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Abstrak :
Tempat Pembuangan Akhir (TPA) adalah salah satu layanan yang harus selalu beroperasi dalam suatu kota. Operasi TPA yang baik dan benar dimulai dari pemahaman dan persepsi pekerja terhadap risiko yang mungkin terjadi. Penelitian ini bertujuan untuk mengetahui persepsi pekerja terhadap risiko sampah longsor di TPA X dan faktor-faktor yang mempengaruhi persepsi tersebut. Dari hasil penelitian dapat disimpulkan bahwa yang mempengaruhi persepsi pekerja terhadap risiko sampah longsor adalah kelompok pekerja, pendidikan terakhir pekerja, dan masa kerja pekerja. Disarankan agar menajemen memberikan penyegaran kembali kepada pekerja tentang risiko yan gmungkin timbul dalam operasi TPA sehari-hari.

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Landfill is one of services that has to be done every day in the city. The right operation of landfill begin from the perception of the workers about risk that can be happened on landfill. The goal of this research is to find out perception from the workers about solid waste slide risk and factors that affect that perception. The conclusion of this research that influence the workers about the perception of wate slide risk are worker group, level of education, and period of work. Suggestion from this research is the landfill management should refresh the workers about the risk inseide landfill including of solid slide risk.

Abstrak :
ABSTRAK
Lembaga kerja sama Bipartit merupakan salah satu sarana dari hubungan industrial yang cukup penting dalam operasional perusahaan, demikian pula hubungan industrial merupakan sistem hubungan kerja para pelaku proses produksi yaitu pekerja, pengusaha,dan pemerintah. Tesis ini mengulas mengenai peranan lembaga kerja sama bipartit dalam pelaksanaan hubungan industrial di PT.Ricky putra globalindo,Tbk dengan suatu kasus pelaksanaan LKS Bipartit yang dijalankan sesuai dengan ketentuan yang berlaku dan mendapat arahan dari Lembaga Perburuhan Internasional di kantor Jakarta. Indikator dari LKS Bipartit yang digunakan adalah produktivitas dan kualitas, kesejahteraan, disiplin dan tata tertib, keselamatan dan kesehatan kerja. Sedangkan indikator dari hubungan industrial adalah Peraturan perusahaan, Serikat pekerja,Asosiasi Pengusaha, LKS Bipartit, LKS Tripartit, Perjanjian Kerja Bersama, Hukum ketenagakerjaan, Lembaga penyelesaian perselisihan hubungan industrial, Pendidikan hubungan industrial. Metode penelitian yang digunakan adalah kualitatif deskriptif dengan pengumpulan data melalui penyebaran kuesioner pada 300 responden yang terdiri dari pihak manajemen dan pekerja. Sampling diambil dengan purposive sampling dan penentuan jumlah sample menggunakan tabel Krejcie. Pembuatan sample dengan skala Likert dalam lima interval (sangat positif sampai sangat negaif), untuk mengukur pendapat dan persepsi karyawan terhadap peranan dari Lembaga kerjasama Bipartit yang ada di perusahaan yang dijabarkan dengan 61 pertanyaan.Dari jawaban kuesioner tersebut, kemudian ditabulasi dan dihitung persentase serta dianalisis untuk mengetahui pendapat dan persepsi pekerja dan manajemen. Hasil analisis data tersebut, adalah pembentukan LKS Bipartit di perusahaan didukung oleh 92% responden, dengan membentuk gugus tugas seperti yang disebutkan dalam indikator LKS Bipartit. Pelaksanaan gugus tugas sesuai dengan masing-masing bidang didukung oleh lebih dari 70% dari responden. Dan sebagai konsekuensinya karyawan harus berpartisipasi untuk mencapai tujuan dari LKS Bipartit yaitu pencapaian produktivitas kerja dan kualitas produk. Pelaksanaan dari pembentukan LKS Bipartit di perusahaan masih belum mencapai 100%, hal ini menunjukkan bahwa pengetahuan dan sosialisasi mengenai tugas dan fungsi LKS bipartit masih harus dijelaskan kepada seluruh karyawan dan manajemen melalui pendidikan hubungan industrial ataupun melalui penjelasan di setiap bagian yang ada di perusahaan.

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ABSTRAK
Just like Bipartite cooperation institution (LKS Bipartit) is one of relatively important industrial relationship media in company operation, industrial relationship is one of work relationship of manufacturing actors, namely, employees, employers, and government. The thesis covered the role of Bipartite cooperation institution in implementing industrial relationship at PT Ricky Putra Globalindo,Tbk, using a case of LKS Bipartit implementation at PT Ricky Putra Globalindo,Tbk, and under the applicable law and legislation and supervision of International Labour affairs institution in Jakarta office. Indicators of LKS Bipartit were productivity and quality; prosperity; discipline and order; and occupational safety and health. While indicators of industrial relationship were company rule, labour union, employee association, LKS bipartite, LKS tripartite, collective labour agreement, the manpower act, settlement of industrial relations disputes , and industrial relationship education. Methods of the research was qualitative descriptive by colleting data using questionnaire distributed to 300 respondents consisting of top management and employees. The sample was purposive in character, with the sample number determined by krejcie table. The sample was determined by Likert scale in five intervals (very positive to very negative) to measure employee opinion and perception of the role of Bipartite cooperation institution of the company detailed in to 61 questions. The questionnaire responses were tabulated then and percentage calculated and analyzed to know opinion and perception of top management and employees. The result of data analysis was that formation of LKS Bipartite of the company was supported by 92% of respondents by making taskforce as mentioned in LKS Bipartite indicators. Implementation of taskforce according to their respective area was supported by more than 70% of respondents. And, as a result, employees should participate in realizing the goals of LKS Bipartite, namely, work productivity and product quality. Implementation of LKS Bipartite existence in the company was not 100% that made knowledge and socialization of tasks and functions of LKS Bipartite necessary to explain to all employees and top management through an industrial relationship education and to any parts of the company.

Abstrak :
Dewasa ini sistem outsourcing semakin berkembang di Indonesia terlihat dari semakin banyaknya perusahaan yang memanfaatkan jasa dari perusahaan outsourcing. Sistem ini telah terbukti efektif bagi perusahaan dalam melakukan efisiensi, baik dari segi operasional maupun biaya. Sedangkan bagi pencari kerja sistem ini dapat dijadikan alternatif sebagai batu loncatan bagi karirnya di masa datang. Namun pada kenyataannya di kalangan masyarakat, khususnya di kalangan pekerja/buruh outsourcing, telah terbentuk persepsi buruk bahkan terjadi penolakan terhadap sistem outsourcing, karena sistem ini dianggap telah mengakibatkan terjadinya eksploitasi terhadap buruh. Hal ini mengakibatkan timbulnya kontradiksi antara semakin berkembangnya praktek sistem outsourcing di Indonesia dengan semakin meningkatnya penolakan dari masyarakat terhadap sistem ini. Berkaitan dengan adanya persepsi yang sudah terlanjur buruk inilah, maka penelitian ini dilakukan dengan tujuan untuk mengetahui apakah sistem outsourcing telah sesuai dengan kaidah syariah dilihat dari hukum perjanjian Islam, serta mengetahui faktor dominan apakah yang menyebabkan timbulnya persepsi buruk tersebut.

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These days the outsourcing system has been developing in Indonesia as we can see from the increasing number of companies using the service provided by outsourcing companies. The system is provided to be effective for companies which look for efficiency in term of operation and cost. For the workers, the system can be an alternative or as a stepping stone for their future career. However, in reality in the society particularly among the outsourced employees or workers, there is a negative perception over outsourcing and even there is a rejection to the system as the system is considered to be the cause of labor exploitation. Consequently, there is contradictory situation in which the practise of outsourcing continues to flourish while at the same time there is an increased rejection to the system among the society. Considering its negative perception, the objective of the research is to find out whether the outsourcing system is in line with the shariah principles seen from the perspective of Islamic contract law, and to find out what the dominant factors causing such a negative perception.

Abstrak :
[ABSTRAK
Tesis ini meneliti pengaruh persepsi pekerja pada perubahan organisasi, kepribadian pekerja, identifikasi organisasi, dan gaya kepemimpinan terhadap kemampuan pekerja mengatasi perubahan organisasi pada Bank XYZ, dengan pertimbangan Bank XYZ merupakan Bank BUMN dengan kompleksitas permasalahan perubahan organisasi yang tinggi namun tetap mampu menunjukkan kinerja yang sangat menggembirakan. Penelitian menggunakan 231 sampel pekerja dari unit-unit kerja Bank XYZ di seluruh Indonesia. Hasil penelitian menunjukkan variabel persepsi pekerja pada perubahan organisasi, kepribadian pekerja, identifikasi organisasi, serta gaya kepemimpinan suportif berpengaruh positif signifikan pada kemampuan pekerja mengatasi perubahan organisasi, sedangkan variabel gaya kepemimpinan partisipatif dan instrumental tidak berpengaruh signifikan. Pengaruh terbesar diberikan oleh kepribadian pekerja. Analisis uji korelasi karakteristik responden terhadap variabel dependen memberikan hasil tidak ada satu pun karakteristik yang berkorelasi signifikan pada tingkat signifikansi 5%.

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ABSTRACT
This thesis analyzes about the effect of employee perception on organizational change, employee personality, organizational identification, and leadership style toward employee?s ability in coping with organizational change in Bank XYZ, which are a state-owned bank with high complexity organizational changes but still showing awesome corporate performance. The research uses 231 employee samples from all over Indonesia. The result shows that employee perception, employee personality, organizational identification, and supportive leadership style variables give significant positive effect to employee?s ability in coping with organizational change, while partisipative and instrumental leadership style variables do not. Employee personality give the biggest effect to dependent variable. Correlation analysis of sample characteristics toward dependent variable shows no significant result for all characteristic in 5% significancy.;This thesis analyzes about the effect of employee perception on organizational change, employee personality, organizational identification, and leadership style toward employee’s ability in coping with organizational change in Bank XYZ, which are a state-owned bank with high complexity organizational changes but still showing awesome corporate performance. The research uses 231 employee samples from all over Indonesia. The result shows that employee perception, employee personality, organizational identification, and supportive leadership style variables give significant positive effect to employee’s ability in coping with organizational change, while partisipative and instrumental leadership style variables do not. Employee personality give the biggest effect to dependent variable. Correlation analysis of sample characteristics toward dependent variable shows no significant result for all characteristic in 5% significancy., This thesis analyzes about the effect of employee perception on organizational change, employee personality, organizational identification, and leadership style toward employee’s ability in coping with organizational change in Bank XYZ, which are a state-owned bank with high complexity organizational changes but still showing awesome corporate performance. The research uses 231 employee samples from all over Indonesia. The result shows that employee perception, employee personality, organizational identification, and supportive leadership style variables give significant positive effect to employee’s ability in coping with organizational change, while partisipative and instrumental leadership style variables do not. Employee personality give the biggest effect to dependent variable. Correlation analysis of sample characteristics toward dependent variable shows no significant result for all characteristic in 5% significancy.]