ABSTRAK
Penelitian ini dilakukan untuk mengetahui pengaruh konflik tugas, konflik afektif,dan konflik peran terhadap komitmen organisasi, serta menentukan intervensiyang tepat untuk mengatasi masalah organisasi. Dalam menelusuri permasalahanorganisasi, peneliti melakukan pengambilan data kuantitatif dan kualitatif, dimanadata kuantitatif dijadikan sebagai data utama dan data kualitatif dijadikan sebagaidata pendukung. Peneliti menyebarkan kuesioner konflik tugas, konflik afektif,konflik peran dan komitmen organisasi. Dugaan awal sesuai penggalian datakualitatif yaitu adanya pengaruh antara konflik tugas, konflik afektif, konflikperan secara bersamaan terhadap komitmen organisasi.Untuk mengetahui dugaan tersebut, kemudian peneliti mengukur korelasi antarakonflik tugas, konflik afektif, dan konflik peran dengan komitmen organisasi.Hasil perhitungan tersebut menunjukkan bahwa terdapat hubungan negatifsignifikan antara konflik tugas, konflik afektif, konflik peran terhadap komitmenorganisasi. Kemudian ketiga konflik tersebut secara bersamaan diuji pengaruhnyaterhadap komitmen organisasi dengan menggunakan metode perhitunganstandard multiple regression. Melalui perhitungan tersebut diketahui bahwaketiga konflik berpengaruh terhadap komitmen organisasi. Selain itu, dari ketigajenis konflik tersebut, konflik tugas memiliki skor kontribusi (sr2) terbesarterhadap komitmen organisasi. Artinya konflik tugas memiliki kontribusi palingpenting dalam mempengaruhi komitmen karyawan terhadap organisasi di DivisiEM PT. XYZ. Kemudian melalui hasil tersebut diperoleh pula bahwa intervensiyang tepat untuk mengatasi masalah organisasi adalah intervensi pelatihan teambuilding. Pelatihan team building dinyatakan efektif dalam meningkatkanpemahaman peserta terkait dengan materi yang diberikan.
Abstract
The study was conducted to determine the effect of task conflict, affectiveconflict, and role conflict on organizational commitment, and determineappropriate interventions to address organizational issues. In tracing theorganizational problems, researchers conducted a quantitative and qualitative datacollection, where quantitative serve as the primary data and qualitative data usedas supporting data. Researcher distributing questionnaires task conflict, affectiveconflict, role conflict and organizational commitment. Preconception ofappropriate 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 betweentask conflict, affective conflict, and conflict with the role of organizationalcommitment. The results of these calculations indicate that there is a significantnegative relationship between task conflict, affective conflict, role conflict onorganizational commitment. Then the three conflicts simultaneously tested theireffects on organizational commitment using standard multiple regression methodsof calculation. Through calculations it was found that all three conflicts affectorganizational commitment. In addition, the three types of conflict, task conflicthas the largest score contribution (sr2) organizational commitment. This meansthat task conflict has contributed the most important in influencing employeecommitment to the organization at EM Division PT. XYZ. Then through theresults obtained are that the appropriate interventions to address the problems theorganization is team building training interventions. Team building training isdeclared effective in improving participants' understanding related to the materialprovided. |
