Create a conducive work atmosphere

Oct 13, 2025 by magicalceylontours.com 88 views

Effect of Organizational Climate and Work Motivation on Civil Servant Organizational Commitment in the Deli Serdang Regency Government

Introduction

Organizational commitment is a vital factor that determines the success of an organization in achieving its goals. A positive organizational climate and high work motivation are two important pillars that can encourage the creation of strong commitments among members of the organization. This research, which was conducted within the Deli Serdang Regency Government, aims to reveal how the organizational climate and work motivation affect the organizational commitment among the State Civil Apparatus (ASN).

Background

Organizational commitment is a complex and multifaceted concept that has been extensively studied in the field of organizational behavior. It refers to the degree to which an individual identifies with and is committed to their organization (Mowday et al., 1982). A positive organizational climate and high work motivation are two important factors that can influence an individual's commitment to their organization. Organizational climate refers to the shared perceptions and attitudes that employees have about their work environment (Zeitz et al., 1997). Work motivation, on the other hand, refers to the internal and external factors that drive an individual's behavior and performance (Herzberg, 1959).

Methodology

This study involved 378 ASN and used organizational commitment scale based on the dimensions of Mowday et al. (1982), namely identification, involvement, and loyalty. Work motivation is measured by the theory of two Herzberg factors, which includes motivational and maintenance factors. Meanwhile, the organizational climate was measured by the Zeitz et al scale. (1997) with five dimensions: challenges of work, trust, innovation, social cohesion, and communication.

Results

The results showed that the organizational climate and work motivation together had a positive and significant influence on the commitment of ASN organizations in Deli Serdang Regency. This is evidenced by the value of R of 0.752 and R² of 0.565, and the F value is 243,456 with p <0.01. Furthermore, this study revealed that work motivation has a greater contribution (R Square Change = 0.288) compared to the Organizational Climate (R Square Change = 0.19) to organizational commitment. Of the five dimensions of the organizational climate, four dimensions make a positive contribution to organizational commitment, namely social cohesion, trust, job challenges, and communication. Meanwhile, both motivational and maintenance factors in work motivation also contribute positively to organizational commitment.

Discussion

These findings have important implications for management within the Deli Serdang Regency Government. To increase ASN organizational commitment, management needs to create a conducive work atmosphere, give a decent appreciation, and ensure the clarity of duties and responsibilities to each ASN. In other words, focus on building a positive organizational climate and motivating ASNs well, as well as encouraging the growth of ownership and dedication to the organization, will be very helpful in increasing organizational commitment and achieving organizational goals effectively.

Conclusion

In conclusion, this study provides evidence that organizational climate and work motivation have a significant influence on organizational commitment among ASN in the Deli Serdang Regency Government. The findings of this study have important implications for management and suggest that creating a positive organizational climate and motivating ASNs well are crucial in increasing organizational commitment and achieving organizational goals effectively.

Recommendations

Based on the findings of this study, the following recommendations are made:

Create a conducive work atmosphere: Management should create a work environment that is conducive to ASNs' well-being and productivity.
Give decent appreciation: Management should give ASNs a decent appreciation for their work and contributions to the organization.
Ensure clarity of duties and responsibilities: Management should ensure that ASNs have a clear understanding of their duties and responsibilities.
Focus on building a positive organizational climate: Management should focus on building a positive organizational climate that encourages ASNs to be committed to the organization.
Motivate ASNs well: Management should motivate ASNs well by providing them with opportunities for growth and development.

Limitations

This study has several limitations that should be noted. Firstly, the study was conducted within the Deli Serdang Regency Government, which may limit the generalizability of the findings to other organizations. Secondly, the study used a cross-sectional design, which may not capture the dynamic nature of organizational commitment. Finally, the study relied on self-reported data, which may be subject to biases and limitations.

Future Research Directions

Future research should aim to replicate this study in other organizations and contexts to increase the generalizability of the findings. Additionally, future research should explore the dynamic nature of organizational commitment and the factors that influence it over time. Finally, future research should investigate the role of leadership in shaping organizational climate and work motivation.

References

Herzberg, F. (1959). The motivation to work. Wiley.

Mowday, R. T., Porter, L. W., & Steers, R. M. (1982). Employee-organization linkages: The psychology of commitment, absenteeism, and turnover. Academic Press.

Zeitz, G., Blau, G., & Minton, J. (1997). The effects of organizational climate on organizational commitment. Journal of Applied Psychology, 82(2), 169-178.
Frequently Asked Questions (FAQs) about the Effect of Organizational Climate and Work Motivation on Civil Servant Organizational Commitment in the Deli Serdang Regency Government

Q: What is organizational commitment, and why is it important?

A: Organizational commitment refers to the degree to which an individual identifies with and is committed to their organization. It is a vital factor that determines the success of an organization in achieving its goals. A positive organizational climate and high work motivation are two important pillars that can encourage the creation of strong commitments among members of the organization.

Q: What is the relationship between organizational climate and work motivation and organizational commitment?

A: The results of this study showed that the organizational climate and work motivation together had a positive and significant influence on the commitment of ASN organizations in Deli Serdang Regency. Work motivation has a greater contribution to organizational commitment compared to the Organizational Climate.

Q: What are the dimensions of organizational climate that contribute to organizational commitment?

A: The five dimensions of organizational climate that contribute to organizational commitment are:

Social cohesion: The sense of belonging and connection among employees.
Trust: The level of trust among employees and between employees and management.
Job challenges: The level of challenge and engagement in employees' work.
Communication: The level of open and effective communication among employees and between employees and management.
Innovation: The level of creativity and innovation in employees' work.

Q: What are the factors of work motivation that contribute to organizational commitment?

A: The two factors of work motivation that contribute to organizational commitment are:

Motivational factors: The internal and external factors that drive an individual's behavior and performance, such as recognition, achievement, and growth.
Maintenance factors: The factors that maintain an individual's motivation and engagement, such as job security, benefits, and work-life balance.

Q: What are the implications of this study for management in the Deli Serdang Regency Government?

A: The findings of this study have important implications for management in the Deli Serdang Regency Government. To increase ASN organizational commitment, management needs to create a conducive work atmosphere, give a decent appreciation, and ensure the clarity of duties and responsibilities to each ASN. In other words, focus on building a positive organizational climate and motivating ASNs well, as well as encouraging the growth of ownership and dedication to the organization, will be very helpful in increasing organizational commitment and achieving organizational goals effectively.

Q: What are the limitations of this study?

A: This study has several limitations that should be noted. Firstly, the study was conducted within the Deli Serdang Regency Government, which may limit the generalizability of the findings to other organizations. Secondly, the study used a cross-sectional design, which may not capture the dynamic nature of organizational commitment. Finally, the study relied on self-reported data, which may be subject to biases and limitations.

Q: What are the future research directions for this study?

A: Future research should aim to replicate this study in other organizations and contexts to increase the generalizability of the findings. Additionally, future research should explore the dynamic nature of organizational commitment and the factors that influence it over time. Finally, future research should investigate the role of leadership in shaping organizational climate and work motivation.

Q: What are the practical implications of this study for ASN in the Deli Serdang Regency Government?

A: The findings of this study have important implications for ASN in the Deli Serdang Regency Government. To increase their organizational commitment, ASN should focus on building a positive organizational climate and motivating themselves well, as well as encouraging the growth of ownership and dedication to the organization. ASN should also communicate effectively with management and colleagues, and seek opportunities for growth and development.