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Abstrak :
[ ABSTRAK
ABSTRAK
Penelitian ini bertujuan untuk menganalisis pengaruh reward terhadap employee engagement karyawan tetap PT Bank Rakyat Indonesia Kantor Cabang Depok. Variabel independen dalam penelitian ini yaitu reward yang akan diukur berdasarkan dimensi dari Ivancevich, Konoppaske, dan Matteson (2006), sedangkan variabel dependen dari penelitian ini yaitu reward akan diukur menggunakan 3 dimensi dari Schaufelli (2006) yaitu vigor, dedication, and Absorption. Penelitian ini menggunakan metode kuantitatif dengan kuesioner sebagai instrumen penelitian. Sampel dari penelitian ini sebanyak 31 karyawan yang memiliki status karyawan tetap pada PT Bank Rakyat Indonesia Kantor Cabang Depok. Data penelitian ini akan dianalisa menggunakan analisis deskriptif dan analisis inferensial. Hasil penelitian ini merupakan kepuasan kerja tidak berpengaruh signifikan terhadap organizational citizenship behaviour (OCB). Penelitian ini dapat digunakan bagi para manajer untuk melihat tingkat employee engagement namun tidak dipengaruhi oleh presepsi karyawan terhadap reward dikalangan anak buahnya. Sehingga para manajer dapat mencari apa saja yang membuat karyawannya engage. Penelitian ini juga menyarankan untuk melakukan penelitian selanjutnya dengan variabel lain, selain reward yang dapat mempengaruhi employee engagement. Seperti misalnya Karakteristik Pekerjaan, dukungan organisasi yang diterima, dukungan atasan yang diterima keadilan Prosedural, keadilan Distributif, kepemimpinan, strategic attention, physical work condition, dan supervision (Kahn, 2006; Margaretha, 2013; Kahn, 1990).

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ABSTRACT
The aim of this study is to analyze the influence of reward on employee engagement of permanent employees at PT. bank rakyat indonesia. The independent variable is job reward which is scaled by Ivancevich, Konoppaske, dan Matteson (2006), and the dependent variable is employee engagement which is scaled by Schaufeli (2006) with 3 dimensions such as vigor, dedication, and Absorption. The research used quantitative method with quentionnaire as an research instrument. Subject of the research is 31 employees that have been permanent employees of PT. bank rakyat indonesia. Data gathered from research will be analyzed using descriptive analysis and inferential analysis. The reward was not significantly and related to the employee engagement. This research can be used by managers to observes employee engagement level, but it does not influenced by employee perception about reward. The result, managers cognize how to find out the employee engagement?s predictors besides reward. The research suggest to future research should study with different variable can be impact employee engagement. As though strategic attention, physical work condition, perceived organizational support, perceive procedural support, and supervision (Kahn, 2006; Margaretha, 2013; Kahn, 1990).;The aim of this study is to analyze the influence of reward on employee engagement of permanent employees at PT. bank rakyat indonesia. The independent variable is job reward which is scaled by Ivancevich, Konoppaske, dan Matteson (2006), and the dependent variable is employee engagement which is scaled by Schaufeli (2006) with 3 dimensions such as vigor, dedication, and Absorption. The research used quantitative method with quentionnaire as an research instrument. Subject of the research is 31 employees that have been permanent employees of PT. bank rakyat indonesia. Data gathered from research will be analyzed using descriptive analysis and inferential analysis. The reward was not significantly and related to the employee engagement. This research can be used by managers to observes employee engagement level, but it does not influenced by employee perception about reward. The result, managers cognize how to find out the employee engagement?s predictors besides reward. The research suggest to future research should study with different variable can be impact employee engagement. As though strategic attention, physical work condition, perceived organizational support, perceive procedural support, and supervision (Kahn, 2006; Margaretha, 2013; Kahn, 1990)., The aim of this study is to analyze the influence of reward on employee engagement of permanent employees at PT. bank rakyat indonesia. The independent variable is job reward which is scaled by Ivancevich, Konoppaske, dan Matteson (2006), and the dependent variable is employee engagement which is scaled by Schaufeli (2006) with 3 dimensions such as vigor, dedication, and Absorption. The research used quantitative method with quentionnaire as an research instrument. Subject of the research is 31 employees that have been permanent employees of PT. bank rakyat indonesia. Data gathered from research will be analyzed using descriptive analysis and inferential analysis. The reward was not significantly and related to the employee engagement. This research can be used by managers to observes employee engagement level, but it does not influenced by employee perception about reward. The result, managers cognize how to find out the employee engagement’s predictors besides reward. The research suggest to future research should study with different variable can be impact employee engagement. As though strategic attention, physical work condition, perceived organizational support, perceive procedural support, and supervision (Kahn, 2006; Margaretha, 2013; Kahn, 1990).]

Abstrak :
Tesis ini membahas implementasi kebijakan pengembangan sumber daya manusia riset keantariksaan di LAPAN dalam konteks Implementasi Edwards III. Undang-undang keantariksaan mengamanatkan LAPAN untuk melakukan penelitian dan pengembangan serta penyelenggaraan keantariksaan di Indonesia. Sebagai lembaga litbang, LAPAN kekurangan SDM riset peneliti, perekayasa dan litkayasa , mengalami ketimpangan komposisi kualitas SDM, dan masih minimnya kontribusi riset litbang yang menuju ke arah pemanfaatan. Penelitian ini bertujuan untuk menganalisis implementasi dari penerapan kebijakan pengembangan SDM riset teknologi keantariksaan di LAPAN. Analisis dampak dilakukan dengan menganalisa implementasi kebijakan terhadap tugas dan fungsi LAPAN yang diamanatkan dalam peraturan perundang-undangan. Penelitian ini menggunakan paradigma post-positivism dengan jenis penelitian deskriptif. Hasil dari penelitian ini menyimpulkan bahwa dalam melakukan pengembangan SDM riset keantariksaan di LAPAN, sebaiknya dibuatkan perencanaan strategis pengembangan SDM yang memuat rencana kerja jangka panjang, menengah maupun jangka pendek yang terarah dan terukur setiap tahunnya agar dapat dilakukan monitoring dan evaluasi dan terintegrasi dengan perencanaan strategis Lembaga untuk meningkatkan pengembangan, capaian dan penerapan riset keantariksaan yang mendukung pembangunan di Indonesia. ......This thesis discusses the impelementation of human resource development policy in space research in LAPAN at the context of Implementation of Edwards III. The space law mandates LAPAN to conduct research and development as well as the implementation of space in Indonesia. As a research and design institution, LAPAN lack of human resources researcher, engineer and technision , experiencing imbalance of human resource quality composition, and still lack of contribution of research and design towards the utilization. This study aims to analyze the impact of the implementation of human resources of space technology at LAPAN. The impact of this analysis is doing by analyzing the implementation of the policy due to duties and function of LAPAN as according to legislation mandates. This research uses post positivism paradigm with descriptive research type. The result of this research concludes that in conducting human resources of space technology in LAPAN, it is better to make strategic planning of human resource development which contains long term, medium and short run plan which is aimed and measured every year to be able to be monitored and evaluated and integrated with institutional strategic planning to enhance the development, achievement and application of research activities that support development in Indonesia.