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"[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]"

"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 melihat hubungan antara Budaya dalam Organisasidengan Komitmen Afektif terhadap Perubahan pada Perusahaan Rintisan BerbasisDigital. 113 responden dari berbagai perusahaan rintisan berbasis digital terlibat dalampenelitian ini. Alat ukur yang digunakan untuk Budaya dalam Organisasi adalahOrganizational Culture Survey (OCS) yang dikembangkan oleh Glaser, Zamanou, danHacker (1987), sementara Komitmen Afektif terhadap Perubahan Commitmen To Change Inventory (CTC Inventory) yang dikembangk anm eonleghg uMnaekyaenrdan Herscovitch (2002) dengan hanya mengambil dimensi dari Komitmen Afektifterhadap Perubahan. Kedua alat ukur tersebut sebelumnya telah di adaptasi ke dalamaBnathaaras aa Inntadroan eBsuiad.a Hyaa sdial ldaamri Opergnaenliitsiaansi mdeennguannju Kkkoamni atmdaenny Aa fheukbtuifn tgearnh aydaanpg Pseigrunbifaihkaann(r= 0,440, p<0,01). Selain itu, penelitian ini juga menunjukkan adanya hubungan yangsignifikan antara setiap 6 komponen Budaya dalam Organisasi (Kerja tim & Konflik,Nuansa dan Moral, Alur Informasi, Keterlibatan, Supervisi, dan Rapat) denganKomitmen Afektif terhadap Perubahan. Penelitian ini diharapkan akan membantuperusahan-perusahaan rintisan berbasis digital untuk memahami variabel Budayadalam organisasi maupun komponen-komponennya yang berhubungan denganKomitmen Afektif, sehingga implementasi perubahan akan berhasil.

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ABSTRACTCommitment to Change in Digital Based Start-up. 113 Participants were involved inthi study. The measurement tools used in this study is the Organizational CultureSiurvey developed by Glaser, Zamanou, and Hacker (1987) Change Inventory (CTC Inventory) developed by Meyer and H earnsdc otvhietc hC (o2m0m02i)t.m Feonrtthe purpose of measuring Affective Commitment to Change, only items from thisdimension are used to measure Affective Commitment to Change. The Measurementtools were adapted into Bahasa Indonesia for better understanding. This study showedthat there is a significant relationship between Organizational Culture and AffectiveCommitment to Change (r= 0,440, p<0,01).. Furthermore, this study also found thatevery component form Organizational Culture (Teamwork & Conflict, Climate &aMnodr aslieg,n Iifnivcoanlvtleym ceonrtr, eIlnaftoedrm taot iAonff eFclotiwve, SCuopmermviitsmioenn, ta tnod Cmheaentgineg. sF) raorme atlhl ep roessiutilvt eolyfthis study, hopefully start-up companies can understand more about Organizationalculture or itof change implementations."

"Setiap organisasi perlu melakukan berubahan agar dapat bertahan hidup, eksis dan berkembang. Akan tetapi, perubahan organisasi seringkali mengalami kegagalan, salah satu penyebabnya adalah kurangnya komitmen karyawan untuk berubah. Penelitian ini bertujuan untuk mengetahui pengaruh dari kesiapan individu untuk berubah dan kepercayaan organisasi terhadap komitmen afektif untuk berubah. Partisipan dari penelitian ini terdiri dari 328 karyawan yang bekerja diberbagai perusahaan perbankan di wilayah JABODETABEK. Komitmen afektif untuk berubah diukur menggunakan Commitment to Change Inventory, kepercayaan organisasi diukur menggunakan Organizational Trust Inventory dan kesiapan individu untuk berubah diukur menggunakan Readiness for Change Scale.Hasil penelitian membuktikan bahwa terdapat hubungan positif yang signifikan antara kesiapan individu untuk berubah r = 0,64, p < 0,01 dan komitmen afektif untuk berubah serta hubungan positif dan signifikan antara kepercayaan organisasi r = 0,30, p < 0,01 dan komitmen afektif untuk berubah. Hal tersebut menunjukkan bahwa individu dengan kesiapan untuk berubah dan kepercayaan organisasi yang tinggi memiliki komitmen afektif untuk berubah yang juga tinggi. Penelitian juga menunjukkan bahwa kesiapan individu untuk berubah ? = 0,63, p < 0,01 memiliki pengaruh yang lebih kuat terhadap komitmen afektif untuk berubah dibandingkan dengan kepercaayaan organisasi ? = 0,09, p < 0,05.

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Every organizations need to change in order to survive, exist and develop. However, not every organizational change program was successful. This research aimed to examine the impact between individual readiness for change and organizational trust toward affective commitment to change. Participants of this research are 328 employees who work in various organization in the JABODETABEK area who facing changes. Affective commitment to change was measured using Commitment to Change Inventory, organizational trust was measured by Organizational Trust Inventory, and individual readiness for change measured using Readiness for Change Scale.

The result of this study proves that there is a significant positive correlation between individual readiness for change r 0,64, p 0,01 and affective commitment to change, and also a significant positive correlation between organizational trust r 0,30, p 0,01 and affective commitment to change. It implies that people with high individual readiness for change and organizational trust also have high affective commitment to change. This research also found that individual readiness for change 0,63, p 0,01 had stronger impact to affective commitment to change than organizational trust 0,09, p 0,05."

"Tesis ini membahas tentang pengaruh perilaku kepemimpinan dan budaya organisasi pembelajar terhadap komitmen organisasi di organisasi pelajar. Permasalahan yang terjadi adalah minimnya kehadiran pengurus IKOSI Zona 2 dalam setiap agenda. Penelitian ini dilakukan melalui pendekatan kuantitatif dengan mengadopsi instrumen Organizational Commitment Questionnaire (OCQ) dari Mowday, Steers dan Porter (1979), instrumen Perceived Leadership Behavior Scales (PLBS) dari House dan Dessler (1974), dan instrumen Dimensions of Learning Organization Questionnaire dari Watkins dan Marsick (1997), ditambah 3 pertanyaan demografis berupa jenis kelamin, jabatan dan masa kepengurusan. Setelah data dianalisis dengan menggunakan perangkat lunak SPSS ver 21.0, hasil penelitian menyimpulkan tidak terdapat pengaruh jenis kelamin dan jabatan terhadap komitmen organisasi, perilaku kepemimpinan, dan budaya organisasi pembelajar, terdapat pengaruh yang positif dan signifikan dari perilaku kepemimpinan dan budaya organisasi pembelajar secara masing-masing terhadap komitmen organisasi di IKOSI Zona 2. Namun terdapat pengaruh yang positif dan tidak signifikan secara simultan perilaku kepemimpinan dan budaya organisasi pembelajar terhadap komitmen organisasi di IKOSI Zona 2. Untuk itu, perlu adanya eksplorasi lebih jauh tentang alasan minimnya kehadiran pengurus dalam agenda IKOSI Zona 2.

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This thesis discusses the influence of leadership behavior and learning organization culture on organizational commitment in student organizations. The problem that occurs is the lack of board presence IKOSI Zone 2 in each agenda. This research was conducted through a quantitative approach by adopting instrument Organizational Commitment Questionnaire (OCQ) of Mowday, Steers and Porter (1979), the instrument Perceived Leadership Behavior Scales (PLBS) of the House and Dessler (1974), and the instrument of Dimensions of Learning Organization Questionnaire from Watkins and Marsick (1997) plus three demographic questions such as gender, position and time management.

After the data were analyzed using SPSS software ver 21.0, the results of the study concluded that there was no influence of gender and position to organizational commitment, leadership behavior, and learning organization culture, there is a positive and significant effect of leadership behavior and learning organization culture respectively on organizational commitment in IKOSI Zone 2. Yet there is a positive influence and simultaneously insignificant behavior leadership and learning organization culture on organizational commitment in IKOSI Zone 2. Therefore, it's need for further exploration of the reasons for the lack of presence in the board agenda IKOSI Zone 2."

"Perkembangan bisnis atau industri telekomunikasi yang pesat dipicu karena ada perkembangan teknologi yang cepat menuntut organisasi/ perusahaan melakukan perubahan dalam dirinya guna beradaptasi dengan lingkungan bisnis yang baru. Salah satu faktor yang berperan penting dalam mendukung suksesnya perubahan dalam organisasi adalah komitmen afektif untuk perubahan pada diri individu. Komitmen afektif untuk perubahan ini dipengaruhi oleh kepercayaan pada organisasi. Kepercayaan pada organisasi dapat dipengaruhi oleh kepemimpinan transformasional yang ada di dalam organisasi.Penelitian ini bertujuan untuk mengetahui peran mediasi kepercayaan pada organisasi terhadap pengaruh kepemimpinan transformasional dan komitmen afekti untuk perubahan pada karyawan PT TELCO-XYZ.Berdasarkan hasil penelitian diketahui bahwa kepemimpinan transformasional memiliki pengaruh/efek terhadap komitmen afektif untuk perubahan melalui variabel kepercayaan pada organisasi dan dimensi dalam kepercayaan pada organisasi yang memiliki pengaruh pada komitmen afektif untuk perubahan adalah dimensi kemampuan/kompetensi (ability). Rancangan program intervensi yang disusun adalah mencoba meningkatkan kepercayaan karyawan pada organisasi dengan mengoptimalkan peran pemimpin. Program intervensi dilakukan secara berjenjang, untuk level sampai dengan middle management melalui sosialisasi (workshop) dan untuk senior management menggunakan metode coaching.

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Growth in telecommunication industry now is becoming faster triggered by growing in telecommunication technology. This condition forced organization must change to adapt a new business environment. One of important factor for succeeding the change management program in organization is affective commitment to change in every member of the organization. This affective commitment to change influenced by organizational trust and on the other hand organizational trust is determine by transformational leadership.

This study aims to determine the effect of transformational leadership to affective commitment to change through organizational trust as a mediator.

The result of this study revealed that there's effect of transformational leadership to affective commitment to change through organizational trust and the strongest variable in organizational trust which has significant impact to affective commitment to change is ability.

This finding becomes the basic principle to design the intervention program and the program focus on optimizing leader as a transformational leadership. The intervention program will be held through coaching and workshop to staff level to Vice President level."

"Penelitian ini memiliki tujuan untuk meneliti pengaruh persepsi keadilan organisasi dan keterikatan kerja (work engagement) terhadap komitmen afektif untuk perubahan pada Puskesmas Kecamatan X Propinsi DKI Jakarta. Partisipan penelitian ini adalah 145 orang pegawai PNS maupun Non PNS yang mengikuti penelitian secara sukarela. Data penelitian diambil melalui kuesioner, wawancara dan data organisasi. Partisipan mengisi kuesioner dalam bentuk booklet yang terdiri dari tiga bagian yaitu; kuesioner komitmen afektif untuk perubahan, kuesioner persepsi keadilan organisasi dan, kuesioner work engagement.Hasil analisis regressi menunjukkan persepsi keadilan organisasi memiliki pengaruh signifikan terhadap komitmen afektif untuk perubahan. Sedangkan tidak seperti diduga sebelumnya, work engagement ternyata tidak memiliki peran signifikan terhadap komitmen afektif untuk perubahan. Intervensi pelatihan terhadap manajemen diberikan dengan tujuan agar terjadi peningkatan persepsi keadilan organisasi yang selanjutnya berdampak pada peningkatan komitmen afektif terhadap perubahan pada pegawai Puskesmas Kecamatan X Propinsi DKI Jakarta.

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This study aims to examine the influence of perceive organizational justice and work engagement on affective commitment to change at the District X Public Health Center of DKI Jakarta Province. The participants of this study were 145 civil servant and non civil servant employees who participated in the study voluntarily. The research data was taken by questionnaires, interviews and organizational data. Participants filled out the questionnaire in the form of a booklet consisting of three parts, namely; questionnaire on affective commitment to change, questionnaire on perceive organizational justice and work engagement questionnaire.

The results of the regression analysis show that perceive organizational justice have a significant effect on affective commitment to change. Whereas unlike previously expected, work engagement did not have a significant role on affective commitment to change. Training interventions for management were provided with the aim that there was an increase in perceive organizational justice which subsequently had an impact on increasing affective commitment to change in the District X Community Health Center employees of DKI Jakarta Province."

"Dalam menghadapi perkembangan dan perubahan yang cepat, organisasi perlu beradaptasi dengan melakukan perubahan, yang dapat berhasil jika karyawan memiliki komitmen afektif terhadap perubahan. Tujuan utama penelitian ini adalah untuk menguji hubungan antara kepemimpinan perubahan dan komitmen afektif terhadap perubahan, melalui peran kesiapan individu untuk berubah sebagai mediator. Penelitian ini dilakukan pada 117 karyawan berusia 25-40 tahun yang bekerja di perusahaan BUMN. Variabel dalam penelitian ini diukur menggunakan Commitment to Change Scales, Skala Kepemimpinan Perubahan, dan Scale for Individual Readiness to Organizational Change. Hasil penelitian menunjukkan bahwa kesiapan individu untuk berubah memediasi secara penuh hubungan antara kepemimpinan perubahan dan komitmen afektif terhadap perubahan (indirect effect = .068, p<.01). Berdasarkan hasil tersebut, organisasi dapat membentuk komitmen afektif karyawan terhadap perubahan dengan kepemimpinan perubahan yang efektif dan menciptakan kesiapan karyawan untuk berubah.

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In onder to face rapid development and change, organizations have to adapt to changes, which can be successfully implemented if employees have an affective commitment to change. The main objective of this study is to examine the relationship between change leadership and affective commitment to change, through the role of individual readiness for change as a mediator. This research was conducted on 117 employees aged 25-40 years who work in state-owned companies. The variables in this study were measured using the Commitment to Change Scales, the Change Leadership Scale, and the Scale for Individual Readiness to Organizational Change. The result showed that individual readiness for change fully mediated the relationship between change leadership and affective commitment to change (indirect effect = .068, p<.01). Based on the result, organizations can form employees' affective commitment to change with effective change leadership and create employees’ readiness for change."

"Skripsi ini membahas mengenai pengaruh budaya klan dan komitmen afektif organisasi terhadap performa organisasi pada organisasi nirlaba internasional AIESEC Universitas Indonesia . Variabel yang digunakan dalam penelitian ini adalah budaya klan, komitmen afektif dan performa organisasi. Metode yang digunakan dalam penelitian ini adalah metode survei yang disebar kepada 54 anggota aktif AIESEC Universitas Indonesia tahun 2016/2017 dan diolah menggunakan SEM PLS 3.0. Hasil dari penelitian ini menunjukkan bahwa budaya klan organisasi berpengaruh positif signifikan terhadap komitmen afektif organisasi dan berpengaruh positif pada performa organisasi. Sementara komitmen afektif berpengaruh positif terhadap performa organisasi. Sehingga budaya klan dan komitmen afektif organisasi merupakan variabel yang berpengaruh terhadap performa organisasi.

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This research discusses about the impact of organizational clan culture and organizational affective commitment on organization rsquo s performance in International Non profit Organization AIESEC University if Indonesia . The variables used in this research are clan culture, affective commitment and organizational performance. The method used in this research is survey method which was distributed to 54 active members of AIESEC Universitas Indonesia 2016 2017 and processed using SEM PLS 3.0.

The results of this research indicate that organizational clan culture has significant positive effect on organizational affective commitment and has positive effect on organizational performance. While affective commitment has positive effect on organizational performance. So that the clan culture and affective commitment of the organization is a variable that affect the performance of the organization."