Lapor Pasca

LIST OF MANAGEMENT – DOCTORAL DISERTATION TITLE

NO NAME YEAR TITLE ABSTRACT
1 Rusli

7647110889

2019 The Effect of Leadership Style, Welfare, and Work Climate on the Performance of Employees in Manado Religious Education and Training Center

http://repository.unj.ac.id/id/eprint/12439

The aim of this study is to observe and analyze the influence of: 1) Leadership Style, Welfare, and Work Climate on thePerformance of Employees. 2) Style of Leadership and Welfare on Work Climate. 3) Style of Leadership on the Welfareof ManadoReligious Education and Training Center. The method used in this research is path analysis by calculating program computer SPSS 22.00.The population of this study was 60 employees (N = 60), and all of these employees were sampled (n = 60) with an error rate of 5% (0.05). Data was collected based on questionnaire withLikert scale. The results of this study showed that there are direct contributions between: 1) Leadership Style, Welfare, and Work Climate on EmployeesPerformance. 2) Leadership Style and Welfare on Work Climate. 3) Leadership Style on Welfare.Overall,Leadership style, Welfare, and Work Climate have a positive and very strong influence on EmployeesPerformance. These results showed the importance of improving the quality of Leadership Styles, Welfare, and Work Climate to improve the Performance of Employees in Manado Religious Education and Training Center.

 

Keywords: Employees Performance,Leadership Style, Welfare, Work Climate,

 

2 Agustinus Priyowidodo

7647121213

2019 The Effect of Organizational Culture, Leadership Style, and Job Stress on Employee Turnover Intention in Stella Maris Foundation Jakarta

http://repository.unj.ac.id/id/eprint/6402

This study aim at determine the effect of organizational culture, leadership style, and work stress on turnover intentions. The research used quantitative approach with survey method and path analysis applied in testing hypothesis. The study was conducted at Stella Maris Foundation Jakarta with a sample of 95 employees selected through simple random sampling. The research found: (1) there is negative direct effect of organizational culture on employee turnover intention, (2) there is positive direct effect of leadership style on employee turnover intention, (3) there is positive direct effect of job stress on employee turnover intention, (4) there is negative direct effect of organizational culture on job stress, (5) there is negative direct effect of leadership style on job stress, (6) there is positive direct effect of organizational culture on leadership style, (7) there is an indirect negative effect of organizational culture on turnover intentions through job stress, and (8) there is an indirect effect of leadership style on turnover intentions through work stress. Therefore, it can be concluded that the turnover intention is influenced by variables such as organizational culture, leadership style, and job stress.

Keywords: Turnover Intention,organizational culture, leadership style, job stress,

 

3 Anggiat Pardosi

7617158179

2019 Influence of Supervision, Self Efficacy, Engagement and Job Satisfaction on Teacher Work Effectivity of Publicjunior High School Teachers in East Jakarta.

http://repository.unj.ac.id/id/eprint/6272

The purpose of this research is to study the influence of supervision, self efficacy, engagement and job satisfaction on teacher effectiveness of publicJunior High School teachers in Region 1 East Jakarta. This research uses quantitative approach with survey methods. The sample of this research is 230 Civil Servant (PNS) teachers of regrouping Junior high school teachers which is appointed randomly, fromThe results of this study indicate that: (1) supervision has a positive direct effect on effectivenes, (2) self efficacy has a positive direct effect on effectiveness, (3) engagement has a positive direct effect on effectivenes, (4) Job satisfactionhas a positive direct effect on effectivenes, and (5) supervision has a positive direct effect on self efficacy (6) supervision has a positive direct effect on enggement (7) supervision has a positive direct effect on Job satifaction.

Keywords: Supervision, Self efficacy, Engagement, Job Satisfaction, Effectiveness

 

4 Dewi Tridasawarsa

7647130189

2019 The Effect of Management Effectiveness, Work Culture, Trust, and Engagement, on the Work Effectiveness of Pt Megapolitan Developments Tbk Employees

 

http://repository.unj.ac.id/id/eprint/6425

This study aims to measure and analyze the effect of management effectiveness, work culture, trust, and engagement on the work effectiveness of employees of family-based property companies in Jakarta. Of the 193 homogeneous employee populations spread in Jakarta, Cinere, Bogor and Tangerang, the samples were based on Slovin and the simple random sampling technique was 130 people. This study uses a quantitative approach with linear regression analysis, single test, and path analysis. From the results of the study, it can be seen that: (1) management effectiveness, work culture, and trust have a positive and significant direct effect on work effectiveness, (2) effectiveness of management and work culture indirectly affect work effectiveness through trust, (3) engagement is not effect directly or indirectly on work effectiveness. Trust is the most influential variable component that is very significant in influencing the work effectiveness of employees in family companies that are still full of conflicts of interest. The conclusions obtained are that trust plays a very positive role in the work effectiveness of employees, especially in family companies. Employees will give high trust to management if management can carry out business practices that are transparent, objective and fair.

Keywords: Management effectiveness, Work culture, Trust, Engagement, Work effectiveness

 

5 Sudi Astono

7647130228

 

2019 Evaluation of Occupational Safety and Health Program in Occupational Disease Workers’ Protection, at The Ministry of Manpower Republic of Indonesia The background of this study is a lack of occupational diseases (OD) workers’ protection as human capital asset as a important part of the occupational safety and health (OSH) program at Ministry of Manpower (MOM) Republic of Indonesia. The aims of this study are to identify of the quality and effectiveness of OSH program in the OD workers’ protection and the its results become a recommendation for improvement in the MOM Republic of Indonesian.The method of study is a qualitative approach of evaluation research using the Stake Countenance Evaluation Model through congruency and contingency analisis to identify quality and congruity between input (antecedents), process (transactions), and outcomes in order to the OD workers’ protection measures. The finding of this study show that outcome of occupational diseases workers’ protection still low because there are low of quality of input (antecedents) and low of process effectiveness (transactions). The main findings are that number of OD cover by work compensation only 25 cases/year, while occupational accident up to 107 cases/year, with the resul benefit of OSH program in OD health and social protection still very low (outcomes component); low of effort in OD finding and low of employment law enforcement (transaction component); lack of competencies of OSH human resources and inappropriate supporting of policy and regulation.

Keywords: evaluation, workers’ protection, occupational diseases, occupational safety and health.

 

6 Bambang Heru Sukmadi

7647168275

2019 National Commitment of Soldiers in the Indonesian Army: A Research about the Effects of Leadership, Military Ethics, and Soldiers’ Motivation through a Causal Study

http://repository.unj.ac.id/id/eprint/6521

This study aims to analyze and find out the effect of leadership, military ethics, and the motivation of soldiers on the national commitment of the Indonesian Army soldiers. The study was conducted at the Signal Battalion in the Directorate of Signal of the Indonesian Army in Jakarta. The effect of leadership, ethics, and motivation on national commitment is studied in the perspective of organizational behavior using a quantitative approach. Data were obtained by survey method on 83 soldiers with the rank of noncommissioned and enlisted as respondents. Each respondent was asked to answer 100 survey questions. Respondents’ answers are quantified on a scale of one to five. Analysis of the data and test of the hypotheses of direct effects utilize Path Analysis techniques, while the test of the hypotheses of indirect effects utilizes the Sobel Test technique. The research found that (1) leadership has a positive direct effect on national commitment; (2) military ethics have a positive direct effect on national commitment; (3) soldier’s motivation has a positive direct effect on national commitment; (4) leadership has a positive direct effect on soldiers’ motivation; (5) military ethics has a positive direct effect on soldiers’ motivation; (6) leadership has a positive indirect effect on national commitment through the soldiers’ motivation; and (7) military ethics has a positive indirect effect on national commitment through the soldiers’ motivation. In addition, results were also obtained that the most influencing variable on national commitment is military ethics, the second is soldiers’ motivation, and the third is leadership. Keywords: National commitment, Leadership, Military ethics, Soldiers’ motivation, Indonesian Army

 

7 Ita Soegiarto

7647158001

2019 Ransformation of Academy Into High School in Order to Improve Organizational Performance Agency Meteorology Climatology And Geophysics (Case Study At BMKG Official School)

 

http://repository.unj.ac.id/id/eprint/6243

The purpose of this research was to determine the impact of organizational change from the Academy of Meteorology and Geophysics (Academy) to the School of Meteorology, Climatology and Geophysics (College) in order to improve the performance of the Meteorological, Climatological and Geophysical Agency (BMKG) as the BMKG official school. There are 4 sub-focus of this research, namely 1) Basic and Organizational Objectives 2) The process of organizational change. 3) Graduates’ results after organizational change and 4) efforts to maintain continuity in organizational change. This research uses a qualitative approach with a case study method and uses quota samples. The research population is the State Civil Apparatus (ASN) within the BMKG. Data obtained based on the results of observations, interviews, questionnaires, and then analyzed by triangulation. The results of this research indicate that change from Academy to College has a positive impact on organizational performance. The basis and purpose of the changes that occur are two factors, internal and external. Internally STMKG wants to improve graduates better than before and wants to be a center of excellence in MKG education. Externally the changes are based on: 1) increasingly rapid technological developments, 2) the demands of the community so that BMKG is able to answer problems to minimize casualties and losses due to disasters, and improve the competence of human resources. The stages of organizational change were reviewed through the Lewisins SMF model and also took into Kotter 8 steps models. The results of STMKG graduates with capable capabilities in mastering science and technology both in basic concepts and in practice are felt by the BMKG Technical Implementation Unit. And in maintaining the continuity of the changes that occur it needs to be cultivated “digital culture” in various activities on STMKG, comparative studies and increasing participation in seminars or competitions both nationally and internationally. The novelty of this study lies in the fact that there has never been any research in official schools with a technical background but according to the demands of the community graduates must also have a social entrepreneur spirit, the change model it’s my bilt that occurs at STMKG can be a reference for service schools in improving organizational performance.

Keywords: transformation, official school, performance

 

8 Labora Sitinjak

7647167790

2019 The Evaluation Model of  Context, Input, Process, Product, Outcomes. [CIPPO] of Indonesian Nurse Standard Competencies (INSC) for Industry 4.0

http://repository.unj.ac.id/id/eprint/6813

This study aims to evaluate the implementation of the INSC and the method of evaluation of research using model: Context, Input, Process, Product, Outcomes. INSC current set of the year 2009, has not yet been evaluated for nearly 10 years, not to accommodate the new policy post 2009 and have not adapted new technology especially the industrial revolution 4.0. The results showed that: Aspects of the context of moderate value, determination and implementation of INSC in line with the expectations of the team’s constituents. There are linkages the purpose of the determination and implementation of INSC to the satisfaction of all stakeholders. Has not yet been adapted with the industrial revolution 4.0. Aspects of inputs include Human Resources with low-value, needs to be adapted, the industrial revolution 4.0. The budget and facilities with a value of moderate, planned and would be sure but still need efficiency as the impact of the use of the latest technology. Organizational structure involved with low-value, not to accommodate Regulation No. 90/2017 concerning the team compiling the INSC is the Power of Nursing Council Indonesia and need to be adapted the industrial revolution 4.0. Planning with moderate value, needs to be adapted planning industrial revolution 4.0. Design, stages and standard designation INSC with moderate value, still need to be adapted with the industrial revolution 4.0. Aspects of the process includes the setting, implementation and monitoring of the evaluation of the value of moderate, yet adapted the industrial revolution 4.0. Aspects of products with low value includes the availability of Component competencies of Nurses in health care institutions as well as the curriculum available in nursing education institutions are based on INSC and have not been adapted by the industrial Revolution 4.0. Aspects of the impact of low-value, satisfaction of stakeholders has not been optimal. Novelty model development implementation and evaluation renewable INSC against technology and current policies. Researchers recommend CIPPO renewable INSC and adapted with the industrial revolution 4.0.

Keywords: Evaluation, INSC, Renewable

 

9 Sugeng Subagyo

7647130229

2019 The Effect of Leadership, Adversity Quotient, and Trust on Organizational Commitment of Pt Jaya Konstruksi Manggala Pratama Tbk

http://repository.unj.ac.id/id/eprint/6857

The purpose of this study was to describe and analyze the influence of corporate leadership, adversity quotient and trust on organizational commitment. This research used a quantitative approach, survey method with used path analysis in conducting research analysis. The sample of this research is the whole 204 staff in PT Jaya Konstruksi Manggala Pratama Tbk is done randomly. The results of the research showed that; (1) there is a direct positive influence leadership on organizational commitment; (2) there is a direct positive influence adversity quotient on organizational commitment; (3) there is a direct positive influence trust on organizational commitment; (4) there is a direct positive influence leadership towards the trust; (5) there is a direct positive influence adversity quotient towards the trust; (6) there is a direct positive influence to adversity quotient against leadership; (7) there is a indirect positive influence leadership on organizational commitment through adversity quotient; (8) there is a indirect positive influence leadership on organizational commitment through trust; and (9) there is a indirect positive influence adversity quotient on organizational commitment through trust. To improve organizational commitment, the need to enhance corporate leadership, adversity quotient and trust. The novelty value of some previous research with research done today is that research today is more looking at some variable variations such as leadership influences, adversity quotient, trust in commitment to organizations so that they see not only one variable. In addition, there are differences in terms of methods used, indicators of each variable, research locus, and the nature of the research object.

Keywords: Organizational commitment, Leadership, Adversity quotient, Trust

 

10 Eko Setijo Pudjiantoro

7647167437

2019 Evaluation of Education And Training Programs

for Naval Officers Personnel Specialization

in Educational Institution KODIKLATAL

(A Research Evaluation of the Models CIPP and Kirkpatrick’s Models)

The purpose of this study was to evaluate the education and training programs for naval officers personnel specialization, the focus of the research related to background, planning, implementation, results and implementation of education and training programs. This study used a qualitative approach with descriptive methods as well as an evaluation model of modification of the CIPP model and Kirkpatrick’s model, including: Context, Input, Process (Reaction and Learning), and Product (Behavior and Result). Data collection uses interviews, observation, documentation and questionnaires and data analysis is done qualitatively through the stages of data reduction, data presentation, and conclusion drawing. Based on research on the evaluation of educational programs and training naval officers personnel specialization obtained the following results (1) Background of the program (Context), the purpose of the program to support the development of human resources, especially for Navy officers who are professional; (2) Program planning stage (Inputs), the organizers need to fix some facilities that support the program, including: messing repairs; construction of practicum/laboratory facilities, improper replacement of alins/alongis, development of internet facilities; and construction of facilities and infrastructure; (3) Stage of program implementation (Process); consists of (a) Aspects of reaction, educational curriculum has been evaluated and the recruitment of teaching staff from outside the Indonesian navy needs to be improved; (b) Learning aspects; the organizer needs to encourage and motivate students to think creatively and innovatively; and (4) Result stage (Products); consists of: (a) Behavioral aspects; placement of students needs to be adjusted to their education; and (b) Outcome aspects; this research is very useful to improve innovation, motivation, creativity and performance for navy officers.

Keywords: Program Evaluation, Education and Training, CIPP and Kirkpatrick Evaluation Models, Naval Officers Personnel

 

11 Sigit Triyono

7647130225

2019 The Evaluation of Human Resource Development Program in Indonesian Bible Society Foundation (LAI) The objective of the research on the program of Human Resources Development (HRD) in the Indonesian Bible Society (IBS) is to evaluate the effectiveness of the application of the HRD program implementation, which includes the input phase, the process, and the outcome at the Indonesian Bible Society. This research is considered an evaluative research using Stake’s evaluation model framework called the Countennance Evaluation Model. This model was developed by Robert Stake with three evaluation components, namely: Antecedent (inputs), Transaction (process), and Outcome (results). The data collection was done using documentation studies, interviews, observations, and focus group discussions (FGD), as well, the data was combined into various data collection techniques, and then the data was examined for its credibility (triangulated). A qualitative data analysis were done through the data collection phase, the data reduction phase (making summaries, coding, exploring themes, creating clusters, creating partitions, writing memos), the data presentation phase, and the conclusion phase. The research concludes that in general the application of the HRD program in IBS has not been effective nor efficient. Generally, not all aspects of what’s being evaluated meets the standard criteria as stipulated. Not all evaluation criteria sufficiently nor accurately meets the program implementation. Not all aspects being evaluated has an equivalent relationship (congruency) between the expected intention (intent) with the actual fact that happens (observation). Based on a causal relationship (contingency) among the components, i.e. antecedent (input), transaction (process), and outcome (results), it is shown there exists an effective connection of the program implementation, where the antecedent component affects transaction and furthermore it affects outcome.

Keyword: Evaluation, Human Resources Development, Stake’s Countennance  Model, Bible Society Foundation.

 

12 Nasir

7647167450

2019 The Effect of Competence, Compensation, and Commitment

on Performance of Agricultural Extension Employee

at Pandeglang District

This study aims to analyzed the effect of competencies, compensation and commitment to the performance of agricultural extension employee in Pandeglang District, used quantitative research methods with survey techniques to respond to hypothesis tests that have been formulated. Respondents were 94 agricultural extension employee, the sampling technique used was simple random sampling technique and validated questionnaire with product moment correlation, while reliability is measured by Cronbach Alpha. Hypothesis testing used Path Analysis. The result of study found that: (1) there is a positive direct effect of competence on the performance of agricultural extension employee, (2) there is a positive direct effect of compensation on the performance of agricultural extension employee, (3) there is a positive direct effect of commitment on the performance of agricultural extension employee, (4) there is a positive direct effect of competence on commitment, (5) there is a positive direct effect of compensation on the commitment of agricultural extension employee, (6) there is a direct positive effect of competence on compensation, (7) there is a positive indirect effect of competence on the performance of agricultural extension employee through extension commitment variables, and (8) there is a positive indirect effect of compensation on the performance of agricultural extension employee through extension commitment variables, but accordance to the result of the Sobel test analysis its not an intervening variable. Compared to related research, the commitment variable were intervening variable, but in this research the commitment variable role as opposite, there is the novelty of this research. The implication of this research is to strengthen and improved the performance of agricultural extension employee in Pandeglang Regency, by increasing their competence, compensation and commitment. They must focus on Extension program and increase participation in technical training activities, such as internet use, mastering agricultural technology and machine tools, and presentation aids. The organization needs to prepared the support of two-wheeled operational vehicles and official uniform. In addition, the organization also needs to built a system or procedure to simplified the promotion process and class, improved the image of extension employee and achievement-based reward systems through rewards and punishment.

Keywords: Performance, Competence, Compensation, Commitment and Agricultural Extension Employee.

13 Hondor Saragih

7647158006

2021 The Effect of Leader Member Exchange (Lmx), Perceived Overqualification, and Job Satisfaction on Turnover Intetion in The Indonesian Ministery of Defense

http://repository.unj.ac.id/id/eprint/12575

Early  retirement  is  a  problem  within  the  TNI  and  the  Ministry  of  Defense because  it  can  lead  to  a  decline  in  organizational  performance  and  reduce  public satisfaction.  Steps  are  needed  to  reduce  the  rate  of  early  retirement  by  addressing perceived overqualification and job satisfaction of TNI members working at the Ministry of  Defense.  This  can  be  done  through  leadership  intervention  through  the  concept  of leader-member  exchange.  Even  so,  there  are  research  gaps  and  theoretical  gaps  in the   effect   of   leader-member   exchange   and   perceived   overqualification   on   job satisfaction and intention to move jobs. The  purpose  of  this  dissertation  is  to  produce  and  develop  conceptual  and empirical models related to leader-member exchange, perceived overqualification, job satisfaction,  and  intention  to  change  jobs.  The  research  was  conducted  on  high ranking officers of colonel and lieutenant colonel at the Directorate General of Strahan, Ministry  of  Defense.  A  total  of  157  people  from  a  population  of  169  were  sampled  in this study. The data analysis used the structural equation method with the Partial Least Square approach, assisted by SmartPLS software.It  was  found  that  leader-member  exchange  had  a  direct  negative  effect  on perceived  overqualification,  a  direct  positive  effect  on  job  satisfaction,  and  a  negative indirect   effect   on   intention   to   change   jobs   through   perceived   overqualification. Perceived  overqualification  have  a  direct  negative  effect  on  job  satisfaction  and positive on the intention to move jobs. The resulting conceptual and empirical models show   that   the   leader-member   exchange   is   an   antecedent   to   the   perceived overqualification  and  intention  to  change  jobs  is  a  consequence  of  the  perceived overqualification.   Future   research   needs   to   study   the   determinants   and   other consequences  of  perceived  overqualification.  Civil-military  organizations  need  to  take into account perceived overqualification in their human resource development models.

 

Keywords: leader-member exchange, perceived overqualification, job satisfaction, intention to change jobs, civil-military organization

 

14. Raihan Anwar

7647101331

2021 Appointment of Leader Position:Study on The Regional Government of Nusa Tenggara Barat This  study  aims  to  develop  a  model  for  leadership  appointment  positions  in  the  Regional Government  of  Nusa  Tenggara  Barat.  Using  multi  case  study  method,  data  collection  was carried  out  through  observation,  tracing  and  document  analysis  as  well  as  in-depth  interviews with  informants  consisting  of  two clusters  (K-I  and  K-II).  This  research  found  that  competence supports  meritocracy,  because  the  higher  the  competence,  the  better  the  meritocracy  value. Meritocracy  get  the  most  dominant  element,  and  political  intervention  has  a  negative  role  on employees and hinders the implementation of meritocracy, however, political functions in policy formulation and political control over the bureaucracy are needed. Local knowledge strengthens values of morality and integrity so as to fortify the unfair competition between civil servants and the discretion of regional heads. Talent management as urgent factor considering that more than half of the human resources are in a critical age. The study recommends developing a model for leadership  appointment  position  with  local  knowledge  and  talent  management  elements  that reinforce   competence   and   meritocracy   and   inhibit   political   discretion   towards   superior performing leaders.

Keywords:  leadership  position,  competence,  meritocracy,  discretion,  local  knowledge,

 

15 Sri  Lestari

7647158015

2021 Management of Manpower Lecturers at Islamic Universityas-Syafi’iyah Pondok Gede Bekasi(Hrm Study Case Study)

http://repository.unj.ac.id/id/eprint/12801

Human  resource  management  is  a  way  of  managing  the  relationships  and  roles  of  human resources owned by individuals efficiently and effectively which can be used optimally so that the goals of an organization can be achieved. The vision of UIA is to make educational institutions that excel at national and international levels become a center for the development and practice of  religion,  science  and  technology  as  well  as  human  resources  in  2035.  In  this  research,  a qualitative case study method is used by explaining explain the cause and effect of an event). Data collection  techniques  (observation,  interviews,  videos,  photos,  data  collection),  data  validity testing (data triangulation, method triangulation, and theory triangulation). Based on the results of interviews with core informants and supporting informants as many as 25 respondents, it can be  concluded  that  the  implementation  of  planning  at  UIA  includes:  having  made  a  vision  and mission  for  the  next  5  years,  there  is  a  lecturer  planning  map,  fulfilling  the  needs  of  lecturers identically,  the  inhibiting  factors  for  planning  include:  a  cost  budget  has  not  been  made consistently,  the use  of  IT  has  not  been  maximal.The  implementation  of  UIA  development includes:  training,  work  shop,  implementation  of  training  tentatively,  for  lecturers  who  wish  to continue their study at S.3 are given support and dispensation in the form of reducing the teaching load  and  being  relieved  of  structural  duties.  The  inhibiting  factors  for  development  include:  a training cost budget for 1 year has not been made and proposing costs tentatively if needed and lack of socialization regarding training, lack of interest from lecturers to take part in training, due to  implementation  in  conjunction  with  the  lecturer  teaching  schedule.  The  implementation  of supervision includes: monitoring is carried out periodically by the LPJM team by asking directly and  redom  to  thetraining  participants,  the  existence  of  SOPs  on  supervision  made  by  UIA, inhibiting  factors  include:  lack  of  control  and  approach  from  leaders  to  subordinates,  lecturer welfare is still lacking, the use of technology has not been effective. The novelty inthis research is:  there  is  a  strong  religious  element  and  sincerity  to  worship  Allah  SWT  who  is  the  main supporter of the lecturers in realizing the vision and mission and still working at UIA. The basic assumptions of the Social Construction Theory are as follows: a) Reality is the result of a creative human creation through the power of social construction against the social world around him. b) The relationship between human thought and the social context in which it arises, is developed and  institutionalized.  c)  Community  life  is  continuously  constructed.  d)  Distinguishes  between reality and knowledge. Reality is defined as a quality contained in reality which is recognized as having an existence independent of our own will.

 

Keywords: HRM, Planning, Development, Supervision

 

16 R. Muh. Deddy Hanif Sardjito

7647130217

2021 Implementation of Lean Six Sigma Insurance in Mega (Phenomenological Studies)

http://repository.unj.ac.id/id/eprint/13750

Lean Six Sigma (LSS) is a popular methodology for business process improvement that has an impact on improving organizational performance. Lean Six Sigma (LSS) aims to eliminate waste and defect so that it has an impact on improving quality, increasing quantity and saving time as well as having an impact on reducing costs. The purpose of this study is to see the experience of national general insurance company in Indonesia in implementing the Lean Six Sigma (LSS) Program in the 2013 – 2018 period. The Human Resources Department is the drafter and implementer of the Lean Six Sigma (LSS) program. In practice, the Project Leader in the Lean Six Sigma (LSS) Program comes from the Management Trainee (MT) Program. A phenomenological qualitative study was conducted on the parties involved in the process of implementing Lean Six Sigma (LSS). The new findings of this study are three themes and seventeen sub-themes, the use of a combination of change management theory, human resources management, lean six sigma implementation model and continuous improvement culture shaping model. This is the first study investigating how the implementation of the Lean Six Sigma Program (LSS) is carried out by a national general insurance company in Indonesia with the Department of Human Resources as the drafter and implementer.

 

Keywords: Lean Six Sigma, Qualitative, Phenomenology, Department Human Resources, General Insurance, National Company, Indonesia.

 

17 Teguh Rahayu Slamet

7647158043

2021 The Effect of Leadership, Emotional Intelligence, Work Stress and Job Satisfaction Towards Organization Citizenship Behaviorguru Special Assistant (Gpk) in The First Inclusive Middle School of West Java Inclusion

http://repository.unj.ac.id/id/eprint/16133

 

In an increasingly dynamic and competitive environment where organizations operate, organizational  citizenship  behavior  (OCB)  contributes  to  the  effective  functioning  of the  organization.  OCB’s  role  as  a  special  chaperone  teacher  (GPK)  is  important  for inclusive  education.  Inclusive  education  is  education  that  combines  existing  services, such  as  special  schools  with  regular  education,  in  an  educational  system  or  that provides  a  place  for  children  with  special  needs  (ABK)  in  mainstream  schools.  This study  examines  the  influence  of  leadership,  emotional  intelligence,  job  stress  and  job satisfaction  on  the  citizenship  behavior  of  the  organization.  The  research  method  is quantitative by using a questionnaire with a sample of 113 special assistance teachers in  inclusion  high  schools  in  West  Java.  The  results  showed  that  the  influence  of leadership,  emotional  intelligence  and  job  satisfaction  is  significant in  the  citizenship behavior  of the  organization,  but  the  effect  of  job  stress  is  negative  and  significant. Leadership,  emotional  intelligence  have  a  positive  and  significant  impact  on  job satisfaction, but the effect of job stress has a negative and significant impact. From the results of  the  sobel  test,  there  is  a  relationship  between  leadership  and  positive emotional  intelligence  in  the  citizenship  behavior  of  the  organization  through  job satisfaction,  but  the  effect  of  job  stress  is  negatively  shown  in  the  behavior  of citizenship of the organization through job satisfaction. This research has implications for  helping  GPK  leaders  and  SMP  Inclusi  West  Java  policy  makers  develop  a  better understanding  of  leadership,  emotional  intelligence,  job  stress,  job  satisfaction,  and their effects on civic behavior in the organization.

Keywords:  Emotional  intelligence,  job  satisfaction,  job  stress,  leadership,  organizational  citizenship behavior, special companion teacher

 

18 Mukson

9917917053

2021 And Study of Working Environmental Causality Entrepreneurial Orientation on The Performance of Msmes Through Organizational Commitment

 

This  research  was  conducted  to  analyze  and  develop  theoretical frameworks  which  built  with  performance  models  that  influenced  by  the working environment and entrepreneurial orientation by being mediated by  the  organization.  This  research  uses  quantitative  approaches  with Survey,  using  Questionnaire  instruments.The  population  in  this  study was  6,708  SMEs  owners  in  Brebes  Regency,  Central  Java.  The  samples in  this research were  377  respondents  using  Slovin  equation.  Sampling techniques  using  random  sampling  with  proportional  sampling.  The statistical  method  that  used  to  test  the  hypothesis  in  this researchis multivariate Structural Equation Modeling  (SEM). The Software used to process  the  data  and  model  testing  is  AMOS  23.0.  Based  on  statistical testing  results  can  be  partially  known  that  1)  the  workingenvironment has  a  significant  effect  on  MSME  performance, 2)  Entrepreneurshiporientation  significantly  affects  SMEs  performance.  3)  Organizational commitments  have  a  significant  effect  on  SMEs  performance.  4)  The working environment significantly affectsthe organizational commitments.   5).   Entrepreneurshiporientation   is   significant   to   the organizational  commitments.  6)  The  working  environment  significantly affects  the  SME’s  performance  through  organizational  commitments.  7) Entrepreneurshiporientation    has    significant    effect    on    SMEs    ‘ performance  through  organizational  commitments.  The  novelty  in  this study  is  empirically  constructed  model  of  organizational  commitment proves    significant    as    mediation    of    the    work    environment    and entrepreneurial  orientation to  performance  with  the  highest  influence  of the  work  environment  and  the  orientation  of  authoritativeness  to  the commitment of the organization.

 

Keywords:   SMEs   performance,   organizationalcommitment,   work environment, entrepreneurshiporientation.

 

19. Moch Aly Taufiq

7647158027

2021 The Effect of Work Responsibility, Emotional Intelligence and Leadership on The Quality of Expert Personnel Service of The DPR RI

http://repository.unj.ac.id/id/eprint/15208

This  research  was  done  to  find  outand  analizethe  effect  of  work  responsibility,  emotional intelligence, and leadership toward service quality of the parliament member’s expert staff. This research was done in term of service quality that was provided by the parliament member’s expert staff  by  using  Quantitative  Approach  and  Structural  Equation  Model  (SEM).  The  sample  of research  was  the  parliament  member’s  expert  staffs  who  were  about  325  persons  of  total population that were about 1.725 persons. The empirical testing indicated that workresponsibility has positive direct effect towards service quality; emotional intelligence has positive direct effect towards  service  quality;  leadership  has  positive  direct  effect  towards  service  quality;  work responsibility  has  positive  direct  effect  towards  leadership;  emotional  intelligence  has  positive direct  effect  towards  leadershipand  There  is  a  positive  indirect  effect  of  Work  Responsibility  on Service  Quality  through  Leadership,  There  is  a  positive  indirect  effect  of  Emotional  Intelligence on Service Quality through Leadership.

Keywords: work responsibility, emotional intelligence, leadership, service quality.

 

20 Agung Surya Dwianto

7647157902

2021 The Effect of Managerial Talented, Work Experience and Work Supervision on The Effectiveness of Job Rotationin Post Office Managers in Regional Iv Areas of Jakarta

http://repository.unj.ac.id/id/eprint/13378

Considering that the industry of PT Pos Indonesia engaged in, especially in the field of courier  services, is currently getting tougher and  fierce, so increasing the competence of its managers must be taken seriously. One of the  ways that can be used by PT. Pos Indonesia, in order to build superior competence for its managers, is to hold a regular and  periodic  rotation  program,  taking  into  account  the  managerial  talents  of  the manager,  the  manager’s  work  experience,  and  the  work  supervision  that  has  been carried  out  by  the  manager,  when  leading  a  division.  This  study  aims  to  analyze  the directeffect  of  managerial  talent,  work  experience  and  work  supervision  on  job rotation. This study uses a quantitative approach with a survey method by providing a list of questions to the respondent. The procedure used in testing, data processing and model  development  is  structural  equation  modeling  (structural  equation  modeling). Data  were  analyzed  using  statistical  software  tools  AMOS.  This  method  is  used  to facilitate  the  discovery  of  the  effect  (causal)  of  exogenous  variables  on  endogenous variables. This research was conducted without any treatment from the researcher. The population in this study were all post office managers at PT. Pos Indonesia -Regional IV Jakarta, totaling 160 people. The results of this study prove that there is a positive directeffect  of  managerial  talent,  work  experience  and  work  supervision  on  job rotation.  There  is  a  positive  directeffect  of  managerial  talenton  work  experience. There is a positive direct effect of work experience on work supervision.

Keywords: Managerial talent, work experience, work supervision, job rotation,PT. Pos Indonesia.

 

21 Caca Syahroni

7647130187

2021 Evaluation of Education Dan Training Reform Leader Academy

http://repository.unj.ac.id/id/eprint/13200

Reform Leader Academy (RLA) Education and Training is one of the national strategic programs  aimed  at  building  the  leadership character  of  bureaucratic  reform.  The purpose of this study was to evaluate the programs and outcomes of the RLA Training program organized by the ASN Technical and Socio-Cultural Competency Development Center  (Pusbangkom  TSK  ASN)  LAN  so  that  they  have  recommendations  for  future training implementation. This study uses the CIPP Evaluation Model by incorporating the  Kirkpatrick’s  evaluation  model  elements.  Based  on  the  results  of  research  using qualitative  and  descriptive  quantitative  methods  involving  Key-Persons  Pusbangkom TSK ASN, teaching staff and participants of RLA Generation XVIII and XIX as research subjects. The result of the context  evaluation is that the planning of the RLA training program  has  a  strong  legal  basis  and  has  an  important  urgency.  From  the  input evaluation, RLA has been carried out well, starting from the carrying capacity of the curriculum, selection, schedule, teaching staff, budget and facilities. From the results of the evaluation process, the RLA has met the criteria of ‘Very Good’ and “Good” in almost all aspects of the assessment. Finally, from the product evaluation results, the RLA  shows  that  the  results  achieved  from  the  implementation  of  the  RLA  Training program  have  met  the  program  objectives  satisfactorily  by  achieving  thecriteria  of ‘Good’. These results indicate and conclude that the RLA training program has met the evaluation of the CIPP model.

Keywords: RLA; evaluation; CIPP model; Kirkpatrick model; bureaucracy reform.

 

22 Abdullatif Setiabudi

7647167429

2021 The Evaluation Program of Scholarship  at Ministry of Public Works And Housing in Indonesia

http://repository.unj.ac.id/id/eprint/13258

The  research  aimed  is  to  evaluate  the  scholarship  program  of  the  official educational scholarship program in the Ministry of Public Works and Housing of Indonesia  (MPWHI).  The  research  employed  the  evaluation  model  of  CIPP (Context, Input, Process, and Product) and the summative evaluation with a case study   as   a   research   methodology.   The   study   involved   51      participants   of scholarship  alumni  program    (30  persons),  the  head  department  (6  persons),  the manager of alumni (9 persons), the official of BPSDM (5 persons), and the head of  BSNP  (1  person).  The  data  collection  of  interview,    questioner  of  open-ended questions,  focus  group  discussion, and  document  analysis  were  employed.  Data analyzed  used  qualitative  data  analysis  (Miles  and  Huberman,  1994)  and  were categorized   based   on   the   CIPP   model’s   evaluation   and   followed   by   the elaboration of themes. The result showed that in the Context aspect, the program’s background  was  designed  to  supply  the  professional  employees’  need.  However, the  vision  and  mission  of  the  program  were  not  elaborate  in  the  document program. Then, in the Input aspect initially in designing the program’s objectives, it   revealed   that   these   not   planned   detailed   related   to   Human   Resources Requirements   and   another   resource   available.   The   implementation   is   also different  from  Law  No.  20/2003,  where  the  professional  education  approach should  implement  official  education.  It  appliedused  the  academic  educational method  but  enriched  by  the  material  needed  to  the  job  requirements.  Designing the  program  objectives  should  detail,  comprehensive  and  strategic.  The  Process aspect,  especially  the  learning  method,  applied  accordingly  the  designed  and achieved  the  needed competencies.  The  Recommendation  Model  of  Scholarship’s for  Human  Resources  Development  promoted  and  consists  of  need  analysis, program  planning,  implementation  and evaluationof  result  and  benefits.    The Product aspect, especially the study’s competencies, has a significant contribution to enhancing the HRD within the MPWHI.

Keywords:  Program  Evaluation,  CIPP  Model,  The  Official  Scholarship,  and The Competencies of Human Resources.

 

23 Aries Sudiarso

7647157930

2021 Program Evaluation List of Appraisal of Officer Personnel Serving Within the Indonesian Navy (A Dem and Kickpatrick Model Evaluative Research) This study assesses the evaluation of the Personnel Assessment List to see whether there isdisrepancy ora mismatch and the impact of the program on behavior change and the results on moral decline after the implementation of the Personnel Assessment Program for Officers in charge of the Indonesian Navy (Dapen Persmil TNI AL).In general, thepurpose of this study is to describe the development of behavior of officers as  Human  capital  (HC),  especially  in  the  officer  appraisal  program,  to  further  evaluate, improve, find new program evaluation innovations by combining the discrepancy evaluation model  (DEM)  and  the  Kickpatrick  Evaluation  Model  (Level  3).  ,  Behavior  and  Level  4 Outcomes  /  Impacts)  and  find  a  dashboard  of  appraisals  relevant  to  the  development  of  the Officer  behavior.  Data  collected  using  the  method  of  observation,  documentation  andinterviews.  The  results  of  this  study  are  (1)  Design,  showing  incompatibility,  legal  basis  for Decree Number: Skep / 879 / V / 2003 because it needs to be improved as a legal basis and objectives  and  targets.  (2)  Installation,  shows  the  mismatch  of  work, coordination  and monitoring  /  evaluation  is  ineffective,  limited  technology  and  lack  of  supervision  guidance and  there  is  no  monitoring.  (3)  The  process  shows  that  the  incompatibility  with  supporting factors  in  administrative  work  and  very  limited  Waskat  is  an  inhibiting  factor,  namely  not having SOP, incompetence, lack of integrity, there is a direct relationship in assessment and lack of data  collection.  (4) The product shows a  mismatch, that is, internally and externally the  violation  does  not  decrease  (5)  The  internal  and  external  benefits  show  that  the  career projection  is  less  selective  in  behavior  /  behavior.  (6)  The  impact  of  changes  in  moral behavior after participating in the program, namely integrity can reduce violations, but lack of attention results in high violations, the influence of the appraiser’s closeness creates a bias that is too soft and harsh, then the influence on officers who are judged there is no change in behavior  of  integrity  and  morality  permanent.  (7)  The  result  of  the  change  in  behavior  of internal  parties  states  that  it  is  successful,  but  from  external  parties  it  is  not  successful because the number of violations remains high moraleThe novelty of this research is to find a combined evaluation model of DEM and Kick Patrik, through  the  addition  of  the  Behavior  and  Result  Levels,  to  create  (Dasbord)  as  a  model  for evaluating the development of officers’ behavior.

Keywords: Human  Capital,  Dapen  Persmil  TNI  AL,   Discrepancy  EvalutionModel  Provus,  Kickpatrick  Evaluation  Model,

 

24 Ramon Zamora

7647140454

2021 The Effect of Leadership Effectiveness, Training

Education and Career Development to The Performance of Lecturers At University of Riau Kepuluan Batam

http://repository.unj.ac.id/id/eprint/13708

The research aims to analyze and find the Effect of Leadership Effectiveness, Training Education and Career Development on Lecturer Performance at the University of Riau Kepualauan Batam. The total population of the study was 166 lecturers and a sample of 117 people with the Profotionate random sampling technique. Research Hypothesis Testing Results show that: 1) There is a direct influence of leadership effectiveness on lecturer performance, 2) There is a direct effect of training education on lecturer performance, 3) there is a direct influence of

leadership effectiveness on career development, 4) There is a direct influence of training education on career development , 5) There is a direct influence of career development on lecturer performance, 6) There is a direct effect of leadership effectiveness on training education, 7) There is no positive effect of Leadership Effectiveness on lecturer performance through Career Development, 8) There is no positive effect of Training Education on lecturer performance through Career development.

Keywords: Leadership Effectiveness, Training Education, Career Development and Lecturer Performance

 

25 Rizki Eka Putra

7647140455

2021 The Influence of Empowering Human Resources, Good Governance, Monitoring and Evaluation to The Service Quality of Employees General Hospitals of Embung Fatimah Batam City This research is aimed at determining the influence of empowering human resources, good governance,  monitoring  and  evaluation,  and  service  quality  of  the  employees.  This research applied quantitative approach with survey method. A path analysis was used toanalyze  the  collected  data.  The  population  that  was  analyzed  in  this  research  was  all employees who taught at General Hospital of Embung Fatimah Batam City which was 602 people.  Affordable population is an employee of Group III level of 189 people.Random sampling was conducted and selected impartially for a number of 129 people. The result of the research showed that the of the employees was directly affected by the empowering human resources, good governance and monitoring and evaluation of the employees. This research also discovered that the employees monitoring and evaluation was influenced by the  empowering  human  resources  and  good  governance.  This  research  also  discovered that the employees good governance was influenced by the empowering human resources. Based on those findings, it can be concluded that all changes occur on the service quality of the employees were influenced by the empowering human resources, good governance, and monitoring and evaluation. This service quality, good governance and monitoring and evaluation  of  the  employees  can  be  considered  in  the  strategic  planning  of  human resources development in public organization.

Keywords: service quality, empowering human resources, good governance, monitoring and evaluation.

 

26 Meldasari

7647158182

2021 Implementation Model of Health Care Workers Placement Policy in Community Health Center of Banjarbaru City South Kalimantan

http://repository.unj.ac.id/id/eprint/13801

This study aims to analyze the implementation of the Indonesian Regulation of Minister of Health (RMH) Number 75 the year 2014, as the basis or policy to place health  workers  of  Puskesmas  (Community  Health  Center  in  Indonesia).  Health workers  have  an  important  role  to  improve  the  quality  of  health  services  to  the maximum.  This is a qualitative research conducted in 6 Puskesmas in Banjarbaru City, South Kalimantan province in the year 2018. The research focused on the process of health  workers  placement:  planning,  recruitment,  selection,  placement,  and empowerment.  The  method  of  study  used  the  Provus’s  Discrepancy  Evaluation Model. The informants are the officials of the Health Office at Banjarbaru City, the officials of Puskesmas, and the community.  Based on the definition of puskesmas, the priority of public health services prioritizes  preventive  action  rather  than  curative,  but  the  results  show  that  the preventive  function  is  still  held  by  health  workers  who  also  carry  out  a  curative function,  so  the  implementation  of  prevention  programs  is  not  optimal.  This  is because in the planning of health human resources at puskesmas, the Banjarbaru City Health Office has not yet prepared a structural position for the Health Promotion personnel who carry out the function of prevention. So this research results in the following  conclusions:  in  stage  1)  there  is  a  discrepancy  between  the  policy standards regarding the Puskesmas (S) and the reality on the ground (Performance-P);  so  as  to  have  an  impact  on  stage  2)  recruitment,  there  is  a  high  level  of discrepancies; also at stage 3) selection, there is a very high discrepancy; as well as at stage 4) placement, there is also a high level of discrepancies; and finally at stage 5) empowerment, there is a high level discrepancy or there are many gaps between (S) or standards in regulations against P or performance in the field.

Keywords: Policy Evaluation, Health Workers, HR Management, Puskesmas, Discrepancy Evaluation Model (DEM)

 

27 Reimond Hasangapan Mikkael

7647130220

2021 Influence of Education and Competency Training, Organizational commitment to the innovative behavior of civil servant lecturers employed by the Higher Education Service Institute (Lldikti) Region IV West Java and Banten

 

http://repository.unj.ac.id/id/eprint/13174

The  purpose  of  this  research  is  aimed  at  building  basic  theoretical  and empirical:  efforts  to  build  education  and  training  outcomes  (DIKLAT),  Competence, Organizational  Commitment  and  Innovative  Behavior.  Methodology -The  research methodology  used  in  this  study,  the  data  analysis  technique  is  Path  Analysis,  which  is to  determine  whether  there  is  a  direct  or  indirect  influence  between  variables  in accordance with the causal model formed. The samples in this study were 134 lecturers of  PNS  DPk  LLDIKTI  Region  IV  West  Java  and  Banten.  Novelty -the  novelty  of  this research  by  examining  research  conducted  by  previous  researchers,  in  contributing new studies to research that is more emphasized on Innovative Behavior, especially for PNS  DPk  Lecturers  with  DIKLAT  Independent  Variable,  Lecturer  Competence,  and Organizational Commitment. With the object of the research are the PNS DPk lecturers who take shelter in LLDIKTI Region IV West Java and Banten. Through this research, it  is  hoped  that  PNS  LLDIKTI  Region  IV West  Java  and  Banten  PNS  lecturers  can increase innovation and be able to compete and synergize with Permanent Foundation Lecturers  in  terms  of  the  tridharma  of  Higher  Education.  Research  Design -This research design is a descriptive method with a survey using a questionnaire instrument. Research  Technique -The  sample  collection  technique  used  in  this  research  is  by means  of  a  random  and  proportional  sample  (proportional  random  sample),  which represents  PNS  Dpk  lecturers  who  are  in  the  LLDIKITI  Region  IV West  Java  and Banten environment. With the allowance for inaccuracy that can be tolerated (e) of 5%. The  results  of  this  study  simultaneously  examined  the  relationship between   Education   and   Training,   Competence,   Organizational   Commitmentand Innovative Behavior in  Civil Servant Lecturers  of DPk LLDIKTI Region IV West  Java and  Banten.  The  findings  add  weight  to  the  recent  emphasis  on  Lecturer  Innovation-oriented  approaches  as  the  competitiveness  of  PNS  DPk  Lecturers  to  improve  the Innovative Behavior of DPk PNS Lecturers.

Keyword: Education  and  Training, Competence, Organizational  Commitment, Inovative Behavior

 

28 Koko Haryono

7647130205

2021 The Effect of Organizational Culture Andempowerment Correlated to Work Engagement as an Intervening Variables Towards Tothe Quality of General Bureauservices Employeeat The Ministry of State Secretariat

http://repository.unj.ac.id/id/eprint/13320

empowerment correlated to work engagement as an intervening variable in relations to general bureau quality  serviceability  in  term  of  directly  nor  indirectly,  as  well  as considering the adjusted strategy to enhance serviceability quality. This research uses survey method in quantitative research. The sum of this research is depicted from staff members  of  General  Affairs  at  The  Indonesian  Foreign  Affairs  of  The  Republic  of Indonesia.  It  is  denoted  as  N  =  307  staffs  using  Slovin  Theory  obtained  n  =  76.  The technique in analyzing data used SPSS and LISREL. In the result of the research revealed that (1) the culture of an organization has a direct impact towards the quality of a service, (2) empowerment gives a direct positive impact on service quality, (3) work bonding also gives a positive reaction on a quality of a service, (4) moreover, an organizational culture response  a  straight  positive  outcome  on  a  network,  (5)  empowerment  also  give  a straightforward outcome on work bondage, (6) culture of an organization also gives a direct impact on empowerment, (7) the culture of an organization through empowerment results a positive impact on service quality, (8) culture of an organizationthrough a work bondage gives a positive effect on service quality at General Bureauat Ministy of State Secretariat of The Republic of Indonesia. The novelty of this research is that it is known that  the  variable  that  directly  affects  service  quality  is the  variable  of  organizational culture with a path coefficient of 0.322, that is, an increase in organizational culture will increase service quality. This study examines the quality of service and the factors that influence  it  from  the  variables  of  organizational  culture,  empowerment  with  work engagement  as  an  intervention  variable  that  has  never  been  done  before  both  in  the sample, research location and the methods used by the researcher. The results showed that a significant model for improving the quality of employee services at the General Bureau was by improving organizational culture, empowerment with work engagement as an intervening variable.

Keywords:  Organization  Culture,  Empowerment,  Work  Engagement  and  Service Quality.

 

29 Mohammad Fayruz

7647130208

2021 The Effect  of Transformational  Leadership  and Psychological Empowermentto  Working  Culture  And  Its’  Effect  to  Work Innovation   of   Telecommunication   Infrastructure   Contractor Companyi in Indonesia

http://repository.unj.ac.id/id/eprint/13757

Howadays  the  technology  trend  keeps  on  changing  and  the  development disrupting variety of aspects of life and the business environment.  The industry’s services  and  products  change  following  the  newest  technology  trends,  therefore companies  expected  to  make  changes  and  continuous  innovation  to  be  able  to compete  and  keeptheir  existence.  Innovation  in  the  organization  determined  by internal   and   external   factors.   The   acceleration   of   work   innovation   in   an organization  influenced  by  indicators  such  as  working  culture  (Hogan  &  Coote, 2013;  Lau  &  Ngo,  2004),  transformational  leadership  (Gumusluoglu  &  Ilsev, 2009;    Jung,    Chow,    &    Wu,    2003),    and    psychological    empowerment (Çekmecelioğlu & Özbağ, 2014; Uzunbacak 2015; 2015,). Thereby, the research was  conduct  with  the  purpose  of  confirming  the  effectivity  of  working  culture, transformational   leadership,   and   psychological   empowerment   significantly influence  work  innovation.  The  research  involves  296  respondents  of employees from  contractor  infrastructure  telco  company.  Data  processed  using  Lisrel and SPSS.  The  results  showing  all variables  accepted,  transformational  leadership, and   psychological   empowerment   are   positive   significantly   influence   work innovation  with  the  mediation  of  working  culture,  transformational  leadership, and   psychological   empowerment   have   a   direct   influence   on innovation organization and transformational leadership, and psychological empowerment is positive significantly influence each other.
30 Andy Soenanta

7647130414

2021 The Effect of Job Design, Job Satisfaction and Organizational Commitment on Employee Retention at PT. Suryamas Lumisindo Dwidaya

 

http://repository.unj.ac.id/id/eprint/13380

The objective of this research is to analyzethe effect of the job design, job satisfaction   and   organizational   commitment   to   employee’s   retention   in   an Indonesian lighting company, which faced a high employee turnover in the last 5 years. Quantitative causative approach used in this research with survey method. The samples of this research were 204 employees selected randomly. The data were obtained by distributing questionnaire and analyzed by using path analysis. The  result  of  the  research  can  be  conclude  that:  1)  the  job  design,  job satisfactionand  organizational  commitment  had  a  positive  direct  effect  on employee’s retention; 2) job design and job satisfaction had a positive direct effect on organizational commitment;3) job design and  job satisfaction had an indirect effect to employee retention via organizational commitment.Therefore to improve employee’s retention, job design, job satisfaction and organizational commitment should be improved. Company  did  not  see  job  design  and  organizational  commitment  as important  factors,  which  resulted  above  10%  employee  turnover  every  year. Knowledge about how to create a good job design is still limited both on practical and  literature  due  to  this  common  mistake  understanding.  This  aspect  open  for further study.

Keywords: job design, job satisfaction, organization commitment, employee retention

 

31 Manahan Simorangkir

7647130467

2021 Evaluation of the Implementation of Recruitment Policiesindonesian Navy Information Service’s Officer

http://repository.unj.ac.id/id/eprint/15420

The purpose of this research is to assess the extent of the personnel recruitment rules  and  procedures  implementation—especially  among  those  of  officers‘  rank-strata—within the Indonesian Navy public affairs office The research process had taken place  in  the  headquarter  of  Indonesian  Navy  through  documentation,  interview, observation,  and  questionnaire  methods.  The  respondents  of  this  research  are47 officers  of  Dispenal  and  the  key  informans  arethe  head  of  the  navy  public  affairs, Personnel Assistant of Navy chief of staff, the head of personnel administration affairs and the sub-heads of navy public affairs. The findings are as follows: (1) Need Aspect; the officers‘ recruitment in navy public affairs is a necessary program, (2) Problems aspect;  along  the  process  of  recruitment  there  found  the  lacks  the  availability  of candidates  who possess the suitable qualification, (3) Purpose Aspect; the recruitment program  has  not  been  implemented  to  the  most  optimal  state,  (4)  HR  aspect;  the presence  of  human  resources  is  both  qualitatively  and  quantitatively  essential,  (5) Budget  aspect;the  budget  allocated  for  the  recruitment  program  has  been  utilized effectively  and  efficiently,  (6)  Facility  aspect;  the  navy  public  affairs  facility—in  the form  of  computer-network  connectivity—has  not  been  optimally  integrated  with  the navy  administration and personnel affairs and TNI Headquarter‘s Personnel affairs computer-network,  (7)  Recruitment  readiness  aspect;  all  administrative  phases  have been  executed,  (8)  Recruitment  mechanism  aspect;  the  executed  mechanism  has  been done  in  accordance  with  thewidely-accepted  procedure  within  TNI,  (9)  Obstacle aspect;  the  lacks  of  communication  among  interested  parties,  (10)  Administration standard  aspect;  the  appointment  of  personnel  within  the  organization  must  meet  the minimum  eligibility  standard  as  provided  in  the  initial  administrative  conditionality, (11) Competences standard aspect; it has been difficult lately to attract personnel who possess an educational background in public affairs.

Keywords: Evaluation of policy implementation, Recruitment, Indonesian Navy public affairs officers

 

32 Ari Anggarani Winadi Prasetyoning Tyas

7647167335

2021 The Influence of Organizational Culture, Work Environment, Employee Competence on Employee Engagement Through Self Efficacy at BPSDM Ministry of Law and Human Rights RI

 

 

http://repository.unj.ac.id/id/eprint/12738

 

The  Human  Resources  Development  Agency  (BPSDM)  of  the Ministry  of  Law  and  Human Rights  of  the  Republic  of  Indonesia  is  a  supporting  institution  at  the  Ministry  of  Law  and Human Rights that is tasked with developing human resources in the field of law and human rights. As a support unit for the main task of BPSDM, the Ministry of Law and Human Rights of the Republic of Indonesia improves the quality of the legal and human rights apparatus so that they are professional and have a high commitment to provide excellent service. This study aims  to  analyze  the  influence  of  Organizational  Culture,  Work  Environment,  employee competence on employee work engagement mediated by self-efficacy at the Human Resources Development Agency (BPSDM) of the Ministry of Law and Human Rights of the Republic of Indonesia. This study involved 221 respondents of BPSDM employees of the Ministry of Law and Human Rights of the Republic of Indonesia for Category III. Data analysis using LISREL Structural   Equation   Modeling.   The   results   showed   that   organizational   culture,   work environment, employee competence hada direct no effect on employee work engagement, self-efficacy  had  a  direct  effect  on  employee  work  engagement.  Organizational  Culture,  Work Environment and Employee Competence have a direct effect on self-efficacy. Organizational culture,  work  environment,  employee  competence  have  an  indirect  effect  on  employee  work engagement  mediated  by  self-efficacy.  The  implication  of  the  results  of  this  study  is  that BPSDM  Ministry  of  Law  and  Human  Rights  of  the  Republic  of  Indonesia  needs  to  develop attributes  of  organizational  culture,  work  environment  and  employee  competencies  that  can increase self-efficacy. This needs to be done considering that self-efficacy will affect the level of engagement of BPSDM employees of the Ministry of Law and Human Rights of the Republic of Indonesia.

Keywords:   Employee   Engagement;   Self-Efficacy;Organizational   Culture,   Work   Environment, Employee Competence

 

33 Funna Maulia

7647130412

2021 Effect of Innovation, Transformational Leadership and Competency on Employee Performance (Case Study at the Indonesian Ministry of Law and Human Rights) The purpose   of   this   research   is   to   analyze   the   influence   of   innovation, transformational   leadership   and   competence   with   employee   performance.   In addition,   to   analyze   whether   competencies   can   mediate   the   relationship   of innovation  with  employee  performance  and transformational  leadership  with employee   performance   to   find   employee   performance   models.   Empirical hypotheses  that  have  been  tested  using  the  SPSS  format.  Hypothesis  testing  was conducted  using  empirical  data  obtained  from  questionnaire  answers  on  150 employees with a population of 587 employees within the Ministry of Justice and Human  Rights  in  units  of  the  Legal  and  Human  Rights  Human  Resources Development Agency,The West Papua Regional Office Unitand the Riau Regional Office  Unit.  Sampling  technique used  is  proportional  sampling.  The  research method  used  is  quantitative  approach,  data  analysis  technique  using  descriptive statistical analysis and structural equation model analysis. The results of descriptive analysis of average numbers and perception indexes show indicators on variables that employees agree on the construction of indicators in each variable. After going through  the  normality  test  stage,  linearity  test  and  significance  test,  the  results  of the study showed that 7 (seven) hypotheses received: 1) Innovation has a positive direct  effect  on  employee  performance,  2)  Transformational  Leadership  has  a positive  direct  effect  on  Employee  Performance,3)  Competencies  have  a  positive direct  effect  on  Employee  Performance,  4)  Innovation  has  a  positive  direct  effect on  Competency,  5)  Transformational  Leadership  has  a  positive  direct  effect  on Competency,   6)   Innovation   has   an   indirect   positive   effect   on   Employee Performance   through   Competency   ,   7)   Transformational   Leadership   has   an indirectly positive effect on Employee Performance through Competency. There is empirical   evidence   of   new   findings   that   increased   innovation   can   improve employee  performance.  Bureaucratic  Organization  of  the  Ministry  of  Justice  and Human Rights which is transforming into a digital bureaucracy organization needs to pay attention to innovation factors in the organizational structure that support the creativity  performance  of  employees  which  is  the  most  influential  indicator  in improving employee performance.

 

Keywords:   Innovation,   Transformational   Leadership,   Competence,   Employee Performance.

 

34 Dewi Andriani

7647111155

2021 The Effect of the Awards System, Transformational Leadership Style, Communication, and Motivation on The Productivity of Lecturers Producing International Scientific Works in Private College In accordance with the demands facing global challenges, lecturers are one of the important factors for creating competent university graduates, and the main role of colleges/universities is teaching, research and community service and directed to expand knowledge and open new avenues of science and technology. The purpose of this study is to analyze the factors that affect the productivity of lecturers producing international scientific article in Private Universities by using the Structural Equation Modeling. The data used are primary data by conducting surveys with a total of 310 respondents, and the analysis used includes validity, reliability, multiple linear regression, sobel tests, and hypothesis testing. The results showed that the positive direct effect of the Reward System, Transformational Leadership Style, Communication and Motivation on Lecturer Productivity. Furthermore, from the four exogenous variables, communication proved to be the most dominant influence on productivity, amounting to 5,132, and also the results of the study showed that the positive indirect effect through motivation was a moderating variable.

Keywords: Reward System, Transformational Leadership Style, Communication and Motivation, Lecturer, and Structural Equation Modeling

35 Marisa Permatasari

7647111168

2021 The Effect of Transformational Leadership, Academic Culture, Self-Engagement on Professional Commitments of Private University Lectures in Jakarta This study aims to analyze and generate the empirical and conceptual model for the influence of transformational leadership, academic culture, self – engagement on professional commitment of private university lecturer in Jakarta. This study contributes added values to the management field especially on professional commitment. A quantitative approach were used in the study with a survey method. The unit of analysis used in this study is B – accreditation private university in Jakarta with a population of 700 lecturers and a total of 212 were analyzed using Structural Equation Modeling (SEM) on IBM AMOS 23. The findings shown that there were three (3) hypotheses were rejected and five (5) hypotheses were accepted out of the proposed eight (8) hypotheses. The analysis discovered an empirical model of professional commitment enhancement, it emphasized on self – engagement on professional commitment, followed by transformational leadership on professional commitment, transformational leadership on academic culture, academic culture on self engagement and academic culture on professional commitment mediated by self – engagement.

 

Keywords: professional commitment, transformational leadership, academic culture, self – engagement.

 

36 Endang Setiawati

7647130426

2021 The Effect of Competency, Learning Organization,

Decision Making Ability on Managers’ Performance of the Course And Training Institutions in Java

http://repository.unj.ac.id/id/eprint/15807

This study aims to analyze the influence of competency, learning organization, and decision-making abilities on managers’ performance of course and training institutions in Java. This research is a quantitative study that uses the path analysis method. Respondents of this study were 377 managers of course and training institutions located in Java. The results of this study indicate that: 1) competency has positive direct effect on performance; 2) the learning organization has positive direct effect on performance; 3) decision making ability has positive direct effect on performance; 4) competency has positive direct effect on decision making ability; 5) learning organization has positive direct effect on decision making ability; 6) competency has positive indirect effect on performance through decision making ability; and 7) learning organization has positive direct effect on performance through decision-making ability. Furthermore, it can be stated that some factors such as competency, learning organization, and decision making ability should be concerned since they are important aspects in improving the managers of course and training institutions. Hence, it is necessary to improve the performance of managers’ performance course and training institution by strengthening competencies, enhancing the knowledge of learning organization and optimizing the implementation of learning organization, and increasing the ability of decision making continuously.

 

Keywords: Competency, Learning Organization, Decision-Making Ability, and

Performance

 

37 Waris Marsisno

7647130439

2021 The Effect of Lecturers’ Teaching Performance, Academic Achievement, and Students ‘Academic Motivation on Student’s Work Readiness

(Case Study at the Politeknik Statistika STIS)

http://repository.unj.ac.id/id/eprint/15602

The purpose of this study was to examine and to analyze the direct and indirect effects of the variables of lecturer teaching performance, academic achievement, and academic motivation on work readiness of Politeknik Statistika STIS. The study was conducted using a quantitative approach based on data from 183 respondents who were randomly selected from 1123 third and fourth year students at the Politeknik Statistika STIS. Using path analysis, it was found that there was a direct effect of lecturer teaching performance, academic achievement, and academic motivation on student work readiness. In addition, it was also found that there was a mediating role of academic motivation on the relationship between lecturer teaching performance and academic achievement with job readiness. The implication of this finding is that to improve student work readiness, the teaching performance of lecturers, academic achievement, and academic motivation must also be improved.

 

Keywords: student work readiness, lecturer teaching performance, academic achievement, academic motivation.

 

38 Yuliana Ria Uli Sitanggang

7647130440

2021 The Role of Mediation on The Use of Social Media in the Relationship Between Person-Organizational Fit and Transformational Leadership on Organizational Commitments In BPS

(Case Study of Supervisor Leadership Training Participants at Pusdiklat BPS)

http://repository.unj.ac.id/id/eprint/15603

The purpose of this study is to examine and analyze the direct and indirect effects of the variables Personal-Organizational Suitability, Transformational Leadership, and Social Media Use on Organizational Commitment. The study was conducted using a quantitative approach to 156 respondents who were randomly selected from 250 supervisory leadership training participants from 2019 to 2020. Data processing was carried out using SPSS. Based on the results of the path analysis, it was found that Person-Organization Fit, Transformational Leadership and Social Media Use had a direct effect on Organizational Commitment. In addition, Person-Organizational Fit and Transformational Leadership had a direct effect on Social Media Use. The mediating role of the use of social media is also seen in the relationship between person-organization fit and organizational commitment, while the relationship between transformational leadership and organizational commitment is not mediated by the use of social media. To increase Organizational Commitment, it is necessary to increase Person-Organization Fit, Transformational Leadership, and Use of Social Media.

Keywords: organizational commitment, person-organization fit, transformational leadership, the use of social media.

 

39 Zulvia Khalid

7647167462

2021 Organizational Agility:

The Effect of Entrepreneurial Leadership, Organizational

Culture, and Organizational Learning on (Study at Small Industrial Village Jakarta Timur, DKI Jakarta Province)

http://repository.unj.ac.id/id/eprint/14981

This objective of this study is to analyze and determine the effect of entrepreneurial

leadership, organizational culture and organizational learning on organizational agility of employees in Small and Medium Enterprises (SMEs) in Small Industrial Village, East Jakarta. This research used a quantitative approach in the perspective of organizational behavior according to the rules of the logico hypothetico verificative. Two hundred employees at SMEs in Industrial Village Jakarta Timur, DKI Jakarta were selected as the sample using purposive sampling techniques. The data were collected through the survey method using questionnaires quantified into a scale of likert one to five. Analysis of the data and hypothesis testing were done by using Structural Equation Modeling (SEM). The research findings show that (1) entrepreneurial leadership has a direct positive effect on employee organizational

agility, (2) organizational culture has a direct positive effect on employee organizational agility, (3) organizational learning has a direct positive effect on employee organizational agility, (4) Leadership entrepreneurship has a direct positive effect on organizational culture, (5) entrepreneurial leadership has a direct positive effect on organizational learning, (6) organizational culture has a direct positive effect on organizational learning, (7) entrepreneurial leadership has a positive effect on employee organizational agility through organizational culture, (8) Entrepreneurial leadership has a positive effect on employee organizational agility through organizational learning. It was also found that organizational learning has the strongest effect on organizational agility. The findings of this study can provide

guidelines for SME entrepreneurs in determining the efforts and policies for increasing employees’organizational agility.

 

Keywords: organizational agility, entrepreneurial leadership, organizational culture,

organizational learning, small and medium enterprises (SMEs)

 

40 D. Sujono

7647168387

2021 The Influence of Transformational Leadership, Personality and Organizational Justice on Work Involvement and Implications in The Organizational

Citizenship Behavior

Survey of Head of Bimba-Aiueo Unit in DKI Jakarta Province

The purpose of this study is to produce a conceptual and empirical model of the direct influence of transformational leadership, personality, organizational justice and work engagement on organizational citizenship behavior, and the direct influence of transformational leadership, personality and organizational justice on work engagement. In addition, the study also examined the indirect effect of transformational leadership, personality, and organizational justice on organizational citizenship behavior by mediating work engagement. This research uses a quantitative approach, with a sample of 140 heads of biMBA-AIUEO units in DKI Jakarta Province. Research instrument for data collection in the form of a questionnaire with a Likert scale format to measure attitudes, perceptions and

opinions. Whereas data analysis uses Linear Structural Relationship (LISREL)  oftware 8.8. The results of this study proved to be fit and significant for all causal influences, both direct and indirect, and even work involvement had the greatest influence on OCB. This confirms the meaning that work involvement is very important and vital for OCB improvement. The recommended recommendation is for work involvement, the head of the biMBA-AIUEO unit in DKI Jakarta Province should be intensified, because it is proven to have a positive impact on his OCB. Intensification efforts can be made through supporting the improvement of transnational leadership, personality and organizational justice, as well as motivational and persuasive leadership, by referring to work engagement attributes such as: happy working in

biMBA, work in biMBA obtains professional recognition, work is important for price himself, many take advantage of education to complete work in biMBA.

 

Keywords: organizational citizenship behavior, transformational leadership, personality, organizational justice, work involvement

 

41 Titi Kurnia Fitriati

9917917005

 

2021 The Effect of Dynamic Capabilities, Knowledge Management and Entrepreneurial Orientation on Smes Performance: Innovation as Mediation The purpose of this study was to analyze the effect of dynamic capabilities, knowledge management and entrepreneurial orientation with SMEs performance. In addition to analyzing whether innovation can mediate the relationship between dynamic capabilities and SMEs performance, knowledge management with SMEs performance and entrepreneurial orientation with SMEs performance. Empirical hypotheses that have been tested using AMOS software. Hypothesis testing is done using empirical data obtained from the results of questionnaire answers from three hundred and fifty respondents are the SMEs owners from all Bekasi City SMEs clusters consisting of food and beverage cluster, fashion, ornamental fish, accessories, leather crafts, border crafts, doll crafts, furniture, batik in Bekasi City. Data obtained directly through interviews, questionnaires and monitoring data. The sampling technique used is simple random sampling. Descriptive statistical analysis of the average number and the index of perception shows that the perception of SMEs in each construct is classified as inclined to agree (3,480). The results of the full structural equation model analysis show that the overall acceptable model meets the requirements based on a goodness of fit index. The causality hypothesis developed and tested using the critical ratio test in the AMOS program obtained significant results in that all hypotheses were tested / accepted.

This study produces the following conclusions: (1) there is a positive direct effect of dynamic capabilities on innovation, (2) there is a positive direct effect of knowledge

management on innovation, (3) there is a positive direct effect of entrepreneurial orientation on innovation, (4) there is a positive direct effect dynamic capabilities on SMEs performance, (5) there is a positive direct effect of knowledge management on SMEs performance, (6) there is a positive direct effect of entrepreneurial orientation on SMEs performance, (7) there is a positive direct effect of innovation on SMEs performance, (8) there is no positive direct dynamic capabilities on SMEs performance through innovation as mediation, (9) there is a positive indirect effect of knowledge management on SMEs performance through innovation as mediation, (10) there is a positive indirect effect of entrepreneurial orientation on SMEs performance through innovation as mediation. Novelty is a model of improving SMEs performance, especially profitability influenced by dynamic capabilities through sensing capabilities, knowledge management through internalization, entrepreneurial orientation through taking risks and innovation as mediation through marketing innovation.

 

Keywords: Dynamic Capabilities, Knowledge Management, Entrepreneurial Orientation, Innovation and SMEs Performance

 

42  

Widya Parimita

9917917052

2021 Antesedents of Organizational Commitments to Creative Industry Employees: Study on Individual Factors and Organizational Factors This study aims to analize the antecedents of organizational commitment in creative industry employees with the study of individual factors (psychological capital, work engagement, meaning of work) and organizational factors (ethical leadership and internal communication). The research design used is quantitative research with a causality approach which aims to examine the influence of exogenous variables (ethical leadership and internal communication) on endogenous variables (psychological capital, work engagement, meaning of work and organizational commitment). The populations in this study are employees in the creative industries with an infinite amount; therefore, sampling is done using purposive sampling. The sample is limited to employees who fall into the millennial generation category. Based on these considerations, the sample taken in this study were 200 respondents. This study uses SPSS version 24 and Structional Equation Model (SEM) software to analyze research data. The results showed that eleven hypotheses put forward in the study were accepted. This proves that exogenous variables (ethical leadership and internal communication) have positive and significant effects on endogenous variables (psychological capital, work engagement, meaning of work and organizational commitment) to employees of millennial generation of the creative industry sector. The results also showed that psychological capital was only determined by the ethical behavior of the leadership, whereas psychological capital was the most dominant variable in determining work involvement. Meanwhile, internal communication gives the most dominant influence on the meaning of work, while the antecedent of organizational commitment that gives the greatest influence is the ethical behavior of the leader. This research is able to contribute by generating novelty research in the form of a study of the antecedents of organizational commitment to millennial generation, especially in the creative industries that are still limited.

 

Keywords: Organizational commitment, psychological capital, works involvement, meaning of work, ethical behavior of leaders, internal communication.

 

43 Abd. Asis

7647157976

2021 Human Resource Management Strategies in Umrah Services

http://repository.unj.ac.id/id/eprint/16141

This research aims to analyze human resource management strategies in improving umrah services. The research was conducted at Hira Tour Travel. The method used case study method using qualitative approach. The results showed; (1) Human resource management there are still some problems such as; compensation is only given to those who join as a team to the holy land, there is no performance assessment of each team, still understaffed so it is more focused on working as a team, the absence of Mutawif as a permanent employee so Mutawif is always fickle, newly recruited staff and have experience asking for high salaries, staff have not worked according to job description and work management has not run to the maximum so it has not been able to create innovations; (2) The planning pattern is already running according to the planning such as the certainty of departure time for pilgrims and the departure of umrah every month. But operationally in the field there are still some problems that occur such as available human resources have not been able to manage the pilgrims properly especially related to the distribution of passports, bus seat numbering and pilgrims are still busy taking care of their respective luggage; (3) human resources development has not been maximally seen with the management of problems that occur in the field is not well coordinated, coordination of fellow teams and worshippers has not been maximal and is not carried out evaluation of teams and pilgrims routinely during the implementation of umrah; (4) Umrah service strategy there are still some obstacles such as Mutawif has not provided maximum service, has not been systemic agenda in the field such as bus delays, and lack of knowledge of pilgrims in carrying out umrah worship. Novelty, there is a strategy model of human resource management in improving Umrah services.

 

Keywords: Strategy, Management, Human Resources, Services and Umrah.

 

44 Abdullatif Setiabudi

7647167429

2021 Evaluation of Service Education Scholarship Program In The Ministry of Public Works And Housing

 

http://repository.unj.ac.id/id/eprint/13258

The research aimed is to evaluate the scholarship program of the official educational scholarship program in the Ministry of Public Works and Housing of Indonesia (MPWHI). The research employed the evaluation model of CIPP (Context, Input, Process, and Product) and the summative evaluation with a case study as a research methodology. The study involved 51 participants of scholarship alumni program (30 persons), the head department (6 persons), the manager of alumni (9 persons), the official of BPSDM (5 persons), and the head of BSNP (1 person). The data collection of interview, questioner of open-ended questions, focus group discussion, and document analysis were employed. Data analyzed used qualitative data analysis (Miles and Huberman, 1994) and were categorized based on the CIPP model’s evaluation and followed by the elaboration of themes. The result showed that in the Context aspect, the program’s background was designed to supply the professional employees’ need. However, the vision and mission of the program were not elaborate in the document program. Then, in the Input aspect initially in designing the program’s objectives, it revealed that these not planned detailed related to Human Resources Requirements and another resource available. The implementation is also different from Law No. 20/2003, where the professional education approach should implement official education. It applied used the academic educational method but enriched by the material needed to the job requirements. Designing the program objectives should detail, comprehensive and strategic. The Process aspect, especially the learning method, applied accordingly the designed and achieved the needed competencies. The Recommendation Model of Scholarship’s for Human Resources Development promoted and consists of need analysis, program planning, implementation and evaluation of result and benefits. The Product aspect, especially the study’s competencies, has a significant contribution to enhancing the HRD within the MPWHI.

Keywords: Program Evaluation, CIPP Model, The Official Scholarship, and The Competencies of Human Resources.

45 Bambang Kustiawan

7647157932

2021 Evaluation of Policy The Implementation of Utilisation on Logistical TNI (The National Military of Indonesia) Human Resources as The Upholder of The Main Tas

http://repository.unj.ac.id/id/eprint/20837

Evaluation has important role on activities especially on policy implementation. The purpose of this evaluation research is to describe policy implementation towards logistical human resources utilisation in order to support the main task of TNI, hence the implementation of TNI force could be accomplished both in Military War Operations and Non-Military War Operations. This research is evaluation research which applies Countenance Stake’s Model, that covers antecedents evaluation, transactions, and outputs. The subjects are logistical human resource personels in Mabes TNI. The data were collected by engaging interviews and documentations. The obtained data were analysed by qualitative and descriptive statistic. The results of the research shows that (a) Early stage of policy implementation utilisation towards logistical human resources TNI or planning (antecedents) had been planned thoughtfully, (b) utilisation of policy implementation on logistical human resources TNI at the process stage (transaction) has been done properly, (C) utilisation of policy implementation on logistical human resources TNI at the yield stage (outcomes) showed a decent result hence the corrective actions and recommendations to the Chief of TNI headquarters could be easily determined to consider in determining strategic policies in the field of TNI logistics human resources utilisation.

Keyworlds: Evaluation, implementation of policy utilisation on logistical, Model Countenance Stake, logistical TNI

 

46 Chandra Sagul Haratua

7647130188

2021 Evaluation of The Effectiveness of Training Programs Initial Flight Attendant at Garuda Indonesia Training Center

http://repository.unj.ac.id/id/eprint/15800

The background of this research originated from the researcher’s interest in the training which was carried out without measurable results. Even though every training requires a measurable evaluation to find out how far the results or outputs are obtained. This study aims to present training evaluations at the Garuda Indonesia Training Center by examining in depth and using Kirkpatrick’s model theory which is different from previous studies. The subjects of this study uses purposive sampling technique, namely by taking samples of data sources, which are considered to be the most about something that is happening in the field, making it easier for researchers to find out the object or social situation under study. Data collection techniques were carried out by means of observation, in depth interviews and documentation. After that, understand the results of interviews and observations to find the main idea and then draw conclusions. The results showed that : 1). Evaluation at the reaction level, there are variations in the reactions of the trainees. Some were satisfied but there were still participants were not satisfied with the training provided. Participant satisfaction reactions can be increased through improving facilities and establishing a more intens relationship between participants and instructors, 2). Evaluation at the learning level includes the achievement of the desired target participants. Some participants feel bored and sleepy in class so that they are a bit late in receiving the learning, knowledge and skills provided, 3). Evaluation at the behavior level, there is a change in behavior that can be seen from how participants use their skills when working in the cabin, 4) Evaluation at the result level results from participant satisfaction with certification and cost considerations at the Garuda Indonesia Training Center, but the researchers did not get it this data because it is considered very private and confidential.

Keywords : Training Evaluation, Kirkpatrick