Pengukuran Diseminasi Nilai Budaya Organisasi Menggunakan Organizational Culture Assessment Instrument (OCAI) dan Modified Axelrod Model (Studi Kasus: Ritel LA)

Dani, Ahmad (2026) Pengukuran Diseminasi Nilai Budaya Organisasi Menggunakan Organizational Culture Assessment Instrument (OCAI) dan Modified Axelrod Model (Studi Kasus: Ritel LA). Other thesis, Institut Teknologi Sepuluh Nopember.

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Abstract

Budaya organisasi merupakan aspek fundamental yang menentukan arah perilaku, nilai, dan identitas suatu organisasi. Namun, keberhasilan penerapan budaya organisasi tidak hanya bergantung pada perumusan nilai secara formal oleh manajemen, melainkan juga pada sejauh mana nilai-nilai tersebut dipahami dan diinternalisasi oleh seluruh karyawan. Ritel LA, sebuah perusahaan ritel oleh-oleh haji dan umrah yang memiliki 6 cabang outlet, belum memiliki pengukuran sistematis terhadap pemahaman dan penyebaran nilai budaya organisasinya. Penelitian ini bertujuan untuk mengidentifikasi tipe budaya dominan yang berkembang di Ritel LA menggunakan Organizational Culture Assessment Instrument (OCAI), mengukur entropi budaya organisasi pada kondisi eksisting dan setelah simulasi diseminasi menggunakan Modified Axelrod Model, serta memberikan rekomendasi peningkatan implementasi budaya organisasi. Hasil penelitian menunjukkan bahwa tipe budaya dominan di Ritel LA saat ini adalah adhocracy dan market, yang mencerminkan adanya hybrid culture dalam organisasi. Sementara itu, pada kondisi yang diharapkan, karyawan menginginkan penguatan tipe market sebesar 8,672 seiring perkembangan bisnis. Simulasi diseminasi menggunakan Modified Axelrod Model menunjukkan bahwa area kantor mencapai steady state pada iterasi ke-98 dengan entropi minimum 0,11133, sementara area outlet memerlukan iterasi hingga ke-969 dengan entropi minimum 0,13784. Pengukuran entropi sebelum dan sesudah diseminasi menunjukkan penurunan signifikan di seluruh metode analisis, di mana entropi grup kantor turun sebesar 81,75% dan outlet sebesar 47,74%, entropi top-down kantor turun dari 0,598 menjadi 0,013 dan outlet dari 0,524 menjadi 0,034, serta entropi bottom-up kantor turun dari 0,58 menjadi 0,086 dan outlet dari 0,524 menjadi 0,068. Selain itu, ditemukan bahwa nilai Profesionalisme berkembang secara organik di kalangan karyawan sebagai pengganti nilai Integritas dalam praktik keseharian, sehingga rekomendasi yang diberikan mencakup pengintegrasian nilai Profesionalisme ke dalam kerangka budaya formal serta penguatan aktualisasi nilai Integritas di seluruh cabang Ritel LA.
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Organizational culture is a fundamental aspect that determines the direction of an organization’s behavior, values, and identity. However, the successful implementation of organizational culture depends not only on the formal formulation of values by management but also on the extent to which those values are understood and internalized by all employees. Ritel LA, a retail company specializing in Hajj and Umrah souvenirs with six outlets, does not yet have a systematic measure of the understanding and dissemination of its organizational culture values. This study aims to identify the dominant culture types developing at Ritel LA using the Organizational Culture Assessment Instrument (OCAI), measure organizational cultural entropy under current conditions and after a dissemination simulation using the Modified Axelrod Model, and provide recommendations for improving the implementation of organizational culture. The results show that the dominant culture types at Ritel LA are currently adhocracy and market, reflecting the presence of a hybrid culture within the organization. Meanwhile, under the desired conditions, employees seek a strengthening of the “market” type by 8.672 as the business grows. The dissemination simulation using the Modified Axelrod Model shows that the office area reaches a steady state at the 98th iteration with a minimum entropy of 0.11133, while the outlet area requires up to the 969th iteration with a minimum entropy of 0.13784. Entropy measurements before and after dissemination showed a significant decrease across all analytical methods, with office group entropy decreasing by 81.75% and outlet group entropy by 47.74%; top-down entropy for offices dropped from 0.598 to 0.013 and for outlets from 0.524 to 0.034; and bottom -up entropy for the office decreased from 0.58 to 0.086 and for the outlet from 0.524 to 0.068. Furthermore, it was found that the value of Professionalism developed organically among employees as a substitute for the value of Integrity in daily practice; thus, the recommendations provided include integrating the value of Professionalism into the formal cultural framework and strengthening the actualization of the value of Integrity across all LA Retail branches.

Item Type:	Thesis (Other)
Uncontrolled Keywords:	Budaya Organisasi, Diseminasi Nilai Budaya, Entropi Budaya, Modified Axelrod Model, Simulasi berbasis Agen, Agent-Based Simulation, Culture Entropy, Cultural Value Dissemination, Modified Axelrod Model, Organizational Culture.
Subjects:	H Social Sciences > HD Industries. Land use. Labor > HD28 Management. Industrial Management H Social Sciences > HD Industries. Land use. Labor > HD31 Management--Evaluation H Social Sciences > HD Industries. Land use. Labor > HD58.7 Corporate culture. H Social Sciences > HD Industries. Land use. Labor > HD69.S8 Strategic alliances (Business)
Divisions:	Faculty of Industrial Technology and Systems Engineering (INDSYS) > Industrial Engineering > 26201-(S1) Undergraduate Thesis
Depositing User:	Ahmad Dani
Date Deposited:	24 Jul 2026 01:47
Last Modified:	24 Jul 2026 01:47
URI:	http://repository.its.ac.id/id/eprint/136673

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