ABSTRAKPenelitian ini dilakukan untuk mengetahui pengaruh konflik tugas, konflik afektif,
dan konflik peran terhadap komitmen organisasi, serta menentukan intervensi
yang tepat untuk mengatasi masalah organisasi. Dalam menelusuri permasalahan
organisasi, peneliti melakukan pengambilan data kuantitatif dan kualitatif, dimana
data kuantitatif dijadikan sebagai data utama dan data kualitatif dijadikan sebagai
data pendukung. Peneliti menyebarkan kuesioner konflik tugas, konflik afektif,
konflik peran dan komitmen organisasi. Dugaan awal sesuai penggalian data
kualitatif yaitu adanya pengaruh antara konflik tugas, konflik afektif, konflik
peran secara bersamaan terhadap komitmen organisasi.
Untuk mengetahui dugaan tersebut, kemudian peneliti mengukur korelasi antara
konflik tugas, konflik afektif, dan konflik peran dengan komitmen organisasi.
Hasil perhitungan tersebut menunjukkan bahwa terdapat hubungan negatif
signifikan antara konflik tugas, konflik afektif, konflik peran terhadap komitmen
organisasi. Kemudian ketiga konflik tersebut secara bersamaan diuji pengaruhnya
terhadap komitmen organisasi dengan menggunakan metode perhitungan
standard multiple regression. Melalui perhitungan tersebut diketahui bahwa
ketiga konflik berpengaruh terhadap komitmen organisasi. Selain itu, dari ketiga
jenis konflik tersebut, konflik tugas memiliki skor kontribusi (sr2) terbesar
terhadap komitmen organisasi. Artinya konflik tugas memiliki kontribusi paling
penting dalam mempengaruhi komitmen karyawan terhadap organisasi di Divisi
EM PT. XYZ. Kemudian melalui hasil tersebut diperoleh pula bahwa intervensi
yang tepat untuk mengatasi masalah organisasi adalah intervensi pelatihan team
building. Pelatihan team building dinyatakan efektif dalam meningkatkan
pemahaman peserta terkait dengan materi yang diberikan.
Abstract The study was conducted to determine the effect of task conflict, affective
conflict, and role conflict on organizational commitment, and determine
appropriate interventions to address organizational issues. In tracing the
organizational problems, researchers conducted a quantitative and qualitative data
collection, where quantitative serve as the primary data and qualitative data used
as supporting data. Researcher distributing questionnaires task conflict, affective
conflict, role conflict and organizational commitment. Preconception of
appropriate qualitative data mining which is the relationship between task conflict,
affective conflict, role conflict on organizational commitment.
To find out the allegations, then the researchers measured the correlation between
task conflict, affective conflict, and conflict with the role of organizational
commitment. The results of these calculations indicate that there is a significant
negative relationship between task conflict, affective conflict, role conflict on
organizational commitment. Then the three conflicts simultaneously tested their
effects on organizational commitment using standard multiple regression methods
of calculation. Through calculations it was found that all three conflicts affect
organizational commitment. In addition, the three types of conflict, task conflict
has the largest score contribution (sr2) organizational commitment. This means
that task conflict has contributed the most important in influencing employee
commitment to the organization at EM Division PT. XYZ. Then through the
results obtained are that the appropriate interventions to address the problems the
organization is team building training interventions. Team building training is
declared effective in improving participants' understanding related to the material
provided.