Disertasi MP

Pemodelan Dan Optimasi Penguatan Komitmen Guru Terhadap Organisasi ( Studi Empirik Menggunakan Pendekatan POP SDM Pada Guru Madrasah Aliyah Swasta di Kota Bogor)

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Teachers' organizational commitment is an important element related to the achievement of national education goals and the development of the Indonesian nation as a whole. The initial survey of teacher’s organizational commitment in the Private Islamic High School in the city of Bogor has not achieved maximum results. Therefore, the teacher’s organizational commitment is interesting to study. This study aims to determine efforts to improve teacher’s organizational commitment by examining the positive and dominant variables effect on teacher’s organizational commitment. The unit of research analysis was a Islamic HighSchool Private teachers with a population of 218 and a sample of 142 teachers. the research was conducted using Optimization Modelling and Strengthening of Management Resources (POP SDM). POP SDM combines qualitative research to find the constellation of influences between variables, statistical mathematical models and research hypotheses, as well as quantitative research to prove the research hypotheses generated in the qualitative research. The research method used is path analysis to determine the effect between the variables studied and Sitorem analysis for indicator analysis. The research resulted in a mathematical model of increasing teacher’s organizational commitment as follows: Y= 0.305X1+ 0.139.X2 +0.478X3 +0.243X4+ 0.365. With X1: Organizational Climate, X2: Servant Leadership, X3: Self-Efficacy and X4: Job Satisfaction. The optimal solution produced is that there are 23 indicators that are already good and need to be maintained and developed, namely Confidence in their ability to carry out certain tasks, Confidence that they are able to work hard, persistently and diligently in completing tasks, Supportive coworkers (Co Workers), Work Environment (Environment), Supervision from Superiors (Supervision), Support (Support), Structure (Structure), Warmth (Warmt), Responsibility (Identity), Conflict (Conflict), Service (Service), Altruism (Altruism), Vision (Vision), Empowerment (Empowerment), Compassion (Love), Humility (Humality), Awareness of obligations as a member of the organization, Willingness to strive for the achievement of organizational interests, Strong desire to maintain membership, Trust in acceptance of organizational values and goals, Pride in being a part of the organization he/she follows, Advantages if ap stay as a member of the organization. There are 8 indicators that are still weak so that they need to be improved in order of priority for improvement as follows: Confidence can motivate themselves to take the necessary actions to complete tasks, Confidence that they are able to solve their problems in various situations, Confidence that they are able to withstand obstacles and difficulties that arise and able to rise from failure, Salary or Rewards received (Pay), Open career opportunities (Promotion), Suitability for Type of Work (Work), Rewards (Reward), Losses when leaving the organization.

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Ketersediaan

Informasi Detail

Judul Seri

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No. Panggil

23/AIS/D,.MP/2022

Penerbit

Bogor : SPS Unpak., 2022

Deskripsi Fisik

xxiii, 629 hlmn; Ilus 21 x 29 cm

Bahasa

Indonesia

ISBN/ISSN

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Klasifikasi

23/AIS/D,.MP/2022

Tipe Isi

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Tipe Media

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Tipe Pembawa

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Edisi

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Subjek

Organizational Commitment
Organizational Climate
Job Satisfaction
Servant Leadership
Selfefficacy

Info Detail Spesifik

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Pernyataan Tanggungjawab

Prof. Dr. Ing. H. Soewarto Hardhienata dan Dr. Hj. Rita Retnowati, M.S

Versi lain/terkait

Lampiran Berkas

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