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Corporate Social Responsiveness: Studi Naratif Success Story Transisi Pengalihan Kepemilikan Perusahaan dari Devon Energy Companies in Indonesia ke Petrochina International Companies in Indonesia Suganda Thalib; Armanu Thoyib; . Surachman
Jurnal Aplikasi Manajemen Vol 12, No 2 (2014)
Publisher : Jurusan Manajemen Fakultas Ekonomi dan Bisnis Universitas Brawijaya

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Abstract: The purposes of research are to: (1) identify role from three regulators namely; CSR Driver, CSR Internal Tools and CSR Enabler in influencing critical incident to the company; (2) identify initiative strategy CSR or CSR outcomes in handling the critical incident; and (3) proposed a Model for regulating the critical incidents. This research conduct in depth analysis and examine over one case of success story in handling the critical incident that occurred during transition of stockholder changeover from Devon Energy Companies in Indonesia (DECI) to PetroChina International Companies in Indonesia (PCI). This Research uses the multiple data that are Combining Historical Research and Narrative Inquiry to understand the phenomenon of success story. In this research; key-informans are interviewed to obtain their narratives; and document correspondent and media released are used as sources for constructing the chronicles. Data is analyzed by using Domain, Taxonomic and Componential Analysis. The result of this research indicates: (1) Factors that considered as CSR regulators is; 1a.Transformer, formed factors that lead to improve emphasis to the employee’s demand about compensation payment to the company transfer from DECI to PCI; 1b. Rectifier, formed factors that have a role to support, measure and help in handling the employee’s demand about compensation payment to the company transfer from DECI to PCI; and 1c.Capacitor/Smoothing, formed factors that have a role to give references/standard in handling the employee’s demand about compensation payment to the company transfer from DECI to PCI. (2) DECI’s CSR Management could not handle the employee’s demand, so that they utilized external parties and involved stakeholder to broke the law and regulation impasse about labour and existing working-agreement betweenemployee and company (3) Proposed a Model about arrangement mechanism on critical incident by CSR Regulator, which is refer to this model by using response strategy of CSR Surgery, time required to handle the employee’s demand about compensation payment to the company transfer from DECI to PCI d is not longer than one month from April 16 thru May 17, 2002. Keywords: corporate social responsiveness, corporate social responsibility, oil industry, critical incidents, narrative inquiry, historical research, chronicles

Pengaruh Pembelajaran Organisasional, Orientasi Pasar dan Inovasi Organisasi terhadap Keunggulan Bersaing (Studi pada PT Bank Rakyat Indonesia (Persero) Tbk. Cabang Malang Raya Gusti Ruzayda Eka Hapsari; Djumilah Hadiwidjojo; Armanu Thoyib
Jurnal Aplikasi Manajemen Vol 12, No 1 (2014)
Publisher : Jurusan Manajemen Fakultas Ekonomi dan Bisnis Universitas Brawijaya

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Abstract: The purpose of this study to analyze the influence of organizational learning, market orientation and organizational innovation to competitive advantage. Population of this research is the head unit PT Bank Rakyat Indonesia (Persero) Tbk Branch Malang with a sample of 64 respondents. Analysis of the data in this study using multiple regression. The results show that organizational learning, organizational, innovation and market orientation significantly influence competitive advantage. In order to gain a competitive advantage, then the leader must be able to increase the capacity of learning, by providing the opportunity to enhance their knowledge about ways to work better through education and training, in addition to develop themselves in the field of science and technology. As well as cultivate discussions in groups. in solving problems at work, leadership always pay attention to the orientation of the market by focusing on the quality of services provided by competing banks. This is done as an evaluation for improvement, do develop or innovation related to banking information system, in addition to redevelop products/ services that already exist on an ongoing basis, such as Core Banking System (CBS), Electronic Banking, Enterprise Data Model, Business Continuity Plan and Disaster Recovery Plan, and communicates availability Network Security System. Keywords: organizational learning, market orientation, organizational innovation and competitive advantage.

Pengaruh Faktor Organisasi terhadap Sistem Informasi Sumber Daya Manusia serta Motivasi Karyawan (Studi pada Perusahaan Daerah Air Minum Kota Malang) Ahmad Nizar Yogatama; Armanu Thoyib; Eka Afnan Troena
Jurnal Aplikasi Manajemen Vol 13, No 1 (2015)
Publisher : Jurusan Manajemen Fakultas Ekonomi dan Bisnis Universitas Brawijaya

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Abstract: This study aims to know and analyze the organizational factors in which affecting Human Resources Information System adoption, then analyze Human Resource Information System adoptionin which affecting the employee motivation in the Regional Water Company Malang. This study is using quantitative method. Population consists of 36 people. Sample is used census technique. Analysis data is used analysis and Partial Least Square. The results show that organizational factors affected Human Resource Information Systems adoption, organizational factors affected motivation, and only Human Resource Information System adoption affected motivation. In general, e-HRM (Electronic Human Resource Management) and HRIS (Human Resource Information System) can be judged from the context of the organization (training and skills of human resources), however only HRIS adoption can affect employee motivation.Keywords: organizational factors, human resources information systems, e-HRM, HRIS

Peran Kepemimpinan Puri sebagai Agent of Change Budaya Masyarakat Desa Adat Ubud Bali Made Subudi; Armanu Thoyib; Solimun -; Mintarti Rahayu
Jurnal Aplikasi Manajemen Vol 10, No 1 (2012)
Publisher : Jurusan Manajemen Fakultas Ekonomi dan Bisnis Universitas Brawijaya

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Kepemimpinan Puri mempunyai arti penting bagi masyarakat Ubud, Bali. Studi ini ingin meneliti tentang peran kepemimpinan Puri bagi masyarakat khususnya dalam menciptakan artefak budaya yang mengglobal, dalam transformasi budaya dari masyarakat agraris ke masyarakat pariwisata dan dalam penanaman Falsafah hidup bagi masyarakat. Paradigma non positivist dengan metode etnografi digunakan dalam penelitian ini dengan informan utama adalah Tetua Puri Saren Ubud. Metode snowbowling digunakan untuk penentuan informan berikutnya sampai didapat informasi yang valid sehingga jumlah informan mencapai dua puluh tujuh orang. Penelitian ini menemukan bahwa kepemimpinan Puri melalui modal-modal, yaitu ekonomi, sosial, budaya dan simbolik, mampu berperan sebagai agent of change budaya masyarakat Desa Adat Ubud Bali.Kata kunci: peran puri, modal-modal dalam masyarakat dan kepemimpinan

Pengaruh Budaya Organisasi dan Gaya Kepemimpinan serta Pengembangan Karyawan terhadap Kepuasan Kerja dan Kinerja Karyawan pada Perusahaan Ritel di Sulawesi Selatan Maryani -; Armanu Thoyib; Margono Setiawan; Ubud Salim
Jurnal Aplikasi Manajemen Vol 9, No 3 (2011)
Publisher : Jurusan Manajemen Fakultas Ekonomi dan Bisnis Universitas Brawijaya

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The research objective are to explain the connection between employee performance and organization culture, leadership style, employee development and job satisfaction with organization culture in order to increase employee performance. The research perform with explanatory research, which done in modern retail company (hypermart) in South Sulawesi. The research sample about 250 respondents of total 2.312 member of employee population, taken by random sampling from each company type and job type of retail company proportionally. Data was analyzed by Structural Equation Model (SEM). The result indicated that organization culture can support a right leadership style election in order to increase job satisfaction and employee performance. A right leadership style in one hand can develop employee, increase job satisfaction and increase employee performance in the other hand. A good growing of employee finally can perform a better employee performance. On the contrary, organization culture which can not develop employee and leadership style which can not perform employee improvement also can not build a job satisfaction.Keywords: employee performance, job satisfaction, employee development, leadership style and organization culture.

Peran Organizational Citizenship Behavior sebagai Mediator Pengaruh Kepuasan Kerja, Lingkungan Kerja dan Komitmen Organisasi terhadap Kinerja Karyawan . Sukmawati; Armanu Thoyib; . Surachman
Jurnal Aplikasi Manajemen Vol 11, No 4 (2013)
Publisher : Jurusan Manajemen Fakultas Ekonomi dan Bisnis Universitas Brawijaya

Abstract: The objejective of this research to study the role of organizational citizenship behavior as media tor for the impact of job satisfaction, job environment and organizational commitment towards employee performance. The research perform with explanatory research was carried out in the food and beverage manufacture industry in the municipality of Makassar. The research sample about 200 respondents of total 857 member of population in the division of production, taken by proportional random sampling. Data was analyzed by The structural equation model (SEM). The result indicated that: (1) job satisfaction has significant impact on organizational citizenship behavior, (2) job environment has significant impact on organizational citizenship behavior, (3) organizational commitment has significant impact on organizational citizenship behavior, (4) job satisfaction has significant impact on employee performance, (5) job environment has significant impact on employee performance, (6) organizational commitment has significant impact on employee performance, and (7) organizational citizenship behavior has significant impact on employee performance. Keywords: job satisfaction, job environment, organizational commitment, organizational citizenship behavior, employee performance

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