Hasil Pencarian  ::  Simpan CSV :: Kembali

"ABSTRACTThe behavior of bureaucratic apparatus in the implementation of the capital expenditure budget in the Office of Public Works and Spatial Planning of Sumedang Regency, West Java Province, still shows a deviant tendency. The problem behind the bad behavior of bureaucratic apparatus in managing the state budget is because of the lack of self-control to prevent deviant behavior and, vice versa, there is a strong intention to behave deviant. Therefore, the purpose of this study is to examine the implementation of the capital expenditure budget in the perspective of the behavior of individual bureaucratic apparatus related to intentions that are formed from a combination of attitudes, subjective norms, and behavioral control. The research method used is qualitative with a behavioral approach so that it can explain the data and information obtained from observation, interviews, and focus group discussions. The validity and reliability of the research are explained and verified with the theories of public administration science so that answers can be formulated as the formulation of the problem. The results showed that the behavior of the bureaucratic apparatus was determined by the intention of a number of efforts and endeavors to make a growing deviation in the implementation of the capital expenditure budget, it was built from the attitude of bureaucratic apparatus that lacked integrity and ployed loyalty. The attitude of the apparatus is in line with the subjective norms of the leaders and stakeholders who hope that each individual who plays a role in project management will get a number of resources determined according to the budget ceiling amount of the contract package for construction work and procurement of operational goods. The attitude and subjective norms of the bureaucratic apparatus can be achieved well because the behavior control is confirmed to be very low."

"In this study, the relationship between high performance work system (HPWS) and organizational citizenship behavior (OCB) in multinational corporations (MNCs) in Vietnam, a fast-developing country with highly economic growth in Asia, was investigated. Besides, the underlying mechanism of this relationship was also explored. From the social exchange approach, an underlying mediated mechanism of career success in the relationship between HPWS and OCB was hypothesized. Data collected from individual employees working in multinational companies in Vietnam was used to test the hypotheses. The research findings supported the partial mediating role of career success in the positive relationship between HPWS and OCB. In addition, research implications as well as suggestions for future research were also presented."

"Work engagement merupakan tren baru dalam positive psychology yang mulai muncul di kalangan akademisi karena psikologi dikritik lebih banyak membahas mental illness daripada mental wellness. Melihat berbagai dampak positif work engagement terutama agar perusahaan mendapatkan usaha lebih dari Generasi Y dan kebutuhan Generasi Y untuk mendapatkan feedback dan dukungan lainnya dari coach agar engaged ke pekerjaan, maka peneliti ingin meneliti hubungan antara managerial coaching dan work engagement pada karyawan Generasi Y. Sebagai penelitian kuantitatif, penelitian ini menggunakan kuesioner untuk mengumpulkan data dari 156 responden Generasi Y dari berbagai sektor industri di Jakarta dan sekitarnya. Hasil korelasi Pearson menunjukkan bahwa persepsi terhadap managerial coaching memiliki hubungan yang positif dan signifikan dengan work engagement, yaitu r (162) = 0.430, p< 0.01. Berdasarkan analisis dengan dimensi-dimensi work engagement, ditemukan bahwa terdapat hubungan positif yang signifikan antara managerial coaching dengan dimensi semangat, dedikasi, dan absorpsi.

---

Work engagement is a new construct in positive psychology and became concern in academic researchers because psychology was criticized for mostly discussing mental illness than mental wellness. Work engagement has positive impacts, especially to help company get the most from Generation Y, and because Generation Y needs feedback, supports from coaches to make them engaged, this research examine the relationship between managerial coaching and work engagement in Generation Y employees. As a quantitative study, the methodology used in this study is questionnaire to get data from 156 Generation Y from several industries in Jakarta and cities around Jakarta.

The result of Pearson correlation shows that managerial coaching has positive significant relationship with work engagement in Generation Y, r (162) = 0.430, p < 0.01. The analysis also showed that there is a positive significant relationship between managerial coaching and the dimensions of work engagement, which are vigor, dedication, and absorption."

"ABSTRACTThe regional autonomy implemented for more than two decades is not entirely a success. An evaluation of the regional governance shows that many of the regional heads are tangled in legal cases, have bad financial management, and some other problems in the different levels of government. As such, it is necessary to examine the implementation of the development and supervision policy which aims to ensure the effectiveness of the regional autonomy. This study used a mixed, two stages method, with a quantitative approach using multiple regression analysis and followed by the qualitative approach of triangulation and ASOCA (Ability, Strength, Opportunities, Culture, and Agility) analysis method. The population in this study is the whole autonomous region in Indonesia (542 regions) with a sample of 85 regions. The quantitative analysis showed significant influence between the implementation of policy and development and supervision to the effectiveness of the regional autonomy. The qualitative analysis supported the quantitative analysis result and found new the dominant factors that produce a new model (novelty) called HADI (Human resources, Acceptance, Development, and Innovation) as an alternative model of the development and supervision policy for the effectiveness of regional autonomy. This study concluded that the successful implementation of an effective regional autonomy is very much influenced by the implementation of the policy and that a HADI model could be used as an alternative solution to the problem."

"Skripsi ini membahas tentang perlu atau tidaknya sebuah improvement yang sudah dilaksanakan di PT. Astra Daihatsu Motor dilanjutkan mengingat setelah perbaikan pengintegrasian Getsudo dalam penanganan engineering change dilaksanakan pun keterlambatan tanggal implementasinya masih saja terjadi. Secara spesifik tujuan dari penelitian ini adalah menganalisis apakah ada perbedaan yang signifikan antara jumlah keterlambatan engineering change sebelum penerapan Getsudo (tahun 2010) dan sesudah penerapan Getsudo (tahun 2011), selain itu juga menganalisis apakah ada perbedaan yang signifikan antara jumlah keterlambatan engineering change sesudah penerapan Getsudo pada tahun pertama (2011) dan pada tahun kedua (2012), serta mencari masukan perbaikan yang lain jika di ketahui perbaikan yang sudah dilakukan tidak bermanfaat bagi perusahaan. Penelitian ini adalah penelitian kuantitatif dengan desain inferensial yang mana menggunakan uji statistik non parametrik mann whitney yang dipadukan dalam metode penelitian Six sigma. Hasil penelitian menyarankan bahwa improvement tersebut harus tetap dilanjutkan karena secara signifikan berdampak positif dalam menekan keterlambatan dan membantu meningkatkan efisiensi produksi, selain itu juga kesadaran akan pentingnya aktivitas engineering change dari tiap-tiap departemen yang terlibat harus ditingkatkan, agar tujuan dari improvement yang sudah berjalan dapat sesuai dengan yang diharapkan.

---

The focus of this study whether important or not an improvement that was implemented in PT. Astra Daihatsu Motor to be continued considering after integration Getsudo implemented on the engineering change implementation handling, date of "in/out phase" delays still occur.

Specifically, the purpose of this study was to analyze whether there is a significant difference or not between the amount of delay before the application of engineering change Getsudo (in 2010) and after application of Getsudo (in 2011), also analyzing whether there is a significant difference or not between the amount of delay after the application of engineering change Getsudo in the first year (2011) and in the second year (2012), as well as seeking input other improvements if the improvements are already in the know do not benefit for the company.

The research is inferential quantitative research design which uses nonparametric statistical tests mann whitney combined in Six sigma research methods.

Results of the study suggest that such improvement should continue as a significant positive impact in reducing delays and help to improve production efficiency, but also awareness of the importance of engineering change activity of each of the departments involved should be increased, for the purpose of improvement which has been running can be as expected."

"Ombudsman RI mempunyai kebijakan pengembangan organisasi dalam bentuk Grand Design yang ditetapkan dengan Peraturan Ombudsman Nomor 8 tahun 2010. Tujuan penelitian adalah untuk mengetahui keberhasilan pelaksanaan kebijakan pengembangan organisasi dalam melaksanakan peran pengawasan penyelenggaraan layanan publik. Analisis dalam penelitian ini menggunakan pembanding teori pengembangan organisasi dengan model weisbord dan analisis efektifitas pelaksanaan kebijakan pengembangan organisasi tersebut dengan pendekatan system dinamics. Hasil penelitian ini menunjukkan bahwa kurangnya sosialisasi merupakan permasalahan simtomatik sedangkan kurangnya kinerja merupakan permasalahan fundamental. Memperbaiki permasalahan simtomatik dapat diperoleh hasilnya secara cepat berupa pemahaman masyarakat tentang hak dan kewajiban masyarakat dalam memperoleh layanan publik dan peran ombudsman sebagai pengawas penyelenggaraan pelayanan publik, namun hanya dapat menyelesaikan permasalahan dalam jangka pendek (dua siklus/tahunan). Sedangkan, peningkatan kapasitas organisasi merupakan masalah fundamental yang meskipun penyelesaiannya lebih lambat hasilnya namun dapat menyelesaikan permasalahan dalam waktu lebihsecara jangka panjang guna menyelesaikan laporan masyarakat kepada ombudsman terkait permasalahan yang dihadapi dalam memperoleh layanan publik.

---

Policy of organization development on Ombudsman of Republic Indonesia has stated on Ombudsman?s Regulation Number 8 Year 2010 titled Grand Design of Ombudsman of Republik of Indonesia. Objectives of the research is to measure effectivenes of the policy implementation on organization development of Ombudsman to supervise public service delivery. Analysis in this research compare Organization Development Theory with Weisbord`s model and measuring efectiveness of policy implementation by system dynamics approach.

Result of the research shows lack of publication as a symptomatic problem which is trying to improve public awareness in according public right and ombudsman role as supervisor of public-service-delivery. and low performance which is needed to accomplished public complaints adrdres to Ombudsman as a fundamental problem. Solving the symptomatic problem has result instantly but its improvement imply in short term (2 cycles/years) only. Otherwise, improving performance and capacity of the organization need longer time to fix but imply for longer term."