infromants, the the data was analyzed by using coding.The result of analysis explain that in maintaining organization reputation, Ministry of Health uses five stages of issue management, such as identification, analysis, preparation and development of recommendation, implementation, and monitoring and evaluation that developed by combining models from Doorley and Garcia with Howard Chase."

"[ABSTRAKPenelitian ini bertujuan untuk menganalisis pengaruh positif leader member exchange dan iklim organisasi secara signifikan terhadap employee engagement perawat di Rumah Sakit Ibu dan Anak / unit bersalin. Selain itu juga untuk menganalisis lebih dalam mengenai leader member exchange dan iklim organisasi apa sajakah yang memberikan pengaruh yang signifikan terhadap peningkatan dari employee engagement. Berdasarkan teori dari Litwin dan Stringer (1968) dimensi iklim organisasi adalah structure, responsibility, reward, risk, standard, support, conflict, identity, dan warmth. Pengumpulan data dilakukan dengan menyebarkan kuesioner kepada 134 perawat di Rumah Sakit X, Y, dan Z dengan menggunakan metode total sampling. Kemudian diolah dan dianalisis menggunakan bantuan program SPSS dengan memakai metode descriptive statistics dan regresi linier untuk menjawab rumusan masalah yang ada. Hasil penelitian ini memberikan gambaran tentang pengaruh leader member exchange dan iklim organisasi terhadap employee engagement perawat di Rumah Sakit X, Y, dan Z. Hasil penelitian juga menunjukkan bahwa variabel leader-member exchange tidak berpengaruh secara signifikan terhadap variabel employee engagement. Sedangkan untuk variabel iklim organisasi hanya dimensi responsibility, reward, risk, standard, dan conflict yang berpengaruh secara signifikan terhadap variabel employee engagement. Dimensi structure, support, dan warmth tidak berpengaruh terhadap employee engagement perawat.

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ABSTRACTThe objective of this research is to analyze the significant positive influence of leader-member exchanges and organizational climate to the employee engagement of nurses in mother and children hospital/maternity unit. Moreover, this research is also to more deeply analyze the types of leader member exchanges and organizational climate that significantly influence to the increase of employee engagement. Based on the theory of Litwin and Stringer (1968), the dimensions of organizational climate are structure, responsibility, reward, risk, standard, support, conflict, identity, and warmth. The data collection conducted by distributing the questionnaire to 134 nurses in Hospital X, Y and Z with total sampling method. The collected data was processed and analyzed with SPSS using descriptive statistics and linear regression method to answer the research question. The result of this research describes the influences of leader member exchange and organizational climate to the employee engagement of the nurses in Hospital X, Y and Z. The result of the research also demonstrates that the leader-member exchange variable does not significantly influence to the employee engagement variable. While for the organizational climate variable, only the responsibility, reward, risk, standard, and conflict dimension that significantly influence the employee engagement variable. The structure, support, and warmth dimension does not influence the employee engagement., The objective of this research is to analyze the significant positive influence of leader-member exchanges and organizational climate to the employee engagement of nurses in mother and children hospital/maternity unit. Moreover, this research is also to more deeply analyze the types of leader member exchanges and organizational climate that significantly influence to the increase of employee engagement. Based on the theory of Litwin and Stringer (1968), the dimensions of organizational climate are structure, responsibility, reward, risk, standard, support, conflict, identity, and warmth. The data collection conducted by distributing the questionnaire to 134 nurses in Hospital X, Y and Z with total sampling method. The collected data was processed and analyzed with SPSS using descriptive statistics and linear regression method to answer the research question. The result of this research describes the influences of leader member exchange and organizational climate to the employee engagement of the nurses in Hospital X, Y and Z. The result of the research also demonstrates that the leader-member exchange variable does not significantly influence to the employee engagement variable. While for the organizational climate variable, only the responsibility, reward, risk, standard, and conflict dimension that significantly influence the employee engagement variable. The structure, support, and warmth dimension does not influence the employee engagement.]"

"Tesis ini berjudul 'Pengaruh Kapabilitas Inovasi dan Manajemen Inovasi terhadap Kinerja Inovasi Organisasi Pemerintahan'. Inovasi dapat mempengaruhi dan meningkatkan kinerja organisasi baik itu di sektor swasta maupun di sektor publik, sementara kinerja organisasi melalui manajemen inovasi tidak dapat dicapai pula tanpa adanya sumber daya dan kapabilitas yang mendukung organisasi khususnya dalam kondisi lingkungan yang berubah. Tesis ini bertujuan untuk menggambarkan dan menjelaskan peran kapabilitas inovasi dalam pengelolaaan manajemen inovasi organisasi sektor publik dan dampaknya terhadap kinerja inovasi organisasi pemerintahan. Penelitian ini bersifat kuantitatif, di mana data penelitian dikumpulkan melalui survei kuesioner dari para kelompok kerja unit layanan pengadaan (Pokja ULP) Layanan Pengadaan Secara Elektronik (LPSE) yang ada di berbagai unit kerja utama pada lingkungan Sekretariat Jenderal Kementerian Pendidikan dan Kebudayaan. Hasil penelitian ini menemukan bahwa strategi inovasi dan pembelajaran organisasi mempengaruhi pengembangan kapabilitas inovasi, sementara kapabilitas inovasi mempengaruhi keseluruhan tahap pada manajemen inovasi. Selanjutnya manajemen inovasi juga berpengaruh terhadap keseluruhan dimensi kinerja inovasi organisasi.

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The title of this thesis is 'The influences of innovation capabilities and innovation management to the innovation performance of government organization'. Innovation can affect and improve the performance of both organizations in the private sector as well as in the public sector, while the organization performance through innovation management can not be achieved without the availability of the resources and capabilities that support the organization, especially in changing environmental conditions.

The purpose of this study is to describe and explain the role of innovation capabilities on innovation management of public sector organization and its effect to the innovation performance of government organization.   This research using quantitative approach methods, through questionnaire survey to the team work of Electronic Procurement Service Unit on The Secretariat General of The Ministry of Education and Culture.

The results of this study found that innovation strategies and organizational learning affect the development of innovation capabilities, while innovation capabilities affect the overall stage of innovation management. Furthermore, innovation management also affects the overall dimensions of organizational innovation performance."

"ABSTRAKPenelitian ini bertujuan untuk mengetahui pengaruh persepsi karyawan mengenai Manajemen Inovasi terhadap Employee Engagement dimediasi oleh Teamwork pada PT Bank Rakyat Indonesia (Persero), Tbk. di unit level kerja Kantor Pusat. Terdapat tiga sub-variabel yang digunakan untuk variabel Manajemen Inovasi yaitu Innovation System, Competitors and Technology, serta New Services. Responden dari penelitian ini adalah 106 orang karyawan Bank BRI unit Kantor Pusat yang merupakan karyawan tetap di perusahaan tersebut. Dengan menggunakan causal steps yang dikembangkan oleh Baron & Kenny (1986) untuk menentukan hasil mediasi, hasil dari penelitian ini menunjukkan bahwa dari ketiga sub-variabel Manajemen Inovasi yang digunakan hanya dua sub-variabel yaitu Innovation System dan Competitors and Technology yang memberikan pengaruh terhadap Employee Engagement dengan dimediasi oleh Teamwork. Kedua sub-variabel dimediasi secara partial mediation

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ABSTRACTThis study aims to determine the impact of employee?s perception of Innovation Management toward Employee Engagement mediated by Teamwork at PT Bank Rakyat Indonesia (Persero), Tbk. in Headquarters office. There are three sub variables of Innovation Management which being used in this study, that is Innovation System, Competitors and Technology, and New Services. The respondents of this study were 106 permanent employees of BRI in Headquarters office. By using the causal steps developed by Baron & Kenny (1986) to determine mediated result, the result of this study performs that only two out of three sub variables from Innovation Management, that is Innovation System and Competitors and Technology that give impact toward Employee Engagement mediated by Teamwork. Both of the sub variables were patially mediating toward Employee Engagement"

"Inovasi memiliki peranan yang penting dalam organisasi karena turut berkontribusi atas keberhasilan organisasi dan memperoleh keunggulan kompetitif. Oleh karena itu, organisasi harus menyediakan kesempatan dan mendukung karyawannya untuk berinovasi. Studi mengenai perilaku organisasi menganalisis keterkaitan antara keberhasilan organisasi dalam berinovasi dan perilaku kerja inovatif karyawan serta keterikatan kerja. Penggunaan media sosial dalam berkomunikasi oleh karyawan juga terbukti berpengaruh terhadap kinerja karyawan, baik berkomunikasi tentang pekerjaan (work-related) melalui pertukaran dan saling berbagi informasi maupun untuk bersosialisasi (non-work-related) dengan saling memberikan dukungan dan menumbuhkan perasaan menyatu terhadap organisasi (identifikasi organisasional). Dengan tren hybrid working dan tantangan yang diberikan, penelitian ini bertujuan untuk menganalisis pengaruh penggunaan media sosial, dukungan sosial, dan identifikasi organisasional terhadap keterikatan kerja dan perilaku kerja inovatif pada karyawan. Penelitian ini melibatkan 385 karyawan berasal dari berbagai bidang industri di Indonesia. Data yang diperoleh diolah dengan metode Structural Equation Modelling (SEM) menggunakan Amos 22 dan menunjukkan hasil bahwa keterikatan kerja memiliki pengaruh positif dan signifikan terhadap perilaku kerja inovatif dan memediasi pengaruh dukungan sosial dan identifikasi organisasional terhadap perilaku kerja inovatif. Dengan demikian organisasi perlu memperhatikan dukungan terhadap karyawan dan persepsi karyawan terhadap keanggotaan dirinya di organisasi sehingga akan berdampak positif pada perilaku kerja inovatif karyawan.

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Innovation plays critical roles in organizations for its contribution to organization successes through sustaining business as well as gaining competitive advantage. Therefore, an organization must provide and support its employees to innovate. Studies on organizational behavior showed the relationship between organizational success in innovation and employees' innovative work behavior as well as work engagement. Usage of social media for communication by employees has also shown its influence on employee performance, whether communicating about work (work-related) through exchanging and sharing information or for socializing (non-work-related) by providing mutual support and fostering a sense of belonging to the organization ( organizational identification). With the hybrid working trend and the challenges presented, this study aims to analyze the effect of using social media, social support, and organizational identification on employee work engagement and innovative work behavior. 385 employees from various industrial sectors in Indonesia were involved in this study and the data collected were analyzed using the Structural Equation Modelling (SEM) method in Amos 22. The result showed that work engagement has a positive and significant influence on innovative work behavior and mediates the effect of social support and organizational identification on innovative work behavior. Thus, organizations need to pay attention to support for employees and employees' perceptions of their membership in the organization"

"ABSTRAKPenelitian ini bertujuan untuk meneliti peran konteks internal terhadap proses inovasi manajemen dan pengaruhnya pada kinerja perusahaan. Konteks internal organisasi diteliti dari beberapa variabel yang terdiri dari enacted environment, kepemimpinan inovasi, strategi bisnis, disain organisasi, dan kapabilitas organisasi. Penelitian ini berargumen bahwa proses inovasi manajemen dapat memberikan pengaruh kepada kinerja perusahaan dengan dukungan peran konteks internal organisasi dengan menggunakan konsep dan kerangka kerja inovasi manajemen yang dikembangkan oleh Birkinshaw, Hamel dan Mol (2008) dan inovasi manajemen dipercaya akan meningkatkan kinerja perusahaan dan menciptakan keunggulan sumber daya saing.Penelitian ini merupakan penelitian level organisasional dan menguji hipotesisnya pada salah satu perusahaan media penyiaran televisi nasional di Indonesia dengan menggunakan teknik sequential equitation methodology (SEM). Selain itu penelitian ini juga menggunakan analisis kualitatif melalui forum group discussion (FGD) dan wawancara kepada pihak eksternal.Kontribusi penelitian ini adalah menjelaskan fenomena proses inovasi manajemen yang terjadi di perusahaan yang memiliki two sided market serta peningkatan salah satu kinerjanya yang belum beriringan di Indonesia. Melalui penelitian ini ditemukan bahwa proses inovasi manajemen berpengaruh positif terhadap kinerja perusahaan dan konteks internal organisasi enacted environment, kepemimpinan dan kapabilitas organisasi berperan dan memberikan pengaruh positif terhadap proses inovasi manajemen, namun konteks internal strategi bisnis dan disain organisasi terbukti belum memberikan pengaruh yang positif terhadap proses inovasi manajemen di unit analisis penelitian ini.Berdasarkan telaah lebih lanjut melalui FGD, interview dengan pihak eksternal serta tinjauan pustaka lebih lanjut, ditemukan bahwa faktor korporat memiliki peran atas pengaruh konteks internal organisasi terhadap proses inovasi manajemen. Pada penelitian ini diduga bahwa faktor korporat menjadi penghambat peran konteks internal organisasi strategi bisnis dan disain organisasi terhadap keberlangsungan proses inovasi manajemen di dalam unit analisis penelitian, sehingga belum memberikan dampak optimal pada peningkatan dua kinerja perusahaan two sided market secara beriringan.

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ABSTRAKThe Research was meant to study the role of internal context on the management innovation process and its influence on the company performance. The Organisation?s internal context was analysed through several variables namely: enacted environment, innovation leadership, business strategy, organisational design, and organisational capabilities. The Research argued that the management innovation process can influence the company performance through the support of the role of organisation?s internal context based on the concept and framework developed by Birkinshaw, Hamel, and Mol (2008). Management innovation is believed will increase company performance and create competitive advantage.The Research is an organisational level research and tests its hypotheses on one of national broadcasting television media company in Indonesia utilising sequential equitation methodology (SEM), qualitative analysis through forum group discussion (FGD) and interviews with external parties.The Research?s contributions are to give explanation on the phenomenon of management innovation process in a two-sided market company in Indonesia with and the rise of performance in only one of its market. The finding of the Research is the management innovation process positively influences the company?s performance while the internal context of the organisation namely the enacted environment, organisational leadership and capabilities positively influence the management innovation process. However the business strategy and organisational design internal contexts are proven to not give a positive influence on the management innovation process in this Research?s analysis unit.A further research through FGD, interviews with external parties, and library studies shows the corporate factor plays a role in determining how the organisational internal contexts give effects to the management innovation process. In this Research, it is assumed that the corporate factor is the limiting factor which hinder the role of business strategy and organisational design internal contexts in the continuation of management innovation process in the Research?s analysis unit, therefore yielding a less optimal effect on the side-by-side performance increase of a two-sided market company."