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"Komitmen organisasi merupakan variabel individual pegawai yang memiliki peranan penting dalam upaya pencapaian tujuan organisasi. Komitmen yang tinggi akan mendorong pegawai melakukan upaya-upaya positif yang dapat memberikan kontribusi terhadap optimalisasi pelaksanaan tugas. Terkait dengan signifikansi komitmen organisasi tersebut, maka penelitian ini bertujuan untuk mengetahui pengaruh karakteristik pekerjaan dan kepuasan kerja terhadap komitmen organisasi pegawai Kantor Imigrasi Klas I Khusus Soekarno-Hatta. Penelitian menggunakan pendekatan kuantitatif dengan metode survei. Penelitian melibatkan 184 responden yang diambil dengan teknik acak sederhana. Pengumpulan data dilakukan dengan kuesioner dan data yang diperoleh selanjutnya dianalisis dengan menggunakan statistik deskriptif dan inferensial. Hasil pengujian hipotesis pertama menunjukkan bahwa terdapat pengaruh positif dan signifikan karakteristik pekerjaan terhadap komitmen organisasi pegawai, sehingga menunjukkan bahwa semakin sesuai karakteristik pekerjaan, maka semakin tinggi komitmen organisasi pegawai. Dari pengujian hipotesis kedua ditemukan bahwa kepuasan kerja memiliki pengaruh positif dan signifikan terhadap komitmen organisasi pegawai, yang berarti bahwa semakin tinggi kepuasan kerja, maka semakin tinggi komitmen organisasi pegawai. Sementara dari hasil pengujian hipotesis ketiga ditemukan bahwa karakteristik pekerjaan dan kepuasan kerja secara bersama-sama terhadap berpengaruh positif dan signifikan terhadap komitmen organisasi pegawai, sehingga menunjukkan bahwa semakin sesuai karakteristik pekerjaan dan semakin tinggi kepuasan kerja, maka semakin tinggi komitmen organisasi pegawai. Berdasarkan hasil penelitian tersebut, maka karakteristik pekerjaan perlu lebih diperhatikan dengan cara memperbaiki aspek-aspek yang masih kurang, seperti masalah penghargaan dari pimpinan dan upaya-upaya memberikan kritik kepada kolega. Oleh karena itu, demikian pimpinan harus lebih menyadari akan pentingnya pemberian penghargaan kepada pegawai sebagai upaya untuk memotivasi pegawai dan perlu menekankan pentingnya memberikan kritik dan memberikan masukan kepada sesama pegawai di kantor. Pihak manajemen juga mengakomodasi aspirasi dari bawahan. Kepuasan kerja pegawai juga perlu ditingkatkan dengan cara memberikan insentif dan tunjangan berdasarkan pada kontribusi pegawai terhadap organisasi, melaksanakan promosi jabatan secara adil dan transparan, dan melaksanakan kepemimpinan secara efektif.

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Organizational commitment is the individual variable that have important role in acheving organization goals. High commitment will drive the officer to doing positive efforts tha cant giving contribution to optimizing in performing the tasks. Relate to signifcation of organizational commitment, then this research aimed to know the influence of job characteristics and job satisfaction on officer organizational commitment of Soekarno-Hatta Imigration Office. This research use quantitative approach with survey method. The research involved 184 respondents that taken by simple random sampling. Data collected with questionnaire and analyzed with descriptive and inferential statistic. The first result of hypothesis testing show that have positive and significant effect job characteristics on organizational commitment, so that indicate more appropriate job characteristic, then higher officer organizational commitment. From the second hypothesis testing found that job satisfaction have positive and significant effect on officer organizational commitment, that mean more high job satisfaction, then higher officer organizational commitment. While from third hypothesis testing found that job characteristic and job satisfaction simultaneously have positive and significant effect on officer organizational commitment. It mean that more appropriate job characteristic and more high job satisfaction, then higher officer organizational commitment. Based on result of this research, then job characteristic need to give more attentions with improved the aspects that still less, such as reward from leader and the effort to giving critic to co worker. Therefore, the leader must have more awareness about the importance of giving reward to officer for motivated the officer and need to emphasis the importance of giving critic and input to co worker. Job satisfaction also need to improved with giving incentive and allowance based on contribution of officer to organization, performing career promotion fairly and transparently, and performing leadership effectively."

"Penelitian ini bertujuan mengungkapkan pengaruh yang signifikan budaya organisasi dan kepuasan kerja terhadap komitmen organisasional pegawai KPP Pratama Jakarta Menteng Dua. Metode penelitian yang digunakan adalah pendekatan kuantitatif dengan teknik pengumpulan data berupa penyebaran kuesioner dengan model skala likert.Hasil penelitian ini menunjukkan hal-hal berikut ini. Pertama, terdapat pengaruh positif dan signifikan budaya organisasi terhadap komitmen organisasional pegawai KPP Pratama Jakarta Menteng Dua. Kedua, terdapat pengaruh positif dan signifikan kepuasan kerja terhadap komitmen organisasional pegawai KPP Pratama Jakarta Menteng Dua. Ketiga, terdapat pengaruh positif dan signifikan budaya organisasi dan kepuasan kerja secara bersama-sama terhadap komitmen organisasional pegawai KPP Pratama Jakarta Menteng Dua.

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This research aimed to reveal the significant effect of organizational culture and job satisfaction on the employee organizational commitment of Tax Office Service Pratama Jakarta Menteng Dua. The type of the research method is quantitative approach with scale likert questionnaire as the data collection technique.Results of research indicated that first, there is positive and significant effect of organizational culture on the employee organizational commitment of Tax Service Office Pratama Jakarta Menteng Dua; Second, there is positive and significant effect of job satisfaction on the employee organizational commitment of Tax Service Office Pratama Jakarta Menteng Dua; Third, there is positive and significant effect of organizational culture and job satisfaction as a whole on the employee organizational commitment of Tax Service Office Pratama Jakarta Menteng Dua."

"ABSTRAKNama : Dodi BadariantoProgram Studi : Ilmu Kesehatan MasyarakatJudul : Hubungan Karakteristik Personal dan Kepuasan Kerja DenganKomitmen Keorganisasian Tenaga Kesehatan Penugasan Khususdi Daerah Tertinggal, Perbatasan dan Kepulauan Analisis DataMonev Nusantara Sehat 2016 Penelitian ini bertujuan untuk meneliti hubungan antara karakteristik personal dankepuasan kerja dengan komitmen keorganisasian pada tenaga kesehatanpenugasan khusus berbasis tim di DTPK. Penelitian ini menggunakan metodekuantitatif. Sampel dari penelitian ini adalah 467 orang tenaga kesehatanpenugasan khusus berbasis tim dalam rangka mendukung Program NusantaraSehat. Pengukuran terhadap kepuasan kerja dilakukan dengan menggunakanMinnesotta Satisfaction Quesionnaire MSQ , sedangkan pengukuran terhadapkomitmen keorganisasian menggunakan Organizational CommitmentQuestionnaire OCQ yang dikembangkan oleh Allen Meyer. Penelitian inimenggunakan Structural Equation Modelling SEM berbasis kovarian untukmenjawab rumusan masalah. Hasil penelitian menunjukkan bahwa terdapathubungan yang positif antara karakteristik personal yang terdiri dari umur, lamakerja dan status pernikahan dengan komitmen keorganisasian sedangkan tingkatpendidikan menunjukkan hubungan yang negatif dengan komitmenkeorganisasian. Selain itu, juga ditemukan bahwa Kepuasan Kerja berhubunganpositif dengan komitmen keorganisasian.Kata Kunci: Karakteristik Personal, Kepuasan Kerja, Komitmen Keorganisasian.

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ABSTRACTABSTRACTName Dodi BadariantoStudy Program Public Health ScienceTitle Relationship of Personal Characteristics and Job Satisfactionwith Organizational Commitment of Health Workers inUnderdeveloped, Border and Islands Area in 2016This research examines the Relationship of Personal Characteristics and JobSatisfaction with Organizational Commitment of Team Based Health Workers inUnderdeveloped, Border and Islands Area DTPK . The research used quantitativemethod. Subject of the research is 467 Team Based Health Workers in order tosupport Nusantara Sehat Program. Measurement of job satisfaction by usingMinnesota Satisfaction Questionnaire MSQ , while the measurement oforganizational commitment using the Organizational Commitment Questionnaire OCQ developed by Allen Mayer. In this research, Covariance Based StructuralEquation Modelling SEM was used to answer the research questions. The resultsshowed Personal Characteristics consisting of age, tenure and marital status havea positive relationship with organizational commitment, while education levelhave a negative relationship with organizational commitment. It was alsodiscovered that job satisfaction had a positive relationship with organizationalcommitment.Keywords personal characteristics, job satisfaction, organizational commitment"

"Penelitian ini bertujuan untuk mengetahui hubungan antara komitmen organisasi dan pengembangan karir dengan kepuasan kerja pegawai Kantor Pelayanan Pajak Perusahaan Masuk Bursa (KPP PMB). Komitmen organisasi dan pengembangan karir difungsikan sebagai variabel bebas dan kepuasan kerja sebagai variabel terikat.Komitmen organisasi diartikan sebagai kekuatan yang bersifat relatif dari individu dalam mengidentifikasikan keterlibatan dirinya kedalam bagian organisasi, yang meliputi: kepercayaan dan penerimaan yang kuat terhadap tujuan organisasi, kesediaan berusaha sungguh-sungguh untuk organisasi, tujuan dan keinginan yang kuat untuk memelihara keanggotaannya dalam organisasi. Pengembangan karir adalah usaha merespons kebutuhan karir karyawan dengan menyediakan program-program untuk memenuhi kebutuhan karir individu bagi pengembangan dirinya sekarang dan di masa depan melalui tahap eksplorasi, penanaman, perawatan, dan pelepasan. Sementara kepuasan kerja adalah keadaan emosional yang menyenangkan yang dirasakan oleh oleh seseorang terhadap pekerjaannya yang diukur berdasarkan indikator: pekerjaan, penyelia, teman sekerja, promosi, gaji, dan komunikasi.Penelitian menggunakan pendekatan korelasional dengan melibatkan 86 sampel (responder) yang diambil secara acak sederhana. Pengumpulan data dilakukan dengan kuesioner yang telah diuji validitas dan reliabilitasnya. Data yang diperoleh dianalisis dengan rumus korelasi Spearman Rho yang perhitungannya dilakukan dengan program SPSS versi 12.Hasil analisis deskriptif menunjukkan bahwa komitmen organisasi secara umum tinggi, pengembangan karir baik dan kepuasan kerja tinggi. Sedangkan hasil pengujian hipotesis menunjukkan bahwa komitmen organisasi memiliki hubungan positif dan signifikan dengan kepuasan kerja, dan pengembangan karir memiliki hubungan positif dan signifikan dengan kepuasan kerja. Dengan demikian kesimpulan penelitian ini adalah semakin tinggi komitmen organisasi dan semakin baik pegembangan karir, maka semakin tinggi kepuasan kerja pegawai.Oleh karena itu, komitmen organisasi pegawai KPP PMB perlu dioptimalkan secara terus menerus dengan cara rasionalisasi pola pikir para pegawai yang lebih realistis bahwa KPP PBM adalah instansi publik ternpat mencari nafkah hidup dan sekaligus wahana pengabdian kepada masyarakat, bangsa dan negara serta otoritas KPP PBM atau DJP lebih serius memenuhi keinginan, harapan dan kebutuhan aktual pegawai sebagai aset organisasi yang utama; pola dan pelaksanaan pengembangan karir pada KPP PBM perlu dikembangkan dengan cara lebih menjaga faktor obyektivitas dan rasa keadilan bagi setiap pegawai serta berusaha memperbaiki aspek-aspek dari pengembangan karir yang dinilai oleh pegawai masih belum maksimal; dan dilakukan penelitian lanjutan dengan desain penelitian serupa tentang kepuasan kerja dengan mengambil variabel babas yang berbeda misalnya kompensasi, komunikasi organisasi, budaya organisasi, kepemimpinan, dan lingkungan kerja.

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This research was aimed to analyze the relationship between organizational commitment and career development with job satisfaction among employees of Kantor Pelayanan Pajak Perusahaan Masuk Bursa. Organizational commitment and career development functioned as independent variable and job satisfaction as dependent variable.

Organization commitment interpreted as the strength having the character of relative from individual in identifying involvement of self into organizational shares, which cover: strong acceptance and trust to organization purpose, readiness try seriously to organizational, strong desire and purpose to look after his membership in organization. Career development is the effort response requirement of employees? career by providing the programs to fulfill requirement of individual career for development of self now and in future through phase exploration, cultivation, treatment, and release. Whereas job satisfaction is pleasant emotional situation which felt by someone to his work which measured pursuant to indicator: work, supervisor, coworker, promotion, salary, and communications.

Correlation approach using in this research and 86 subjects drew using simple random sampling. Documents analysis and valid and reliable questionnaires were used to derive data. Spearman Rho and Spearman Brown were utilized as validity testing and reliability testing technique. Obtained data then were analyzed using Spearman Rho Correlation calculated with SPSS Version 12.

Descriptive analysis result indicate that organizational commitment in general high, career development is good and job satisfaction is high. The result of hypothesis examination indicate that organizational commitment have the positive relationship and significant with job satisfaction, and career development have positive relationship and significant with job satisfaction. Thereby conclusion of this research is excelsior organizational commitment and good progressively career development, hence excelsior jib satisfaction.

Therefore, organizational commitment officer of KPP PMB needed optimal continually by patterned thinking rationalization the officers more realistic that KPP PBM is public institution of place do life earn and at the same time devotion means to society, state and nation and also authority of KPP PBM or DJP more serious fulfill desire, expectation and requirement actual officer as prima facie organizational asset; pattern and implementation of career development of KPP PBM needed to develop by more taking care of factor objectivity and sense of justice for every officer and also try to improve of aspects career development assessed by officer still not yet ever been maximal; and done by the research of continuation with design similar research concerning job satisfaction by taking the different independent variable for example compensation, organizational communications, organization culture, leadership, and work environment."

"ABSTRAKPenelitian ini bertujuan untuk mengetahui hubungan karakteristik pekerjaan dan kompensasi dengan kepuasan kerja pegawai Kantor Pemeriksaan Pajak (Karikpa) Tangerang. Karakteristik pekerjaan merupakan dimensi inti pekerjaan yang berisi sifat-sifat tugas yang bersifat khusus yang ada di dalam semua pekerjaan dan dirasakan oleh para pekerja dan dianggap dapat mempengaruhi sikap dan perilaku pekerja terhadap pekerjaan, yang meliputi aspek: variasi keterampilan, identitas tugas, signifikansi tugas, otonomi, dan umpan balik. Kompensasi adalah segala sesuatu yang diterima para karyawan sebagai balas jasa untuk kerja mereka dalam bentuk: gaji, insentif, dan tunjangan. Sementara kepuasan kerja ialah keadaan emosional yang menyenangkan yang dimiliki oleh seseorang yang berkaitan dengan: pekerjaan, penyelia, teman sekerja, dan promosi.Pendekatan penelitian yang digunakan adalah pendekatan kuantitatif dan jenis penelitian survei. Jumlah sampel penelitian sebanyak 55 orang yang pengambilannya dilakukan dengan teknik sensus. Data dikumpulkan dengan melakukan penelitian lapangan menggunakan kuesioner yang telah diuji validitas dan reliabilitasnya. Data yang diperoleh selanjutnya dianalisis dengan menggunakan korelasi Spearman Rank dan t-test yang pengolahannya dilakukan dengan program menggunakan SPSS versi 13.0. Hasil analisis deskriptif menunjukkan bahwa secara umum karakteristik pekerjaan dan kompensasi di Kantor Pemeriksaan dan Penyidikan Pajak (Karikpa) Tangerang tergolong baik, sedangkan kepuasan kerja tergolong tinggi.Sementara dari hasil analisis statistik diketahui bahwa karakteristik pekerjaan memiliki hubungan positif dan signifikan dengan kepuasan kerja pegawai Kantor Pemeriksaan dan Penyidikan Pajak (Karikpa) Tangerang. Hasil ini bermakna bahwa semakin baik atau sesuai karakteristik pekerjaan maka semakin tinggi kepuasan kerja pegawai, sebaliknya semakin buruk atau tidak sesuai karakteristik pekerjaan maka semakin rendah kepuasan kerja pegawai. Demikian pula dengan kompensasi, juga memiliki hubungan positif dan signifikan dengan kepuasan kerja pegawai Kantor Pemeriksaan dan Penyidikan Pajak (Karikpa) Tangerang. Hasil ini memberikan arti bahwa semakin baik atau semakin memuaskan kompensasi maka semakin tinggi kepuasan kerja pegawai; sebaliknya semakin buruk atau semakin tidak memuaskan kompensasi maka semakin rendah kepuasan kerja pegawai.Dengan merujuk pada hasil penelitian tersebut, maka karakteristik pekerjaan perlu dipertahankan eksistensinya dengan melakukan penyempurnaan secara terus menerus atas pelaksanaan karakteristik pekerjaan dengan mengamokodasi aspirasi pegawai. Sistem kompensasi juga perlu diperbaiki dengan cara senantiasa mempertimbangkan aspek-aspek kebutuhan aktual pegawai dalam memberikan kompensasi dalam bentuk insentif dan tunjangan/penghargaan khusus.

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ABSTRACTThis research was purposed to examine the relationship between job characteristics and compensation with job satisfaction of the employees of Karikpa Tangerang. Job characteristics was a core dimension containing traits of task which specifically characterizing in all jobs and perceived by employees and regarded could influence attitudes and behaviors of employees toward jobs, which including: skill variation, task identity, task significance, autonomy, and feedback. Compensation was anything received by employees as a reward for their works in the form of: salary, incentive, and allowance. Whereas job satisfaction was a pleasant emotional state perceived by individual related with: jobs, supervisors, colleagues, and promotions.Quantitative method and survey study were deployed. 55 respondents drawn using census technique were participated in this study. Valid and reliable questionnaires were used to collect data. Obtained data then were analysed with Rank Spearman Correlation and t-test assisted with SPSS Ver.13. Descriptive analysis showed that generally, job characteristics and compensation in Karikpa Tangerang were good, whereas job satisfaction was high. Statistical analysis showed that job characteristics had a positive and significant correlation with job satisfaction of the employees of Karikpa Tangerang.This result indicated that the better or comply with job characteristics, the better job satisfaction of employees, on the contrary, the worse or did not comply with job characteristics, the worse job satisfaction of employees. Moreover, compensation had also a positive and significant correlation with job satisfaction of employees of Karikpa Tangerang. It indicated that the better of more satisfying compensation, the better job satisfaction; and vice-versa.Based on the results, job characteristics needs maintaing its existence by enhancing job characteristics implementations continuously and acommodating employees? aspirations. Compesation system needs increasing as well by considering all aspects of employees? actual needs in giving compensation in the form of incentive, allowance, or special award."

"ABSTRAKPenelitian ini dilakukan untuk menganalisis pengaruh kepuasan kerja terhadapkomitmen organisasi pegawai KPP di Jakarta. Selain itu penelitian ini jugadilakukan untuk mengetahui kondisi komitmen organisasi dan kepuasan kerja parapegawai di KPP tersebut sampai pada dimensi masing-masing variabel tersebut.Sampel yang digunakan dalam penelitian ini berjumlah 438 pegawai di beberapaKPP di Jakarta. Penelitian ini menggunakan analisis dskriptif, regresi linearsederhana dan general linear model. Penelitian ini menggunakan kuesionerOrganizational Commitment Scale yang dikembangkan Allen dan Meyer untukmengukur komitmen organisasi dan kuesioner Job Satisfaction Survey yangdikembangkan Spector untuk mengukur kepuasan kerja. Hasil penelitianmenemukan bahwa kepuasan kerja berpengaruh positif terhadap komitmenorganisasi. Apabila dilihat berdasarkan dimensinya, hanya beberapa dimensi darikepuasan kerja yang berpengaruh positif dan signifikan terhadap dimensi darikomitmen organisasi yakni dimensi rekan kerja, sifat pekerjaan dan komunikasiterhadap komitmen affective serta dimensi gaji, promosi dan sifat pekerjaanterhadap komitmen normative. Hasil penelitian ini juga menemukan bahwakondisi komitmen organisasi masuk dalam kategori sedang dan kepuasan kerjajuga masuk dalam kategori sedang. Hasil penelitian ini menyarankan untukmenganisis lebih lanjut mengenai pengaruh kepuasan kerja terhadap komitmenorganisasi dalam skala yang lebih besar yakni Direktorat Jenderal Pajak.

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ABSTRACTThis research analyzes the influence of job satisfaction on organizationalcommitment of Tax Offices employees at Jakarta. This research also analyzes thecondition of organizational commitment and job satisfaction of Tax Officesemployees at Jakarta and also the dimensions of each variable. The sample used inthis research was 438 employees of several Jakarta Tax Offices.This research useddescriptive analysis, simple regresion and general linear model. This researchutilize Organizational Commitment Scale of Allen and Meyer to measure theorganizational commitment and Job Satisfaction Survey of Spector to measure jobsatisfaction.The research result shows that job satisfaction positively influencesorganizational commitment. The result of dimension of each variable shows thatonly several dimensions of job satisfaction influence the dimensions oforganizational of commitment, they are coworker, nature of work, communicationon affective commitment and pay, promotion and nature of work on normativecommitment. This research result also shows that the condition of employeesorganizational commitment is on the medium level and job satisfaction is also onthe medium level. This research suggest to do further study of analyzing theinfluence of job satisfaction on organizational commitment of employees at thehigher level, Directorate General of Taxation."

"Skripsi ini membahas pengaruh kepuasan kerja, komitmen organisasi, dan stres kerja terhadap intensi perpindahan kerja karyawan. Peneliti melakukan survey sebagai metode perolehan data kepuasan kerja, komitmen organisasi, stres kerja, dan intensi perpindahan kerja masing - masing karyawan PT Control Systems Arena Para Nusa Jakarta. Setelah dilakukan uji regresi berganda, diketahui bahwa komitmen organisasi memiliki pengaruh negatif yang signifikan terhadap intensi perpindahan kerja karyawan. Sementara untuk kepuasan kerja dan stres kerja tidak memiliki pengaruh yang signifikan. Organisasi yang ingin mengendalikan intensi perpindahan kerja anggotanya sebaiknya memfokuskan pada upaya peningkatan komitmen organisasi setiap anggotanya terhadap organisasi.

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The focus of this study is to discuss influence of job satisfaction, organizational commitment, and job stress toward employee turnover intention. Survey is used as data collection method from employee of PT Control Systems Arena Para Nusa Jakarta. From the multiple regression test, we found that organizational commitment have a significant negative effect on employee turnover intention. While job satisfaction and job stress don't have significant effect on employee turnover intention. Organization who tries control employee turnover intention should be focusing on developing organizational commitment of the employee."

"Penelitian ini mengusulkan bahwa pegawai membentuk family-supportive organization perception (FSOP) yang memberikan pengaruh terhadap komitmen afektif serta kepuasan kerja melalui proses work-to-family conflict serta work-to-family enrichment. Hipotesis diuji menggunakan data yang diambil dari 522 orang pegawai sebuah BUMN melalui survei online. Hasil yang didapatkan melalui structural equation modeling menunjukkan bahwa meskipun work-to-family enrichment ditemukan memiliki pengaruh positif terhadap komitmen afektif serta kepuasan kerja, namun secara tidak terduga FSOP tidak menunjukkan pengaruh seperti yang diperkirakan terhadap komitmen afektif dan kepuasan kerja maupun dimensi work-to-family.

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This study suggests that employee developed family-supportive organization perception (FSOP) which in turn relates to affective commitment and job satisfaction through the processs of work-to-family conflict and work-to-family enrichment. Hypothesis tested using data of 522 employees from a state-owned company thorugh an online survey.

Results obtained using structural equation modeling suggested that although work-to-family enrichment was found positively related towards affective commitment and job satisfaction, surprisingly, family-supportive organization perception did not have the intended effects on either affective commitment and job satisfaction or work-to-family dimensions."

"Penelitian ini bertujuan untuk melihat pengaruh Kepuasan Kerja, Komitmen Organisasi, dan Persepsi Mengenai Dukungan Organisasi terhadap Keinginan Karyawan untuk Keluar dari Perusahaan Karyawan di PT. PAM Lyonnaise Jaya (PALYJA), Jakarta. Secara spesifik akan dianalisis hubungan antar dimensi antara Persepsi Mengenai Dukungan Organisasi, Kepuasan Kerja, Komitmen Organisasi, dan Keinginan Karyawan untuk Keluar dari perusahan. Penelitian ini juga akan menganalisis peran Komitmen Organisasi sebagai mediator antara Kepuasan Kerja dan Persepsi Mengenai Dukungan Organisasi dengan Keinginan Karyawan untuk Keluar dari Perusahaan.Dalam penelitian sebelumnya, telah ditemukan bahwa Keinginan Karyawan untuk Keluar dari Organisasi terutamanya dipengaruhi Kepuasan Kerja. Jika Karyawan memiliki kepuasan kerja yang tinggi, maka Keinginannya untuk keluar dari perusahaan akan turun. Hubungan negatif serupa ditemukan juga pada Komitmen Organisasi dan Persepsi Mengenai Dukungan Organisasi terhadap Keinginan Karyawan untuk Keluar dari Organisasi. Beberapa penelitian juga menemukan bahwa semakin tinggi Persepsi Mengenai Dukungan Organisasi, maka kepuasan kerja dan komitmen organisasi yang dimiliki karyawan juga akan meningkat. Komitmen organisasi juga ditemukan sebagai mediator hubungan antara kepuasan karyawan dan Persepsi Mengenai Dukungan Organisasi terhadap keinginan karyawan untuk keluar dari perusahaan.Metoda yang digunakan dalam penelitian ini adalah metoda deskriptif analitis. Pengambilan data dilakukan pada bulan Mei ? Juni 2008 melalui kuesioner dengan jumlah butir pernyataan sebanyak 40. Jumlah responden yang isian kuesionernya dipakai dalam penelitian adalah sebanyak 102 orang yang dipilih secara acak. Sebelum dilakukan pengolahan data, instrumen penelitian diuji validitas dan reliabilitasnya dengan menggunakan software SPSS versi 15.0, berturut-turut menggunakan spearman-rank dan koefisien Alpha Cronbach. Dalam melaksanakan pengolahan data untuk memperoleh statistik deskriptif, penulis menggunakan MsExcel 2003, sedangkan untuk statistik inferensi, penulis menggunakan Structured Equation Modelling (SEM) dalam LISREL 8.30 untuk menguji model hubungan struktural yang dihipotesiskan dalam penelitian ini.Hasil yang diperoleh dalam penelitian ini menunjukkan bahwa Keinginan Karyawan untuk Keluar dari Perusahaan terutamanya dipengaruhi secara negatif oleh besarnya Persepsi Karyawan akan Dukungan Organisasi. Selain itu keinginan karyawan untuk keluar dari perusahaan juga dipengaruhi secara negatif oleh Komitmen Organisasi dan Kepuasan Kerja. Persepsi Mengenai Dukungan Organisasi secara positif memiliki pengaruh terhadap Kepuasan Kerja dan Komitmen Organisasi. Karyawan yang merasa bahwa perusahaan memberikan penghargaan terhadap ide dan kontribusi karyawan, menunjukkan kepedulian terhadap masalah karyawan, dan memberikan perhatian terhadap kesejahteraan karyawan, akan memiliki tingkat kepuasan kerja yang tinggi.Tingkat kepuasan kerja yang tinggi akan berpengaruh positif terhadap komitmen karyawan terhadap organisasi. Di sisi lain, persepsi karyawan akan dukungan organisasi juga secara langsung berpengaruh positif terhadap komitmen organisasi. Penghargaan dan perhatian yang diberikan oleh perusahaan terhadap karyawannya, akan membuat karyawan merasa memiliki komitmen untuk tetap bekerja di perusahaan. Karyawan dengan komitmen organisasi yang tinggi akan cenderung loyal terhadap perusaahaan, sehingga keinginannya untuk meninggalkan perusahaan rendah. Melalui uji kecocokan model, diperoleh hasil bahwa model yang diajukan sudah sesuai dengan data. Dari pengujian mediasi, ditemukan bahwa komitmen organisasi ini menjadi mediator hubungan antara persepsi mengenai dukungan organisasi dengan keinginan karyawan untuk keluar dari organisasi.Untuk organisasi, hasil penelitian ini menegaskan persepsi karyawan akan dukungan organisasi memiliki peranan penting dalan menentukan keinginan karyawan untuk keluar dari perusahaan, baik secara langsung, maupun lewat pembentukan kepuasan kerja dan komitmen organisasi. Untuk mempertahankan karyawannya, pihak manajemen dituntut untuk lebih memberikan penghargaan terhadap ide dan kontribusi karyawan, perhatian terhadap permasalahan karyawan, dan juga perhatian terhadap kesejahteraan karyawannya. Hal tersebut dapat dilakukan dengan memberikan penghargaan terhadap prestasi yang dilakukan oleh karyawan, misalnya dengan pemberian bonus yang besarnya disesuaikan dengan kinerjanya selama periode tertentu atau memberikan penghargaan kepada karyawan yang telah bekerja sekian lama. Untuk penelitian selanjutnya disarankan untuk juga meneliti faktor-faktor lain yang bisa mempengaruhi keinginan karyawan untuk keluar dari perusahaan, seperti karakter individu, persepsi mengenai ketebatasan alternatif lapangan kerja, kompensasi, iklim organisasi, kepemimpinan, lingkungan organisasi, dan budaya organisasi.

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The objective of this study was to understand the relationship among Job Satisfaction, Organizational Commitment, Perceived Organizational Support and Intention to Leave within PALYJA?s employee. More detail analysis was performed to the relationship among each dimension, Job Satisfaction, Organizational Commitment, Perceived Organizational Support and Intention to Leave. Analysis was also performed to examine the role of Organizational Commitment as mediator in the relationship between Job Satisfaction, and Perceived Organizational Support with Intention to Leave.Previous researches had found that intention to leave was explained best by Job Satisfaction. Employee with higher Job Satisfaction will exhibit low intention to leave. Similar negative relationships were also found between Organizational Commitment and Intention to leave and between Perceived Organizational Support and Intention to leave. Other researches also found that the higher the Perceived Organizational Support, the higher Job Satisfaction and Organizational Commitment would be. Organizational Commitment also had been indicated as a mediator in the relationship between Organizational Commitment and Intention to leave and between Perceived Organizational Support and Intention to leave.The research used descriptive analytical methods. The data was collected using a questionnaire and the survey was conducted during May ? June 2008. The respondent was randomly picked. The number of valid questionnaire was 102. The validity and reliability of the instruments had been tested using SPSS versi 15.0. Spearman-rank and Alpha Cronbach was the method in performing the test respectively. Descriptive statistics was obtained using MsExcel 2003, and Inferential Statistic was obtained using Structured Equation Modelling (SEM) in LISREL 8.30 to test the hypothesized structural model.The result of the research was that Intention to Leave is mostly affected negatively by Perceived Organizational Support. Intention to leave is also affected by Job Satisfaction and Organizational Commitment. Perceived Organizasional Support positively have impact on Job Satisfaction and Organizational Commitment. Employee who feels that his company giving appreciation to their ideas and contributions, pay attention to their problems, and care about their prosperity and job satisfaction, will have high job satisfaction.Higher level of job satisfaction will increase employee commitment. In other side, Perceived Organisational Support will directly affect Organizational Commitment. Company?s appreciation and attention towards its employees, will develop their commitment to stay within the organisation. Employee with higher organisation commitment tends to more loyal to his company therefore will decrease their intention to leave. The result of model fit test can be summarised that the proposed model has fit the data. From mediation test, also found that Organisational Commitment is a mediator in the relationship between Perceived Organisational Support with Intention to Leave.Suggestion for management, this study implies that Perceived Organisational Support have important role in employee?s intention to leave, directly and indirectly by affecting the Job Satisfaction and Organisational Commitment. In order to retain its employee, management should give more appreciation to employee?s ideas and contribution; paying more attention to their problems; and also giving more concern to their prosperity and satisfaction. Suitable retention program can be done by giving appreciation to employee?s outstanding contribution, by giving bonuses based on their achievement during a certain period or giving appreciation for employee?s lifetime service. For the future researches, it suggested to study other factor that can affect employee?s intention to leave, such as employee?s characteristics, employee?s perception on limited alternative job, compensation, organisational climate, leadership, organisational environment, and organisational culture."

"Directorate General of Society Services? vision is to rebuild the unity of life and living relation of those in society services as individual, member of society and God's creature (Rebuilding Self-Reliant Individuals). In implementing this vision, the Directorate General of Society Services states missions, to implement the caring of convicts, supervising members of society services and managing state confiscations in rule of law framework, prevent and anticipating crime as well as improving and protecting human rights.These vision and missions are very noble but not easy to realize. The level of crime at the present moment shows sharp increase in quantity and quality with the ongoing globalization. In order to deal, anticipate and implement the vision and missions above, good, professional and highly dedicated employees at Directorate General of Society Services are needed. One of the efforts to have good, professional and highly dedicated employees at Directorate General of Society Services is through the fulfillment of work satisfaction. The main problem posed in this research is whether there is a relation between motivation, compensation and organizational climates to work satisfaction of employees at Directorate General of Society Services.Literature study indicates work satisfaction can be fulfilled by giving high motivation, fulfillment of reasonable compensation and the creation of conduciveness organizational climates. This refer to the opinion of McClelland in Gibson (1996: 111) stating that the pattern of motivation which can fulfill the work satisfaction comprised of need for achievement, affiliation, and power. Mondy and Noe related compensation with work satisfaction, which comprised of direct and indirect financial compensation and non financial compensation. Furthermore Litwin and Stringer in Gibson (1996: 322) stated that 10 dimensions of organizational climates to fulfill work satisfaction comprised of work structure, challenges and responsibility, support and interaction, reward and sanction relation, conflict, risk, status and spirit as well as competence and flexibility.The population in this research is 505 employees at Directorate General of Society Services, with 20% sample taken from population. According to Arikunto (1993: 107) the amount of sample taken is representative or able to represent the population when the amount is big enough between 10% to 15% or 20% to 25% or more. Sample was selected using proportional stratified sampling technique. The instrument of research is questioners which are built from the indicators of each variable using Likert scale measuring tools. Before the analysis is done, the instrument is tested for its validity and reliability, and then the data were analyzed based onfrequency, mean, median, modus and category. Further more the relation analysis between variables of research is done using non parametric correlation method of Spearman-rho,The result of this research is that there is 99% trust that there is a very strong relation between motivation variable and work satisfaction with score 0.799 and between compensation variable to work satisfaction which is rather moderate with score 0,515. The relation between organizational climates variable to work satisfaction is strong with score 0.693. This means that when motivation, compensation and organizational climates variables is high, the work satisfaction would also be high.The implication of this result is there is a need for reasonable recognition to the article 8 verse 1 of Law No. 12, 1995 on Society Services: "the officers of society services are law enforcement functional officers". Hence, treatment equal to other law enforcer such as police, prosecutor, judge, etc. is expected. When this is fulfilled, this can give high motivation, fair and reasonable rate of compensation fulfillment and producing conduciveness organization climates, which will lead to work satisfaction."