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"Manusia sebagai makhluk sosial cenderung akan berkelompok dengan manusia lain yang sepaham dan sejalan dengan dirinya lalu membentuk organisasi. Begitu juga dengan Abang dan None Jakarta yang memiliki kesadaran dan kebutuhan akan suatu wadah mereka bernaung dalam sebuah organisasi yang diberi nama Ikatan Abang None Jakarta. Kehadiran organisasi ini sebagai tempat bertemunya para Abang dan None Jakarta dari berbagai wilayah dan angkatan agar potensi yang mereka punya bisa disalurkan. Keinginan mereka untuk membentuk organisasi ini dilandasi pada keinginan untuk mencapai tujuan yang ingin mereka raih sesuai kesepakatan bersama. Untuk mencapai itu semua, dibutuhkan suatu organisasi dengan budaya organisasi di dalamnya untuk menyatukan mereka yang datang dari latar belakang yang beragam. Karya ilmiah ini bertujuan untuk menggambarkan fungsi budaya organisasi di Ikatan Abang None Jakarta dalam proses integrasi anggotanya. Penelitian ini adalah pendekatan kualitatif yang dilakukan dengan pengamatan terlibat dan wawancara mendalam. Budaya organisasi ini dibentuk untuk menjadi panduan dalam proses adaptasi dan integrasi anggotanya. Dalam pelaksanaannya, organisasi ini sering mendapatkan hambatan baik dari dalam dan luar. Apabila budaya organisasi sudah dijalankan dengan baik untuk menguatkan organisasi serta meredam hambatan-hambatan yang ada, maka tujuan organisasinya bisa tercapai dan kesempatan-kesempatan yang didapat Ikatan Abang None Jakarta bisa maksimal.

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Humans as social creatures tend to be grouped with other human beings who are in line with himself and then formed an organization. It is also happened with Abang and None Jakarta who have the awareness and the need to grouped and formed an organization named Ikatan Abang None Jakarta. The presence of this organization as a meeting place of Abang and None Jakarta from various regions and batches to channel their passion and express their talents. Their desire to form this organization based on the desire to achieve goals they want to achieve according to mutual agreement. To achieve that, it takes an organizational culture to bring together those who come from diverse backgrounds. The purpose of this writing is to illustrates the function of organizational culture at Ikatan Abang None Jakarta in the integration process of its members. This study was carried out based on qualitative research methods and also applying techniques of participant observation and depth interviews. This organizational culture is formed to guide the adaptation and integration process of its members. In practice, the organization often faces both internal and external barriers. If the organizational culture is well executed to strengthen the organization and reduce the existing barriers, then the organizational goals can be achieved and the opportunities obtained by Ikatan Abang None Jakarta can be maximized."

"Tesis ini membahas mengenai modal sosial Ikatan Abang None Jakarta IANTA sebagai bentuk peran serta dalam pembangunan Ketahanan Budaya. Abang None Jakarta merupakan ajang yang diadakan oleh Pemerintah Provinsi DKI dimana disana terkumpul sumber daya yang ungul di bidangnya seharusnya dapat menjadi salah satu unsur pemuda dalam mempelopori pelestarian budaya Betawi. Penelitian ini akan menjadikan IANTA sebagai objek penelitian dengan mengunakan terori modal sosial yang di kemukakan oleh Putnam sebagai alat analisis. Dalam teori tersebut modal sosial memiliki tiga unsur yaitu norms, network, dan trust menurut Putnam.Hasil penelitian menunjukan IANTA sebagai organisasi sudah memiliki modal sosial yang relatif baik. Namun masih ada beberapa unsur modal sosial yang masil lemah yaitu pada unsur norm. Dengan modal sosial yang ada, IANTA sudah mempelopori kegiatan-kegiatan guna melestarikan budaya dengan cara yang menarik di kalangan anak muda. IANTA bisa menjadi tools pemerintah untuk membangun ketahanan nasional dengan pendekatan budaya.Hal ini menunjukkan untuk dapat membentuk ketahanan budaya dalam hal meningkatkan partisipasi masyarakat khususnya dikalangan pemuda sangat dibutuhkan. Dengan tenaga dan kreativitas yang dimiliki pemuda, pelestarian budaya akan berkembang dan melahirkan generasi baru untuk melanjutkan tongkat estafet kekayaan budaya yang dimiliki bangsa ini.

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This thesis discusses the social capital of the Association of Abang None Jakarta IANTA as a form of participation in the construction of Cultural Resilience. Abang None Jakarta is an event held by the city administration, where there accumulated resources that excel in the field should be able to be one of the elements of pioneering youth Betawi culture preservation.This study will make IANTA as research objects by using the theory of social capital being addressed by Putnam as an analytical tool. In the theory of social capital has three elements, namely norms, networks, and trust according to Putnam.The results showed IANTA as the organization already has a relatively good social capital. However, there are still some elements of social capital that is weaker still relies on the element norm. With the existing social capital, IANTA has pioneered activities in order to preserve the culture in an interesting way among young people. IANTA could have become the tools of government to build national resilience with a cultural approach.It showed to be able to form a cultural resistance in terms of increasing community participation especially among youth is needed. With the power and creativity of youth, preservation of culture will develop and make a new generation to continue preserve of the cultural wealth of this nation."

"Studi ini diselenggarakan untuk mengetahui seberapa jauh pengaruh budaya dalam sebuah organisasi terhadap perilaku hijau para karyawannya diluar tempat bekerja. Walaupun sudah banyak riset yang meneliti green human resource management, namun hanya sedikit yang mempelajari hubungan budaya dalam suatu organisasi dan perilaku hijau para karyawannya diluar tempat bekerja. Data yang dibutuhkan diperoleh melalui wawancara mendalam. Jarak kekuasaan dan Individualisme versus Kolektivisme dijadikan sebagai satuan ukur budaya dalam suatu organisasi. Hasil studi ini menunjukkan bahwa kolektivisme dalam suatu organisasi mempengaruhi perilaku hijau para karyawan diluar tempat bekerja. Pada satu sisi, jarak kekuasaan terbukti tidak mempengaruhi perilaku hijau para karyawan diluar tempat bekerja.

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This study was conducted to see how far organizational culture affects non-workplace employee's green behavior, especially in MNCs operating in Indonesia. Although there has been quite a lot of research done on green human resource management, only a few scholars addressed the relationship between organizational culture and non-workplace employees' green behavior. The data was collected through in-depth interviews. Power distance and individualism versus collectivism were used to measure organizational culture. This study infers that collectivism has an influence on employee's green behavior outside of the workplace. At the same time, power distance has proven to have zero influence on non-workplace employee's green behavior. "

"Di dalam organisasi pemadam kebakaran, slogan adalah manifestasi dari nilai-nilai dan budaya organisasi yang menjadi kerangka berjalannya organisasi tersebut. Apabila terjadi perbedaan pemaknaan di antara pegawainya, maka terdapat hal-hal yang memiliki perbedaan terjadi diantara pegawai di organisasi tersebut. Integrasi antara para pegawai diperlukan dalam organisasi pemadam kebakaran, sebab mereka berhadapan langsung dengan bahaya api yang berpotensi menelan korban jiwa. Studi sebelumnya telah banyak yang membahas mengenai berbagai aspek struktur dan kultur di dalam organisasi pemadam kebakaran. Akan tetapi, belum ada yang membahas bagaimana pemaknaan slogan 'pantang pulang sebelum api padam, walaupun nyawa taruhannya' antara pegawai administratif dan pegawai operasional di dalam budaya organisasi tersebut.Oleh karena itu, studi ini menemukan bahwa terdapat perbedaan pemaknaan slogan antara pegawai administratif dan pegawai operasional dalam organisasi Pemadam Kebakaran Wilayah Jakarta Selatan yang dipengaruhi oleh nilai budaya yang tidak bersifat universal serta perbedaan situasi lingkungan kerja. Studi ini menggunakan pendekatan kualitatif karena mengedepankan proses pemaknaan slogan dari pegawai administratif dan pegawai operasional dari Dinas Pemadam Kebakaran Wilayah Jakarta Selatan. Penelitian ini menggunakan kasus dan menggunakan teknik pengumpulan data berupa wawancara mendalam dan observasi, serta studi literatur dan dokumen.

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In the firefighting organization, the slogan is a manifestation of organizational values ??and culture that becomes the framework of the organization 39;s running. If there are differences of meaning among employees, then there are things that have differences occur among employees in the organization. Integration between employees is required in firefighting organizations, because they are facing a potentially life-threatening fire hazard. Previous studies have discussed many aspects of structure and culture within firefighting organizations. However, no one has yet discussed how the meaning of the slogan pantang pulang sebelum api padam, walaupun nyawa taruhannya' between the administrative and operational employees within the organizational culture. Therefore, this study found that there is a difference on how the slogan is being interpreted by the administrative personnel and the operational personnel in the South Jakarta Fire Fighter organization that is influenced by the work atmosphere. This study uses a qualitative approach because it emphasizes the meaning process of the slogan of the administrative and operational personnel of the South Jakarta Fire Department. This study uses cases and uses data collection techniques in-depth interviews and observations, as well as literature studies and documents."

"Saat ini, anggota polisi membutuhkan pendidikan tinggi, mobilitas tinggi untuk memaksimalkan pekerjaan mereka, namun lingkungan eksternal yang dihadapi oleh anggota polisi juga telah berkembang lebih kompleks dan dinamis. Perubahan lingkungan dari organisasi kepolisian tentunya menuntut anggota kepolisian untuk memiliki cara dan pola pikir baru dalam bekerja sehingga komitmen semua anggota kepolisian untuk melakukan perubahan sesuai dengan nilai-nilai peradaban masyarakat. Setiap organisasi membutuhkan komitmen dari anggota organisasi untuk mencapai tujuan organisasi. Semakin tinggi kepuasan kerja, semakin tinggi komitmen karier. Terkait masalah tersebut, tujuan dari penelitian ini adalah untuk menguji pengaruh budaya organisasi, kepuasan kerja, dan kepemimpinan terhadap komitmen organisasi. Penelitian kuantitatif ini menggunakan metode survei dan studi literatur untuk mendukung hipotesisnya dan menggunakan teori Denison (2000) sebagai dimensi untuk menggambarkan temuan lapangan. Hasil penelitian menunjukkan bahwa kepuasan kerja sebagai variabel kuat yang memberikan pengaruh terhadap komitmen anggota, di sisi lain, kepemimpinan memberikan pengaruh langsung terhadap komitmen, sedangkan budaya organisasi sebagai alat untuk komitmen memberikan pengaruh lebih dari keduanya, kepemimpinan dan kepuasan kerja.

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Nowadays, police members need high education, high mobility to maximize their work, however, the external environment faced by members of the police has also developed more complex and dynamic. The environmental change of the police organization certainly requires members of the police to have new ways and mindset of working so that the commitment of all members of the police to make changes in accordance with the values of community civilization. Every organization needs a commitment from organizational members to achieve organizational goals. The higher job satisfaction the higher career's commitment. Regarding to the problem, the purpose of this research is to examines the influence of organizational culture, job satisfaction, and leadership on organizational commitment. This quantitative study uses survey methode and literature studies to support its hyphotesis and uses Denison (2000) theory as its dimention to describe the field finding. The results shows that job satisfaction as a powerful variabel that gives effect to member's commitment, on the other hand, leadership gives direct influence to the commitment, while, organizational culture as a tool to the commitment gives more influence than both, leadership and job satisfaction."

"Skripsi ini membahas tentang efektivitas program CSR dalam implikasinya terhadap community development dan community relation. Efektivitas program CSR yang berbasis pada community development dilihat dari keberhasilannya meningkatkan kondisi sosial ekonomi masyarakat Krukut. Sementara, efektivitas program CSR yang berbasis pada community relation dilihat dari keberhasilannya membangun dan mempertahankan relasi baik antara PT. PLN P3B dengan masyarakat Krukut. Studi ini menggunakan pendekatan kualitatif dengan melakukan observasi, wawancara mendalam, dan data sekunder.Hasil studi ini menunjukkan bahwa program CSR PT. PLN P3B efektif dalam implikasinya terhadap community development, karena telah berhasil meningkatkan kondisi sosial ekonomi masyarakat Krukut. Program CSR PT. PLN P3B juga efektif dalam implikasinya terhadap community relation, karena telah berhasil membangun dan mempertahankan relasi baik dengan masyarakat Krukut.

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This study discusses the effectiveness of CSR programs in their implications for community development and community relations. The effectiveness of CSR programs based on community development seen from the success in improving socio-economics conditions of Krukut Society. Meanwhile, the effectiveness of CSR programs based on community relations seen from the success in building and maintaining good relationships between PT. PLN P3B with Krukut community. This study used a qualitative approach by observation, depth interview, and secondary data.

These studies shows that the CSR program of PT. PLN P3B are effective in its implications for community development, because it has succeeded in improving socio-economics conditions of Krukut society. CSR program of PT. PLN P3B also effective in its implications for community relations, because it has managed to build and maintain good relations with the Krukut society."

"ABSTRAKTesis ini membahas tentang integrasi sosial waria di masyarakat. Penelitian ini mengambil lokasi di wilayah Jakarta Timur. Metode penelitian ini adalah kualitatif, dengan fokus penelitian proses integrasi sosial waria di masyarakat serta faktor-faktor yang mempengaruhi proses integrasi sosial waria di masyarakat. Hasil penelitian menunjukkan bahwa proses integrasi sosial yang dilakukan waria di masyarakat berjalan tidak cukup baik. Adapun faktor-faktor yang mempengaruhi proses integrasi sosial waria di masyarakat antara lain jarak sosial, baik objektif maupun subjektif; adanya prasangka dan diskriminasi; adanya sistem sanksi di masyarakat; heterogenitas kelompok; mobilitas geografis; dan lamanya waria bertempat tinggal dalam suatu wilayah.

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ABSTRACT

This thesis to study about the social integration of transgender in society This research was located in East Jakarta area. The method used for this research is qualitative method, which focusing on transgender and its influenced factors in the social integration process into society. The result shows its social integration process for transgender has not done well, through the following influenced factors social distance either it is objectively or subjectively; prejudice and discriminative; commmunity sanctions; group?s heterogeneity; geographical mobility; and transgender?s duration to stay in an area."

"Pemahaman fenomena budaya organisasi adalah fundamental untuk mengetahui yang terjadi di dalam organiasi, karena dapat membantu menjalankan dan meningkatkan kemampuan organisasi. Hubungan budaya organisasi proyek konstruksi terhadap kinerja waktu, ditentukan dengan mengidentifikasi dimensi budaya organisasi yang terkait dalam permasalahan pada industri konstruksi, dan mengukur pengaruhnya terhadap kinerja waktu menggunakan analisa korelasiregresi, sehinga dimensi budaya organisasi yang berpengaruh terhadap kinerja waktu, dapat dihasilkan. Dimensi budaya organisasi proyek yang berpengaruh signifikan terhadap kinerja waktu adalah Efisiensi, Integrasi organisasi, Kejelasan sasaran, Komunikasi dan orientasi kinerja.

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Phenomenon of organizational culture is fundamental to know within organization, because can help to perform and improve organizational capabilities. To determine the relationship of organizational culture on the performance of the construction project. By identifying relevant dimensions of organizational culture in the construction industry problems and measure its influence on time performance with correloation-regression analysis, then the dimensions of organizational culture wich significantly influence the performance time, will be acquired. the dimensions of organizational culture of construction projects that significantly affect the time performance is the efficiency, integration organization, clarity of objectives, communication, and performance orientation."

"ABSTRAK In the past, women migrated as part of a family and for family reunification, but recently they have been migrating according to their own independent purposes. As the quantity of womens immigration increases, the feminization of migration has emerged as one prominent feature in international migration. In international migration, the migrant network is a major resource, and it is one major factor that greatly influences migrants settlement, stabilization, and successful migration in the host country. Therefore, the present study in- vestigated the role of migrant networks in international migration and exam- ined how migrant network policies are implemented in Koreas social in- tegration policy for foreigners. The researcher analyzed the status of migrant womens networks in Korea, which have been neglected in Koreas policy implementation. The results showed that migrant women in Korea have been excluded from the formation of a network that could enable them to acquire resources in their settlement due to their vulnerable social status. The policy was mostly focused on marriage migrant women and their families due to Koreans putting emphasis on the bloodline based on patriarchal thinking. It was also found that women who migrated with the purpose of securing a job by joining the formal market area had more difficulties in accessing the mi- grant network because of the lack of time and economic burden. More prac- tical policies need to be established to facilitate network formation and access for all migrant women, through which they can acquire resources."

"Cultural of organization represent component able to cause why a strategy earn implementation success at one particular company. Successful Organizational is adaptation organization able to be cultural to environment, place where the organization operated.Social responsibility is obligation of company to formulate to policy, taking decision and execute an action giving benefit to society. In attainment of organizational target among others is organizational strategy, organization chart and organizational system, power in organizational culture and organization. Therefore arising out main problem, what is there relation which significant between organizational culture with social responsibility of company?Theory the lifted is theory - theory of organizational culture and theory - social responsibility theory is and also continued with research method. This research cope to lay open relation between organizational culture with social responsibility of company in industrial area by using method of descriptive analyze and take population as sample or non sampling probability.Instrument the used is statement according to scale of Lingkert with score 5,4,3,2 and 1. By conducting spreading 65 questioners from 215 employees during period April 2004 in industrial area of Cikarang, Bekasi."