Organization climate, organization commitment and organizational citizenship behavior of specialist in Hospital Nacional Guido Valadares, Dili Timor Leste, 2009

ALVES, Domingos, dr. Mubasysyir hasanbasri, MA

2009 | Tesis | S2 Master of Public Health

BACKGROUND: HNGV Dili needs improvement in its infrastructure such as related to the hospital internal regulations (hospital by laws). The standard operational procedures (SOPs) are rudimentary, trainings to the hospital personnel are lacking, case reports, consultation and clinical reviews of patients are very limited. Manifestations of OCB are disappointing. OBJECTIVE: 1. To identify the pattern of OCB among medical specialists in HNGV Dili. 2. To describe how are the organization climate, the organization commitment associated with OCB of medical specialists in HNGV Dili. METHOD: This research study is a descriptive approach and cross sectional survey. The research uses a quantitative approach with questionnaire as the main tool to collect data. RESULTS OF STUDY: 1. Organizational citizenship behavior The pattern of OCB identified by statistic results as follow: Cuban specialists showed the better behaviors of obeying rules and procedures, attendance and job performance comparing to other specialists. Statistic results also show a significant difference of conciensciousness dimension among specialists from different countries of origin. 2. Organization Climate Dimensions such as conformity, responsibility, job standard, interpersonal relation and enthusiasm of the group are significantly correlated (p < 0,05) with OCB while reward and organization clarity dimensions show a non significant correlation (p > 0,05) with OCB. 3. Organization Commitment: a. Affective commitment Cuban specialists have the highest mean value of affective commitment while doctors from Timor Leste indicate the second highest mean and the lowest standard deviation. b. Continuance commitment Cuban specialists have the highest mean value of continuance commitment while the lowest value was identified from the Timorese specialists. c. Normative commitment Chinese doctors have the highest mean value of normative commitment. while the lowest value is obtained from one of Cuban specialist. The Pearson product-moment correlations indicate that affective commitment and continuance commitment have significant correlations (p < 0,05) with OCB while the normative commitment has no significant correlation (p > 0,05) with OCB. CONCLUSION: 1) Conciensciousness: Cuban specialists show the better behaviors of obeying rules and procedures, attendance and job performance comparing to other specialists. Statistic results also show a significant difference of conciensciousness among the specialists from different countries of origin. 2) Cuban specialists express highest mean of organization climate while Timorese specialists show the lowest values. 3) Dimensions of organization climate that significantly correlate with OCB is interpreted, as follow:

Kata Kunci : Organization climate,Organization commitment,Organizational citizenship behavior