PENGARUH DUKUNGAN ORGANSISASIONAL DAN STRES KERJA TERHADAP KOMITMEN ORGANISASIONAL DENGAN LOCUS OF CONTROL SEBAGAI VARIABEL PEMODERASI
| Main Authors: | , Sylvia Anastasia Vanesha, SIP., , Dra. Reni Rosari, MBA. |
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| Format: | Thesis NonPeerReviewed |
| Terbitan: |
[Yogyakarta] : Universitas Gadjah Mada
, 2011
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| Subjects: | |
| Online Access: |
https://repository.ugm.ac.id/90114/ http://etd.ugm.ac.id/index.php?mod=penelitian_detail&sub=PenelitianDetail&act=view&typ=html&buku_id=52434 |
Daftar Isi:
- The development of hospitals as health service organization has been expanded rapidly. This situation occurred because the roles and functions of hospitals which are dominant in keeping the health status of the society, starting from the prevention level to the rehabilitation. High level of organizational commitment is highly needed since there is a strict competition in the employment market, so that many companies carefully look for employees with high competencies. Thus, this study aimed to analyze the influences of perceived organizational support and perceived job stress towards organizational commitment and to analyze the roles of external locus of control in moderating the influences of perceived organizational support and perceived job stress towards organizational commitment. This study used the questionnaire give to 300 employees of private hospitals in Daerah Istimewa Yogyakarta. Only 94 data can process that is repondent have external locus of control. This study used multiple regrassion analysis and moderated regression analysis to test the hypoteses. The results of the study showed that the perceived organizational support is positively and significantly influencial towards affective and normative commitments, whereas it is negatively and insignificantly influencial towards continuance commitment. Besides, the perceived job stress is negatively influential towards affective and normative commitments, whereas it is positively influential towards continuance commitment. However it is insignificant. The role of external locus of control is as pure moderator for the influences of perceived organizational support and perceived job stress towards affective, continuance, and normative commitments, whereas, the role of external locus of control for the influences of perceived organizational support towards continuance commitment is as quasi moderator.