MAYASARI, DIAN (2009) IKLIM ORGANISASI KARYAWAN KOPERASI PEGAWAI TELKOM (KOPEGTEL) KEDIRI. Other thesis, University of Muhammadiyah Malang.
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Every organization must have a different climate, although largely in part companies have a common form of organization such as corporate climate engaged in insurance, corporate communications, and government organizations also have least common in the atmosphere organizational climate. Organizational climate is a form of perception of the quality of internal environment in the organization who are relatively settled and influence the behavior of organizational members associated with the values contained in characteristics of organizational unity. This study aims to determine the climatic conditions the organization on Telkom Employees Cooperative (Kopegtel) Kediri. This research was conducted with using a quantitative approach that is descriptive and hypothesis testing relies conclusion results in an error probability of rejection of the hypothesis that aims nil systematically and accurately describe the facts and characteristics of the population or about a particular field, making it easier to understand and to be concluded. The subjects in this study were employees of cooperative employees telecoms (KOPEGTEL). Subject samples taken through engineering research and data collection methods proportional using a Likert scale, namely organizational climate scale. Data analysis was performed with T-Score techniques and computer SPSS (Statistics Programme For Social Science) version 13.0. In this study, climate data description KOPEGTEL employee organization which conducive in the following order: (1). Standards (66%), (2). Awards (61.9%), (3). Responsibility (58.8%), (4). Support (50.5%), (5). Structure (44.3%), (6). Commitment (42.3%). From the research and analysis can be concluded that organizational climate is a concept that describes the subjective nature or quality of the organization's environmental and climate organization can be perceived in the same way by the employees but they may react to the climate in different ways. This is due to motives that underlie the emergence of differences in the behavior of employees. Climate organization that is conducive to the self-made individual employees have a high work output. This formed because no escape from the interaction of individuals with the condition of the work environment. Work ethic will form a strong, if employees feel the working atmosphere accommodating to their needs and conducive to career development and employee welfare.
|Item Type:||Thesis (Other)|
|Subjects:||H Social Sciences > H Social Sciences (General)|
|Divisions:||Faculty of Psychology > Department of Psychology|
|Depositing User:||Anggit Aldila|
|Date Deposited:||18 Jun 2012 04:12|
|Last Modified:||18 Jun 2012 04:12|
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