Karisma Vol 4 No 1, Desember 2009

Deskripsi Keputusan Membeli Sembako di Pasar Modern (Survei Pelanggan di Kota Yogyakarta)

Haddy Suprapto

 

Studi Eksploratori Persepsi terhadap Kualitas Layanan dan Ekspektasi Setelah Studi pada Universitas X

Lina Anatan, Ratna Widiastuti, Fanny Kristine, dan Nur

Analisis Fundamental Stock Return: Risiko Saham dan Penilaian Pasar (Market Valuation)

Siti Djamilah dan Dijah Julindrastuti

 

Analisis Perbedaan Sikap Konsumen pada Status Merek Pionir dalam Kategori Produk Skuter Matic

Sri Harjanti

 

Usia dan Daya Tarik Model yang Dipersepsikan pada Iklan Rokok di Yogyakarta

Wisnalmawati dan Sri Isworo Ediningsih

Karisma Vol 3 No 3, Agustus 2009

Merger, Akuisisi, dan Kinerja Perusahaan (Studi atas Perusahaan Manufaktur yang terdaftar di BEI) (Hendro Widjanarko)

Peningkatan Kinerja melalui Employee Empowerment dan Organizational Citizenship Behavior dalam Budaya Organisasi yang Ideal (Hery Sutanto)

Analisis Faktor-Faktor yang Mempengaruhi Dividen Payout Ratio dengan Size sebagai Variabel Kontrol (Khoirul Hikmah)

Pengaruh Politik Organisasional terhadap Job Distress di Tempat Kerja (Musaroh)

Analisis Pengaruh Pengumuman Merger-Akuisisi terhadap Return Saham  Perusahaan Bidder dan Target di BEI (Nilmawati)

KARISMA Vol 3 No 2, April 2009

Analisis Pengaruh Inflasi, BI Rate, dan Nilai Tukar Mata Uang terhadap Profitabilitas Bank Periode 2003-2007
Febrina Dwijayanthy dan Prima Naomi

Strategi Pemasaran Produk Wisata Minat Khusus Goa Cerme, Imogiri, Bantul
Cahya Purnomo
For the full text, click http://repository.upnyk.ac.id/1809/

Analisis Kualitas Layanan yang Mempengaruhi Kepuasan Pelanggan serta Dampaknya terhadap Behavioral Intentions
Hadioetomo

Perencanaan Produksi Baja Lembaran Lapis Zinc dengan Metode Linear Programming pada PT Sermani Steel Corporation, Makassar
Idayanti Nursyamsi dan Muhammad Ashdaq

Pengaruh Pangsa Pasar, Rasio Leverage dan Rasio Intensitas Modal pada Return Saham
Sri Budiwati Wahyu Suprapti dan Siti Dwi Nuraini

Analisis Kinerja Industri Besar dan Sedang di Daerah Istimewa Yogyakarta (Analisis Panel Data)
Sultan

Analisis Kepercayaan dan Komitmen Mahasiswa kepada Dosen Pendamping Akademik
Yuli Liestyana

Pengelolaan Jurnal Ilmiah

Jurnal ilmiah dapat diterbitkan oleh asosiasi profesi, lembaga riset, universitas maupun penerbit, dengan lingkup yang sebaiknya cukup spesifik. Pengelola jurnal terdiri dari Ketua dewan redaksi, anggota dewan redaksi, serta redaksi pelaksana jurnal. Hal mendasar yang perlu diperhatikan adalah:

Sumber Pendanaan

Jurnal yang masih dibaca oleh kalangan terbatas sangat sulit jika mengandalkan pendanaan dari penjualan buku jurnal sementara biaya produksi saat ini cukup tinggi. Sementara itu, pemasangan iklan justru akan menurunkan penilaian akreditasi, sedangkan pemungutan biaya dari penulis pun tampaknya tidak akan membantu banyak. Oleh karena itu, lembaga yang akan menerbitkan jurnal sebaiknya telah mengalokasikan dana dari anggaran tahunannya sehingga jurnal dapat terbit secara reguler terhambat masalah pendanaan.

Penghimpunan Artikel

Jurnal yang baru terbit seringkali terhambat regularitasnya karena kurangnya artikel yang masuk. Beberapa cara yang dapat digunakan untuk menghimpun artikel adalah dengan cara:

1. Mengundang peserta seminar atau konferensi ilmiah untuk memasukan makalahnya di jurnal.
2. Menginformasikan Call for Paper jurnal di kalangan peneliti baik melalui email, edaran leaflet, menyimpan contoh terbitan di acara seminar maupun konferensi ilmiah, dan lain-lain.
3. Mengundang mahasiswa S2 maupun S3 untuk memasukan makalahnya di jurnal, khususnya mahasiswa yang belum membutuhkan nilai kum yang tinggi.
4. Pada dasarnya, jurnal yang telah memiliki image yang baik tidak akan kekurangan makalah. Untuk itu salah satu cara untuk menghimpun artikel adalah dengan membangun image yang baik, diantaranya dengan meningkatkan regularitas penerbitan, memperketat proses evaluasi yang tidak terlalu lama, mengupayakan diperolehnya Peringkat Akreditasi, serta mendaftarkan jurnal pada penyedia database citation index internasional (contohnya: Scopus, yang secara otomatis mendaftarkan jurnal yang lolos masuk listnya ke dalam Elsevier Bibliographic).

Pendistribusian Jurnal

Jurnal yang telah diterbitkan perlu didistribusikan agar dapat dibaca oleh orang lain. Salah satu cara untuk mendistribusikan adalah dengan menyebarkan ke Lembaga-lembaga Penelitian serta Perpustakaan Universitas/Lembaga Pemerintah yang bidangnya terkait, baik di dalam maupun di luar negeri. Kendala yang cukup besar adalah masalah biaya pengiriman, sehingga untuk penyebaran konten jurnal keluar dapat dilakukan dengan menyediakan artikel tersebut di web jurnal sehingga dapat didownload oleh orang lain (baik melalui metode berbayar maupun tidak). Walaupun begitu, setiap jurnal tetap harus mengalokasikan dananya untuk mendistribusikan jurnal cetak sehingga dapat memenuhi persyaratan akreditasi sebanyak minimal 300 eksemplar.

sumber: http://74.125.153.132/search?q=cache:0TaK3aGbCdYJ:www.lppm.itb.ac.id/wp-content/uploads/2009/07/panduan_pengelola_jurnal_ilmiah_itb.doc+pengelolaan+jurnal+ilmiah&cd=6&hl=id&ct=clnk&gl=id

Nursing Assistants’ Job Commitment: Effect of Nursing Home Organizational Factors and Impact on Resident Well-Being

The Gerontologist 48:36-45 (2008)

Christine E. Bishop, PhD¹, Dana Beth Weinberg, PhD², Walter Leutz, PhD¹, Almas Dossa, PhD, MPH³, Susan G. Pfefferle, PhD, MEd⁴ and Rebekah M. Zincavage, MA¹

Purpose: The purpose of this study was to investigate (a) whether certified nursing assistants (CNAs) are more committed to nursing home jobs when they perceive their jobs as enhanced (greater autonomy, use of knowledge, teamwork), and (b) whether CNA job commitment affects resident satisfaction. Design and Methods: A qualitative exploration of management philosophy and practice and of CNAs’ views of their jobs in 18 Massachusetts nursing homes formed the basis for a survey administered to 255 CNAs in 15 homes. A quality-of-life questionnaire was administered to 105 residents. Logistic regression accounting for clustering estimated the effect of personal characteristics, satisfaction with tangible job rewards, and aspects of job design on CNAs’ intent to stay in current jobs. A general linear model estimated the effect of job commitment on residents’ satisfaction with their relationship to nursing staff. Results: After we accounted for satisfaction with wages, benefits, and advancement opportunities, good basic supervision was most important in affecting CNAs’ intent to stay in their jobs. Job enhancements were not significantly related to intent to stay. Residents were more satisfied with their relationships to nursing staff and their quality of life on units where a higher proportion of CNAs were committed to their jobs. Implications: The finding that greater job commitment of CNAs is associated with better quality of relationships and life for residents implies that better jobs lead to better care. Culture change transformation that increases CNA autonomy, knowledge input, and teamwork may not increase workers’ commitment to jobs without improvements in basic supervision.

 

Key Words: Workforce • Turnover • Frontline caregivers • High-performance management • Culture change

For the full text, click  http://gerontologist.gerontologyjournals.org/cgi/content/full/48/suppl_1/36

 

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Flexible work arrangements and work–family conflict after childbirth

Occupational Medicine 2008 58(7):468-474; doi:10.1093/occmed/kqn090

Mira M. Grice¹, Patricia M. McGovern² and Bruce H. Alexander²

ABSTRACT

Background Previous research has revealed that work–family conflict negatively influences women’s health following childbirth.

Aim To examine if flexible work arrangements were associated with work–family conflict among women, 1 year after childbirth.

Methods Employed women, aged 18, were recruited while hospitalized for childbirth. Flexible work arrangements were measured at 6 months and work–family conflict was measured at 12 months. General linear models estimated the association between flexible work arrangements and work–family conflict.

Results Of 1157 eligible participants, 522 were included in this analysis giving a 45% response rate. Compared to women who reported that taking time off was very hard, those who reported it was not too hard (β = –0.80, SE = 0.36, P < 0.05) and not at all hard (β = –1.08, SE = 0.35, P < 0.01) had lower average job spillover scores. There was no association between taking time off and home spillover. The ability to change hours was associated with greater home spillover (β = 0.46, SE = 0.18, P < 0.05) but not with job spillover. The ability to take work home was associated with increased home spillover (β = 0.35, SE = 0.14, P < 0.05) but not with job spillover.

Conclusions The ability to change work hours and the ability to take work home were associated with increased home spillover to work. The ability to take time off was associated with decreased job spillover to home. Additional research is needed to examine the intentional and unintentional consequences of flexible work arrangements.

Keywords Occupational health; pregnancy; women; workplace

For the full text, click http://occmed.oxfordjournals.org/cgi/content/full/58/7/468

Work–Family Conflict and Retirement Preferences

The Journals of Gerontology Series B: Psychological Sciences and Social Sciences 61:S161-S169 (2006)

James M. Raymo and Megan M. Sweeney

Objectives. This study investigates relationships between retirement preferences and perceived levels of work–family conflict.

Methods. Using the large sample of 52–54-year-old respondents to the 1992 Wisconsin Longitudinal Study, we estimated multinomial logistic regression models of preferences for partial and full retirement within the next 10 years. We examined the association between retirement preferences and perceived work–family conflict, evaluated the extent to which work–family conflict was a mediating mechanism between stressful work and family circumstances and preferences to retire, and explored potential gender differences in the association between work–family conflict and preferring retirement.

Results. Work–family conflict was positively related to preferences for both full and partial retirement. Yet work–family conflict did not appear to mediate relationships between stressful work and family environments and retirement preferences, nor did significant gender differences emerge in this association.

Discussion. Our analyses provide the first direct evidence of the role played by work–family conflict in the early stages of the retirement process, although we were not able to identify the sources of conflict underlying this relationship. Identifying the sources of this conflict and the psychological mechanisms linking work–family conflict to retirement preferences is an important task for future researchers.

For the full text, click

http://psychsoc.gerontologyjournals.org/cgi/content/full/61/3/S161

Working conditions and Work-Family Conflict in German hospital physicians: psychosocial and organisational predictors and consequences

BMC Public Health 2008, 8:353         doi:10.1186/1471-2458-8-353

Isabelle Fuß¹ , Matthias Nübling² , Hans-Martin Hasselhorn³ , David Schwappach^4,5 and Monika A Rieger^1,6

Abstract

Background

Germany currently experiences a situation of major physician attrition. The incompatibility between work and family has been discussed as one of the major reasons for the increasing departure of German physicians for non-clinical occupations or abroad. This study investigates predictors for one particular direction of Work-Family Conflict – namely work interfering with family conflict (WIF) – which are located within the psychosocial work environment or work organisation of hospital physicians. Furthermore, effects of WIF on the individual physicians’ physical and mental health were examined. Analyses were performed with an emphasis on gender differences. Comparisons with the general German population were made.

Methods

Data were collected by questionnaires as part of a study on Psychosocial work hazards and strains of German hospital physicians during April–July 2005. Two hundred and ninety-six hospital physicians (response rate 38.9%) participated in the survey. The Copenhagen Psychosocial Questionnaire (COPSOQ), work interfering with family conflict scale (WIF), and hospital-specific single items on work organisation were used to assess WIF, its predictors, and consequences.

Results

German hospital physicians reported elevated levels of WIF (mean = 74) compared to the general German population (mean = 45, p < .01). No significant gender difference was found. Predictors for the WIF were lower age, high quantitative demands at work, elevated number of days at work despite own illness, and consequences of short-notice changes in the duty roster. Good sense of community at work was a protective factor. Compared to the general German population, we observed a significant higher level of quantitative work demands among hospital physicians (mean = 73 vs. mean = 57, p < .01). High values of WIF were significantly correlated to higher rates of personal burnout, behavioural and cognitive stress symptoms, and the intention to leave the job. In contrast, low levels of WIF predicted higher job satisfaction, better self-judged general health status, better work ability, and higher satisfaction with life in general. Compared to the German general population, physicians showed significantly higher levels of individual stress and quality of life as well as lower levels for well-being. This has to be judged as an alerting finding regarding the state of physicians’ health.

Conclusion

In our study, work interfering with family conflict (WIF) as part of Work-Family Conflict (WFC) was highly prevalent among German hospital physicians. Factors of work organisation as well as factors of interpersonal relations at work were identified as significant predictors for WIF. Some of these predictors are accessible to alteration by improving work organisation in hospitals.

For the full text, click http://www.biomedcentral.com/1471-2458/8/353

Format Penulisan Artikel

FORMAT

• Naskah adalah karya asli penulis yang belum pernah dipublikasikan di media lain.
• Naskah bisa ditulis dalam bahasa Indonesia atau bahasa Inggris yang baik.
• Naskah diketik rapi pada satu sisi kertas ukuran kuarto dengan spasi ganda, dengan jenis huruf Times New Roman ukuran 12, dalam program Microsoft Word.
• Panjang naskah antara 10-25 halaman (belum termasuk daftar pustaka).
• Khusus halaman depan (cover) yang memuat judul naskah dibuat rangkap 2, dimana yang satu terdiri atas judul, nama penulis (tanpa gelar akademik), abstrak dan isi; sedang yang satunya hanya berisi judul, abstraksi, dan isi (tanpa nama penulis).
• Tabel, gambar, dan lampiran diberi nomor urut dan judul (keterangan).
• Pada halaman terakhir naskah, harap dicantumkan biodata singkat.

ABSTRAK

• Abstrak merupakan ringkasan yang padat atas isi naskah, yang berisi seputar pertanyaan atas permasalahan, metoda, temuan, serta kontribusi atas naskah (bukan berupa rumusan matematis).
• Abstrak dibuat dalam bahasa Inggris, baik untuk naskah berbahasa Indonesia maupun berbahasa Inggris.
• Abstrak terdiri dari 200-250 kata, ditulis dengan huruf miring (italic).

SISTEMATIKA PENULISAN

Tulisan merupakan hasil penelitian, diawali dengan “Abstrak”, dilanjutkan dengan “Pendahuluan”, “Metoda Penelitian” (yang berisi sampel, pengukuran, analisis data), “Hasil”, “Pembahasan”, dan diakhiri dengan “Simpulan”, serta “Referensi”.

DOKUMENTASI

Acuan

• Dalam teks, karya yang diacu ditulis dengan menyebutkan nama akhir/keluarga penulis serta tahun dalam tanda kurung, misalnya (Simanjuntak, 1997), untuk 2 penulis (Duxbury dan Higgins, 1991), lebih dari 2 penulis (Gutek et al., 1991).
• Apabila sumber yang diacu lebih dari 1, penulisannya sebagai berikut (Booth & Amato, 1994; Greenstein, 1995). Bila 2 tulisan diacu dari 1 penulis: (Greenstein, 1995; 1997).
• Apabila mengacu suatu sumber secara tidak langsung: (Thornton, dalam Booth & Amato, 1994).
• Nomor halaman dicantumkan bila mengutip persis seperti sumber yang diacu. Penulisannya: (Booth & Amato, 1994: 345).
• Apabila dalam penulisan disebutkan nama penulis: Wiersma (1990) menemukan……
• Apabila acuan berasal dari institusi: (BPS, 2006).

Referensi

Referensi disusun alfabetis berdasarkan nama akhir /keluarga, tanpa kelar akademik, baik untuk penulis asing maupun penulis Indonesia.

Jurnal, dengan satu penulis

Wiersma, U. J. (1990). Gender Differences in Job Attribute Preferences: Work-Home Role Conflict and the Job Level as Mediating Variables. Journal of Occupational Psychology, 63: 231-243.

Jurnal, dengan lebih dari satu penulis

Frone, M. R., Russel, M. & Cooper, M. L. (1992). Antecedents and Outcomes of Work-Family Conflict: Testing a Model of the Work-Family Interface. Journal of Applied Psychology, 77 (1): 65-78.

Buku

Greenberg, J. & Baron, R. A. (2000). Behavior in Organizations: Understanding and Managing the Human Side of Work, New Jersey: Prentice Hall.

Buku terjemahan

Mosse, J. C. (1996). Gender dan Pembangunan. Alih bahasa Hartian Silawati. Jogjakarta: Rifka Annisa WCC & Pustaka Pelajar.

Seminar, tesis, disertasi

Kidron, A.G. Individual differences, job characteristics and commitment to the organizations. Disertasi doctoral, tidak dipublikasikan, Ohio State University, 1976.

Makalah yang dipresentasikan dalam suatu seminar

Wimbarti, Supra, November 2000. Terjadinya Automatic Processing pada Petugas Kesehatan: Tinjauan Psikologi Kognitif. Makalah dipresentasikan dalam seminar “Peranan Kognisi dalam Pencegahan Infeksi HIV/AIDS di Rumah Sakit”, Yogyakarta.

Tulisan  dalam sebuah buku editan

Kahn, R. L. & Byosiere, P. (1992). Stress in Organization. In M. D. Dunnete & L. M. Hough (Eds). Handbook of Industrial and Organizational Psychology, 3rd Volume: 571-650. Palo Alto, CA: Consulting Psychologists Press.

Artikel di surat kabar, tanpa nama penulis

Perhatikan Kesehatan Jiwa di Tempat Kerja (October 2, 2001).  Kompas, p.8.

Artikel di surat kabar, dengan nama penulis

Walujani, A. (October 2, 2001). Perhatikan Kesehatan Jiwa di Tempat Kerja. Kompas, p.8.

Internet

Kelly, J. (1994). The Effects of Perceived Social Support and Successes or Failure on Self-Esteem [On-line] http://pirate.shu.edu/vigorimi/shujp/94. Alastrs.html, diunduh tanggal xxxxxx.

Call for Papers

Karisma adalah jurnal ilmiah yang diterbitkan oleh Jurusan Manajemen Fakultas Ekonomi UPN “Veteran” Yogyakarta, Indonesia, sebagai media untuk mengkaji berbagai riset yang berhubungan dengan ilmu manajemen dalam arti luas. Karisma diterbitkan setahun 3 kali, setiap bulan April, Agustus, dan Desember. Redaksi menerima artikel penelitian baik yang ditulis dalam bahasa Indonesia maupun Inggris.

• Naskah adalah karya asli penulis berupa hasil penelitian bidang manajemen, yang belum pernah dipublikasikan di media lain.
• Naskah diketik rapi dengan spasi ganda, dengan jenis huruf Times New Roman ukuran 12.
• Panjang naskah antara 10-25 halaman (belum termasuk daftar pustaka).
• Khusus halaman depan (cover) yang memuat judul naskah dibuat rangkap 2, dimana yang satu terdiri atas judul, nama penulis (tanpa gelar akademik), abstraksi dan isi; sedang yang satunya hanya berisi judul, abstraksi, dan isi (tanpa nama penulis).
• Pada halaman terakhir naskah, harap dicantumkan biodata singkat.

Naskah dikirimkan via e-mail ke: jurnal.karisma@gmail.com.