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"Tenaga keperawatan merupakan komponen penting di rumah sakit, keberadaannya menjadi ujung tombak karena berhubungan langsung dengan klien. Kinerjanya dipengaruhi oleh kepuasan kerja dan komitmen pada organisasi.Tujuan penelitian ini adalah untuk mengetahui hubungan karakteriktik individu dan kepuasan kerja dengan komitmen perawat pelaksana pada organisasi di rumah sakit Islam Surabaya.Desain penelitian ini deskriptif korelasional dengan pendekatan potong lintang. Populasi penelitian ini adalah Semua perawat/bidan pelaksana. Sampel penelitian diambil total populasi yang memenuhi kriteria inklusi, sebesar 121 orang. Data dikumpulkan dengan menggunakan kuesioner yang diisi langsung oleh responden. Uji yang digunakan untuk mengetahui hubungan antara variabel independen dan dependen adalah Kai Kuadrat dengau α = 0,05. Untuk mengetahui faktor yang dominan berhubungan dengan komitmen, menggunakan uji regresi logistik.Hasil penelitian menunjukan bahwa Sebagian besar perawat pelaksana menunjukkan komitmen rendah (54,5%). Variabel karakteriktik individu perawat yang berhubungan dengan komitmen adalah masa kerja (p=0,030) dan status perkawinan (p=0,026). Kepuasan (komposit) juga secara signifikan berhubungan dengan komitmen perawat pada organisasi (p=0,011). Faktor kepuasan yang berhubungan dengan komitmen perawat pelaksana pada organisasi adajah kepuasan terhadap kebijakan organisasi (p=0,007), kepuasan terhadap interaksi (p=0,002) dan kepuasan terhadap status profesional (p=0,001). Faktor yang dominan mempengaruhi komitmen perawat pelaksana pada organisasi adalah masa kerja, kepuasan terhadap status profesional dan kepuasan terhadap kebijakan organisasi.Penelitian ini merekomendasi perlu adanya pengembangan staf keperawatan melalui pendidikan berkelanjutan, pemberdayaan tenaga keperawatan dan memberikan pengakuan dengan memberikan posisi struktural yang setara deugan profesi lain. Hal ini dimaksudkan untuk meningkatkan komitmen perawat pada organisasi di rumah sakit.

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Nurses are believed as the major component in hospitals whose existence plays a vital role in the front line for having the most frequent direct contact with clients. Their job performances are influenced by job satisfaction and organizational commitment.

The purpose of this study was to determine the relationship between individual characteristics and job satisfaction, and nurse staffs organizational commitment in Surabaya islamic General Hospital.

The study applied the descriptive correlational design with the cross sectional approach. The population involved was nurse/midwife staff. A hundred and twenty one samples, who met the inclusive criteria., were chosen from the total population. Data were collected by distributing directly filled out questionnaires to the chosen respondents. To examine the correlation between independent and dependents variables, the researcher applied the Chi-Square analysis method with a = 0.05. To find out the determinants correlated with the organizational Commitment, she also used the logistic regression test.

The study, then, came up with the findings indicating that most of the nurse staff has low organizational commitment (54.5%). Moreover, the variables of individual characteristics, which related to the organizational commitment, were length of service (p=0,030) and marital Status (p=0,026). The composite job satisfaction also signiiicantly related to the nurse staff?s organizational commitment (p=0,011). Those satisfaction factors included the satisfaction toward organizational policies (p=0,007), interaction (p=0,002), and professional status (p=0,00l). Furthermore, the dominant factors that affected the nurse staff? s organizational commitment were length of service, satisfaction toward professional status and organizational policies.

This research recommends that nursing staff development through continuing education program and empowerment of nurse staff should be done as well as the acknowledgement toward the profession by providing them structural positions that are equal with other professions. In order to increase the nurse?s commitment toward organization in the hospital."

"ABSTRAKPenelitian ini menyumbangkan penelitian mengenai pengaruh tidaklangsung dari kesesuaian individu dengan atasan dan dengan organisasi terhadapkomitmen organisasi pada konteks industri perbankan. Pengaruh tidak langsungyaitu komitmen terhadap atasan dan kepuasan kerja memperantarai hubunganantara kesesuaian karyawan-atasan dan kesesuaian karyawan-organisasi dengankomitmen organisasi. Penelitian ini menitik-beratkan kepada peran yangmempengaruhi hubungan individu dengan apa yang ada di lingkungannya (baikatasan maupun organisasinya) terhadap komitmen organisasi. Survei dilakukankepada 336 pegawai perbankan dari berbagai level, jenis kelamin, usia, statuspernikahan, status pendidikan, masa kerja, dan kepemilikan perusahaan. Hasilpenelitian ini menemukan bahwa komitmen terhadap atasan dapat memperantaraiKesesuaian karyawan-atasan dan kesesuaian karyawan-organisasi terhadapkomitmen organisasi, namun kepuasan kerja hanya dapat memperantaraiKesesuaian karyawan-organisasi terhadap komitmen organisasi. Hasil tersebutberarti bahwa kesesuian karyawan perbankan dengan atasan dan organisasi akanmenimbulkan komitmen terhadap atasan yang pada akhirnya akan menimbulkankomitmen terhadap organisasi. Namun, hanya kesesuaian karyawan perbankandengan organisasinya akan menimbulkan kepuasan kerja yang pada akhirnya akanmenciptakan komitmen organisasi karyawan. Analisa tambahan penelitian inimenemukan bahwa komitmen organisasi dan kepuasan kerja karyawan perbankandapat dipengaruhi oleh perbedaan usia, masa kerja, dan kepemilikan perusahaan.

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ABSTRACTThis study contributes research on the indirect effects of individual fit withthe supervisor (PS fit) and the organization (PO fit) toward organizationalcommitment in the context of the banking industry. Indirect effects of supervisorycommitment and job satisfaction mediates the relationship between PO fit and PSfit with organizational commitment. This research has focused on the role thataffect the individual's relationship with what is available in the environment (bothsupervisors and organization) to organizational commitment. The survey wasconducted to 336 bank employees of various levels, gender, age, marital status,educational status, job tenure, and ownership of the company. Results of thisstudy indicate that supervisory commitment may mediate PS fit and PO fit onorganizational commitment, but job satisfaction only mediate PO fit onorganizational commitment. The result meant that the fitness between bankemployee with supervisor and organization will lead supervisory commitmentthen ultimately lead to commitment to the organization. However only bankemployee fit with the organization will lead to job satisfaction, which in turn willcreate the organizational commitment of employees. Additional analysis of thisstudy that organizational commitment and job satisfaction of bank employees maybe affected by differences in age, job tenure, and ownership of the company."

"Skripsi ini bertujuan untuk mengetahui pengaruh stress peran dan kepuasan kerja terhadap komitmen organisasi perawat di RS Sulianti Saroso. Ambiguitas peran, konflik peran dan kelebihan peran adalah indikator stress peran, sementara internal dan eksternal menjadi indikator kepuasan kerja. Subjek penelitian menggunakan 120 orang perawat. Penelitian ini dilakukan menggunakan 2 tahap penelitian yaitu tahap penelitian ekploratori dengan menyediakan presentasi terlebih dahulu di Instalasi Penelitian RSPI Sulianti Saroso yang menjadi subjek penelitian dan tahap survei menggunakan kuesioner. Data diolah menggunakan analisis regresi berganda. Dari hasil penelitian diketahui bahwa kepuasan kerja memiliki pengaruh positif terhadap komitmen organisasi, sementara stress peran memiliki pengaruh negatif terhadap komitmen organisasi.

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The motivation for this study was to investigate how role stress and job satisfaction among nurses could affect their organizational commitment. Role stressors (role ambiguity, role conflict and role overload) is used as indicator for role stress and internal job satisfaction (internal and external factors) is used to indicate the job satisfaction. Subject of this study were 120 nurses. The research consists of two stages of research, which is exploratory qualitative research by provide presentation overview of this study to Research Installation of RSPI Sulianti Saroso as research subject, and quantitative surveys using questionnaires processed by using multiple regression analysis. In this study, it was revealed that the effect of job satisfaction is positive to organizational commitment and the effect of role stress is negative to organizational commitment."

"Penelitian ini dilakukan untuk mengetahui hubungan antara job insecurity dan komitmen organisasi pada guru honorer Sekolah Dasar Negeri di Depok. Pendekatan yang digunakan dalam penelitian ini adalah pendekatan kuantitatif melalui skala sikap. Pengukuran Job Insecurity menggunakan alat ukur Job Insecurity Scale (Ashford, Lee & Bobko, 1989) yang diadaptasi oleh Maulana (2012) dan pengukuran komitmen organisasi menggunakan alat ukur organizational Commitment Questionnaire (Meyer & Allen, 1997) yang telah diadaptasi oleh Fathlistya (2008). Partisipan dalam penelitian ini berjumlah 105 orang guru honorer Sekolah Dasar Negeri di Depok. Hasil dari penelitian ini menunjukkan bahwa terdapat hubungan yang bersifat negatif signifikan di antara kedua variabel tersebut, yang berarti penurunan job insecurity akan diikuti oleh peningkatan pada komitmen organisasi, dan berlaku sebaliknya.

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This research was conducted to find the relationship between job insecurity and organizational commitment among honorarium public elementary school teacher in Depok. This research used quantitative approach by collecting data through attitute scales. Job Insecurity was measured by Job Insecurity Scale (Ashford, Lee & Bobko, 1989), which had been adapted by Maulana (2012) and Organizational Commitment was measured by Organizational Commitmen Questionnaire (Meyer & Allen, 1997), which had been adapted by Fathlistya (2008). The participants of this research were 105 honorarium public elementary school teacher in Depok.

The result showed that job insecurity had correlated significantly with organizational commitment and the relationship showed a negative effect, which meant that increasing in job insecurity would be followed by decreasing in organizational commitment and vice versa."

"Penelitian ini bertujuan untuk mengetahui hubungan antara kepuasan kerja dan komitmen organisasi. Penelitian ini menggunakan pendekatan kuantitatif yang bersifat eksplanatif. Sampel dalam penelitian ini yaitu 84 pegawai PKWT tenaga kependidikan di lingkungan Universitas Indonesia yang telah bekerja lebih dari satu tahun. Kepuasan kerja diukur menggunakan Job Satisfaction Survey (JSS) yang terdiri dari delapan dimensi (Spector, 1997), sedangkan komitmen organisasi diukur menggunakan Organizational Commitment Scale yang terdiri dari tiga dimensi (Meyer dan Allen, 1991). Penelitian ini menggunakan analisis korelasi Spearman yang didukung dengan pengujian hipotesis korelasi Spearman menggunakan uji-Z. Hasil dari penelitian ini menunjukkan bahwa terdapat hubungan yang lemah dan positif antara kepuasan kerja dan komitmen pegawai PKWT di lingkungan Universitas Indonesia.

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This research aims to examine the relationship between job satisfaction and organizational commitment. This research use quantitative approach explanatif. The sample of this research is 84 employees PKWT especially employee educational in environment University of Indonesia who had been worked for more than a year. Job satisfaction were used to measure the Job Satisfaction Survey (JSS) that consist of eight dimensions (Spector, 1997), while organizational commitment were used to measure Organizational Commitment Scale that consist of three dimensional (Meyer and Allen, 1991). This research use Spearman correlation analysis were supported by the Spearman correlation hypothesis tested using Z-test. The results of this research show that there is a weak and a positive relationship between job satisfaction and organizational commitment on employee PKWT at the University of Indonesia"

"Upaya membangun kembali komitmen melalui motivasi internal, seperti spiritualitas di tempat kerja (STK) sangat dibutuhkan. Penelitian korelasi ini mengidentifikasi hubungan STK, fasilitasi, dan iklim spiritual dengan komitmen organisasi pada 30 Karyawan Bank BNI Syariah Kantor Cabang Depok dan iklim spiritual berhubungan bermakna dengan komitmen organisasi.Iklim spiritual berinteraksi dengan fasilitasi dalam mempengaruhi komitmen organisasi. Kompetensi spiritual untuk manajer, dan modul STK praktis perlu dikembangkan. Riset disarankan meluaskan area, eksplorasi variabel, menguji modul, dan instrumen spiritual.Efforts to rebuild commitment through internal motivation, such as workplace spirituality are required. This correlation research identified relationship between workplace spirituality, facilitations, spiritual climate and organizational commitment for 30 employee of BNI Syariah Depok. Multiple logistic regressions analysis was used to test the relationship.

Results shown that workplace spirituality (STK), facilitations, and spiritual climate have significant relationship with organizational commitment ,Conclusions, spiritual climate interacted to facilitation in influencing organizational commitment. Spiritual competence for manager and workplace spirituality (STK) practice-tool are required to develop. Research may widen area; explore variables, modules test, and instrument test."

"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."

"Anggota pengurus KOHATI pada kepengurusan tahun 2013/2014 memiliki pengurus yang berjumlah 31 orang dengan masa keanggotaan dan jurusan yang beraneka ragam. Data daftar hadir rapat memperlihatkan banyaknya anggota pengurus yang datang selalu berubah-ubah dan tidak pernah mencapai 31 orang. Penelitian ini bertujuan untuk menganalisis pengaruh karakteristik individu dan iklim organisasi terhadap komitmen organisasi di KOHATI (Korps HMI-wati) Cabang Ciputat. Penelitian ini menggunakan pendekatan kuantitatif. Teknik pengambilan sampel menggunakan sensus karena jumlah populasi kurang dari 100 orang sehingga semua anggota populasi dijadikan sampel. Penelitian ini memakai kuesioner sebagai instrumennya. Dari 31 kuesioner yang disebar, sebanyak 31 kuesioner kembali atau dengan tingkat pengembalian 100%. Penelitian ini diuji dengan menggunakan analisis linier regresi ganda. Hasil penelitian menunjukkan bahwa karakteristik individu berpengaruh positif signifikan terhadap komitmen organisasi, iklim organisasi berpengaruh positif signifikan terhadap komitmen organisasi. Berdasarkan hasil regresi linear ganda, karakteristik individu dan iklim organisasi secara simultan berpengaruh terhadap komitmen organisasi. Saran bagi KOHATI Cabang Ciputat adalah lebih mengintensifkan bagaimana menciptakan iklim organisasi yang baik agar dapat meningkatkan komitmen anggota pengurus terhadap organisasinya.

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A member management of KOHATI Branch Ciputat in the period 2013/2014 consist of 31 people with different membership and majors. Meeting attendance list shows the number of a member management who come always changing and never reached 31 people.

The objective of this study is to analyze the influence of individual characteristics and organizational climate toward organizational commitment in KOHATI (Korps HMI-wati) Branch Ciputat. This research applies quantitative approach. The technique of sample taking used in this study is census because a population of less than 100 people so all of the population as sampled. This research uses questionnaire as its tool. Among the 31 questionnaires are distributed, 31 were returned back, or in other words, approximately 100% of the total amount of the distributed ones. The research are tested through Multiple Linear Regression Analysis.

The results of the study show that individual characteristics has positive impact on organizational commitment significantly. Organizational climate has positive impact on organizational commitment significantly. Based on multiple linear regression analysis, individual characteristics and organizational climate have positive impact on organizational commitment simultaneously and significantly.

According to the result of this study, KOHATI (Korps HMI-wati) Branch Ciputat intensify how to create a better organizational climate to increase the commitment organization of the member management."

"Penelitian ini bertujuan untuk melihat hubungan antara kepuasan kerja dan komitmen organisasi pada pegawai negeri sipil di Kementrian X. Responden penelitian berjumlah 63 orang, dengan 38 laki-laki dan 25 perempuan (Musia=36,63 tahun, SD=1,1). Responden penelitian mengisi alat ukur job satisfaction survey yang mengukur kepuasan kerja dan affective, continuance, and normative commitment scales yang mengukur komitmen organisasi. Hasil menunjukkan adanya hubungan positif dan signifikan antara kepuasan kerja dan komitmen organisasi pada pegawai negeri sipil di Kementrian X.

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This study aimed to examine the relationship between job satisfaction and organizational commitment among government officials in Ministry X. Total respondents of this study were 63 people, consisted of 38 male respondents and 25 female respondents (Mage = 36,63 years, SD = 1,1). In this study, the participants filled in the job satisfaction survey as a tool to measure the job satisfaction, and affective, continuance, and normative commitment scales, that measure organizational commitment. The results showed a positive and significant relationship between job satisfaction and organizational commitment in the government officials in Ministry X."

"Penelitian ini bertujuan untuk mengetahui kondisi iklim organisasi dan komitmen organisasi para dokter di beberapa rumah sakit pemerintah yaitu Rumah Sakit X, Rumah Sakit Y, dan Rumah Sakit Z. Selain itu penelitian ini juga mencoba menganalisis pengaruh variabel iklim organisasi beserta dimensi nya berdasarkan teori dari Litwin dan Stringer (1968) yang terdiri dari structure, responsibility, reward, risk, warmth, support, standard, conflict, dan standard terhadap komitmen organisasi para dokter. Pengumpulan data dilakukan dengan menyebarkan kuisioner kepada 187 dokter di Rumah Sakit X, Rumah Sakit Y, dan Rumah Sakit Z dengan menggunakan metode total sampling. Kemudian diolah dan dianalisa menggunakan bantuan program SPSS versi 20.0 dengan memakai metode descriptive statistics, regresi linear, dan regresi berganda untuk menjawab rumusan masalah yang ada. Hasil penelitian ini dapat memberikan gambaran tentang kondisi iklim organisasi dan komitmen organisasi dokter di Rumah Sakit X, Rumah Sakit Y, dan Rumah Sakit Z. Hasil penelitian ini juga menunjukan bahwa ternyata variabel iklim organisasi beserta dimensinya yang terdiri dari dari structure, responsibility, reward, warmth, support, standard, conflict, dan standard memiliki pengaruh yang signifikan terhadap variabel komitmen organisasi. Hanya dimensi risk yang tidak berpengaruh signifikan terhadap komitmen organisasi para dokter. Selain itu penelitian ini juga menunjukan tingkatan dimensi iklim organisasi dari yang memberikan pengaruh paling tinggi sampai paling rendah terhadap komitmen organisasi terdiri dari urutan yaitu dimensi reward, structure, standard, support, warmth, responsibility, conflict, dan identity.

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This study aims to determine the conditions of organizational climate and organizational commitment in in some government hospitals specifically in X Hospital, Y Hospital, and Z Hospital. In addition, this study also attemp to analyze the influence of organizational climate including its dimension based on the theory of Litwin and Stringer (1968) which consists of structure, responsibility, reward, risk, warmth, support, standard, conflict, dan standard towards doctor work commitment in X Hospital, Y Hospital, and Z Hospital. Data was collected by distributing questionnaires to 187 doctors in X Hospital, Y Hospital, and Z Hospital using total sampling method. This study then processed and analyzed by using SPSS program (version 20.0) using descriptive statistics, linear regression and multiple regression formula to address existing problems.

The results of this study could provide a picture of the conditions of organizational climate, and doctor's organizational commitment in X Hospital, Y Hospital, and Z Hospital. In addition, the results of this study also reveal that the organizational climate including its dimension which consists of structure, responsibility, reward, warmth, support, standard, conflict, dan standard has significant effect on doctor organizational commitment. Only risk dimension that does not have significant effect on doctors organizational commitment. In addition, this study also indicate the levels of organizational climate dimensions that give the highest to the lowest effect on organizational commitment, which consists of a dimensions sequence from reward, structure, standards, support, warmth, responsibility, conflict, and identity."