This study aims to empirically evaluate a variable in leadership styles and the impact of organizational communication that they may have on the organizational commitment of MSF. Leadership styles are important and can influence organizational commitment, and organizational communication influence organizational commitment is important. The success of an organization in achieving its intended goal depends on the members of an organizational commitment.
In this research developed a model that integrated in all the variables management style and organizational communication influence they can have on employees' organizational commitment. Sharon Clinebell, et al., (2013) has been conducting a study titled "Impact of Leadership style on employee organizational commitment". Magdalene Suliyem (2016), has researched under the title "The influence of organizational communication and job satisfaction on organizational commitment".
Based on the study of the hypotheses, the research shows that there is a direct positive communication between the work organization and organizational commitment. H1: The influence of leadership style on organizational communication in a hospital H2: The influence of leadership style on organizational commitment in a hospital. This research examines leadership styles and organizational communication and their relationship to organizational commitment of hospital staff.
However, the most influential effect on organizational commitment was mostly reflected by the organizational commitment of the superior in the hospital organization rather than the leadership style.
DO LEADERSHIP STYLE AND ORGANIZATIONAL COMMUNICATION INCREASE TO ORGANIZATIONAL COMMITMENT? STUDY AMONG HOSPITAL STAFF
- Introduction
- Literature Review
- Research Method
- Results and Discussion
- Conclusion
While Dessler (2005) states that organizational communication is the exchange of information and the transmission of meaning between a pair of individuals or groups throughout a part of an organization. Cascio (2006) explains that one of the aspects that influence the increase in the commitment of tens of thousands of workers to organizations is communication in a central organization. The variable reaches as high as the leadership revealed in the research submitted to people that consists of the transformational leadership style we are doing, transactional style and leadership and passive/avoidant.
Based on the examination of the hypothesis, the research suggests that it is the direct positive communication of a work organization towards organizational commitment. The study on leadership theory that we are doing for the all-time ranking of family well-being began despite the rapid expansion of nature theory (trait theory), a group and exchange of a private economic analyst (group exchange theories) said. , contingent theory. Hypotheses testing is done by paired t-test in the full direct effect range.
Analysis result in full mode, analysis result contained in Partial Least Square (PLS). Leadership style (X1) had an impact, significantly correlated with his best work within organizational communication (Y1). The result of the analysis using PLS obtained with a direct effect coefficient of up to 0.413 at a p-value > 0.001 is significant. Remembering the coefficients of the railway lines for the levels, although very close, is positive, it can be defined that the lower the good management style we practice, the SMF felt, which then increased the communication until the end of the organization.
The result of the analysis using a PLS obtained from the coefficient of a nation lines as much as 0.346 with p-value = 0.001, it is significant on average. The result of the analysis using a PLS obtained from the coefficient of a nation lines of as much as 0.560 > p-value. The non-commercial use of the article will be governed by the Creative Commons Attribution-NonCommercial-NoDerivas License as currently displayed at http://creativecommons.org/licenses/by-nc-nd/3.0/, except that sections 2 through 8 below shall apply in this respect and prevail over all conflicting provisions of such license model.
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DO LEADERSHIP STYLE AND ORGANIZATIONAL COMMUNICATION INCREASE TO ORGANIZATIONAL COMMITMENT? STUDY AMONG
Organizational commitment is a sense of trust and values shared with someone who has been part of the organization to date (Meyer and Allen, 1990). The gap between the functional medical staff (MSF), between the government hospital and the private hospital, has resulted in the role of duties and obligations, especially specialist doctors with a very complicated condition. In the hospital, deployment is of great importance as a linking system set up by the management hospital.
Organizational communication to create cooperation and a good relationship and management style in the management of the hospital to the medical staff and non-medical is a thing that also becomes the glue for the hospital service that can grow commitment. Organizational communication is the exchange of information between the two or more individuals or groups in an organization that has created the common basis for understanding and feelings (Phillips and Gully, 2012). This organizational communication towards commitment (Philips and.Gully, 2012; . Cascio, 2006, Ince and Gul, 2011), but has not been integrated by all the variables.
The research results show that the management style that we make transformational and transactional in a positive way has also had a significant connection with organizational commitment, while a management style that we make passive/avoidant in a negative way significantly affects organizational commitment. . The result of states that there has been communication to have an influence on what is important can actually become an influence tens of thousands of workers are deeply dissatisfied and leave the organization PT PGN promised to deliver the organizational commitment they tended to education levels show decreasing . Leadership theory that we do (transformational leadership theory), (Luthan, 2006; Goleman, 2000), explains a leadership style that we lead by, there are six areas of PT.
Organizational communication is the exchange of information between two or more individuals or groups in an organization who have created the common basis of understanding and feelings (Philips and Gully, 2012), while Dessler (2007) said that organizational communication is the exchange of information and conveying meaning between an individual. or groups within part of an organization. Cichy, Cha and Kim (2009) transportation and communication have explained how an organizational commitment as an individual person's involvement qualities with an organization allows a man with a certain high commitment to defend loving care with a strong desire for still members of an organization to the relevant national authorities, will limit the willingness to marry work primarily in the interest of trying the best in the best possible conditions, as they are called upon in confidence in the Indonesian economy, and a decline in income that is so contrary to the values and organizational objectives. Are further away to explain (Loethan, 2006; Robbin, 2006; Mathis and Jackson, 2006; Suri, 2007; Cohen, 2007) organizational commitment adapted to all my characters: age, status, years of service and positions a match point has difficulty to help the organization whose height is an employee who is more stable and productive so that it may even be profitable for the organization.
Third, normative commitment consisting of experience individually before entering organization (experience with family socialization culture and experiential socialization during their stay in the organizations. Respondent strongly agreed with a communication delivered directly with the score of 4.64 and stated that they could not agree how a commitment based on the experience work elsewhere can form organizational commitment for the better by scoring 4.84 The result of the analysis in a complete way, the result of the analysis contained in Partial Least Square (PLS).
Despite the fact that the theory of leadership style and organizational communication and organizational commitment are validated within the functional medical staff,. However, the most influential effect on organizational commitment was mostly reflected by an organizational commitment from the supervisor to the hospital organization rather than leadership style.
