Komitmen organisasi

Komitmen organisasi adalah suatu keadaan psikologis karyawan yang menunjukkan keterikatan dan loyalitasnya terhadap organisasi tertentu serta memiliki tujuan dan keinginan untuk mempertahankan keanggotaan dalam organisasi tersebut. Menurut Stephen P. Robbins, keterlibatan pekerjaan yang tinggi berarti memihak pada pekerjaan tertentu seseorang individu. Komitmen organisasi yang tinggi berarti memihak organisasi yang merekrut individu tersebut. Dalam organisasi sekolah, guru merupakan tenaga profesional yang berhadapan langsung dengan siswa, maka guru dalam menjalankan tugasnya sebagai pendidik mampu menjalankan kebijakan-kebijakan dengan tujuan-tujuan tertentu dan mempunyai komitmen yang kuat terhadap sekolah.

Definisi

Beberapa definisi komitmen organisasi telah dikemukakan oleh para ahli:

  • Cut Zurnalis (2010): Keadaan psikologis yang mengarakteristikkan hubungan karyawan dengan organisasi dan memengaruhi keputusan mereka untuk tetap atau meninggalkan organisasi.
  • L. Mathis & John H. Jackson: Tingkat di mana karyawan yakin dan menerima tujuan organisasi, serta berkeinginan untuk tinggal bersama atau meninggalkan perusahaan.
  • Griffin: Sikap yang mencerminkan sejauh mana seorang individu mengenal dan terikat pada organisasinya.
  • Fred Luthan (2005):
    • Keinginan kuat untuk tetap sebagai anggota organisasi tertentu.
    • Keinginan untuk berusaha keras sesuai keinginan organisasi.
    • Keyakinan tertentu, dan penerimaan nilai dan tujuan organisasi.

Komponen komitmen organisasi

Menurut Meyer & Allen (1993), Curtis & Wright (2001), dan S.G.A. Smeenk et al. (2006), komitmen organisasi terdiri dari tiga komponen:

  • Komitmen Afektif: Keterikatan emosional karyawan pada organisasi.
  • Komitmen Kontinu: Pertimbangan karyawan tentang biaya yang terkait dengan meninggalkan organisasi.
  • Komitmen Normatif: Tekanan sosial yang dirasakan karyawan untuk tetap bersama organisasi.

Faktor-faktor yang mempengaruhi komitmen organisasi

Beberapa faktor yang dapat memengaruhi komitmen organisasi antara lain:

  • Karakteristik karyawan: Kepribadian, nilai, dan kebutuhan karyawan.
  • Karakteristik organisasi: Budaya organisasi, kepemimpinan, dan praktik manajemen sumber daya manusia.
  • Lingkungan kerja: Dukungan sosial, peluang pengembangan, dan tingkat gaji.

Referensi

  1. Allen, N. J. & Meyer, J. P., 1993, Organizational commitment: Evidence of career stage effects? Journal of Business Research, 26, 49-61
  2. Curtis, Susan, and Dennis Wright, 2001, Retaining Employees - The Fast Track to Commitment, Management Research News, Volume 24
  3. Cut Zurnali, 2010, "Learning Organization, Competency, Organizational Commitment, dan Customer Orientation: Knowledge Worker - Kerangka Riset Manajemen Sumberdaya Manusia pada Masa Depan", Penerbit Unpad Press, Bandung
  4. Durkin, Mark, 1999, Employee Commitment in Retail Banking: Identifying and Exploring Hidden Dangers, International Journal of Bank Marketing, Vol 17. 3: 124-134.
  5. Hom, P. & Griffeth, R., 1995. Employee turnover, Cincinnati, OH: Southwestern
  6. S.G.A. Smeenk, R.N. Eisinga, J.C. Teelken and J.A.C.M. Doorewaard, 2006, The effects of HRM practices and antecedents on organizational commitment among university employees, International Journal. of Human Resource Management 17
  7. Luthan, F. (2005). Organizational behavior. New Jersey: Prentice Hall
  8. Mathis, L. M., & Jackson, J. H. (2003). Human resource management. Mason, OH: South-Western College Publishing.
  9. Meyer, J. P., & Allen, N. J. (1993). Commitment to the organization and organizational citizenship behaviors: A daily analysis of individual and group influences. Journal of Applied Psychology, 78(3), 563-578.
  10. Sumber-sumber lain

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