Hubungan Komitmen Organisasi terhadap Loyalitas Kerja Pegawai RS Khusus Mata Medan Baru

Abstract

Penelitian ini bertujuan untuk mengetahui Hubungan Komitmen Organisasi terhadap Loyalitas Kerja Pegawai RS Khusus Mata Medan Baru. Pengambilan sampelnya mempergunakan teknik total sampling. Teknik pengambilan data dengan model skala likert. Komitmen organisasi dalam penelitian ini diukur menggunakan aspek-aspek komunikasi organisasi Meyer & Allen yaitu (dalam Sopiah, 2008) antara lain: Affective Commitment, Continuance Commitment, dan Normative Commitment. Gouzali (2000) aspek-aspek tentang loyalitas karyawan, diantaranya: Ketaatan atau kepatuhan, Tanggung jawab, Pengabdian, dan Kejujuran. Berdasarkan hasil analisis dengan metode analisis korelasi diketahui bahwa ada adanya hubungan positif antara komitmen organisasi dengan loyalitas kerja pada pegawai Rumah Sakit Khusus Mata Medan Baru, dimana rxy = 0,626 dengan signifikan p = 0.000 < 0,050. Dengan asumsi, semakin tinggi komitmen organisasi maka semakin tinggi tingkat loyalitas kerja. Sebaliknya, Semakin rendah tingkat komitmen organisasi maka semakin rendah pula tingkat loyalitas kerja. Artinya hipotesis yang diajukan diterima. Koefisien determinan (r2) dari hubungan antara variabel bebas X dengan variabel terikat Y adalah sebesar r2 = 0,392. Ini menunjukkan bahwa komitmen organisasi berkontribusi terhadap loyalitas kerja sebesar 39,2%. Berdasarkan hasil perhitungan nilai rata-rata hipotetik dan empirik dapat disimpulkan bahwa komitmen organisasi tergolong sedang dengan nilai mean hipotetik sebesar 85 dan nilai mean empirik sebesar 75,43. Selanjutnya dapat disimpulkan juga bahwa loyalitas kerja tergolong sedang dengan nilai hipotetik sebesar 77,5 dan nilai empirik sebesar 71,94. This study aims to determine the correlation between job satisfaction and employee This study aims to determine the relationship between Organizational Commitment and Employee Loyalty at the Medan Baru Mata Special Hospital. Sampling using total sampling technique. Data collection technique with Likert scale model. Organizational commitment in this study was measured using aspects of organizational communication Meyer & Allen, namely (in Sopiah, 2008) including: Affective Commitment, Continuance Commitment, and Normative Commitment. Gouzali (2000) aspects of employee loyalty, including: Obedience or compliance, Responsibility, Devotion, and Honesty. Based on the results of the analysis using the correlation analysis method, it is known that there is a positive relationship between organizational commitment and work loyalty on employees of the Medan Baru Eye Special Hospital, where rxy = 0.626 with a significant p = 0.000 < 0.050. Assuming, the higher the organizational commitment, the higher the level of work loyalty. Conversely, the lower the level of organizational commitment, the lower the level of work loyalty. This means that the proposed hypothesis is accepted. The determinant coefficient (r2) of the relationship between the independent variable X and the dependent variable Y is r2 = 0.392. This shows that organizational commitment contributes to job loyalty by 39.2%. Based on the results of the calculation of the hypothetical and empirical mean values, it can be concluded that organizational commitment is classified as moderate with a hypothetical mean value of 85 and an empirical mean value of 75.43. Furthermore, it can be concluded that work loyalty is classified as moderate with a hypothetical value of 77.5 and an empirical value of 71.94.