Please use this identifier to cite or link to this item: https://repositori.uma.ac.id/handle/123456789/19676
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dc.contributor.advisorMunir, Abdul-
dc.contributor.authorSyahputra, M. Ardian-
dc.date.accessioned2023-03-30T04:12:23Z-
dc.date.available2023-03-30T04:12:23Z-
dc.date.issued2023-02-27-
dc.identifier.urihttps://repositori.uma.ac.id/handle/123456789/19676-
dc.description97 Halamanen_US
dc.description.abstractPenelitian ini bertujuan untuk mengetahui hubungan antara Keadilan Organisasi dengan kepuasan kerja Pegawai RS Khusus Mata Medan Baru.Populasi sebanyak 87 Pegawai Rumah Sakit Mata Khusus Medan Baru. Teknik pengambilan sampel adalah Total Sampling. Pengukuran keadilan menggunakan yang disusun peneliti berdasarkan aspek-aspek keadilan organisasi menurut Farlin dan Sweeney (2014) adalah: Karakteristik tugas. Tingkat kepercayaan bawahan. Frekuensi feedback. Kinerja manajerial. dan Iklim organisasi. Pengukuran Kepuasan kerja disusun peneliti berdasarkan aspek-aspek kepuasan kerja menurut Spector (dalam Harianja, 2018) yaitu: Gaji, Promosi, Atasan, Tunjangan, Imbalan Non Materil, Kondisi Kerja, Rekan Kerja, Sifat Pekerjaan, dan Komunikasi. Berdasarkan hasil uji asumsi normalitas dan linieritas disimpulkan bahwa variabel x dan y tidak memenuhi asumsi normalitas dan juga tidak memenuhi asumsi linieritas, mengunakan Korelasi Spearman yang sifatnya non parametrik. Berdasarkan hasil perhitungan analisis korelasi Spearman product moment, dapat diketahui bahwa terdapat hubungan positif antara Keadilan organisasi dengan Kepuasan kerja. Hasil ini dibuktikan dengan koefisien korelasi rxy = 0,981, dengan Signifikan p= 0,000 < 0,05. Koefisien determinan (r2) dari hubungan antara variabel bebas dan variabel terikat adalah r2= 0,963. Ini menunjukkan bahwa Keadilan organisasi berdistribusi sebesar 96,30% terhadap Kepuasan kerja. Dapat diketahui bahwa hasil keadilan organisasi memperoleh hasil rendah dan kepuasan juga memperoleh hasil sedang. This study aims to determine the correlation of organizational justice and job satisfaction of employees of the Medan Baru Special Eye Hospital. The population is 87 employees of the Medan Baru Special Eye Hospital. The sampling technique is Total Sampling. The measurement of fairness that was compiled by researchers based on aspects of organizational justice according to Farlin and Sweeney (2014) is: Task characteristics. Level of trust of subordinates. Feedback frequency. Managerial performance. and Organizational climate. Measurement of job satisfaction was compiled by researchers based on aspects of job satisfaction according to Spector (in Harianja, 2018), namely: Salary, Promotion, Superiors, Allowances, Non-Material Rewards, Working Conditions, Colleagues, Nature of Work, and Communication. Based on the calculation results of the Spearman product moment correlation analysis, there is a positive relationship between organizational justice and job satisfaction. This result is evidenced by the correlation coefficient rxy = 0.981, with a significant p = 0.000 <0.05. The coefficient of determination (r2) = 0.963. This shows that organizational justice has a distribution of 96.30% on job satisfaction. It can be seen that the results of organizational justice obtain low results and satisfaction also obtain moderate results.en_US
dc.language.isoiden_US
dc.publisherUniversitas Medan Areaen_US
dc.relation.ispartofseriesNPM;188600400-
dc.subjectkeadilan organisasien_US
dc.subjectkepuasan kerjaen_US
dc.subjectpegawaien_US
dc.subjectorganizational justiceen_US
dc.subjectjob satisfactionen_US
dc.subjectemployeesen_US
dc.titleHubungan antara Keadilan Organisasi dengan Kepuasan Kerja Pegawai RS Khusus Mata Medan Baruen_US
dc.title.alternativeThe Correlations between Organizational Justice and Job Satisfaction of Special Eye Hospital Medan Baru Employeesen_US
dc.typeSkripsi Sarjanaen_US
Appears in Collections:SP - Psychology

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