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Abstrak :
ABSTRAK
Whistleblowing diyakini memiliki peran penting dalam mengontrol terjadinya pelanggaran di tempat kerja. Penelitian ini dilakukan untuk mengetahui peran faktor situasional seperti ethics training, perceived ethical leadership dan perceived ethical climate serta faktor individual seperti moral courage terhadap whistleblowing intention di salah satu lembaga sektor publik. Hasil analisis 239 sampel yang diambil dari pegawai Lembaga Negara Lima Citra menunjukkan bahwa ethics training berpengaruh negatif signifikan sedangkan perceived ethical leadership berpengaruh negatif dan tidak signifikan terhadap whistleblowing intention. Ethics training dan perceived ethical leadership ditemukan berpengaruh positif secara signifikan terhadap perceived ethical climate, sedangkan perceived ethical climate berpengaruh positif namun tidak signifikan terhadap whistleblowing intention. Efek mediasi perceived ethical climate pada hubungan antara ethics training dan perceived ethical climate dengan whistleblowing intention tidak terbukti begitu juga dengan efek moderasi moral courage terhadap hubungan antara perceived ethical climate dan whistleblowing intention. Hasil penelitian ini diharapkan dapat memberikan masukan pada peningkatan sistem whistleblowing di lembaga pemerintah.

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ABSTRACT
Whistleblowing is believed to have an important role in controlling the occurrence of violations in the workplace. This study was conducted to determine the role of situational factors such as ethics training, perceived ethical leadership and perceived ethical climate and individual factors such as moral courage towards whistleblowing intention in one public sector institution. The results of the analysis of 239 samples taken from Lima Citra State Institution employees show that ethics training has a significant negative effect while perceived ethical leadership has a negative and not significant effect on whistleblowing intention. Ethics training and perceived ethical leadership were found to have a significant positive effect on perceived ethical climate, while perceived ethical climate had a positive but not significant effect on whistleblowing intention. The mediating effect of perceived ethical climate on the relationship between ethics training and perceived ethical climate with whistleblowing intention was not proven as well as the effect of moral courage moderation on the relationship between perceived ethical climate and whistleblowing intention. The results of this study are expected to provide input on improving the whistleblowing system in government institutions.

Abstrak :
ABSTRAK
Tesis ini membahas pengaruhi dimensi kewirausahaan organisasi terhadap kinerja Gerakan Mahasiswa Kristen Indonesia. Adapun dimensi kewirausahaan organisasi tersebut terdiri atas 3 yakni Inovasi, agresifitas dan keberanian mengambil resiko. Penelitian ini adalah penelitian kuantitatif dengan desain eksplanatory. Hasil penelitian menyimpulkan bahwa ada hubungan linear antara variabel dimensi inovasi kewirausahaan, dimensi agresifitas kewirausahaan, dan dimensi keberanian mengambil resiko dengan kinerja organisasi. Penelitian ini menyarankan agar GMKI memusatkan perhatian pada dimensi keberanian mengambil resiko karena variabel ini memiliki pengaruh yang signifikan terhadap kinerja organisasi

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ABSTRACT
This thesis focused on the entrepreneurial dimension of organizational influence on the performance of the Indonesian Student Christian Movement. The dimensions of the entrepreneurial organization that is made up of Innovation, aggressiveness and courage to take risks. This research is a quantitative study with explanatory design. The research concludes that there is a linear relationship between the variable dimensions of entrepreneurial innovation, entrepreneurial aggressiveness dimensions, and dimension courage to take risks with organizational performance. This study suggests to GMKI for focusing on the dimension GMKI risk taking because this variable has a significant impact on organizational performance

Abstrak :
The gulf between those who practice grassroots leadership and those who theorize about leadership has been shrinking for some time. Much of this is due to changingimages of who leaders are and what they should do. In the pasthalf century, notions about the essence of leadership have shifted from a hierarchical view that leadership flows from a leadership position to a much more lateral view that leadership roles are available to everyone. James MacGregor Burns’ Leadership (1978), which popularized “transformative leadership,” was one of the first to describe the shift from a command-and-control vision to one that is more inclusive and participatory. Robert Greenleaf’s notions about “servant leadership” (1977) held that leadership should at its core attend to matters of inequity and social injustice. A third seminal work, one that left solely hierarchical views of leadership behind forever, theoretically if not always in practice, was Ronald Heifetz’ 1994 book, Leadership Without Easy Answers. In it, Heifetz introduced the notion of what he calls adaptive work, or the learning required when neither the problem norits solution is clearly defined (a term cited in several of the chapters in this book). Learning is the key term in adaptive work. Because there are no easy answers or singular solutions in adaptive work, achieving agreement on a course of action means first that participants must recognize that their existing perspectives won’t lead them to a resolution, and second that they must suspend assumptions, entertain fresh questions, and try on the perspectives of others. They must realize that a solution is not a matter of applying technical solutions more expertly, but rather one of framing problems differently.