Please use this identifier to cite or link to this item: http://repository.uma.ac.id/handle/123456789/18525
Title: Pengaruh Motivasi Terhadap Komitmen Organisasi Karyawan Dimediasi Kepuasan Kerja Pada PDAM Tirta Malem Kabanjahe
Other Titles: The Effect of Motivation on Employee Organizational Commitment Mediated by Job Satisfaction at PDAM Tirta Malem Kabanjahe
Authors: Karosekali, Ferdianta
Keywords: motivation
job satisfaction
organizational commitment
motivasi
kepuasan kerja
komitmen organisasi
Issue Date: 4-Oct-2022
Publisher: Universitas Medan Area
Series/Report no.: NPM;178600056
Abstract: Penelitian ini bettujuan untuk mengetahui pengamh motivasi terhadap komitmen organisasi karyawan dimediasi kepuasan ketja pada PDAM Ti1ta Malem Kabanjahe. Komitmen organisasi mempakan sikap katyawan untuk tetap berada dalam organisasi dan terlibat dalam upaya-upaya mencapai misi, nilai-nilai dan tujuan instansi, dan motivasi mempakan daya dorong yang timbul dari dalam diri dan luar di1i karyawan sedangkan kepuasan ke1ja adalah perasaan atau penilaian seseorang atas peketjammya sesuai dengan ganjaran yang diterimanya yang timbul berdasarkan sikap positif (menyenangkan) atau negatif (tidak menyenangkan) dari individu. Populasi dalam penelitian ini adalah selumh karyawan di PDAM Titta Mal em Kabanjahe betjumlah 107 orang dan selumh populasi dijadikan sampel, sehingga sampel betjumlah 107 orang. Sampel diambil dengan teknik total sampling. Penelitian ini menggunakan tiga skala psikologi, yaitu skala motivasi, kepuasan ketja, dan komitmen organisasi menggunakan model skala Likert. Hasil penelitian menunjukkan bahwa motivasi berpengaruh positif dan signifikan terhadap kepuasan ke1ja dengan koefisien txz = 9,123 dengan nilai p = 0,000 <0,05, mtinya semakin tinggi motivasi, maka semakin tinggi kepuasan ke1ja dan kepuasan ke1ja berpengaruh positif dan signifikan terhadap komitmen organisasi dengan koefisien tzy= 13,751 dengan nilai p = 0,000 <0,05, artinya semakin tinggi kepuasan ke1ja, maka semakin tinggi komitmen organisasi serta kepuasan ke1ja mampu memediasi pengmuh variabel motivasi terhadap komitmen organisasi, hal ini dibuktikan dengan hasil uji Sobel tes diperoleh nilai z sebesar 7,697 > 1,96 pada a= 5%, mtinya kepuasan ke1ja mmnpu memediasi pengamh vm·iabel motivasi terhadap komitmen organisasi. Motivasi memiliki mean empirik lebih kecil dibanding mean hipotetik (193,83<216). Kepuasan ke1ja memiliki mean empi1ik lebih besar dibanding mean hipotetik (1 07 ,98>90) sedangkan komitmen organisasi memiliki mean empirik lebih besar dibanding mean hipotetik (145,65>108). This study aims to determine the effect of motivation on employee organi;:ational commitment mediated by job satisfaction at PDAM Tirta Malem Kabanjahe. Organi::ational commitment is the attitude of employees to remain in the organi::ation and be involved in efforts to achieve the mission, values and goals of the agency, and motivation is the driving force that arises from within and outside the employee, while job satisfaction is a person's feeling or assessment of his work. according to the rewards it receives that arise based on a p ositive (pleasant) or negative (unpleasant) attitude from the individual. The pop ulation in this study were all employees at PDAM Tirta Malem Kabanjahe totaling 107 people and the entire population was sampled, so the sample amounted to 107 p eople. Samples were taken by total sampling technique. This study uses three p sychological scales, namely the scale of motivation, job satisfaction, and organi::ational commitment using a Likert scale model. The results showed that motivation had a positive and significant effect on job satisfaction with a coefficient tx:: = 9.123 with p value = 0.000 <0.05, meaning that the higher the motivation, the higher job satisfaction and job satisfaction had a positive and significant effect on organi::ational commitment with a t::;y coefficient. = 13,751 with p value = 0. 000 <0. 05, meaning that the higher job satisfaction, the higher organi::ational commitment and job satisfaction are able to mediate the influence of motivational variables on organi::ational commitment, this is evidenced by the results of the Sobel test, obtained a ;: value of 7. 697 > 1 ,96 at = 5%, meaning that job satisfaction is able to mediate the influence of motivational variables on organi::ational commitment. Motivation has a smaller empirical mean than the hypothetical mean (1 93.83<216). Job satisfaction has an empirical mean greater than the hypothetical mean (107.98>90) while organi::ational commitment has an emp irical mean greater than the hypothetical mean (145.65>108).
Description: 133 Halaman
URI: http://repository.uma.ac.id/handle/123456789/18525
Appears in Collections:SP - Psychology

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