IKLIM ORGANISASI, MOTIVASI KERJA, DAN KEPUASAN UPAH TERHADAP KOMITMEN ORGANISASI PADA KARYAWAN

Nizarwan Hadi · Aulia Aulia · Erita Yuliasesti Diah Sari

1 citations0/0 files storedJurnal Muara Ilmu Sosial Humaniora dan Seni

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Employee Performance and Management Job Satisfaction and Organizational Behavior Employee Performance and Motivation

Abstract

Employee commitment is an important factor in improving organizational performance. There are several factors that affect employee commitment, one of which is the organizational climate.The organizational climate is an effective management device for integrating employee motivation with the tasks and objectives of the organization.The purpose of this study is to empirically examine the role of organizational climate, work motivation, and wage satisfaction on employee organizational commitment. The method used in this study is a quantitative method with a correlation approach. The participants of this study were permanent employees of company "X" with an age range of 25-50 years, having a minimum service period of two years with a total of 160 subjects. The analytical technique used to test the hypothesis is multiple regression analysis technique. The results showed that the variables of organizational climate, work motivation and wage satisfaction simultaneously played a role in organizational commitment. The effective contribution of organizational climate, work motivation and wage satisfaction simultaneously is 69.7%. While partially, each variable of organizational climate, work motivation, and wage satisfaction has a positive role with organizational commitment. Komitmen karyawan merupakan faktor penting untuk meningkatkan kinerja organisasi. Ada beberapa faktor yang memengaruhi komitmen karyawan, salah satunya adalah iklim organisasi. Iklim organisasi adalah suatu perangkat manajemen yang efektif untuk mengintegrasikan motivasi karyawan dengan tugas dan tujuan dari organisasi. Tujuan penelitian ini adalah menguji secara empiris peran iklim organisasi, motivasi kerja, dan kepuasan upah terhadap komitmen organisasi karyawan. Metode yang digunakan dalam penelitian ini berupa metode kuantitatif dengan pendekatan korelasi. Partisipan penelitian ini adalah karyawan tetap perusahaan “X” dengan rentang usia 25-50 tahun, memiliki masa kerja minimal yaitu dua tahun dengan jumlah subjek sebanyak 160 orang. Teknik analisis yang digunakan untuk menguji hipotesis adalah teknik analisis regresi berganda. Hasil penelitian menunjukkan variabel iklim organisasi, motivasi kerja dan kepuasan upah secara simultan berperan terhadap komitmen organisasi. Sumbangan efektif iklim organisasi, motivasi kerja dan kepuasan upah secara simultan adalah sebesar 69.7%. Sementara secara parsial, masing-masing variabel iklim organisasi, motivasi kerja, dan kepuasan upah memiliki peran positif dengan komitmen organisasi.

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References

1990A review and meta-analysis of the antecedents, correlates, and consequences of organizational commitment.1984Employee-Organization Linkages: The Psychology of Commitment, Absenteeism, and Turnover.2001Organizational Behavior 1989Organizational commitment and job performance: It's the nature of the commitment that counts.2014Organizational behavior 1991Further evidence for the discriminant validity of measures of organizational commitment, job involvement, and job satisfaction.2014Organizational Psychology 2012PENGARUH IKLIM ORGANISASI TERHADAP KEPUASAN KERJA DAN KOMITMEN KARYAWAN PADA UNIVERSITAS TERBUKA

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