Grace Anafree Randa, Yusak Novanto. Faculty of Psychology, UPH Surabaya, Jl.Jend.Yani 288 Surabaya 60234, Indonesia

Transcription

1 THE RELATIONSHIP OF JOB SATISFACTION, ORGANIZATIONAL COMMITMENT, AND JOB INVOLVEMENT OF PERMANENT EMPLOYEE PT BANK RAKYAT INDONESIA (PERSERO) SURABAYA REGION Grace Anafree Randa, Yusak Novanto Faculty of Psychology, UPH Surabaya, Jl.Jend.Yani 288 Surabaya 60234, Indonesia graceanafree@yahoo.com, yusak.novanto@uphsurabaya.ac.id ABSTRACT Crime Behavior that involves employees of PT Bank Rakyat Indonesia (Persero) Tbk Surabaya Region happened few years back. In this bank occurred money embezzlement and fraud did by their employees. The aim of this research was to determine the relationship of job satisfaction, organizational commitment, and job involvement of permanent employee PT Bank Rakyat Indonesia (PERSERO) Tbk Surabaya Region. This research uses questionnaire consisting three psychological scales, including job satisfaction scale by Munandar (2008), organizational commitment questionnaire, adaptation of Allen and Meyer (1990), and job involvement inventory, adapted from Uygur and Killic (2009). Subjects of this research consist of 100 permanent employees of Bank Rakyat Indonesia (PERSERO) Tbk Surabaya Region, which divided in to eight different branch offices. Sampling Technique of this research was total sampling method. The result showed that the job satisfaction has positive relationship with job involvement, with r = 0,370 with p < 0,01, organizational commitment has positive relationship with job involvement, with r = 0,586 with p < 0,01, and job satisfaction also has positive relationship with organizational commitment, with r = 0,506 with p < 0,01. Based on the research results, the company is recommended to review the remuneration and salary of employees, because employees of PT Bank Rakyat Indonesia (Persero) Tbk Surabaya Region was not quite satisfied with the salary received compared to their workloads. I Introduction Keywords: job satisfaction, organizational commitment, job involvement Human Resource play important role of organization s success. Employee in organization is a key to achieve company s vision and mission. Nowadays, company must realize that presence of human resources in the organization will give competitiveness force. (Mathis & Jackson, 2001). Act of the Republic of Indonesia Number 13 Year 2003 about Labor Regulation; article one, paragraph two mentions that labors (employee) are every one that is able to do work to produce goods or service to meet their own needs as well as public needs. Employees were divided into two types, namely permanent employee and contract employee. Wijanarti (2007) explained that based on Indonesian Labor Act, contract employee do their job according to their work agreement which related to some time limit period that approved by both parties (company and employee). In other side, permanent employee will work in an organization until pension period at age years old. Bank BRI as a government bank also has contract employee and permanent employees as well. The Standard Dictionary of Indonesian (KBBI) said that the bank is financial institution which their main business is to provide loan and financial services related to payment issues and money circulation. Saragih (2010) explained that the bank is also categorized as services company. Therefore, the banks as a company need employees to achieve their organization s goals, either permanent or contract based. According to Abbas Ghozali (2008), permanent employee has tendency to work last longer than contract employee in a company. At the end of year 2012, Bank Rakyat Indonesia (BRI) is listed as bank with largest customers in Indonesia, with 42 million customers. This rank followed by other banks such as National Bank Indonesia (BNI) with 13.5 million customers, Bank Mandiri with 12 million customers, Bank Central Asia (BCA) with 11 million customers, and the last is Bank Danamon with 5 million customers. This fact shows that BRI has become one of the banks which become choice of Indonesian people. Level of trust from a bank is supported by availability of high qualified human

2 resources in that institution (Ericson Day & Leon, 2007). Qualified bank officers can deliver excellent service to their clients. Nowadays in several banks, personal data of their costumers is a commodity that can be sell to third party. However, these phenomena can destruct trust and loyalty of banks clients. Kompas Newspaper ( FEBRUARY 18 th, 2013 edition) explained that personal data of our customers is very easy to transferred illegally to other people, as happened in one of the private bank in Singapore. Criminal behavior by employee also happened in PT BRI (PERSERO) Jakarta.Infobank Magazine (March 8, 2013 edition), mentioned that the three employees of PT BRI in Jakarta do embezzlement of gold investment belong to their customers. This situation was finally acknowledged by PT BRI in November Another thing that happened was embezzlement of customers money did by an employee of PT BRI (PERSERO) Tbk Surabaya Region in one of its branch office. She called as Melinda Dee of BRI Surabaya. While She does embezzlement from the 25 customers for 38 times, She also copy the signature of her branch manager on disbursement slip since year 2008 (Surabaya Post, 2011). The facts and stories above, supported statement in Kompas Newspaper (FEBRUARY 18, 2013 edition) that level of trust from public to the bank began to decline, especially to the banks around Indonesia. This fact also impacted on BRI, which have some problems because of their employee s behavior. Employ people with high quality is not enough. Fazriati (2012) stated that employee s loyalty support high contribution to the company in order to gain profits for their organization. Employees who have positive attachment with the company, usually have desire to do the best for the company. They have organizational commitment toward this institution. Organizational Commitment is not only loyalty feeling of employees towards the organization, but organizational commitment is a process that happen while employees express their concerns to the organization and show with work hard and try to reach achievement in their respective areas(djati & Khusaini, 2013). This happened because they have psychological bond with company and they have passion to give the best for the company. Mowday, Potter, and Steers (in Allen & Meyer, 1990) explained that organizational commitment is a person effort to identify their involvement toward certain organization. This means that a person has no organizational commitment toward an organization if he/she doesn t want to involve themselves in to organization.. A research done by Knoop (2009) said that organizational commitment has positive relationships with job involvement. In addition, Anggrelina (2009) stated that job involvement level of an employee will show how big their commitment to their workplace, and minimize turn over phenomena in organization. Annas (2008) said that a company always leads among other companies because of active job involvement from all people in the organization. Without the active job involvement, it will be difficult to maintain performance that has been achieved. Job Involvement is participatory process by using all capacities that employees have. Job Involvement is designed to improve our commitment to the success of the organization (Kartiningsih, 2007). This means that a good job involvement contribute to development of the company. In addition, a research finds that employees who have job involvement was also would be more focused on his work (Mohsan, Nawaz, Khan, Shaukat, Aslam, 2012). Job Involvement not only has relationship with organizational commitment but also have a positive relationship with job satisfaction. Schermerhorn, et al. (2005) said that job satisfaction has a relationship with job involvement and organizational commitment. Employee s job satisfaction at their workplace is very important key to support productivity and profitability of a bank (Sehgal,2012). Job satisfaction is a attitude or emotional responses to a task or physical/social conditions at workplace (Schermerhorn, Hunt, Osborn, 2005). Job satisfaction is a employee evaluation of his work (Hulin & Judge, 2003). Hulin and Judge (2003) explained that we are what we do. This means that what we are doing reflects our own lives, whether it is our response to work and how far we involve ourselves in to the job. In addition, Datta, Mohajan, and Islam (2012) in their research, said that human resources efficiency and high job satisfaction level in the bank not only determine bank performance but also affected growth and economic performance of the country. This proves that the attitude of employees are very important for the organization (Davis & Newstrom, 2002). Davis and Newstrom (2002) also proposed that job satisfaction, organizational commitment, and job involvement are composite attitude of employee towards organizations. In addition, Kreitner and Kinicki (2008) said that job satisfaction, the organizational commitment, and job involvement have positive relationships among them. This research aims are to understand the relationship between job satisfaction, organizational commitment, and job involvement among employees of PT Bank Rakyat Indonesia (BRI) Surabaya Region. In details, the current research aims are as follows: 1. To understand positive relationship between job involvement and job satisfaction of BRI employee Surabaya Region 2. To understand positive relationship between organizational commitment and job involvement of BRI employee Surabaya Region. 3. To understand positive relationship between organizational commitment and job satisfaction of BRI employee Surabaya Region.

3 Relations between Job satisfaction, Organizational Commitment, and Job Involvement Job satisfaction is man s attitude that reflected how person feels his work as a whole (Spector, 2006). According to that statement, it can be defined that job satisfaction is emotional feeling of someone that measure how he loves his work. Kreitner and Kinicki (2008) showed power of positive relationship between job satisfaction and job involvement.previous Research done by Knoop (2009) shows that the job involvement has correlation with job satisfaction, especially job satisfaction in terms of career promotion and work opportunity. Sowmya and Panchanatham (2011) in their research stated people who express high job satisfaction level in their work, tend to be more productive, have higher job involvement level and have lower motivation to resign from the company. This means that job satisfaction have positive relations with job involvement. Mc Elroy (1999, the Uygurs & Kilic 2009) also supports research done by Sowmya and Panchanatham (2011) that job involvement has positive relations with job satisfaction. In addition, a research finds that job satisfaction affect job involvement. (Li dkk., 2008). Job Involvement not only related to job satisfaction but also with organizational commitment of employee. Organizational commitment is an individual s identification of their activities in the organization, involve in his organization, and they are not willing to leave the organization (Greenberg & Baron, 2008). Lodahl and Kejner (1965) also find high relationship between organizational commitment with job involvement. Kreitner and Kinicki (2008) said that the organizational commitment also have a positive relations with job involvement. Separately, a research has shown a relationship between job involvement and organizational commitment that they have positive relationship, where research results show r =.32, p =.001 (Knoop, 2009). Research done by Gunlu, Aksarayli, and Percin (2009) showed that job satisfaction have significant relationship with organizational commitment, specially affective and normative components. In addition, Mohamed, the cadre, and Anisa (2012) in empirical studies in banking industry explained that job satisfaction have positive relations towards organizational commitment, including normative, affective, and continuance commitment. Previous research done by Samad (2011) said that job satisfaction has effect on organizational commitment and work performance of employees. According to the explanation above, it can be concluded that job satisfaction, organizational commitment, and job involvement have relationship among each other. Job satisfaction has a relationship with organizational commitment, organizational commitment has a relationship with job involvement, and job satisfaction has a relationship with job involvement. Interconnections of these three variables are supported by the Kreitner and Kinicki (2008) that job involvement have positive relations with job satisfaction and organizational commitment. The hypothesis in this research is: 1. There is positive relationship between job involvement and job satisfaction of BRI employee Surabaya Region 2. There is positive relationship between organizational commitment and job involvement of BRI employee Surabaya Region 3. There is positive relationship between organizational commitment and job satisfaction of BRI employee Surabaya Region II. Methods Research Design. This research use quantitative method to understand and explain the relationship of job satisfaction, organizational commitment, and job involvement. Quantitative method is used to collecting numeric data and analysis of the data (Purwanto, 2010). There are three possibilities of description variables in quantitative method, which include namely describe, connection/relationship, or differencing (Purwanto, 2010). In this research, the variable explains about the relationship between several variables with one another variable. The collecting of data was started on December 11 until December 21, 2012 using questionnaires. Researcher give questionnaires to the human resources staffs in every branch offices, in order to distribute it to their employees. 160 questionnaires was spread and every branch offices got 20 questionnaires, Only 101 questionnaires that were collected, but one of them could not be analyzed because respondent only fill several aitems. So the total questionnaires that can be analyzed is 100 questionnaires. Population, Samples and Sampling Techniques. Population and samples taken from eight branch offices (BO) BRI Surabaya area. Branch Office was on BO Rajawali, BO Jemursari, BO Kaliasin, BO Kertajaya, BO Kapas Krampung, BO Perak, BO Pahlawan. Population of this study are 160 employees with the purposive sampling techniques. Purposive sampling is sampling technique that is done by choosing respondents that fit to the aim of the research (Purwanto, 2010). The samples are 100 employees that have status permanent employees. Researchers want to identify the level of job satisfaction, organizational commitment, and job involvement. Researchers choose permanent employee because they still have a tendency to remain working in an organization when compared with contract employees (was mentioned by Abbas Ghozali, 2

4 Measurement 1. Methods of Data Collection In this research, methods of data collection is done by using questionnaires. There are three questionnaires including the questionnaires of job satisfaction, organizational commitment, and job involvement. All questionnaires use Likert scale with five alternative answers, which is really agree, agreed, doubtful, does not agree with, and do not agree. ). Each questionnaire consists of a group of supportive statement (favorable) and group that does not support the claim (unfavorable). In favorable statements, each answer choices would given a score five if the answer is really agree, four if answer is agreed, three if answer is doubtful, two if answer is does not agree with, and one if answer is do not agree. Answer choices of Unfavorable statements would be given one score if the answer is really agree, two if answer is agreed, three if answer is doubtful, four if answer is does not agree with, and five if answer is do not agree. Job satisfaction is measured by using questionnaires that were made according to job satisfaction theory by Munandar (2008). This scale consists of 28 items where there are 14 favorable aitems and 14 unfavorable items. Organizational commitment is measured by using questionnaires which adapted from Allen and Meyer (1990). This scale consists of 24 items where there are 15 favorable ítems and 9 unfavorable items. Job Involvement is measured by using questionnaires which adapted from Uygurs and Kilic (2009). This scale consists of 23 items where there are 18 favorable items and 5 unfavorable items. The measurement procedures requires the researchers to do the validity and reliability test to know how much measurement tools measure what it was going to be measured. The Validity in this research using content and criteria validity. Content validity will be done through a revision to test and checking procedures of statements by professional judgement) (Azwar, 2011). Measurement tools were declared to be valid, if this tool is in accordance with the theory that become the background of this research. Criteria Validity will be done through computing correlation between the score test with the score criteria (Azwar, 2011). Conditions a item said to be valid and can be used is when the value corrected item-total correlation > 0.3. Reliability tests done in internal consistency method in order to know the consistency of these measurement tools to measure variables. Azwar (2011) stated that reliability shows how far the measurement is still give relative result that are not to different if it is done with the group of same subject or in other time. The coefficient reliability (α) of Alpha Cronbach is ranging from 0.0 to Try out Procedures Researchers do try out test for these scales on 26 November until December 3, 2012 to employees who work at PT BRI (PERSERO) Tbk. Branch offices Diponegoro and branch offices Pahlawan. The reason to choose PT. BRI (PERSERO) Tbk. Branch offices Pahlawan and Branch Office Diponegoro as the try out subjects to test the validity and reliability of the scales, is because they can represent common work charateristiv that is owned by employees in other branch offices. Of BRI (PERSERO) Tbk Surabaya Region. Number of questionnaire researchers spread was 20 questionnaires to branch offices Diponegoro and 20 questionnaires from branch offices Pahlawan, and at the end, researcher collected 20 questionnaires, where eight questionnaire from branch offices Diponegoro and 12 questionnaires from branch offices Pahlawan. Raw data from 20 questionnaires are then processed by researchers to calculate high reliability and validity of measurement tools using SPSS ver Data Analysis Norma Categorization Total score of these subjects are categorized into the categorization levels based on normal distribution. This was done in order to know what is the category of each variables, whether it can be in very high, high, moderate, low, or very low category level. Assumptions test Researchers do the normality test and lineary test using Shappiro Wilk with level of Signifance 0.05 and linearity test using scatter plot graphic. These assumption test is used to determine whether researcher will use parametric statistics or non parametric statistics.

5 Hypothesis test Analysis methods data is one of the ways that used a researcher for data processing or to get a conclusion. The hypothesis test of this research use analysis of Pearson-Product Moment Correlation. This method described relations between the two interval variables or more.(hadi,2002) III. Results and Discussion 1. Description subject This research was involved 100 subjects those are employees of PT BRI (PERSERO) Tbk Surabaya Region. The characteristics of these subjects can be observed according to demography data, based on questionnaires: Data on demography consists of two characteristics subject, which are age and gender. a. Subject description based on their genders Table 1 Subject Characteristic According to the Gender Gender Number Percentage of Men 56 56% Women 44 44% Total % Table 1 shows that the number of respondents for men and women who work at PT BRI (PERSERO) Tbk Surabaya Region almost balanced. Number of respondents where men have percentage 56 percent and the number of respondents women have percentage 44 percent, only a difference with 12 percent. This result shows that work opportunity in PT BRI (PERSERO) Tbk. Surabaya Region is not determined by a certain gender. b. Description subject Based on age Table 2 Subjects characteristics According to the Age Age Number Percentage of 20thn - 0% year 32 32% year 50 50% year 11 11% 45thn 7 7% Total % Table 2 shows that PT BRI (PERSERO) Tbk Surabaya Region does not have any employee with age less than 20 years old. Age distribution of employees who work at PT BRI (PERSERO) Tbk. Surabaya Region is 21 years to 28 years, as 32 people with percentage 32 %. Employees who have age of 29 years to 36 years are 50 people on the percentage 50 %. Employees who have age 37 years to 44 years are 11 people on the percentage 11 % and the number of employees who have age above 45 years old are 7 people on the percentage of 7%. These results showed that average age of employees of PT BRI (PERSERO) Tbk. Surabaya Region is 29 years until the 36 years old. 2. Variables Description a. Job satisfaction Total score of subject was categorized into the categorization levels based on normal distribution. Based on the formula norms categorization, job satisfaction can be described in the table as follows: Table 3 Categorization of Job Satisfaction Level Categorization Score Range Frequency Percentage Very High X % High 81 < X % Moderate 39 < X % Low 36 < X Very low X Total %

6 Table 3 shows that 77% subject was located in moderate category. The very high level has 17 people, with 17 % and high level category has 6 people. This indicates that in general, subjects has moderate job satisfaction level. Researchers conducted a cross-tabulation of job satisfaction with demographic data of research subject, namely age and gender. 1) Cross-Tabulation of job satisfaction with age. Cross-Tabulation of job satisfaction according to The Age can be seen in the table 4. Table 4 Cross-Tabulation of job satisfaction according to the Age Age Category Total >45thn year year year f Very High % f High % f Moderate % Cross-tabulations in table 4 shows that as many as 77 people or 77 percent have moderate category of employee job satisfaction. 77 people consisted of 25 people are in the age range 21 years to 28 years. Age range 29 to 36 years there were 38 people, range aged 37 years to 44 years, with eight people, and the age range >45thn there were six people 2) Cross-Tabulation of job satisfaction with gender Cross-Tabulation of job satisfaction according to the gender can be seen in the table 5 Table 5 Cross-Tabulation of job satisfaction according to the Gender Category Gender Man Woman Total very High f % High f % Moderate f % Cross-tabulation in the table 5 shows that as Many as 77 people have moderate category of employee job satisfaction. 77 people consisted of 50 people or 64.9% with man, and 27 people or 35.1% with the woman. Based on the results, cross tabulation between job satisfaction with age and job satisfaction with gender, shows that the generally employees of PT BRI (Persero) Tbk Surabaya Region have a job satisfaction in moderate level. This is supported by data of categorization has been done before, that as Many as 77% of the subjects were in the moderate category of job satisfaction level. b. Organizational commitment Total score of subjects was then categorized into the categorization levels based on normal distribution. Based on the formula norms categorization, organizational commitment can be described in the table as follows: Table 6 Organizational commitment level Categorization Score Range Frequency Percentage Very High X % High 54 < X % Moderate 42 < X % Low 29 < X %

7 Very low X 29 - Total % Table 6 shows that 7 subject or 7 percent in category very high, 65 subject or 65 percent in high category, 25 subject or 25 percent in moderate category, and two subjects or 2 percent in low category. This shows that in general, many subjects have high organizational commitment level. Researchers conducted a cross-tabulation of organizational commitment with demographic data of research subject, namely age and gender. 1) Cross-Tabulation organizational commitment with age. Table 7 Cross tabulation of Organizational commitment with Age Age Category Total >45thn year year year Very High High Moderate Low Cross-tabulations in table 7 shows that as Many as 65 people or 65 percent have high category of employee organizational commitment. 65 people consisted of 22 people are in the age range 21 years to 28 years. Age range 29 to 36 years there were 32 people, range aged 37 years to 44 years with seven people, and the age range >45thn there were four people. 2) Cross-Tabulation Organizational commitment with gender. Table 8 Cross tabulation between Organizational commitment And the Gender. Category Gender Men Women Total Very High f % High f % Moderate f % Low f % Cross-tabulation in the table 8 shows that as many as 65 people have very high category of employee organizational commitment. 65 people consisted of 32 people with man, and 33 people with the woman. Based on the results tabulation between organizational commitment with age and organizational commitment with gender, shows that the generally employees of PT BRI (Persero) Tbk Surabaya Region have high organizational commitment level. This is supported by data of categorization has been done before, that as Many as 65% of the subjects were in the high category of organizational commitment. c. Job Involvement Total score of subjects was then categorized into the categorization levels based on normal distribution. Based on the formula norms categorization, job involvement can be described in the table as follows: Table 9 Categorization of Job Involvement Level Categorization Score Range Frequency Percentage Very High X % High 57 < X %

8 Moderate 27 < X % Low 25 < X Very low X Total % Table 9 shows that 89% subject was located in moderate category. The very high category, as Many as 7 percent and categories was high as Many as 6 percent. This indicates, that in general subjects has a moderate job involvement. Researchers conducted a cross-tabulation of job involvement with demographic data of research subject, namely age and gender. 1) Cross-Tabulation Job involvement with age. Cross-Tabulation of job involvement according to the ages can be seen in the table 10. Table 10 Cross-Tabulation Job involvement with the Age Age Category Total >45thn year year year Very High High Moderate Cross-tabulations in table 10 shows that as Many as 89 people have moderate category of employee job involvement level. 89 people consisted of 30 people are in the age range 21 years to 28 years. Age range 29 to 36 years there were 44 people, range aged 37 years to 44 years with eight people, and the age range >45thn there were seven people. 2) Cross-Tabulation of Job involvement with gender. Cross-Tabulation of job involvement according to the gender can be seen in the table 11. Table 11 Cross-Tabulation Job involvement with the Gender Category Gender Men Woman Total Very High f % High f % Moderate f % Cross-tabulation in the table 11 shows that as Many as 89 people have moderate category of employee job involvement. 89 people consisted of 50 people with man, and 33 people with the woman. Based on the results tabulation between job involvement with age and job involvement with gender, shows that the generally employees of PT BRI (Persero) Tbk Surabaya Region have moderate job involvement level. This is supported by data of categorization has been done before, that as Many as 89% of the subjects were in the moderate category of job involvement. 3. Statistical Analysis a. Assumption Test 1) Normality Test Normality test aims to know if the data would use statistics parametric or non-parametric. In this research, normality test would be done by Shapiro-Wilk test. Shapiro-Wilk normality test is to compare the distribution of the data with the standard normal distribution. Application of Shapiro- Wilk test when the significance was less than 0.05 means data that have been tested showed significantly difference with standard normal data, it means data was not normal. In contrast, if

9 significantly more than 0.05 reflect data did not have a difference that a significant data normal raw materials and data was normal. a) Job satisfaction Test result shows that job satisfaction variable has a normal distribution data with the Shapiro- Wilk of with p > b) Organizational commitment Test result shows that organizational commitment variable has a normal distribution data with the Shapiro-Wilk of with p > c) Job Involvement Test result shows Job Involvement has a normal distribution with the Shapiro-Wilk of with p > ) Linearity Test Linearity test is testing the line between independent variables and dependent variables. Test of linearity is aims to know whether this funding from the points that are these variables follow linear regression line or not. linearity test used to form a scatter plot graph. linearity test in this research showed that both tree variables data are following linear line. This finding supported that the data in this research can be analyzed with parametric statistics b. Hypothesis test Hypothesis testing in this research was done by using tests correlation Product Moment Pearson, to know whether there is a positive relationship between job satisfaction, organizational commitment, and job involvement among permanent employee of BRI Surabaya region. Hypothesis 1 H1: There is a positive relationship between job satisfactions and job involvement of permanent employees of PT BRI (PERSERO) Tbk. Surabaya Region. Results of the analysis shows that correlation coefficient (r) Pearson for job satisfaction with the job involvement is with the significance of (p<0.01). The positive r shows that there is a positive relationship between job satisfactions with job involvement. It means, the more than job satisfaction, then job involvement also will be more then. 1) Hypothesis 2 H2: There is a positive relationship between organizational commitments and job involvement of permanent employees of PT BRI (PERSERO) Tbk. Surabaya Region. Results of the analysis shows that correlation coefficient (r) Pearson for organizational commitment with job involvement is with the significance of (p<0.01). The positive r shows that there is a positive relationship between organizational commitment with job involvement. It means, the more organizational commitment, then job involvement also will be more then. 2) Hypothesis 3 H3: There is a positive relationship between job satisfaction and organizational commitment of permanent employees of PT BRI (PERSERO) Tbk Surabaya Region. Results of the analysis shows that correlation coefficient (r) Pearson for job satisfaction with organizational commitment is with the significance of (p<0.01). The positive r shows that there is a positive relationship between job satisfactions with organizational commitment. It means, the more job satisfaction, then organizational commitment also will be more then. Based on correlation tests above, all hypothesis in this research could be accepted, that there is a positive relationship between job satisfaction and job involvement, there is a positive relationship between organizational commitment and job involvement, and there is a positive relationship between job satisfaction and commitment organization. Discussion In essence, this research aims to seek answers to formulation of problems that have been presented, namely to know the relationship between job satisfaction, organizational commitment, and job involvement. The results showed that permanent employees of PT BRI (PERSERO) Tbk Surabaya Region has moderate job satisfaction level. This finding can be interpreted that permanent employees of PT BRI (PERSERO) Tbk Surabaya Region still has some expectations that was not yet in accordance with what they receive from their jobs. This discrepancy was derived from several number of aspects that affect job satisfaction, namely intrinsic characteristic of work, salary, supervisor, colleagues, and working conditions (Munandar, 2008). Those fifth aspects can trigger levels of job satisfaction. This study shows salary is one of the aspect that still not macth with employee s expectation. Kreitner and Kinicki (2008) stated that an individual can be satisfied with one aspect but

10 not satisfied with other aspects of his work. Thus, it can be concluded that employees had felt satisfied with several number of aspects, but is not yet satisfied with other aspects. This Research does not measure job satisfaction based on promotion opportunities. In a study before, Knoop (2009) stated that promotion opportunity influence job satisfaction. This was also supported by Luthans (2006) that one of the factors that affect job satisfaction is an promotion opportunity. Maybe in the future, this action can increase the level of job satisfaction of permanent employee BRI (PERSERO) Tbk Surabaya Region from moderate to high. Different with job satisfaction, this research found that organizational commitment of permanent employee in PT BRI (PERSERO) Tbk Surabaya Region is high category level. It means, generally they have desire to continue working as employee at PT BRI (PERSERO) Tbk Surabaya Region. That expectations appeared for a variety of reasons, that is because of emotional feeling employees toward their organization (affective commitment), or because employees feel that loyalty is the ethical action should be done by employee toward organization that (normative commitment), or because employees still want to take benefit from status as employee in a organization (continuance commitment). High organizational commitment also means that employee feels become part of organization. This beliefs can make employee to work harder to achieve the organization goals (Kreitner & Kinicki, 2008). Thus, research found loyalty of these employees are still can be trust. This phenomenon can be seen from turnover rate of permanent employee PT BRI (PERSERO) Tbk. Surabaya Region which is very low. This reality is supported by the statement of Mrs. Lisa (HR Staff). She said that turnover of permanent employee PT BRI (PERSERO) Tbk Surabaya Region is very low in level. In addition, the research showed that job involvement is in moderate category. Schultz and Schultz (2006) explained that the job involvement depends on personal characteristics, job characteristic, and social factor. One of the elements that could be found in personal characteristics that supports job involvement are age, needs to grow, and belief in traditional workethics. The older workers are usually more involved with their work, because they have more responsibility and challenges and also opportunities to meet the growth needs (Schultz & Schultz, 2006). Based on the data demography, as many as 50% PT. BRI (PERSERO) Tbk Surabaya Region is located in the age of 29 years to 36 years, age of 21 to 28 as many as 32% and the rest are at the age above 36 years, that is 18 percent. This shows that in general, employees age of PT BRI (PERSERO) Tbk Surabaya Region is located at the age of 36 downward. This age has not been classified in old age of humans because categorized old age for man when entering the 40 years and women years (Hast, 2008). Thus, can be accepted if employees PT BRI (PERSERO) Tbk Surabaya Region still has moderate job involvement. We saw that the crime behavior by permanent employees PT BRI (PERSERO) Tbk Surabaya Region can be caused by moderate job satisfaction and job involvement. Analysis of a correlation between job satisfaction and job involvement shows that r = It means that there is a positive relationship between job satisfaction with job involvement. In contrast, the lower job satisfaction, job involvement employee will also become low. Sowmya and Panchanatham (2011) said that a person with high job satisfaction, will have high job involvement and intention to resign from the company is low. Kreitner and Kinicki (2008) said that job satisfaction have positive relations with job involvement. Coefficient correlation (r) between job satisfaction and job involvement work is still low, namely It can happened because job satisfaction and job involvement of permanent employees PT BRI (PERSERO) Tbk Surabaya Region located in moderate category, so that affect the result correlation between the two variables. In addition, the analysis correlation between organizational commitment and job involvement shows that r = It means that there is a positive relationship between organizational commitment with job involvement. The higher organizational commitment of employees also job involvement will be higher. In contrast, the lower the organizational commitment of the employee, job involvement will also become lower. This is supported by the statement Kreitner and Kinicki (2008) that organizational commitment and job involvement also have a positive relationship. Other research done by Knoop (2009) also show a relationship between job involvement and organizational commitment that they have positive relationship, even this research found a correlation coefficient a higher from the research done Knoop (2009) with r = This research also found that correlation between job satisfaction with organizational commitment is r = It means that there is a positive relationship between job satisfaction with organizational commitment. The higher job satisfaction, organizational commitment of employees will also become higher. In contrast, the lower job satisfaction and organizational commitment employees will also become low. This research is also supported by Gunlu, Aksarayli, and Percin (2009) that shows that job satisfaction have significant relationship with organizational commitment, especially affective and normative components. In addition, Mohamed, the cadre, and Anisa (2012)with several empirical studies in banking industry explained that job satisfaction have positive relationship with organizational commitment, including normative commitment,

11 affective commitment, and continuance commitment. As in the previous research done by Samad (2011) that job satisfaction has effect on organizational commitment and work performance of employees. Based on the result has been obtained, the three hypothesis in this research are accepted. Separately, there is a positive relationship between job satisfactions with job involvement of permanent employee PT BRI (PERSERO) Tbk Surabaya Region, there is a positive relationship between organizational commitment with job involvement of permanent employee PT BRI (PERSERO) Tbk Surabaya Region, and there is a positive relationship between job satisfaction with organizational commitment of permanent employee PT BRI (PERSERO) Tbk Surabaya Region. IV. Conclusions We conclude that job satisfaction level permanent employee PT. BRI (PERSERO) Tbk Surabaya Region is at moderate level category, organizational commitment of permanent employee PT BRI (PERSERO) Tbk Surabaya Region is at a high category level, and job involvement of permanent employee PT BRI (PERSERO) Tbk Surabaya is at moderate category level. Correlation between job satisfaction with job involvement as many as 0.370, organizational commitment with job involvement as many as 0.586, and job satisfaction with job involvement as many as The Limitations of this research. Researchers did not get a complete data demography of the respondents, such as the position because not all respondents want to fill demographic data completely. Researchers also can t find demographic data such as working period, amount of salary, and levels of education of respondents. The Recommendations. Results of this study showed levels of job satisfaction and job involvement of these respondents in both in moderate level. It means PT BRI (Persero) Tbk Surabaya Region needs to review employee salary, so employees can work better and give the best to the company. Further research should add additional demographic datas such as working period, amount of salary, and levels of education of respondents to get more sophisticated result of next research. References Abraham, C. (2005). Exploring Determinants of Job Involvement: An Empirical Test Among Senior Executives. International Journal of Manpower, 26, Allen, N. J., & Meyer, J. P. (1990). The measurement and antecendents of affective, continuance, and normative commitment to the organization. Journal of Occupational Psychology, Arnold, J., Cooper, C. L., & Robertson, I. T. (1998). Work Psychology. London: Financial Times/ Pitman Publishing. Azwar, S. (1997). Metode Penelitian. Yogyakarta: Pustka Pelajar. Azwar, S. (2011). Reliabilitas dan Validitas (3rd Edition ed.). Yogyakarta: Pustaka Pelajar Offset. Azwar, S. (2000). Tes Prestasi. Yogyakarta: Pustaka Pelajar Offset. Chairy, L. S. (2012, March 7). Retrieved September 8, 2002, from /internal/ /material/arisan86-komitmenorganisasi-liche.pdf Ciliana, & Mansoer, W. D. (2008). Pengaruh Kepuasan Kerja, Keterlibatan Kerja, Stres Kerja, dan Komitmen Organisasi terhadap Persiapan Untuk Berubah pada Karyawan PT. BankY. Jurnal Psikologi Sosial, -. Detail Perusahaan. (2012, May). Retrieved May 6, 2012, from Job Placement Center Web site: Hadi, S. (1994). Metodology Research. Yogyakarta: Andi Offset. Hidayat, M. (2010). Analisis Komitmen (Affective, Continuance dan Normative) Terhadap Kualitas Pelayanan Pengesahan STNK Kendaraan Bermotor (Studi Empiris pada Kantor Bersama Samsat di Propinsi Kalimantan Timur). Jurnal Manajemen dan Kewirausahaan, Vol. 12,

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