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"Penelitian ini dilatarbelakangi oleh pemahaman bahwa kinerja perawat berkontribusi bagi mutu pelayanan keperawatan di rumah sakit. Hasil survei menunjukkan ketidakpuasan pelanggan terhadap kinerja perawat pelaksana sebanyak 43,89%, dan penilaian kinerja perawat pelaksana belum optimal. Penelitian ini bertujuan untuk mengetahui hubungan faktor internal dan eksternal dengan kinerja perawat pelaksana di RS X. Sjahranie. Penelitian menggunakan pendekatan cross sectional. Sampel berjumlah 216 perawat pelaksana. Data dikumpulkan dengan menggunakan kuesioner yang disusun peneliti. Analisis data dilakukan secara univariat, bivariat (chi-square dan independent t test) dan multivariat (regresi logistik berganda). Hasil penelitian didapatkan faktor yang berhubungan dengan kinerja adalah: pendidikan (p=0,014), motivasi (p=0,013), persepsi (0,001), kepemimpinan (0,001), dan karier (0,001). Faktor pengembangan karier paling dominan berhubungan dengan kinerja (OR=29,962). Peningkatan kinerja perawat pelaksana harus memperhatikan aspek pendidikan, motivasi, persepsi, kepemimpinan, dan pengembangan karier.Carreer Development as Determinant Factor to Nurses? Working Performance. Nurses? working performance has contributed to the quality of nursing service in hospitals. A survey has shown that unsatisfied customers related to nurses performance is 43.89%. The purpose of this study was to identify the relationship between internal and external factors and nurses performance in a hospital. This was a descriptive study using a cross sectional approach. The sample consisted of 216 nurses. Data were collected using a modified questionnaire and analyzed using univariate, chi-square and independent t test, and double logistics regression. Results shown that factors such as education, motivation, perception, leadership and career were factors that have significant relationship with nurses performance (p<0.05). It is concluded that nurses career development was the most dominant factor related to nurses working performance (OR=29.962). The results of this study suggested that nurses? carreer development should consider factors such as education, motivation, perception, leadership, and career development."

"Persaingan antar perusahaan yang semakin meningkat mengharuskan setiap organisasi/perusahaan untuk memiliki anggota dengan kinerja yang tinggi. Penelitian ini bertujuan untuk melihat pengaruh dari kedua dimensi orientasi karier protean yaitu self-directed dan values-driven terhadap kinerja in-role karyawan di organisasi. Penelitian ini merupakan penelitian kuantitatif dengan menggunakan alat ukur Protean Career Attitudes Scale untuk mengukur orientasi karier protean dan Job Performance Scale in-role performance untuk mengukur kinerja. Penelitian dilakukan kepada 172 partisipan yang berasal dari berbagai sektor kerja. Hasil penelitian menunjukkan bahwa dimensi self-directed pada orientasi karier protean berkontribusi sebesar 16 dan dimensi values-driven berkontribusi sebesar 3 dalam menjelaskan kinerja individu.

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The increase of competitiveness among companies forces orgnization to have employees with high performance. The aim of this study is to examine the influence of self directed and values driven as dimensions of protean career orientation toward employees rsquo in role performance in organization.

This quantitative study using Protean Career Attitudes Scale to measure self directed and values driven and also Job Performance Scale to measure in role performance. This study was conducted on 172 participants from various organizations and companies.

Results indicate that both dimensions have significant influence. Self directed contributes 16 while values driven only contributes 3 of in role performance."

"Tesis ini membahas tentan hubungan antara aspirasi karir terhadap proses pengembangan kepemimpinan pemuda dengan menjadikan objek penelitian pada empat Organisasi Kemasyarakatan Pemuda (OKP), yaitu Kesatuan Aksi Mahasiswa Muslim Indonesia (KAMMI) Pusat, Youth Leadershp Center (YLC), Himpunan Mahasiswa Islam (HMI) Depok, dan Jaringan Pemuda Remaja Masjid Indonesia (IPRMI). Dengan menggunakan pendekatan penelitian kuantitatif dan metode pengumpulan data dengan menggunakan kuesioner ditemukan bahwa hubungan hubungan aspifasi karir dalam proses pengembangan kepemimpinan adalah signiiikan. Sehingga dalam menciptakan kepemimpinan yang terus berkesinambungan peneliti menyarankan agar penerapan aspirasi karir dapat diperhatikan oleh para pemimpin OKP.

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This thesis discuss the relation of the career aspiration toward the process of the youth leadership development program by using four youth organizations as the research object, which are the national- board of the Kesatuan Aksi Mahasiswa Muslim Indonesia (KAMMI), Youth Leadership Center (YLC), Himpunan Mahasiswa Islam (HMI) in Depok, and Jaringan Pemuda Remaja Masjid Indonesia (JPRMD. With quantitative approach and questionnaire method in gathering the data, it is concluded that the relation of the career aspiration toward the process of the youth leadership development program is significant. Therefore, in creating a sustainable leadership, the researcher suggests that the application of the career aspiration can be concerned by the leaders of the youth organizations."

"Penelitian ini bertujuan untuk mengetahui pengaruh dari gaya kepemimpinan, proses kerja, dan komitmen karyawan terhadap kinerja karyawan pada satuan kerja M dan N di Lembaga ABC. Responden dari penelitian ini adalah sejumlah 150 orang karyawan di satuan kerja M dan N lembaga ABC yang sudah menjadi karyawan tetap dengan lama bekerja minimal 1 tahun dari level jabatan Staf sampai dengan Direktur. Penelitian ini merupakan penelitian kuantitatif dengan desain deskriptif, data dikumpulkan melalui penyebaran kuesioner kepada karyawan di satuan kerja M dan N di Lembaga ABC dan diolah menggunakan analisis regresi linier berganda menggunakan SPSS on Mac. Hasil dari penelitian ini menunjukkan bahwa adanya pengaruh antara gaya kepemimpinan, proses kerja, dan komitmen karyawan terhadap kinerja karyawan.

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This study aims to determine the relationship of leadership style, work processes, and employee commitment to employee performance in M and N work units in ABC. Respondents from this study were 150 employees in the work units of M and N ABC institutions who have been permanent employees with a minimum of 1 year working from staff level to director level. This research is a quantitative study with a descriptive design, data collected through the distribution of questionnaires to employees in the M and N work units at ABC and processed using multiple regression analysis using SPSS on Mac. The results of this study indicate that there is a relationship between leadership style, work processes, and employee commitment to employee performance."

"Komunikasi organisasi merupakan proses yang memberikan manfaat untuk peningkatan kinerja karyawan. Penelitian ini bertujuan untuk mengetahui hubungan antara komunikasi organisasi dan kinerja perawat pelaksana. Desain penelitian menggunakan korelasi deskriptif dengan pendekatan cross sectional terhadap 156 perawat pelaksana di ruang rawat inap. Instrumen penelitian memiliki reliabilitas 0,8716?0,8776. Hasil uji Chi square membuktikan adanya hubungan antara komunikasi organisasi dengan kinerja perawat pelaksana (p= 0,046; α= 0,05). Variabel yang paling berpengaruh terhadap kinerja perawat pelaksana adalah supervisi dan pengarahan. Upaya meningkatkan komunikasi organisasi dengan cara melakukan supervisi dan pengarahan sesuai pedoman perlu dilakukan sehingga dihasilkan kinerja yang semakin baik.Nurse Staff Performance Promoting through Organization Communications in the Hospital Ward. Organization communication is a process which is useful for improving the quality of staff performance. The purpose of this study is to determine the relationship between organization communication and performance of the nurse staff. The design was descriptive correlation with cross sectional approach involving 156 respondents. The reliability of questionnaire is 0.8716?0.8776. The result with chi square test showed that there is a relationship between communication organization and performance of nursing staff (p= 0.046; α= 0.05). The most influencing factors are supervision and direction. Increasing organization communication through supervision and direction is needed to promote a better performance."

"Kinerja karyawan menjadi salah satu faktor bagian yang penting dalam SDM di perusahaan. Sesama karyawan saling bekerja sama untuk membangun perusahaan dengan baik karena memiliki komitmen yang tinggi pada perusahaan dan komitmen dapat membuat kinerja karyawan semakin baik. PT Pos Indonesia menjadi perusahaan yang mementingkan kinerja karyawan yang baik dan dapat membuat karyawan memiliki komitmen afektif yang kuat terhadap perusahaan serta memiliki pengembangan karir yang pasti. Maka dari itu, penelitian ini untuk menganalisis pengaruh career development terhadap employee performance dengan affective commitment sebagai variabel mediasi (Studi pada PT Pos Indonesia Regional 4). Tujuan penelitian ini untuk menganalisis pengaruh affective commitment sebagai variabel mediasi memengaruhi career development terhadap employee performance pada karyawan PT Pos Indonesia. Penelitian ini menggunakan metode kuantitatif dengan menyebar ke 100 orang responden karyawan tetap bagian manajerial dan menggunakan teknik stratified random sampling. Teknik analisis data dalam pnelitian ini menggunakan analisis regresi dan sobel test untuk menghubungkan variabel independen dengan variabel dependen menggunakan variabel mediasi. Hasil penelitian ini menunjukkan bahwa career developmet memiliki pengaruh terhadap employee performance. Namun, hasil penelitian career developmet terhadap employee performance lebih besar saat menggunakan variabel affective commitment

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Employee performance is an important part of the HR in the company. To build a good company the employees are having a high commitment to the company and it can make employee performance better. PT Pos Indonesia is a company that emphasizes employee performance and can make them have a strong affective commitment to the company and have a definite career development. Therefore, this study is to analyze the effect of career development on employee performance with affective commitment as a mediation variable (Study Of PT Pos Indonesia Regional 4). The purpose of this study is to analyze the effect of affective commitment as a mediation variable affecting career development on employee performance at PT Pos Indonesia employees.This study uses quantitative methods by spread to 100 respondents as full-time employees of the managerial division and using stratified random sampling techniques. The data analysis technique in this study use regression analysis and sobel test to connect the independent variable with the dependent variable using the mediation variable. The results of this study indicate that career development has an influence on employee performance. However, the results of the career development research on employee performance were greater when using the affective commitment variable"

"One of the signs of organizational destruction was the low level of its employees' work satisfaction. This is a challenge to the organization on how to increase the employees' work satisfaction. The organization's success in maintaining and developing human resources depended an the leader. Leadership is an ability to influence people in order to achieve the organizational aims with high spirit. Henceforth a leader should play double role, as a supervisor and also a colleague in giving support to others. This opinion goes parallel with Locke (1976: 192 - 193) that leader or supervisor also acts as a fellow colleague and therefore leaders' attitude is one of dominant factors in determining work satisfaction. A good leadership in maintenance and development of human resources can give equal chance for employees to develop their career. Gilley and Eggland (1989: 93) stated that organization using career development to increase productivity, repair attitude and increase work satisfaction. This research conducted to (1) know the relationship between leadership and work satisfaction, (2) relationship of career development and work satisfaction, (3) relationship of leadership and career development to work satisfaction of employees at Directorate General of Immigration. This research is. a descriptive and correlation research-using-survey-method. Research instrument is using questioner in Likert Scale. Validity test of variables is conducted by using correlation technique of Product Moment, while reliability used Alpha Cronbach technique. The sample collected by Stratified Purposive Sampling. Analyses of each independent variable's relation to dependent variable is using simple correlation analysis with Spearman's Rho technique, while the relationship of both independent variables to dependent variable is using multiple correlation analysis of Product Moment. From this research can be concluded that: I. There is a significant and positive relation between leadership to work satisfaction. Better leadership can guarantee higher level of work satisfaction. 2. There is a significant and positive relation between career development to work satisfaction, Better career development can ensure higher work satisfaction. 3, There is a significant and positive relation between leadership and career development to work satisfaction. The better quality of leadership and career development, the higher work satisfaction of employees. The conclusion of this research is that leadership and career development both individually or together related to the level of work satisfaction, although there are still some weaknesses of variables from the frequency distribution. Suggestion that can be put forward is improvement and increase to ensure an optimal variables of leadership and career development to ensure better work satisfaction of employees."

"ABSTRAKPertahanan merupakan salah satu gatra dinamis dari konsep Ketahanan Nasional yang sangat strategis karena menyangkut keutuhan dan kelangsungan hidup bangsa. Sistem pertahanan negara terdiri dari komponen utama, cadangan, dan pendukung. Komponen pendukung terdiri atas sumber daya manusia, sumber daya alam/buatan, dan sarana prasarana nasional. SDM Aparatur Kemhan sebagai sumber daya manusia pertahanan memiliki peran yang penting karena menjadi pengawak institusi pemerintah yang mengurusi masalah pertahanan negara sehingga diperlukan pembinaan SDM yang baik. Pengawak Kemhan terdiri dari PNS dan prajurit TNI. Namun Kemhan yang notabene merupakan institusi sipil, pengembangan karier militernya lebih cemerlang dibandingkan personel sipil. Hal ini berdampak pada pola hubungan sipil militer di Kemhan. Penelitian ini berupaya menganalisis pembinaan karier sipil dan militer Kemhan dengan menggunakan metode deskriptif kualitatif seperti studi literatur dan wawancara mendalam dengan sejumlah narasumber di Kemhan maupun narasumber ahli. Hasil penelitian menemukan bahwa dominasi militer terhadap sipil pada karier jabatan di Kemhan tidak mengganggu supremasi sipil karena kompetensi dan keahlian pertahanan lebih banyak dikuasai oleh militer. Selain itu, pembinaan kariernya masih bersifat status quo karena Kemhan pernah didominasi militer pada era Orde Baru dan pengaruhnya masih cukup kuat walaupun tidak sesignifikan dulu. Kemudian masih terdapatnya faktor kepentingan sehingga perlu peningkatan pembinaan karier aparatur Kemhan yang dilaksanakan berdasarkan sistem merit dengan barometer kualifikasi, kompetensi, dan kinerja yang adil dan wajar. Dengan demikian maka akan tercapai pola hubungan sipil militer yang wajar dan prinsip good governance yang akan menguatkan kualitas pemerintahan sebagai salah satu faktor kekuatan negara untuk memperkuat ketahanan nasional bangsa.

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ABSTRACTDefence is one of dinamic components of National Resilience concept and very strategic as related with existence and continuity of the nation. State defence consists of main, backup, and supporting components. Supporting one consist of human resource, natural resource, and national infrastructures. Defence Ministry Kemhan rsquo s human resource as defence human resource have crucial role as apparatus of government that handles state defence matters and therefore a good human resource management is needed. Kemhan rsquo s apparatus consist of civil servant PNS and military TNI . However, Kemhan as civil institution have brighter career development for personnel of TNI rather than PNS. This makes impact for the pattern of civil military relations at Kemhan. This research attempt to analysis carreer management of civil and military by descriptive qualitative method such as literature review and deep interview with numbers of Kemhan rsquo s managers and other related informen. The research rsquo s results show that military domination to civil on carreer position at Kemhan do not interrupt civil supremacy because competency and defence skill are still on military occupation. Besides that, carreer management is still on quo status because Kemhan was ever been dominated by military at New Era and the influence was still quite strong although not quitely significant. In addition, it is still factor of interest, hence the improvement of aparatus carreer development is needed to be increased which implemented based on merit system with barometers of qualification, competency, and performance that fair and normal. Therefore, the good civil military relations and the princip of good governance will be achieved and strengthen the government quality as one factor of state power that strengthening national resilience. "

"Peneliti memiliki peranan penting dalam pembangunan bangsa, termasuk dibidang kesehatan. Penelitian ini fokus dengan pengembangan sumber daya manusia fungsional peneliti di Badan Litbang Kesehatan, hal ini dikarenakan adanya trend yang menurun di setiap jenjang jabatan peneliti serta kesenjangan antara jumlah peneliti dan hasil riset yang berkualitas. Penelitian ini menggunakan metode kualitatif dengan pendekatan case study. Hasil penelitian menunjukkan dalam pengembangan individu peneliti belum berjalan dengan efektif, hal ini dikarenakan belum adanya analisis beban kerja berdasarkan kepakaran dan jenjang jabatan yang merupakan dasar untuk perencanaan pengembangan fungsional peneliti. Analisis kebutuhan diklat belum dilakukan dan belum berjalannya pembinaan peneliti terstruktur. Pengembangan karir ditemukan bahwa masih rendahnya motivasi karir akibat hanya sebagian kecil peneliti yang memiliki perencanaan karir, dan adanya permasalahan pola karir. Aktivitas manajemen kinerja sudah berjalan, walaupun siklus monitoring kinerja secara periodik belum berjalan dan tidak adanya analisis data kinerja. Penelitian ini juga menemuka lima faktor yang mempengaruhi pengembangan sumber daya manusia peneliti di Bada Litbang Kesehatan, yaitu : sumber daya, kebijakan, desain organisasi, dukungan pimpinan, dan komunikasi.

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Researchers play an important role in the development of a nation, particularly in the health sector. This study focuses on the development of researcher in National Institute Of Health Research And Development NIHRD , considering the downward trend of the number of researchers in each level of researchers hierarchy as well as the significant gap between the number of researchers and the quality of the research itself. This study uses a qualitative method with case study approach. The results shows that researchers rsquo individual development is not running effectively. Workload analysis based on researchers rsquo expertise and level of the position which are bases for the functional development planning of researchers has not been established. What is more, training needs analysis and structured coaching for researchers has not been done. In regards of career development, low career motivation issue due to lack of career planning was identified along with other issues related to career pattern. Researchers rsquo activity performance management are applied, eventhough periodic performance monitoring cycle have yet to run thoroughly and performance analysis have not been established. This study also found five factors that influence the human resource development of researchers at National Institute Of Health Research And Development, which are resource, policy, organizational design, leadership support, and communication."

"ABSTRAKPenelitian ini bertujuan untuk menguji pengaruh self leadership, creative self efficacy, creativity climate terhadap employee creativity dan workplace innovation orientation. Teknik pengambilan sampel menggunakan convenience sampling, dengan 259 responden dari karyawan kantor pusat Perum BULOG yang dianalisis menggunakan metode SEM dengan program smartPLS. Hasil dari penelitian ini membuktikan bahwa faktor self leadership, creative self efficacy, creativity climate berpengaruh siginifikan positif terhadap employee creativity dan workplace innovation orientation.

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ABSTRACTThis study aims to examine the influence of self-leadership, creative self efficacy, creativity climate towards employee creativity and workplace innovation orientation. The sampling technique was using convenience sampling, with 259respondents from headquarter employees of Perum BULOG analyzed using SEM method with smartPLS program. The results of this study proves that the factors of self-leadership, creative self-efficacy, creativity climate have a significant effect on employee creativity and workplace innovation orientation."