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"ABSTRACTThis study was about the performance of researchers in the Ministry of Home Affairs' Research and Development Agency (R & D Unit of the MoHA). This research was motivated by the suboptimal performance of researchers in developing policies in the Ministry of Home Affairs. The purpose of this study was to describe the performance of the researchers and their various efforts on research and development in the Ministry of Home Affairs and Regional Government. This study used Structural Equation Modeling (SEM). The results of this study showed that empowerment has a direct effect on innovation and improvement of the researcher's performance. This means that more empowerment will lead to an increase in the performance of MoHA and Regional Government researchers indicated by the increase in R & D innovations produced by the researchers. The Organization Commitment had a direct effect on innovation and improvement of the researcher's performance. This means that a high level of commitment in the organization will lead to an increase in the performance of MoHA and the Regional Government researchers, through the increase in innovations. Innovations had a direct effect on the researcher's performance. This means that a high degree of innovations will lead to an increase in the researchers' performance. Together, the increased empowerment and organizational commitment directly influence the performance of researchers. This means that increasing empowerment and organizational commitment at the same time will improve the researchers' performance. The novelty factor from this study was the theoretical implication that this study strengthens the previous studies, that empowerment directly influenced innovation and enhanced the researchers' performance, the organizational commitment had a direct effect on researcher innovation and improved the researchers' performance, innovations directly influenced the researchers' performance, and that empowerment and the organizational commitment together have a direct effect on the performance of researchers."

"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."

"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.

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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."

"ABSTRAKThis research aims to find out how significant the mindset, leadership, and family values influence the organizational culture of family firms. This research is a quantitative research which uses questionnaires as the data collection method. The population of this research is the students of University of Ciputra who attend the Family Business class in the odd semester of 2016 Entrepreneurship subject. There are 59 respondents data which fit as samples of this research and the data is processed by using the Partial Least Square (PLS) analysis method. The result of this research shows that (1) mindset significantly affects leadership, (2) leadership does not significantly affect the organizational culture of family firms, (3) mindset significantly affects family values, (4) family values significantly affect the organizational culture of family firms, (5) family values do not significantly affect leadership, (6) mindset does not significantly affect the organizational culture of family firms, and (7) the organizational culture of family firms can be formed by the leaders mindset which are reflected through the family values believed and applied within the companies."

"Pelaksanaan tugas Wakil Presiden yang luas dan dinamis harus didukung perangkat kinerja yang baik. Sebagai support systems pertama kepada Wakil Presiden, kedudukan Sekretariat Wakil Presiden (Setwapres) sangatlah strategis untuk meningkatkan kinerja organisasi dalam mewujudkan pelayanan prima. Namun pada kurun waktu tahun 2015-2019 terdapat penurunan pada hasil capaian kinerja Setwapres. Tujuan penelitian ini adalah menganalisis faktor-faktor yang mempengaruhi kinerja Setwapres dalam memberikan dukungan kepada Wakil Presiden ditinjau dari perspektif Kerangka 7S McKinsey. Penelitian merupakan penelitian deskriptif dengan pendekatan kualitatif. Penelitian menggunakan data primer dan data sekunder. Sumber data primer menggunakan metode wawancara. Sumber data sekunder menggunakan penelusuran data dokumen relevan. Semua data disajikan secara deskriptif dan dianalisis melalui reduksi data, penyajian data, dan verifikasi. Hasil penelitian menunjukkan bahwa faktor-faktor kinerja Setwapres ditinjau dari Kerangka 7S McKinsey yaitu structure dimana sudah ada kejelasan pembagian tugas dan fungsi serta adanya koordinasi yang baik; style dimana kepemimpinan demokratis membuat komunikasi berjalan baik disertai keterlibatan langsung pimpinan dalam pelaksanaan tugas; dan shared values yang disertai kegiatan internalisasi dan penguatan. Sementara faktor strategy dimana masih terdapat kegiatan unit kerja yang belum sesuai dengan program prioritas Wakil Presiden serta kegiatan evaluasi yang masih berfokus pada perubahan target kinerja; system dimana pengimplementasian SOP belum seluruhnya sesuai serta belum adanya mekanisme khusus dalam pengawasan; staff dimana masih kurangnya jumlah ASN sebagai Pramusaji Kepresidenan serta penempatan yang belum sesuai latar belakang pendidikan; dan skills yang belum seluruhnya sesuai dengan kebutuhan organisasi dan belum didukung oleh pelatihan yang menunjang.

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The implementation of the Vice President’s duties which are comprehensive and dynamic shall indeed be supported by apparatus with good performance. The position of Vice President Secretariat as the first support systems of the Vice Presiden is very strategic to enhance its performance in realizing excellent service. However, in the period 2015-2019 there was a decrease in the performance achievements of Vice President Secretariat. This research is aimed at analyzing factors affecting the Vice President Secretariat Organization’s performance in supporting the Vice President in terms of 7S McKinsey’s Framework. This research is a descriptive method with a qualitative approach. This research used data sources namely primary data and secondary data. The primary data source used an interview method and the secondary data was taken by tracing the relevant documents. All data were presented descriptively and analyzed through data reduction, data presentation, and verification. The research results show that structure in which there has been a celar job desk and functions, and coordination which is well conducted; style in which the democratic leadership causes the communication to be well conducted, in addition to the direct involvement of the leader in implementing duties; and there is a shared values accompanied with the internalization and the dissemination programs. Meanwhile strategy in which there are some program that are not in line with priority programs handled by the Vice President and evaluation activities that still focus on changing performance targets; system in which the implementation of SOP that has not fully been appropriately conducted and there is no mechanism for monitoring; staff in which there is lack of Civil Servant Human Resources having duties to support household services to the Vice President and the Human Resourse placement that has not fully been in line with the educational background; and skills that haven’t been supported by appropriate trainings."