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"Penelitian ini bertujuan untuk mengetahui kualitas layanan buku wajib di RLC FEUI yang ditelaah dari harapan dan persepsi pemustaka. Responden penelitian ini adalah anggota RLC FEUI Program Sarjana Strata Satu terdiri dari mahasiswa program S1 Reguler, S1 Ekstensi, dan S1 Kelas Internasional. Pengukuran kualitas layanan buku wajib ini menggunakan model LibQUAL+ berdasarkan empat dimensi yaitu Access to Information, Affect of Service, Personal Control, Library As a Place. Responden diminta untuk menilai harapan minimum, harapan sesungguhnya, dan persepsi terhadap 20 pernyataan mengenai layanan buku wajib RLC FEUI. Nilai kualitas layanan diperoleh dari selisih antara nilai harapan dan persepsi. Hasil penelitian menunjukkan bahwa secara umum layanan buku wajib di RLC FEUI dinilai cukup baik oleh pemustaka karena berada dalam zona toleransi atau zone of tolerance dengan nilai AG postif sebesar 0,50. Dimensi yang mendapat nilai kepuasan terendah adalah dimensi Access to Information. Secara umum, aspek yang belum memuaskan pemustaka sehingga perlu mendapat perhatian lebih adalah (1) Ketersediaan jumlah buku wajib dari tiap judul dan (2) Kebaruan (up to date) edisi koleksi buku wajib.

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This research?s goal is to find out the reserve book service?s quality in RLC FEUI studied from user?s expectation and perception. Respondent of this research is members of RLC FEUI whose are Graduate Program Student consist of Regular Graduate Program, Extention Graduate Program, and International Class Graduate Program. The measurement of reserve book service?s quality is using LibQUAL+ model based on four dimension these are Access of Information, Affect of Service, Personnel Control, and Library As a Place. Respondent ask to give their assessment about their minimum expectation, desired expectation, and perception to 20 statement about reserve book service in RLC FEUI. The value of service quality acquired from calculation of perception and expectation value. The finding shows that reserve book service in RLC FEUI generally considered quite good according to user because the research result is still in the zone of tolerance with AG value 0,50. Dimension which get lowest value of satisfaction is of Access to Information. Generally, the aspects which make users unsatisfied is (1) availability of reserve book?s amount and (2) up to date of reserve book?s edition."

"Word of mouth (WOM) sebagai sebuah komunikasi informal dapat dimanfaatkan sebagai sarana perekrutan pekerja di sebuah organisasi ataupun perusahaan. BTA 45 adalah sebuah lembaga yang bergerak di bimbingan belajar nonformal telah menerapkan WOM sebagai sarana perekrutan pegawainya. Penelitian ini bertujuan untuk menganalisis sejauh mana efektivitas serta kelebihan dan kekurangan WOM sebagai sarana perekrutan pegawai di BTA 45. Penelitian ini menggunakan metode analisis studi literatur, survei, dan wawancara. Hasil analisis penelitian menunjukan bahwa sarana perekrutan WOM di BTA 45 memiliki kelebihan, seperti sedikitnya biaya yang dikeluarkan, mendapatkan calon pelamar sesuai kualifikasi, dan memenuhi kuota pelamar yang diinginkan dalam jangka waktu yang sudah ditentukan. Adapun kekurangannya seperti kontrol yang terbatas pada informasi yang beredar di masyarakat dan jangkauan penyebaran informasi yang sempit. Penelitian ini diharapkan dapat menjadi masukan dan pertimbangan lembaga atau organisasi lainnya dalam menggunakan WOM sebagai salah satu sarana rekrutmen berdasarkan efektifitas yang telah dikaji pada penelitian ini.

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Word of mouth (WOM) as an informal communication can be used as a recruitment tool in organization or company. BTA 45 is an institution engaged in non-formal tutoring that has implemented WOM as a recruitment tool. This study aims to analyze the extent to which effectiveness, strengths and weaknesses of WOM as a recruitment tool for employees in BTA 45. The methods of this study is literature review studies, surveys, and interviews. The results show that WOM as a recruitment tool in BTA 45 has advantages, such as the small amount of costs incurred, getting prospective applicants according to qualifications, and fulfilling the number of hire align with time to hire. The drawbacks are limited control of information circulating in the community and the narrow range of information dissemination. This research is expected to be input and consideration of other institutions or organizations in using WOM as a recruitment tool based on the effectiveness which has been reviewed in this study."

"ABSTRAK Penelitian ini bertujuan untuk melihat pengaruh self-esteem dan job search self-efficacy terhadap perilaku pencarian kerja pada sarjana baru. Sebanyak 346 responden mengisi kuesioner alat ukur self-esteem (Rosenberg Self-Esteem Scale), job search self-efficacy (Job Search Self-Efficacy-Behavior) dan perilaku pencarian kerja (Job Search Beharior Scale). Pada penelitian ini, hasil penelitian menunjukkan bahwa self-esteem (β = 0,194, p = 0,000) dan job search self-efficacy (β = 0,499; p = 0,000) memiliki pengaruh positif terhadap perilaku pencarian kerja pada sarjana baru. Lebih lanjut diketahui bahwa variabel job search self-efficacy memiliki kontribusi varian yang unik pada perilaku pencarian kerja pada sarjana baru setelah mengontrol self-esteem.

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ABSTRAKThe aim of this research is to examine the influence of self-esteem and job search self-efficacy on job search behaviors among higher education fresh graduates. A total of 346 respondents completed a survey on self-esteem (Rosenberg Self-Esteem Scale), job search self-efficacy (Job Search Self-Efficacy-Behavior), and job search behaviors (Job Search Behavior Scale) variables. Results indicated that both self-esteem (β = 0,194, p = 0,000) and job search self-efficacy (β = 0,499; p = 0,000) positively influenced job search behaviors among fresh graduates. Furthermore, job search self-efficacy explained an incremental variance in job search behaviors above and beyond self-esteem. Theoretical and practical implications are further discussed."