HUBUNGAN BUDAYA ORGANISASI DENGAN KOMITMEN PEGAWAI DI HR DEVELOPMENT PT MULTI GARMENJAYA

Abstract

One of effort which can be done by organization to adapt in environment is to build a strong organizational culture to bind the organization into one solid union.Organizational culture can foster a commitment to the members of the organization if it’s suitable and in turn can have a positive impact for the sustainability of the organization. In this study the author used descriptive research analysis to identify and explain the characteristics of the studied variables in a situation. The author conducted a survey, with questionnaire consisted of 61 statements and distributed to 12 employees HR Development PT MULTI GARMENJAYA. Quantitative data were analyzed using descriptive statistics, calculating the average value and percentage.      

Based on the calculations and the classification of each dimension’s mean for every variables, there is 66.67% of high Power Distance Index, 58.34% of high UAI (Uncertainty Avoidance Index), 58.34% of high MAS (Masculinity Index), 66.67% of high IDV (Individualism Index), and 58.34% of high LTO (Long Term Orientation Index) in HR Development PT MULTI GARMENJAYA. With organizational culture which tends to high index, there is 75% of continuance commitment, 50% of affective commitment, and 58.34% of normative commitment.

The author provides suggestions for improving affective commitment by socialize actively and do informal activities outside of work to strengthen relationships with co-workers and employees also managers. In addition, company need to ensure that cultural values have been understood by all employees.

 

Keywords: Research Descriptive Analysis, Organizational Culture, Employee Commitment