Judul: Hubungan tingkat komitmen dengan kinerja karyawan PT Edecon Prima Mandiri
Abstrak: Keberadaan sumber daya manusia merupakan hal yang sangat penting dalam Suatu perusahaan. Kualitas orang-orang yang bekerja didalamnya sangat menentukan keberhasilan ataupun kegagalan suatu perusahaan. Dalam menghadapi tantangan usaha yang semakin kompleks tersebut dibutuhkan sumberdaya manusia yang memiliki kompetensi agar dapat meningkatkan kualitas dan produktivitas produk ataupun jasa perusahaan. Selain kompetensi dibutuhkan juga komitmen yang tinggi terhadap perusahaan untuk menjaga kesinambungan kualitas produk atau jasa perusahaan tersebut. Salah satu faktor penentu keberhasilan adalah komitmen karyawan. Adanya komitmen yang tinggi akan memberikan pengaruh positif, yaitu menimbulkan kepuasan kerja, semangat kerja, prestasi kerja yang baik dan keinginan untuk tetap bekerja di perusahaan. Perusahaan biasanya menuntut karyawannya untuk mempunyai komitmen yang tinggi tetapi tidak memperhatikan keinginan karyawan. Tujuan penelitian ini adalah mengetahui persepsi karyawan tentang komitmen dan kinerja karyawan pada PT. Edecon Prima Mandiri, menganalisis hubungan antara komitmen karyawan dengan kinerja karyawan, memformulasikan upaya yang perlu dilakukan oleh PT. Edecon Prima Mandiri agar memiliki karyawan yang berkomitmen tinggi. Penelitian ini menggunakan data primer dan sekunder. Data primer diperoleh dengan menyebarkan kuesioner kepada karyawan PT Edecon Prima Mandiri dan data sekunder melalui pustaka-pustaka yang tersedia. Alat analisis yang digunakan adalah analisis deskriptif yang diarahkan untuk menjelaskan data secara umum dan analisis korelasi rank spearman. Berdasarkan persepsi karyawan diketahui bahwa komitmen karyawan PT Edecon Prima Mandiri sudah tergolong baik, selain itu kinerja karyawan termasuk kedalam rentang cukup setuju. Hal ini berarti kemampuan karyawan belum diupayakan dengan baik. Berdasarkan hasil uji korelasi tentang pemahaman komitmen konstituans memiliki hubungan nyata, positif dan agak kuat (moderately high association) sesuai dengan lampiran 1. Secara keseluruhan, perusahaan dapat mengambil langkah-langkah sebagaimana yang telah dipaparkan mengenai implikasi manajerial, meliputi PT Edecon Prima Mandiri Review, Sosialisasi, Internalisasi dan Adaptasi dan Pengembangan.
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Judul: Pengaruh Penerapan Sistem Penilaian Kinerja dan Sistem Pengembangan Karir Terhadap Komitmen Karyawan
Abstrak: Human resources (HR) is a major asset in order to achieve the vision and mission in an enterprise. Therefore, companies should be able to maintain and defend its existence. Performance appraisal system and the career development system is applied in an enterprise one goal is to keep the existence of HUMAN RESOURCES. With applied both systems, it is expected also that commitment arose within the employee could be improved. It is important, because without such a commitment in employees feared that productivity was donated to the maximum so that companies do not result in goals each of the parties have not reached. This research aims to analyze the effect of the application of the performance appraisal system and career development systems against the commitment of the employees of PT. PGN,Tbk and analyzing difference PGN level of commitment of the employees of PT. PGN,Tbk gender based PGN. This research was conducted by providing questionnaires to the 119th employees Strategic Business Unit (SBU) 1 PT PGN, which consists of three parts, namely Hosbu Jakarta, Bogor and Jakarta. Method of sampling in each region is done by sampling proportional method. Hypothesis testing methods using Structural Equation Modeling (SEM) software with SmartPLS. Measurement of the performance appraisal system is composed of 7 (nine) factor: understanding, guidance, assessment, filing of objection/claims, well-planned, objectively, and feedback. Measurement of the career development system consists of 2 (two) factors that individual career planning and career management. The three component model and measurement of employee commitment adopted from Meyer and Allen (1997) in Suhendi (2010) namely afective commitment, countinuance commitment and normative commitment.Based on the results of analysis demonstrate that the application of the performance appraisal system affect the career development system. Subsequent research showed that the implementation of the career development system in PT. PGN, Tbk significantly positive effect to the commitment of the employees. Based on the anova test results and the analysis of PLS, there was no difference in meaning to the performance appraisal system and the career development system both women and men. However there are differences in the level of commitment by employees of male and female employees.The commitment of the employees in an enterprise is required because it can affect the level of employee productivity. The results showed that the application of the performance appraisal system and a good career development system will increase the commitment of the employees, so that the two things are supposed to be an essential part of company policy.
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Judul: Studi sistematika  Oreophryne Boettger, 1895Sulawesi (Anura: Microhylidae)
Abstrak: The cross frogs, genus Oreophryne Boettger, 1895 are most diverse in the mainland of New Guinea and adjacent islands, to the Wallacea region in the Moluccas, Sulawesi, and the Lesser Sunda Islands, even marginally to the Oriental region in Bali and to the southern Philippine Islands. In Sulawesi, this taxon consists of three species but has rarely been reported since their original descriptions and remained unstudied in both taxonomical work and molecular study. This research aims to evaluate the taxonomic status of the cross frogs in Sulawesi based on morphology and estimate the phylogenetic using the 16S rRNA gene. The phylogenetic tree was reconstructed under Maximum Likelihood (ML) and Bayesian Inference (BI) analyses. We used the specimens of Sulawesian Oreophryne which were stored at the Museum Zoologicum Bogoriense (MZB). A total of about 19 morphological characters were measured by a digital caliper and ocular micrometer to the nearest 0.01 mm. The phylogenetic tree shows that the three nominal species of Oreophryne from Sulawesi are clearly clustered. Correspondingly, the phylogenetic analysis supports the recognition of a new taxon, Oreophryne sp. However, the phylogenetic relationships between Oreophryne within Wallacea remain unresolved. Consequently, further systematic analysis along with additional sequences from the type locality is necessary to clarify the interspecific relationship among this region. We examined the morphology of 50 voucher specimens of Sulawesian Oreophryne. The validity of O. celebensis, O. variabilis, and O. zimmeri was confirmed in this study, but still the latter remains to be established. The three nominal species examined here were not collected from the type locality, so additional specimens, either in the type locality, new locations, or in other areas on this island are needed to evaluate the taxonomic status of these species deeply. Moreover, the unnamed species from the highland of the Mekongga mountains differ morphologically and genetically from all previously described Sulawesian Oreophryne. This distinct species will increase the number of cross frogs in Sulawesi to four species, all of which are endemic.
Keyword: frog, morphology, Oreophryne, phylogenetic, Sulawesi, systematics