HUBUNGAN ANTARA ETOS KERJA DENGAN KOMITMEN ORGANISASI KARYAWAN PENGADILAN NEGERI MARTAPURA
| Main Author: | Kharisma, Azhar |
|---|---|
| Format: | Thesis NonPeerReviewed Book |
| Bahasa: | eng |
| Terbitan: |
, 2010
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| Subjects: | |
| Online Access: |
http://eprints.umm.ac.id/3752/1/HUBUNGAN_ANTARA_ETOS_KERJA_DENGAN_KOMITMEN_ORGANISASI_KARYAWAN_PENGADILAN_NEGERI_MARTAPURA.pdf http://eprints.umm.ac.id/3752/ |
Daftar Isi:
- In the work global, organizational commitment often be very important and always be one condition for join to be member in the organization. Organizational commitment has defined as something more passive loyalty of the organization, in other word organizational commitment implicit relationship active between organization with employee. Because, employee that slides high commitment has willingness to give more power and responsibility to supportprosperousness and successfully organization where did he work. But, the reality of work, must be starting to work ethos. If employee see work as something glorious for human existence, so work ethos would be positive. On the contrary, if employee see work as something useless, and don’t has work opinion and attitude, so work ethos would be negative. So, this research has for uncover or knowing how relationship between work ethos and employee organizational commitment. This research is nonÂexperiment research. The research was population research with population 40 employees of Pengadilan Negeri Martapura. Data collection technique used were work ethos scale and organizational commitment scale and using Product Moment Correlation from Karl Pearsoson. Data analysis with SPSS (Statistic Program for Special Science) support showed that correlation coefficient (r) = 0,841, fault probability (p) = 0.000, p < 0.01 and determinant coefficient (r2) = 0,707. It means that higher the positive work ethos, employee organizational commitment would be high, so that the opposite, more negative the work ethos, the employee organizational commitment would be lower. So that could be concluded that the hypothesis was accepted. Work ethos effective contribution gave influence to the organizational commitment 70,7 % while rest of them 29,3 % considered by other factors.