Climate Organization With Employee Satisfaction Implementation

Nurses are health workers who dominate as a whole and as the first and longest established contact with customers (patients and families) so that they need serious attention from the hospital management. The job satisfaction of health workers can be influenced by the organizational climate. This study aims to determine the relationship of the organizational climate with the job satisfaction of nurses in the inpatient room of RSUD H. Andi Sulthan Daeng Radja, Bulukumba Regency. This research is an analytic observational study with cross sectional approach. Sampling was done by stratified random sampling technique. The population in this study were nurses in the inpatient room of H.Andi Sulthan Daeng Radja Hospital, Bulukumba Regency, as many as 218 people. The sample in this study were 87 people. The measuring instruments used were questionnaires and observations. Data analysis used with Chi-Square test. The results of the respondents 'perceptions of the organizational climate are good categories with satisfied job satisfaction as many as 59 respondents (86.76%), and organizational climate of less categories with satisfied job satisfaction, namely 9 respondents (13.23%), while respondents' perceptions of organizational climate less categories with less satisfied job satisfaction as many as 15 respondents (78.94%), and less satisfied category job satisfaction, namely 4 respondents (21.05%). Based on the results of the analysis using the ChiSquare test statistic test obtained p value <0.002 which indicates the existence of organizational climate relations with the job satisfaction of the nurses in the inpatient room of H. Andi Sulthan Daeng Radja Hospital, Bulukumba District. Key Word : Organizational Climate, Nurse Job Satisfaction INTRODUCTION The nurse is a health worker who dominates overall and as the first and longest contact person with the customer (patient and family) so that it needs serious attention from the hospital management. One's subjective considerations regarding job satisfaction relate to salary/incentives, working environment conditions, supervision, relationships between individuals at work and opportunities in the future (promotion) (Hartini, Surati, & Hermanto, 2017). One of the workforce health satisfaction can be influenced by the organizational climate. The climate of the organization in question such as fair and proper remuneration, pleasant working environment and environment, pleasant work colleagues, placement in accordance with expertise, the severity of work,


INTRODUCTION
The nurse is a health worker who dominates overall and as the first and longest contact person with the customer (patient and family) so that it needs serious attention from the hospital management. One's subjective considerations regarding job satisfaction relate to salary/incentives, working environment conditions, supervision, relationships between individuals at work and opportunities in the future (promotion) (Hartini, Surati, & Hermanto, 2017). One of the workforce health satisfaction can be influenced by the organizational climate. The climate of the organization in question such as fair and proper remuneration, pleasant working environment and environment, pleasant work colleagues, placement in accordance with expertise, the severity of work, supporting equipment, the attitude of the leader and the nature of work performed (Sari, 2017).
According to the results of a survey conducted by Hay Group, 2005 shows that the organizational commitment of employees in Asian countries has a low commitment including Indonesia. Indonesia has a commitment index of 63 equal to Korea. In contrast to European countries such as Austria, Denmark, and Mexico have the highest index of 87. The results of an internet survey conducted by Watson Wyatt a human resource consultation in 2005 showed the same results, that the commitment of Indonesian employees was also low. The low value of the commitment of employees in Asia, including in Indonesia because companies in Indonesia only prioritize the business/production, not on human resources (Manopo, Rejeki, & Ulliya, 2014).
A conducive organizational climate is expected to be able to increase nurses' commitment to the implementation of their duties and work towards co-workers in workgroups, as well as the organization in general. The low sense of responsibility and support from members of the organization both from superiors and from colleagues in providing direction and assistance in working to aggravate the members of the organization assume that the organizational climate is not conducive. Though creating a conducive organizational climate is needed by organizations to create job satisfaction for their nurses (Sari, 2017).
From interviews with 8 nurses conducted by researchers on March 1, 2018, regarding job satisfaction as seen from the salary aspect, 6 nurses said they were satisfied with their salary because the respondent was a civil servant while 2 other nurses said they were not satisfied because the respondent had not worked too long and noncivil servant status. While the promotion of promotion is adjusted to the needs of the hospital and the decision making is in the hands of the leadership of the hospital.
As for the organizational climate, there is a clear division of tasks, sometimes there are conflicts within the room but can be resolved by themselves.
The purpose of this study was to determine the relationship of organizational climate with job satisfaction of implementing nurses in the inpatient office of H. Andi Sulthan Daeng Radja Hospital in Bulukumba Regency.

MATERIAL AND METHODS
Cross-sectional research is a cause or risk variable and the effects or cases that occur in the research object are measured or collected simultaneously (at the same time) (Notoatmodjo, 2012). This design aims to determine the organizational climate with the level of satisfaction of implementing nurses at H. Andi Sulthan Daeng Radja Hospital in Bulukumba Regency. Population is a generalization area that consists of objects/subjects that have certain qualities and characteristics determined by researchers to be studied and then drawn conclusions (Sugiyono, 2014). In this study, the population was implementing nurses who served in the inpatient room of H. Andi Sulthan Daeng Radja Hospital in Bulukumba Regency in 2018 as many as 218 nurses.
The sampling technique in this study is stratified random sampling wherein the researcher considers stratification or strata contained in the population so that strata are represented in determining the sample (Dharma, 2011). Data were analyzed based on measuring scale and research objectives using computerized program software. Data were analyzed by: (1). Univariate analysis is an analysis carried out to analyze each variable from the results of the study functions to summarize the result data collection in such a way that the data set turns into useful information and the data processing is only one variable (Sujarweni V. W., 2014). In this study, frequency distribution regarding the characteristics of respondents will be known.
(2) Bivariate analysis is a bivariate analysis is an analysis carried out by more than two variables that serve to determine the relationship between variables (Sujarweni V. W., 2014). The statistical test used is the X2 test (chi-square test) if it meets the requirements but if it does not meet the requirements used (the Kolmogorov test). This test aims to see whether there is a significant difference in proportion between the frequency distribution observed and expected with a significance level of 0.05. If P-Value <0.05 means there is a significant relationship (Ho is rejected) while P-Value> 0.05 means there is no meaningful relationship (Ho is accepted).
RESULT Based on Table 1 shows that the most respondents are in the age group <30, which is 69 respondents with a percentage (79.3%) and 18 respondents (20.7%) obtained ≥ 30 years. Respondents were female, as many as 72 nurses with a percentage of 82.8% and the rest were male as many as 15 nurses with a percentage of 17.2%. Respondents based on their educational background, most of them had DIII Nursing education with 48 nurses with a percentage of 55.2% and Nursing S1 with 39 nurses with a contribution of 44.8%. Responding to the length of work <5 years 60 respondents with a percentage (69.0%) and 27 respondents (31.0%) who worked ≥ 5 years while sharing the employment status of 67 respondents with honorary status with a percentage of 77.0% and 20 respondents with the percentage of 23.0% are civil servants.    (Sutrisno, 2011).
In line with research conducted by Nur Intan Maslichah and Kadarisman Hidayat (2017) the influence of work environment on employee job satisfaction in nurses at Lavalette Hospital Malang in 2016 states that there is an influence between work environment with job satisfaction, work environment in the form of a feeling of comfort, mutual respect and respect each other between employees to minimize the occurrence of conflict and employee work stress and can increase job satisfaction (Muslichah & Hidayat, 2017).

CONCLUSION
Based on the results of the above research, it can be concluded that there is a relationship between organizational climate and job satisfaction of nurses implementing in the inpatient room of H. Andi Sulthan Daeng Radja Hospital in Bulukumba Regency. The results of this study are expected to be able to add library references and students' insights of Stikes Panrita Husada Bulukumba regarding organizational climate and job satisfaction of nurses and can be input to the hospital