Hubungan antara Iklim Organisasi dengan Keterlibatan Kerja pada Pegawai Dinas X
DOI:
https://doi.org/10.26740/cjpp.v12n01.p165-178Keywords:
Iklim Organisasi, Keterlibatan Kerja, PegawaiAbstract
Penelitian ini menekankan pentingnya keterlibatan kerja pegawai di instansi pemerintahan dengan beragam tugas dan fungsi. Ketidakjelasan peran dapat mendorong pegawai bekerja di luar tupoksi, yang menurunkan kinerja dan keterlibatan kerja. Keterlibatan kerja merupakan hubungan psikologis individu terhadap pekerjaannya, yang mana menjadi kunci pencapaian target instansi. Penelitian ini bertujuan mengungkap hubungan antara iklim organisasi dan keterlibatan kerja pada 74 ASN Dinas X yang bekerja minimal satu tahun. Penelitian ini menggunakan teknik sampel jenuh dengan pendekatan kuantitatif korelasional. Variabel diukur menggunakan instrumen keterlibatan kerja mengacu pada aspek keterlibatan kerja oleh Kanungo (1982) dan instrumen iklim organisasi mengacu pada dimensi iklim organisasi oleh Lussier (2017). Analisis data mencakup uji normalitas menggunakan Shapiro-Wilk, uji linearitas dengan deviation from linearity, dan uji korelasi dengan analisis Pearson Product Moment. Hasil menunjukkan koefisien korelasi sebesar 0,656 dengan signifikansi 0,001 (p < 0,05) yang dimaknai adanya hubungan positif dan kuat antara iklim organisasi dengan keterlibatan kerja. Hal ini menandakan semakin tinggi iklim organisasi yang dirasakan pegawai maka semakin tinggi pula keterlibatan kerja pegawai.
Abstract
This research underscores the importance of job involvement in government agencies. Role ambiguity is a factor that can reduce employee performance and involvement. Job involvement is an individual's psychological connection to their work, and it is crucial for achieving institutional targets. This study investigated the relationship between organizational climate and job involvement among 74 civil servants at Agency X who had worked for at least one year. A correlational quantitative approach with a saturated sampling technique was used. Job involvement variables were measured using aspects identified by Kanungo (1982), while the organizational climate instrument was based on dimensions proposed by Lussier (2017). Data analysis included the Shapiro-Wilk normality test, a linearity test via deviation from linearity, and a Pearson Product Moment correlation. Results showed a positive and strong correlation (r=0.656, p<0.05) between organizational climate and job involvement. This suggests that a more positive perceived organizational climate correlates with higher employee job involvement.
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