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"Komitmen perawat pada organisasi merupakan faktor individu, sedangkan lingkungan kerja perawat merupakan faktor organisasional dalam pelayanan keperawatan di rumah sakit. Penelitian ini merupakan penelitian deskriptif dengan desain potong lintang yang bertujuan untuk mendapatkan gambaran hubungan antara komitmen pada organisasi dan lingkungan kerja perawat dengan kinerja perawat pelaksana di Rumah Sakit Tugu Ibu Cimanggis Depok. Populasi Penelitian adalah seluruh perawat pelaksana di Rumah Sakit Tugu Ibu Cimanggis Depok, dengan sampel penelitian adalah seluruh populasi yang memenuhi kriteria inklusi yaitu 107 perawat. Analisis hubungan variabel dilakukan melalui uji korelasi partial, sedangkan analisis faktor dominan melalui uji regresi linier ganda. Hasil penelitian menunjukkan adanya hubungan signifikan komitmen pada organisasi dengan kinerja perawat pelaksana setelah dipengaruhi karakteristik perawat (p = 0.0005) dengan kekuatan hubungan sedang dan berpola positif. Komitmen afektif dan komitmen normatif memiliki hubungan dengan kinerja perawat pelaksana, sedangkan komitmen berkesinambungan tidak berhubungan dengan kinerja perawat pelaksana. Lingkungan kerja secara signifikan berhubungan dengan kinerja perawat pelaksana setelah dipengaruhi karakteristik perawat (p = 0.0005) dengan kekuatan hubungan kuat dan berpola positif. Lingkungan kerja dari aspek manajemen, kepemimpinan dan budaya; kendali terhadap praktik berhubungan dengan kinerja perawat pelaksana, sedangkan kendali terhadap beban kerja dan sumber memadai tidak berhubungan dengan kinerja perawat pelaksana. Faktor paling dominan berhubungan dengan kinerja perawat pelaksana adalah komitmen afektif. Usulan penelitian pada institusi pelayanan, berupaya meningkatkan komitmen perawat pada organisasi melalui perhatian dan penghargaan organisasi terhadap kinerja, kesejahteraan, menumbuhkan motivasi, etos kerja dan kebutuhan berprestasi dan kecintaan terhadap profesi. Meningkatkan kualitas lingkungan kerja melelaui efektifitas komunikasi, peningkatan kemampuan majerial bagi tenaga perawat, penyediaan fasilitas perpustakaan, mendorong program ilmiah, penyusunan dan sosialisasi standar kinerja pelayanan, mencukupi kebutuhan sumber daya perawat dan fasilitas peralatan. Bagi peneliti disarankan untuk melakukan penelitian faktor lain yang mempengaruhi kinerja atau melakukan penelitian yang melihat hubungan faktor individu, organisasi yang mempengaruhi komitmen perawat, seperti motivasi, kebutuhan berprestasi, nilai dan sikap maupun faktor organisasi seperti kepemimpinan, kebijakan organisasi, struktur, pengambilan keputusan dan lingkungan kerja.

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Nurses commitment on organization is an individual factor, while nurses working condition is an organizational factor in hospital nursing services. This study used correlational descriptive design with cross sectional. The Purpose of the study was to describe the relationship between commitment to organization and nurses working condition with the performance of nurse provider at Tugu Ibu Hospital, Cimanggis, Depok. The sample of this study was consisted of total population meeting the inclusive criteria of 107 nurses. Analysis of variable correlation utilized partial correlation test, for while analysis the determinant factor used multiple linear regression test. The result of the study depicted that there was a significant relationship between commitment to organization with nurse providers performance after affected by nurses characteristics (p = 0.0005) with medium magnitude and positive pattern of correlation. Affective and normative commitments had correlation with nurse providers performance, while continuance commitment had no correlation with nurse providers performance. Nurses working condition had a significant relationship with the performance nurse providers after affected by the characteristic of nurses (p = 0.0005) with a strong magnitude and positive pattern of correlation. Working condition of management, leadership and culture aspect; control towards practice had correlation with nurse providers performance. while control towards workload and resource adequacy had no correlation with nurse providers performance. The most determinant factor related to nurse providers performance was affective commitment. Its proposed that the health service institustions should improve the commitment of nurses towards the organization through better reward system for nurses performance, welfare, improve motivation, and work ethos as well as the needs for accomplishment and high prestige and commitement to professional growth and development. To improve quality of working environment by effective communication and better managerial skills of nurses, provision of library facilities, scientific program and development and socialization of standard of nursing care professional performance, ensuring adequate number of qualified nurses and equipment. Its suggested that the researchers to study other factor affecting the performance of nurses or conduct research related to individual, and organizational factors which influence commitment of nurses, such as motivation, desire for prestige, value and attitude as well as organizational and leadership factors, organization policy, structure, decision making and working condition."

"Tenaga keperawatan merupakan komponen penting di rumah sakit, keberadaannya menjadi ujung tombak karena berhubungan langsung dengan klien. Kinerjanya dipengaruhi oleh kepuasan kerja dan komitmen pada organisasi.Tujuan penelitian ini adalah untuk mengetahui hubungan karakteriktik individu dan kepuasan kerja dengan komitmen perawat pelaksana pada organisasi di rumah sakit Islam Surabaya.Desain penelitian ini deskriptif korelasional dengan pendekatan potong lintang. Populasi penelitian ini adalah Semua perawat/bidan pelaksana. Sampel penelitian diambil total populasi yang memenuhi kriteria inklusi, sebesar 121 orang. Data dikumpulkan dengan menggunakan kuesioner yang diisi langsung oleh responden. Uji yang digunakan untuk mengetahui hubungan antara variabel independen dan dependen adalah Kai Kuadrat dengau α = 0,05. Untuk mengetahui faktor yang dominan berhubungan dengan komitmen, menggunakan uji regresi logistik.Hasil penelitian menunjukan bahwa Sebagian besar perawat pelaksana menunjukkan komitmen rendah (54,5%). Variabel karakteriktik individu perawat yang berhubungan dengan komitmen adalah masa kerja (p=0,030) dan status perkawinan (p=0,026). Kepuasan (komposit) juga secara signifikan berhubungan dengan komitmen perawat pada organisasi (p=0,011). Faktor kepuasan yang berhubungan dengan komitmen perawat pelaksana pada organisasi adajah kepuasan terhadap kebijakan organisasi (p=0,007), kepuasan terhadap interaksi (p=0,002) dan kepuasan terhadap status profesional (p=0,001). Faktor yang dominan mempengaruhi komitmen perawat pelaksana pada organisasi adalah masa kerja, kepuasan terhadap status profesional dan kepuasan terhadap kebijakan organisasi.Penelitian ini merekomendasi perlu adanya pengembangan staf keperawatan melalui pendidikan berkelanjutan, pemberdayaan tenaga keperawatan dan memberikan pengakuan dengan memberikan posisi struktural yang setara deugan profesi lain. Hal ini dimaksudkan untuk meningkatkan komitmen perawat pada organisasi di rumah sakit.

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Nurses are believed as the major component in hospitals whose existence plays a vital role in the front line for having the most frequent direct contact with clients. Their job performances are influenced by job satisfaction and organizational commitment.

The purpose of this study was to determine the relationship between individual characteristics and job satisfaction, and nurse staffs organizational commitment in Surabaya islamic General Hospital.

The study applied the descriptive correlational design with the cross sectional approach. The population involved was nurse/midwife staff. A hundred and twenty one samples, who met the inclusive criteria., were chosen from the total population. Data were collected by distributing directly filled out questionnaires to the chosen respondents. To examine the correlation between independent and dependents variables, the researcher applied the Chi-Square analysis method with a = 0.05. To find out the determinants correlated with the organizational Commitment, she also used the logistic regression test.

The study, then, came up with the findings indicating that most of the nurse staff has low organizational commitment (54.5%). Moreover, the variables of individual characteristics, which related to the organizational commitment, were length of service (p=0,030) and marital Status (p=0,026). The composite job satisfaction also signiiicantly related to the nurse staff?s organizational commitment (p=0,011). Those satisfaction factors included the satisfaction toward organizational policies (p=0,007), interaction (p=0,002), and professional status (p=0,00l). Furthermore, the dominant factors that affected the nurse staff? s organizational commitment were length of service, satisfaction toward professional status and organizational policies.

This research recommends that nursing staff development through continuing education program and empowerment of nurse staff should be done as well as the acknowledgement toward the profession by providing them structural positions that are equal with other professions. In order to increase the nurse?s commitment toward organization in the hospital."

"ABSTRAKTujuan penelitian ini adalah untuk menguji pengaruh persepsi dukungan organisasi terhadap turnover intentions dengan peran komitmen keorganisasian sebagai variabel mediasi. Penggunaan variabel-variabel tersebut berdasarkan hasil penelitian terdahulu, yaitu: Godfrey Tumwesigye (2010). Penelitian ini dilakukan di Perusahaan PT Pertambangan X yang berkantor Pusat di Jakarta dan lokasi/site Kalimantan Barat, Kalimantan Timur dan Aceh.Responden penelitian yang digunakan sebanyak 52 karyawan pada divisi eksplorasi. Data diolah dengan menggunakan analisis regresi linear berganda, analisis korelasi, dan analisis jalur (Path Analysis) dengan bantuan program AMOS dan untuk mengolah data menggunakan software SPSS. Hasil penelitian ini menunjukkan hubungan yang signifikan antara (a) persepsi dukungan organisasi dan komitmen organisasi, (b) komitmen organisasi dengan turnover intentions, (c) persepsi dukungan organisasi berpengaruh tidak signifikan dan negatif terhadap turnover intentions. Berdasarkan hasil analisis dengan menggunakan analisis korelasi, regresi berganda, dan analisis jalur (path analysis), diperoleh kesimpulan bahwa pertama, persepsi dukungan organisasi secara signifikan dan positif mempengaruhi komitmen organisasi. Kedua, baik komitmen organisasi dan persepsi dukungan organisasi berhubungan negatif terhadap turnover intention. Ketiga, dari hasil penelitian diperoleh bahwa komitmen organisasi secara signifikan berperan sebagai mediasi antara persepsi dukungan organisasi dan turnover intentions.

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ABSTRACTThe purpose of this research is to investigate the role played byorganizational commitment in the relationship between perceived organizational support and turnover intentions.Using these variables, for instance: Godfrey Tumwesigye (2010). The study was conducted at mining company PT X that located at Jakara head office and at site West Kalimantan, East Kalimantan and Aceh. The research used quantitative explanation method with 52 respondent employees atexploration division. Data is processed using the multiple analyst regression, correlation analysis and path analysis using SPSS which assisted by AMOS. Result highlit significan relationship between (1) perceived organizational support and commitment (2) organizational commitment and turnover intention (3) Perceived organization is not significan and negatively support and turnover intention.Based on the result path analysis results can be made: Perceivedorganizational support is significant and positively related to organizational commitment (affective commitment, normative commitment, continuance commitment). Results reveal that whreas perception organizational support is positively related to organizational commitment, both both organizational commitment and perceived organizational support are negatively associated withturnover intentions. The results provide evidence that organizational has a significant mediating effect on the relationship between perceived organizational support and turnover intentions."

"Budaya organisasi dan komitmen organisasi memiliki peran perawat penting dalam meningkatkan motivasi serta menurunkan kelalahan kerja dan niat berpindah perawat. Dengan mempertahankan budaya organisasi dan komitmen organisasi yang baik dalam meningkatkan kinerja perawat. Penelitian ini bertujuan mengidentifikasi hubungan budaya organisasi dan komitmen organisasi terhadap motivasi kerja, kelelahan dan niat berpindah perawat di rumah sakit. Desain penelitian ini menggunakan cross sectional dengan melibatkan 177 perawat rumah sakit di Jakarta Pusat. Pengambilan data dilakukan secara proportional random sampling dan menggunakan e-form. Hasil penelitian mendapatkan faktor yang paling dominan mempengaruhi motivasi adalalah budaya klan, pasar, dan komitmen organisasi. Pada kelelahan kerja faktor yang paling dominan mempengaruhi adalah budaya klan dan komitmen organisasi sedangkan faktor yang dominan mempengaruhi niat berpindah perawat adalah komitmen organisasi. Hasil penelitian ini menjadi masukan bagi RS untuk mempertahankan budaya saat ini dan meningkatkan komitmen organisasi untuk meningkatkan motivasi kerja perawat serta menurunkan kelelahan dan niat berpindah perawat.

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Organizational culture and organizational commitment have an important role for nurses in increasing motivation and reducing job burnout and turnover intention. Maintaining a good organizational culture and organizational commitment can improve nurse performance. This study aims to identify the relationship between organizational culture and organizational commitment to work motivation, burnout and intention to move nurses in hospitals. This research design uses cross sectional by involving 177 nurses of hospitals in Central Jakarta. Data were collected by proportional random sampling and using e- form. The results showed that the most dominant factors influencing motivation were clan culture, market, and organizational commitment. In job burnout, the most dominant factors affecting are clan culture and organizational commitment, while the dominant factor affecting nurses' intention to move is organizational commitment. The results of this study provide input for hospitals to maintain the current culture and increase organizational commitment to increase nurses' work motivation and reduce burnout and nurse turnover intention."

"Upaya membangun kembali komitmen melalui motivasi internal, seperti spiritualitas di tempat kerja (STK) sangat dibutuhkan. Penelitian korelasi ini mengidentifikasi hubungan STK, fasilitasi, dan iklim spiritual dengan komitmen organisasi pada 30 Karyawan Bank BNI Syariah Kantor Cabang Depok dan iklim spiritual berhubungan bermakna dengan komitmen organisasi.Iklim spiritual berinteraksi dengan fasilitasi dalam mempengaruhi komitmen organisasi. Kompetensi spiritual untuk manajer, dan modul STK praktis perlu dikembangkan. Riset disarankan meluaskan area, eksplorasi variabel, menguji modul, dan instrumen spiritual.Efforts to rebuild commitment through internal motivation, such as workplace spirituality are required. This correlation research identified relationship between workplace spirituality, facilitations, spiritual climate and organizational commitment for 30 employee of BNI Syariah Depok. Multiple logistic regressions analysis was used to test the relationship.

Results shown that workplace spirituality (STK), facilitations, and spiritual climate have significant relationship with organizational commitment ,Conclusions, spiritual climate interacted to facilitation in influencing organizational commitment. Spiritual competence for manager and workplace spirituality (STK) practice-tool are required to develop. Research may widen area; explore variables, modules test, and instrument test."

"ABSTRAKMotivasi dan komitmen organisasi merupakan faktor yang dapat meningkatkan sikap positif terhadap pekerjaan dan membangun kinerja perawat secara konstruktif dalam menghasilkan kualitas asuhan keperawatan yang bermutu. Penelitian ini untuk mengetahui hubungan motivasi dan komitmen organisasi dengan kinerja perawat dalam pelaksanaan dokumentasi asuhan keperawatan di RSUD Kota Bekasi. Penelitian ini deskriptif korelasi dengan rancangan cross sectional. Sampel 106 perawat pelaksana dengan menggunakan kuesioner dan observasi dokumentasi asuhan keperawatan. Analisis dengan univariat,bivariat (chi square) dan multivariat (regresi logistik berganda). Hasil penelitian ada hubungan motivasi dengan kinerja perawat dalam pelaksanaan dokumentasi asuhan keperawatan (p=0,000, α=0,05). Motivasi ekstrinsik dapat mempengaruhi kinerja perawat 26 kali lebih tinggi (OR=26,708) setelah dikontrol oleh variabel umur, status kepegawaian, dan masa kerja. Perlu dilakukan audit dokumentasi sebagai bagian dari penilaian kinerja perawat.

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ABSTRACTMotivation and organizational commitment is a factor that can increase positive attitudes towards work and build constructively nurses performance in producing quality nursing care quality. Study is to examine the relationship between motivation and commitment to the organization's performance in implementing nursing documentation of nursing care in hospitals Bekasi. This descriptive study with cross sectional correlation. Sample of 106 nurses using questionnaires and observation documentation of nursing care. With univariate analysis, bivariate (chi-square) and multivariate (multiple logistic regression). The result is has relationship between motivation with nurses' performance in implementing nursing care documentation (p = 0.000, α = 0,05). Extrinsic motivation can affect the performance of nurses 26 times higher (OR = 26.708) after controlled by age, employment status, and years of service. Audit documentation needs to be done as part of the performance assessment nurse."

"Penelitian ini bertujuan untuk mengetahui hubungan antara komitmen pada organisasi dan supervisi dari kepala ruangan dengan kepuasan kerja perawat di RSUD Dokter Soedarso Pontianak. Penelitian ini merupakan penelitian deskripsi korelasi dengan rancangan cross sectional. Sampel pada 203 perawat pelaksana. Uji Chi-Square didapatkan komitmen afektif (p=0.000), normatif (p=0,000) dan berkesinambungan (p=0,000) berhubungan signifikan dengan kepuasan kerja perawat. Sedangkan aspek supervisi yaitu hanya memotivasi yang berhubungan secara signifikan dengan kepuasan kerja (p= 0,018). Uji regresi logistik menunjukan faktor yang paling berhubungan dengan kepuasan kerja perawat adalah komitmen berkesinambungan. Rumah sakit perlu melakukan upaya menumbuhkan loyalitas yang dimulai pada saat rekruitmen pegawai dan seleksi secara independen dengan meningkatkan kompetensi supervisor agar kegiatan supervisi berjalan dengan optimal.

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The purpose of this study is to determine the correlation between commitment on organizational and supervision from room head with working satisfaction of nurses in Docter Soedarso public district hospital in Pontianak. This study is descriptive correlational design with cross-sectional approach. Chi-Square test showed that affective (p=0.000), normative (p=0,000) and and continuance commitments (p=0,000) correlated significantly with working satisfaction. Within supervision aspect, only motivation that has correlation significantly with working satisfaction (p=0.018). On Logistic Regression test have showed factor that highly correlated with working satisfaction was continuance commitment. This study has recommendation that hospital needs to have effort to improve staff?s dedication and loyal values, especially in recruitment and selection of new staffs should be independent. Also, it is needed to improve supervisor competencies in order to optimize supervision to their staff."

"ABSTRAKPenelitian mengenai efektivitas pemimpin mulai mengarah kepada persepsibawahan terhadap efektivitas pemimpinnya dan bukan karena performanya(Hannah, Sumanth, Lester, & Cavarretta, 2014). Behavioral integrity, yangmerupakan pola konsisten antara ucapan dengan tindakan pemimpin yang dinilaioleh bawahan, merupakan salah satu faktor utama yang memengaruhi efektivitaspemimpin. Penelitian sebelumnya menunjukkan adanya hubungan positif antarabehavioral integrity dan efektivitas pemimpin, dengan demikian penelitian inimelanjutkan penelitian-penelitian tersebut dengan beragumen bahwa hubunganantara behavioral integrity dan efektivitas pemimpin dapat terjadi apabiladimediasi penuh oleh cognitive trust dan affective trust. Penelitian ini dilakukanterhadap 215 orang pegawai di bidang jasa dengan metode survei menggunakankuesioner. Hasil analisis parallel multiple regression menggunakan PROCESSmenunjukkan bahwa hubungan antara behavioral integrity dengan efektivitaspemimpin hanya dapat terjadi apabila dimediasi penuh oleh cognitive trust danaffective. Ini berarti behavioral integrity baru dapat memengaruhi efektivitaspemimpin apabila bawahan memiliki cognitive trust dan affective trust kepadapemimpinnya.

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ABSTRACTLeadership theories have shifted over the last few decades from a focus onobjective measure of performance toward subordinate?s evaluation of leaders?behaviors relevant to team performance. Behavioral integrity, which refer tosubordinate?s perception of pattern of word-deed alignment, is one of the mostimportant factors that influence subordinate?s evaluation of their leaders?effectiveness. We extend previous research by arguing that the importance ofbehavioral integrity on leader effectiveness is mediated by two forms of trust:cognitive trust, which refer to trust that based on performance-relevant cognitionssuch as competence, reliability, and dependability; and affective trust, which referto the emotional bonds between individuals that are grounded upon expressions ofgenuine care and concern for the welfare of the other party. To test thehypotheses, we collected data from 215 employees in the service industry. Usingparallel multiple regression by PROCESS, we find that the relationship betweenbehavioral integrity and leader effectiveness is fully mediated by cognitive trustand affective trust, suggesting that behavioral integrity will only take place whensubordinate have cognitive and affective trust on their leaders. This research isparticularly important because it delineate the mechanism under whichbehavioral integrity impact leader effectiveness"

"Penelitian ini dilakukan untuk mengetahui hubungan antara job insecurity dan komitmen organisasi pada guru honorer Sekolah Dasar Negeri di Depok. Pendekatan yang digunakan dalam penelitian ini adalah pendekatan kuantitatif melalui skala sikap. Pengukuran Job Insecurity menggunakan alat ukur Job Insecurity Scale (Ashford, Lee & Bobko, 1989) yang diadaptasi oleh Maulana (2012) dan pengukuran komitmen organisasi menggunakan alat ukur organizational Commitment Questionnaire (Meyer & Allen, 1997) yang telah diadaptasi oleh Fathlistya (2008). Partisipan dalam penelitian ini berjumlah 105 orang guru honorer Sekolah Dasar Negeri di Depok. Hasil dari penelitian ini menunjukkan bahwa terdapat hubungan yang bersifat negatif signifikan di antara kedua variabel tersebut, yang berarti penurunan job insecurity akan diikuti oleh peningkatan pada komitmen organisasi, dan berlaku sebaliknya.

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This research was conducted to find the relationship between job insecurity and organizational commitment among honorarium public elementary school teacher in Depok. This research used quantitative approach by collecting data through attitute scales. Job Insecurity was measured by Job Insecurity Scale (Ashford, Lee & Bobko, 1989), which had been adapted by Maulana (2012) and Organizational Commitment was measured by Organizational Commitmen Questionnaire (Meyer & Allen, 1997), which had been adapted by Fathlistya (2008). The participants of this research were 105 honorarium public elementary school teacher in Depok.

The result showed that job insecurity had correlated significantly with organizational commitment and the relationship showed a negative effect, which meant that increasing in job insecurity would be followed by decreasing in organizational commitment and vice versa."