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ABSTRAKPenelitian ini perlu dilakukan karena komitmcn dokter pada rumah sakit akan
mempengaruhi tingkat kehadiran dokter spesialis, produktivitas dokter spcsialis dalam
memberikan pelayanan dan pengembangan mutu pelayanan di rumah sakit. Komitmen
dihubungkan dengan budaya organisasi didasarkan pada fungsi budaya organisasi yang
dapal menumbuhkan komitmen . Komitmcn dihubungkan dengan kepuasan kerja
didasarkan pada peke|ja yang puas akan meningkatkan komitmennya. Tujuan penelitian
ialah : (1) diketahuinya hubungan antara budaya organisasi dengan komiuncn dokter
spesialis; (2) dikctahuinya hubungan antara kepuasan kerja dengan komilmen dokter
spesialis; (3) diketahuinya hubungzm budaya organisasi dan kepuasan kerja dcngzm
komitmen dokter spwialis.
Responden penelitian ini adalah 35 doktcr spcsialis. Alat ukur yang digunakan
adalah organinizational culture survey Denison (2000), a job satisfaction survey Spector
(1985) dan organizational commirmem Allen & Meyer (1993). Scmua skala
dimodiiikasi. Penelitian ini mcnggunalan analisis kuantitatii Analisis statistik dilakukan
secara univariat, bivariat dan multivariat.
Hasil penelitian menunjukkan kepuasan kerja berhubungan dcngan korniunen,
tidak dcmikian dcngan hubungan budaya organisasi dan komitmen .Budaya organisasi
bcrupa praktek manajemen, dinilai oleh dokter spesialis bclum sepcnuhnya fokus pada
keterlibatan, konsistensi, adaptabilitas dan penghayatan misi. Sumber kepuasan kerja
dokter spesialis adalah rekan kexja dan pekcrjaan yang dilakukan. Sumber ketidakpuasan
dokter spesialis adalah imbalan, promosi, supervisi dan kondisi kerja. Dokter spesialis
memiliki komitmen yang tinggi. Komitmcn kclanjutan dokter spesialis berhubungan
dengan 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 dengan
profesinya.
Kesimpulan penelitian ini adalah keterikatan yang tinggi dari doktcr spesialis
berkaitan dengan statusnya sebagai PNS. Kepuasan Kezja sangat belperan pada
komiimen yang dimiliki dokter spesialis. Saran utama yang diajukan kepada RSUD
Kota Bekasi adalah pimpinan dan manajemen perlu menyatukan persepsi dengan
seluruh karyawan rumah sakit, agar memiliki pemahaman yang sama dalam praktek
manajemen. Pimpinan dan manajemen perlu memahami dan memenuhi kebutuhan-
kebutuhan dokter spesialis, khususnya yang terkait dengan kepuasan kerja.
ABSTRACTPhysician?s commitment has significant relationship with their level of
attendances, and their productivity in term of services quality, which will leverage the
total quality of hospital . Commitment is related to organimtion culture in form of
relationship where the organization culture develops organization commitment.
Commitment has also a strong relationship with cmployee?s satisfaction. Objectives of
this research are: (1) examining thc relationship of organization culture toward
physician?s commitment; (2) examining the relationship of job satisfaction toward the
pl'tysician?s commitment; (3) examining the relationship of both organization culture and
job satisfaction toward physiciaxfs commitment.
Respondent for this research are 35. Scale of organizational culture survey
Denison (2000), scale of job satisfaction survey Spector (l985), and scale of
organizational commitment Allen & Meyer (1993) are the measurement tools. The
analysis of this research is using quantitative method. Statistical analysis is performed in
univariate, bivariate and multivariate.
The result of this research shows that job satisfaction level has significant
relationship on organization commitment. Separately, organization commitment does
not have significant relationship on organization culture. Organization culture, base on
physician opinion, has not yet focus on empowerment; has not consistent in
development of work instruction and implementation; has not adaptive with the change
of 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 their
professional colleagues. Their dissatisfaction can be influent by the lack of benefit and
promotion opportunities, and the non-conducive work environment conditions.. The
physician has been highly committed to RSUD Bekasi. Physician?s continuans
commitment has a relationship to management practices that focus on consistency and benefit _ Physician?s normative commitment has a relationship to management practices
that focus on organization mission, and their job satisfaction as a physician .
This research concludes that the level of pl1ysician?s commitment to RSUD
Bekasi has a strong correlation with their status as civil service. Job satisfaction is more
sensitive to physician?s commitment As a recommendation for RSUD Bekasi, top
management should develop a synergy within all employees, in tenn of perception to the
organization mission, which will be implemented through management practices. Top
management should understand and willing to fulfill the physieian?s requirements,
which are related to their job satisfaction.
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