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"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."

"Penelitian ini bertujuan untuk menguji hubungan antara iklim organisasi dengan komitmen organisasi pada pegawai negeri sipil (PNS) di Kementerian X. Peneliti menggunakan Organizational Climate Measure (OCM) untuk mengukur iklim organisasi dan Organizational Commitment Scales (OCS) untuk mengukur keterikatan organisasi. Sampel yang digunakan dalam penelitian ini sejumlah 63 orang. Gambaran iklim organisasi dan komitmen organisasi di Kementerian X diketahui cukup positif dan tinggi. Hasil penelitian menunjukkan bahwa ada hubungan positif dan signifikan (r=.496, p<0.01, 2-tailed) antara iklim organisasi dengan komitmen organisasi pada pegawai negeri sipil (PNS) dalam Kementerian X.

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This research aimed to detect the relationship between organizational climate and organizational commitment among government employees in the Ministry of X.The researcher use Organizational Climate Measure (OCM) to quantify organizational climate and Organizational Commitment Scales (OCS) to measure organizational commitment. Sample that used in this research are 63 people.

Description of organizational climate and organizational commitment in the Ministry of X are known quite positive and high. The result of this research indicate that there is positive and significant relationship (r=.496, p<0.01, 2-tailed) between organizational climate and organizational commitment in the Ministry of X."

"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."

"[ABSTRAKTujuan penelitian ini adalah untuk menginvestigasi pengaruh dari keadilan interaksi dan iklim organisasi terhadap penyimpangan perilaku produksi. Dikarenakan penyimpangan perilaku kerja banyak dialami oleh karyawan dan menimbulkan biaya yang sangat besar bagi organisasi. Penelitian ini mengambil sampel di Suku Dinas Pelayanan Pajak Jakarta Timur & lima Kantor Unit Pelayanan Pajak Daerah Jakarta Timur, dengan jumlah sampel sebanyak 79 responden. Penelitian ini menemukan bahwa keadilan interaksi berpengaruh secara negatif terhadap penyimpangan perilaku produksi, sedangkan iklim organisasi tidak terbukti memiliki pengaruh negatif terhadap penyimpangan perilaku produksi.

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ABSTRACT

, The aim of this study was to investigate the influences of interactional justice and organizational climate towards production deviance. The importance to research about organizational misbehavior is the costs (direct-cost and indirect-cost) of this behavior are high. This research locates in Suku Dinas Pelayanan Pajak Jakarta Timur and five offices Unit Pelayanan Pajak Daerah Jakarta Timur. The respondents are 79 apparatus. The results shown that interactional justice has a negative relationship to production deviance. Then, this study does not necessarily support the claim that organizational climate has a negative relationship to production deviance.]"

"Penelitian ini bertujuan untuk menganalisis pengaruh budaya perusahaan dan etika kerja Islami melalui komitmen organisasi sebagai mediasi terhadap intensi meninggalkan organisasi karyawan. Penelitian menunjukan bahwa budaya perusahaan dan etika kerja Islami memiliki pengaruh positif dan signifikan terhadap komitmen organisasi karyawan, dan sebagai akibatnya memiliki pengaruh negatif terhadap intensi meninggalkan organisasi karyawan. Penelitian ini mengambil objek penelitian pada Bimbingan dan Konsultasi Belajar Nurul Fikri dan karyawan yang bekerja penuh waktu sebagai subjek penelitian.

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The objective of this study is to analyze the impact of corporate culture and Islamic work ethic through organizational commitment as mediator towards employee turnover intention. The study shows that corporate culture and Islamic work ethic is positively and significantly affect employee organizational commitment, and consequently brings negatively affect toward employee turnover intention. The object of this study is BKB Nurul Fikri, a learning guidance company and the subject is fulltime employee of this company."

"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."

"Saat ini, anggota polisi membutuhkan pendidikan tinggi, mobilitas tinggi untuk memaksimalkan pekerjaan mereka, namun lingkungan eksternal yang dihadapi oleh anggota polisi juga telah berkembang lebih kompleks dan dinamis. Perubahan lingkungan dari organisasi kepolisian tentunya menuntut anggota kepolisian untuk memiliki cara dan pola pikir baru dalam bekerja sehingga komitmen semua anggota kepolisian untuk melakukan perubahan sesuai dengan nilai-nilai peradaban masyarakat. Setiap organisasi membutuhkan komitmen dari anggota organisasi untuk mencapai tujuan organisasi. Semakin tinggi kepuasan kerja, semakin tinggi komitmen karier. Terkait masalah tersebut, tujuan dari penelitian ini adalah untuk menguji pengaruh budaya organisasi, kepuasan kerja, dan kepemimpinan terhadap komitmen organisasi. Penelitian kuantitatif ini menggunakan metode survei dan studi literatur untuk mendukung hipotesisnya dan menggunakan teori Denison (2000) sebagai dimensi untuk menggambarkan temuan lapangan. Hasil penelitian menunjukkan bahwa kepuasan kerja sebagai variabel kuat yang memberikan pengaruh terhadap komitmen anggota, di sisi lain, kepemimpinan memberikan pengaruh langsung terhadap komitmen, sedangkan budaya organisasi sebagai alat untuk komitmen memberikan pengaruh lebih dari keduanya, kepemimpinan dan kepuasan kerja.

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Nowadays, police members need high education, high mobility to maximize their work, however, the external environment faced by members of the police has also developed more complex and dynamic. The environmental change of the police organization certainly requires members of the police to have new ways and mindset of working so that the commitment of all members of the police to make changes in accordance with the values of community civilization. Every organization needs a commitment from organizational members to achieve organizational goals. The higher job satisfaction the higher career's commitment. Regarding to the problem, the purpose of this research is to examines the influence of organizational culture, job satisfaction, and leadership on organizational commitment. This quantitative study uses survey methode and literature studies to support its hyphotesis and uses Denison (2000) theory as its dimention to describe the field finding. The results shows that job satisfaction as a powerful variabel that gives effect to member's commitment, on the other hand, leadership gives direct influence to the commitment, while, organizational culture as a tool to the commitment gives more influence than both, leadership and job satisfaction."

"Tesis ini untuk mengetahui faktor-faktor yang berpengaruh terhadap kualitas komunikasi organisasi dengan melihat pengaruh iklim komunikasi, struktur organisasi, dan pengaruh budaya organisasi terhadap komunikasi organisasi. Berdasarkan pada teori Creswell, penelitian ini menggunakan metode kuantitatif, dengan penentuan responden melalui teknik acak bersusun. Uji validitas menggunakan analisa faktor eksploratori sehingga terbentuknya faktorfaktor baru bersifat acak, yang selanjutnya dapat diintreprestasi sesuai dengan faktor atau komponen atau konstruk yang terbentuk. Analisa data menggunakan regresi linear berganda. Hasil penelitian adalah kualitas komunikasi organisasi dipengaruhi oleh struktur organisasi dan budaya organisasi, namun tidak dipengaruhi iklim komunikasi yang terjadi di lingkungan organisasi.

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This thesis to determine the factors that influence the quality of organizational communication by looking at the influence of communication climate, organizational structure, and the influence of organizational culture on organizational communication. Based on the theory of Creswell, this study uses quantitative methods, to determine the respondents through random layered technique. Test validity using exploratory factor analysis so that the formation of new factors are random, which can further diintreprestasi according to factors or components or constructs formed. Analysis of the data using linear regression. The results were influenced by the quality of organizational communication and organizational culture organizational structure, but not influenced climate communication that happens within an organization."

"ABSTRAKTesis ini membahasas iklim keselamatan pada pekerja PT X yang diukur dengan menggunakan alat penilaian iklim keselamatan yang dikeluarkan oleh Health and Safety Executive United Kingdom. Penelitian ini adalah penelitian semi kuantitatif dengan desain desktiftif analitik.. Hasil penelitian didapatkan gambaran iklim keselamatan PT X dengan hasil baik tetapi masih ada faktor-faktor yang dapat ditingkatkan yaitu faktor komunikasi, lingkungan kerja, prosedur dan aturan, keterlibatan pekerja terkait keselamatan dan penilaian pekerja terhadap resiko. Variabel tingkat jabatan dan masa kerja serta dimensi job mempunyai pengaruh yang paling dominan terhadap iklim keselamatan.

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ABSTRACTThe focus of this study is PT X workers safety climate which measured by safety climate assessment tool that published by Health and Safety Executive. This research is semi quantitative descriptive interpretive and analytic. The results of this research is PT X workers has good safety climate performance, but there are some factors that must be improved such as communication, work environment, rule and procedure, involvement and appraisal of risk. Level of position, worker job duration and job dimension influence to safety climate performance."

"Komitmen organisasi pegawai di sektor publik sangat diperlukan, terutama yang bersentuhan dengan pelayanan kepada masyarakat.Saat ini terdapat penilaian yang beredar dimasyarakat terhadap kualitas sumber daya manusia (SDM) di indonesia yang masih cukup rendah, khususnya pada pekerja yang bekerja di pemerintahan, atau yang dikenal dengan sebutan pegawai negeri sipil (PNS). Penelitian ini bertujuan mengetahui hubungan antara motivasi dan iklim komunikasi organisasi dengan komitmen organisasi PNS Sekretariat Badan PPSDM Kesehatan menggunakan studi cross sectional. Populasi dari penelitian ini adalah seluruh pegawai Sekretariat Badan PPSDM Kesehatan dengan status PNS. Jumlah Total populasi dalam penelitian ini adalah sebanyak 143 orang. Berdasarkan hipotesa penelitian mengenai hubungan antara motivasi dengan komitmen organisasi PNS Sekretariat Badan PPSDM Kesehatan menggunakan uji korelasi pearson didapatkan nilai korelasi sebesar (r=0,616) yang menyatakan motivasi menunjukkan hubungan yang kuat dengan komitmen organisasi (Sugiyono, 2010) dan nilai signifikansi (p=0,000), sehingga dapat disimpulkan bahwa motivasi berhubungan secara signifikan dengan komitmen organisasi PNS Sekretariat Badan PPSDM Kesehatan, selanjutnya hipotesa penelitian mengenai hubungan antara iklim komunikasi organisasi dengan komitmen organisasi PNS Sekretariat Badan PPSDM Kesehatan didapatkan nilai korelasi sebesar (r=0,523) dan mempunyai nilai signifikansi (p=0,000), sehingga dapat disimpulkan bahwa iklim komunikasi organisasi berhubungan secara signifikan dengan komitmen organisasi PNS Sekretariat Badan PPSDM Kesehatan. Dalam analisis multivariat ditemukan bahwa motivasi adalah variabel yang paling dominan berhubungan dengan komitmen organisasi, sementara iklim komunikasi organisasi tidak memiliki pengaruh yang signifikan terhadap komitmen organisasi setelah dilakukan uji secara bersama. Dengan tidak signifikannya variabel iklim komunikasi organisasi setelah dilakukan uji secara bersama-sama dengan variabel motivasi bukan berarti variabel iklim komunikasi organisasi ini menjadi tidak penting, namun variabel lain harus dapat menjadi bahan pertimbangan dan dapat diteliti kembali untuk dikombinasikan sehingga menjadi variabel yang berpengaruh terhadap komitmen organisasi jika di uji secara bersama-sama.

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Organizational commitment of employees in the public sector is necessary, especially in contact with public services. Currently, in the community assessment of the quality of human resources (HR) in Indonesia is still low, especially in workers who work in government, or known as civil servants (PNS). This study aims to determine the relationship between motivation and organizational communication climate and organizational commitment Civil Servant of Secretary of The Agency for Development and Empowerment Human Resources of Health using a cross sectional study. The population of this research are all employees of Secretary of The Agency for Development and Empowerment Human Resources of Health with civil servant status. Total population in this study were a total of 143 people. Based on the research hypotheses on the relationship between motivation and organizational commitment using Pearson correlation test obtained correlation value of (r = 0.616), which states the motivation showed a strong relationship with organizational commitment (Sugiyono, 2010) and the value of significance (p = 0.000 ), so it can be concluded that motivation significantly related to organizational commitment, further research hypothesis on the relationship between organizational communication climate and organizational commitment obtained a correlation value of (r = 0.523) and has a significance value ( p = 0.000), so it can be concluded that organizational communication climate significantly related to organizational commitment. In multivariate analysis found that motivation is the most dominant variable related to organizational commitment, while the organizational communication climate does not have a significant effect on organizational commitment after the test together. With no significant climate variables organizational communications after the test together with the variables of motivation not mean organizational communications climate variables is not important, but the other variables must be taken into consideration and be examined again to be combined so that a variable that affects the organizational commitment if tested together."