Hubungan kepuasan kerja dan komitmen organisasi dengan Organizational Citizenship Behavior (OCB) di Politeknik Kesehatan Banjarmasin

Abstract

Latar belakang: organizational citizenship behavior (OCB) meningkatkan efisiensi dan efektifitas organisasi dengan memberikan kontribusi terhadap transformasi sumber daya, inovasi, dan daya adaptasi (Williams dan Anderson,1991). Banyaknya jumlah karyawan yang dimiliki oleh Poltekkes Banjarmasin dan terbagi dalam beberapa jurusan menjadi permasalahan tersendiri dari pengelolaan sumber daya manusia. Oleh karena itu kemampuan manajerial yang harus dimiliki oleh direktur Poltekkes Banjarmasin sangat menentukan untuk mengelola sumber manusia yang ada agar tercipta organisasi yang efektif dan produktif. Tujuan: untuk mengetahui hubungan antara kepuasan kerja dan komitmen organisasi dengan organizational citizenship behavior di Politeknik Kesehatan Banjarmasin. Metode: penelitian menggunakan jenis penelitian cross sectional dengan subyek penelitian adalah karyawan Politeknik Kesehatan Banjarmasin. Untuk meneliti organizational citizenship behavior dengan instrumen penelitian yang digunakan adalah The Origin Organizational Citizenship Behaviors Questionnare oleh Morrison (1994) yang digunakan oleh Muchiri (2002). Untuk mengukur kepuasan kerja digunakan alat ukur kuesioner Minnesota satisfaction. Komitmen organisasi diukur dengan menggunakan kuesioner yang dikemukakan oleh Allen dan Meyer (1990); Panggabean (2004). Hasil: penelitian menunjukkan ada hubungan antara kepuasan kerja dengan OCB dengan r=0,407; R2=0,165 dan p Value=0,000. Ada hubungan antara komitmen organisasi dengan OCB yang signifikan dengan r=0,288; R2=0,83 dan p Value=0,001. Demikian pula ada hubungan yang bermakna antara kepuasan kerja dan komitmen organisasi dengan organizational citizenship behavior dengan r=0,441; R2=0,194 dan p Value=0,000. Kesimpulan: terdapat hubungan positif dan signifikan kepuasan kerja dengan organizational citizenship behavior. Terdapat hubungan positif dan signifikan komitmen organisasi dengan organizational citizenship behavior. Terdapat hubungan positif dan signifikan kepuasan kerja dan komitmen organisasi dengan organizational citizenship behavior. Background: Organizational Citizenship Behavior (OCB) is improving organizational efficiency and effectiveness by contributing toward resource transformation, innovation and adaptation ability (Williams and Anderson, 1991). The number of employees in Poltekkes Banjarmasin who are divided into various divisions becomes a problem for human resources management. Therefore, Poltekkes Banjarmasin director’s managerial ability is greatly determined to organize human resources in order to create an effective and productive organization. Objective: In order to find out the relationship between job satisfaction and organizational commitment with organizational citizenship behavior in Health Polytechnic of Banjarmasin. Method: The research used cross sectional design with subject of Health Polytechnic of Banjarmasin employees. In order to examine Organizational Citizenship Behavior, the research instrument being used was The Origin Organizational Citizenship Behaviors Questionnaire by Morrison (1994) which already used by Muchiri (2002). Job satisfaction was measured by using Minnesota satisfaction questioner. Organization’s commitment is measured by using questioner which is presented by Allen and Meyer (1990); Panggabean (2004). Result: The research showed that there was a relationship between job satisfaction with OCB with r=0,407; R2 = 0,165 and p Value = 0,000. There was a relationship between organization’s commitment with significant OCB with r =0,2888; R2 = 0,83 and p Value = 0,001. Therefore, there was a significant relationship between job satisfaction and organizational commitment with organizational citizenship behavior with r=0,441; R2 = 0,194 and p Value = 0,000. Conclusion: There was a positive and significant relationship between job satisfaction with organizational citizenship behavior. There was a positive and significant relationship between organization’s commitment with organizational citizenship behavior. There was a positive and significant relationship between job satisfaction and organizational commitment with organizational citizenship behavior.

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