ANALISIS PENMGARUH KEPUASAN KERJA INTRINSIK DAN EKSTRINSIK TERHADAP KOMITMEN ORGANISASIONAL KARYAWAN KANTOR KECAMATAN DI KABUPATEN BANTUL

The human resourcc often receives a lot of concerns in the perforrnance of the govemment, particularly in terms of the education, reliability and professionalism. A research to assess the level of work satisfaction becomcs important in the job world since it is assumed that high level of work satisfaction would signfficantly drive the increase of individual performance (staffs) and group. It would in tum enlutnce the effectiveness of the company or orpnization in a whole. The commitment to the organization is an important behavioral dimension which can be used to evaluate the strength of the employees to stand in the organintion. The employee who shows a high commitment is assumed as having higher motivation and is more satisfied with his work. The objective of this research is to asscss the significance level of inftuence of the intrinsic as well as extrinsic work satisfaction either simultaneously or partially to the organizational commitment. The result derived can be stated as followinx 1) The result of simultaneous assessment states that intrinsic and extrinsic simultaneously give significant influence to the commitment of the organization, thus the result of the analysis support the hypothesis; 2) The experiment done shows that intrinsic work satisfaction (X1) has significant intluence to the organizational commitment (Y), therefore it supports the result of hypothesis and extrinsic work satisfaction (X2) affects the organizational commitment (Y), thus it supports the hypothesis.
Thc recommendation suggested is that the director and the related institution should give more thorough and comprehensive attention to the employee's work satisfaction both in intrinsic or extrinsic work satisfaction in order to enhance the organix.ational commitment more effectively. However, due to the strong influence of the other variables that are not covered in the research, which reach up to 60,8%, thus the other variables like the leadership style, the quality of work environment, work culture and the others must also be taken into account. •urther, the population sampling of the further research would not be merely taken from the district office (kecamatan) but can also be 'taken from all institutions under the authority of Bantul Regency Govemment, which includcs secretariats' staffs, office staffs, bureau staffs, agency staffs, and district staffs. Therefore, the result of the following research would be more relevant if genemlization to the result