Pengaruh Budaya dan Iklim Organisasi terhadap Profesionalitas serta Implikasinya pada Kinerja Pegawai Kantor Urusan Agama (KUA) (Studi Kasus Moratorium Bedolan di Kabupaten Cilacap)
DOI:
https://doi.org/10.24090/jpa.v15i1.2014.pp44-54Kata Kunci:
budaya, iklim organisasi, profesionalime karyawan dan kinerjaAbstrak
Abstract: Anxiety of religious affairs office employees against Bedolan oratoriumis being felt almost in every corner of the archipelago. The stigma of receivingratuities to the headman has increased his image as a clean institution extremelyhas degraded in the eyes of society. SEM Model Analysis methodology using AMOSsoftware program, then analyzed by using 3 kinds; Univariate, bivariate, and thecomplex one (multivariate). This study starts from the theory of performance whichstates that the work can be accomplished by a person or group within an organizationin accordance with the authority and responsibility of each in achieving the goals ofthe organization concerned not illegally breaking the law and in accordance withthe moral and ethical. These results indicate that the organizational culture,organizational climate and professionalism effect on employee performanceindicated from the value of R-Square of 0.839. This suggests that organizationalculture, organizational climate and professionalism simultaneously have a significantcontribution to the performance of employees. An active step that must be undertakenby the Ministry of Religious Affairs is to publish rules on Bedolan Marriage in orderto increase the performance of religious affairs office employees.Keywords: culture, organizational climate, employee professionalism andperformance. Abstrak: Menikah bedolan adalah mengundang petugas KUA di luar jamkerja, sehingga konsekuensinya pihak keluarga mempelai harus menyediakanuang transport bagi penghulu yang datang untuk mencatat proses pernikahan.Komisi Pemberantasan Korupsi (KPK) dan Kementerian Agama (Kemenag)menyepakati penghulu dilarang menerima amplop atau uang tanda terima kasih(transport) terkait pelaksanaan tugasnya sebagai petugas pencatat nikah, yangdianggap sebagai gratifikasi. Penelitian ini berdasar teori kinerja yang menyatakanbahwa pekerjaan dapat dicapai oleh seseorang atau kelompok dalam sebuahorganisasi sesuai dengan wewenang dan tanggung jawab masing-masing dalammencapai tujuan organisasi yang bersangkutan tidak secara ilegal melanggarhukum dan sesuai dengan moral dan etika. Hasil ini menunjukkan bahwa budayaorganisasi, iklim organisasi, dan profesionalisme mempunyai dampak terhadap kinerja karyawan ditunjukkan dari nilai R-Square dari 0,839. Hal ini menunjukkanbahwa ketiga aspek secara bersamaan memiliki kontribusi yang signifikanterhadap kinerja karyawan. Langkah aktif yang harus dilakukan oleh KementerianAgama adalah untuk mempublikasikan aturan tentang Bedolan Pernikahan dalamrangka meningkatkan kinerja karyawan agama urusan kantor.Kata kunci: budaya, iklim organisasi, profesionalisme karyawan dan kinerja.Referensi
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Utama.
Andy Sylvana. 2003. Pengaruh Gaya Kepemimpinan terhadap Kinerja dan
Kepuasan Kerja Anggota POLRI. Universitas Terbuka.
Arikunto, Suharsimi. 2002. Prosedur Penelitian Suatu Pendekatan Praktek.
Jakarta: Rineka Cipta.
Arthur, Robert. 1991. Organizational Behavior in Education. New Jersey: Prentice
Hall International Edition.
Azwar, Syaifuddin. 2008. Reliabilitas dan Validitas. Yogyakarta: Pustaka Pelajar
Baird. 2004.What’s New In Libraries Supervisor’s Attitude and Employee’s
Performance. New Library World.Vol 108 No.9/10, pp.460-462. Q emerald
group Publishing Limited.
Brown, Andrew. 1998. Organization Culture. London: Pitman Publishing.
Bungin, Burhan. 2004. Metodologi Penelitian Kuantitatif. Jakarta: Prenada
Media.
Dane, Erik Ian, Ph.D. 2007. Does Experience Matter? Examining the Relationship
between Experience and Dynamic Decision-making Effectiveness among
Professional. University of Illinois at Urban Champaign.
Darlius. 2009. “Pengaruh Kepemimpinan dan Kompetensi terhadap Motivasi
Kerja dan Implikasinya pada Kinerja Pegawaiâ€. Disertasi.
Sari, Elviera. 2009. “Pengaruh Kompensasi dan Iklim Organisasi terhadap
Kepuasan Kerjaâ€. Jurnal Ilmu Administrasi dan Organisasi, 16 (1) Jan-Apr
2009:18.
Eshraghi, Hesam, Harati, Seyyed Hasan; Ebrahimi, Khadijaeh; Nasri, Mohammad.
The Relationship Between Organizational Climate and Leadership Styles of
The Managers of Physical Education Offices in Isfahan Province. Australian
Journal of Basic and Applied Sciences.
Fahmi, Irham. 2010. Manajemen Kinerja: Teori dan Aplikasi. Bandung: CV.
Alfabeta.
Grant, Adam M. 2008. Journal of Apllied Psychology (American Psychology
Association), Volume 93 No. 1.
Imran, Rabia; Ul-Haque, M. Anis. 2011. “Mediating Effect of Organization
Climate between Transformational Leadership and Innovative Work
Behaviorâ€. Pakistan Journal of Pshycological Research, Vol. 26, No.2, 2011.
Kadarisman, Muh. 2011. “The Effect of Professionalism and Competence on
The Performance of Regional Representative Councilâ€. Journal of
Administrative Science & Organization, January, Vol. 18. No. 1.
Litchman, Robert J. 2007. “Effect of An Organization’s Climate on Performance
of Supply Chain Managers in Michigan: A Perception Studyâ€. International
Journal of Quality and Productivity Management, Vol. 7, No. 1 Desember
2007.
Luthans, Fred. 2008. Organization Behavior, International Edition. New York:
The McGraw-Hill Companies, Inc.
Mahsusi. 2010. “Pengaruh Kepemimpinan Transformasional dan Budaya
Organisasi terhadap Profesionalitas serta Implikasinya pada Kinerja Guru
Madrasah Aliyah di DKI Jakartaâ€. Disertasi.
Mangkunegara, A. Prabu. 2008. Manajemen Sumber Daya Manusia Perusahaan.
Bandung: Remaja Rosda Karya.
Martono, Nanang. 2011. Metode Penelitian Kuantitatif. Jakarta: Rajawali Pers.
Mathis, Robert dan John H. Jackson. 2006. Human Resources Management,
terjemah Diana Angelica, edisi ke 10. Jakarta: Salemba Empat.
Miller, S,. Wilson, D., & Hickson, D. 2004. Beyond Planning Strategis for
Successfully Implementing Strategisc Decision. Long Range Planning, 37.
of social Network Ties
in Pakistani Contextâ€. European Journal of Social Sciences, Vol. 22, No. 1,
2011.
Raza, Ahmad Syed; Arid, Pir Mehr Ali Shah. 2010. “Impact of Organizational
Climate on Performance of College Teacher in Punjabâ€. Journal of college
Teaching & Learning, October 2010, Vol. 7, Number 10.
Riduwan. 2008. Cara Menggunakan dan Memaknai Analisis Jalur. Bandung:
Alfabeta.
Robbins, Stephen. 1996. Perilaku Organisasi, Alih Bahasa Pujaatmaka. Jakarta:
Prenhallindo.
______________. 2003. Perilaku Organisasi, Alih Bahasa Tim Indeks. Jakarta:
Gramedia.
Schein. 1985. Organizational Culture and Leadership. San Francisco: Jossey.
Sedarmayanti. 2009. Sumber Daya Manusia dan Produktivitas Kerja. Bandung:
Mandar Maju.
Soekmalana, Soelaiman. 2007. Manajemen Kinerja. Jakarta: Intermedia Personalia
Utama.
Sugiyono. 2012. Statistika untuk Penelitian. Bandung: Alfabeta.
Toole, J.C. and Louis, K.S., 2002. “The Role of Professional Learning Communities
in International Educationâ€, in K. Leithwood and P. Hallinger (Eds.)
Second International Handbook of Educational Leadership and Administration.
Dordrecht: Kluwer.
Wibowo. 2007. Manajemen Kinerja. Jakarta: Salemba Empat.
Widi, Restu Kartika. 2010. Asas Metodologi Penelitian; Sebuah Pengenalan dan
Penuntun Langkah Demi Langkah Pelaksanaan Penelitian. Yogyakarta: Graha
Ilmu.
Wirawan. 2007. Budaya dan Iklim Organisasi: Teori Aplikasi dan Penelitian.
Jakarta: Salemba Empat.
_____________. 2008. Budaya dan Iklim Organisasi. Jakarta: Salemba Empat.
Zang, Jianwei, Liu, Yuxin. 2010. “Climates and Its effects on Organizational
Variables: An empirical Studyâ€. International Journal of Psychological
Studies, Vol. 2, No. 2, Desember 2010.
Unduhan
Diterbitkan
2014-06-20
Cara Mengutip
Aziz, F. A. (2014). Pengaruh Budaya dan Iklim Organisasi terhadap Profesionalitas serta Implikasinya pada Kinerja Pegawai Kantor Urusan Agama (KUA) (Studi Kasus Moratorium Bedolan di Kabupaten Cilacap). Jurnal Penelitian Agama, 15(1), 44–54. https://doi.org/10.24090/jpa.v15i1.2014.pp44-54
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