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Abstrak :
YOGYA Department Store as a company in retail business lndustry is operating in a very high competition business. With that kind of competition level the company was enforced to maximized its competitive advantage. Human Resource Management in today economic condition has avery strategic function within a company as one of a scarce competitive advantage that not easy to be copied by the competitor (Pfeffer, 1998).

Human resource as a core of the competitive advantage, should have a related job competencies and also commitments that will guarantee the performance outputs. Meyer & Herscovitch, 2001, describes that commitment to the workplace can take various forms, and, arguably have the potential to influence organizational effectiveness and also employee well-being.

Pfeffer 81 Veiga, 1999, describes 7 (seven) Human Resource Management Practices that always became focus of management attention and as characters of the organization that place its human resource as its competitive advantage. McElroy, 2001, explained the relationship between the 7 (seven) Human Resources Management Practices and the employee commitment.

The objective of this research is to explore the impact of one of the seven Human Resource Management Practices, that is self-managed team decentralization or empowered team, on employee commitment. The object of the research are sales teams at YOGYA Kepatihan Department Store.

Kirkman & Rosen, 1999, explained that the empowered team will be more productive and more proactive comparing to the traditional team that less empowered. The empowered team also has higher level of customer service, job satisfaction, and commitments to the team and the organization.

Marks, Mathieu 81 Zacoaro, 2001, explained that team processes are the means by which members work interdependently to utilize various resources, such as expertise, equipment, and money, to field meaningful outcomes (e.g., product development, rate of work, team commitment, employee satisfaction).

Mathieu, Gilson, and Ruddy, 2006, through their research proved that team processes as the variables that fully mediated the influence of empowerment on outcomes, which one of the outcomes is employee commitment to the organization.

Using 162 sales force as sales team at YOGYA Kepatihan Department Store, the authors tested the model that proposed by Mathieu, Gllson and Ruddy. The result was that some of the dimensions of team empowerment has impact on some of the dimensions of team processes which than has impact on some of the dimensions of the employee commitment.

Abstrak :
Tesis ini terfokus pada usaha untuk meningkatkan pemberdayaan psikologis terhadap kesiapan individu untuk perubahan organisasi. Pemberdayaan psikologis terkait dengan faktor individual dalam menghadapi perubahan organisasi, yaitu penggunaan sistem digitalisasi pada proses kerja sumber daya manusia. Karyawan pada level manajerial mempunyai tanggung jawab dalam implementasi perubahan terkait dengan implementasi dari sistem digitalisasi yang akan digunakan. Berdasarkan penggalian awal, masalah yang muncul merupakan kurangnya motivasi dalam diri karyawan pada level manajerial karena perubahan dianggap sebagai penambahan pekerjaan. Peneliti mengukur korelasi konstruk motivasional pemberdayaan psikologis dan kesiapan untuk berubah. Alat ukur pemberdayaan psikologis yang digunakan mengacu pada Spreitzer (2008) dan alat ukur kesiapan untuk berubah mengacu pada Holt, dkk (2007). Hasil perhitungan menggunakan Pearson Correlation dari 36 responden menunjukkan bahwa pemberdayaan psikologis berkorelasi positif secara signifikan dengan dimensi change-self efficacy pada kesiapan untuk berubah. Berdasarkan hasil tersebut, peneliti menetapkan program intervensi berupa workshop "Appreciative Inquiry" kepada karyawan di level manajerial. Selanjutnya, peneliti melakukan evaluasi level kedua program workshop dan hasilnya yaitu terdapat peningkatan skor pengetahuan setelah diberikan workshop "Appreciative Inquiry" pada karyawan level manajerial. ......This thesis was focused on the efforts to improve psychological empowerment on readiness to change. Psychoogical empowerment is related to individual factor in facing organizational change, which is digitalization system used for human resources" process of work. Manajerial level has responsible as organizational change implementation in which digitalization will use. Based on the initial diagnosis, existing problems can be attributed to low motivation of managerial level, in which organizational change as considered to extra work. Researcher measured the correlation between psychological empowerment as motivational contruct and readiness to change. Psychological empowerment scale for this research was developed by Spreitzer (1995) and readiness to change scale was developed by Holt et. al (2007). Result calculated using Pearson Correlation of 36 respondents showed that psychological empowerment, significantly positively correlated change self-efficacy dimension of readiness to change. Based on this result, researcher determined that intervention program was to provide an "appreciative inquiry" workshop to managerial level employees. Furthermore, researchers conducted a second level evaluation workshop program and the result that there was an increase in knowledge after the "appreciative inquiry" workshop was given to managerial level employees.

Abstrak :
ABSTRAK
Pentingnya isu komitmen karyawan terhadap organisasi mendorong perlunya dilakukan identifikasi terhadap beberapa factor yang dapat menciptakan kepuasan kerja karyawan. Dalam penelitian ini factor yang perlu dikasi adalah gaji, supervise, kondisi kerja, dan rekan sekerja. Dari hasil penganalisan diperoleh kesimpulan bahwa secara simultan kepuasan kerja berpengaruh sebesar 0,015 terhadap komitmen karyawan sedangkan secara parsial lebih dominan berpengaruh unsur kondisi kerja.

Abstrak :
The existence of human resources in management is very strategic; even it becomes a crucial factor to success in implementing any activities and achieving its goals. It can be comprehended because even other resources are available; they are beneficial if other resources are empowered by good quality human resources. It means that human who has ability and willingness, and meets the need of organizational activities will accomplish expected productivity of work. This research aims to analyze the main problem in this thesis which is, is there any relation between human resource empowemlent with employee's productivity of work in that institution and what are the factors which relate to human resource empowerment" The aim of the research is to analyze, the relation between human resource empowerment and employee's productivity of work and factors which are significant in the human resource empowerment process. The method of survey is used in this research which is carried out in the National Law Education Institution. It is applied to analyze the population (universe), big and small population, then select and analyze the sample which is chosen from the population, to find incident, distribution, and relative inter-relation of the sociology and psychology variables. The result of the analysis show that respondents characteristics influence the productivity except age of respondent. Meanwhile, correlation between empowerment of human resource and empIoyee's productivity of work is significantly strong, The factors which intiuence the empowerment of human resource are ability, employee?s work placement, obvious authority, responsibility, trust, support, leadership and motivation.

Abstrak :
Peranan pajak semakin menentukan dalam pembangunan. Di APBN terlihat bahwa dari tahun ke tahun peranan pajak dalam mendukung pembiayaan belanja negara semakin meningkat. Direktorat Jenderal Pajak sebagai salah satu institusi pemerintah di bawah Departemen Keuangan yang mengemban tugas untuk mengamankan penerimaan pajak dituntut untuk selalu dapat memenuhi pencapaian target penerimaan pajak yang senantiasa meningkat dari tahun ke tahun di tengah tantangan perubahan yang terjadi dalam kehidupan masyarakat. Adanya Good Governance dan manajemen organisasi yang sehat merupakan prasyarat untuk dapat mencapai keberhasilan dalam melaksanakan tugas Direktorat Jenderal Pajak secara keseluruhan. Untuk itu, dalam rangka meningkatkan citra, kerja, dan kinerja Direktorat Jenderal Pajak menuju ke arah profesionalisme dan menunjang terciptanya pemerintahan yang baik (good governance), Direktorat Jenderal Pajak telah merencanakan program modernisasi di seluruh kantor di Direktorat Jenderal Pajak yang dilakukan secara bertahap. Adapun ciri dari modernisasi perpajakan atau penerapan Sistem Administrasi Perpajakan Modern (SAPM) adalah adanya suatu mekanisme kerja (administrasi) yang berlandaskan computer (computer based), struktur organisasi yang disusun dengan pendekatan fungsional dan perilaku pekerjaan yang bersandar pada Kode Etik Direktorat Jenderal Pajak serta penataan fisik kantor yang lebih nyaman dan tertata. Dari sisi kepegawaian salah satu ciri utama kantor pajak yang telah menerapkan SAPM adalah adanya Staf Pendukung Pelayanan (SPP) yang berada di bawah seksi Pengawasan dan Konsultasi. Perbedaan paling utama antara Kantor Pelayanan Pajak yang menggunakan SAPM dibandingkan dengan Kantor Pelayanan Pajak yang lama adalah adanya Staf Pendukung Pelayanan (SPP). Secara teknis, Staf Pendukung Pelayanan dalam lingkungan Kantor Pelayanan Pajak Modern bisa diartikan sebagai pegawai yang dipilih oleh DJP serta diberikan kepercayaan dan kewenangan untuk memberikan pelayanan, pembinaan, dan pengawasan secara langsung kepada Wajib Pajak yang telah ditunjuk menjadi tanggung jawabnya. Dengan fungsinya ini, seorang SPP dituntut untuk memiliki pemahaman mendalam tentang bisnis dan kebutuhan Wajib Pajak dalam hubungannya dengan kewajiban perpajakan. Disamping itu, SPP juga menjadi orang yang ditugaskan oleh DJP untuk memberikan informasi mengenai kondisi riil pemenuhan kewajiban perpajakan Wajib Pajak yang menjadi tanggung jawabnya. Hal ini merupakan salah satu langkah konkrit kebijakan knowing your tax payer yang dijalankan oleh DJP sejak beberapa tahun lalu. Dengan diterapkannya SAPM , dimana seorang Staf Pendukung Pelayanan merupakan tulang punggung Kantor Pelayanan Pajak dalam rangka pengawasan terhadap kepatuhan Wajib Pajak, maka diharapkan kesadaran Wajib Pajak akan meningkat, sehingga pada gilirannya akan meningkatkan penerimaan negara untuk membiayai pembangunan. Bercermin pada keadaan tersebut, maka penulis tertarik untuk melakukan penelitian dalam tesis ini. Tujuan dari penelitian ini adalah untuk mempelajari, menganalisis, dan menggambarkan mengenai peranan Staf Pendukung Pelayanan dalam rangka meningkatkan kepatuhan Wajib Pajak dan penerimaan pajak pada Kantor Pelayanan Pajak Pratama Jakarta Sawah Besar Satu. Obyek penelitian ini adalah di Kantor Pelayanan Pajak Pratama Jakarta Sawah Besar Satu. KPP Pratama Jakarta Sawah Besar Satu telah menerapkan Sistem Administrasi Perpajakan Modern (SAPM) sehingga mempunyai suatu mekanisme kerja (administrasi) yang berlandaskan komputer (computer based), struktur organisasi yang disusun dengan pendekatan fungsional dan perilaku pekerjaan yang bersandar pada Kode Etik Direktorat Jenderal Pajak. Metode penelitian yang digunakan dengan menggunakan metode analisa deskriptif dimana pengumpulan data dilakukan dengan melalui penelitian kepustakaan, penelitian lapangan, dan melakukan wawancara dengan beberapa responden. Hasil penelitian ini menunjukkan bahwa Kinerja SPP dalam melaksanakan tugas sudah cukup baik, terlihat dari adanya peningkatan produktivitas pembinaan dan pengawasan Wajib Pajak. Peningkatan produktivitas pembinaan dan pengawasan yang dilakukan SPP belum memberikan peran yang optimal terhadap tingkat kepatuhan Wajib Pajak KPP Pratama Jakarta Sawah Besar Satu. Hal ini terlihat dari masih rendahnya peningkatan kepatuhan Wajib Pajak dalam melaksanakan kewajiban pelaporan SPT Tahunan PPh Badan, PPH Pasal 21, dan PPh Orang Pribadi di tahun 2006 dibandingkan dengan tahun 2005 dan tahun 2007 dibandingkan dengan tahun 2006. Peran Staf Pendukung Pelayanan kurang optimal dalam rangka meningkatkan kepatuhan Wajib Pajak tetapi dari sisi penerimaan pajak terdapat peningkatan. Hal ini tercermin dari adanya peningkatan prosentase realisasi penerimaan pajak tahun 2006 dibandingkan realisasi penerimaan pajak tahun 2005 dan realisasi penerimaan pajak tahun 2007 dibandingkan realisasi penerimaan pajak tahun 2006.

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Expenditure Budget it can be seen that from year to year the role of tax in supporting state expenditure finance increasingly increases. The general Director of State as one of government institution under the department of finance as the man in charge for securing tax acceptance is demanded to be able for fulfilling tax acceptance target that often increases from year to year in the middle of change challenge happened in community life. The existence of healthy good governance and organization represents a principal requirement for realizing the successful in implementing the duty of General Director of Tax wholy. Therefore, in the event of increasing image, working, and performance of The General Director of Tax for realizing professionalism and supporting good governance, The General Director of Tax has planned modernization program in all offices at The General Director of Tax implemented step by step. The characteristic of taxation modernization or Modern Taxation Administration System (SAPM) are the existence of a work mechanism relied on computer based, organization structure arranged with functional and working behavior approaches relied on Code of Ethics of The General Director of tax and more convenience and arranged orderly. From employee aspect one of main characteristic of office tax already implemented SAPM is the existence of Servicing Support Staf under Supervision and Consultacy Division. The main difference among tax servicing office using SAPM compared to The old Tax Servicing Office is the existence of Servicing Support Staff (SPP). Technically, Servicing Support Staff in modern tax servicing office means as employee selected by DJP as well as burdened trust and authority for realizing servicing, guidance and supervision directly to tax obligator determined as their responsibility. With this function, a SPP is demanded for having depth understanding regarding tax obligation business and needs in its relation with taxation obligatory. In addition, SPP also becomes the people who are burdened duties by DJP for disseminating information regarding real condition of tax obligatory compliance of tax obligor becoming his/her responsibility. This matter represents a tangible step of your tax payer policies implemented by DJP since several years ago. With the implementation of SAPM, in which a servicing support staff represents a backbone of tax servicing office in the event of supervision on tax obligor compliance, further it is expected that tax obligor awareness will be increased and finally it will increase state acceptance for development finance. Mirroring in the condition, the writer is interested for conducting the research for this thesis. The objective of this research is to learn, analyze and describe servicing support staff in the event of increasing tax obligor compliance and tax acceptance at Pratama Tax Servicing Office of Jakarta Sawah Besar Satu. The object of this search is at Pratama Tax Servicing Office of Jakarta Sawah Besar Satu. KPP Pratama Jakarta Sawah Besar Satu has implemented Modern Taxation Administration System (SAPM) so that it has a work mechanism (administration) relied on computer based, organization structure arranged with functional and work behavior approaches relied on Code of Ethics of General Director of Tax. The Research Method used is with using descriptive analysis method where data collection was done through library research, field research and interview with several respondents. The result of this research shows that SPP performance in implementing duties is enough good, it can bee seen from the increase of guidance and supervision productivity of tax obligor. The increase of guidance and supervision productivity conducted by SPP have not done optimally yet on Tax obligor compliance level of KPP Pratama Jakarta Sawah besar Satu. This matter can be seen from the lower level of tax obligor compliance increase in implementing reporting duties such as SPT annual PPh Badan, PPH Article 21 and PPH Personal in 2006 compared to 2005 and 2007 compared to 2006. The role of servicing support staff is less optimal in the event of increasing tax obligor compliance but from tax acceptance aspect it can be found any increase. This matter can be mirrored from the increase of tax acceptance realization percentage 2006 compared to tax acceptance realization 2006 and tax acceptance realization 2007 compared to tax acceptance realization 2006.

Abstrak :

 

Reserse Kriminal (Reskrim) merupakan salah satu fungsi yang dimiliki oleh Kepolisian Negara Republik Indonesia yang melaksanakan tugas penegakan hukum meliputi penyelidikan, penyidikan dan koordinasi serta melakukan pengawasan terhadap Penyidik Pegawai Negeri Sipil yang lebih dikenal dengan PPNS.Kapolri menyatakan bahwa banyak keluhan dari masyarakat ihwal kinerja bidang reserse di kepolisian.Polda Bali merupakan salah satu Polda Tipe A, Polresta Denpasar merupakan salah satu polres yang memiliki tingkat kriminalitas tinggi dari Polres di seluruh wilayah Bali. Tujuan dari penelitian ini untuk menganalisis pelaksanaan merit systemdalam penempatan jabatan di Satuan Reserse Kriminal Polresta Denpasar serta faktor-faktor yang menghambat. Berdasarkan hasil penelitian, pelaksanaan dari penempatan jabatan Penyidik Pembantu di Satuan Reserse Kriminal yang dilaksanakan oleh Polresta Denpasar menunjukkan secara umum tidak sepenuhnya berdasarkan prinsip-prinsip merit system. Ketidaksesuaian prinsip terjadi yaitu pemilihan kandidat belum mengacu kepada kualifikasi kandidat atau masih kuatnya diskresi pimpinan, tidak adanya tahapan wawancara terhadap kandidat Penyidik Pembantu, Sidang Dewan Pertimbangan Karier yang dilaksanakan oleh Polresta Denpasar tidak melibatkan Kasatfung selaku Pembina Fungsi, dan tidak adanya tahapan Test narkoba ataupun kesehatan.Namun demikian, Polresta Denpasar secara garis besar dalam pelaksanaan penempatan jabatan Penyidik Pembantu sudah mengikuti Peraturan Kapolri. Selain itu, adapun faktor-faktor penghambat diterapkannya merit system secara menyeluruh adalah hambatan administratif, hambatan politik dan budaya, dan hambatan teknis.

 

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Criminal Investigation (Reskrim) is one of the functions possessed by the Republic of Indonesia National Police which carry out law enforcement duties including investigations, investigations and coordination as well as supervising Civil Servant Investigators better known as PPNS. The National Police Chief stated that many complaints from the public regarding the performance of the detective sector in the police. Bali Police is one of the type A Regional Police. Denpasar Police is one of the police stations that has a high crime rate from the Police in all regions of Bali. The purpose of this study was to analyze the implementation of the merit system in the placement of positions in the Denpasar Police Criminal Investigation Unit and the inhibiting factors. Based on the results of the study, the implementation of the placement of the position of Assistant Investigator in the Criminal Investigation Unit conducted by the Denpasar Police Department generally shows that it is not entirely based on the principles of merit system. Principle mismatch occurs, namely the selection of candidates does not refer to the candidate`s qualifications or the leadership`s strong discretion, there is no interview stage for the Candidate Investigator candidate, the Career Advisory Council Session held by the Denpasar Police does not involve Kasatfung as the Functional Advisor, and there are no stages of drug testing or health test. However, Denpasar Police in general in the implementation of the position of Assistant Investigator has followed the Chief of Police Regulation. In addition, as for the inhibiting factors the implementation of merit systems as a whole is administrative barriers, political and cultural barriers, and technical barriers.

 

Abstrak :
PT. ABC adalah sebuah perusahaan yang berdiri sejak tahun 2016 dan masih tergolong ke dalam perusahaan start-up. Sebagai perusahaan start-up masalah yang paling menonjol di PT. ABC adalah permasalahan sumberdaya manusia. Dari hasil wawancara dan FGD yang dilakukan oleh peneliti kepada beberapa orang karyawan, permasalahan yang muncul adalah rendahnya komitmen afektif pada organisasi yang dimiliki oleh karyawan. Disamping itu juga terlihat rendahnya tingkat pemberdayaan psikologis karyawan dan tingginya tingkat job insecurity. Pengambilan data penelitian ini dilakukan dengan cara penyebaran kuesioner kepada para karyawan toko/outlet. Sebanyak 25 orang responden mengisi kuesioner yang disebarkan.  Teknik analisis yang digunakan adalah teknik korelasi menggunakan Pearson Product Moment. Alat ukur yang digunakan untuk variabel pemberdayaan psikologis adalah Psychological Empowerment Questionnaire (PEQ), Job Insecurity Questionnaire (JIQ) untuk variabel job insecurity, dan Affective Commitment Scale (ACS) untuk variabel komitmen afektif pada organisasi. Intervensi yang akan dilakukan adalah coaching. Responden intervensi coaching sebanyak 1 orang yakni kepala toko/outlet yang akan dilanjutkan dengan sosialisasi kepada 25 orang yakni seluruh karyawan toko/outlet. Hasil penelitian menunjukkan bahwa adanya korelasi negatif namun tidak signifikan antara variabel pemberdayaan psikologis dan komitmen afektif pada organisasi, serta adanya korelasi negatif namun tidak signifikan antara variabel job insecurity dan komitmen afektif pada organisasi. Hasil dari pemberian kedua intervensi terbukti memberikan pengaruh yang signifikan terhadap peningkatan komitmen afektif pada organisasi, serta penurunan job insecurity pada karyawan. ......PT. ABC was founded in 2016 and is still classified as a start-up company. As a start-up company the most prominent problem at PT. ABC is a problem of human resources. From the results of interviews and FGD conducted by researchers to several employees, the problem that arises is the low affective commitment to the organization. Besides that, it also shows the low level of psychological empowerment of employees and the high level of job security. Data retrieval of this research is done by distributing questionnaires to the store / outlet employees. A total of 25 respondents filled in the questionnaire distributed. The analysis technique used is the correlation technique using Pearson Product Moment. The measuring instrument used for psychological empowerment variables is Psychological Empowerment Questionnaire (PEQ), Job Insecurity Questionnaire (JIQ) for job insecurity variables, and Affective Commitment Scale (ACS) for affective commitment variables in organizations. The intervention that will be carried out is coaching. Respondents for coaching interventions were 1 person, namely the store/outlet head, which would be continued with socialization to 25 people, namely all store/outlet employees. The results showed that there was a negative but not significant correlation between psychological empowerment variables and affective commitment to the organization, as well as a negative but not significant correlation between job insecurity variables and affective commitment to the organization. The results of giving both interventions proved to have a significant influence on increasing affective commitment to the organization, as well as decreasing employee job insecurity.

Abstrak :
[Skripsi ini membahas bentuk pemberdayaan pegawai negeri sipil yang dilakukan di Unit Pelayanan Terpadu Kesehatan Masyarakat Ubud II, Kabupaten Gianyar, Provinsi Bali dalam pelaksanaan inovasi one stop service bagi kelompok stigma. Penelitian ini menggunakan paradigma post positivis melalui teknik pengumpulan data kualitatif yaitu wawancara mendalam. Hasil penelitian menunjukkan pemberdayaan pegawai negeri sipil yang dilakukan di UPT Kesmas Ubud II dalam pelaksanaan Inovasi One Stop Service Bagi Kelompok Stigma belum memenuhi semua dimensi yang dikemukakan oleh Aileen Mitchell Stewart. Dimensi yang telah dilakukan dalam pelaksanaan inovasi adalah dimensi memperlancar (facilitating), berkonsultasi (consulting), berkerja sama (collaborating), dan mendukung (supporting). Dimensi yang belum terpenuhi adalah dimensi membuat mampu (enabling) dan dimensi membimbing (mentoring). ;This thesis discusses the form of empowerment of civil servants at the Public Health Integrated Service Unit Ubud II, Gianyar Regency, Bali Province in the implementation of innovation of one stop service for stigma group. The research uses a post-positivist paradigm through qualitative data collection technique, which is in-depth interview. The results showed that the empowerment of civil servants conducted has not fulfilled all of the dimensions proposed by Aileen Mitchell Stewart. Dimensions have been made in the implementation of innovation is the dimension facilitating, consulting, collaborating, and supporting. Dimension unfulfilled in the implementation of innovation is enabling and mentoring. , This thesis discusses the form of empowerment of civil servants at the Public Health Integrated Service Unit Ubud II, Gianyar Regency, Bali Province in the implementation of innovation of one stop service for stigma group. The research uses a post-positivist paradigm through qualitative data collection technique, which is in-depth interview. The results showed that the empowerment of civil servants conducted has not fulfilled all of the dimensions proposed by Aileen Mitchell Stewart. Dimensions have been made in the implementation of innovation is the dimension facilitating, consulting, collaborating, and supporting. Dimension unfulfilled in the implementation of innovation is enabling and mentoring. ]