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All Journal INTERNATIONAL JOURNAL OF SOCIAL, POLICY AND LAW (IJOSPL) Multidiciplinary Output Research for Actual and International Issue (Morfai Journal)
Anoesyirwan Moeins
Universitas Pakuan
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THE RELATIONSHIP BETWEEN ORGANIZATIONAL CLIMATE AND WORK MOTIVATION TO ORGANIZATIONAL COMMITMENT IN PT. CITRA ABADI ABADI Berti Anggun Melati; Anoesyirwan Moeins; Martinus Tukiran
INTERNATIONAL JOURNAL OF SOCIAL, POLICY AND LAW Vol. 2 No. 2 (2021): April 2021
Publisher : INTERNATIONAL JOURNAL OF SOCIAL, POLICY AND LAW

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.8888/ijospl.v2i2.40

Abstract

The purpose of this study was to examine the strengths of the relationship between organizational climate and work motivation and commitment to organization in PT. True Eternal Image. The study population was the operator of PT. Citra Abadi Sejati as many as 454 operators with a sample size of 213 operators calculated using the Slovin formula with an error rate of 5%. Collecting data for each variable studied using a questionnaire with a rating scale. The data analysis technique used descriptive statistical analysis techniques and inferential statistical analysis techniques. The results showed: (a) There is a significant positive relationship between Organizational Climate and Commitment to Organization with a correlation coefficient of ry.1 = 0.579, the strength of the relationship is "moderate". The amount of contribution of organizational climate to commitment to the organization is 33.5% and the regression equation ? = 51.182 + 0.576X1. This means that the Commitment to the Organization is determined by the Organizational Climate. A good organizational climate will result in high commitment to the organization and vice versa if the organizational climate is not good then the commitment to the organization is also low, (b) there is a significant positive relationship between work motivation and commitment to the organization with a correlation coefficient of ry. 2 = 0.789, the strength of the relationship "strong". The amount of contribution of work motivation to commitment to organization is 62.2% and the regression equation ? = 18.786 + 0.879X2. This means that the Commitment to the Organization is determined by Work Motivation. Good work motivation will result in a high commitment to the organization and vice versa if the work motivation is not good then the commitment to the organization is also low, and (c) there is a significant positive relationship between organizational climate and work motivation together with commitment to the organization with a coefficient correlation R = 0.792, the strength of the "strong" relationship. The amount of the contribution of Organizational Climate and Work Motivation together to Commitment to Organization is 62.8% and and the regression equation ? = 34.649 + 0.399X1 + 0.806X2. This means that commitment to the organization is determined by the organizational climate and work motivation together. If the Organizational Climate and Work Motivation together, contribute equally well, it will result in high Commitment to the Organization and vice versa if the Organizational Climate and Work Motivation together do not contribute well, Commitment to the Organization is also low
EMPLOYEE PERFORMANCE IMPROVEMENT STRATEGY THROUGH STRENGTHENING JOB CHARACTERISTICS, TRANSFORMATIONAL LEADERSHIP, AND WORK ATTITUDE AND WORK MOTIVATION Ujo Sujoto; Anoesyirwan Moeins; Hamzah
Multidiciplinary Output Research For Actual and International Issue (MORFAI) Vol. 5 No. 2 (2025): Multidiciplinary Output Research For Actual and International Issue
Publisher : RADJA PUBLIKA

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.54443/morfai.v5i2.3853

Abstract

This study aims to find strategies to improve the performance of First Expert Immigration Analysts at the Directorate General of Immigration at Soekarno-Hatta Airport through job characteristics, transformational leadership, and work attitudes, both directly and through the mediation of work motivation. The main focus is to identify the most effective way to develop employee motivation and performance through a multidimensional approach that includes individual factors, leadership, and the work environment. This study uses a mixed methods method, namely a combination of quantitative and qualitative approaches in data collection and analysis. The research location is at the Class I Immigration Office of Soekarno-Hatta Airport, which is administratively located in Banten Province. The focus of the research is on the role of Immigration Officers and First Expert Immigration Analysts. The study population was 406 people, with a sample of 202 people. This study concludes that job characteristics, transformational leadership, work attitudes, and work motivation have a direct and significant effect on employee performance. In addition, job characteristics, transformational leadership, and work attitudes also influence work motivation. Work motivation is proven to indirectly mediate the influence of these three variables on improving employee performance at the Directorate General of Immigration at Soekarno-Hatta Airport.
Co-Authors Berti Anggun Melati Hamzah Hamzah Martinus Tukiran Ujo Sujoto