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All Journal MANASA, Jurnal Ilmiah Psikologi
Benedicta P. Dwi Riyanti
Magister Psikologi Profesi, Universitas Katolik Indonesia Atma Jaya
Social Sciences

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HUBUNGAN ANTARA KEPUASAN KERJA DAN KOMITMEN ORGANISASI PADA PEKERJA LEPAS BIRO KONSULTAN Ginanjar Ginanjar; Benedicta P. Dwi Riyanti
MANASA Vol 4 No 2 (2015): Desember, 2015
Publisher : Faculty of Psychology, Atma Jaya Catholic University of Indonesia

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Abstract

With job satisfaction, a company can better maintain the commitment of its employees. This study aims to explore the applicability of the assumption for freelance workers. For example, freelance workers in Bureau Consultant PT. B experience close working relationship, have co-workers from the same college, opportunity to use their expertise, and interesting tasks which become sources for their job satisfaction. Satisfying with their job can make them able to commit to Bureau Consultant PT. B despite having a job at another company. The participant of this study are all freelancer working at the Bureau Consultant PT. B. The quantitative approach used in this study with two questionnaires, Minessota Satisfaction Questionnaire and Organizational Commitment Questionnaire. Results of the study show that there is a positive relationship between job satisfaction with affective commitment and normative commitment, while job satisfaction doesn’t have a relationship with continuance commitment. Therefore, the more freelancer in Bureau Consultant PT. B satisfied with their work, they will be more committed emotionally to Bureau Consultant PT. B and morally feel obliged to remain in Bureau Consultant PT. B. Based on the results, it is suggested to Bureau Consultant PT. B to pay attention to three aspects of job satisfaction are still lacking, the aspect of social status, aspects of the opportunity to move forward, the aspect of certainty and security, to facilitate and give confidence to the freelancers to hold the higher responsibility so that they can better demonstrate their competencies at work. This will lead to more satisfied workers. This study indicate that it is possible to build organizational commitment for freelance worker by managing their job satisfaction.
GAMBARAN IKLIM ORGANISASI SEBAGAI DASAR PENGEMBANGAN ORGANISASI Gracia Tobing; Rayini Dahesihsari; Benedicta P. Dwi Riyanti; Nani Indra Ratnawati Nurrachman
MANASA Vol 4 No 1 (2015): Juni, 2015
Publisher : Faculty of Psychology, Atma Jaya Catholic University of Indonesia

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Abstract

The important impact of how employees perceived their working environment, practices, policies, values, and interaction in organization affecting their working experiences on their working behavior has been well known in the field of organizational psychology. Poor vertical and horizontal relationship, the mismatch policies and goals, lack of motivation, and work productivity are the examples of problems that may be arise if organizational climate were not well managed. Full attention to organizational climate has been the inevitable demand for organizations that are in a situation with strict competition. This research aimed to get a comprehensive description of organizational climate, based on Competing Value Model theory that were presented by Patterson, West, Shackleton, Jeremy, Lawthom, Maitlis, Robinson, dan Walace. The description will be used for guiding how the management develop their organization. A combination of quantitative and quality approaches was implemented by using quetionnaires and interviews. The participants are 59 employees with minimum supervisory level as the criteria. Descriptive statistic and anova one-way were used for analyzing quantitive data. Content analysis with inductive analysis was used for analyzing qualitative data. The result showed that more attention was needed for organizational climate, especially on internal process, human relation, and rational goal. Those aspects will be the focus to develop for management.
Co-Authors Ginanjar Ginanjar Gracia Tobing Nani Indra Ratnawati Nurrachman Rayini Dahesihsari