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"Tujuan dari studi ini adalah untuk mengetahui dan meneliti tingkat kepuasan kerja karyawan di Direktorat jenderal Perkeretaapian Kementerian Perhubungan. Metode yang digunakan dalam penelitian ini adalah Job Satisfaction Survey dari Spector dan analisis data menggunakan uji validitas, reliabilitas, analisis regresi berganda, t-test dan analisis nilai rata-rata. Berdasarkan hasil penelitian diketahui tingkat kepuasan berada pada kategori memuaskan. Ada lima dimensi dalam kategori memuaskan dan empat dimensi yang lain pada kategori ambivalen. Dari analisis regresi berganda diketahui seluruh dimensi memiliki korelasi signifikan dengan kepuasan kerja.

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This study porpose is to know and examine the level of job satisfaction at Directorate General of Railway Ministry of Transportation. Method use to find the level of job satisfaction is Spector's job satisfaction survey (JSS) and data analysis using validity test, reliability test, multiple regression analysis, t-test and mean analysis. Based on the result it is known that the level of satisfaction is at satisfied category. There are five dimensions at satisfied category and the other four at ambivalent category. From the multiple regression analysis it is known that all of the dimensions have significant correlation with the job satisfaction."

"Penelitian ini bertujuan untuk mengetahui pengaruh gaya manajemen konflik menurut ROCI-II dengan kepuasan kerja secara keseluruhan berdasarkan JSS Paul Spector pada pegawai negeri sipil Direktorat Jenderal Perkebunan - Kementerian Pertanian RI. Dalam penelitian ini penulis ingin mengetahui bagaimanakah pegawai negeri sipil dalam mengatasi dan mengelola sebuah konflik yang ada berdasarkan ROCI-II dan hubungannya terhadap salah satu faktor reaksi untuk bekerja yaitu kepuasan kerja secara keseluruhan agar dapat memberikan dampak positif pada Direktorat Jenderal Perkebunan. Metode penelitian yang digunakan adalah pengumpulan data berdasarkan kuisioner yang terdiri dari 2 buah form yaitu form A (untuk pejabat eselon) dan form B (untuk staf fungsional umum dan tertentu). Setiap form tersebut memuat instrumen ROCI-II (integrating, obliging, dominating, avoiding, compromising) dan JSS Paul Spector yang masing-masing disebarkan berdasarkan jabatannya. Dalam hasil penelitian yang dilakukan ini bahwa baik itu pejabat eselon maupun staf umumnya mengunakan gaya manajemen konflik integrasi dalam menyelesaikan masalah. Sedangkan hubungan antara gaya manajemen konflik dengan kepuasan kerja pegawai negeri sipil yang memiliki hubungan siginifikan adalah gaya manajemen konflik obliging pada pejabat eselon dengan signifikan level dibawah 0,05 yaitu 0,031 dan besaran korelasi pearson sebesar 0,346. Dan untuk para staf fungsional umum dan tertentu yang memiliki hubungan paling signifikan antara gaya manajemen konflik dengan kepuasan kerja adalah obliging dan avoiding dimana tingkat signifikannya dibawah 0,01 yaitu 0,002 (obliging) dan 0,004 (avoiding) dengan besaran korelasi pearson sebesar 0,279 (obliging) dan 0,261 (avoiding). Sedangkan pengaruh gaya manajemen konflik pejabat Eselon kepada stafnya tidak berpengaruh signifikan terhadap kepuasan kerja secara keseluruhan pejabat Eselon dengan R-square 0,224; F hitung 1,386; dan tingkat signifikansi 0,265 (p < 0,05). Pengaruh gaya manajemen konflik staf fungsional umum dan tertentu kepada atasannya hanya obliging dan avoiding yang berpengaruh positif terhadap kepuasan kerja secara keseluruhan dengan R-square 0,132; F hitung 2,871; dan tingkat signifikansi 0,019 (p < 0,05).

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This study aims to determine the relationship of conflict management styles according to ROCI-II with overall job satisfaction by Paul Spector's JSS civil servants in the Directorate General of Plantation - Ministry of Agriculture. In this study the authors wanted to know how the civil servants in addressing and managing a conflict that is based on ROCI-II and their relationship to one factor of the reaction to work that overall job satisfaction in order to provide a positive impact on the Directorate General of Plantations. The method used is based on the data collection questionnaire consisting of two pieces form; the form A (for echelon) and form B (for general and specific functional staff). Each form shall contain instruments ROCI-II (Integrating, obliging, dominating, avoiding, compromising) and Paul Spector's JSS, each of which is spread by position. The results of this research done that both echelons and staffs generally use the integration of conflict management styles in solving problems. While the relationship between conflict management style with job satisfaction of civil servants who have a significant relationship was obliging conflict management styles in echelon significantly below the 0.05 level is 0.031 and the magnitude of Pearson correlation of 0.346. And for the general and specific functional staff who have the most significant relationship between conflict management style with job satisfaction is obliging and avoiding where the significance level below 0.01 is 0.002 (obliging) and 0.004 (avoiding) the magnitude of Pearson correlation of 0.279 (obliging) and 0.261 (avoiding). While the influence of Echelon conflict management style to his staff had no significant effect on overall job satisfaction of the Echelons with R-square 0.224; F count 1.386, and 0.265 significance level (p <0.05). Conflict management style influences on common and specific functional staff to his superiors only obliging and avoiding have a positive effect on overall job satisfaction of common and specific."

"Tujuan penelitian ini adalah untuk mcngctahui pengaruh Kompensasi, Kepuasan Kelja, dan Pengembangan Karir terhadap Kincija pegawai Direktorat Jendral Peraturan Perundang-undangan Kementerian Hukum dan Hak Asasi Manusia Rl. Dalam rangka pencapaian kinerja yang baik, dan guna mendukung kelancaran pelaksanaan tugas dan fungsi Direktorat Jenderal Peraturan Perudang-undangan, maka peran sumber daya manusia yang profesional, memiliki integritas moral, pribadi, serta dedikasi yang tinggi sangatlah dibutuhkan. Ha! ini dinilai sangat penting agar organisasi mampu bcradaptasi scrta bergarak cepat dalam mcnghadapi perubahan lingkungan yang begitu dinamis. Seperti halnya persaingan global yang ketat, perkcmbangan teknologi yang berubah dengan cepat, perubahan demografi, fluktuasi ekonomi dan kondisi-kondisi dinamis lainnya. Penelitian ini menggunakan Teknik Probabilily Sampling yakni dengan teknik sampling jenuh, maksudnya adalah teknik penentuan sampel bila semua anggotn populasi digunakan sebagai sampel (Sugiyono, 2009 : 122), tujuan dalam penelitian ini adalah ingin membuat generalisasi dengan kesalahan yang sangat kecil. Istilah lain dari sampel jenuh adalah sensus, dimana semua anggota populasi dijadikan sampel. Dengan demikian jumlah sampel yang diperoleh untuk penelitian ini berasal dari populasi yang benjumlah 84 orang sekaligus sebagai sampel uji coba insfrumen penclitian untuk kcperluan validitas dan reliabilitas. Data dikumpulkan dengan menggunakan kucsioner berskala linkert yang telah diuji validitas dan reliabilitasnya. Analisa data juga dilakukan dcngan menggunakan alat slatislik korelasi Spearman's Rho (Supmnto, 2001: 310), yaitu memanfaatkan perangkat Statis1icaIProducf and Service Solurion (SPSS)17,0 for Windows untuk mengetahui tingkat kontribusi atau pengaruh (R2) antara variabel kompensasi, kcpuasan kerja dan pengembangan karir terhadap variabel kinerja. Hasil penelitian menunjukkan bahwa kompensasi, kepuasan kerja dan pengembangan karir baik secara sendiri-sendili maupun bersama-sama, memiliki pengaruh positif dan signifikan terhadap Kinerja pegawai Direktorat Jenderal Peraturan Perundang-undangan Kementerian Hukum dan HAM Rl. Artinya, semakin balk kompcnsasi, kepuasan kerja dan pengembangan karir, maka kinerja pegawai dapat meningkat. Sebaliknya, semakin bumk/rendah kompensasi,kepuasan kerja dan pengembangan karir, maka kinerja pegawai juga semakin rendah.menurun. Dengan demikian, Kinerja pegawai dapat ditingkatkan dengan cara memperbaiki sistem pemberian kompensasi, mcmperhatikan kcpuasan ke1ja pegawai serta pcngembangan karir yang jelas dan terarah. Berdasarkan temuan tersebut, maka dalam hal sistem pemberian kompensasi hams Icbih diperhatikan lagi baik menyangkut gaji, inscntif maupun tunjangan lainnya. Pihak manajemen perlu melakukan evaluasi secara cermat mengenai kebijakan-kebiakan kompensasi yang telah diimplementasikan, dan bila perlu melakukan studi banding dengan instansi-instansi lain agar kompensasi yang diterapkan dapat memenuhi keadilan eksternal pegawai. Begitu pula dalam hal kepuasan Icenja, apabila pam pegawai telah merasa puas dan memsa dihargai atas apa yang telah dikerjakannya, maka sudah pasti hal tersebut dapat meningkatkan kincrjanya. Selanjutnya terkait dengan pengembangan karir,organisasi perlu memperhatikan tingkat prestasi tiap-tiap pegawai dalam rangka pemenuhan hak pegawai untuk mendapatkan kesempatan ke jenjang karir yang lebih tinggi, tentunya dengan tidak mcngesampingkan syarat atau ketentuan adminisuatif yang berlaku. Serta keterbukaan atas informasi perencanaan dan pengembangan diri pegawai (terkait dengan karir) pasti akan memberikan stimulus positif kcpada para pegawai, agar mcreka termotivasi untuk berkinerja lebih baik lagi dan bcrsaing secara sehat.

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The purpose of this study is to investigate the influence of Compensation, Job Satisfaction, and Career Development to the Performance of Directorate General of Laws and Regulations Officer of Ministry of Justice and Human Rights Affairs Republic of Indonesia. In order to achieve good performance, and to support the stable implementation of the duties and functions of the Directorate General of Laws and Regulations, the role of professional human resources, moral integrity, personality, and excellent dedication therefore are perfectly needed. This is considered very important that the organization is able to adapt and has a chance to response quickly in order to face such a dynamic environmental changes. The organization also has to deal with the tight global competition, fast technological developments, changing of demographics, economic fluctuations and others dynamic conditions.

These studies use Probability Sampling Technique i.e. with saturated sampling techniques, which meant that if all members of the population is used as a sample (Sugiyono, 2009: 122), this research aims to make generalizations with a very small error. Another term of saturated sample is census, where all members of the population are being sampled. Thus the number of samples obtained for these studies originated from a population which amounts to 84 people as well as sample testing of research instruments for the purposes of validity and reliability. Data was collected using questionaires linkext scaled that has been tested for validity and reliability. Data analysis was also carried out using Spearmatrs Rho correlation statistics (Supranto, 2001: 310), i.c. utilizing the device of Statistical Produc! and Service Solution (SPSS) 170 from Wmdows to determine the level of contributions or the influence of (R2) between the variable compensation, job satisfaction and career development of perfommance variables.

Results showed that compensation, job satisfaction and career development either individually or together, have a positive and significant intluence on the officer perfomaancc at the Directorate General of Laws and Regulations Ministry of Justice and Iluman Rights Republic of Indonesia. This means that the better circumstances of the compensation, job satisfaction and cancer development, the better it can increase employee performance. Converscly, the worse of /low compensation, job satisfaction and career development, the performance of employees would be also lower/ decreased. Therefore, employee performance can be developed by improving the compensation system, by paying attention to employee satisfaction and by a transparent and well directed career development.

Based on these Endings, it is in terms of the grant system should further be noted again both related to salary, incentives and other allowances. The management needs to do a caretirl evaluation of compensation policies that have been implemented, and if necessary conduct a comparative study with other institutions/agencies so that the compensation which is applied could meet the oficial's extemal justice. Similarly, in terms of job satisfaction, if the employee has satisfied and feel appreciated for what he has done, then surely it can improve their performance. Further associated with career development, organization needs to consider the level of achievement of each employee in the context of fulfilling the rights of employees to get the opportunity to pursue higher career, certainly with not waive the requirement or administrative provisions in force. In addition, disclosure of information of planning and employee self-development(related to his career) would provide a positive stimulus to employees, so they are motivated to perform better and compete in a healthy manner."

"Penelitian ini bertujuan untuk mengetahui pengaruh full range leadership terhadap kepuasan kerja bawahan. Full Range Leadership terdiri dari tiga gaya kepemimpinan, yaitu gaya kepemimpinan transformasional, transaksional dan laissez faire. Penelitian dilakukan dengan menghubungkan komponen full range leadership terhadap 8 dimensi kepuasan kerja. Penelitian dilakukan pada sebuah instansi pemerintah, yaitu Direktorat Jenderal DEF, dengan jumlah responden sebanyak 182 orang. Metode pengolahan data dalam penelitian ini yaitu menggunakan analisis deskriptif dan general linear model multivariate. Hasil dari penelitian ini adalah bahwa kepemimpinan bergaya laissez faire memiliki pengaruh terhadap dimensi promosi, prosedur perusahaan, rekan sekerja, dan komunikasi. Sementara kepemimpinan bergaya transformasional hanya berpengaruh terhadap dimensi promosi dan penghargaan, dan kepemimpinan bergaya transaksional berpengaruh terhadap dimensi penghargaan. Untuk penelitian lebih lanjut, dapat dikembangkan dengan menambahkan variabel lainnya seperti budaya organisasi ataupun komitmen organisasi.

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This research aims to know the influence of full range leadership toward subordinate of job satisfaction. Full Range Leadership consists of three styles of leadership, which are transformational, transactional and laissez faire leadership styles. This research is done by relating the full range leadership components against the 8 dimensions of job satisfaction. Respondents were 182 employees from Directorate General DEF, a governmental department. The method of analysis were a descriptive analysis and a general linear model multivariate.

The result shows that the laissez faire leadership style has a significant influence toward the promotion, standard operating procedure, co-workers, and communication dimension, meanwhile, the transformational leadership style only influences the promotion and contingent reward dimension. Finally, the transactional leadership style influences the reward dimension. Further research can be carried out by developing other dimensions such as organizational culture or organizational commitment."

"Tesis ini menganalisis efisiensi ketersediaan obat-obatan dan bahan habis pakai di Balai Kesehatan Kerja Pelayaran Direktorat Jenderal Perhubungan Laut Kementerian Perhubungan pada tahun 2012. Penelitian ini menggunakan perhitungan Analisis Indeks Kritis ABC, yakni dengan menggabungkan nilai pemakaian barang farmasi, nilai investasi barang farmasi dan nilai kritis dari dokter pengguna (user). Hasil penelitian menunjukkan bahwa nilai investasi yang digunakan hanya limapuluh persen saja dari anggaran barang farmasi yang dibelanjakan dan terdapat sepuluh persen dari nilai investasi barang farmasi yang tidak terpakai sama sekali (Death Stock). Maka dapat disimpulkan bahwa ada ketidakefisienan didalam hal pengadaan barang farmasi di Balai Kesehatan Kerja Pelayaran (BKKP).

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This thesis analyzes the efficiency of the availability of medicines and consumables in the Occupational Health Clinic Shipping Directorate General of Sea Transportation, Ministry of Transportation in 2012. This study used calculations ABC Critical Index analysis, by combining the value of pharmaceutical consumption goods, investment goods and the critical value of the pharmaceutical physician user (user).

The results showed that the value of investments used only fifty percent of the budget is spent pharmaceutical items and there are ten percent of the value of investment goods unused pharmaceuticals at all (Death Stock). It can be concluded that there are inefficiencies in the procurement of pharmaceuticals in the Occupational Health Clinic Shipping (BKKP)."

"ABSTRAKLaporan magang ini bertujuan untuk menganalisis pelaporan persediaan berupa BRT Ditjen X pada tahun 2016 serta tahapan reviu laporan keuangan dan prosedur reviu akuntansi persediaan berupa BRT Ditjen X yang diterapkan oleh Itjen Kemenhub RI pada tahun 2017. Dalam rangka mendapatkan informasi dan data reviu laporan keuangan, penulis melakukan aktivitas magang di Inspektorat I Itjen Kemenhub RI. Hasil analisis menunjukkan bahwa pelaporan BRT Ditjen X pada tahun 2016 tidak sesuai dengan penerapan akuntansi persediaan berbasis akrual. Hasil analisis juga menunjukkan bahwa tahapan reviu laporan keuangan yang diterapkan oleh Itjen Kemenhub RI pada tahun 2017 telah sesuai dengan standar reviu laporan keuangan kementerian negara/lembaga dan prosedur reviu akuntansi persediaan berupa BRT Ditjen X sangat terbatas.

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ABSTRACTThis internship report aims to analyze the Bus Rapid Transit BRT rsquo s reporting in the Directorate General of X in 2016. The other purpose of this internship report are to analyze the stages of financial statement review and the procedures of inventory accounting review applied by the Inspectorate General of the Ministry of Transportation in 2017. To get information and data, the author conducted the internship activities in Inspectorate I of the Inspectorate General of the Ministry of Transportation. The analysis show that the BRT rsquo s reporting have not been complied with the accrual based inventory accounting. The analysis also show that the stages of financial statement review applied by the Inspectorate General of the Ministry of Transportation in 2017 are appropriate to the standard of financial statement review in state ministries and the procedures of inventory accounting review are limited."

"Tesis ini membahas mengenai efektivitas strategi komunikasi yang dilakukan oleh Direktorat Jenderal Perhubungan Laut dalam melaksanakan Kampanye Keselamatan Pelayaran untuk membangun public awareness dengan menggunakan teknik pemasaran social. Penelitian ini adalah penelitian kuantitatif dengan desain deskriptif. Pengumpulan data dilakukan melalui survei yang dilaksanaan selama satu bulan di terminal penumpang Pelabuhan Tanjung Priok dengan responden 150 orang. Hasil penelitian menunjukkan bahwa kegiatan komunikasi Kampanye Keselamatan Pelayaran yang dilakukan kurang efektif karena responden lebih banyak rnengetahui tentang keselarnatan pelayaran melalui pihak operator atau penyedia jasa, bukan dari program kampanye yang dicanangkan oleh Direktorat Jenderal Perhubungan Laut. Media dan waktu komunikasi yang dipilih juga kurang sesuai dengan responden. Dua iklan layanan rnasyarakat yang dikeluarkan oieh Direktorat Jenderal Perhubungan Laut juga dievaluasi. Hasil yang diperoleh menunjukkan bahwa responden cukup menyukai iklan tersebut. Namun, responden tidak mengenal iklan tersebut karena pemilihan waktu penayangan iklan tidak sesuai. Hasil penelitian menyarankan agar Direktorat Jenderal Perhubungan Laut bekerja sama lebih erat dengan pihak operator dalam mencanangkan program Kampanye Keselamatan Pelayarannya dan juga memperhatikan pemilihan media, waktu, dan pesan yang akan disampaikan agar lebih sesuai dengan responden.

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This thesis discusses the effectiveness of communication strategies undertaken by the Directorate General of Sea Transportation in implementing the Maritime Safety Campaign to build public awareness using social marketing techniques. This research is quantitative descriptive design. Data collected through surveys that was held for one month in the passenger terminal of Tanjung Priok Port with 150 respondents.

The results showed that the communications activity of Maritime Safety Campaign was less effective because more respondent knew about the safety of shipping through the operator or service provider, not from campaign program endorsed by the Directorate General of Sea Transportation. Media and conununication time was also not selected based on respondents behavior. Two public service ads released by the Directorate General of Sea Transportation is also eva1uated.

The results showed that the respondents simply liked the ad. However, respondents did not know those ads because of the timing of the ads inappropriate. The results suggested that the Directorate General of Sea Transportation cooperate more closely with the operator in the Maritime Safety Campaign in launching a program and also pay attention to media selection. time. and messages to be delivered to suit the respondents better."

"The goal of this research is to identify the effect of competence and job satisfaction to employee's performance in Secretariat Directorate General of Oil and Gas. The characteristic of this research is descriptive. Type of method used is survey and population in this research is all employees who had bachelor degree, as many as 64 employees. Technique used to pick the sample is purposive sampling, from data collected the sample is 49 employees.Data collection method used is-questionaire. Knowledge test based on the job in each division and question about attitudes is to measure competence, and to measure job satisfaction is used question concerning with it. In addition to measure performance is used performance appraisal which spread out to all managers to evaluate their subordinates directly. Theories used in this research are theory on the topic of performance, competence, job satisfaction and individual characteristic.Research result showing that there is positive and significant relationship between competence and performance at 0.606, significance at 0.000 and determinant coefficient 0.3772. There is positive and significant relationship between job satisfaction and performance at 0.694, significance at 0.000 and determinant coefficient 0.4816. ln general, there are positive and significant relationship among variables, those are competence and job satisfaction with perfomtance at 0.7691 significance at 0.000 and determinant coefficient 0.5913, regression equation Y = 17.130 + 0.361X1+ 0.411X2."

"Skripsi ini membahas mengenai faktor-faktor yang memengaruhi kepuasan kerja pegawai Kantor Pusat Direktorat Jenderal Pajak (DJP) dengan menggunakan teori dari Stephen P. Robbins dan menggunakan metode kuantitatif. Hasil dari penelitian ini menunjukkan bahwa faktor yang paling berpengaruh terhadap kepuasan kerja di Kantor Pusat DJP adalah kondisi kerja dengan kategori puas; selanjutnya faktor rekan kerja menempati faktor yang kedua paling berpengaruh dengan kategori puas. Sedangkan dari dimensi pekerjaan yang secara mental menantang dan faktor ganjaran/atau imbalan yang diterima pegawai menunjukkan hasil tidak puas.

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This thesis discusses factors affecting job satisfaction of headquarters employees at Directorate General of Taxation (DGT), based on theories of Stephen P. Robbins and by using quantitative methods. The results of this study show that the most influential factor on job satisfaction in the Office of DGT is satisfied with the category of working conditions; the following influencing colleagues occupying is that as the second factors with with satisfaction category. Whereas for work that is mentally challenging, and rewards factor or shows consideration received by category of employee is not satisfied."

"Penelitian ini bertujuan untuk mengetahui tingkat kepuasan kerja, gaya kepemimpinan dan pengaruh gaya kepemimpinan terhadap kepuasan kerja pegawai pajak. Gaya kepemimpinan menggunakan full-range leadership yang terdiri dari kepemimpinan transformasional, transaksional, dan laissez-faire. Penelitian dilakukan di Kantor Pusat Direktorat Jenderal Pajak, dengan jumlah responden sebanyak 101 orang. Penelitian ini menggunakan metode analisis deskriptif, regresi linear berganda, dan general linear model multivariate. Hasil penelitian menunjukkan kepuasan kerja secara keseluruhan termasuk kategori tinggi sedangkan gaya kepemimpinan termasuk kategori sedang. Selain itu, hasil penelitian ini menunjukkan kepemimpinan laissez-faire berpengaruh negatif signifikan terhadap kepuasan kerja dan dimensi kepemimpinan idealized influence behavior dan contingent reward berpengaruh positif. Sedangkan dimensi kepemimpinan inspirational motivation dan individualized consideration berpengaruh negatif.;This study aims to determine the level of job satisfaction, leadership style and influence of leadership style towards job satisfaction tax employees. Leadership style using full-range leadership consisting of transformational leadership, transactional, and laissez-faire. The study was conducted in Directorate General of Tax Headquarter, the number of respondents were 101 people. This study uses descriptive analysis, multiple linear regression, and general linear model multivariate. The results showed overall job satisfaction were high category while leadership styles including medium category. In addition, the results of this study found that laissez-faire leadership has significant negative influence towards job satisfaction and leadership dimensions of idealized influence behavior and contingent reward have positive effect. While the leadership dimensions of inspirational motivation and individualized consideration have negative effect.;This study aims to determine the level of job satisfaction, leadership style and influence of leadership style towards job satisfaction tax employees. Leadership style using full-range leadership consisting of transformational leadership, transactional, and laissez-faire. The study was conducted in Directorate General of Tax Headquarter, the number of respondents were 101 people. This study uses descriptive analysis, multiple linear regression, and general linear model multivariate. The results showed overall job satisfaction were high category while leadership styles including medium category. In addition, the results of this study found that laissez-faire leadership has significant negative influence towards job satisfaction and leadership dimensions of idealized influence behavior and contingent reward have positive effect. While the leadership dimensions of inspirational motivation and individualized consideration have negative effect."