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Abstrak :
Salah satu karya sastra Cina adalah cerita pendek. Kisah-kisah dalam cerita pendek seringkali menyertakan ungkapan-ungkapan dan simbol-simbol yang memiliki makna. Selain itu, cerita-cerita pendek ini juga merefleksikan situasi jaman. Cerita pendek Mencukur Kepala” karya Zhao Xin yang ditulis pada tahun 1947 merupakan salah satu karya yang memperoleh penghargaan Cerita Pendek terpilih pada tahun 2016 Oleh sebab itu, penelitian ini bermaksud untuk melakukan penelitian deskriptif analisis karya ini dengan pendekatan intrinsik dan ekstrinsik . Penelitian ini akan menjabarkan simbol-simbol apa saja yang ada dalam cerita pendek “Mencukur Kepala” karya Zhao Xin dan menjelaskan makna dari simbol-simbol tersebut secara instrinsik, dan terkait dengan situasi zaman di Cina tahun 1947 secara ekstrinsik. ......One of the Chinese literary works is a short story. The stories in short stories often include meaningful phrases and symbols. In addition, these short stories also reflect the situation of the era. The short story “Shaving Skull” by Zhao Xin written in 1947 is one of the works that received the Short Story award in 2016. Therefore, this study intends to conduct a descriptive analysis of this work with an intrinsic and extrinsic approach. This research will describe what symbols are in the short story “Shaving Skull” by Zhao Xin and explain the meaning of these symbols intrinsically, and extrinsically related to the situation in China in 1947.

Abstrak :
Extrinsic Compensation merupakan salah satu faktor yang dapat meningkatkan kinerja karyawan dalam sebuah perusahaan. Dari segi lain, Engagement yang merupakan suatu bentuk keterikatan karyawan secara emosional terhadap pekerjaannya juga mempunyai peran penting untuk meningkatkan kinerja karyawan agar lebih optimal. Tujuan dari penelitian ini adalah untuk menganalisis pengaruh Extrinsic Compensation terhadap Employee Performance dan menganalisis peran Engagement sebagai variabel mediasi terhadap hubungan antara Extrinsic Compensation dan Employee Performance pada karyawan PT Kereta Api Indonesia (Persero). Penelitian ini merupakan penelitian eksplanatif dan menggunakan pendekatan kuantitatif. Responden dalam penelitian ini adalah karyawan tetap non manajerial di PT Kereta Api Indonesia (Persero) Daerah Operasional 1 Jakarta. Data diperoleh dari penyebaran kuesioner yaitu sebanyak 80 responden. Analisis data dilakukan menggunakan software IBM SPSS (Statistical Package for the Social Science) for Windows versi 20. Hasil yang ditemukan bahwa Extrinsic Compensation dan Engagement berpengaruh positif terhadap peningkatan Employee Performance pada karyawan PT Kereta Api Indonesia (Persero). ......Extrinsic Compensation is one factor that can improve employee performance in a company. From another perspective, Engagement which is a form of emotional attachment of employees to their work also has an important role in improving employee performance so that it is more optimal. The purpose of this study was to analyze the effect of Extrinsic Compensation on Employee Performance and to analyze the role of Engagement as a mediating variable on the relationship between Extrinsic Compensation and Employee Performance of PT Kereta Api Indonesia (Persero) employees. This research is an explanatory research and uses a quantitative approach. Respondents in this study were non-managerial permanent employees at PT Kereta Api Indonesia (Persero) Operational Area 1 Jakarta. Data obtained from distributing questionnaires, namely as many as 80 respondents. Data analysis was performed using IBM SPSS (Statistical Package for the Social Science) software for Windows version 20. The results found that Extrinsic Compensation and Engagement had a positive effect on increasing Employee Performance for PT Kereta Api Indonesia (Persero) employees.

Abstrak :
Penelitian ini bertujuan untuk menjelaskan keterkaitan antara orientasi keberagamaan ekstrinsik dan fundamentalisme agama pada kalangan mahasiswa Muslim. Hal yang membedakan penelitian inidengan berbagai penelitian sebelumnya tentang fundamentalisme terletak pada perbedaan konseptual. Landasan awal dikembangkannya penelitian ini adalah pada lahirnya prasangka atas konsep fundamentalisme, khususnya pada kalangan muslim. Dalam kajian sebelumnya, peneliti telah mengembangkan konsep fundamentalisme dengan membaginya menjadi dua bentuk, yaitu fundamentalisme patologis dan fundamentalisme non-patologis. Fundamentalisme patologis mengacu pada sikap kaku, tertutup dan menolak perbedaan pada domain agama Islam yang sifatnya partial (furuu’). Fundamentalisme bentuk inilah yang menjadi fokus dalam penelitian ini. Orientasi keberagamaan ekstrinsik dikembangkan berdasarkan definisi Allport & Ross (1967), namun dengan indikator-indikator yang disesuaikan pada konteks muslim. Data penelitian dianalisis dengan menggunakan model Rasch sebagai model pengukuran yang lebih kuat secara metodologis. Hasil penelitian menunjukkan adanya korelasi positif antara orientasi keberagamaanekstrinsik dan fundamentalisme agama pada kalangan mahasiswa Muslim dengan nilai R = 0,329 dan p = 0,002 (p<0,01).

Abstrak :
Penelitian ini bertujuan untuk melihat pengaruh dari motivasi ekstrinsik yang terdiri dari 5(lima) dimensi, yaitu remunerasi, kualitas kehidupan kerja, kerjasama tim, promosi dan supervisi terhadap kepuasan kerja pegawai serta pengaruh kepuasan kerja terhadap kepuasan hidup. Dalam penelitian ini peneliti menggunakan metode penelitian kuantitatif dengan dimensi waktu penelitian cross sectional. Penelitian dilakukan terhadap 170 responden yang merupakan pegawai negeri sipil dan calon pegawai negeri sipil yang bekerja di Mahkamah Agung RI. Hasil dari penelitian ini adalah terdapat pengaruh signifikan antara variabel motivasi ekstrinsik terhadap kepuasan kerja dan terdapat juga pengaruh signifikan antara kepuasan kerja dan kepuasan hidup para pegawai Lembaga Tinggi Negara XYZ. ...... This study have a purpose to see the effect from extrinsic motivation that consisting of 5 (five) dimension, such as remuneration, quality of work life, teamwork, promotion and supervision to employee job satisfaction and the effect of job satisfaction to life satisfaction. The method used in this study is quantitative with time dimension cross sectional.This study, did to 170 respondent who work as civil servant and candidates of civil servant in Mahkamah Agung of Indonesian Republic. The result of this study, there is a significant effect among extrinsic motivation and job satisfaction and there is a significant effect among job satisfaction to life satusfaction the employee of High State Institution XYZ.

Abstrak :
Mutu pelayanan kesehatan puskesmas se Kabupaten Musi Rawas Propinsi Sumatera Selatan sebagian besar masih kurang baik. Ini dapat diketahui dari hasil survei Dinas Kesehatan tahun 2005 terhadap pasien rawat jalan maupun rawat inap di puskesmas, Data Dinas Kesehatan, dan hasil survei petugas yang ada di puskesmas se Kabupaten Musi Rawas tahun 2005. Hal ini disebabkan karena dampak dari kepuasan kerja petugas kesehatan yang rendah. Penelitian ini bertujuan untuk mengetahui hubungan antara karakteristik individu dan kepuasan kerja petugas kesehatan di Puskesmas se Kabupaten Musi Rawas. Rancangan penelitian yang digunakan cross sectional, dengan data primer dari 232 sampel yang diambil di 22 puskesmas yang ada, dan dilaksanakan pada bulan Januari-Maret 2006. Pengumpulan data dilakukan dengan wawancara menggunakan kuesioner terstruktur. Analisis data yang dilakukan adalah analisis univariat, analisis bivariat menggunakan uji "Chi Square", dan analisis multivariat menggunakan regresi logistik Banda. Dari hasil analisis didapatkan lebih dari setengah jumlah responden merasa tidak puas terhadap kepuasan kerja. Pada uji bivariat adanya hubungan yang bermakna antara umur, tanggungan, masa kerja, dan pangkat/golongan dengan faktor kepuasan ekstrinsik. Adanya hubungan yang bermakna antara umur dengan faktor kepuasan instrinsik, dan adanya hubungan yang bermakna antara umur, tanggungan, masa kerja, dan pangkat/golongan dengan dengan kepuasan kerja. Karakteristik individu yang paling berhubungan dengan faktor kepuasan ekstrinsik adalah masa kerja responden, dan dengan faktor kepuasan instrinsik adalah umur responden, sedangkan dengan kepuasan kerja adalah pangkat/golongan responden. Faktor-faktor kepuasan ekstrinsik yang paling berhubungan terhadap faktor kepuasan ekstrinsik adalah supervisi, dan faktor-faktor kepuasan instrinsik yang paling berhubungan terhadap faktor kepuasan instrinsik adalah pengakuan. Sedangkan faktor kepuasan kerja yang paling berhubungan pada analisis ini adalah faktor kepuasan ekstrinsik. Diketahuinya tingkat kepuasan kerja responden lebih dari setengah jumlah responden merasa tidak puas terhadap kepuasan kerja, dan karakteristik individu yang mempengaruhi kepuasan kerja adalah pangkat/golongan sedangkan faktor-faktor kepuasan kerja yang mempengaruhi kepuasan kerja adalah faktor kepuasan ekstrinsik. Dinas Kesehatan dan pimpinan puskesmas dalam perencanaan tenaga kesehatan di puskesmas perlu dipertimbangkan variasi dari karakteristik individu dan faktor-faktor kepuasan kerja yang diperkirakan akan mempengaruhi kepuasan kerja petugas. ...... Health service quality in Puskesmas of Musi Rawas district, South Sumatera Province mostly is not good enough, reflection of this condition can see from Health district survey result for outpatient and inpatient in Puskesmas, based on Health office of Musi Rawas district data and based on available survey result in Puskesmas in 2005. Those all things happened due to decreasing job satisfaction of health staff. The research aim was known relationship between individual characteristics and job satisfaction staff in Puskesmas of Musi Rawas district. Research design used cross sectional survey, using primer data sample 232 that took from whole 22 Puskesmas and executing during January until March 2006. Univariat analysis used for data analysis, bivariat analysis used Chi Square test and multivariat analysis used Logistic Regression. Analysis result can get more than 50% respondent feel unsatisfied for the job satisfaction. Bivariat test shows relationship value between age, life burden, working period and level/rank with extrinsic satisfaction factor. Relationship value also can see between age and intrinsic satisfaction factor, also can see relationship value between age, life burden, working period and level rank with job satisfaction. Respondent working period is dominant individual characteristic that having relationship with extrinsic satisfaction factor and for intrinsic satisfaction factor is respondent age then for job satisfaction is respondent level/rank. A dominant extrinsic satisfaction factor of extrinsic satisfaction factor is supervision, and dominant intrinsic factor for intrinsic satisfaction factor is recognizer. Then extrinsic satisfaction factor is dominant factor for job satisfaction. The knowing of job satisfaction level respondent is 50% more feel unsatisfied and individual characteristics that influence job satisfaction is level/rank then job satisfaction factors that influence job satisfaction is extrinsic satisfaction factor. Health district and puskesmas director in charge person necessary to consider variation of individual character and job satisfaction factors that influence staff job satisfaction when make health man power plan.

Abstrak :
ABSTRAK
Tujuan penelitian ini adalah untuk menganalisis perbedaan motivator di antara tiga generasi Generasi Y, Generasi X, Generasi Baby Boomer . Fokus lainnya adalah untuk menemukan apabila terdapat variasi preferensi motivator pada tiga generasi ini, terutama yang berkaitan dengan setiap motivator intrinsik atau ekstrinsik pada Generasi Y yang berbeda dengan Generasi X atau Generasi Baby Boomer. Populasi yang diteliti adalah karyawan PT XYZ Indonesia yang berbasis di Jakarta. Data dianalisis menggunakan SPSS dengan metode multivariat GLM pada 415 responden. Penelitian ini mengungkapkan bahwa ada perbedaan motivator di antara tiga generasi di PT XYZ, beberapa menunjukkan bahwa Generasi Y lebih memilih motivator intrinsik daripada motivator ekstrinsik yang bertentangan dengan asumsi modern saat ini.

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ABSTRACT
The purpose of this study is to analyze motivators rsquo differences among three generations generation Y, generation X, and generation Baby Boomer in PT XYZ. Additional focus is placed on discovering any variations motivators rsquo preferences on these three generations, particularly with regard to any intrinsic or extrinsic motivator on generation Y that differ with generation X or generation Baby Boomer. The population is the employee of PT XYZ Indonesia based in Jakarta. Data analyzed using SPSS with multivariate GLM method on 415 respondents. This study revealed that there is motivator rsquo s differences among the three generations in PT XYZ, some indicating that generation Y is more intrinsic than extrinsic motivator rsquo s preference which contrary to current popular belief.

Abstrak :
ABSTRACTName : Ni Nyoman Risana DewiStudy program : Kajian Administrasi Rumah SakitTitle : Analysis Of Turn Over Intention Nurse In GeneralHospital Prima Medika 2017Consellor : Dr. dr. Sandi Iljanto, MPHIntroduction: Hospital is an organization that produces a product in the form ofhealth services which consists of several professions and disciplines of Science,one of which plays an important role is the nurse. Nurses in quantity become thelargest workforce, providing 24 hour service continuously and absorb more than50 Hospital budget. High nurse turnover rates can cause disruption to servicesprovided to patients. Standard turn over employees, which can still be tolerated is10 per year. Turn over nurses that occurred in RSU Prima Medika whichincreased from 2015 to 2017, causing concerns from the management, especiallyat the end of 2016 intention turnover rate of 22.1 .The purpose of this study is to determine the determinants of Turn Over IntentionNurses at Prima Medika Hospital in 2017Method: This research is analytic with quantitative approach. This study usedcross sectional design. The number of samples used in this study was 114 nurseswho come from employees who work at Prima Medika Hospital after deductingexclusion criteria.Results: Salary Factor has relationship with nurse work satisfactory at RSU PrimaMedika in the year of 2017. Other factors such as: working conditions; statuswithin the organization; supervision; peer-partner interpersonal relationships,superiors and subordinates; achievement and the work itself, has no significantrelationship with nurse job satisfactory. Job satisfactory has relationship withturnover intention nurses at Prima Medika Hospital in 2017Conclusion: nurse intention turnover is influenced by job satisfaction that lies inthe salary, so the salary in this case needs to be considered.Keywords: turnover intention, job satisfaction, extrinsic factor, intrinsicfactor

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ABSTRACTName Ni Nyoman Risana DewiStudy program Kajian Administrasi Rumah SakitTitle Analysis Of Turn Over Intention Nurse In GeneralHospital Prima Medika 2017Consellor Dr. dr. Sandi Iljanto, MPHIntroduction Hospital is an organization that produces a product in the form ofhealth services which consists of several professions and disciplines of Science,one of which plays an important role is the nurse. Nurses in quantity become thelargest workforce, providing 24 hour service continuously and absorb more than50 Hospital budget. High nurse turnover rates can cause disruption to servicesprovided to patients. Standard turn over employees, which can still be tolerated is10 per year. Turn over nurses that occurred in RSU Prima Medika whichincreased from 2015 to 2017, causing concerns from the management, especiallyat the end of 2016 intention turnover rate of 22.1 .The purpose of this study is to determine the determinants of Turn Over IntentionNurses at Prima Medika Hospital in 2017Method This research is analytic with quantitative approach. This study usedcross sectional design. The number of samples used in this study was 114 nurseswho come from employees who work at Prima Medika Hospital after deductingexclusion criteria.Results Salary Factor has relationship with nurse work satisfactory at RSU PrimaMedika in the year of 2017. Other factors such as working conditions statuswithin the organization supervision peer partner interpersonal relationships,superiors and subordinates achievement and the work itself, has no significantrelationship with nurse job satisfactory. Job satisfactory has relationship withturnover intention nurses at Prima Medika Hospital in 2017Conclusion nurse intention turnover is influenced by job satisfaction that lies inthe salary, so the salary in this case needs to be considered.Keywords turnover intention, job satisfaction, extrinsic factor, intrinsicfactor

Abstrak :

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ABSTRACT
Introduction: Hospital is an organization that produces a product in the form of health services which consists of several professions and disciplines of Science, one of which plays an important role is the nurse. Nurses in quantity become the largest workforce, providing 24 hour service continuously and absorb more than 50% Hospital budget. High nurse turnover rates can cause disruption to services provided to patients. Standard turn over employees, which can still be tolerated is 10% per year. Turn over nurses that occurred in RSU Prima Medika which increased from 2015 to 2017, causing concerns from the management, especially at the end of 2016 intention turnover rate of 22.1%. The purpose of this study is to determine the determinants of Turn Over Intention Nurses at Prima Medika Hospital in 2017

Method: This research is analytic with quantitative approach. This study used cross sectional design. The number of samples used in this study was 114 nurses who come from employees who work at Prima Medika Hospital after deducting exclusion criteria.

Results: Salary Factor has relationship with nurse work satisfactory at RSU Prima Medika in the year of 2017. Other factors such as: working conditions; status within the organization; supervision; peer-partner interpersonal relationships, superiors and subordinates; achievement and the work itself, has no significant relationship with nurse job satisfactory. Job satisfactory has relationship with turnover intention nurses at Prima Medika Hospital in 2017

Conclusion: nurse intention turnover is influenced by job satisfaction that lies in the salary, so the salary in this case needs to be considered.

Abstrak :
Banyak orang menghindari bekerja dalam kelompok karena mereka tidak mau menghadapi ‘free-riders’ atau ‘social-loafers’. Penelitian ini bertujuan untuk meneliti efek dari verbal encouragement terhadap fenomena social loafing. Dengan menggunakan 2 x 2 independent-groups design, 40 mahasiswa mengikuti penelitian ini dan diminta untuk memikirkan sebanyak-banyaknya kegunaan sebuah sendok. Partisipan penelitian dibagi ke dalam kelompok collective (di mana partisipan bekerja sama) atau coactive (di mana partisipan bekerja sendiri), dan ke dalam encouragement present (partisipan mendapatkan kata penyemangat) atau encouragement absent (partisipan tidak mendapat kata penyemangat). Independent – groups t-tests menunjukkan bahwa peserta di kelompok collective menghasilkan lebih sedikit kegunaan sendok daripada peserta di kondisi coactive, menyiratkan bahwa social loafing terjadi. Tidak ada perbedaan antara kelompok collective-encouragement present dan collective-encouragement absent. Hasil ini menunjukkan bahwa verbal encouragement mungkin tidak mengurangi fenomena social loafing. Penelitian selanjutnya disarankan untuk mempertimbangkan motivasi internal dan eksternal awal serta tingkat kesulitan tugas yang dirasakan peserta penelitian. ......Many people avoid working in groups because they do not want to encounter ‘free-riders’ or ‘social-loafers’. The current study aimed to investigate the effects of verbal encouragement on social loafing. Using a 2x2 independent-groups design, 40 university students participated in the study and were asked to generate as many ideas as possible about the different uses of a spoon. Participants were sorted to either collective (i.e., participants are working together) or coactive (i.e., participants are working individually) group, and to either an encouragement present (i.e., participants were given encouraging words) or an encouragement absent group (i.e., participants were not given encouraging words). Independent-group t-tests revealed that participants in collective condition generated fewer ideas than those in coactive condition, suggesting that social loafing has occurred. There is no difference between collective-encouragement present and collective-encouragement absent conditions. This suggests that verbal encouragement might not serve to moderate social loafing. Future research should take participants’ initial intrinsic and extrinsic motivations and their perceived task difficulty into consideration.

Abstrak :
The purpose of present research is to examine wether gender stereotype is still relevant,especially in acceptance of information technology context.....