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"Small-cale farming and fisheries business are highly dependent on socio-agroecosystem condition, quality and performance of their products. This research aimed atformulating alternative empowerment model of farmer and fisher community. The research used research for development approach with multimethods, includingrapid assessment, observation, interview, focused group discussion, action research, and multistakeholders dialogue. Farmer and fisher representatives of six villages from different types of agroecosystem and related informants were involved in the research. Action research was conducted in Muara and Benteng Villages. Research results showed that quality of the products positively correlated to income of farmingbusiness. Community awareness and motivation to improve their socio-economics and environment, technical skills and extension services are key factors of successfulempowerment. "

"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."

"Penelitian ini tentang implementasi program Sales and Service Award sebagai upaya peningkatan motivasi pekerja frontline dan menjelaskan dampak pelaksanaan program Sales and Service Award di Bank X yang dibahas dari disiplin ilmu Kesejahteraan Sosial. Penelitian ini dilatarbelakangi oleh kondisi karyawan frontline yang memiliki status outsourcing di Bank X dengan usia pensiun sampai 36 tahun, sedangkan untuk karyawan tetap atau back office di Bank X memiliki usia pensiun hingga 56 tahun. Adanya program Sales and Sevice Award di Bank X ini dapat menjadi salah satu cara untuk membantu karyawan frontline dalam meningkatkan kesejahteraan mereka, melalui pemberian kesempatan untuk mendapatkan reward berupa alih status pada program tersebut sehingga dapat memperpanjang usia pensiun dan mengembangkan karir mereka di Bank X. Pada penelitian ini peneliti melakukan proses pengumpulan data melalui wawancara yang dilakukan secara daring dan secara luring dengan total jumlah informan yakni 6 karyawan yang dipilih dengan teknik purposive sampling. Penelitian ini dilakukan dari bulan Oktober 2021 hingga Juni 2022. Berdasarkan hasil penelitian ini dapat diketahui bahwa program ini dimulai pada proses seleksi yang dapat diikuti oleh setiap karyawan frontline di masingmasing kantor Bank X. Karyawan frontline dipilih manajemen kantor masing-masing untuk mewakili kantor mereka dalam mengikuti tiga tahap seleksi program ini yang terdiri dari Seleksi tingkat Kantor Cabang, tingkat Kantor Wilayah, dan tingkat Nasional. Pada seleksi tingkat Kantor Cabang dan Kantor Wilayah, seleksi yang digunakan melalui kegiatan role play pemberian pelayanan dan presentasi product knowledge. Lalu untuk seleksi tingkat Nasional, karyawan frontline yang menjadi kandidat akan membuat campaign project berupa video promosi dan hal pelayanan apa saja yang dapat meningkatkan laba Bank X. Kesimpulan dari penelitian ini menunjukan bahwa program Sales and Service Award memiliki dampak terhadap motivasi karyawan frontline, karena berdasarkan temuan lapangan maka dapat diketahui dengan adanya program ini dapat memotivasi karyawan frontline seperti karyawan frontline ingin lebih mengembangkan karirnya setelah mendapatkan alih status, karyawan tersebut juga lebih konsisten dan rajin serta semangat dalam bekerja setelah mengikuti program ini. Adanya dampak lain program ini terhadap motivasi karyawan yakni bertambahnya wawasan karyawan, meningkatkan kinerja karyawan frontline dalam memberikan layanan, serta dengan adanya program ini dapat meciptakan role model pemberian layanan bagi karyawan frontline lainnya. Hasil penelitian ini diharapkan menjadi kontribusi bagi program studi ilmu Kesejahteraan Sosial khususnya pada mata kuliah manajemen sumber daya manusia pada pokok bahasan employee motivation dan performance appraisal.

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This research is about the implementation of the Sales and Service Award program as an effort to increase the motivation of frontline workers and explains the impact of the implementation of the Sales and Service Award program at Bank X which is discussed from the Social Welfare discipline. This research is motivated by the condition of frontline employees who have outsourcing status at Bank X with a retirement age of up to 36 years, while permanent employees or back office at Bank X have a retirement age of up to 56 years. The existence of the Sales and Service Award program at Bank X can be one way to help frontline employees improve their welfare, by providing opportunities to get rewards in the form of status transfers in the program so that they can extend their retirement age and develop their careers at Bank X. In this study, researchers carried out the process of collecting data through interviews conducted online and offline with a total number of informants, namely 6 employees who were selected by purposive sampling technique. This research was conducted from October 2021 to June 2022. Based on the results of this study, it can be seen that this program begins in a selection process that can be followed by every frontline employee at each Bank X office. Frontline employees are selected by their respective office management to represent the office. they take part in the three stages of selection of this program which consists of Selection at the Branch Office level, Regional Office level, and National level. In the selection at the Branch Office and Regional Office levels, the selection used was through role play activities, service delivery and product knowledge presentations. Then for the National level selection, frontline employees who become candidates will create a campaign project in the form of promotional videos and what services can increase Bank X's profits. The conclusion of this study shows that the Sales and Service Award program has an impact on the motivation of frontline employees, because based on field findings, it can be seen that this program can motivate frontline employees such as frontline employees who want to further develop their careers after getting a status transfer, these employees are also more consistent and diligent and enthusiastic in working after joining this program. Another impact of this program on employee motivation is increasing employee insight, improving frontline employee performance in providing services, and with this program can create role models for service delivery for other frontline employees. The results of this study are expected to be a contribution to the Social Welfare study program, especially in human resource management courses on the subject of employee motivation and performance appraisal."

"Skripsi ini membahas kesesuaian antara isi Perjanjian Kerja Waktu Tertentu pada PT. X dengan ketentuan dalam Undang-Undang Nomor 13 Tahun 2003 tentang Ketenagakerjaan. Dengan menggunakan bentuk penelitian normatif, tujuan dari penelitian ini adalah untuk mengetahui pengaturan mengenai Perjanjian Kerja Waktu Tertentu dan untuk mengetahui pelaksanaan pengaturan Perjanjian Kerja Waktu Tertentu dalam Perjanjian Kerja Waktu Tertentu di PT. X. Hasil penelitian menyarankan bahwa perlu adanya pelaksanaan sanksi yang tegas untuk para pemberi kerja yang melakukan pelanggaran ketentuan Perjanjian Kerja Waktu Tertentu dalam Undang-Undang, serta pengawasan terhadap Perjanjian Kerja Waktu Tertentu yang demi hukum statusnya berubah menjadi Perjanjian Kerja Waktu Tidak Tertentu, sehingga karyawan kontrak dapat memiliki hak layaknya karyawan tetap. Selain itu, instansi ketenagakerjaan yang bertugas untuk melakukan pencatatan setiap Perjanjian Kerja Waktu Tertentu seharusnya lebih ketat saat melakukan pemeriksaan atas isi Perjanjian Kerja Waktu Tertentu tersebut agar kemungkinan terjadinya pelanggaran peraturan dapat dihindari.

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The focus of this study is to discuss about the consistency between the content of Specific Time Work Agreement in PT. X with the regulation in the The Law No. 13 Year 2003 concerning Manpower. This study uses normative approach with the aim to gain an understanding about Specific Time Work Agreement regulation and to understand how the Specific Time Work Agreement regulation is being applied in PT X. The result of this study suggested that there need to be a firm consequences given to the employer who violate the regulation that has been stated in the Law of Specific Time Work Agreement. There also need to be a close supervision for the Specific Time Work Agreement which acquired changed of status by the law to Unspecific Time Work Agreement, so that the contracted employee could obtain their rights equally with regular employee. Furthermore the manpower institution who has the duty of recording every Specific Time Work Agreement should be more strict while checking the content of Specific Time Work Agreement, to avoid the possibility of law violation."

"ABSTRACTKeberadaan koperasi dipertanyakan terkait dengan menjamurnya bisnis digital. Hal tersebut menunjukan bahwa industri digital di Indonesia sangat berpotensi menjadi pilar bagi pertumbuhan ekonomi di era milenial ini, sehingga koperasi perlu beradaptasi dengan perkembangan tersebut. Pada tahun 2016, Koperasi Digital Indonesia Mandiri hadir memperkenalkan diri sebagai Koperasi Digital pertama di Indonesia. Oleh karena itu penelitian ini bertujuan untuk mengetahui pengaturan tentang keanggotaan, bentuk simpanan, dan mekanisme rapat anggota pada perkoperasian dan menganalisis penerapan ketentuan tentang keanggotaan, bentuk simpanan, dan mekanisme rapat anggota di Koperasi Digital Indonesia Mandiri. Jenis penelitian yang digunakan adalah yuridis normatif dengan metode penelitian kualitatif. Pada akhirnya, penulis memperoleh kesimpulan dari penelitian ini bahwa pengaturan mengenai keanggotaan, bentuk simpanan dan rapat anggota koperasi diatur dalam beberapa pasal dalam UU Perkoperasian dan Peraturan Menteri Koperasi dan UKM. Selain itu, UU Perkoperasian yang sudah berlaku lebih dari dua puluh lima tahun sudah tidak dapat menampung kegiatan perkoperasian di masa sekarang dan terdapat aspek-aspek dalam KDIM yang tidak diatur secara jelas seperti perekrutan anggota secara online, akun virtual, simpanan khusus, dan rapat anggota dengan media elektronik. Oleh karena itu pemerintah perlu mengkaji ulang pengaturan perkoperasian di Indonesia dan membuat pengaturan untuk menampung ketentuan yang masih belum jelas pengaturannya agar terciptanya kepastian hukum .

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ABSTRACTThe existence of cooperatives is questioned related to the development of digital businesses. This shows that the digital industry in Indonesia has the potential to become a pillar of economic growth in this era, so it needs to adapt with these developments. In 2016, Koperasi Digital Indonesia Mandiri introduced itself as the first Digital Cooperative in Indonesia. Therefore this study aims to identify the regulation for membership, forms of savings, and mechanism for meeting members on cooperatives and analyzing the application of provisions regarding membership, forms of savings, and meeting mechanism of members at Koperasi Digital Indonesia Mandiri based on Indonesian Cooperatives Law. The type of research is normative juridical. This research shows that the regulation regarding membership, forms of savings, and meetings of cooperative members are regulated in several articles in the Indonesian Cooperative Law and Ministry of Cooperatives and SMEs Regulations. In addition, the Indonesian Cooperative Law which has been in effect for more than twenty-five years has not been able to accommodate cooperative activities in the present and there are clearly unregulated aspects in KDIM such as online member recruitment, virtual accounts, special savings and meetings member with electronic media. Therefore the government needs to review the Cooperative Law and issue a regulation to accommodate provisions that are still unclear in order to create legal certaity."

"Skripsi ini membahas mengenai struktur kepemilikan, mekanisme tatakelola perusahaan, dan kinerja lingkungan pada PROPER dan komite CG dan CSR serta pengaruhnya terhadap tingkat pengungkapan lingkungan dalam laporan tahunan berdasarkan pedoman GRI. Penelitian ini merupakan penelitian kuantitatif yang menggunakan data panel dengan model Random Effect. Dalam penelitian ini terbukti bahwa kepemilikan negara dan kinerja lingkungan memiliki hubungan dan pengaruh positif terhadap tingkat pengungkapan lingkungan. Sedangkan kepemilikan keluarga, kepemilikan institusi domestik, kepemilikan negara, kepemilikan asing, komisaris independen, dan rapat komite audit tidak memiliki pengaruh terhadap pengungkapan lingkungan. Hasil penelitian ini menunjukkan bahwa pengungkapan lingkungan yang berkualitas mampu merepresentasikan kinerja lingkungan.

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This study about a quality of environmental disclosure in annual report based on GRI guidelines linked with ownership structures, corporate governance, and environmental performance, proxy on the PROPER assessment, governance and CSR committe. This study is quantitative research with data panel. Hypothesis is tested using Random Effect Model.The results of the study give empiric evidence that government ownership, environmental performance have a positive and significant effect on the environmental disclosure. But, familly ownership, institutional ownership, foreign ownership, proportion of independent commissioner, audit and committe meeting frequency have no significant effect. This result indicate that there is a positive relation between environmental disclosure with the environmental performance."

"[Tesis ini menganalisis Faktor Faktor Kinerja Koperasi Primer Koperasi Pusjarah TNI Puspen TNI dan Puskes TNI di Lingkungan Mabes TNI dengan Berdasarkan Perspektif 7's Mckinsey Penelitian ini menggunakan pendekatan Post Positivism dengan menggunakan metode kualitatif Faktor faktor yang mendukung kinerja di koperasi Pusjarah TNI Puspen TNI dan Puskes TNI sebagai subyek penelitian sebagai berikut 1 Adanya nilai yang berkembang dan dianut oleh anggota koperasi untuk selalu memberi dukungan bagi kemajuan koperasi dengan banyak memberikan masukan masukan feedback untuk peningkatan kegiatan perkoperasian Selain itu kepercayaan yang tinggi kepada Pengurus koperasi 2 Adanya dukungan dari dinas untuk kemajuan permodalan koperasi di masing masing primer koperasi 3 Style yang diterapkan bersifat demokratis dengan stlye yang berbeda dimasing masing koperasi namun tetap berdasar kepada asas kekeluargaan Faktor faktor yang menghambat kinerja di koperasi Pusjarah TNI Puspen TNI dan Puskes TNI sebagai berikut 1 Tidak adanya penetapan Standard Operational Procedure SOP dalam kegiatan koperasi sehari hari Prosedur yang ada ditetapkan pada saat Rapat Akhir Tahunan RAT dan dapat berubah sewaktu waktu berdasarkan kebijakan yang ditetapkan pada saat Rapat Akhir Tahunan RAT berikutnya 2 Tidak adanya struktur tersendiri untuk pengurus koperasi serta tidak adanya penetapan SOP dalam kegiatan koperasi sehari hari 3 Pengurus koperasi memiliki double duty antara sebagai pegawai dan sebagai pengurus koperasi sehingga tidak terfokus dengan kegiatan koperasi 4 Kurangnya pengetahuan pengurus tentang perkoperasian serta belum maksimalnya anggota memanfaatkan keberadaan koperasi dan koperasi hanya dikenal sebagai Unit Simpan Pinjam USIPA Hasil penelitian menyarankan membuat struktur tersendiri khusus koperasi Perlunya ditetapkan SOP yang jelas serta adanya evaluasi

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This thesis analyzes Factors Primary Cooperative Performance Pusjarah TNI Puspen Puskes TNI and TNI at TNI Headquarters with the Perspective Under 7 39's McKinsey This study uses a Post Positivism approach using qualitative methods Factors that support the performance in cooperatives Pusjarah TNI Puspen TNI and Puskes TNI as research subjects as follows 1 There are values that developed and adopted by the cooperative members to provide support for the progress of the cooperative providing feedback for enhancement of cooperative activities The values also generates high confidence in the Board of the cooperative 2 There are supports by the department for the advancement of cooperative capital in each primary cooperative 3 Style applied is democratic with a different style in the respective cooperative however it still based on the principle of the family Factors that hamper the performance of cooperatives Pusjarah TNI Puspen TNI and Puskes TNI as follows 1 There is no enforcement of Standard Operational Procedure SOP in cooperative daily activities The procedure will be assigned in the End Annual Meeting RAT and open to modification at any time based on policies established by the next Final Annual Meeting RAT 2 There is no autonomous structure for the cooperative management along the lack of determination of SOP in cooperative daily activities 3 There is a double duty carried by the cooperative management that enforce them to be in charge as an employee but also as cooperative management that disrupt the focus of cooperative activities 4 Lack of knowledge regarding cooperatives and the board members have not make the most the advantage of cooperatives existency and cooperative only known as Savings and Loans Unit USIPA Results of the study suggest the department to establish an autonomous structure of cooperatives along with the assigns SOPs and evaluation., AbstractThis thesis analyzes Factors Primary Cooperative Performance Pusjarah TNI Puspen Puskes TNI and TNI at TNI Headquarters with the Perspective Under 7 39 s McKinsey This study uses a Post Positivism approach using qualitative methods Factors that support the performance in cooperatives Pusjarah TNI Puspen TNI and Puskes TNI as research subjects as follows 1 There are values that developed and adopted by the cooperative members to provide support for the progress of the cooperative providing feedback for enhancement of cooperative activities The values also generates high confidence in the Board of the cooperative 2 There are supports by the department for the advancement of cooperative capital in each primary cooperative 3 Style applied is democratic with a different style in the respective cooperative however it still based on the principle of the family Factors that hamper the performance of cooperatives Pusjarah TNI Puspen TNI and Puskes TNI as follows 1 There is no enforcement of Standard Operational Procedure SOP in cooperative daily activities The procedure will be assigned in the End Annual Meeting RAT and open to modification at any time based on policies established by the next Final Annual Meeting RAT 2 There is no autonomous structure for the cooperative management along the lack of determination of SOP in cooperative daily activities 3 There is a double duty carried by the cooperative management that enforce them to be in charge as an employee but also as cooperative management that disrupt the focus of cooperative activities 4 Lack of knowledge regarding cooperatives and the board members have not make the most the advantage of cooperatives existency and cooperative only known as Savings and Loans Unit USIPA Results of the study suggest the department to establish an autonomous structure of cooperatives along with the assigns SOPs and evaluation ]"

"Persepsi akuntabilitas merupakan elemen penting di masyarakat dan dalam organisasi. Tanpa akuntabilitas, individu akan bertindak dengan tidak memperhatikan kemungkinan konsekuensi yang terjadi dari perbuatannya bagi orang lain. Akan tetapi, penelitian empiris mengenai faktor-faktor yang memprediksi persepsi akuntabilitas masih sangat minim. Penelitian berdesain korelasional ini dilakukan untuk meneliti hubungan antara persepsi akuntabilitas dengan perilaku pengawasan manajerial yang dibagi menjadi pengawasan terhadap tugas dan hubungan interpersonal dan iklim pemberdayaan oleh pemimpin. Untuk menghindari common method bias, data penelitian diperoleh dari sumber berbeda: 85 pasang atasan dan bawahan di Indonesia dan juga diberikan jeda waktu time-lag untuk sumber yang sama. Seluruh alat ukur penelitian menunjukkan konsistensi internal yang baik dengan koefisien reliabilitas sebesar 0,7-0,9. Hasil analisis korelasi pearson menunjukkan a tidak terdapat hubungan positif yang signifikan antara perilaku pengawasan manajerial terkait tugas dan iklim pemberdayaan oleh pemimpin terhadap persepsi akuntabilitas b terdapat hubungan positif yang signifikan dari perilaku pengawasan manajerial terkait hubungan interpersonal terhadap felt accountability. Hasil temuan ini memberikan kontribusi bagi pembentukan dan evaluasi felt accountability dalam lingkup organisasi.

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Felt Accountability is an imperative element within a society, as well as an organization. Without accountability, one would disregard the consequences that their actions may cost another individual. However, the number of empirical research that studies predicting factors of felt accountability, is very much lacking. This correlational design research is done to study the relationship of felt accountability among managerial monitoring for task and for interpersonal facilitation behavior and empowering leadership climate. To reduce common method bias, these research data were obtained from multiple different sources 85 pairs of leaders and their subordinates in Indonesia, furthermore an appropriate amount of time lag was given for the ones that were obtained from the same source. All the measuring instruments for the purposes of this research exhibit a relatively good internal consistency, with the reliability coefficients ranging from 0.7 0.9. The Pearson correlation analysis shows a there are no significant, positive correlation, between managerial monitoring behavior for task and empowering leadership climate with felt accountability b there are significantly positive effect that managerial monitoring for interpersonal facilitation have towards felt accountability. These findings provide new empirical evidences concerning the construction and evaluation of felt accountability within the organizational scope."

"ABSTRAKStudi ini membahas pengaruh partisipasi langsung dan partisipasi representatif pegawai dan iklim hubungan industrial terhadap komitmen organisasional pegawai kepada perusahaan. Studi ini dilakukan di sebuah perusahaan agroindustri bernama PT AgriCo yang memproduksi nanas olahan untuk diekspor ke luar negri. Studi yang melibatkan 214 sampel dengan kriteria responden adalah pegawai non-manajerial yang menjadi anggota serikat pekerja ini merupakan studi kuantitatif dan menggunakan metode structural equation modeling. Hasil penelitian menunjukkan bahwa iklim hubungan industrial berperan sebagai mediator antara partisipasi pegawai baik secara langsung maupun melalui representatif terhadap komitmen organisasional. Pada akhir penelitian, uji one way ANOVA dilakukan untuk mengetahui apakah masa kerja mempengaruhi tingkat komitmen organisasional pegawai, namun hasil penelitian menunjukkan bahwa tidak ada perbedaan tingkat komitmen organisasi antara pegawai dengan masa kerja yang berbeda beda.

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ABSTRACTThis study discusses the causal analysis of direct and representative employee participation and industrial relations climate toward employees rsquo organizational commitment. This research was held in an agroindustry company called PT AgriCo which produces processed pineapple to be exported overseas. The study which involved 214 respondents who are non managerial employees and member of labor union is a quantitative study using structural equation modeling method. The result of this study shows that industrial relations climate is a mediator between direct and representative employee participation toward employees rsquo organizational commitment. At the end of the study, one way ANOVA test was done to see whether employees rsquo working tenure moderates the level of employees rsquo organizational commitment therefore, the result shows that there is no difference in the level of employees rsquo organizational commitment among employees with different range of working tenure."