Mohammad Ichsan (2020) Program Pengembangan Sense Of Belonging (Studi Kasus tentang Program Pengembangan Sense of Belonging dalam Perspektif Behavioristik di PT X). Thesis thesis, Universitas Airlangga.

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Abstract

Growing a sense of belonging, a sense of belonging is a basic human need because people want to be socially connected with others, feel accepted, and be part of a group. Islami (2016), the sense of belonging decreases the tendency to behave badly. Bad behavior when employees feel needs belonging such as needs are accepted, valued, and become part of the company are not met, then the tendency of employees to disobey the company norms is higher. sense of belonging Low will also increase the violation. Data on disciplinary violations in 2018 shows the number of absent without permission (alpha) on the average of 0% - 2.7%, and data on violations 0.3% - 7.2%. The discrepancy is caused by a human error of 11%, due to communication 25%, incompatibility due to machinery or equipment 11%, and incompatibility due to not carrying out 50% procedures. From the concepts and data above, it can be seen that bad behavior that causes errors refers to the lack of sense of belonging of PT X employees. The purpose of this research is to explain the efforts to develop a sense of belonging carried out at PT X viewed from a behavioristic perspective. And to find out how the efforts made in developing a sense of belonging with the behavioristic perspective have been successful. This type of research approach is qualitative descriptive. This research will be conducted at PT X. In this study, there are two sources of data used, namely primary data sources and secondary data sources. As for this study, primary data sources are HRD, Employees, participant superiors, and PPIC while for secondary data sources in this study such as documentation, training materials, lists of employees promoted, etc. Data collection techniques in this study include participant observation, in-depth interviews, and documentation. Based on the results of the analysis and discussion, it produces research conclusions, HRD as part of the company has a stake in developing a sense of belonging employees. The work done is by providing stimulus in the form of work culture training programs, promotions, family gatherings, joint prayers, sports and education posters, and reinforcement with the enforcement of company rules. All of these programs have a significant impact on the development of a sense of belonging employees need to be carried out consistently and continuously. From the research, it was found that the development of sense of belonging PT X employees'had quite an impact on changes in employee behavior. So that the results of development can last a long time, it is necessary to supervise and take action if there is a discrepancy.

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