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Abstrak :
ABSTRAK
Telah ada peningkatan minat dalam topik keragaman gender dalam perusahaan. Hal ini disebabkan dari adanya manfaat yang dihasilkan dari memiliki tenaga kerja yang beragam (Hunt et al, 2015; Badal 2014; Medland, 2012) dan juga soal memberi kesempatan yang sama antara jenis kelamin. Topik ini mempunyai relevansi dengan struktur sebuah perusahaan dan dengan perwakilan perempuan dalam posisi top-level management. Telah diamati bahwa di berbagai negara, perusahaan memiliki tingkat yang berbeda dari perwakilan perempuan dalam posisi top-level management (Li dan Harrison, 2008, Carrasco et al, 2012). Tesis ini membahas pengaruh budaya nasional ke tingkat keragaman gender dalam setiap perusahaan. Berdasarkan kerangka teoritis dimensi budaya oleh Hofstede (1980) dan studi Carrasco et al (2012), tesis ini menemukan bahwa budaya nasional mempengaruhi keragaman gender dalam sebuah perusahaan. Negara-negara dengan nilai-nilai yang menonjol dari aspek power distance, uncertainty avoidance dan masculinity, memang memiliki relevansi terbesar untuk tingkat keragaman gender dalam posisi top-level management

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ABSTRACT
There has been an increasing interest in the topic of gender diversity in companies. This is due to the benefits generated from having a diverse workforce (Hunt et al, 2015; Badal, 2014; Medland, 2012) and also a matter of equal opportunity among genders. This topic acquired relevancy to the corporate structure of a company and thus the females? representatives in the top management level positions. It has been observed that in different countries, companies have different level of female representatives in the top management positions (Li and Harrison, 2008, Carrasco et al, 2012). This thesis discussed the influence of national culture to the level of gender diversity in corporate basis. Based on the theoretical framework of the cultural dimension by Hofstede (1980) and the study of Carrasco et al (2012), this thesis found that national culture does influence gender diversity in a company. Countries with prominent values of power distance, uncertainty avoidance and masculinity, does have the greatest relevance to the level of gender diversity in top management positions.

Abstrak :
ABSTRAK
Keberagaman anggota dewan merupakan salah satu isu yang terkait dengan corporate governance. Board diversity akan mempengaruhi implementasi corporate governance yang nantinya akan memmpengaruhi kinerja perusahaan. dalam penelitian ini, board diversity diukur dengan 4 variabel, yaitu keberadaan dewan direksi wanita, keberadaan dewan direksi berkewarganegaraan asing, latar belakang pendidikan, dan masa menjabat anggota dewan direksi. Sampel penelitian ini adalah 80 perusahaan manufaktur yang terdaftar di BEI tahun 2011. Hasil penelitian menunjukkan board diversity tidak berpengaruh terhadap kinerja perusahaan.

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ABSTRACT
Board diversity is one of the issue related to corporate governance. Board diversity shall influence board of director composition. In this research, board diversity is measured by 4 variables, i.e, woman in board, foreign in board, educational background, and tenure. Firm performance is measured by price to book value ratio. The research samples are taken from 80 manufacturing companies listed at IDX in 2011. This research shows that board of director diversity are not influencing the firm performance.

Abstrak :
Tujuan dari penelitian ini adalah untuk menganalisis pengaruh workforce diversity dan inclusion terhadap employee engagement pada Fakultas Ilmu Administrasi Universitas Indonesia. Penelitian ini merupakan penelitian kuantitatif dan menggunakan survei untuk menghimpun data dari para karyawan di sebuah perusahaan dengan instrumen kuesioner yang terdiri dari 38 butir pertanyaan dengan skala Likert 6 poin dari sangat tidak setuju sampai sangat setuju. Jumlah sampel pada penelitian ini adalah 115 tenaga kependidikan dan dosen Fakultas Ilmu Administrasi Universitas Indonesia dengan menggunakan total sampling. Untuk menganalisis, penelitian ini menggunakan path analysis, Confirmatory Factor Analysis (CFA), Cronbach’ alpha, uji korelasi, dan juga Sobel Test. Hasil penelitian ini menunjukkan bahwa workforce diversity memiliki pengaruh langsung terhadap inclusion dan employee engagement, kemudian inclusion berpengaruh secara langsung terhadap employee engagement, dan workforce diversity berpengaruh terhadap employee engagement secara tidak langsung melalui inclusion......The aim of this study is to analyze the influence of workforce diversity and inclusion on employee engagement in Faculty of Administrative Science University of Indonesia. This study is a quantitative research and using survey to collect data from employees in a corporation with questionnaire consisting of 38 questions with 6 points Likert scale from strongly disagree to strongly agree. This research distributed self-administrated to 115 education staff and lecturers of Faculty of Administrative Science University of Indonesia using total sampling. To analyze, this study is using path analysis, Confirmatory Factor Analysis (CFA), Cronbach’ alpha, correlation test, and Sobel Test. The results show that workforce diversity has a direct significant effect on inclusion and employee engagement, inclusion has a direct significant effect on employee engagement, and employee engagement has an indirect significant effect on employee engagement through inclusion.

Abstrak :
Penelitian ini bertujuan untuk menganalisis pengaruh langsung maupun tidak langsung dari dukungan terhadap keberagaman tenaga kerja dan toleransi terhadap ambiguitas pada kinerja individu karyawan di Indonesia. Pengaruh tidak langsung diperantarai oleh variabel perilaku kreatif. Peneliti mengolah 398 data yang berasal dari penyebaran kuesioner pada karyawan perusahaan swasta dan instansi pemerintah di Indonesia, khususnya bagi yang bekerja dalam tim, menggunakan metode Structural Equation Model (SEM) dengan bantuan perangkat lunak LISREL 8.80. Penelitian ini juga menggunakan metode Independent Sample T-Test untuk membandingkan rata-rata variabel pada beberapa kelompok responden. Penelitian ini menemukan bahwa dukungan terhadap keberagaman tenaga kerja memiliki pengaruh positif pada kinerja individu namun tidak memiliki pengaruh pada perilaku kreatif. Sedangkan toleransi terhadap ambiguitas memiliki pengaruh positif pada perilaku kreatif dan kinerja individu. Selanjutnya, penelitian ini menemukan terdapat perbedaan rata-rata dukungan terhadap keberagaman tenaga kerja, toleransi terhadap ambiguitas, dan perilaku kreatif antara karyawan di perusahaan swasta dan instansi pemerintah. ......This study aims to analyze both direct and indirect effect of support for workforce diversity and tolerance of ambiguity on individual work performance of employees in Indonesia. The indirect effect is mediated by creative behavior. This study involved 398 data collected from questionnaires filled out by of employees working in private company and government institution in Indonesia, especially for those who are working with team, using Structural Equation Model (SEM) method and processed by LISREL 8.80 software. This study also used Independent Sample T-Test to test the mean differences of all variables for some groups of respondents. The result showed that support for workforce diversity had positive impact on individual work performance, but had no impact on creative behavior. While tolerance of ambiguity had positive impact on creative behavior and individual work performance. Furthermore, this study found that there are mean differences on support for workforce diversity, tolerance of ambiguity, and creative behavior between employees working in private company and employees in government institution.

Abstrak :
Note: DIVERSITY IN ORGANIZATIONS is a comprehensive research-based text that will guide you through both the basics and details of the field. In-depth explorations of topics ranging from why diversity is important to how to become a diversity friendly employer provide practical information. You will also learn how to become a diversity-friendly employer, include workers often devalued, and how both dominant and non-dominant group members can work to effect change

Abstrak :
Organizations must learn to embrace and celebrate diversity as a business practice. But how do you ensure that your diversity programs met the demands of the global marketplace? This issue not only presents key demographic and workforce information, but gives you practical tips, techniques, and exercises that you can apply as you design the most appropriate diversity training program for your organization.

Abstrak :
Penelitian ini bertujuan untuk mengetahui pengaruh knowledge sharing, competency development, dan affective commitment terhadap turnover intention pada karyawan generasi milenial Indonesia. Penelitian ini merupakan penelitian kuantitatif dengan menggunakan cross-sectional design dan metode convenience sampling untuk mengumpulkan data primer. Sampel dalam penelitian ini diperoleh dari 540 karyawan generasi milenial Indonesia (lahir antara 1981-2000) dan pengolahan data dilakukan dengan menggunakan metode Structural Equation Modelling (SEM). Hasil penelitian menunjukkan bahwa knowledge sharing memiliki pengaruh positif terhadap competency development dan affective commitment, competency development memiliki pengaruh positif terhadap affective commitment, serta affective commitment memiliki pengaruh negatif terhadap turnover intention. Kontribusi teoritis dari penelitian ini adalah dapat menemukan pengaruh knowledge sharing, competency development, dan affective commitment terhadap turnover intention, serta kontribusi praktis dari penelitian ini adalah sebagai bahan pertimbangan untuk menurunkan turnover intention karyawan generasi milenial Indonesia. ......This study aims to discover the effects of knowledge sharing, competency development, and affective commitment on turnover intention of Indonesian millennial employees. This study uses a quantitative approach with cross-sectional design and convenience sampling method to collect primary data. Sample was obtained from 540 Indonesian Millennial employees (born between 1981 and 2000) while data is analyzed using Structural Equation Modelling (SEM). Results indicate that knowledge sharing has a positive effect on competency development and affective commitment, competency development has a positive effect on affective commitment, and affective commitment has a negative effect on turnover intention. The theoretical contribution of this study is the discovery of effects of knowledge sharing, competency development, and affective commitment on turnover intention, and the practical contribution is provision of considerable factors in minimizing the turnover intention of Indonesian millennial employees.