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Evaluasi Implementasi Balanced Scorecard Pada Departemen Manajemen IPB Sebagai Program Studi Berbasis Kinerja Zainati Fakhrina; Jono M Munandar; Sukiswo Dirdjosuparto
Jurnal Manajemen dan Organisasi Vol. 8 No. 2 (2017): Jurnal Manajemen dan Organisasi
Publisher : IPB University

Department of Management in Bogor Agricultural University (IPB), is one of the academic units in IPB that supports the achievement of IPB’s objective to become a world class university. To support such objective, evaluation is conducted by monitoring activity and performance measurement using Balance Scorecard (BSC) approach. The purpose of this study was to determine priority of perspectives and strategy objectives by using Analytical Network Process (ANP) method, measure quality assessment performance in Department of Management year 2015, establish strategic inisiatives, and to figure Departement of Managements’ strategy map using Interpretive Structural Modeling (ISM) Method. The result of this study indicated that the main priorities of the four perspectives had been defined: Research and Academic Excellence perspective, Stakeholders perspective, Internal Business Processes perspective and Capacity Building perspective. Performance measurement resulted that 10 from 24 performance indicators didn’t achieve the target, and set 10 strategic initiatives to support strategy objective target achievement. Strategy mapping using ISM indicated that strategy objective “Lecturers’ and academic staffs’ competency strengthening” was the key element to support other strategy objectives achievement.

Pengaruh Kepemimpinan dan Motivasi Kerja terhadap Komitmen Organisasional Pegawai Pusat Pendidikan Kelautan dan Perikanan Suherman Suherman; Jono M Munandar; Sukiswo Dirdjosuparto
Jurnal Manajemen dan Organisasi Vol. 8 No. 2 (2017): Jurnal Manajemen dan Organisasi
Publisher : IPB University

Improving public sevice can be achieved by having employees who have high organizational commitment. The purpose of this research is to determine the effect of leadership style and work motivation to organizational commitment on employee of maritime affairs and fisheries education center. The effects were directed to diffrerentiate between transactional & transformational leadership. The sample in this reseach consist of 35 employee of maritime affairs an fisheries education center. The sampling used purposive sampling, data collection methods with questionaires. The data was processed by using Smart PLS with relation of reflective indicator at 95% confidence level. The result shows that the leadership is not significant enough to effect the organizational commitment. Leadership has significantly effect on work motivation, while work motivation has significantly effect on organizational commitment.

Open University (UT) is the first university used distance learning systems. Therefore, some important aspects that must be possessed by students in this learning system is the desire and ability to learn independently, and then motivation to progress and develop. Distance teaching and learning process is basically addressed to the readiness and motivation of students to study independently. This study uses two-factor theory of motivation namely intrinsic and extrinsic motivation. Therefore, in Devi Ayuni; Sri Hartoyo; Sukiswo Dirdjosuparto
Forum Pasca Sarjana Vol. 34 No. 3 (2011): Forum Pascasarjana
Publisher : Forum Pasca Sarjana

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Open University (UT) is the first university used distance learning systems. Therefore, some important aspects that must be possessed by students in this learning system is the desire and ability to learn independently, and then motivation to progress and develop. Distance teaching and learning process is basically addressed to the readiness and motivation of students to study independently. This study uses two-factor theory of motivation namely intrinsic and extrinsic motivation. Therefore, in facing the problem of student motivation, UT needs to provide excellent service to support and motivate the student. To achieve an excellent service UT must have certain skills in human resources. Based on the existing problems, the purpose of this study were to analyze the affect of intrinsic motivation, extrinsic motivation, and excellent service toward the satisfaction of a student graduate at Management Study Program, Economic Faculty of Open University. This study used crosstabs and multiple regression analysis. From the analysis showed that significantly the affect between intrinsic motivation, extrinsic motivation, excellent service, and dummy variable of graduation period, and education level. Key words: intrinsic motivation, extrinsic motivation, excellent service, student graduate satisfaction

This research interests to analyze factors affecting the organizational culture and job satisfaction and how far it affects the organizational commitment of the administrative staff of Indonesia open university (UT). This research uses a sample of 150 administrative staff in the main office to represent the entire class based on the existing population by using stratified random sampling method. Data obtained were analyzed by using structural equation modeling (SEM) with the help of LISREL 8.30 Nenah Sunarsih; Sri Hartoyo; Sukiswo Dirdjosuparto
Forum Pasca Sarjana Vol. 34 No. 2 (2011): Forum Pascasarjana
Publisher : Forum Pasca Sarjana

Show Abstract | Download Original | Original Source | Check in Google Scholar

This research interests to analyze factors affecting the organizational culture and job satisfaction and how far it affects the organizational commitment of the administrative staff of Indonesia open university (UT). This research uses a sample of 150 administrative staff in the main office to represent the entire class based on the existing population by using stratified random sampling method. Data obtained were analyzed by using structural equation modeling (SEM) with the help of LISREL 8.30 software. SEM analysis results reveal that the factors influencing the UT’s organizational culture are leaders appreciate ideas, accommodate ideas and suggestions, good ideas are not always responded by the top level for the leaders are not close enough to employees, institutions award when problems solved, leaders receive wise advice, institutions specifically encourage improvements in the workplace, and expects to increase and practice the valid work unit procedures. The factors that influence the job satisfaction in UT are being satisfied with the remuneration paid, promotion opportunities, praise, leaders’ skills, leaders’ assertive acts, the work environment, and coworker relationships. Organizational culture and job satisfaction have directly and significantly positive effect on organizational commitment of the UT’s administration staff. These findings indicate that the more adaptive organizational culture and the higher job satisfaction, the higher organizational commitment for UT’s administrative staff. Key words: organizational culture, job satisfaction, organizational commitment

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