Comitmen t
1. Respondent condition
It has been explained in research methodology (Chapter 3 ) , the subject of research and research respondent are Dr.M.Salamun hospital personels.
Dr.M.Salamun hospital Bandung has 118 personels Bandung. The research samples as respondents are 20 persons. Research condition condition according to education can be showed in the table 1;
Table 1
Frequencies distribution by education level Of 20 respondents
Education level Frequencies Persentage
Low 7 0.35
Intermediate 10 0.50
High 3 0.15
Total 20 100.00
Source: Research results Data
Based on the upper table that the low education level are 7 persons or 0.35 %, intermediate education level are 10 persons or 50.00 % berpendidikan sedang and the hig.
education level are 3 persons or 0.15 % 2. Resarch result
Here is represented the results of research about the influence of commitment toward employees performance at Bandung Dr. MM.Salamun hospital . It will be represented in to three parts ;( 1) Research data validity and realibility results testing ; ( 2 ) research variable descriptive condition ; ( 3 ) Hypothesis Testing
a Validity dan Reliability test
Before the results of research quessioner data be analyzed , the first done validity dan reliability test toward research measurement tools to prove that the used tools has validity dan reliability to measure what should be measured, to test the quessioners can measure sharp nad exactly for what should be measured in this research.
Validity testing used the product moment correlation which the statement said valid if point of statement correlation coefficient 0.30 (Kaplan-Saccuzzo,2005;141). Further more reliability used alpha –cronbach method and the results is stated reliability if reliability point of statement correlation coefficient 0.70 (Kaplan- Saccuzzo,2005;123). Here are the validity and reliability testing of each quessioners
Table 4.1
Validity dan reliability testing of comitmen quesioners Num
ber of State ment
Validity Index
Miscella neous
Num ber of State ment
Validity Index
Miscella neous
Item
1 0,696 Valid Item
16 0,487 Valid Item
2
0,539 Valid Item 17
0,844 Valid Item
3 0,564 Valid Item
18 0,783 Valid Item
4 0,468 Valid Item
19 0,048 Tidak Valid Item
5 0,514 Valid Item
20 0,379 Valid Item
6
0,652 Valid Item 21
0,586 Valid Item
7 0,742 Valid Item
22 0,687 Valid Item
8 0,697 Valid Item
23 0,684 Valid Item
9 0,695 Valid Item
24 0,669 Valid Item
10
0,668 Valid Item 25
0,757 Valid Item
11 0,749 Valid Item
26 0,658 Valid Item
12 0,830 Valid Item
27 0,545 Valid Item
13 0,772 Valid Item
28 0,448 Valid Item
14
0,692 Valid Item 29
0,638 Valid Item
15 0,547 Valid Item
30 0,784 Valid Reliability Coeficient (Alpha-Cronbach) = 0.950
b Deskriptive Analysis of research variable Data Data condition of research results can be used to enrich discusion, from data condition of respondent responsecan be known how is the respondent response toward researched each variable indicators. So that easy to interpretate research variable, It be done categorization toward the score of respondent response. According to Cooper & Schindler (2006;467) for data ordinal atau interval/ratio data which has asimetris distribution
Centre measurement can be done through range distribution of quartel. At this research the categorization respondent response mean score can be used used quartel score by ; Minimum score (1) – Quartel I (2)
:Low/worst/Never
Quartel I (2) – Quartel II(3) : Lack/Seldom Quartel II (3) – Quartel III (4)
: Enough/Often
Quartel III (4) –Maximum Score (5) : High/Good/Always c Employees comitmen
Employees comitmen at this research measured by using 3 dimension and operasionalised to 30 statement points, but because there is 1 statement point is not valid so the data which is shown the data from 29 the valid statement points. Here is categorized data respondent response mean score toward each statement point on the employees commitment variable.
Table 4.3
Recaputulation of employees commitment respondent response mean score
Statement Mean
score Category 1. The equillebrium among
own value and hospitals values
3.40 Enough
2. The equillebrium among own objective and hospitals objective
3.50 Enough
3. Trust to hosoital 3.90 Enough 4. Hospital oriented 3.80 Enough 5. Emotional trust to hospital 3.60 Enough 6. Employees feel that hospital
is their life part 4.10 High
7. Self confidence to relate
with hospital 3.95 Enough
8. Felt that Dr.M.Salamun hospital, Drive their future life
3.65 Enough
9. Readiness to work all time
in Dr.M.Salamun hospital 3.90 Enough 10. Readiness to give physical
and psychological potential to Dr.M.Salamun hospital.
4.20 High
Afective commitment 3.80 Enough 11. Love to Dr.M.Salamun
hosoital from material emosional aspect benefits
3.80 Enough
12. Love to Dr.M.Salamun hosoital from economic emosional aspect benefits,
3.55 Enough
13. Readiness to work all time with present works
3.90 Enough 14. Readiness to work all time
with present job in Dr.M.Salamun hospital.
3.90 Enough
15. Feel pity if work more late 3.55 Enough 16. Feel pity if work is not
finish perfectly. 3.60 Enough 17. Work in present job
although there is another job can give better offer.
4.10 High
18. Work in present job although there is another job can give better offer.the bigger conpensation from other corporate.
3.85 Enough
20. Feel axiest if let the work although it has been given agreement.
3.40 Enough
Continuous commitment 3.74 Enough 21. Obligation feel to live in
Dr.M.Salamun hospital. 3.55 Enough 22. Obligation feel to work
together in Dr.M.Salamun hospital.
4.25 High
23. Not to leave
Dr.M.Salamun hospital although there is offered the better conpensation
3.80 Enough
24. Not to move from Dr.M.Salamun hospital to others although there is offered the work satisfaction.
3.70 Enough
25. Obligation feel to work in Dr.M.Salamun hospital all time..
3.80 Enough
26. Obligation feel to workvery hard in Dr.M.Salamun hospital all time.
3.95 Enough
27. Feel illness if leave Dr.M.Salamun hospital.
3.60 Enough 28. Feel illness if leave
Dr.M.Salamun hospital if there is other better job is offered .
3.90 Enough
29. Feel to work consistently in Dr.M.Salamun hospital if there is other better job is offered .
4.00 Enough
30. Feel to work consistently in Dr.M.Salamun hospital although there is not condusive in internal hospital.
3.90 Enough
Normative commitment 3.85 Enough
Grand Mean 3.80 Enough
At table 4.3 can be looked that counting results grand mean respondent response score of employees commitment is 3.80 and the interval 3 – 4. So then can be concluded that most the employees in Dr.M.Salamun hospital has high level commiment. And if it is looked from dimension, shown that respondent response mean score toward three dimension is in enough level.
d Employees performance
Employees performance at this research measured by using 5 dimension and operasionalised to16 statement . Here is categorized data respondent response mean score toward each statement point on the employees performance variable.
Tabel 4.4
Recaputulation of employees performance respondent response mean score
Statement Mean
score Category 1. The work has been done by
employees suit to standard 3.75 Enough 2. The time used to work by
employees are siut to standard.
4.00 Enough
3. Accureteness of work has been done according to standard.
3.85 Enough
4. Perfectness of work has been
done according to standard. 3.55 Enough 5. Knowledge and skill of
employees is suit to the job .
3.90 Enough 6. Understanding of employees
is suit to the job. 3.65 Enough 7. Capabilityof employees to
develope new idea and solution to finish the work.
3.65 Enough
8. Employees capability to adapt the change and learn or adapt to his Works.
3.75 Enough
9. kemampuan karyawan untuk bekerja sama dengan rekan sekerja
4,30 High
10. Employees capability to work together with supervisor and Friends.
4,10 High
11. Employees consiousness to apply the procedure and hospital policy.
4,25 High
12. Employees consiousness to apply the suudenly hospital policy from management.
4,25 High
13. Employees anthusiasm to do
the Challenge Works. 4,00 Enough 14. Employees responsibility to
work the bigger job. 4,00 Enough 15. Employees capability and
progress to work, leadership, socialization and performance .
3,75 Enough
16. Employees capability and progress to work, in deep integrity.
3,80 High
Grand Mean 3,91 Enough
At table 4.3 can be looked that counting results grand mean respondent response score of employees commitment is 3.91 and the interval 3 – 4. So then can be concluded that most the employees in Dr.M.Salamun hospital has good enough level commiment. And if it is looked from dimension, shown that respondent response mean score toward three dimension is in enough level.
e Hypotesis testing
Further more according to the objective of this research, to test the influence of commitment toward employees performance, so it is done the relevant quantitative analysis to use simple linier regresi. By mathematic it shown the relation of commitment toward employees performance in Bandung Dr.M.Salamun hospital can be illustrated below ;
Y = a + bX + Notes:
X = Comitment Y = Performance a = constanty
b = regresion coeficient (slope) f Corelation analysis
Correlation analysis is used to measure how strong the correlation among commitment with employess performance. The type correlation used to measure the strengtgh of correlation amang commitment with employees performance, it shown the relation among commitment with employees performance in Bandung Dr.M.Salamun hospital can be illustrated below ;
Table 4.5
Correlation among commitment with employees performance
Correlations
Perfor manc e
Commitment
Pearson
Correlation Performa
nce 1,000 ,729
Commit
ment ,729 1,000
Sig. (1-tailed) Performa
nce . ,000
Commit ment
,000 .
N Performa
nce 20 20
Commit
ment 20 20
As clearly shown in table 4.3 that the correlation coeficient score among commitment with employess performance is 0.729. Means the relation among commitment with employees performance is measured is0.729 , it shown that the relation of commitment with employees performance is strong in Bandung Dr.M.Salamun hospital.
e. Simple linier regression analysis
1). For testing influence of commitment toward employees performance is used simple linier regression analysis. Based on data analysis results use software SPSS 20 for windows
Obtain the regression results below
Table 4.6
Regression analysis results
Coefficientsa
Model Unstandardiz
ed Coefficients
Standardized Coefficients
t Sig.
B Std.
Error Beta 1 (Constant) 1,46
4
,548 2,673 ,016
commitmen
t ,644 ,143 ,729 4,514 ,000
Dependent Variable: Performance
As clearly shown in table 4.6 that the regression coefficient ( commitment ) has positive symbol means more employees commitment high so the employees performance in Bandung Dr.M.Salamun hospital become be better and contrary , more employees commitment low so the employees performance in Bandung Dr.M.Salamun hospital become be worse
.
f. Significant testing
Proving the employees commitment influence significantly toward employees performance so it is done for testing by statistics hypothesisi below:
Ho : = 0 the employees commitment does not influence significantly toward employees performance in Bandung Dr.M.Salamun hospital.
Ha: 0 the employees commitment influence significantly toward employees performance in Bandung Dr.M.Salamun hospital.
Based on the analysis results in table 4.6 can be looked that tCal score of employees commitment is 4.514 with significancy score < 0.001
Further more ttable score on significant level 5% ( = 0,05) and freedom degre (n-2) = 18 is 2,101.
Because of tcal (4.514) ttable (2,101),so on alpa 5%
decided to tefuse Ho so Ha accept,means it has significant influence of employees commitment toward employees performance. This testing results show empherical prove that more high employees commitment make employees performance more high in Bandung Dr.M.Salamun hospital.
g. Determinant coefficient
After tested and proved the influence employees commitment toward employees performance in Bandung Dr.M.Salamun hospital. Determinant coefficient (R-square) is coefficient to use for measuring the contribution of independent variable toward dependent variable change.
Determinant coefficient score which obtain by analysis result use software SPSS 20 for windows illustrated below
Table 4.7 Determinant coefficient Model Summaryb
Model R R
Square
Adjusted R Square
Std. Error of the Estimate
1 ,72
9a ,531 ,505 ,35562
a. Predictors: (Constant), Comitment a. Dependent Variable: Performance
As clearly shown in table 4.3 that determinant coefficient score (R Square) is0.531 show that 53.1% employees performance in Bandung Dr.M.Salamun hospital can be explained by employees commitment, In the others words that employees commitment make influence 53.1%
toward employees performance, whereas recidu is 46.9%
the influence outside of employees commitment .
IV. CONCLUSIONS
Analysis and discussion of research produce the research findings that; To do and to finish works proved employees commitment as the potential which owned by employees to relized the employees performance. So employees commitment is the very important factor in Bandung Dr.M.Salamun hospital.Maximum performance can be achieved by employees commitment in Bandung Dr.M.Salamun hospital, A implication of this finding is that encouraging The Manager so that can be strongly expected to enhanch the employees performance for servicing people .
ACKNOWLEDGEMENT
I am grateful to Mr Muhammad Arsyad for his help in reviewing this paper.
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