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"Diantara tahun 2002 - 2005, terjadi konflik/unjuk rasa staf di 7 Puskesmas di wilayah Kabupaten Bekasi. Berdasarkan survei awal yang dilakukan penulis untuk membuktikan dugaan penyebab terjadinya konflik, ternyata tingkat kepuasan kerja Staf Puskesmas masih rendah, yaitu hanya 56,17%, serta adanya hubungan yang positif antara kepemimpinan dengan kepuasan kerja Staf Puskesmas. Survei yang sejenis belum pernah dilakukan di Kabupaten Bekasi. Penelitian ini bertujuan membuktikan adanya hubungan kepemimpinan transfomasional, transaksional dan laissez faire terhadap tingkat kepuasan kerja Staf Puskesmas di 34 Puskesmas yang berada di wilayah Kabupaten Bekasi. Desain penelitian merupakan penelitian analitik deskriptif dengan pendekatan cross sectional, yang dilakukan di seluruh Puskesmas di Kabupaten Bekasi. Data dikumpulkan dari seluruh Staf Puskesmas yang berjumlah 681 orang dan 33 Kepala Puskesmas pada tahun 2006. Analisis data menggunakan analisis univariat dan bivariat dengan menggunakan uji Chi Square dan uji korelasi sedehana. Hasil penelitian menunjukkan bahwa tingkat kepuasan kerja Staf Puskesmas sebesar 2,9% (dengan cut-off point 80%) dan 49,6%(dengan cut-off point nilai tengah). Peralatan kerja Puskesmas merupakan faktor kepuasan kerja Staf yang mempunyai nilai terendah. Mayoritas Kepala Puskesmas menampilkan kepemimpinan transformasional yang dikombinasikan dengan kepemimpinan transaksional. Ada hubungan yang bermakna antara dimensi attributed charissmatik dari kepemimpinan transformsional dengan kepuasan kerja Staf Puskesmas. Staf Puskesmas yang mempersepsikan dimensi attributed charismatic Kepala Puskesmasnya "kuat" mempunyai peluang untuk merasa lebih puas dalam bekerja. Hubungan ini mungkin masih dipengaruhi oleh umur, jenis kelamin, tingkat pendidikan, latar belakang profesi Staf Puskesmas, serta besamya insentif dan tunjangan hari raya yang diterima. Dimensi attributed charismatik dari kepemimpinan transformasional mampu meningkatkan kepuasan kerja Staf Puskesmas. Perlunya pengenalan tipe kepemimpinan ini kepada para Kepala Puskesmas. Hal ini dapat digunakan dalam seleksi calon Kepala Puskesmas dan pelatihan-pelatihan kepemimpinan bagi orang¬-orang yang akan dipromosikan menjadi pimpinan dalam organisasai kerjanya. Peralatan kerja Puskesmas yang mempunyai skor kepuasan terendah, perlu menjadi perhatian semua pihak yang terkait.

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By the years of 2002 - 2005 there were conflicts/demonstrations in 7 Public Health Centers in Bekasi district. Based on preliminary survey conducted by the author to proved that the assumption of conflict caused, the level of job satisfaction among Public Health Center staffs was low, i.e. only 56,17%, and there was positive correlation between leadership and job satisfaction of Public Health Center staffs. A similar survey has not been conducted yet in Bekasi district. This survey attempts to prove the existence of the correlation between transformational, transactional and laissez faire leadership to the level of job satisfaction in 34 Public Health Centers in Bekasi district.

The Research design was a descriptive-analytic research with cross-sectional approach, which carried out to all Public Health Centers in Bekasi district. Data were collected from all 681 staffs and 33 Public Health Center heads in 2006. These were analyzed by using univariat and bivariat analyses with Chi Square and simple corelation test.

The study proved that respondents with job's satisfaction only 2,9% (with cut-off point 80%) and 49,6% (with mid-value cut-off point). The instrument of Public Health Center was a job-satisfaction factor with the lowest value. The majority of Public Health Center heads performed a transformational leadership combined with transactional one. There was an important correlation between attributted charismatic dimension of transformational leadership with employee job-satisfaction. Public Health Center staffs which have a perception about their Public Health Center head's attributed charismatic dimension as strong, have a chance to feel more satisfied in their job. This perhaps was influenced by the factors of age, sex, education and profession background of Public Health Center staff, and the amount of incentives and THR.

Attributed charismatic dimension of transformational leadership tends to increase the employee's job-satisfaction. It is necessary to introduce this type of leadership to the head Public Health Centers. This can be applied in the selection of the Public Health Center head candidates, and leadership training for those that will be promoted to be a leader in their work organization. It is necessary for all related sides to pay attention to the instrument of Public Health Center that has the lowest value in job-satisfaction score."

"Skripsi ini membahas mengenai hubungan antara gaya kepemimpinan transformasional, transaksional dan laissez-faire dengan turnover intention PT.XYZ. Penelitian dilakukan kepada tenaga penjualan di empat cabang perusahaan multifinance, yaitu cabang Tangerang, Bekasi, Cempaka Mas, dan Bogor. Penelitian ini menggunakan metode analisis deskriptif dan korelasi. Hasil dari penelitian menunjukkan bahwa tingkat turnover intention di keempat cabang secara keseluruhan rendah, terdapat hubungan negatif yang signifikan antara gaya kepemimpinan transformasional dan transaksional dengan turnover intention dan hubungan positif yang signifikan antara gaya kepemimpinan laissez-faire dengan turnover intentions. Untuk menekan turnover intention, para manajer harus menunjukkan sikap lebih adil kepada bawahannya, menjadi panutan bagi bawahan, memotivasi bawahan untuk menjadi yang terbaik, mengingatkan tanggung jawab bawahan, dan mengawasi kinerja bawahan untuk meminimalisasi kesalahan.

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The purpose of this study was to examine the relationship between transformational, transactional and laissez-faire leadership styles with turnover intention of PT. XYZ. Respondents of this study were salesforce of PT. XYZ in four branches (Tangerang, Bekasi, Cempaka Mas and Bogor). Method of analysis were descriptive statistics and Pearson correlation. This study found that there were low turnover intention level in the four branches. There was negative significant relationship between transformational and transactional leadership with turnover intention and there was positive significant relationship between laissez-faire leadership style with turnover intention. To reduce turnover intention, managers should be more fair to subordinates, motivate subordinates to be the best, remind employees about their responsibilities, and monitor employees performance to reduce errors."

"Konflik yang paling sering terjadi dalam organisasi adalah konflik interpersonal. Pemimpin atau manajer berperan besar dalam menangani konflik interpersonal di tempat kerja. Penelitian ini bertujuan untuk menguji apakah gaya kepemimpinan transformasional, gaya kepemimpinan transaksional, dan gaya kepemimpinan laissez-faire memiliki pengaruh pada pemilihan gaya manajemen konflik ketika berhadapan dengan konflik interpersonal dalam organisasi sektor publik di Indonesia. Responden penelitian ini adalah Pegawai Negeri Sipil berjumlah 289 orang yang bekerja di Jabodetabek dan sudah bekerja minimal 1 tahun dengan atasan langsung mereka. Data diolah menggunakan metode Structural Equation Modelling (SEM).Hasil penelitian ini adalah pemimpin organisasi sektor publik yang cenderung menggunakan gaya kepemimpinan transformasional menggunakan gaya manajemen konflik integrating dan obliging. Sedangkan pemimpin yang menggunakan gaya kepemimpinan transaksional cenderung menggunakan gaya manajemen konflik compromising dan juga pemimpin yang menggunakan gaya kepemimpinan laissez-faire menggunakan gaya manajemen konflik dominating dan avoiding.

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One of the most frequent types of conflicts that occur in the organization is interpersonal conflict. Leader or manager plays a major role in handling interpersonal conflict in the workplace. The purpose of this study is to examine whether transformational leadership style, transactional leadership style, and laissez-faire leadership style has an influence on the selection of conflict management style when dealing with interpersonal conflicts in the public sector organizations in Indonesia. The data come from 289 of government employees who work in the Jabodetabek and had worked at least one year with their immediate supervisor. The data was processed using Structural Equation Modeling (SEM).

Findings show that leaders of public sector organizations that tend to use transformational leadership style using integrating style and obliging style of conflict management. While those using transactional leadership style using compromising style of conflict management and also leaders who use laissez-faire leadership style using dominating style and avoiding style of conflict management."

"ABSTRACT

The intent of this thesis is to explain "The Changing of the American Capitalism in the New Deal Era 1933-1939". As we know, after the Great Crash of Stock Market in October 1929, there were many changes in all facets of American life. This thesis focuses on the changes in 1930s, which were indicated that the New Deal's policies aimed at restoring the damaged economy but at the same time, introduced some significant modification.

There are two books, which explore key facets of this topic, The Big Change by Frederick Lewis Allen and American and Free Enterprises by Henry C. Dethloff. Allen's book talked about the transformation in America from 1900-1950. He looks at the political, social and economic powers which changed the American standard of living and America's way of thinking. Dethloff's book discusses the evolution of American capitalism, based on a historical economic approach. Dethloff examines capitalism in America from the colonial era up to the present days. Both of these authors accept the idea that there were notable alterations in the American "system" in the 1930s.

The distinction between these books and my thesis reveals the character of the American capitalism by analyzing Roosevelt's New Deal policies as a response to the Great Depression, and by assessing the "system" impacts of those policies. William E. Luchtenburg, in his book Roosevelt and The New Deal, contends that Roosevelt's deed changed American life. This thesis elaborates this theme by assessing the social, political, and economic perspectives on changing American values during this era.

In order to analyze the changing of American capitalism in the New Deal era, this thesis shows the dialogue between the government, the elite and the people. The government and the elite processed the New Deal policies, which, in turn, altered the American capitalism, and the people as the object and the impact of the policies.

Library research has been conducted in order to examine relevant resources for this study. Textbooks, statistical data, especially in economics, politics, social field and monographs on the New Deal have been taken as main guide. The topic is handled through a qualitative approach, based on economical, political, and social perspectives. An economic perspective is used to explore certain New Deal issues and ideas especially policies related to pump priming, budget spending-budget balancing, gold standardization, banking and monetary, production resources and their impacts.

A political perspective is used to assess the government's interference in range of matters. Also the relation among groups, such as the lefts, the conservatives, is examined. It is also important to see how Roosevelt could gain support for his brand of government interference without seeming to destroy capitalism itself.

The social perspective describes the overall social impact of New Deal programs and look at how the New Deal generated support from laborers, farmers, blacks and other disadvantageous groups.

In addition, this thesis discusses the changing of American values in Capitalism term, based on American thought perspectives. These perspectives lead us to look how far the New Deal policies prompted change in American capitalism during this era.

This thesis examines the aims of the first New Deal policies and their impact in American social life. It discusses six kinds of New Deal policy areas, including agriculture, banking and monetary policy, social relief and security, labor relation, unemployment, capital and industrial regulations. The discussion specifies policies and programs, which provides the main characters of the first New Deal policies.

Then it handles the aims of the Second New Deal policies and their impact in American social life. It draws upon the same six major areas of policies and programs and also looks at the differences and the programs. It also looks at the differences and consistencies in the objectives of both sets of New Deal policies."

"Welfare is the great agenda in all countries in the world. Even thought, it is really hard to implement. In the Indonesian contex, the various welfare systems and programs have been done, but none of these ended up in satisfactory result..... "