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Abstrak :
Pelaksanaan proyek konstruksi, melibatkan banyak pihak seperti pemilik, kontraktor, subkontraktor, konsultan perencana, konsultan pengawas, supplier dan lain sebagainya, memakai berbagai jenis sumber daya, dan juga menghadapi masalah yang sulit atau bahkan tidak bisa dikendalikan, sehingga diperlukan adanya alat atau metode perencanaan yang dapat menggantisipasi seawal mungkin permasalahan-permasalahan yang akan timbul pada waktu pelaksanaan. Pihak-pihak tersebut diatas merupakan tim proyek atau peserta yang berkepentingan dan terlibat dalam penyelenggaraan dan hasil proyek. Keberhasilan pelaksanaan proyek konstruksi akan ditentukan oleh kemampuan para peserta atau pelaku utamanya, tersedianya perangkat yang lengkap dan berkualitas, dan terpenuhinya hubungan yang baik antara peserta proyek, juga dengan adanya pengendalian dan pengawasan yang baik. Subkontraktor mernpunyai peran yang signifikan dan juga memainkan peran yang vital dalam dunia industri konstruksi. Subkontraktor adalah seorang atau beberapa orang yang dinyatakan dalam kontrak sebagai subkontraktor untuk bagian pekerjaan atau, seorang atau beberapa orang kepada siapapun bagian pekeajaan disubkontrakkan. Kontraktor utama menyerahkan sebagian pekerjaan kepada subkontraktor karena alasan-alasan efisiensi dan produktivitas, tidak mempunyai tenaga ahli yang produktif dan peralatan konstruksi yang memadai. Proses pemilihan hampir sama dengan pemilihan kontraktor utama, dengan penekanan pada beberapa aspek karena jenis pekerjaan yang spesifik dan lingkup kerjanya terbatas. Tujuan dalam penyeleksian subkontraktor, untuk menjamin agar biaya pelaksanaan sesuai/dibawah rencana, waktu pelaksanaan sesuai/dibawah rencana dan mutu yang akan diserahkan sesuai gambar dan spesifikasi. Dalam penelitian ini, mengambil hubungan atau jenis kontrak yang sering dipraktekkan di Indonesia, yaitu menggunakan jasa kontraktor dan konsultan, yang disebut pendekatan tradisional dengan kontrak harga menyeluruh (lumpsum). Dan penelitian ini bertujuan untuk melakukan kajian seberapa besar pengaruh kualitas subkontraktor pada pelaksanaan proyek konstruksi bangunan pabrik terhadap kinerja proyek di wilayah Jabotabek, serta seberapa jauh model regresi dapat digunakan untuk menjelaskan hubungan antara pengarah kualitas subkontraktor dengan kinerja biaya dan waktu. Hasil-hasil temuan penelitian ini menunjukkan bahwa terdapat beberapa variabel-variabel kualitas subkontraktor pada pelaksanaan proyek konstruksi bangunan pabrik terhadap kinerja biaya dan waktu di wilayah Jabotabek. Diperoleh 3 variabel penentu untuk model hubungan kualitas subkontraktor terhadap kinerja biaya adalah faktor penyediaan dana pinjaman, proposal yang diajukan oleh subkontraktor dan pengadaan peralatan segi kualitas. Dan juga diperoleh 3 variabel penentu untuk model hubungan kualitas subkontraktor terhadap kinerja waktu adalah: pengalaman subkontraktor, kemampuan tenaga kerja dari segi kualitas dan pengawasan pemakaian material dari segi kualitas. Hasil-hasil penelitian tersebut didapat dari 23 sampel yang telah dapat memenuhi persyaratan statistik Sampel tersebut didapatkan dari 30 angket yang diberikan atau diisi oleh responden dari pimpinan-pimprnan proyek pihak kontraktor pada proyek-proyek pabrik di wilayah Jabotabek dan sekitarnya. Analisis yang dilakukan dalam penelitian ini menggunakan analisis korelasi, analisis faktor, analisis variabel penentu, dan analisis regresi berganda (multiple regression). Semua analisis tersebut diolah dengan menggunakan bantuan paket software Statistical Program for Science Release 9.0 atau SPSS 9.0 for Window. ......The construction process, involve many parties as an owner, contractor, subcontractor, design consultant, supervision consultant, supplier and others, with use the various of resources type, and also to face the complex problems or even can not be controlled, until the needed of equipment or planning method available that can anticipate for the problems early. The mentioned parties as a project team or an important participant and involved in the process and result of project. The success of project completion will be determined with capability of participant or the main performer, availabilities of complete and quality tools, and compiled with good relation between the project participants, and also exist of the good controlling and supervision. The subcontractors have a significant role and play a vital role in the construction industry. Subcontractor means any person named in the contract as a subcontractor, or any person appointed as a subcontractor, for a part of works; and the legal successor in tide to each of these persons. The main contractors award a part of works for subcontractor to be efficient and economical in the use of available resources, are not always sufficiently extensive to afford full-time employment of skilled craftsmen in each of the several trade classifications needed in the field, and another common reason for subcontracting is when the project requires construction equipment; the prime contractor does not have. The selecting process almost the same with selecting for prime contractor, with the emphasizing of several aspects, because the the limited works scope and specific works type. The purpose of the subcontractor selecting is to ensure so that completion as budget, finished in time, and as quality. In this observation, takes of the relationship or the contract that the most commons are used in Indonesia was an approach of traditional (owner, consultant and contractor), with lumpsum contract price. And the purpose of this observation was to view as much as of large of impact of subcontractor quality on the industrial construction building to project performance in Jabotabek region, and as much as of far of regression model can be used to describe relationship between impact subcontractor quality to performance of budget and time. The results of the observation finding indicate that be found several variables of subcontractor quality on the industrial construction building to project performance in Jabotabek region. Obtained three variables of determinant for relationship model of subcontractor quality to budget performance are: factor of supplying of loan fund, submitted proposal by subcontractor and procurement of equipment to quality aspect. And also obtained three variables of determinant for relationship model of subcontractor quality to time performance are: experience of subcontractor, capability of manpower to quality aspect and supervision of material use to quality aspect. And the results of the mentioned observation, obtained from 23 samples have been compiled with statistical requirement. The samples are obtained from 30 questionnaires sent or contained by respondent from project manager of contractor party on the projects of industrial building (factory) in Jabotabek region. The analysis was executed in the observation used analysis of correlation, analysis of factor and analysis of multiple regressions. The all analysis was processed with helping of Software package of Statistical Program for Science Release 9.0 or SPSS 9.0 for Window.

Abstrak :
Tujuan utama dari penelitian ini adalah untuk mengkaji peran mediasi kohesi tim, knowledge sharing, dan kapasitas absorptif pada hubungan antara empowering leadership dan kinerja tim pada organisasi sektor publik. Penelitian tentang pengaruh empowering leadership terhadap kinerja tim di organisasi sektor publik masih belum banyak dilakukan. Penelitian ini menggunakan pendekatan kuantitatif. Data dikumpulkan dari 300 orang di 81 tim kerja di 10 organisasi sektor publik. Dengan menggunakan analisis partial least squares (PLS), hasilnya menunjukkan bahwa terdapat full mediating dari kohesi tim, knowledge sharing dan kapasitas absorptif. Empowering leadership seorang pemimpin tim tidak memiliki efek langsung pada kinerja tim. Hasil penelitian ini juga menunjukkan bahwa empowering leadership seorang pemimpin tim meningkatkan kohesi dan knowledge sharing di antara anggota tim dan meningkatkan kapasitas absorptif tim, yang dapat mengarah pada kinerja tim yang lebih baik.

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The main purpose of this study is to empirically investigate the mediating roles of team cohesion, knowledge sharing, and absorptive capacity on the relationship between empowering leadership and team performance in public sector organizations. The effect of empowering leadership on team performance in public sector organizations has received less research attention. A quantitative approach was adopted in this study. Data were collected from 300 individuals across 81 work teams in 10 public sector organizations. Using partial least squares (PLS) analysis, the result showed that there is a full mediation by the team cohesion, knowledge sharing and absorptive capacity. Empowering leadership of a team leader does not have a direct effect on team performance. The result also suggest that empowering leadership of a team leader raises the level of cohesion and knowledge sharing among team members and increase the absorptive capacity of the team, leads to better team performance.

Abstrak :
Tujuan dari penelitian ini adalah untuk mengetahui apakah transformational leadership, innovative work behavior, dan team dynamics dapat mempengaruhi team performance pada perusahaan sekuritas di Indonesia. Pengumpulan data dilakukan melalui kuesioner kepada pimpinan satuan kerja atau unit kerja pada perusahaan-perusahaan sekuritas di Indonesia dan telah menerapkan kebijakan remote working dalam 3 (tiga) tahun terakhir. Selanjutnya, data dari kuesioner diolah serta dianalisis menggunakan Structural Equation Modelling (SEM) untuk menguji kecocokan model secara keseluruhan dan menguji hubungan sebab-akibat antar variabel. Sejumlah 233 pimpinan satuan unit kerja dari perusahaan sekuritas yang telah menerapkan kebijakan remote working dalam kurun waktu 3 tahun terakhir yang digunakan sebagai sampel dalam penelitian ini. Dari hasil penelitian ditemukan bahwa team performance pada perusahaan sekuritas di Indonesia dipengaruhi oleh innovative work behavior dan team dynamics. Namun, transformational leadership tidak dapat secara langsung mempengaruhi team performance. Berdasarkan hasil tersebut, dapat disimpulkan bahwa jenis kepemimpinan transformational leadership dapat mempengaruhi innovative work behavior dan team dynamics. Lebih jauh lagi, innovative work behavior dan team dynamics menjadi faktor yang dapat mempengaruhi team performance. Artinya, untuk dapat mempertahankan serta meningkatkan kinerja pada lingkungan yang bekerja secara remote working, diperlukan koordinasi tim serta inovasi dari masing-masing satuan kerja untuk dapat menyesuaikan dengan perubahan lingkungan kerja yang pada awalnya dilakukan secara tatap muka menjadi daring. Untuk memicu kedua hal tersebut, salah satu jenis kepemimpinan yang dapat mempengaruhi tingkat inovasi dan koordinasi selama bekerja secara daring adalah transformational leadership ......The purpose of this study is to determine whether transformational leadership, innovative work behavior, and team dynamics can affect team performance in securities companies in Indonesia. Data collection is done through a questionnaire to the head of the work unit or work unit at securities companies in Indonesia and has implemented a remote working policy in the last 3 (three) years. Furthermore, the data from the questionnaire was processed and analyzed using Structural Equation Modeling (SEM) to test the overall fit of the model and to examine the causal relationship between variables. A total of 233 heads of work units from securities companies who have implemented remote working policies in the last 3 years were used as samples in this study. From the results of the study it was found that team performance at securities companies in Indonesia was influenced by innovative work behavior and team dynamics. However, transformational leadership cannot directly affect team performance. Based on these results, it can be concluded that the type of transformational leadership can affect innovative work behavior and team dynamics. Furthermore, innovative work behavior and team dynamics are faktors that can affect team performance. This means that to be able to maintain and improve performance in a virtual or remote working environment, team coordination and innovation from each work unit are needed to be able to adapt to changes in the work environment which was initially carried out face-to-face to online. To trigger these two things, one type of leadership that can affect the level of innovation and coordination while working online is transformational leadership.

Abstrak :
We investigate the impact of the presence of women in top management on bank performance controlling for bank specific factors, ownership and governance. By making use of sample of 70 Indonesian banks in a cross section study, we find strong evidence that the presence of women in the executives is negatively associated with firm performance. Moreover, we examine the moderating effect of TMT organizational tenure and TMT age. However, only little evidence is found in the effect of our moderating variables.

Abstrak :
Pada saat ini tuntutan akan pelayanan kesehatan yang bermutu semakin meningkat seiring dengan perbaikan tingkat pendidikan masyarakat. Oleh sebab itu sebagai upaya antisipasi terhadap perubahan-perubahan yang sangat cepat terjadi, maka Departemen Kesehatan telah melaksanakan jaminan mutu di puskesmas melalui proyek kesehatan IV bantuan Bank Dunia. Puskesmas dilatih dalam dua tahapan yaitu tahapan pelatihan analisa sistem dan tahapan pelatihan team based. Kedua pelatihan ini merupakan satu rangkaian pelatihan yang diharapkan dapat meningkatkan kinerja tim puskesmas dalam memberikan pelayanan kesehatan terutama pelayanan kesehatan dasar kepada masyarakat_ Sebagai tindak lanjutnya tim puskesmas yang dilatih dapat menerapkan hasil pelatihan di puskesmas. Kinerja tim jaminan mutu diukur dengan melihat hnsil-hasil yang telah dicapai oleh puskesmas sesuai dengan indikator keberhasilan jaminan mutu di puskesmas menurut Departemen Kesehatan. Laporan tahunan proyek kesehatan IV propinsi Kalimantan Barat menunjukkan bahwa masih rendahnya kinerja tim jaminan mutu puskesmas di Kabupaten Ketapang. Penelitian ini dilakukan untuk memperoleh informasi bagaimana gambaran kinerja tim jaminan mutu puskesmas setelah melaksanakan program jaminan mutu. Di samping itu dilihat juga bagaimana gambaran komitmen pimpinan dinas kesehatan, pelaksanaan supervisi, kepemimpinan kepala puskesmas, motivasi, pengetahuan, sikap dari petugas serta dinamika kerja tim jaminan mutu puskesmas. Penelitian ini menggunakan pendekatan kualitatif yang dilakukan dengan wawancara mendalam dan observasi terhadap pimpinan, staf yang sudah dilatih dan staf yang belum dilatih jaminan mutu di Puskesmas Sei Awan dan Puskesmas Sukabangun masing-masing 5 orang. Pengolahan data dibuat dalam bentuk matriks yang diperoleh dari transkrip wawancara mendalam, sedangkan analisis data dilakukan terhadap isi dengan melakukan eksplorasi sesuai dengan teori kemudian dibandingkan antara harapan dengan kenyataan. Hasil penelitian menunjukkan bahwa kinerja tim jaminan mutu Puskesmas Sukabangun dan Puskesmas Sei Awan pada tahapan analisa sistem sudah baik. Tetapi tingkat adopsi pelayanan kesehatan dasar masih statis. Tim jaminan mutu Puskesmas Sukabangun telah mampu menemukan dan memecahkan dua masalah kompleks sejak dilaksanakan program jaminan mutu di puskesmas. Komitmen pimpinan yang masih kurang, supervisi yang kurang efektif serta pengetahuan yang kurang memadai tentang jaminan mutu menjadi alasan yang dapat mempengaruhi kinerja tim jaminan mutu pada puskesmas. Komitmen pimpinan yang terus menerus dalam pelaksanaan program jaminan mutu di puskesmas sangat diharapkan. Oleh sebab itu disarankan seiring dengan telah dimulainya pelaksanaan otonomi daerah maka kegiatan yang dapat meningkatkan motivasi perlu diperhatikan seperti upaya menciptakan sistem penghargaan dan imbalan untuk meningkatkan kinerja tim jaminan mutu puskesmas, sehingga kesinambungan program jaminan mutu tetap berlangsung dengan baik

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Qualitative Analysis to Performance Quality Assurance Team of Public Health Center at Sei Awan and Sukabangun, in Ketapang District on 2000This recent time quality health service demand has increase as well as level educational of community. That is way anticipation efforts toward the changes are going faster, so that Department of Health employed quality assurance in Public Health Center or called Puskesmas by Health Project IV contributed by World Bank. Puskesmas is trained by two stages are system analysis training and team based training. Both of them is a chain of expecting training to increase team performance of puskesmas in health service, in priority at basic health services to community. The Puskesmas team trained is expecting to implement their knowledge at Puskesmas. The performance of quality assurance team assessed by the achievement results of the puskesmas according the success of quality assurance by the Department of Health. Annual report of Health Project IV on 1999/2000 in West Kalimantan showed the performance of quality assurance team of puskesmas in Ketapang District is still low. This research purpose is to get information on how the performance of quality assurance team of puskesmas after employ quality assurance program. Beside, it also observe the commitment of leader, the realization of supervision, the leadership of puskesmas leader, motivation, knowledge, attitude of puskesmas officer and also work dynamics of quality assurance team in puskesmas. This research used qualitative approach by interviewed and observed the head, trained staff and untrained staff in Puskesmas Sei Awan and Puskesmas Sukabangun, 5 people for each. Data processed in metric which get from the interview transcript, while data analyzed by doing theoretical exploration then compared between actual and expectation. The results showed performance of quality assurance team at both puskesmas in system analyse stage is quite good. But the adoption level of basic health services still static. Quality assurance team in Puskesmas Sukabangun can find and solve two complex problems since the realization of quality assurance program in puskesmas. The less of head commitment, less effectiveness of supervision and unknowledgeable to quality assurance become the reason influenced the force of quality assurance team. The continually of head commitment in realization of this program is really expecting. As the regional autonomy begins, the activity to increase the motivation is suggested to be noticed as well as the efforts to create recognition and reward system to increase the performance of quality assurance team in puskesmas. At last the continually of quality assurance program in Puskesmas can be held adequately.

Abstrak :
ABSTRACT
This research examined and investigated how cultural diversity among team members affects team performance. Specifically, this research scrutinized whether culturally diverse team members has an effect on team performance. A dimension from the Big Five Personality Trait, which is conscientiousness, is considered to moderate this relationship and its interaction effect with culturally diverse team members is also examined. The quantitative study was conducted with students from Rijksuniversiteit Groningen and Universitas Indonesia as samples. After the statistical analysis was executed, it is revealed that culturally diverse team members have a positive effect on team performance. However, it is also showed that conscientiousness weakens the positive effect of culturally diverse team members on team performance. Thus, this research has implications for international business, especially in hiring new graduates and tackling cultural issues arise in a team.

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ABSTRAK
Penelitian ini menguji dan menginvestigasi bagaimana keberagaman budaya didalam anggota tim mempengaruhi kinerja tim. Secara spesifik, penelitian ini mempelajari lebih dalam apakah anggota tim yang beragam secara budaya memiliki sebuah efek terhadap kinerja tim. Sebuah dimensi dari the Big Five Personality Trait, yaitu ketelitian, digunakan untuk memoderasi hubungan ini dan efek interaksi dengan anggota tim yang beragam secara budaya juga diuji. Penelitian kuantitatif dilaksanakan dengan mahasiswa dari Rijksuniversiteit Groningen dan Universitas Indonesia sebagai sampel. Setelah analisa statistik dijalankan, hasilnya menunjukkan bahwa anggota tim yang beragam secara budaya memiliki efek positif terhadap kinerja tim. Tetapi, hasilnya juga memnujukkan bahwa ketelitian memperlemah efek positif dari anggota tim yang beragam secara budaya terhadap kinerja tim. Terakhir, penelitian ini memliki implikasi untuk bisnis internasional, khususnya dalam merekrut pencari kerja yang baru lulus perguruan tinggi dan menangkal isu bersifat budaya yang muncul didalam tim.

Abstrak :
Penelitian ini memiliki tujuan untuk menguji peran efikasi kolektif sebagai variabel mediator dalam hubungan antara persepsi identifikasi pemimpin dengan kinerja tim dalam ranah olahraga pada tim olahraga bola basket amatir. Penelitian ini dilakukan pada tim-tim bola basket amatir yang berada pada tingkat Universitas dan Divisi (U-23) (N = 50). Hasil penelitian menunjukkan bahwa persepsi identifikasi pemimpin dapat memprediksi efikasi kolektif secara positif (p < .001) dan efikasi kolektif dapat memprediksi kinerja tim secara positif (p < .05). Ditunjukkan pula bahwa efikasi kolektif dapat memediasi penuh hubungan antara persepsi identifikasi pemimpin dengan kinerja tim dikarenakan hasil indirect effect yang signifikan (p < .05) dan direct effect yang tidak signifikan (p > .05). Hasil penelitian ini menunjukkan bahwa seorang pelatih yang dipersepsikan dekat dengan tim nya oleh para pemain yang dirinya latih, akan meningkatkan efikasi kolektif mereka lantas meningkatkan pula kinerja mereka sebagai tim. ......This research aims to test the role of collective efficacy as an mediator on the relationship between perceived leader group identification and team performance in sports on an amateur basketball team. This research is done on an amateur basketball team in a college and under-23 division level (N = 50). The results show that perceived leader group identification positively predicts collective efficacy (p < .001) and collective efficacy positively predicts team performance (p < .05). Other results also show that collective efficacy is able to fully mediate the relationship between perceived leader group identification and team performance because of a significant indirect effect (p < .05) and a not significant direct effect (p < .001). This research shows that a coach that is perceived to be identified with the team whom he/she coached, could potentially increase their collective efficacy thus increasing their performance as a team.

Abstrak :
This textbook provides a clear understanding of leadership needs in todays business world, explained within the scope of hard and soft leadership skills. It captures qualities and skills such as spirituality, empathy, moral behavior, mindfulness, empathy, problem solving, self-confidence, ambition, knowledge, global understanding, and information technology. This text explains and provides guidelines for the implementation of each skill and includes examples from contemporary and historical leaders inviting the reader to consider each quality and engage in self-reflection. This book deviates from excessive theoretical descriptions presenting a timely, hands-on approach to leadership. Even though leadership, as a phenomenon, has been studied extensively in the past decades, it remains a challenge as times, needs, and perceptions change and the world increasingly merges into a global village. Numerous leadership styles have been developed, varying from resonant, servant, and laissez faire, to authentic, authoritative, and coercive; from charismatic and team, to transformational and transactional leadership. And while each leadership style harbors a wealth of qualities, strategies, and behavioral guidelines toward successful implementation, there are critical overarching themes that keep emerging, regardless of the label one chooses. In recent years, an important distinction has been established in leadership qualities: soft and hard skills. Soft skills are reflective in nature, and entail qualities such as empathy, motivation, self-awareness, self-regulation, and social skills. In leadership performance, the application of soft skills entails a combination of interpersonal and social skills. Hard skills are more of a measurable nature. They encompass analytical and technical skills. Both soft and hard skills are important for leaders because they complement one another.