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"Penelitian ini membahas mengenai analisis partisipasi pegawai dalam pelaksanaan program Bank Indonesia Layanan Intranet Kita (BLINK). Penelitian ini merupakan penelitian kualitatif sebagai data utama dengan wawancara mendalam dan observasi langsung ditunjang dengan data-data kuantitatif melaui kuisioner jenis penelitian deskriptif. Hasil penelitian menunjukkan tingkat partisipasi pegawai di Bank Indonesia rendah. Faktor penghambat dalam partisipasi adalah keterbatasan sumber daya, kurangnya sosialisasi program, kurangnya memberikan ide/masukan dalam program, tidak adanya dukungan dalam program, faktor tidak adanya pemberian tanggung jawab yang diberikan atasan kepada bawahan, pegawai tidak merasa bertanggung jawab dalam program, pegawai yang belum terbiasa melakukan knowledge sharing.

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This research focus the analysis application of employees participation in Bank Indonesia Layanan Intranet Kita (BLINK) program in Bank Indonesia Jakarta. This study used qualitative research with additional quantitative data approach with questionnaire and descriptive research. The result showed that employee participation in BLINK program was low. Participation’s barriers identified were the constrains of human resourse; the lack of program socialization; contributing ideas/advice in programs; motivation/support in the programs; the handover of responsibility by a superior to subordinate; feeling responsible to superior; the participation of surveilance on program; the employees hahe not been accustomed to knowledge sharing."

"ABSTRAKPenelitian ini bertujuan untuk mengetahui tingkat keterikatan pegawai di PT Pasifik Satelit Nusantara, kualitas kehidupan kerja para pegawai PT Pasifik Satelit Nusantara, serta pengaruh kualitas kehidupan kerja (work quality dan employment quality) terhadap keterikatan pegawai (vigor, dedication, absorption). Data penelitian ini diambil dari 51 responden yang merupakan karyawan PT Pasifik Satelit Nusantara. Analisis data menggunakan metode statistik deskriptif, teknik analisis regresi dan general linier model. Hasil penelitian menunjukkan bahwa kualitas kehidupan kerja PT Pasifik Satelit Nusantara memiliki pengaruh yang signifikan terhadap keterikatan pegawai. Selain itu, PT Pasifik Satelit Nusantara juga memiliki keterikatan pegawai (employee engagement) yang tinggi dan dimensi kualitas kehidupan kerja yang berpengaruh signifikan terhadap keterikatan pegawai (employee engagement) PT Pasifik Satelit Nusantara adalah work quality. Dimensi work quality ini juga memiliki pengaruh yang positif terhadap dimensi-dimensi keterikatan pegawai (employee engagement) yaitu vigor, dedication dan absorption. Penelitian ini juga memberikan saran dan masukan terhadap peningkatan kualitas kehidupan kerja di perusahaan untuk efektivitas kualitas kehidupan kerja yang dapat meningkatkan keterikatan pegawai (employee engagement) di PT Pasifik Satelit Nusantara.

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ABSTRACTThe purpose of this research is to analyze the influence of quality of work life on employee engagement at PT Pasifik Satelit Nusantara. Data was taken from 51 respondents. Data analysis is conducted using descriptive statistics, regression analysis and general linier model. Results showed that there is a significant influence of quality of work life on employee engagement at PT Pasifik Satelit Nusantara. Results also showed that PT Pasifik Satelit Nusantara has a high employee engagement and the dimension of quality of work life that has a significant effect on employee engagement is the dimension of work quality. This dimension also has a positive influence on employee engagement’s dimensions: vigor, dedication, and absorption. This research also recommended the need to improve quality of work life that can enhance employee engagement in PT Pasifik Satelit Nusantara."

"[ABSTRAKbrPenelitian ini bertujuan untuk mengetahui pengaruh partisipasi karyawan dan dukungan organisasi dalam pengembangan kompetensi. Hipotesis diuji menggunakan data yang diambil dari 153 orang karyawan sebuah bank dengan menggunakan kuesioner. Hasil dari penelitian menggunakan analisis jalur menunjukkan bahwa partisipasi karyawan dalam pengembangan kompetensi tidak berpengaruh terhadap self-perceived employability. Self-perceived employability hanya dipengaruhi oleh dukungan organisasi yang dirasakan untuk pengembangan kompetensi. Sementara self-perceived employability memiliki pengaruh positif terhadap kepuasan karir dan perceived marketability karyawan. Self-perceived employability yang memiliki peran mediasi hanya memediasi secara parsial untuk hubungan antara dukungan organisasi yang dirasakan dan kepuasan karir, sedangkan untuk hubungan antara dukungan organisasi yang dirasakan dan perceived marketability, self-perceived employability memediasi secara penuh. Sementara self-perceived employability tidak memiliki peran mediasi untuk hubungan antara partisipasi karyawan dan kepuasan karir maupun perceived marketability.;The aim of the research is to study the effect of employee participation and perceived organization support in competency development towards career satisfaction and perceived marketability mediated by self-perceived employability. Hypothesis tested using data of 153 employees from a bank company through a questionnaire. Results obtained using path analysis suggested that employee participation in competency development did not have the intended effects on self-perceived employability. Self-perceived employability only affected by perceived support for competency development. Self-perceived employability was found positively related towards career satisfaction and perceived marketability. Self-perceived employability which has a mediating role, only partially mediates the relationship between perceived support for competency development and career satisfaction, while the relationship between perceived support for competency development and perceived marketability, self-perceived employability mediates in full. Self-perceived employability has no mediating role for the relationship between employee participation in competency development and career satisfaction also perceived marketability;The aim of the research is to study the effect of employee participation and perceived organization support in competency development towards career satisfaction and perceived marketability mediated by self-perceived employability. Hypothesis tested using data of 153 employees from a bank company through a questionnaire. Results obtained using path analysis suggested that employee participation in competency development did not have the intended effects on self-perceived employability. Self-perceived employability only affected by perceived support for competency development. Self-perceived employability was found positively related towards career satisfaction and perceived marketability. Self-perceived employability which has a mediating role, only partially mediates the relationship between perceived support for competency development and career satisfaction, while the relationship between perceived support for competency development and perceived marketability, self-perceived employability mediates in full. Self-perceived employability has no mediating role for the relationship between employee participation in competency development and career satisfaction also perceived marketability, The aim of the research is to study the effect of employee participation and perceived organization support in competency development towards career satisfaction and perceived marketability mediated by self-perceived employability. Hypothesis tested using data of 153 employees from a bank company through a questionnaire. Results obtained using path analysis suggested that employee participation in competency development did not have the intended effects on self-perceived employability. Self-perceived employability only affected by perceived support for competency development. Self-perceived employability was found positively related towards career satisfaction and perceived marketability. Self-perceived employability which has a mediating role, only partially mediates the relationship between perceived support for competency development and career satisfaction, while the relationship between perceived support for competency development and perceived marketability, self-perceived employability mediates in full. Self-perceived employability has no mediating role for the relationship between employee participation in competency development and career satisfaction also perceived marketability]"

"Kemajuan teknologi yang semakin pesat mendorong industri perbankan untuk mengadopsi digitalisasi guna meningkatkan efisiensi operasional dan memperkuat daya saing. Kehadiran perbankan digital juga memperketat persaingan dalam industri ini, sehingga mendorong perbankan untuk terus berinovasi agar tetap relevan. Inovasi ini dapat diwujudkan melalui knowledge sharing di mana karyawan saling bertukar ide dan memperluas wawasan mereka. Dalam proses ini, psychological empowerment memainkan peran penting karena karyawan yang merasa diberdayakan cenderung lebih percaya diri dalam knowledge sharing dan menerapkan innovative work behavior. Selain itu, participative leadership sangat diperlukan untuk mendorong karyawan agar berani menyampaikan ide-ide mereka dan akhirnya meningkatkan kegiatan berbagi pengetahuan serta perilaku kerja inovatif. Penelitian ini dilakukan untuk menganalisis pengaruh psychological empowerment dan participative leadership terhadap innovative work behavior melalui mediasi knowledge sharing. Hasil penelitian menunjukkan bahwa knowledge sharing memediasi secara positif dan signifikan hubungan antara psychological empowerment dan innovative work behavior. Namun, knowledge sharing tidak menunjukkan pengaruh signifikan pada hubungan antara participative leadership dan innovative work behavior. Secara keseluruhan, hubungan antar variabel dalam penelitian ini memiliki pengaruh positif dan signifikan, kecuali hubungan antara participative leadership dengan knowledge sharing dan innovative work behavior.

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The rapid growth of technology has compelled the banking industry to embrace digitalization to improve operational efficiency and maintain a competitive edge. The rise of digital banking has heightened competition within the sector, prompting banks to continuously innovate to stay relevant. One way to foster innovation is through knowledge sharing, where employees collaborate by exchanging ideas and broadening their understanding. Psychological empowerment plays a vital role in this process, as empowered employees tend to be more confident in sharing knowledge and engaging in innovative work behavior. Furthermore, participative leadership is crucial in motivating employees to express their ideas, thereby promoting knowledge-sharing activities and fostering innovative behavior. This research investigates the impact of psychological empowerment and participative leadership on innovative work behavior, with knowledge sharing acting as a mediating variable. The results indicate that knowledge sharing significantly and positively mediates the relationship between psychological empowerment and innovative work behavior. However, the influence of knowledge sharing on the relationship between participative leadership and innovative work behavior was not statistically significant. Overall, the study found positive and significant relationships among the variables, except for the connections between participative leadership, knowledge sharing, and innovative work behavior."

"ABSTRACTThe focus of this study is to discuss about the consistency between the content ofSpecific Time Work Agreement in PT. X with the regulation in the The Law No.13 Year 2003 concerning Manpower. This study uses normative approach withthe aim to gain an understanding about Specific Time Work Agreement regulationand to understand how the Specific Time Work Agreement regulation is beingapplied in PT X. The result of this study suggested that there need to be a firmconsequences given to the employer who violate the regulation that has beenstated in the Law of Specific Time Work Agreement. There also need to be aclose supervision for the Specific Time Work Agreement which acquired changedof status by the law to Unspecific Time Work Agreement, so that the contractedemployee could obtain their rights equally with regular employee. Furthermorethe manpower institution who has the duty of recording every Specific TimeWork Agreement should be more strict while checking the content of SpecificTime Work Agreement, to avoid the possibility of law violation.

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ASBTRAKSkripsi ini membahas kesesuaian antara isi Perjanjian Kerja Waktu Tertentu padaPT. X dengan ketentuan dalam Undang-Undang Nomor 13 Tahun 2003 tentangKetenagakerjaan. Dengan menggunakan bentuk penelitian normatif, tujuan daripenelitian ini adalah untuk mengetahui pengaturan mengenai Perjanjian KerjaWaktu Tertentu dan untuk mengetahui pelaksanaan pengaturan Perjanjian KerjaWaktu Tertentu dalam Perjanjian Kerja Waktu Tertentu di PT. X. Hasil penelitianmenyarankan bahwa perlu adanya pelaksanaan sanksi yang tegas untuk parapemberi kerja yang melakukan pelanggaran ketentuan Perjanjian Kerja WaktuTertentu dalam Undang-Undang, serta pengawasan terhadap Perjanjian KerjaWaktu Tertentu yang demi hukum statusnya berubah menjadi Perjanjian KerjaWaktu Tidak Tertentu, sehingga karyawan kontrak dapat memiliki hak layaknyakaryawan tetap. Selain itu, instansi ketenagakerjaan yang bertugas untukmelakukan pencatatan setiap Perjanjian Kerja Waktu Tertentu seharusnya lebihketat saat melakukan pemeriksaan atas isi Perjanjian Kerja Waktu Tertentutersebut agar kemungkinan terjadinya pelanggaran peraturan dapat dihindari."

"ABSTRAKPenelitian ini bertujuan untuk melakukan dekomposisi pada tingkat partisipasi kerja untuk menjelaskan gender gap di Provinsi DKI Jakarta pada tiga periode yaitu 1995, 2005, dan 2015. Determinan tingkat partisipasi kerja laki-laki dan perempuan diestimasi menggunakan metode probit dan marginal efek sedangkan untuk menganalisis sumber gender gap digunakan teknik dekomposisi non linear. Hasil penelitian ini menunjukkan penyebab utama gender gap tingkat partisipasi kerja berasal dari faktor-faktor struktural di pasar tenaga kerja (diskriminasi). Nilai gender gap dalam 20 tahun semakin mengecil, pada tahun 1995, 2005, dan 2015 nilainya sebesar 40,82%; 39,17%; dan 29,34%, ini menunjukkan tingkat diskriminasi di Jakarta semakin berkurang.

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ABSTRACT

This research aims to decompose the employment participation rate to explain gender gap in DKI Jakarta Province in three periods (1995, 2005, and 2015). Determinant of employment participation rate of men and women was estimated by probit and marginal effect method. Non-linear decomposition technique used to analyze the source of gender gap. The results show that the main causes of gender gap comes from structural factors in the labor market (discrimination). The value of the gender gap in 20 years has decreased, in 1995, 2005, and 2015 it was 40,82%; 39,17%; and 29,34% respectiely. It shows that the discrimnination rate in Jakarta has decreased."

"Dalam pembangunan suatu negara, sektor konstruksi merupakan sektor yang sangat penting, menurut data "Oxford Economic", sektor konstruksi ini seluruh dunia akan mengalami peningkatan 3,9 persen per tahun hingga tahun 2030. Selama proses konstruksi, ada risiko keselamatan yang menjadi penting untuk diperhatikan. Di beberapa negara telah terjadi kecelakaan serius dan fatal pada sektor konstruksi yang disebabkan oleh kejadian terjatuh dari ketinggian. Beberapa penyebab yang dapat berkontribusi pada kecelakaan fatal karena jatuh dari ketinggian adalah masalah keuangan, kurangnya prosedur kerja, lubang atau tepi yang tidak dilakukan pemasangan pelindung atau pengaman, tidak sabar untuk menyelesaikan pekerjaan, faktor usia, jenis kelamin, lama pengalaman kerja, dan penggunaan alat pelindung diri. Penelitian ini bersifat analitik kuantitatif dengan desain potong lintang (cross sectional) dengan dengan menggunakan konsep theory of planned behavior dan pengumpulan data melalui kuesioner dengan 422 responden dengan kurun waktu April sampai dengan Juni 2023. Hasil dari penelitian ini variabel sikap, norma subyektif, dan persepsi kontrol perilaku secara simultan berhubungan dengan intensi perilaku 100% tie-off pada pekerja dengan menyumbang 72,9 % variasi dari intensi dengan signifikansi 0,000. Variabel sikap penilaian positif/negative memiliki hubungan paling tinggi terhadap intensi melakukan “100% tie-off dengan nilai β sebesar 0,398 diikuti oleh variabel norma subjektif (motivasi) dengan nilai β sebesar 0,243, variabel presepsi kontrol perilaku dengan nilai β sebesar 0,218, variabel sikap kepercayaan terhadap konsekuensi dengan nilai β sebesar 0,080, dan variabel norma subjektif (kepercayaan normatif) dengan nilai β sebesar - 0,076.

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In the development of a country, the construction sector is a very important sector, according to "Oxford Economic" data, this construction sector worldwide will experience an increase of 3.9 percent per year until 2030. During the construction process, there are safety risks that are important to pay attention to . In several countries there have been serious and fatal accidents in the construction sector caused by falling from heights. Some of the causes that can contribute to fatal accidents due to falling from a height are financial problems, lack of work procedures, holes or edges that are not installed with protection or safety, impatient to finish the job, age, gender, length of work experience, and use of tools. self protection. This research is a quantitative analytic study with a cross-sectional design using the theory of planned behavior concept and collecting data through a questionnaire with 422 respondents from April to June 2023. The results of this study are attitude, subjective norm, and perception variables. Behavioral control is simultaneously related to behavioral intention with a 100% tie-off in workers by contributing 72.9% of the variation of intention with a significance of 0.000. The positive/negative attitude variable has the highest relationship to the intention to do a "100% tie-off with a β value of 0.398 followed by the subjective norm variable (motivation) with a β value of 0.243, the perception variable of behavior control with a β value of 0.218, the attitude variable belief in consequences with a β value of 0.080, and subjective norm variables (normative beliefs) with a β value of -0.076."

"Skripsi ini membahas faktor-faktor yang Memengaruhi rendahnya partisipasi pegawai dalam program Knowledge Lynx di Direktorat Pengelolaan Sistem Informasi di Bank Indonesia di DKI Jakarta. Penelitian ini menggunakan pendekatan penelitian kualitatif dengan jenis penelitian deskriptif. Hasil penelitian yang didapat menunjukan bahwa terdapat enam faktor yang Memengaruhi partisipasi pegawai dalam program Knowledge Lynx di Direktorat Pengelolaan Sistem Informasi Bank Indonesia di DKI Jakarta yaitu faktor tidak adanya reward and punishment dalam pelaksanaan program, faktor adanya pemberlakuan program lain yang lebih menarik, faktor keterbatasan sumber daya manusia, faktor kurangnya sosialisasi program, faktor pegawai yang belum terbiasa melakukan knowledge sharing, faktor tidak adanya standar penulisan dalam program K-Lynx, faktor tampilan menu yang tidak mudah dipahami, serta faktor Community of Practice yang belum berfungsi dengan baik.

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The focus of this study is the factors that influence the low employee participation in Knowledge Lynx program in the Directorate of Information Systems Management at Bank Indonesia in DKI Jakarta. This study uses a qualitative research approach with the type of descriptive research. The results obtained show that there are six factors that influence employee participation in Knowledge Lynx program in the Directorate of Information Systems Management at Bank Indonesia in DKI Jakarta. Those factots are the lack of reward and punishment in the implementation of the program, the appearance of similar program that is more interesting, the constrains of human resource, the lack of program socialization, the employees have not been accustomed to knowledge sharing, the absence of standardized writing in Knowledge Lynx program, the display menu is not easy to understand, and the Community of Practice has not been functioned properly."