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"Penelitian ini bertujuan untuk meneliti hubungan antara kepuasan kerja dengan komitmen organisasional pada karyawan tetap non-manajerial PT. Aero Systems Indonesia. Variabel independen akan diukur menggunakan Minnesota Satisfaction Questionnaire, sedangkan variabel dependen akan diukur menggunakan Organizational Commitment Scale."

"Every organization needs to build professional and high competencies human resources that can support organization to be competitive organization. So, human resources need to be managed by the organization well. To make professional and high integrity employee, an organization need an organization?s culture as a guidance for all employees to do the job. Strong organization?s culture and good human resources management influence employee?s performance which is can be used as competitive tools in organization. Organization?s culture and employee?s performance correlation can be seen in banking industrial. One of banking organization is PT Bank Danamon Indonesia Tbk. The competition in banking industry become tighter, so banking organizations need to keep up their performance to face the competition. Basically, a good organization culture will make the employee itself to work hardly and can increase employee?s performance, so that it will improve company?s productivity. From the statement of the problem, the question on this research is (1) how the illustration of organization culture at PT Bank Danamon Indonesia Tbk. Branch office Melawai South Jakarta, (2) how the illustration of employee?s performance at PT Bank Danamon Indonesia Tbk. Branch office Melawai South Jakarta and (3) how the correlation between organization culture with employee?s performance at PT Bank Danamon Indonesia Tbk. Branch office Melawai South Jakarta?

The kinds of this research is explanative research with quantitative approaches. The dependent variable was the employee?s performance, meanwhile the independent variable was the employee?s job satisfaction. Data in this research gathered from field research method by distributing questionnaire to the respondent and interview. The subjects of this research were 35 permanent employees, taken from population using total sampling technique. The data of the variables were collected using Likert scale to measure employee?s performance and the organization?s culture. The data were analyzed by Spearman?s Rank Order correlation technique to found the strenght of correlation between culture organization with employee?s performance at PT Bank Danamon Indonesia Tbk. Branch office Melawai South Jakarta.

The result of this research showed that Bank Danamon Indonesia Tbk. Melawai Branch Office has good corporate culture and good employee?s performance. On the dependent variable which is employee?s performance, it is founded that the level of work quantity is the lowest while the level of personal quality is the highest level. This research also found that the level of reward system on organization culture is the lowest level while the job integrity is the highest level. The correlation between culture organization with employee?s performance at PT Bank Danamon Indonesia Tbk. Branch office Melawai South Jakarta was determined as strong correlation with scale 0,787. Therefor, there was positive and significant correlation between indicators of culture organization with employee?s performance at PT Bank Danamon Indonesia Tbk. Branch office Melawai South Jakarta. Researcher suggests that PT Bank Danamon have to increase employee?s quantity by reset the reward system, so, employee will get more motivated to increase their quantity of work."

"ABSTRAKPenelitian ini bertujuan untuk melihat apakah terdapat hubungan antara variabel independen yaitu locus of control dengan variabel dependen yaitu job involvement. Untuk mengukur variabel independen (locus of control), peneliti menggunakan pengukuran work locus of control scale (WLCS) yang dikemukakan oleh Spector (1988). Untuk variabel dependen (job involvement), peneliti menggunakan pengukuran job involvement questionnaire (JIQ) yang dikembangkan oleh Rabindra N. Kanungo (1982) dan dimodifikasi dengan multi-dimensional Job Involvement model yang dikemukakan oleh Atsuko Yoshimura dalam KEIO Business Review. Penelitian ini mengambil lokasi penelitian pada PT. BRI Kantor Wilayah Jakarta 1 dengan menggunakan metode kuantitatif dengan penyebaran kuesioner dan wawancara. Peneliti mengambil sampel sebanyak 52 orang karyawan tetap level non manajerial pada PT BRI Kantor Wilayah Jakarta 1 dan menggunakan teknik penarikan sampel dengan total sampling. Hasil penelitian ini menunjukkan bahwa locus of control dari karyawan PT. BRI Kantor Wilayah Jakarta 1 cenderung Internal, sedangkan job involvement dari karyawan PT. BRI Kantor Wilayah Jakarta 1 termasuk dalam kategori tinggi. Untuk mengetahui apakah terdapat hubungan antara dua variabel yaitu locus of control dengan job involvement digunakan uji korelasi Spearman's yang menghasilkan nilai yaitu 0,660 yang berarti bahwa hubungan antara locus of control dengan job involvement adalah positif dan kuat.

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ABSTRACTThe aim of this research is to find correlation between independent variable (locus of control) and dependent variable (job involvement). To measure the independent variable, researcher use work locus of control (WLCS) by Spector (1988). Meanwhile, to measure dependent variable researcher used Job Involvement Questionnaires (JIQ) which developed by Rabindra N. Kanungo (1982), and modified by multi-dimentional job involvement model as written by Atsuko Yoshimura on KEIO Business Review. This research took place at PT. BRI Regional Offie Jakarta 1 by using quantitative method, making some interview and also questionnaires. Researcher took 52 samples of non managerial permanent employees by using total sampling technique. Research found that the locus of control of these employees tends to be Internal category, while there job involvement categorized as high. To find the correlation between locus of control and job involvement variables, researcher used Spearman's correlation test, which resulted 0.660 score, which mean that there is a positive and strong correlations between both variables."

"Penelitian ini bertujuan untuk menguji adanya pengaruh knowledge management terhadap produktivitas kerja; knowledge management diukur dengan teori dimensi menurut Quintas, Lefrere, dan Jones yaitu knowledge gaining, knowledge establishment, knowledge transformation, knowledge creation dan knowledge usage, sedangkan untuk produktivitas kerja diukur menggunakan model kuisioner yang dibuatoleh Jean Endicott . Data penelitian dikumpulkan melalui survei kuantitatif dengan sampel sebanyak 43 responden karyawan tetap non-manajerial di PT.Cipta Integra Duta, yang diambil menggunakan teknik total sampling. Penelitian ini menggunakan uji validitas menggunakan korelasi pearson, reabilitas menggunakan aplha cronbach, dan analisis regresi sederhana. Hasil ini penelitian ini menunjukan bahwa tidak ada pengaruh antara knowledge management terhadap produktivitas kerja.

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This study aims to examine the influence of knowledge management on work productivity; knowledge management is measured by dimensions theory according to Quintas, Lefrere, and Jones which is knowledge gaining, knowledge establishment, knowledge transformation, knowledge creation and knowledge usage. Meanwhile, for work productivity measure by questionnaire method made by Jean Endicott. Research data collected through quantitative survey with 43 respondents from PT. Cipta Integra Duta non-managerial permanent employeess, which taken by total sampling method. This research using Perason corellation for validity test and Alpha Cronbach for reability test and simple regression analysis. The results of this research shows that there is no influence of knowledge management on work productivty."

"Skripsi ini membahas hubungan beban kerja mental dengan kinerja karyawan pada departemen Contract Category Management di Chevron Indoasia Business Unit. Penelitian ini bertujuan untuk mengetahui hubungan beban kerja mental dengan kinerja karyawan. Pendekatan yang digunakan adalah pendekatan kuantitatif dengan metode survei yang menggunakan teknik total sampling terhadap seluruh karyawan departemen contract category management yang berjumlah 34 responden. Hasil penelitian dengan menggunakan analisis uji korelasi spearman menunjukkan bahwa beban kerja mental dengan kinerja karyawan memiliki hubungan yang signifikan dengan arah hubungan yang negatif dan kategori kekuatan hubungan sedang. Hubungan negatif menandakan bahwa semakin tinggi beban kerja mental akan semakin rendah kinerja karyawan.

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The focus of this study is the relationship between mental workload with employees performance at department contract category management, Chevron IndoAsia Business Unit. The purpose of this study is to understand the relationship between mental workload with performance among employees. This study using quantitative approach with survey method that use total sampling technique to all of department Contract Category Management employees which held to 34 respondents.

The result of this study that use rank spearman correlation test showed mental workload had significant negative corelation with employee performance with middle strengnthness. The negative correlation means the higher mental workload is the lower performance will be showed by employees."

"Penelitian ini membahas persepsi kepuasan karyawan terhadap faktor-faktor yang mempengaruhi kepuasan kerja. Penelitian dilakukan terhadap 21 karyawan tetap bagian operasional di Wisma Makara UI, Depok dengan menggunakan pendekatan penelitian kuantitatif dan metode deskriptif.Kesimpulan atas hasil penelitian didapatkan bahwa karyawan mempunyai persepsi kepuasan yang tinggi atas faktor karakteristik pekerjaan, kondisi kerja yang menyenangkan, dukungan rekan kerja, penyeliaan dan dimensi kesesuaian kepribadian-pekerjaan. Skor tertinggi untuk persepsi kepuasan yang tinggi ditunjukkan oleh faktor kesesuaian kepribadian-pekerjaan dengan nilai skor 83,67. Untuk faktor ganjaran yang diterima mendapatkan skor 49,143, sehingga menunjukkan bahwa karyawan memiliki persepsi kepuasan yang rendah.Dari hasil penelitian ini kiranya dapat disarankan agar pengelola/pimpinan Wisma Makara lebih memberikan perhatian kepada karyawan sebagai wujud kepedulian atas kepuasan kerja karyawan, khususnya terhadap aspek kepantasan ganjaran yang diterima karyawan dengan memperhatikan unsur keadilan dan kesesuaian.

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This study focused to analyze the satisfaction perception of employee toward the factors that influence job satisfaction. For this research, data were collected from 21 permanent employees in operational department of Wisma Makara UI by using quantitative approach with descriptive method.The result revealed that the employee have high satisfaction's perception toward the factor such as well-job characteristic, enjoyable working conditions, co-workers support, supervision and the job conformity. The highest score of high satisfaction's employee perception revealed by the job conformity with score 83,67. Perception of low satisfaction showed by the reward factor with score 49,143.As suggestion based on this study, the chairman of Wisma Makara should pay more attention to the factors that influence job satisfaction, especially in reward factor with consider equitability and conformity aspects."

"Penelitian ini menjelaskan tentang dua variabel yaitu kompetensi dan kinerja karyawan. Tujuan dari penelitian ini adalah untuk mengetahui bagaimana pengaruh kompetensi terhadap kinerja karyawan tetap non manajerial divisi customer service PT Telekomunikasi Indonesia (TELKOM), Tbk Jakarta dan mengetahui dimensi kompetensi yang memiliki hubungan paling kuat dengan kinerja karyawan. Teori yang digunakan untuk menguji variabel kompetensi adalah teori kompetenci Spencer & Spencer. Sedangkam variabel kinerja sendiri akan diuji menggunakan teori kinerja oleh Gomez. Pendekatan yang digunakan dalam penelitian ini adalah pendekatan kuantitatif dengan metode penelitian survey yang menggunakan teknik total sampling terhadap seluruh karyawan divisi customer service TELKOM Jakarta yang berjumlah 33 responden. Hasil penelitian menunjukkan bahwa kompetensi memiliki pengaruh yang signifikan terhadap kinerja karyawan. Hasil lain yang didapat adalah dimensi knowledge pada kompetensi memiliki hubungan yang paling kuat dengan kinerja karyawan dibandingkan dengan dimensi yang lainnya.

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This study explains two variables, the variables were competency and employee performance. This study aimed to examine the influence of competency on performance of employee in PT Telekomunikasi Indonesia (TELKOM) division of Customer Service Jakarta and to know which competency?s dimension that give the strongest relationship with variable performance. This study used Spencer & Spencer Theory to assess variable of competency. While, performance were assesser using performance theory by Gomez. This study used the quantitive approach with survey method that used total sampling technique to all employee in TELKOM Jakarta division customer service which held to 33 rspondents. The result from this study showed that competency had a significant effect on employee?s performance. The other result from this study showed that knowledge dimension from competency has the strongest relationship with employee performance compare the other dimension."

"ABSTRAKPenelitian ini bertujuan untuk mengetahui pengaruh kerjasama tim terhadap kepuasan kerja karyawan tetap non manajerial Kantor Pos Pemeriksaan PT Pos Indonesia Bekasi. Variabel yang diteliti adalah kerjasama tim dan kepuasan kerja. Jumlah responden untuk penelitian adalah sebanyak 40 responden. Teknik pengumpulan data yang dilakukan untuk penelitian ini adalah dengan menyebarkan kuesioner kepada karyawan tetap non manajerial Kantor Pos Pemeriksaan PT Pos Indonesia Bekasi. Dari penelitian ini didapatkan hasil bahwa kerjasama tim memiliki pengaruh terhadap kepuasan kerja karyawan Kantor Pos Pemeriksaan PT Pos Indonesia Bekasi. Namun, tingkat pengaruh yang dihasilkan oleh kerjasama tim adalah rendah. Dimensi yang memiliki pengaruh paling rendah terhadap kepuasan kerja adalah dimensi kepemimpinan, dari lima dimensi lainnya, yaitu koordinasi, pengambilan keputusan, kemampuan antar personal, adaptasi, dan komunikasi.

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ABSTRACTThis research aims to examine the influence of team work towards the satisfaction of non-managerial employee of Kantor Pos Pemeriksaan PT Pos Indonesia Bekasi. The variabels of this research are the team work and job satisfaction. The number of population used 40 respondens. Data collection techniques was to distribute questionnaires to remain non-manajerial employee of Kantor Pos Pemeriksaan PT Pos Indonesia Bekasi. The research has shown that the team work have influencing towards the employee of Kantor Pos Pemeriksaan PT Pos Indonesia Bekasi. However, the level of effect is low. On the other hand the influence of team work is lower than the other five dimensions"