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Abstrak :
Iklim organisasi dipengaruhi oleh pemberdayaan. Tujuan penelitian cross sectional ini untuk mengetahui hubungan struktur pemberdayaan dengan iklim organisasi perawat pelaksana di suatu rumah sakit di Depok, Jawa Barat. Hasil penelitian pada 101 perawat pelaksana (total sampling) menggunakan dua instrumen (CWEQ-II dan OCQ) menunjukkan mayoritas perawat mempersepsikan struktur pemberdayaan cenderung rendah sedangkan iklim organisasi cenderung baik. Uji Chi Square membuktikan struktur pemberdayaan (kesempatan, informasi, dukungan, sumber daya, kekuatan formal, kekuatan informal) berhubungan dengan iklim organisasi (p= 0,000?0,031; α= 0,05). Faktor yang paling berpengaruh pada iklim organisasi dalam penelitian ini adalah dimensi kekuatan informal, sehingga perlu ditingkatkan di rumah sakit tersebut. Perawat manajer perlu memiliki keterampilan kepemimpinan dalam pemberdayaan perawat pelaksana untuk meningkatkan iklim organisasi dan pelayanan keperawatan. ......Empowerment Strategy Improving Organizational Climate of Staff Nurse at the Hospital. Organizational climate is affected by empowerment. This cross sectional research aimed to investigate the relationship between structural empowerment and organizational climate of nurses at a hospital in Depok, West Java. The results from 101 nurses using two instruments (CWEQ-II and OCQ) showed that majority of the nurses perceived that the structural empowerment tended to be low while the organizational climate was already in a good condition. Statistical tests using Chi Square showed a relationship between structural empowerment (opportunity, information, support, resource, formal power, informal power) and organizational climate (p=0.000?0.03; α= 0.05). Moreover, the most influential factor on the organizational climate was the dimension of the informal power, therefore this factor should be strengthened in the hospital. It is suggested that the nurse manager is expected to have empowerment leadership skill to enhance the organizational climate and nursing services.

Abstrak :
Dalam lingkungan bisnis yang kompetitif, organisasi perlu memiliki kemampuan untuk menarik dan mempertahankan karyawan bertalenta dan memberikan dukungan untuk meningkatkan job performance. Job performance dapat ditingkatkan dengan adanya pengaruh dari organizational climate dan workplace happiness. Tujuan dari penelitian ini adalah untuk menganalisis pengaruh dari organizational climate terhadap job performance melalui workplace happiness sebagai variabel mediasi pada Karyawan PT Bank Muamalat Indonesia Tbk. Menggunakan pendekatan kuantitatif, penelitian ini menyebarkan kuesioner kepada 177 responden yang merupakan karyawan tetap non manajerial yang sudah bekerja minimal 1 tahun di kantor pusat PT Bank Muamalat Indonesia Tbk dengan teknik penarikan sampel berupapurposive sampling. Analisis data dilakukan dengan analisis regresi, uji interaksi, dan uji sobel. Hasil penelitian yang diperoleh menunjukkan adanya pengaruh dari organizational climate terhadap job performance melalui workplace happiness sebagai variabel mediasi. Penelitian ini membuktikan bahwa organizational climate mampu memberikan pengaruh positif kepada workplace happiness yang memicu peningkatan secara signifikan pada job performance. ......In a competitive business environment, organizations need to have the ability to attract and retain talented employees and provide support to improve job performance. Job performance can be improved by the influence of organizational climate and workplace happiness. The aim of this research is to analyze the influence of organizational climate on job performance through workplace happiness as a mediating variable for employees of PT Bank Muamalat Indonesia Tbk. Using a quantitative approach, this research distributed questionnaires to 177 respondents who had been employed in PT Bank Muamalat Indonesia Tbk as permanent non managerial employees for a minimum of one year at the head office of PT Bank Muamalat Indonesia Tbk using a purposive sampling technique. Data analysis was carried out using regression analysis, interaction tests, and sobel tests. The research results obtained show that there is an influence of organizational climate on job performance through workplace happiness as a mediating variable. This research proves that organizational climate is able to have a positive influence on workplace happiness which triggers a significant increase in job performance.

Abstrak :
Penelitian ini bertujuan untuk menganalisis pengaruh dari iklim organisasi dan motivasi terhadap kinerja karyawan generasi millennial dan generasi X di PT. Jasaraharja Putera Cabang Jakarta. Penelitian sebelumnya menunjukkan bahwa iklim organisasi dan motivasi karyawan diimbangi dengan meningkatnya kinerja. Penelitian ini menggunakan tiga teori untuk mengukur iklim organisasi, motivasi dan kinerja. Teori iklim organisasi oleh Davis, Frechette dan Boswel, motivasi oleh Herzberg dan kinerja Ivancevich. Responden dari penelitian ini adalah karyawan yang telah bekerja di PT. Jasaraharja Putera Cabang Jakarta paling lambat 1 tahun. Data yang dikumpulkan dari 168 karyawan terdiri dari 92 karyawan dari milenials dan 76 karyawan dari Generasi X di PT. Jasaraharja Putera Cabang Jakarta. Penelitian ini menggunakan metode kuantitatif dengan kuesioner sebagai instrumen penelitian. Data penelitian ini akan dianalis menggunakan analisis statistik deskriptif, korelasi, dan regresi linear sederhana serta berganda untuk menguji variabel yang terkait. Hasil penelitian ini membuktikan bahwa Iklim organisasi dan Motivasi memiliki signifikansi yang positif terhadap Kinerja Karyawan generasi millennial dan generasi X yang bekerja di PT. Jasaraharja Putera Cabang Jakarta. ...... The purpose of this study is to explain the relationships between organizational climate and motivation to measure the employee’s performance at PT. Jasaraharja Putera Jakarta. Earlier research has suggested that organizational climate and employee’s motivation is leveled with the rise of performance. This research use three theories to measure the organizational climate, motivation and performance. Theories of organizational climate by Davis, Frechette and Boswel, motivation by Herzberg and performance by Ivancevich are being used in this paper. The data was collected from 168 employees consists of 92 employees from millenials and 76 employees from Gen- Xers in PT. Jasa Raharja Putera. This study uses quantitative methods in collecting data with a questionnaire as a research instrument. The research data will be analyzed using descriptive statistic analysis, correlation, and regression analysis to test the relationship among variables. The results of this study prove that the Organizational Climate and Motivation have a positive significance to Employee’s Performance of the Millennials and generation X at PT. Jasaraharja Putera Jakarta.

Abstrak :
Competitions amongst International Schools recently become a major concern of School management. The numbers of opening International schools in Jakarta provide a large opportunity of labor market especially those interested in working for a school. Hiring and retaining competent employees are not jobs; school management need to generate an attractive package to attract qualified employees. This research focuses on the job satisfaction from two different perspectives i.e. compensation and organizational climate. This research analyzes the correlation between compensation and organizational climate as factors that provide employee?s job satisfaction at British International School. Descriptive method is used to explore the correlations and identify the attribution of each factor that affects employee?s job satisfactions. The research indicates that compensation and organizational climate strongly affect the job satisfactions.

Abstrak :
Abstract. Competitions amongst International Schools recently become a major concern of School management. The numbers of opening International schools in Jakarta provide a large opportunity of labor market especially those interested in working for a school. Hiring and retaining competent employees are not jobs; school management need to generate an attractive package to attract qualified employees. This research focuses on the job satisfaction from two different perspectives i.e. compensation and organizational climate. This research analyzes the correlation between compensation and organizational climate as factors that provide employee’s job satisfaction at British International School. Descriptive method is used to explore the correlations and identify the attribution of each factor that affects employee’s job satisfactions. The research indicates that compensation and organizational climate strongly affect the job satisfactions.

Abstrak :
Directorate General of Society Services? vision is to rebuild the unity of life and living relation of those in society services as individual, member of society and God's creature (Rebuilding Self-Reliant Individuals). In implementing this vision, the Directorate General of Society Services states missions, to implement the caring of convicts, supervising members of society services and managing state confiscations in rule of law framework, prevent and anticipating crime as well as improving and protecting human rights. These vision and missions are very noble but not easy to realize. The level of crime at the present moment shows sharp increase in quantity and quality with the ongoing globalization. In order to deal, anticipate and implement the vision and missions above, good, professional and highly dedicated employees at Directorate General of Society Services are needed. One of the efforts to have good, professional and highly dedicated employees at Directorate General of Society Services is through the fulfillment of work satisfaction. The main problem posed in this research is whether there is a relation between motivation, compensation and organizational climates to work satisfaction of employees at Directorate General of Society Services. Literature study indicates work satisfaction can be fulfilled by giving high motivation, fulfillment of reasonable compensation and the creation of conduciveness organizational climates. This refer to the opinion of McClelland in Gibson (1996: 111) stating that the pattern of motivation which can fulfill the work satisfaction comprised of need for achievement, affiliation, and power. Mondy and Noe related compensation with work satisfaction, which comprised of direct and indirect financial compensation and non financial compensation. Furthermore Litwin and Stringer in Gibson (1996: 322) stated that 10 dimensions of organizational climates to fulfill work satisfaction comprised of work structure, challenges and responsibility, support and interaction, reward and sanction relation, conflict, risk, status and spirit as well as competence and flexibility. The population in this research is 505 employees at Directorate General of Society Services, with 20% sample taken from population. According to Arikunto (1993: 107) the amount of sample taken is representative or able to represent the population when the amount is big enough between 10% to 15% or 20% to 25% or more. Sample was selected using proportional stratified sampling technique. The instrument of research is questioners which are built from the indicators of each variable using Likert scale measuring tools. Before the analysis is done, the instrument is tested for its validity and reliability, and then the data were analyzed based on frequency, mean, median, modus and category. Further more the relation analysis between variables of research is done using non parametric correlation method of Spearman-rho, The result of this research is that there is 99% trust that there is a very strong relation between motivation variable and work satisfaction with score 0.799 and between compensation variable to work satisfaction which is rather moderate with score 0,515. The relation between organizational climates variable to work satisfaction is strong with score 0.693. This means that when motivation, compensation and organizational climates variables is high, the work satisfaction would also be high. The implication of this result is there is a need for reasonable recognition to the article 8 verse 1 of Law No. 12, 1995 on Society Services: "the officers of society services are law enforcement functional officers". Hence, treatment equal to other law enforcer such as police, prosecutor, judge, etc. is expected. When this is fulfilled, this can give high motivation, fair and reasonable rate of compensation fulfillment and producing conduciveness organization climates, which will lead to work satisfaction.

Abstrak :
Polres Jakarta Utara sebagai salah satu organisasi kepolisian di tingkat wilayah Ibu kota Jakarta menjadi unit organisasi yang penting diwilayah polda metro jaya dalam mewujudkan keamanan dan ketertiban di wilayah ibukota khususnya Jakarta utara. Pada penelitian ini ada beberapa pertanyaan antara lain ; (1) Bagaimana deskripsi variable motivasi, iklim organisasi dan kepuasan kerja anggota kepolisian di Polres Metro Jakarta Utara. (2) Bagaimana pengaruh motivasi, dan iklim organisasi terhadap kepuasan kerja anggota kepolisian Polres Metro Jakarta Utara. Tujuan penelitian ini adalah (1) mendiskripsikan variable motivasi, iklim organisasi, dan kepuasan kerja anggota kepolisian Wilayah Metro Jakarta Utara. (2) Mengkaji pengaruh motivasi dan iklim organisasi terhadap kepuasan kerja anggota kepolisian Wilayah Jakarta Utara. Penelitian ini adalah penelitian kuantitatif, Cohen (1980) , populasi dari penelitian ini adalah seluruh anggota Polisi di Polres Metropolitan Jakarta Utara, dalam penelitian ini menggunakan Uji Validitas dan Reliabilitas. Teknik analisi data menggunakan Teknik Analisi Deskriptif, Regresi; (1) Persamaan Regresi Sederhana; (2) Uji Keberartian dan Kelinieran Regresi Linear Sederhana; (3) Koefisien Korelasi pada Regresi Linier Sederhana; (4) Uji Keberartian Koefisien; (5) Koefisien Determinasi pada Regresi; (6) Uji Statistik. Hasil dari uji regresi Motivasi memiliki pengaruh yang signifikan terhadap kepuasan kerja. (Sig 0.000 < 0.05, R2=0.320). Iklim organisasi terhadap Kepuasan Kerja memiliki pengaruh yang signifikan terhadap kepuasan kerja. (Sig 0.000 < 0.05, R2=0.631). Iklim organisasi dan Motivasi terhadap Kepuasan Kerja bahwa pengujian model telah diterima (Sig. F Change 0.000 < 0.05) selain itu kontribusi variabel iklim organisasi dan motivasi terhadap kepuasan kerja. (Sig 0.000 < 0.05, R2=0.653). Adapun iklim organisasi memiliki pengaruh yang signifikan terhadap kepuasan kerja (sig. 0.000 < 0.05) dan motivasi kerja memiliki pengaruh yang signifikan terhadap kepuasan kerja (sig. 0.007 < 0.05). Secara keseluruhan dapat disimpulkan bahwa motivasi dan iklim organisasi memberikan kontribusi dan pengaruh yang kuat dan signifikan terhadap kepuasan kerja anggota polres metropolitan Jakarta utara. Dari kedua variabel tersebut, iklim organisasi memberikan kontribusi yang lebih kuat terhadap kepuasan kerja anggota. ......North Jakarta District Police as one of the regional police organizations in the capital city of Jakarta has become an important organizational unit in the Metro Jaya regional police in realizing security and order in the capital area, especially North Jakarta. In this study there were several questions including; (1) What is the description of the variable motivation, organizational climate and job satisfaction of members of the police at the North Jakarta Metro Police Station. (2) What is the influence of motivation, and organizational climate on job satisfaction of members of the North Jakarta Metro Police Police. The purpose of this study is (1) to describe the variables of motivation, organizational climate, and job satisfaction of members of the North Jakarta Metro Region police. (2) Assessing the influence of organizational motivation and climate on job satisfaction of members of the North Jakarta Regional Police. This research is quantitative research, Cohen (1980), the population of this study is all members of the Police in the North Jakarta Metropolitan Police. In this study using Test Validity and Reliability. The data analysis technique uses Descriptive Analysis Techniques, Regression; (1) Simple Regression Equations; (2) Meaning and Linearity Test of Simple Linear Regression; (3) Correlation Coefficient on Simple Linear Regression; (4) Significance Coefficient Test; (5) Coefficient of Determination on Regression; (6) Test Statistics. The results of the regression test Motivation have a significant effect on job satisfaction. (Sig 0,000 <0.05, R2 = 0.320). Work Climate on Job Satisfaction has a significant effect on job satisfaction. (Sig 0,000 <0.05, R2 = 0.631). Work Climate and Motivation towards Job Satisfaction that model testing has been accepted (Sig. F Change 0.000 <0.05) besides the contribution of work climate variables and motivation to job satisfaction. (Sig 0,000 <0.05, R2 = 0.653). The work climate has a significant effect on job satisfaction (sig. 0.000 <0.05) and work motivation has a significant effect on job satisfaction (sig. 0.007 <0.05). Overall it can be concluded that motivation and organizational climate contribute and have a strong and significant influence on job sat isfaction of members of the North Jakarta metropolitan police station. Of the two variables, the organizational climate contributes more strongly to member job satisfaction.

Abstrak :
ABSTRAK
Penelitian ini bertujuan untuk mengetahui bagaimana iklim organisasi yang diproduksi dan direproduksi pada masa ketidakpastian dalam perspektif strukturasi. Studi kasus dilakukan di Kementerian Riset, Teknologi dan Pendidikan Tinggi dengan menggunakan pendekatan kualitatif yang bersifat deskriptif. Teori strukturasi Poole dan McPhee digunakan untuk menemukan iklim sebagai suatu hierarki dari tiga strata yang setiap lapisannya terhubung secara linier. Hasil penelitian menemukan dua kernel climate diproduksi dan direproduksi pada masa ketidakpastian, keduanya adalah ?unsettling? dan ?lobbying?. Dua tema iklim ini diterjemahkan dan dialami oleh sub-sub kelompok dalam organisasi menjadi tema-tema particular climate yang lebih kongkrit dan berbeda-beda, yang pada gilirannya menghasilkan reaksi behavioral yang berbeda-beda pula. Kemampuan anggota organisasi dalam berefleksi dan merasionalisasi tindakannya menjadi dasar terjadinya produksi dan reproduksi iklim organisasi ini

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ABSTRACT
This study aims to find out how the organizational climate produced and reproduced in a period of uncertainty in the structurational perspective. The case study was conducted at the Ministry of Research, Technology, and Higher Education using descriptive qualitative approach. Poole and McPhee?s structuration theory is used to find a climate as a hierarchy of three strata in which each layer is related in a linear way. The study found two kernels climate that produced and reproduced in the period of uncertainty, both are "unsettling" and "lobbying". Both climate themes were translated and experienced by subgroups within the organization into more concreat and different particular climate themes, which in turn produce different behavioral reactions. Members' ability to reflect and rationalize their actions became the basis of the production and reproduction of this organizational climate

Abstrak :
Salah satu cara untuk meningkatkan kepercayaan publik adalah memperbaikikinerja personel SDM untuk memberikan pelayanan dibidang SDM secaraprofesional dan berkualitas. Hal ini bergantung terhadap sikap dan perilakupersonel SDM yang dapat terbentuk dengan adanya kepuasan kerja. Kepuasan kerjamenurut beberapa peneliti dipengaruhi oleh praktik manajemen sumber dayamanusia, iklim organisasi, dan kepemimpinan pelayan yang berujung kepadapeningkatan kinerja dan produktivitas organisasi. Oleh karena itu, penelitian inibertujuan untuk mengkaji pengaruh praktik manajemen sumber daya manusia X1 ,iklim organisasi X2 , dan kepemimpinan pelayan X3 terhadap kepuasan kerja Y personel Bidang SDM Polda Metro Jaya. Untuk mengukur variabel X1,berdasarkan teori dari Nancy Quansah maka variabel X1 dibagi dalam 4 dimensiyang terdiri dari seleksi, rekrutmen, pengembangan karier, serta pendidikan danlatihan. Variabel X2 diukur dengan 6 dimensi Kanten Ulker, 2013 yang terdiridari reward, warmth, support-commitment, structure, risk-conflict, danorganization standard. Sedangkan untuk mengukur variabel X3, maka digunakan5 dimensi Barbuto Wheeler, 2006 yaitu altruistic calling, emotional healing,wisdom, persuasive mapping, dan organizational stewardship. Selanjutnya untukmengukur variabel Y, maka digunakan 3 dimensi terdiri dari instrinsik, ekstrinsik,dan kepuasan umum. Penelitian ini menggunakan pendekatan kuantitatif denganmetode survei. Jumlah sampel dalam penelitian ini sebanyak 215 orang terdiri daripegawai negeri sipil PNS dan anggota polisi yang berada pada Biro SDM PoldaMetro Jaya dan jajaran polres. Teknik analisis menggunakan structural equationmodel SEM untuk menganalisis pengaruh antar variabel secara kompleks. Hasilpenelitian menunjukkan bahwa variabel praktik manajemen sumber daya manusia,iklim organisasi, dan kepemimpinan pelayan memiliki pengaruh signifikanterhadap kepuasan kerja R2=0.5356, p ...... One way to increase public trust is to improve the performance of human resourcepersonnel to provide services in the field of human resources in a professional andquality. This depends on the attitude and behavior of Human resource personnelthat can be formed with job satisfaction. Job satisfaction according to someresearchers related to the practice of human resource management, organizationalclimate, and servant leadership that led to increased performance and organizationalproductivity. Therefore, this research is to examine the effect of human resourcepractices X1 , organizational climate X2 , and servant leadership X3 toward theemployee's job satisfaction Y of Human Resources Development at Regional andDistricts Police Office in Jakarta. To measure the X1 variable, based on the theoryof Nancy Quansah, the variable X1 is divided into 4 dimensions consisting ofselection, recruitment, career development, and education and training. Variable X2is measured by six dimensions Kanten Ulker, 2013 consisting of reward,warmth, support commitment, structure, risk conflict, and organization standard.Meanwhile, to measure the X3 variable, five dimensions Barbuto Wheeler,2006 are altruistic calling, emotional healing, wisdom, persuasive mapping, andorganizational stewardship. Furthermore, to measure the variable Y, then used 3dimensions consists of intrinsic, extrinsic, and general satisfaction. This researchuses quantitative approach with survey method. The number of sample employedin this research were 215 consisting of civil servant and police within the regionaland district police office. The analysis of this research used Structural EquationModel SEM to examine the effect the complexities among independent variablesand employee's job satisfaction. The research indicated that human resourcepractices, servant leadership, and organizational climate has an significantrelationship with employee's job satisfaction R2 0.5356, p

Abstrak :
Penelitian ini ditujukan untuk menguji pengaruh motivasi dan iklim organisasi terhadap kinerja karyawan melalui kepuasan kerja dan keterikatan karyawan sebagai variabel mediasi. Penelitian ini menggunakan pendekatan kuantitatif yang menyoroti hubungan atau pengaruh antar variabel-variabel penelitian dan menguji hipotesa, dengan menggunakan data primer yang dikumpulkan menggunakan metode survey melalui kuesioner dengan skala liker 1 sampai 5. Populasi dalam penelitian ini adalah Karyawan Start-up Digital di Indonesia.Sampel penelitian berjumlah 265 orang. Analisis data dilakukan menggunakan analisis statistik deskriptif dan analisis statistik inferensial (Structural Equation Modelling (SEM) dengan menggunakan program Lisrel 8.80. Hasil penelitian menunjukkan bahwa motivasi, iklim organisasi, kepuasan kerja, dan keterikatan karyawan mempunyai pengaruh langsung yang positif dan signifikan terhadap kepuasan kerja; Motivasi, dan iklim organisasi mempunyai pengaruh positif signifikan terhadap kepuasan kerja dan keterikatan karyawan. Kepuasan kerja dan keterikatan karyawan sebagai variabel mediasi meningkatkan hubungan antara motivasi dan iklim organisasi terhadap kinerja karyawan. ......This study is aimed at testing the influence of motivation and organizational climate on employee performance through job satisfaction and employee attachment as mediating variables. This study uses a quantitative approach that highlights the relationship or influence between research variables and tests hypotheses, using primary data collected using the survey method through questionnaires with a liker scale of 1 to 5. The population in this study is Digital Startup Employees in Indonesia. The study sample numbered 265 people. Data analysis was carried out using descriptive statistical analysis and inferential statistical analysis (Structural Equation Modeling (SEM) using the Lisrel 8.80 program. The results showed that motivation, organizational climate, job satisfaction, and employee attachment had a positive and significant direct influence on job satisfaction; Motivation and organizational climate have a significant positive influence on job satisfaction and employee engagement. Job satisfaction and employee engagement as mediating variables increase the relationship between motivation and organizational climate to employee performance.