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"Tugas akhir ini membahas mengenai perubahan struktur organisasi di Pusat Data dan Layanan Informasi Perum LKBN Antara serta melihat dampaknya terhadap layanan dan sumber daya manusia. Penelitian ini merupakan penelitian kualitatif dengan metode studi kasus dan pengumpulan data menggunakan teknik wawancara dan studi dokumen. Hasil penelitian ini menunjukan bahwa perubahan yang terjadi di PUSDATIN dilakukan agar alur informasi disana lebih terintergrasi sehingga memudahkan untuk temu kembali. Layanan PUSDATIN yang sebelumnya hanya layanan data teks dan perpustakaan, setelah perubahan juga melayani layanan data foto dan video. Tetapi, perubahan yang terjadi di PUSDATIN Antara masih dalam fase merubahan (changing), belum sampai fase final yaitu fase membekukan kembali (freezing). Sehingga hal ini mengakibatkan beberapa dampak kepada sumber daya manusia dan layanan yang diberikan oleh PUSDATIN Antara. Dampak kepada sumber daya manusia adalah kurangnya pegawai untuk menangani layanan data foto, dan dampak terhadap layanan adalah belum terintegrasinya layan data video di PUSDATIN Antara.

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This final project discusses changes in organizational structure at the Pusat Data dan Layanan Informasi Perum LKBN Antara and looks at the impact on their services and human resources. This research uses qualitative research with a case study method and data collection using interview techniques and document studies. The results of this study show that the changes that occurred at the PUSDATIN Antara were the increasing in work units that previously only handled text data and library services, now handling photo and video data services as well. However, the changes that occur at the PUSDATIN Antara are still in the changing phase, not until the final phase yet, which is the freezing phase. This current phase has made some impacts on human resources and services provided by the PUSDATIN Antara. The impact on human resources is the lack of employees to handle photo data services, while the impact on services is the lack of integration of video data services."

"Issues on Muhammadiyah and civil society in Indonesia."

"This article studies the matter of ḥisāb and ru’ya, particularly conducted by the following two extremely well-known socio-religious organizations, NU and Muhammadiyah. The reason for this choice is that the two for most of Indonesian people is the symbol of difference, even, of dissension among its Muslims referring to the thought of lunar calendar in Indonesia. The choice and the usage of the two matters frequently take place to determine the beginning of Ramaḍān, Shawwāl, and Dhū’l-Ḥijja in spite of the others. Therefore, it is necessary to deal with how the relation between NU and Muhammadiyah is due to the matters. To find out the answer for the inquiry theoretical framework developed by Ian G. Barbour i.e.: Conflict, Independent, Dialogue and Integration will be exercised."

"Organisasi perlu berubah. Efektivitas perubahan hanya dapat dicapai dengan adanya komitmen perubahan. Hal ini disebabkan karena komitmen perubahan merupakan faktor penting bagi kesuksesan perubahan. Berdasarkan hal tersebut, peneliti melakukan penelitian terhadap faktor yang mempengaruhi komitmen perubahan, yaitu dalam hal ini keadilan organisasi dan kepercayaan organisasi. Tujuan dari penelitian ini adalah untuk melihat pengaruh keadilan organisasi dan kepercayaan organisasi terhadap komitmen perubahan. Pengukuran yang digunakan dalam penelitian ini adalah alat ukur Commitment to Change Inventory (CCI), Organizational Justice Scale (OJS), dan Organizational Trust Inventory (OTI). Tiga alat ukur tersebut memiliki reliabilitas yang baik dan validitas item yang cukup baik. Responden penelitian berjumlah 278 karyawan tetap yang bekerja di perusahan yang sedang berubah, dengan karakteristik berusia 20 - 56 tahun, memiliki tingkat pendidikan minimal SMA, memiliki jabatan minimal sebagai staf, dan telah bekerja minimal dua tahun. Hasil penelitian ini menunjukkan bahwa keadilan organisasi dan kepercayaan organisasi memiliki pengaruh positif dan berkontribusi terhadap komitmen perubahan (R2 = 0,249, p < 0,05) dan dimensi dari komitmen perubahan, yaitu afektif (R2 = 0,269, p < 0.05), kontinuans (R2 = 0,071, p < 0,05), dan normatif (R2 = 0,187, p < 0.05). Hasil penelitian ini juga menunjukkan bahwa kepercayaan organisasi memiliki kontribusi yang lebih besar daripada keadilan organisasi, baik terhadap komitmen perubahan secara keseluruhan maupun terhadap dimensi dari komitmen pada perubahan, yaitu afektif, kontinuans, dan normatif.

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Organizations need to change. Effectiveness of the change can only be achieved with commitment to change. Commitment to change is an important factor for the success of change. Based on this, researcher conducted a study of factors influencing commitment to change, which in this case organizational justice and trust in organization.

The objective of this study study was to find the influence of organizational justice and trust in organization on commiment to change. Measurements used in this study are using Commitment to Change Inventory (CCI), Organization Justice Scale (OJS), and Organizational Trust Inventory (OTI). That three measurements have good reliability and quite good in item validity.

The participants of this study are 278 permanent employees that is working in changing company, with the age range within 20 - 56 years old, have the basic education at least from high school level, have structural position at least as staff, and had been working in that company for at least two years.

Results showed that both organizational justice and trust in organization are positively related and have contributed to commitment to change (R2 = 0,249, p < 0,05) and also their three dimensions, such as affective (R2 = 0,269, p < 0.05), continuance (R2 = 0,071, p < 0,05), and normative (R2 = 0,187, p < 0.05) commitment to change.

The results also show that the influence of trust in organization is stronger than organizational justice to commiment to change and also their three dimensions, affective, continuance, and normative commitment to change."

"ABSTRAKAdanya kebijakan Desentralisasi yang diterapkan setelah runtuhnya era Orde Baru menyebabkan terjadinya beberapa perubahan mendasar. Salah satunya adalah perubahan dalam sistem pemerintahan yang sebelumnya bersifat sentralistik menjadi lebih demokratis. Dalam konteks tersebut, muncul juga asumsi bahwa desentralisasi juga berpengaruh pada berubahnya relasi patronase yang dimiliki oleh Organisasi Masyarakat Sipil seperti ormas, khususnya Pemuda Pancasila. Mengenai relasi patronase tersebut, studi-studi sebelumnya menjelaskan bahwa, bertentangan dengan salah satu fungsi idealnya yaitu sebagai pengawas pemerintah, beberapa Organisasi Masyarakat Sipil pada kenyataannya memiliki hubungan patronase dan sarat akan intervensi pemerintah. Ormas Pemuda Pancasila, sebagai salah satu bentuk dari Organisasi Masyarakat Sipil pada era Orde Baru juga termasuk di dalam kategori tersebut, karena adanya hubungan patronase yang erat dengan pemerintah. Namun, studi-studi tersebut belum bisa menjelaskan mengenai dampak yang terjadi apabila terjadi perubahan di dalam relasi patronase tersebut. Sehingga, artikel ini mencoba melengkapi kekurangan dari studi-studi tersebut dengan memberikan penjelasan mengenai bagaimana perubahan dalam relasi patronase yang dimiliki oleh Pemuda Pancasila, yang terjadi karena adanya kebijakan Desentralisasi pasca Orde Baru mempengaruhi perubahan bentuk organisasi dari Pemuda Pancasila itu sendiri. Perubahan tersebut di analisa dengan menggunakan model Beckert mengenai interelasi antara institusi, kerangka kognitif dan jaringan di dalam field. Artikel ini menggunakan metode kualitatif.

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ABSTRACTDecentralisation policy which implemented after the fall of the New Order is creating some fundamental change, for example, in governmental system, it changed the centralised governmental system before into more democratic system. In that context, there is an assumption that decentralisation also affected the change of patronage relation that Civil Society Organisatzation CSO like ormas or Youth Organisation, especially Pemuda Pancasila or Pancasila Youth have. On that patronage relation, the previous studies explained that, contradicting with one of its function as the government watchdog, some CSO in realitiy have a patronage relation and related to government intervention. Pancasila Youth, as part of CSO rsquo;s form in the New Order is also included in that category, because of its tight relation with the government. However, those studies can rsquo;t yet explaining the effect that happened when there is a change in that patronage relation. Therefore, this article is trying to completing the lack of the previous on giving the explanation about the change in patronage relation that Pancasila Youth have, that happened because of decentralisation policy after the fall of the New Order affected the change of organisation model in Pancasila Youth itself. Those change is anaised useng Beckert rsquo;s model on interelation between institution, cognitive frame and network in the field.This article used qualitative approach."

"In this paper, the problem of hydromagnetic convective flow along a semi-circular enclosure filled with nanofluidsusing a two-dimensionalnon-homogeneous model have been studied numerically.The circular wall of the enclosureis maintained at constant cold temperature whereas various combinations of the thermal boundary conditions at the bottom heated wall are considered. The enclosureis permeated by an inclined uniform magnetic field and the effects of gravity, Brownian motion and thermophoresis are incorporated into the nanofluid model. In the numerical simulation, here isconsidered water, kerosene as basefluids and Cobalt34, Fe Oas nanoparticles. The Galerkin weighted residual finite element method has been employed to solve the governing partial differential equations after converting them into a non-dimensional form using a suitable transformation of variables. The effects of various parameters such as Hartmann numberandRayleigh number on isotherms have been displayed graphically for 34Fe O -waternanofluid. The heat transfer augmentation for various thermal boundary conditions hasbeen done from the bottom heated wall for 34Fe O -waterandCobalt-kerosenenanofluid. The results show that the heat transfer rate can be decreased with the increasing values of the Hartmann number but it can be increased by increasing the Rayleigh number. The obtained numerical results also indicate that the variable thermal boundary conditions have significant effects on the flow and thermal fields. Finally, it is observed that the heat transfer rate is higher for Cobalt-kerosenenanofluid than for 34Fe O -waternanofluid. "