PENGARUH KOMPENSASI, LINGKUNGAN KERJA, DAN BEBAN KERJA TERHADAP KOMITMEN ORGANISASI PADA YAYASAN PENDIDIKAN KEBON BARU

Purba, Marina Cancerita (2017) PENGARUH KOMPENSASI, LINGKUNGAN KERJA, DAN BEBAN KERJA TERHADAP KOMITMEN ORGANISASI PADA YAYASAN PENDIDIKAN KEBON BARU. S1 thesis, Universitas Negeri Jakarta.

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Abstract

Marina Cancerita Purba, 2017; Influence of Compensation, Work Environment, and Workload to the Organizational Commitment on Yayasan Pendidikan Kebon Baru. Thesis, Jakarta: Concentration of Human Resources, Study Program of Management, Faculty of Economics, State University of Jakarta. The purpose of this research are: 1) to describe the compensation, work environment, workload, and organizational commitment, 2) to analyze partial effect of compensation, work environment, and workload toward organizational commitment, 3) to analyze model feasibility of compensation, work environment, and workload toward organizational commitmen on Yayasan Pendidikan Kebon Baru. Subjects this research are 40 teachers of Yayasan Pendidikan Kebon Baru from Kindergarten to Vocational High School. Type of the research is descriptive research and the method is explanatory research. The data is directly collect from respondents with use research instrument by the questionnaire. Descriptive analysis results showed: a) compensation given by organization was not enough as long as a month, b) work environment less comfortable, c) teachers face the high workload, d) teachers have a poor organizational commitment. The results of hypothesis testing are: 1) compensation has significant influence towards organizational commitment, 2) work environment has no significant influence towards organizational commitment, 3) workload has significant influence towards organizational commitment, 4) research model compensation, work nvironment, and workload can already describe dependent variable. Determination coefficient (R 2) for X 1, X 2, dan X 3 is 0,324, it means organizational commitment can be influenced by compensation, work environment, and workload around 32,4%, then 67,6% influenced by other factors. Keywords: compensation, work environment, workload, organizational Commitment

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