Peran kepuasan kerja intrinsik dan ekstrinsik pada komitmen karyawan PT Kereta Api Indonesia (Persero)

KUSUMAPUTRI, Erika Setyanti, Dr. Marcham Darokah, MA

2003 | Tesis | S2 Psikologi

Penelitian ¡ni dtlakukan untuk menelaah peran kepuasan kerja intrinsik dan ekstrinsik path komitmen karyawan di P.T Kereta Api indonesia (Persero). Tujuan khususnya adalah: melihat perbedaan peran kepuasan kerja ekstrinsik dan intrinsik path komitmen karyawan. Duaratus sepuluh karyawan dan P.T Kereta Api Indonesia (Persero) dilibatkan dalam penelitian ini. Para subjek penelitian diberikan tiga macam skala angket yaitu: skala kepuasan kerja intrinsik, skala kepuasan ketja ekstrinsik, dan skala komitmen organisasi. Berdasarkan analisis regresi didapatkan hasil dengan kesimpulan sebagai berikut Kepuasan kerja ekstrinsik dan intrinsik berperan pada perkembangan komitmen karyawan (R = 0,804; tingkat siginifikansi p = 0,000). Koefisien determinasi (R’) sebesar 0,647 (64,70 %), hal ini menunjukkan variabel bebas yang digunakan (lntrinsik dan Ekstrinsik) menerangkan dengan cukup baik variabel terikatnya (komitmen). Bobot sumbangan prediktor yang diperoleh menunjukkan kepuasan keqa ekstrinsik lebih berperan path perkembangan komitmen karyawan (SE% = 39,5400/o) dibandingkan kepuasan kerja intrinsik (SE% = 25,129%). Dalarn analisis regresi reduksi aspek—aspek kepuasan kerja intrinsik yang berperan path tinggi rendahnya komitrnen karyawan adalah aspek prestasi (r = 0,427; p = 0,000); aspek aktivitas (r = 0,495; p = 0,000); aspek kreativitas (r = 0,3 13; p =0,000); aspek pelayanan sosial (r = 0,283; p =0,000); dan aspek pengakuan (r = 0,341; p =0,000). Sedangkan aspek kepuasan keqa ekstrinsik yang berperan path pembentukan komitmen karyawan adalah aspek hubungan dengan rekan sekerja (r = 0,484; p = 0,000); aspek kondisi kerja (r = 0,632; p = 0,000); aspek otoritas (r = 0,519; p =0,000); aspek keamanan (r = 0,579; p = 0,000); dan aspek kemampuan teknikal atasan (r = 0,514; p = 0,000). Path analisis regresi simultan, diperoleh koesien garis regresi pada kepuasan kerja intrinsik mampu meramalkan komitrnen normatif (b = 0,006154; uji t = 2,407; p = 0,039), dan untuk kepuasan kerja ekstrinsik mampu meramalkan komitmen normatif (b = 0,23 1778; t = 11,405; p = 0,000); kornitmen bersinambung (b = 0,215320; t = 10,752; p = 0,000); dan komitrnen afektif (b = 0,193573; t = 10.053; p = 0,000).

The objective of this research was to study the role of intrinsic and extrinsic job satisfaction to the employee’s commmitment at Indonesian Railway Transportation Company. The spesific goal to be sought is to see the differences of the role of intrinsic and extrinsic job satisfaction to the employees’s commitment. Two hundreed and ten employees of Indonesian Railway Transportation Company participated in this study. They were given three kinds of questionnaire scales: extrinsic job satisfaction scale, intrinsic job satisfaction scale, and organization commitment scale. Regression analysis techniques resulted in the following conclusions: extrinsic job satisfaction has role in the developing employee’s commitment (R = 0,804; p = 0,000). The determination coefficient (R-) was 0,647 (6430%), it means that the independent variabels (intrinsic and extrinsic) can explain the dependent variable (commitment). Predictor contribution score resulted in the following conclusions: extrinsic job satisfaction has more contribution to the developmental of the empolyee’s organtzation commitment (SE% = 39,540%) than intrinsic job satisfaction (SE% = 25,129%). Reduction regression analysis of the intrinsic job satisfaction aspects that have role to the developmental of empoleyee’s commitment are: achivement (r = 0,427; p = 0,000); activity (r = 0,313; p =0,00; creativity (r = 0,313; p =0,000); social service (r = 0,283; p =0,000); and recognition (r = 0,341; p =0,000). Furthermore, extrinsic job satisfaction aspects that have role to the developing employee’s commitment are: relationship with partner (r = 0,484; p = 0,000); working condition (r = 0,63Z p = 0,000); authority (r = 0,519; p =0,000); safety (r = 0,579; p = 0,000); and leadership technical ability (r = 0,514; p = 0,000). Simultaneous regression analysis resulted in the following conclusions: regression coefficient line of the inrinsic job satisfaction can predict normative commitment (b = 0,006 154; uji t = 2,407; p = 0,039), and extrinsic job satisfaction can predict of the normative commitment (b = 0,231778; t = 11,405; p = 0,000); continuance commitment (b = 0,215320; t = 10,752; p = 0,000); and affective commitment (b = 0,193573; t = 10.053; p = 0,000).

Kata Kunci : Psikologi Industri,Kepuasan Kerja,Komitmen Kerja, extrinsic and intrinsic job satisfaction, organizational commitment (noimath’e, continuance, and affective)