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"Pemberian gelar Honoris Causa kepada Raja Arab Saudi oleh Badan Rektorat Universitas Indonesia telah memicu berbagai pemberitaan negatif dan permasalahan internal yang memberikan dampak sangat besar terhadap citra dan reputasi Universitas Indonesia (UI). Penelitian ini bertujuan untuk melihat dan mengukur tingkat kepercayaan mahasiswa UI sebagai publik internal terhadap Badan Rektorat Universitas Indonesia sebagai sebuah organisasi. Hal ini menjadi penting dikarenakan tingkat kepercayaan publik internal mempengaruhi citra dan reputasi sebuah organisasi. Penelitian dilakukan dengan metode campuran kualitatif (wawancara mendalam) dan kuantitatif (survey kuesioner) dengan sampel 60 orang mahasiswa FISIP UI. Hasil penelitian menunjukkan bahwa terdapat tingkat kepercayaan yang rendah dari publik internal terhadap Badan Rektorat Universitas Indonesia.

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Honorary degrees awarding to the King of Saudi Arabia by the Rectorate, University of Indonesia has created a buzz of negative publicity and internal issues that cause a huge impact on the image and reputation of University of Indonesia (UI). The purpose of the study is to review and measure the level of FISIP UI student trust as a internal public towards Board of Rectorate University of Indonesia as an organization. This is important because the trust level of internal public affects the image and reputation of an organization. The study was conducted with a mixture method of qualitative (in-depth interview) and quantitative (questionnaire survey) with a sample of 60 FISIP UI students. The results showed that there is a low level of internal public trust in Board of Rectorate University of Indonesia."

"This research is based on appearance of various change, generally in the society and specially in college. Faculty Social Science and Politics University Indonesia ( FISIP-UI) represent one of the faculty which under UI BRIAN ( Legal Body Public of Ownership) is not quit of these problems. To stay at emulation which progressively tighten, FISIP-UI is not only claimed to be able to give best service but it is also claimed to make a change up better continually. Some expert suggest in order can live in emulation era which progressively tighten require to master learning organization. In this bearing, Senge (1994:21) told that organization learning is organization which continually develop its ability to create better future. Later; than transform become organization learning. Senge, 1994 and Senge, et, al 1996 6) said organization must having five discipline, those are Personal Mastery, Mental Model, Shared Vision, Team Learning, System Thinking. This research is done to answer two questions of research, that is : First, How far the Non Academic Staff of organization either State servant or Non State Servant doing the learning organization in FISIP-UI ? Second; What obstacles influence the Non Academic either State servant or Non State Servant on learning organization in FISIP-UIThis research represents descriptive research, using the quantitative and qualitative data. The population is non academic staff whether having state servant status or non state servant. According to the ability of researcher, this research is not include the staffs ruder non regular programs, but concentrate to the staffs of Dean/ faculty, which are the servants who are recruited by and get the salary from the faculty. This Research is done during the month of January, 2004 up to April month. 2004. The amount of population is 131 consists of 71 people of state servant and 60 of non state servant. Research use the sensus methods; therefore all of population is taken as sample of this research; using questionnaires as the tools in collecting quantitative data. From 71 of questionnaires we have distributed to all of non academic staff, we could gather 65 back only. Later, than for non state servant, from 60 questionnaires we have distributed, 57 peoples gave back and the rest, 3 did not give back them. For qualitative data, is done by the un structured interview method to 8 respondent which is assumed having competence or representative to non academic staff of FISIP-UT. After gathering quantitative data later; than processed them using computer by SPSS 10.00 program. Test appliance used the tables of frequency and cross tabulation.Based on analysis and data interpretation, obtained the result that just a few part of whether the state servant and non state servant of non academic staff is having high grade of learning. The factors of mastering the organization learning are : habit of waiting the order from superior staff or manager, self satisfaction sense, surrender with situation, poor of ability to accurate and investigate. Later; than the less of superior or manager support , in getting news ideas which appear bottom-up ; and also less opportunity to do wrongness in order have ability to develop and run new ideas. Formulation of mission and vision which is not be on down warded and socialized better. Besides, the non academic staff of FISIP-UI is also still less to attend the dialogue, discussion, seminar, meeting etc."

"Penelitian ini dilakukan untuk melihat hubungan antara kepercayaan terhadap organisasi dan perilaku kerja inovatif pada konteks industri kreatif di Indonesia. Dengan kontribusi yang cukup besar terhadap perekonomian Indonesia, industri kreatif perlu untuk dikembangkan. Salah satu hal yang sangat penting bagi industri kreatif adalah inovasi yang dilakukan oleh karyawannya. Sampel pada penelitian ini adalah karyawan PT. X yang merupakan salah satu perusahaan yang termasuk ke dalam sub-sektor industri kreatif di Indonesia. Terdapat 395 responden dalam penelitian ini. Penelitian ini merupakan penelitian kuantitatif dengan menggunakan alat ukur Innovative Work Behavior Scale dari Janssen (2000) dan Organizational Trust Inventory dari Cummings dan Bromiley (1995b). Teknik analisis yang digunakan pada penelitian ini adalah Pearson Product Moment, Independent Sample T-Test, dan One Way Anova. Hasil dari penelitian ini menunjukkan bahwa tidak terdapat hubungan yang signifikan antara kepercayaan terhadap organisasi danperilaku kerja inovatif pada PT. X (r = .060). Namun, pada penelitian ini ditemukan perbedaan mean yang signifikan antara faktor-faktor demografis dari perilaku kerja inovatif yakni jenis kelamin, tingkat pendidikan, level jabatan, dan departemen.

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This study was conducted to examine the relationship between organizational trust and innovative work behavior in the context of creative industry.With a considerable contribution to the Indonesian economy, creative industries need to be developed. One thing that is very important for the creative industry are innovations made by employees. Samples in this study are employees of PT. X which is one of the companies that belong to the sub-sectors of the creative industries in Indonesia. There were 395 respondents in this study.

This research is a quantitative research that using measuring devices Innovative Work Behavior Scale from Janssen (2000) and Organizational Trust Inventory from Cummings and Bromiley (1995b). The analysis technique used in this study is the Pearson Product Moment, Independent Sample T-Test, and One Way Anova.

Results from this study indicate that there is no significant relationship between organizational trust and innovative behavior at work in PT. X (r = .060). However, this study found significant differences in the mean between demographic factors of the innovative work behavior that is gender, education level, job level and department."

"Penelitian ini mengusulkan bahwa karyawan membentuk persepsi dukungan organisasi yang memberikan pengaruh terhadap organizational citizenship behavior dan intensi keluar melalui kepercayaan organisasi dan kepuasan organisasi. Hipotesis diuji menggunakan data yang didapatkan dari 126 karyawan sebuah perusahaan swasta melalui penyebaran kuesioner secara langsung. Hasil penelitian yang didapatkan dengan structural equation modeling menunjukkan bahwa persepsi dukungan organisasi memiliki pengaruh positif yang signifikan terhadap kepercayaan organisasi dan kepuasan organisasi, kepercayaan organisasi memiliki pengaruh positif yang signifikan terhadap kepuasan organisasi, dan kepuasan organisasi memiliki pengaruh positif yang signifikan terhadap organizational citizenship behavior (OCB) dan pengaruh negatif yang signifikan terhadap intensi keluar. Namun berbeda dengan penelitian terdahulu, persepsi dukungan organisasi tidak ditemukan memiliki pengaruh negatif terhadap intensi keluar dan pengaruh positif terhadap OCB, dan OCB tidak ditemukan memiliki pengaruh negatif terhadap intensi keluar.

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This study suggests that employees develop perceived organizational support which affects organizational citizenship behavior and intention to leave through organizational trust and organizational satisfaction. Hypotheses were tested with data collected from 126 employees in a privately held company by survey. The results obtained using structural equation modeling show that perceived organizational support significantly and positively affects organizational trust and organizational satisfaction, organizational trust significantly and positively affects organizational satisfaction, and organizational satisfaction positively affects OCB and negatively affects intention to leave. Contrast to previous studies, the results show that perceived organizational support doesn`t have a negative effect on intention to leave and doesn`t have a positive effect on OCB, and OCB doesn`t have a negative effect on intention to leave."

"Budaya organisasi dalam sebuah perusahaan/institusi/organisasi tak hanya berfungsi sebagai alat untuk meningkatkan kualitas perusahaan/institusi/organisasi, tetapi juga sebagai pedoman dan nilai-nilai berperilaku para anggota perusahaan/institusi/organisasi dalam beraktivitas seharihari. Sebagai fakultas kedokteran nomor satu di Indonesia, Fakultas Kedokteran Universitas Indonesia (FKUI) merumuskan I?Ve Care sebagai budaya organisasinya. Studi ini bertujuan untuk menganalisis dan mendeskripsikan pembentukan budaya organisasi I?Ve Care, faktor-faktor yang menghambatnya dan evaluasi yang dibutuhkan FKUI ke depannya. Metode penelitian dilakukan secara kualitatif, studi kasus melalui wawancara mendalam.Hasil yang didapat dari penelitian ini, bahwa pembentukan budaya organisasi belum optimal dikarenakan adanya faktor-faktor: pengkisahan, komunikasi, penyelesaian masalah yang positif, pengkisahan mengenai pendiri dan pemimpin, kepemimpinan, contoh role model, norma-norma, pengharapan, nilai-nilai, sistem penghargaan, manajemen karier, rekrutmen dan penempatan staf, sosialisasi kepada staf baru, pelatihan dan pengembangan, kontak anggota organisasi, partisipasi dalam pengambilan keputusan, koordinasi antar grup, dan perubahan personal. Diperlukan evaluasi dan saran yang holistis dalam pembentukan budaya organisasi di FKUI.

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Organizational culture is a tool to increasing the qualities of the organization, and further as guidance and values for their daily activities as well. Faculty of Medicine, Universitas Indonesia (FKUI) as the leading medical faculty in Indonesia, is required to adapt with its external environment also. FKUI then formulate ?I?Ve Care? as its organizational culture. This study aim to analyze and describe the formation of I?Ve Care as the organizational culture, the factors that holded up, and the evaluation most needed. The research method is qualitative, by case study, through in depth interview.

The results obtained from this study, that the formation of organizational culture is not yet optimal embedded due to these factors: story telling, communication, positive problem solving, story telling about the founder and the leader, leadership, role models, norms, expectation, values, rewards system, career management, recruitment and staff placement, socialization to a new staff, training and workshop, organization contact number, participation in decision making, coordinating between groups, and personal transformation. However, FKUI needs a holistic evaluation regarding the formation of organizational culture."

"buku ini membahas tentang kepercayaan dan komitmen pada organisasi dan tentang keterkaitan berbagai aspek yang mempengaruhi perilaku individu terhadap organisasi."

"Skripsi ini membahas mengenai tingkat kepuasan pengguna terhadap kualitas layanan Miriam Budiardjo Resource Center (MBRC) FISIP UI. Populasi dalam penelitian ini adalah mahasiswa FISIP dan FIA UI yang pernah atau sering menggunakan layanan MBRC. Metode penarikan sampel yang digunakan dalam penelitian ini adalah metode penarikan sampel secara purposive dengan kriteria responden yang telah disebutkan. Instrumen dalam penelitian ini menggunakan kuesioner. Pertanyaan pokok dalam kuesioner diadopsi dari metode LibQual+TM yang memiliki 4 dimensi dan 21 indikator kualitas layanan MBRC. Kuesioner menggunakan skala Likert dengan 5 pilihan jawaban. Adapun metode analisis yang digunakan meliputi analisis statistik deskriptif, Importance Perormance Analysis (IPA), dan Indeks Kepuasan Pengguna (IKP). Kegunaan penelitian ini diharapkan dapat menjadi acuan dalam rangka upaya peningkatan kualitas layanan MBRC secara berkala dan selalu berorientasi kepada pengguna. Hasil pembahasan penelitian ini menghasilkan nilai Indeks Kepuasan Pengguna (IKP) sebesar 51,03% yang mengindikasi bahwa responden cukup puas terhadap pelayanan MBRC. Hasil diagram IPA menunjukkan bahwa kebanyakan indikator masuk kedalam kuadran III yang berarti MBRC perlu memperhatikan kembali kualitas layanannya karena yang masuk ke kuadran ini adalah indikator yang memiliki kinerja yang tidak terlalu istimewa dengan tingkat kepuasan yang relatif rendah.

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The focus of this study discusses the level of satisfaction from users of the quality of Miriam Budiardjo Resource Center (MBRC) FISIP UI services. The population in this study was FISIP and FIA UI students who had or often used MBRC services. The sampling method used in this study is a purposive sampling method with the criteria of the respondents mentioned. The instrument in this study used a questionnaire. The main questions in the questionnaire were adapted from the LibQual + TM method which has 4 dimensions and 21 MBRC service quality indicators. The questionnaire uses a Likert scale with 5 answer choices. The analytical methods used include descriptive statistical analysis, Importance Performance Analysis (IPA), and User Satisfaction Index (IKP). The usefulness of this research is expected to be a reference in order to improve the quality of MBRC services on a regular basis and always be user-oriented. The results of the discussion of this study resulted in the value of the User Satisfaction Index (IKP) of 51.03% which indicated that respondents were quite satisfied with the service of MBRC. The IPA diagram results show that most indicators fall into quadrant III, which means that MBRC needs to pay attention to the quality of its services because those who enter this quadrant are indicators that have not too special performance with a relatively low level of satisfaction."