Iklim Organisasi Dalam Rangka Peningkatan Disiplin Kerja Karyawan Pada Training Centre PT Persada, Jakarta - Ismono, Kartini (STIKS Tarakanita, 2020)
Abstrak: Penelitian ini berupaya mempelajari, (1) Untuk mengetahui Iklim Organisasi yang diterapkan Pimpinan dalam upaya peningkatan Disiplin Kerja Karyawan, (2) Untuk mengetahui kupaya-upaya yang dilakukan Pimpinan dalam peningkatan Disiplin Kerja, (3) Untuk mengetahu bentk Iklim Organisasi yang mampu meningkatkan Disiplin Kerja Karyawan. Penelitian ini dilaksanakan di Training Center PT Persada, Jakarta. Metode penelitian digunakan adalah, metode Deskriptif Kuantitatif. Adapun teknik pengumpulan datanya menggunakan kuesioner. Unit Analisis dalam penelitian ini meliputi, Director, Executive Vice Director, General Manager, Secretary dan Staff. Hasil penelitian menunjukkan bahwa dalam upaya peningkatan Disiplin Kerja Karyawan. Data ini menunjukkan bahwa idikator IKlim Organisasi mencapai 72% dan 81% untuk Disiplin Kerja Karyawan. Jika Iklim Organisasi baik, maka Disiplin Kerja Karyawan juga baik. Hasil penelitan menemukan, terdapat hubungan positif antara Iklim Organisasi (X) dengan Disiplin Kerja (Y) dengan koefisien Korelasi rxy = 0,603 dan persamaan Regresi Ŷ = 56,77 + 0,63 X. Berdasarkan temuan tersebut, dapat disimpulkan bahwa Disiplin Kerja dapat ditingkatkan melalui tambahan keterampilan, pengetahuan, dan pengertian tentang etika kerja bagi seluruh karyawan. Peningkatan kenyamanan Iklim Organisasi dapat dilakukan melalui, pemberian tugas dengan kejelasan sevara terperinci kepada karyawan, pemberian penghargaan terhadap akreativitas dan inovasi yang dilakukan karyawan, komunikasi, dan member perhatian terhadap pengembangan keterampilan karyawan. Kata kunci: iklim organisasi, disiplin kerja, kenyamanan iklim organisasi. Abstract: This is a study at the Training Center of PT Persada Jakarta which aimed (1) to investigate the organizational climate implemented by leaders as an effort to increase employees’ work discipline, (2) to investigate leaders’ efforts in increasing work discipline, (3) to investigate what form of organizational climate is capable of improving employees’ work discipline. This is a descriptive quantitative method research using questionnaire as its data collection technique. The unit of analysis in this study are director, executive vice director, general manager, secretary, and staff. Results showed that the organizational climate indicator reached 72%, and 81% for employees’ work discipline. It means that if the organizational climate is good, then employees’ work discipline is also good. Result shows that there is a positive relationship between organizational climate (X) and work discipline (Y) with an rxy correlation coefficient of 0.603 and that regression equation Y is 56.77 + 0.63 X. Based on these findings, it is concluded that work discipline can be improved through increasing skills, knowledge, and understanding of work ethics for all employees. Whereas a comfortable organizational climate could be reached through giving clear and detailed assignments to employees, granting awards for employees’ creativity and innovation, communicating, and developing employees’ skills. Keywords: organizational climate, work discipline, organizational climate comfort.