Analisis Hubungan Budaya Organisasi, Komitmen Organisasi dengan Turnover Intention Perawat Rumah Sakit Prikasih Tahun 2015

Erta Rahmawati

Abstract


ABSTRAK Tingginya angka perputaran perawat di RS Prikasih > dari 10% menimbulkan berbagai permasalahan diantaranya, meningkatnya biaya operasional, terganggunya kegiatan operasional dan menimbulkan permasalahan moral perawat yang tinggal. Penelitian ini merupakan penelitian analitik dengan desain kuantitatif yang bertujuan untuk mengetahui gambaran tipe budaya organisasi (klan, adhrokrasi, pasar, hierarki) dan komitmen organisasi (afektif, normatif, berkelanjutan). Selain itu, penelitian ini juga bertujuan untuk mengetahui hubungan antara berbagai tipe budaya organisasi, komitmen organisasi tersebut dengan turnover intention (keinginan pindah kerja) di Rumah Sakit Prikasih, serta mengidentifikasi jenis hubungan yang paling dominan. Penelitian ini menggunakan metode cross-sectional (potong lintang) dengan responden sebanyak 102 perawat, dengan instrumen penelitian berupa kuesioner. Hasil analisis bivariat menunjukkan adanya hubungan bermakna antara budaya organisasi (klan, pasar, hirarki), komitmen organisasi (afektif, normatif) dengan turnover intention. Hubungan yang paling dominan adalah antara komitmen afektif dengan turnover intention. ABSTRACT The high rate of nurse turnover > 10% at Prikasih hospital causes a variety of problems, increased operating cost, disruption operations and raising moral issues in nurse who stay, This research is a quantitative analytical research aiming to describe the types of organizational culture (clan, adhocracy, market, hierarchy) and organizational commitment (affective, normative, continuance). The research also aims to illustrate the relations between the different types of organizational culture and organizational commitment, and the association with turnover intention at Prikasih hospital as well as to identify the most dominant factor of relations. The research uses cross-sectional method with 102 nurses as respondents, using questionnaires. The result correlation and regresion analysis shows that there is correlation between organizational culture (clan, market, hierarchy), organizational commitment (affective, normative, continuance) with turnover intention. Affective commitment exhibits as the most dominant variable in relation to turnover intention. 

Keywords


nurse; organizational culture; organizational commitment; turnover intention

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References


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DOI: http://dx.doi.org/10.7454/arsi.v2i3.2202

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