Judul: Pengaruh Budaya Organisasi dan Motivasi Terhadap Komitmen Pegawai Politeknik Perikanan Negeri Tual
Abstrak: In order to achieve the organization's progress, Fisheries Polytechnic of Tual having several problems related to the behavior of employees in purpose to improving employee and organizational performance. The existence of these problems has an impact on employment that cannot be resolved in line with expectations and the time specified. So it becomes very important research fatherly perspective view of organizational commitment through culture organization and motivation. The aim of this research are (1) for analize the influence of culture organization on commitment of employees Fisheries Polytechnics of Tual, (2) for analize the influence of motivation on commitment of employees Fisheries Polytechnics of Tual. Population of this research are 60 person, theirs all of the employees of Polikant. Sample of this research are 40 person. The methods for analize the data in this research are using crosstabs analize, chi-square correlation and gamma and also multiple regression analysis. Crosstabs analize, chi-square correlation and gamma aims for know the relation of demography factor, culture organization and motivation on the commitment of employees. The analysis of the crosstabs on the relationship between demographic factors with commitment of employees shows that there is no relationship between demographic factors (gender, age and education level) and commitment of employees. That the higher culture of the organization, the commitment of employees will be higher. Motivational factors have a significant influence on commitment of employees. That the higher the motivation, the commitment of employees will be higher. Coefficient of determination (R2) done to see the existence of relationship, which indicated to see the change of independent variables the culture organization (X1), motivation (X2) will be followed by dependent variable commitment of employee (Y) on the same proportion. The value of the coefficient determinant (R2) amounting to 0.659 or 65.9%, it means is independent variable together explain that the behavior of dependent variable amounted to 65.9%., and means there is 34.1% information which can be explained by other variables who are not inserted in the model. Fcalculate 35.796> Ftable 3.252 which real at level of α = 0.05, showed that the variables-independent of culture organization (X1) and motivation (X2) simultaneously or jointly-alike has a relationship affect the dependent variable commitment of employee (Y) significantly.
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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: Keberagaman Bambu Marga Schizostachyum Nees di Jawa
Abstrak: Marga Schizostachyum merupakan bambu berdiameter buluh kecil, berdinding tipis, beruas panjang dengan percabangan pada satu buku yang sama besar. Catatan pertama marga Schizostachyum di Jawa sejak tahun 1829 bersamaan dengan terbitnya Schizostachyum blumei Nees. Hingga 2001, tercatat ada 10 jenis bambu Schizostachyum di Jawa yaitu: S. brachycladum (Kruz) Kruz, S. iraten Steudel, S. aequiramosum Widjaja, S. silicatum Widjaja, S. zolingeri Steudel dan Schizostachyum sp. Namun masih terdapat beberapa jenis Schizostachyum yang perlu diidentifikasi dan dicari sebarannya secara alami. Penelitian dilakukan dari September 2017 hingga 2019 dengan metode eksplorasi. Sampel bambu dikoleksi dari Malingping, Lebak, Bogor, Sumedang, Kuningan, Pekalongan, Batang, Purwokerto, Malang, Jember, Probolinggo dan Banyuwangi sebanyak 49 spesimen. Pengamatan morfologi menggunakan 24 karakter vegetatif dan 12 karakter generatif. Analisis data dilakukan dengan SIMQUAL (Similarity for Qualitative Data), SM (Simple Matching) dan SAHN (Sequential, Aglomerative, Hierarchical and Nested), menggunakan metode UPGMA (Unweighted Pair Group Method with Arithmethic Mean) pada software NTSys pc. 2.02i. Dalam penelitian ini, sekitar 13 jenis bambu marga Schizostachyum ditemukan di Pulau Jawa, 6 diantarnya jenis baru, 1 catatan baru dan 1 jenis penemuan kembali. Jenis-jenis bambu Schizostachyum di Pulau Jawa yaitu: Schizostachyum abrorii, S. aequiramosum, S. brachycladum, S. biflorum, S. castaneum, S. iraten, S. jatigedensis, S. hartanai, S. batangensis, S. silicatum, S. sengkol dan S. widjajai. Hasil analisis morfologi menunjukkan bahwa bambu Schizostachyum di Jawa mengelompok menjadi 4 kelompok berdasarkan posisi dan lebar daun pelepah buluh serta bentuk aurikel pelepah buluh. Kelompok pertama terdiri dari Schizostachyum abrorii, S. brachycladum dan S. zollingeri. Kelompok kedua terdiri dari Schizostachyum aequiramosum, S. castaneum dan S. jatigedensis. Kelompok ketiga terdiri dari Schizostachyum batangensis, S. widjajai, S. iraten dan S. sengkol. Kelompok keempat terdiri dari Schisostachyum hartanai, S. biflorum dan S. silicatum.
Keyword: bambu, Jawa, Schizostachyum