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"ABSTRAKMeskipun peranannya semakin strategis dalam lansekap global maupun nasional, dinamika internal dalam manajemen Non Governmental Organization (NGO) masih sangat sedikit diteliti. Melalui data kuantitatif dari 64 responden yang dianalisa dengan metode Structural Equation Modelling (SEM), penelitian ini menganalisa efek moderasi perception of organization politic dalam hubungan antara political skill dan career success. Sebagai temuannya, political skill tidak secara signifikan berhubungan dengan career success dan bahwa perception of organization politic memoderasi hubungan kedua variabel tersebut dalam tingkat yang tidak signifikan. Temuan ini dapat menjadi panduan bagi praktisi yang terlibat dalam aktivitas manajemen sebuah LSM serta sebagai penelitian awalan telah membuka ruang bagi munculnya penelitian-penelitian lain dengan tema sejenis pada area yang meskipun demikian penting, belum banyak diekplorasi ini.

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ABSTRACTDespite of the emergence of its strategic role in both, globally and in Indonesia?s context, very little known about the internal dynamics of Non Governmental Organization (NGO) management. Through quantitative data obtained from 64 respondent analyzed with Structural Equation Modelling (SEM) method, this study has examined the moderating effect of perception of organization politic in political skill-career success relationship. As the outputs, political skill and career success relationship was insignificant and perception of organization politic insignificantly moderated the relationship. The findings of this study can be utilize by practitioners involving in NGO management and as a pilot research, has open the possibilities of further researchs in this area which event though important, yet still under examined."

"Penelitian ini bertujuan untuk melihat hubungan kedua dimensi orientasi karier protean, yaitu self-directed dan values driven dengan kesuksesan karier subjektif yang diukur melalui kepuasan karier dan kepuasan kerja. Dalam hal ini, hubungan antara values-driven dengan kesuksesan karier subjektif dimoderasi oleh person-organization fit. Partisipan pada penelitian ini berjumlah 218 partisipan yang merupakan karyawan dari berbagai industri. Hasil yang diperoleh pada penelitian ini ialah self-directed berhubungan secara positif dengan kepuasan karier r = .33, 95 BCa CI [.20, .43], p < .05, signifikan maupun kepuasan kerja r = .30, 95 BCa CI [.16, .44], p < .05, signifikan. Hal ini membuktikan bahwa orang yang self-directed akan merasa sukses pada kariernya secara subjektif. Sedangkan pada variabel moderator, didapat hasil bahwa tidak terdapat efek moderasi person-organization fit pada hubungan antara values-driven dengan kepuasan karier r = .04, p > .05, tidak signifikan maupun kepuasan kerja r = -.01, p > .05, tidak signifikan.

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This study aims to examine the relationship between both dimensions of protean career attitudes self directed and values driven with subjective career success, which is measured by career satisfaction and job satisfaction. In this case, the relationship between values driven and subjective career success is moderated by person organization fit. Participants in this study amounted to 218 participants from various industries.

The results obtained in this study are first, self directed is positively correlated with career satisfaction r .33, 95 BCa CI .20, .43 , p .05, significant and job satisfaction r .30, 95 BCa CI .16, .44 , p .05, significant. This proves that a self directed person will feel subjectively success in their career. Second, it is found that there is no moderation effect of person organization fit on the relationship between values driven with career satisfaction r .04, p .05, not significant and job satisfaction r .01, p .05, not significant."

"Solo International Performing Arts (SIPA) adalah sebuah pertunjukan seni berskala internasional yang diadakan di kota Solo sejak tahun 2009. Skripsi ini akan membahas mengenai budaya organisasi yang diterapkan dalam SIPA "community", yang mana SIPA "community" ini sendiri ialah wadah untuk mengembangkan potensi yang dimiliki para anggotanya. Baik panitia maupun volunteer dari event SIPA secara otomatis akan tergabung dalam SIPA "community". Keanggotaan yang bersifat volunteer menjadi dasar yang menarik untuk melihat lebih dalam tentang budaya organisasi yang digunakan di dalamnya. Penyelenggaraan SIPA tahun 2014 menjadi objek fokus Selanjutnya skripsi ini juga akan melihat peran SIPA "community" terhadap event SIPA.

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Solo International Performing Arts (SIPA) is an international event of art performance that has been going since 2009 in Solo, Central Java. The purpose of this study is to identify the organizational culture applied within SIPA "community", a place for its members to develop their potential. The crews and volunteers of the event automatically become the members of the community. The fact that the membership of the community is voluntary, become an attractive base to see more about the culture of the organization that are used in it. The main focus of this study is SIPA that was held in 2014. This study will also look at the role of SIPA "community" toward the event."

"Penelitian ini bertujuan untuk mengamati tren perkembangan praktik pelaporan keberlanjutan Non-Governmental Organization (NGO) di Indonesia, serta melihat urgensi penerapan praktiknya. Pengamatan dilakukan dengan membandingkan Laporan Tahunan NGO dengan Pedoman Praktik Pelaporan Keberlanjutan Terintegrasi untuk Sektor Filantropi/Nirlaba (PPPTK) yang diterbitkan oleh Filantropi Indonesia dengan mengacu pada GRI 2016. Filantropi Indonesia adalah NGO yang bertujuan untuk menciptakan lingkungan yang mendukung perkembangan sektor filantropi di Indonesia. Pengamatan juga dilakukan dengan wawancara dengan pengambil keputusan tertinggi NGO. Hasil pengamatan menunjukkan skor rata-rata NGO yang melakukan pengungkapan Laporan Keberlanjutan masih relatif rendah. Pengungkapan mengalami peningkatan pada periode 2018 hingga 2021, namun mengalami penurunan di tahun 2022. Mengelompokkan NGO berdasarkan berdasarkan entitas perusahaan, sub-branch, dan independen terdapat variasi temuan terkait skor pengungkapan. NGO yang terkait dengan entitas perusahaan memiliki tingkat pengungkapan yang lebih tinggi dari pada NGO independen dan NGO sub-branch. Terakhir, temuan dari sisi pengelola dan pengurus NGO memperlihatkan banyak diantara mereka tidak mengetahui pedoman pelaporan keberlanjutan, namun mereka menyambut baik terhadap penerapan praktik pelaporan keberlanjutan, dan mengharapkan adanya standarisasi dari pemerintah dengan tetap memperhatikan kebutuhan NGO.

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This research aims to observe trends in the development of Non-Governmental Organization (NGO) sustainability reporting practices in Indonesia, as well as see the urgency of implementing these practices. Observations were made by comparing NGO Annual Reports with Pedoman Praktik Pelaporan Keberlanjutan Terintegrasi untuk Sektor Filantropi/Nirlaba (PPPTK) published by Filantropi Indonesia with reference to GRI 2016. Filantropi Indonesia is an NGO that aims to create an environment that supports the development of the philanthropic sector in Indonesia. Observations were also carried out by interviews with the highest decision makers of the NGO. Observation results show that the average score of NGOs that disclose Sustainability Reports is still relatively low. There’s an increase in NGO Sustainability Reports item in 2018 to 2021, but then decreased in 2022. Clustering NGOs based on corporate, sub-branch and independent entities, show a variation in findings regarding disclosure scores. NGOs related to corporate entities have a higher level of disclosure than independent NGOs and sub-branch NGOs. Finally, findings from NGO managers and administrators show that many of them do not know the sustainability reporting guidelines, but they welcome the implementation of sustainability reporting practices, and expect standardization from the government while still paying attention to NGO needs."

"Keterlibatan dalam praktik corporate greenwashing telah memicu munculnya tuduhan dari NGO lingkungan kepada perusahaan. Penelitian ini menggunakan studi kasus teknik netralisasi perusahaan X dalam menanggapi tuduhan melakukan corporate greenwashing. Objek utama dalam penelitian ini adalah reaksi NGO lingkungan. Data diperoleh dari hasil wawancara terstruktur dengan tiga perwakilan NGO lingkungan di Indonesia dan dianalisis menggunakan teori interaksionisme simbolik. Hasilnya menunjukkan bahwa meskipun ketiga informan terlibat dalam kegiatan yang sama, hal tersebut tidak menjamin reaksi serupa. NGO lingkungan melihat teknik netralisasi sebagai bentuk lain dari corporate greenwashing. Dari kesembilan teknik netralisasi perusahaan X, reaksi NGO lingkungan cenderung mencerminkan peran sebagai bad cop yang meliputi menentang, memberikan apresiasi dengan catatan tambahan, memberikan tekanan, dan menyerang kembali. Temuan ini menunjukkan bagaimana reaksi NGO lingkungan berkaitan erat dengan prinsip, ideologi, dan/atau peraturan tertulis masing-masing sehingga hanya mencerminkan NGO lingkungan sebagai satu organisasi dan tidak mewakili NGO lingkungan secara keseluruhan.

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Involvement in corporate greenwashing practices has sparked accusations against companies from environmental NGOs. This research uses a case study of company X's neutralization technique in response to accusations of corporate greenwashing. The main object of this research is the reaction of environmental NGOs. Data was obtained from structured interviews with three representatives of environmental NGOs in Indonesia and analyzed using symbolic interactionism theory. The results show that even if all three informants are involved in the same activity, this does not guarantee similar reactions. Environmental NGOs see neutralization techniques as another form of corporate greenwashing. Out of all the nine neutralization techniques of Company X, NGOs reactions tend to reflect the role of bad cop which includes opposing, providing appreciation with additional notes, applying pressure, and attacking. These findings show how the reactions of environmental NGOs are closely related to their respective principles, ideologies and/or written rules so that they only reflect environmental NGOs as an organization and do not represent environmental NGOs as a whole."

"Penelitian ini mengusulkan bahwa pegawai membentuk family-supportive organization perception (FSOP) yang memberikan pengaruh terhadap komitmen afektif serta kepuasan kerja melalui proses work-to-family conflict serta work-to-family enrichment. Hipotesis diuji menggunakan data yang diambil dari 522 orang pegawai sebuah BUMN melalui survei online. Hasil yang didapatkan melalui structural equation modeling menunjukkan bahwa meskipun work-to-family enrichment ditemukan memiliki pengaruh positif terhadap komitmen afektif serta kepuasan kerja, namun secara tidak terduga FSOP tidak menunjukkan pengaruh seperti yang diperkirakan terhadap komitmen afektif dan kepuasan kerja maupun dimensi work-to-family.

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This study suggests that employee developed family-supportive organization perception (FSOP) which in turn relates to affective commitment and job satisfaction through the processs of work-to-family conflict and work-to-family enrichment. Hypothesis tested using data of 522 employees from a state-owned company thorugh an online survey.

Results obtained using structural equation modeling suggested that although work-to-family enrichment was found positively related towards affective commitment and job satisfaction, surprisingly, family-supportive organization perception did not have the intended effects on either affective commitment and job satisfaction or work-to-family dimensions."

"Penelitian ini bertujuan untuk mengetahui pengaruh persepsi karyawan mengenai pelatihan terhadap komitmen organisasi pada karyawan teknologi dan informasi. Terdapat lima sub-variabel yang digunakan untuk menjelaskan variabel persepsi pelatihan yaitu availability of training, social support of training, motivation to learn, training environment, dan benefits of training. Hipotesis diuji menggunakan metode penelitian general linear model (GLM) dengan jumlah data sebanyak 102 responden yang merupakan karyawan di bidang IT atau informasi dan teknologi di wilayah Jabodetabek melalui survei online. Hasil yang didapat melalui menunjukkan bahwa availability of training memiliki pengaruh terhadap komitmen keberlanjutan dan social support of training memiliki pengaruh terhadap komitmen afektif.

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This study aims to determine the impact of employee?s perception of training Toward Organizational Commitment at Information and Technology?s Employees. There are five sub variable of employee?s perception of training which being used that is availability of training, social support of training, motivation to learn, training environment, and benefits of training. Hypothesis tested using general linear model (GLM) method for data of 102 respondents of information and technology employees in Jabodetabek area through an online survey. Results obtained using multiple regressi was found that availability of training positively impact toward continuance commitment and social support of training positively impact toward affective commitment."

"Secara umum studi ini menggambarkan fenomena keadilan karir dan pentingnya karir bagi kepuasan dan komitmen anggota kepolisian. Pengujian ini sekaligus menjelaskan apakah karir dalam praktek manajemen SDM yang bersifat transaksional berperan penting menjelaskan level komitmen yang lebih tinggi, yaitu komitmen afektif. Secara spesifik studi ini bertujuan untuk menjelaskan beberapa hal, pertama untuk menguji dampak keadilan distributif karir dan keadilan prosedural karir pada kepuasan karir dan komitmen afektif. Kedua adalah menguji dampak kepuasan karir pada komitmen afektif. Tujuan ketiga adalah menggambarkan fenomena keadilan karir baik distributif dan prosedural, kepuasan karir dan komitmen afektif pada organisasi kepolisian di tingkat resort (Polres) di provinsi X. Analisis data yang digunakan adalah SEM yang dioperasikan dengan program AMOS. Populasi penelitian ini adalah 134 anggota kepolisian resort (Polres). Hasil menunjukkan bahwa keadilan distributif dan keadilan prosedural adalah prediktor kuat yang menjelaskan kepuasan karir. Demikian pula kedua keadilan karir dan kepuasan karir adalah prediktor kuat kepuasan komitmen.

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In general, this study describes the phenomenon of career's fairness and the importance of career for the satisfaction and commitment of members of the police in organization. This test also explains whether a career in human resource management practices explain the higher level of commitment, namely affective commitment. Specifically, first to conduct further testing of the impact of career distributive and career procedural fairness on career satisfaction and affective commitment. The second was to test the impact of career satisfaction on the affective commitment. The third was to describe the condition of career fairness, career satisfaction and affective commitment at the police resort organization in province X. The data analysis technique used in this study is SEM which is operated through the AMOS software program. The population of this research was 134 officers of police resort organization. The results indicated that career distributive and procedural fairness are strong predictor to explain career satisfaction. Then both of career fairness type and career satisfaction are predictor to explain affective commitment."

"ABSTRAKTurnover karyawan merupakan fenomena yang sering terjadi di industri jasa keuangan, khususnya sektor perbankan. Salah satu faktor yang dapat mempengaruhi tingkat turnover karyawan adalah praktik manajemen SDM. Berdasarkan hal tersebut, penelitian ini dilakukan untuk mengetahui pengaruh dari praktik-praktik manajemen SDM terhadap retensi karyawan perbankan generasi milenial di Jabodetabek. Penelitian ini adalah penelitian kuantitatif dengan menggunakan metode Structural Equation Modelling SEM. Hasil penelitian ini menunjukkan bahwa praktik-praktik manajemen SDM remunerasi, pelatihan dan pengembangan, peluang pengembangan karir, dan work-life balance memiliki pengaruh positif yang signifikan terhadap retensi karyawan dan kesesuaian nilai antara karyawan dengan organisasi. Kesesuaian nilai antara karyawan dengan organisasi juga memiliki pengaruh yang signifikan terhadap retensi karyawan sehingga peran mediasi yang terbentuk adalah partial mediation.

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ABSTRACTEmployee turnover is a frequent phenomenon in the financial services industry, particularly in the banking sector. One of the factors that can affect employee turnover is HRM practices. Based on this background, this study was conducted to analyze the effect of HRM Practices remuneration, training and development, career development opportunities, and work life balance towards employee retention mediated by employee organization value fit on millennial generation banking employees in Jabodetabek. This research is quantitative research using structural equation modelling SEM method. The results of this study indicate that HRM practices remuneration, training and development, career development opportunities, and work life balance have a significant positive effect on employee retention and employee organization value fit. Employee organization value fit also has a significant positive effect on employee retention. Thus, the mediation role formed is partial mediation."

"ABSTRACTTujuan penelitian ini adalah untuk melihat peran sikap karier boundaryless dan organization-based self-esteem pada komitmen afektif. Partisipan penelitian adalah 290 karyawan di Indonesia. Komitmen afektif diukur menggunakan Affective Commitment Scale, kedua dimensi sikap karier boundaryless, yaitu boundaryless mindset dan organizational mobility preference, diukur dengan Boundaryless Career Attitude Scale, serta organization-based self-esteem diukur menggunakan The Organization-Based Self-Esteem Scale. Hasil penelitian menunjukkan bahwa boundaryless mindset, organizational mobility preference, dan organization-based self-esteem secara gabungan memiliki peran pada komitmen afektif sebesar 27,4. Hasil juga mengindikasikan bahwa boundaryless mindset tidak memiliki peran pada komitmen afektif ? = -0,09, p > 0,05, organizational mobility preference memiliki peran yang negatif pada komitmen afektif ? = -0,34, p < 0,01, serta organization-based self-esteem memiliki peran yang positif pada komitmen afektif ? = 0,36, p < 0,01. Pembahasan dan saran untuk penelitian selanjutnya didiskusikan.

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ABSTRACTThe aim of this study was to examine the role of boundaryless career attitude and organization based self esteem towards affective commitment. Participants of this research were 290 employees in Indonesia. Affective commitment was measured using Affective Commitment Scale, both dimensions of boundaryless career attitude, which are boundaryless mindset and organizational mobility preference, were measured by Boundaryless Career Attitude Scale, and organization based self esteem was measured using The Organization Based Self Esteem Scale. The result of this study showed that boundaryless mindset, organizational mobility preference, and organization based self esteem combined had a role towards affective commitment of 27.4 . The results also indicated that boundaryless mindset did not have a role towards affective commitment .09, p .05, organizational mobility preference had a negative role towards affective commitment .34, p .01, and organization based self esteem had a positive role towards affective commitment .36, p .01. Discussion and suggestion for further research are discussed."