THE RELATIONSHIP BETWEEN WORK MOTIVATIONS AND ORGANIZATIONAL COMMITMENTS AT PT X

• Main Author: Puti Dahayu, Farah
• Format: Final Project
• Language: Indonesia
• Online Access: https://digilib.itb.ac.id/gdl/view/79379
• Institution: Institut Teknologi Bandung

PT X is a company that engaged in technology sector, especially in Augmented Reality (AR), Virtual Reality (VR), and Mixed Reality (MR). In 2020, PT X conducted a survey about employee engagement. The survey states that the employee engagement in PT X is still medium. There is also grievance from employees related to work motivation due to incompatibility of workloads and unclear identity and scope of work. Due to the mediumity of employee engagement and the grievance, it is necessary to conduct a research on work motivation and organizational commitment as another approach to employee engagement, to identify and understand the conditions and perceptions of employees more deeply. Research related to work motivation and organizational commitment was carried out using the Job Characteristic Model as a model of work motivation and Three-dimensional Organizational Commitment as a model of organizational commitment. The research was conducted using a quantitative survey in the form of an online questionnaire distributed to all employees of PT X. The level of work motivation was measured using the Motivating Potential Score (MPS), while the level of organizational commitment was measured by adding up the variable value model. The relationship between the two models was measured by Spearman correlation and linear regression. The results showed that the level of work motivation at PT X was strong, while the level of organizational commitment at PT X was classified as medium. It was also found that work motivation has a significant positive relationship with organizational commitment, especially the task significance variable. There are several positions that still have a low level of work motivation and organizational commitment. The recommended strategy that PT X can do to improve it is to increase the scope and frequency of contact with other employees, define identity and scope clearly, build feedback media, and create training for employees.