JAYA PRAMADA, DONNY (2009) HUBUNGAN PENERAPAN NILAI BUDAYA ORGANISASI DENGAN SAFETY BEHAVIOR PEKERJA. Other thesis, University of Muhammadiyah Malang.
HUBUNGAN_PENERAPAN_NILAI_BUDAYA_ORGANISASI_DENGAN_SAFETY_BEHAVIOR_PEKERJA.pdf - Published Version
Download (86kB) | Preview
Organization culture is a big part in an organization. Since Organization also formed the attitude of the employee, so that the organization needs to apply organization culture value to the employee by applying all rule or behavior in a company so that formed the behavior needed in in organization. Safety behavior is all behavior to avoid and reduce work accident like working as operational procedure standard, obeying safety work health rule, and wearing protector. According to the ccept, employee’s role in avoiding work accident also huge by positive perception in organization culture application which was done by the company. The application of organization culture would make the worker did safety behavior in working. Variable in the research were independent and dependent. Where organization culture value application as independen variable and safety behavior as dependent variable. Population in this research was the employee of PT. Indo Muro Kencana Straits, Mid-Kalimantan. Instrument in the research used organization culture value application scale and safety behavior scale. Sampling technique used was purposive sampling and with 60 sampling. The validity used product moment correlation, while reliability used alpha cronbach. While data analysis used t-score. The result of the research showed that there was a positive and significant influence between organization culture application to the worker’s safety behavior with correlation coefficient value (r) = 0,529 and fault probability (p) = 0,000. Means that every employee owed organization cultural value also found high safety behavior, there also the opposite. While the organization culture value to the safety behavior 27,9% while the rest of them 72.1% came from another un-researched variables. The researcher suggested the next researcher to complete and enrich the research by using different approach and another un-researched variables like leadership style, climate, and organization commitment.
|Item Type:||Thesis (Other)|
|Subjects:||B Philosophy. Psychology. Religion > BF Psychology|
|Divisions:||Faculty of Psychology > Department of Psychology|
|Depositing User:||Anwar Jasin|
|Date Deposited:||08 Jun 2012 08:37|
|Last Modified:||08 Jun 2012 08:37|
Actions (login required)