Hubungan Leader Member Exchange (LMX) dan Kepuasan Kerja dengan Komitmen Organisasi pada Tenaga Pendidik (GADIK) Sekolah Polisi Negara Kepolisian Daerah Sumatera Utara

Abstract

This research aims to look at the relationship of Leader Member Exchange and job satisfaction With organizational commitment on the Educators Schools State Police North Sumatera regional police. The hypothesis proposed is no relationship Leader Member Exchange and Organizational Commitment job satisfaction In Educators School State Police North Sumatera regional police. Research done to 75 people educators. Data collection is a method of scale, i.e. the scale of Leader Member Exchange, the scale of the job satisfaction and organizational commitment scale. Before the scale used is done against 40 scale test people educators of CIVIL SERVANTS/civil. The data were analyzed using Multiple Regression. The results showed; There is a very significant relationship between leader member exchange and job satisfaction with the commitment of the organization. This result was shown by F reg coefficient = 205.538; SIG < 0.010. Based on the results of this study, it can be stated that the hypothesis presented in this research were declared admissible. Both variables in this study, namely the leader member exchange and job satisfaction towards organizational commitment is 84.8%. This means that these two variables (leader member exchange and job satisfaction) contribute to a high of 84.8% against low organizational commitment. Separately, leader member exchange contribute of 66.9% against high low organizational commitment, while contributing to job satisfaction of 83.3% against high low organizational commitment. Based on these results, note that the total contribution of both the free variable is bound to a variable against amounting to 84.8%. Means there is still a 15.2% the influence of other variables against the commitment of organizations, where these other factors in this study are not seen, which are personal or individual factors include the quality of working life, the form of organizational climate organizational organizational factors, and non.