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"Penelitian ini membahas bagaimana pengaruh Knowledge Management terhadap Job Satisfaction. Penelitian ini menggunakan metode single cross sectional, yaitu pengumpulan data atau informasi hanya satu kali di setiap sampel elemen populasi dan kuesioner disebar secara online ke 102 Fungsional Pemeriksa Pajak di Direktorat Jenderal Pajak. Terdapat lima dimensi Knowledge Management yang ada dalam penelitian ini, yaitu Knowledge Acquisition, Knowledge Sharing, Knowledge Creation, Knowledge Codification, dan Knowledge Retention. Dalam penelitian ini menunjukkan Knowledge Sharing mempunyai pengaruh positif yang signifikan terhadap Job Satisfaction para Fungsional Pemeriksa Pajak. Sedangkan empat dimensi Knowledge Management lainnya, yaitu Knowledge Acquisition, Knowledge Creation, Knowledge Codification, dan Knowledge Retention tidak berpengaruh positif tehadap Job Satisfaction. Memahami pengaruh dimensi Knowledge Management terhadap Job Satisfaction dapat membantu manajer untuk memprediksi perilaku karyawan dan rencana manajerial ke depannya, oleh karena itu penelitian ini juga terdapat implikasi manajerial yang dapat dilakukan manajer serta saran pada penelitian selanjutnya.

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This thesis discusses how the impact of Knowledge Management on Job Satisfaction. This study uses a single cross sectional method, namely collecting data or information only once in each sample element of the population and the questionnaire distributed online to 102 Functional Tax Auditors at the Directorate General of Taxes. There are five Knowledge Management dimensions in this study, namely Knowledge Acquisition, Knowledge Sharing, Knowledge Creation, Knowledge Codification, and Knowledge Retention.

In this study, Knowledge Sharing has a significant positive effect on Tax Inspector Functional Job Satisfaction. While the other four Knowledge Management dimensions, namely Knowledge Acquisition, Knowledge Creation, Knowledge Codification, and Knowledge Retention do not have a positive effect on Job Satisfaction. Understanding the influence of Knowledge Management dimensions on Job Satisfaction can help managers predict employee behavior and managerial plans in the future, therefore this study also has managerial implications that managers can take and suggestions for future research."

"Penelitian ini bertujuan untuk mengetahui pengaruh knowledge management system terhadap perilaku inovatif pada pegawai di organisasi publik. Perkembangan teknologi dan informasi di era digital serta adanya pandemik covid-19 telah membawa organisasi publik menghadapi suatu kondisi yang semakin berfluktuasi (volatility), penuh ketidakpastian (uncertainty), kompleks (complexity), dan penuh ketidakjelasan (ambiguity) atau biasa disingkat VUCA. Guna menghadapi kondisi VUCA tersebut, organisasi publik diharapkan dapat melakukan berbagai upaya perubahan yang lebih adaptif, di mana perubahan yang dilakukan oleh organisasi perlu didukung oleh suatu langkah inovasi. Knowledge management system diyakini dapat mendorong organisasi publik dalam melakukan berbagai inovasi dikarenakan tata kelola pengetahuan mampu mendorong para pegawai selaku Sumber Daya Manusia (SDM) di suatu organisasi untuk dapat berperilaku inovatif. Knowledge management system sendiri terdapat dua faktor kunci utama yaitu faktor pendorong (enabler) dan faktor pemroses knowledge management system, yang mana faktor enabler dalam penelitian ini meliputi Leader-Member Exchange (LMX) dan infrastruktur IT, sedangkan faktor pemroses pada penelitian ini meliputi knowledge creation, knowledge sharing, dan knowledge utilization. Penelitian empiris ini dilakukan kepada 110 pegawai yang bekerja di instansi pemerintah pusat, di mana hasil penelitian ini menunjukan bahwa LMX dan infrastruktur IT dapat meningkatkan perilaku inovatif para pegawai di organisasi publik dengan knowledge creation sebagai mediatornya.

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This study examines the effect of knowledge management system on employee innovative behavior in public organizations. Development of technology and information in digital era as well as the covid-19 pandemic, has brought the organization to face VUCA (volatility, uncertainty, complexity, and ambiguity) condition. In order to deal with VUCA condition, public organizations are expected to be able to do some innovation. Knowledge management system can support employee in the organizations to be innovative. While knowledge management system has two key factors, the enabler factor and the process factor of knowledge management system itself. In this study Leader-Member Exchange (LMX) and IT infrastructure become the enabler factors, meanwhile knowledge creation, knowledge sharing, and knowledge utilization become the process factors. This empirical research is conducted on 110 employees who work in central government. The result indicates that LMX and IT infrastructure can increase the employee innovative behavior in public organizations by knowledge creation as a mediator."

"Penelitian ini bertujuan untuk mengkaji hubungan antara faktor-faktor Vision and Goals, Social Networks, Performance-based Reward System, Utilization of IT Application (IT Utilization), dan Centralization terhadap proses KM yaitu employee knowledge acquisition capabilities dan employee knowledge application capabilities. Selain itu penelitian ini juga mengkaji hubungan antara yaitu employee knowledge acquisition capabilities terhadap employee knowledge application capabilities. Pengujian model dan pengolahan data penelitandilakukan dengan metode SEM melalui aplikasi LISREL 9.2. Dari hasil pengujian bahwa Performance-based Reward System dan Utilization of IT Application (IT Utilization) berpengaruh positif dan signifikan terhadap employeeknowledge acquisition capability. Employee knowledge acquisition capability juga terbukti berpengaruh positif dan signifikan terhadap employee knowledge application capability. Hal tersebut membuktikan bahwa untuk mencapaiemployee knowledge application capability harus melalui employee knowledge acquisition capability.

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This study aims to examine the relationship between factors Vision and Goals, Social Networks, Performance-based Reward System, Utilization of IT Application (IT Utilization), and Centralization of the process of knowledge acquisition KM ie employee capabilities and employee knowledge application capabilities. In addition this study also examines the relationship between employee knowledge acquisition capabilities on employee knowledge application capabilities. Testing data processing models and research done by the method of SEM through LISREL 9.2 applications. From the test results that Performancebased

Reward System and Utilization of IT Application (IT Utilization) positive and significant effect on employee knowledge acquisition capability. Employee knowledge acquisition capability also proved positive and significant impact on employee knowledge application capability. It proves that in order to achieve employee knowledge application capability must be through employee knowledge acquisition capability."

"ABSTRAKSejalan dengan berkembangnya masyarakat informasi dan masyarakat berpengetahuan, maka organisasi akan memerlukan lebih banyak pekerja yang berpengetahuan. Reformasi Birokrasi menjadi sebuah keharusan bagi seluruh Kementerian/ Lembaga serta Pemerintah Daerah tak terkecuali bagi Kementerian Ketenagakerjaan sebagai leading sector pembangunan tenaga kerja di Indonesia. Penelitian ini menggunakan paradigma kualitatif dan pengumpulan data melalui wawancara serta dokumen. Hasil penelitian menunjukkan bahwa proses knowledge creation melalui SECI belum sepenuhnya terjadi karena lebih didominasi oleh pengetahuan eksplisit dan lebih dominan pada tahap kombinasi serta terkendala pada pemahaman visi dan belum adanya database. Saran yang diberikan yaitu perlu dibentuk community of practice dan learning by doing, komunikasi visi dan misi serta database diklat.

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ABSTRACTIn line with the development of information society and knowledge society, the organization will need more knowledgeable workers. Bureaucratic Reform becomes a must for all Ministries Institutions and Local Government is no exception for the Ministry of Manpower Kemnaker as the leading sector of labor development in Indonesia. This study uses qualitative paradigm and data collection through interviews and documents. Informants in this study include druktural officials, widyaiswara and staff at Pusdiklat.The result of the research shows that the process of knowledge creation through SECI has not fully happened because more dominated by explicit knowledge and more dominant in combination stage and lack of vision and lack of databases. This research concludes the need to establish community of practice to encourage the exchange of knowledge, need learning by doing, the need for vision and mission communication and database of education and training."