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"Perilaku caring perawat merupakan salah satu perilaku anggota organisasi yang dipengaruhi budaya organisasi. Penelitian ini bertujuan menganalisis faktor budaya organisasi dengan perilaku caring perawat pelaksana di RSAS Kota Gorontalo. Survey analitik secara cross sectional dengan menggunakan uji chi square pada 120 perawat pelaksana menunjukkan ada hubungan yang bermakna antara status pernikahan, komunikasi, pelatihan, reward, pengambilan keputusan dan manajemen dengan perilaku caring perawat (p=0.000-0,042; α=0,05). Variabel yang paling dominan berhubungan dengan perilaku caring perawat adalah pelatihan, sehingga pelatihan perlu ditingkatkan di RSAS Kota Gorontalo terutama bagi perawat yunior.

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Nurse caring behaviors is one organization that influenced the behavior of members of the organization's culture. This study aims to analyze the factors of organizational culture that correlate with nurse caring behavior in RSAS Kota Gorontalo. The analytical survey with cross sectional using the chi square test on 120 nurses showed that there was significant correlation between marriage status, communication, training, reward, decision making, and nurses care managemnent (p= 0000-0.042; α = 0.05). The most dominant variable associated with nurse caring behavior was training. So it needs to be improved in the RSAS Gorontalo, especially for junior nurses."

"[ABSTRAKPenelitian ini bertujuan untuk menganalisis pengaruh role stressor dan budayaorganisasi terhadap komitmen perubahan afektif perawat RSIA Budhi Jaya, RSMedistra dan RS PMI Bogor dengan metode regresi berganda terhadap 119perawat. Role stressor diukur dengan instrument yang dikembangkan oleh Rizzoet al. (1970) untuk bagian role ambiguity dan role conflict. Instrumen yangdigunakan untuk mengukur role overload dikembangkan oleh Beehr, Walsh danTaber (1976). Budaya organisasi diukur dengan instrument yang dikembangkanoleh Daniel R. Denison dan Aneil K.Mishra (1995) yang terdiri dari sub variabelinvolvement, consistency, adaptability, dan mission. Komitmen perubahan afektifdiukur oleh instrument yang dikembangkan oleh Herscovitch dan Meyer.Penelitian ini membuktikan bahwa role conflict memiliki pengaruh signifikan danlangsung terhadap komitmen perubahan afektif perawat RSIA Budhi Jaya, RSMedistra dan RS PMI Bogor sementara consistency memiliki pengaruh tidaklangsung terhadap perawat melalui mediasi role conflict.

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ABSTRACTThis study is to analyze the influence of role stressor and organizational culturetoward nurse?s affective commitment to change in Budhi Jaya mother and childhospital , Medistra hospital and PMI Bogor hospital using multiple regressiontoward 119 nurse in those three hospital. Role Stressor was measured withinstrument that developed by Rizzo et al. (1970) for role ambiguity and roleconflict, meanwhile for role overlaod used instrument that developed by Beehr,Walsh and Taber (1976). Organizational culture was measured with aninstrument developed by Daniel R. Denison and Aneil K.Mishra which consist assub-variables such as involvement, consistency, adaptability and mission.Affective commitment to change was measured with instrument developed byHerscovitch and Meyer (2002). The result has shown role conflit has significantinfluence toward nurse?s affective commitment to change consistency also hasindirect influence toward nurse?s affective commitment to change with roleconflict as mediator;This study is to analyze the influence of role stressor and organizational culturetoward nurse?s affective commitment to change in Budhi Jaya mother and childhospital , Medistra hospital and PMI Bogor hospital using multiple regressiontoward 119 nurse in those three hospital. Role Stressor was measured withinstrument that developed by Rizzo et al. (1970) for role ambiguity and roleconflict, meanwhile for role overlaod used instrument that developed by Beehr,Walsh and Taber (1976). Organizational culture was measured with aninstrument developed by Daniel R. Denison and Aneil K.Mishra which consist assub-variables such as involvement, consistency, adaptability and mission.Affective commitment to change was measured with instrument developed byHerscovitch and Meyer (2002). The result has shown role conflit has significantinfluence toward nurse?s affective commitment to change consistency also hasindirect influence toward nurse?s affective commitment to change with roleconflict as mediator, This study is to analyze the influence of role stressor and organizational culturetoward nurse’s affective commitment to change in Budhi Jaya mother and childhospital , Medistra hospital and PMI Bogor hospital using multiple regressiontoward 119 nurse in those three hospital. Role Stressor was measured withinstrument that developed by Rizzo et al. (1970) for role ambiguity and roleconflict, meanwhile for role overlaod used instrument that developed by Beehr,Walsh and Taber (1976). Organizational culture was measured with aninstrument developed by Daniel R. Denison and Aneil K.Mishra which consist assub-variables such as involvement, consistency, adaptability and mission.Affective commitment to change was measured with instrument developed byHerscovitch and Meyer (2002). The result has shown role conflit has significantinfluence toward nurse’s affective commitment to change consistency also hasindirect influence toward nurse’s affective commitment to change with roleconflict as mediator]"

"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."

"This research is merely correlational descriptive design which purposed to identify on correlation of individual factor and organisation factor with nurse caring behaviour at Treatment Instalationt at RSUD Kota Bandung. The population of this research are thoroughly staff nurses at 4 treatment room unit. Number of research samples are 43 nurses totally conducted. Data analysis are initiated from univariat test, bivariat and proceeded with multivariate tests. The results describe that there is a significant correlation among individual factors (age and experience) and organisation factor (leadership, compensation, organisation structure, and job desain) with nurse caring behaviour. The Head of Room Unit as a leader should posses a high ability to empowering others, in line with that a responsibility. Organitation structure that must be see. Nurse as public service agents need to improve quality and quantity during performing their duty and responsible, they need to provide opportunity to attending skill development training. Further research recommendation should be conducted in depth review by nurse caring behaviours. "

"Skripsi ini menganalisis pengaruh budaya organisasi, strategi persaingan, dan perilaku peran terhadap kinerja organisasi pada sektor usaha kecil dan menengah di DKI Jakarta. Pada penelitian ini peneliti menggunakan dua dari empat karakteristik budaya organisasi, yaitu budaya Apollo dan Athena, dua dari empat karakteristik strategi persaingan, yaitu Defender dan Prospector, dan perilaku Entrepreneur dan Conservative. Keenam variabel bebas tersebut dianalisis untuk melihat pengaruhnya terhadap variabel terikat, kinerja organisasi. Sebanyak 70 total kuesioner survei dari para responden yang kebetulan tengah melakukan pameran hasil produksi usaha mereka dan yang juga para pelaku usaha bertempat tinggal di sekitar tempat tinggal peneliti telah berhasil diproses dengan menggunakan analisis regresi linier berganda. Hasil penelitian menunjukkan bahwa budaya organisasi Apollo, perilaku Conservative, dan perilaku Entrepreneur secara signifikan mempengaruhi kinerja organisasi sektor usaha kecil dan menengah, namun tidak demikian halnya dengan budaya Athena dan strategi persaingan, baik strategi Defender maupun strategi Prospector.

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This paper analyses an organizational culture, competitive strategy, and role behavior, and its impact on organizational performance in the Small and Medium Enterprises located in Jakarta. In this research, the researcher used two of four characteristics of organizational culture, Apollo and Athena culture, and in addition, used two of four characteristics of competitive strategy, Defender and Prospector. Those four independent variables were analyzed along with the other two independent variables, Entrepreneur and Conservative behaviors, to see its impact on organizational performance as dependent variable.

Researcher has successfully processed the total of 70 questionnaires from respondents who were participated in the exhibition held in Jakarta, as well as those who lived in Tebet, South Jakarta area. Using multiple regression analyses, the result shows that Apollo culture and two type of role behavior, Entrepreneur and Conservative, have significantly impacted organizational performance in the Small and Medium Enterprises; however, Athena culture and two types of competitive strategies, Defender and Prospector, did not have any impact towards the organizational performance in the Small and Medium Enterprises located in DKI Jakarta."

"ABSTRAKLingkungan tempat perawat bekerja memungkinkan perawat terpapar penyakit dan mengalami cidera. Perilaku perawat dalam menjaga keselamatan dirinya dipengaruhi oleh budaya organisasi kerja yang diyakininya. Penelitian ini bertujuan mengidentifikasi hubungan budaya organisasi dengan perilaku keselamatan kerja perawat di RSUD Depok. Penelitian ini menggunakan desain analitik korelasi dengan pendekatan cross sectional. Hasil penelitian menunjukkan faktor yang paling berpengaruh dengan perilaku keselamatan kerja perawat adalah hubungan interpersonal. Rumah sakit perlu merencanakan dan menyelenggarakan pertemuan-pertemuan yang membahas masalah berkaitan dengan pelayanan keperawatan untuk meningkatkan hubungan interpersonal perawat, dalam upaya perbaikan perilaku keselamatan kerja perawat.

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ABSTRACTThe nurses’ work environment enables nurses exposed to disease and injury. The behavior of nurses in maintaining the safety of their work is influenced by organizational culture beliefs. This study aimed to identify the relationship between the organizational culture and the safety behaviors in Depok Regency General Hospital. The study used an analytical correlation design with cross sectional approach. The results showed that the most influential factor for nurses’ safe work behaviors was interpersonal relationships. Hospitals need to organize meetings to discuss issues related to nursing care to improve interpersonal relationships, in order to enhance safety behavior of nurses."

"Tesis ini membahas pengaruh budaya organisasi dan perilaku kepemimpinan kepala sekolah terhadap Kinerja guru menurut persepsi guru SMA Negeri yang ada di Kabupaten Indramayu. Budaya organisasi yang kuat akan membantu sekolah dalam memberikan kepastian kepada seluruh sivitas akademika untuk tumbuh, berkembang dan memahami suatu sistem makna bersama yaitu seperangkat karakteristik utama yang dihargai oleh seluruh sivitas akademika dan membedakan sekolah tersebut dengan sekolah lainnya. Sedangkan perilaku kepemimpinan kepala sekolah adalah perilaku kepala sekolah yang mengarahkan aktivitas seluruh sivitas akademika untuk mencapai sasaran dan tujuan bersama. Penelitian ini bertujuan untuk meneliti kembali faktor-faktor yang berpengaruh terhadap kinerja guru. Variabel-variabel yang digunakan adalah budaya organisasi dan perilaku kepemimpinan kepala sekolah. Penelitian ini adalah penelitian kuantitatif dengan desain deskriptif. Teknis analisis data menggunakan regresi sederhana dan regresi ganda, serta untuk menyatakan besar kecilnya kontribusi variabel X1, varibel X2 terhadap variabel Y ditentukan menggunakan rumus koefisien determinan. Analisis dengan regresi ganda digunakan untuk mengetahui pengaruh variabel budaya organisasi dan perilaku kepemimpinan kepala sekolah yang dihipotesiskan berpengaruh terhadap kinerja guru. Hasil penelitian menurut 168 orang guru yang menjadi sampel, menunjukkan bahwa budaya organisasi dan perilaku kepemimpinan kepala sekolah berpengaruh positif terhadap kinerja guru, dengan nilai . Artinya bila budaya organisasi baik, maka kinerja guru akan meningkat. Begitu pula dengan perilaku kepemimpinan. Semakin baik perilaku kepemimpinan kepala sekolah maka kinerja guru juga akan meningkat.

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This thesis discusses the influence of organizational culture and principal?s leadership behavior toward teacher?s performance according to the perceptions of senior high school teachers in District Indramayu. Strong organizational culture will assist schools in providing certainty for all of academic society to grow, develop and understand a system of shared meaning namely is a set of key characteristics valued by all of academic society and distinguish these schools with other schools. While the principal's leadership behavior is the behavior of principals who direct the activities of all academic society to achieve common goals and objectives.

The purpose of this research is to examine the factors that influence the performance of teachers. The variables used are organizational culture and leadership behavior of principal, This research is descriptive quantitative research design. Technical analysis of data is using a simple regression and multiple regression, and to declare the size of the contribution of the X1 variable, X2 variable toward Y variable coefficients are determined using the determinant formula. Multiple regression analysis is used to determine the effect of variables of organizational culture and leadership behavior of principals who hypothesized effect on teacher performance.

The results according to the 168 teachers as a sample, indicate that the organizational culture and behavior of school leadership have positive effect on teacher performance. It means that if the organization's culture, is better, the teacher's performance will increase. So do the leadership behaviors. If the leadership behavior of the principal is better, the teacher performance also will increase."

"Tesis ini membahas konten, konteks dan proses pembangunan kesiapan untuk berubah pada pegawai PT Askes (Persero), yang berubah akibat penetapan Undang-undang Nomor 40 tahun 2004 tentang Sistem Jaminan Sosial Nasional dan Undang-undang Nomor 24 tahun 2011 tentang Badan Penyelenggara Jaminan Sosial. Penelitian ini adalah studi kuantitatif pada 483 orang karyawan PT Askes (Persero) dalam kurun waktu November s.d Desember tahun 2013. Hasil penelitian menunjukan bahwa tingkat spiritualitas individu, budaya keterlibatan, dan konsistensi memiliki pengaruh yang positif terhadap tingkat kesiapan untuk berubah. Selanjutnya, studi ini juga menemukan bahwa tingkat kesiapan untuk berubah memiliki pengaruh yang negatif terhadap penyimpangan perilaku organisasi. Penelitian ini menyarankan agar PT Askes (Persero) harus membangun keterlibatan dan konsistensi karyawan melalui nilai-nilai immaterial serta posisi yang spiritual dalam meningkatkan kesiapan untuk berubah individu. Peningkatan kesiapan untuk berubah penting dalam mencegah penyimpangan perilaku organisasi baik selama periode transformasi maupun dalam operasionalisasi Badan Penyelenggara Jaminan Sosial Kesehatan mendatang.

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The study discusses the content, context, and process development readiness for change on employees of PT Askes (Persero), which changed as a result of the establishment of Act No. 40 of 2004 on National Social Security System and Law No. 24 of 2011 of the Social Security Agency. This research is a quantitative study on 483 employees of PT Askes (Persero) in the period of November to December 2013.

Results showed that the level of individual spirituality, involvement culture, and consistency culture has a positive effect on the level of readiness for change. Furthermore, the study also found that the level of readiness for change has a negative effect on organizational misbehavior.

This study suggested that PT Askes (Persero) has to build employee involvement and consistency culture through immaterial values and spiritual position in increasing individuals? readiness for change. Increasing readiness for change is important in preventing the organizational misbehavior during the period of transformation as well as the operationalization of Badan Penyelenggara Jaminan Sosial Kesehatan to come."

"Penelitian ini bertujuan untuk menganalisis pengaruh Budaya Organisasi dan Komunikasi Organisasi terhadap Employee Engagement di PT. Swadharma Griyasatya. Penelitian ini adalah penelitian kuantitatif dengan menggunakan teknis analisis data deskriptif, analisis regresi linear sederhana, dan analisis regresi linear berganda. Penelitian ini menggunakan kuesioner budaya organisasi PT. Bank Negara Indonesia, Tbk (Persero) (2007), Communication Satisfaction Questionnaire (CSQ) Clampitt dan Downs (1977 dan 1993), dan Employee Engagement (Schaufeli et al., 2002). Hasil pengujian hipotesis menunjukkan adanya pengaruh antara Budaya Organisasi dan Komunikasi Organisasi terhadap Employee Engagement. Hal ini berarti karyawan PT. Swadharma Griyasatya memiliki ikatan yang baik pada organisasi dan juga pekerjaan mereka, merasa bangga pada organisasi, memiliki dedikasi yang tinggi kepada organisasi, dan merasa tertarik untuk terlibat dalam kegiatan-kegiatan organisasi.

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This study aims to analyze the influence of Organizational Culture and Organizational Communication on Employee Engagement at PT. Swadharma Griyasatya. This research use quantitative research and technics of data analysis that been used in this research are descriptive, simple linear regression analysis, and multiple linear regression analysis. This study uses an Organizational Culture Questionnaire of PT. Bank Negara Indonesia, Tbk (Persero) (2007), Communication Satisfaction Questionnaire (CsQ) Clampit and Downs (1977 and 1993), and Employee Engagement (Schaufeli et al., 2002). The result of hypothesis tests indicate an influence between Organizational Culture and Organizational Communication on Employee Engagement. This means that employees of PT. Swadharma Griyasatya have good relationship with their organization and their work, feel proud of the organization, high dedication to the organization, and keep to engage in the activities of the organization."

"ABSTRAKPenelitian ini perlu dilakukan karena komitmcn dokter pada rumah sakit akanmempengaruhi tingkat kehadiran dokter spesialis, produktivitas dokter spcsialis dalammemberikan pelayanan dan pengembangan mutu pelayanan di rumah sakit. Komitmendihubungkan dengan budaya organisasi didasarkan pada fungsi budaya organisasi yangdapal menumbuhkan komitmen . Komitmcn dihubungkan dengan kepuasan kerjadidasarkan pada peke|ja yang puas akan meningkatkan komitmennya. Tujuan penelitianialah : (1) diketahuinya hubungan antara budaya organisasi dengan komiuncn dokterspesialis; (2) dikctahuinya hubungan antara kepuasan kerja dengan komilmen dokterspesialis; (3) diketahuinya hubungzm budaya organisasi dan kepuasan kerja dcngzmkomitmen dokter spwialis.Responden penelitian ini adalah 35 doktcr spcsialis. Alat ukur yang digunakanadalah organinizational culture survey Denison (2000), a job satisfaction survey Spector(1985) dan organizational commirmem Allen & Meyer (1993). Scmua skaladimodiiikasi. Penelitian ini mcnggunalan analisis kuantitatii Analisis statistik dilakukansecara univariat, bivariat dan multivariat.Hasil penelitian menunjukkan kepuasan kerja berhubungan dcngan korniunen,tidak dcmikian dcngan hubungan budaya organisasi dan komitmen .Budaya organisasibcrupa praktek manajemen, dinilai oleh dokter spesialis bclum sepcnuhnya fokus padaketerlibatan, konsistensi, adaptabilitas dan penghayatan misi. Sumber kepuasan kerjadokter spesialis adalah rekan kexja dan pekcrjaan yang dilakukan. Sumber ketidakpuasandokter spesialis adalah imbalan, promosi, supervisi dan kondisi kerja. Dokter spesialismemiliki komitmen yang tinggi. Komitmcn kclanjutan dokter spesialis berhubungandengan praktek manajemen yang fokus pada konsistensi dan kepuasan pada imbalan.Komitmen normatif dolqer spcsialis berhubungan dengan praktck manajemen yang fokus pada penghayatan misi dan kepuasan pada pekerjaan yang terkait denganprofesinya.Kesimpulan penelitian ini adalah keterikatan yang tinggi dari doktcr spesialisberkaitan dengan statusnya sebagai PNS. Kepuasan Kezja sangat belperan padakomiimen yang dimiliki dokter spesialis. Saran utama yang diajukan kepada RSUDKota Bekasi adalah pimpinan dan manajemen perlu menyatukan persepsi denganseluruh karyawan rumah sakit, agar memiliki pemahaman yang sama dalam praktekmanajemen. Pimpinan dan manajemen perlu memahami dan memenuhi kebutuhan-kebutuhan dokter spesialis, khususnya yang terkait dengan kepuasan kerja.

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ABSTRACTPhysician?s commitment has significant relationship with their level ofattendances, and their productivity in term of services quality, which will leverage thetotal quality of hospital . Commitment is related to organimtion culture in form ofrelationship where the organization culture develops organization commitment.Commitment has also a strong relationship with cmployee?s satisfaction. Objectives ofthis research are: (1) examining thc relationship of organization culture towardphysician?s commitment; (2) examining the relationship of job satisfaction toward thepl'tysician?s commitment; (3) examining the relationship of both organization culture andjob satisfaction toward physiciaxfs commitment.Respondent for this research are 35. Scale of organizational culture surveyDenison (2000), scale of job satisfaction survey Spector (l985), and scale oforganizational commitment Allen & Meyer (1993) are the measurement tools. Theanalysis of this research is using quantitative method. Statistical analysis is performed inunivariate, bivariate and multivariate.The result of this research shows that job satisfaction level has significantrelationship on organization commitment. Separately, organization commitment doesnot have significant relationship on organization culture. Organization culture, base onphysician opinion, has not yet focus on empowerment; has not consistent indevelopment of work instruction and implementation; has not adaptive with the changeof organization environment; and has a lack of organization?s mission understanding.Physician?s?s satisfaction is influcnt by their type of job and the relationship within theirprofessional colleagues. Their dissatisfaction can be influent by the lack of benefit andpromotion opportunities, and the non-conducive work environment conditions.. Thephysician has been highly committed to RSUD Bekasi. Physician?s continuanscommitment has a relationship to management practices that focus on consistency and benefit _ Physician?s normative commitment has a relationship to management practicesthat focus on organization mission, and their job satisfaction as a physician .This research concludes that the level of pl1ysician?s commitment to RSUDBekasi has a strong correlation with their status as civil service. Job satisfaction is moresensitive to physician?s commitment As a recommendation for RSUD Bekasi, topmanagement should develop a synergy within all employees, in tenn of perception to theorganization mission, which will be implemented through management practices. Topmanagement should understand and willing to fulfill the physieian?s requirements,which are related to their job satisfaction.

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