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Abstrak :
ABSTRAK
Penelitian 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.

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ABSTRACT
Physician?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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