Ditemukan 3130 dokumen yang sesuai dengan query
Hughes, Richard L.
New York: McGraw-Hill, 2002
303.34 HUG l
Buku Teks SO Universitas Indonesia Library
Daft, Richard L., 1964-
Stamford, CT: Cengage Learning, 2015
658.409 2 DAF l
Buku Teks SO Universitas Indonesia Library
Hughes, Richard L.
Boston: McGraw-Hill, 2006
303.34 HUG l
Buku Teks SO Universitas Indonesia Library
Hughes, Richard L.
New York: McGraw-Hill, 2012
303.34 HUG l
Buku Teks SO Universitas Indonesia Library
Hughes, Richard L.
New York: McGraw-Hill , 2015
303.34 HUG l
Buku Teks SO Universitas Indonesia Library
Nindya Safira
"Woman/Leader identity conflict merupakan konflik yang terjadi pada pemimpin wanita akibat ketidaksesuaian tuntutan antar peran sebagai wanita dan pemimpin. Penelitian ini bertujuan untuk mengetahui apakah ada hubungan antara evaluasi positif yang dimiliki pemimpin wanita terhadap identitas kepemimpinannya positive leader identity, perbandingan diri yang dilakukan terhadap rekan kerja pria social comparisons to man, dan lama memimpin seseorang leadership experience dengan woman/leader identity conflict. Penelitian ini menggunakan dua studi. Studi pertama merupakan studi cross-sectional N=145 dengan metode pengukuran self-report berbentuk survey online. Untuk meminimalisir bias respon penelitian, pengambilan data diambil dalam dua tahap dengan waktu yang berbeda. Studi kedua merupakan studi kuasi-eksperiemental N=70 between-subject design kelompok positive identity vs kelompok kontrol dengan jenis manipulasi tertulis straightforward manipulation. Hasil penelitian studi pertama menunjukkan bahwa terdapat hubungan negatif signifikan antara positive leader identity b=-0,376, p
Woman leader identity conflict defined as conflict occurred when there was incongruity between the role of woman identity and leader identity on women in leadership position. This research purposed to investigate whether there are relationships between positive evaluations women leaders had on their leadership identity positive leader identity, social comparisons to their male coworkers social comparisons to man, and years of leadership leadership experience, with identity conflict on women leaders. This research used two studies. The first study was cross sectional study N 145 with self report in an online survey as the measurement method. To limit common method bias, collecting participant rsquo s data was done in two phases in different times. The second study was a quasi experimental N 70 between subject design positive leader identity group vs control group with written manipulation straightforward manipulation. The results of the first study revealed that there was negative significant relationship between positive leader identity b 0,376, p"
Depok: Fakultas Psikologi Universitas Indonesia, 2017
T47852
UI - Tesis Membership Universitas Indonesia Library
Elia Soemargo
"Kepemimpinan inklusif merupakan gaya kepemimpinan yang dianggap efektif dalam memberdayakan karyawan di tengah perbedaan yang ditemukan di dalam perusahaan. Penelitian ini dilakukan dengan tujuan untuk mengetahui kemampuan prediktif faktor individu dari kepemimpinan inklusif, yaitu extraversion, openness to experience, dan perspective taking. Pengukuran dilakukan kepada manajer atau supervisor dari berbagai perusahaan di Indonesia (N=128) dengan menggunakan alat ukur Inclusive Leadership, Big Five Inventory, dan Interpersonal Reactivity Index. Hasil uji korelasi menemukan bahwa extraversion, openness to experience, dan perspective taking berkorelasi secara signifikan dengan kepemimpinan inklusif. Dari hasil analisis regresi linier hirarki didapatkan bahwa extraversion memprediksi kepemimpinan inklusif secara positif dan signifikan setelah mengontrol variabel demografis (jenis kelamin, usia, tingkat pendidikan, jumlah bawahan). Kemudian, Openness to experience memprediksi kepemimpinan inklusif secara positif dan signifikan setelah mengontrol variabel demografis dan extraversion. Terakhir, perspective taking tidak memprediksi kepemimpinan inklusif secara positif dan signifikan setelah mengontrol variabel demografis, extraversion, dan openness to experience. Sebagai implikasi praktis, organisasi dapat memberikan pelatihan kepada para manajer yang terkait dengan karakteristik extraversion agar para manajer dapat membuka diri dan memahami karyawannya.
Inclusive leadership is the leadership style that effectively empowers employees in the diversity workplace. This study aims to examine the effect of individual factors on inclusive leadership, i.e extraversion, openness to experience, and perspective taking. Measurements were conducted on managers or supervisors from any companies in Indonesia (N=128) using these instruments: Inclusive Leadership, Big Five Inventory, and Interpersonal Reactivity Index. The results showed that extraversion, openness to experience, and perspective taking were significantly correlated with inclusive leadership. The results of hierarchical linear regression analysis showed that extraversion significantly and positively predicted inclusive leadership above and beyond the effects of demographics (gender, age, educational level, number of subordinates). Openness to experience was significantly and positively predicted inclusive leadership above and beyond the effects of demographics and extraversion. In addition, perspective taking was not significantly and positively predicted inclusive leadership above and beyond the effects of demographics, extraversion, and openness to experience. As the practice implication from this study, organizations should provide training for managers about extraversion to open about themselves and understand their subordinates"
Depok: Fakultas Psikologi Universitas Indonesia, 2022
S-pdf
UI - Skripsi Membership Universitas Indonesia Library
Rusman Hakim
Jakarta: Elex Media Komputindo , 2001
158.4 HAK c
Buku Teks SO Universitas Indonesia Library
Hughes, Richard L.
Boston: Irwin/McGraw-Hill, 1999
303.34 HUG l
Buku Teks SO Universitas Indonesia Library
Jakarta: LP3ES, 1986
303.34 KEP
Buku Teks SO Universitas Indonesia Library