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"ABSTRAKMotivasi kerja perawat adalah salah satu perilaku yang dipengaruhi oleh budayaorganisasi.Fenomena penelitian yang diperoleh dari rumah sakit TNI X di Jakarta meliputi :Belum ada penghargaan/reward bagi perawat, Gajiperawat PHL < UMR, Tenaga perawatkurang,dukungan untuk meningkatkan pendidikan belum optimal , kesempatan karierperawat tidak merata , pengembangan & pelatihan perawat terbatas , perawat masihmengerjakan tugas di luar keperawatan ,penjamin mutu belum berjalan,kesempatan karierperawat tidak merata, alat kesehatan yang tersedia banyak yang rusak, dokumentasi pasientidak maksimal , disiplin kerja kurang,tingkat kepuasan pasien tidak dievaluasi jalurkomunikasi dari atas kebawah, hubungan antara perawat secara hirarki kepangkatan. ,perawatbelum dilibatkan dalam pengambilan keputusan, serta komite keperawatan belum berjalanoptimal . Dari beberapa fenomena tersebut muncul pertanyaan Apakah ada hubungan antarabudaya organisasi dengan motivasi kerja perawat di rumah sakit ? Penelitian ini berujuanmengetahui hubungan budaya organisasi dengan motivasi kerja perawat di RS TNI X Jakarta.Penelitian analitik secara Cross sectional menggunakan uji chi square pada 100 perawat.Hasil penelitian ini menunjukan ada hubungan yang bermakna antara komuikasi, pelatihandan pengembangan, pengambilan keputusan, kerjasama, penghargaan dan disiplin kerjadengan motivasi kerja perawat (p=0,000-0,029;α=0,05). Kesimpulan :Variabel yang palingdominan berhubungan dengan motivasi kerja perawata dalah komunikasi. Saran : ManajemenRumah sakit menciptakan lingkungan kerja yang menggunakan komunikasi efektif agarperawat di Rumahsakit TNI X motivasi bekerjanya meningkat.

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ABSTRACTNurse's work motivation is one of the behaviors that influenced by the culture of theorganization. From Obtained phenomenon, there is no reward for nurses, salary of PHLnurses < UMR, lack of human resourcescan't provide reliable service, lack of support foreducational development, small career opportunities, differences in nurses performanceappraisal, limited training and development. uncertain Job description, the existence of twosupervisor with different occupation background, work plan of the room supervisor is notmaximized, no quality service management, many broken medical equipment , patientsdocumentation is not optimal, indiscipline behavior, patient satisfaction weren't evaluatedappropriately, authoritative downward communication , Nurses not involved in decisionmaking,nurses are still involved with military activities, the Committee has not run. There aquestion arise from these phenomena; Is there a relationship between organizational cultureand nurse's work motivation in the hospital? The objective of this study is to determine therelationship between organizational culture with nurse's work motivation in the RSTNI XJakarta. the chi square test results on 100 nurses shows no significant relationship betweenCommunication, training and development, decision making, cooperation, appreciation anddiscipline, with the nurse's work motivation (p = .000 to .029; α = 0,05). The most dominantvariables associated with the nurses' motivation is communication, which mean it's necessaryto increase the communication to became a two-way communication in RS TNI X Jakarta."

"Kelengkapan dokumentasi manajemen nyeri sebagai bukti pelaksanaan perawat profesional dan kompetensi dalam memberikan asuhan keperawatan manajemen nyeri sesuai standar. Tujuan penelitian adalah mengidentifikasi hubungan konstitensi budaya organisasi yang dipersepsikan perawat pelaksana dengan kelengkapan dokumentasi keperawatan (dokep) manajemen nyeri. Penelitian ini menggunakan metode cross sectional diukur dengan kuesioner dan observasi dokep secara retrospektive. Hasil penelitian menunjukan perawat pelaksana mempersepsikan konsistensi budaya organisasi yang baik 64,8%. Kelengkapan total dokep manajemen nyeri 72,51% dan pada subvariabel pengkajian nyeri menunjukan rerata 7,07 (47,13%). Karakteristik perawat pelaksana pada jenis kelamin, status pernikahan dan tingkat pendidikan signifikan dengan kelengkapan dokep manajemen nyeri. Konsistsensi budaya organisasi dalam koordinasi dan integrasi signifikan dengan kelengkapan dokep manajemen nyeri pada aspek pengkajian p=0,037 (p=0,05), tetapi konsistensi budaya organisasi pada aspek nilai inti dan kesepakatan tidak signifikan. Kesimpulan bahwa membuktikan tidak ada hubungan signifikan konsistensi budaya organisasi dengan kelengkapan dokep manajemen nyeri, namun konsistensi budaya organisasi ada signifikan dengan kelengkapan dokep manajemen nyeri hanya pada aspek pengkajian p=0,036. Harapan rumah sakit dapat memprioritaskan peningkatan SDM pendidikan formal menjadi perawat profesional dan kompetensi sebagai tanggung jawab dan berfikir kritis dalam kelengkapan dokumentasi keperawatan khususnya dokep manajemen nyeri.

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Complete documentation of pain management is the proof of implementation of the professional nurse and competency in administering nursing care of pain management in accordance with the standard. The purpose of the research is to identify the correlation of consistency of organizational culture which is perceived by the acting nurse with complete nursing documentation of pain management. This research applies the method of cross sectional which is measured by questionnaire and observation of nursing documentation in retrospective manner. The result of research indicate that the acting nurse perceive the consistency of organizational culture of 64.8%. Total complete nursing documentation of pain management is 72.51% and, the sub variable of pain assessment indicate the average of 7.07 (47.13%). The characteristic of acting nurse in sex, marital status and level of education is significant with complete nursing documentation of pain management. The consistency of organizational culture in the coordination and integration is significant with complete nursing documentation of pain management in the aspect of assessment p=0.037 (p=0.05), but the consistency of organizational culture in the aspect of core value and consensus is not significant. The conclusion proves that there is no significant correlation between the consistency of organizational culture with the complete nursing documentation of pain management. However, the consistency of organizational culture is significant with the complete nursing documentation of pain management only in the aspect of assessment p=0.036. The expectation of hospital is to prioritize the improvement of human resources of formal education to become professional nurse and competency as responsibility, and have critical thought in the complete nursing documentation, specifically the nursing documentation of pain management."

"Budaya organisasi dan komitmen organisasi memiliki peran perawat penting dalam meningkatkan motivasi serta menurunkan kelalahan kerja dan niat berpindah perawat. Dengan mempertahankan budaya organisasi dan komitmen organisasi yang baik dalam meningkatkan kinerja perawat. Penelitian ini bertujuan mengidentifikasi hubungan budaya organisasi dan komitmen organisasi terhadap motivasi kerja, kelelahan dan niat berpindah perawat di rumah sakit. Desain penelitian ini menggunakan cross sectional dengan melibatkan 177 perawat rumah sakit di Jakarta Pusat. Pengambilan data dilakukan secara proportional random sampling dan menggunakan e-form. Hasil penelitian mendapatkan faktor yang paling dominan mempengaruhi motivasi adalalah budaya klan, pasar, dan komitmen organisasi. Pada kelelahan kerja faktor yang paling dominan mempengaruhi adalah budaya klan dan komitmen organisasi sedangkan faktor yang dominan mempengaruhi niat berpindah perawat adalah komitmen organisasi. Hasil penelitian ini menjadi masukan bagi RS untuk mempertahankan budaya saat ini dan meningkatkan komitmen organisasi untuk meningkatkan motivasi kerja perawat serta menurunkan kelelahan dan niat berpindah perawat.

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Organizational culture and organizational commitment have an important role for nurses in increasing motivation and reducing job burnout and turnover intention. Maintaining a good organizational culture and organizational commitment can improve nurse performance. This study aims to identify the relationship between organizational culture and organizational commitment to work motivation, burnout and intention to move nurses in hospitals. This research design uses cross sectional by involving 177 nurses of hospitals in Central Jakarta. Data were collected by proportional random sampling and using e- form. The results showed that the most dominant factors influencing motivation were clan culture, market, and organizational commitment. In job burnout, the most dominant factors affecting are clan culture and organizational commitment, while the dominant factor affecting nurses' intention to move is organizational commitment. The results of this study provide input for hospitals to maintain the current culture and increase organizational commitment to increase nurses' work motivation and reduce burnout and nurse turnover intention."

"This study is conducted for analyzing the correlation of organization culture and leadership on the employee's performance in the State Corporation (Perjan) "Harapan Kita" Child and Maternity Hospital (RSAB). Jakarta. This study also tests the significance and determination of organization cultural correlation on employee's performance, leadership on employee's performance, and the correlation of organization culture and leadership on employee's performance.The population in this study are employees in the Perjan "Harapan Kita" RSAB Jakarta from the management position to staff position as many as 1214 employee's, with the sample respondents of 275 persons (with reference of Krejcie table) divided into two elements, i.e. 40 respondents of managerial position and 235 respondents of staff, respectively are taken by simple random sampling method.Data collection method used questionnaire composed of 4 parts. Part one contains inquiries related to respondents' identity of 8 points, part two contains inquiries related to organization culture of 26 points, part three is of inquiries related to leadership of 30 points, and part four is of inquiries related to employee's performance that are divided into two: 8 points for managerial and 5 points for staff. A validity and reliability test was once conducted on 25 respondents and all have been stated valid and no single indicator is stated void.The data processing and analysis used SPSS (Statistical Package For Social Science) program version 10.0 for testing the organization cultural correlation with employee's performance, the leadership correlation with employee's performance, while the correlation of organization culture and leadership on employee's performance uses Pearson correlation test technique (cross tabs).The result of the test on organization culture and employee's performance indicates a very low correlation, positive with value (r) = 0.120, (p) = 0.047 and determination coefficient = 0.014. The test on correlation of leadership and employee's performance indicates no significant correlation with value (r) = 0.035, (p) = 0.568 and determination coefficient = 0.001, while the test on correlation of organization culture and leadership on employee's performance indicates no significant correlation with (r) = 0.125, (p) = 0.118 and determination coefficient = 0.16.Thus, the hypothesis of study, stating that there is a correlation between organization culture and leadership on employee's performance in the Perjan "Harapan Kita" RSAB, Jakarta is not proven. In this opportunity, the writer would like to suggest as follows: To be able to survive in the global era, the Management of Perjan "Harapan Kita" RSAB should be willing and able to take the company to a global condition, i.e. a condition prioritizing customers' satisfaction as the service objective by visioner leadership in all lines. Miscommunication and misperception could be controlled by structured or formal and informal communication. Besides, Perjan "Harapan Kita" RSAB has began to design communication by utilizing information technology, thus the information passed and provided are according to the communication objective. A structured planning should be made for understanding the information technology to avoid technology stammer. Perjan "Harapan Kita" RSAB should immediately attempt to have an evaluation of performance based on the objective or target, so as to be able to avoid subjectivity in evaluation and the most important aspect of all is to developing culture by achievement or results."

"Penelitian ini bertujuan untuk mengetahui hubungan antara budaya organisasi dan kepuasan kerja dengan komitmen organisasi aparat pajak pada Kantor Pelayanan Pajak (KPP) Jakarta Taman Sari Dua. Budaya organisasi adalah nilai-nilai dan semangat yang mendasar dalam cara mengelola serta mengorganisasikan organisasi, yang diukur dengan menggunakan indikator inisiatif individu toleransi terhadap risiko, integrasi, dukungan manajemen, pengawasan, identifikasi, sistem penghargaan, toleransi terhadap konflik, dan pola komunikasi. Kepuasan kerja adalah keadaan emosional yang menyenangkan yang dirasakan oleh oleh seseorang terhadap pekerjaannya yang diukur berdasarkan indikator pekerjaan, penyelia, teman sekerja, promosi, dan gaji. Komitmen organisasi adalah kekuatan yang bersifat relatif dari individu mengenai rasa kepercayaan terhadap nilai-nilai organisasi, kesediaan untuk berusaha sebaik mungkin demi kepentingan organisasi, keinginan untuk tetap menjadi anggota organisasi yang bersangkutan, dan ketertarikan terhadap tujuan, nilai-nilai, dan sasaran organisasi.Penelitian menggunakan metode deskriptif dan korelasional dengan melibatkan 92 sampel (responden) yang diambil secara acak sederhana dari 120 populasi. Pengumpulan data dilakukan dengan kuesioner yang sebelumnya telah diuji validitas dan reliabilitasnya. Uji validitas menggunakan rumus korelasi Spearman Rho dan uji reliabilitas menggunakan Sprearman Brown. Data yang diperoleh dianalisis dengan menggunakan formula statistika, yakni korelasi Spearman Rho dan t-test yang pengolahannya dilakukan dengan program SPSS versi 12. Hasil analisis deskriptif menunjukkan bahwa budaya organisasi tergolong baik, kepuasan kerja tinggi, dan komitmen organisasi tinggi. Sedangkan hasil pengujian hipotesis menunjukkan bahwa budaya organisasi memiliki hubungan positff dan signifikan dengan komitmen organisasi. Demikian pula kepuasan kerja juga memiliki hubungan positif dan signifikan dengan komitmen organisasi. Hasil ini memberikan arti bahwa semakin baik budaya orgnaisasi dan semakin tinggi kepuasan kerja maka semakin tinggi komitmen organisasi; sebaliknya semakin buruk budaya organisasi dan semakin rendah kepuasan kerja maka semakin rendah komitmen organisasi aparat pajak.Dengan kondisi seperti itu, budaya organisasi KPP Jakarta Taman Sari Dua perlu dikembangkan dengan cara berusaha mengikuti, menyokong dan rnengimplementasikan nilai-nilai budaya organisai yang terbukti memberikan good will bagi terbangunnya komitmen organisasi serta berusaha meninggalkan nilai-nilai budaya organisasi yang ternata tidak menyokong terbangunnya komitmen organisasi seraya menggantinya dengan nilai-nilai budaya baru yang dipandang lebih menjanjikan terbangunnya komitmen organisasi; kepuasan kerja di kalangan aparat pajak perlu ditingkatkan dengan dua orientasi: kemauan pegawai untuk meningkatkan kepuasan kerjanya dengan cara menempatkan kerja sebagai salah satu bentuk ibadah kepada Tuhan Yang Maha Esa dan kemauan manajemen atau otoritas kantor untuk memenuhi aspek-aspek dari kepuasan kerja yang dirasakan pegawai masih kurang.

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This research was purposed to analyze the relationship between organizational culture and job satisfaction with organizational commitment of tax officers at Kantor Pelayanan Pajak (KPP) Jakarta Taman Sari Dua. Organizational culture is basic values and motivation in management of organization, which measured with indicators: individual initiative, risk tolerance, integration, management support, supervision, identification, reward system, conflict tolerance, and communication pattern. Job satisfaction is pleasant emotional situation, which felt by someone to his work, which measured with indicator: work, supervisor, coworker, promotion, and salary. Organization commitment interpreted as the relative strength of individual about the feeling trust to organization values, readiness tries seriously to organizational interest, strong desire and purpose to look after his membership in organization. Descriptive and co relational methods were employed and 92 respondents obtained from 120 populations were participated in this study. Valid and reliable questionnaires were used to collect data. Spearman Rho correlation and Spearman Brown formula were used as validity and reliability testing. Obtained data then were analyzed with Spearman Rho correlation and t test assisted with SPSS Ver. 12.

Descriptive analysis results showed that organizational culture could be categorized as good, high job satisfaction and organizational commitment. Hypotheses testing showed that organizational culture had positive and significant correlation with organizational commitment. Job satisfaction also had positive and significant correlation with organizational commitment. This results indicated that the better organizational commitment and job satisfaction, the higher organizational commitment and vice versa.

Based on this condition, organizational commitment of KPP Jakarta Taman Sari Dua needs developing by following, supporting, and implementing organizational culture values which had been proven in giving goodwill for the development of organizational commitment and also by leaving organizational culture values which did not give supports for organizational commitment development, and by replacing them using new values which are seen more promising for the improvement of organizational commitment; job satisfaction among tax officers also needs increasing by implementing two orientations: willingness to work can be positioned as a form of worshiping God and willingness of management or authority for fulfilling job satisfaction aspects which were valued by employees as still not in a good condition."

"Industri jasa perbankan sejak mengalami krisis tahun 1997 dituntut untuk meningkatkan kinerjanya dalam menghadapi pengawasan dan persaingan usaha yang semakin ketat. Namun, keberhasilan suatu bank seperti PT.Bank "X", Kantor Cabang Utama Jakarta tidak terlepas dari persoalan bagaimana mengelola sumber daya manusianya. Manajemen sumber daya manusia menyangkut aktivitas pegawai dalam melaksanakan tugas dan tanggung-jawabnya secara efektif, akan tetapi disisi lain tergantung dari apakah pegawai yang bersangkutan merasa puas atau tidak puas di lingkungan organisasi itu.Penelitian ini berupaya mencari hubungan antara kepuasan kerja pegawai sebagai variabel terikat dikaitkan dengan variabel bebas yaitu variabel budaya organisasi maupun kepemimpinan. Dengan menggunakan data sampel melalui penyebaran terhadap 62 responden dan diolah secara deskriptif kuantitatif maupun analisis statistik dengan menghitung tingkat hubungan variabel menurur korelasi Spearman dapat diketahui hubungan ketiga variabel tersebut. Dalam pengolahan data menggunakan perhitungan secara manual maupun program komputer SPSS version 10.00.Hasil analisis menunjukkan bahwa hubungan antara variabel budaya organisasi dengan kepuasan kerja adalah kuat { r = 0,736), hubungan antara variabel kepemimpinan dengan kepuasan kerja juga kuat { r = 0,791) sedangkan hubungan antara variabel budaya organisasi dengan kepemimpinan adalah sangat kuat ( r = 0,821). Berdasarkan hubungan secara simultan antara variabel budaya organisasi, kepemimpinan terhadap kepuasan kerja menunjukkan hubungan yang kuat ( r = 0,792). Dengan demikian ketiga variabel tersebut merupakan variabel yang kuat pengaruhnya bagi kepuasan kerja pegawai sehingga dapat dijadikan pedoman dalam pengambilan keputusan dan kebijakan pimpinan organisasi pada Bank "X", Kantor Cabang Utama Jakarta. Variabel budaya organisasi masih dapat ditingkatkan peranannya secara optimal dibandingkan variabel kepemimpinan, selain itu pimpinan organisasi . perlu memperhatikan aspek hubungan yang sating mempengaruhi antara budaya organisasi dan kepemimpinan yang sangat kuat untuk dilakukan penelitian lebih lanjut di masa yang akan datang."

"Corporate culture applying in Bank Indonesia is not quit of human resources being element. Officers as human resources being have special things cover job satisfaction, attitude, behavioral activity, and habit, which grow and formed pursuant to environmental situation. Job satisfaction influenced by various factors, which is on this research, will limit by perceiving relationship between corporate culture and compensation as factor influencing of job satisfaction.This research is conducted among officers in Bank Indonesia's monetary sector in light of testing the relationship between corporate culture, compensation and job satisfaction of Bank Indonesia's employee in monetary sector. Among 638 employees as the population are 76 employees of research sample, consist of some sample from each faction taken by proportional sampling random, in order to get all the factions be represented.This thesis is conducted to be able to give answer through research, whether the relationship between corporate culture, compensation and job satisfaction exists for Bank Indonesia's employee in monetary sector, related to the corporate culture that has been implemented in Bank Indonesia environment.Corporate culture aspect influenced many by some theory like 7's from McKinsey and some other theory, whereas compensation in Bank Indonesia constituted by pay base aspect, pay base seniority, and pay base performance. While job satisfaction pursuant to theory social needs of human being and some other theory.Data collecting in this research uses questionnaires submitted by respondents either directly or by e-mail. The questionnaire consists of 4 parts: (I) four questions about general condition, (2) nineteen questions about employee's perception of corporate culture (X,),(3) sixteen questions about compensation, each in 2 sub-parts of financial compensation (X2) and non financial compensation(X3), and (4) twenty questions about job satisfaction (Y).The data processing is completed by using the SPSS software 11.0. Tabulation traverse (cross tab) is used in order to know the tendency of socio demographic variables in job satisfaction used, while Pearson correlation is used in order to test the relationship between corporate culture, compensation and job satisfaction.Result of research shows that relationship of corporate culture (Xl), financial compensation (X2), and non financial compensation (X3) have positive value relationship and significant with employee's job satisfaction (Y). This statement was proved by the correlation value of 0,699 between corporate culture and job satisfaction, the correlation value of 0,479 between financial compensation with job satisfaction and the correlation value of 0,682 between non financial compensation and job satisfaction. Meanwhile, the R-square value between corporate culture, financial compensation, and non financial compensation with job satisfaction is 0,529."

"Penelitian ini berfokus pada penemuan ada/tidaknya hubungan antara nilai budaya organisasi dengan komponen komitmen organisasi. Nilai budaya organisasi seperti yang diungkapkan oleh Hofstede (1980), dan komitmen organisasi yang diungkapkan oleh Allen & Meyer (1997), pada karyawan bank syariah X. Penelitian ini termasuk di dalam penelitian kuantitatif ex post field study yang bersifat korelasional. Hasil penelitian ini menunjukkan bahwa terdapat hubungan nilai budaya organisasi dengan komponen komitmen organisasi afektif dan normatif. Dan tidak terdapat hubungan dengan komitmen kontinuans.

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This research aims to see the correlation between the quality of work life and teaching commitment among teachers. Quality of work live include seven factors: fair and adequate compensation, safe and healthy school envronment, opportunity to growth and develop, integration in the workplace, social relevance, supervision and participation. While commitment to teaching include five dimensions: identification with teaching subjects, identification with students, involvement in subject teachings, involvement with students, and loyalty to teaching. This research involved 81 respondents who work as teachers in East Jakarta and Depok. This research used quantitative method with the questionnaire as a data collector. This research found that there is no significant correlation between quality of work life and commitment to teaching. Thus it can be concluded that commitment to teaching can not be explained by quality of work life."

"Penelitian ini bertujuan untuk mengetahui hubungan antara budaya organisasi dengan komitmen keorganisasian karyawan divisi akuntansi dan operasional Bank Syariah Mandiri kantor pusat. Variabel independen akan diukur menggunakan kuesioner dengan indikator pernyataan yang dibuat berdasarkan PIES CAT (Physical Intellectual Emotional Spiritual Culture Analysis Tools) yang dirumuskan oleh Judith A. M. Smith, sedangkan variabel dependen akan diukur menggunakan Organizational Commitment Questionnaire dari Mowday, Porter, dan Steers. Sampel dari penelitian adalah karyawan tetap non manajerial divisi akuntansti dan operasional Bank Syariah Mandiri kantor pusat. Penelitian ini menggunakan metode penelitian kuantitatif dengan menggunakan korelasi Rank Spearman untuk mengukur hubungan antar dua variabel penelitian. Data hasil penelitian dianalisa menggunakan analisa frekuensi kemudian dilakukan uji-z dalam pengujian hipotesis penelitian.Hasil dari penelitian ini menunjukkan adanya hubungan yang sedang antara budaya organisasi dengan komitmen keorganisasian karyawan divisi akuntansi dan operasional kantor pusat Bank Syariah Mandiri.

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This research aimed to recognize the relationship between organizational culture and organizational commitment of the employees on the accounting and operational division at the Central Office Bank Syariah Mandiri. The independent variable would be examined by using the indicators in the questionnaire that were made based on PIES CAT, developed by Judith A. M Smith. And the dependent variable measured by the Organizational Commitment Questionnaire from Porter, Mowday, & Steers. Sample of this research is the non-managerial permanent employees on the accounting and operational division at the central office Bank Syariah Mandiri.

This research is a quantitative research, which was using Rank Spearman correlation to examine the correlation between the two variables. Data gathered from the research will be analyzed based on the frequency of the questionnaire result, and then the hypothesis been tested using z-test.

The finding of the research revealed that there is middle correlation between organizational culture and organizational commitment of the non-managerial employees on accounting and operational division at the central office Bank Syariah Mandiri."

"Proses caring membentuk karakter perawat yang empati dan tulus dalam melakukan asuhan keperawatan. Tujuan untuk mengetahui faktor komitmen dan iklim organisasi yang paling dominan berhubungan dengan perilaku caring perawat pelaksana di RSWH. Desain penelitian menggunakan deskripif korelatif dengan pendekatan cross sectional. Pengukuran faktor komitmen dan iklim organisasi menggunakan kuesioner, dan perilaku caring dengan observasi sistematik terhadap 77 perawat pelaksana diambil secara propotional simple random sampling. Hasil penelitian menunjukkan terdapat hubungan bermakna antara komitemen dan iklim organisasi dengan perilaku caring. Faktor komitmen dan iklim organisasi yang paling dominan berhubungan dengan perilaku caring perawat pelaksana adalah masa kerja, komitmen afektif, kultur organisasi, dan pendidikan. Rekomendasi pada rumah sakit sebaiknya melakukan evaluasi terhadap komitmen afektif perawat, perbaikan kultur organisasi, dan meningkatkan pendidikan perawat.

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Process of caring are shaping the nurse character to be more emphatic and sincere in performing nursing care. The objective of this research is to determine the commitment factors and the most dominant climate associated with nurses caring behavior in RSWH. The design used in this research was descriptive correlative with cross sectional approach. Commitment factors and organizational climate has been measured by questionnaires, then the caring behavior has observed by systematic observation of 77 nurses which taken by proportional simple random sampling.

The result showed that the most dominant of commitment factors and organizational climate related to the nurses caring behavior in RSWH are; working period, affective commitment, organizational culture, and education. Conclusion The achievements of nurses? organizational commitment at RSWH was 73,3% , organizational climate was 71, 6% and then caring behavior was 87, 3% from total value. Recommendation to Hospital was evaluate the affective commitment of nurses, improving organizational culture, and increase nurse education."