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"Skripsi ini membahas hubungan employee engagement dengan innovative behavior karyawan Bank BRIsyariah di daerah DKI Jakarta, Jawa Barat, dan Banten. Tujuan dari penelitian ini adalah menganalisis hubungan employee engagement dengan innovative behavior karyawan. Pendekatan penelitian yang digunakan adalah pendekatan kuantitatif dengan teknik pengumpulan data melalui penyebaran kuesioner secara online. Sampel dalam penelitian ini adalah karyawan Bank BRIsyariah di daerah DKI Jakarta, Jawa Barat, dan Banten berjumlah 98 orang yang terdiri atas berbagai bidang tanggung jawab dan berasal dari berbagai lokasi di provinsi DKI Jakarta, Jawa Barat, dan Banten. Penelitian menggunakan beberapa teknik analisis data yaitu uji reliabilitas dan validitas kuesioner, analisis deskriptif dan uji koefisien korelasi antar variabel. Hasil penelitian menunjukkan adanya hubungan yang positif dan signifikan di antara employee engagement dengan innovative behavior. Penelitian ini merekomendasikan agar perusahaan-perusahaan untuk lebih memerhatikan tingkat employee engagement perusahaan karena memiliki korelasi yang positif terhadap innovative behavior karyawan sehingga pada akhirnya dapat meningkatkan potensi inovasi perusahaan.

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This thesis focuses on the relationship between employee engagement and innovative behavior of Bank BRIsyariah employees in provinces of DKI Jakarta, West Java and Banten. The purpose of this study was to examine the relationship between employee engagement and innovative behavior. This study used a quantitative research approach with data collection techniques through online questionnaire. The sample in this study were employees of Bank BRIsyariah in DKI Jakarta, West Java and Banten, totaling 98 people consisting of various areas of responsibility from various locations within provinces of DKI Jakarta, West Java, and Banten. This study used several data analysis techniques, namely the reliability and validity of the questionnaire, descriptive analysis and the coefficient of correlation test between variables. The results showed a positive and significant relationship between employee engagement and innovative behavior. This study recommends that companies pay more attention to the level of their employee engagement because it has a positive relationship with innovative behavior of the employees, which in turn can increase the company’s innovation potential."

"Perilaku kerja inovatif merupakan perilaku kerja yang penting di tengah persaingan industri yang semakin ketat dan lingkungan yang berubah begitu cepat. Organisasi perlu senantiasa mendorong karyawannya untuk mengimplementasikan ide-ide baru dan berguna. Penelitian ini menguji dua variabel yang merupakan prediktor dari perilaku kerja inovatif, yaitu komitmen perubahan diukur menggunakan Commitment to Change Inventory (CCI) dan iklim tim yang diukur menggunakan Team Climate Inventory (TCI). Perilaku kerja inovatif diukur menggunakan The Innovative Work Behavior Scale yang dikembangkan oleh Janssen (2000). Hasil penelitian terhadap 156 karyawan yang bekerja di tiga perusahaan media swasta di Indonesia menunjukkan bahwa iklim tim memiliki korelasi positif dan signifikan dengan perilaku kerja inovatif (r=0.351, p<0.01) sedangkan untuk komitmen perubahan, hanya komitmen perubahan afektif yang memiliki korelasi positif dan signifikan dengan perilaku kerja inovatif (r = 0.144, p<0.05). Lebih lanjut, penelitian ini menunjukkan bahwa iklim tim merupakan prediktor yang lebih besar bagi perilaku kerja inovatif dibandingkan komitmen perubahan. Iklim tim memiliki pengaruh paling besar terhadap dimensi promosi ide.

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Innovative work behavior is one of important behavior in the midst of competitive and rapidly changing environment. Organizations need to always encourage the employees to implement new and useful ideas. This study examined two predictors of innovative work behavior. First, commitment to change that was measured by Commitment to Change Inventory (CCI) and team climate, that was measured by Team Climate Inventory (TCI). Innovative work behavior was measured by The Innovative Work Behavior Scale which was developed by Janssen (2000). The results carried out among 156 employees from three media private company in Indonesia showed that there was a positive and significant correlation between team climate and innovative work behavior (r=0.351, p<0.01), meanwhile for commitment to change, positive and significant correlation only found between affective commitment to change and innovative work behavior (r = 0.144, p<0.05). Further, this study showed that team climate was a stronger predictor of innovative work behavior. Team climate has the greatest effects on idea promotion."

"Perlindungan data pribadi sudah dibicarakan sejak lama, dalam pengaturan hak asasi manusia pun disebutkan adanya perlindungan atas seseorang tentunya didalamnya termasuk data pribadi orang tersebut. Perbincangannya pun masih hangat sampai saat ini, sejak berlakunya general data protection, 25 mei 2018 lalu. Sering juga dikatakan bahwa data menjadi driver (penentu/pengendali) dalam hampir setiap keputusan bisnis, sosial dan pemerintahan. Berkaitan dengan data pribadi, dalam dunia teknologi kini, hampir seluruh aktifitas banyak dilakukan melalui dunia digital, contohnya saja adanya e-mail, e-bangking, e-contract, dan sebagainya.Maka dengan banyaknya aktifitas di dunia digital tersebut, tentunya ada yang namanya identitas digital. Identitas digital lahir dari data pribadi yang terautentifikasi, oleh karena itu kaitannya data pribadi dan identitas digital sebagai sesuatu yang khas atau atribut seseorang yang dapat mengenali seseorang.Dalam tulisan ini, memiliki batasan penelitian yaitu dalam transaksi e-commerce. Tentunya sebelum bertransaksi di e-commerce dibutuhkan sebuah identitas digital. Metode pendekatan yang digunakan dalam penelitian ini adalah yuridis normatif dengan teknik pengumpulan data sekunder atau bahan pustaka, yang kemudian dianalisis dengan menggunakan metode kualitatif.Namun belum semua Negara memiliki peraturan khusus tentang perlindungan data pribadi, khususnya di Indonesia yang belum memiliki undang-undang mengenai perlindungan data pribadi. Maka dalam penulisan ini akan membahas peraturan yang mengatur perlindungan data pribadi di Indonesia khususnya yaitu Permen Kominfo No 20/2016, dan implementasinya.

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Protection of personal data has been discussed for a long time, in the human rights setting also mentioned the existence of protection of someone of course inside including the person's personal data. The discussion was still discussed until now, since the validity of general data protection, 25 May 2018 ago. It is often also said that data becomes the driver (driver / controller) in almost every business, social and government decision.

With regard to personal data, in the world of technology today, almost all activities are done through the digital world, for example e-mail, e-bangking, e-contract, and so on.

So with the many activities in the digital world, of course there is a digital identity. Digital identity is born from authentic personal data, therefore the relation of personal data and digital identity as something characteristic or attribute of someone who can recognize a person.

In this paper, has a limitation of research that is in e-commerce transactions. Of course, before make a transaction in e-commerce requires a digital identity.

Approach method used in this research is normative juridical with technique of collecting of secondary data or library material, which then analyzed by using qualitative method.

However, not all countries have specific regulations on the protection of personal data, especially in Indonesia that does not yet have laws on the protection of personal data. So in this paper will discuss the rules that regulate the protection of personal data in Indonesia, especially the Permen Kominfo No 20/2016, and its implementation."

"Face a change and competition between organizations force organization to handle this situation in order they will be sustain and perform optimally. Organization must cope that-with innovation, as well as, the employee in that organization. To face that challenge, there is need employee readiness to be involved. Unfortunately, there is still not much literature and study that explain about employee readiness to innovate. Several studies explain about readiness to innovation, but it focuses on organization readiness. So, we conduct a study to arrange the scale to measure employee readiness to innovate. The study was involved 216 employees from two photovoltaic companies. The reliability of scale was a = 0.846. We also found significant and positive relation between readiness to innovate and innovative behavior (r = 0.610; p < 0.01).The result showed that readiness to innovate will facilitate employee innovative behavior. The result also showed that employee readiness to illiiovate gave about 37 % contribution to innovative work behavior. So, the management can consider their employee readiness to innovate to foster innovative work behavior among their employee in the organization."

"The language of young people is central in sociolinguistic research, as it is seen to be innovative and a primary source of knowledge about linguistic change and the role of language. This volume brings together a team of leading scholars to explore and compare linguistic practices of young people in multilingual urban spaces, with analyses ranging from grammar to ideology. It includes fascinating examples from cities in Europe, Africa, Canada and the US to demonstrate how young people express their identities through language, for example in hip-hop lyrics and new social media. This is the first book to cover the topic from a globally diverse perspective, and it investigates how linguistic practices across different communities intersect with age, ethnicity, gender and class. In doing so it shows commonalities and differences in how young people experience, act and relate to the contemporary social, cultural and linguistic complexity of the twenty-first century."

"Penelitian ini bertujuan untuk mengetahui hubungan antara memori organisasi dan perilaku inovatif di tempat kerja.Sampel diambil dari 100 karyawan dari berbagai level dan jabatan di perusahaan yang bergerak di bidang produksi danpemasaran alat-alat elektronik berbasis tenaga surya. Skala Memori Organisasi (α=0,75) digunakan untuk mengukurmemori organisasi, sedangkan Skala Perilaku Inovatif (α=0,80) digunakan untuk mengukur perilaku inovatif di tempatkerja. Analisa korelasi menunjukkan bahwa terdapat korelasi yang positif dan signifikan antara memori organisasi danperilaku inovatif di tempat kerja(r=0,35; p<0,01). Namun, dari analisis regresi tingkat berganda diketahui bahwa ketikamemori organisasi, tipe kerja, dan level pendidikan dianalisis bersama, maka hanya level pendidikan yang menjadiprediktor yang bermakna pada perilaku inovatif di tempat kerja. Ketika digabungkan, memori organisasi, tipe kerja, danlevel pendidikan dapat menjelaskan 19% dari variasi perilaku inovatif. Naskah ini mendiskusikan alasan teoritis danmetodologis yang menyebabkan hasil tersebut dan kemungkinan pengembangan riset di kemudian hari.This study aims to determine the relationship between organizational memory and innovative work behavior. The studywas conducted on 100 employees from various levels and positions in a company that produce and trade electronic solarequipment. To measure the organizational memory, we used Organizational Memory Scale developed by Dunhamm(2010) with α=0.75. Then, to measure innovative work behavior, we used Innovative Work Behavior Scale fromJanssen (2000) with α=0.80. The results show that there is positive and significant correlation between organizationalmemory and innovative workbehavior (r=0.35; p<0.01). Hierarchical-regression analysis shows that (1) altogethereducation level, job type and organizational memory influences 19% of variance in innovative behavior; (2) when thesevariables are analysed together, only education level shows significant impact on innovative behavior. We discusstheoretical and methodological reasons for these results and offer future direction for research."

"This research conducted to prove that emotional intelligence could minimize the negative effect of resistance to change to innovative behavior...."

"Kewirausahaan telah lama menjadi perhatian penting dalam mengembangkan pertumbuhan sosioekonomi suatu negara (Zahra dalam Peterson & Lee, 2000). Selain itu, kewirausahaan juga semakin menjadi perhatian penting dalam menghadapi tantangan globalisasi yaitu kompetisi ekonomi global dalam hal kreativitas dan inovasi (Peterson & Lee, 2000). Tingkah laku inovatif yang dimiliki oleh seorang wirausaha secara umum dapat mengimbangi perubahan yang terjadi dengan begitu cepatnya, khususnya dalam menghadapi tantangan globalisasi (Peterson & Lee, 2000). Tingkah laku inovatif ini berhubungan dengan faktor budaya. Dalam hal ini, individu yang berada pada lingkungan dengan budaya uncertainty avoidance yang rendah mempunyai toleransi yang tinggi terhadap tingkah laku yang baru dan kreatif (Hostede & Hofstede, 2005). Penelitian ini bertujuan untuk memperoleh gambaran nilai budaya uncertainty avoidance seperti yang diungkapkan oleh Hofstede (1980), dan tingkah laku inovatif seperti yang diungkapkan oleh West (1997), pada wirausaha bersuku Minangkabau. Selain itu, penelitian ini juga berfokus pada penemuan ada/tidaknya hubungan antara nilai budaya uncertainty avoidance dengan tingkah laku inovatif tersebut. Oleh karena itu, penelitian ini termasuk di dalam penelitian kuantitatif ex post field study yang bersifat korelasional. Dari hasil penelitian ini dapat disimpulkan bahwa: 1) Wirausaha bersuku Minangkabau yang berada di Jakarta, Bogor, Depok, Tangerang dan Bekasi memiliki nilai budaya uncertainty avoidance yang rendah atau dengan kata lain mempunyai toleransi yang tinggi terhadap ketidakpastian; 2) Wirausaha bersuku Minangkabau yang berada di Jakarta, Bogor, Depok, Tangerang dan Bekasi memiliki tingkah laku inovatif yang tinggi ; 3) Hubungan yang terjadi antara nilai budaya uncertainty avoidance dan tingkah laku inovatif adalah hubungan positif yang signifikan dimana jika seseorang mempunyai toleransi yang tinggi terhadap ketidakpastian (uncertainty avoidance rendah) maka ia akan menampilkan tingkah laku inovatif yang tinggi.

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Entrepreneurship has long been considered as a significant factor for socioeconomic growth and development (Zahra in Peterson & Lee, 2000). Besides that, entrepreneurship also become more important to face the global competition based on creativity and innovation (Peterson & Lee, 2000). In order to face global challenge, an entrepreneur has to develop innovative behavior (Peterson & Lee, 2000). Innovative behavior is related with cultural factor. Person whose living in an environment which encourage him to have low uncertainty avoidance culture has high tolerance to new and creative behavior (Hostede & Hofstede, 2005). The purpose of this research is to identify the relation between uncertainty avoidance value and innovative behavior among Minangkabau Entrepreneurs in Jakarta, Bogor, Depok, Tangerang, and Bekasi. Furthermore, this research is also try to find the description profile about uncertainty avoidance as a culture value, and innovative behavior as a trait among Minangkabau Entrepreneurs. This research is a quantitative research with non experimental design method, characteristic by ex post facto fields study. The research results showed that: 1) Minangkabau Entrepreneurs in Jakarta, Bogor, Depok, Tangerang and Bekasi have low uncertainty avoidance culture value which means high tolerance of ambiguity; 2) Minangkabau Entrepreneurs in Jakarta, Bogor, Depok, Tangerang and Bekasi have high innovative behavior; 3) There is a positive correlation between uncertainty avoidance value and innovative behavior among Minangkabau Entrepreneurs in Jakarta, Bogor, Depok, Tangerang and Bekasi."